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  • Taking Steps Toward Equity on Juneteenth – CUPA-HR

    Taking Steps Toward Equity on Juneteenth – CUPA-HR

    by Julie Burrell | June 18, 2024

    Juneteenth commemorates the end of slavery in the United States and is now recognized as a federal holiday — Juneteenth National Independence Day. Observing Juneteenth’s historical significance is a meaningful step in understanding American history. But for its history to mean something in our present moment, its lessons must be translated into tangible action. CUPA-HR offers the following resources, tools and research data to help confront and change racial inequities in the higher ed workforce.

    Racial Composition and Compensation  

    Lingering historical inequities remain in higher ed’s current-day compensation, hiring and promotion practices. Juneteenth is a reminder that we need urgent solutions to these persistent inequities. Here’s a snapshot of the composition and pay for people of color in the higher ed workforce:

    • Progress in both representation and pay has been sluggish for people of color, according to our data on administrators, faculty, professionals and staff collected in CUPA-HR’s signature surveys. Our interactive graphics track gender and racial composition as well as pay of administrators, faculty, professional and staff roles. (Read the executive summary.)
    • Women of color have consistently been paid inequitably, with Black women paid 76 cents on the dollar in our most recent data.

    CUPA-HR research also digs down into sectors of the higher ed workforce in terms of composition and pay. Recent research reports include:

    • The Higher Education Financial Aid Workforce: Pay, Representation, Pay Equity, and Retention (read now)
    • Representation and Pay Equity in Higher Education Faculty: A Review and Call to Action (read now)
    • Higher Ed Administrators: Trends in Diversity and Pay Equity From 2002 to 2022 (read now)
    • The Higher Ed Admissions Workforce: Pay, Diversity, Equity, and Years in Position (read now)

    Fostering Inclusion

    Long-term solutions to a more representative and equitably compensated workforce include adopting inclusive hiring and retention strategies, analyzing and auditing both compensation and promotion practices, and enacting policies that support your employees’ well-being. In these resources, we offer best practices and data-driven recommendations for a more equitable future.



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  • Congress Introduces Legislation on Employee Classification of Student-Athletes – CUPA-HR

    Congress Introduces Legislation on Employee Classification of Student-Athletes – CUPA-HR

    by CUPA-HR | June 18, 2024

    On June 13, the House Education and Workforce Committee voted to advance H.R. 8534, the Protecting Student Athletes’ Economic Freedom Act. The bill would prohibit student-athletes from being classified as employees under federal and state labor laws and regulations due to their participation in intercollegiate athletics.

    The bill was introduced on May 23 by Rep. Bob Good (R-VA) and 10 House Republicans. If enacted, the bill would prohibit student-athletes from being classified as employees at institutions of higher education, athletic conferences or athletic associations (such as the NCAA). In effect, the legislation would prohibit student-athletes from being classified as employees under federal labor laws, such as the Fair Labor Standards Act (FLSA) and National Labor Relations Act (NLRA), as well as state laws and regulations determining employment classification.

    Throughout the Biden administration’s first term, the National Labor Relations Board (NLRB) has issued significant guidance and decisions with respect to the classification of student-athletes as employees. In September 2021, the NLRB’s general counsel issued a memorandum asserting the agency’s position that student-athletes are considered employees under the NLRA. The memorandum was followed by an NLRB complaint filed against the University of Southern California, the Pac-12 Conference and the NCAA for allegedly misclassifying USC’s men’s football and men’s and women’s basketball players as student-athletes rather than employees. Additionally, in March 2024, the Dartmouth College men’s basketball team voted in favor of joining the Service Employees International Union, after a regional NLRB director determined that players on the team are employees under the NLRA using the board’s general counsel memorandum.

    The bill passed out of committee by a partisan vote of 23-16, only gaining support from Republicans on the committee. The bill now awaits a full House vote, where Republicans can pass the bill with a simple majority. The fate of the bill is more uncertain in the Senate, as it is unlikely that it will gain enough support from Democrats to bypass the 60-vote filibuster. CUPA-HR will keep members apprised of any updates relating to this bill and employee classification of student-athletes generally.



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  • As Effective Date for Biden FLSA Overtime Rule Nears, Opposition Mounts – CUPA-HR

    As Effective Date for Biden FLSA Overtime Rule Nears, Opposition Mounts – CUPA-HR

    by CUPA-HR | June 18, 2024

    On July 1, the first phase of the U.S. Department of Labor (DOL)’s new overtime rule goes into effect. The initial phase of the rule will require employers to pay most white-collar employees a salary of at least $43,888. If employers fail to do so, those employees will be entitled to overtime pay under federal law. As the rule’s effective date approaches, opposition has mounted, with plaintiffs filing three lawsuits challenging the rule, including one filed by the state of Texas requesting that the court delay the July 1 effective date. Additionally, several Republican members of the U.S. House and Senate have introduced a Congressional Review Act (CRA) resolution aimed at blocking the rule.

