Professional Development Program Review

March 2004 – May 2007

Kaua`i Community College

PROGRAM REVIEW TEMPLATE

Non-Instructional Programs

Program/Unit Name: Professsional Development______

Report Prepared/Edited by: Prepared by Cammie Matsumoto; reviewed by Chancellor Cha, John Isobe, and Professional Development (Committee will be given the opportunity to review this report. Any_ editing and/or changes to this document will be submitted by Fall 2007, with the APRU ______

Other Review Participants:

Reviewed by Dean: Ramona Kincaid______

Dean’s Signature: Date:

Date submitted to Program Review Committee:

PROGRAM DESCRIPTION AND BACKGROUND

Historical Background of Professional Development coordinator Position 0080447

The position was approved by the State of Hawai‘i Legislature in 1986, as the first full-time Board of Regents approved Staff Development coordinator position in the University of Hawai‘i (UH) system. The request for the position was generated by the UH Community Colleges (UHCC) Office of the Chancellor for Community Colleges. The position was organizationally placed under the chancellor and housed under the vice chancellor for Administrative Affairs, in the Personnel Unit. (It subsequently moved to Academic Affairs and came to rest in Student and Community Affairs.) At that time, the UH held a plan to request full-time professional development coordinator positions for all campuses in its 10-campus system. State budget constraints which began in the early 1990’s impacted and altered this plan.

In December 2003, the (UHCC) Office of the Chancellor for Community Colleges was closed by the University of Hawai‘i (UH) Office of the President. Subsequently, some positions and professional functions were transferred to several UHCC campuses. Due to the Kaua‘i Community College’s chancellor’s advocacy of and leadership experience in professional development, in March 2004, the full-time UHCC Staff Development coordinator position and staff member holding this position were transferred to Kaua‘i Community College (KCC). The transfer provided KCC with a full-time position for Professional Development (PD). PD at KCC was placed into the Academic Support unit under the assistant dean of Instruction. The transfer also provided the continuation of some UHCC system professional development efforts. KCC’s chancellor oversees and directs these efforts with the PD coordinator. In addition to professional development, the PD coordinator was also asked to serve KCC in the area of Community Outreach. From 2004 – 2007, the position was called Professional Development and Community Outreach coordinator to reflect these functions.

Historical Background of Program Prior to 2004

From the UHCC level, KCC’s professional development program was known to be highly proactive and supportive. The campus displayed interest in keeping aligned with UHCC system decisions on issues and organizational effectiveness and development. Indicators included strong support from the campus executive staff in the assigning of a PD coordinator; providing funds to support PD; sending representatives to monthly UHCC PD coordinator meetings held on O‘ahu and other islands; hosting PD coordinators campus visitations and meetings; funding participation at UHCC conferences for faculty, administration, and support staff; hosting members of other campuses to attend sessions held at KCC; and coordinating and providing funding for campus workshops, seminars, and training for all members of the campus. KCC commonly sent a comprehensive delegation of faculty and staff to all activities.

In 1986, the college assigned PD duties to a faculty member. This PD coordinator represented KCC on the UHCC system committee for professional development. In the course of around 2 - 3 years, the position provided the faculty member with release time in order to construct and deliver the PD program. Annual plans of campus activities were developed and shared with the UHCC system. Previous faculty served as PD coordinators include Joyce Nakahara, Social Sciences; Susan Uchida, Business Education; Brian Cronwall, Language Arts and Humanities; and Mia Ako, Cooperative Education. In order to effectively serve the campus, around 1996, the college adopted a system where co-coordinators began sharing the responsibilities for professional development. Over the years, co-coordinators included JoRae Baptise, Personnel Officer; and Lena Tobias, Learning Resources coordinator; with a faculty member. To encourage campus involvement and input in the development of the PD program, coordinators worked with a committee of faculty and staff from each division and unit.

Background from 2004

In 2004, the newly transferred KCC PD coordinator met with Susan Uchida, Brian Cronwall, and Mia Ako to locate records of KCC’s PD program. Due tochangeovers of coordinators, it was discovered that the files had been displaced.

