Query for Employment Surveys
August, 1998
From: Mark Champion <MCHAMPIO@post.grcc.cc.mi.us>
To: GRCCMAIN.POST."ncrp-list@Cerritos.edu"
Subject: Employer Surveys
Dear Colleagues,
I have been asked to research
employer surveys. We are revamping our efforts in light
of the performance indicator
movement which is a live and well in Michigan. I am not only
interested in survey design,
but also in successful methodologies for getting to employers of
former students and graduates.
How do you obtain permission
from graduates?
What sort of return rate do you get?
How do you identify employers
of former students?
If you can send me your experiences and examples of such questionnaires, I would much appreciate it.
Thanks in advance for your responses.
I will as always, be glad to compile my results and send them to list for those who are interested in my findings.
Mark Champion
Coordinator of Research and
Information Management
Community Learning Enterprise
Grand Rapids MI 49503
mchampio@post.grcc.cc.mi.us
>>>>>>>>>>>>>>>>>>>
From: Dan Walleri <wallerid@mhcc.cc.or.us>
To: Mark Champion
Subject: RE: Employer Surveys
We have used two approaches
to get to employers. One is to ask the students in
follow up survey for permission and the name and address of their
employer. The downside of this approach is student response
rate. Suppose 60% of students respond (and that is
probably high) and of those, 80% give permission and
information needed for employer survey. Your sample of employers
is way down. Our experience is that about 90% of the employers contacted
will respond. The other approach is simply to ask departments to
supply lists of employers that they work with or know that
students are employed. Problem here is bias selection.
In Oregon we are looking at having the Employment
Department select survey sample for the CCs based on
their knowledge of where CC
students are working (derived from matching CC student
files with employment records). The survey we have used in the past
is very simple one page simply asking how well the student
was prepared in terms of basic and job-specific skills.
-Dan
***************************************************
R. Dan Walleri, Director of
Research & Planning
Coordinator, Title III Project
Mt. Hood Community College
26000 SE Stark St.
e-mail: wallerid@mhcc.cc.or.us
Gresham, OR 97030
phone: 503-669-6924
FAX: 503-492-6006
>>>>>>>>>
From: "Dr. Corinne M. Daniel"
<cdaniel@augusta.tec.ga.us>
To: Mark Champion
Subject: employer survey
Mark;
During graduation practice
we get our graduates to complete an employment placement
and records update form. This gets information from about 80% of
our graduates. All graduates do not participate in the graduation.
Permission to contact their employer and basic employment
information is secured for the graduates that have accepted
employment(employer name, address, salary received, job title,etc.). Because
many of our programs have practicums or clinicals
in their program of study, 70% of our graduates are
employed. Completing placement information and getting address/phone
updates at graduation practice has increased our response rate for
student placement information. Our students move and we have found it
difficult to locate graduates and get responses back after
graduation. Doing the survey takes about 5 minutes
or less of graduation practice and it has helped to
increase our response rate to 75-80% before we even contact the
students that did not participate in graduation.
Hope this idea may help you. Good Luck with your employer survey.
Corinne Daniel
Dr. Corinne M. Daniel
Director of Institutional
Planning and Effectiveness
Augusta Technical Institute
3116 Deans Bridge Rd.
Augusta, GA 30909
Phone: 706-771-4134 or 4131
FAX: 706-771-4131
>>>>>>>>>
From: Doug Easterling <deasterl@sinclair.edu>
To: Mark Champion
Subject: RE: Employer Surveys
See responses to your questions below.
Doug Easterling, Director,
Institutional Planning & Research
Sinclair Community College
444 W. Third Street
Dayton, OH 45402
V (937) 512-2854
F (937) 512-3080
E-Mail: deasterl@sinclair.edu
< How do you obtain permission from graduates?
We obtain permission on the Point of Graduation survey we conduct each term for our pending graduates as well as from our annual Recent Graduate Survey. We ask them to give us the name of their employer & their supervisor.
< What sort of return rate do you get?
We've been averaging an 70+% response rate since we started the Employer 4 yrs ago.
< How do you identify employers of former students?
We've not attempted to do this yet. If we had access to the state's employment compensation database, this would be possible. However, right now there's a firewall of civil liberties paranoia & bureaucratic inertia that prevents such access. Hopefully, you'll get responses from such states as FL, where I understand such access exists.
