Individual Development Plans for career college faculty should include developmental goals and objectives, suggested professional affiliations and activities, recommended training, and classroom observation to evaluate transfer of training. An effective plan should encompass the instructor's own ideas for ongoing development of effective teaching, and be supported by the responsible manager/mentor through coaching, supplying the necessary resources, and mutual discussion of results.

One of the most fatal missteps in a career is going to work for the wrong company; a company that doesn't provide reasonable prospects for stability, success and integrity. Too often people pursue an ad, a recruiter, or a referral from an acquaintance, without really knowing much about the prospective employer. Much may be learned by researching a company in advance via Hoover, Dunn and Bradstreet, stock research, if public, or maybe simply Googling the company for example.

If you are like most career colleges, you are probably very good at calculating the ROI for your various advertising programs but have never measured the ROI for your employee training programs.

I have seen many “quality-driven” schools that view training as an essential component of their continuous improvement plan. The leaders of these institutions are completely sold on the value of training and are convinced that timely and effective training is needed to ensure quality and profitability. Naturally, these quality-driven schools automatically meet the compliance requirements set forth by their licensing and accrediting agencies.

Delegation is about empowering employees to act and make decisions. When you delegate, you are assigning authority, responsibility, and accountability. Managers and supervisors who delegate effectively will always accomplish more than those who try to do all-important activities themselves. The free tutorial below discusses the important steps required for effective delegation.
Upon completion of this tutorial, you should be able to identify:

• Good delegation practices
• The importance of defining job functions
• The conditions that promote a sense of ownership among employees

This is a free tutorial! Enjoy!
How To Delegate Effectively

Employees have the tendency to listen to a trainer that they perceive to be the expert.

Let’s face it. In a matter of seconds a resume will either peak an employer’s interest or get filed in the waste can. A neat, organized resume is no longer enough to get an employer’s attention. Certainly, a strong resume will cover the basics: work history, job duties, dates of employment, education, references, etc, but that may not be enough. Neither is fancy paper, a colorful layout or a pretty font.

At the CCA 2008 convention, Dr. Gary Meers (our VP of Education at MaxKnowledge) and Kay Bertrand (VP of Education at NCCT) made a joint presentation on the care and feeding of career college faculty. In this session, Gary and Kay discussed ways of retaining and rewarding faculty while facilitating their professional development. I am sharing their PowerPoint presentation below.

The presentation covers the following topics:

• Understanding the Roles Faculty Play in the Instructional Process   
• Developing Faculty Development and Retention Plans
• Making Instructor Certification a Part of Faculty Growth
• Identifying Strategies for Retention of Faculty
• Keeping the Best