Tag: steps

  • 6 steps to a future-focused blueprint: Supporting students in making career decisions

    6 steps to a future-focused blueprint: Supporting students in making career decisions

    The OECD’s (Organization for Economic Co-operation and Development) study on teenage career uncertainty underscores a growing concern: 40% of 15-year-olds lack clear career plans, a figure that has risen by over 50% since 2018. This uncertainty is linked to poorer employment outcomes in adulthood, particularly for students with lower academic performance. The study emphasizes career development programs can significantly reduce this uncertainty by helping students explore interests and align education with potential career paths. However, data from PISA 2022 shows that too few students participate in such initiatives, suggesting a need for broader access and promotion of these programs. 

    The issue that frequently comes to the forefront is the potential disconnect between and among CTE programs, counseling, and academic standards-based classrooms. In conversations, all appear to believe in the interconnectedness of these three areas, yet they are often separate and distinct for a variety of reasons. Helping students prepare for their lives after school and for potential careers needs to be an integral part of all school’s educational vision. This is often demonstrated in graphics and words through a school’s mission, vision, and Portrait of a Graduate. 

    How can educators bring CTE, counseling, and standards-based classrooms together? Let’s look at six strategies through the lens of a curricular-focused learning environment: 

    Facilitating Career Exploration, Awareness, & Application 

    Counselors play a vital role in the success of all students, helping students identify their strengths, interests, and values through a variety of tools including interest assessments and career inventories. They provide one-on-one or group sessions to help students explore specific careers tied to their interests. These activities can guide students toward careers featured in classrooms, courses, and programs. 

    Interdisciplinary Career Units 

    Career exploration and application opportunities can be easily woven into all subjects. What students are learning in the classroom and the passions they are discovering can be connected to potential careers they may want to consider. For example, math classes could include performance tasks around topics such as financial literacy or architecture, requiring teamwork and communication to solve problems. Language Arts related careers could include a grant writer, social media marketer, public relations specialist, or a journalist with projects and lessons easily connected with essential content related to reading, writing, speaking, and listening. 

    Partnerships between CTE programs and general education teachers can help align these activities with broader learning goals and within and across career clusters and pathways. 

    Project-Based Learning (PBL) 

    Incorporating an instructional strategy such as PBL is something that is common for CTE teachers. Using this pedagogy and incorporating future-ready skills can involve students working on complex, real-world problems over an extended period, requiring them to think critically, collaborate, and communicate effectively. Defined utilizes career-themed projects that can be integrated across subjects, such as developing a marketing plan in business classes or designing solutions for community issues in science. These experiences make skills relevant to future careers while aligning with academic standards. 

    Embedded Communication Training 

    Incorporating oral presentations, team discussions, research, and report writing into assignments across all subjects ensures consistent practice. Weaving active communication strategies into learning activities helps students practice collaboration and interpersonal skills. Projects that require students to do presentations and/or build communication documents that are informative or persuasive promote formative and summative assessments of communication skills. 

    Assessment & Reflection 

    Self-reflections and teacher feedback through the lens of reflecting on the real-world connected processes and content applications to careers through their learning can be powerful “a-ha” moments for students. The use of rubrics for evaluating skills such as problem-solving can help teachers guide students as they practice skills throughout their learning experience. Evidence of practice and growth over time can also be part of an evidenced-based portfolio for the student. Bringing these ideas together can help students understand the interconnectedness between careers, content, skills, and projects. 

    Collaboration with Employers & Community Partners 

    Schools can establish partnerships with local businesses to provide interactive career days, mentorship programs, and soft skills training. Exposing students to the workplace through job shadowing, internships, or part-time work enables them to understand real-world career dynamics. When possible, incorporating on-site visits through field trips can help introduce students to different work environments and let them see first-hand the connections between school-based learning and future opportunities. 

    Bringing professionals into classrooms for workshops or mentorship allows students to practice skills in real-world contexts. Additionally, business and industry experts can work collaboratively with a curriculum team to create performance tasks, projects, and virtual internships to help students bridge the world of work, academic standards, and skill development and practice. 

    To learn more about how you can support and engage your students in career-connected deeper learning, please click here

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  • Next Steps: A Practical Guide for Ensuring Access and Opportunity for All Employees

    Next Steps: A Practical Guide for Ensuring Access and Opportunity for All Employees

    by Julie Burrell | February 19, 2025

    The wave of new executive orders on DEI, immigration and gender identity has already significantly impacted the higher ed workplace. While the pace of change may feel overwhelming, HR departments are taking a leading role — just as they did during the COVID-19 pandemic — in navigating change and making sure all employees feel valued and supported at work.

