Tag: Career

  • Your alumni magazine is a source of marketing gold

    Your alumni magazine is a source of marketing gold

    In a time of skyrocketing paper and postage costs, alumni magazines are paradoxically enjoying a renaissance. After cutting back—or cutting down—print issues during the pandemic, many institutions are now pushing for expanded page counts, more copies, better photography, multimedia extras and more institutional support.

    Why?

    Because audiences appreciate the thought-provoking content and the tangible, premium reminder of the enduring connection with their alma mater. In a 2024 CASE readership survey, 68 percent of TCU Magazine’s readers reported spending 30 minutes or more with every issue. Almost half reported that the magazine was a go-to source for continuing education.

    Journalists are pouring their passion and experience into institutional magazines because higher education shines glimmers of hope into an increasingly dark world. They highlight purpose-driven students who will tackle the problems of the future and brilliant faculty whose research is providing innovative solutions to the planet’s most pressing challenges.

    Our readership analytics at TCU Magazine have long shown a strong audience appetite for well-researched and carefully written and edited feature stories about forward momentum and its relationship to education. Since 2015, our overall page views have experienced an astounding 1,300 percent growth. That number sounds outlandish, but I can assure you it is accurate.

    Our alumni, parents, donors and internal stakeholders are and always have been the primary audiences. But they aren’t the only people who want to know about the students, faculty, staff and initiatives that thrive on our campus. TCU Magazine’s stories are crafted to be relevant far beyond our campus community and long after the initial date of publication.

    In 2021, when all the rules were being rewritten, we proposed a partnership with our colleagues in marketing. We suggested a trial run of using existing magazine stories as peer marketing material, promoting those features to internet users who live in the proximity of the country’s top 150 colleges and universities. The goal was for other professionals in higher education to learn about TCU beyond our exceptional student experience and athletic success.

    TCU’s marketing director agreed that long-form content could run alongside more traditional digital marketing materials. Why not? Serving stories about improving teacher retirement plans; developing free, open-source digital mapping tools; or better understanding mutations in the BRCA gene benefit us and all manner of readers.

    Audiences learn something new and interesting about how research is shaping the future, and we achieve our goal of enhancing TCU’s academic reputation.

    Win-win.

    Together, we built a partnership with a digital marketing agency based in Fort Worth. With their expert guidance, we got a crash course in the differences between Google Display Network and SEM keywords, Demand Gen ad placements, bidding strategies, and the wisdom of narrowing ad placements in social media feeds.

    We launched our first joint academic content campaign in April 2021 with a modest investment. The results were promising: In two months, we got the TCU initials in front of more than six million people around the country and enticed 87,000 of those people to click on the ad and come to the website to read the story.

    Best of all, these were what we refer to as quality clicks, because the average reader spent almost two minutes on one of our stories, far above the internet’s long-form content average of less than 40 seconds. That small trial convinced our divisional leaders that magazine material could be marketing gold.

    We didn’t need to reinvent the wheel or invest in outside development of marketing-specific content because we had a treasure trove already flowing from a steady creative stream inside our office.

    We expanded the efforts in 2022, sharing new stories with 10.5 million pairs of eyes and bringing 116,000 more people to our site to learn about TCU research. That year, we got an email from Puerto Rico about French professor Benjamin Ireland’s research reuniting families torn apart during forced internment during World War II. “I am not sure why Facebook ‘promoted’ your article to me this morning,” the effusive author shared, “but something made me click to read more.”

    We’ve continued to grow these campaigns. Though our mission at the magazine is and always will be to serve the TCU community first, we now factor in whether a proposed story might have a broader impact or might help us tell a more expansive tale about how the type of ethical leadership that flourishes here and makes the world a better place.

    My opinion is that these campaigns have worked because they’re a perfect merger of marketing and communication. We’re doing what magazine writers and editors have always done—telling authentic stories about real people doing purpose-driven work.

    What’s not to like?

    Caroline Collier is director of editorial services at Texas Christian University and editor of TCU Magazine.

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  • Local lawmakers press Penn to uphold DEI

    Local lawmakers press Penn to uphold DEI

    Local lawmakers walked out of a meeting with University of Pennsylvania officials on Tuesday due to what they said was insufficient support for diversity, equity and inclusion, WHYY reported.

    Pennsylvania state senator Art Haywood and state representative Napoleon Nelson, both Democrats, reportedly walked out of the meeting after a Penn official referred to diversity as a “lightning rod.” 

    The meeting, which included several elected state and city officials, became contentious, with lawmakers pressing Penn to hold its ground against the Trump administration’s executive actions on DEI, according to WHYY.

    Penn has since removed webpages about its DEI initiatives and updated its nondiscrimination policies, despite swirling legal questions and a nationwide injunction handed down last week that blocked the Trump administration’s plans to crack down on college DEI efforts.