    Background

    On April 23, 2024, DOL issued a final rule to amend the Fair Labor Standards Act (FLSA) overtime regulations. The FLSA requires employers to pay employees at least the minimum wage (currently $7.25) for each hour worked and 1.5 times the employee’s regular rate of pay for any hours worked over 40 in one week. However, the FLSA contains various exemptions to these overtime pay requirements, including one for white-collar employees. White-collar employees are considered “exempt” if they satisfy a three-part test: (1) the employee must be paid on a salary basis (that is, paid the same amount each week regardless of hours worked), (2) the employee’s salary must meet a minimum threshold (currently $35,568) established by DOL, and (3) the employee’s primary duties must be consistent with being an executive, administrative or professional employee. The final rule will increase the minimum salary threshold from $35,568 to $43,888 on July 1, 2024, and then to $58,656 on January 1, 2025. Thereafter, the rule requires automatic increases to the threshold every three years based on a set formula.

    Lawsuits

    On May 23, a group of 13 local and national associations and Texas businesses filed the first lawsuit in federal court in Texas challenging DOL’s rule. The suit claims that the salary threshold that goes into effect on January 1, 2025, is so high it will result in more than 4 million individuals being denied exempt status, even though these individuals could be reasonably classified as exempt based on their duties, and in doing so, the rule violates both the statutory language of the FLSA and prior court decisions. The suit also challenges the automatic updates.

    On June 3, two additional lawsuits challenging the overtime final rule were filed by a software company in Texas, as well as the state of Texas itself. In both lawsuits, the plaintiffs make arguments similar to those in the lawsuit filed in May, stating that DOL lacks authority to implement the changes provided in the final rule. The state of Texas also filed a motion for a temporary restraining order (TRO) that seeks to block the final rule from going into effect on July 1.

    While it may take the courts several months to issue decisions on the validity of the rule, the judge could decide whether to grant the state of Texas’s motion for a TRO before the July 1 effective date. The TRO would block the rule from going into effect until the court decides whether or not the rule is valid. More updates will be provided via CUPA-HR Washington Insider Alert emails as decisions are released.

    Congressional Review Act Resolution

    On June 3, Rep. Tim Walberg (R-MI) and Sen. Mike Braun (R-IN) introduced CRA resolutions in the House and Senate to block the overtime final rule from going into effect. Unlike traditional legislation, CRAs require only a simple majority in both chambers to pass (as compared to the usual 60-vote threshold to bypass a filibuster needed in the Senate).

    Though House Republicans have the majority, it is unclear if and when the CRA will be brought to the floor for a vote, given the minimal concern with the July 1 effective date from the business community. In the Democrat-controlled Senate, the path for a floor vote seems even more uncertain as Senate Democrats do not appear to support the efforts to overturn the final rule. As such, it seems unlikely that Congress will pass the CRA to overturn the final rule this session.

    CUPA-HR continues to monitor for and keep members apprised of any major updates relating to the FLSA overtime regulations.



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  • Federal Judges Block Title IX Rule in 10 States – CUPA-HR

    Federal Judges Block Title IX Rule in 10 States – CUPA-HR

    by CUPA-HR | June 17, 2024

    Updates:
    On June 17, a federal judge in the Eastern District Court of Kentucky issued a second preliminary injunction against the Title IX rule, blocking the final rule from taking effect on August 1 in Virginia, Kentucky, Tennessee, Indiana, Ohio and West Virginia.

    On June 24, the Biden administration filed a notice of appeal for the preliminary injunction granted in the Western District Court of Louisiana to block the Title IX final rule from going into effect on August 1, 2024. The appeal will be filed in the 5th U.S. Circuit Court of Appeals. The preliminary injunction remains in effect until the 5th Circuit Court issues a decision. CUPA-HR will keep members apprised of any updates on this appeal as well as the status of the second preliminary injunction granted in the Eastern District Court of Kentucky.

    On July 2, a federal judge in the U.S. District Court of Kansas issued a third preliminary injunction to block the Biden administration’s Title IX rule from taking effect on August 1. The preliminary injunction applies to four states: Alaska, Kansas, Utah and Wyoming. The preliminary injunction also applies to schools where members of the Young America’s Foundation, Female Athletes United, and Moms for Liberty attend, even if the state in which the school is located is not challenging the rule or is not included in another preliminary injunction. The Title IX rule is now blocked from being enforced beginning on August 1 in a total of 14 states, as well as over 360 institutions in 24 states, Washington D.C., and Puerto Rico that are not suing the Biden administration over the Title IX rule.

    On July 11, Republicans in the U.S. House of Representatives passed a Congressional Review Act resolution to block the Department of Education from implementing and enforcing its Title IX final rule. The vote is largely symbolic as the Democrat-controlled Senate is unlikely to take up the measure and President Biden would veto the resolution if it ended up on his desk.