    As CUPA-HR President and CEO Andy Brantley affirmed in his message about the recent executive orders, higher ed workplaces can still:

    • Promote equitable work and career pathing opportunities and pay for all employees.
    • Cultivate inclusive learning and working communities.
    • Create a workplace culture that embraces respect and civil discourse.
    • Level the playing field for everyone by working to remove bias, reviewing outdated policies, and creating transparency.
    • Reinforce institutional values by ensuring that all employees feel connected and supported.

    As you strategize your response to changes taking place on your campus, here are some considerations for ensuring that you are providing equal access and opportunity for all.

    Conduct an Audit of Your Institution’s DEI Efforts

    If you haven’t started already, conducting an audit of programs, policies and procedures can help identify areas of concern. Design a simple spreadsheet to help you organize and track your findings in areas such as training and development, hiring, performance management, communications and website content. For each item, indicate where it falls on the legal spectrum. Does it violate the law? Is it in compliance but in need of adjustments? Is it in compliance and effective as it stands?

    When reviewing your programs and processes, the central question to ask is, do they provide equal access and opportunity to all employees without giving special advantages to any one person or group?

    Here’s one example. The language of the recent DEI-focused executive orders emphasizes merit. Merit has always been critical to hiring, reviewing performance and making promotion decisions. Do your policies around hiring and promotion reflect that focus on merit? Are hiring and promotion processes fair and transparent? Are hiring and promotion decisions documented, and do they reflect those policies and processes?

    Connect with Campus Partners

    Your institution’s general counsel can help ensure any changes made to policies and procedures are in compliance with the new executive orders and mitigate risk for your institution.

    If you’re undertaking a website audit, consult your chief information officer. Is there AI-enabled software that might help identify noncompliant wording or outdated programs?

    Is your institution a federal contractor or subcontractor? If so, you may face additional oversight, including new contract terms certifying that your institution is following federal antidiscrimination laws. If your status is unclear, first check with the office of research.

    Consider creating a neutral body of campus stakeholders to help suggest, implement and communicate changes in response to the executive orders, but also expect that employees and administrators will have strong opinions and feelings about these changes.

    Reframe Inclusion

    As you review policies and communications to ensure compliance, take the opportunity to make your workplace even more welcoming and accessible.

    Align with your institution’s values. What are your institution’s core values and mission? It’s likely they involve respecting diversity of thought and perspective, creating a welcoming environment, and providing equal access and opportunity to all regardless of identity. Affirming and communicating these values can be an important way to stay focused on what matters during times of change.

    Consider accessibility. When revising programs and processes to be more inclusive, envision accessibility for all. For example, if your goal is to make career development programs accessible to all employees, look for gaps in access across your employee population. Just as holding trainings in non-ADA compliant buildings may limit the ability of some people to participate in career development, so might neglecting the needs of groups like non-exempt employees and working parents and caregivers. Are there more flexible options? Can you support supervisors to make it easier for an employee to take time away from regular duties?

    Ensure clarity and transparency. Equity in compensation, hiring and promotion is an effective way to bolster recruitment and retention. For example, hiring and promotion practices that are not transparent, written down, and consistently followed can negatively affect the workforce. Women are less likely than men to be promoted if clear, fair criteria aren’t used. Neurodivergent candidates are disadvantaged when job interviews rely on indirect measures like succeeding at small talk rather than a skills-based assessment. In both of these instances, vague criteria such as “culture” and “fit” may prevent qualified, highly skilled employees from being hired and from moving up the ladder. Finally, be sure that your institution’s job descriptions and job requirements are up to date and are being used as the basis for decisions related to hiring and pay.

    Focus on purpose. To avoid misinterpretation, your efforts at creating an inclusive workplace should be characterized in ways that are purpose driven. For example:

    • Communities of people with varied backgrounds and life experiences create opportunities for community members to grow personally and professionally. When employees thrive, institutions thrive.
    • Parity and equity, in opportunity and pay, support job satisfaction, recruitment and retention.
    • A safe and welcoming work environment fosters community and collaboration.

