Performance Reviews: Coaching Your Grad Students

Today’s Fri Fun Facts is about my new use of writing Performance Reviews for the Teaching Assistants. After looking through the Canadian Union of Public Employee’s Agreement between my employer and the local group, I decided that it would behoove me to offer the Teaching Assistants a more formal review.  Today’s Fri Fun Facts will speak to how I will do this every term on.

My intention was to provide each Teaching Assistant with an honest, fair assessment of their work this term hoping that they could use the review in their teaching dossiers or as part of their resume paperwork. Writing the reviews took more time than I thought it would, as I really wanted to convey a personal review for each Teaching Assistant. How did I do this?

When I meet with each Teaching Assistant to review their graded work, I would email myself notes about the meeting and these summaries were useful. When students would see me during office hours and offer unsolicited comments about their Teaching Assistant, I would email myself a copy of the comments for my records. These little things were important to providing me a memory of the Teaching Assistant’s performance.

My suggestions:

1. Keep notes or records about the Teaching Assistant’s performance. If there is every tricky situations, these notes are really useful. More importantly, this will be helpful when you have to write a letter of reference or serve as a reference.

2. Check in with the Teaching Assistants to make sure that they are doing well and feel that they are getting enough support from you. You should assign a mentor Teaching Assistant to a new Teaching Assistant.

3. Provide them guidelines about your expectations. You might email or verbalize this. I actually provide a dossier: a one to two page expectations letter, sample graded work, exams, grading guidelines for the university, and a copy of the syllabus.

4. Be available. You need to set up times to be available for their questions or be willing to guide and coach the Teaching Assistants as needed. Some will need more of your time and others hit the ground running.

5. With the review, think about the Teaching Assistant’s grading, effort, interaction with the team, students, and comment on this. Note any areas for improvement and be willing to note if you think that you could have supported the Teaching Assistant more.

6. Be honest. The review should be helpful, but it does not need to only be positive. Constructive comments are sometimes needed, but offer them in a helpful manner.

Overall, the Performance Review should be helpful for you, the Teaching Assistant, and any future employer who sees the document. Remember that the arrangement is really an apprenticeship and you need to mentor or coach the graduate student, as this is not “free” grading for you. The cost is really supervising and helping the Teaching Assistant perform the duties. I have to remind myself of this occasionally! How do you evaluate your graduate students? Performance reviews is feedback, and we all deserve constructive feedback.

Mentoring Graduate Students

I am assessing the last year and thinking about my mentoring of my Teaching Assistants (TAs) and Research Assistants (RAs). While I need them to grade and facilitate the tutorials, the other thing that I want them to do is learn. I am a firm believer in giving them ample opportunity to learn and lead. And, a major part of this is trying to get them used to project management and working with people. Another key thing is to help them have better work life balance. It is easy to get caught up in the “flexibility” of our academic jobs and to work all of the darn time.

One thing that I set up with my TAs is that any email sent on Friday at 5pm through Sunday is considered a Monday morning email. They are not on call to me and I want to have productive boundaries with them. I also set up with them the guidelines for responding to emails from me Monday through Friday and from my students. I think it is important to offer clear guidelines for working with me.

It was hard to let go and give more freedom for how they lead tutorials, but somehow this is easier for me. I have to trust them and that they will learn what works for the group of students in the tutorial. The art of letting go is important to offering the TAs a chance to get comfortable leading discussions and learning how to work with a supervisor. What have I learned? Some of my TAs are dedicated and others have different skill sets that will serve them well elsewhere.

My most successful TAs and RAs are the ones who take direction well, are organized, and think ahead about the course material or the project. These graduate students are generally more receptive to feedback and have a willingness to learn and do more. These particular graduate students take pride in the work and do not act like the job is funding—they treat the work, like a job. I am thankful for them.

Fri Fun Facts: Performance Reviews

Today’s Fri Fun Facts is about my new use of writing Performance Reviews for the Teaching Assistants. After looking through the Canadian Union of Public Employee’s Agreement between my employer and the local group, I decided that it would behoove me to offer the Teaching Assistants a more formal review.  Today’s Fri Fun Facts will speak to how I will do this every term on.

Performance Review

My intention was to provide each Teaching Assistant with an honest, fair assessment of their work this term hoping that they could use the review in their teaching dossiers or as part of their resume paperwork. Writing the reviews took more time than I thought it would, as I really wanted to convey a personal review for each Teaching Assistant. How did I do this?

When I meet with each Teaching Assistant to review their graded work, I would email myself notes about the meeting and these summaries were useful. When students would see me during office hours and offer unsolicited comments about their Teaching Assistant, I would email myself a copy of the comments for my records. These little things were important to providing me a memory of the Teaching Assistant’s performance.

My suggestions:

1. Keep notes or records about the Teaching Assistant’s performance. If there is every tricky situations, these notes are really useful.

2. Check in with the Teaching Assistants to make sure that they are doing well and feel that they are getting enough support from you.

3. Provide them guidelines about your expectations. You might email or verbalize this. I actually provide a dossier: a one to two page expectations letter, sample graded work, exams, grading guidelines for the university, and a copy of the syllabus.

4. Be available. You need to set up times to be available for their questions or be willing to guide and coach the Teaching Assistants as needed. Some will need more of your time and others hit the ground running.

5. With the review, think about the Teaching Assistant’s grading, effort, interaction with the team, students, and comment on this. Note any areas for improvement and be willing to note if you think that you could have supported the Teaching Assistant more.

