Faculty Evaluations: Contentious Bothers or Important Tools for Faculty Growth?

ABSTRACT

Over the years, there has been an increased call for accountability by legislators, policy makers, and the public for educators at all levels (Arreola, 2007; Fincher, 1983). College and university professors have not traditionally been subjected to much oversight or evaluation, especially after they receive tenure. Nevertheless, there are many models for tenure and posttenure evaluation (Arreola; Buller, 2012; Licata, 1986; Licata & Morreale, 1999). Each model emphasizes a variety of purposes such as encouraging faculty’s development as educators, as scholars, and as members of college communities. Other reasons include making recommendations for retention and/or tenure, evaluating teaching effectiveness, and evaluating overall performance. Provided here is an analysis of administrators’ and faculty members’ differing perceptions of faculty evaluations as well as suggestions for improving faculty performance reviews and implications for further study of faculty evaluation.     

Mentorship Matters: Does Early Faculty Contact Lead to Quality Faculty Interaction?

This study seeks to understand the factors that contribute to a type of student–faculty interaction known to have particular benefits for students, faculty mentorship. Using three-time-point data from the Cooperative Institutional Research Program at the University of California, Los Angeles, this study employed structural equation modeling to investigate the relationship between contact and communication with faculty in the first year of college and faculty mentorship in the senior year. Results suggest that early interaction with faculty serves as a socialization process in college that leads students to have more meaningful interactions with faculty later in college, in the form of mentorship. The study extends the field’s understanding of faculty mentorship and offers important implications for institutional practices.     

Fact or folklore? Exploring “Myths” about outdoor education accidents: Some evidence from New Zealand

Abstract

This paper provides analysis on the frequency and nature of accidents and near accidents that have occurred in larger outdoor education centres in New Zealand. This is the first time that information of this type has been collected and analysed in New Zealand.

All 25 of the known outdoor education organisations employing three or more full-time staff were invited to participate in a study that would extract and review data from their records about accidents and near accidents. Twelve agreed to participate.

The data collected is analysed in the context of various myths that are often heard referred to by the outdoor education community. These are that: 1. i.focusing on minor incidents prevents major accidents occurring,

2. ii.selecting activities with high perceived risk but low real risk reduces exposure to accidents,

3. iii.more accidents occur while under the supervision of male rather than female instructors,

4. iv.accidents are more likely in the afternoon than the morning, and

5. v.outdoor education is dangerous compared to other risks in life.

The results lend some support to the factual nature of “myths” iii and iv, but help consign “myths” i, ii and v to the category of folklore. These results provide insights that may assist in developing strategies to improve safety in outdoor education.

In view of the current size and importance of the outdoor education sector in New Zealand and its likely future growth, one of the main recommendations arising from this study is for the establishment of a national system to formally record and report incidents and accidents.     

Gender Differences in Faculty Member Job Satisfaction: Equity Forestalled?

Guided by Hagedorn’s (2000) theory of faculty job satisfaction, mindful of social and organizational structures of higher education, and acknowledging recent changes in the academic labor market, this study examines satisfaction for approximately 30,000 tenured and tenure-track faculty members in 100 US colleges and universities. Findings revealed similarity between female and male faculty members in some aspects of work satisfaction, but difference in other areas in which women reported lower satisfaction. Findings also revealed that perceptions of department fit, recognition, work role balance, and mentoring are more important to women faculty’s satisfaction than male peers. Implications for policy and practice are discussed.     

Adjunct Employment Preference: Who Wants to Be Full-Time Faculty?

Recent research suggests at least half of community college faculty who are teaching part-time would rather have a full-time appointment (Cashwell, 2009; Kramer, Gloeckner, & Jacoby, 2014). Little is known, however, about what distinguishes those voluntarily teaching part-time from those preferring a full-time faculty position. This inquiry draws from person-job fit theory to investigate adjunct faculty members’ abilities and qualifications, as well as their needs from the job itself (Edwards, 1994). Participants were 1,245 adjunct faculty teaching in 10 community colleges during the spring 2016 term. Two thirds of the participants were at least somewhat interested in becoming full-time faculty at a postsecondary institution, with 47% expressing strong, immediate interest in such a position. An ordered logistic regression model indicated that several dimensions of qualifications, job experiences, and socio-demographics predicted employment preference. Part-time faculty with higher levels of recent teaching experience in the community college setting were more likely to express a strong desire for a full-time position, as were adjuncts who utilized more job-related resources. Those who viewed the recognition and rewards given for adjunct job performance as adequate tended to be content in a part-time role. In terms of demographic characteristics, involuntarily part-time faculty were more likely to indicate economic need and self-identify as African American or Hispanic. The findings illustrate how careful attention to the distinctive backgrounds, experiences, and attitudes of part-time faculty subgroups may help college and university administrators more intentionally design policies and programs to better meet the needs of their increasingly diverse constituents.     