The PD coordinator also met with the chancellor and was given specific tasks to include in the overall KCC PD program, which included coordinating campus-wide convocations each Fall and Spring to open the academic year; fund-raising for PD; and assisting with the coordination of the annual Excellence in Education Conference held on a designated non-instructional day. In this discussion, the chancellor also indicated a need to develop a new faculty and staff orientation and handbook.

With impending increases in retirements, the chancellor also suggested a need provide opportunities for faculty and staff to develop leadership skills. An orientation for division chairs was suggested. Toward this, under her leadership, in 2005 - 2006, the UHCC Leadership Champions (CCLC) assembled a Division Chair Toolkit for chairs and coordinators as its project for the year.

The PD coordinator further met with the then current co-coordinators, Mia Ako, JoRae Baptise, and Lena Tobias.

An initial plan was to interview members of the college to assess the college PD program and determine PD needs. At this time, the college had begun to direct its attention toward the campus Self-Study and impending accreditation process. It called for everyone to focus on preparing and conducting methods for reviewing programs and units. Special sessions and workshops on developing program were conducted from 2004 to the end of 2006. The KCC Assessment Committee chair directed the PD coordinator to withhold conducting the PD assessment because self-studies were required to include assessments of division and unit professional development needs.

In 2005, the assistant dean of Instruction assigned PD to conduct a Program Review.

In preparation for the KCC Self Study and Accreditation Team visits, a file of KCC’s PD activities was compiled and added to the Accreditation materials file for the campus. It included a list of activities, and accompanying flyers and participant lists. In 2006, the file was misplaced and has yet to be retrieved.

Prior to the October 2006 Accreditation Team visit, KCC’s PD coordinator provided the team with the following 3 documents to highlight accomplishments and initiatives:

  • Faculty for Faculty Annual Initiative. This program strand serves to provide faculty with the opportunity to develop their own learning experiences as a body of colleagues.
  • Staff for Staff Annual Initiative. This program strand serves to provide non-instructional staff with the opportunity to development learning experiences as a body of colleagues. This program also recognizes the diversity of functions of non-instructional staff members and provides methods for groups to work together to develop learning experiences to meet specific needs.
  • Professional Development and Community Outreach Efforts since March 2004

Program Description

The KCC professional development program was established and developed to mirror the spirit, philosophy, and vision of the Board of Regents Policy for Faculty and Staff Renewal and Vitality Plans as explained in the Chancellor for Community Colleges Memo (CCCM # 2080, August 5, 1981); and KCC Campus Goals as stated in the KCC Policy Guideline (# Page 36 of 54 Appendix C). The program includes opportunities for growth of all members of the instructional and non-instructional staffs.

The KCC Self-Study 2006 noted the number of faculty and staff employees as 131 staff, which included 63 faculty, 62 classified staff, and 6 counselors, librarians, and academic support professionals. As of May 2007,the numbers is 156 staff, which includes 69 full time faculty, 13 part time faculty, 3 lecturers, 2 faculty at 40% time; 63 classified staff, and 6 administrators.

As the section in CCM #2080 on Philosophy explains, " . . . the quality of education . . . does not depend primarily on the numbers of students, the diversity of programs, or the improvements in facilities, but on the quality of personnel. The personnel employed by the community colleges are their single greatest resource and their most significant continuing investment. It is a resource which must be nurtured and supported if the ultimate educational mission of the community colleges is to be fulfilled and the varied needs of its students effectively served.” It further explains that“Renewal and vitality are necessary prerequisites for individuals and institutions . . . (and they) imply a dual responsibility. The institution has a responsibility to provide a variety of planned and growth-producing activities for the entire staff. Individual staff members are personally responsible for developing goals and making use of opportunities for professional growth and renewal which reflect institutional needs and personal aspirations.”

