Category: Featured

  • First-year student (freshman) migration, 2022

    First-year student (freshman) migration, 2022

    A new approach to freshman migration, which is always a popular post on Higher Ed Data Stories.

    If you’re a regular reader, you can go right to the visualization and start interacting with it.  And I can’t stress enough: You need to use the controls and click away to get the most from these visualizations.

    If you’re new, this post focuses on one of the most interesting data elements in IPEDS: The geographic origins of first-year (freshman) students over time.  My data set includes institutions in the 50 states and DC.  It includes four-year public and four-year, private not-for-profits that participate in Title IV programs; and it includes traditional institutions using the Carnegie classification (Doctoral, Masters, Baccalaureate, and Special Focus Schools in business, engineering, and art/design.

    Data from other institutions is noisy and often unreliable, or (in the case of colleges in Puerto Rico, American Samoa, and other territories, often shows close to 100% of enrollment from that territory.)

    Instead of explaining how to interact with these views, I’ve put a text box on the view when appropriate.  You won’t break anything by clicking; I promise.

    If you use this in your business, I appreciate your support on Buy Me A Coffee to help with web hosting, software, computer, and labor costs.  If you are a parent or a high school counselor, just scroll right to the views. 

    Yes, there are some data problems in every report using IPEDS data, so don’t make any strategic decisions based on what you see here (I corrected Harvard’s 2012 glitch of not reporting anyone from California but 220 students from Arkansas instead, and I see Kenyon 2022 is funky.  I only report what’s in the data, folks.)

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  • Ten Higher Ed HR Stories That Defined 2023 – CUPA-HR

    Ten Higher Ed HR Stories That Defined 2023 – CUPA-HR

    by Julie Burrell | January 17, 2024

    Last year brought major changes to the higher education landscape. Turnover reached a peak, prompting more attention than ever to retention and recruitment, while looming policy changes in overtime pay and Title IX regulations further complicated long-term planning. And, though it may feel like unprecedented change is the new normal, timeless HR topics like onboarding and compensation strategy also captured readers’ attention in 2023.

    We’ve rounded up the CUPA-HR articles, resources and research that defined 2023 and will continue to shape your 2024. These are the most-viewed stories on our website as well as some resources you may have missed.

    Top Stories

    CUPA-HR members were understandably concerned about the impact of two issues — the retention crisis and the potential shake-up to overtime pay rules — on their campuses.

    1. The Higher Ed Employee Retention Crisis — And What to Do About It

    Key Takeaway: Turnover in higher ed reached a peak last year — the highest level since we started tracking it in 2017 — so it’s no surprise that talent management and recruitment was top of mind. This article marshals a wealth of insights from our members and the CUPA-HR research team to aid HR pros, including a blueprint for employee recognition, as well as strategies for rethinking compensation and flexible work.

    1. The CUPA-HR 2023 Higher Education Employee Retention Survey

    Key Takeaway: The data provided here help explain the record-high turnover. The report also digs into the factors that most impact retention, offering a model for understanding higher ed retention. Analyzing data from 4,782 higher ed employees — administrators, professionals and non-exempt staff, with faculty excluded — from 529 institutions, the survey found that more than half (56%) of employees are at least somewhat likely to search for a new job in the coming year. (Looking for an overview of report findings? Check out our press release.)

    1. Overtime and Title IX Final Rules Targeted for Early 2024 Release in Fall Regulatory Agenda

    Key Takeaway: Last year, the Department of Labor announced that they would target April 2024 for the release of a final rule to update the Fair Labor Standards Act’s overtime pay regulations. The rule seeks to substantially increase the minimum salary threshold required for white-collar professionals to maintain exempt status. To stay abreast of any updates, don’t forget to register for our Washington Update webinars and visit our FLSA overtime resources page.

    Relationships and Well-Being

    The demands on HR pros are at an all-time high. Last year, our members sought ways to care for themselves, their team and their campuses. Two of the most popular resources of 2023 addressed mental health and resolving interpersonal conflict.