    University officials denied backtracking on Penn’s commitment to DEI, according to lawmakers’ accounts of the meeting.

    A university spokesperson told the Philadelphia radio station that Penn remains “committed to nondiscrimination in all of our operations and policies” and said the institution appreciated the concerns raised.

    Lawmakers indicated that they would continue to press Penn on its commitment to DEI; several provided fiery statements to WHYY casting the university’s response as weak.

    “Penn has made a cowardly move, rushing to heed dog-whistle demands from a feckless federal leadership and dismantle their programs that welcome students and workers from an expansive range of backgrounds,” state senator Nikil Saval, a Democrat, told the radio station.

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  • Stanford drops plan to buy Bay Area campus

    Stanford drops plan to buy Bay Area campus

    Stanford University backed off a plan, almost four years in the making, to buy the Notre Dame de Namur University campus in nearby Belmont, Calif., the San Francisco Chronicle reported.

    “The university arrived at this decision after evaluating many factors, some of which could not be anticipated when Stanford first entered into an option purchase agreement with NDNU almost four years ago,” Stanford officials wrote in a Tuesday statement announcing the decision.

    Officials added that as the university was “exploring possible academic uses for a Stanford Belmont campus,” it became clear “that identifying and establishing those uses for a potential Belmont campus will take significantly longer than we initially planned.”

    Administrators also seemed to hint at potential financial concerns, as President Donald Trump has sought—unsuccessfully, so far—to cap reimbursements for indirect research costs funded by the National Institutes of Health, which experts have warned will harm research universities. 

    “The landscape for research universities has changed considerably since Stanford entered into the option purchase agreement with NDNU,” Stanford officials wrote. “These changes are resulting in greater uncertainties and a different set of institutional and financial challenges for Stanford.”

    In their own statement, NDNU officials noted the university would continue to seek a buyer and expressed disappointment that the sale had fallen through.

    Notre Dame de Namur has sought to sell the Belmont campus near Palo Alto since it shrank its offerings and moved a number of its programs online in 2021 amid financial challenges that pushed it to the brink of closure. Now the private Roman Catholic institution is focused on graduate education and offers a mix of in-person, hybrid and online programs.

    Officials had expected the sale of the Belmont campus to provide a financial boon.

    “Our focus remains on finding a buyer who will preserve and honor the historical significance of this beautiful campus and continue to serve the community-oriented mission that has long been a cornerstone of Notre Dame de Namur University,” NDNU president Beth Martin wrote.

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  • Report finds racial disparities in STEMM degree persistence

    Report finds racial disparities in STEMM degree persistence

    A new report from the Common App found major racial disparities in persistence rates for students who enter college pursuing degrees in science, technology, engineering, mathematics or medicine.

    Just over half of all college applicants express interest in a STEMM field before entering college—except for Asian American students, 72 percent of whom are interested in STEMM. But while more than half of white and Asian students pursuing STEMM obtain a degree in their chosen field within six years, only one-third of first-generation and Latino students who pursue STEMM, and 28 percent of Black or African American students, persist to earn a degree.

    The disparities go beyond race. While 54 percent of continuing-generation STEMM students earn a degree in their chosen field, only 34 percent of first-gen students do so. And 51 percent of STEMM-interested students from above the median household income earn a degree in their field, compared to 38 percent of students from below median income levels.

    “Our research finds many more talented STEMM aspirants from underrepresented backgrounds applying for college than completing it,” the report concludes.

    The study also found that more female STEMM students switch their degree paths (18 percent) than male students (14 percent), though they complete STEMM degrees at similar rates.

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  • Gov. Hochul orders CUNY to remove Palestine scholar job post

    Gov. Hochul orders CUNY to remove Palestine scholar job post

    New York governor Kathy Hochul took an unusual interest in the hiring practices of the City University of New York on Tuesday when she ordered the public system to take down a job posting for a professorship in Palestinian studies at Hunter College.

    CUNY quickly complied, and faculty at Hunter are up in arms over what they call a brazen intrusion into academic affairs from a powerful state lawmaker.

    The job posting was for “a historically grounded scholar who takes a critical lens to issues pertaining to Palestine including but not limited to: settler colonialism, genocide, human rights, apartheid, migration, climate and infrastructure devastation, health, race, gender, and sexuality.”

    “We are open to diverse theoretical and methodological approaches,” the posting continued.

    In a statement Tuesday night, Hochul said the posting’s use of the words “settler colonialism,” “genocide” and “apartheid” amounted to antisemitic attacks and ordered CUNY to “immediately remove” the posting.

    A few hours later, CUNY complied, and system chancellor Félix Matos Rodríguez echoed Hochul’s criticisms of the posting.

    “We find this language divisive, polarizing and inappropriate and strongly agree with Governor Hochul’s direction to remove this posting, which we have ensured Hunter College has since done,” he wrote in a statement.