6. Be honest. The review should be helpful, but it does not need to only be positive. Constructive comments are sometimes needed, but offer them in a helpful manner.

Overall, the Performance Review should be helpful for you, the Teaching Assistant, and any future employer who sees the document. Remember that the arrangement is really an apprenticeship and you need to mentor or coach the graduate student, as this is not “free” grading for you. The cost is really supervising and helping the Teaching Assistant perform the duties. I have to remind myself of this occasionally! How do you evaluate your graduate students?

Revisiting Conferences and Making it Worth It

An academic conference provides the more than the venue to present your work and hear other presentations. It also is a great place to network and make connections, as well as learn from colleagues in the field. This post makes suggestions for a successful conference appearance. I know that the Western is this week and ISA is at the start of April. My hope is that this post will be useful for most.

If you are presenting and need technology (a video data projector), do make a point of making sure that your needs are met. Likewise, always have a Plan B if the technology does not work. This means copies of your slides for you to refer to and handouts of any pertinent slides or related matter is also copied (introduction, findings and conclusion) for distribution. I gave a talk on campus last week and had my iPad, thumbdrive, Slide Rocket and Drop Box versions of the presentation; however, everything worked fine with my iPad.

For graduate students, you should come with some business cards in hand. The standard in my areas of familiarity (Women’s Studies and Political Sciences) are that you can use the university crest and get cards printed. Please note that when you are writing your thesis, you are a candidate (for instance MA Candidate) otherwise you are a Graduate Student. When you have defended your prospectus for you dissertation, you are a PhD Candidate. You cannot put PhD on your card until you have defended or have your PhD in hand. I see that a few people have PhD on their Twitter profiles or blogs and they do not have this degree earned yet. This is misleading and unprofessional to do—don’t do it!

Practice your presentation in front of a mirror or a friendly audience. There is nothing harder to do than to sit by and pay to attention to a terrible or wooden presentation. Don’t stare at your computer. If you must, place phrases in your document that read: scan the room, breathe, smile, look up, etc. This will help you add some semblance of connection with your audience. Speaking of which you could present to one person or have no one in your audience, but this still counts as a presentation for your vitae. Enjoy your presentation!

Make sure that you take time to attend some of the receptions. This is a good place to network or catch up with others. Make sure that you are available to attend some of these events. The conference is not a vacation, but a working series of meetings. Take some time off, but your main job is to use the conference experience to help you share your research and meet people in your discipline. It is worth the time to meet people, too. I have found that some of my publications were thanks to a conference presentation, when an editor was in the audience or another panelist invited the panel to submit a special issue to a journal.

Before your trip you also want to peruse the conference program well so that you can organize your daily itinerary of what you have to do. If your advisor, mentor or other faculty in the department are attending the conference, go to some of their talks. Ask them to introduce you to some people at an event. A good committee member or mentor, will do this naturally, but some people need the little nudge to do so. Also, try and meet other graduate students. These people will provide the cohort of scholars you will see at the conferences and it is worth getting to know them.

The next few things are obvious: have fun, eat, sleep and exercise. Conferences are often 12 hour days and you want to make the most of them, but not work too hard that you return home exhausted or sick. Have a great time, but be careful to not drink too much. You are presenting yourself to others in your field. Likewise, be careful what you say on social media during the conference.

Remember that your first academic conference might appear a daunting experience, but it is not if you plan well and take the time to network and attend conference events. Also, engage with others online via social media–this way you can also meet people prior to the conference and have a meet up.

For the established academic, all of the above is obvious. But, let me add that we need to remember to make time to mentor. I try and take grad students out for a drink, coffee or a meal to chat with them about their progress. These brief meetings make a difference. I know that they did when I was a grad student.

Mentoring Grad Students: A Revisit

I was looking at my blog posts and see that this one from not quite two years ago is timely. I have taken the liberty of revising the post.

I have been having more conversations with graduate students about life after graduate school. Not all of them are interested in the traditional career path in academe. Can you blame them? The job market for full-time work in higher education is dismal. There is lots of work for contingent (part-time) faculty, but that doesn’t really provide a stable income. I know this well, as for most of my academic career, thus far, I worked part-time. Sometimes this work was between three different departments and most seasoned graduate students know this.

I do think that we need to be more responsible with our mentoring of graduate students and part of this includes not suggesting graduate school as a viable option to some students. There, I said it. Graduate school is not for everyone; however, some will figure this out on their own. I am referring more so to being honest about the psychic and financial instability of graduate school. Lately, I am seeing more undergraduates entertain what they are referring to more “practical” programs like advanced degrees in Public Administration and even a few are entertaining MBA programs. I think this is a good thing–let them branch out into different degree programs. An advanced degree in Political Science is useful, but it is not the only option.

I have been pleased to see an ongoing thread on Twitter under the hashtag #NewPhD. These short conversations are interrogating degree programs and what we think needs to change. These are important conversations. We also need to provide more support to graduate students. This includes support for when they need more help. And, this includes protecting them from yes-itis. You can say yes to too many project or overall commitments and then not give any of them the full effort they require.

We need to be more honest with our graduate students and make sure that our institutions offers different types of job training or workshops. And, if the student does want to go into higher education, we need to do a better job of training them to work with students. This can be tedious, but meeting one on one with the students is really worth the time. This is part of an ongoing train of thought for me. Graduate students also have to willingly want to learn and realize that professional development is important. This is the best case scenario–where their institution offers workshops and they have good mentors. We all have stories where things went awry. But, let’s try to make it better for the current cohort of students.