    Emphasize outcomes. Lily Zheng, author of the book DEI Deconstructed, encourages those invested in fair and healthy workplaces to strengthen outcomes. Zheng recommends an outcomes-based approach “focusing on measurable results like pay equity, physical and psychological safety, wellness, and promotion rates, rather than … a one-time training, posting on social media, or other behaviors that signal commitment without demonstrating results.”

    Take Steps to Educate Employees

    Review the ways managers and senior leadership are implementing the policies and processes that are in place. Is additional training required? If you have made changes to policies and processes, how will you communicate those to supervisors and other campus leaders?

    Be sure to evaluate anti-harassment and antidiscrimination trainings you have in place. These trainings should continue, although they may need to be adjusted to emphasize even more strongly the importance of opportunity and respect for all.

    Know That You’re Not Alone

    The higher ed HR community has been through challenging times before, most recently as the pandemic reshaped the workplace. If you have resources or ideas to share with other CUPA-HR members regarding ways that you and your HR colleagues are creating and sustaining an inclusive campus community, please email them to [email protected]. Your submission will be treated as confidential and, if shared, will be described in terms that will not identify your institution.

    Related CUPA-HR Resources

    Recent DEI-Focused Executive Orders: Next Steps for Higher Ed HR — This CUPA-HR webinar, recorded on February 13, offers excellent insights into steps institutions can take to ensure they are in compliance.

    Recent Executive Orders and Higher Ed HR’s Role in Creating and Sustaining an Inclusive Campus Community — A message from CUPA-HR President and CEO Andy Brantley.

    CUPA-HR Data — CUPA-HR is the premier source of higher ed workforce and workplace data.

    Compensation Toolkit — This HR toolkit includes resources to help ensure that compensation plans are fair and transparent.

    Recruitment Toolkit and Interviewing Toolkit — These HR toolkits include resources to help ensure that hiring practices are fair and transparent.

    Performance Management Toolkit — This HR toolkit includes resources to help ensure that performance management practices are fair and transparent.

    Layoffs/RIF/Furloughs Toolkit — This HR toolkit includes valuable resources for managing workforce reductions.

    Resilience in the Workplace — This CUPA-HR webinar, recorded in 2021, was designed to serve as resilience training for attendees, as well as a model that could easily be replicated at your institution for HR teams and other employees.

     



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  • DfE steps in to require franchise partners to register with OfS

    DfE steps in to require franchise partners to register with OfS

    The Department for Education is consulting on a requirement for providers delivering courses under a franchise model to register with the Office for Students in order that they and their students can access student finance. We also get an impact assessment and an equalities assessment.

    The consultation defines “franchise” as follows:

    A ‘franchised student’ is one who is registered with a lead provider, but where more than 50% of their provision is taught by a delivery partner

    The proposals suggest that should a provider delivering teaching as part of a franchise arrangement (a delivery partner) have over 300 (headcount) higher education students in a given year it would need to be fully registered with the Office for Students under the existing Approved or Approved (Fee Cap) rules. A failure to register would mean that the institution could not access fee loans, and that students could not access maintenance loans.

    There would be some exceptions: providers already regulated elsewhere (schools, FE colleges, NHS trusts, local authorities, and Police and Crime Commissioners) would be exempt. Providers (not courses) would be designated (by DfE) as being eligible to access student finance, meaning that providers running courses regulated by a Professional Statutory Regulatory Body (PSRB) would not be exempt.

    The consultation (which closes 4 April 2025) will inform regulation from April 2026 onwards, with the first decisions about designation made in September 2027 (based on 2026-27 student data) for the 2028-29 academic year. Once up and running this pattern will continue: providers will be designated (based on student numbers from the previous academic year) for the academic year starting the year after. This gives newly designated providers a year to register with OfS.

    Student numbers would not be allowed to breach the 300 threshold without registration – the expectation is that providers should register the year before this happens. Should the threshold be breached, the provider will lose a year of eligibility for student finance for new students: the upshot being that if an unregistered provider had 300 or more students in 2026-27 and then registered with OfS, it would lose a year of designation (so would not be able to access student finance in 2029-30).

    In November of each year, DfE intends to publish a list of designated providers for the following academic year – providing a point of reference for applicants looking to access finance. Interestingly, despite the requirement being to register with OfS it is intended that DfE runs the process: making decisions about eligibility, managing appeals, and communicating decisions.

