Adjunct faculty recognition values contributions to student and department success
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Adjunct Faculty Recognition Values Contributions to Student and Department Success. Team members: Kathy Chamberlain James Falco – Team Leader Wendy Moylan Tina Rosenberg – Computer Software Nori Sasaki Claudia Terrones – Scribe Shiela Venkataswamy Steering Committee Sponsors: Lillian Roy

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Adjunct faculty recognition values contributions to student and department success l.jpg

Adjunct Faculty RecognitionValues Contributions to Student and DepartmentSuccess.

Team members:

Kathy Chamberlain

James Falco – Team Leader

Wendy Moylan

Tina Rosenberg – Computer Software

Nori Sasaki

Claudia Terrones – Scribe

Shiela Venkataswamy

Steering Committee Sponsors:

Lillian Roy

Melissa Stutz


Employee recognition team l.jpg

Employee Recognition Team

Finding a five-acre field wasn’t hard.

The hardest task was to work with a bunch of

Team Leader a.k.a. Brad Pitt


Employee recognition team3 l.jpg

You bunch of socialists…

Employee Recognition Team

I heard that! It goes in the minutes.

Socializers!!!

Except for Wendy who is an analyzer.

I mean,

socializers.

Team Leader a.k.a. Brad Pitt


Slide4 l.jpg

Employee Recognition Team

The Sponsors were useless because they, too, are socializers!!!

No, it’s not,

Lillian…

Its’ wonderful!!


So we discussed l.jpg
So, we discussed…

Which employee group is the least recognized?


So we discussed6 l.jpg
So, we discussed…

Adjunct Faculty!!!

I knew it from the get-go!


Adjunct faculty l.jpg
Adjunct Faculty

  • is the largest employee group (250 per semester on average).

  • doesn’t have a yearly award.

  • doesn’t get significant monetary remuneration.

See, I told you.


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It’s not 5 acres yet!

You’re right,

Lillian!

I’ve checked what other colleges do, don’t forget that!

What do you mean by 5 acres???

We need to define what “recognition” means.

Let’s ask adjunct faculty!


Adjunct faculty survey l.jpg
Adjunct Faculty Survey

We asked

  • # of semesters employed and class times

  • Reasons for teaching at MCC

  • Preference of type of recognition

  • Division served

  • Other types of recognition at other institutions

  • From whom do you want recognition

  • Other faculty development information


Out of about 230 adjunct faculty instructors during the spring semester 2006 62 responded l.jpg
Out of about 230 adjunct faculty instructors during the Spring semester 2006, 62 responded.

That’s 27%, you know.

Good job!

Brad Pitt

Listen to us, you guys!


Adjunct faculty survey results l.jpg
Adjunct Faculty Survey Results Spring semester 2006, 62 responded.

It’s called a Pareto chart!

We think…


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Adjunct Faculty Survey Results Spring semester 2006, 62 responded.

Go to 5.2 and… 5.32 and…


Slide13 l.jpg

We don’t have any money, you know. Spring semester 2006, 62 responded.

You’re right,

Lillian!

What do you mean we don’t have any money???

I’m an analyzer, you know…

We haven’t defined “recognition” yet.

Let’s define “recognition!”


Recognition includes l.jpg
Recognition includes Spring semester 2006, 62 responded.

Honoring adjunct faculty as employees, who like any other MCC employee group, would benefit from regular feedback from their supervisors.

I knew it from the get-go!


So what do we do l.jpg
So, what do we do? Spring semester 2006, 62 responded.

And an award only applies to one person out of 230 once a year…

Recognition given by administrators, peers, and students…

Brad Pitt

Student evaluation feedback process?

Not monetary, but maybe written recognition…

Shiela at MCC


Some comments from adjunct faculty l.jpg
Some Comments from Adjunct Faculty Spring semester 2006, 62 responded.

  • “Better student evaluation process.”

  • “I would like to see my students’ evaluation of me and my course.”

  • “I usually get pretty good student evaluations and would like to know they get read by my department chairs.”

Do you understand what we want?

Shiela’s evil twin


Improvement and formalization of student evaluation process l.jpg
Improvement and formalization of student evaluation process Spring semester 2006, 62 responded.

  • ensures that both positive and negative feedback from students and supervisors reach adjunct faculty, which leads to improvement of student learning.

  • has, we believe, more value than a one-time one-person-a-year award for outstanding teaching.


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Okay, I’m ready to make the fishbone diagram. Spring semester 2006, 62 responded.


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To find out what you need to focus on, a Gantt chart…, no, a flow chart… , I mean, a fishbone, oops, oh, a Cause and Effect diagram will help!

Now go to 5.2, 5.15, 5.35…

I’ll do it!


