We found 166 results that contain "peer"
Posted on: #iteachmsu
Peer-Educator Dialogues & Learning Session Observation
This is a collection of resources aimed at helping educators engage in a process of observation and feedback with fellow educators. This certainly isn't the only way of engaging in a peer-educator dialogue, but aims to be a start point for folks just getting started. There may be additional resources provided by your unit, so be sure to check there as well.
NOTE: these materials are intended to serve as a foundation for providing feedback, engaging in dialogue, and ultimately promoting lifelong learning and growth in educator practice. Any documentation of a peer-educator dialogue should be provided directly to [only] the instructor-educator.
Photo by Antenna on Unsplash
NOTE: these materials are intended to serve as a foundation for providing feedback, engaging in dialogue, and ultimately promoting lifelong learning and growth in educator practice. Any documentation of a peer-educator dialogue should be provided directly to [only] the instructor-educator.
Photo by Antenna on Unsplash
PEDAGOGICAL DESIGN
Posted on: #iteachmsu
Way #7: Promoting Peer learning
In How to Build an Online Learning Community (In 2020)
https://www.learnworlds.com/build-online-learning-community/ via @learnworlds
"In your discussion board, you can create group conversations where smaller groups of learners can interact and also produce crafts.
Here are a few strategies for promoting group work:
Ask community members to summarize how they have solved a problem in text or audio format and then share it with other groups. This is a way to begin problem-solving and challenges from the learners ’ respective life or work environments.
Design pairing or teaming activities and ask learners to review others’ postings and discuss their mutual reviews.
Provide frequent feedback to each learner, perhaps a weekly grade, on discussion contributions, or a related certificate."
Putting it into Practice:
D2L - Creating a Group
D2L - Add a Rubric to a Discussion Topic
ELI Review User Guide
How to Teach Remotely with Padlet
https://www.learnworlds.com/build-online-learning-community/ via @learnworlds
"In your discussion board, you can create group conversations where smaller groups of learners can interact and also produce crafts.
Here are a few strategies for promoting group work:
Ask community members to summarize how they have solved a problem in text or audio format and then share it with other groups. This is a way to begin problem-solving and challenges from the learners ’ respective life or work environments.
Design pairing or teaming activities and ask learners to review others’ postings and discuss their mutual reviews.
Provide frequent feedback to each learner, perhaps a weekly grade, on discussion contributions, or a related certificate."
Putting it into Practice:
D2L - Creating a Group
D2L - Add a Rubric to a Discussion Topic
ELI Review User Guide
How to Teach Remotely with Padlet
Posted by: Rashad Muhammad
Posted on: #iteachmsu
Peer Observations
Want to improve your teaching? Participating in a peer observation process is a great way to create a space for you to reflect upon your own teaching and open up a dialogue related to best practices in teaching. It is very important to note that peer observations are NOT evaluative and are NOT tied to performance review. They are a training and development tool to facilitate reflection and personal growth.A peer observation process can:
create a culture that values best practices in teaching and facilitation;
provide learning opportunities for employees to reflect upon their own teaching and facilitative leadership skills and learn from their peers; and
build capacity in teacher training, observation feedback, and general pedagogy within the organization.
The MSU Extension Peer Observation Process is based on the following premises.
Premise #1: Peer observation is helpful for teachers, especially for the one observing.
Faculty in higher education report that peer observation is useful (83%) and a majority (74%) feel it should be required (Divall, M. et al. 2019).
In peer observation, the true learner is the one who is observing (Richardson, 2000; Hendry & Oliver, 2012). Watching another teach is useful and instructive and allows teachers to discover new resources and ways of teaching, supports career-long learning in teaching, and provides a forum for teachers to discuss what good teaching is (Richardson, 2000).
Premise #2: Evaluative observation can be invalid and potentially destructive.
In evaluative observation, staff doing the observing may lack the motivation or knowledge to make good recommendations. It is also possible that that observer’s critique may damage the self-efficacy of the teacher being observed as a result of feedback that is not delivered in an appropriate way (Hendry & Oliver, 2012).
The validity of evaluative observations for measuring teacher efficacy is troublesome. Strong et al. (2011) looked at observations of teachers who were classified as “effective” or “ineffective” based on student achievement data, and then had observers with different levels of expertise watch recordings of those teachers teach and classify the teachers as “effective” or “ineffective.” Although judges were in high agreement (rater reliability), they demonstrated a low ability to identify effective teachers. Administrators and teacher educators were accurate only about one-third of the time. In other words, observers are unable to identify effective teachers from ineffective teachers.
To explore the conundrum of why evaluative observation isn’t accurate, I recommend reading Dr. Robert Coe’s blog post “Classroom observation: It’s hard than you think” (2014), published by the Centre for Evaluation & Monitoring at Durham University.
Premise 3#: Peer observation processes align to adult learning theory.
Theories of experiential learning, the teaching model used in 4-H, align to our proposed peer observation process. Experiential learning includes doing, reflecting, and applying. In the proposed peer observation process, the educators involved “do” by teaching or observing, “reflect” through post-observation reflection forms and structured conversations, and then “apply” by integrating new ideas and concepts into their own teaching.
The peer observation process aligns with social cognitive theory (Bandura, 1997) which posits that personal, behavioral, and environmental influences interact in learning. Concepts of self-efficacy, the belief that we can take actions to improve performance, is supported through the peer observation process.
Learn more about the MSU Extension Peer Observation Process.
References:
Bandura, A. (1997). Self-efficacy: The exercise of control. London: W.H. Freeman & Co Ltd.
Coe, R. (2014, January 9). Classroom observation: it’s harder than you think. [Blog post]. Retrieved from https://www.cem.org/blog/414/.
