Tag: Great

  • The Great American University Shakedown

    The Great American University Shakedown

    With each new resolution agreement, it becomes clearer that the Trump administration intends to base the government’s relationship with higher education on extortion. In its recently cut deal, Northwestern University will pay the Treasury $75 million in exchange for about $800 million in congressionally approved research funding it had already secured. NU now joins Columbia on the list of institutions that have paid fees to the federal government—Columbia’s deal included a $200 million payment to the Treasury over three years.

    In the grand scheme of things, $75 million is chump change for Northwestern. It’s a fraction of the research funding that was at risk and barely makes a dent in the institution’s $14.3 billion endowment. It’s less than two months’ worth of the up to $40 million the institution said it was paying every month to supplement lost research funding. The payment was, according to interim president Henry Bienen, “the best and most certain method to restore our federal funding, both now and in the future.”

    Part of that is likely true. Litigation would have taken years and cost many more millions. But nothing in the agreement precludes the government from leveraging federal research funding to extract certain political wins from the university again. The government didn’t even need evidence Northwestern violated any federal laws to revoke its federal funding. Officials offered no conclusions from the three investigations into antisemitism on campus the Departments of Education, Justice and Health and Human Services launched. With the punitive withholding of federal funds, the institution is being punished before it’s proven guilty. As Andrew Gillen, a scholar at the Cato Institute put it, “Much like the Queen in Alice in Wonderland who said, ‘Sentence first—verdict afterwards.’”

    Before this administration, rarely did OCR investigations require institutions to pay money to the government. The resolutions focused mainly on training and improving processes at the university in question. By contrast, the agreements the Trump administration has reached with elite, research-focused universities harm the institution as well as the country. Northwestern, Columbia, Brown and others might have their funding back, but they’re now weighed down by even greater compliance burdens.

    Northwestern has to report admissions data on every student who applies, is admitted and enrolls; socialize international students on the norms of campus life; and make sure nobody is wearing a face mask to conceal their identity. After cutting more than 400 jobs in July, Northwestern now has fewer people around campus to take over additional reporting duty. This is how the administration wants our leading research institutions to spend their time. And while U.S. institutions process paperwork and fight to have funding restored, China sprints ahead in artificial intelligence, robotics and innovation.

    Precedent for paying fines in government settlements exists for other sectors, but those partly fund solutions to problems. Purdue Pharma, for example, paid local and state governments to fund opioid treatment, prevention and recovery services. In its multibillion-dollar settlement with the U.S. government over cheating on emissions tests, Volkswagen paid billions of dollars to fund clean energy initiatives and electric vehicle charging infrastructure. Even Columbia in its settlement agreed to pay an additional $21 million to compensate employees who may have experienced antisemitism on campus after Oct. 7, 2023. Northwestern’s millions simply disappear into Treasury’s coffers and do nothing to combat antisemitism in higher ed.

    NU won’t be the last institution the government attempts to force into a settlement. This summer it demanded UCLA, a public institution, pay $1.2 billion as part of a settlement to unfreeze millions in research funds. Harvard’s heated legal battle for its funding rages on, and research funds remain frozen for Duke and Princeton.

    These resolutions are a strong indicator of how the administration wants its relationship with research institutions to be—politically self-serving, one-sided and fear-based. Institutions could choose to fight, but mounting expensive legal battles without millions of research dollars isn’t really a choice at all. The agreements might be an offer universities can’t refuse.

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  • Roll up roll up for the great higher education fire sale

    Roll up roll up for the great higher education fire sale

    Since the announcement, most eyes interested in “radical transformation” have been on the creation of a new “super-university” – Greenwich and Kent becoming the London and South East University Group.

    But The Times is reporting a very different kind of tie-up – which if it comes to pass could have much more interesting implications.

    It says that the University of Buckingham, the UK’s only “independent” university, is considering a £150 million sale to Global University Systems (GUS).

    It suggests that the potential sale could compromise the university’s Royal Charter, non-profit status, and academic integrity – risking its identity as a “free speech and research-focused institution”.

    Precedented

    If that sounds and feels “unprecedented”, you may not have noticed the extent to which everything from research parks to student accommodation are already (part or fully-)owned by private companies.

    You may also not have noticed any number of mergers, takeovers and fire sales among small private HE providers – many of which specialise in the kinds of franchised provision that have been generating considerable regulatory interest in recent months.

    There’s also Richmond, the American University in London. When founder Sir Cyril Taylor died in 2018, he bequeathed his for-profit company (American Institute for Foreign Study) to his own charitable foundation (Cyril Taylor Charitable Foundation).

    It created what former vice chancellor Lawrence Abeln called a charity “operating like a shell for a commercial company it wholly owns” – allowing commercial interests to control educational decisions through charitable structures while maintaining the appearance of independence.

    Abeln argued that the foundation used funding as leverage to demand governance changes, including his forced resignation, threatening the university’s survival unless commercial interests were satisfied.

    It mirrors concerns about the potential Buckingham sale – that once charitable educational institutions become dependent on private sector funding or ownership, academic independence becomes vulnerable to commercial priorities.

    Even when the charitable structure remains intact, the substance of independent governance can be hollowed out, creating what critics might term a “stealth privatisation” where commercial control operates behind charitable facades.