    Hochul also directed the university system to launch an investigation at Hunter “to ensure that antisemitic theories are not promoted in the classroom.” Matos Rodríguez appeared to imply the system would follow that order as well, saying, “CUNY will continue working with the Governor and other stakeholders to tackle antisemitism on our campuses.”

    A CUNY spokesperson declined to say whether the system would launch a probe into the posting at Hunter but wrote in an email that “each college is responsible for its own faculty job posting.”

    Hochul’s order came after pro-Israel activists, including a former CUNY trustee and current professor, publicly voiced concerns about the posting.

    “To make a Palestinian Studies course completely about alleged Jewish crimes is akin to courses offered in the Nazi era which ascribed all the world’s crimes to the Jews,” Jeffrey Weisenfeld, who served as a CUNY trustee for 15 years, told The New York Post.

    Faculty at Hunter are livid about the decision, according to multiple professors who spoke with Inside Higher Ed both on the record and on background. They say it’s a concerning capitulation to political pressure from an institution they long believed to be staunchly independent.

    One longtime Hunter and CUNY Graduate Center professor, who spoke with Inside Higher Ed on the condition of anonymity out of fear for their job, said faculty across the system were “outraged at this craven act by our governor and our chancellor.”

    “It shows that [Matos Rodríguez] has no commitment to academic freedom or moral compass that would allow him to stand up at this moment of political repression,” they said.

    CUNY’s Professional Staff Congress, the union representing more than 30,000 faculty and staff members across the system’s 25 campuses, wrote a letter to Matos Rodriguez on Wednesday evening condemning the posting removal and calling on leadership to reverse their decision.

    “An elected official dictating what topics may be taught at a public college is a line that should not be crossed,” the letter reads. “The ‘divisive concepts’ standard for universities is something devised in Florida that shouldn’t be exported to New York. What’s needed are inclusive ways of teaching, not canceling concepts and areas of study.”

    It was unclear Wednesday whether the job posting would be edited and reposted or if the opening would be eliminated. A CUNY spokesperson declined to respond to questions about the job’s future, but the anonymous faculty member said they believed Hunter officials were revising the post, intending to relist it.

    The anonymous professor said they were worried that Hunter president Nancy Cantor, who took on the role last August after leading Rutgers University–Newark for a decade, could face severe scrutiny after the posting.

    “We fully support this initiative by our president to make this Palestinian studies cluster hire,” the anonymous professor said. “I’m very worried about Nancy Cantor’s tenure at Hunter. I think this is part of a campaign by the far right to get rid of Félix [Matos Rodríguez], and it would not surprise me in the least if he threw Nancy Cantor under the bus to save his own skin.”

    Heba Gowayed, an associate professor of sociology at Hunter, said she was shocked that Hochul had made the job posting a priority, especially as threats to academic freedom and attacks on higher education from Republicans are intensifying.

    “This is an unprecedented overstep in authority, but instead of coming from Republicans, it’s coming from a Democrat in one of the bluest states in the country,” she said. “They’re the ones that are supposed to be fighting to protect academic freedom. This is a tremendous abdication of that responsibility.”

    ‘A Climate of Fear’

    The anonymous professor said their colleagues are grappling with contending emotions: rage and fear. There’s a great appetite to speak up, they said, but they also feel it’s more dangerous than ever, even for tenured faculty.

    “People are worried across the board,” they said. “That is the kind of climate of fear that this sort of action creates.”

    It’s not the first time CUNY has responded to pressure from pro-Israel activist groups in faculty workforce decisions. Since the Oct. 7, 2023, Hamas attacks, CUNY institutions have declined to renew contracts for two vocally pro-Palestinian professors: Danny Shaw at John Jay College of Criminal Justice, who says he was the target of a pro-Israel pressure campaign to get him fired after 18 years of teaching, and lecturer Lisa Hofman-Kuroda at Hunter, who was reported for pro-Palestinian social media posts.

    Shaw, who is currently suing CUNY for breach of contract, told Inside Higher Ed that the decision to remove the job posting did not surprise him.

    “This is McCarthyism 2.0,” he said. “Administrators won’t protect us. It’s been made pretty clear that at the end of the day, it’s either their necks on the chopping block or ours.”

    Last spring, when the student-led pro-Palestinian encampment protests spread from Columbia University across town to the City College of New York, CUNY leadership drew criticism for calling the New York Police Department to disperse students. Gowayed said that decision shocked faculty across the system, who took pride in their institution’s progressive reputation and history of academic integrity.

    Even then, she said she was “disturbed that they have let it get to this higher level of censoring faculty for a completely legitimate job posting.”

    The Palestinian studies position was one of two Hunter planned to hire, and Gowayed said faculty and leadership at Hunter had been supportive of the plans to expand their research and teaching capacity in an area of growing interest.