    1. Managing Stress and Self-Care: “No” Is a Complete Sentence

    Key Takeaway: In this highly rated recorded webinar, Jennifer Parker, professional development and training manager of the Colorado Community College system, gives practical tools for minimizing stress and leads participants in creating a self-care plan.

    1. Ushering in the New Wave of Conflict Resolution: Tulane University’s Restorative Approach

    Key Takeaway: Learn how Tulane University’s Office of Human Resources and Institutional Equity launched a conflict resolution program, all while successfully managing the pivot to virtual offerings during the pandemic. One of the few university programs in the country to provide a restorative approach, Tulane’s program is a roadmap for fostering and maintaining campus relationships.

    Retention and Recruitment

    Our members offered real-world case studies of talent management and attraction in these feature articles in Higher Ed HR Magazine. They provide success stories and practical tips you can tailor to fit your needs.

    1. Modernizing Workplace Culture and the Employee Experience — Strategies for HR

    Key Takeaway: Workplace culture encompasses so much that it’s tricky to pin down. Jacob Lathrop, consultant to the vice president/CHRO at Michigan State University, defines workplace culture as the feeling employees are left with when they leave work. It’s how they describe their days to family or friends. Old ways of doing things may be harmful to employees’ well-being, while modernizing workplace culture might mean retaining and attracting talent. Lathrop’s tips include embracing flexibility and autonomy, evolving your paid-leave policies, and updating career exploration programs, among others.

    1. A Tale of Two Onboarding Programs: North Carolina State University and
    2. A Tale of Two Onboarding Programs: The University Of St. Francis

    Key Takeaway: A perennially popular topic, onboarding can look very different depending on the institution. In the first article, North Carolina State University’s onboarding manager Amy Grubbs tells the story of their efforts to create consistent new-hire experiences, get supervisors involved in the onboarding process, and bring a full-service Onboarding Center to life through strategic campus partnerships. (Check out Amy’s webinar too, which provides even more information on the Onboarding Center and strategic partnerships.) With more limited resources, Carol Sheetz, formerly of the small, private University of St. Francis, shares her solo effort to build USF’s onboarding program from scratch. This article contains her top tips and resources for other HR pros in the same situation.

    1. Investing in Employees During an Economic Downturn: How We Implemented Our Living Wage Strategy

    Key Takeaway: A decade ago, the Maricopa County Community College District committed to a $30,000 livable wage for its full-time employees, but employees found it challenging to keep up with inflationary pressures and the COVID-related economic downturn. Maricopa responded by raising the livable wage by 15.5 percent, from $14.42 to $16.65. This article explains how HR managed to implement this raise, while preventing additional pay compression and reduced employee morale. (The second phase of MCCCD’s plan, focusing on progressive pay practices, internal pay equity and market alignment, is explored here.)

    1. Recalibrating Employee Recognition in Higher Education

    Key Takeaway: “Most of us continue churning out the same recognition programs — many decades old — often without questioning their value, validating their impact or reviewing for bias,” says author Sharri Margraves, the executive director of organization and professional development for Michigan State University’s human resources. She surveyed 65 higher education institutions to find out how they formally and informally recognize employees. This article not only presents these findings, but also suggests ways to redesign your own recognition program, including a self-audit tool to assess your strengths and weaknesses.



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  • How To Stop Multitasking And Get More Done

    How To Stop Multitasking And Get More Done



    Time Blocking: How To Stop Multitasking And Get More Done





















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  • PeopleAdmin A PowerSchool Company

    PeopleAdmin A PowerSchool Company

    Why PeopleAdmin? Hear from David Cullen at the Community College of Philadelphia

    David Cullen, Talent Acquisition Specialist at the Community College of Philadelphia, spoke recently to the PeopleAdmin team about how he leverages PeopleAdmin. David highlighted the customizability, time-saving features, and wide range of integrations as some of his favorite aspects of the tool. Hear more from David below!

