Peer Coaching: Professional Development for Experienced Faculty

The professoriate, as a whole, is growing older and more experienced; yet institutions often overlook the professional development needs of mid-career and senior faculty. This article, based on a review of the literature and the development of a peer coaching project, examines peer coaching as a professional development opportunity for experienced faculty that meets many of their immediate needs and offers a variety of longer-term benefits to their institution. Six recommendations for creating a peer coaching program emerge from the literature and the authors’ experience.

Supporting Faculty Grassroots Leadership

Various factors are making faculty leadership challenging including the rise in part-time and non-tenure-track faculty, the increasing pressure to publish and teach more courses and adopt new technologies and pedagogies, increasing standards for tenure and promotion, ascension of academic capitalism, and heavy service roles for women and people of color. This article focuses on describing actions taken by institutional agents and aspects of campus environments which are supportive of grassroots faculty leadership. While there are many conditions which inhibit faculty leadership (i.e., part-time and contingent faculty trends, rising publication standards, etc.), our study demonstrated certain campus conditions or characteristics can overcome the forces of change including counting leadership as service, creating campus networks, addressing dysfunctional department dynamics, fostering role models, supporting faculty who question or challenge decisions, ensuring flexibility and autonomy, and altering contingent faculty contracts to include service and leadership.

Fostering Faculty Collaboration in Learning Communities: A Developmental Approach

Colleges and universities are adopting learning communities to increase student learning and build cohesion. As learning communities grow in popularity, institutions need to invest in faculty development (Oates, 2001) and understand faculty experiences (Mullen, 2001). The University of Hartford created a program that prepared faculty for collaborative teaching in first-year learning communities. Faculty learned to engage in collaborative behaviors, to think outside disciplinary borders, and to employ a specific template as a heuristic for course development. Results of focus group research about the faculty experience and the impact of the experience on their pedagogy are summarized.Catherine B. Stevenson, whose M.A. and Ph.D. are from New York University, is currently an Associate Professor of English and Drama and Academic Dean of International and Honors Programs. She and her coauthors are affiliated with the University of Hartford, West Hartford, CT. Her special interests include nineteenth and twentieth century literature, curriculum reform, pedagogy, and international education. Robert L. Duran, Professor in the School of Communication, who earned his M.A. at West Virginia University and Ph.D. at Bowling Green State University, is a specialist in program evaluation, evaluation research, and research methods. Karen A. Barrett, Associate Dean of Undergraduate Studies, has an M.S. from the State University of New York at Buffalo. Her special interests include interdisciplinary general education curriculum, higher education administration, and diagnostic hematology and microbiology. Guy C. Colarulli, earned an M.A. at the University of Connecticut and a Ph.D. at The American University. He is the Associate Provost and Dean of Undergraduate Studies, whose special interests include Higher Education Administration, First-Year Experience, as well as American Government, and Politics     

Improving Campus Climate to Support Faculty Diversity and Retention: A Pilot Program for New Faculty

We report on a series of pilot programs that we developed and carried out to support the success and satisfaction of new faculty, particularly faculty of color. We hope that others committed to retaining and supporting underrepresented faculty can apply our learning from this pilot project, as a whole or in part.Fred P. Piercy, Ph.D. (University of Florida), M.Ed. (University of South Carolina), B.A. (Wake Forest University) is the Department Head of the Department of Human Development at Virginia Tech. His professional interests include family therapy education, HIV social science research and prevention, and family intervention for adolescent drug abusers. Valerie Giddings, Ph.D., M.S. (Virginia Tech), B.S. (Bennett College) is the Associate Vice Chancellor for Lifelong Learning at Winston-Salem State University. Her professional interests include anthropometry and apparel fit, cultural aesthetics for apparel, and diversity issues in higher education. Katherine R. Allen, Ph.D., M.A. (Syracuse University), B.S. (University of Connecticut) is a Professor in Human Development at Virginia Tech. Her interests include family diversity over the life course, adult sibling ties in transition, and persistence of women and minorities in IT majors. Benjamin Dixon, Ed.D. (University of Massachusetts), M.A.T. (Harvard University), B.Mus.Ed. (Howard University) is the Vice President for Multicultural Affairs at Virginia Tech. His interests include diversity, multicultural education, ethical pluralism, and equity and inclusion issues related to organizational management and development. Peggy S. Meszaros, Ph.D. (University of Maryland), M.S. (University of Kentucky), B.S. (Austin Peay State University) is the William E. Lavery Professor of Human Development and the Director of the Center for Information Technology Impacts on Children, Youth, and Families at Virginia Tech. Her interests include positive youth development, leadership issues, female career transitions, and mother/daughter communication. Karen Joest, Ph.D. (Virginia Tech), M.S. (Chaminade University), B.S. (Indiana State University) is an Assistant Professor of Child and Family Studies at the State University of New York, College at Oneonta. Her interests include adolescents exposed to domestic violence, use of qualitative research, and use of technology and feminist pedagogy     

