When student debt surpassed credit card debt in 2010, exceeding the $1 trillion mark, higher education officials began focusing on how much college graduates owed after commencement — a whopping $26,600 on average, according to the latest statistics.
That figure is expected to rise about 5 percent annually unless institutions take such proactive measures as freezing tuition, streamlining curricula, consolidating departments, reorganizing colleges, and curtailing mission creep — all unpopular on the typical campus — meaning debt is here to stay for the foreseeable future.
That future is challenging for those saddled with lifelong debt before embarking on their careers.
It also effectively has changed how society views higher education, putting the emphasis on career over critical thinking, citizenship and lifelong learning, concepts that previously defined the importance of a college degree.
This is the hitherto undeclared harm that decades of loan-assisted academic expansion — curricular, technological, architectural and financial — has wrought on recent generations, necessitating that every discipline, especially the fine and liberal arts, emphasize placement.
Statistics speak for themselves:
Between 2000–11, the cost of undergraduate tuition, room, and board rose 42 percent at public institutions and 31 percent at private institutions, according to the National Center for Education Statistics.
The Project on Student Debt reports that 2011 graduates faced a tough job market, resulting in an unemployment rate of 8.8 percent with many more graduates "underemployed, working just part-time or in lower paying jobs that did not require a college education."
Graduates who default on loans likely will not create jobs as entrepreneurs or contribute to society a lifetime of meaningful work. Also, they are less likely to buy homes and otherwise enhance the economy because of the personal and professional setbacks accompanying poor credit histories.
Hallmarks of higher education — meaningful work and social contributions — are at risk if we in the academy fail to make placement a priority, for without adequate entry-level employment, students will not be able to jump-start careers.
Every department, from anthropology to zoology, can help defray burdensome loans by ensuring graduates are prepared for the workplace. Deans, provosts and presidents can require programs to place more emphasis on placement as part of the institution’s comprehensive assessment and strategic plans.
Here are some best practices from the Greenlee School of Journalism and Communication at Iowa State University of Science and Technology:
1. Post a transparency page, displaying your placement rates. Persuasive arguments about the importance of your degree no longer suffice. Share facts, even if they are underwhelming. Over time, vow to improve them.
2. Create a career board, listing employment opportunities for your majors. Establish a relationship with companies that hire your graduates, publicize their openings, and direct your students to that site.
3. Profile prosperous alumni on your website, encouraging current students to contact them for career advice. The best advocates of your programs are ones who have earned a degree that played a critical role in their success.
4. Form an advisory council, including your most prestigious alumni. You may be surprised at the success of English, history and philosophy majors who developed critical thinking skills and enjoy fulfilling careers in government, industry and education.
5. Engage alumni and industry professionals in curriculum development, especially assessment, ensuring that your pedagogy is in keeping with career trends and cutting-edge methods.
6. Plan a jobs fair with panel discussions from recent graduates entering the work force. New employees can also inform existing students about networking, job shadowing, and portfolio preparation.
7. Recognize faculty with professional experience and contacts who provide career counseling in addition to curricular advising. Professors who prepare students for the workplace demonstrate the importance of a college degree by helping graduates network with alumni and potential employers.
8. Require an internship before graduation, helping students connect with future employers. An internship doesn’t have to relate to technical, scientific or professional fields; it can include nonprofits, fund-raising, human resources, museum curation — any number of creative or critical positions associated with the arts and humanities. By engaging your alumni, you’ll know the range of jobs and titles that they hold.
9. Publicize a list of internships that past students have enjoyed, showcasing the companies that provided such positions. Use this list to generate scholarship and internship support when fund-raising.
10. Underwrite professorial externships in the summer so that faculty can better provide career advice. Externships also help professors across disciplines update their courses with real-world information.
11. Work with your college’s career center, making students aware of your institution’s employment resources. Staff can help students with mundane tasks, such as writing a résumé or cover letter, or can even provide mock interviews so that students can see the type of presentation they make when job seeking.
12. Work with student organizations to host speakers that advise on employment matters. Often such organizations are affiliated with professional associations that have contacts with government, industry or education. They can help place your graduates.
Many of the above recommendations also apply to students earning master’s degrees in nonprofessional fields who may find themselves owing large sums without the means to repay them. Graduate directors might advise students lacking professional experience to consider adding an internship to their plans of study.
Make no mistake: A college degree, in and of itself, can still prepare learners who go on to create jobs through invention and innovation or who think critically enough to manage large, complex organizations. It also can be argued that a college degree has retained its value as an investment, as graduates typically earn twice as much over the course of their careers as counterparts with only a high school diploma or its equivalent.
Nevertheless, making college affordable again will require more than career planning. However, this is something that we can do without much, if any, additional cost that also pays dividends in alumni and community relations, enrollment and retention, engagement and advising, and fund-raising and assessment.
