"When you know better you do better." - Maya Angelou

“When   you know better you
         do better.”
             Maya Angelou
1

Closing the Barn Door Before the Horse is
Out—A School of Health Science’s
Experience in Strengthening a Culture
of Academic Integrity

Jennie Miron, MSc, Professor Humber-UNB
Bachelor of Nursing Collaborative Programme

This Session Will
        Touch on~
The motivating factors
The process adopted
The guiding framework
Lessons learned
 3

Motivating Factors

4

It takes a village……………….

  5

Humber College—Institute of Applied Arts
& Technology (ITAL)—North Campus
[28,000 full time (19,000 at North Campus) & 55,000 part time students]

School of Health Sciences (1 of 8 schools)
  2200 full-time students
  70 full-time faculty
  Degrees
  Diplomas
  Certificates
  Post-graduate certificates

    6

Humber College Mission

• Humber develops broadly educated, highly
  skilled and adaptable citizens to be successful
  in careers that significantly contribute to the
  communities they serve locally, nationally and
  globally.

                Retrieved from http:/ / www.humber.ca/ about-humber/ corporate-info/ vision-mission

7

Humber College Values
1. Student-Centred – We hold the current and future
   success of our students as our highest priority.
2. Excellence
3. Innovation
4. Respect – We uphold the highest ethical standards,
   and affirm and protect the rights, dignity, and
   integrity of each member of our diverse
   community.
5. Inclusion
6. Sustainability

8

Motivating Factors

Students enrolled in studies in
helping professions
Belief we are socializing our students
into these professions
Incident three years ago where a significant
issue with cheating arose
Survey done with faculty demonstrated some
interesting findings

 9

Fall 2012 SHS Inquiry (Survey)
• Survey Monkey (n=102) (38% full-time)
• 6 item survey
• Reported ~
    – 55% witnessed student dishonesty
    – 53% 1st hand experience reporting dishonesty
    – 75% always reported student dishonesty
    – 96% believed it was their responsibility to
      report
    – 76% believed students who cheated were risk
 10   to organization

12%
                       SHS Fall 2012 Findings

       10%
                                                     1st Time
% Faculty

        8%

        6%

                                       Reprisal Not NB
        4%
                      Strong Not
                 Time Students Interested
        2%

        0%

            11
                       Reasons for Not Reporting

SHS Fall 2012 Findings
            100%

            98%

            96%

            94%
% Faculty

            92%

                                                                                    Supporting Students
            90%

                                                Model Colleagues

                                                                   Model Students
            88%
                   Understanding

            86%
                                       Report

            84%

            82%

            80%

        12
                                     Faculty Experiences

Process Adopted

13

Started in Literature
            •Started
 Story       Talking
 Dean       •Established
Faculty      Support
            •Created a Vision &
             Guiding Framework
Academic
Integrity   •Established a Plan
 Council
            •Continued Talking
 14

Started Talking
With ~
     Students
     Faculty
     Members of the Organization
     Experts in the field
15

Established Support
Engaged
  Those who were interested in moving the culture
   forward (faculty & other departments) formation of
   the Academic Integrity Council
  Those in power who could move the agenda forward
   within the SHS  Senior Management Team
  Those in power who could move the agenda across the
   organization  Registrar’s Office, Centre for Teaching
 16& Learning

Guiding Framework

17

Faculty

                Academic
                Integrity

     Students                      Organization

          The Influencing Academic Integrity Culture Model
18                    © Miron & Fenning 2013

Organization
Environmental Scan
       inconsistent across SHS
       programs & processes
       were onerous & acted as
       deterrent
       faculty & students didn’t
       know or understand policies
       & procedures

       Changes to Date

                  established clear vision
                  for SHS
                  revision of existing
                  policies

19

http://healthsciences.humber.ca/resources/school-policies/we-pledge.html

As a teaching and learning community, we as faculty, staff,
and students have a responsibility to the public to ensure that
we consistently live and promote these values, regardless of
the complexities and challenges we face in our studies and
practice, both currently and in the future.

  20

Faculty

Faculty Survey
• gaps in knowledge
• ↓confidence in process/policies

             Changes to Date
             analyzed & reported to faculty
             initial spring faculty development session
              future ‘teachable moments’

21

Students
Students
• We need to explicit (not implicit)
• Students are capable, interested, motivated

           Changes to Date
           Honour Pledges (over 500 students)
           Web page http://healthsciences.humber.ca/resources/school-
           policies/we-pledge.html
           Membership on Academic Integrity Council
           Futurestudent ambassadors
22

23

Pledges
• Led by Senior Students
• Guests from the regulatory bodies, professional
  organizations, leaders from across the organization
  & a member of the public
• Celebration  students receive pledge pins &
  participate in a community pledge
 24           WE HAVE CAKE!

25

26

27

28

29

30

31

Our Pledge
I am a Bachelor of Nursing student
and a member of the Humber
School of Health Sciences
community. I value courage,
honesty, trust, responsibility,
respect and fairness in my course
and professional practice
student experiences. I pledge my
commitment to upholding these
values.
  32

Lessons Learned

33

Lessons Learned
spend time in the literature
communicate, communicate, communicate
look for champions
understand set backs & learn from them to move
forward
look for concrete opportunities to effect change
engage others
bring AI to the forefront in different contexts
work in concert not in isolation

   34

35