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Professional Development at Mott Community College

An AQIP ProjectHigher Learning Commission

Recommendation to the MCC Executive Cabinet

by

MCC AQIP PD Project CommitteeJanuary 2008

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AQIP Project Timeline

• November 2005 Conversation Day– Prioritization Process– Community Input

• September 2006 P.D. Action Team formed– Monthly Meetings– Site Visitations– Research– Retreats with Facilitators

• January 2007 Recommendation to EC

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AQIP Action Project Process

• 7-step Problem Solving Model1. Describe the problem

2. Describe the current process

3. Identify and verify the problem’s root cause

4. Develop a solution and action plan – we are here, today!

5. Implement the solution

6. Review and evaluate

7. Reflect and act on learnings

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P.D. Committee• Sherry Bradish – Co-chair• William Reich – Co-chair• Larry Koehler – Co-chair

• Amy Fugate - Sponsor• Mark Kennedy - Sponsor• Helen Burnstad – Consultant• Carol Tyler - Trainer

• Bernard Cunningham• Crystal Croffe• Jennifer McDonald• Jennifer Fillion• Kate Schamanek / Brenda Phillips - Recorder

• Melissa Rueterbusch• Randy Schapel• Dolores Sharpe• Terry Travis

• Steve Robinson - Resource• Gail Ives – Resource• Martha Goldstein - Resource

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Committee Goal

• The goal of this project is to implement a system that supports and encourages professional development and provides opportunities to improve the knowledge, skills, and abilities of all employees. As an organization, we will foster a culture in which all employees are continuously learning and improving their professional and technical skill and experience and develop a means for measuring the impact of professional development. This will add value to the organization and to our stakeholder community.

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Research Summary

• Research done at several institutions similar to MCC– Site visitations– Web searches

• Several models - every school does it differently – but all have a funded, supported Center

• ASTD suggests 2% of payroll for P.D. – MCC close to this

• Budgets and programs for P.D. should stay where they are – but be coordinated

• Start small and let the center grow as needed• P.D. center should assess institutional and individual

P.D. needs

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Committee Recommendation

• MCC commit resources to develop and promote culture of P.D. for all employees

• MCC commit resources to staff and support a “professional development center” to promote the concept of a Learning College

• This center to coordinate with existing P.D. activities and collaborate with all MCC departments to develop new initiatives to benefit all employees

• MCC activate an advisory council to reinforce the center’s mission

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Specific Action by EC

• Create professional development center

• Hire director for the center and provide administrative support

• Assign appropriate budget

• Assign appropriate space and provide appropriate furnishings for center

• Assemble P.D. advisory council

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Create Center

• Combine with proposed Center for Teaching and Learning

• Use TAP position already identified in Academic Affairs for director position

• Identify resources for administrative support for the center

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Hire Director

• Create job description and process through JEC

• Post position and hire director by summer 2008

• Assign existing or hire new administrative assistant to support director

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Provide Budget

• Add necessary salary and benefit budget for director and admin. assistant

• Add necessary operational and administrative budget for center

• Maintain current P.D. budgets at divisional, departmental, bargaining unit levels

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Assign Space

• Identify space to house center – combine with Center for Teaching and Learning, Service Learning, seminar rooms, etc.?– Third floor of Library??

• Space can house director and admin. assistant

• Provide appropriate furnishings

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Create Advisory Council

• Cross-functional, cross-campus council

• Assignment to provide support and input to director of center

• Membership may be rotating, service time TBD

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Organizational Chart

Director

V.P. A.A.

Admin. Asst.

E. C.

Union Leaders

Academic Deans

Admin. Directors

Faculty Members Staff

professional development

center

Advisory Council

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Links to MCC StrategicPlan 2007-2012

• 1.1 Use research / development to enhance curriculum• 2.2 Maintain technology to support employee productivity• 3.1 Develop cross-functional improvement processes• 3.2 Use AQIP principles for student success• 3.3 Become more efficient in using resources efficiently• 4.1 Align MCC programs to local labor market needs• 4.2 Expand capacity to enhance viability of our community• 5.1 Maintain performance standards for employees• 5.2 Develop leadership excellence; strengthen employee

skills, productivity and accountability

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Links to MCC Strategic Objectives 2007-2012

• 1.2 Courses, programs, services designed and delivered to increase student success

• 1.4 Resources to deliver instruction and support improvements

• 2.1 Pursuit of growth, development• 3.3 Make communication a priority• 4.1 Provide employees with P.D. opportunities• 4.3 Establish culture that demonstrates value of education• 7.1 Use methods to measure quality teaching and learning• 7.2 Evaluate employees to ensure relevant employment

goals, including quality• 8.1 Establish systematic approach to process

improvement

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Roll-out

• MCC Strategic Plan linkage• Definitions• Communication plan to college community• Web presence• Guarantee of confidentiality• Supervisors trained in “how to use” the center• Introduction of Individual Professional Development Plan

(IPDP)

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Director: “To Do”

• Focus on all employees• Collect and communicate current P.D. available• Gathering / catalyst role• Develop and support new P.D. activity• Help employees navigate P.D. system• Provide means to recognize employees• Record keeper for IPDPs, including analysis for P.D.

development (P.D. database?)• Coordinate budgets and P.D. resources across MCC• Establish assessment tools to examine effectiveness of

P.D. at MCC (e.g. Kirkpatrick or others)

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IPDP

• May include every kind of professional and individual development to get to whatever goal(s) are necessary / desired

• Every employee encouraged to develop and keep updated

• Provides data for P.D. program development• May require gradual implementation for a variety of

reasons

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P.D. Program Suggestions

• Leadership, supervisory• Technical, skill-set (software, equipment, etc.)• Interpersonal (customer service, dealing with difficult

people, conflict resolution, etc.)• Legal and compliance (sexual harassment prevention,

required certifications, etc.)• Orientation (processes, systems, navigation, job types,

etc.)• Personal enrichment (health, wellness, financial

management, social sharing, etc.)• AQIP (tools, improvement processes, collaborative

problem solving, etc.)

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