DiVall, M., PharmD., Barr, Judith,M.Ed, ScD., Gonyeau, M., PharmD., Matthews, S. J., Van Amburgh, J., PharmD, Qualters, D., PhD., & Trujillo, J., PharmD. (2012). Follow-up assessment of a faculty peer observation and evaluation program. American Journal of Pharmaceutical Education, 76(4), 1-61. Retrieved from http://ezproxy.msu.edu.proxy1.cl.msu.edu/login?url=https://search-proquest-com.proxy1.cl.msu.edu/docview/1160465084?accountid=12598
J., Van Amburgh, J., PharmD, Qualters, D., PhD., & Trujillo, J., PharmD. (2012). Follow-up assessment of a faculty peer observation and evaluation program. American Journal of Pharmaceutical Education, 76(4), 1-61. Retrieved from http://ezproxy.msu.edu.proxy2.cl.msu.edu/login?url=https://search-proquest-com.proxy2.cl.msu.edu/docview/1160465084?accountid=12598
Hendry, G. D., & Oliver, G. R. (2012). Seeing is believing: The benefits of peer observation. Journal of University Teaching and Learning Practice, 9(1), 1-11. Retrieved from http://ezproxy.msu.edu.proxy2.cl.msu.edu/login?url=https://search-proquest-com.proxy2.cl.msu.edu/docview/1037909669?accountid=12598
Richardson, M. O. (2000). Peer observation: Learning from one another. Thought & Action, 16(1), 9-20. Retrieved from http://ezproxy.msu.edu.proxy2.cl.msu.edu/login?url=https://search-proquest-com.proxy2.cl.msu.edu/docview/62336021?accountid=12598
Strong, M., Gargani, J., & Hacifazlioğlu, Ö. (2011). Do We Know a Successful Teacher When We See One? Experiments in the Identification of Effective Teachers. Journal of Teacher Education, 62(4), 367–382. https://doi.org/10.1177/0022487110390221
Weller, S. (2009). What does "peer" mean in teaching observation for the professional development of higher education lecturers? International Journal of Teaching and Learning in Higher Education, 21(1), 25-35. Retrieved from http://ezproxy.msu.edu.proxy2.cl.msu.edu/login?url=https://search-proquest-com.proxy2.cl.msu.edu/docview/757171496?accountid=12598
create a culture that values best practices in teaching and facilitation;
provide learning opportunities for employees to reflect upon their own teaching and facilitative leadership skills and learn from their peers; and
build capacity in teacher training, observation feedback, and general pedagogy within the organization.
The MSU Extension Peer Observation Process is based on the following premises.
Premise #1: Peer observation is helpful for teachers, especially for the one observing.
Faculty in higher education report that peer observation is useful (83%) and a majority (74%) feel it should be required (Divall, M. et al. 2019).
In peer observation, the true learner is the one who is observing (Richardson, 2000; Hendry & Oliver, 2012). Watching another teach is useful and instructive and allows teachers to discover new resources and ways of teaching, supports career-long learning in teaching, and provides a forum for teachers to discuss what good teaching is (Richardson, 2000).
Premise #2: Evaluative observation can be invalid and potentially destructive.
In evaluative observation, staff doing the observing may lack the motivation or knowledge to make good recommendations. It is also possible that that observer’s critique may damage the self-efficacy of the teacher being observed as a result of feedback that is not delivered in an appropriate way (Hendry & Oliver, 2012).
The validity of evaluative observations for measuring teacher efficacy is troublesome. Strong et al. (2011) looked at observations of teachers who were classified as “effective” or “ineffective” based on student achievement data, and then had observers with different levels of expertise watch recordings of those teachers teach and classify the teachers as “effective” or “ineffective.” Although judges were in high agreement (rater reliability), they demonstrated a low ability to identify effective teachers. Administrators and teacher educators were accurate only about one-third of the time. In other words, observers are unable to identify effective teachers from ineffective teachers.
To explore the conundrum of why evaluative observation isn’t accurate, I recommend reading Dr. Robert Coe’s blog post “Classroom observation: It’s hard than you think” (2014), published by the Centre for Evaluation & Monitoring at Durham University.
Premise 3#: Peer observation processes align to adult learning theory.
Theories of experiential learning, the teaching model used in 4-H, align to our proposed peer observation process. Experiential learning includes doing, reflecting, and applying. In the proposed peer observation process, the educators involved “do” by teaching or observing, “reflect” through post-observation reflection forms and structured conversations, and then “apply” by integrating new ideas and concepts into their own teaching.
The peer observation process aligns with social cognitive theory (Bandura, 1997) which posits that personal, behavioral, and environmental influences interact in learning. Concepts of self-efficacy, the belief that we can take actions to improve performance, is supported through the peer observation process.
Learn more about the MSU Extension Peer Observation Process.
References:
Bandura, A. (1997). Self-efficacy: The exercise of control. London: W.H. Freeman & Co Ltd.
Coe, R. (2014, January 9). Classroom observation: it’s harder than you think. [Blog post]. Retrieved from https://www.cem.org/blog/414/.
DiVall, M., PharmD., Barr, Judith,M.Ed, ScD., Gonyeau, M., PharmD., Matthews, S. J., Van Amburgh, J., PharmD, Qualters, D., PhD., & Trujillo, J., PharmD. (2012). Follow-up assessment of a faculty peer observation and evaluation program. American Journal of Pharmaceutical Education, 76(4), 1-61. Retrieved from http://ezproxy.msu.edu.proxy1.cl.msu.edu/login?url=https://search-proquest-com.proxy1.cl.msu.edu/docview/1160465084?accountid=12598
J., Van Amburgh, J., PharmD, Qualters, D., PhD., & Trujillo, J., PharmD. (2012). Follow-up assessment of a faculty peer observation and evaluation program. American Journal of Pharmaceutical Education, 76(4), 1-61. Retrieved from http://ezproxy.msu.edu.proxy2.cl.msu.edu/login?url=https://search-proquest-com.proxy2.cl.msu.edu/docview/1160465084?accountid=12598
Hendry, G. D., & Oliver, G. R. (2012). Seeing is believing: The benefits of peer observation. Journal of University Teaching and Learning Practice, 9(1), 1-11. Retrieved from http://ezproxy.msu.edu.proxy2.cl.msu.edu/login?url=https://search-proquest-com.proxy2.cl.msu.edu/docview/1037909669?accountid=12598
Richardson, M. O. (2000). Peer observation: Learning from one another. Thought & Action, 16(1), 9-20. Retrieved from http://ezproxy.msu.edu.proxy2.cl.msu.edu/login?url=https://search-proquest-com.proxy2.cl.msu.edu/docview/62336021?accountid=12598
Strong, M., Gargani, J., & Hacifazlioğlu, Ö. (2011). Do We Know a Successful Teacher When We See One? Experiments in the Identification of Effective Teachers. Journal of Teacher Education, 62(4), 367–382. https://doi.org/10.1177/0022487110390221
Weller, S. (2009). What does "peer" mean in teaching observation for the professional development of higher education lecturers? International Journal of Teaching and Learning in Higher Education, 21(1), 25-35. Retrieved from http://ezproxy.msu.edu.proxy2.cl.msu.edu/login?url=https://search-proquest-com.proxy2.cl.msu.edu/docview/757171496?accountid=12598
Authored by: Anne Baker
Pedagogical Design
Posted on: #iteachmsu
Peer-Educator Dialogue Protocol
Peer-Educator Dialogue Protocol
Date:Time:Instructor-Educator:Course Number:Course Title:Modality:# Students Enrolled:# Students Present:Peer-Educator:
This dialogue protocol can be used independently or in conjunction with the Peer-Educator Dialogue Guide. It is important to note that the peer-educator dialogue should be an iterative process of lifelong learning and practice improvement. These are tools aimed at helping educators learn with and from one another. How an instructor-educator utilizes or shares the feedback provided in through this dialogue process is completely up to them.
Before class starts:
Short observations such as: when instructor-educator arrives, what happens (e.g. do they greet students?)? Does class start on time? How many students are present? Please note examples of instructor-educator actions or behaviors.