What we learned from the cause and effect diagram l.jpg

Causes a flow chart… , I mean, a fishbone, oops, oh, a

Department Chairs/Supervisors (10 out of 10)

Consistent observation of Adjunct Faculty by their supervisors (9 out of 10)

Evaluation of their work performance (8 out of 10)

Effects

Student learning (10 out of 10)

Increased Adjunct Faculty morale (9 out of 10)

Contributions of Adjunct Faculty to department/division (8 out of 10)

Adjunct Faculty Retention (8 out of 10)

What we learned from the Cause and Effect Diagram

Student evaluation of adjunct faculty

See?

Yeah!


Action project statement l.jpg
Action Project Statement a flow chart… , I mean, a fishbone, oops, oh, a

  • To design an effective feedback process between Department Chairs/Supervisors and their Adjunct Faculty regarding student evaluations as measured by a survey of Adjunct Faculty.

Now, this is what I call “5 acres!”


How does the current system work l.jpg
How does the current system work? a flow chart… , I mean, a fishbone, oops, oh, a

Yeah!

You go, girl!

We asked Executive Deans and Supervisors like

  • What’s working?

  • Should the process be consistent?

  • What do you recommend?

  • How are Adjunct Faculty recognized?

We rule!!

Sue Maifield

Cathy Maxwell

Here are my comments and I’m outta here!!!!

Ken Bindseil


How does the current system work24 l.jpg
How does the current system work? a flow chart… , I mean, a fishbone, oops, oh, a

No!

Ours is better!

Ours is better!

  • Each division has its own process.

  • Evaluation tools are sometimes different.

  • There is no formal procedure to monitor supervisors’ feedback to Adjunct Faculty.

  • And they don’t like the end-of-the-semester student evaluation form.

Sue Maifield

Cathy Maxwell

Oh, cut it out!!

Bob Whittaker


How does the current system work25 l.jpg
How does the current system work? a flow chart… , I mean, a fishbone, oops, oh, a

We also asked Department Chairs or Supervisors of Adjunct Faculty.

  • They use some forms of student evaluations, but they differ in how they use them and how satisfied they are with them.

  • Recommendations included two evaluations per semester, involving other full-time faculty, and changing the student evaluation form.

Now, what do we have to do?


How does the current system work27 l.jpg
How does the current system work? a flow chart… , I mean, a fishbone, oops, oh, a

In short,

  • Evaluation tools are available.

  • The Adjunct Faculty evaluation feedback process is not always being followed.

  • All students are expected to be evaluating Adjunct Faculty.

  • Not all Chairs/Supervisors are communicating with Adjunct Faculty every semester regarding student evaluations in a timely fashion.

Alright, I’m not Brad Pitt, but Jim Falco


Recommendations l.jpg
Recommendations a flow chart… , I mean, a fishbone, oops, oh, a

I knew it!

  • Department Chairs/Supervisors read end-of-semester student evaluations for every Adjunct Faculty member.

  • Each semester the Department Chair/Supervisor must provide feedback (preferably written) regarding student evaluation results to every Adjunct Faculty member.


Recommendations29 l.jpg
Recommendations a flow chart… , I mean, a fishbone, oops, oh, a

I really did.

  • The feedback provided to the Adjunct Faculty must be forwarded to the Executive Dean/Supervisor for accountability purposes.

  • The impact on the stakeholders could be significant, i.e., Department Chairs/Supervisors will be accountable for their actions and the Executive Deans must continually monitor this situation.


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Adjunct Faculty Handbook (p. 46) a flow chart… , I mean, a fishbone, oops, oh, a

We had this all along.

Student Evaluation of Instructor

  • Student evaluations of instructors are designed to help us provide and maintain excellent instruction in the classroom, and to help each instructor develop a personal plan for growth and development.

  • Instructors are responsible for providing each class with student evaluation instruments, at some point between midterm and the last day of class. The evaluations are reviewed by your Executive Dean.


Estimated cost to the college l.jpg
Estimated Cost to the College a flow chart… , I mean, a fishbone, oops, oh, a

  • Estimated financial cost to the College is neutral.

  • However, Professional Development may have to offer:

    1. workshops on using the evaluation process and/or how a successful evaluation is conducted for Adjunct Faculty

    2. workshops on instructional strategies.

But, remember, I’m retiring!


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Did someone say, “Gantt?” a flow chart… , I mean, a fishbone, oops, oh, a


Plus this action team recommends l.jpg
Plus a flow chart… , I mean, a fishbone, oops, oh, a This Action Team Recommends

  • A new action team be formed to review and transform the end-of-semester evaluation tool(s).


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Employee Recognition Team a flow chart… , I mean, a fishbone, oops, oh, a

Good Job, Everybody!


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