The plan in CCCM #2080 covers 3 major components:

1.Organizational and Management Development,

2.Professional Development, and

3.Personal Development

Types of activities may include but are not limited to the following:

1.Organizational and Management Development – seeking to improve the institutional environment for teaching and decision-making; planning and measuring for institutional outcomes in an effort to improve organizational productivity:

  1. Making decisions and building leadership skills
  2. Building teams and networks
  3. Managing situational/personnel conflicts
  4. Supervising and evaluating staff
  5. Writing grants
  6. Gaining information and skills in managing collective bargaining and meeting legal requirements (EEO, AA, etc.)

2.Professional Improvement –seeking to improve the professional status and competency levels of all employees:

  1. designing and experimenting with instruction
  2. working with problem students
  3. evaluating modes of learning
  4. implementing new work and teaching technology methodology
  5. promoting and understanding needs of non-traditional students
  6. orienting new staff to college philosophy and mission
  7. providing master-teacher-mentor programs
  8. participating in in-service and out-service training
  9. externing in private industry/business/colleges
  10. establish and meeting professional growth goals, short and long-term
  11. exchanging work assignments on a short/long-term basis between campuses and/or State agencies
  12. conducting informational on-site visits between campuses and departments

3.Personal Development – seeking to promote personal growth related to concerns of individuals within the institution.

  1. providing retreats, social events on campus and on system wide basis
  2. planning life and career development changes
  3. extending interpersonal skills
  4. traveling for cultural and personal enrichment
  5. learning techniques for time management, stress reduction
  6. maintaining physical fitness and health
  7. providing or receiving supportive and therapeutic counseling
  8. creating incentives for growth through recognition of achievement
  9. developing a positive and pleasant physical environment for work
  10. encouraging the development of hobbies and avocations

The KCC Campus Goal #4 Personal Development states, in the KCC Policy Guideline (# Page 36 of 54 Appendix C), the campus goal is to “foster faculty and staff currency of expertise in their areas of responsibility through support of professional development activities.”

With the transfer of the PD position to KCC, the PD coordinator was assigned the role coordinating the PD program moving it from the co-coordination format.

The PD coordinator chairs a campus wide committee, which is made up of representation from each academic division, units, and offices. As of 2007, 14 sit on this committee with representatives from Human Resources and Business Office; Trades Technology; Language Arts and Humanities; Health Education; Business Education, Science and Math; University Center; Library; Student Services; Facilities and Maintenance; and the Office of Continuing Education and Training.

The committee has been charged to help plan and participate in holding convocations; fund raising; and the Excellence in Education Conference. Additionally, the role of the campus PD committee appears to be evolving, where the group is serving more actively as an advisory committee.

PD is also initiated and coordinated by individuals, groups from academic divisions, programs, and offices.

Funding support of KCC PD activities planned by the PD coordinator and committee come from comes from the KCC Fund. Other sources are Career and Technical Education Carl Perkins grant; Title III grant, and other federal grants particularly for campus and/or UHCC system initiatives and when initiated by individuals and groups in respective divisions, units, and offices. Requests use Divisions, units, and offices budgets are also made on a case by case basis.

PROGRAM GOALS

The primary goal of the KCC Professional Development Program is to uphold, honor and align its plan to reflect the vision and philosophy of staff development as stated in CCCM #2080; KCC’s College goals; help faculty and staff to fulfill KCC’s Mission College Goals, and Student Learning Outcomes.

College Goals / Program Goals
Access: To Provide open access to educational excellence for a diverse student population. / To provide opportunities for faculty and staff enhance their abilities to contribute toward a campus community reflective of its open access mission for a diverse student population.
Learning and Teaching: To promote excellence in learning and in teaching for transfer, career/technical, remedial/developmental education and lifelong learning. / To provide opportunities for faculty and staff to develop their skills and contribute toward a community of excellence in teaching and learning.
Workforce Development: To provide a trained workforce by offering programs that prepare students for both employment and future career development. / To help build awareness amongst faculty and staff of employment and career opportunities for students.
Personal Development: To provide life-long learning opportunities in the areas of personal and professional development. / To develop a professional development plan where learning opportunities are aligned with KCC’s Mission, Campus Goals, and Students Learning Outcomes; and the vision and philosophy of institutional effectiveness as described in CCCM #2080; to foster a sense of place and collegial community amongst faculty and staff
Community Development: To contribute to community development and enrichment through campus leadership and collaboration. / To assist in the development of faculty and staff as community leaders.
Diversity: To foster global understanding and appreciation for diversity. / To provide opportunities to increase faculty and staff understanding of communities and cultures beyond the campus and Kaua‘i and state of Hawai‘i; and to nurture a campus community that champions and appreciates diversity of people, culture, and knowledge.