Went well:
Consider for enhancement:
Introduction:
Does the instructor-educator give context for today’s lesson/learning experience? (What does this look like?) How does the instructor-educator motivate students? What is student response? Do students arrive late? Please note examples of instructor-educator actions or behaviors.
Went well:
Consider for enhancement:
Core Learning Experience:
Is there variety and pacing in the planned learning experience(s)? Can/do students ask questions? Is the conversation 2-way/are the students part of the conversation or passive listeners? How are student questions addressed? Is it clear how this material relates to the course? (the field?) What percentage of class time is spent in lecture? What might you say about the instructor-educator’s presentation skills? Please note examples of instructor-educator actions or behaviors.
Went well:
Consider for enhancement:
Group Activity/Participation:
Are students engaged? How are activities relevant? Are these activities intended to be evaluated? If so, how? What percentage of class time is spent in such activities? Please note examples of instructor-educator actions or behaviors.
Went well:
Consider for enhancement:
Conclusion:
Did the session seem organized well? Did it end on time? Was there any recap or mention of course goals/objectives? Were diverse examples, resources, perspectives etc. included? Please note examples of instructor-educator actions or behaviors.
Went well:
Consider for enhancement:
Additional comments/observations:
This document was adapted with permission from 2019 document "AAN Peer Observation Protocol" by Patricia Stewart.Photo by Amy Hirschi on Unsplash
Date:Time:Instructor-Educator:Course Number:Course Title:Modality:# Students Enrolled:# Students Present:Peer-Educator:
This dialogue protocol can be used independently or in conjunction with the Peer-Educator Dialogue Guide. It is important to note that the peer-educator dialogue should be an iterative process of lifelong learning and practice improvement. These are tools aimed at helping educators learn with and from one another. How an instructor-educator utilizes or shares the feedback provided in through this dialogue process is completely up to them.
Before class starts:
Short observations such as: when instructor-educator arrives, what happens (e.g. do they greet students?)? Does class start on time? How many students are present? Please note examples of instructor-educator actions or behaviors.
Went well:
Consider for enhancement:
Introduction:
Does the instructor-educator give context for today’s lesson/learning experience? (What does this look like?) How does the instructor-educator motivate students? What is student response? Do students arrive late? Please note examples of instructor-educator actions or behaviors.
Went well:
Consider for enhancement:
Core Learning Experience:
Is there variety and pacing in the planned learning experience(s)? Can/do students ask questions? Is the conversation 2-way/are the students part of the conversation or passive listeners? How are student questions addressed? Is it clear how this material relates to the course? (the field?) What percentage of class time is spent in lecture? What might you say about the instructor-educator’s presentation skills? Please note examples of instructor-educator actions or behaviors.
Went well:
Consider for enhancement:
Group Activity/Participation:
Are students engaged? How are activities relevant? Are these activities intended to be evaluated? If so, how? What percentage of class time is spent in such activities? Please note examples of instructor-educator actions or behaviors.
Went well:
Consider for enhancement:
Conclusion:
Did the session seem organized well? Did it end on time? Was there any recap or mention of course goals/objectives? Were diverse examples, resources, perspectives etc. included? Please note examples of instructor-educator actions or behaviors.
Went well:
Consider for enhancement:
Additional comments/observations:
This document was adapted with permission from 2019 document "AAN Peer Observation Protocol" by Patricia Stewart.Photo by Amy Hirschi on Unsplash
Posted by: Makena Neal
Pedagogical Design
Posted on: #iteachmsu
Peer Observation of Teaching?
According to Brickman, Gormally, and Marchand Martella (2017), student evaluations at the end of each semester along with peer evaluations are the two sources through which faculty can receive feedback. That being said, faculty largely reported being dissatisfied with the information they received from student feedback. Specifically because student evaluations, “do not provide constructive information; have poor response rates; design do not align with instructors’ objectives; the evaluations only measure student satisfaction; and the process is not set up to truly engage students to attain useful and insightful feedback” (Brickman, Gormally & Marchand Martella, 2017, p4).These three authors advocate for structured, intentional, peer observations as one answer to the gap in feedback faced by faculty. “When peer evaluations are performed, they are more supportive of evidence-based teaching than student evaluations.”
So what is peer observation?
Peer observation “involves observers providing descriptive feedback to their peers on learning and teaching practice as a means to improve quality of teaching” (Sullivan et al. 2012). Basically, when educators observe each others’ practice with the goal of learning with and from one another. Benefits of peer observation for the practicing educator also include: sharing best practices, building awareness of your own teaching practice, identifying areas to improve or try something new, enhancing student learning by connecting the dots between learning design and student feedback, and engaging in a community of educators within your setting.
Effective peer observation includes both feedback and reflection, and focuses on individual educators’ needs (Sullivan et al., 2012). Participating in peer observation provides opportunities to both get and give feedback. Benefits of peer observation for the observer include: seeing practice to emulate, gain student perspective, connect with and support colleagues within and beyond your unit, learn about different teaching technologies, and set aside time to reflect on teaching. All educators have strengths and opportunities for growth, peer observation can help you identify both! Seeking out peer feedback, and providing feedback through observations can contribute to the ongoing construction of a professional community of educators at Michigan State!
The study conducted by Sullivan et al. (2012) found the practice of peer observation of teaching to be a constructive way to improve courses and learning design, to support and encourage educators, and to reinforce good practice. All that said, participating in peer observation is highly encouraged as a part of your educator practice at MSU. And remember: “It is very important to note that peer observations are NOT evaluative and are NOT tied to your annual review process (regardless of role). They are a training and development tool to facilitate reflection and personal growth regarding teaching” (Baker, 2021). Peer observation of teaching is essentially confidential between you and your observer/the observed. It’s up to the observed educator if they want to share their takeaways and/or action plans with their administrators.
Thanks to colleagues at The University of Queensland Institute for Teaching and Learning Innovation, Leeds Metropolitan University, Cambridge Assessment International Education Teaching and Learning Team, University of Toronto Center for Teaching Support & Innovation, University of Texas at Austin Faculty Innovation Center, University of South Carolina Center for Teaching Excellence, and the Northeastern Center for Advancing Teaching and Learning Through Research.
ADDITIONAL SOURCES:Brickman, P., Gormally, C. & Marchand Martella, A. (2016) Making the grade: Using instructional feedback and evaluation to inspire evidence-based teaching, CBE—Life Sciences Education, 15,4.https://doi.org/10.1187/cbe.15-12-0249Sullivan, P.B., Buckle, A., Nicky, G. & Atkinson, S.H. (2012) Peer observation of teaching as a faculty development tool. BMC Medical Education, 12, 26. https://doi.org/10.1186/1472-6920-12-26 Baker, A. (2021) Peer Observations, #iteachmsu Commons. https://iteach.msu.edu/iteachmsu/groups/iteachmsu/stories/2106 Race, P. et al. (2009) Using peer observation to enhance teaching. Leeds Met Press. ISBN 978-0-9560099-7-5 Photo by Sincerely Media on Unsplash
So what is peer observation?