    Any number of things could be going on behind the scenes that already resemble that in universities that have breached, or are close to breaching, their banking covenants.

    But the wholescale takeover of a university with a Royal Charter? Really?

    We work at supplying HE

    Back in 2020, five men registered a UK company called “GGE UK Newco” in a WeWork near London Fields. Within four months, it had acquired university title, degree awarding powers, and registration with the Office for Students – a process that typically takes years for new higher education providers.

    The company pulled this off by purchasing the assets of the former Regent’s University London charity, including its degree awarding powers (awarded in 2012) and university title (granted in 2013). On September 29th, GGE UK Newco changed its name to “Regent’s University London Limited,” becoming the wholly-owned product of a partnership between the original Regent’s University and Galileo Global Education, a large international education provider with over 110,000 students worldwide.

    The transaction appeared to have bypassed normal regulatory processes entirely. While new providers typically wait around 180 days and must pass a Quality and Standards Review, no such review appeared to have been conducted for Regent’s University London Limited. OfS was largely silent on the specifics, raising real questions about transparency and whether standard due diligence procedures were followed.

    As DK noted at the time, the case was interesting insofar as it suggested that university titles and degree awarding powers can effectively be bought and sold as assets. With some independent providers still waiting on registration decisions, the apparent fast-tracking raised concerns about fairness and regulatory consistency, potentially setting a precedent for more financially-motivated restructuring in the sector.

    And there’s more

    Scroll forward to March 2023, when IU Group acquired the education and training activities of the London Institute of Banking and Finance through a structural split.

    The original Royal Charter charity was renamed “The London Foundation for Banking & Finance (LFBF)” and continues as a charitable foundation, while the commercial education business now operates as “LIBF Limited” (a wholly owned UK subsidiary of IU Group) trading under the original name “The London Institute of Banking & Finance.”

    That preserved the charitable Royal Charter structure while transferring the degree-awarding educational operations to private ownership.

    Then in 2014, struggling Ashridge Business School was acquired by Hult International Business School in what was described as both a merger and acquisition driven by Ashridge’s need for “financial salvation.” Hult provided a £50 million investment, and the schools completed an operational merger in 2015.

    Ashridge now operates as “Hult Ashridge Executive Education” – the executive education arm of Hult International Business School, with the historic Ashridge House estate serving as Hult’s flagship executive education campus. Unlike LIBF, this was a complete absorption rather than a structural split, with Ashridge’s independent existence ending as it became part of Hult’s global network of campuses across Boston, London, Dubai, Shanghai, San Francisco, and New York.

    And then there’s the College of Law.

    It can trace its origins to 1876 with the formation of Gibson & Weldon, a leading tutorial firm. In 1962, The Law Society created The College of Law by merging its own Law Society School of Law (founded in 1903) with Gibson & Weldon, establishing it as a specialist institution for training solicitors.

    It was formally incorporated by Royal Charter on 5 December 1975 and registered as a charity in May 1976, with the stated aim “to promote the advancement of legal education and the study of law in all its branches.” This gave it constitutional status as a chartered institution dedicated to legal education. And in 2006, it was granted degree-awarding powers by the Privy Council.

    So when it was sold to Montagu Private Equity for around £200 million in 2012, the transaction revealed just how valuable degree-awarding powers had become as tradeable assets.

    The deal involved splitting the institution – the original College of Law retained its Royal Charter and charitable status under a new Legal Education Foundation, while the commercial education business, crucially including those 2006 degree-awarding powers, moved to a newly created for-profit company called “The University of Law Limited” (originally incorporated as “Col Subco No.1 Limited”).

    DAPs, it seemed, could now be packaged and sold as part of a commercial education business – degree-awarding powers as an asset class.

    At the time, constitutional lawyers questioned how powers granted to a Royal Charter body could legitimately transfer to what was essentially a separate company. But the then responsible Department for Business, Innovation and Skills (BIS) maintained that the powers remained valid because the “whole education and training business” had moved to the new entity. The precedent was set – and so in 2015, when the University of Law was acquired by GUS, its valuable degree-awarding powers travelled with it as part of the commercial package.

    Or take Arden. Originally founded as Resource Development International (RDI) in 1990 by entrepreneur John Holden, the distance learning provider was sold to US-based Capella Education in 2011 as part of Capella’s international expansion strategy. The timing proved crucial – RDI was granted Taught Degree Awarding Powers in April 2014, gained full university status in August 2015, and was immediately put back on the market when Capella’s international strategy faltered.

    By August 2016, GUS acquired Arden for £15 million – demonstrating how rapidly degree-awarding powers could travel through corporate hands. The transaction showed DAPs functioning specifically as tradeable assets – Capella had effectively acquired a company that later gained valuable regulatory permissions, then sold those permissions onwards as part of a portfolio optimisation. For GUS, acquiring Arden provided another set of degree-awarding powers to add to its growing collection, which already included the University of Law.

    Royal charters

    But the potential Buckingham sale arguably represents a qualitatively different proposition from previous transactions. While ULaw, LIBF, Ashridge, and Richmond were specialist institutions operating in commercial-adjacent sectors – professional training, banking education, executive development, or niche international provision – Buckingham is the UK’s flagship independent university, purpose-built to demonstrate that alternatives to state higher education could thrive.