     

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  • What It Is & What Your Scores Tell You

    What It Is & What Your Scores Tell You



    A Guide To The GRE: What It Is & What Your Scores Tell You





















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  • Tuition and Fees at Flagship and Land Grant Universities over time

    Tuition and Fees at Flagship and Land Grant Universities over time

    If you believe you can extract strategy from prior activities, I have something for you to try to make sense of here.  This is a long compilation of tuition and fees at America’s Flagship and Land Grant institutions.  If you are not quite sure about the distinction between those two types of institutions, you might want to read this first.  TLDR: Land Grants were created by an act of congress, and for this purpose, flagships are whoever I say they are.  There doesn’t seem to be a clear definition.  

    Further, for this visualization, I’ve only selected the first group of Land Grants, funded by the Morrill Act of 1862.  They tend to be the arch rival of the Flagship, unless, of course, they’re the same institution.

    Anyway, today I’m looking at tuition, something you’d think would be pretty simple.  But there are at least four ways to measure this: Tuition, of course, but also tuition and required fees, and both are different for residents and nonresidents.  Additionally, you can use those variables to create all sorts of interesting variables, like the gap between residents and nonresidents, the ratio of that gap to resident tuition, or even several ways to look at the role “required fees” change the tuition equation.  All would be–in a perfect world–driven by strategy.  I’m not sure I’d agree that such is the case.

    Take a look and see if you agree.

    There are five views here, each getting a little more complex.  I know people are afraid to interact with these visualizations, but I promise you can’t break anything.  So click away.

    The first view (using the tabs across the top) compares state resident full-time, first-time, undergraduate tuition and required fees (yellow) to those for nonresidents (red bar). The black line shows the gap ratio.  For instance, if resident tuition is $10,000 and nonresident tuition is $30,000, the gap is $20,000, and that is 2x the resident rate.  The view defaults to the University of Michigan, but don’t cheat yourself: Us the filter at top left to pick any other school. If you’ve read this blog before, you know why Penn State is showing strange data.  It’s not you, it’s IPEDS, so don’t ask.)

    The second tab shows four data points explicitly, and more implicitly.  This view starts with the University of Montana, but the control lets you change that.  On top is resident tuition (purple) and resident tuition and fees (yellow). Notice how the gap between the two varies, suggesting the role of fees in the total cost of attendance.  The bottom shows those figures for nonresidents.

    The third view looks a little crazy. Choose a value to display at top left, and the visualization will rank all 77 institutions from highest to lowest.  Use the control at top right to highlight an institution to put it in a national context.  Hover over the dots for details in a popup box.  If you want to look at a smaller set of institutions, you can do that, too, using the filters right above the chart.  The fourth view is the exact same, but shows the actual values, rather than the rank.  As always, hover for details.

    Finally, the fifth view is a custom scatter plot: Choose the variable you want on the x-axis and the variable to plot it against on the y-axis.  Then use the filters to limit the included institutions. As always, let me know what you find that’s interesting.

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  • Bridging 2023 and 2024: Key U.S. Immigration Updates From December – CUPA-HR

    Bridging 2023 and 2024: Key U.S. Immigration Updates From December – CUPA-HR

    by CUPA-HR | January 11, 2024

    December was a busy month for immigration-related developments, with several important updates that have implications for the higher education sector. In this post, we provide highlights of the actions that took place last month.

    CUPA-HR Joins Comments to DHS on H-1B Modernization NPRM

    On December 22, 2023, CUPA-HR and 19 other higher education associations joined comments led by the American Council on Education (ACE) in response to the Department of Homeland Security’s (DHS) H-1B Modernization Proposal. Additionally, CUPA-HR joined 73 organizations from the higher education, state and local economic development, business, science, and policy sectors to submit a comment in response to the H-1B Notice of Proposed Rulemaking’s (NPRM) proposed definition for specialty occupations.

