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Articles: Administration & Management

Are universities hiring non-tenured adjuncts—who now make up two-thirds of the faculty workforce—because their tenured veterans won’t retire?

Delayed retirement is a contributing factor in the proliferation of adjuncts, says Brian Kaskie, associate professor of health policy at the University of Iowa’s College of Public Health. Employees who can’t be fired and won’t retire are a burden administrators don’t want to assume.

Colleges and universities are experimenting with strategies—from financial incentives to life coaching—aimed at coaxing veteran professors into starting the next chapter of their lives.

Faculty members are finding exciting new directions once they retire from their tenured professorships. But data suggests that faculty members are waiting longer to retire than they once did, with sometimes problematic implications for their institutions.

The road to employment—Ivy Tech’s Machine Tool Technology program, developed by employers in need of skilled workers, offers certificate, technical certificate and associate degree options ranging from 18 to 60 credit hours.

From construction workers and machinists to occupational therapists and fire fighters, skilled laborers are in high demand—and shortages of employees are making it difficult for companies to fill jobs. Community colleges are well-positioned to train workers to fill these skills gaps.

TRAINING FOR EMT JOBS—At Rowan College at Burlington County’s TEC Building, employees of the paramedics company Virtua can put their tuition reimbursement benefits to use. RCBC is growing and improving its Health Sciences programs in partnership with the company.

There is no one-size-fits-all partnership between the community college and industry. Arrangements can range from brief partnerships that fill immediate hiring needs to long-term strategic relationships that provide ongoing training and development for current and future employees.

The Industry Workforce Needs Coalition, a national network of businesses striving to increase the number of skilled workers, outlines three separate levels of industry-aligned partnerships:

Skill-building—Former coal industry workers may find them-selves at the University of Wyoming researching how to use water byproducts from oil and gas wells.

Universities are creating scholarships and entrepreneurial opportunities to help the unemployed and underemployed gain footing in an ever-greening economy.

A bipartisan bill intended to improve college access and graduation rates would impose college-loan program penalties on institutions that perform poorly in these areas. In turn, schools that do enroll a significant number of low-income students would be eligible for up to $8 million over five years.

Weldon H. Latham is founder and chair of the Corporate Diversity Counseling Group and a member of the Higher Education Group of Jackson Lewis PC. He can be contacted at lathamw@jacksonlewis.com.

Universities welcome media coverage of college sports, groundbreaking research and alumni achievement—all of which generate recognition and revenues supporting their educational mission. Too often, however, racially charged events at universities have dominated those headlines.

Through Laserfiche ECM, Virginia university gains efficiency in processing application materials

Students applying to the University of Mary Washington in Fredericksburg, Virginia, traditionally would submit their required materials ... and wait. Admissions counselors would print the applications, supporting documents, labels and review sheets. Only after these papers were stuffed into manila folders were the counselors ready to notify a student that their application was received. Often, weeks would go by between the institution receiving the materials and the student being notified.

University of Wyoming President Laurie Nichols has met with the Northern Arapaho and Eastern Shoshone business councils to recruit students.

University of Wyoming President Laurie Nichols has been traveling to local Native American reservations in an effort to improve recruitment of these students.

The initiative started in her previous position as provost at South Dakota State University. Wyoming’s Native American population is 2.5 percent, while the university’s is less than 1 percent.

Nichols has met with both the Northern Arapaho and Eastern Shoshone business councils. Their tribal populations are growing, which means more prospective students in the coming years.

Students who arrive at college with a declared major don’t necessarily graduate in a timely manner, and taking the time to explore different academic routes doesn’t always add time to a student’s college career, according to recent research from EAB.

To help new students make the most educated choice, Georgia State University analyzes student performance to guide them in choosing a major that fits for their academic strengths and financial situation.

Looking the part: Students at Missouri University of Science & Technology need not venture off campus or even pay anything to find their first professional attire. After a résumé review in the career center, they can jaunt across the hall to the suit closet and emerge career-ready.

Raising awareness of traditional and newer career-preparation services, which thanks to technology can often be delivered remotely, is essential. Career centers are proving, too, that they can create innovative programming to entice participation. Here are several successful approaches worth adopting.

Various campus communities have different expectations of the career center. (Click to enlarge)

1. Encourage drop-ins.

During “career cafés” at Fairleigh Dickinson University’s Metropolitan campus in New Jersey, students can stop in for coffee and cookies, enjoy some music and chat with career counselors.

“With this generation, something pops into their head and they want to deal with it right then and there,” says Donna J. Robertson, university director of career development for the three-campus institution.

In an era in which every college or university expense must be scrutinized, tuition remission policy details may be worth analyzing. (Click to enlarge)

Almost 90 percent of colleges and universities offer tuition remission benefits to their employees and employees’ dependents. And with college tuition costs skyrocketing, that benefit has become increasingly sought-after—but expensive for the institution.

While many institutions that examine their tuition remission spending wind up reining in spending in this area, some schools are actually increasing the benefit to better recruit and retain top-notch talent.

Last year, leaders at the University of St. Thomas in St. Paul, Minnesota, increased the tuition benefit for employees’ spouses and children from 75 percent to full coverage. Employees themselves already received 100 percent remission.

Robert A. Walton is CEO of the National Association of College Stores

In the pursuit of streamlined processes and reduced risk, a significant question is often overlooked: Do you want a store that reflects the personality and values of your campus or do you want a cookie-cutter corporate showroom, focused on selling products and making a profit?

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