< If you can send me your experiences and examples of such questionnaires, I would much appreciate it.
I've copied in from our Website (http://wwwpub.sinclair.edu/info/deptment/ipr/home.htm) a copy of the synopsis of latest Employer Survey. The complete report that includes our survey instrument doesn't appear to be on our Website, so I'll ask our dept sec'y to send you a copy via SnailMail.
1996 EMPLOYER SURVEY
REPORT OF FINDINGS
Purpose: In order to help
evaluate the effectiveness of the career programs at
Sinclair, information about current employers was garnered from the 1995
Point-of-Graduation Survey and the 1995 Recent Graduate Survey.
These surveys asked the graduates to provide an appropriate
contact person/supervisor at their place of employment
who would be in a position to evaluate the graduate's
job performance. Out of the 1,253 graduate respondents
from the two surveys, 398 provided employer information, had graduated
with a technical degree and were working in a job related to their
area of study.
Respondent Characteristics: Out of 398 employers contacted, 288 responded to the survey which was mailed to them in the Spring of 1996, yielding a response rate of 72.4%. Thirty-five responses were unusable due to changes in employment or incorrect employer information, leaving 253 responses as the basis for these results. The majority of the graduates were female (64%) and Caucasian (90%), and they had a mean age of 34.3 years. Most earned degrees in the Allied Health and Business fields.
Technical Evaluation: Employers
were asked to rate, on a scale of 1 = very poor to
5 = very good, the technical education received by the graduate in
several areas. Over 74% of the graduates received Good or
Very Good ratings on all six dimensions. The following
table summarizes these technical evaluations provided
by the employers.
TECHNICAL EVALUATION OF SINCLAIR GRADUATES
Good/[PARA]Very Good Average Poor/ [PARA]Very Poor
Mean
Quality of work 83.8% 15.4% 0.8% 4.36
Work attitude (professionalism) 82.1% 13.5% 4.4% 4.31
Job-related conceptual knowledge 83.8% 15.4% 0.8% 4.28
Job-related technical knowledge 82.2% 17.0% 0.8% 4.26
Problem-solving ability 74.7% 22.9% 2.4% 4.13
Communication/Interpersonal Skills 75.8% 21.0% 3.2% 4.07
Ratings were especially positive concerning the graduates' quality of work, professionalism, and job-related knowledge, while somewhat lower rating were assigned to problem-solving and interpersonal skills.
Divisional Differences: The divisions in which the graduates were enrolled at the time of graduation played a significant role in the way they were evaluated on their problem-solving ability. (Chi Square = 17.52, p <.03).
The following table illustrates the divisional differences in problem-solving evaluations, collapsing the five levels into two.
Employer Rating on Problem-solving Ability
Academic Division (N) Good/Very Good Average/Poor
Allied Health Technologies (89) 65.2% 34.8%
Business Technologies (70) 78.6% 21.4%
Extended Learning & Human Services (35) 91.4% 8.6%
Engineering Technologies (50) 80.0% 20.0%
Fine & Performing Arts (9) 44.4% 55.6%
These results suggest that the problem-solving ability of graduates from the division of Extended Learning & Human Services was evaluated slightly higher than for employee/graduates from the other divisions. The small sample sizes for some divisions (especially Fine & Performing Arts), argues the need for caution in interpreting these differences.
Overall Rating: Each employer was asked to give an overall rating (1 = low quality to 5 = high quality) to the education received by the graduate as it related to the requirements of that job. Over 79% of the employers assigned either a '4' or a '5' to the quality of education graduates received at Sinclair.
Relative Preparation: Employers were also asked to indicate whether the Sinclair graduate was better prepared, less well prepared, or about the same as their other employees. Nearly 55% of the employers felt that the Sinclair graduate was better prepared than other employees who had not received the same training, and an additional 23% thought that the graduate's preparation was about the same as other employees. Only 2% felt that the graduate was less well-prepared, and about 20% felt they had no basis for comparison.
Open-ended Responses: Almost half of the employers contributed comments which indicated that they were well pleased with the training and work history of the Sinclair graduate they were evaluating. Suggestions for program improvements included such areas as professionalism and problem-solving skills, as well as the need for supervisory and management skills.
The complete report of this
study can be obtained from the IPR Office, Room 7330.