    On July 11, a federal judge in the Northern District Court of Texas granted a fourth preliminary injunction to block the Title IX final rule from taking effect on August 1 in the state of Texas. The Title IX final rule is now blocked from taking effect in 15 states.

    On July 24, a federal judge from the Eastern District Court of Missouri issued another preliminary injunction to block the Title IX rule from taking effect in six more states. The states included in this decision were Arkansas, Missouri, Iowa, Nebraska, North Dakota, and South Dakota. The Title IX final rule is now blocked from taking effect on August 1 in a total of 21 states.

    On July 31, a federal judge in the Western District Court of Oklahoma granted a preliminary injunction to block the Title IX final rule from taking effect on August 1. Additionally, the 11th U.S. Circuit Court of Appeals granted a preliminary injunction in Alabama, Florida, Georgia, and South Carolina, overturning a lower court’s previous decision to deny the preliminary injunction in those states. There are 26 states in which the Title IX rule is now blocked from taking effect on August 1.


    On June 13, a federal judge in the Western District Court of Louisiana issued a preliminary injunction on the Department of Education (ED)’s recent Title IX final rule. The order blocks the final rule from taking effect on August 1 in Louisiana, Mississippi, Montana and Idaho until a final decision has been issued by the judge on a lawsuit challenging the validity of the final rule.

    ED’s Final Rule and Subsequent Lawsuits

    In April, ED released its highly anticipated final rule to amend the Title IX regulations. Notably, the final rule expands protections against sex-based discrimination to cover sexual orientation, gender identity, and pregnancy or related conditions. Soon after it was published, several lawsuits were filed by states and advocacy groups challenging ED’s decision to expand Title IX protections to include gender identity and sexual orientation. 

    Judge’s Order

    In the order to grant a preliminary injunction, the federal judge asserted that the Title IX rulemaking is “contrary to law” and “exceeds statutory authority,” especially with the expanded protections for transgender students. Specifically, the judge explained that Congress intended to protect biological women from discrimination when enacting Title IX, and that “enacting the changes in the final rule would subvert the original purpose of Title IX.”

    As a result, ED is blocked from enforcing the final rule in the four states listed in the order, and the final rule will not take effect on August 1 in those four states until further orders are issued by the court.* The judge will now consider the lawsuit challenging the final rule and decide to either uphold or strike down the rule. A final decision may take months or a year or more to be released, as any decision is likely to be appealed to a higher court. In the meantime, CUPA-HR encourages HR leaders in the states impacted by this preliminary to work with their institution’s general counsel on best practices for navigating Title IX compliance.

    CUPA-HR will keep members apprised of additional updates on the legal challenges against the Title IX final rule.


    * Over two dozen states have joined lawsuits challenging the Title IX final rule. Though the order in this blog post applies only to Louisiana, Mississippi, Montana and Idaho, decisions for the additional lawsuits could result in similar injunctions for other states.



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  • HR and the Courts — June 2024 – CUPA-HR

    HR and the Courts — June 2024 – CUPA-HR

    by CUPA-HR | June 12, 2024

    Each month, CUPA-HR General Counsel Ira Shepard provides an overview of several labor and employment law cases and regulatory actions with implications for the higher ed workplace. Here’s the latest from Ira.

    Judge Halts Academic Workers’ Strike at Several University of California Campuses

    The University of California has taken legal action against United Auto Workers Local 4811, which represents some 48,000 academic workers and graduate students across UC’s multiple campuses. The lawsuit requested an injunction to end the rolling strike at six campuses, which the university contended is in violation of the applicable no-strike contractual provisions. The judge granted the university’s request for a temporary restraining order on June 7, 2024. The order will halt the strike until the judge conducts a hearing over whether to grant a permanent injunction enforcing the no-strike provisions of the applicable labor contract (Regents of the University of California v. UAW Local 4811 (Cal Sup Court, No. 30-2024-01403666-CU-MC-CXC, 6/7/24)).

    This case followed the university’s complaint to the California Public Employment Relations Board alleging that the union had violated the applicable no-strike provisions. The board filed a complaint against the union, arguing it failed to give the university “adequate advance notice” and “failed and refused to meet and confer in good faith,” but declined the university’s request to seek a court order halting the strike.

    Following its exhaustion of all remedies at the state board, the university filed its own state court complaint, seeking to end the strike. The complaint accused picketers of blocking entrances to university property, including hospitals, and illegally occupying buildings. The university argued that the breach of contract endangers lifesaving research at hundreds of laboratories across many campuses. The UAW claimed that the no-strike clause is inapplicable because the university violated state law by calling in police to break up pro-Palestinian encampments on several campuses and allegedly changed workplace rules in response to the protests. The proceedings will continue with a full hearing over whether to convert the restraining order into a permanent injunction further barring the strike activity.

