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Thierry Chevaillier 《Higher Education》2001,41(1-2):49-75
In France, where most higher education institutions are in the public sector, permanent academic staff at universities and other higher education institutions are tenured and enjoy a broad individual autonomy. The number of staff on short-term contracts is limited. Most part-time staff are drawn from professionals, business executives, and administrators – in both the public and private sectors. In recent decades, the number of teaching-only faculty expanded rapidly as tenured secondary school teachers were transferred to higher education institutions. As universities have acquired some autonomy, especially in academic matters, recruitment and promotion of staff combine elements of centralisation at the national level with local processes. Some degree of pay differentiation has been introduced through a growing use of supplementary compensation. As the system evolves toward increased self-governance of institutions, the autonomy enjoyed by the faculty is seen by administrators as an obstacle to the development of institutional policies. 相似文献
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DONALD R. ATKINSON 《Counselor Education & Supervision》1983,23(1):7-19
Chairpersons of the counselor education programs listed in Counselor Preparation, 1980 were surveyed to determine ethnic minority representation among students and faculty. Compared to population statistics, Asian Americans were found to be underrepresented as faculty and Blacks and Hispanics were found to be underrepresented as both students and faculty. Compared to nonminorities in counselor education, minorities (particularly Blacks and Hispanics) are more likely to be enrolled in part-time and master's degree programs and less likely to be enrolled in full-time and doctoral degree programs. Minority faculty are more likely to hold nonacademic, nontenured, and part-time appointments than are nonminority faculty. For the most part, minority faculty are distributed regionally in the same proportion as are minority students. The difficulty in achieving parity on counselor education faculties in a period of no growth is discussed. 相似文献
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Faculties of education and institutional strategies for knowledge mobilization: an exploratory study
The goal to enhance the impacts of academic research in the ‘real world’ resonates with progressive visions of the role of
universities in society, and finds support among policy makers who have sought to enhance the ‘transfer’, ‘translation’, ‘uptake’,
or ‘valorization’ of research knowledge in several areas of public services. This paper reports on an exploratory study of
the strategies used by selected Canadian and international faculties of education to mobilize research knowledge. Drawing
on data from semi-structured interviews with senior administrators of 13 faculties of education, the analysis reveals several
themes. Academic leaders recognize knowledge mobilization as a desirable institutional mission, but they identify a number
of barriers to greater efforts in this area. Although a number of strategies are employed, changes across multiple organizational
dimensions to encourage and support knowledge mobilization were reported at only two institutions. These results are relevant
to faculty administrators, scholars, and policy-makers interested in understanding the role of academic institutions in the
mobilization of research knowledge to the broader education community. 相似文献
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Laura Elena Padilla 《Higher Education》2008,56(2):167-183
This article depicts how faculty members at Mexican higher education institutions have been prepared in order to assume their
professional responsibilities. It relies on three elements: First, a secondary analysis of a national faculty survey composed
of 3,861 faculty members from 65 institutions; second, 34 interviews conducted in eight higher education institutions; third,
a primary analysis of an institution faculty survey in a public autonomous university. Results are presented regarding the
following issues: first, the central traits of anticipatory or formative in-site faculty socialization; second, the changes
in the highest degree faculty obtained at entry into academic life as compared to the obtained degree at the time of the survey;
third, the formative time patterns during faculty’s higher education training, fourth, the conditions of study under which
faculty members obtained their graduate degrees; and fifth, the academic inbreeding phenomenon. 相似文献
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Jeff J. Stevenson 《Community College Journal of Research & Practice》2013,37(1-4):69-79
This article looks at the relative usefulness of 12 selected factors in the preparation of college administrators as seen by practicing administrators and faculty in comprehensive community colleges, four‐year liberal arts colleges, and universities. Three hundred randomly selected faculty and administrators in the state of Iowa were sent survey questionnaires. The returned surveys and research data were then analyzed in order to answer the research question. The findings suggested that graduates from programs in higher education administration may be more accepted in community colleges than in liberal arts colleges or universities. The findings also showed that university personnel perceived the major research experience as being significantly more useful than the other personnel. Nonclassroom experiences were thought to be the most useful by all personnel, with faculty experience in higher education perceived to be the most useful. This study also showed that both administrators and faculty perceived majoring in higher education administration to be less useful than any of the other 11 preparation variables. One of the recommendations of this study is that students, graduates, and professors in higher education administration programs attempt to educate the participants in higher education and the public on the strengths and uses of their programs. It was also recommended that further research is needed in the area of administrative task analysis at the different types of institutions. 相似文献
