Tag: Setting

  • Changing the Default Setting

    Changing the Default Setting

    Earlier this week the presidents of three of the formerly regional accreditors—Middle States, SACSCOC and WASC—hosted a webinar on AI and transfer credit. I watched, as did several colleagues; both topics are important, and since we’re covered by Middle States, it’s useful to know where its policies and expectations are heading. Credit loss upon transfer is a chronic issue on which accreditors have historically been muted; serious attention would be welcome.

    It was … frustrating My colleagues and I tried afterward to isolate actual concrete changes and came away befuddled. It reminded me a bit of “strategic plans” that say things like, “We will achieve excellence.” OK, but that’s neither a strategy nor a plan. At best, it’s an intention.

    Heather Perfetti, the president of MSCHE, stated that she doesn’t want accreditors to be seen as barriers to credit transfer; if anything, they’re urging a shift in the burden of proof for credit transfer from yes to no. That’s good, as far as it goes, but the key word is “urging.” Urging is not requiring. Kay McClenney famously noted that “students don’t do optional.” I’ve seen too many cases of universities not doing optional when it comes to accepting credits in transfer.

    The stated reason is usually something about standards; the real reason is economic self-interest. Departments don’t want to “give away” any more credits than they have to, so they don’t. That changes only when orders come down from above—say, from a provost’s office because the college is desperate for enrollment, or from a State Legislature that got sick of shenanigans and passed a law, like MassTransfer in Massachusetts. Accreditors could conceivably play that role—it would be naïve to think that outcomes assessment would have gained the momentum it did without pressure from accreditors—but they’d have to put some force behind it. I didn’t catch any mention of that.

    To be fair to the accreditors, that’s much harder now that they’ve lost their de facto regional monopolies. The regional accreditors are membership-driven organizations whose imprimatur opens up access to federal financial aid. Membership-driven organizations aren’t normally tough on their members, but the unusual combination of regional monopoly and access to federal financial aid gave them the leverage to push their members harder than they otherwise could. That didn’t always work out ideally—some colleges went bankrupt having recently satisfied accreditors that they were financially sound—but the structure made it at least possible for the accreditors to carry real weight.

    The first Trump administration broke the regional monopolies and opened the door to alternative accreditors. Now there’s an entirely new body emerging in SACS’s territory, and colleges are empowered to shop around. When members can shop around for more lenient or ideologically aligned accreditors, it becomes more difficult for the legacy accreditors to issue mandates.

    The new preference—I can’t call it a mandate or a policy—seems to mean that colleges should “default to yes” on credit transfer, in the absence of evidence that they shouldn’t. It wasn’t immediately clear what would constitute evidence that they shouldn’t. Lack of regional accreditation isn’t supposed to be dispositive in itself. Over time, a college could track success rates of students in Calc II who transferred in Calc I from College X, and if the rate were low enough, they could cite that. But that would require first allowing everything in for several years to build a track record; after that, the politics of saying no would be more complicated.

    The connection to AI, as near as I could tell, was that it would allow colleges to assess transcripts and issue transfer decisions much more quickly at scale. That would actually help. As one of the presidents put it—I should have written it down, but alas—the current system works like trading in a car for a new one but not being told the value of your trade-in until you’ve had the new one for a few months. It’s not consumer-friendly at all. If transfer credit decisions could be issued at the same time as admission and financial aid decisions, students would be much more able to make informed decisions. I have concerns about AI hallucinations in this context (and many others), but if defaulting to yes is built in, it might work at least as well as the current system.

    So, I’ll give this shift a cheer and a half out of three. The direction is positive; I just hope they can find a way to move from an intention to a plan.

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  • Setting learners up for success in the global workforce

    Setting learners up for success in the global workforce

    • By Sidharth Oberoi, VP of Global Strategy at Instructure.

    Imagine a world where anyone who wants to work in a different city or country can simply share all their skills and learning achievements – including those obtained through formal and informal settings – in a unified, digital format with a prospective employer. Imagine employers having an easy way to verify a candidate’s diverse skills and clearly being able to identify the applicable competencies across international boundaries.