    “Whatever your feelings on Palestine, this is a research area in a widely recognized field of scholarship on genocide and apartheid,” Gowayed said. “These are well-established fields, whether you’re studying the Belgian Congo or Rwanda or Palestine, and the posting wasn’t even saying what approach the faculty should take … The reaction to this posting is so discrepant from the actual academic integrity of the job search.”

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  • Teachers’ union sues to block Trump admin’s DEI guidance

    Teachers’ union sues to block Trump admin’s DEI guidance

    The lawsuit comes after a federal judge blocked the Trump administration from carrying out parts of two executive orders cracking down on diversity, equity and inclusion.

    Pete Kiehart/The Washington Post/Getty Images

    A coalition of educators and sociologists is challenging the Department of Education and its unprecedented Dear Colleague letter—which declared all race-conscious student programming illegal—in a lawsuit filed late Tuesday evening.

    The American Federation of Teachers and the American Sociological Association argue in the complaint, which was submitted to a Maryland federal court, that following the letter’s dictates “will do a disservice to students and ultimately the nation by weakening schools as portals to opportunity.”

    “This vague and clearly unconstitutional memo is a grave attack on students, our profession and knowledge itself … It would hamper efforts to extend access to education, and dash the promise of equal opportunity for all, a central tenet of the United States since its founding,” AFT president Randi Weingarten said in a statement. “It would upend campus life.”

    The expected legal challenge came just three days before a Feb. 28 compliance deadline. The four-page guidance document says that colleges and universities must rescind any race-based policies, activities and resources by the end of the day or risk investigation and the loss of federal funding.

    The department justifies its demands through a new interpretation of the Supreme Court’s 2023 ruling in Students for Fair Admissions v. Harvard, which banned the consideration of race in college admissions. Although the Supreme Court’s decision applied specifically to admissions, the Trump administration believes it extends to all race-conscious activities.

    On Friday, a judge from the same federal court in Maryland issued a temporary injunction in a separate lawsuit that blocked parts of President Trump’s antidiversity executive orders.

    But higher education legal experts say that the Dear Colleague letter and the executive orders, though similar, are independent levers, so the injunction doesn’t affect the department’s guidance. The Education Department has also said it is still moving forward with its interpretation of the law and the deadline stands.

    So now all eyes are on this most recent court case, as higher education leaders wait to see if the judge will issue a second injunction and block the guidance.

    “The Department of Education’s new policy, reflected in the February ‘Dear Colleague’ letter, seeks to undermine our nation’s educational institutions and is an unlawful attempt to impose this administration’s particular views,” said Skye Perryman, president of Democracy Forward, the legal group representing the plaintiffs. “We will continue to pursue every legal opportunity to oppose and stop harmful attacks on freedom of expression and on the values like inclusion, diversity and belonging that make us all and our nation stronger.”

    In the meantime, higher education advocacy groups are urging colleges and universities to stay calm and not overreact to the Dear Colleague letter.

    On Tuesday the American Council on Education sent a letter to Craig Trainor, the acting assistant secretary of civil rights, requesting that he “rescind the DCL” and work with higher education institutions to ensure a clearer understanding of the letter before setting a new compliance deadline.

    “Over the last two years, our colleges and universities have worked hard to assess and modify, as appropriate, policies and practices in light of the decision in the SFFA case and applicable civil rights laws,” ACE president Ted Mitchell wrote. “It is unreasonable for the department to require institutions to appropriately respond to this extremely broad reinterpretation of federal law in a mere two weeks and in the absence of necessary guidance.”

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  • An argument against teaching demos (opinion)

    An argument against teaching demos (opinion)

    I have always found the teaching demo portion of a faculty job candidate’s visit to be the least useful component of assessing that individual’s fit for the position. Think about it—for teaching-focused institutions, teaching demos are held in high regard and are often a mandatory component of candidate job-talk visits. The prevalent belief appears to be that without seeing an individual in action in front of a live classroom, one cannot assess their teaching ability.

    To me, it seems rather like expecting an interviewing physician to come into an ongoing surgery and take over the operation for half an hour before retreating and handing the patient back to the original surgeon. This seems hardly fair to the visiting physician or the beleaguered patient.

    A teaching demo often involves the job candidate having to go teach a portion of a lecture in an already existing and functioning course. Right off the bat, the entire premise of the teaching demo is unnatural and flawed. Neither the demo giver nor the demo receivers benefit, and the observers (i.e., the hapless search committee members), who are the ones most invested in the demo, gain nothing of value, either. Yes, maybe you can determine in 20 minutes how a candidate speaks in front of an audience, but that factoid can be gathered from a research or job talk presentation as well. In that job talk presentation, perhaps the candidate can also talk about his or her teaching philosophy. That to me seems more valuable and more useful information to gather.

    One big issue for me about the teaching demo is that the students in attendance know it’s a demonstration and are probably not too fussed about paying too much attention, knowing that whatever the demonstration covers, the contents are unlikely to make it into the exams or quizzes given by their regular instructor. So it would not be surprising if they base their evaluations entirely on random criteria, such as one’s sense of sartorial style.