Those reasons alone are enough to focus on placement so graduates find entry-level positions to help defray debt.
Michael Bugeja, director of the Greenlee School at Iowa State University, also chairs the Contemporary Leadership Committee of the Association of Schools of Journalism and Mass Communication.
At Baylor, student government wants to ban "deviate" sex instead of "homosexual acts," and says this would make gay students more welcome. At Creighton, Catholic student group wants to end ticket give-aways for concert by singers who created "Same Love."
My first political philosophy teacher was the great Joseph Cropsey who, when we came to a difficult problem in Plato, would sometimes exhort us.
“Courage,” he would say, knowing that we were tempted to quit, not only because Plato was a hard read but also because there was much in us, from vanity to laziness to fear, that resisted education.
Like Cropsey, Mark Edmundson thinks that education makes demands on a student’s character. In his 1997 Harper’s essay, “On The Uses of A Liberal Education: As Lite Entertainment for Bored College Students,” he retells the story of a professor who supposedly issued “a harsh two-part question. One: What book did you most dislike in the course? Two: What intellectual or characterological flaws in you does that dislike point to?” Edmundson admits that the question is heavy-handed but approves of the idea that teachers summon students to an encounter they may want to dodge. Students so challenged may skip the reading, or close themselves to what they read, or engage in other kinds of cheating.
I use “cheating” in the extended sense we use when we say our students are “cheating themselves.” James Lang, for the most part, means it more narrowly in in Cheating Lessons: Learning from Academic Dishonesty. But I thought of Cropsey and Edmundson as I read Cheating Lessons because Lang shies away from the question of character. Instead, his book is about helping “faculty members to respond more effectively to academic dishonesty by modifying the learning environments they [have] constructed.”
Lang, an associate professor of English at Assumption College, advances a “theory about how specific features of a learning environment can play an important role in determining whether or not students cheat.” Students who think learning is a means to an end take shortcuts. So a learning environment discourages cheating when it fosters “intrinsic motivation in our students,” rather than “relying on extrinsic motivators such as grades.”
Students encouraged to outperform each other on high-stakes assessments feel pressure to cheat. So a learning environment discourages cheating when it invites students to attain “learning objectives” and permits them to show that attainment in a variety of ways, with low-stakes assessments preparing the way for high-stakes assessments. Students who think assignments are impossible will find it easy to justify cheating. So a learning environment discourages cheating when it instills a “strong but realistic sense of self-efficacy.”
But Lang does not want teachers to think of themselves as academic honesty cops. The most “exciting discovery [he] made while writing” Cheating Lessons is this: “environments which reduce the incentive and opportunity to cheat are the very ones that, according to the most current information we have about how human beings learn, will lead to greater and deeper learning.”
Lang made this discovery, he writes, by looking at the “problem of cheating through the lens of cognitive theory.” For example, a teacher may think that giving frequent low-stakes assessments is a distraction from learning. Lang himself thought so until he found out “how little [he] knew about the basic workings of the brain.” The well-documented “testing effect” suggests that such assessments are not merely measures of learning but an effective means of helping students retain what they have learned.
Yet I balk at the very term “learning environment,” with its faint odor of antiseptic. Educators may use the term out of humility, placing themselves in the background and seeking not so much to teach as to place students in a situation in which they can learn. But the idea of a teacher as a constructor and modifier of learning environments merely shifts the teacher’s role from the front of the room to inside the control room, flipping switches and twisting dials, modifying conditions in the same way one might modify “the conditions of a laboratory,” in accordance with the latest learning theory. It is not obvious that this approach is humbler than that of Cropsey, who, while he stood in front of the room, nonetheless was visibly engaged in the same set of difficult and fascinating problems in which he sought to engage us. If we think of our students as subjects in our laboratory, to be manipulated and nudged toward desirable behaviors, how can we develop in them the qualities of character they will need to govern themselves in environments we do not control?
To be fair, Lang, who offers several exemplars of great teaching, is well aware that teachers are models, or even coaches, not just environmental technicians. But even when he profiles a teacher, Jim Hoyle, who plainly exemplifies for students both the joys and demands of work in his field, Lang is interested in how “the ways in which we communicate with students can also help them develop an appropriately gauged sense of self-efficacy.”
Hoyle, who has written his own book on teaching, indicates that there is something more going on when he describes his own role model, Vince Lombardi. Lombardi exemplified not only a way of communicating with athletes but a message, about “courage,” “determination,” “dedication,” and “sacrifice,” that Hoyle thinks “excellent ... for both teachers and students.”
Lang’s target readers “might feel uncertain about their ability to cultivate virtues in their students.” Lang himself reminds the reader that “you are not an ethics professor” and warns against haranguing. I assume Hoyle, like most sensible people, takes for granted neither his own virtues nor his capacity to foster them in others, and he does not, on Lang’s account, do much haranguing.
