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TRANSCRIPT
Career Services in an era of career outcomes accountability
Matt Berndt, Vice President, CSO Research, Inc.
Friday, August 1, 2014 The Woodlands Center
Sam Houston State University
©Matthew Berndt
The “dejobbing” wrought by the global economy has produced the “insecure worker,” including employees who are called temporary, contingent, casual, contract, freelance, part time, external, atypical, adjunct, consultant, and self-employed.
The transformation of the labor force from core workers with permanent jobs to peripheral workers with temporary assignments has already affected nearly half of workers in the United States.
(Kalleberg, 2009)
©Matthew Berndt10/28/2014
Transaction-based Process-based
Administrative Student Development
Reactive Proactive
Stand Alone Involved
PLACEMENT SERVICES CAREER SERVICES
THEN NOW
©Matthew Berndt
Development & Fundraising
Pre-Admission
1st Year
2nd Year
3rdYear
4th Year
Alumni1-10 years
Alumni10+ years
Recruiting & Admission
Learning Outcomes Accountability
Career Outcomes Accountability
Accountability Gap
Advancement Gap
Learning & Career Outcomes Accountability
Making a Difference
Adding value,
not completing tasks
ROI: Learning & Career Outcomes accountability drives services
The career center is not in control
Career center recommends; is value-added coach, connector
Technology facilitates services, employer connections, and advising/coaching
©Matthew Berndt
To serve the Students of 2020, Colleges & Universities need to be thinking about what value they are adding to a student’s learning:
◦ Colleges that attempt to cram their styles down students’ throats on the basis that it is “good for them” may quickly find themselves uncompetitive.
◦ The market is moving away from the traditional mode of disseminating education, but colleges are very slow to understand and adapt to that change.
The College of 2020: Students: Chronicle Research Services. By Martin Van Der Werf and Grant Sabatier, June 2009.
The College Students of 2020
©Matthew Berndt
To serve the Students of 2020, college Career Centers need to be thinking about what value they are adding to a student’s learning:
◦ Career Centers that attempt to cram their style of service down students’ throats on the basis that it is “good for them” may quickly find themselves uncompetitive.
◦ The market is moving away from the traditional mode of career services, but college career centers are very slow to understand and adapt to that change.
Adapted by Matt in 2014.Based on The College of 2020: Students: Chronicle Research Services. By Martin Van Der Werf and Grant
Sabatier, June 2009.
The College Students of 2020 – v. 2
©Matthew Berndt
Transaction-based Process-based
Administrative Student Development
Reactive Proactive
Stand Alone Involved
PLACEMENT SERVICES CAREER SERVICES
THEN NOWComing Soon
Career Outcomes Services
Action Plan-oriented Proactive and intentional exploration
Facilitative Connect the Dots between academic and
experientialCollaborative
Work with students and others to assist, coach, connect
Integrated Learning & Career Outcomes Accountability
Helping answer: “What can I do when I graduate?”
Success measured through career outcomes data
We need to recognize that the most fundamental challenge that career counselors confront is to assist their clients to develop the skills of adaptation and resilience required to negotiate and use productively the fluctuating fortunes of their careers.