    University of Florida Recruit Sues Over Claimed $13.85 Million NIL Deal — NCAA Proposes Settlement of NIL Class Action

    A former football recruit has sued the University of Florida’s football coach and boosters, alleging they recruited him with the promise of $13.85 million in name, image and likeness payments and then reneged. The complaint, filed in federal district court in Florida, alleges fraud, tortious interference and other claims. The plaintiff alleges that, after the NIL offer, he rejected other lucrative offers only to have the Florida offer “decrease drastically” (Rashada v. Hathcock (N.D. Fla., 3:24-cv-00219, complaint 5/21/24)).

    The plaintiff alleges that, as a 19-year-old college-bound athlete, he was persuaded by a network of university officials and donors to flip on his commitment to the University of Miami, but they never came through on the NIL promises. After the deal never materialized, the plaintiff went to the University of Arizona instead and ultimately transferred to the University of Georgia.

    Separately, the NCAA and the Power Five conferences have proposed a nearly $2.8 billion settlement of the class action claim against them relating to their former ban on NIL payments to student-athletes. If the settlement is approved, the NCAA also agrees that it would no longer attempt to regulate NIL payments, which would be solely up to each college and university to determine and administer (In Re College Athlete NIL Litigation (N.D. Cal., No., 4:20-cv-03919)).

    Court of Appeals to Review Whether Discharge for Refusal to Take Anti-Discrimination Training Is Itself Discriminatory

    The 7th U.S. Circuit Court of Appeals (covering Illinois, Indiana and Wisconsin) will decide whether to affirm a federal trial court’s dismissal of a discrimination claim brought by a White employee. The employee claimed he was discharged in violation of federal and state anti-discrimination laws for his refusal to take the employer’s mandatory anti-discrimination training, which he claimed was discriminatory. The plaintiff claimed the training was inherently biased against White employees, after admitting he had no knowledge of the contents of the training (Vavra v. Honeywell International Inc. (Case No. 23-02823, oral arg sched 5/21/24)).

    The trial court concluded that the plaintiff’s internal emails to the company’s president, which accused the company of “race baiting,” were protected communications. The court further concluded that the plaintiff was not terminated for the communications, but rather because of his refusal to take mandatory anti-discrimination training that was not itself discriminatory. The employer’s diversity, equity and inclusion and law departments had properly vetted the training and concluded it was intended to foster an inclusive work environment.

    U.S. Supreme Court Rejects White Professor’s Claims of Race and Sex Discrimination Filed Against HBCU

    The Supreme Court turned down a request for certiorari and declined to hear a White law school professor’s claim that the 5th U.S. Circuit Court of Appeals had erroneously dismissed her claim of race and sex discrimination and retaliation under Title VII and the Equal Pay Act. The law professor had claimed that the appeals court erroneously dismissed her claims that she and other female professors were treated poorly in violation of Title VII and the Equal Pay Act and that she was forced to resign from Texas Southern University, a historically Black institution. The court denied the professor’s two petitions for it to hear her case without issuing an opinion (Sacks v. Texas Southern University (Case Nos. 23-891 & 23-1031, Cert denied 5/13/24)).

    The plaintiff asked the Supreme Court to adopt a “totality of circumstances” standard in determining whether her claims of years of “alleged” harassment and continuing violations justified her conclusion that she felt compelled to resign. The plaintiff also complained that the lower court had denied her the right to receive female wage data while requiring her to identify male comparators to make her Equal Pay Act claims. The Supreme Court denied the professor’s request to be heard in the absence of a response from the university, which had waived its right to respond to the professor’s petitions.

    In Employment Law Matter, U.S. Supreme Court Rules Federal Courts Can No Longer Dismiss Federal Lawsuits Subject to Mandatory Arbitration

    The U.S. Supreme Court resolved a split among federal appellate courts on whether, under the Federal Arbitration Act, federal trial courts can dismiss rather than stay a lawsuit that is covered by the terms of a mandatory arbitration agreement pending the outcome of arbitration. The 1st, 5th, 8th and 9th U.S. Circuit Courts of Appeals have previously allowed dismissal while the 2nd, 3rd, 6th, 7th, 10th and 11th have ruled that the case must be stayed pending the outcome of the arbitration.

    The case involved a group of drivers who claimed they were misclassified as independent contractors rather than employees entitled to minimum wage, overtime and paid sick leave under federal and state laws. Both sides agreed that the dispute was subject to a mandatory arbitration agreement. The 9th Circuit ruled the case should be dismissed. The Supreme Court reversed, concluding that the specific provisions of the Federal Arbitration Act require the courts to stay the action while it is referred to arbitration, pending the outcome of the arbitration (Smith v. Spizzirri (US No, 22-1218, 5/16/24)).

