Career Services in an era of
career outcomes accountability
Matt Berndt, Vice President, CSO Research, Inc.
Friday, Aug...
The “dejobbing” wrought by the global economy
has produced the “insecure worker,” including
employees who are called tem...
THEN NOW
PLACEMENT SERVICES CAREER SERVICES
Transaction-based Process-based
Administrative Student Development
10/28/2...
Learning & Career Outcomes Accountability
©Matthew Berndt
Development
& Fundraising
Pre-
Admission
1st
Year
2nd
Y...
Making a Difference
Adding value,
not completing tasks
 ROI: Learning & Career
Outcomes accountability
drives servic...
The College Students of 2020
To serve the Students of 2020, Colleges & Universities need to be
thinking about what value...
The College Students of 2020 – v.
To serve the Students of 2020, college Career Centers need to be thinking
about what v...
CTHoEmNing SNoOoWn
Career Outcomes Services
PLACEMENT SERVICES CAREER SERVICES
©Matthew Berndt
Action Plan-oriented
T...
We need to recognize that the most
fundamental challenge that career
counselors confront is to assist their
clients to ...
Top 5 Career Goals
1. To have work/life balance
2. To be secure/stable in my
job
3. To be dedicated to a
cause or to ...
JOB CHARACTERISTICS
The contents and demands of the job, including the
learning opportunities provided by the job
• Cha...
(Universum Survey Results
2014)
PEOPLE & CULTURE
The social environment and attributes of the work place
• A creative ...
 Larger companies still showing up on some campuses
©Matthew Berndt
 But It’s not just about corporate employment
 L...
 Half of presidents say it is appropriate
for U.S. government to report data on
career and other outcomes of graduates....
©Matthew Ber1n5dt
http://www.insidehighered.com/news/survey/federalaccou
ntability-and-financial-pressure-survey-preside...
Career Outcomes - A National
PriorityAl!ong with:
 The Student Right to
Know Before You Go Act
of 2013 (Rubio-Wyden) ...
20th Century (Historical)
21st Century
(Contemporary)
 Corporate/Institutional
 Salaried with Benefits
 Consistent...
©Matthew Berndt
 Two Kinds of
Workers
 Independence of
Workers
• NACE Definitions of
Employment
©Matthew Berndt
 Fortune 500 Traditional Employment
 Government | Public Sector Employment
 Mid-size and Small Busin...
©Matthew Berndt
 Working full-time
 (employed/self-employed/entrepreneurship/fellowship/internship)
 Working part-ti...
©Matthew Berndt
Universit
y
Functions
Target Constituents
Prospectiv
e Students
Current
Students
Alumni Parents
...
©Matthew Berndt
 How effectively does your office
currently serve all of your
students?
 How effectively does your office
currently ...
©Matthew Berndt
 Student Advising
 Employer Relationship Development
 Your Recruiter Policies and Guidelines
 Empl...
©Matthew Berndt
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Nace 2014 redefining employment 6-10-2014 a

Published on: Mar 3, 2016
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Transcripts - Nace 2014 redefining employment 6-10-2014 a