(Pryor & Bright, 2011)
Top 5 Career Goals1. To have work/life balance2. To be secure/stable in my
job3. To be dedicated to a
cause or to feel that I am serving a greater good
4. To be competitively or intellectually challenged
5. To be a leader or manager of people
JOB CHARACTERISTICS
The contents and demands of the job, including the learning opportunities provided by the job• Challenging work• Client interaction • Control over my number of working hours – 15%• Flexible working conditions – 28%• High level of responsibility• Opportunities for international travel/relocation• Professional training and development • Secure employment – 49%• Team oriented work• Variety of assignments
EMPLOYER REPUTATION & IMAGEThe attributes of the employer as an organization• Attractive/exciting products and services• Corporate Social Responsibility• Environmental sustainability• Ethical standards - 46%• Fast-growing/entrepreneurial -14%• Financial strength• Innovation – 44%• Inspiring management• Market success• Prestige
(Universum Survey Results 2014)
(Universum Survey Results 2014)
PEOPLE & CULTUREThe social environment and attributes of the work place• A creative and dynamic work environment – 45%• A friendly work environment• Acceptance towards minorities• Enabling me to integrate personal interests in my
schedule – 24%• Interaction with international clients and
colleagues• Leaders who will support my development • Recognizing performance (meritocracy)• Recruiting only the best talent• Respect for its people – 50%• Support for gender equality
REMUNERATION & ADVANCEMENT OPPORTUNITIES
The monetary compensation and other benefits, now and in the future
• Clear path for advancement • Competitive base salary• Competitive benefits• Good reference for future career• High future earnings – 36%• Leadership opportunities – 45%• Overtime pay/compensation• Performance-related bonus• Rapid promotion• Sponsorship of future education
©Matthew Berndt
Larger companies still showing up on some campuses But It’s not just about corporate employment Lot’s of small and mid-sized company jobs Alternative Work vs. Traditional Employment◦ Part-Time, Flextime, Compressed Workweeks, or Comp Time◦ Job-Sharing, Telecommuting◦ Self-Employment - 15.3% and Independent Contracting -7%
(freelancing & consulting)◦ Temporary Services, Internships
Half of presidents say it is appropriate for U.S. government to report data on career and other outcomes of graduates.
Just 13% of Presidents are confident data collected by the government will be accurate.
Many more CEOs say institutions should report various student outcomes than say they actually do.
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©Matthew Berndt15
http://www.insidehighered.com/news/survey/federalaccountability-and-financial-pressure-survey-presidents
Career Outcomes - A National Priority!Along with:
The Student Right to Know Before You Go Act of 2013 (Rubio-Wyden)
US Department of Ed: Title IV Federal Student Aid Program – Gainful Employment in a Recognized Occupation
NACE First Destination Survey Standards and Protocols
20th Century (Historical) 21st Century (Contemporary)
Corporate/Institutional
Salaried with Benefits
Consistent with the “social contract” for lifetime employment
Traditional Virtual Self-Employment Independence Skills Job Security
©Matthew Berndt
Two Kinds of Workers
Independence of Workers
• NACE Definitions of Employment
©Matthew Berndt
Fortune 500 Traditional Employment
Government | Public Sector Employment
Mid-size and Small Business Employment
Business Start-ups | Entrepreneurs
Start your own business
Commission-driven Careers
Virtual Workplaces
Career “Slashers”
©Matthew Berndt
Working full-time
(employed/self-employed/entrepreneurship/fellowship/internship)
Working part-time
(employed/self-employed/entrepreneurship/fellowship/internship)
Enrolling in additional education
(accepted to a program)
Seeking additional education
(not yet accepted)
Engaged in military service
Engaged in volunteer service
Unemployed and seeking employment
Unemployed and not seeking employment
Source: http://TheOutcomesSurvey.com
©Matthew Berndt
University
Functions
Target Constituents
Prospective Students
CurrentStudents
Alumni ParentsEmployer
sCommunit
yDonor
s
Academic Units
Admissions
Alumni Relations
CareerServices
CorporateRelations
DevelopmentFundraising
Student AffairsStudent Life
©Matthew Berndt
©Matthew Berndt
How effectively does your office currently serve all of your students?
How effectively does your office currently serve all the types of employers AND career opportunity providers who wish to connect with your students?
What do you need to do to adapt to the current marketplace?
©Matthew Berndt
Student Advising
Employer Relationship Development
Your Recruiter Policies and Guidelines
Employer Access to Your Services
Delivery of On-Campus Recruiting Services
Delivery of Other Recruiting Services
Faculty Engagement Activities
Staff Professional Development
Alumni Relations
Outcomes Research (First Destinations Surveys)
©Matthew Berndt