Peer observation “involves observers providing descriptive feedback to their peers on learning and teaching practice as a means to improve quality of teaching” (Sullivan et al. 2012). Basically, when educators observe each others’ practice with the goal of learning with and from one another. Benefits of peer observation for the practicing educator also include: sharing best practices, building awareness of your own teaching practice, identifying areas to improve or try something new, enhancing student learning by connecting the dots between learning design and student feedback, and engaging in a community of educators within your setting.
Effective peer observation includes both feedback and reflection, and focuses on individual educators’ needs (Sullivan et al., 2012). Participating in peer observation provides opportunities to both get and give feedback. Benefits of peer observation for the observer include: seeing practice to emulate, gain student perspective, connect with and support colleagues within and beyond your unit, learn about different teaching technologies, and set aside time to reflect on teaching. All educators have strengths and opportunities for growth, peer observation can help you identify both! Seeking out peer feedback, and providing feedback through observations can contribute to the ongoing construction of a professional community of educators at Michigan State!
The study conducted by Sullivan et al. (2012) found the practice of peer observation of teaching to be a constructive way to improve courses and learning design, to support and encourage educators, and to reinforce good practice. All that said, participating in peer observation is highly encouraged as a part of your educator practice at MSU. And remember: “It is very important to note that peer observations are NOT evaluative and are NOT tied to your annual review process (regardless of role). They are a training and development tool to facilitate reflection and personal growth regarding teaching” (Baker, 2021). Peer observation of teaching is essentially confidential between you and your observer/the observed. It’s up to the observed educator if they want to share their takeaways and/or action plans with their administrators.
Thanks to colleagues at The University of Queensland Institute for Teaching and Learning Innovation, Leeds Metropolitan University, Cambridge Assessment International Education Teaching and Learning Team, University of Toronto Center for Teaching Support & Innovation, University of Texas at Austin Faculty Innovation Center, University of South Carolina Center for Teaching Excellence, and the Northeastern Center for Advancing Teaching and Learning Through Research.
ADDITIONAL SOURCES:Brickman, P., Gormally, C. & Marchand Martella, A. (2016) Making the grade: Using instructional feedback and evaluation to inspire evidence-based teaching, CBE—Life Sciences Education, 15,4.https://doi.org/10.1187/cbe.15-12-0249Sullivan, P.B., Buckle, A., Nicky, G. & Atkinson, S.H. (2012) Peer observation of teaching as a faculty development tool. BMC Medical Education, 12, 26. https://doi.org/10.1186/1472-6920-12-26 Baker, A. (2021) Peer Observations, #iteachmsu Commons. https://iteach.msu.edu/iteachmsu/groups/iteachmsu/stories/2106 Race, P. et al. (2009) Using peer observation to enhance teaching. Leeds Met Press. ISBN 978-0-9560099-7-5 Photo by Sincerely Media on Unsplash
Authored by: Makena Neal
Assessing Learning
Posted on: #iteachmsu
A Quick Guide to Peer Grading / Peer Review
Overview:
Peer grading involves students assessing each other's work based on predefined criteria. This practice promotes active learning, collaboration, and responsibility, aligning with a student-centered approach.
Key Aspects:
Student Involvement: Students engage deeply with the material and grading criteria by evaluating their peers' work.
Feedback Exchange: Provides and receives feedback from peers, fostering a collaborative learning environment.
Key Components:
Empowering Students:
Active Participation: Involves students in their learning journey, enhancing engagement.
Critical Thinking: Develops critical thinking through evaluating peers' work.
Developing Assessment Skills:
Understanding Criteria: Helps students understand high-quality work and improve their own.
Constructive Feedback: Teaches students to provide and articulate constructive feedback.
Promoting Equity and Inclusivity:
Diverse Perspectives: Introduces varied perspectives, leading to a more comprehensive understanding.
Empathy and Respect: Encourages appreciation of different viewpoints and approaches.
Enhancing Engagement and Motivation:
Ownership of Learning: Increases student ownership and motivation.
Collaborative Environment: Fosters a sense of community and mutual support.
Utilizing Technology and D2L:
Efficient Management: Use D2L tools for submission, anonymous grading, and feedback.
Resource Accessibility: Leverage D2L for rubrics, training materials, and discussion forums.
Challenges and Concerns:
Training and Calibration: Ensure students are well-trained in using rubrics and providing feedback.
Bias and Fairness: Minimize biases through anonymizing submissions and instructor oversight.
Balancing Roles: Complement peer grading with instructor assessments to ensure fairness
Benefits:
Enhanced Learning Outcomes: Improves understanding and retention through teaching and evaluating others.
Skill Development: Develops critical thinking, communication, and self-reflection skills.
Improved Engagement: Increases engagement by involving students in grading.
Resources:
Five Innovative Grading Strategies (iteach article)
A Student-Centered Approach to Grading (CTLI workshops)
Teaching students to evaluate each other (Center for Teaching Innovation, Cornell University)
Peer assessment (Center for Teaching Innovation, Cornell University)
Teaching Students to Give Peer Feedback (Edutopia)
Peer review strategies (University of Nevada, Reno)
Kritik (specifically an edtech used for peer review)
Perusall (a social annotation tool with an MSU license that can also be used for Peer Review)
Peer grading involves students assessing each other's work based on predefined criteria. This practice promotes active learning, collaboration, and responsibility, aligning with a student-centered approach.
Key Aspects:
Student Involvement: Students engage deeply with the material and grading criteria by evaluating their peers' work.
Feedback Exchange: Provides and receives feedback from peers, fostering a collaborative learning environment.
Key Components:
Empowering Students:
Active Participation: Involves students in their learning journey, enhancing engagement.
Critical Thinking: Develops critical thinking through evaluating peers' work.
Developing Assessment Skills:
Understanding Criteria: Helps students understand high-quality work and improve their own.
Constructive Feedback: Teaches students to provide and articulate constructive feedback.
Promoting Equity and Inclusivity:
Diverse Perspectives: Introduces varied perspectives, leading to a more comprehensive understanding.
Empathy and Respect: Encourages appreciation of different viewpoints and approaches.
Enhancing Engagement and Motivation:
Ownership of Learning: Increases student ownership and motivation.
Collaborative Environment: Fosters a sense of community and mutual support.
Utilizing Technology and D2L:
Efficient Management: Use D2L tools for submission, anonymous grading, and feedback.
Resource Accessibility: Leverage D2L for rubrics, training materials, and discussion forums.
Challenges and Concerns:
Training and Calibration: Ensure students are well-trained in using rubrics and providing feedback.
Bias and Fairness: Minimize biases through anonymizing submissions and instructor oversight.