    Essentially, the demo serves as a distraction for students—a way to let their minds wander from their regular programming. I would argue that this sort of demoing is disruptive for student learning and regular instructor teaching. We are taking away valuable time that students would have gotten their regular teaching in order to subject them to a teaching demo, which they know doesn’t matter in the long run.

    And of course, this sort of demo interrupts the teaching plans of the regular instructor. Now that instructor has to hang around for the length of the time of the demo letting their attention wander, just like the students. And then the instructor has to go back to their regular class, out of which half an hour or longer has already been squandered.

    Furthermore, whatever evaluations are garnered from the teaching demo are not exactly trustworthy. There is evidence that course evaluations (conducted after an entire semester) are biased against women and minority professors. And mind you, that’s after an entire semester—how on Earth can one expect a 25- to 35-minute demo evaluation to be unbiased? They most assuredly are not unbiased and are probably reflective of similar biases against minority and women candidates. I’ve been on and chaired several search committees, and have seen some really random comments listed on the demo evaluations. Needless to say, those comments were not germane to the actual situation, in that they provided no useful evidence about the candidate’s teaching ability.

    Also, these sorts of teaching demos are especially rough on candidates who have social anxiety or are introverted. Teaching involves building rapport with your students—20 minutes is hardly enough time to do that. It is entirely possible for a candidate to be unfairly assessed based on a tiny sliver of time. A great teacher could have a bad teaching demo, and a poor teacher could have a great teaching demo—how accurate is it to judge someone’s teaching abilities based on a short lecture? Wouldn’t it be more accurate to actually take the time to pore over the candidate’s teaching evaluations instead? Yes, they are prone to error, but it stands to reason they are not as prone to error as a teaching demo. Preferring a teaching demo over a more complete semester-long evaluation is akin to judging a movie from its trailer. A trailer can be great, but the movie may still be terrible. Ditto with teaching demos.

    Alternatives to Teaching Demos

    I propose some alternatives to teaching demos. The first is to include a small teaching portion in the job talk itself. Give the candidate the leeway to talk about his or her teaching philosophy and perhaps about their approach to pedagogy. That, when combined with actual semester teaching evaluations, would be far more useful than a 20- or 30-minute demo. Anyone can fake being nice and approachable for 20 or 30 minutes—doing that over the course of a semester is a lot more difficult. Even faculty members who are perceived as rude and unapproachable by their usual students can pass themselves off as wonderful and approachable for a 20-minute window. How they behave throughout the semester is far more useful and predictive information.

    Another alternative to a live teaching demo could be to make it asynchronous. Have the candidate record a video lecture of themselves, and then have faculty and students watch the video to rate the candidate on their teaching performance. After all, the goal is to see how the candidate presents and teaches—why not take away the anxiety component of the live demo and instead make it a lot more equitable? Sure, recording a video could be anxiety-provoking in its own right, but it can’t be more anxiety-provoking than a live demo in front of a crowd, can it?

    The third alternative to live teaching demos is to open up the candidate’s research presentation to students as well. Far too often, the research presentations are only attended by department faculty members (some of whom have to be reluctantly corralled from their offices by the search committee chair). Opening these presentations up to students would serve a dual purpose, both bolstering the audience numbers and giving the students attending a good idea of how the candidate communicates. This does much the same job that the teaching demo does, but more effectively and efficiently.

    Conclusion

    To conclude, I am suggesting that we do away with the teaching demos in faculty job candidates’ visits. It is high time that we eliminate useless rituals that we follow just because of tradition. Let’s send teaching demos the way of the dodo.

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  • What college presidents are thinking about in 2025

    What college presidents are thinking about in 2025

    College presidents showed tepid support for tenure with a little more than a third agreeing that the pros outweigh the cons, according to Inside Higher Ed’s 2025 Survey of College and University Presidents, conducted with Hanover Research and released in full today.

    That was just one of many findings across the annual survey, now in its 15th year.

    Presidents were optimistic in some areas, with most expressing confidence that their institutions will be financially stable over the next five to 10 years and positivity about the job itself. But campus leaders also expressed concerns about politicians trying to shape institutional strategies, which they see as an increasing risk, plus a seeming lack of improvement on undergraduate mental health, even as campuses make more investments in related services.

    Inside Higher Ed earlier this month released a portion of the survey findings that unpacked how presidents viewed the second Trump administration. The bulk of the survey’s political findings were covered in that initial release, with college presidents largely worried President Donald Trump will negatively affect higher education in this new term.

    This year’s survey included responses from 298 respondents across two- and four-year institutions, including public, private nonprofit and a small number of private for-profit colleges.

    More on the Survey

    Inside Higher Ed’s 2025 Survey of College and University Presidents was conducted with Hanover Research starting in December and running through Jan. 3. The survey included 298 presidents of two- and four-year institutions, public and private, for a margin of error of 5 percent. Download a copy of the free report here.

