Employment Verification Program Components | Origin: CS202
This is a general discussion forum for the following learning topic:
Best Practices in Graduate Employment Verification & Documentation --> Employment Verification Program Components
Post what you've learned about this topic and how you intend to apply it. Feel free to post questions and comments too.
I learned that by using third party verification I can minimize the risk of mistakes coming up during external audits.
It's really beneficial to different components how HEI can track and collect appropriate and approved "placements". It creates an ease on how one can place a student's verified employment through multiple information and criteria of the said placement
I liked the multiple outlines of how placement was defined. I also liked the use of partnerships to review the processes and proceedures for further evaluation and the betterment of the students outcomes.
In my position, I rely mainly on interview. I personally acquire the confirmation, then submit that placement information to our 3rd party verifier. Having well defined terms and standards, follwing our acredeting organization's guidelines. In my experieince, gather the information can be extremely challenging. I must adapt to each situation. Sometimes, it is the student that will not cooperate sometimes it's the slugish response of big corporations and their sheer size that encumbers the process.
I have found that I need to hone my interviewing skills. A steady barrage of positive reenforcement, I must majntain an high level of credibility and trust.
Being able to administer my duties through defined parameters and continually striving for close working relationships with the companies that hire our students. I approach the placement process as a basis for mutual partnership.
One must clearly understand the definition of 'placement' and the collecting of data to prove placement must be accurate and precise. Although there are many ways to collect data, all the data collected in each way must be carefully examined for accuracies.
I have learned that while surveys are easy to administer; they are the least reliable way of collecting data.
When collecting data it is important to have "placement" defined for that institution. There are multiple ways of collecting accurate data. One of the least credible ways of collecting data if handing out a survey.
Strive to go beyond federal, state, and accreditor rules and regulations.
Clear definitions that go beyond minimum requirements can be a legal lifesaver, if done correctly.
An option would be to seek outside help to strenghten this process.
Accuracy and consistency is everything. This requires adequate training and making sure everyone is on the same page. Definitions need to be clear and objective so there is no confusion!
What I learned from this section is that defining all the key terms of employment verification reporting is the most important concept; if you have clear definitions, you can let the data on each student and employing organization speak for itself on whether or not to "count" the situation as a placement or not.
I have learned there are several factors that must be considered before a student can be considered "placed" or "employed in field" such as: employment, employment type, hours or frequency of work, compensation, employment relevance to program of study, continuing employment, graduate sentiment, timing of measurement, length of employment. Thus, I will make sure to follow up with my gradutes to confirm they are still employed in their company after the time alloted by my institution and regulatory bodies.
Having a well-structeured employment verification program with additional strategic partners could improve the college's ability to aviod errors and pick up mistakes easily.
When it comes to establishing a verification program, it is imperative for postsecondary institutions to collect institutional, student, program, and employer data. Qualitative and quantitative data can also be collected through various collection methods such as questionnaires, interviews, and third-party verifiers.
Being clear about the definition of what a placement is.
I learned that schools use third party verifiers to complete employment verifications for graduates versus completing verifications themselves and then using third party verifiers when going through the re-accreditation process.
I agree with other posts...it is extremely important to understand and agree within the department on your organization's definition of a placement.
Verification and documentation processes must be communicated to and implemented by all associates involved in the placement process. Third party verifiers can definitely fortify placement outcomes and graduate surveys are the least reliable method in documenting placements.
There are many factors to consider when veriifying placement. Placement needs to be verified accuratly and legally. There are several ways to obtain verification. Placement verification also needs to be clearly defined as an in-feild placment.
