View
218
Download
0
Category
Tags:
Preview:
Citation preview
Dr. D & the Apollo Lounge: Innovative Ideas for Faculty Development
Janet Gubbins &
Chris Fearrington
University of West Georgia
Common Training Model
• Herding (group workshops)
• One-on-one assistance
Common Patterns
• Same faculty faces over and over
• Doesn’t reach the large majority
• Time and personnel intensive
Overview
1. Last year’s findings;
how do faculty really learn to teach online?
2. Resulting 5 new initiatives
3. New Research
4. Implications – future direction
How Faculty Really Learn
7%
5%
18%
70%
1 on 1 Training
Group Workshops
From otherFacultySelf-Taught
Total Time Spent in Various Preparation
How Faculty Really Learn
• On their own through readings, tutorials
• “In the hall” assistance from other faculty
• Just-in-time support
• Experience, experience, experience
Innovative Ideas
ROI? Scalability?Effectiveness?
Result: 2 programs
expanded and new initiatives begun…
Initial Research
Dr. D Apollo A
Follow-up Research
Innovative Ideas
Their turf; their terms; *Dr. D House calls
Facilitate community Apollo Program
Join forces Centralized Calendar
Arm the infantry Staff/Student Training
Entice leaders to lead & recruit
Odyssey Mentor Program; *Apollo Awards
Dr. D House Calls
Their turf; their terms… Last year, staff dressed as Dr. D and made house calls by request, to faculty offices for 30 min. sessions
Dr. D expanded:• 1 per week
requirement• Virtual visits for
off-campus faculty
• Check-ups via phone
Dr. D House Calls
Unintended Results:
• Found out stuff we didn’t know that we didn’t know
• Attracted many newcomers
Dr. D House Calls
Research:
– Phone surveys
– Comparison of retention, usage, & scalability vs. workshops
Dr. D House Calls
Results:
• More likely to retain & use
• Reaches more diverse set of faculty-1st hand & 2nd
• Unintended valuable qualitative info
distance.westga.edu/webct05/data.htm
Dr. D House Calls
More likely to retain & use:
Dr D Workshop
Recalled Trainer (s) & Topics
92% 87.5%
Use increased 100% 60%
Incorporated into course
100% 70%
distance.westga.edu/webct05/data.htm
Dr. D House Calls
Shared knowledge Dr D Workshop
Told peers about service
78% 65%
Taught others 78% 60%
distance.westga.edu/webct05/data.htm
Dr. D House Calls
distance.westga.edu/webct05/data.htm
Increased diversity:
45% of Dr D participants never attended a workshop or sought other training from the DE dept. (25 of 55)
75% of those were from highest need college (18 of 25)
Apollo Program
THEN: The Apollo Program was a program by which faculty could win an award by being informal mentors to others…
UWG’s Apollo Award:Attend 3 workshops & certify useTeach 2 courses in a yrPresent to fellow faculty
Apollo Program
NOW: This year a series of informal socials in the “Apollo Café”, helped to facilitate a community of learners.
Free food & prizes; open to 1st 20 faculty – informal with only a list of suggested topics
Apollo Program
Phone survey results:
• 3 unsolicited kudos for allowing informal opp to collaborate & meet other DE fac
Observation:
• Many 1st timers 1st drawn in by Café and then attended training
Centralized Calendar
“In the halls” we learned many faculty still did not know whom to go to for what assistance.
ANSWER: All tech training on a centralized calendar, without taking away autonomy.
www.westga.edu/~training
Student/Staff Training
“In the halls” we learned faculty most often rely on closest/safest options - secretaries & student workers; and that trying to find help for tech-inept students is a major obstacle.
ANSWER: Offered group, one-on-one extended, and Dr. D training specifically for these people. Promoted new student/student mentor program.
Student/Staff Training
Phone survey results:
“WebCT for Secretaries” most productive.
Shared knowledge Dr D Workshop
# told about services
(adjusted minus sec. impact)
37 41 (26)
# taught (adjusted minus sec. impact)
25 34 (22)
What Next?
Success:
• attracting new faculty
• improving quality of courses
Remaining need:
• full programs online
Odyssey Mentor Program
“In the halls” we learned it may not be just faculty resistance but Chair resistance.
Ex. “My Chair won’t let me because…”
ANSWER: Formal Recognition; VP endorsement; Ground-swell of numbers
Odyssey Mentor Program
• Not yet funded
• 7 mentors - $1000 stipend
• 3 mentees each - $300 for Summer institute & teaching 1 distance course
• Website under construction –distance.westga.edu/odyssey/
Future Plans?
• Identifying true program needs
• Careful planning & marketing
• More cheerleading!
Future Plans?
• Improve Self-Teaching Options• Improve online tutorials with interactivity
– NOT just “View” but “Do” – List rotating topics at login point - ex– Possibly tie in w/ tracking, quizzes, surveys, &
automated certificates of success
• Email tip of the week
Future Plans?
• Collaborate
• Don’t lose sight of the objectives
• We’re all on the same side
Your future?
• Get out there and talk to all the faculty, not just the regulars
• Recruit faculty recruiters
Your future?
• Assessment
• Accept one size does not fit all
• Always look for new ideas – be original!
Review
• Last year’s findings; how do faculty really learn to teach online?
• Resulting 5 new initiatives
• Research on Dr D program
• Implications/ future direction
Recommended