Gaining Retention and Achievement for Students Program: A Faculty Development Program

This paper presents a unique faculty development program called Gaining Retention and Achievement for Students Program (GRASP) developed at New Mexico State University. A fundamental assumption of GRASP is faculty are crucial to student retention and achievement, hence the primary focus on faculty. GRASP focuses on incorporating faculty’s teaching behaviors which increase student retention and achievement. The program is composed of four interlaced components: assessment of student learning styles; faculty development to cultivate and implement appropriate teaching strategies; in-class observations and feedback of faculty and students’ classroom behavior; and assessment of the impact on student retention and achievement. Student enrollment data is presented to demonstrate the success of GRASP in improving student retention and achievement. Faculty surveys indicate faculty changed teaching practices and intend to use program strategies in future semesters.     

Article publications, journal outlets, and article themes for current faculty in APA-Accredited school psychology programs: 1995-1999.

The study addressed three major questions regarding the 1995-1999 journal publications of faculty at school psychology programs accredited by the American Psychological Association (APA) as of Sept. 1, 2000: (a) Which program faculties had the strongest records of article publications for 1995-1999? (b) What were the major school psychology and nonschool psychology journals in which program faculties published their work from 1995-1999? and (c) What were the principal article themes of the most prolific programs for 1995-1999? The PsycINFO listing of articles published between 1995 and 1999 provided the database for answering the research questions. Themes for the publications of the most productive programs were determined from article titles and available abstracts. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Introduction to the Mini-Series: The State of Developing University Faculty in School Psychology: Current Status and Perspectives on the Future.

This introduction provides an overview of the purpose of this special issue and the articles included. The shortage of school psychologists entering academic careers has been an issue since the time of the Thayer Conference in 1954 and has become increasingly salient in recent years. It is hoped that these articles provide suggestions for training program faculty interested in increasing the number of their graduates who enter academic careers, and stimulate discussion on issues related to doctoral-level training and academic school psychology. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Undergraduate education in primary care: the Rockford experience

Four years of experience with an undergraduate program in primary care in a new community-based medical school are described. Students are intimately involved over a two-and-a-half-year period in the delivery of primary care in rural and semi-rural community health centers. Despite problems of financing and, especially, faculty recruitment and development, the program has been enthusiastically endorsed by students and patients and appears to represent a viable new model for medical education.     

In vitro lymphocyte-differentiating effects of thymulin (Zn-FTS) on lymphocyte subpopulations of severely malnourished children

The success of the cardiothoracic surgery residency program in Chapel Hill is due to a number of contributing factors. The first important ingredient is the faculty. Their ability, stability, and dedication, with each faculty member developing an area of expertise, has contributed greatly to the success of our program. The second important aspect is the program design itself--all three years: the first to allow the resident time to reflect on educational priorities and do some innovative thinking; the second and third as chief resident on their respective services--for an entire, continuous year. The third and most important aspect of our program is the quality of the residents we have been able to attract--uniformly a splendid group of individuals who regularly gave more than they received and who continue to be a source of inspiration, hope, and pride for those of us who have been privileged to be their teachers.     

Training teachers in the anatomical sciences

A number of medical schools have initiated workshops to improve faculty teaching skills. Little effort, however, has been directed toward the pedagogical training of graduate students who are destined to become future medical science teachers. To help solve this problem, the faculty of the Department of Anatomy in the University of Nebraska College of Medicine recently developed a prototype teacher training program for graduate students in anatomy. Through formal course work and practical classroom experience, students are developing the skills requisite for effective teaching of the anatomical sciences. Student and faculty response to the training program has been enthusiastic, and the objectives and structure of the program can be applied to the production of competent and skilled teachers in other areas of the basic and clinical sciences.     

A family practice education system based on patient care outcomes in family practice settings

The philosophy, goals, objectives, methodology, and results of a family practice faculty development program are described. Developing family practice educators who will create an education system based on patient care outcomes in family practice settings is the central philosophical purpose of this faculty development program. On completion of the program all participants recognized the essential nature of this philosophical goal and were more comfortable and confident in their ability to: (1) determine resident learning needs; (2) organize curriculum units; (3) use different teaching techniques; and (4) understand their own personal teaching needs and interests. The implications of these changes for developing a family practice curriculum based on patient needs are described.     

Industrially Sponsored Senior Capstone Experience: Program Implementation and Assessment

The Accreditation Board for Engineering and Technology (ABET) 2000 requires that students participate in a major design experience prior to graduation. A well-planned senior design capstone program will satisfy this criterion while meeting the Criterion 3 (a–k) program outcomes. Seattle University has an industrially sponsored, year-long, senior design program that has been in existence for the past 20 years. In addition to applying the knowledge of mathematics, science, and engineering to solve a real-life engineering problem, students develop the soft skills such as project management, leadership, team work, written and oral communication, and professional networking which are important for a successful career. This paper describes the program within the Civil and Environmental Engineering department, lists the various tools used to assess the program outcomes, and includes assessment of the program by sponsoring agencies, alumni, and reflection by faculty.     