>>>>>>>>>>
From: Ron Gordon <rgordon@mail2.yuba.cc.ca.us>
To: Mark Champion
Subject: Employer Surveys
Mark,
I have had the most success
with employer surveys using a method I developed when
I was at Tulsa Community College. I send the employer
survey and a return envelope and cover letter for
it along with the graduate survey and ask the graduate
to take the survey to his/her supervisor to be completed
and mailed to us. I have automatic permission, I don't
need to identify the employer (I do ask them to identify
the company, and I ask graduates to identify their employer).
My response rate improved somewhat from what I had
trying to identify employers, then trying to get them to agree
to respond. Last time I had responses from employers of
18% of graduates surveyed. The graduate response rate was
31% (unusually high). I never got more than 12% by other
methods. I have a question on the graduate survey which
asks if they intend to take the employer survey to their
supervisor. About 65% of those responding said yes, and
most of their employers completed the survey (only 5 or 6
did not).
If you will e-mail me a fax number I'll send you a copy of the survey. I use Scanning Dynamics Form Shop, and it doesn't do an export to test format.
Hope this helps.
Ron
Ronald J. Gordon, Ed.D.
Director, Research & Assessment
Yuba Community College District
2088 North Beale Rd.
Marysville, CA 95901
(530) 741-6847
(rgordon@mail2.yuba.cc.ca.us)
>>>>>>>>>>
From: Sandra Ceto <sceto@kougars.kish.cc.il.us>
To: Mark Champion
Subject: Re: Employer Surveys
Hi Mark,
Since I've only been in this
position a year, I'm just completing a variety of cycles. I hope
my information is helpful. Attached is a copy of the generic employer survey
used by our college. ( Some programs have specific
surveys.) The program sends a letter of explanation and completes
as much of the heading as possible for the employer. We are fortunate that
the programs have advisory boards with very active
memberships.
Familiarity with the surveys they've helped develop and the reasons for them enhances our return rate.
Following are some responses
to your specific questions.
> How do you obtain permission from graduates?
I'm told we have students sign a blanket release of information when they come into the program.
> What sort of return rate do you get? How do you identify employers of former students?
I don't process employer surveys but my understanding is that we get more than half. Reasons include 1) we ask occupational graduates to identify the employer on the grads survey;
2) we sometimes ask employers to complete a survey as part of the evaluation following an internship [this is also a time saver for the employer].
> I will as always, be glad to compile my results and send them to list for those who are interested in my findings. Best of luck in your study. I'd appreciate a compilation of the results.
|||||||//////__ __ __ __ __
The domino effect at work.
Sandra Ceto, Director
Institutional Research and
Reports
Kishwaukee College
21193 Malta Road
Malta, IL, USA 60150
phone 815-825-2086, x380
fax 815-825-9020
http://kish.cc.il.us/irr
>>>>>>>>>>
From: "Kathie France" <KFRANCE@ewc1.ewc.whecn.edu>
To: Mark Champion
Subject: Re: Employer Surveys
Mark,
The community colleges is
the State of Wyoming are also revamping our efforts.
Here is what we are planning and/or starting, but we haven't
completed an entire cycle at this time.
> How do you obtain permission
from graduates?
Send out a graduate survey in December asking for permission to contact their employer.
> How do you identify employers of former students?
Students identify their employer on the graduate survey mentioned above.
> If you can send me your experiences and examples of such questionnaires, I would much appreciate it.
Still finalizing employer questionnaire.
> I will as always, be glad to compile my results and send them to list for those who are interested in my findings.
I would be interested in the results.
| Kathie France | kfrance@ewc1.ewc.whecn.edu
|
| Director Institutional Research
| Phone: (307) 532-8251 |
| Eastern Wyoming College
| Fax: (307) 532-8229 |
| 3200 West C Street | |
| Torrington, WY 82240 | |
>>>>>>>>>>
From: Ted Zwayer <tzwayer@MCCC.CC.AR.US>
To: GRCCMAIN.POST."COMMCOLL@LSV.UKY.EDU",
GRCCMAIN.POST."tzwayer@MCCC.CC.AR.US"
Subject: Re: Employer Surveys
Mark
We are also examining employer
survey instruments as a part of our assessment revision
for NCA. Our current instrument is very small and yields
little data, so I am trying to make it effective for assessment.
I would appreciate copies of anything you come upon with.
As I compile information and redesign our instrument,
I will share them with you as well.
