At 1:20pm on 11/8/2017, I attended Adapting and Thriving During Workplace Change, presented by John Bakken, at the 2017 Fall Wake Technical Community College Professional Development Conference in Raleigh, NC.
John is the dean of … and gained control of the faculty rank application process because he has no employees under him, basically acts as a liaison between staff/faculty crossovers. With no employees, he has no skin in the game.
THis session began with a no-nonsense introduction. go.waketech.edu will have a menu to search for faculty rank. The template has built-in headers, and document for the headings and materials for prompts. Delete these and build your narrative on top of this.
What’s new? nothing has been decided or concluded. There are no new hiccups or roadblocks. Changes included advanced degrees (how does this apply to your teaching if not an advanced credential which is required for your job). This is because not all reviewers are experts in your field.
HOw can we prepare for future applications if we don’t know what is required. Some research items may require years to complete. Those are probably required only on high-level rankings.
Scholarly articles had thrown some people for a loop. We are looking for strategies and good, well-informed decisions. Changes should look to scholarly articles, professional development, etc., instead of simply “Because I wanted to”. Ranks rely on the supervisor to understand the level of publication.
Only the top 4 items will be scored. Specifics should be broad strokes and not granular in nature. I met from fall 2015-spring 2017 for 2 hours each month and I participated in these activities.
Common mistakes include: non-specific answers “I am on a committee”. Give details on committee work. How many night classes have you taught? how many new courses? Community services is for the college. These hours should be representing the college. These are not specific things for your own. The office of volunteerism is a great place to start. fairs and places where you are representing the college.
Associate prof should have multiple packets and they are not read by the same people. Four pages for each are required. We want to see what you’ve done recently. Don’t just drop the old materials in again. Write a new narrative.
Rank is not rescinded at any time. That would be an HR issue.
Percentage of success and retention is used in rank, but only as a vehicle to discuss what you are doing in the classroom, and what you are doing to reduce/adjust/fix this issue.
If budget becomes an issue, the percentage scores are taken into account,but only in that situation. No one knows the scores they received, except John. The VP who assigns the budget only gets a notification on the budget and the amount to fulfill all contracts.
The process is a year-long process. If we follow a pattern, submission is in the fall, and the item goes into effect in June.
Can we talk about something twice in different ranks? YES. If applying for associate, the assistant will not be seen. So information should be considered individually for each.
Can we join the committee? Yes, but let’s talk about it. There is a committee which is involved. There are opportunities to serve. We’re looking for new members in the spring. THey cdo not review. Review committees are built every fall. You must hold the rank to review that level. The requests will go out usually each fall. There are faculty and deans from each division. Curriculum and faculty deans serve on these committees, and serve for a year. You cannot be a reviewer in the year you review.
Ranks are not required for promotion into administration, and should not be.
Everyone was very pleased with the open forum, and the open attitude of the presenter. John Bakken immediately set everyone at ease, and kept everyone engaged and well-attentive to the subject.