Waging war on staff: The narrative of a defeat.

When the end of the Marking and Assessment Boycott (MAB) was announced on 6 September, it was finally clear that the University and College Union (UCU) had lost the struggle of the Four Fights over Pay, Workload, Pay Gaps and Casualisation. Despite 15 days of strike action across the academic year 2022/2023 as well as the MAB lasting from 20 April to 6 September, employers represented by the Universities and Colleges Employers Association (UCEA) had not budged. Despite widespread disruption to graduations in the summer with many students either not graduating or graduating with ‘derived’, i.e. ‘guestimated’ marks, employers refused steadfast to negotiate especially over pay. A derisory below inflation proposal was presented as the best possible offer the sector could afford. Having lost large amounts of salary during the struggle, staff had to return to work and mark scripts, for which they had already had pay deducted due to the MAB. In this post, I will explore the causes of the defeat and reflect on the implications for the sector.

 

Fighting today’s battles with yesterday’s strategies? On the romanticism of the picket line!

Since 2018, UCU has been in almost permanent industrial action over cuts to pensions, pay and working conditions including more than 60 days of strike by now. Currently action is paused to provide room for 'meaningful negotiations', but we are yet in another ballot to extend the dispute for a further six months including a potential marking and assessment boycott in the summer. Key to any action has been the sanctity of the picket line. All-out strikes are supposed to be all-out strikes. However, is this still the right strategy at this point in time? In this blog post, I use the moment of pause in industrial action to reflect on our approach. I will argue that we need to rethink our strategy drastically and emphasise impact on our employer over purity of action. The way the neo-liberal University works has changed, and we need to adjust our tactics accordingly.

Staff working conditions are student learning conditions – more than just a slogan!

Yet again, staff at universities across the UK are out on strike to defend their working conditions and pensions. Unsurprisingly, university management tries to pit students against staff. Students, however, are not falling for this. They realise that drastic cuts to staff pay and working conditions is mirrored in a deterioration in student learning conditions especially since the 2007/2008 global financial crisis.

 

The fight over USS pensions and the role of the so-called ‘independent’ pensions regulator

Yet again, university employers (UUK) and the University and College Union (UCU) are at loggerheads over the future of the sector’s USS pension scheme. Interestingly, the ‘independent’ Pensions Regulator (TPR) has increasingly assumed a rather hawkish position deepening further the alarmist and reckless policies of USS managers. In this blog post, I will reflect on why TPR adopts such an interventionist position. 

An education system gone astray

On 5 January, the government cancelled all GCSE and A-level exams in England for the summer 2021, following similar decisions by the devolved governments of Wales and Scotland. The announcement was greeted with an outcry by many pupils and their parents. The cancellations were called a ‘big disappointment’ by some, apparently potentially preventing students to reach their full potential and endangering their future career prospects (BBC, 5 January 2021). Why is it that many pupils and their parents are so unhappy about the cancellation of an enormously intensive set of exams? 

 

Higher Education in the UK and its inability to respond to the crisis

As people are trying to come to terms with the pandemic of the coronavirus, we are told that we are all in the same boat. Higher Education in the UK is no exception in this respect. Messages by key university administrators attempt to instil a collective ‘we’ feeling in view of the challenges ahead. And yet, while staff work extra hours up and down the country to facilitate the shift to online teaching, leading universities have already started to lay off employees. It is the most vulnerable colleagues first, those on fixed-term, often zero hours contracts, who are told at short notice that their services are no longer required. How can we understand these, at first sight, contradictory tendencies?

Photo by Geoff  Whalan

What’s worse than being a casual worker in academia? Being an outsourced casual worker in academia.

