Enrolling the right student
Admissions has the opportunity to evaluate if the student is commited, and ready to start. But a lot of times, they focus more on meeting the enrollment numbers for the month. An example would be, the student has Child Care concerns, that have not been taken care of by the time they start class. Although it is brought up in New Student Orientation, they still think by some miracle it will all be taken care of. How can we avoid a potential withdraw so early in their enrollment?
Nicole, is your admissions staff probing students for potential problems? If not, what can you do to encourage this practice?
I totally agree with you James. We need to have students that want to be here and are passionate about what they are going to school for. I think the concerns list is an awesome idea that every admissions rep should use.
Nuance, when should students be passed into the care of education or student services? Why do you say admissions is no longer concerned?
I with agree Yolanda, when classes are five days into the program admissions is no longer concern with the student because they have met their numbers and its not fair to the instructors
Would it be useful to have statements from employers and/or successful graduates that you could give to prospective students, Lisa. What about YouTube clips supporting the message?
Essentially, I have the same concerns regarding the enrollment process. More emphasis should be placed on student readiness and commitment. For example, students must understand they are entering a very conservative industry, and I find students do not want to conform to the dress code and remove facial piercings when on campus. They have stated "this is who I am, and I won't change for anyone" . At the same time, we have difficulty placing students on externship, and employment due to the piercings challenges. Any suggestions on how to screen student's during the enrollment process to ensure students are truly committed to their career choice.
Good observations, Erica. Is there anything you can do to get this practice started?
I think an interview with the staff of the perspective program is a great idea. I get so many students that commit to a program without fully understanding the scope of the job they are seeking, or the requirements of the program itself. Many times, it isn't about loosing a prospective students, it is about fitting them to the right program. I believe a bit more work on the front end will garner better outcomes on the backend.
Clearly an online environment is different than a bricks and mortar based gathering. If many of the issues addressed during the preliminary meeting are technical and specific to course delivery, it probably makes sense for the "experts" to retain control. That means train more "experts" who can share the information or manage it yourselves. I would think that you would also want to get the new students acquainted with procedures for support.
So how could we apply this to the online environment? Previously, our admissions staff did the orientation after enrollment and it turned out to be a major failure mostly because students were not properly prepared for the online environment, from technical issues to time requirements/attendance. Since my department has taken it on, these issues have been alleviated but the issue still remains as to how we can include admissions and others in this process.
Ranjeet, retention should be a major responsibility for everyone in the school, not just left to the education department. The most common model for new student orientation involves all departments. It's the time when admissions hosts the party and hand over the entering students to begin their academic program. Usually support services and the business office are also involved to assure that the entering students have at least a passing familiarity with them and what they do. The faculty gets involved to re-affirm the career choice.
Then the heavy lifting begins.
In my institution, we have simply found that admissions will focus on the numbers more often than focusing on whether a student can realistically complete the program. In my case, as the Chair for the education department, we felt that New Student Orientation is best when done by those in my department. It is our relationships with the students that tend to count to keep them enrolled and frankly we have a better understanding of what the student will need to succeed. We also include the Retention personnel as part of our department. Instructors are also expected to play a large role in retention especially in the first week of class. However, I sometimes think that all of the responsibility for retention has fallen on my department. I welcome others' thoughts on ways that new students can be better oriented by admissions and thus avoid it becoming yet another task for the Education department to take on.
Audrey, unfortunately prospective students frequently suffer from selective hearing and don't hesitate to use that as justification for their performance. It's unfortunate when it comes to recording interaction. Hopefully, when students see this happening it will change their behavior.
We have had numerous complaints from students that "Admissions told me this" and whatever they were told turned out to be untrue. Of course, Admissions denies any wrong doing. After this issue has surfaced many times, Admissions has decided to start taping their tours and interviews. We'll see if this helps, or not.
james, kudos if your comments reflect the reality at your college! How was this culture created? Are there readily identifiable leaders that make sure everyone is "on board"?
Enrolling the right student begins with admissions. Students first must qualify for their course of study they are interested in. They must also be more than interested, but passionate about what they want to do. In the enrollment process, it's necessary to get to know the potential student by asking questions that may be of concern to the student. I use a list of concerns I go over with every student in order to address every need I can supply for that student. Any concerns should be addressed from the beginning in order to avoid future problems. Necessary staff should be informed, confidentially, as to the student's particular concerns. Also, staff reviews as to those concerns should be monitored from time to time. Since we are a small college, I have the opportunity and privilege to address every student everyday. Remembering their names and names of important family members, friends,etc., as well as any underlying concerns, is responsible and should be part of every admissions and staff personnel. Everyday presents itself with new possible concerns, that's why it's essential to spend enough time to go around to all the students in attendance. As for those who don't show up for class when they are scheduled, it's important a contact is made with them to avert any situation that may arise from day-to-day. There are several ways of contacting them via phone, email, facebook, twitter, etc. Bottom line: STAY IN TOUCH; STAY CONCERNED!
Melanie, it sounds like you would like a supporting role in the admissions process and in turn, would like support dealing with student issues. What can you do to make that happen?
Teaching a program like Veterinary Technology is very difficult. We have students that think this is the right program just because they own a dog and they are not directed correctly when they atart their enrollment process. I believe that as the PD we should have the right to interview the students before they start our program. Retention is not looked at as the responsibility of everyone it falls on education the first day they come to class. I am an expert in the field not dealing with all of the student's issues when they arrive.
Beverly, seems simple enough. Are there any policies or procedures in place to make sure that entering students get this information? Unfortunately, my experience indicates that even if thorough information is presented - and they acknowledge receiving it - that doesn't assure they understand it.
