Category: Camosun College

I was originally planning to write a reflection on the amazing faculty interviews I conducted over the past year and to look a bit at where we are all at now, almost 2½ years since we moved online due to a global pandemic.  But last week an amazing thing happened.  Our virtual Teaching and Learning Community of Practice had a record number of participants and an amazing conversation.  Why you ask?  Well, I could posit many reasons.  For example, many of our faculty have more time and bandwidth now for discussions with colleagues, especially if they are on scheduled development time.  But what I think really sparked interest this time around was the topic chosen for this particular day and time:  student disengagement.

The article that sparked the conversation, sent in advance, was from The Chronicle of Higher Education and is called A ‘Stunning’ Level of Student Disconnection:  Professors are reporting record numbers of students checked out, stressed out, and unsure of their future. And after 2 and a half years of online, kind of in-person, fully in-person (except for the students who are sick at home with COVID or mental health issues) and faculty exhausted from bouncing back and forth, who could be surprised by this?

Some faculty I’ve talked to were so excited to get back to the classroom after being forced to teach online for a year and a half (we are talking “back to normal” last fall), but that excitement didn’t last for all of them.  Students were bouncing in and out of classes with a variety of concerns, the Centre for Accessible Learning experienced record numbers of accommodation requests, and faculty were left, often on their own, to figure out how to support students to learn the material and emerge with some success.

This, I believe, sparked the record attendance last week.  I even spoke to another faculty member who was very disappointed to have missed the conversation (he had another commitment at the same time).  What I wanted to share in this post were some of the things faculty needed to talk about.

1. Students don’t seem to learn as well online as they do face to face – whether this is true or not, do we do a good enough job of preparing them for the realities of learning online and teaching them the skills required to be successful in online delivery?
2. Technology is distracting (and some is designed to be distracting) and addictive, but there is an expectation of being able to bring in and use technology in the classroom.
3. But technology is sometimes necessary to support students and enhance their learning – how do we find the right balance?
4. There is a perception that students are not engaging in in-person classes – one faculty member said she related to a quote from the article where a student said, “I want so badly to be active in my classroom, but everything still feels, like, fake almost.”
5. There is a disconnect when students come to post-secondary from high school – is it just the COVID grads? Do we need to provide more formalized learning skills courses for new (or all) students?
6. Student absences are disruptive to the flow of the course and faculty are struggling with how to engage with all students whether they are present or not.
7. Do we do students a disservice by accommodating them endlessly and not holding them to account for deadlines? Are faculty spending too much time teaching basic “adulting”?
8. It’s not just students. Faculty (and I would add support staff as well) feel disengaged and like they have lost the ability to concentrate fully.
9. Some faculty feel like they have lost the ability to teach.

In my opinion, based on many, many conversations with faculty, and hearing from them in the Community of Practice, faculty need more opportunities to talk about their struggles and questions and experiences, as well as space to brainstorm ideas on how to address student disengagement and faculty burnout – to hear from others what they’ve tried (both what worked and what didn’t).

But in addition to peer-to-peer engagement (with both faculty in their programs and outside), faculty also need opportunities to engage meaningfully with administration around their experiences over the past 2½ years. Only then can we work together to build potential solutions. If we are to support students where they are at, and where they want to be (and listen to their needs for more flexible options to fit their lifestyles – and let’s be frank:  if we don’t listen, some of those students will go elsewhere and can we really afford that given the fiscal restraints we are all facing in post-secondary in BC?) we need to support faculty AND the other folks at the college who support faculty and students.

Coming back was not coming back to “normal”.  That ship has sailed, and we need to negotiate a new world, not bury our heads in the sand and hope to pop up back in 2019.

NOTE: I want to thank my colleagues in CETL and the facilitators of the Teaching and Learning Community of Practice for their comments and editorial suggestions for this piece.  We are stronger in community!

In the midst of the amazing discussions I have been having with faculty over the past year and a bit, I was hearing stories of the BEST (Building Employment Success for Tomorrow) Certificate program at Camosun College, a seven-week tuition-free program.  You may remember BEST from reading Diane G’s and Val’s stories – both faculty members in the program (and we mustn’t forget their third member, Allyson, the Instructional Assistant for BEST.)  Well, I knew from previous conversations with colleagues that the BEST program had gone through a program review right before the pandemic hit, and I wanted to hear from Monique (a fellow Instructional Designer in eLearning) and Deidre (an Educational Developer in the Curriculum Development and Program Renewal unit) about their experience with the BEST program review.  Now, full disclosure: I interviewed Deidre and Monique quite some time ago, and since then the BEST program has been “discontinued,” but not really – it will be reappearing under the name Education and Career Planning Certificate Program soon, but with the same amazing faculty and dedication to meeting learners where they are at.  