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Surveys of sign language programs in institutions of higher education in the United States, conducted in 1994 and 2004, are compared to reveal changes over time. Data are presented concerning the institutional environment of programs, program administrators, and instructors. Institutions examined in 2004 were on average 5 years older than those examined in 1994. More institutions accepted sign language for general education and foreign language requirements. Program administrators in 2004 were more likely to have primary duties as teachers rather than administrators, and to have greater understanding of the subject matter. Faculty in 2004 had more education and teaching experience. Full-time faculty showed increases in the proportion who were Deaf and the proportion who were in tenure-track positions. Program staff size increased. Overall, evidence indicates that sign language has become more accepted as an academic discipline and that programs are more entrenched at their institutions. 相似文献
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Dave A. Louis Keisha V. Thompson Patriann Smith Hakim Mohandas Amani Williams Juann Watson 《The Urban Review》2017,49(4):668-691
Afro-Caribbean immigrants have been an integral part of the history and shaping of the United States since the early 1900s. This current study explores the experiences of five Afro-Caribbean faculty members at traditionally White institutions of higher education. Despite the historical presence and influence of Afro-Caribbean communities and the efforts within education systems to address the needs of Afro-Caribbean constituents, Afro-Caribbean faculty members continue to be rendered indiscernible in higher education and to be frequently and erroneously perceived as African–Americans. The study examines the lived experiences of these individuals in the hegemonic White spaces they occupy at their institutions with both White and Black populations. Through their narratives, issues of stereotyping, microaggression, and isolation are addressed. The participants also offer solutions to address these issues by university administrators, department heads, faculty development professionals, diversity officers, policy makers, and other stakeholders. The voices in this study shed light on an overlooked, misunderstood, and under-researched population within our faculty ranks in the American Academy. 相似文献
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This article explores how two African American professors both “outsiders” to the inner workings of the academy created a
support system, which began nearly 10 years ago as a part of their formal advisee/advisor relationship. When they began their
relationship one was a junior African-American female faculty member (promoted to associate professor in 2004) and one was
an African-American female doctoral student (currently a tenure track professor). Utilizing elements of scholarly personal
narrative and case study methods they reveal the process they engaged in over a nine-year period, which resulted in their
retention and success in the academy.
Sharon Fries-Britt and Bridget Turner Kelly received their Ph.D.’s from The University of Maryland. Dr. Kelly is an Assistant
Professor of Education, Integrated Professional Studies, The University of Vermont, Burlington, VT, USA. Her research centers
on marginalized students and faculty in higher education, namely women and people of color. Dr. Fries-Britt is an Associate
Professor at the University of Maryland. Her work focuses on the experiences of high achieving Black collegians and their
success and retention in higher education. She is also interested in patterns of success for Black faculty and administrators
in higher education. 相似文献
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William E. Thro 《Educational Assessment, Evaluation and Accountability》2007,19(3-4):135-145
Academic Freedom is a sacrosanct value on American university campuses. Virtually all research institutions, public and private, have explicitly adopted some form of the American Association of University Professors’ 1940 Statement of Principles on Academic Freedom and Tenure or the organization’s the 1915 Declaration of Principles on Academic Freedom & Tenure. Because of the near universal acceptance of the principle of academic freedom, there is a common belief that the United States Constitution recognizes academic freedom and, more importantly, confers “special rights” on the persons and institutions of academia. Yet, despite its almost universal acceptance by faculty and administrators and despite its constant use as a constitutional theory whenever faculty and/or administrators dislike a government program, academic freedom is a constitutional myth. The rights of individual academics or of academic institutions are no greater than the rights of individual non-academics or of non-academic agencies