Grand Rapids! I'm OSU 73, 76. Have you seen the ESPN/USA TODAY Preseanson poll. Or maybe you're a Spartans fan, or don't care about us college football crazies. Anyway, OSU Number 1, Michigan 5, MSU 23. As we say in the Horseshoe - GO BUCKS!
http://espn.sportszone.com/ncf/features/00795969.html
Ted Zwayer, tzwayer@mccc.cc.ar.us
Director of Technical Programs,
Mississippi County Community College
P.O. Box 1109, Blytheville,
AR 72316-1109, 870-762-1020-ext. 1158,
870-763-6449-Fax
Division of Business and Technical
Programs-Providing Education That Works!
>>>>>>>>>
From: Judith Beachler <beachlj@wserver.do.losrios.cc.ca.us>
To: Mark Champion, GRCCMAIN.POST."lam@wserver.do.losrios.cc.ca.us",
GRCCMAIN.POST."glyercb@wserver.do.losrios.cc.ca.us"
Subject: FW: Employer Surveys
Mark--
Please send us your results!
We have not yet developed our employer surveys, but
we will be doing so over the next couple of years, so your information
will be extremely useful to us! My e-mail address is below.
We have sent a general Follow-up Survey over the last 12 years to students who have left our colleges and asked them for employer information.
Unfortunately, priorities as
they are, we never actually developed the employer
survey and sent it out; these two surveys really should have been
conducted close together, but we never had the time to move
to the employer stage. Nonetheless, it's an approach
you may want to consider taking. It is our hope that
the next go-around with follow-up to our leavers, we will
be in a position to quickly
conduct an employer survey. I will snail-mail you
a copy of the survey instrument, in case it might be of use to you.
We are now piloting program specific surveys, so our approach is likely to be different than in the past. We are piloting a web-based survey of students (currently enrolled) in our computer-related programs (computer information science, electronics technology and engineering); this will be followed by a survey of students who have graduated from or left these programs and finally there will be a survey of local area employers. These three surveys will be the series of a project called "Tech Force" . If this new approach works, we will begin conducting surveys by specific program areas instead of all students at once. Let us know if you are interested in follow-up on this over the next year or so. Betty Glyer-Culver is taking the lead on developing our first survey of the Tech Force series. Our systems analyst will do the web development of the instrument. As such, I have copied both with this message.
Good luck and please do give us your results of this inquiry! Many thanks!
Judy Beachler
Judy Beachler, Director
Office of Institutional Research
Los Rios Community College
District
1919 Spanos Court
Sacramento, CA 95825-3981
916-568-3132 (phone)
916-568-3094 (fax)
beachlj@mail.do.losrios.cc.ca.us
To visit our WEB site: http://irweb.do.losrios.cc.ca.us/
>>>>>>>>
From: BILL BLOK <blok@siast.sk.ca>
To: Mark Champion
Subject: Employer Surveys
Hello Mark,
Your request was forwarded
to me by the head of our Planning, Research & Development
Office ("our" being SIAST - Saskatchewan Institute of Applied Science
& Technology).
I am the Co-ordinator of the Student Employment Centre at SIAST Kelsey Campus in Saskatoon, SK. I track grads and their employers on an ongoing basis and have a decent success rate(probably upwards of 90%) when it comes to finding out where our graduates find employment. I should point out that the method used to gather this info is pretty lo-tech, but it gets the job done.
We provide a job posting service
for employers to post jobs and a referral service
for graduates who register with the SEC. When an employer contacts
us with a position, we in turn contact graduates and advise
them of the positions, how to apply, etc. At the same
time, we ask whether or not the graduate is employed,
starting salary, what kind of job it is (full-time,
term, training related, etc.)
and how they heard about the job. I am quite content
to get this information from a parent, spouse, etc. It's not very
scientific but it provides me with the information I want.
Obviously, the more postings for a particular program,
the more times a person with be contacted (If we don't
get an answer when we call, the grad is mailed a copy of
the posting and a brief questionnaire to return). For those areas where
demand for graduates is not as high, mail and/or phone follow-ups
are conducted about every three month. I track graduates
for one year until the next class completes.
Shortly before each class graduates, I visit each one and have graduates complete a Graduate Registry Form which serves a couple functions. It gives me a current and permanent address for each student (the permanent address usually being their parents, a sibling or other person not likely to move in the next year) as well as their current employment status. For those that are employed or have a job lined up already, they complete the appropriate section which lets me know "who, where, how much, and how". Unemployed grads fill out a section which provides me with some specifics as to what kind of position they will consider (if they'll relocate for example) which determines what jobs they are informed about.
