Although there are many different factors to consider when instituting an employment verification process, It is most important to be clear on what the parameters are. We of course want to meet the standards given by the legislation and accreditation, however, we should strive to aim above those standards for the purpose of providing the most accurate and concise data.
I appreciated the table comparing the different methods of verification, and I see how in my current role each play out. For example, we use surveys and 3rd party verifications. The 3rd party work is always expensive but comes back very accurate. Surveys have been found to vary in acuracy among graduates vs employers.
The most important take away from this section is to make your requirements for what is considered a "placement" crystal clear with all of the folks in the Career Services Department and to use resources when needed
Ensure accuracy of information when collecting data. Audits can fortify an institutions program.
When operating in a space as subjective as "placement" it is important to have detailed guidelines from an approved source to direct the decision.
It is important for the data that is put into the system is accurate and portrays valid information so the school does not have a legal issue in the future.
Accreditor rules and regulations should be the base line for checking placements. Working around placement rules is detrimental to students and universities, like covering up a stain instead of getting rid of it. Be accurate and communicate with potential employers to build relationships to help verify placements more efficiently.
Placement accuracy should be made with most importance.
there are various types of methodologies to collect the placement data, each of them has challenges but the importance is adopting a well and accurate methodology and define very well some related concepts, such as: time of employment, understand the definition of placement, and be consistent with the policies adopted and with the process.
Companies investment strategies feel knowledge is wealth so reporting data that shows students job growth is imperative to that investment. Accreditation is paramount to integrity of institutions so that students and companies benefit. This helps to improve curriculum and measures success.
Data collection allow for more efficient audits while reducing mistakes.
Throughout this module, I gained an understanding of the significance of identifying student placement for the purpose of gainful employment numbers. While economic development organizations may not prioritize this as much, accrediting bodies place great emphasis on collecting specific data on each student.
It was very interesting that the organizations definition of placed/employed, in the cohort or not, is what sets the tone for the department.
Make sure that there's a clear definition of placement and ensure that verification is accurate.
I learned that it is very important to have very detailed information and that the more details you have the less questions (scrutiny) will be a factor. Document, Document, Document!
Understanding data collection methods and the level of credibility of each is good to know.
The importance of data collection criteria for placements and the process of verifying employment. There are numerous ways for collecting the data needed as long as the process is defined and followed.
The correct definition of placement open a big opportunity to know how to manage the data of the graduates.
Having well definined criteria for placement for an institution is important for success. I was interested in the different types of collecting placement data, and the pros and cons for each methodology.
I learned that by using third party verification I can minimize the risk of mistakes coming up during external audits.
