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In This Issue Current Issue Archives
September 15, 2006
| Distance Education Report - September 15, 2006 - Full Issue PDF … |
| Dumb is Smart: Learning from Our Worst Practices Myk Garn, Senior Advisor for Academic Affairs for the Kentucky Council on Postsecondary Education, says the idea came to him a couple of years ago at a distance education conference. He recalls being impressed by the best practices being recommended by the presenters, by how smoothly and efficiently all their projects seemed to have gone. It led him to wonder if he were the only one that ever had everything go wrong with an initiative, ever had trouble seeing the solutions to a problem, ever had to stumble through a project all the way to the conclusion. |
| Electronic Portfolios in Nursing Education By Jennifer Patterson Lorenzetti Accrediting agencies have good reason to be interested in a student’s career ladder through an academic program, and potential employers are understandably focused on learning as much about a potential candidate as possible. In each of these cases, the solution can be more than just a simple resume or transcript. Nurses in the state of Minnesota can make use of an electronic portfolio, or e-folio, to demonstrate their experience. |
| Jump Starting Faculty into Online Course Development Most distance education administrators know that there’s going to be a certain amount of hand-holding involved when they’re trying to get faculty members to produce their first online courses. On the other hand, at the Center for Teaching and Learning at Indiana University-Purdue University Indianapolis (IUPUI), they get 12 novice professors to produce 12 new courses in 90 days – and like it. Terri Tarr, Director of Instructional Design and Development and Rhett McDaniel, Director of Instructional Technology, explained to Distance Education Report how IUPUI’s “Jump Start” program works. |
| Mentoring: The Administrator’s Responsibility and Reward As a distance education administrator, one of your most important responsibilities is to mentor the promising folks on your staff. This is important not just for succession planning—a topic on its own—but also to make sure that the profession itself continues to move forward with the right kind of leaders. |
