Action Plan Regis Dual Language Campus’ Professional Development Activities

Action Research Plan to Improve Effectiveness on Professional Development at Dual Language Campus – Regis University Analysis consists of the following steps: 1) Describe current Professional Development activities at DLC. 2) List the people involved in Decision Making activities at DLC. 3) Give a weighting to the people involved, those that seem are stronger and more powerful than others. 4) Focus on the restraining forces and assess which ones need to be contacted if a proposal needs to be submitted. 5)Develop plans for reducing these forces.

Dear faculty: As you know, to continue to teach at the DLC, you must complete all training workshops in a timely manner. There are 10 faculty signed up for this workshop currently: ________, _____________, __________, ________, etc The next 5 who sign up will be guaranteed a slot. Thanks, ____________ Describe current Professional Development activities at DLC.

List the people involved in Decision Making activities at DLC. Regis University Dual Language Campus I.Leonor McCall-Rodriguez, Executive Director I.I. Estevan Flores, Academic Director I.I.I.Alba Duque, Administrative Assistant I.I.II Veronica Valles, Financial Aid Officer I.I.III Fernando Franco, Technical Support Specialist I.II.Frank Leyva, Integrated Services Director I.II.ILorna Dwyer, Integrated Services Officer I.II.IIMonica Espinoza, Integrated Services Officer I.III.Rita Puig, Director, Learning Resources Center I.III.IAlfredo Pinto, Learning Resources Specialist

Give a weighting to the people involved, those that seem are stronger and more powerful than others. Size of force: 1 (weak) 5 (strong Size of Force: 5 Size of Force: 3 Size of Force: 1

Focus on the restraining forces and assess which ones need to be contacted if a proposal needs to be submitted. I. Leonor McCall-Rodriguez, Executive Director DLC III. Don Bridger, Director of Academic Grants, Regis University II. Dra. Tomasita Ortiz, Chief Learning Officer AVI IV. Regis University Human Subjects Review Board

Data Collection about Professional Development and its Improvement.

FORCES FOR CHANGE FORCES AGAINST CHANGE Size of force: 1 (weak) 5 (strong) Size of Force RECRUITMENTADMINISTRATION ASSESSMENT DAY PROJECTION INCLUSION RESOURCES PROF. DEVELOPMENT PAY PROF. DEVELOPMENT CULTURAL ENVIRONMENT Total: 20 Total: 17

FORCES FOR CHANGE FORCES AGAINST CHANGE Size of force: 1 (weak) 5 (strong) Size of Force RECRUITMENTADMINISTRATION ASSESSMENT DAY PROJECTION INCLUSION RESOURCES PROF. DEVELOPMENT PAY PROF. DEVELOPMENT CULTURAL ENVIRONMENT Total: 20 Total: 17

FORCES FOR CHANGE FORCES AGAINST CHANGE Size of force: 1 (weak) 5 (strong) Size of Force RECRUITMENTADMINISTRATION ASSESSMENT DAY PROJECTION INCLUSION RESOURCES PROF. DEVELOPMENT PAY PROF. DEVELOPMENT CULTURAL ENVIRONMENT Total: 20 Total: 17

Develop plans for reducing these forces. Executive Director DLC Academic Grants, Regis University Chief Learning Officer AVI Regis University IRB

Developing an Intervention for Improvement  Gather Data  Define Situation  Identify/Define Problem  Gather Data  Design Problem Solving Strategies  Evaluate Data  Design Proposal  Follow established outline/process

Interviewing Manager(s) Responsible for Professional Development, to Inquire About Program Goals and Objectives.  Formal Proposal Submitted  Informal Denial Received  No explanations provided

Best Practices in Professional Development “ Professional development is a diverse, ongoing process in which the educator’s involvement is essential.”

Description of the problem and the professional development activity or aspect of professional development that needs improvement.  Patent-Protected  External Organization: AGMUS  Lack of Control  Budget  Pay for Professional Development  More Frequency on Training  Increased Motivation  Improved Performance Forces Against Change Forces that will be improved if change is attained. Change Requires: Open Knowledge and Funding

Summary  Who: Professors  What: Professional Development Activities  Where: DLC-Regis University  When: Always  Why: Motivation, Reliability, Quality, Performance  How: Open Doors Policies, Funding

Qualitative: Interviews, and Possible Surveys Quantitative: If possible, the statistics that show attendance to current professional development activities, frequency, etc. DATA TO BE COLLECTED

The Feedback Process  Perception of Policies  Perception of Performance  Long-term Goals