    Established in 1976 and granted its Royal Charter in 1983, Buckingham has operated successfully for over four decades as Thatcher’s “proof of concept” for educational independence. Unlike the struggling institutions that sought private sector rescue or the professional training providers that already operated in quasi-commercial spaces, in theory the sale of Buckingham would represent the commodification of the university ideal itself.

    It would also signal that even the most symbolically important Charter institutions – those created explicitly to preserve educational independence – could be subject to market forces when financial incentives align.

    Whether structured as a direct sale or following a version of a model of splitting charitable and commercial operations, a Buckingham transaction would force regulators to confront fundamental questions they’ve previously avoided. The Office for Students, the Privy Council and potentially the Charity Commission would need to justify why the commercialisation of Britain’s flagship independent university serves the public interest.

    If it happens, regardless of the technicalities of its legal structure, it would also establish that Royal Charter status provides no meaningful protection against commercialization, making virtually any institution a potential acquisition target – completing the evolution of degree-awarding powers from constitutional privileges into tradeable corporate assets.

    Back to the future

    As Mary Synge demonstrates in her analysis of university charity law regulation, universities are charities whose trustees have a fundamental legal duty to act “in the best interests of the charity” – not commercial interests, and not even student interests – at least as variously defined by politicians.

    When charitable assets and degree-awarding powers become tradeable commodities, this feels like a fundamental breach of charity law principles that have governed universities for centuries. The strategic goals of “maximising growth in income” that might benefit institutional finances are legally distinct from – and potentially in conflict with – acting in the charity’s best interests for public benefit.

    But the regulatory conditions that make the Buckingham sale possible have been deliberately created. Synge’s research shows how OfS has systematically weakened charity law oversight compared to its predecessor HEFCE, removing transparency requirements, diluting governance standards, and abandoning serious incident reporting.

    Where HEFCE demanded universities demonstrate compliance with charity law principles, OfS has reduced this to a mailing list subscription. The regulatory hollowing-out creates the conditions where transactions that should trigger intensive charity law scrutiny can proceed with minimal oversight.

    When the regulator tasked with promoting charity law compliance barely acknowledges charity law exists, constitutional protections become meaningless.

    Back to the future

    As ever, we’ve been here before – or at least the FE sector has. Back in 2016, FE Week got hold of a leaked government document that revealed the Department for Education (DfE) was actively planning for private sector acquisition of failing FE colleges.

    A draft “Framework for due diligence in the FE sector following area reviews” (a process which itself had nudged/inspired/funded a series of mergers and groups) specifically addressed the “acquisition of an FE college by a private sector organisation,” noting that private providers “may have different benchmarks and parameters as to what is acceptable in terms of both curriculum and financial performance.”

    BIS guidance published that March had already unveiled government plans to introduce an insolvency regime for colleges, explicitly stating that following area reviews, government would “no longer bail out colleges in financial trouble, but would instead allow them to go bust.” Sound familiar?

    Critics warned of potential “fire sales” where private equity firms could asset-strip college buildings and facilities, cherry-picking profitable courses while abandoning community obligations. And the University and College Union (UCU) pointed to American examples of private equity involvement leading to “derisory rates of graduation, crushing levels of debt and of course dubious value.”

    The Technical and Further Education Bill (2016) created a “Special Administration Regime” for FE – essentially corporate insolvency procedures for FE colleges with an “education objective” twist. One battle during debate on the Bill came when Labour’s Gordon Marsden attempted to protect publicly-funded college assets from private acquisition.

    Marsden argued that FE colleges represented decades of public investment – from 1950s local authority funding through the multi-billion pound Building Colleges for the Future programme – and warned that defeat would enable private equity “asset stripping” of educational institutions built with taxpayer money.

    But then Minister Robert Halfon rejected the amendment – arguing that student protection must override asset protection, even if it meant transferring publicly-funded infrastructure to private companies. When the division was called, Conservative MPs defeated the amendment 8-5, explicitly authorising education administrators to transfer college assets to private entities if deemed necessary for the “education objective.”

    It established the principle that educational assets, regardless of their public funding history, could be commodified and transferred to private ownership when market logic demanded it.

    Here in 2026, we have a Labour, not Conservative government. It is already “interested” in what’s been going on in the franchised for-profit sector. But it doesn’t seem to have been especially keen to question what’s been going on from a profit/principle point of view. And it’s not clear that what is planned in regulatory terms will be nimble enough to tackle the real questions that surround outcomes or quality.

    As is increasingly clear, the “line” between private and public interest has already been blurred by loans, accommodation, research parks and all sorts of other aspects of HE. What the government does or doesn’t do over a potential sale of Buckingham will tell us whether it’s interested in, or willing to, draw a line before the examples in blogs like this become much less obscure.

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  • AI can be a great equalizer, but it remains out of reach for millions of Americans; the Universal Service Fund can expand access

    AI can be a great equalizer, but it remains out of reach for millions of Americans; the Universal Service Fund can expand access

    In an age defined by digital transformation, access to reliable, high-speed internet is not a luxury; it is the bedrock of opportunity. It impacts the school classroom, the doctor’s office, the town square and the job market.

