Get Your Students Hired
As the course has stated, the retention efforts of a campus are not just the responsibility of the Retention Specialisty(as we call them) but of everyone on campus. I have some really great faculty members and Program Directors that do everything they can to make sure their students are in class while others don't seem to understand the importance of their involvment in keeping students in class. I've had several talks with the faculty, set the expectations many times, and there still seems to be a disconnect.
As the faculty, they are the first line of defense. They know when a student is struggling before the rest of us do and they also know when a students may be having some personal issues before we do. I need them motivated to see how important they are in the retention process but I seem to be hitting a brick wall.
Any advice?
Congratulations on hiring winners, Thomas, Have you hired faculty from the traditional higher ed sector? If so, have they conformed to your expectations?
I absolutely agree! I have found that being consistent and emphatic about the expectations we have of our faculty helps to avoid most confrontations. Instructors that are not able or willing to take the time to refer a student, on the supplied referral form, soon understand that they will be in the minority, and their reticence to help will be reflected in their evaluations. My experience is that these folks usually move on before I have to take stronger action. I have been fortunate to hire, for the most part, qualified, competent, and caring instructors. I do think that being clear in the initial interviews of the expectation that instructors participate in retention gives an applicant the chance to decline at the beginning. So, once again, communication is key.
Kathleen, as I said before you have a responsibility to clearly communication your expectations for the job when hiring staff and faculty. Everyone has the responsibility to work to those standards. If there continues to be a disconnect after multiple conversations, it may be time for them to find success in another job.
As a campus administrator, you must set the tone.
Mindy, I too would like some advice on this tpoic, and you are correct in saying that retention is everyones role. we need to work together an and say in contact with all involved, to help save the student
I think getting interested in the students lives makes a big difference in the students connecting with the instructor. They tend to be willing to come to the instructor with any problems. The level of trust is there.
It's not the instructors job to be the students friend but by all means they should be friendly! Students should be able to trust them so when things come up both student/staff are comfortable making the conversation.
Self-esteem is very important for the student to succeed. If they feel that they are not good enough or not able to attain their goal they will sabotage themselves. It is my job to make sure all of the students are recognized for at least one positive thing a day to build their confidence.
I agree we are on the front lines. I let my students know that they can come to me with any issues they are having and if I can not resolve the problem we can work our way up the chain of command or find outside assistance for them. Most important here is to give the student the reassurance that the faculty and staff are there for them. That their success is our main goal.
Most instructors demonstrate a high level of committment to their profession. Connecting with each student can be challenging especially with a larger class size. Discussing how each student is important leads to engagement and enhances the learning process.
I agree with this comment. If a student doesn't feel important or liked this can cause an issue with retention because they won't want to come to class because they feel like no one cares if they are there.
Tracy, are you referring to student response to your suggestions or your continued engagement with the student? You're right; follow up will definitely impact retention.
I have the same issue of following-up. I listen well, make suggestions, and then....nothing. Following-up shows that you really care about the situation. I think this could definately play an important role in retention.
Instructors are on the front lines of student retention. Each student must be made to feel important and "liked" in the classroom.
Good to hear that you have recognized an area where you can improve your performance, Robin. Good luck implementing the change.
For me, as an instructor, it can be a daunting task in a classroom full of thirty students to get to know each and every one to a point where interventions can come in a timely manner. However, I do realize that I have some work to do as far as my follow-up when I do have a one on one meeting with a student that is struggling. I have waited too long in the past to check in to see how the student is doing after the meeting and has led to me losing students. That is something I will definitely change in the future.
Unfortunately, not everyone is cut out to meet your expectations. You have a responsibility to clearly communication your expectations for the job when hiring an instructor. Afterwards, the instructor has a responsibility to work to those standards. If there continues to be a disconnect after multiple conversations, it may be time for them to find success in another job.