Department of Education issuance of reports on the status of 10 states' court-ordered college desegregation without any evaluation of the states' efforts has disappointed civil-rights activists. The unexpected release of the reports was due in part to the threat of Congressional subpoena of the information. (MSE)

Reviews strategic variables available to those planning continuing education marketing programs. Discusses generic competitive strategies: (1) overall cost leadership, (2) differentiation, and (3) specialization. Mentions several potential problems. (CH)

Examines how the Family and Medical Leave Act's special rules affecting primary and secondary education are likely to change the way that school administrators think about and make use of substitutes. Considers the pool of people who become substitutes and the way that they are recruited and compensated. Discusses intermittent leave for teachers…

Describes Japan's two-tiered approach to recruitment in which graduates from top Japanese universities are automatic hires, while those from second-place schools must do job searches to find employment. Notes that, in Japan, university personnel play very large role in recruiting and that Japanese companies are concerned with goodness of fit…

Describes a report released by the Commission on the Advancement of Women and Minorities in Science, Engineering, and Technology (CAWMSET) that gives reason to believe that this group's work may lead to changes more effective and more widespread than any of its forerunners. (SAH)

The author discusses the advantages of collaboration among continuing education programs. Types of collaboration are described. (CH)

Identifies six principles which will assist in recruitment activities of students from minority groups. Describes a four-phase framework for action which includes gauging the environment and building a support structure. Concludes ways must be found to reverse trend of declining Black enrollment. (ABL)

Minority alumni of historically white colleges and universities are isolated, some alienated, from their alma maters. A case is made for recruitment of minority alumni as volunteers. An admissions office's model for minority alumni involvement is used as an illustrative case. Admissions officers should provide alumni a candid and realistic…

Describes the use of research-based and personal-based aspects of student recruitment and suggests that a creative combination of the two can lead to a more effective admissions program. (JAC)

Examines several activities that directly influence the future of special educational programs in higher education and presents problems that must be resolved if significant expansion of special educational programs is to be achieved. Funding, staffing, and accountability are discussed in detail and other crucial areas are reviewed. (Author)

The author tells how very large, multidivision continuing education programs can use their size as a marketing advantage. Some advantages include (1) superior service, (2) an image of high quality, (3) the bandwagon effect, and (4) stronger buying power. (CH)

Executive-search consultants are being hired to help fill posts in higher education from college presidents to development positions and deanships. Consultants perform a variety of services, from identifying and screening candidates to arranging flight schedules for campus visits. (MLW)

In response to major concern among employers today, identification of potential minority recruits, presents statistical report on minorities in higher education. Because of special interest in locating minority engineering recruits, minority participation in engineering education is highlighted. Discusses problems of obtaining information on…

Describes Goucher College's plans to expand its overseas internship program. Following a brief overview of Goucher's program, this article presents questions and answers from interviews with employers concerning how they feel about internships and job opportunities abroad. (NB)

Companies that manage diversity successfully have common characteristics: chief executives' commitment, diversity as a business objective, fair compensation and career tracking, careful diversity training, consistent focus during downsizing, and plans that address the concerns of white males. (SK)