Transcript umbfacultydevelopment

Faculty Development
Committee’s Charge
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Summarize literature
Identify existing campus resources
Identify successful practices
Indicate elements located in college
or centrally
• Address career stages
• Suggest structure for implementing
and evaluating
• Describe resources
The Scope of Our
Work
• Map the universe of faculty
development (what exists at UMB
and what’s possible)
• Develop a plan with priorities and
stages of implementation or with
several models, from less ideal to
more
• Propose structure, evaluation and
resources
Big Questions:
• What most enhances or inhibits
the productivity and
effectiveness of faculty in their
role as teachers, researchers,
and contributors to UMB and the
larger community?
• What can UMB do to further
enhance, not inhibit?
Defining Faculty
Development
An institutional process [that]
seeks to modify the attitudes,
skill, and behavior of faculty
members toward greater
competence in meeting
students’ needs, their own
needs, and the needs of the
institution” (Francis, 1975)
Context: Strategic Plan
Goals and Trustee
Priorities
Attract, develop, and sustain
highly effective faculty
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Renew the faculty.
Strengthen the university’s research and
development expertise.
Enhance the student learning experience.
Position the university effectively in the
higher education marketplace.
University Priorities
• Maintaining a strong graduate
presence
• Strengthening research status
(including collaboration,
technology, grants
• Fostering excellent teaching
• Engaging in effective outreach
Ongoing Institutional
Concerns
• Global literacy
• Urban mission (exploring
complexity of diversity)
Generating a Research
Program for Faculty
• A clear, coherent program for
individuals (vs. #’s of
publications)
• Collaboration with other
research universities
• More grant development,
especially in research ($20
million for Carnegie status)
Teaching
Challenges
• Focus on student learning
outcomes
• Integrating new technologies
• Responding to differently
prepared students
Service, Outreach, and
Public Scholarship
• Preparing effective institutional
leaders
• Supporting the university’s
commitment to engagement in
the larger world
Integration
Faculty Career
Trajectory: Critical
Points?
– Brand new
– Pre-tenured
– Tenured 1—New associates
– Tenured 2—Long term
– Pre-retirement
– Post-retirement
– Adjuncts at different stages
At all stages:
• What contributes to overall faculty
satisfaction and productivity at each
career stage? (Including intangibles:
personal satisfaction, collegiality
community)
• How can faculty work at each stage
best contribute to UMB?
• How can this be fostered?
Using the Wiki
http://umbfacultydevelopment.wiki
spaces.com/
Surveying the scene
• Exploring the full range of
possible “best practices” in
faculty development
• Developing a coherent picture of
current UMB practices
• Discovering gaps and
possibilities, likely effective
responses in our context