Tag: Public

  • Twenty six years of enrollment at Public Research 1 Universities

    Twenty six years of enrollment at Public Research 1 Universities

    A while ago, I made the claim that Oregon State University has the longest streak of consecutive years of fall-over-fall enrollment growth of any public, Research 1 university in America.  A few people have asked me, not exactly doubting the claim, but thinking maybe I had made a mistake, for the source of it.

    This started as a curiosity: I knew from our own internal documentation that the last time OSU (the oldest OSU…not the one in Ohio or Oklahoma) had a fall-to-fall enrollment drop was 1996, and I was curious to see if any other institution could make that claim. So I went to the IPEDS Data Center and downloaded the data. 

    It’s below.  First, a few points: My comparison group is 108 Public, four-year, Research 1 Universities as designated by the Carnegie Commission on Higher Education as of Fall, 2022, the latest IPEDS data available. The R1 designation is actually called “Doctoral Institutions: Very High Research Activity” but the nickname R1 is a holdover from prior years. The category contains those institutions who produce the highest research activity and output among American universities.

    What you can’t see here is that 2023 showed an increase (it’s not yet in IPEDS, but trust me), and that 2024 will also show an increase once our census is final.  So OSU’s record is the 26 shown, plus last year, plus this coming year, for a total of 28 years.

    There are a couple of small anomalies with the data, as there always seems to be.  First, some institutions missed a year or two in their reporting.  Even if those years had shown an increase, they were already nullified by other decreases. And Penn State has bounced around from being one institution to being several to being one again; this too does not seem to make a difference in the tally.

    The first chart here shows all years and all institutions (you’ll have to scroll down to see them all using the bar on the right.)  You’ll notice that every institution shown (other than OSU) has at least two years with a blue box after 1997, meaning a decrease.  Hover over the box for details.  Orange shows an increase from the prior year.

    The second chart shows individual enrollment data for any institution you select, using the filter at the top.  The bars are colored similarly: Orange for increase, and blue for decrease.

    If I’ve missed something or you think these data points are wrong, let me know.  If a university decided intentionally to shrink, for whatever reason, that’s interesting, but not the point of this visualization. If you want to look at just graduates or undergraduates or men or women or students of color or some other variable, I encourage you to read my posts here and here about how to download IPEDS data for yourself. 

    And as always, leave a comment below if you find something interesting.

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  • Average Net Price at America’s Public Colleges and Universities

    Average Net Price at America’s Public Colleges and Universities

    Good news: We have new IPEDS data on average net cost.  Bad news: Because IPEDS is IPEDS, it’s data from the 2021-22 Academic Year. 

    This is pretty straightforward: Each dot represents a public institution, colored by region, showing the average net price for first-year students entering in that year.  IPEDS breaks out average net price by income bands, so you can see what a family with income of $30,000 to $48,000 pays, for instance, by using the filters at right.

    You can also limit the institutions displayed by using the top three filters: Doctoral institutions in the Far West, or in Illinois, for instance.  If you want to see a specific institution highlighted, use that control.  Just type part of the name of the institution, like this example, and make your selection: 

    Average net price shows The Total Cost of Attendance (COA), which includes tuition, room, board, books, transportation, and personal expenses, minus all grant aid.  It does not include loans, but of course, loans can be used to cover part of the net price, along with other family resources.

    This display is a box and whisker chart, and if you’re not familiar with the format, here is a quick primer: 

    For the sticklers, the median shown is unweighted.

    As always, let me know what you see here that you find interesting or surprising.

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  • Overtime Rule Blocked for Public Institutions in Texas; House Advances Legislation Aiming to Block Overtime Rule – CUPA-HR

    Overtime Rule Blocked for Public Institutions in Texas; House Advances Legislation Aiming to Block Overtime Rule – CUPA-HR

    by CUPA-HR | July 1, 2024

    Update: On November 8, the federal judge from the Eastern District of Texas is set to hold a hearing on summary judgement in the business community’s challenge to DOL’s overtime final rule. While it is unknown how soon after we could get a decision on the validity of the rule, the judge could rule from the bench or quickly after the hearing. CUPA-HR will send out updates on the rulings as soon as we know.