    Texas Sues EEOC Over Guidance Protecting LGBTQIA+ Employees From Sex Harassment Relating to Their Choice of Pronouns and Bathrooms Consistent With Gender Identity

    The Texas attorney general has filed suit in federal court seeking to block enforcement of the Equal Employment Opportunity Commission’s recent guidance aimed at shielding LGBTQIA+ employees who seek to use pronouns and bathrooms consistent with their gender identity. The Texas suit alleges that the most recent EEOC guidance goes beyond the statutory limits of Title VII just as the prior EEOC workplace guidance, which was vacated in Texas federal court, did (The State of Texas v. EEOC (N/D. Tex., 2:21-CV-194-Z, Complaint, filed 5/21/24)).

    Separately, a coalition of 18 Republican attorneys general have also filed suit, seeking to block this EEOC guidance and alleging the same legal overreach by the EEOC.



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  • Top Hat Announces the 2024 Shannen’s Dream Scholarship Recipients

    Top Hat Announces the 2024 Shannen’s Dream Scholarship Recipients

    TORONTO – June 7, 2024 – Top Hat, the leader in student engagement solutions for higher education, is proud to announce that four exceptional First Nations students have been awarded this year’s Shannen’s Dream Scholarship. Launched in 2022 by the First Nations Child & Family Caring Society with the support of Top Hat and the Collure Family of Richmond Hill, ON, each recipient will receive $10,000 to support their pursuit of a post-secondary education. 

    “We are truly inspired by this year’s Shannen’s Dream Scholarship recipients, both in terms of their academic achievements and as volunteers and agents of change within their communities,” said Maggie Leen, CEO of Top Hat. “As future leaders, doctors, scientists, and educators, they exemplify what’s possible when dedicated individuals have access to the benefits of higher education.”

    The Scholarship is named in honor of Shannen Koostachin, a courageous young leader from Attawapiskat First Nation who inspired a national movement to establish safe and comfortable schools for First Nations students. What makes the Shannen’s Dream Scholarship particularly special is the ‘pay-it-forward’ component, which requires recipients to make a measurable contribution to the Shannen’s Dream campaign or related First Nations initiative. 

    “Our scholarship recipients are honoring Shannen’s legacy through their leadership, their community contributions and their academic achievements,” said Cindy Blackstock, Executive Director of the Caring Society. “We are grateful to Top Hat and the Collure Family for their support and for sharing our conviction that a more equitable and just society rests on ensuring First Nations students are able to pursue their dreams of a high quality education.”

    Meet the 2024 Shannen’s Dream Scholarship Recipients

    Aleria McKay was raised on Six Nations of the Grand River and is completing her Bachelor of Education at York’s Waaban Indigenous Teacher Education Program. A poet, playwright and educator, this fall she will start her Masters of Fine Arts in Creative Writing at the University of British Columbia. 

    Jaimey Jacobs is Ojibwe and a band member of the Walpole Island First Nation. A first year medical student at the Schulich School of Medicine and Dentistry at Western University, Jaimey is a passionate advocate for Indigenous healthcare and supporting Indigenous youth in navigating educational opportunities within the healthcare profession. 

    Rainbird Daniels is Plains Cree, Yankton Sioux, and Dakota from the Sturgeon Lake First Nation. She is pursuing a degree in Psychology at York University in Toronto where she also serves as the President of the Indigenous Student Association. As an Indigenous Languages Specialist at the Centre for Indigenous Knowledge and Languages, she is deeply committed to promoting cultural awareness and advancing human rights.

    Taylor Nicholls is from the Wahnapitae First Nation and is pursuing a Master’s of Science in Biology at Laurentian University. Her thesis involves assessing various environmental contaminants in fish the Wahnapitae First Nation relies on as a traditional food source. Taylor is an ardent environmentalist whose research involves weaving Western science, citizen science, and traditional ecological knowledge.

    About Shannen’s Dream Scholarship

    The Shannen’s Dream Scholarship was established to assist First Nations youth with the financial burdens of post-secondary education. The scholarship honors Shannen Koostachin, whose advocacy for safe and comfortable schools for First Nations students ignited a nationwide movement. This scholarship aims to continue her legacy by empowering First Nations students to achieve their educational aspirations. To learn more, please visit  www.fncaringsociety.com.

    About Top Hat

    As the leader in student engagement solutions for higher education, Top Hat enables educators to employ evidence-based teaching practices through interactive content, tools, and activities in in-person, online and hybrid classroom environments. Thousands of faculty at 750 leading North American colleges and universities use Top Hat to create meaningful, engaging and accessible learning experiences for students before, during, and after class. To learn more, please visit tophat.com.

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  • How to IPEDS, Part II

    How to IPEDS, Part II

    This will be the second part of a series of blogposts about how to use IPEDS, The Integrated Postsecondary Education Data System of the federal government. If you’re just starting, I highly recommend you go to the first post to bring yourself up to speed on the basics.  If you don’t, some of this might not make sense.

