Career Services

GoalMeans of AchievingOutcomeMethods of AssessmentResultsResult Use
Disseminate monthly headcount reports to departments. Distribute cohort information each semester. Disseminate department specific survey summaries (from university-wide surveys) as applicable.Create new headcount template. Regularly update cohort information. Breakdown overall summary information into department specific information.N/AReports created and disseminated.Headcount template has been created with the timely dissemination of reports (minus November 2009). Cohort reports will be distributed at the end of the year.In the future, cohort reports will be distributed once per semester.
Create assessment page for each department.Create template for department webpages. Meet with Chip to force pages to department sites. Meet with DPH to share webpage features and expectations.N/ADepartment level webpages created and updated regularly.6-column models for each department can now be publicly viewed from the Student Affairs Assessment webpage; however, department level webpages have not yet been created. This will probably be looked at more during the summer.Checking to see if this is feasible and/or necessary.
Develop department level learning outcomes.Meet with each department to draft outcomes. Continually refer to these in planning conversations with directors and coordinators.N/ADepartment level outcomes drafted and posted to website.January 12: Department level outcomes have been developed for Counseling Center, Nontraditional Student Center, and have been worked on for MSC. Due to the nature of this year being a "catch-up" year for everyone in regards to assessment in Student Affairs, this goal will have results at a rate slower than originally anticipated.May 24: Continue working with departments in the coming years on developing departmental level outcomes; however, for now, focus on the use of division learning outcomes first.
Complete draft of website outline and timeline, which would move annual reports, accreditation information, and program review online.Create website outline. Work with SAT department to complete timeline.N/AWebsite outline created. Draft of website will be in progress.Accomplishments and the annual report have been integrated with the 6 column model.Accreditation documents will be integrated in the future along with the ability to upload documents. This goal will be carried into next year.
Implement and refine program review processes for the first five departments.Schedule kickoff meetings for each department. Meet with departments to setup self-study meetings and site visit. Post summaries of program review to departmental websites. Refine process based on reviewer and department level feedback.N/APRs scheduled. Summaries posted to assessment and department websites.Student Affairs Technology and the Testing Centers have completed program review. Women's Center and Career Services' reviews have been scheduled.Tutoring/Testing reviews have been rescheduled for spring 2011. All other reviews are on target.
Adopt regular assessment training meetings facilitated by the assessment committee.Meet with assessment committee to develop assessment professional development workshops. Work with assessment committee to refine skills. Incorporate assessment pyramid into new employee training. Gather feedback from Division on the effectiveness of training.Staff members will increase knowledge and understanding of assessment and the processes associated with assessment.Trainings developed. Feedback from Division (survey) and assessment committee (focus group) on the effectiveness of trainings. Individual feedback from staff members regarding assessment trainings.A document has been completed detailing assessment trainings, focus groups have been held with DPH, trainings will be held periodically with groups that have like interests.DPH liked having focus groups to discuss assessment, so we will hold these on an annual basis. More focus will be place on departments' used of results in the coming years.
Implement student employee project and assess effectiveness of the project.Distribute pre and post tests to student employees. Load employee evaluation onto StudentVoice. Work with pilot departments to refine process throughout the year.N/AAnalyze pre and post tests, case studies, and supervisor evaluations to determine the effectivness of the student employee program.One year of trainings have been held with 2010-11 currently being scheduled, and results are currently being analyzed.We will continue the student employee for 2010-11 as we continue to make refinements and assess its effectiveness.
