🎓 Trump's Federal Offensive Sets the Stage for State Actions

Higher education in the United States is facing unprecedented scrutiny from both federal and state levels. President Donald Trump's second administration has positioned colleges and universities as key battlegrounds in a broader cultural and political agenda. Through executive orders, policy proposals, and public rhetoric, Trump has targeted aspects like diversity, equity, and inclusion (DEI) programs, accreditation standards, admissions practices, and faculty governance. One recurring theme is the challenge to faculty tenure, the longstanding protection that grants professors job security after a rigorous probationary period, typically six to seven years, in exchange for academic freedom to pursue research and teaching without fear of reprisal for controversial ideas.

Tenure originated in the early 20th century amid concerns over political interference in academia, formalized by the American Association of University Professors (AAUP) in its 1940 Statement of Principles on Academic Freedom and Tenure. It ensures that dismissal occurs only for cause, such as misconduct or incompetence, or in cases of financial exigency—a severe, institution-wide crisis. Trump's initiatives, including the proposed 'Compact for Academic Excellence in Higher Education' and the 'Do No Harm' earnings test under the 'One Big Beautiful Bill,' aim to tie federal funding to outcomes like graduate earnings and ideological neutrality. These federal pressures have emboldened Republican-led states to enact their own reforms, particularly against tenure, viewing it as a shield for 'woke' ideology rather than a cornerstone of scholarly independence.

Conservative critics argue that tenure enables unaccountable lifetime employment, stifling innovation and accountability in public institutions funded by taxpayers. Proponents counter that weakening it risks politicizing campuses, deterring top talent, and eroding the pursuit of truth essential to universities. As states take direct aim, the tenure system—once nearly sacrosanct—is under siege.

Oklahoma's Executive Order Reshapes Tenure Landscape

In February 2026, Oklahoma Governor Kevin Stitt issued Executive Order 2026-07, a sweeping directive that eliminates new lifetime tenure grants at the state's regional four-year universities and community colleges. Instead, these institutions must transition to renewable fixed-term contracts, renewed based on performance metrics like teaching effectiveness, student completion rates, job placement outcomes, and alignment with economic needs. Research flagships like the University of Oklahoma and Oklahoma State University retain traditional tenure but with mandatory five-year post-tenure reviews tied to similar standards.

This order, paired with Executive Order 2026-06 emphasizing data-driven program approvals and performance-based funding, bypasses the legislature for immediate impact. Affected schools, overseen by the Oklahoma State Regents for Higher Education, must certify compliance. Stitt frames this as boosting accountability and return on investment for public dollars, amid frustrations over stagnant outcomes in higher ed.

Faculty groups warn of a 'brain drain,' as renewable contracts introduce uncertainty, potentially driving scholars to states with stronger protections. For example, regional campuses educating thousands of Oklahomans could struggle to attract specialized faculty in fields like nursing or engineering, where expertise is scarce.

Tennessee's Controversial Bill and Swift Withdrawal

Tennessee lawmakers introduced Senate Bill 1838 and companion House Bill 2581 in early 2026, proposing to prohibit public higher education institutions from granting new tenure after July 1, 2026. Sponsor Rep. Justin Lafferty (R-Knoxville) initially decried tenure as a 'system that has outlived its usefulness,' echoing national sentiments that it protects underperforming or ideologically biased professors.

The bills targeted the University of Tennessee system and Tennessee Board of Regents institutions, which serve over 200,000 students. However, after faculty testimony highlighting tenure's role in fostering diverse viewpoints and recruiting talent, Lafferty withdrew the measures, admitting he had 'stumbled into a complex issue' upon deeper research. This reversal underscores the pushback from academic leaders, who cited risks to institutional reputation and research productivity.

Despite the pullback, Tennessee already mandates six-year post-tenure reviews, part of a trend where states expand evaluation without outright bans. The episode illustrates how tenure debates can mobilize opposition quickly.

