Where is college athletics headed next? Four potential futures
How new deans build momentum in the first year
3 limitations of traditional administrative benchmarking
Faculty recruitment panic in higher ed is real. A faculty exodus is not.
Latest Posts From This Blog
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Adult learners and strategies for success
With a growing demand for education solutions for ‘adult learners’ and professionals looking to expand their education beyond the traditional PSE journey, our capstone project focused on identifying best practices and strategies for successful recruitment and retention of such adult learners.
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Streamlining internal hiring processes and procedures through process improvement
No matter what industry we are talking about, from fast food to Fortune 500 companies, everyone is feeling the strain of the pandemic and the “Great Resignation”. Higher education has been vastly impacted by this surge of resignations and small applicant pools. It is more important than ever that we focus our attention to talent acquisition and onboarding to attract and retain top quality employees.
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Improving employee engagement through continuous feedback
In 2018, Southern Oregon University updated its Strategic Plan to become an inclusive, sustainable university for the future that guides all learners to develop the knowledge, capacities, and audacity to innovate boldly and create lives of purpose.
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Evaluating opportunities for external partnerships
External partnerships are excellent resources in a time when universities need to focus on their core educational missions and worry less about functionality in other areas.
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Improving student enrollment and retention through on-campus employment and career development
When enrollment declines and potential college-goers question the return on investment of a bachelor’s degree, we need to recruit and retain students by linking on-campus employment with career development and academic curriculum.
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Supporting transfer student enrollment and completion goals
Higher education across the nation is facing detrimental declines in student enrollment, challenging our institution’s leaders to be more innovative, more strategic, more empathetic to the needs of students, and more flexible as the “traditional” state of in-person and residential campuses shift to meet today’s students. A large portion of today’s average student body comprises transfer students and these transfer students come with unique needs and expectations—ones that demand our institutions to be better equipped to support enrollment and completion of goals of these students.
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Motivate faculty to contribute to student retention
Retaining students is more than a financial question—it’s an ethical one. Retaining our first-year students means we make good on the promise of admission: that not only will we invite you to join our institution, we’ll provide support to ensure you can be successful. Faculty’s communication and relationships with students are key in getting students to stay and succeed in college.
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Investments to improve student comfort, success, and retention
Data supports that a number of students who transition from high school to college struggle in STEM fields. Paired with the financial cost of repeated courses, the emotional cost to struggling students, their families, and the faculty cognizant of these struggles tarnishes a student’s positive experiences pertaining to higher education. Universities should take an approach to meet students where they are at when they are accepted.
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Improve student success through digital and technological engagement
Technology has played an increasingly important role in student success as student information technology, learning management systems, and other student success resources have evolved in the digital space. The pandemic increased higher education’s reliance on digital platforms for students to be able to access and engage with their campus support resources and educational opportunities.
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