Implement Pathways ProgramComplete brochure for the Pathways Program. Mail brochure to new Freshman by September 15th. Market the program through class visits, signpost ads, flyers, emails and Career Cafe. Student Intern will learn publishing softwar and increase design skills. Students who participate in Pathways will improve career management skills.Assess program success by the completion of the brochure and the effective marketing of the program. Assess program effectiveness by the number of students starting and completing the first year requirements. 1-28-10 Becca Simon was trained on the publishing software and created a professional product. Introduction marketing was accomplished through a mailing to all freshman and a followup email to each freshman inviting them to participate. Orientations are being conducted each Wednesday during Career Cafe and every opportunity to meet students is being utilized such as Major Fair, Block Party, Student Affairs events and class room vists. We will measure the numbers participating by the end of Spring Semester. 5-26-10 We added a 52 inch HD TV to the front of the Career Center to better market the program. During Fall semester 09 we introduced the program to students but did not enroll them during their visit to the Career Center. We found that only two actually followed through with signing up on their own. During the middle of the Spring Semester 2010 we started enrolling students during their visits and in one month we added 11 Students. 1-28-10 The feedback from students and staff are being utilized to be sure we are effectively meeting everyone's needs. 5-26-10 We are utilizing feedback from our faculty and students to improve our brochure and our enrollment process. We visited with Westminister College to benchmark their success and compared programs and discussed changes we are both considering for continuous improvement.
Increase Cultural Awareness CompetencyHire an intern for Special Populations. Develop outreach to underserved students and groups. Provide panel discussions and seminars monthly for students and staff. Assess students served.Growth and development of the new student intern. New programs will be developed by the intern to increase outreach. The student will increase skills in seminar development and management.Assess total number of students who attend the workshops and seminars. Survey their satisfaction and the things they learned.1-28-10 Jody Perkins was hired as our Special Populations Intern in July 2010. He met with student organizations, atheletic groups and organization advisors. Jody recruited numerous students from individual and small group meetings and increased marketedly the number of students visiting the Career Center and receiving counseling from our professionals. The minority visits were espcially improved through his efforts. Jody coordinated the introduction of The Career Athelete Program focusing on Careers after atheletics. The program was a great success. We will report the total numbers of students served in our End of Year update. Because of Jody's exceptional efforts and results he was offered a career track position in The Multicultural Student Center. 5-26-10 The Career Athlete Program web site was launched and a two year agreement was established with Career Athletes and Career Services and our Athletic Department. Our site has 52 Athletes and 32 Alumni sighed up with 3 mentors. We created a press release for our current and former athletes and WSU is the first Big Sky University and the first in the State of Utah to paricipate with 200 other Universities nationwide. We presented the program at the Utah Association of College Educators at UVU in May. 1-28-10 We will determine the hiring of a new Special Populations Intern to replace Jody and continue our outreach to special populations. 5-26-10 We have interviewed a possible replacement for Jody and will make a decision in August 2010 for Fall Semester.
Employer Outreach/Job and intership developmentFund and hire an internship coordinator. Contact a minimum of 100 employers for jobs and internships. Establish 5 corporate partnerships. Provide quarterly employer information sessions. Do six employer spotlights for staff meetings.More employer information will be provided to students for informational interviews, internships and graduate job opportunities.Success will be measured by the funding and hiring of an internship coordinator. Also we will assess the number of corporate partnerships and the number and quality of the employer information sessions and employer spotlights in staff meeting.1-28-10 Funding for a new Internship Coordinator was received in October 2010 an increase in Job Location and Development. Leo Jacobson was hired as the new internship coordinator. He is currently being trained and has made benchmarking visits to Utah Valley University and BYU Idaho. One Corporate Partnership is in place (Northwest Mutual) with others under consideration. Two quarterly employer visits were made at Union Pacific and ARUP. Two employer spot lights in staff meeting were conducted with LDS Employment and ARUP. Additional information will be available by the year end report. 5-26-10 Funding of $25,000 from Job Location Development has been received for WSU's internship and employer development work. Leo has contacted over 150 employers during the past 6 months concerning internships for our students. He is contacting each faculty member who handles internships in their colleges to compile a total of all internships and is planning an August "How to Hire an Intern" program. He is researching web sites and is close to a partnership with which could add thousands of internship opportunities for our students. 1-28-10 The benchmarking visits will help us to develop a first rate internship program and increase the quanity and quality of the internships we are able to offer to our students. 5-26-10 We are working to implement a partnership with to hopefully increase the number of internships for our students to over 2,000. We are also planning on having Leo attend a conference on internships to increase his knowledge and networks with other universities. We are also investigating the possibility of having a student work with Leo to mine internships from web sites of top companies that hire our graduates.