Examined admissions directors' perceptions of their role, the nature of marketing efforts, the relationship between prior career paths and current ideas about the "mission" of the admissions office, and ideas about how the school should market itself. Results are given. (Author/BL)

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…

Surveyed 3,742 admissions officers to develop a guide for estimating expected salaries based on administrator and institution characteristics. Results showed admissions personnel in public institutions earn more than those in private institutions, and there appears to be less staff turnover in public institutions. (JAC)

Presents highlights of the National Association of College Admission Counselors' first 50 years. (ABB)

Reports the results of the 1984-1985 survey of the salaries of 5,018 college admissions officers and examines the five-year trend in salary increases in comparison with the increased cost of living. Reports the rate of job turnover in admissions and examines the change in turnover rates. (JAC)

Focuses on marketing strategies for college admission and examines the essential interaction between admission and academic units as a means of enhancing retention and producing informed, satisfied consumers/students. (KS)

Surveyed 5,494 college admissions officers to determine current salaries, personal characteristics, and institutional data as a guide to estimating an admissions officer's expected salary. Results showed rank was the single most powerful predictor of salary in the overall analysis and suggested that raises do not keep up with inflation. (JAC)

Details the many roles and functions that emerged for both college and school counselors during the 1960s. Notes that it was the translation of member commitment into action during the 1960s that began to provide national prominence for the National Association of College Admission Counselors. (ABB)

Explored the relationships between the management styles of admissions officers (N=178), the recruitment activities of their units, and their level of goal attainment. Results indicated no significant relationships between management styles and office activities, or between management styles and success of admissions officers in recruiting or…

Discusses the home visit as an effective and underutilized recruiting method for colleges, citing the example of Eureka College's practice of visiting the homes of prospective students. (TE)

Advocates for an expanded role for admissions officers which is dependent on a thorough knowledge of the academic, social, and cultural offerings of the institution, a background in student development, and an expertise in counseling. Suggests institutions support and encourage this expanded role. (BL)

Surveyed 401 college admissions directors to determine current policies and methods of distributing no-need scholarships to students. Results showed the majority of institutions did have no-need/merit scholarship funds, which slightly favored freshmen. Most scholarship offers were part of student recruiting efforts. (JAC)

Suggests ways to improve college admissions interviews. Discusses the purpose, format, technique, and content, of the interview as well as selling the college, concluding the interview, and writing the final interview report. Emphasizes the benefits of good interviewing skills to admissions officers. (WAS)

Used a questionnaire to investigate job satisfaction and patterns of career development that characterize admissions officers (N=286). Results indicated respondents often entered admissions directly from college. A majority were satisfied with their jobs. At all levels respondents planned to leave admissions within five years. (RC)

Examines the patterns of career entry, career development, and future career plans of college admissions officers. Particular attention is given to the career patterns of women and minorities in admissions, since these groups are substantially underrepresented at the level of director, and the importance directors assign to their financial…