The P&A classification was established in 1980 because the existing employment classifications did not adequately accommodate several converging trends at the University in the 1970s and early 1980s. More research was being conducted, and the proposal and reporting requirements were becoming increasingly complicated. Legal mandates, particularly affirmative action, required considerably more administration and new federal programs allowed for expanded University outreach opportunities.
Beginning with new affirmative action rulings, new positions were required at the University necessitating specialization, autonomy, flexible hours, and professional certification. At the same time, University administrators decided it was unwise to expand tenure to accommodate this new work because of the potential for fluctuating funding levels. A dramatic increase in tenured positions was not possible, nor was conferring tenure status on career administrators.
This new class was developed with the understanding that P&As would be able to carry out their administrative and professional duties free from intimidation and political interference. The intent was that all matters relating to P&A benefits, pay, and raises were to be covered by the same policies that applied to the faculty. The drafters of the original P&A policy did not intend to create a class of employees who were vulnerable to non-renewal. They envisioned probationary appointments leading to continuous appointments. However, they also thought the number of P&As would be fairly limited, and they did not expect the burgeoning number of P&A job titles that has developed at the University over the past three decades.