Tag: applicants

  • Common App data shows 5% jump in first-year college applicants

    Common App data shows 5% jump in first-year college applicants

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     Dive Brief:

    • First-year Common Applications are up 5% year over year, with over 1.2 million prospective students submitting the forms for the 2024-25 application cycle as of Jan. 1, the company said Thursday.
    • First-year applications ticked up across both institution types and student demographics, but some groups saw accelerated growth. Common App found disproportionate increases among students believed to be from low-income households and those who identified as underrepresented minorities. 
    • Applications to public institutions grew by 11% year over year, outpacing the 3% growth seen at private colleges, Thursday’s report said. 

    Dive Insight:

    Applications from prospective first-year students have steadily increased since the 2020-21 application cycle, Common App found. 

    That’s despite the challenges that have thrown aspects of college admissions into tumult, including the botched rollout of the updated Free Application for Federal Student Aid during the 2024-25 cycle and the U.S. Supreme Court’s June 2023 ban on race-conscious admissions.

    Roughly 960,000 students used the Common App portal to submit over 4.8 million applications during the 2020-21 cycle. In the 2024-25 cycle, over 1.2 million users submitted just under 6.7 million applications.

    Prospective students can continue to apply to colleges through the month and beyond. But a majority of applications for the following fall semester are traditionally submitted by the end of December. 

    The number of colleges first-year prospects applied to ticked up slightly between 2020-21 and 2024-25, but remained between five and six institutions. 

    Common App found disproportionate application growth among students from low-income households. The portal does not directly collect household income from applicants, but researchers used students who were eligible for fee waivers as a proxy. Application rates for that group increased by 10%, compared to 2% for their counterparts who weren’t eligible for the waivers.

    Moreover, applications from students in ZIP codes where median incomes fall below the national average grew 9% since the 2023-24 cycle, compared to 4% growth from those in above-median income areas, Common App found.

    The company also saw more applications from minority groups underrepresented in higher education, classified by researchers as those who identify as Black or African American, Latinx, Native American or Alaska Native, or Native Hawaiian or other Pacific Islander.

    As of Jan. 1, 367,000 underrepresented applicants used Common App to submit first-year applications. But their numbers are growing at a faster rate than their counterparts.

    Among students in underrepresented groups, first-year applications grew by 13% since last year, compared to the 2% growth for the others. 

    Latinx and Black or African American candidates drove much of that growth, showing year-over-year increases of 13% and 12%, respectively.

    However, it appears that students are reconsidering their application materials following the 2023 Supreme Court decision. In June, separate Common App research found a decrease in the number of Asian, Black, Latinx and White students referencing race or ethnicity in their college essays.

    Thursday’s report also found more first-year students including standardized test scores in their applications, up 10% since last year. The number of applicants leaving them out remained unchanged year over year.

    “This marks the first time since the 2021–22 season that the growth rate of test score reporters has surpassed that of non-reporters, narrowing the gap between the two groups,” the report said.

    That’s despite interest slowing in highly selective colleges, the type of institutions that have historically most used standardized test scores in the admissions process.

    Applications to colleges with acceptance rates below 25% grew just 2% in 2024-25, Common App found. That’s compared to the between 8% and 9% increases seen at institutions of all other selectivity levels.

    Just 5% of the colleges on Common App required test scores in the 2024-25 application cycle, a slight uptick from the 4% that did so the previous year. 

    COVID-19 pushed many institutions with test requirements to temporarily waive this mandate, and some ultimately made the change permanent.

    But others returned to their original rules. And reversal announcements continue to trickle in, including one from the highly selective University of Miami just this past Friday. 

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  • DHS to Temporarily Increase the Automatic Extension Period of Work Permits for Certain Visa Applicants – CUPA-HR

    DHS to Temporarily Increase the Automatic Extension Period of Work Permits for Certain Visa Applicants – CUPA-HR

    by CUPA-HR | May 4, 2022

    Effective May 4, U.S. Citizenship and Immigration Services (USCIS) announced a Temporary Final Rule (TFR) to increase the automatic extension period of expiring employment authorization documents (EADs) for certain renewal applicants from 180 days to 540 days.