    In that post, I covered several of the ways you can extract simple tables of data for a single year or a single institution; or summary data, including fairly basic and interactive charts when you’re looking for something simple.  In this one, I’ll go over how to extract custom data over multiple years, and then walk you through the frustrating process of making sense of the output.  Warning: I get a bit cranky about this, because the data formats are largely unchanged since I started doing this perhaps 20 years ago, and they create far more work for the end user than they should.

    The last post covered the options in italics.  This one will cover the options in bold.

    Data Explorer
    Publications and Products
    Data Trends
    Look Up an Institution
    Statistical Tables
    Data Feedback Report
    Summary Tables


    Custom Data Files
    Compare Institutions
    Complete Data Files
    Access Database

    Custom Data files is a fairly easy way to get the data you want for a single year.  In this example, I’ve used EZ Group to select all institutions (again, larger selections are better because it’s easy to remove but harder to add), and clicked “Institutions” and then the “Select All” button.  It looks like this. 

    Click the “Continue” tab, and choose “csv” as your download option.

    Click on the file that you just downloaded to open it (it should open with Excel), and you’ll see something like this (not all columns are displayed due to space constraints.)

    If you want to do this for multiple years, you can go back, change the year, and repeat the download and then stack the files.  The real advantage of this approach is that the data in the columns come in as labels: That is, the size categories are listed as “Under 1,000” or “5,000-9,999” for instance.  That means, especially with large files, you don’t have to translate codes, where “Under 1,000” is listed as 1, and “1,000 to 5,000” is listed as 2, etc.  This keeps you from doing multiple LOOKUP functions in Excel that are a part of other formats.

    If you are going to do a lot of work in IPEDS, I highly recommend you use this method to create one giant file of institutional characteristics to import into an Access Database, and use it to merge that with data from statistical downloads (like endowments, admissions, financial aid, etc.)  There are a couple of reasons for this: It’s too easy to overlook or skip a variable you want to include in your subsequent downloads, but more important, IPEDS only allows 250 variables in a single file, so this can save you 70 or 100 or 150 spots in the future.

    You’ll notice that there are also options to download this data in STATA, SPSS, or SAS, which are statistical programs.  Those require downloading a csv file, a script for the software, and then editing the script to point to your file, running it and saving the output.  With the Custom Data Files option, that’s a bit superfluous.

    Despite the confusion and difficult work arounds that are native to the Compare Institutions option, it’s the one I use most often.  Warning: This is not for people who do not have Sitzfleisch. Even the best data cleaning tools are stymied by some of the quirks in IPEDS.
    So let’s go back to our institutional selections, and select all in the IPEDS universe.  If you want to start with things like Carnegie Classifications because you ignored my earlier advice, we can do that, and then we’ll look at Fall Enrollment over time.  Let’s start with the former.  I’d recommend selecting it for one year, unless you want to look at how those classifications have changed over time.  We do that like this.

    Then (and this is where it gets tricky), we’ll start specifying enrollment variables.  Let’s say we want to look at how enrollment has changed over a span of time, so we’ll use Fall, 2022 and Fall, 2012.  You have a lot of options, but only these options (IPEDS really should allow you to query the database in the ways you want, but that’s another story.)

    Let’s do the first option: By Gender, Status, and level.  We’ll have the chance to look at men and women (IPEDS has reported gender as binary as its policy, not mine), full- or part-time, status, and graduate or undergraduate level.

    Here’s how that selection is done.

     
    When you approve that, this is what you see.  Note that this selection creates 17 variables in your data output: One for the Carnegie Classification, and 16 for the enrollment data.  If you added another year, you’d add eight more, and so on.  If you got more granular on the enrollment data, it would increase those counts as well.

    Approve the selections (these are the ones I use, but you can change them.  I highly recommend including UnitID unless you’re doing a short, quick analysis).  

    You will get a ZIP file, with the raw data and the value labels.  In this case, the only values that need to be translated into labels are the Carnegie Classifications.  That translator table looks like this.  If you are proficient in Excel, it’s not hard to use a VLOOKUP or XLOOKUP function to translate those values into labels, but it’s still, IMHO, a quirk leftover from days when it made sense to keep file size as small as possible.

    The actual data file looks like this, and it’s probably the thing that makes a lot of people decide to never do IPEDS again.  The first column contains the ID number, the second contains the name, the third contains the numeric value of the Carnegie classification, and the fourth?  Well, the fourth variable is a tricky one, as it’s actually four variables rolled into one: Year, level (in this case undergraduate), gender, and status (in this case, full-time.) 

    For this to be most useful, the data should look like this, with one row for every discrete combination of characteristics:

    And that’s the hard part:  I use a Tableau Data Restructuring Tool, Excel tools like Flash Fill (if you don’t know it, you have to check it out), Excel Add-insKutools for Excel, EasyMorph and Able Bits.  I’ve used Tableau Prep, but frankly find it confusing and often frustrating. 

