Experts discuss ways to manage and reverse the impact of isolation, disengagement, depression, and other pandemic effects on student persistence.
EAB surveyed Facilities and Estates organizations across North America, Europe, and Oceania during December 2021 to better understand the challenges facing today’s campuses. Read on for five of the most important Facilities trends we uncovered.
University leaders are feeling increasing pressure from students, faculty, staff, alumni, and broader communities to grapple with histories of racism embedded in physical and cultural artifacts on campuses. To better understand how higher education institutions are exploring and confronting their own histories of racism, EAB analyzed existing programs and initiatives across the United States and Canada.
Experts share tips on how to work with disparate campus stakeholders to develop and execute a cohesive strategic enrollment management program.
EAB’s new approach for independent school parents includes rethinking which parents they invest the most time with and how they serve them. In doing so, schools can develop lasting partnerships with their parent communities that can yield dividends in their enrollment and advancement efforts.
The President of Rowan University discusses how 3+1 programs are lowering college costs for students while still driving growth at Rowan and surrounding community colleges.
EAB has identified eight principles most important to budget remodel success. We recommend that all institutions changing models abide by the principles outlined below–regardless of current model, desired new model, or current point in the change process.
How can universities design tech programs to stand out in this increasingly competitive market? After advising more than 40 universities on technology programs in the past year through EAB’s Market Insights service, I can offer three ways to make your graduate technology programs stand out in a crowded market.
Here’s how your school capitalize on growing employer and student demand for speech-language pathology programs.
The temptation is to settle by hiring whoever seems remotely qualified even if they are not what you were looking for. Sure, you may get lucky, but do you really want your important leadership hire to be based on chance? Don’t settle, and don’t give up hope!