Digital natives: Where is the evidence?

Generational differences are seen as the cause of wide shifts in our ability to engage with technologies and the concept of the digital native has gained popularity in certain areas of policy and practice. This paper provides evidence, through the analysis of a nationally representative survey in the UK, that generation is only one of the predictors of advanced interaction with the Internet. Breadth of use, experience, gender and educational levels are also important, indeed in some cases more important than generational differences, in explaining the extent to which people can be defined as a digital native. The evidence provided suggests that it is possible for adults to become digital natives, especially in the area of learning, by acquiring skills and experience in interacting with information and communication technologies. This paper argues that we often erroneously presume a gap between educators and students and that if such a gap does exist, it is definitely possible to close it.     

Some的用法知多少?

对于"some"一词,我们在七年级开始学名词的复数时,就与其见面了.其中文意思是:"一些、某些、某一、大约、少许".在词性上,可作形容词、代词、副词,在词类上,它属于限定词,在用法上,开始见于词组,后见于肯定句,否定句,疑问句、甚至有时还出现在单数名词前,其句意根据不同的句型进行不同的释意,如此种种,真令同学们头疼,难以琢磨,为便于同学能正确理解、掌握、运用、现从以下三个方面试析之,仅供借鉴.……     

How do secondary students approach different types of division with remainder situations? Some evidence from Spain

Division-With-Remainder (DWR) problems are particularly complex, as suggested in many studies. The purpose of this work was to establish whether students’ difficulties in DWR problems came from an inadequate initial representation or from an inadequate final interpretation of the numerical answers, and whether remainders could be grouped into two blocks depending on the kind of answer, either directly matching the terms of the division or not. Forty-five Spanish secondary students, aged 12–13, were requested to solve two Types of Division Situations (i.e., Equal Groups and Comparison), each one involving four Types of Remainder (i.e., Remainder-Not-Divisible, Remainder-Divisible, Remainder-as-the-Result, and Readjusted-Quotient-by-Partial-Increments). Our data showed that: (a) the selection of the correct solution procedure depended on the Type of Division Situations, being easier in Equal Groups than in Comparison problems; (b) correct interpretations were higher than the percentages reported in other researches; and (c) success in problems whose answers were the quotient or the remainder was higher than in Readjusted-Quotient-by-Partial-Increments problems. The results obtained suggest that students’ difficulties originate in the initial representation of the DWR problems and that it would be more adequate to refer to the difficulty of Readjusted-Quotient-by-Partial-Increments problems in particular, rather than to the difficulty of DWR problems in general.     

Pedagogical Signals of Faculty Approachability: Factors Shaping Faculty–Student Interaction Outside the Classroom

Decades of research demonstrate that college students benefit from positive interaction with faculty members, although that same evidence suggests that those interactions are far from common, particularly outside the classroom. Moreover, relatively little is known about which, when, how, and why faculty members choose to engage with students outside of the classroom. Guided by the theory that faculty members use in-class behaviors to signal their “psychosocial approachability” for out-of-class interaction with students (Wilson et al. in Sociology of Education 47(1):74–92, 1974; College professors and their impact on students, 1975), this study uses data from 2,845 faculty members on 45 campuses to identify the personal, institutional, and pedagogical factors that influence the frequency and type of interaction faculty members have with students outside of the classroom.     

Student–Faculty Interaction and Discrimination from Faculty in STEM: The Link with Retention

Research in Higher Education - Previous studies have documented student–faculty interaction in STEM, but fewer studies have specifically studied negative forms of interaction such as...     

Why Should Community College Faculty Write Grant Proposals?

