1 / 31

Dr. D & the Apollo Lounge: Innovative Ideas for Faculty Development

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

mead
Download Presentation

Dr. D & the Apollo Lounge: Innovative Ideas for Faculty Development

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Dr. D & the Apollo Lounge: Innovative Ideas for Faculty Development Janet Gubbins & Chris Fearrington University of West Georgia

  2. Common Training Model • Herding (group workshops) • One-on-one assistance

  3. Common Patterns • Same faculty faces over and over • Doesn’t reach the large majority • Time and personnel intensive

  4. Overview • Last year’s findings; how do faculty really learn to teach online? • Resulting 5 new initiatives • New Research • Implications – future direction

  5. How Faculty Really Learn Total Time Spent in Various Preparation

  6. How Faculty Really Learn • On their own through readings, tutorials • “In the hall” assistance from other faculty • Just-in-time support • Experience, experience, experience

  7. Innovative Ideas Initial Research Dr. D Apollo A Follow-up Research ROI? Scalability? Effectiveness? Result: 2 programs expanded and new initiatives begun…

  8. Innovative Ideas

  9. 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

  10. Dr. D House Calls Unintended Results: • Found out stuff we didn’t know that we didn’t know • Attracted many newcomers

  11. Dr. D House Calls Research: • Phone surveys • Comparison of retention, usage, & scalability vs. workshops

  12. 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

  13. Dr. D House Calls distance.westga.edu/webct05/data.htm

  14. Dr. D House Calls distance.westga.edu/webct05/data.htm

  15. Dr. D House Calls 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) distance.westga.edu/webct05/data.htm

  16. 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 use Teach 2 courses in a yr Present to fellow faculty

  17. 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

  18. 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

  19. 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

  20. 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.

  21. Student/Staff Training Phone survey results: “WebCT for Secretaries” most productive.

  22. What Next? Success: • attracting new faculty • improving quality of courses Remaining need: • full programs online

  23. 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

  24. 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/

  25. Future Plans? • Identifying true program needs • Careful planning & marketing • More cheerleading!

  26. 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

  27. Future Plans? • Collaborate • Don’t lose sight of the objectives • We’re all on the same side

  28. Your future? • Get out there and talk to all the faculty, not just the regulars • Recruit faculty recruiters

  29. Your future? • Assessment • Accept one size does not fit all • Always look for new ideas – be original!

  30. 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

  31. Ideas? Questions? Janet or Chris distance@westga.edu

More Related