Bernadette Yeaton

Bernadette Yeaton

About me


In terms of responsibility, there is always two sides. For example, when a student fails a class, the school and the instructor are partially held responsible. Schools need to provide every opportunity for a student to succeed, which means identifying a potential failure before it occurs. That's why schools have Education Planning. When a corrective action is required on the part of an instructor, one must also consider what part the school has in the instructor's shortcoming. Did the institution provide enough guidance? training? How can the institution prevent it in the future? That's why when our institution gives out… >>>

I had to think about this one! It sounds like your question is whether to adapt a first-come, first-serve for eligible students, or a one based on merit which is determined during the interview process.

All things being equal, which they never are, adapting a first-come, first-serve process in an impacted program can sometimes be a bit unfair. We may all hit "submit" at the same time, but it can be a game of chance in the end. From an administrative standpoint, the first-come, first-serve process involves the least amount of effort, but we're not in this business because it's… >>>

Refer to the institution's Transfer of Credit policy and procedure listed in the school catalog. Unless the school has a prior agreement to accept trasnfer of credit with another University or College, it is very unlikely that a Transfer of Credit will take place. Many community colleges already have this in place, smaller private institutions do not. While I would never tell this to a student, if the institution shares the same accrediting body, the likelihood of transfer of credits taking place increases (perhaps on a case by case basis) but is never guaranteed. In short, refer to the published… >>>

Discussion Comment

In line with this question, my Director will actually dismiss any new hire prospects who ask email about salary when we state in the job listing that "pay is commensurate to experience." So my question is, is it fair not to offer a salary range when a potential new hire asks and instead postpone the discussion at the interview? Perhaps even dismiss the candidacy if the question is even posed prior to the interview? To be fair to my Director, he is very fair when he determines pay, he has a willingness to pay handsomely to anyone he feels will… >>>

I somewhat agree, but not completely. The employee demonstrated an unwillingness to accept her shortcomings; in addition, some of the shortcomings could not remediated through administrative training. As managers, we should learn from this experience when filtering applications for new hires. When a candidate does not have the discipline to check his/her grammar and sentence structure in a cover letter/resume and any correspondence prior to being hired, it is often an indication of a person's work ethic. For me, this translates into a lack of pride. There is nobody who has perfect grammar, we rely on spell check or dictionaries… >>>

I am one of those stories of an instructor who "fell" into teaching by chance. I started out as an on-call substitute and less than 6 months later I'm the Academic Coordinator of all programs at a private college, bypassing Head Instructor. I was able to attain the position due to my understanding and interpretation of accreditation standards. Having previous regulatory experience between Biopharmaceutical and FDA regulations, I was able to apply those skills in an academic setting. Unfortunately, I'm receiving resentment from veteran faculty. This course is helping me develop appropriate managerial skills in dealing with my relatively new… >>>

End of Content

End of Content