How to Retain and Support Your Most Important Resource: Your Faculty

1. How to Retain and Support Your Most Important Resource: Your Faculty CCA 2008 Annual Convention Las Vegas, Nevada

2. Or “The Care and Feeding of Career College Faculty” Maximizing Your Return On Investment

3. Goals for Session • Understanding the Roles Faculty Play in the Instructional Process • Developing Faculty Development and Retention Plans • Making Instructor Certification a Part of Faculty Growth • Identifying Strategies for Retention of Faculty • Keeping the Best

4. Understanding the Roles Faculty Play in the Instructional Process

5. The Roles Faculty Play • Model: Serving as a model for the profession • Manager: Coordinating learning as a curriculum manager • Motivator: Motivating students to keep engaged in the learning process

6. The Roles Require a Significant Faculty Workload • Prepare for classes (Numbers vary) • Present lectures/demonstrations • Lead discussions • Create/administer tests • Advise students • Determine student training needs • Personalize standardized curriculum

7. The Roles Require Three Kinds of Faculty Competence • Technical • Professional • Personal

8. In Their Roles, Instructors Need To: • Be able to speak the language • Testing/assessment/learning preferences • Understand student relationships • Cohorts/learning groups • Act like an instructor • Model/manager/motivator • Know how they fit within the college • Where am I on the food chain? • Create a personal support system • Where do I go for advice?

9. Premise: Faculty Are The Key • When faculty can teach, students learn • When students can learn, they graduate • When students graduate, they get hired • When they are happy, they tell their friends

10. Developing Faculty Development and Retention Plans

11. Four Important Questions To Ask About Faculty Development and Retention • Can we afford to do faculty development? • Can we afford not to do faculty development? • How can we keep our faculty? • What will be our ROI through faculty development?

12. Cost of Replacing Faculty Estimated costs of losing a faculty member is: 1 x the employee’s annual salary. Example: A college campus with 30 faculty and average salaries of $35,000, with a voluntary turnover of 15%, is losing $157,500 per year in turnover costs.

13. Before Developing Faculty Development and Retention Plans, You Must First: Know Your Faculty Address Strategies for Faculty Development

14. Know Your Faculty Today’s Career College Faculty are comprised of individuals across several generations: • Traditionalists - born between 1934-1945 • Boomers - born between 1946-1964 • Generation X - born between 1965-1980 • Generation Y - born after 1981 • First Milennials - started college in 2000

15. Know Your Faculty: Recognizing Differences • Traditionalists will accept professional development • Boomersseek professional development • Gen X’ersrequire professional development • Gen Y’sand Millennialsexpect professional development

16. Know Your Faculty:The Faculty Continuum Arriving as a Subject Matter Expert (SME) and striving to be an Instructional Delivery Expert (IDE)

17. Know Your Faculty: Two Faculty Groups • Full Time • Adjunct/part time • Both have to be made to feel a part of the team and faculty

18. Faculty Survey Results • Positive caring relationships • Recognition of achievement • Pride in the organization • Opportunities for growth and advancement

19. Strategies for Faculty Development • Customize to faculty’s needs • Make training effective • Provide mentoring • Tie development goals to performance outcomes

20. Strategies for Faculty Development • Identify career paths for faculty • Make career coaching a part of the faculty development plan • Explore all forms of professional development such as online training

21. Creating Faculty Development Plans • Status assessment of faculty • Organized method of faculty development • Formal plans for faculty development • Appealing development sessions • Validate training by using outside consultants

22. Create a Professional Development Plan for Each Faculty Member • Sends a message of caring • Shows they have a future with the college • Includes specific opportunities for growth • Helps to make them a part of the faculty • Illustrates that the college is willing to invest in them • Can be another form of compensation

23. Quick Measures of Success • Feedback from instructors • Course & instructor evaluations • # Complaints (instructors & students) • # Issues requiring intervention

24. Developing Faculty Retention Plans • Faculty development and retention plans are not mutually exclusive • Faculty development plans are often created for new faculty • Faculty retention plans are generally created for experienced faculty

25. Challenges to Providing Faculty Support • Cost • Fast-paced business • Nonstop enrollment cycles • Small campuses • Need training “now”

26. Challenges to Providing Faculty Support • Lean operational teams • Multiple training needs • Busy schedules • Time away from work • Different campus locations • Individuals and small groups

27. Making Instructor Certification a Part of Faculty Growth

28. Value of Instructor Certification • Motivator during faculty development • Third party assessment of development efforts • Part of a career ladder within your school • Source of personal and professional pride • Marketing advantage (competitive edge) • Legal support (issues of competence)

29. Strategies for Retention of Faculty

30. Why Faculty Leave • Job is not as expected • Position doesn’t fit talents and skills • Little or no feedback and coaching • No hope for career growth • Feel devalued • Feel overworked and stressed out • No trust or confidence in senior leaders

31. Helping Faculty to Understand Their Value • Communicate clear expectations • Set measurable performance standards • Give instructors performance feedback • Take time to listen and take feedback

32. Helping Faculty to Understand Their Value • Reward and recognize instructors efforts • Provide growth opportunities for top instructors • Let them know you want to keep them

33. Keys to Faculty Retention • Talk to instructors • Recognize good teaching • Get personal • Help them to succeed • Keep them in the loop

34. Steps to Getting Buy-in From Faculty • Determine what motivates your individual instructors • Notice how much recognition a faculty member needs • Understand social network needs of faculty • Find out about their desired benefits

35. Retaining Adjunct Faculty • Regular Communication • Solicit Input • Provide Feedback • Acknowledge their reasons for teaching

36. Keeping the Best

37. Valued Instructors Know They Are… • Mission critical • Appreciated • Contributing • Supported

38. Little Things that Make a Big Difference • Menu of benefits • Gift certificates • Conference attendance • Online training programs • Professional certification

39. Personal Attention • Visit their classrooms • Make a point of chatting with them at least once a week • Invest in them as human beings • Show you care about them

40. Immediate Payback: Classroom Armed with new skills and tools… • Teaching becomes easier • Issues become more manageable • Unintentional sabotage is reduced • Student complaints are decreased

41. Long Term Benefits • Learning: More efficient, more effective • Retention: Happy students stick around • Default rates: Graduates get jobs • Future staff: Trained faculty mentor others • Accreditation: Development standards are met • Marketing: Happy graduates talk

42. Key to Faculty Retention is KASH K nowledge of culture A ppropriate compensation S upports for instruction H elp from colleagues

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