Balancing Roles: Complement peer grading with instructor assessments to ensure fairness
Benefits:
Enhanced Learning Outcomes: Improves understanding and retention through teaching and evaluating others.
Skill Development: Develops critical thinking, communication, and self-reflection skills.
Improved Engagement: Increases engagement by involving students in grading.
Resources:
Five Innovative Grading Strategies (iteach article)
A Student-Centered Approach to Grading (CTLI workshops)
Teaching students to evaluate each other (Center for Teaching Innovation, Cornell University)
Peer assessment (Center for Teaching Innovation, Cornell University)
Teaching Students to Give Peer Feedback (Edutopia)
Peer review strategies (University of Nevada, Reno)
Kritik (specifically an edtech used for peer review)
Perusall (a social annotation tool with an MSU license that can also be used for Peer Review)
Authored by: Monica L. Mills
Assessing Learning
Posted on: The MSU Graduate Le...
Developing the Peer Mentoring Toolkit
As a returning fellow, Alex continued the work of his 2017-18 fellows project, the “peer mentoring toolkit”. In addition to consulting with groups on the implementation of the toolkit, Alex worked with one of the 2019 Leadership Academy participants to develop a reference tool for the TGS mentoring working group on methods and modes of evaluating mentoring relationships.View Alex's completed project from 2019-2020
Authored by: Alex Wright
Navigating Context
Posted on: #iteachmsu
Action planning with data: Debriefing with peers.
So you’ve collected your mid-semester feedback data. What do you do next? Select a method for sharing and responding to student feedback that works for you. Will you share a summary in D2L? Maybe you’ll provide an overview with a few slides at the next synchronous class. No matter what mode you choose, identify some patterns and touch base with your students promptly! Be sure to thank students for their comments. According to Cornell’s Center for Teaching Excellence (2012) your learners appreciate knowing you care what they have to say.
Critically reflect on the student's comments. Some feedback you get may be positive, while other feedback could be negative. In fact, almost all instructors receive negative feedback at some point in their careers. Give yourself space to acknowledge the hurt or anger you may feel. Then think about how you could continue to grow and develop your educator practice. You can also check out “How to make the best of bad course evaluations” in The Chronicle.
If you’ve identified the trends and utilized the articles in the other sections of this playlist but are still not sure about what changes to make, start by talking with a mentor and/or a peer group. MSU Interim Associate Provost for Faculty and Academic Staff Development and facilitator of the Academic Advancement Network, Dr. Marilyn Amey, shared “If I know someone is a good teacher, I might just reach out to them directly.” When prompted, “what if an instructor doesn’t know who has been successful at teaching in the past”, Dr. Amey brought up two of MSU’s educator cohort programs as resources for “people connections”.
Lilly Fellows: The Lilly Teaching Fellows Program began in 1991 and has served as “an opportunity to engage in a year-long exploration of the robust scholarship on effective practices in University teaching.” The Lilly Fellows Program has supported Fellows to become future faculty leaders and to inspire a broad range of faculty to pursue excellence in teaching. After two years of redesigns of the original Lilly Program, the 2020-2021 version of the program will focus explicitly on leadership development for those educators who see teaching and learning as core to their path toward leadership.
See if any of the past Lilly Fellows are in your network!
Adams Academy: The program brings together a cross-disciplinary group of faculty and academic staff for a year-long fellowship focused on teaching and learning. Adams Academy Fellows explore the literature on effective university teaching and learning practices and consider how this robust body of research can be used to guide instructional decisions in the courses they teach. Participants learn from and contribute to a community of teacher-scholars committed to excellence in teaching and learning.
See if any of the past Adams Academy Fellows are in your network!
According to Dr. Ellie Louson, Instructor in Lyman Briggs College and Learning Experience Designer at the Hub for Innovation in Learning and Technology, in this Medium Article on Mentorship, “The university is a setting for many types of mentorship. A more senior student can mentor someone more junior, faculty or staff members mentor students, and colleagues mentor each other (near-peers with different skills to teach and learn, or a more senior person to someone more junior).”
You can plug into existing groups and ask questions. If you don’t know of a group, check in with the units you identify with. For example, the Academic Advancement Network is hosting a regular gathering of new educators in “Starting an Academic Career in Unusual Times” community discussions. MSU’s Office of Postdoctoral Affairs (OPA) hosts a regular writing group and monthly orientations. The Academic Specialist Advisory Committee (ASAC) provides the governance structure for the academic specialist community providing advice to university leaders and offering Table Talks and community gatherings throughout the year.
Ultimately, don’t feel like you have to go it alone. Research has shown that reviewing student feedback in consultation with someone else is more likely to result in positive modifications in teaching/course design which can later influence future evaluations.
Source: Murray, H. (1997). Does evaluation of teaching lead to improvement of teaching? International Journal for Academic Development, 2(1), 8-23
Critically reflect on the student's comments. Some feedback you get may be positive, while other feedback could be negative. In fact, almost all instructors receive negative feedback at some point in their careers. Give yourself space to acknowledge the hurt or anger you may feel. Then think about how you could continue to grow and develop your educator practice. You can also check out “How to make the best of bad course evaluations” in The Chronicle.
If you’ve identified the trends and utilized the articles in the other sections of this playlist but are still not sure about what changes to make, start by talking with a mentor and/or a peer group. MSU Interim Associate Provost for Faculty and Academic Staff Development and facilitator of the Academic Advancement Network, Dr. Marilyn Amey, shared “If I know someone is a good teacher, I might just reach out to them directly.” When prompted, “what if an instructor doesn’t know who has been successful at teaching in the past”, Dr. Amey brought up two of MSU’s educator cohort programs as resources for “people connections”.
Lilly Fellows: The Lilly Teaching Fellows Program began in 1991 and has served as “an opportunity to engage in a year-long exploration of the robust scholarship on effective practices in University teaching.” The Lilly Fellows Program has supported Fellows to become future faculty leaders and to inspire a broad range of faculty to pursue excellence in teaching. After two years of redesigns of the original Lilly Program, the 2020-2021 version of the program will focus explicitly on leadership development for those educators who see teaching and learning as core to their path toward leadership.
See if any of the past Lilly Fellows are in your network!
Adams Academy: The program brings together a cross-disciplinary group of faculty and academic staff for a year-long fellowship focused on teaching and learning. Adams Academy Fellows explore the literature on effective university teaching and learning practices and consider how this robust body of research can be used to guide instructional decisions in the courses they teach. Participants learn from and contribute to a community of teacher-scholars committed to excellence in teaching and learning.
See if any of the past Adams Academy Fellows are in your network!
According to Dr. Ellie Louson, Instructor in Lyman Briggs College and Learning Experience Designer at the Hub for Innovation in Learning and Technology, in this Medium Article on Mentorship, “The university is a setting for many types of mentorship. A more senior student can mentor someone more junior, faculty or staff members mentor students, and colleagues mentor each other (near-peers with different skills to teach and learn, or a more senior person to someone more junior).”