    As we stand on the cusp of a workforce revolution driven by the “arrival technology” of artificial intelligence, high-speed internet access has become the critical determinant of our nation’s economic future. Yet, for millions of Americans, this essential connection remains out of reach.

    This digital divide is a persistent crisis that deepens societal inequities, and we must rally around one of the most effective tools we have to combat it: the Universal Service Fund. The USF is a long-standing national commitment built on a foundation of bipartisan support and born from the principle that every American, regardless of their location or income, deserves access to communications services.

    Without this essential program, over 54 million students, 16,000 healthcare providers and 7.5 million high-need subscribers would lose internet service that connects classrooms, rural communities (including their hospitals) and libraries to the internet.

    Related: A lot goes on in classrooms from kindergarten to high school. Keep up with our free weekly newsletter on K-12 education.

    The discussion about the future of USF has reached a critical juncture: Which communities will have access to USF, how it will be funded and whether equitable access to connectivity will continue to be a priority will soon be decided.

    Earlier this year, the Supreme Court found the USF’s infrastructure to be constitutional — and a backbone for access and opportunity in this country. Congress recently took a significant next step by relaunching a bicameral, bipartisan working group devoted to overhauling the fund. Now they are actively seeking input from stakeholders on how to best modernize this vital program for the future, and they need our input.

    I’m urging everyone who cares about digital equity to make their voices heard. The window for our input in support of this vital connectivity infrastructure is open through September 15.

    While Universal Service may appear as only a small fee on our monthly phone bills, its impact is monumental. The fund powers critical programs that form a lifeline for our nation’s most vital institutions and vulnerable populations. The USF helps thousands of schools and libraries obtain affordable internet — including the school I founded in downtown Brooklyn. For students in rural towns, the E-Rate program, funded by the USF, allows access to the same online educational resources as those available to students in major cities. In schools all over the country, the USF helps foster digital literacy, supports coding clubs and enables students to complete homework online.

    By wiring our classrooms and libraries, we are investing in the next generation of innovators.

    The coming waves of technological change — including the widespread adoption of AI — threaten to make the digital divide an unbridgeable economic chasm. Those on the wrong side of this divide experienced profound disadvantages during the pandemic. To get connected, students at my school ended up doing homework in fast-food parking lots. Entire communities lost vital connections to knowledge and opportunity when libraries closed.

    But that was just a preview of the digital struggle. This time, we have to fight to protect the future of this investment in our nation’s vital infrastructure to ensure that the rising wave of AI jobs, opportunities and tools is accessible to all.

    AI is rapidly becoming a fundamental tool for the American workforce and in the classroom. AI tools require robust bandwidth to process data, connect to cloud platforms and function effectively.

    The student of tomorrow will rely on AI as a personalized tutor that enhances teacher-led classroom instruction, explains complex concepts and supports their homework. AI will also power the future of work for farmers, mechanics and engineers.

    Related: Getting kids online by making internet affordable

    Without access to AI, entire communities and segments of the workforce will be locked out. We will create a new class of “AI have-nots,” unable to leverage the technology designed to propel our economy forward.

    The ability to participate in this new economy, to upskill and reskill for the jobs of tomorrow, is entirely dependent on the one thing the USF is designed to provide: reliable connectivity.

    The USF is also critical for rural health care by supporting providers’ internet access and making telehealth available in many communities. It makes internet service affordable for low-income households through its Lifeline program and the Connect America Fund, which promotes the construction of broadband infrastructure in rural areas.

    The USF is more than a funding mechanism; it is a statement of our values and a strategic economic necessity. It reflects our collective agreement that a child’s future shouldn’t be limited by their school’s internet connection, that a patient’s health outcome shouldn’t depend on their zip code and that every American worker deserves the ability to harness new technology for their career.

    With Congress actively debating the future of the fund, now is the time to rally. We must engage in this process, call on our policymakers to champion a modernized and sustainably funded USF and recognize it not as a cost, but as an essential investment in a prosperous, competitive and flourishing America.

    Erin Mote is the CEO and founder of InnovateEDU, a nonprofit that aims to catalyze education transformation by bridging gaps in data, policy, practice and research.

    Contact the opinion editor at [email protected].

    This story about the Universal Service Fund was produced by The Hechinger Report, a nonprofit, independent news organization focused on inequality and innovation in education. Sign up for Hechinger’s weekly newsletter.

    The Hechinger Report provides in-depth, fact-based, unbiased reporting on education that is free to all readers. But that doesn’t mean it’s free to produce. Our work keeps educators and the public informed about pressing issues at schools and on campuses throughout the country. We tell the whole story, even when the details are inconvenient. Help us keep doing that.

    Join us today.

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  • For a great story, get out and report

    For a great story, get out and report

    Sure, you can Zoom someone in on your laptop or chat over WhatsApp. But when you go out to an event or interview you come back with so much more.

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  • A ‘Great Defection’ threatens to empty universities and colleges of top teaching talent

    A ‘Great Defection’ threatens to empty universities and colleges of top teaching talent

    Paulina Cossette spent six years getting a doctoral degree with the goal of becoming a university professor. But it wasn’t long before she gave up on that path.

    With higher education under political assault, and opportunities as well as job security diminished by enrollment declines, Cossette felt burnt out and disillusioned. So she quit her hard-won job as an assistant professor of American government at a small private college in Maryland and used the skills she’d learned to go into business for herself as a freelance copy editor.

