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Work of the Faculty Leadership Team. A Progress Report. 1. Strategic Planning (including a shared mission and vision for the department) [23]. The PAC structure with subcommittees designed to give maximum voice for all faculty members. The departmental listserv will also aid in this.

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1 strategic planning including a shared mission and vision for the department 23
1. Strategic Planning (including a shared mission and vision for the department) [23]

  • The PAC structure with subcommittees designed to give maximum voice for all faculty members. The departmental listserv will also aid in this.

  • The PAC committee will give the chair advice in a more systematic manner.


2 workload 21
2. Workload [21] vision for the department) [23]

  • The sub-committee structure will encourage more transparency and equity in teaching and other workload assignments.

  • We recommend that guidelines for workload be considered by a Task Force working on the Department Handbook.


3. Need to Establish Shared Values (e.g. programs, direction of the department, professional relationships, etc.) [17]

  • The sub-committee structure is meant to encourage all faculty to determine and affirm our shared values.


4 clarification of faculty roles and ranks 12
4. Clarification of Faculty Roles and Ranks [12] direction of the department, professional relationships, etc.) [17]

  • Recognizing that this is an important issue, we recommend that guidelines be considered by a Task Force working on the Department Handbook.


4 clarification of faculty roles and ranks 12 continued
4. Clarification of Faculty Roles and Ranks [12]. . . continued

  • Qualifications for Teaching Specific Courses:

    • general education courses: graduate work in specific course.

      To teach beyond general education:

    • Ph.D. in area of specialization

    • ABD in specialty area

    • Through scholarship and pedagogy have developed expertise in the area


5 unprofessional behavior 11
5. Unprofessional Behavior [11] continued

  • Issue of unprofessional behavior can be addressed by concerned faculty in the following manner:  faculty who feel the need for facilitated conversations with colleagues should contact the Chair or Ansley Barton.

  • We recommend that the sub-committees adopt and follow the “Discussion Guidelines” used by the FLT


6 departmental governance 10
6. continuedDepartmental Governance [10]

  • We believe the PAC structure will serve the department well for the immediate future even as we consider its modifications in the next year.


6 departmental governance 10 continued
6. continuedDepartmental Governance [10] . . . continued

  • We recommend that PAC select one of its seven coordinators/directors to represent the department on the College Curriculum Committee and to serve as Chair of PAC when curricular issues are discussed.

  • We recommend that we keep the current plan for the T & P committee with the understanding that anyone elected this year might serve only one year.


6 departmental governance 10 continued1
6. Departmental Governance [10] . . . continued continued

  • Procedures for evaluating the PAC model will be developed by PAC in conjunction with the department as a whole and the Chair.


7 clarification of performance expectations for faculty 9
7. Clarification of Performance Expectations for Faculty [9]

  • Recognizing that this is an important issue, we recommend that guidelines be considered by a Task Force working on the Department Handbook.



9 low morale 8
9. [8]Low Morale [8]

  • We believe the PAC structure and our development of a up-to-date departmental handbook will address larger departmental concerns, and that clear provisions for addressing individual differences will go a long way toward raising morale.


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