Faculty Rewards and Recognition:

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Faculty Rewards and Recognition

• Learn the Very Basics
• Before You Try to Hit the Jackpot

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Presenters

• Dr. Jill Grob
• Director, Academic Advisement Center
• Weber State University
• Catherine Zublin
• Professor, Theatre Arts
• Associate Dean, College of Arts Humanities
• Weber State University

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Presentation Outline

• General Structure
• presentation brainstorming
• Importance of Rewards Recognition
• Definitions of the Terms
• Research, Including Survey Results
• Sources, Resources, Tips

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Importance of Rewards Recognition

• Purpose- share the VERY BASICS
• Premise- they ARE WORTHWHILE
• Many recent reports point to the R R system as
  
• the key to stimulating the reforms needed in
• higher ed (Joint Policy Board for Mathematics, p.
  vii)
• One reason some faculty fail to effectively
• advise is they are not meaningfully rewarded
• or recognized (Glennen Vowell, p. 69)

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Importance of Rewards Recognition

• SPECIFIC ISSUES
• Multiple Expectations of Faculty
• teaching, research service
• Increased Responsibilities of Faculty
• technological proficiency workloads
• Institutions R R Structures
• not broad enough to respond to changes
• emphasize research (easier to reward)
• Lack of R R ? Stress Low Morale

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Definitions of Rewards Recognition

• Rewards
• direct or indirect compensation  
• Recognition
• psychological benefits
• Cant some things
• be both or either?

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Distinction Between Rewards Recognition

• Extrinsic Intrinsic Factors
• extrinsic- satisfy physiological needs ( can
  buy)
• intrinsic- satisfy psychological needs
• ancillary- objective subjective
• Tangible Intangible QOL Factors
• tangible- office, parking, secretary, awards
• intangible- respect, flexibility, appreciation

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Rewards for Faculty Advisors

• Monetary Award
• Salary increase or overload, merit pay, stipend
  
• Promotion
• Salary increase
• Tenure
• Lack of can loss of job/
• Sabbatical
• Can be lucrative
• Award
• Can be

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Research

• Our Survey on
• Faculty Rewards and Recognition
• Survey Population
• NACADA
• CCAS
• Council of Colleges of Arts Sciences
• HERS CLASS OF 2003
• Higher Education Resource Services

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Research

• Our Survey Respondents
• Institutions
• 60 Unionized schools
• 80 Public
• 60 5,000 students
• 67 Masters doctoral
• Roles
• 56 Faculty
• 25 Assistant or Associate Dean
• 13 Dean
• 6 Provost
• Advising Load Up to 50
• In Load? 59 yes

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Research

• Our Survey Questions
• Is there recognition?
• Is it unique?
• What does it entail?
• Is the recognition university-wide?
• Are advisement responsibilities formally stated?
• Are faculty advisors recognized for promotion?
• Are faculty advisors recognized for tenure?
• Is advising part of the teaching load?
• What is the usual teaching load?
• What is the average advisement load?

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Rewards for Faculty Advisors

• Our Survey Findings on Rewards
• Most successful attributes
• Titled position
• Reassigned time
• Stipend
• Service credit
• Most unique attributes- none reported any
• Advisors recognized for
• Promotion 87 yes
• Tenure 87 yes

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Rewards for Faculty Advisors

• Discussion
• Brainstorming

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Recognition in General

• To Recognize is to
• Acknowledge, Praise, Encourage
• Immediate- handwritten note fine
• Simple- thanks on back of business card
• Timed well- right after stressful period
• Public- share with boss
• Personal- give credit,use name,spend time
• Celebratory- potluck, retreat
• Sincere- heart felt

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Recognition for Faculty Advisors

• Our Survey Findings on Recognition
• Most successful attributes- none
• Award- advisor of the year
• University-wide or academic unit based
• 80 University-wide
• 7 Faculty not recognized for advising
• 7 Academic Unit Based
• 6 Both

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Recognition for Faculty Advisors

• Discussion
• Brainstorming

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Relative Effectiveness of Rewards
Recognition

• Equally Appreciated?
• Recognition of 7500 reward was stronger impact
  
• Teachers ignore importance of extrinsic
• If cant reward, at least recognize
• Anti-Reward Sentiments
• Some departments against merit increases
• Promote productivity job satisfaction instead
• Anti- Rewards AND Recognition
• Cause jealousy negative atmosphere

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What Else?

• With this basic knowledge,
• where should you go from here?

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Pre-Implementation Considerations Regarding Plan

• For What Should Faculty Get R R?
• Faculty- most comfortable in cognitive domain
• Hired for subject matter expertise
• Focus on tenure governance
• Discomfort with affective relational domain
• Students- most comfortable in affective domain
• Care about relationships with faculty

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Research Before Implementation of Rewards
Recognition Plan

• Many Kinds of Sources
• AHA Commission on Workforce for Hospitals and
• Health Systems
• National Fire Academy
• Northwest Association of Teacher Educators
• Regional Conference
• National Resource Center for the Freshman Year
  Experience and Students in Transition
• Annual Meeting of the American Educational
  Research Association

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Research Before Implementing Rewards
Recognition Plan

• Many Kinds of Resource Formats
• Reports
• Presented papers
• Articles
• Monographs
• Books
• Surveys (conduct your own, too)
• Discussions

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Tips

• Dont Expect Others to R R
• Advocate for advising to be more significant in
  faculty compensation, promotion, and tenure
  decisions as incentive to advise and advise well
• Dont R R All Advisors Always
• Not all faculty are/make effective advisors
• Constant R R can be counter productive
• One System Cant Work for All
• All people, all institutions, or all units

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Tips

• Consider Written Plan-
• Academic Advisement Guidelines
• Fox Technical College
• Institutions advising philosophy is
• Faculty advisors responsibilities are
• Selection of advisors is based on
• Advising systems in place are
• Available advising training includes
• Evaluation of advisors includes
• Recognition and rewards include

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Conclusions

• Discussion
• Brainstorming

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Thank you!Catherine Zublin and Jill Grob