In either case, whether they are employed or not, students sign the form below a statement giving me permission to use the information they have given for employment purposes - compiling stats, employer lists, etc.
As we have only about 700 - 900 grads at this campus per year, it's not too onerous to contact them regularly.
Oh, one other note - employers who post positions also receive a questionnaire by mail after their posting closes. They are invited to mail, fax or even phone back a response. About two years ago I began including a postage paid envelope with the mailing which greatly improved the response rate.
I hope this is helpful.
If you have any other questions,
please feel free to give me a call. My office number
is (306) 933-6462.
Bill Blok
Student Employment Centre
SIAST Kelsey Campus
P.O. Box 1520
SASKATOON SK S7K 3R5
TEL: (306) 933-6462
FAX: (306) 933-6432
e-mail: blok@siast.sk.ca
>>>>>>>>>>
From: The Wygoniks <wygonik@microserve.net>
To: Mark Champion
Subject: Surveys
Hi, Mark. In regard to your
questions about surveys, I highly recommend the following
book:
Mail and Telephone Surveys:
The Total Design Method by Don A. Dillman
This book has been a wonderful resource for me while working on my dissertation. It is published by John Wiley & Sons, Inc., and the ISBN # is 0-471-21555-4. Don't worry about the 1978 publishing date. I've compared it to others, and it stands above them.
Good luck to you.
Mindy Wygonik
wygonik@microserve.net or
MLW@grove.iup.edu
>>>>>>>>>
From: Marc Anderberg <manderbe@mail.capnet.state.tx.us>
To: Mark Champion, GRCCMAIN.POST."VOCNET@CMSA.BERKELEY.EDU"
Subject: Re: Employer Surveys
At 12:50 PM 8/7/98 -0700,
you wrote:
>Dear Colleagues,
>I have been asked to research employer surveys. We are revamping our
>efforts in light of the performance indicator movement which is a live and
>well in Michigan. I am not only interested in survey design, but also in
>successful methodologies for getting to employers of former students and
>graduates.
>--------------------------------------------------------
Jay Pfeiffer and I were commissioned by the US Department of Labor's Employment and Training Administration to write a field guide on automated follow-up. The field guide is now complete and mounted at the Texas SOICC's
website: www.soicc.state.tx.us.
The field guide contains a lenghthy discussion of the employer surveys we use in conjunction with electronic record linkages, why we do them, response rates, sample forms, etc. (See, in particular, Chapter Four.) We also devote a great deal of attention to the data privacy rights of both the students AND the employers. (Both must be taken into consideration when doing employer surveys.)
In addition, I just returned from the National One-Stop meeting in Minneapolis where one of the sessions I presented (along with Minnesota One-Stop officials) was on data privacy and One-Stop operations. The sessions were taped. You may want to get in touch with the conference sponsors to see how to get a copy of a tape of that session. I suggest you contact David Lipnicky at lipnickyd@doleta.gov for additional information.
Please be advised that DoL will shortly have an issuance to all states regarding their annual applications for One-Stop LMI grants. To be assured of a grant, every state must explain how it intends to deliver training-provider performance information to customers to help them make informed career choices and rational decisions about their education and training options. Post-exit labor market employment and earnings, long-term earnings gains and long-term employment retention, training-relatedness of post exit employment, and returns on the investment of tax dollars in workforce development are at the top of the list of performance measures.
Both the House and the Senate have passed (and Clinton is expected to sign) the Workforce Investment Act of 1998. HEADS UP! All education and training providers should get a copy and pay particular attention to Section 136.
Performance Accountability
Systems!!
>>>>>>>>>
From: "Lucie Lewis" <lewis@mail.stcc.mass.edu>
To: Mark Champion
Subject: Re: Employer Surveys
Employer surveys college-wide
are very hard to do. I find it is much more meaningful
to do the employer survey department by department.
First the questions can be made much less generic and provide
more meaningful data. Second, who to send it to becomes clearer.
I have also found that including a box on the graduate survey
asking for the name of their employer and permission to contact
them for a assessment of our preparation of the student and not
the students performance is very useful in selecting who to survey.
I also include a signature line. Hope this is helpful.