But Hoyle also seems to think that he need not be an American Philosophical Association certified moral expert to try to impart to students, as well as the readers of his book on teaching, the virtues that attend the best learning and teaching. The cultivation of such virtues may be a more effective spur to learning and antidote to cheating in its narrow and broad senses than the strategies, all of them useful, on which Lang focuses. As Peter Lawler has recently argued, teachers may do well to recall the “Aristotelian point” that “intellectual virtue depends on moral virtue.”
Admittedly, I cannot appeal to the social science literature on cheating that Lang has acquainted himself with to support that last set of claims. And I agree with him that teachers and administrators must not ignore what experiments can tell us about learning. It would be foolish to spend a dime on an academic integrity orientation before you have processed Dan Ariely’s finding that Princeton’s academic integrity orientation showed absolutely no effect on the likelihood that Princeton students would cheat on a math test two weeks after it ended. It would be foolish to ignore the results of the MIT experiment with a “studio model” for teaching physics, which dramatically reduced both cheating and the rate of failure in the course.
But Lang oversells what social science can tell us at present. For example, to support his argument that “performance oriented classrooms,” which emphasize “grades and competition among students,” encourage cheating, Lang cites a paper by Eric Anderman and Tamara Murdock. But Anderman and Murdock are more cautious than Lang because while “students report cheating more if they perceive the presence of a performance goal structure,” two studies find that “goal structure appears to be unrelated to cheating when a more objective method of assessing context is utilized.” The “extent to which teachers can reduce cheating by implementing” practices of the sort Lang recommends “is still unclear.”
Consider also Lang’s doubt that “hard punishments deter potential cheaters.” While Lang supports this claim in part by citing the work of Donald McCabe, Kenneth Butterfield, and Linda Trevino, they themselves have concluded, drawing on their own and others’ research, that “academic dishonesty is negatively associated with the perceived certainty of being reported and the perceived severity of penalties.” Similarly, Anderman and Murdock, in the same paper we have been considering, assume that “[f]ears of being caught and the perceived severity of the consequences for being caught are two of the most important deterrents to potential cheaters.”
Lang is still right to emphasize that “we have no incontrovertible evidence that harsh penalties deter cheating.” Moreover, I agree with him that an anti-cheating regime that focuses primarily on threats is unlikely to succeed. On the other hand, there is hardly a groundswell of support for harsh punishments. McCabe and his co-authors argue that the opposite is true: many faculty members have concluded that confronting cheating isn’t worth the trouble. How, they ask, “can we expect students to believe that cheating is a serious problem when faculty and others are reluctant to deal with cheaters ... when cheating receives minor consequences and, worst of all, when faculty look the other way?”
However that may be, Lang, as his discussion of the performance classroom shows, does not typically insist that evidence be incontrovertible before one acts on it. It is fine to set a high bar for accepting and acting on the results of social science research. But you can’t set a higher bar for approaches you are already inclined to disagree with than you set for approaches you are otherwise inclined to favor.
Jonathan Marks, author of Perfection and Disharmony in the Thought of Jean-Jacques Rousseau (Cambridge University Press, 2005), is associate professor of politics at Ursinus College. He tweets at twitter.com/marksjo1.
The back-to-school season is easy to recognize. Temperatures get a bit cooler. Walgreens and CVS start doing a brisk business in pencil and notebook sales. And in college towns like Boston, as I can personally attest, commute times suddenly double.
Another familiar feature of the season, of course, is news columns on education trends -- those lists of the 10 or 12 or 15 things to watch, whether they be emerging technologies, or new regulations, or looming anxieties about increased competition, financial challenges, the future of tenure, and so on.
What’s striking about so many of the observable trends in higher education today is the way in which they seem to be fueled by the same motivating force: the desire for jobs. The pursuit of jobs or job readiness or real-world work experience seems to be the trend of trends.
For some within the higher education community, this focus on jobs will undoubtedly be viewed as reductivist, relegating higher education institutions to the same status as factories churning out “product” – skilled labor, in this case.
“Just wait,” this constituency may well caution, “this vocational turn will be accompanied by a hail of unintended consequences: a weakened citizenry, the abandonment of the arts, and the valorization of rote learning in place of critical thinking.”
For others, the increased attention to graduate employability and work readiness will signal what they might regard as a long-overdue pivot to a more realistic perspective on the function of higher education within a knowledge economy.
“Look,” this group of stakeholders might well argue, “preparing future professionals to communicate effectively, arrive at work on time, take problems to managers only when warranted, and possess some familiarity with the tools of the contemporary work place – whether spreadsheets, algorithms, databases, or other – just makes good, practical sense.”
