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Katie Nailer: If this program was to continue: two things that could be more enticing for state to fund again. Track for students to get academic credit from college. Timing might work out.
Also how do we look at students over-extending themselves.
MV: timeframe-- spring break was confusing; issue w onboarding timeframe
Healthcare: legal timesheet + doc checklist for what emp needs
Building capacity on campus - hiring cuny grads, providing resume support, etc

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Student hours tracking - make sure there's a way to track accurate # hours in RF with Spring Break

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Communications Calendar: campus / central / RF

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How might the current iteration, 2024 iteration, and future beyond that structure/show campus capacity building

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How might the below be aligned with OCIP?

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How might the below be aligned with OCIP?

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How might these adjustments align with OCIP

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How might these adjustments align with OCIP

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How might these adjustments align with OCIP

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How might these adjustments align with OCIP

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How might these adjustments align with OCIP

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How might these adjustments align with OCIP

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# students served?
Particular hubs / industry diversity / employer diversity?

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Add any new notes here that come up during dot voting

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- to improve waitlist protocol
- to navigate interview no shows

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swap "major alignment" for "career exploration" ?

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Difficult to prioritize never having had an internship (instead of 100%, 90% students had 0 paid internship experience though 3,000+ applicants never had one before)

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Assoc Degree students are hard to recruit (only 21% of applicants)

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It will take effort to retain these strengths. "Like" UP TO THREE elements in this column that you want to make sure is protected as we explore edits to the program design. Feel free to use the comment function to explain

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These are a lot of "external threats" so they're not easy to overcome, but might be worth chipping away at one or two. "Like" UP TO THREE of the below that you think are worthwhile to explore attempting to address for 2024 program cycle.

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The program will serve students who have had zero paid internship experience and are looking for a career exploration opportunity.
Q: What are the boundaries of "career exploration" and how do we make a good case for this?

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We need more time! We need to include full program year (prep through wrap up) in timeline planning (including hub-level planning) and protect time to plan.

Q: How can we preserve the stamina of the hubs in this process so they are able to be involved in our/their strategic planning?
Q: How can we remove the obstacle of dropping staff because of funding?

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Where do Econ / Finance students fit in?

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RF investment in onboarding improvement?

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New OCIP industry team could lead to stronger/new employer partnerships

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Laguardia (+ KCC and Guttman) students blocked sometimes due to term requirement (their semester different)

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Strength - Student Applicant Pool Successes

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Strength - Student Applicant Pool Successes

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number of students with fin aid super high!
No age ceiling!

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program target numbers shifted (600 then to 650)

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Unclear if Asian students were over-represented and black/latinx students were under-represented (need to compare to CUNY enrollment data)

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Strength - automated student app tracking and onboarding went well

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Strength - automated student app tracking and onboarding went well

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(sorry I didn't know what this was in reference to, but seems like a stand alone)

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our amazing success gives us some ability to flex - strength of the data begets more flexibility in program design year over year

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Protect time in advance of program cycle to schedule all the minutia (we remembered things as we went (this is when we spam students... this is when we need to take apex off... this is when we need to do small tasks))

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Force alignment on employer acceptance protocols

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Force alignment on employer acceptance protocols

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CSS over accepted employers/jobs leading to not all employers getting a match

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Work with STEM and Healthcare to increase diversity of jobs

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Work with STEM and Healthcare to increase diversity of jobs

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css and mcc hub had ton of job diversity (148 jobs and 108 jobs). STEM and healthcare not so much (70 and 73)

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Increase $20 an hour would be amazing

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summer will be our time to refine Apex and other processes that should get done before program start. Hardest time to get staff too coordinate

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funding structures prevent year-long staff appointments

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Took forever for students to get into InPlace - build in more time for this or front end time to improve InPlace

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RF stupid onboarding (cumbersome) vs. CUNY's eye on our program for new onboarding complaiance. Lots of hands in the pot with our onboarding.... we are instructed and must change the way we do it

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Struggles with InPlace issues and responsiveness

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Strength - flexibility of program works for students

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Strength - flexibility of program works for students

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Most withdraws submitted by students were about schedule conflict. Opportunity to stress potential flexibility of program?? (23% were class schedule followed by not enough time in personal life then another job conflict)

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- Kept all CCL college staff employed
- Hired campus managers at each campus

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Employer Rankings led to more successful matching
Lots of employers were interested in participating
Constant Inbox coverage

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Force alignment in interview /match process 

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Force alignment in interview /match process 

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Healthcare had to manage external interviews - caused messy prematch stuff and couldn't track interview data.

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Build in more time to test tools (e.g. We were testing Apex as we went)

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Build in more time to add students from waitlist (Dash to add more waitlist students because some students dropped out)

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Build in more time for employer onboarding of students

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Data security raised concerns (ssn stuff)

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MCC was a great hub addition (kicking out gov was a smart move)

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Strength - Student Selection + Matching Processes

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Strength - Student Selection + Matching Processes

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Improved student selection process (essay and group interviews)
Proof: Over 600 students still enrolled

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Use of Hustle + inbox coverage
Proof: Amazing student response rate to offers - 95%

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Adjust timeline to avoid CCL overlap

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Strength - We're working with good folks

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Strength - We're working with good folks

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Team expertise
Hub teams are good collaborators + engaged
Co / Hub Communications

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For program year 2024 we want to define best practices and create consistency and alignment amongst hubs on employer acceptances, group interviews, data platform usage, # of students accepted when (milestones to goals).

We also should engage in continuous improvement with data platforms (InPlace, etc) + RF onboarding