And meeting learners’ needs led to discussions around how best to offer the program: continue with in-person or explore blended and online modes, and online became a strong contender.  Deidre and Monique recalled that the impetus for taking the BEST program online came from a desire to reach more people.  “The conversation sparked out of a desire to drive up enrollment – could it be offered in a different delivery format that would encourage people who were working, etc.  They were looking at ways to reach more people because it’s the only program of its type.” 

Of course, moving a program online can be met with trepidation and BEST was no exception.  “There was real fear about going online because the program is community-based and takes a very personalized approach, including one-on-one coaching.” But the BEST faculty were curious and keen to explore what opportunities online might bring. As the program review started, “we were starting to develop online components, not necessarily for full online delivery, but more of a gentle start helping them to become receptive to a hybrid approach.”  But then, March 2020 hit and any options involving in-person instruction flew out the window. 

Luckily, as noted, the BEST group had already begun to develop online materials, and in addition an already vetted open resource was available through BCcampus.  But while content wasn’t much of an issue, Monique told me that “the challenge was that each module of the program generated its own D2L course with students enrolled in each of those courses discretely. So, we had to merge those courses right away, then fit them into a larger framework within D2L.”  Rebuilding the courses into one whole was an overwhelming task within the sudden shift to online, but the team jumped in and started working.  “We merged the courses and they worked on a course map to guide students through the online materials.  Then because it’s such a short program, they surveyed students every Friday about how they were experiencing the program, and every week we would meet and tweak the program.  Then for each following iteration of the full program we would make more substantive fixes.”  And those weekly meetings continued for the duration of the pandemic.  Finally, last June, they were able to take a breath and redevelop the program into a week-by-week structure to make it easier for students to navigate in the online format. 

What Monique and Deidre really wanted to emphasize for me was the team effort of the BEST group.  “They divided and conquered and were open with each other, always giving constructive feedback. I would say they were high performing. It was nice because Allyson is very technical, so she understood the need for a structure and version control, while Diane really grabs onto the vision of the program, and Val is the cheerleader.” 

Once BEST settled into its new online mode, the program review process had to be picked up again, which happened in May 2020.  At that point, Deidre says, “they had to decide whether to articulate at the provincial level which had implications for the learning outcomes. There was discussion about how to structure the program and we landed on four courses (there used to be five) which felt better in the overall structure. Then we spent a lot of time redeveloping the learning outcomes and identifying which courses they wanted to include.”  And by May, the group knew that students were embracing their online instruction, which helped inform the program review going forward. 

But while BEST emerged as a seven-week course with four modules, the way students complete the program is not by doing one module at a time, but by working on all four modules simultaneously.  As Monique put it “if you’re doing labor market research, you’re doing it for the full seven weeks, not just in two weeks. The content all needed to be integrated as a kind of spiraling curriculum.”  And as Deidre pointed out, “BEST isn’t a typical program in the Camosun sense of the word, and while I think we ended in a good place, it was not a linear process to get there.”  

One of the things that has made the revision of BEST a success is the support from leadership, specifically the Dean and Associate Dean of the School of Access.  “All the pieces were aligned going through the program review cycle – in addition to Curriculum Development, they brought eLearning in at the beginning of the review process and had leadership behind them all the way. They ended up with the right people on the team.” 

So now, we have a tuition-free, seven-week program with four discreet modules, operating as one course using open educational resources, and taught entirely online. But Deidre reminded me that “they’re not teaching a subject; they’re teaching people confidence building and self-belief.  They’re teaching about growth mindset and all those intangible things like self-leadership. I think it’s amazing that that they’re able to build this community online in a safe place for people to share and grow.” And in only seven weeks. In addition, Monique adds that the BEST team “worked to Indigenize the curriculum as they went. Because the Indigenous ways of learning are how you build community, representing the core values of the program which is about developing from the inside out and building community where everyone has a story and grows at their own pace.”  