Program’s key central functions and services provided.

The key function of the PD program is to fulfill its primary goal to upholding, honoring and aligning its plan to reflect the vision and philosophy of staff development as stated in CCCM #2080; KCC’s College goals; help faculty and staff to fulfill KCC’s Mission College Goals, and Student Learning Outcomes.

Committee functions include:

  • maintain a campus-wide PD committee of representatives from all employee levels and units;
  • maintain the charge of the PD committee to coordinate fund-raising for the PD program;
  • organize and coordinate 2 all-campus convocations annually at the beginning of each semester;
  • assist in the organization, coordination, and implementation of the annual Excellence in Education Conference, also known as KCC’s WILD Day, (Wo Innovations in Learning Day).
  • develop its Faculty for Faculty Annual Initiative strand
  • develop its Staff for Staff Annual Initiative strand
  • serve as an advisory group to direct PD
  • serve as PD advocates and encourage participation of all faculty and staff
  • keep divisions, units, and offices updated on PD initiatives

PD coordinator functions include and are not limited to:

  • serve as chair the campus PD committee
  • produce and maintain a KCC faculty and staff handbook
  • organize, coordinate, implement, and maintain a new faculty and staff orientation
  • develop and maintain a new faculty and staff PD program to be conducted over the course of each academic year
  • assess PD needs as listed in program reviews and APRUs, and as provided by members of the campus
  • develop and maintain a plan that addresses PD needs
  • collaborate with chancellor, assistant dean, and OCET director to develop a budget to support PD on a yearly basis
  • compile a list of professional development efforts being made by divisions, units, and individual members of the campus
  • compile a list of PD needs as listed in the program reviews and APRUs
  • compile a list of individual PD needs as documented in the Faculty Morale Survey and the ITAC Survey
  • strive to fulfill the needs by incorporating strategies for meeting them into the overall KCC PD Plan
  • develop and maintain a system of evaluating effectiveness of the KCC PD program

PROGRAM REVIEW CRITERIA QUESTIONS, BY GOAL

In 2005 and 2006, the PD coordinator held conversations with the assistant dean of Instruction and institutional Analyst on a course to take for effective data collection for PD. It was determined that because of the scope and diversity of PD activities on campus, a most effective assessment could take place once a year with the following questions. The time for distributing the annual assessment has not yet been determined.

The following questions by goal were developed by the PD coordinator. These questions will help to formulate an annual assessment of the program’s effectiveness.

  1. What is the overall effectiveness of KCC’s Professional Development Plan?
  2. Has the plan helped you to improve your skills, awareness, and understanding as a member of this college?
  3. Has the KCC Professional Development Plan helped to enhance your ability to contribute to the KCC mission of open access for a diverse student population?
  4. Has the KCC Professional Development Plan helped you to develop your skills and contribute toward a community of excellence in teaching and learning?
  5. Has the KCC Professional Development Plan helped you to build awareness of career opportunities for our students?
  6. Have the activities you attended this year been effective in aligning you with the campus Mission, Campus Goals, and Student Learning Outcomes?
  7. Has the KCC Professional Development Plan helped you to develop as a community leader?
  8. Has the KCC Professional Development Plan helped to increase your global understandings and appreciation for diversity?
  9. Part of the KCC PD Plan is to assist you in developing your personal PD plan. List 3 of your own PD goals that you would like to accomplish in the next year, and your course of action toward accomplishing your goals.

STRENGTHS AND AREAS NEEDING IMPROVEMENT