or institutions. Put another way, from a constitutional standpoint, there is nothing special about the academic setting. Academic Freedom is no greater, and no lesser, than the constitutional rights of non-academics or ordinary state agencies. Nevertheless, academic freedom must be respected as a practical reality. There are important public policy reasons why university professors should have wide latitude in their research, writing, and teaching efforts. At the same time, institutions should be given a large amount of discretion in determining the scope of their missions. In other words, while academic freedom is not a federal constitutional value, it should be an important public policy consideration and, perhaps, even a state constitutional value. The purpose of this Article is twofold. First, it seeks to demonstrate that academic freedom is a constitutional myth. Institutional academic freedom, the idea that institutions of higher education have a federal constitutional right to be free from outside control, is simply incompatible with constitutional realities. Moreover, professors do not have an individual constitutional right to academic freedom. In short, the rights of professors and the institutions that employ them are no greater than the rights of non-academic employees and non-academic organizations. Second, it attempts to explain why respect for academic freedom is a practical reality. 相似文献
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Jon E. Travis 《Community College Journal of Research & Practice》2013,37(10):809-821
The courts traditionally have supported the belief that the public college campus is a public forum for the open exchange of ideas. Therefore, public colleges and universities should not be subject to the preferences of groups that would seek to limit expression they may find objectionable. Yet, the continuing challenges to constitutionally protected free speech on college campuses suggest that some institutions could be persuaded to exercise illegal censorship. If administrators and faculty are to protect the foundation of the public forum in higher education and avoid potential litigation, they would be wise to exercise caution when censorship is a possibility. On the public campus, students, faculty, and administrators have the right to speak and to hear a wide range of opinions, even those that may be unpopular. Institutions may only determine the time, place, and manner of these expressions. An earlier version of this article was presented at the Fourth Annual Texas Higher Education Law Conference at the University of North Texas in Denton. 相似文献
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There have been numerous lawsuits within higher education brought by females over pay inequity and many articles have been written on the topic. Although not as prevalent, there have been some recent instances where male faculty have claimed—with some degree of success—that the process used by their institutions to make salary adjustments for females was unfair and led to reverse pay discrimination. In this paper, we examine some of the legal issues and statistical approaches surrounding claims of reverse sex discrimination in pay in the field of higher education. We begin by reviewing the way in which legal cases examine sex discrimination in pay in academe and the different approaches that institutions can take to remove pay disparities for women. We show that across-the-board salary adjustments for women are less likely than individualized salary adjustments to raise concerns about the salary determination process and possibly reverse discrimination, and lead to lower costs to the institution. These differences arise regardless of the salary model specification used by an institution when making salary adjustments. Finally, we use a model developed by the plaintiffs in a salary equity study at one institution to demonstrate the effects of using different adjustment methods on the total cost to the institution when making salary equity adjustments for both genders.An earlier version of this paper was presented at the seminar series for the Institute of Higher Education, University of Georgia. We would like to thank participants at this seminar and Andrew Luna for comments on previous drafts of this paper. 相似文献
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本研究采用分层随机抽样,对北京市22所高校的教师进行了问卷调查,实际回收3220份问卷。统计发现:1.在高校教师任职前的学习经历方面:第一,不同类型高校教师的学历结构呈现出不同的特征。第二,出现年轻教师比年长教师的学历水平高的高校教师学历变化趋势。第三,高校教师学缘关系比较单一。第四,社会学科背景教师跨学科学习的比例要高于自然学科和人文学科背景教师的比例。第五,留校任教的毕业生占教师群体的比例较大,重点大学和自然学科在这一问题上表现得更为严重。2.在高校教师任职后的工作经历方面:第一,重点大学高级职称教师所占比例高。第二,教师的流动性弱,教师职称级别越高,晋升次数越多,跨院校晋升教师所占的比例也越大。第三,跨系统流动的教师中约有26.2%的教师具有高校系统外的工作经验。 相似文献
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John C. Smart 《Research in higher education》1975,3(3):285-297
Whether one employs the bureaucratic, collegium, political, or another model to understand and interpret the functioning of colleges and universities, the problems of goal definition and attainment are of paramount importance. While several studies have begun to provide tentative empirical evidence about the possibility of conflicting institutional goal priorities between campus groups, the results to date are incomplete and, in some instances, contradictory. The present study compared the preferences of students, faculty, and administrators in a public, four-year college for five types of institutional goals derived from a factor analysis of 47 goal statements developed by Gross and Grambsch (1968). Significant differences were found between these campus groups on all five types of institutional goals. These differences are discussed within the context of previous research findings, and further areas of research are suggested to explore the degree of goal consensus in institutions of higher learning. It is suggested that the failure of researchers to undertake these investigations and of those “in control” to act upon the results of these inquiries might produce greater damage to the future of American higher education than resulted from the recent era of student unrest. 相似文献