    The ACE-led letter expresses support for several of the proposed changes. These include the change to a beneficiary-centric lottery system, codifying DHS policy of deference to prior adjudications of Form I-129 petitions, clarifying the term “normally” in specialty occupation criteria, and implementing an automatic extension for CAP-GAP. (CAP-GAP is the time between the official end-date of an F-1 student visa and the start date of the H-1B visa). However, the letter also expresses concerns about proposed changes to the definition of a “specialty occupation” and “specific specialty requirement” in the H-1B visa program. The concerns highlight the potential limitation on the ability to attract diverse candidates for faculty positions and the narrowing pipeline for growth in high-technology fields, which could deter foreign students and hinder research and innovation in the United States. The letter calls for a reconsideration of these proposed changes to ensure that H-1B visa regulations align with the evolving dynamics of professional education and the modern workforce.

    In the multi-sector comment letter, CUPA-HR joined voices to address concerns over the H-1B NPRM’s proposed redefinition of “specialty occupations.” This diverse coalition raised issues about the potential negative impacts of these changes on interdisciplinary hiring, particularly in emerging science and technology fields. They argued that the new requirements, like the need for a degree to be “directly related” to job duties, could limit U.S. competitiveness in global innovation and create challenges for employers.

    Now that the comment period has concluded, the DHS will begin the process of reviewing the feedback received. As the department moves toward finalizing the proposals within this rulemaking, they may issue one or more final rules, depending on the availability of agency resources. CUPA-HR will continue to closely monitor these developments and keep its members informed of all significant updates and outcomes.

    State Department Announces Extension and Expansion of the Nonimmigrant Visa Interview Waiver Program

    On December 21, 2023, the Department of State (DOS) determined that, in consultation with DHS, certain categories of interview waivers are in the national interest. As a result, consular officers will continue to have the authority and discretion to waive an in-person interview for certain categories of nonimmigrant visa cases, with some changes made by DOS.

    This update includes the following key changes.

    • First-time H-2 Visa Applicants: Temporary agricultural and non-agricultural workers applying for H-2 visas are now eligible for an interview waiver.
    • Extended Eligibility for Other Visa Applicants: The waiver also applies to applicants for any nonimmigrant visa classification who have previously been issued a visa other than a B visa and are reapplying within 48 months of their last visa’s expiration.
    • Renewal Policy Unchanged: Applicants renewing their nonimmigrant visa in the same classification within 48 months of the prior visa’s expiration date continue to be eligible for the interview waiver.

    The department’s previous interview waiver eligibility criteria were set to expire on December 31, 2023. Not only has the program been extended as of January 1, but it now also includes more nonimmigrant categories. Notably, the current guidance is intended to remain in place indefinitely, as no expiration date has been specified.

    DOL Issues Request for Information on PERM Schedule A Revisions

    On December 21, 2023, in alignment with President Biden’s Executive Order 14110 on Artificial Intelligence, the Department of Labor’s (DOL) Employment and Training Administration (ETA) issued a Request for Information (RFI) that aims to gather public feedback on potential updates to Schedule A job classifications that exempt certain roles from the standard labor certification requirements. Specifically, the DOL is exploring the inclusion of AI, other STEM-related occupations, and additional fields where there is a notable shortage of qualified U.S. workers.

    According to the Immigration and Nationality Act’s labor certification provisions, employers are obligated to demonstrate that there are insufficient U.S. workers available and that hiring foreign nationals will not adversely affect the wages and working conditions of similar U.S. roles. This process is managed through the Program Electronic Review Management (PERM) system by the ETA. Employers seeking labor certification for prospective permanent immigrant workers must navigate a complex and time-consuming process, often extending the immigration timeline.

    Schedule A, established by the DOL in the mid-1960s, pre-certifies occupations experiencing national labor shortages, thereby waiving the labor certification requirement for these roles. Currently, Schedule A is divided into two groups: Group I comprises physical therapists and professional nurses, and Group II includes occupations that require exceptional ability in the sciences, arts, or performing arts. With this RFI, the DOL aims to critically examine and potentially broaden Schedule A’s scope, a move that could accelerate the hiring of essential foreign talent by aligning with evolving labor market demands and streamlining the employment authorization process.