Rosemary E. Phelps: Award for distinguished contributions to education and training in psychology.

The American Psychological Association 2010 Award for Distinguished Contributions to Education and Training in Psychology was awarded to Rosemary E. Phelps, for her long-term commitment to the development of the Preparing Future Faculty program, her recruitment and retention of students of color, and her work in racial and ethnic identity development. Rosemary E. Phelps’s focus on the scholarship of teaching in higher education and her research on the academic experiences of students and faculty across multiple professional endeavors, including race-related stress, are singular in their impact and implication. Her incorporation of advocacy as a core professional skill and the application of her work to other professions have opened up new avenues for understanding multicultural training factors and graduate scholarship. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Psychologists as faculty developers.

Describes the methods, problems, and prospects of faculty development, beginning with a review of how the field has broadened to demand planned interventions and measureable results, and depicts psychologists from varied orientations (e.g., organizational psychology) as prepared to make strong contributions to the survival and success of their colleagues on campus. Gives advice for starting faculty development programs (e.g., visits to faculty members' offices), for coping with campus politics (e.g., territoriality), for recruiting the neediest faculty participants (e.g., as research subjects), and for evaluating program effectiveness (e.g., by conducting projects as simple experiments). Finishes with arguments about why psychologists are ideally suited for the role of faculty developer (e.g., assessment and intervention skills). (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Notable multicultural training in APA-approved counseling psychology and school psychology programs

On the basis of the initial work of M.R. Rogers, J. Martin, and L. Druckman (1994) regarding exemplary multicultural training occurring at school psychology programs, the authors examined salient aspects of 5 American Psychological Association (APA)-approved counseling psychology and 5 APA-approved school psychology programs nominated for their reputation for multicultural training. Twenty-two percent of the program faculty represented a racial-ethnic minority group, at least 2 faculty members per program were involved in multicultural teaching, and 90% of the programs offered a multicultural course. Program faculty at the notable programs were actively involved in relevant research, routinely made presentations at national conferences regarding their scholarship, regularly participated in campuswide multicultural committees, and generally reported their university training environment to be supportive of multicultural issues.     

Preparation for an online asynchronous university doctoral course. Lessons learned

This article addresses the development of the initial course in the first completely online doctoral program in nursing. Synchronous and asynchronous methods of distance education were assessed. Planning focused at the university, school, and course levels. University planning involved the technical infrastructure, registration, student services, and library services. School planning examined administrative commitment and faculty commitment and willingness. Course planning focused on marketing, precourse information, time frame, modular design, planned interaction, and professor availability and support. Implementation issues centered on getting students connected, learning the software, changing instructional methods, and managing chats. Traditional methods of evaluating student learning and course evaluation were supplemented with the development of qualitative and quantitative tools to gather data for making administrative decisions. The Dean and faculty agreed that the internet was an effective method of delivering content in the initial Health Policy course. The Dean and faculty agreed to continue the PhD program online for one cohort and continue to evaluate student progress and faculty and student satisfaction.     

Faculty mentoring and administrative support in schools of nursing

This study investigated the relationship between senior nursing faculty mentoring activities and support for faculty mentoring provided by nursing program administrators. Eighty nurse administrators and 389 senior nursing faculty from NLN-accredited MSN programs completed questionnaires. Twenty-five percent of the faculty sample reported that they did not mentor junior faculty in their present work setting, while 75% reported being engaged in mentoring activities which focused on career and personal development. Mentoring activities reported by senior nursing faculty were not significantly related to the three levels of administrative support: (1) formal support, (2) conceptual support, and (3) no support. The majority of institutions expressed support for the concept of mentoring and nurse administrators used informal mechanisms to support faculty mentoring. Significant differences were found between the three different levels of support and two supportive activities used by nurse administrators to facilitate mentoring relationships: (1) to arrange gatherings, and (2) to provide funding for joint projects.     

A reflective approach to career trajectory in advanced practice nursing

In response to a university mandate and general faculty dissatisfaction with work assignments, faculty developed a faculty work load formula. The authors discuss the development of the teaching portion of the formula. Implementation of the formula and publication of teaching work loads has resulted in greater awareness of other's responsibilities, improved faculty morale, increased accountability, and a greater sense of control. Some problem areas are also discussed.     

