Recommendations+re.+NTT+Faculty

** Faculty Development Subcommittee Report  ** ** April 25th, 2009  ** While many opportunities exist for NTT faculty throughout the University, obstacles persist at all levels of the University system (departmental, colleges, administration) that inhibit full utilization of the potential of these faculty members and impede their full integration into their departments, colleges, and the University as a whole. In order to provide, “the best possible support for our faculty as they strive for excellence…” (Committee Charge, 2009), these obstacles must be recognized and addressed. A program of faculty development for NTT faculty that is geared toward addressing these problems while providing enhanced support for faculty to improve their teaching, research, and service activities will help to a) improve retention of lecturers, b) increase participation of NTT faculty at all levels of the University, and c) allow the University to more fully realize the potential of these faculty.  Ø   ** Obstacles to optimal utilization of NTT faculty: **  a)  Existing institutional practices, structures, and programs are designed for tenure track faculty. b) We lack of a coherent set of resources for NTT faculty.   c)  NTT faculty experience isolation and marginalization within their departments and the institution as a whole. d) Departmental and university policies exist that serve to marginalize or exclude NTT faculty.   Ø   ** A review of best practices from other institutions suggests that these problems are common in universities, and are being addressed in a variety of ways. **   **  PROPOSED INITIATIVES  **  **  1)   **** Create a central clearinghouse of information for NTT faculty ** Ø  ** Develop a website for NTT faculty prominently featured on the UMB website ** (1) Course planning checklist & resources (2) Information about benefits and promotion (3) Information for Chairs on contractual obligations/priority hiring, etc. (4) Explanation of university structure, including “service”, and other expectations and resources. ** 2)   **** Formal orientation for new NTT hires **   Ø   **Hold a reception during the 2nd week of each semester for new hires**   (1)  Offer a meal and/or other compensation.   (2)  Use this forum to welcome new faculty and provide orientation to University policies and resources for teaching and student support, and answer basic questions about contracts, evaluations, benefits, expectations.   (3)  Invite support programs to present at this event (Academic Support, Career Services, the FSU, Library, Media Services, etc)  **  3)   **** Create an institution-wide program of career building for NTT faculty ** ** a) **** Explore institutional ways of increasing visibility and recognition**   i)  Make awards for teaching and scholarship inclusive of all faculty. ii) Sponsor a yearly event to showcase NTT faculty achievements   iii)  Hold workshops for NTT faculty at different levels of UMB experience to share information about shaping and managing a career in this role and/or how an NTT position can contribute to a career ** b) ****Create more access to development activities in teaching**   i)  Inform NTT faculty about CIT and other programs ii) Make sure NTT faculty receive notifications about faculty development/training offerings within and outside the University. Work out a system of compensation through new contract provision.   iii)  Provide incentives for participation: remuneration; add to AFRs ** c) ****Provide support for research and publication**   i)  Work with campus resources regarding research to extend their services to NTT faculty. ii) Offer departmental mentoring regarding research and publication for those who desire it   iii)  Create a sabbatical equivalent for long-term NTT faculty. i) Standardize departmental practices regarding NTT inclusion, including  (1)   Participation in departmental meetings   (2)  Membership on departmental committees   (3)  Visibility on departmental websites   (4)  Inclusion on departmental email list  ii) Designate an individual in the Provost’s office as a liaison for NTT faculty iii)Review guidelines for NTT representation on all University committees.
 * RECOMMENDATIONS FOR NON-TENURE TRACK FACULTY DEVELOPMENT **
 * Contributors: **
 * Kathryn Kogan **
 * Ellie Kutz **
 * Amy Todd **
 * Oscar Gutierrez **
 * INTRODUCTION **
 * Other institutional practices, outside of the immediate realm of faculty development, that could further support the work of NTT faculty: **