    Key areas where the department seeks input include the following.

    1. Identifying Labor Shortages in STEM: The department invites suggestions on the most appropriate data sources and methods to ascertain whether there are labor shortages in STEM occupations. They are interested in understanding if Schedule A should be utilized to mitigate these shortages and how to develop a reliable, objective, and transparent method to identify STEM occupations facing labor shortages.
    2. Scope of STEM Occupations: There’s a need for input on whether the examination of STEM occupations should be limited to those outlined in the Occupational Employment and Wage Statistics and recent Bureau of Labor Statistics publications, or whether it should be broadened to include additional occupations, particularly those covering Skilled Technical Work occupations.
    3. Inclusion of Non-STEM Occupations: The department is also open to suggestions on whether non-STEM occupations facing worker shortages should be added to Schedule A. Input is sought on how to determine such shortages and ensure that the employment of foreign workers in these roles does not negatively impact U.S. workers.

    Comments in response to the RFI are due on February 20, 2024.

    U.S. Department of State Announces Pilot Program for Domestic Renewal of H-1B Visas

    On December 21, 2023, DOS announced a pilot program to resume domestic visa renewal for H-1B nonimmigrant visa applicants who meet certain requirements. It offers eligible H-1B visa holders the chance to renew their visas within the U.S., bypassing the need for an in-person interview at a consulate or embassy. DOS will start accepting online applications for the H-1B visa renewal pilot program on January 29, 2024.

    Eligibility for the U.S. Department of State’s H-1B visa renewal pilot program is defined by a set of specific criteria:

    • Visa Classification and Issuance: The program is strictly for those looking to renew an H-1B visa. Eligible visas must have been issued by Mission Canada (from January 1, 2020, to April 1, 2023) or Mission India (from February 1, 2021, to September 30, 2021).
    • Fee and Interview Requirements: Applicants should not be subject to a nonimmigrant visa issuance fee, often referred to as a “reciprocity fee,” and must be eligible for a waiver of the in-person interview.
    • Biometric and Visa Status: Participants must have previously submitted ten fingerprints for a visa application, and their prior visa should not include a “clearance received” annotation. Additionally, they must not have any visa ineligibilities requiring a waiver.
    • Petition and Status Maintenance: It’s essential that applicants have an approved, unexpired H-1B petition, are currently maintaining H-1B status in the U.S., and their period of authorized admission in this status has not expired.
    • Travel and Reentry Intent: Applicants must have been last admitted to the U.S. in H-1B status and intend to reenter the U.S. in the same status after temporary travel abroad.

    Background and Objectives. The pilot is a response to the discontinuation of domestic non-diplomatic visa renewals in 2004 due to the requirement for biometric identifiers. With advancements in technology, the DOS is now looking to assess its capacity to handle domestic renewals and reduce global visa application backlogs. This pilot is particularly aimed at alleviating uncertainties for U.S. companies employing temporary H-1B workers.

    Application Process:

    • Application Portal: U.S. Visa Employment Domestic Renewal.
    • Slot Allocation: Approximately 4,000 slots will be available weekly, split between applicants with visas issued by Mission Canada and Mission India.
    • Application Dates: January 29, February 5, 12, 19, and 26. The portal will close temporarily once weekly caps are reached.
    • Application Window: The program will close on April 1, 2024, or when all slots are filled, whichever is earlier.

    Currently, the program excludes categories like H-4 visas. The DOS plans to extend the program to more visa types in the future, but for now, it’s limited to H-1B principal applicants meeting the specified criteria.



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  • PeopleAdmin A PowerSchool Company

    PeopleAdmin A PowerSchool Company

    It’s time to start leveraging data to improve your recruitment strategy.

