I learned/re-learned the components of Employment Verification, or the simplest definitions of what comprises it. The first of which is establishing definitions. It brought back the idea that, as Employment Verifications are compiled, efforts are being made to capture the required reporting information from our various accrediting & regulating agencies. And whenever there is an overlap in that the same information may be required by more than 1 agency, we always follow the agency's policy with a stricter requirement. Depending on the agency, we have reports that are based on the graduating class of a certain calendar year (Jan-Dec) vs fiscal year (Jul-Jun). Definitions are also in place on what is considered Placed In Field, Placed Out of Field, Placed in a Related Field, or Not Placed. There are some waiver definitions to include: Death, Health, Incarceration, Military, etc. Currently, with our population size, we have been toggling between the Questionnaire Survey & Interview Methods. As the session mentioned, the latter does produce higher response rates than the former. And yes, we have started exploring some potential partnerships for outreach. The first of which has been subscribing to a new CRM & SIS since last year.