    Getting your data into this format not only makes it easier to visualize in Tableau, but it also helps you create better pivot tables for the spreadsheet lovers in your office.

    There are two other options in IPEDS, the Access Database and Complete Files.

    Complete Files is easy, because you can download with one click the complete survey (admissions, financial aid, degrees awarded, etc.)  But again, you get those pesky codes you need to translate, and no translator files or even the ability to translate variable names.  It’s a major pain.  If you’re going to go this route, I’d recommend the SPSS, STATA, or SAS options, where the script will translate and output the file for you.  Another (IMHO) unnecessary step.  IPEDS could make this much easier.

    And, to top it off, if you download the enrollment file, for instance, the values are not discreet.  You’ll have one column for total, which is the sum of men and women separately.  That same total will roll up full- and part-time.  It will roll up grads and undergrads.  You have to be very careful to break them apart and not double count everything.

    Finally, I’ve tried and failed several times to make sense of the full Access Data Base option. It’s huge, it’s clunky, it’s in code, and it duplicates values: In short, it’s the worst of all available options, in a  harder-to-use format.  Enter at your own risk.

    I hope these two posts have been helpful to you as you think about navigating IPEDS.  And I hope someone at IPEDS reads this and realizes how much modernization could be brought to these important data.

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  • How to IPEDS Part I

    How to IPEDS Part I

    Most, but not all, of the data visualizations on this site use data from IPEDS, the Integrated Postsecondary Education Data System.  And all of the visualizations (as I recall) use Tableau, a very powerful data visualization tool, especially for people like me who don’t know how to write the code necessary in some software packages.

    In this post, I’ll start with a few of the easiest and quickest ways to get data out of IPEDS.  I’ll follow it up with one that dives a little deeper for people who like the raw data for analysis.

    The question I get asked most often is how I get the information out of IPEDS.  And that’s not an easy thing to answer, as I use several of the methods available depending on what I’m doing.  Since you federal tax dollars have not yet been used to create an easy guide to IPEDS, I’m going to give you a primer on how to do the most simple things, and hope you’ll do like I did, which is to learn it the hard way through trial and error once you get started.

    Some tips before we start: You can use Excel to get the information you want, but it ends up being a lot easier if you start with a single download of institutional characteristics in a table and load it to an Access database, if you’re even marginally proficient in that software.  But for now I’ll presume you’re not.

    In the IPEDS Data Center you’ll find several different ways to get IPEDS data  The ones in bold will be covered here:

    • Data Explorer
    • Publications and Products
    • Data Trends
    • Look Up an Institution
    • Statistical Tables
    • Data Feedback Report
    • Summary Tables
    • Custom Data Files
    • Compare Institutions
    • Complete Data Files
    • Access Database
    Data Explorer has aggregated data in a report, and it’s useful if you want to look up something quickly and if there is already a report that summarizes that information.  It’s aggregate, so best for high level trends.  For instance, if you look at Degrees Awarded by Ethnicity, you’ll see this.  Note that you can change the year displayed, and download the Excel file.

    Publications and Products can be helpful, but you may end up going down a rabbit hole chasing what you want, only to find it’s in a restricted file only available to researchers.  You can find links to things like The Condition of Education or the Digest of Education Statistics which is a data rich treasure trove of information, mostly designed to print ala 1998; if you want to analyze it, you have a LOT of data clean up to do.

    Data Trends shows data over time, and it can be very helpful if you want to look at a single statistic in a time sequence. Click on one of the questions and you’ll get your answer quickly.  You can filter and download the data if you wish.

    Look Up an Institution allows you to select any single college or university and look at almost all of the information it reports to IPEDS in one place. It can be helpful when you want to look up a few facts about an institution quickly, but otherwise I find little value in it. 

    Typing more of the name of the institution gets you easier results.  For instance, you’ll get a long list if you just type “California.”

    But as you type, the list gets shorter.

    After you make your selection, you’ll get this, and you can click on the plus sign on the blue bars to expand.

    Statistical Tables are less helpful for my work, but maybe they’ll be good for you.  This is where you’ll get your first chance to select a group of colleges, so I’ll go over that first.  You can choose almost any combination of institutions, by location, type, sector, or almost any variable.

    I like to us EZ Group and make a large selection: It’s a lot easier to start with a large file and eliminate institutions than to try to augment it last.  But if you are certain you want a set of four-year public institutions in California that admit freshmen, for instance, you can get that like this.  The dialog box tells you you’ve selected 48 institutions.

    In this case, you might want to look at total fall 2022 enrollment of undergraduates, in which case you’d select like this:

    Keep clicking “Continue” until you get here, and specify the statistics you want.

    And you’ll get something like this.