Developing a CQI program in a family medicine department

BACKGROUND: Efforts to implement continuous quality improvement (CQI) principles in ambulatory or primary care settings still lag behind efforts in the hospital setting. Many physicians view the concept of CQI with unconcealed skepticism; the process of ambulatory care is very different from that of hospital-based care; and the data necessary to guide CQI efforts are often either missing or inaccurate in the outpatient setting. Since fall 1995, the Department of Family Medicine (DFM) at the University of Michigan (Ann Arbor), including approximately 35 faculty members at seven family practice sites, has been engaged in CQI projects. PLANNING AND IMPLEMENTATION: The CQI committee had a six-month deadline to lay out a plan for educating all faculty and staff in the importance of the CQI approach to problems; design methods for all faculty and staff to buy in to the concepts; and develop a plan to address basic clinical CQI activities, administrative systems change and work environment improvement, and larger ad hoc projects in clinical care, educational programs, and research programs. IMPLEMENTATION: CQI activities were incorporated into the routine monthly business agendas at each clinical site, each of which had a functioning local committee and had begun development of at least one CQI project. PROJECTING INTO THE FUTURE AND CONCLUSIONS: Cost cutting has further moved CQI from the sideline to center stage in the DFM's activities. An effective CQI program can be a major asset in the current competitive health care market, but designing and implementing an outpatient CQI program is a difficult and complex process. Three major problems--the ongoing resistance to change, the slow pace of adding CQI projects to already overburdened work schedules, and the need to conduct the program with ever-decreasing resources available-persist.     

Who's in, who's out: Examining race, gender and the cohort community.

Many teacher education programs have adopted a cohort structure which offers attractive administrative and organizational benefits while promoting classroom community. This study examines one urban teacher preparation program that employed a cohort model. Using focus groups and survey data, this mixed methods study compared results on the basis of race and gender. Findings suggest that while the cohort structure created a strong classroom community among the majority of students, specific minority populations in the program (men and students of color) were excluded from the social benefits associated with the cohort model. This study identified active social systems of silencing and exclusion and outlines implications for hiring practices, curriculum, and faculty development. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Status of minority curricula and training in clinical psychology.

Survey data from 76 of the 106 American Psychological Association-accredited clinical psychology programs indicate that 31 programs offered a total of 57 courses that prepared students to work with minority populations. Most of these courses were taught by 16 programs. There was no relationship between whether a program had a minority faculty member and whether minority-related courses were offered. Program directors acknowledged the large variability of opinion among their faculty on the importance of minority training, and some indicated that little was being done to prepare clinical psychologists to work with minority groups. A comprehensive multicultural approach to preparing minority- and majority-culture students to work with minority populations was poorly represented in coursework, clinical practicum, research training, and language requirements for the PhD degree in clinical psychology. Some issues regarding models for inclusion of minority content in training are discussed. (18 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A promotion ladder for teachers at Harvard Medical School: experience and challenges

The authors describe the development, implementation, and institutionalization at Harvard Medical School of a promotion ladder that recognizes the teaching and scholarly contributions of full-time clinical faculty. They also discuss the challenges that arose during this process, for example, how to make the new track creditable and attractive to both the appointed faculty and the faculty at large. The criteria developed for promotion focus on a candidate's skills and accomplishments in teaching, scholarship, clinical work, and departmental service. The authors present the elements of these criteria for the three professional levels of the ladder and outline the appointment process, including the steps for consideration of a given promotion. The development of this teacher-clinician ladder has had a positive influence on faculty who are committed to teaching by allowing recognition of their contributions in a track held to be the equal of the other full-time tracks in a medical faculty traditionally committed to research and patient care. Data are given for the 70 faculty who were promoted over the five years from 1989 to 1994. The true success of this promotion ladder will be measured only over time through its impact on the educational enterprise within the medical school and its hospitals, and its capacity to both successfully advance the careers of qualified medical educators and further the development of the field of medical education.     

A curriculum based on systems theory

This paper describes an entry-level curriculum based on systems theory that was designed to promote integrated thinking and a shared image of practice among all of the members of an educational community that included students, faculty, and clinicians. Initiated in 1983, the program integrates occupational therapy theory, critical thinking, and knowledge about person-environmental transactions with traditional medical, biological, psychological, and sociological course work to create a unique educational experience. The curriculum model is based on a spiral learning process that encourages integrated thinking. Furthermore, all concepts are systematically tied to the occupation core, the central theme of the program. Fieldwork is used to reinforce ideas presented in the classroom and features discrete learning experiences where students demonstrate their integration of knowledge and skills. In an evaluation of the program, responses from 78 clinician, 51 alumni, and 132 student questionnaires; feedback from 132 fieldwork supervisors; and longitudinal data from 33 alumni confirmed that graduates are critical thinkers who appreciate the diverse needs of clients while demonstrating an appreciation for the curative effect of meaningful, goal-directed activities.