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Jill M. Langen 《Assessment & Evaluation in Higher Education》2011,36(2):185-196
The role that part‐time faculty play in higher education is changing. No longer are part‐time faculty used on an occasional basis at a few institutions. These individuals now play a critical part in the delivery of higher education to students. This study was developed to answer questions regarding how the performance of adjunct faculty is evaluated. The researcher gathered data on what sources of information were used to evaluate adjunct faculty, and how this information was used by various administrators during evaluation and reappointment decisions. The underlying goal was to develop a better understanding of current evaluation practices so that higher education administrators can ensure that quality learning opportunities are available in the classroom. 相似文献
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Sahail Asassfeh Hana’ Al-Ebous Faisal Khwaileh Zohair Al-Zoubi 《Educational studies》2014,40(2):121-143
This study is the first to address student evaluation of faculty members (SFE) from a student perspective at a major Jordanian public university using a comprehensive (71-item) questionnaire administered to 620 undergraduates. Addressed are students’ perceptions of the SFE process in terms of: (a) their paper-based vs. online-format preferences; (b) their beliefs about the process; (c) the standards they adopt in the evaluation; (d) the fruitfulness of SFE outcomes; and (e) their opinions about the evaluation instruments currently used at their institutions. It also explores whether students’ beliefs vary according to their gender, GPA and college (Educational Sciences vs. Sciences). The results reveal that most students prefer online evaluation, adopt academic rather than interpersonal criteria in their evaluation, have a low level of satisfaction with the impact of previous evaluations on faculty teaching behaviours and the evaluation instruments used at their institution. Additionally, the findings suggest that gender has a less influential role in shaping students’ beliefs about the SFE process compared to their college or GPA. The findings of this study and their implications are very useful pointers for faculty and higher education administrators, faculty members and students towards further improvement at higher education institutions. 相似文献
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Remediation in postsecondary education continues to be an issue that is hotly debated by institutional leaders and state policymakers.
The National Center for Education Statistics [The National Center for Education Statistics. (2003). Remedial education at higher education institutions in fall 2000. PEQIS. Washington, D.C.: U.S. Department of Education.] estimates that 98% of public 2-year and 80% of public 4-year institutions
offered at least one remedial course. The need for remedial courses is also demonstrated by the growing number of students
who enroll each year. Studies that examine students and placement are found in the literature, but few examine the faculty
who teach in remedial programs [Boylan, H., Bonham, B. S., Jackson, J., & Saxon, D. P. (1995). Research in Developmental Education, 12(1), 42–52.]. The purpose of this study was to examine faculty who teach remedial courses. In particular, we were interested
in faculty workload and the assessment techniques employed by faculty based upon type and level of institution. More specifically,
data was analyzed using the NSOPF: 99 database on faculty at 2-year and 4-year institutions as well as faculty at private
and public institutions. Some comparisons between faculty teaching remedial courses and nonremedial courses are presented. 相似文献
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This study investigated the characteristics of faculty perceptions of teaching support and teaching efficacy and the relationships between them in Shandong, a province in East China. The results from a sample of 2758 faculty members from 25 public institutions of higher education showed high levels of reported teaching support and teaching efficacy. Faculty members from key institutions scored higher on teaching resources and efficacy for course design but lower on administrative and peer support. Male faculty members scored higher on efficacy for course design, technology usage and classroom management. Teaching assistants scored higher on administrative and peer support but lower on efficacy for course design, instructional strategy, technology usage and classroom management. In addition to the positive relationship between teaching resources, peer support and all teaching efficacy factors, administrative support was negatively related to course design, technology usage, classroom management and learning assessment among faculty of provincial institutions but positively related to course design and technology usage among faculty of vocational institutions. No significant relationship was found between administrative support and teaching efficacy factors among faculty members from key institutions. 相似文献