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Adjunct Faculty Recognition Values Contributions to Student and Department Success.

Adjunct Faculty Recognition Values Contributions to Student and Department Success.

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Adjunct Faculty Recognition Values Contributions to Student and Department Success.

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  1. 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

  2. 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

  3. 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

  4. Employee Recognition Team The Sponsors were useless because they, too, are socializers!!! No, it’s not, Lillian… Its’ wonderful!!

  5. So, we discussed… Which employee group is the least recognized?

  6. So, we discussed… Adjunct Faculty!!! I knew it from the get-go!

  7. 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.

  8. 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!

  9. 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

  10. 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!

  11. Adjunct Faculty Survey Results It’s called a Pareto chart! We think…

  12. Adjunct Faculty Survey Results Go to 5.2 and… 5.32 and…

  13. We don’t have any money, you know. 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!”

  14. Recognition includes 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!

  15. So, what do we do? 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

  16. Some Comments from Adjunct Faculty • “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

  17. Improvement and formalization of student evaluation process • 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.

  18. Okay, I’m ready to make the fishbone diagram.

  19. 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!

  20. Causes 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!

  21. Action Project Statement • 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!”

  22. How does the current system work? 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

  23. How does the current system work? 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

  24. How does the current system work? 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?

  25. How does the current system work? 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

  26. Recommendations 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.

  27. Recommendations 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.

  28. Adjunct Faculty Handbook (p. 46) 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.

  29. Estimated Cost to the College • 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!

  30. Did someone say, “Gantt?”

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

  32. Employee Recognition Team Good Job, Everybody!