Kansas and Kentucky Advance Tenure-Weakening Measures

In Kansas, House Bill 2434—a massive 400-page budget reconciliation package—includes provisions to accelerate firings of tenured faculty and impose stricter post-tenure reviews every five years. The Kansas Board of Regents approved tougher workload policies in January 2026, requiring campus committees to assess performance on teaching, research, and service. Critics like university presidents argue this creates a competitive disadvantage, as top faculty seek stability elsewhere.

Meanwhile, Kentucky's House Bill 490, advancing through committees in February 2026, streamlines dismissals of tenured professors for 'financial reasons' without declaring full exigency. This lowers the bar for cuts during budget shortfalls, alarming groups like United Campus Workers, who see it as a pretext for ideological purges. Proponents insist it enables nimble fiscal management amid enrollment declines.

• Post-tenure reviews now common in states like Kansas, focusing on metrics beyond traditional peer evaluation.
• Easier terminations for finances, as in Kentucky, bypass AAUP safeguards.
• Budget bills sneak in reforms, limiting public debate.

📊 Broader Trends: A Wave of State Reforms Since 2023

These 2026 actions build on efforts in at least eight states since 2023: Florida's 2022 post-tenure review law, Texas Senate Bill 18 (2023) expanding dismissal for incompetence, Ohio's Senate Bill 1 and Kentucky's House Bill 4 (effective 2025) mandating reviews, and others in Iowa, Louisiana, North Carolina, and North Dakota. A 2025 study found 13 outright tenure ban proposals and 3,000 faculty-related bills from 2012-2022, mostly Republican-led.

No state has fully abolished tenure, but cumulative changes—renewable contracts, frequent reviews, broadened firing grounds—erode its protections. Contingent faculty now comprise 77% of instructors, diluting tenure's prevalence from 39% in 1987 to 23% today.

These align with anti-DEI laws, curriculum mandates (e.g., Florida's sociology frameworks), and governance shifts diminishing faculty senates.

Impacts on Faculty Recruitment, Retention, and Careers

Tenure threats ripple through academia. Faculty report heightened anxiety, with surveys showing 40% considering job changes in reform-heavy states. Recruitment suffers: A University of Kansas leader noted 'immediate disadvantage' for elite hires. Brain drain risks hit STEM fields hardest, where federal grants demand stable research environments.

Junior scholars face stark choices—pursue tenure-track roles in safer states or opt for non-tenure positions. Administrators grapple with morale and productivity dips. Students lose out on expert instruction, potentially widening skills gaps.

For those navigating this, platforms like higher ed jobs listings offer visibility into stable opportunities nationwide. Reviewing professor salaries by state helps weigh trade-offs.

Defending Academic Freedom Amid Politicization

AAUP warns these reforms enable dismissals for speech, as seen in post-2026 cases tied to controversial events. Historical parallels to McCarthyism loom, where unpopular views led to ousters. Balanced reforms could include voluntary post-tenure evaluations focused on development, not punishment.

Universities adapt via internal policies, but state overrides shared governance. External links provide deeper insight: PEN America's report on campus censorship details 70+ bills across 26 states.

Practical Advice for Faculty and Job Seekers

• Document achievements rigorously for reviews.
• Explore academic CV tips to stand out.
• Consider remote higher ed jobs for flexibility.
• Network via university jobs boards.
• Share experiences on Rate My Professor to inform peers.

In uncertain times, diversifying options preserves careers. Inside Higher Ed's analysis tracks evolving threats.

Photo by Fotos on Unsplash

Future Outlook: Solutions and Resilience

While pressures mount, pushback grows—lawsuits, faculty unions, and bipartisan recognitions of tenure's value. Positive paths include performance-tied incentives without job loss, investing in adjunct pathways to tenure, and transparent metrics. AcademicJobs.com positions itself as a beacon, connecting talent to opportunities amid flux.

In summary, Trump's targeting has catalyzed state actions, but thoughtful reforms could balance accountability with freedom. Faculty, administrators, and students must engage: check Rate My Professor for insights, browse higher ed jobs, seek career advice, and explore university jobs. Share your voice in comments—your perspective shapes the discourse. For executive roles, visit higher ed executive jobs.