You can plug into existing groups and ask questions. If you don’t know of a group, check in with the units you identify with. For example, the Academic Advancement Network is hosting a regular gathering of new educators in “Starting an Academic Career in Unusual Times” community discussions. MSU’s Office of Postdoctoral Affairs (OPA) hosts a regular writing group and monthly orientations. The Academic Specialist Advisory Committee (ASAC) provides the governance structure for the academic specialist community providing advice to university leaders and offering Table Talks and community gatherings throughout the year.
Ultimately, don’t feel like you have to go it alone. Research has shown that reviewing student feedback in consultation with someone else is more likely to result in positive modifications in teaching/course design which can later influence future evaluations.
Source: Murray, H. (1997). Does evaluation of teaching lead to improvement of teaching? International Journal for Academic Development, 2(1), 8-23
Authored by: Makena Neal
Assessing Learning
Posted on: The MSU Graduate Le...
Peer Mentoring Program Guide
As a returning fellow, Alex continued the work of his 2018-19 fellows project, the “peer mentoring toolkit”. A white paper that he and a 2019 Leadership Academy participant wrote was successfully incorporated into the mentoring toolkit released by TGS taskforce. Alex also worked closely with his college on implementing a new mentoring model (based on the strategies outlined in his co-authored white paper). His work has led to both college-level changes to approaches to and assessment of mentoring, as well as change at the unit level (i.e. one unit he worked with has moved to an entirely new system for assessing mentoring).
Read the Peer Mentoring Program Guide here.
Read the Peer Mentoring Program Guide here.
Authored by: Alex Wright
Navigating Context
Posted on: #iteachmsu
A Peer-Educator Dialogue Guide is now available for MSU Educators who want to collaborate in bettering their educator practice through observation and dialogue with other educators (https://iteach.msu.edu/iteachmsu/groups/iteachmsu/stories/2393?param=post). If you'd like to print a copy of the Guide to complete, you can download a copy by clicking the attachment (.docx, 6.32MB) below.
Note: this resource was adapted 1/2006 from Chism, N.V.N. (1999) Chapter 6: Classroom Observation, Peer Review of Teaching: A Sourcebook. Bolton, MA: Anker Publishing, by Angela R. Linse, Executive Director, Schreyer Institute for Teaching Excellence, Penn State.
Note: this resource was adapted 1/2006 from Chism, N.V.N. (1999) Chapter 6: Classroom Observation, Peer Review of Teaching: A Sourcebook. Bolton, MA: Anker Publishing, by Angela R. Linse, Executive Director, Schreyer Institute for Teaching Excellence, Penn State.
Posted by: Makena Neal
Pedagogical Design
Posted on: #iteachmsu
It is important to note that the peer-educator dialogue should be an iterative process of lifelong learning and practice improvement. These are tools aimed at helping educators learn with and from one another. How an instructor-educator utilizes or shares the feedback provided in through this dialogue process is completely up to them.
Click the attachment below to download a copy of the Peer-Educator Dialogue Protocol (.docx, 41KB).
Click the attachment below to download a copy of the Peer-Educator Dialogue Protocol (.docx, 41KB).
Posted by: Makena Neal
Pedagogical Design
Posted on: #iteachmsu
There are important engagements between peer-educator and instructor-educator before and after the actual learning session observation. Check out the attachment (.docx, 86KB) to review this process and the considerations of each "step".
Posted by: Makena Neal
Pedagogical Design
Posted on: #iteachmsu
The Office of the University Ombudsperson is hosting workshops on academic integrity for instructors in February!
“As a Spartan, I will strive to uphold values of the highest ethical standard. I will practice honesty in my work, foster honesty in my peers, and take pride in knowing that honor in ownership is worth more than grades. I will carry these values beyond my time as a student at Michigan State University, continuing the endeavor to build personal integrity in all that I do.”
“As a Spartan, I will strive to uphold values of the highest ethical standard. I will practice honesty in my work, foster honesty in my peers, and take pride in knowing that honor in ownership is worth more than grades. I will carry these values beyond my time as a student at Michigan State University, continuing the endeavor to build personal integrity in all that I do.”
Posted by: Makena Neal
Navigating Context
Posted on: Reading Group for S...
Chapter 5: Notes and questions
1. Erasure: “We must engage in critical self-reflection about the conscious and unconscious ways higher education continues to participate in Native people’s erasure and develop decolonial engagement practices that foreground Native movements for cultural/political sovereignty and self-determination.”
2. Assimilation: “…the problematic goal of assimilation…”
3. Social Justice: “…scholars must work toward social change.”
4. Storying: “Stories are not separate from theory.”
5. Strategies offered:
a. Develop and Maintain Relationships with Indigenous Communities
i. Can a faculty member do this within their pedagogy? How?
ii. Can we encourage our students to do this in our classes/programs? How?
b. Honor Connections to Place
c. Build Community with Indigenous Students
d. Support and Protect Indigenous Student Cultural Practices
e. Foster Student Connections to Home Communities
f. Reframe Concepts of Student Engagement (WE, meaning the university community writ large, are the uninvited guests)
Chapter 6: Notes and Questions
1. “Whiteness is not a culture but a social concept”
2. “Critical White Studies”: ideas for how to use/introduce this to students? Will you? Why or why not? (“critically analyzing Whiteness and racial oppression from the habits and structures of the privileged group”)
3. In your current class design/structure, what ways could your own whiteness influence your students in invisible ways? Does it?
4. In your current class design/structure, what ways could your white students’ whiteness influence your POC, international students, etc… in invisible ways? Does it?
5. What aspects of “humanizing pedagogy” happen in your classes?
6. Have you ever shared your course design with a POC peer?
7. Thoughts of where “Nontraditional” white students (older students, part-time students, transfer students, commuter students, student-parents, veteran students (and I would argue other cross-sectional/intersectional identities of queerness, transgender students, religious minorities, disability, etc…)) and traditional white students INTERSECT or DIVERGE in terms of student success initiatives?
1. Erasure: “We must engage in critical self-reflection about the conscious and unconscious ways higher education continues to participate in Native people’s erasure and develop decolonial engagement practices that foreground Native movements for cultural/political sovereignty and self-determination.”
2. Assimilation: “…the problematic goal of assimilation…”
3. Social Justice: “…scholars must work toward social change.”
4. Storying: “Stories are not separate from theory.”
5. Strategies offered:
a. Develop and Maintain Relationships with Indigenous Communities
i. Can a faculty member do this within their pedagogy? How?
ii. Can we encourage our students to do this in our classes/programs? How?
b. Honor Connections to Place
c. Build Community with Indigenous Students
d. Support and Protect Indigenous Student Cultural Practices
e. Foster Student Connections to Home Communities
f. Reframe Concepts of Student Engagement (WE, meaning the university community writ large, are the uninvited guests)
Chapter 6: Notes and Questions
1. “Whiteness is not a culture but a social concept”
2. “Critical White Studies”: ideas for how to use/introduce this to students? Will you? Why or why not? (“critically analyzing Whiteness and racial oppression from the habits and structures of the privileged group”)
3. In your current class design/structure, what ways could your own whiteness influence your students in invisible ways? Does it?
