Home Forums Share an Effective Practice Tools, Techniques, and Strategies: Provide Incentives

This topic contains 4 replies, has 3 voices, and was last updated by  Rebecca Yost 1 year, 7 months ago.

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  • #895

    Shelly Wyatt
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    Prioritizing and committing to professional development is challenging for all of us who lead busy lifestyles, and faculty members are no exception.  What are some innovative or unique methods for motivating faculty members to participate in professional development activities or programs?

  • #1274

    Page Jerzak
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    I have heard of multiple ways in which different institutions have incentivized faculty development. Here are a few:
    -offer access to tools or technologies for faculty who complete training (give them iPads, give them early access to a new tool, etc)
    -$ (in the form of stipends, added salary)
    -only allow faculty who have completed training to teach online or give them priority in course scheduling
    -give faculty in training access to specialized resources (books, online repositories, instructional designers, multimedia designers, etc)
    -pay for faculty who have completed training to attend conferences or additional specialized development opportunities (e.g., software training)
    -pay for faculty to submit their courses to Quality Matters or another peer review process to recognize their excellence
    -provide special recognition for faculty who complete training (certificates, awards)
    -create special awards for excellence in online and hybrid teaching
    -recognize faculty who provide excellent online teaching and ask them to be mentors
    -add special distinction within the promotion and tenure process for advanced online teaching and development
    -release time for creating or deeply revising online courses[/ol]

    I guess the real question is what do faculty are your specific institution find rewarding. That can determine what means you use to assist them in their development and how to offer incentives.
    Page

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    • #1284

      Rebecca Yost
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      At FSW, our TLC is strongly invested in incentivizing professional development is such a great topic! We’ve heard from our faculty that the second most-needed resource after money was time, so we’ve been successful in our pilot of release time for developing and leading professional development. It has been so successful that our online course development (which previously relied on stipends) may move to a release-time model as well! This is going hand-in-hand with efforts to increase engagement and recognition for our faculty.

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    • #1605

      Shelly Wyatt
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      Thanks Paige and Rebecca for your posts!

      Paige, I think you made an important point about incentives: what do faculty at your institution find rewarding. The challenge, though, is that there can be a lot of variation on any campus regarding what faculty value: time, money, certification, access to support or services, etc.

      Rebecca, thanks so much of your post and sharing what you do at FSW! Might you be able to share with us how you determined that time was ranked second most valued resources (after money). Did you conduct a survey or was some other method used?

  • #1662

    Rebecca Yost
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    We mostly relied on informal interviews and general research. Lack of time for professional development has been a topic of conversation at the college for a long time, including in our professional development and other committees. Our full-time professors teach a 5/5 load, which is definitely a lot, so it is understandable that lack of time could be an issue!

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