    Data Feedback Report is mostly helpful for college and university staff looking at their own numbers in comparison to self-identified competitor or aspiration institutions. CHE did a story on this, and you can read a few articles a month there if you give them your email name (however, if you work in higher ed, you really should subscribe anyway.) 

    Summary Tables are very helpful for the casual user.  Specify the variable you want to look at (in this case it’s enrollment by race and gender) and you’ll get a nice summary table over time.

    However, you can also get a summary of the institutions you selected (if they’re still in memory) like this:

    OR (this is the cool part) you can show individual data for a pre-selected set, or one you specify. 

    Go ahead and practice getting information out of IPEDS like this.  You cannot break anything.  There is a Start Over button in case you get stuck. 

    Good luck and check back soon to get the guide about the more powerful ways to extract information, coming soon.

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  • Here are 5 Alternatives to Google Jamboard

    Here are 5 Alternatives to Google Jamboard

    If you are working for a higher education institution or a non-profit organization, you have probably utilized Google Jamboard as part of your teaching or professional development workshops. 

    Well my friends, our beloved software has reached the end of its life at Google. Now, we will need to find a suitable alternative to collaborate with others at our organization and to brainstorm ideas online.

    Speaking of alternatives, here are some alternatives to Jamboard:

    1) LucidSpark


    2) Padlet

    3) Figma

    4) Zoom Whiteboard

     

    5) Canva Whiteboard

    Which one of these are your favorite? Let us know which one you’ve utilized before.

    Have an amazing day!

    Jennifer

    ***

    Do you need a keynote speaker? – Check out my topics: https://www.millennialprofessor.com/p/blog-page.html

    Check out my book – Retaining College Students Using Technology: A Guidebook for Student Affairs and Academic Affairs Professionals.


    Thanks for visiting! 


    Sincerely,


    Dr. Jennifer T. Edwards
    Professor of Communication

    Executive Director: International Artificial Intelligence and Communication Institute, Texas Social Media Research Institute, & Rural Communication Institute



    My Social Media Channels!
    Remember to Follow Me on Twitter! @drjtedwards
    Subscribe to My Channel – YouTube
    Engage with Me on Facebook!
    Email Me! I am PR Friendly! – jennifertedwards@gmail.com



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  • Celebrating Pride Month: Spotlight on Transgender and Nonbinary Employees – CUPA-HR

    Celebrating Pride Month: Spotlight on Transgender and Nonbinary Employees – CUPA-HR

    by Julie Burrell | June 4, 2024

    June is Pride Month, dedicated to celebrating the richness and history of the LGBTQIA+ community. In addition to ensuring regulatory compliance, higher ed HR has an important role to play in creating a truly inclusive campus. A fundamental part of celebrating Pride is actively learning from and listening to this community, especially as the population of LGBTQIA+ employees continues to grow.

    This Pride, CUPA-HR is spotlighting the voices of transgender and nonbinary employees by offering resources to empower HR in improving culture, policies and procedures for this group. Even if significant institutional change is not something you’re in a position to initiate, individual actions can add up. In addition to learning from the below resources, you can network with your colleagues at other institutions to provide support, personally recognize national days of awareness or remembrance, and encourage allyship.

    Inclusion of Transgender and Nonbinary Employees in the Workplace: A Critical Conversation (Watch Now)

    In this webinar, recorded in May, Jon Humiston of Central Michigan University and Aaric Guerriero of the Froedtert Health System explore ways to celebrate and embrace transgender and nonbinary employees.

    They address frequently asked questions about transgender and nonbinary issues, including what terms are commonly used within the LGBTQIA+ community and what happens if you accidentally misgender someone. They also recommend best practices for inclusion, including:

    • Using gender-neutral language. For example, instead of “ladies and gentleman,” Jon suggests “amazing humans,” “everyone,” or “y’all.”
    • Changing paperwork and job descriptions if they mention just two gender pronouns — for example, he or she — to inclusive language like “they.”
    • Sharing your pronouns in your email signature and Zoom profile, so others feel comfortable doing the same.

    Gender-Inclusive HR Strategies: Are You on the Right Track? (Read Now)

    This blog post proposes a framework for higher ed HR practitioners to address their gender inclusion strategies. A checklist of questions will help you audit your efforts on campus, covering: policies and procedures (for example, do you have a name-in-use policy or chosen-name policy that is easy to access and navigate?); programmatic support (e.g., do you have LGBTQIA+ safe-zone training available for all employees?); and visibility (e.g., does your institution have a presence at local LGBTQIA+ pride events?). Reviewing these questions will help you identify gaps in your inclusion efforts.

    Gender Identity and Sexual Orientation in the Workplace (Explore the Toolkit)

    This Knowledge Center toolkit, while not specifically about trans and nonbinary employees, covers legal obligations under Title VII and Title IX and supplies applicable guidelines from the Equal Opportunity and Employment Commission and Office for Civil Rights. Best practices and example policies are also included — for example, on name changes in official forms.



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