Monique and Deidre reflect that the biggest reason BEST was challenging to put online was this emphasis on building community along with the personalised development piece, the pieces that make BEST a transformational and life-changing program for students.  But by taking a risk, BEST has opened its doors to many more students than it could have reached by remaining a solely in-person program.  Deidre says “The BEST team jumped off the boat into deep water and they swam. They more than just swam; they did the butterfly. They didn’t just dogpaddle, they were doing backflips off the high diving board.”  Their dedication to the BEST program’s underlying principles, to trusting in others to guide them into the online environment, as well as working with students to get feedback on what was working and what wasn’t as they trialed the online course, has created a solid foundation for success.  

As you may have noticed, I’ve been posting a few stories from faculty talking about their experiences of moving suddenly to online teaching back in March 2020.  But teaching online was not new and uncharted territory to all faculty teaching at Camosun.  Today I bring you some highlights from an interview I had with Rob, whose training company has partnered with Camosun for the past 10 years to deliver a Project Management Certificate program through Contract Training.  Rob has a degree in Adult Education, and is also a fellow instructional designer, and it was a lot of fun talking to him about his work as both an instructor and an ID. 

Rob and his instructors “teach everything from technical skills to interpersonal skills, to how to think at a strategic level,” and they teach using the full spectrum of modes, from fully in-person to fully online asynchronous, and everything in between.  Rob himself “started off designing and developing computer-based training, electronic performance support systems, and what we used to call web-based training back in 1994/5. My Master’s specialty was in online learning and performance, and I’ve also been designing and developing curriculum for online delivery for over 25 years.”  I found myself realizing that I have also been working in online learning design for the same amount of time as Rob, and we reflected on how much has changed since when we started this work back in the nineties. “It’s gone from very text-heavy, to some videos and audio, to full multimedia with the ability to focus more on tailoring the type of instruction to the knowledge or skill to be developed. We use video for more prescriptive processes and skills and reading to build a more fundamental knowledge base, all while using asynchronous approaches to provide flexibility in the delivery, and synchronous interaction to provide direct feedback to students. So, it’s a much more robust environment today compared to where we initially started.” 

I asked Rob what he thought of the concern cropping up since COVID forced almost all education online, that online learning is lesser quality than in person (which, as IDs, we had hoped had been put to rest years ago.)  He explained that we first need to move beyond our biases, that is “the propensity for adult learners to fall back into their historically established learning environment. Every term, I still have students telling me they prefer in-person learning, but then they tell me they had more interaction in our online environment than they have ever had in a classroom.”  Thinking about why that is, Rob reflected that “when they’re in the classroom, they’re not talking to other students, but are focused on the instructor-led approach that typifies many classrooms, and they often think that online learning is just watching videos and reading. What they don’t understand is the instructional design that’s associated with developing instructionally-sound curriculum.” Most information is out there on the Internet, but learning is not just about finding information. “What students don’t see is the preparation, activity design, testing, and modification that goes into building an engaging online course,” and our job as instructional designers is to help faculty understand how instructional designers, curriculum developers and technology support staff can help them create those courses (something we didn’t necessarily have time for when courses moved so suddenly online in 2020.) 

When talking a little bit about that design for engagement, Rob says “the first thing we do is establish contact with students. The moment we engage with them to keep them on track they realize that they are being supported, that their instructor is there to work with them, and that they are not just one of 500 students that the instructor doesn’t know. The second is to build in collaboration as one of the requirements and teach them why collaboration is important in the learning process, building it as a bonus for them so if they collaborate more, they will learn more.”  Remembering Rob’s earlier point, that adult learners tend to want to learn the way they have in the past, all this engagement and collaboration sometimes “requires a period of cultural change for them to feel like they’re being supported, to build up to an interactive dynamic between students and instructor.” And that’s where that huge investment in up-front work to contact students, to set expectations, to build collaboration, and to follow-up pays off: when students start to engage. 

I wanted to see if Rob had noticed an uptake in his online courses post-COVID and was a bit surprised when he said that while there was a jump in enrolment at the beginning of the pandemic, but “by September 2021, a year and a half in, we saw a substantial drop in enrolment.  While we are still studying why it happened, one of the things we identified through feedback was that people were tired of meeting and learning online,” something I am sure many people reading this can identify with. This past term, enrolments are back up, but Rob tells me he will “need a longer period of time to study if this fatigue might have an effect long-term.  I think it’s been beneficial for people to have had the experience through the pandemic of recognizing that it is possible to engage, to have interactivity, and to learn online.”  I know I hope faculty and students, once fatigue fades, will embrace more online teaching and learning now that they know what is possible. 