我国大学教师发展者专业化的内在逻辑

教师发展者是大学教师发展活动核心的专业力量。近年来,我国大学教师发展实践的蓬勃开展与该群体从无到有、由泛到专的自身演进密不可分。这个历程可划分为"引进、内化、模仿、伫立"等四个阶段。只有从大学教师发展系统层面理清不同发展时期的要素和矛盾,把握大学教师发展者专业化的规律,教师发展者才能摆脱缺乏主体意识的自然式发展状态,从而真正实现理性化的专业成长。教师发展者个体的专业发展受教师发展机构体制机制的制约,因此,机构必须超越单一行政职能,向研究、教育与管理一体化的综合性职能转型,使得教师发展者变为集教育者、管理者和学者于一身的社会形象。     

大学教师发展：教学学术的新视角

数以万计的大学教师发展问题亟待解决,这也是当前提高高等教育质量和建设高等教育强国面临的艰巨任务。引入教学学术理论,从教学学术的视角研究大学教师发展将具有重要意义。教育者、研究者和学习者角色的统一融合体就应该是大学教师最核心和最重要的角色,这样的角色定位有利于大学教师的发展。好的教学还应意味着,教师既是学者又是学生,因此应该加强教师与学生之间的交流,形成一个师生学习共同体。教师与教师之间的学习共同体和教师与学生之间的学习共同体都可以促进大学教师的发展,大学教师的发展也都需要这些学习共同体的熏陶和培养。每位教师都必须坚持忠诚的最高标准,既要重视教师职业道德修养也要加强学术道德修养。     

Faculty evaluation of a faculty development center

There is relatively little firm information concerning the effectiveness of faculty development programs at the present time. This condition is not likely to be alleviated by any one study, including the present one. The study does, however, offer a rationale for the faculty survey approach it uses and reports faculty responses concerning importance and performance, to each of 19 functions that make up the faculty development program at the institution involved. The study was conducted in a large urban university and involved responses from both faculty who had participated in the program during the preceding year and those who had not. It was concluded that, despite the subjective nature and other limitations of the survey approach to evaluation of faculty development programs, the information provided is useful both as a basis for decision making and program improvement.     

教育叙事与新手教师的专业成长

入职前三年是新手教师专业发展的重要阶段,新手教师要想迅速成长为专家型教师,教育叙事是一种重要的途径和方法.教育叙事有助于新手教师更好地认识自我、理解自我,有助于培养新手教师教学的敏感性和反思意识,而这些是新手教师专业成长不可或缺的条件.     

日本大学教师发展制度化探析

近年来源自于美国的日本大学教师发展走上了制度化道路。日本大学教师发展制度化是在学生生源变化、基础教育的普及化和大学社会责任变化的基础上发生的。日本大学教师发展制度化是一个渐进的过程,在这一过程中呈现出其独有的特点并出现了一些问题。研究日本大学教师发展制度化的经验和教训对我国大学教师发展具有一定的启发意义。     

DOS工作站共享Windows对等网资源

对等网技术在Windews环境下得到了完善的支持和广泛的应用.对DOS工作站如何共享Windows对等网资源讨论和介绍其实现的技术.     

大学教师发展组织研究历程与展望

21世纪初我国学者从国外引进大学教师发展理念以来,大学教师发展组织建设工作逐步开展,但目前还处于起步探索阶段.回顾国外20世纪80年代对大学教师发展组织的初期研究、90年代的发展研究和21世纪以来的深入研究历程,以及我国进入21世纪后经历的引借研究、起步研究和发展研究三大阶段,明确我国当前大学教师发展组织研究还处在起步水平;提出了未来研究在对象、内容、方法上有待深化的具体内容,以期为我国学者深化研究提供参考资料,从而为实际工作提供有效指导.     

