A corporate filing Monday by Career Education Corp. revealed that the for-profit education company received inquiries from 12 state attorneys general regarding its business practices.
Among the inquiries listed in the regulatory filing are recruitment practices, graduate placement statistics, graduate certification and licensing, and student lending.
Education Management Corporation, another for-profit, revealed similar inquiries in a Friday filing, and shares of both companies were down Monday.
Both companies say that they are working with the states involved, but the real question is whether they can address the issues that continue to plague them and other for-profits. State and federal scrutiny of for-profit business practices has cut deeply into business, with enrollments and recruitment down at many of these companies' schools. Without those numbers to bolster their bottom lines, and without the federal aid and accreditation that some for-profits face losing due to scrutiny, it'll take more than cooperating with state and federal officials to survive. And if their recruitment, lending, and other practices are proven to be verboten, students will probably be better off for it.
With non-white students making up half of its enrollment, California Lutheran University has taken a close look at the lack of diversity on its 80% white faculty and found new ways to attract and keep instructors from minority groups.
The college, located in Thousand Oaks, paid consultants $100,000 to revamp its recruitment and hiring practices, resulting in advertisements designed to attract more diverse candidates, as well as some that focus on the diversity of its students. It also restructured the pipeline of employment candidates with an emphasis on word-of-mouth connections on and off campus, according to the Chronicle of Higher Education.
Cal Lutheran also has developed an anti-bias checklist for four stages of the search process: job announcements; application reviews; reference checks, phone interviews and choosing finalists; and campus visits by finalists. A dean has to sign off on each of the four steps after checking for bias.
In its 2017 report, the National Center for Education Statistics showed 83% of the full professors in postsecondary colleges were white, 10% were Asian/Pacific Islander, 4% were black, and 3% were Hispanic in 2015. The number of minority professors has risen in recent years, but not as fast as the number of minority students, and advocates say minority professor recruitment should become a focus of colleges.
A report from the Brookings Institute shows that a big part of the unequal representation of minorities and women is due to major gaps in the STEM fields, a problem that isn’t recognized often enough by college administrators or critics of their progress.
Research shows diversity pays off with higher levels of student and staff satisfaction and better performance. Rutgers University officials say an effort by the business school to recruit more minority faculty improved recruitment of top minority students and made them more successful in the corporate world.
Colleges have tried a variety of methods to recruit minority faculty. The University of Missouri and Clemson University have initiated programs to find potential candidates by recruiting students seeking advanced degrees. Others have changed the content of their advertising and carefully considered new placement in locations where minority candidates might more likely see it.
In hiring, colleges also attempt to tamp down bias. Bentley University offers a two-hour workshop to members of the search committee about implicit and individual bias and has taken other measures to ensure the process is fair. Duke requires about 80% of its faculty to go through bias training as part of an effort to develop a climate where minority faculty members can thrive. Other institutions are considering new ways to make them feel comfortable in the school and local community -- and an authentic part of leadership.
Boston College and University of California, Riverside both avoided setting numerical goals and used “cluster hiring” of faculty into interdisciplinary research areas.
Colleges also have made other greater efforts to retain minority faculty members, including establishing diversity officers who can spot problems and recommend improvements. The Chronicle, in a separate article, lists six other ways colleges can keep a diverse staff, and where “equity, inclusion, and diversity become a part of everyday campus life.”
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There is only one small business school in Bismarck for faculty to choose from. The following statistics and charts help analyze the current state of the small business academic community in Bismarck, and the future trends. Academia in small business includes small business training at the small business bachelors degree level.
Of the 4,320 small business professionals employed in North Dakota, 720 work in Bismarck. There has been a 18% growth in the number of small business professionals in Bismarck between the years 2006 and 2010. Overall employment in Bismarck has also increased.
As the number of small business professionals in Bismarck has grown, salaries for small business professionals have also increased. In 2010 Bismarck small business professionals earned an average yearly salary of $89,830. Four years earlier in 2006, the average salary for small business professionals in Bismarck was $80,050 per year. This growth is slower than the salary trend for all careers in Bismarck.
Small business professionals in Bismarck earn a median salary of $78,620 per year. The 10% of small business professionals in the lowest pay bracket earn less than $49,010 per year, while those in the highest pay bracket earn approximately 207% higher salaries.
On average small business professional salaries in Bismarck are higher than salaries earned by their professional counterparts in related professions.
Many of Bismarck's small business professionals are graduates of the only accredited small business school in the city.
The number of small business faculty, growth in the field of small business academia and small business faculty salaries in Bismarck, is all data we are currently in the process of collecting. Please enter your information in the form below if you are involved in teaching small business courses to students at the bachelors degree in small business level. This will help us build a valuable free database resource for the benefit of current and future faculty in the field of small business in Bismarck. All information you submit will be anonymous. Once you have submitted your information an outline of the data we have collected up until now will be available for you to view.
Software Engineering faculty can choose to work at only one software engineering school in Marietta. Below are statistics and other relevant data to help analyze the state of software engineering and software engineering education in Marietta, which includes software engineering training at the following levels:
As the employment for software engineering professionals in Marietta has decreased, overall employment in Marietta has increased.
The decline in the salary of software engineering professionals in Marietta is faster than the salary trend for all careers in the city.
Many of Marietta's software engineering professionals are graduates of the only accredited software engineering school in the city.
There are a total of 3 degree and certificate programs in software engineering offered by Marietta's software engineering schools.
The number of software engineering faculty, growth in the field of software engineering academia and software engineering faculty salaries in Marietta, is all data we are currently in the process of collecting. If you are involved in teaching software engineering courses to students at the certificate in software engineering, bachelors degree in software engineering, and masters degree in software engineering levels, please anonymously submit your information in the field below. By doing so, you will be helping us build a valuable database resource for the benefit of current and future software engineering faculty in Marietta. Once you have submitted your information, you will be able to view a summary of some of the data we have collected so far.
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Annual awards for undergraduate or graduate students enrolled full-time at the University of Florida College of Agricultural and Life Sciences. Students must demonstrate academic achievement, leadership skills, and contributions to diversity in the student body and society. Number of awards may vary.