Retention in the more "Creative" schools
As the Dir. of Career Services in a school that teaches make up and hair styling for the media and entertainment industry, I find it challenging to find ways to integrate key retention programs. The industry is predominantly freelance and so once a student believes they have found the "perfect" job, while in school, it is hard to convince them that it would be beneficial to stay and complete and even augment the skills they have learned up to that point.
How do you keep a student "full time" in a freelance industry?
Interesting dilemma. Can you set up learning contracts where if the student gets a job they promise to complete training while working. Perhaps they can take fewer courses while working. Maybe there are ways for them to talk about their work and how they use their training on the job. Or talk about what they still need to know to stay on the job or advance. Thanks Jennifer
Our programs are in the Media and Entertainment industry, which is also to a large percentage a freelance industry. We had a couple of students that started internships while enrolled and then subsequently dropped out as their jobs started to turn into the carrers they had dreamed of. Our attempt of a solution to this dilemma is to (1) not make internships part of the program, and (2) stress the importance of finishing the education first and discourage self organized internships before completion of the program.
Hi Udo
Interesting situation. How to motivate students to stay within the program when they are offered great jobs. You can do a lot to encourage them but no guarantees. This can be asking them to sign a learning contract agreeing to complete training, advising them that a diploma will only be issued upon completion of all requirements, and more. Probably the best solutions can come from students, grads, teachers, and employers. Why not form a committeee and ask them? Let us know. Thanks, Susan
Why not offer a graduation incentive of 50% off the cost of the course and then charge 50% more? This way you don't lose any money, the students get a great incentive to stay in the program, your placement rates improve, and your graduates are better trained?
HI Chris, Certainly an interesting and creative idea. There are many regulatory rules that govern tuition and discounts. So might be a challenge to work your idea within the requirements of many of these boards. It is true that secondary schools have found monetary rewards do work. There's also a lot of issues surrounding that strategy. Still, it's creative and creativity counts when it comes to retention. Thanks, Susan
We offer degrees and certificates in fashion and are also occasionally confronted with students who drop when an intership "employer" offers them a job. Many years ago to avoid this, we changed the required intership to the last 2 quarters of their program and did not give them the required credit needed until that time. After investing so much time in their education, the students realize that dropping out 1 - 2 quarters shy of graduation does not serve them.
We have also worked extensively with our employers, informing them of their interns "grad" date and encouraging them that a graduate will learn the ability to "finish" a committment by completing their education. This, in turn, will serve the employer in the long run.
HI Judith
Great idea about how to keep students from dropping out when offered a job.And great that you are working so closely with employers and externship coordinators. We feel that the more you stay in touch with employers the more benefit all around. It's those employer relationships that lead to increased enrollment, retention, and of course placement. Thanks, Susan
Retention at our school has never been a problem no matter what happens. Maybe it is due to our unique program, which is not so competitive. We always put our best instructors in the first year, which help students build their confidence in their study. As a result, our retention rate is very high, which is as high as 90%. In addition, we have three enrollments each year with alternative day classes and evening classes. In that case, students can fit into their working schedule.
Hi Johanna, Great to hear how successful your school is. Perhaps it starts with admissions. Your reps are probably very good at qualifying the applicant. If there is a good match - student to program - then it is likely the student will not be disappointed or frustrated and will stay. All instructors should really be your best instructors. Many instructors are great at their subject matter but not so good at dealing with adult students. Some training can help them. And yes, when students have a choice of full or part-time it opens opportunities and impacts on retention. Thanks, Susan
Our institution set up early appointments with the placement department and shows the students the opportunities at that particular moment, then follow up. That will keep students interested and alert for possible job positions and interested for the career.
Are appointments made early in the students experience at the school? We believe that students be required to meet with career services staff as early as possible. We think that students should be completing some kind of employment skills training on a daily or weekly basis and not have this left until the last week or so of class. Learning how to get a job is as important as learning how to do a job. Thanks, Susan