    Now Cossette is hearing from other newly minted Ph.D.s and tenured faculty who want out — so many, she’s expanded her business to help them leave academia, as she did. 

    Seemingly relentless attacks and funding cuts since the start of Donald Trump’s second presidential term have been “the straw that broke the camel’s back,” said Cossette, who left higher education on the eve of the pandemic, in 2019. “I’m hearing from a lot more people that it’s too much.”

    An exodus appears to be under way of Ph.D.s and faculty generally, who are leaving academia in the face of political, financial and enrollment crises. It’s a trend federal data and other sources show began even before Trump returned to the White House. 

    On top of everything else affecting higher education, this is likely to reduce the quality of education for undergraduates, experts say. 

    Nearly 70 percent of people receiving doctorates were already leaving higher education for industry, government and other sectors, not including those without job offers or who opted to continue their studies, according to the most recent available figures from the National Science Foundation — up from fewer than 50 percent decades ago.

    As for faculty, more than a third of provosts reported higher-than-usual turnover last year, in a survey by Hanover Research and the industry publication Inside Higher Ed. That was before the turmoil of this late winter and spring. 

    Related: Interested in innovations in higher education? Subscribe to our free biweekly higher education newsletter.

    “People who can get out will get out,” said L. Maren Wood, director and CEO of the Center for Graduate Career Success, which works with doctoral and other graduate students at 69 colleges and universities to provide career help

    If the spree of general job-switching that followed Covid was dubbed “the Great Resignation,” Wood said, what she’s seeing now in higher education is “the Great Defection.”

    Getting a Ph.D. is a traditional pipeline to an academic career. Now some of the brightest candidates — who have spent years doing cutting-edge research in their fields to prepare for faculty jobs — are leaving higher education or signing on with universities abroad, Wood said. 

    “It’s going to affect the quality of a student’s experience if they don’t get to study with those leading minds, who are going into private industry or to other countries,” she said.

    “What’s the joke about those who can’t do, teach? You don’t want to be in a situation where the only people left in your classrooms are the ones who can’t do anything else.”

    Related: So much for saving the planet. Climate careers, and many others, evaporate for class of 2025

    Parents sending children to college in the fall should know that they’ll be taking classes “with a faculty member who is worried about his or her research funding and who doesn’t have the help of graduate student teaching assistants. And that’s really going to impact the quality of your student’s experience,” said Julia Kent, a vice president at the Council of Graduate Schools, who conducts research about Ph.D. career pathways. 

    “The quality of undergraduate education is at stake here,” Kent said.

    Even Ph.D.s who want to work in academia are being thwarted. 

    During the Great Recession and the pandemic — two recent periods when there were few available faculty jobs — doctoral candidates could continue their studies until things got better, Wood said. This time, the Trump administration’s cuts to research funding have stripped many of that option.

    “This is way worse” than those earlier crises, she said. “Doctoral students are in panic mode.”

    Related: How Trump is changing higher education: The view from 4 campuses 

    The same deep federal cuts mean doctoral candidates in science, technology, engineering, math and other fields can’t complete the research they need to be eligible for what few academic jobs do become available.

    “You’re basically knee-capping that younger generation, which undermines the intergenerational dynamism that takes place in higher education. And that trickles down into the classroom,” said Isaac Kamola, an associate professor of political science at Trinity College and head of the Center for the Defense of Academic Freedom at the American Association of University Professors, or AAUP.

    Doctoral candidates early in their programs are questioning whether they should stay, said Wood. That could reduce the supply of future faculty. So will the fact that some universities have reduced the number of new Ph.D. candidates they will accept or have rescinded admission offers, citing federal budget cuts. Fewer prospective candidates are likely to apply, said Timothy Burke, a professor of history at Swarthmore College who has written about this topic.

    “Our graduating students right now are thinking differently about what it means to start a doctorate,” Burke said.

    Meanwhile, he said, “all the things that were dismaying to many faculty of long standing just feel worse. People who would have been totally content to stay put, whose prospects were good, who had good positions, who were more or less happy — now they’re thinking hard about whether there’s a future in this.”

    That means undergraduates could experience fewer available classroom professors and teaching and graduate assistants or the “only tenuous presence of faculty who are thinking hard about going somewhere else,” he said. “There are going to be programs that are going to be shut. There are going to be departments running on fumes.”

    The route to a university faculty job has always been hard. Finishing a doctoral degree takes a median of nearly six years, according to the American Academy of Arts and Sciences — nearly seven in the arts and humanities. 

    Doctoral students who manage to finish their programs have always had to fight for faculty positions, even before institutions announced cutbacks and hiring freezes. 

    Universities enroll far more doctoral candidates, to provide cheap labor as teaching and research assistants, than they will ever hire. The number of doctoral degrees awarded rose from 163,827 in 2010 to an estimated 207,000 this year, the National Center for Education Statistics says — a 26 percent increase, during a period in which the number of full-time faculty positions went up at less than half that rate

    Related: These federal programs help low-income students get to an through college. Trump wants to pull the funding

    With colleges and universities under stress, still more doctoral candidates now face the prospect of spending years “training for a career that isn’t actually available,” said Ashley Ruba, a Ph.D. who left higher education to work at Meta, where she builds virtual reality systems. 

