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
• Melissa Stutz

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Employee Recognition Team
Team Leader a.k.a. Brad Pitt

• Finding a five-acre field wasnt hard.
• The hardest task was to work with a bunch of

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Employee Recognition Team
You bunch of socialists
I heard that! It goes in the minutes.
I mean, socializers.
Team Leader a.k.a. Brad Pitt

• Socializers!!!
• Except for Wendy who is an analyzer.

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Employee Recognition Team

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

No, its not, Lillian
Its wonderful!!
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So, we discussed
Which employee group is the least recognized?
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So, we discussed
Adjunct Faculty!!!
I knew it from the get-go!
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Adjunct Faculty

• is the largest employee group (250 per semester
  on average).
• doesnt have a yearly award.
• doesnt get significant monetary remuneration.

See, I told you.
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Its not 5 acres yet!
Youre right, Lillian!
Ive checked what other colleges do, dont forget
that!
What do you mean by 5 acres???
We need to define what recognition means.
Lets ask adjunct faculty!
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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

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Out of about 230 adjunct faculty instructors
during the Spring semester 2006, 62 responded.
Thats 27, you know.
Good job!
Brad Pitt
Listen to us, you guys!
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Adjunct Faculty Survey Results
Its called a Pareto chart!
We think
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Adjunct Faculty Survey Results
Go to 5.2 and 5.32 and
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We dont have any money, you know.
Youre right, Lillian!
What do you mean we dont have any money???
Im an analyzer, you know
We havent defined recognition yet.
Lets define recognition!
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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!
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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
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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?
Shielas evil twin
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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.

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Okay, Im ready to make the fishbone diagram.
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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
Ill do it!
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What we learned from the Cause and Effect Diagram

• 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)

Student evaluation of adjunct faculty
See?
Yeah!
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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!
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How does the current system work?

• We asked Executive Deans and Supervisors like
• Whats working?
• Should the process be consistent?
• What do you recommend?
• How are Adjunct Faculty recognized?

Yeah! You go, girl!
We rule!!
Sue Maifield
Cathy Maxwell
Here are my comments and Im outta here!!!!
Ken Bindseil
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How does the current system work?
No! Ours is better!
Ours is better!
Sue Maifield
Cathy Maxwell

• 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 dont like the end-of-the-semester
  student evaluation form.

Oh, cut it out!!
Bob Whittaker
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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?
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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, Im not Brad Pitt, but Jim Falco
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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.

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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.

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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.

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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, Im retiring!
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Did someone say, Gantt?
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PlusThis 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

• Good Job, Everybody!