适应新课程改革的师资培训初探

在当前基础教育面临课程改革的关键时期,师资培训尤为重要。笔者对新课程改革的问题作了一次调查,调查显示当前教师的教育理念与新课程改革的要求出现严重错位。本文针对教师存在的问题,以新课改下的教师培训为桉心展开研究,探讨了应对的策略及新课程对教师素质的要求。     

浅论高校教师的自我发展

通过对知识经济形势下高等教育发展规律的分析,指出了高校教师自我发展的重要性。根据我国高等教育实际,结合教师自身发展阶段的分析,提出了高校教师的自我发展存在着"螺旋效应",绝大多数教师的自我发展是不断向前的,处于良性循环之中,这是"螺旋正效应";有部分教师的自我发展则会出现逆向变化,甚至陷入恶性循环之中,这是"螺旋负效应"。结合实际阐述了高校教师自我发展的途径。     

心理契约发展与教师职业生涯管理

本文研究了心理契约构建过程和教师职业生涯发展的关系.心理契约作为教师和学校之间对彼此双方的责任和义务进行规定的内隐性契约,与教师的职业发展具有重要相关.在教师职业生涯发展的不同阶段,其心理契约的形成、建立、违背和调整过程都呈现不同的特点.建立基于心理契约的教师职业生涯管理体系,不论对教师个体的职业发展,还是对学校人力资源的有效管理都具有重要的理论和实践意义.     

朋辈教育作为异质教育理论的中国化

朋辈教育近年来在我国高校以朋辈心理辅导咨询活动方式得到迅猛发展。在朋辈教育中国化中必须处理好朋辈教育的现实性、独立性和普遍性的辩证关系。陶行知先生把美国杜威教育理论进行创新性改造和转化,使之形成适合中国本土教育状况的生活教育理论实践,为朋辈教育中国化提供了有益启示。     

Online Communities of Practice: A Catalyst for Faculty Development

This article addresses the concept of communities of practice and how it has come of age for the professional development of professors as teachers. Thanks to current technological options, faculty developers can enhance the opportunity for the entire faculty to learn through the use of online communities. Designing a faculty development portal using community of practice concepts can be an effective means to jump-start, facilitate, develop, and sustain faculty involvement in academic communities.     

大学教师发展:实践困境和矛盾分析

大学教师是大学的核心要素,大学教师的科研、教学和社会服务能力决定了大学的教育质量乃至整个高等教育的质量。从实践层面来看,大学教师的发展还存在诸多困境:培训机制、问责制、学术伦理道德等都不同程度地阻碍了大学教师的发展。在大学教师发展过程中,存在着科学研究的专业化和教学所要求的多维知识结构、教师的内在发展需求与大学组织制度缺位、大学教师职业的稳定性与竞争性的多个矛盾。对于大学教师发展过程中的实践困境和矛盾的分析有助于找到解决问题的途径。     

国外高校教师队伍建设的经验与特色

高等教育质量在很大程度上取决于高校教师队伍的整体素质和水平。西方发达国家采取各种有效措施保证高校教师的质量。实施严格的教师准入制度，选拔优秀的教师；建立职前培养和职后培训体系，促进高校教师的专业发展；实行学术休假制度，规划教师的职业生涯；保持教学、科研、服务人员的适当比例，建立结构合理、高效的教师队伍。     

独立学院师资培养目标定位研究——关于独立学院提升可持续竞争力的思考

提升可持续竞争力现已成为独立学院亟待解决的一项重大课题,其中师资队伍建设作为重要一环亦不容忽视。本文围绕独立学院可持续竞争力的提升,通过分析师资队伍建设的重要性和独立学院在师资培养目标定位方面存在的问题,提出了独立学院师资培养目标的基本要求。     

工学互动组合:重构高职教育双师型教学团队的新思路

建立工学互动组合教学团队,是从根本上解决目前双师型教师队伍建设困境的一种新思路.从组织形式和运行模式上来界定双师型教学团队,更利于校企紧密合作.强调以企业本位思考高职教育内容,以学校教育(而非企业训练)开展高职教育活动,培养有灵性、有修养、有技能、善创新的个性化人才是校企合作的利益共生点.只有在校企双方利益共生共存中寻找行动策略,才能实现高职院校教学活动的职业性特征.