    “If you told someone going to law school that they couldn’t get a job as a lawyer, I don’t think they’d do it,” said Ruba, who is also the founder of a career-coaching service for fellow Ph.D.s called After Academia.

    People already in faculty jobs appear equally on edge. More than 1 in 3 said in a recent survey that they have less academic freedom than in the past; half said they worry about online harassment. And faculty salaries have been stagnant. Pay declined for the three years starting with the pandemic, when adjusted for inflation, the AAUP reports, and has still not recovered to pre-pandemic levels. 

    People with Ph.D.s can earn more outside academia — an average of 37 percent more, one study found. Employers value skills including active learning, critical thinking, problem-solving and resilience, which is “everything you learn in a doctoral program,” Ruba said.

    The proportion of faculty considering leaving their jobs who are looking for work outside of academia has spiked. Before the pandemic, it was between 1 and 8 percent each year. Since then, it has been between 11 and 16 percent, according to R. Todd Benson, executive director and principal investigator at the Collaborative on Academic Careers in Higher Education at the Harvard Graduate School of Education, or COACHE. The figure comes from surveys conducted at 54 major universities and colleges.

    Related: More women are landing construction jobs. Trump’s war on DEI could change that

    A Facebook group of dissatisfied academics, called The Professor Is Out, has swelled to nearly 35,000 members. It was started by Karen Kelsky, a former anthropology professor who previously helped people get jobs in academia and now coaches them on how to leave it.

    “It’s difficult to overcome the stereotype of a university professor, which is that they’re coddled, they’re overprivileged, they’re arrogant and just enjoying total job security that nobody else has,” said Kelsky, who also wrote “The Professor Is In: The Essential Guide to Turning Your Ph.D. Into a Job,” a second edition of which is due out this fall. 

    Today, “they are overworked. They’re grossly underpaid. They are being called the enemy. And they’re bailing on academia,” she said.

    “Every time I talk to a tenured professor, they tell me how miserable they are and how desperate they are to get out,” said Kelsky. “And there’s no way this isn’t having real-life, tangible impacts on the quality of education students are getting.”

    Contact writer Jon Marcus at 212-678-7556, [email protected] or jpm.82 on Signal.

    This story about faculty and doctoral recipients leaving academia was produced by The Hechinger Report, a nonprofit, independent news organization focused on inequality and innovation in education. Sign up for our higher education newsletter. Listen to our higher education podcast.

    The Hechinger Report provides in-depth, fact-based, unbiased reporting on education that is free to all readers. But that doesn’t mean it’s free to produce. Our work keeps educators and the public informed about pressing issues at schools and on campuses throughout the country. We tell the whole story, even when the details are inconvenient. Help us keep doing that.

    Join us today.

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  • 4 ways AI is empowering the next generation of great teachers

    4 ways AI is empowering the next generation of great teachers

    Key points:

    In education, we often talk about “meeting the moment.” Our current moment presents us with both a challenge and an opportunity: How can we best prepare and support our teachers as they navigate increasingly complex classrooms while also dealing with unprecedented burnout and shortages within the profession?

    One answer could lie in the thoughtful integration of artificial intelligence to help share feedback with educators during training. Timely, actionable feedback can support teacher development and self-efficacy, which is an educator’s belief that they will make a positive impact on student learning. Research shows that self-efficacy, in turn, reduces burnout, increases job satisfaction, and supports student achievement. 

    As someone who has spent nearly two decades supporting new teachers, I’ve witnessed firsthand how practical feedback delivered quickly and efficiently can transform teaching practice, improve self-efficacy, and support teacher retention and student learning.

    AI gives us the chance to deliver this feedback faster and at scale.

    A crisis demanding new solutions

    Teacher shortages continue to reach critical levels across the country, with burnout cited as a primary factor. A recent University of Missouri study found that 78 percent of public school teachers have considered quitting their profession since the pandemic. 

    Many educators feel overwhelmed and under-supported, particularly in their formative years. This crisis demands innovative solutions that address both the quality and sustainability of teaching careers.

    What’s often missing in teacher development and training programs is the same element that drives improvement in other high-performance fields: immediate, data-driven feedback. While surgeons review recordings of procedures and athletes get to analyze game footage, teachers often receive subjective observations weeks after teaching a lesson, if they receive feedback at all. Giving teachers the ability to efficiently reflect on AI-generated feedback–instead of examining hours of footage–will save time and potentially help reduce burnout.

    The transformative potential of AI-enhanced feedback

    Recently, Relay Graduate School of Education completed a pilot program with TeachFX using AI-powered feedback tools that showed remarkable promise for our teacher prep work. Our cohort of first- and second-year teachers more than doubled student response opportunities, improved their use of wait time, and asked more open-ended questions. Relay also gained access to objective data on student and teacher talk time, which enhanced our faculty’s coaching sessions.

    Program participants described the experience as “transformative,” and most importantly, they found the tools both accessible and effective.

    Here are four ways AI can support teacher preparation through effective feedback:

    1. Improving student engagement through real-time feedback

    Research reveals that teachers typically dominate classroom discourse, speaking for 70-80 percent of class time. This imbalance leaves little room for student voices and engagement. AI tools can track metrics such as student-versus-teacher talk time in real time, helping educators identify patterns and adjust their instruction to create more interactive, student-centered classrooms.