4. In your current class design/structure, what ways could your white students’ whiteness influence your POC, international students, etc… in invisible ways? Does it?
5. What aspects of “humanizing pedagogy” happen in your classes?
6. Have you ever shared your course design with a POC peer?
7. Thoughts of where “Nontraditional” white students (older students, part-time students, transfer students, commuter students, student-parents, veteran students (and I would argue other cross-sectional/intersectional identities of queerness, transgender students, religious minorities, disability, etc…)) and traditional white students INTERSECT or DIVERGE in terms of student success initiatives?
Posted by: Stacia Moroski-Rigney
Pedagogical Design
Posted on: GenAI & Education
AI Commons Bulletin 1/13/2025
Human-curated news about generative AI for Teaching and Learning in Higher Education.
😮 Word of the Day: “AI-giarism”
“The unethical practice of using artificial intelligence technologies, particularly generative language models, to generate content that is plagiarized either from original human-authored work or directly from AI-generated content, without appropriate acknowledgement of the original sources or AI’s contribution.” (Chan, 2024)
Learn More: https://doi.org/10.1007/s10639-024-13151-7
💚 H-Net Hosts 2025 AI Symposium: Fear, Faith, and Praxis: Artificial Intelligence in the Humanities and Social Sciences
This year’s theme, “Fear, Faith, and Praxis: Artificial Intelligence, Humanities, and Social Sciences,” focuses on student-centered approaches to the use of AI in pedagogical practice and reassessing previous assumptions about AI. This two-day event will be held on MSU’s campus on Feb 20-21, 2025, and available via live stream on the H-Net Commons.
Learn More: https://networks.h-net.org/2025-ai-symposium
💬 Try This: Use AI to Make Peer Feedback More Effective
Use this prompt: ‘‘I teach a university class where students work on teams for the semester. You are my assistant, who is going to help me provide formative feedback to my students. I collect peer comments periodically throughout out the semester, and I would like you to summarize the comments into a performance feedback review in a way that is constructive and actionable. Additionally, the students assess themselves and I would like you to compare their responses to the peer feedback. The output should be in the form of a letter, and please exclude anything that is inappropriate for the workplace.’’ [If there are less than 2 comments for a student, please provide generic feedback only.]
Learn More: https://www.ijee.ie/1atestissues/Vol40-5/02_ijee4488.pdf
🫥 AI’s That Can Read Your Student’s Emotions
Google wants its AI bots to read emotions. Critics point out the dangers from misclassifying user behaviors. AND recent research suggests the science of “universal emotions” is culturally biased.
Learn More: https://techcrunch.com/2024/12/05/google-says-its-new-open-models-can-identify-emotions-and-that-has-experts-worried/
Bulletin items compiled by MJ Jackson and Sarah Freye with production assistance from Lisa Batchelder. Get the AI-Commons Bulletin on our Microsoft Teams channel, at aicommons.commons.msu.edu, or by email (send an email to aicommons@msu.edu with the word “subscribe”).
Bulletin items compiled by MJ Jackson and Sarah Freye with production assistance from Lisa Batchelder. Get the AI-Commons Bulletin on our Microsoft Teams channel, at aicommons.commons.msu.edu, or by email (send an email to aicommons@msu.edu with the word “subscribe”).
Human-curated news about generative AI for Teaching and Learning in Higher Education.
😮 Word of the Day: “AI-giarism”
“The unethical practice of using artificial intelligence technologies, particularly generative language models, to generate content that is plagiarized either from original human-authored work or directly from AI-generated content, without appropriate acknowledgement of the original sources or AI’s contribution.” (Chan, 2024)
Learn More: https://doi.org/10.1007/s10639-024-13151-7
💚 H-Net Hosts 2025 AI Symposium: Fear, Faith, and Praxis: Artificial Intelligence in the Humanities and Social Sciences
This year’s theme, “Fear, Faith, and Praxis: Artificial Intelligence, Humanities, and Social Sciences,” focuses on student-centered approaches to the use of AI in pedagogical practice and reassessing previous assumptions about AI. This two-day event will be held on MSU’s campus on Feb 20-21, 2025, and available via live stream on the H-Net Commons.
Learn More: https://networks.h-net.org/2025-ai-symposium
💬 Try This: Use AI to Make Peer Feedback More Effective
Use this prompt: ‘‘I teach a university class where students work on teams for the semester. You are my assistant, who is going to help me provide formative feedback to my students. I collect peer comments periodically throughout out the semester, and I would like you to summarize the comments into a performance feedback review in a way that is constructive and actionable. Additionally, the students assess themselves and I would like you to compare their responses to the peer feedback. The output should be in the form of a letter, and please exclude anything that is inappropriate for the workplace.’’ [If there are less than 2 comments for a student, please provide generic feedback only.]
Learn More: https://www.ijee.ie/1atestissues/Vol40-5/02_ijee4488.pdf
🫥 AI’s That Can Read Your Student’s Emotions
Google wants its AI bots to read emotions. Critics point out the dangers from misclassifying user behaviors. AND recent research suggests the science of “universal emotions” is culturally biased.
Learn More: https://techcrunch.com/2024/12/05/google-says-its-new-open-models-can-identify-emotions-and-that-has-experts-worried/
Bulletin items compiled by MJ Jackson and Sarah Freye with production assistance from Lisa Batchelder. Get the AI-Commons Bulletin on our Microsoft Teams channel, at aicommons.commons.msu.edu, or by email (send an email to aicommons@msu.edu with the word “subscribe”).
Bulletin items compiled by MJ Jackson and Sarah Freye with production assistance from Lisa Batchelder. Get the AI-Commons Bulletin on our Microsoft Teams channel, at aicommons.commons.msu.edu, or by email (send an email to aicommons@msu.edu with the word “subscribe”).
Posted by: Sarah Freye
Posted on: #iteachmsu
If you have a research writing/information finding component in your class, the MSU Libraries Peer Research Assistant program is equipped to help. These undergraduate students can help their peers:
Plan for a research project (such as developing a search strategy)
Find information for research papers (like scholarly articles or books)
Evaluate information (is this paper scholarly?)
Understand citation styles and create citations (MLA, APA, etc.)
Get connected to library services
Appointments and walk in hours are available in Hubbard and the Main Library: https://libguides.lib.msu.edu/engage
Plan for a research project (such as developing a search strategy)
Find information for research papers (like scholarly articles or books)
Evaluate information (is this paper scholarly?)
Understand citation styles and create citations (MLA, APA, etc.)