    The background

    We’ve been covering some of the issues presented by a subset of franchise providers on Wonkhe for quite a while, and it is now generally accepted that higher education in the UK has a problem with the quality and ethics at the bottom end of such provision. Students either enrol purely to access student finance, or are duped (often by higher education agents rather than providers themselves) into accessing fee and maintenance loans for substandard provision. Continuation and completion rates are very low compared to traditional providers, and the qualification awarded at the end (despite bearing the name of a well-known university) may not open the career doors that students may hope.

    We knew that an announcement on this issue was supposed to be coming in January via the government’s response to the former Public Accounts Committee’s report on franchising, which was sparked by a National Audit Office (NAO) report on the issue from a year ago – so the announcement today has just squeaked in under the Treasury’s wire.

    There is a slightly longer backstory to all of this – and we’re not referring to the various bits of coverage on potential abuses in the system that we’ve run in recent years. It was back in 2023 when the Department for Education’s heavily belated response to the Augar review reached a conclusion – promising to “drive up” the of franchised provision, in part by promising to:

    …closely consider whether we should take action to impose additional controls, in particular regarding the delivery of franchised provision by organisations that are not directly regulated by any regulatory body.

    Given the NAO and the PAC’s interventions since, and the work of the OfS in addressing franchise (and other academic partnership failings) via the coming round of quality (B3) investigations, special investigations, and enhanced data gathering, it is perhaps a little surprising that it is DfE that is in the lead here.

    There’s an important lesson in that to be drawn at some stage – the repeated pattern seems to be that an issue is raised, the sector is asked to self-regulate, it seemingly can’t, the regulator is asked to step in instead, and then it is discovered that what we actually need is secondary legislation.

    How big a deal is franchising

    Despite a number of years trying, OfS has never managed to compile full data on the extent of franchised, validated, and other partnership provision – the details are not in any current public dataset. It’s important here to distinguish between:

    • Franchised provision: where a student is registered at one institution, but teaching is delivered at another
    • Validated provision: where a student is both registered and taught at one institution, but receives an award validated by another institution on successful completion of their course
    • Other academic partnerships: which include arrangements where students are taught by more than one institution, or where existing providers partner to allow students to apply to a “new” provider (like a medical or veterinary science school)

    Of the three, it is just franchised provision that is in the scope of this new DfE requirement. It’s also (helpful) the most easily visible of the three if you are a fan of mucking about with Unistats data (though note that not all courses are in the unistats release, and the other vagaries of our least-known public data release continue to apply).

    DfE has done a bang-up job in pulling together some statistics on the scale of franchise provision within the impact assessment. We learn that (as of 2022–23 – usual student numbers caveats for that year of data apply):

    • There were currently 96 lead providers, franchising to 341 partners, of which 237 were unregistered.
    • 135,850 students were studying via a franchise arrangement – some 80,045 were studying at unregistered providers (a proportional fall, but a numerical rise, over previous years)
    • These students tended to study business and management courses – and were more likely to be mature students, from deprived areas, and to have non-traditional (or no) entry qualifications.
    • An astonishing 92 per cent of classroom based foundation years delivered as an intercalated part of a first degree were delivered via franchise arrangements.
    • There were 39 franchise providers teaching 300 students or more – of which four would be subject to the DfE’s proposed exemptions because of their legal status. These providers accounted for 66,540 students in 2022–23.

    A note on OfS registration

    Office for Students registration is confusing at the best of times. Though the registration route is currently paused until August 2025, providers have the choice of registering under one of two categories:

    • Approved (fee cap) providers are eligible to access fee loan finance up to the higher limit if they have an approved access and participation plan, receive direct funding from OfS, and access Research England funding.
    • Approved providers can access fee loan finance up to the “basic” fee limit. They are not eligible for OfS or Research England funding – but can directly charge students fees that exceed the “basic” fee limit.

    In the very early stages of developing the OfS regulatory framework it was briefly suggested that OfS would also offer a “Basic” level of registration, which would confer no benefits and would merely indicate that a provider was known to the OfS. This was speedily abandoned, with the rationale being that it would suggest OfS was vouching in some way for provision it did not regulate.

    The long and painful gestation of the Lifelong Learning Entitlement (LLE) also yielded suggestions of a third category of registration, which would apply to providers that currently offer provision backed by the Advanced Learner Loans (ALLs) that would be replaced by the LLE. We were expecting the Office for Students to consult on this new category, but nothing has yet appeared – and it does feel unlikely that anyone (other than possibly Jo Johnson) would be keen on a riskier registration category for less known providers that offers less regulatory oversight.