  • 1. Career Services in an era of career outcomes accountability Matt Berndt, Vice President, CSO Research, Inc. Friday, August 1, 2014 The Woodlands Center Sam Houston State University
  • 2. The “dejobbing” wrought by the global economy has produced the “insecure worker,” including employees who are called temporary, contingent, casual, contract, freelance, part time, external, atypical, adjunct, consultant, and self-employed. The transformation of the labor force from core workers with permanent jobs to peripheral workers with temporary assignments has already affected nearly half of workers in the United States. (Kalleberg, 2009) ©Matthew Berndt
  • 3. THEN NOW PLACEMENT SERVICES CAREER SERVICES Transaction-based Process-based Administrative Student Development 10/28/2014 ©Matthew Berndt Reactive Proactive Stand Alone Involved
  • 4. Learning & Career Outcomes Accountability ©Matthew Berndt Development & Fundraising Pre- Admission 1st Year 2nd Year 3rd Year 4th Year Alumni 1-10 years Alumni 10+ years Recruiting & Admission Learning Outcomes Accountability Career Outcomes Accountability Accountability Gap Advancemen t Gap
  • 5. Making a Difference Adding value, not completing tasks  ROI: Learning & Career Outcomes accountability drives services  The career center is not in control  Career center recommends; is value-added coach, connector  Technology facilitates services, employer connections, and advising/coaching
  • 6. The College Students of 2020 To serve the Students of 2020, Colleges & Universities need to be thinking about what value they are adding to a student’s learning: ◦ Colleges that attempt to cram their styles down students’ throats on the basis that it is “good for them” may quickly find themselves uncompetitive. ◦ The market is moving away from the traditional mode of disseminating education, but colleges are very slow to understand and adapt to that change. The College of 2020: Students: Chronicle Research Services. By Martin Van Der Werf and Grant Sabatier, June 2009. ©Matthew Berndt
  • 7. The College Students of 2020 – v. To serve the Students of 2020, college Career Centers need to be thinking about what value they are adding to a student’s learning: ◦ Career Centers that attempt to cram their style of service down students’ throats on the basis that it is “good for them” may quickly find themselves uncompetitive. ◦ The market is moving away from the traditional mode of career services, but college career centers are very slow to understand and adapt to that change. Adapted by Matt in 2014. Based on The College of 2020: Students: Chronicle Research Services. By Martin Van Der Werf and Grant Sabatier, June 2009. ©Matthew Berndt 2
  • 8. CTHoEmNing SNoOoWn Career Outcomes Services PLACEMENT SERVICES CAREER SERVICES ©Matthew Berndt Action Plan-oriented Transaction-based Process-based Proactive and intentional exploration Facilitative Administrative Connect the Dots between Student academic Development and experiential Collaborative Work Reactive with students and others to Proactive assist, coach, connect Integrated Learning & Career Outcomes Stand Alone Accountability Involved Helping answer: “What can I do when I graduate?” Success measured through career outcomes data
  • 9. We need to recognize that the most fundamental challenge that career counselors confront is to assist their clients to develop the skills of adaptation and resilience required to negotiate and use productively the fluctuating fortunes of their careers. (Pryor & Bright, 2011)
  • 10. Top 5 Career Goals 1. To have work/life balance 2. To be secure/stable in my job 3. To be dedicated to a cause or to feel that I am serving a greater good 4. To be competitively or intellectually challenged 5. To be a leader or manager of people
  • 11. JOB CHARACTERISTICS The contents and demands of the job, including the learning opportunities provided by the job • Challenging work • Client interaction • Control over my number of working hours – 15% • Flexible working conditions – 28% • High level of responsibility • Opportunities for international travel/relocation • Professional training and development • Secure employment – 49% • Team oriented work • Variety of assignments EMPLOYER REPUTATION & IMAGE The attributes of the employer as an organization • Attractive/exciting products and services • Corporate Social Responsibility • Environmental sustainability • Ethical standards - 46% • Fast-growing/entrepreneurial -14% • Financial strength • Innovation – 44% • Inspiring management • Market success • Prestige (Universum Survey Results 2014)
  • 12. (Universum Survey Results 2014) PEOPLE & CULTURE The social environment and attributes of the work place • A creative and dynamic work environment – 45% • A friendly work environment • Acceptance towards minorities • Enabling me to integrate personal interests in my schedule – 24% • Interaction with international clients and colleagues • Leaders who will support my development • Recognizing performance (meritocracy) • Recruiting only the best talent • Respect for its people – 50% • Support for gender equality REMUNERATION & ADVANCEMENT OPPORTUNITIES The monetary compensation and other benefits, now and in the future • Clear path for advancement • Competitive base salary • Competitive benefits • Good reference for future career • High future earnings – 36% • Leadership opportunities – 45% • Overtime pay/compensation • Performance-related bonus • Rapid promotion • Sponsorship of future education
  • 13.  Larger companies still showing up on some campuses ©Matthew Berndt  But It’s not just about corporate employment  Lot’s of small and mid-sized company jobs  Alternative Work vs. Traditional Employment ◦ Part-Time, Flextime, Compressed Workweeks, or Comp Time ◦ Job-Sharing, Telecommuting ◦ Self-Employment - 15.3% and Independent Contracting -7% (freelancing & consulting) ◦ Temporary Services, Internships
  • 14.  Half of presidents say it is appropriate for U.S. government to report data on career and other outcomes of graduates. Just 13% of Presidents are confident data collected by the government will be accurate.  Many more CEOs say institutions should report various student outcomes than say they actually do. 14
  • 15. ©Matthew Ber1n5dt http://www.insidehighered.com/news/survey/federalaccou ntability-and-financial-pressure-survey-presidents
  • 16. Career Outcomes - A National PriorityAl!ong with:  The Student Right to Know Before You Go Act of 2013 (Rubio-Wyden)  US Department of Ed: Title IV Federal Student Aid Program – Gainful Employment in a Recognized Occupation  NACE First Destination Survey Standards and Protocols
  • 17. 20th Century (Historical) 21st Century (Contemporary)  Corporate/Institutional  Salaried with Benefits  Consistent with the “social contract” for lifetime employment  Traditional  Virtual  Self-Employment  Independence  Skills  Job Security
  • 18. ©Matthew Berndt  Two Kinds of Workers  Independence of Workers • NACE Definitions of Employment
  • 19. ©Matthew Berndt  Fortune 500 Traditional Employment  Government | Public Sector Employment  Mid-size and Small Business Employment  Business Start-ups | Entrepreneurs  Start your own business  Commission-driven Careers  Virtual Workplaces  Career “Slashers”
  • 20. ©Matthew Berndt  Working full-time  (employed/self-employed/entrepreneurship/fellowship/internship)  Working part-time  (employed/self-employed/entrepreneurship/fellowship/internship)  Enrolling in additional education  (accepted to a program)  Seeking additional education  (not yet accepted)  Engaged in military service  Engaged in volunteer service  Unemployed and seeking employment  Unemployed and not seeking employment Source: http://TheOutcomesSurvey.com
  • 21. ©Matthew Berndt Universit y Functions Target Constituents Prospectiv e Students Current Students Alumni Parents Employer s Communit y Donor s Academic Units Admissions Alumni Relations Career Services Corporate Relations Development Fundraising Student Affairs Student Life
  • 22. ©Matthew Berndt
  • 23.  How effectively does your office currently serve all of your students?  How effectively does your office currently serve all the types of employers AND career opportunity providers who wish to connect with your students?  What do you need to do to adapt to ©Matthew Berndt
  • 24. ©Matthew Berndt  Student Advising  Employer Relationship Development  Your Recruiter Policies and Guidelines  Employer Access to Your Services  Delivery of On-Campus Recruiting Services  Delivery of Other Recruiting Services  Faculty Engagement Activities  Staff Professional Development  Alumni Relations  Outcomes Research (First Destinations Surveys)
  • 25. ©Matthew Berndt

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