For the moment, the latter voices appear to be in the ascendency -- spurred on by an extended economic crisis, unparalleled in our lifetimes, where as many as 4 in 10 recent graduates are unemployed or underemployed. Indeed, we can see evidence of this perspective taking hold in decisions related to everything from campus operations to curriculum design to assessment to the development of new education-related consumer services.
Look at big data. Business analytics have an important role to play in demonstrating institutional effectiveness. Increasingly, that effectiveness is measured by student success – not just in the classroom or on the exit exam, but in the workforce. Mid-career salaries represent the kind of long-term outcomes growing numbers of institutions are orienting themselves around, and colleges are adapting their systems to gather this kind of information.
Furthermore, few schools today would willingly position themselves as being at a remove from the wider world of economics, industry and work. To the contrary, in one way or another, colleges are going to where the jobs are – whether through the delivery of online learning and short-residency executive education programs, or through the development of satellite campuses, both domestically and internationally, in key economic hubs.
This represents an important kind of bridge-building between the world of academic study and the world of work, and it can be seen in the way colleges and universities are approaching curriculum design.
Look at big data – again. This past summer, IBM announced deals with five U.S. universities – including Georgetown University, George Washington University, Rensselaer Polytechnic Institute, Northwestern University, and the University of Missouri, as well as several foreign institutions – to collaborate in the development of new curriculums around data science.
Last spring, the Georgia Institute of Technology announced a deal with Udacity to deliver a master’s degree in computer science online for less than $7,000 in tuition, supported by a $2 million grant from AT&T. Naturally enough, the telecom firm hopes to hire some of the program’s graduates. Deals like these underscore the extent to which universities represent critical talent pipelines, and undoubtedly many students will benefit from the closer collaboration between these institutions and employers.
Even the debate about the value of the liberal arts is concerned with the relevance of the curriculum to the work place – and this is by no means a bad thing, at least if you are among those who believe that the liberal arts curriculum, and the skills and capacities it develops, does have relevance to the needs of the work place.
But the debate is useful also to the extent that it highlights the limitations of the liberal arts in promoting work readiness – because there are a number of ways in which such a curriculum might be augmented to achieve that end.
This can be seen in the growing focus on experiential learning opportunities – whether it takes the form of internships and co-ops, or field research experiences, or participation in business incubators, or any number of other kinds of outside-the-classroom learning experiences.
Of course, experiential learning programs take time for institutions to develop – especially those that intend to provide students with the opportunity to benefit from paid, professional experience earned in the course of their degree programs – and not every institution has the capacity to quickly develop the relationships with employers necessary to sustain these efforts.
For that reason, a number of commercial enterprises are stepping in to help current students and recent graduates, as well as colleges and universities, by providing these sorts of experiences. Witness coaching organizations like the Fullbridge Program, which delivers an intensive preparatory curriculum to help students increase their work readiness, and online providers like Coursolve, which matches courses with organizations’ current business needs so that students can engage in practical problem solving and produce a real-world work product.
Inasmuch as educators are now placing greater emphasis on the application of curriculum to the work place, it isn’t a surprise to see assessment moving in the same direction. This summer the Council for Aid to Education announced that its Collegiate Learning Assessment exam – a tool for measuring, at the institutional level, the value-add that colleges are able to deliver over the course of an undergraduate degree – would now be augmented by something called the CLA+, a new kind of exit exam that attempts to measure the employability of the individual graduate.
Concurrent with the emergence of this new kind of outcomes assessment is a growing recognition that employability should not just be the concern of recent graduates or incoming seniors.
Indeed, a few weeks back, LinkedIn announced that it would begin allowing individuals as young as 14 to create profiles on its site while also permitting them to draw upon the firm’s new University Pages to aid these future professionals in their college search efforts. The intention, it seems, is not only to help prospective college students compare and contrast institutional profiles, but to empower them to connect with current students, as well as alums – folks who are already on campus or already in the workforce, and who can share their views on the extent to which their alma mater was able to effectively prepare them for the careers they ultimately hope to pursue or are already pursuing.
It will take time to see which of these forms of work force preparation prove effective and which do not – both academically and professionally. Those institutions that are most successful in testing these more professionally focused strategies and tactics are likely to be those that view the journey from college to work as a continuum where they have an important role to play, rather than those who view the encroachment of pre-professional preparation on academic disciplines as an anathema.
Whatever one’s philosophical disposition, the desire to link the worlds of academic study and work more closely together is clearly driving diverse forms of innovation, and those innovations certainly represent interesting trends in and of themselves. But the real trend, ultimately, is the pursuit of jobs itself.
As a consequence, for a growing number of colleges and universities, the emphasis this back-to-school season will have to be on getting their students ready for work, and getting ready to make that work for themselves, as well.
Peter Stokes is vice president of global strategy and business development at Northeastern University, and author of the Peripheral Vision column.