    On Wednesday, March 26, at 2 p.m. Eastern, Inside Higher Ed will present a webcast with campus leaders who will share their takes on the findings. Register for that discussion here.

    Faculty Tenure

    Tenure is often championed by professors and presidents alike for the protections it provides when it comes to issues of academic freedom. But just over a third of college presidents surveyed here—37 percent—indicated that the pros of tenure outweigh the cons.

    By institution type, presidents at public doctoral universities were most likely to support tenure, with 82 percent agreeing that the pros outweigh the cons.

    The overall finding came as a surprise to some observers, especially as politicians in some states are increasingly taking aim at tenure.

    Anne Harris, president of Grinnell College in Iowa, said she was surprised that presidential support was so low, adding that tenure plays an important role at liberal arts colleges, such as the one she leads.

    “For the small liberal arts college model, tenure is the continuity of mentorship, of advising, of those long-term relationships that we rely on … to see students through, to high graduation rates, to all those things,” she said. “From my perspective, the pros are very, very salient for what tenure does, not just for academic freedom and for the pursuit of research, but also for what it does for the continuity of advising and mentoring for students.”

    Michael Harris, a professor of higher education at Southern Methodist University (and no relation to the Grinnell College president), noted tenure can “be a thorn in the side of presidents and provosts” but that it can also serve as a buffer to political attacks on academic freedom.

    “It’s disappointing to me that presidents don’t have a better opinion of tenure, particularly in this current moment. I understand the challenges that tenure causes, and how it might limit the institution financially, or in decision-making—well-known areas where tenure can slow things down. But at this moment it’s just disappointing to me that there wasn’t more belief in tenure,” Harris said.

    Yet he believes that even the presidents who don’t like tenure will continue to protect it.

    “Presidents understand—even if tenure is a pain for them to deal with—the damage it would do to them in recruiting faculty [to lose tenure]. So there’s a self-interested argument on keeping tenure, even if they personally would like for the whole industry to get rid of it.”

    Campus Speech

    After pro-Palestinian student protests broke out on campuses nationwide over the bloodshed in the war between Israel and Hamas, many institutions changed their campus speech policies. Almost half of presidents surveyed—45 percent—noted that their institution updated its speech policies within the last 18 months, with public institution leaders most likely to say so.

    Additionally, almost a third of survey respondents (29 percent) indicated that their campus has an institutional neutrality policy, according to which college leaders should not comment on social or political matters that do not directly threaten the core mission. Such policies saw an uptick amid the fallout of the recent protests, which many congressional Republicans cast as antisemitic.

    Few respondents whose institution does not already have an institutional neutrality policy said it’s likely to adopt one.

    Despite recent student protests, presidents overwhelmingly blamed politicians for escalating tensions over campus speech concerns, versus other groups: Some 70 percent said politicians were primarily at fault, while just 18 percent blamed students.

    Presidents speaking on a panel about the survey findings at the American Council on Education’s annual meeting in Washington on Feb. 12 suggested campus speech concerns are overblown.

    “One incident goes viral, it gets all sorts of publicity,” Jon Alger, president of American University, said, while arguing that “99 percent of campus conversations” typically go well.

    Félix V. Matos Rodríguez, chancellor of the City University of New York, also speaking at ACE, said that social media often inflates speech issues with incomplete narratives for the sake of virality. He added that outside actors also weaponize such tensions to further their own political agendas.

    In a separate December survey of two- and four-year students by Inside Higher Ed and Generation Lab, nearly all respondents supported institutional efforts to promote civil dialogue, and 40 percent were at least somewhat concerned about the climate for civil dialogue and student free expression at their institution.

    Economic Confidence

    Presidents surveyed expressed strong financial confidence, despite difficult headwinds for the industry in recent years, which have seemingly been exacerbated by Trump’s recent executive actions threatening funding, prompting hiring freezes and more.

    Among respondents, 87 percent signaled that they expect their institution to be financially stable over the next five years, and 83 percent said the same over a 10-year timeline. But nearly half of presidents, 49 percent, believe their institution has too many academic programs and needs to close some. Some 19 percent responded that they had serious merger or acquisition talks recently, about the same as last year’s survey.

    This year, most of the presidents weighing mergers cited a desire to ensure their institution’s financial stability and sustainability, rather than risk of closure.

    Nine percent of all presidents said it’s somewhat or very likely that their institution will merge into or be acquired by another college within the next five years, with presidents of private nonprofit baccalaureate institutions especially likely to say so (21 percent).

    Presidents also saw risks beyond the business side. More than half—60 percent—believe politicians’ efforts to influence strategy are an increasing risk to their institution.

    However, some presidents at public institutions see that tension as inherent to the sector.