In June 2019, the University and College Union (UCU) released a report, Counting the costs of casualisation in higher education. It details the increasing precarity of work in the HE sector, and vividly lays bare the prevalent use of “atypical” employment/engagement practices by UK universities. Of note is the report’s observation of the widespread use of casual worker arrangements and the role of doctoral research students within this landscape:

“Many [atypical academics] are PhD students, teaching during their studies, dependent on their teaching earnings to fund their studies. Many are also contracted as ‘casual workers’, a form of zero hours contract that means that they are paid by the assignment, like temps, and have fewer employment rights. Prominent universities that use casual worker status include UCL, Warwick, Birmingham, and Nottingham among others.” In this guest post, Robert Stenson outlines his experience as a ‘casual worker’ at Nottingham University.

Higher Education for the Many!

The increase in tuition fees to £9000 per year and the removal of the cap, allowing Universities to recruit as many students as they want and can, has had dramatic consequences for Higher Education (HE) in the UK, limiting education to those who can pay for it. Developments at Nottingham’s universities are no exception in this respect. Only Labour’s policy of abolishing tuition fees, as outlined in the party’s 2017 Manifesto, can reverse this trend.

What is theorising the international?

Across our joint collaborations, one of the key features has not just been our co-authorship but also our joint teaching. The latter has combined delivery of undergraduate political economy courses (or modules/units) as well as International Relations theory teaching, not least in relation to the core Masters’ course at the University of Nottingham in Theories and Concepts in International Relations.

UCU’s ‘Syriza moment’: Putting university managements on notice!

Despite strong support from the Greek people, in July 2015 the Greek government by Alexis Tsipras gave in and accepted major further austerity measures in exchange for a third bailout agreement with the Troika, consisting of the European Commission, the European Central Bank and the IMF (The Guardian, 13 July 2015). Against the background of a bitter dispute over cuts employers in British Higher Education (HE) want to impose on the USS pension scheme in pre-1992 universities (see Britain: Universities on Strike), here too, UCU negotiators felt they had no other option but to accept an agreement, which involved major cuts (see UCU ‘agreement’, 12 March 2018). Nevertheless, pushed by its members, UCU ultimately did not buckle and rejected the ‘agreement’. In this blog post, I will analyse the underlying reasons for this different outcome.

Asserting power: The political economy of USS pension fund valuations.

The University and College Union (UCU) and the employers’ organisation of pre-1992 Higher Education institutions UUK are currently involved in an industrial conflict over plans by the employers to impose draconian cuts to the USS pension scheme. At the heart of the conflict is the valuation of the fund in 2017 by USS, apparently revealing a large deficit of about £6 billion, which needs to be addressed. In this post, I do not want to engage in economics arguments over how big the deficit actually is. Rather, I will focus on a political economy analysis of the actual struggle over who is in charge determining the criteria for the valuation in the first place. The valuation of the health of the fund is not an objective, economic task. It is ultimately a political decision on how to estimate the risk and especially on how to spread the risk across staff and employers

Striking for USS: four ways university managements have misjudged the situation.

The University and College Union (UCU) and the employers’ association for pre-1992 institutions UUK are currently locked into a bitter battle over pensions in the UK Higher Education sector. Overall 14 days of strike action have been scheduled for February and March (see Lecturers on strike). To the surprise of the employers, support for lecturers on strike has been strong resulting in a fragmentation of UUK. The University of Oxford is only the latest in a line of universities changing their position (The Guardian, 7 March 2018). In this blog post, I will identify four ways in which the employers have seriously misjudged the situation.  

Lecturers on strike

On Thursday 22 February, lecturers at most universities in the UK went on strike. They also stayed on strike on Friday 23 February. They will continue to do so for three days this week, four days the week afterwards, and five days the week after that. In total, unless the dispute is settled in the meantime, 14 working days will be lost to industrial action in an industry that seldom sees action of any kind. In this guest post, Steven Parfitt reflects on the underlying reasons and wider implications for Higher Education in the UK.

Another education is possible: The UCU Congress 2017!