    Specifically, the TFR applies to three groups of applicants in EAD categories currently eligible for the previous 180-day automatic extension of employment authorization and EAD validity. They are as follows:

    • Renewal applicants whose renewal Form I-765 application remains pending as of May 4, 2022, and whose EAD has not expired or whose current 180-day auto-extension has not yet lapsed.
    • New renewal applicants who file Form I-765 during the 18-month period following the rule’s publication to avoid a future gap in employment authorization and/or documentation.
    • Renewal applicants with a pending EAD renewal application whose 180-day automatic extension has lapsed and whose EAD has expired will be granted an additional period of employment authorization and EAD validity beginning on May 4, 2022, and lasting up to 540 days from the expiration date of their EAD.

    Categories that are eligible for the lengthened automatic extension can be found here and include refugees and asylees (a3 and a5), spouses of certain H-1B principal non-immigrants with an unexpired I-94 showing H-4 non-immigrant status (c26), and adjustment of status applicants (c9), among others.

    The TFR is part of a trio of efforts USCIS announced on March 29, 2022, to address the agency’s major backlogs and crisis-level processing delays. According to USCIS Director Ur M. Jaddou, “as USCIS works to address pending EAD caseloads, the agency has determined that the current 180-day automatic extension for employment authorization is currently insufficient,” and this temporary rule is necessary to “provide those non-citizens otherwise eligible for the automatic extension an opportunity to maintain employment and provide critical support for their families, while avoiding further disruption for U.S. employers.”

    CUPA-HR will continue to monitor the implementation of the new auto-extension period and keep members apprised of further developments.



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  • House Passes Bills to Protect Older Job Applicants and Strengthen Domestic Violence Prevention and Survivor Support Services – CUPA-HR

    House Passes Bills to Protect Older Job Applicants and Strengthen Domestic Violence Prevention and Survivor Support Services – CUPA-HR

    by CUPA-HR | November 9, 2021

    On October 26 and November 4, 2021, the House of Representatives passed H.R. 2119, the Family Violence Prevention and Services Improvement Act of 2021, and H.R. 3992, the Protect Older Job Applicants (POJA) Act of 2021, respectively. Both bills passed by a close bipartisan vote — the former by a vote of 228-200 and the latter 224-200 — and are supported by President Biden.

    POJA Act

    As originally written, the POJA Act amends the Age Discrimination in Employment Act of 1967 (ADEA) to extend the prohibition of limiting, segregating or classifying by employers of employees to job applicants. The bill comes after recent rulings in the Seventh and Eleventh Circuit Courts of Appeals that allow employers to use facially neutral hiring practices, which some have accused of being discriminatory against older workers. As such, the POJA Act amends the ADEA to make clear that the disparate impact provision in the original statute protects older “applicants for employment” in addition to those already employed.

    Before the final vote on the bill, the House also adopted an amendment to the POJA Act that would require the Equal Employment Opportunity Commission to conduct a study on the number of job applicants impacted by age discrimination in the job application process and issue recommendations on addressing age discrimination in the job application process.

    Family Violence Prevention and Services Improvement Act

    The Family Violence Prevention and Services Improvement Act amends the Family Violence Prevention and Services Act to reauthorize and increase funding for programs focused on preventing family and domestic violence and protecting survivors. One provision addressing higher education authorizes the Secretary of Health and Human Services to now include institutions of higher education among the entities eligible for departmental grants to “conduct domestic violence, dating violence and family violence research or evaluation.”

    Both the Family Violence Prevention and Services Improvement Act and the POJA Act now face the Senate where passage is uncertain as both require significant support from Republicans to bypass the sixty-vote filibuster threshold.

    CUPA-HR will keep members apprised of any actions or votes taken by the Senate on these bills.



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