When I asked Rob about some of the rewards he’s experienced teaching online all these years, he says “I think it’s difficult to separate the rewards from teaching online from the rewards from teaching in general. From my perspective as an adult educator, it’s about helping adults learn. The reward I get from helping an adult learn, whether it’s online or in the classroom, is the emotional satisfaction of seeing someone develop a skill or knowledge, and to feel that tingle up the back of your neck when they get it. I think teaching online means that I’m able to help people that might not be able to access a course, because of timing or geography or personal situation. And I think the greatest reward is that online teaching broadens out accessibility to a subject that I’m passionate about.” 

In addition, Rob has heard from students that being able to work with people from all over the world through an online class is hugely beneficial and rewarding.  “Students have said that interacting with people who are completely outside their bubble has been very valuable to them because they never would’ve experienced the people that they’re interacting with outside their local area. It gives them access to a new perspective and the ability to share and learn from each other that they wouldn’t get in a traditional classroom.” Often as a result of that greater diversity, Rob says there is more interaction in the online classroom, “students are intermingling with people with whom they may never have spoken if they were in a classroom, because you tend to gravitate towards the person sitting next to you. But when you’re online, you can establish relationships with anybody and everybody because you have that flexibility.” 

I asked Rob what kind of advice he gives instructors teaching online for the first time, and he said “I want them reach out to the students more because I think one of the biggest challenges is that, while students have a reason for showing up at that course, they can also feel alone in the online environment. If instructors reach out to students and create a relationship with them, it’ll be better for the students because they’ll see there’s somebody there. It’s not just a computer teaching them, but there’s actually a flesh and blood person behind it.”  And in addition, Rob wants his instructors to see that teaching online does not have to be hard.  “Start by recording a question-and-answer session – that’s a learning opportunity.  Then when we use technology like collaborative document creation, that collaborative document can become instruction – that can become a reusable tool for future instruction. We might be building the plane while it flies, but that course material can be reused and improved.” There’s no need to be intimidated by online teaching if you keep it simple and build from there. And of course, find yourself an instructional designer!  “Just call us. Send an e-mail to us. We’re here!”  

Looking forward, Rob tells me that he “would like to see online learning become more integrated with the way people work through micro-learning and just-in-time learning; and there is an opportunity for the academy to provide a foundation for this learning; to constantly supplement it with online in-the-moment micro-learning performance support. I think this is where online learning needs to go, but I think we’re still a long way from that.”  There is so much information out there already, but how do students know what is accurate or useful? “I really think that our profession needs to evolve to provide both foundation and practicality, and practicality needs to be in the moment. For instance, even if all you want to do is build a schedule for a project, you have to understand concepts and other contextual knowledge which is the foundation that still needs to be structured as a comprehensive program. But then, in the moment, when you are ready to build that schedule, you should be able to access with a micro-learning tool immediately.” 

One final thought from Rob: “I think there will always be room for face-to-face, virtual instructor-led synchronous, and instructor-led asynchronous learning experiences. And after the past few years, maybe people can settle into their preferences and recognize the benefits of each.” 

Bev is a faculty member in Psychology at Camosun.  She started our conversation by telling me she and her department colleagues had been using D2L to support their students before March 2020. “D2L is a big part of reinforcing what is taught in the classroom: posting news items and lecture notes, and encouraging students to monitor their grades, assignments, etc.”  Even with this familiarity, “When we transitioned, the biggest challenge was trying to keep student course engagement and connection, especially students who find questioning and talking freely in-person challenging and now their faced with working completely online.” Bev was thankful she already had developed a good rapport with her students. She emailed students of concern, encouraging them to meet in course collaborate, and offered flexible office times for them to do so.

May was fast approaching, and since Bev would be teaching in May and June, she needed to find a way to get ready. When students registered, for May/June courses, they were registering for face-to-face delivery. “I didn’t have a ton of time to get ready. Fortunately, I relied heavily upon our instructional assistant in Psych who is well-versed in online delivery.”

In April, Bev surveyed students about their online experience, access to technology, and what their living situations were like to help her think about how to set up her course.  “One of the things I had to be mindful of was their home environments. Many of them were sharing, for example, a one-bedroom apartment with four or five other students.”  Knowing the challenges her students would be facing, she worked hard to build in engagement, utilizing the breakout rooms in Collaborate, for student-student interaction and she set up discussion posts for supporting peer connections. A three-hour scheduled face to face class was now a three hour collaborate session, using break out rooms. “Collaborate and breakout rooms were as a new to them as they were to me, so I continually asked for feedback on what was working and what wasn’t working for them.”