The annual Congress of the University and College Union (UCU) met in Brighton from 26 to 29 May to assess the situation of Further and Higher Education in the UK. Since 2010 and the first Conservative-led government, Further and Higher Education have come under significant pressure. Against the background of the global financial crisis, salaries have fallen in real terms, the workforce has become increasingly casualised, moves towards privatisation have been facilitated and tuition fees have been increased to £9000 per year. And yet, the Labour Party manifesto for the general elections on 8 June 2017 offers a clear alternative. In this blog post, I will reflect on this possibility against the background of discussions at the UCU Congress.

Training for Exploitation? Politicising Employability & Reclaiming Education.

Employability is a powerful and increasingly dominant word within the universities. Nottingham University is proud to be “ranked in the world top 100 Universities for employability”. This is because students are now the main funder of universities. And employability provides the answer to why the £9.250 tuition fees per year are worth it – even if one needs to in-debt oneself for this investment. Consequently, employability services are not only spreading like wildfire but also academic staff is increasingly pressurised to demonstrate in what ways their course facilitates students' employability. For these employability educators the Precarious Workers Brigade just published a book called “Training for Exploitation? Politicising Employability and Reclaiming Education” (a free pdf is available online). The book offers a “critical resource pack to assist teachers and students in deconstructing dominant narratives around work, employability and careers, and explores alternative ways of engaging with work and the economy”. In this guest post Vera Weghmann introduces the book by explaining what employability is and why it needs to be politicised.

The Great Pension Robbery – UCU unravelling!

Only three years after closing the final salary pension scheme of USS for new members of staff in pre-1992 Higher Education (HE) institutions in the UK, the employers returned to the table with new demands. This time they asked for cuts to staff members’ pensions of around 27 per cent. Initially, the University and College Union (UCU) responded forcefully and carried out a ballot for industrial action: 78% of union members who participated voted for strike action and 87% voted for action short of a strike. The turnout of 45% was the highest in a national higher education ballot since UCU was formed in 2006. And yet, in January 2015 UCU settled for a negotiated deal, which was only marginally better for members than the initial proposals by the employers. Instead of 27 per cent of cuts, many members will now face cuts of somewhere between 20 and 24 per cent. How could this happen? In this blog post, I will provide a critical assessment of this struggle, drawing also on my own experience as a member of the Higher Education Committee (HEC), where the crucial decisions were taken within UCU.

When Markets Meet Central Planning.... Or How Russellton became Poppleton

Higher education in England is being subjected to sustained marketisation with undergraduate degrees in arts, humanities and social sciences now financed by student fees and the numbers cap set to be lifted after 2015 (likely to be followed by the fees cap). Just as the introduction of this market is centrally planned by Government, so University management is increasingly centralised and its decisions implemented via key performance indicators that purport to act as market proxies. In this guest post, John Holmwood discusses how at the University of Russelton - pre-1992 older sibling to the post-1992 University of Poppleton - this brave new world is currently being pursued via a central workload plan.

The Great University Gamble – Privatising English Higher Education against the background of global economic crisis.

Similar to other public sector areas in the UK, Higher Education (HE) is currently under attack. The introduction of tuition fees of up to £9000 per year, the downward pressure on wages and the attack on pensions imply a fundamental transformation of the sector. In The Great University Gamble: Money, Markets and the Future of Higher Education (Pluto Press, 2013), Andrew McGettigan unravels the true objectives underlying restructuring in English HE. In this post, I review this fascinating book and provide some additional reflections on aspects of resisting restructuring.  

The Neoliberal University: Origins and Alternatives.

UK Higher Education (HE) is being transformed. The introduction of tuition fees of up to £9000 per year induces changes across the whole system including the public purpose, administration and culture of universities. In this guest post, Hugo Radice assesses the transformation of HE as part of wider processes of neoliberal restructuring.

Neo-liberal restructuring of Turkish Higher Education: An Ordinary Story from Ordu University.

Restructuring in Higher Education around narrow objectives of employability with a focus on economic benefits is not only occurring in the UK. Turkey too is experiencing increasing pressures along this line. In this guest post, Nuray Sancar outlines some of the authoritarian methods with which restructuring is imposed, but also the fledgling movement of resisting and contesting neo-liberal restructuring.