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RUSS TALKS FAILURE COLLABORATION WHAT COLLABORATION IS FAILURE? IS … Giving innovation. up or quitting. EVER COLLABORATION TWEETED OR SEARCHED ISN’T … competition. #FAIL? No. DO YOU pLAY WELL FAVORITE WITH OTHERS? SAYING ABOUT Occasionally. SUCCESS? “Eighty YOUR FAVORITE percent of success is TEAM showing SpORT? up,” Woody Allen. Bossaball. WHAT QUOTABLE: TREND “In DO a truly YOU WISH creative HAD collaboration, FAILED? Planking. work is pleasure, It’s not so and much the that only I rules wish and it had procedures failed as I’m are puzzled those that as to advance why it the was common ever a cause. trend. —Warren Bennis IS FAILURE THE OppOSITE OF SUCCESS? No. Allowing failure to be final or fatal is the opposite of success. Russ Paden, Ph.D. Senior Vice President of Academic Operations University of Phoenix
From the desk of the senior vice president of academic operations True or false I n my role at the University, I’m fortunate to have the opportunity to communicate with a lot of faculty members on a regular basis. While some of you reach out to me electronically, I meet many more of you in person when I attend faculty meetings and events across the country. You share your great ideas and constructive feedback with me, but you also share some common misconceptions about your role as a faculty member and about the University. I’d like to debunk a few of the most frequent myths I hear. Myth: If I fail a student, I won’t be offered as many teaching contracts. Truth: Many faculty members believe there will be negative consequence for them if they fail a student, but nothing could be further from truth. At the University, we expect you, our instructors, to grade our students appropriately based on their academic performance in the classroom. Sometimes that will mean you must issue a failing grade. While we don’t penalize our faculty members for failing students, we do, however, pay attention to variance in grading. If we notice that the average grade an instructor gives students is 4.0, then we know that instructor is not providing an appropriate level of feedback to the students and is not discriminating between higher and lower quality work. If there is zero variance in an instructor’s grading, we will typically have an administrative faculty member work with the instructor on his/her grading skills and technique. Myth: The University purposely schedules less senior faculty members with lower pay grades to save money. Truth: Though this is a common myth, there’s not an ounce of truth to it. The University staff members responsible for scheduling are completely blind to the pay levels and categories of our faculty members. Because of this, it’s impossible to discriminate against our more senior, higher earning faculty members when scheduling instructors for our classes. On the other hand, sometimes we intentionally seek more senior faculty members for our more advanced classes because their higher level of knowledge and experience is the best fit. This is done prior to the actual scheduling of classes and is usually handled in the course approval process. In other words, when approving a faculty member to teach a course, we will decide who is the best fit for teaching the course and add that faculty member to the pool of faculty that are eligible to be scheduled. Myth: The anonymous Faculty Engagement Surveys aren’t really anonymous. Truth: This is another common myth. Sometimes we receive letters from faculty members who believe their courses were cancelled because of feedback they provided in the Faculty Engagement Survey. Again, this myth is completely baseless. I want to reiterate that the Faculty Engagement Survey is absolutely anonymous. University of Phoenix hires a third-party company to conduct our survey and analyze the results, which they provide to us without revealing any identifying information about faculty members. We only receive the aggregate scores. Sometime our survey administrator will break the survey responses into categories for us. However, when there is a survey category with fewer than 10 responses, we are not given that information because of the possibility that we could determine the source of the comments. Again, this measure provides an additional layer of protection for our faculty so you can feel confident that the Faculty Engagement Survey is completely anonymous. Editor’s note: See the results of the latest Faculty Engagement Survey in The HR Column which starts on page 72. facultymatters.com 67 “ I’d like to debunk a few of the most frequent myths I hear.” Answers to your questions I encourage you to contact your college campus chair or director of campus affairs with your own questions about the University and its policies. Online faculty can send their inquiries to facultyassist@phoenix.edu.
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social media snippets From the Dean
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Page 33 and 34: “ YOU NEVER DEVELOP RESILIENCE IF
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Page 43 and 44: School of Business Dean: Bill Berry
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Page 53 and 54: Dawn This sounds terrific in theory
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