Bev was using the synchronous environment for discussion and elaboration, and D2L as delivery of information; by the end of spring semester, she found herself flipping her teaching.  “I realized toward the end of June that my role as an instructor had changed. I was not delivering the content as much as I was elaborating on the content, meeting with students, addressing their questions, and building on the content in a number of different modalities, while students were more in control of navigating the course content on their own.”  What Bev found most valuable that spring was working with her two colleagues who were also teaching then.  “We would meet regularly and brainstorm what was working. It really helped when I was feeling overwhelmed or challenged, and this networking with colleagues became as important to me as networking with my students.”

Bev told me that by the time fall rolled around, “I was feeling less overwhelmed and really inspired because I realized all that this online environment could do.” She polled her students again in June around how the delivery methods worked for them and “was surprised with the results. Even though they said they thought it was intense, they liked the week-to-week engagement.”  Now, Bev faced a new challenge for her fall interpersonal communication course with a lab component. Her challenge was how to incorporate the experiential learning piece, “a lot of the skill development requires sitting together face to face and practicing the skills. Skill demonstration by me in a face-to-face class was replaced with videos downloaded in Kaltura from YouTube, uploaded in course media, and embedded throughout the lecture modules.

Additionally, Bev had about 11 students registered with the Centre for Accessible learning with a variety of accommodation needs.  “I was trying to get my head around how the online delivery can support students in meeting some of the course objectives, while at the same time address a few unique accommodations.”  To help her navigate the wide world of online accommodations and accessibility, Bev reached out to instructional designer. “She helped me not only design the course, but she also implemented BBAlly, which measures level of accessibility. This accessibility report includes a course percentile score and graphs areas for improvement. For example, I use a lot of images in my teaching, and I had to go back now and describe the images, put captions in the videos, etc.”  This work was eye-opening for Bev, because it “made me realize how much I assume that students understand given instruction, in classes face-to-face. I went back to what I had already set up in my D2L course and integrated more instructions. For example, I would put assignment instructions not only in the assignment itself, but also in a number of pertinent places throughout the D2L course.”

During the fall 2020 and winter 2021, Bev found very few students, in her asynchronous course, attended virtual office hour.  “I wondered if they were overwhelmed with everyone still facing isolation. Given their need for socialization, and the extent this process was lacking, links to various support services were incorporated into my course outline and flexible office times increase my availability to students.”

In addition to these challenges around connection, Bev found many rewards through teaching online.  In particular, “I saw the lock down as an opportunity to focus on my own learning, and it was also a refresher from face to face – being able to look at what works in a face-to-face environment and try to incorporate that into the online environment.  An online environment offers so much more than I expected, beyond my expectations.”  In the end, Bev says that “there’s a fine line between being a learner and being a teacher. And for me, it’s a circular process.  I’m thankful to have had this opportunity, this challenge, and at this time in my career, to discover what technology can do. I’m thankful I feel more connected to students now than I did at the beginning of the pandemic.

As to what advice Bev has for new online instructors?  “Identify what’s important to you in your course, where your strengths lie as an instructor, then reach out to others when faced with challenges. Remember that you’re not alone: whatever challenge you think you’re facing, expertise is available, and you do not have to face the challenge alone.”

Moving forward, Bev says she is sold on online learning.  In fact, when she was back teaching in person last fall, Bev found herself, wondering: “can I do this again? Can I be in a face-to-face situation?  Can I be as strong as I felt on the online environment?” And she discovered the online and in-person teaching/learning works together to support students. “I keep things pretty much as they were in a completely online environment.  I use BBAlly to measure the accessibility piece, and I think supporting diverse learners in an online platform with this piece is what I’m really sold on.”

An example is the communication skills course taught, fall 2020, is kept fully online to reinforce the in-person delivery.  “I tell students that the course basically is in D2L. I will be demonstrating some skills in class, but everything’s in D2L. I outline the advantages of coming to class, and do not penalize them if they don’t show up – I’m not measuring them based on skill participation in class. In this way, the class environment enhances the online environment.  I no longer see me as the deliverer of content. I see myself as the manager of content, more importantly, the monitor of student progress and the supporter to students ‘academically.”

Bev ends by telling me that she thinks there will always be a place for in-person learning. “The human connection is the piece that we don’t get online, for that we need face-to-face. In terms of the instructional piece, I don’t think we can afford to only deliver content face-to-face. I think we’ll lose too many students. How we see learning ongoing needs to be outside the four walls of the classroom and outside a specific timeframe. Face-to-face to me is just one modality – it’s a very small piece.”