    “I think we’re a little bit naïve if we expect to be totally independent from the voices of our elected officials in helping to set the direction they think is important for the public investment that is being made in our institutions,” said Brad Mortensen, president of Weber State University in Utah.

    Presidents of public and private nonprofit institutions expressed similar levels of concern on this point.

    Being a President

    Most presidents like the job, even if they question how their time is spent. The overwhelming majority of respondents—89 percent—agreed, at least somewhat, that they enjoy being a college president.

    Additionally, 88 percent of respondents said that their own governing boards were supportive.

    However, more than half—56 percent—question whether the presidency can be capably handled by one person. Presidents also indicated they would prefer to focus on strategic planning, fundraising and community engagement but often find other pressing demands, such as dealing with personnel issues and managing institutional finances, eating into their time.

    A quarter of respondents said that the hardest part of the job was navigating financial constraints. Other areas of difficulty that emerged in the survey include too many responsibilities with too little time to do the job, enrollment challenges and external political pressures.

    Asked how long they expected to be in their job, a plurality (47 percent) answered five years.

    Harris, the SMU professor, is skeptical that most presidents will last that long. He said the finding that nearly half of presidents expected to be in their jobs over the next five years prompted him to “laugh out loud,” and he noted that data from ACE’s latest American College President Survey showed the tenure for college leaders has fallen to just over five years.

    “Either a whole bunch of first-year presidents filled out the survey and they’re going to stay another five years, or somebody is missing the boat on how long they’re actually going to serve,” he said. For reference, the plurality of survey respondents, 33 percent, have served as president of their current institution for five to 10 years. The rest were roughly split between less than three years, three to approaching five years and 10 or more years served.

    Last year saw numerous high-profile presidents abruptly resign, including from the nation’s wealthiest institutions—some of whom had only been in the job for a matter of months.

    Student Mental Health

    College presidents also expressed confidence about their institution’s approach to student mental health.

    The overwhelming majority reported that their institution has done a good or excellent job of promoting student health and wellness across multiple areas. On mental health, in particular, 81 percent said this. And 69 percent said that their institution has been effective in addressing the student mental health crisis, though only 37 percent felt the same was true of the sector as a whole.

    Despite the confidence in their institution’s efforts, only 44 percent of presidents somewhat or strongly agreed that undergraduate mental health is improving on their campus. Just 23 percent said the same of undergraduate mental health across higher education.

    Harris, the Grinnell College president, suggested that finding may not be cause for alarm but rather for deliberation. She noted that “more students accessing mental health resources, to me, is not necessarily a sign of a mental health crisis, it’s a sign of mental health self-advocacy.” Still, she said that colleges still need to develop a better understanding of student mental health issues.

    Other Findings

    Artificial intelligence is another category that prompted mixed feelings.

    About half of respondents—51 percent—believe their institution is responding adeptly and appropriately to the rise of AI, but only 29 percent said the same was true across the sector.

    About the same share over all (52 percent) said their institution had established a campuswide AI task force or strategy.

    Survey respondents noted that the most common uses for AI for their institutions included virtual chat assistants and chat bots, research and data analysis, predictive analytics to identify student performance and trends, learning management systems, and use in admissions processes.

    A third of presidents (32 percent) said their institution has set specific climate-related or environmental sustainability goals. Institutions in the Northeast and West appeared to lead here and on other sustainability-related questions, by region.

    The survey period ended Jan. 3, ahead of Trump taking office for a second term and ahead of his administration issuing a Dear Colleague letter attempting to dramatically widen the scope of the Supreme Court’s 2023 ruling against affirmative action in admissions in Students for Fair Admissions v. Harvard.

    At the time of the survey, nearly all presidents (88 percent) said their institution had been able to maintain or increase previous levels of student diversity since that Supreme Court decision. Looking only at presidents whose institutions previously practiced affirmative action (n=22), closer to half said they’d been able to maintain or increase previous levels of diversity.

    Separately, 10 percent of all presidents said their institution had curtailed diversity, equity and inclusion efforts beyond admissions since the decision, with presidents in the South and Midwest likeliest to say this, by region.

    Groups such as ACE have cautioned against anticipatory compliance to the Education Department’s Dear Colleague letter, which does not have the force and effect of law. Other legal experts note that the letter is not subject to the current preliminary injunction against parts of two White House executive orders that also seek to limit diversity, equity and inclusion efforts.

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  • Federal judge bars DOGE from accessing student data

    Federal judge bars DOGE from accessing student data

    A federal judge temporarily barred Elon Musk’s Department of Government Efficiency from accessing sensitive student data on Monday, after the American Federation of Teachers sued over privacy concerns. 

    The judge, Deborah Boardman of the District Court of Maryland, said the federal government had not provided convincing evidence that DOGE needed the information to achieve its goals. Last week, in a separate case brought by the University of California Student Association against the Education Department, a different judge declined to bar DOGE from accessing student data, saying the plaintiffs hadn’t shown any harm done. But Boardman, a Biden appointee, argued that DOGE staff being given access was enough to merit the injunction. 