    In today’s competitive higher education landscape, attracting and retaining top talent is more challenging than ever. Fortunately, data can be a powerful tool to inform and improve your recruitment strategy. By leveraging data analytics, HR professionals in higher education can make more informed decisions, target the right candidates, and ultimately, enhance the quality of their hires. In this blog post, we will explore how data can be used to refine recruitment strategies in the higher education sector.

    The Power of Data in Recruitment

    Data analytics can provide valuable insights into the effectiveness of your recruitment efforts. By analyzing metrics such as candidate sources, application-to-hire ratios, and time-to-fill, HR professionals can identify which channels and methods are most successful in attracting qualified candidates. This information can help in allocating resources more effectively and focusing on the most productive recruitment strategies.

    By analyzing metrics such as candidate sources, application-to-hire ratios, and time-to-fill, HR professionals can identify which channels and methods are most successful in attracting qualified candidates.Utilizing Predictive Analytics

    Predictive analytics can be particularly valuable in higher education recruitment. By analyzing historical data on successful hires, predictive models can be used to identify the characteristics and qualifications that are most likely to lead to a successful hire. This can help in creating more targeted job descriptions, screening criteria, and interview questions, leading to a more efficient and effective recruitment process.

    Enhancing Diversity and Inclusion

    Data can also play a crucial role in promoting diversity and inclusion in recruitment. By tracking and analyzing demographic data throughout the recruitment process, HR professionals can identify potential biases and disparities. This information can be used to implement targeted strategies to attract a more diverse pool of candidates and ensure a fair and inclusive recruitment process.

    Leveraging Technology

    In the digital age, there is no shortage of tools and technologies to help HR professionals collect and analyze recruitment data. Applicant tracking systems, job board analytics, and candidate relationship management platforms are just a few examples of the technologies that can provide valuable data insights. By leveraging these tools, HR professionals can make more data-driven decisions and continuously refine their recruitment strategies.

    Final Thoughts

    In conclusion, data can be a game-changer in the higher education recruitment landscape. By harnessing the power of data analytics and predictive models, HR professionals can make more informed, efficient, and inclusive recruitment decisions. As the competition for top talent continues to intensify, those who embrace data-driven recruitment strategies will be best positioned to attract and retain the best and brightest in their fields.

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  • Department of Labor Issues Independent Contractor Final Rule – CUPA-HR

    Department of Labor Issues Independent Contractor Final Rule – CUPA-HR

    by CUPA-HR | January 11, 2024

    On January 10, the Department of Labor’s (DOL) Wage and Hour Division (WHD) published the highly anticipated rule modifying the test for determining whether a worker is an employee or independent contractor under the Fair Labor Standards Act (FLSA). The final rule rescinds the current “core factors” method for determining independent contractor status under the FLSA and implements a return to a “totality-of-the-circumstance analysis.”

    Under the final rule, the method of determining worker classification will use a totality-of-the-circumstance analysis of multiple factors in an economic reality test, including the following six factors.

    • The extent to which the work is integral to the employer’s business.
    • The worker’s opportunity for profit or loss depending on managerial skill.
    • The investments made by the worker and the employer.
    • The worker’s use of skill and initiative.
    • The permanency of the work relationship.
    • The degree of control exercised or retained by the employer.

    Under the final rule, any particular factor could be determinative in establishing a worker’s classification, and additional undefined factors may be relevant in the analysis as well. The final rule is therefore a significant departure from the previous rule finalized in 2021, under which two core factors primarily guided worker classification determinations.

    The WHD has established March 11, 2024, as the effective date of this new rule, meaning institutions will need to be in compliance by then. The rule is likely to be challenged in federal court by business groups, and legislators in the U.S. House of Representatives and Senate have indicated they will introduce resolutions of disapproval under the Congressional Review Act in an attempt to nullify the final regulation. CUPA-HR will keep members apprised of any new updates as it relates to the status of this final rule.



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  • 5 Proven Strategies for Debt-Free Success

    5 Proven Strategies for Debt-Free Success



    How to Pay for College: 5 Proven Strategies for Debt-Free Success





















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