Students that don’t want to disclose their employment status are explained that it helps future students by showing a more accurate employment and placed number. If they don’t want to give us the information after that then we put them into the Other Category.
You are so right, career services should start working with students at the beginning of the students experience with the school.
Good point--it's easy to forget that there are a wide variety of resources avilable for our students outside of the Education Departments. Career Services (or a similar placement office) can have a huge impact, especially if they are involved throughout the student's career rather than at the end.
Remember that P = placed, the school had an active part in getting the student the job in the career field, i.e. scheduled interview, brought employer to school for job fair, etc. NP = Not placed, this means the student is employed in the field but the school did not help them get the job. CSC looks at the catalog at the employment opportunities listed in the program discription to determine if it is in the filed.
Frank
Hi Mr. Hammack,
It is difficult to determine employed, P or NP if you do not understand the classifications. We use job descriptions, student and employer interviews, but more importantly, our Home Office verifies all of our placements. This seems to be very effective in getting a true "picture" of the classifications.
Thanks
Vicki Gidney
I believe this is an excdellent way to help the Job Placement Coordinator determine the student's status.
The initial application fee for a small school is $1001.00. The reason for the $1 is the rules state that any fee over $1000 can be made in payments.
These are dangerous times. We use a very conservative approach including a corporate level audit and swapping reports with other campuses to verify data.
BTW . . . Can you tell me, is this correct? It came from the reading materials. Regarding PS-186 for small schools. Is the fee really %501.00?
This is a very good practice.
As students have met with various staff throughout the exit process, some of them have struck up conversations and found out where students were employed. Because various staff members had built a rapport with one student or another, they were able to coax out the information that the student wasn't as willing to give to Career Services. Building relationships throughout the lifecycle of the student helps in all sorts of ways!
The best way to determine what category an employed student falls into would be to identify if they are working in the field directly related to their training (per the catalog) and to review what role the school played in the acquisition of that job. It would be best to take a look at the school record showing if that student attended job fairs, interviews, or meetings with that employer that were coordinated by the school.
Our campus works hard to engage the students early in sharing their successes so that when they do find employment, they are excited to share the news.
Increasing student participation in reporting employment information can be increaesd by starting the relationship with Career Services personnel early in a student's program. The student is more likely to report if they have a strong relationship with Career Services and perceive them as having been a major benefit.
If a student does not want to provide employment information, I would remind the student the information is for state (and in most cases accreditor) reports and will not be shared with anyone except school and state officials. I would tell them this information helps determine if school programs are meeting the needs of students and employers. If they are still resistant, I would ask if there is another member of the school staff or faculty whom they would be comfortable speaking with.
A school should utilize the form PS-072a for documenting employment related information for each student. The information from the form can be gathered from the student by a phone conversation, through an in-person meeting, by school documentation, or employment data. The student is considered Employed when working in a field related to the training received. The outcomes or job titles from the school catalog is a great place to match the job titles. A student is considered Placed when the student's employment was gained due to the direct efforts of the career services department. A student is considered Not Placed when the student finds employment without the assistance of the career services department. In person meetings with students can facilitate gathering employment information even from reluctanct graduates. In person meetings with students is a best practice.
This is correct, as this information should be communicated to students from the beginning so they thoroughly understand the process. This is all part of relationship building, as this is vital. Doing this, makes is easier to obtain the information when it is needed.
We utilize many steps in determining the classification a student falls into:
1. obtain the information from the student
2. school staff during a phone contact with the student.
3. personal interview with the student.
When a student doesn't want to disclose their employment status, we try: calling the student, sending letters, ED calling the students, and intructors calling the student.
The first thing to do is to make sure that you understand the differences between Placed and Not Placed. This followed by a thorough review of the student's job description while comparing it to the program description in the school catalog will really assist in this effort.
It is very important to communicate to the student why the information is needed. They usually understand if they know it’s for reporting purposes. However, the job description is an excellent resource to determine what classification the student falls into.
My plan is to have separate files for employed, placed and not place students. For employed/placed students we will contact with the employer once the form PS72A is received. We will contact them for a brief verification that includes a description of responsibilities and title. If the student is not placed or employed then we will continue to assist them with searching for a position. We will tally our statistics on a rolling basis and roll the numbers into a aging report so that I can see at a global level how successful we are at placing students. Students who do not want to disclose their employment status will go into a separte "bucket" and a separate report that shows how many referrals were made by the school and how many interviews the student attended, as documented by our conversation with the potential employer. All correspondence with that student regarding placement will be kept in a file and available for the CSC inspector.
Hi Tami:
I totally agree the job description is the best way to verify.
Kim
