How to Retain and Support Your Most Important

How to Retain and Support Your Most Important Resource: Your Faculty CCA 2008 Annual Convention Las Vegas, Nevada Kay Bertrand VP of Education & Development National Center for Competency Testing Dr. Gary Meers VP of Education Max. Knowledge, Inc.

Or “The Care and Feeding of Career College Faculty” Maximizing Your Return On Investment National Center for Competency Testing

Goals for Session p Understanding the Roles Faculty Play in the Instructional Process p Developing Faculty Development and Retention Plans p Making Instructor Certification a Part of Faculty Growth p Identifying Strategies for Retention of Faculty p Keeping the Best National Center for Competency Testing

Understanding the Roles Faculty Play in the Instructional Process National Center for Competency Testing

The Roles Faculty Play p Model: Serving as a model for the profession p Manager: Coordinating learning as a curriculum manager p Motivator: Motivating students to keep engaged in the learning process National Center for Competency Testing

The Roles Require a Significant Faculty Workload p Prepare for classes (Numbers vary) p Present lectures/demonstrations p Lead discussions p Create/administer tests p Advise students p Determine student training needs p Personalize standardized curriculum National Center for Competency Testing

The Roles Require Three Kinds of Faculty Competence p Technical p Professional p Personal National Center for Competency Testing

In Their Roles, Instructors Need To: p Be able to speak the language n p Understand student relationships n p Model/manager/motivator Know how they fit within the college n p Cohorts/learning groups Act like an instructor n p Testing/assessment/learning preferences Where am I on the food chain? Create a personal support system n Where do I go for advice? National Center for Competency Testing

Premise: Faculty Are The Key p When faculty can teach, students learn p When students can learn, they graduate p When students graduate, they get hired p When they are happy, they tell their friends National Center for Competency Testing

Developing Faculty Development and Retention Plans National Center for Competency Testing

Four Important Questions To Ask About Faculty Development and Retention p Can we afford to do faculty development? p Can we afford not to do faculty development? p How can we keep our faculty? p What will be our ROI through faculty development? National Center for Competency Testing

Cost of Replacing Faculty Estimated costs of losing a faculty member is: 1 x the employee’s annual salary. Example: A college campus with 30 faculty and average salaries of $35, 000, with a voluntary turnover of 15%, is losing $157, 500 per year in turnover costs. National Center for Competency Testing

Before Developing Faculty Development and Retention Plans, You Must First: 1. Know Your Faculty 2. Address Strategies for Faculty Development National Center for Competency Testing

Know Your Faculty Today’s Career College Faculty are comprised of individuals across several generations: p Traditionalists - born between 1934 -1945 p Boomers - born between 1946 -1964 p Generation X - born between 1965 -1980 p Generation Y - born after 1981 p First Milennials - started college in 2000 National Center for Competency Testing

Know Your Faculty: Recognizing Differences p Traditionalists will accept professional development p Boomers seek professional development p Gen X’ers require professional development p Gen Y’s and Millennials expect professional development National Center for Competency Testing

Know Your Faculty: The Faculty Continuum Arriving as a Subject Matter Expert (SME) and striving to be an Instructional Delivery Expert (IDE) National Center for Competency Testing

Know Your Faculty: Two Faculty Groups p Full Time p Adjunct/part time Ø Both have to be made to feel a part of the team and faculty National Center for Competency Testing

Faculty Survey Results p Positive caring relationships p Recognition of achievement p Pride in the organization p Opportunities for growth and advancement National Center for Competency Testing

Strategies for Faculty Development p Customize to faculty’s needs p Make training effective p Provide mentoring p Tie development goals to performance outcomes National Center for Competency Testing

Strategies for Faculty Development p Identify career paths for faculty p Make career coaching a part of the faculty development plan p Explore all forms of professional development such as online training National Center for Competency Testing

Creating Faculty Development Plans p Status assessment of faculty p Organized method of faculty development p Formal plans for faculty development p Appealing development sessions p Validate training by using outside consultants National Center for Competency Testing

Create a Professional Development Plan for Each Faculty Member p Sends a message of caring p Shows they have a future with the college p Includes specific opportunities for growth p Helps to make them a part of the faculty p Illustrates that the college is willing to invest in them p Can be another form of compensation National Center for Competency Testing

Quick Measures of Success p Feedback from instructors p Course & instructor evaluations p # Complaints (instructors & students) p # Issues requiring intervention National Center for Competency Testing

Developing Faculty Retention Plans p Faculty development and retention plans are not mutually exclusive p Faculty development plans are often created for new faculty p Faculty retention plans are generally created for experienced faculty National Center for Competency Testing

Challenges to Providing Faculty Support p Cost p Fast-paced business p Nonstop enrollment cycles p Small campuses p Need training “now” National Center for Competency Testing

Challenges to Providing Faculty Support p Lean operational teams p Multiple training needs p Busy schedules p Time away from work p Different campus locations p Individuals and small groups National Center for Competency Testing

Making Instructor Certification a Part of Faculty Growth National Center for Competency Testing

Value of Instructor Certification p Motivator during faculty development p Third party assessment of development efforts p Part of a career ladder within your school p Source of personal and professional pride p Marketing advantage (competitive edge) p Legal support (issues of competence) National Center for Competency Testing

Strategies for Retention of Faculty National Center for Competency Testing

Why Faculty Leave p Job is not as expected p Position doesn’t fit talents and skills p Little or no feedback and coaching p No hope for career growth p Feel devalued p Feel overworked and stressed out p No trust or confidence in senior leaders National Center for Competency Testing

Helping Faculty to Understand Their Value p Communicate clear expectations p Set measurable performance standards p Give instructors performance feedback p Take time to listen and take feedback National Center for Competency Testing

Helping Faculty to Understand Their Value p Reward and recognize instructors efforts p Provide growth opportunities for top instructors p Let them know you want to keep them National Center for Competency Testing

Keys to Faculty Retention p Talk to instructors p Recognize good teaching p Get personal p Help them to succeed p Keep them in the loop National Center for Competency Testing

Steps to Getting Buy-in From Faculty p Determine what motivates your individual instructors p Notice how much recognition a faculty member needs p Understand social network needs of faculty p Find out about their desired benefits National Center for Competency Testing

Retaining Adjunct Faculty p Regular Communication p Solicit Input p Provide Feedback p Acknowledge their reasons for teaching National Center for Competency Testing

Keeping the Best National Center for Competency Testing

Valued Instructors Know They Are… p Mission critical p Appreciated p Contributing p Supported National Center for Competency Testing

Little Things that Make a Big Difference p Menu of benefits p Gift certificates p Conference attendance p Online training programs p Professional certification National Center for Competency Testing

Personal Attention p Visit their classrooms p Make a point of chatting with them at least once a week p Invest in them as human beings p Show you care about them National Center for Competency Testing

Immediate Payback: Classroom Armed with new skills and tools… p Teaching becomes easier p Issues become more manageable p Unintentional sabotage is reduced p Student complaints are decreased National Center for Competency Testing

Long Term Benefits p Learning: More efficient, more effective p Retention: Happy students stick around p Default rates: Graduates get jobs p Future staff: Trained faculty mentor others p Accreditation: Development standards are met p Marketing: Happy graduates talk National Center for Competency Testing

Key to Faculty Retention is KASH K nowledge of culture A ppropriate compensation S upports for instruction H elp from colleagues National Center for Competency Testing

Contact Information info@maxknowledge. com 1 -888 -626 -2407 National Center for Competency Testing