Get connected to library services
Appointments and walk in hours are available in Hubbard and the Main Library: https://libguides.lib.msu.edu/engage
Posted by: Emilia Marcyk
Pedagogical Design
Posted on: GenAI & Education
AI Commons Bulletin 3/12/2025
🔊 MSU IT Announces ChatGPT and Gemini “Coming Soon”
The new AI page on tech.msu.edu teases that Gemini and ChatGPT are “coming soon” But it is unclear if the applications will be available for purchase or if the campus community will have free access of the latest foundational models.
Learn More: https://tech.msu.edu/technology/ai/
✍️ Departments at Johns Hopkins Integrated AI into their Curriculum Development Process
It’s like experiential learning for faculty – integrate AI into a standard task that you need to do anyway. Also has a list of very concrete bite-sized learning objectives for learning to use AI, like: name 3 chatbots, start a chat, list 3 ways to make a better prompt.
Learn More: Khamis, N., et al. (2025). More intelligent faculty development: Integrating GenAI in curriculum development programs. Medical Teacher, 1–3.
⚙️ AI Tools Are Being Used for All Stages of the Scientific Research Process
This working paper gives quite in-depth description of several AI tools being used for each of step of the research cycle: (1) lit review, (2) generating research ideas, (3) conducting experiments, (4) generating multimodal content, and (5) conducting peer-review. Recommended to get a good lay of the land.
Learn More: Eger, S., et al. (2025). Transforming Science with Large Language Models: A Survey on AI-assisted Scientific Discovery, Experimentation, Content Generation, and Evaluation.
📈 Grammarly Acquires Coda: From Writing Assistant to AI Productivity
Grammarly, popular with students and educators as a writing assistant software, just purchased the AI productivity company Coda. While Grammarly has previously positioned itself as a teaching tool for writing, this acquisition signals a move towards an AI productivity platform.
Learn More: https://www.grammarly.com/blog/company/grammarly-acquires-coda/
Bulletin items compiled by MJ Jackson and Sarah Freye with production assistance from Lisa Batchelder. Get the AI-Commons Bulletin on our Microsoft Teams channel, at aicommons.commons.msu.edu, or by email (send an email to aicommons@msu.edu with the word “subscribe”).
🔊 MSU IT Announces ChatGPT and Gemini “Coming Soon”
The new AI page on tech.msu.edu teases that Gemini and ChatGPT are “coming soon” But it is unclear if the applications will be available for purchase or if the campus community will have free access of the latest foundational models.
Learn More: https://tech.msu.edu/technology/ai/
✍️ Departments at Johns Hopkins Integrated AI into their Curriculum Development Process
It’s like experiential learning for faculty – integrate AI into a standard task that you need to do anyway. Also has a list of very concrete bite-sized learning objectives for learning to use AI, like: name 3 chatbots, start a chat, list 3 ways to make a better prompt.
Learn More: Khamis, N., et al. (2025). More intelligent faculty development: Integrating GenAI in curriculum development programs. Medical Teacher, 1–3.
⚙️ AI Tools Are Being Used for All Stages of the Scientific Research Process
This working paper gives quite in-depth description of several AI tools being used for each of step of the research cycle: (1) lit review, (2) generating research ideas, (3) conducting experiments, (4) generating multimodal content, and (5) conducting peer-review. Recommended to get a good lay of the land.
Learn More: Eger, S., et al. (2025). Transforming Science with Large Language Models: A Survey on AI-assisted Scientific Discovery, Experimentation, Content Generation, and Evaluation.
📈 Grammarly Acquires Coda: From Writing Assistant to AI Productivity
Grammarly, popular with students and educators as a writing assistant software, just purchased the AI productivity company Coda. While Grammarly has previously positioned itself as a teaching tool for writing, this acquisition signals a move towards an AI productivity platform.
Learn More: https://www.grammarly.com/blog/company/grammarly-acquires-coda/
Bulletin items compiled by MJ Jackson and Sarah Freye with production assistance from Lisa Batchelder. Get the AI-Commons Bulletin on our Microsoft Teams channel, at aicommons.commons.msu.edu, or by email (send an email to aicommons@msu.edu with the word “subscribe”).
Posted by: Sarah Freye
Host: CTLI
The Educator Exchange Learning Community
The Educator Exchange is intentionally designed to provide protected time and space for meaningful connections about our work and paths as educators. We believe that the best [lifelong] learning occurs when we connect in spaces that affirm our experiences and celebrate our unique perspectives! Our aim is to be a community of practice where you can openly share when things don’t go as expected and brainstorm solutions to challenges, explore teaching practices in different ways, talk through the challenges of educator roles in myriad situations, and cultivate joy in the celebration of each other’s successes. Join The Educator Exchange and rediscover the joy of being part of a caring community dedicated to uplifting one another and making a positive impact in our classrooms, labs, and beyond. This offering is facilitated in collaboration with the Office for Faculty and Academic Staff Development. Check out their website more about MSU's formal Learning Communities [hyperlink: https://ofasd.msu.edu/teaching-learning/learning-communities/]
Upon completion of this learning experience, participants will be able to:
Build connections and foster a supportive community among MSU educators by sharing experiences, challenges, and successes
Exchange innovative teaching strategies and best practices to improve instructional effectiveness
Encourage peer-to-peer learning and reflection to promote professional growth, student engagement, and educator well-being.
Navigating Context
EXPIRED
Host: CTLI
Setting the Tone from the Start
The way a course begins is crucial for educators to establish an environment that fosters engagement, collaboration, and a sense of belonging. Join us for a one-hour hybrid workshop where Educator Developers with MSU's Center for Teaching and Learning Innovation will share actionable strategies that lay the groundwork for an engaging and inclusive course experience from day one including items related to syllabi, expectation setting and pedagogical transparency, checking in on learner needs throughout the term, and way to build a sense of classroom community.
In this workshop, we'll delve into practical techniques and approaches educators can employ to create a welcoming and motivating atmosphere that resonates with learners. The content in this workshop will be primarily targeted to classroom instructors and settings, but tools and strategies are relevant for adaptation and use by any educator in any context. Whether you're a seasoned educator or just embarking on your teaching journey this academic year, "Setting the Tone from the Start" is designed to equip you with actionable insights that will make a difference in your classroom.
Upon completion of this learning experience, participants will be able to:
learn how to craft an engaging and purposeful course introduction that communicates the course's relevance, objectives, and expectations
discover techniques for fostering an inclusive and supportive learning community, understanding how to encourage peer connections and embrace diverse viewpoints
be equipped with a range of interactive strategies, including icebreakers and technology tools, to effectively engage students and cultivate an active learning environment that persists throughout the course duration.
The in-person location for this session is the Center for Teaching and Learning Innovation. Please join us in the Main Library, Room W207. For directions to W207, please visit the Room Locations page..
Navigating Context
EXPIRED