Managing an Active Research Program at a Teaching University

1. Managing an Active Research Program at a Teaching University Bettina J. Casad and Bren M. ChasseCalifornia State Polytechnic University, Pomona

2. Competing Demands • For many, time is our most valuable and limited resource • CSU system is increasing research expectations, but without offering needed resources • Easier to put off research; no set deadlines like teaching and service

3. Don’t Do It Alone • Kiss of death for teaching faculty is thinking that they can conduct research on their own • Identify collaborators and/or student assistants • Invest the time upfront to select and train a high caliber group of research assistants • Will pay dividends when your lab is self-reliant

4. Be Selective • RA positions should be perceived as limited, valuable opportunities • Make it a competitive process, don’t just accept any volunteers • Treat RA selection like hiring an employee, even if they are volunteers • Letters of recommendation & valuable training • Advertise the positions and collect applications • First “weeding out” of less serious students

5. Hiring Research Assistants • Applications should include: • Previous coursework, research experience, job experience • Professional references • 3.0 GPA or above w/ applicable major • Conduct more than one interview of top candidates • Contact a minimum of three references • 90-day probationary period • Actively recruit work-study students • Resist the temptation to hire students that are overly qualified for the position

6. Quality Control and Testing • Always assess bilingual fluency if part of the job requirements • Assess skills for data entry and verification • Read data points • Observe data entry • Verify all data points for first ten questionnaires

7. Training • Provide extensive training in group sessions • Cross train on as many tasks as possible • Require RAs take diligent notes and practice the research protocol with each other. • Students give each other feedback and submit self-evaluations • Identify potential student leaders to become Lead RA • Lead RA can train new RAs, lessening the burden on you and avoiding duplicate efforts

8. Maintaining Quality Control • Provide highly structured scripts • Fidelity check-off list • Drift test frequently • Data Management: • Clean data immediately following collection • Standardize protocol • Verification: • Double entry = Gold Standard • Invest in double entry software

9. Have Clear Expectations RA contract with policies Provide frequent informal feedback Conduct quarterly formal employee reviews

10. Motivating and Rewarding Staff Praise exceptional performance & teamwork Instill healthy competition Promote lab membership Develop sense of community

11. Keep Efficient and Organized • Utilize web-based tools • Yahoo Calendar for lab schedules • Use Notes for employee productivity • Doodle.com for scheduling meetings • Create a Yahoo Groups page • Post shared documents, send announcements and group emails • Use campus Network folders for shared lab documents

12. Take Control of Your Time • Only be available to students during published office hours • Only be available to RAs during scheduled lab meetings • Teach students and RAs to respect your time boundaries

13. Make Time for Writing • We will never “find” the time, must “make” the time • Block out time in your schedule and make yourself unavailable for meetings etc. • Treat this time as a regularly scheduled class • Make your colleagues and RAs aware that you are unavailable during writing time • Put a “Do not disturb” type sign on door • Choose a time that suites your style and be realistic

14. Acknowledgements • Special thanks to colleagues for sharing their advice and procedures: • Brenda Major, UC Santa Barbara • Erika DeJonghe, Cal Poly Pomona • Sandra Graham, UCLA • Christia Spears Brown, UCLA