    Education Department staff and student advocates raised concerns about DOGE employees’ access to student loan and financial aid data, which includes troves of uniquely sensitive, personally identifiable information. The injunction prevents the office from executing what Musk has referred to as an “audit” of the student loan system for at least two weeks while the lawsuit is ongoing, as well as from accessing financial aid data.

    “We brought this case to uphold people’s privacy, because when people give their financial and other personal information to the federal government—namely to secure financial aid for their kids to go to college, or to get a student loan—they expect that data to be protected,” AFT president Randi Weingarten wrote in a statement. 

    The court-ordered stoppage is the latest in a string of injunctions issued against Musk and the Trump administration in recent weeks, as lawsuits pile up against the administration’s attempts to swiftly upend the federal bureaucracy. On Friday, a federal judge blocked Trump from enforcing large parts of his executive order against diversity, equity and inclusion initiatives.

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  • Data stories from Achieving the Dream’s latest award winners

    Data stories from Achieving the Dream’s latest award winners

    Each year, Achieving the Dream lifts up at least one community college in its network for adopting practices and strategies leading to a student-focused culture, notable increases in student outcomes and a reduction of equity gaps.

    To be eligible for the Leah Meyer Austin Award, an institution must demonstrate four-year improvement of at least three percentage points in the IPEDS on-time completion for the level of associated credential awarded, or have been selected as one of the top 150 colleges in the Aspen Prize for Community College Excellence. The achievements of this year’s honorees—Chattanooga State Community College in Tennessee and Southwestern Oregon Community College—show how a holistic approach to student success that exists through the institution can result in whole-college transformation.

    Setting the bar: In evaluating applicants, ATD considers gateway metrics, including leading indicators (early momentum metrics) and lagging indicators (completion or transfer), with substantial improvement of three percentage points or more over three years.

    Equity metrics may highlight data such as the equity gap improvement between part-time and full-time student outcomes or between Pell-eligible and non-Pell-eligible students. Substantial improvement means closing or narrowing equity gaps over three years by at least two percentage points.

    The following data demonstrate not just what Chattanooga State Community College and Southwestern Oregon Community College did to earn their honor, but also ways that other institutions can tell their own data stories.

    Chattanooga State Community College actions and results: The Vision 2027 strategic plan has inspired a shift from 15-week to seven-week terms, more personalized academic advising, strengthened commitments to basic needs assistance and wraparound support services, and implementation of an affordable course materials program.

    • Fall-to-fall persistence rate from the fall 2019 cohort to the fall 2022 cohort saw a 7.1-percentage-point gain.
    • The credit completion rate jumped from 54.6 percent among the 2020 fall cohort to 66.4 percent among the fall 2023 cohort.
    • Articulation agreements and course road maps related to Tennessee Transfer Pathways resulted in an 8.2-percentage-point climb in the rate of students who transfer and earn a baccalaureate degree within six years of matriculating between the fall 2015 cohort and the fall 2018 cohort.
    • The adoption of a co-requisite model, with embedded tutors, for gateway English and math courses led to a rise in gateway math completion from 38.5 percent for the fall 2020 cohort to 49.5 percent for the fall 2023 cohort. Completion rates for gateway English courses, meanwhile, grew from 49.3 percent to 66.6 percent in that time frame. Approximately 45 to 48 percent of the college’s student population is still developing essential college-level academic skills.

    Southwestern Oregon Community College actions and results: This rural institution’s recent efforts have included engaging and supporting its community’s adult and part-time learner populations, such as by creating targeted student orientations, evaluating community practices and its portfolio of academic and workforce programs, meeting the special financial needs of first-generation adult learners, and improving online services (40 percent of Southwestern’s overall student body are online learners).

    • In comparing the 2017 cohort to the 2020 cohort, the four-year completion rate among part-time learners improved by 8.7 percentage points, narrowing the equity gap between adult learners and traditional-aged learners by 3.2 percentage points. Between adult learners and traditional-aged learners, the gap narrowed by 6.7 percentage points, as the rate of completion among the former rose 12.3 percentage points.
    • The equity gap between first-generation and continuing-generation learners in fall-to-fall persistence narrowed by three percentage points, from 8.2 percent in the fall 2019 cohort to 5.2 percent in the fall 2022 cohort.
    • From the fall 2017 cohort to the fall 2020 cohort, the overall four-year completion rate grew 6.6 percentage points, and the rate at which students transfer and earn a baccalaureate degree (despite severe geographical hardships) rose 3.7 percentage points from the fall 2015 cohort to the fall 2018 cohort.

    More information on both winners can be found here. In a March 31 webinar, Achieving the Dream will feature both winners.

    Is your institution or department tracking new KPIs related to student success, or using data in a new way? Tell us about it.

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