A better line of comunication. Having a better way to identify students in crisis , and having a 'fast action' plan in place to deal with them before they fail
The first step I have already taken is to make sure students have my contact information. I provide several ways for them to keep me informed of their situation. I let them know I care by providing them access to me.
The second step I will take to improve retention is addressing issues with students that have negative attitudes. I will let them know that this will only carry over to other areas of their life and could be harmful in their search for employment. It could also effect other students' motivation.
The third step is to remind students frequently that the staff and faculty want them to succeed and that if they need assistance, they only need to ask for it. Complaining about a situation is not a request for help.
Good - and easily done - action to assure that everyone is properly informed about services. It's easy to take things for granted and assume that everyone knows what's available.
Please tell us more about huddles. What is a huddle? How and when do you use this practice?
First, I would need to identify the students in my course that might need support and/or help
Second, Maybe try to be a better role model, give the students some of my real life examples of what I have experienced in the field.
Third, I'll talk with other instructors that have a little more experience dealing with student retention and figure out how they boost the students confidence.
Tracy
Getting to know our students every chance we get, getting to know our fellow employees, and being agressive (though not overtly) in taking every opportunity to be help everyone we can whenever we can
I will focus on the following:
1-Being more proactive in observing for early signs of stress,such as excessive fatigue,unexplained absences,decline or struggles in academic performance,so i can hopefully intervene soon enough,to help the student access the services they might need,to overcome the stressors.
2-Focusing and emphasizing their uniqueness,skills and self worth,aimed at preventing academic erosion.
3-Motivation and the need for persistence, refering frequently to their designated roles/ambition,helping them stay focused in achieving these goals.
I like the idea "follow-up." I often get caught up in teaching, and become removed from problems because I refer them to my manager. I follow-up, but sometimes it's later than I should.
I will re-implement huddles with the student groups. This is a way to get to the bottom of some problems that may go unnoticed.
I know that we have help in place for our students, because I have worked here for 8 years and make use of them on many occasions. I will inquire about having the services available represented at the next faculty meeting so that they are more visable to new faculty. Sometimes we have the resources but faculty don't know about them or how to do a referral.
Step 1: Identify high risk students
Step 2: Make frequent phone calls and more externship site visits
Step 3: Closely monitor progress
I like your ideas. Instructor "pep rally" thats a good idea. I feel also that the instructors are key people to our organization. They ineract with the students the most and if they are motivated and excited becasue the school (directors and managers) are making them feel that way then this feeling of excitement will be carried into thier classrooms.
First dau activities will be adjusted. We will do a meet and greet and invite past Grad. to share thier story with the new students.
I will also conduct a mini inservice with th enew students at aabout day 5 of thier first week and go over "time management, prioritirizing, study skills, test taking askills, listening and taking notes.
Meeting one-on-one with the students in my class to get feedback and answer any lingering or doubtful questions they may have.
I have implemented several retention strategies since becoming academic dean. Below are three new strateties that I will do over the next month:
1) Call students who are absent from any class.
2) Meet with prospective students who are on a tour with a member of our admissions team.
3) Visit each classroom during breaks to say hello to students and let them know that I am available to talk should they need it.
Posting retention rates on the wall may not be a helpful. First year classes may have lower retention rates while some second year teachers might have 100% by their names. What would it cost to track what percentage of each teacher's students found employment shortly after graduation?
That is an excellent idea.
Jeff, would you share more information about creating a student club? Why are you doing this? What are your objectives and what are some of the barriers?
I will ensure that I continue to contact each of my students individually through email as well on the first day of class to explain to them my commitment to their success. Next, I have been working on creating a "student club" I will be more diligent in my efforts to get it up and running within the next 30 days. Finally, I will create a handout for my students with all of our institutions resources and contact information for students to hand out the first day of class.
Develop a better tracking system of activities in our department.
Design goals with dates for achievement.
Keep seeking out training for best practices for retention.
1. Try to make time to talk to each student in my class one-on-one over the next 3 class periods.
2. Offer an assignment where everyone gets the same grade and encourage them to assist each other get the best grade possible.
3. Call all absent students next class period.
1. Implement a mentors program so that each student has a faculty member they can talk to.
2. Conduct regular meeting with the registrar to identify at risk students as soon as possible to get them the support they need.
3. Follow up with students on any missed days to get them the information they need to be successful.
