THE MOST IMPORTANT TIME FOT A PROSPECT IS AT THEIR ADMISSIONS APPT

I used to work for retail and we had to score 85% or above on the mystery shop. If you fail a mystery shop three times in a row, you will get fired. I thought you guys might be interested so I just wanted to share this.

Internal customers are the backbone of an organization. Without a good and effective internal supports an organization will not succeed. There has to be a link that connects all departments in an organization together. Members of different departments need to communicate to each other to have an understanding of what is happening in each department. This is why knowing your co-workers is very important.

Working for an institution, getting to know your students is the most important thing. If you get to know your students, they will feel more comfortable talking to you about everything. I usually call my students or shoot them an email asking how they doing in classes and if they need help with anything.

Many employees usually go above and beyond to help out a customer and some of them get recognized for their customer service and get reward. Does rewarding an employee puts pressure on other employees to make them feel like they are inferior to that particular employee?

We've made a considerable effort at our school to change the focus of retention efforts from reactive to proactive. If a student drops out in the 3rd class, it's likely not due to the 3rd class, but to what happened long before. We seek to have our students so incredibly engaged in their program that they can't possibly imagine not persisting to the next class. Our faculty play a huge part in that effort. By positioning our best, most engaging faculty in the early classes, we create a culture of excitement and belonging that assists with retention efforts. I view our best instructors as those who can "edutain" meaning both educate and entertain to the point of making the hard work of learning fun as well as informative.

People usually don't focus on retention until the student has already been acclimated and a issue arises. The importance of having retention-related activities during orientation is crucial. Our orientation incorporates bonding activities like bingo (getting to know each other), guess the number of candies in a jar (with your group)and social time when we serve small snacks. However, we lack the continuation of getting students oriented. We need to get out of the mind-set that orientation is just a one day event/program.

At times providing a positive model and coaching a student toward improving results may overlap an "enabling" mentality. Consistency of delivery throughout a curriculum should build trust and fairness into the structure. Do you believe it is necessary at times to address patterns in behavior? What is the best method if doing so?

Can you discuss methods of affecting student outcomes for students that may have high expectations of curriculum and short-term career advancement while delivering inconsistent results?

Besides surrounding each negative people with positive ones, what else can we do? Is there a visual way that we can get students to develop a positive attitude?

Why is it so important to instill a positive attitude in your class? A recent study showed that happiness allows for better learing outcomes. Do you agree?

When you are listening to the student, we must show that we are concerened.

Everyone must relalize that retention is the responsibility of all school associates.

If a student dose not make It to class on the first day as an Instructor you must bring that student up to speed ASAP if you can ask them to stay after class you can make up the first day notes and get them going if you do not you can lose that student very quick .

Stress is an emotional battle that you can overcome

Do you think its wise to enroll a student if they financially shouldn't be in school? At what point do we advise them to work for a while?

Placement and job opportunities are two different things, to my way of thinking - Job opportunities are what may be available to entry level participants coming out of a trade school environment, whereas - placement is something a trade school cannot do?. a trade school can only advise the students where work opportunity is -locally and/or out of the area. in some situations the trade school may be able to make contact with a perspective employer and make an introduction. they cannot place IE: hire the student and expect the employer to accept him/her. the students must pass the interview and be accepted on their own ability and previous background experience in order to be hired.

Attention = retention Often time’s students don’t want to reveal personal parts of their lives. How do we give students attention in a way that doesn’t infringe on their personal lives? Please list 3 examples.

I really like the concept of getting underclass students involved in upcoming graduation activities, this to me is the carrot in front of the donkey aspect of things, it can and is very motivational, and plants the seed of success to all involved, great concept.

Interesting concept: I personally believe that mentoring is only necessary where students are not doing well on their own and require additional assistance, the instructor is in a position to recognize this situation developing and has an obligation to discretely meet with the student's and discuss "what's going on here"?-so to speak. is there something extra curriculer that's bothering the student that may be affecting their performance?. and what can the instructor do to assist in correcting the problem and/or would the student make time and be interested mentoring to correct the situation?.