Discusses a five-phase faculty development model consisting of recruitment, orientation, communication, support services, and evaluation. Indicates that these phases are critical to the professional growth of a continuing faculty member and must be considered. (JOW)

Examines obstacles to and errors in establishing faculty evaluation and development programs. Presents 12 guidelines for overcoming obstacles and avoiding errors, including the identification and enlistment of high-level administrative support; responsiveness to faculty concerns; and the establishment of development centers, advisory boards, and…

Addresses the need for realignment of the traditional triad of academic functions--teaching, research, and service; and proposes a renewed emphasis on the notion of service in higher education, specifically in schools of public health. Faculty incentives and motivation for public service involvement are also discussed. (Author/CT)

Faculty Title VII litigation, challenges to the faculty evaluation process, and possible jucidial responses to faculty claims are reviewed. A proposed model would temper judicial interference in faculty employment disputes by informed deferences while preserving the unique character of academic institutions. (Journal availbility: Boston Univ. Law…

Suggests ways of improving the effectiveness of the Australian Universities Quality Agency (AUQA) in raising the quality of university teaching, including: (1) the wide reporting of more accurate teaching performance indicators; and (2) a revised university funding model in which university income is based on teaching performance indicators. (EV)

Asserts that veterinary medicine needs greater participation by minority groups to incorporate their worldview into the field. Discusses how this community-oriented view is at odds with the manner in which the academy typically assesses performance, and why teaching and service should therefore be more readily and effectively evaluated and…

Discussion of the acculturation of academic librarians to faculty positions focuses on the processes of acculturation, including selection, sequestration, instruction and apprenticeship, sanctioning, certification and sponsorship, and mentoring. Difficulties with this process specific to librarians are considered, and suggestions for improving…

A study investigated the actual practices of 84 law schools in evaluating their faculty and compared them to studies by educators and psychologists about the assessment process. Certain dangers are found to be inherent in current evaluation methods, and suggestions for improving instructional evaluation are offered. (MSE)

Suggests two principles for successful evaluation of college faculty members: chairs should know their departments; and "always, always pay attention." Describes how the chair of the English department at Michigan State University developed and implemented these suggestions. (RS)

Most college and university administrators claim to care deeply about the quality of teaching at their institutions. But, too often, their actions belie their words. Consider, for example, the following questions. Which candidate for a faculty position is usually viewed as more attractive, the promising researcher or the promising teacher? Who…

Recommendations concerning faculty recruitment, screening, selection, orientation, and development are presented as developed by the New Faculty Subcommittee of Miami-Dade Community College. The recommendations include the following: (1) the college should establish and fund the position of Recruitment Coordinator, adopt an organized recruitment…

Five problems concerning faculty evaluation are identified, along with seven proposed solutions. The problems are as follows: (1) summative and formative evaluation objectives are mixed; (2) most instructional evaluation is designed with institutional convenience in mind; (3) evaluation results are given impersonally; (4) most evaluation…

The positions of the Academic Senate for California Community Colleges are presented with respect to professional standards for the hiring, transfer, and professional development of community college faculty. With regard to hiring, the Academic Senate argues that faculty must bear the primary responsibility for hiring new full- and part-time…

An institution of higher education requires an evaluation scheme that measures program and service quality and value and justly recognizes and evaluates faculty efforts. The department chairperson assumes a leadership role in planning and implementing an academic promotion and faculty recognition system and in evaluating the success of the…

Arguing that boards of education, trustees, administrators, and faculty leaders can and should work together to ensure excellence in instruction, this book presents a comprehensive framework for an administrative faculty evaluation system. Chapter 1 suggests that the first step in evaluating for excellence is to develop a profile of the strengths…