    One participant in the TeachFX pilot said, “I was surprised to learn that I engage my students more than I thought. The data helped me build on what was working and identify opportunities for deeper student discourse.”

    2. Freeing up faculty to focus on high-impact coaching

    AI can generate detailed transcripts and visualize classroom interactions, allowing teachers to reflect independently on their practice. This continuous feedback loop accelerates growth without adding to workloads.

    For faculty, the impact is equally powerful. In our recent pilot with TeachFX, grading time on formative observation assignments dropped by 60 percent, saving up to 30 hours per term. This reclaimed time was redirected to what matters most: meaningful mentoring and modeling of best practices with aspiring teachers.

    With AI handling routine analysis, faculty could consider full class sessions rather than brief segments, identifying strategic moments throughout lessons for targeted coaching. 

    The human touch remains essential, but AI amplifies its reach and impact.

    3. Scaling high-quality feedback across programs

    What began as a small experiment has grown to include nearly 800 aspiring teachers. This scalability can more quickly reduce equity issues in teacher preparation.

    Whether a teaching candidate is placed in a rural school or urban district, AI can ensure consistent access to meaningful, personalized feedback. This scalable approach helps reduce the geographic disparities that often plague teacher development programs.

    Although AI output must be checked so that any potential biases that come through from the underlying datasets can be removed, AI tools also show promise for reducing bias when used thoughtfully. For example, AI can provide concrete analysis of classroom dynamics based on observable actions such as talk time, wait time, and types of questions asked. While human review and interpretation remains essential–to spot check for AI hallucinations or other inaccuracies and interpret patterns in context–purpose-built tools with appropriate guardrails can help deliver more equitable support.

    4. Helping teachers recognize and build on their strengths

    Harvard researchers found that while AI tools excel at using supportive language to appreciate classroom projects–and recognize the work that goes into each project–students who self-reported high levels of stress or low levels of enjoyment said the feedback was often unhelpful or insensitive. We must be thoughtful and intentional about the AI-powered feedback we share with students.

    AI can also help teachers see what they themselves are doing well, which is something many educators struggle with. This strength-based approach builds confidence and resilience. As one TeachFX pilot participant noted, “I was surprised at the focus on my strengths as well and how to improve on them. I think it did a good job of getting good details on my conversation and the intent behind it. ”

    I often tell new teachers: “You’ll never see me teach a perfect lesson because perfect lessons don’t exist. I strive to improve each time I teach, and those incremental gains add up for students.” AI helps teachers embrace this growth mindset by making improvement tangible and achievable.

    The moment is now

    The current teacher shortage is a crisis, but it’s also an opportunity to reimagine how we support teachers.

    Every student deserves a teacher who knows how to meaningfully engage them. And every teacher deserves timely, actionable feedback.  The moment to shape AI’s role in teacher preparation is now. Let’s leverage these tools to help develop confident, effective teachers who will inspire the next generation of learners.

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  • How to Be A Great Podcast Guest with Cheryl Lau

    How to Be A Great Podcast Guest with Cheryl Lau

    Academic voices should be heard. Are you open to sharing yours? This episode of The Social Academic is about podcasting. Podcast host, coach, and producer, Cheryl Lau joins me to talk about podcasting for academics like you.

    Have you been a guest on a podcast? Have you thought about starting your own podcast as an academic? Much of this conversation is advice for people who want to be guests on the show.

    Cheryl Lau shares great advice toward the end specific for those of you dreaming about having your own podcast. What else do you dream about for your online presence, academics?

    Cheryl Lau is the host of the EDIT HISTORY podcast, podcast content strategist, and podcast producer.

    Cheryl started her own podcast in 2020. Her show was shortlisted for the 2024 Asia Podcast Awards (by Radioinfo Asia) in the “Best Money and Business Podcast” category and won the 2023 Golden Crane Award (by the Asian American Podcasters Association) in the “Best Entrepreneur/Solopreneur Podcast” category.

    Today, she helps business owners, consultants, and creators build a podcast content strategy that resonates with their audience, differentiates their brand, and establishes their position in the industry.

    She also works with organizations and established shows through podcast production. From ideation and guest prep to editing, publishing, and promotion, Cheryl oversees every stage of podcast production.

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  • Can you make your podcast sound great?

    Can you make your podcast sound great?

    Emotion and identity

    The third layer gives a podcast emotion and the three elements, together, make the sound of a podcast, he said. 

    “So, it’s not just music,” he said. “These three elements move together during the narration.”

    The goal is to combine music and sound effects to create a “rhythm of narration.” After an important word, he might create a pause and in it increase the music. After that, come sound effects.  

    Caminero wanted to know what Micheli considers when creating music to give a podcast emotion and identity. Micheli said that an important part of the process is to re-listen to what you have done to try to create consistent sound.

    “It’s very important because we spend a lot of time on the timeline,” he said. “We work a lot in depth on the details, but at a certain point you have to change your position and change your mind and you have to become not a creator, you have to become a listener.”