    For anyone who has ever tried to work abroad and navigated all the paperwork and certification processes, this could sound like a very futuristic idea. However, this is precisely what digital learning portfolios are making possible – fostering student mobility and facilitating cross-institutional collaboration among universities worldwide to dynamise the global workforce.

    A digital learning portfolio is an online collection of a student’s verified skills, qualifications and learning experiences, often captured across various formal and informal settings. By functioning as a form of digital credentialling, this portfolio allows students to document and present their learning achievements in a unified, digital format. Students can seamlessly showcase a combination of academic degrees, microcredentials, short courses and experiential learning, giving domestic or international prospective employers a more comprehensive view of their capabilities.

    As more educational institutions look to expand their international reach, digital credentials present a transformational opportunity to track learning experiences and position students more competitively in the global job markets. With a structured, verifiable digital portfolio, students can demonstrate their formal and informal learning experiences in real time and highlight an array of microcredentials, skills and qualifications.

    Enabling cross-institution collaboration

    Global collaboration in higher education is growing steadily, marking a crucial step for universities – even as countries like the UK, Canada, and Australia impose tighter restrictions on international students. This trend highlights the increasing importance of cross-border partnerships in advancing research, innovation, and academic excellence.

    Students continue to seek study-abroad opportunities and universities are increasingly partnering across borders to offer joint programmes and exchange initiatives. This has been highlighted in Europe with programmes like the European Universities Initiative. However, differing approaches to credentialling can often pose challenges. These challenges are further compounded by the fact that some institutions still rely on traditional methods—such as print and paper—to manage and distribute official transcripts and certificates. This not only slows down the process but also hinders the seamless exchange of academic records across borders.

    Digital credentials and badges can help address these issues by offering a consistent and verifiable way for students to record their achievements. This consistency simplifies joint programmes, exchange students and curriculum alignment across countries. With a universal standard, students can more easily navigate international educational pathways and access opportunities that may have been limited by varying credentialing systems.

    For institutions, investing in technology to leverage digital credentials and badges will streamline the process of building and strengthening global partnerships. They can provide a reliable way to attract international students, create robust pathways to global learning opportunities and ensure smooth credit transfers between institutions in different countries. This can significantly prevent credential fraud and enhance an institution’s global appeal, as students can trust that their academic achievements and skills will be recognised no matter where they go.

    Transforming the global workforce

    Today’s employers are gradually favouring skills over traditional degrees and looking for agility and flexibility in their hiring processes. Digital credentialling supports a skills-driven hiring process that’s more responsive to the needs of a global, fast-evolving workforce.

    Digital credentials and badges will become essential for documenting and validating shorter, targeted learning experiences such as microcredentials, apprenticeships and other skill-focused learning experiences that may not necessarily fit within traditional degree frameworks. This transparency helps employers better assess candidates based on relevant, demonstrated competencies.

    Supporting global workforce readiness

    One of the key benefits of digital credentials is their ability to support lifelong career mobility. As people change roles, industries, and even countries throughout their careers, having the opportunity to access 24/7 digital credentials will provide them with an adaptable, portable record of qualifications. This flexibility empowers students to carry their skills and experiences with them, regardless of where their careers take them.

    For these students, a digital portfolio that evolves with them throughout their lives opens doors to greater global mobility and ensures that achievements from one part of the world are recognised and respected in another, strengthening graduates’ ability to apply to job opportunities abroad, or pursue additional international degrees, short courses or microcredentials and thrive in diverse job markets.

    While AI is reshaping industries by automating routine tasks, leading to the evolution of existing roles and the creation of new ones, higher education institutions must focus on the importance of lifelong learning, as continuous skill development becomes essential in an AI-driven economy.

    More than ever, universities need to invest in modern cloud-based virtual learning environments that can support and scale a lifelong learning strategy, including microcredentials and digital credentials. By offering students the tools to maintain dynamic portfolios throughout their careers, institutions can better prepare graduates to succeed in an interconnected and global workforce and stay relevant.

    Lifelong recognition

    Education is no longer confined to traditional phases of life; it’s a continual journey of growth and adaptation. By enabling seamless transitions between learning opportunities and career stages, universities can empower individuals to thrive in a world where constant upskilling is essential, and skill recognition should go beyond the boundaries of traditional learning.

