Compensation
The federal regulations prohibit compensation directly or indirectly related to student enrollments. By comparing the approved and unapproved methods, explain which methods are most effective.
Yvonne,
While most people would not disagree, how does this fall inline with the federal regulations?
Cindy Bryant
In my experience, bonuses should be tied to how well the employee performs. Additional compensation should be tied to score achieved on overall performance evaluation tied to excelling in achieving workplan goals.
By using the approved methods we are definitively doing what this course motto is all about "doing the right thing" just because it is the right thing to do and not to comply with any law or requirement. I see Professionalism and Management Skills as traits required for any school representative to provide the unbiased advice that the prospective or current student is looking for.
The approved methods are most effective as they allow for compensation for tasks that are unrelated to student enrollment and/or performance and are tied to how well an individual performs tasks related to his/her specific position. On the other hand, compensation for the unapproved methods are more likely to provide opportunities for misrepresentation.
Joseph,
You have made a great point about removing incentives for enrolling students. According to a recent case study many employees are motivated by the opportunity to Learn, Develop and Advance as an Employee. Also, Flexible Hours, Recognition, Opportunity to Contribute and Independence and Autonomy. It sounds as if your motivator falls in the category of the opportunity to contribute.
Cindy Bryant
It is imperative to remove any incentives from the advising and enrollment discussion with prospective students. Making a presentation of the facts of an institution and its offerings as represented in the school catalog is sufficient for a prospect to make an informed decision.
