The purpose of this research was to determine whether particular biographic and academic characteristics would predict whether an applicant would matriculate into and successfully complete an online secondary teacher certification program for Texas public schools. Extensive biographic data on applicants were compiled into a program data base…

There is no shortage of places in higher education--most noncompetitive colleges could admit more students, but institutions often struggle to get the class that they want. Professionals consider the admission process successful when they are able to configure a class that meets the institution's many missions and notions, rather than just…

This study compares performance on the GED (General Educational Development) Tests, U.S. edition, across three groups of examinees: (1) graduating high school seniors in the GED U.S., 2001 norm group, (2) GED Tests candidates who took one or more tests in the United States between 2002 and 2004, and (3) GED Tests candidates who passed the tests in…

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)

The College Recruiters' Quick Guide provides an orientation to Recruitment responsibilities for new admissions professionals and those contemplating a career in college admissions. It is organized to give the reader a quick orientation and down-to-earth advice about what is involved in the admissions profession. This short publication defines the…

Suggestions offered for planning a successful volunteer program center on setting goals, defining roles, and timing. Areas identified for volunteer use are admissions, identifying and soliciting fellow alumni, alumni relations, and in program planning for such events as Parent's Weekend. (LC)

Describes how around the world, more admissions officers are finding that they must check documents submitted by foreign students. (EV)

Discusses training of new admission office personnel, especially in the areas of office orientation, admission fundamentals, computer instruction, and public speaking. Discusses planning and implementation of the training program, notes ongoing challenges to the program, and describes positive aspects of the program as described by trainees and…

Provides overview of the vital role a sound admission program plays in helping an institution fulfill its mission. Notes that, in the future, admission directors will need to implement the concept of strategic planning, and that strategic decision making will be needed in the future student recruitment environment. (NB)

Discusses the dilemma faced by college admissions officers of color who become frustrated when a college or university's diversity rhetoric is more substantial than its diversity commitment. Issues addressed include legislative pressure, crisis response, progressive planning, response of the chief admission officer, and response of the…

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)

This paper describes the admissions process at Washington State University, Pullman, Washington. Document imaging and automated workflow technologies have completely transformed the admissions process at Washington State University. All application material is stored in imaged form, and the admissions staff members use automated workflow to…

Author suggests 7 basic operating attitudes that an admissions officer or counselor should adopt. (Author/PG)

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)