    In today’s interconnected world, digital credentials and learning portfolios provide a structured way to document and share skills, supporting both students’ career ambitions and employers’ workforce needs across the globe. Institutions and employers must collaborate to integrate digital credentials into the skills journey, ensuring a seamless link between education and workforce readiness to dynamically prepare students for a global economy, paving the way for a more adaptable, skilled and mobile workforce.

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  • Setting the Gold Standard for College Recruitment Campaigns

    Setting the Gold Standard for College Recruitment Campaigns

    Marketing messages bombard students from every direction, so capturing their attention—and inspiring them to take action—requires creative that truly stands out. That’s exactly what the RNL creative team delivers, crafting award-winning campaigns that engage, resonate, and drive results across every channel, from digital to direct mail. We work closely with our campus partners to ensure every undergraduate and graduate campaign is both strategic and impactful—proven by the many gold award-winning projects we’re celebrating this year.Here are 11 that took home gold medals—and one Best of Show—at the 40th annual Educational Advertising Awards.

    Illinois College Agribusiness Management |SEO Video (Best of Show)

    Video isn’t just eye-catching—it’s a powerful SEO booster that keeps visitors on the page longer to improve search rankings. For this project, we paired SEO-optimized web copy with a compelling long-form video designed to engage skimmers and drive inquiries. Illinois College’s campus team fully embraced the collaboration, delivering stunning unique footage that brought their story to life. The result? A versatile, high-impact asset that drove a 7,000% increase in web page visits. Watch the video.

    University of Tulsa | Standout Integrated Search Campaign

    University of Tulsa: Image of ad campaign on cell phoneUniversity of Tulsa: Image of ad campaign on cell phone

    Reaching high school sophomores and juniors means meeting them where they are—in their inboxes, on their feeds, and in their hands. This multi-channel campaign reinforces the University of Tulsa’s bold message: students don’t have to choose between fitting in and standing out. Rich Art Deco design and conversational copy celebrating personal and academic uniqueness helped elevate brand nationwide while encouraging students to find their fit at UTulsa.

    Linfield University | Personalized Applicant Direct Mail

    Linfield University student postcardLinfield University student postcard

    This eye-catching mailer puts Linfield’s bold purple and cardinal branding front and center, using standout stats and a dynamic design to capture attention. Featuring Mack the Wildcat, it reinforces school spirit while guiding students toward their next step—applying with confidence.

    American Musical and Dramatic Academy | Dream-Making Applicant Mailer

    American Musical and Dramatic Academy mailingAmerican Musical and Dramatic Academy mailing

    Designed to attract aspiring performers to perform, create, and wow at campuses in New York and Los Angeles, this high-energy mailer steals the spotlight with bold visuals and dynamic performance imagery. Filled with upbeat performance industry lingo, it sets the stage for students to step into their future—and apply.

    University of Mount Union | Bold, Strong Instagram Ads

    Mount Union Instagram adsMount Union Instagram ads

    These dynamic search campaign ads put real students front and center, showcasing hands-on learning in action. With bold visuals and empowering copy, the campaign encourages prospects to show up strong, seize opportunities, and own their moment—both in college and beyond.

    Rockford University | Feed-Stopping Facebook Ads

    Rockford University Facebook adsRockford University Facebook ads

    These bright branded ads grab attention alongside the question “RU Ready?”, sparking curiosity about the welcoming environment and numerous opportunities at “RockU.” The campaign is designed to stand out in feeds and aims to inspire students to see themselves on campus and take the next step toward getting there.

    St. Louis Community College Instagram AdsSt. Louis Community College Instagram Ads

    Featuring proud, hopeful, and joyful students, this campaign highlights reasons students choose STLCC to pursue their dreams. The result? Authentic, inspiring ads that encourage prospects to find their reason at STLCC.

    Jackson State University | THEE Standard for Search Campaigns

    Jackson State University student search campaignJackson State University student search campaign

    Inspired by Jackson State University’s iconic fight song, this email campaign set the tone with bold headers inviting prospects to learn more about THEE standard for research, academics, innovation, and success. Playful illustrations drawn over dynamic student portraits bring energy and spirit to every email, reinforcing why JSU is THEE place to be.