Community colleges have seen dramatic enrollment increases (Kasper, 2002 Kasper , H. ( 2002 ). The changing role of community colleges . Occupational Outlook Quarterly , Winter 2002–03 , p. 19 . [Google Scholar]), and some are now offering 4-year degrees (Evelyn, 2003 Evelyn , J. ( 2003 , April 11 ). Making waves in Miami . The Chronicle of Higher Education , 49 ( 31 ), p. A34 . [Google Scholar]). They are eligible for more grants than in the past, and community college funding from state and federal appropriations is shrinking (Lawrence & Marino, 2003 Lawrence , S. & Marino , L. ( 2003 , September ). Update on funding for higher and graduate educational institutions . New York : The Foundation Center .[Crossref] , [Google Scholar]). For these reasons, it is imperative that community college faculty become involved in grant proposal preparation and submission. They will also gain professionally from participating in grant development activities.     

Adjusting claims as new evidence emerges: Do students incorporate new evidence into their scientific explanations?

Constructing explanations of complex phenomena is an important part of doing science and it is also an important component of learning science. Students need opportunities to make claims based on available evidence and then use science concepts to justify why evidence supports the claim. But what happens when new evidence emerges for the same phenomenon? The “claim” portion of the claim, evidence, and reasoning explanation framework is viewed as the most accessible to students. When new evidence suggests that students adjust their current thinking however, do students incorporate this new information and modify their claims? This research utilized a time series research design to explore how students modify their claim over four iterations of one explanation, termed an evolving explanation. As new data were collected and analyzed to provide additional evidence, students needed to evaluate their current claim to see if it took into account all available evidence. This research explores that process including the supports that the teacher provided and the challenges that students faced in developing one claim, over time. The findings indicate that many students face challenges adjusting their claims when new, conflicting evidence emerges, even with class discussion, teacher feedback, and written scaffolds. Several possible reasons exist to account for this challenge. Students may (1) ignore new evidence, (2) find “undoing” their initial idea too cognitively demanding, or (3) simply not have any similar experience from which to build. Providing students with experiences of writing evolving explanations reflects what scientists do, while simultaneously preparing students to become more scientifically proficient.     

Social StoriesTM: does the research evidence support the popularity?

The use of Social Stories^TM appears to be popular among educational psychologists (EPs) and other children’s services professionals as an intervention for enhancing the social functioning of children with Autism Spectrum Disorders (ASDs). This article explores and evaluates the research evidence upon which this apparent popularity is based. Several areas of significant weakness in the body of literature are identified which, it is suggested, need to be addressed through further research before EPs can recommend Social Stories^TM as a stand alone intervention strategy in the confidence that it represents evidence-based practice.     

Faculty Service Loads and Gender: Are Women Taking Care of the Academic Family?

This paper investigates the amount of academic service performed by female versus male faculty. We use 2014 data from a large national survey of faculty at more than 140 institutions as well as 2012 data from an online annual performance reporting system for tenured and tenure–track faculty at two campuses of a large public, Midwestern University. We find evidence in both data sources that, on average, women faculty perform significantly more service than men, controlling for rank, race/ethnicity, and field or department. Our analyses suggest that the male–female differential is driven more by internal service—i.e., service to the university, campus, or department—than external service—i.e., service to the local, national, and international communities—although significant heterogeneity exists across field and discipline in the way gender differentials play out.     

A Christian Value? Faculty Diversity at Southern Evangelical Campuses

This case study research project examined efforts at three member institutions of the Council for Christian Colleges & Universities (CCCU), all located in the southern United States, to increase faculty diversity. The study also explored how these efforts related to institutional mission and what aspects within the history of evangelicalism were perceived to promote or hinder the hiring of diverse faculty at these institutions. The study participants consisted of eleven faculty members, seven administrators, and two students from the three case study universities, and one administrator from the main office of the CCCU. Data were analyzed from a combination of personal interviews, observations, field notes, documents, and textual analysis, resulting in the identification of themes related to faculty diversity. Although these institutions had made great strides in diversity efforts, the study findings revealed that more intentional and systematic processes need to be established in order to increase faculty diversity. Given that faculty diversity efforts can be enhanced by implementing better recruitment and retention strategies, the discussion section highlights initiatives that have been effective at these universities, including the active pursuit of faculty of color and the purposeful management of mentorship programs.     

Shaping Students’ Attitudes Toward Diversity: Do Faculty Practices and Interactions With Students Matter?

Research in Higher Education - Scholars have advocated for further investigation of the campus climate for diversity and students’ attitudes and behaviors surrounding diversity, and there...