    You don’t always need to create original music for your podcast soundtrack. Micheli suggests combining original music with music you can find in a sound library, but note that it isn’t easy. “It is quite a job to find the right music, right sound in this gigantic archive and match together original music and other music,” he said. “I think it’s the best way for creating the sound for a podcast.”

    Creating original music makes the most sense for podcasts that are documentaries or fiction, Micheli said. But most important is that the podcast must have a good story and script first. 


     

    Questions to consider:

    1. What does Micheli mean by a “rhythm of narration”?

    2. How can you add great sound to a podcast if you can’t compose music yourself?

    3. If you were to create a podcast series what would it be about and what kind of sound would you use?


     

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  • We have to work together to improve school culture and make our public schools great places to teach, work and learn

    We have to work together to improve school culture and make our public schools great places to teach, work and learn

    A torrent of controversy has erupted over the Trump administration’s decision to shutter the federal Department of Education. Critics howl that it will destroy public education in America. Supporters insist it will somehow make things better.

    The only thing that’s clear is that our public education system is broken. It’s time for politicians to stop using education as a political football, with blue and red teams competing for control rather than sharing the responsibility to prepare our children for their futures.

    The resulting chaos and confusion and rigid policies choke the joy out of learning and of working in our schools. Insufficient attention by leaders to education culture can result in fear and distrust, turf wars and a tendency to blame and make excuses for a lack of progress.

    Such behaviors produce a toxicity that disables learning and disempowers leadership. Instead of increasing our nation’s economic prosperity, we’re deepening inequality, limiting opportunity and sadly wasting the potential of many children, on whose ability to thrive our country depends.

    Poor work conditions, insufficient support, inadequate pay and limited career opportunities are among some of the reasons teachers are leaving and schools are struggling to attract top talent. Reductions in funding from the Great Recession through the present render our facilities dangerous in some instances and unwelcoming in others. Would you buy a house with barbed wire fencing and unkempt grounds that make you wonder whether the aim is to keep something out or in?

    Related: A lot goes on in classrooms from kindergarten to high school. Keep up with our free weekly newsletter on K-12 education.

    What should we do to change what is going on inside our schools?

    We must first of all start working together to make our public schools great places to teach and learn.

    Great places to work and learn are places that are well led, fueled by purpose and guided by shared, positive behaviors that advance learning goals and serve as “rules of the road” for how employees and students are expected to behave.

    In great schools, employees, students and families are respected and valued. Leaders in great schools inspire their employees — all of them — to do more than they think they can. Employees align behind the purpose of enabling learning, which creates momentum and camaraderie for what they are working to attain together.

    In great schools, leaders inspire their communities to join them in cheering for and supporting kids’ future successes. Families, no matter their socioeconomic status, feel a sense of belonging.

    Problems are perceived as opportunities to get better, not sources of indiscriminate blame. Solutions are found by looking in the mirror first. External threats to learning, such as poverty or parents’ underemployment, are acknowledged and addressed. Schools don’t dodge their responsibility to educate all kids.

    In great schools, kids are known by caring employees; they feel seen and heard and are deeply engaged and invested in their learning.

    Every employee working in a great school district feels responsible for achieving the district’s mission, no matter whether they work inside or outside of the classroom.

    When kids return after being absent, employees welcome them back, tell them they were missed and focus on catching them up. They do not judge the constraints of their families’ lives or mete out punishment as though missing school is a crime.

    Related: Horticulture, horses and ‘Chill Rooms’: One district goes all-in on mental health support

    Great places to learn must also be great places to work. We must reframe our concept of schools as not just places where kids learn. Great places to work care about the needs of all the human beings in their care, including and especially their employees.

    “To win in the marketplace, you must first win in the workplace,” Douglas R. Conant, former Campbell Soup Company CEO famously said. He knew what is becoming clearer within our public school systems — that unhappy, unfulfilled employees lead to high turnover, disengagement by students and staff and disaffected families turning to alternative educational offerings.

    It is no secret that attracting and retaining top talent to work in our schools is increasingly difficult as employees seek more stability. Attracting younger workers is even more difficult.

    Many of those who currently work in schools, especially teachers, are stressed, burned out and dissatisfied. Being stressed and burned out is not a normative experience; it’s a symptom of a weak culture, and an organizational problem to be solved. And employee turnover is no longer limited to teachers. There are increasing vacancies among principals, bus drivers and food service and facilities staff.

    The quality of the experiences of employees working in our schools must be higher. Every point along the employee experience continuum, from applying for a job to choosing to leave, is an opportunity to deepen employee engagement and commitment to being a high performer.

    We can fix what we have broken. Thinking differently about making our public schools great places to work and learn is a good place to start. No policy changes are required to demonstrate concern for the human beings the system employs and seeks to educate.

    Etienne R. LeGrand is a thought leader, writer and culture-shaping strategist and adviser at Vivify Performance.

    Contact the opinion editor at [email protected].

    This story about school culture was produced by The Hechinger Report, a nonprofit, independent news organization focused on inequality and innovation in education. Sign up for Hechinger’s weekly newsletter.

    The Hechinger Report provides in-depth, fact-based, unbiased reporting on education that is free to all readers. But that doesn’t mean it’s free to produce. Our work keeps educators and the public informed about pressing issues at schools and on campuses throughout the country. We tell the whole story, even when the details are inconvenient. Help us keep doing that.

    Join us today.

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