I like the idea of building school culture around genuine student support, where daily personal connections, proactive intervention, and staff accountability drive retention far better than any marketing slogan ever could.

Students see through newsletters. If the word in around campus is that nobody listens or keeps things confidential, they won't reach out. Good retention isn't about marketing our services; it's about our team showing up with genuine empathy, protecting student dignity, and delivering real support every day.

Experience as a teacher, when compared with student success factors that coincide with the experience, can provide valuable insight for the assignment of instructors to specific classes and even with specific student demographics.

Prompt (w/in 30 days) evaluation of teaching faculty, then regular evaluation is vital for optimal performance and outcomes

An interesting insight into a process I haven't had any experence in

Because we are traning students for clinical practice, it is vital to have faculty who have active clinical roles to ensure relevance and current practice

I think that the emphasis on proper orientation should also place emphasis on in-person orientation when possible

The idea of the job preview is a good one. I think my experience interviewing for jobs has always focused on the skills I bring, but I haven't had a lot of employers really lay out there what the job is actually like!

A thorough reveiw of job tasks before posting jobs and before interviews will help in getting the best candidate to fill the role

I have no direct experience with g boards. This was an interesting view into the operation and maintenance of boards.