    Statutory nuts and bolts

    The proposal is to lay secondary legislation to amend the Education (Student Support) Regulations 2011 – specifically the bit that is used to designate types of courses for student finance eligibility. There is currently a specific section in this SI – section 5 part 1 subsection d, to be precise – that permits registered providers to franchise the delivery of courses to partners.

    The plan appears to be to amend this section to include the stipulation that were more than 300 higher education students (in total, excluding apprenticeships) are taught at a given franchise provider (I assume in total, across all franchise arrangements) then it must be registered with the Office for Students in order to be designated for student finance (allowing students to receive maintenance loans or providers to receive fee loan income).

    This might seem like a small technical change but the implications are surprisingly far reaching – for the first time, the OfS (as regulator and owner of the register) has the ability to decide who can and cannot deliver UK higher education. If anyone – even a well established university – is removed from the OfS register it will be unable to access fee loans (and students will be unable to access maintenance loans) for intakes above 300 students, even if it enters into a partnership with another provider.

    Let’s say, for example, that a large university becomes financially unsustainable and thus breaches the conditions of registration D1 or D2. Under such circumstances it could no longer be registered with OfS and thus would no longer be able to award degrees. The hope would be that student interests would be protected with the support of another university, and one way that this could happen is that someone else validates the awards offered to students so they can be taught out (assuming temporary financial support is forthcoming from government or elsewhere). Under the new rules, this arrangement would only work for 300 students.

    What might go wrong

    OfS has classically regulated based on the registered student population – the implication being that providers involved in franchise provision would be responsible for the quality and standards of teaching their students experience wherever they were taught. There have been indications via the B3 and TEF dashboards that students studying at franchise partners tend to have a worse experience overall.

    This does pose the question as to whether franchise partners who registered with OfS would now be responsible for these students directly, or whether there will be some sense of joint responsibility.

    There’s also the question of how providers will respond. Those franchised-to providers who either worry about their own outcomes (no longer judged within a larger university’s provision) wouldn’t cut it might stay that way – an outcomes based system that is always playing catch up on experience could see some poor provision linger around for many years. On the other hand, if they are now to be subject directly to conditions like those concerning transparency, finances and governance, they might as well switch to validation rather than franchising, which will change the relationship with the main provider.

    We might in aggregate see that as a positive – but that then raises the question as to whether OfS itself will be any better at spotting issues than universities have previously been. They could, of course, not fancy the scrutiny at all, and disappear with a rapidity that few student protection plans are designed to withstand.

    It’s also worth asking not just about OfS’ capacity or regulatory design, but its powers. Many of the issues we’ve identified (and that have been called out by the NAO and the PAC) concern how the courses are sold – OfS’ record on consumer rights is at best weak, and completely untested when the profit incentives are so high.

    And even if the sunlight of better outcomes data puts pressure on over outcomes, we do have to worry about how some of the providers in this space get there. In at least one of the providers that we have seen an OfS report for, a call centre team in another country that is supposed to offer support to students sounds more like a debt collection agency, chasing students up to submit, with academic staff paid partly on outcomes performance. Remember, providers that do this are already registered with OfS – so clearly the registration process itself is not enough to weed out such practices.

    The impact assessment is very clear that it expects some (an oddly precise four in the first year and two in subsequent years) unregistered franchise partners to drop out of HE provision altogether rather than applying for registration. The unspoken codicil to this is that everyone hopes that this will be the poor quality or otherwise suspect ones – but many excellent independent providers (including a number of Independent HE members) have struggled to get through a lengthy and often bureaucratic process, even before registration was temporarily closed because OfS decided it didn’t have capacity to run it this year.

    The line between supporting students and spoon feeding them is often debated in HE, but we might worry that a decent dose of it in a way that few would think appropriate could enable providers to evade regulation for some time – especially if validation (and therefore less risk to the validator) becomes the norm.

    And naturally, this is an approach that ignores two other things: whether a demand-led system at the edges should respond to the sort of demand that seems to come from those profiting from selling more than it does from students themselves, and whether it’s right. Even if you accept some for-profit activity, for anyone to be arranging for predominantly low-income and disadvantaged students to be getting into full tuition fees debt when sometimes more than half is kept in profits, and what is spent seems to include high “acquisition” costs and quite low delivery and support costs.

    In other words, one of the tests should be “does any of this change the incentives,” and it’s not at all clear that it does.

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