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Recruitment And Retention Of Faculty And Management Diverse Majors In Four Year Schools Of Engineering Technology

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Conference

1999 Annual Conference

Location

Charlotte, North Carolina

Publication Date

June 20, 1999

Start Date

June 20, 1999

End Date

June 23, 1999

ISSN

2153-5965

Page Count

5

Page Numbers

4.442.1 - 4.442.5

Permanent URL

https://peer.asee.org/7915

Download Count

10

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Paper Authors

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Sallie (Lee) Townsend

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Howard A. Canistraro

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Abstract
NOTE: The first page of text has been automatically extracted and included below in lieu of an abstract

Session #2648

Recruiting and Retaining Faculty and Managing Diverse Majors in Four Year Schools of Engineering Technology

Sallie (Lee) Townsend, Howard Canistraro The Ward College of Technology The University of Hartford

Abstract

With the proliferation of four engineering technology (ET) degree programs and an increase in the number of enrolled students1,2, as well as an increase in the number of Baccalaureate Degrees being awarded from ET programs3, college administrators are faced with the task of attracting and retaining quality faculty for a diverse range of programs. The range of these programs has increased over the last several years to include majors in chemical, mechanical, audio, computer, marine, and civil engineering technology. Often times, it is difficult to keep full time faculty since the pay ranges are typically lower and the workloads are typically greater than in engineering programs. In addition, technology faculty must constantly stay abreast of the latest trends in their given fields, which are advancing at an astonishing rate. Therefore, many of today’s four year ET schools must rely on a combination of highly competent full-time faculty, as well as adjuncts which are customarily retained from industry. In addition, diverse programs at schools of technology, which usually have limited enrollments, must rely not only on courses specifically offered in the given major, but also courses from across the parent institution, in order to stay economically viable. These programs must also be carefully managed in terms of scheduling to address the needs of a critical part-time student body, which usually comes from industry and must take night courses. The tactics used in composing a target faculty structure and recruiting the proper personnel will be discussed. The Mechanical Engineering Technology major at Ward College will also be analyzed as a model for orchestrating the careful balance between full and part-time faculty, courses from within the major verses courses from the greater University, and the strategy of evening verses day class scheduling.

I. Recruiting and Retaining Full and Part-Time Faculty

The education of the technology student in the 1990's is different from earlier years; it not only demands academic excellence on the part of the faculty, but also current, relevant industrial expertise. There are three basic types of faculty with that experience.

(1) Full-time faculty with past industrial experience (2) Full-time faculty that work part time as consultants and (3) Adjunct faculty that work in industry full time.

Townsend, S. L., & Canistraro, H. A. (1999, June), Recruitment And Retention Of Faculty And Management Diverse Majors In Four Year Schools Of Engineering Technology Paper presented at 1999 Annual Conference, Charlotte, North Carolina. https://peer.asee.org/7915

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