>>>>>>>>>
From: "KATRIN SPINETTA" <kspinetta@peralta.cc.ca.us>
To: Mark Champion
Subject: Re: Employer Surveys
NCRP's website features several surveys, including an employer surveys from Hudson CC.
http://www.peralta.cc.ca.us/indev/ncrp/ncrp.htm#srvbank
You might wish to contact them.
Dr. Katrin Spinetta
Director of Institutional
Development
Peralta Community College
District
333 East Eighth Street
Oakland, CA 94606
kspinetta@peralta.cc.ca.us
Phone: (510) 466-7300
Fax: (510) 466-7304
>>>>>>>>>
From: Eugene Atkin <genea@oakton.edu>
To: Mark Champion, GRCCMAIN.POST."ncrp-list@Cerritos.edu"
Subject: Re: Employer Surveys
Hi Mark,
This can be a hard nut to
crack.
Do you want to know the major employers, or a complete list?
If the former, you can survey a sample. Our experience
in the Chicago metro area is that many employers employ only one
or two alumni, so a sample leaves out a lot of those and produces an incomplete
list. I should think that might happen in Grand Rapids
too.
Are you interested in transfer-program as well as career-program
alumni? If transfer, you probably should give them
three years or so to complete the bachelor's degree. You might want
a question to distinguish between full time jobs (maybe career, "resume"
jobs) and part time jobs (maybe "bread" jobs while
finishing the four-year degree). You could ask whether they regard
their current job as a career position or a temporary one (though I haven't.
I just live with whether the job is full-time or part-time).
Do you want to limit your study to graduates, or to include all former
students who completed x credits with you? You may
want to set a threshold to identify who your experienced alumni
are, as compared with those enrolled for just a course or two (like a course
in word processing). Maybe you'll want to survey both
groups, especially if you can't link the data bases containing
alumni addresses or telephone numbers with the academic data base that
gives the number of credits earned. Maybe you'll want
to analyze results on this variable. For surveys of our
baccalaureate program alumni, we select alumni who earned at least 12 credits
with us. Usually for career programs, the threshold
is 6 credits, though we sometimes vary that with the program
in order to get a sample of suitable size.
Does your college update its alumni address and telephone
records? Our experience is that about three years
is the extent of the useful life of one that is not updated. Our response
rate on transfer program alumni three years out (who
earned at least 12 cr with us), runs about 30 %, no
great shakes. We get similar results from our career program former students.
(But, we have to use most recent telephone numbers
as students, which are not updated as alumni move about. This
gives us some bias that favors people who stay in the local area.)
Lots of us serve older students with limited objectives.
Beside asking who their employer is, you might want to ask if they were
with that employer before they enrolled at your college,
and if so whether in the same job position or a more advanced one.
We've been finding that telephone surveys work better than
mail surveys, especially with respect to gender representation.
When we did it by mail, we always got a larger proportion of
alumni surveys back from women than from men. I guess that guys who don't
fill out forms do answer telephones.
We do not attempt to capture this data at graduation, since
many of our committed students only come for blocks
of courses or credit, and do not complete whole programs. No one
knows when the last term of their enrollment will be. Job
searchers often start looking after graduation. People
who get promoted after completing education may not get that promotion
until the next annual personnel review. So it might be some
months after graduation (or last attendance) before
the effect of education can be identified.
|We embed employer questions in more extensive surveys. Can
snail-mail you a sample or two if you like.
I look forward to your report back to the list. And good
luck with whatever you decide to do.
Gene Atkin genea@oakton.edu
>>>>>>>>>
From: Loretta Seppanen <LSeppanen@sbctc.ctc.edu>
To: Mark Champion
Subject: Employer Survey
You have a difficult assignment.
We have elected not to use the route of trying to
get student's employers but instead to survey a random sample
of all employers and ask if they have hired our folks recently and
if so to do an evaluation. The results are useful for telling what
employers think of the system's graduates and leavers in
general. They are not useful at a program level. Programs
by nature are fairly small (8 to 40 grads a year per
college). Surveys by nature are most meaningful for large Ns (in the 100s
at minimum). I urge folks to use focus groups or phone
interviews of employers if they want program specific
feedback and to do that only every few years, not all the time.
LSeppanen@SBCTC.ctc.edu
Loretta Seppanen, Senior Research
Manager
Washington State Board for
Community and Technical Colleges
360 753-3685, Fax 360586 4610
>>>>>>>>>>