    University of Washington Bothell | Find Your Fit Facebook Ads

    University of Washington Bothell Facebook AdsUniversity of Washington Bothell Facebook Ads

    This dynamic ad brings exciting campus life to the forefront, featuring lively action shots shaped into a bold “W.” Paired with inviting copy, it highlights the University of Washington Bothell’s close-knit community where students find big opportunities, exciting challenges, and lifelong friends.

    Lamar University | Parent Postcard

    Lamar University parent postcardLamar University parent postcard

    This gold award-winning postcard spoke directly to parents, highlighting the $20+ million in aid and low tuition that make Lamar University the best-value college in Texas. A clear, compelling message reassures families that a smart investment today means big opportunities for their student’s future.

    University of Central Florida | Universe of Opportunity Email Series

    University of Central Florida recruitment emailsUniversity of Central Florida recruitment emails

    With a prime location between NASA, the Space Coast, and Orlando’s endless experiences, UCF Global offers a launchpad for limitless possibilities. This inquiry-to-application email flow features stunning nightscape imagery and star-inspired design elements reinforcing the university’s spirit of exploration and innovation.

    Create your own winning connections with future students 

    Want to turn your marketing into an award-worthy success? RNL’s creative team brings strategic insight, compelling storytelling, and a track record of 100+ awards in five years to every campaign. Whether you’re engaging undergraduate, graduate, or online students, we’ll help you stand out and drive results. Let’s talk—schedule a complimentary consultation today.

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  • Setting Up New Leaders for Success From Day One – Strategies for HR – CUPA-HR

    Setting Up New Leaders for Success From Day One – Strategies for HR – CUPA-HR

    by CUPA-HR | March 29, 2023

    Consider this scenario: An institution hires a new leader who has previously worked in higher ed. Assuming the individual has already acquired the knowledge and skills necessary to get the job done, HR guides them through a brief onboarding and launches them into their new role. Six months later, HR checks in with the leader to see how things are going and discovers a dissatisfied leader and a team in turmoil. What went wrong?

    According to Sara Reed, vice president of people and talent at Western Governors University, HR sometimes falsely assumes that new leaders with higher ed experience know how to get the job done. Consequently, expectations may not be clearly articulated, which can create rough patches for the leader to navigate on their own. In the recent CUPA-HR webinar Building Leader Confidence in Transition: We Can’t Do It Alone, Reed explained that to help create a smooth transition for new leaders and ensure success from day one, HR can consider implementing these strategies in the pre-hire and onboarding phases:

    • Pre-hire: Provide accurate and clear position descriptions. HR should be very clear about what the institution is looking for in the role. Is the institution looking for a different leader than in the past, or a leader who meets the status quo? What context is there surrounding the job description that the candidate should be aware of? For example, will the new leader be leading a team that is in transition or turmoil? If so, what resources and contacts can help the new leader in a situation like this?
    • Pre-hire: Be clear about the mission of the institution. What mission does this new leader need to advance and further? Do job candidates see the values and beliefs of the institution displayed on the website? Who is included in the interview process? Can a broad number of people be included in the hiring process to send the message that the position is of high importance?
    • Pre-hire: Have the individual meet the team they’ll be leading. Create an opportunity during the interview process for the potential new leader to meet the team they’ll be leading. Allowing job candidates and future team members to have conversations beforehand could reveal potential areas of conflict between the two parties.
    • Onboarding: Pair the new leader with a skills mentor and a cultural mentor. While a new leader’s knowledge, abilities and experiences in previous positions can be beneficial in helping them succeed in their new role, they still must learn the cultural and political landscape. In the webinar, Reed shared her personal testament to having a “nuts and bolts” mentor and a cultural mentor when she first began working in higher ed. While a “nuts and bolts” mentor explains institutional policies and how to use systems, a cultural mentor can help clue in a new leader to the cultural and political landscape and serve as a “safe space” to ask questions and get insights. As Reed suggested in the webinar, a cultural mentor is someone you can approach after a meeting and ask, “What just happened?”

    Interested in more pre-hire and onboarding strategies and tactics to help new leaders in transition? Watch the webinar recording: Building Leader Confidence in Transition: We Can’t Do It Alone.



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