Student Retention & Success Sample Clauses

Student Retention & Success. A great deal of work has been undertaken to improve retention at Southampton Solent University and this is embedded in our current systems and practices. Piloted in 2012/13, ‘On Track’ is a proactive means of dealing with complex ‘vulnerable student’ cases where engagement is potentially or actually under threat. On-Track seeks to Identify and monitor the most vulnerable students; pre-empt problems before they become insurmountable; and prevent students falling through the net by working closely with colleagues across the University Student Support Network and ensuring they are accessing relevant support. On Track participants may be students who have a mental health issue; are care-leavers; or who have attracted the attention of Faculty or LIS staff concerned about their welfare or engagement. The majority of On Track participants have a declared complex disability such as a mental health issue, complex Dyspraxia, Autism, ADHD, or anorexia. 12 are care-leavers who are monitored at a relatively low level unless a particular issue arises. We are pleased to report significant improvements in care leaver retention (in 2012-13 this was 100% at census date).
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Student Retention & Success. The University’s approach to increasing student retention levels, particularly those from ‘fair access’ target groups is informed by two major BU projects. The first is the review of the student experience which culminated in the development of the Student Experience Strategy in 2010. The review explored the specifics of life as a BU student, and considered student feedback, staff feedback and a review of research across the sector. The strategy focuses on three core themes – student voice, student journey and student communities. Our retention strategy will touch on each of these themes. The second major project is the Here! Project, a partnership of Bournemouth University with ▇▇▇▇▇▇▇▇▇▇ ▇▇▇▇▇ University and the University of Bradford. Here! is funded jointly through HEFCE and the ▇▇▇▇ ▇▇▇▇▇▇ Foundation and is one of seven projects that are part of the What Works! Student Retention and Success Programme. It is a three year project investigating the twin cores of why some first year students have doubts, but stay, and why some first year programmes retain their first year students better than their peers. The project is important because it concentrates on retention rather than withdrawal, wellness rather than illness.
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Related to Student Retention & Success

  • Transition to Retirement 24.1 An Employee may advise their Employer in writing of their intention to retire within the next five years and participate in a retirement transition arrangement. 24.2 Transition to retirement arrangements may be proposed and, where agreed, implemented as: (a) a flexible working arrangement (see clause 16 (Flexible Working Arrangements)); (b) in writing between the parties; or (c) any combination of the above. 24.3 A transition to retirement arrangement may include but is not limited to: (a) a reduction in their EFT; (b) a job share arrangement; or (c) working in a position at a lower classification or rate of pay. 24.4 The Employer will consider, and not unreasonably refuse, a request by an Employee who wishes to transition to retirement: (a) to use accrued Long Service Leave (LSL) or Annual Leave for the purpose of reducing the number of days worked per week while retaining their previous employment status; or (b) to be appointed to a role which that has a lower hourly rate of pay or hours (post transition role), in which case: (i) the Employer will preserve the accrual of LSL at the time of reduction in salary or hours; and (ii) where LSL is taken or paid out in lieu on termination, the Employee will be paid LSL hours at the applicable classification and grade, and at the preserved hours, prior to the post transition role until the preserved LSL hours are exhausted.

  • Orientation and In-Service Program The Hospital recognizes the need for a Hospital Orientation Program of such duration as it may deem appropriate taking into consideration the needs of the Hospital and the nurses involved.

  • Reporting Total Compensation of Recipient Executives 1. Applicability and what to report. You must report total compensation for each of your five most highly compensated executives for the preceding completed fiscal year, if— i. the total Federal funding authorized to date under this award is $25,000 or more; ii. in the preceding fiscal year, you received— (A) 80 percent or more of your annual gross revenues from Federal procurement contracts (and subcontracts) and Federal financial assistance subject to the Transparency Act, as defined at 2 CFR 170.320 (and subawards); and (B) $25,000,000 or more in annual gross revenues from Federal procurement contracts (and subcontracts) and Federal financial assistance subject to the Transparency Act, as defined at 2 CFR 170.320 (and subawards); and iii. The public does not have access to information about the compensation of the executives through periodic reports filed under section 13(a) or 15(d) of the Securities Exchange Act of 1934 (15 U.S.C. 78m(a), 78o(d)) or section 6104 of the Internal Revenue Code of 1986. (To determine if the public has access to the compensation information, see the U.S. Security and Exchange Commission total compensation filings at ▇▇▇▇://▇▇▇.▇▇▇.▇▇▇/answers/execomp.htm.) 2. Where and when to report. You must report executive total compensation described in paragraph b.1. of this award term: i. As part of your registration profile at ▇▇▇▇▇://▇▇▇.▇▇▇.gov. ii. By the end of the month following the month in which this award is made, and annually thereafter.

  • Files Management and Record Retention relating to Grantee and Administration of this Agreement a. The Grantee shall maintain books, records, and documents in accordance with generally accepted accounting procedures and practices which sufficiently and properly reflect all expenditures of funds provided by Florida Housing under this Agreement. b. Contents of the Files: Grantee must maintain files containing documentation to verify all funds awarded to Grantee in connection with this Agreement, as well as reports, records, documents, papers, letters, computer files, or other material received, generated, maintained or filed by Grantee in connection with this Agreement. Grantee must also keep files, records, computer files, and reports that reflect any compensation it receives or will receive in connection with this Agreement.

  • Public Employees Retirement System “PERS”) Members.