The FISCOT solution is a full life cycle solution. Not just contract faculty but full time faculty can also be prioritized so that the cost for the entire semester and the academic year is optimized. The solution takes into account the working calendar and allows the setup of individual work calendars so that the availability of each instructor can be accounted for.
You can report on sessional contract faculty that are marginally close to the limits of being partial loads and thus incur high labor costs.
Through real-time dashboard reporting one is able to see the allocations made, compare them to available budgets and to the enrollments. As the enrollments increase it may require that additional sections are opened up and hence the need to assign additional instructors. On the contrary, there may be a need to consolidate certain sections since the enrollments are lower than anticipated or because students have opted to drop out of the course. In this case, running the allocation and reallocation is merely a click away and through the dashboard you have an immediate line of sight to the expected costs or classes that are unassigned.
All of this assumes that we have the requirements for the courses defined and that we have the instructor bios well tabulated and captured. So what will it take to capture it and get it ready? That has more to do with the implementation of the solution viz. business analysis, data gathering, data conversion and data entry.
Consider the following common scenarios and observe how the solution handles them:
1) What happens if an instructor is not available?
Simply reduce the available hours and rerun the assignment through the push of a button
2) What if the instructor competencies change during the year?
Have the instructors update their own profiles within the system using Employee Self-Service. Workflow keeps track of when a profile was updated and in some scenarios when the profiles must be updated e.g. if a certification is about to expire.
The scientific method of instructor allocation based on our solution allows for a proper conversation between the Chair and faculty.
If an instructor feels that they ought to get more or specific courses it is easy to sit with them and discuss why they were not selected with corroborating facts e.g. they did not have the specific skills that are mandatory requirements or that they had already been assigned to other courses for which they were a better fit.
Student evaluations and the student retention rate can be an important part of deciding which instructor to use. Higher evaluations may be linked to higher retention. Comparing retentions between different instructors for the same course could be a very powerful tool to improve the quality of delivery of education. These numbers can be compared with published industry benchmarks to see if the College is heading in the right direction.
Dashboards can also answer some key questions like:
- Have an instructor’s evaluations improved over time?
- How do they rank on other KPIs?
- How long has the instructor taught a specific course?
- Which other courses is the instructor eligible to teach?
Deans and chairs might also be interested in financial KPI dashboards, for more information please contact us at email@example.com.