dr. d & the apollo lounge: innovative ideas for faculty development janet gubbins & chris...
TRANSCRIPT
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Dr. D & the Apollo Lounge: Innovative Ideas for Faculty Development
Janet Gubbins &
Chris Fearrington
University of West Georgia
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Common Training Model
• Herding (group workshops)
• One-on-one assistance
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Common Patterns
• Same faculty faces over and over
• Doesn’t reach the large majority
• Time and personnel intensive
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Overview
1. Last year’s findings;
how do faculty really learn to teach online?
2. Resulting 5 new initiatives
3. New Research
4. Implications – future direction
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How Faculty Really Learn
7%
5%
18%
70%
1 on 1 Training
Group Workshops
From otherFacultySelf-Taught
Total Time Spent in Various Preparation
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How Faculty Really Learn
• On their own through readings, tutorials
• “In the hall” assistance from other faculty
• Just-in-time support
• Experience, experience, experience
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Innovative Ideas
ROI? Scalability?Effectiveness?
Result: 2 programs
expanded and new initiatives begun…
Initial Research
Dr. D Apollo A
Follow-up Research
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Innovative Ideas
Their turf; their terms; *Dr. D House calls
Facilitate community Apollo Program
Join forces Centralized Calendar
Arm the infantry Staff/Student Training
Entice leaders to lead & recruit
Odyssey Mentor Program; *Apollo Awards
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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
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Dr. D House Calls
Unintended Results:
• Found out stuff we didn’t know that we didn’t know
• Attracted many newcomers
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Dr. D House Calls
Research:
– Phone surveys
– Comparison of retention, usage, & scalability vs. workshops
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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
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Dr. D House Calls
More likely to retain & use:
Dr D Workshop
Recalled Trainer (s) & Topics
92% 87.5%
Use increased 100% 60%
Incorporated into course
100% 70%
distance.westga.edu/webct05/data.htm
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Dr. D House Calls
Shared knowledge Dr D Workshop
Told peers about service
78% 65%
Taught others 78% 60%
distance.westga.edu/webct05/data.htm
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Dr. D House Calls
distance.westga.edu/webct05/data.htm
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)
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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 useTeach 2 courses in a yrPresent to fellow faculty
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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
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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
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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
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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.
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Student/Staff Training
Phone survey results:
“WebCT for Secretaries” most productive.
Shared knowledge Dr D Workshop
# told about services
(adjusted minus sec. impact)
37 41 (26)
# taught (adjusted minus sec. impact)
25 34 (22)
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What Next?
Success:
• attracting new faculty
• improving quality of courses
Remaining need:
• full programs online
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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
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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/
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Future Plans?
• Identifying true program needs
• Careful planning & marketing
• More cheerleading!
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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
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Future Plans?
• Collaborate
• Don’t lose sight of the objectives
• We’re all on the same side
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Your future?
• Get out there and talk to all the faculty, not just the regulars
• Recruit faculty recruiters
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Your future?
• Assessment
• Accept one size does not fit all
• Always look for new ideas – be original!
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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