Foley Barbara Jo, Redman Richard W, Horn Eileen V, Davis Gayle T, Neal Edward M, Van Riper Marcia L
Director of Continuing Education, University of North Carolina at Chapel Hill, 433 Carrington Hall, CB #7460, Chapel Hill, NC 27599-7460, USA.
Nurs Outlook. 2003 Sep-Oct;51(5):227-32. doi: 10.1016/s0029-6554(03)00159-3.
Although faculty members often come to a university school of nursing with little or no experience in teaching, research, or other forms of scholarship, few schools of nursing have a comprehensive, formalized faculty development program. In considering the need to find and retain the best faculty in this competitive market, the University of North Carolina at Chapel Hill School of Nursing appointed a task force to develop a formal faculty development program for the School. After reviewing the literature and contacting 24 schools of nursing, the task force concluded that most do not offer a systematic approach to faculty development. The task force developed and distributed a needs assessment and received responses from 53% of the faculty. Based on the needs assessment the task force made eight recommendations to the faculty for an ongoing, comprehensive faculty development program.
尽管教员们进入大学护理学院时往往在教学、研究或其他学术形式方面几乎没有经验，但很少有护理学院拥有全面、正规的教员发展计划。在考虑到在这个竞争激烈的市场中寻找并留住最优秀教员的必要性后，北卡罗来纳大学教堂山分校护理学院任命了一个特别工作组，为该学院制定一个正规的教员发展计划。在查阅文献并联系了24所护理学院后，特别工作组得出结论，大多数学院没有提供系统的教员发展方法。特别工作组制定并分发了一份需求评估，并收到了53%的教员的回复。基于需求评估，特别工作组向教员们提出了八项建议，以开展一个持续的、全面的教员发展计划。