    On June 28, a federal judge in the Eastern District of Texas Court granted a narrowly scoped preliminary injunction for the overtime rule in the state of Texas, blocking the Department of Labor’s overtime final rule from taking effect on July 1, 2024. The judge only blocked enforcement for employees of the state of Texas (i.e., public institutions), so private institutions in Texas and all other institutions outside of Texas will still need to comply with the overtime rule beginning July 1, 2024.

    The motion for a preliminary injunction was filed by the state of Texas alongside a lawsuit challenging the validity of the final rule in its entirety. At least two other lawsuits are currently pending before the Eastern District Court of Texas. The preliminary injunction will block the final rule from taking effect on July 1 for public employers and employees in Texas until a later decision is issued on the lawsuits challenging the validity of the final rule.

    As a reminder, the final rule implemented a two-phase approach to increasing the minimum salary threshold under the Fair Labor Standards Act overtime regulations. The first increase was expected to take effect on July 1, increasing the minimum salary threshold from the current level of $684 per week ($35,568 per year) to $844 per week ($43,888 per year). The second increase is set to take effect on January 1, 2025, and it would increase the minimum salary threshold again to $1,128 per week ($58,656 per year). The final rule also adopted automatic updates to the minimum salary threshold that would occur every three years.

    Given the judge’s narrow decision granting the preliminary injunction, private institutions in Texas and all institutions outside of Texas are still required to implement adjustments to comply with the July 1 minimum salary threshold until a later decision is made on the validity of the rule as a whole. CUPA-HR will be monitoring the pending cases closely.

    House Appropriations Subcommittee Bill

    On June 26, the House Appropriations Subcommittee on Labor, Health and Human Services, and Education released their fiscal year 2025 funding legislation for the Department of Labor (DOL) and other related agencies, which included a provision to prohibit any funding provided to DOL under the bill from administering, implementing or enforcing the overtime final rule. The Subcommittee passed the legislation out of Committee during a markup on June 27. It will now be sent to the floor for a vote, where House Republicans have a slim majority and could pass the bill along partisan lines. The fate of the overtime provision appears uncertain in the Senate, however, as the Democrat-controlled chamber is unlikely to include such language in their appropriations bill. CUPA-HR will continue to keep members apprised of any updates on the status of the overtime final rule.



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  • Managing a Multi-State Workforce: Key Findings From the CUPA-HR Survey and a Public University’s Hybrid Approach – CUPA-HR

    Managing a Multi-State Workforce: Key Findings From the CUPA-HR Survey and a Public University’s Hybrid Approach – CUPA-HR

    by CUPA-HR | April 19, 2023

    As higher ed institutions face pressure to fill open positions and offer more flexible work opportunities, many are responding by recruiting and hiring employees who live and work in a state different from where their institution’s primary campus is located. CUPA-HR’s Multi-State Workforce Survey was developed to better understand institutions’ policies, practices and challenges related to out-of-state workers.

    Notable findings:

    • 89% of responding institutions employ out-of-state workers.
    • The most common types of out-of-state workers are adjunct/part-time faculty and salaried/exempt staff.
    • On median, institutions employ out-of-state workers from 8 states.
    • Most institutions have restricted policies for both recruiting and hiring out-of-state workers.
    • Of the one third of institutions who avoid hiring from certain states, the most common states institutions avoid hiring from were California, New York, Washington and Colorado.
    • Many institutions provide salary ranges on job postings, but most do not adjust salaries based on location.

    Despite the challenges of a multi-state workforce, excluding out-of-state workers can decrease the quality of the candidate pool and may cause institutions to miss out on top talent. Institutions pursuing, or considering pursuing, out-of-state workers may want to look at Clemson University’s hybrid approach to managing a multi-state workforce.

    Charged by senior leadership to explore options for out-of-state employment, Clemson University’s HR team, led by Chief Human Resources Officer Ale Kennedy, convened a cross-campus workgroup that reached out to several schools about their out-of-state work approaches. After reviewing the data, the workgroup recommended that in-house HR manage the green or “easy” states and outsource the more challenging states in order to minimize risk. To learn more about Clemson’s approach — and the full findings from the Multi-State Workforce Survey — be sure to watch CUPA-HR’s recent webinar “The State of the Multi-State Workforce: Employment Practices and Challenges.”



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