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Bonner recruitment 7 28-10
Bonner recruitment 7 28-10
Bonner recruitment 7 28-10
Bonner recruitment 7 28-10
Bonner recruitment 7 28-10
Bonner recruitment 7 28-10
Bonner recruitment 7 28-10
Bonner recruitment 7 28-10
Bonner recruitment 7 28-10
Bonner recruitment 7 28-10
Bonner recruitment 7 28-10
Bonner recruitment 7 28-10
Bonner recruitment 7 28-10
Bonner recruitment 7 28-10
Bonner recruitment 7 28-10
Bonner recruitment 7 28-10
Bonner recruitment 7 28-10
Bonner recruitment 7 28-10
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Bonner recruitment 7 28-10

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  • Transcript

    • 1. The Bonner Program: Recruitment: From Selection to Dismissal “Access to Education, Opportunity to Serve” A program of: The Corella & Bertram Bonner Foundation 10 Mercer Street, Princeton, NJ 08540 (609) 924-6663 • (609) 683-4626 fax For more information, please visit our website at www.bonner.org
    • 2. Recruitment: Overview • Scholar & Leader Considerations • Who & How to recruit • Application & Selection • Retention & Dismissal www.bonner.org 2
    • 3. Recruitment: Scholar & Leader Considerations Scholars Leaders • Pre-college recruitment • Pre- or during college • Four years • Two to Four years • Must meet school’s admissions • You determine academic requirements and be in top requirements 40% of class • Not bound by same EFC • EFC = Below $7,500 for at guidelines, though may want to least 85% of class consider • May or may not use • May or may not use AmeriCorps—should offer to AmeriCorps—should offer to all all www.bonner.org 3
    • 4. Recruitment: Who to Recruit—Know Your Capacity • Bonner Scholar Programs: Have an established goal for each class, tied to financial aid • Bonner Leader Programs: Strategically aim for particular cohorts (aim to move from two to four year program); often tied to Work Study and AmeriCorps eligibility • New Bonner Leader Programs: Strategically select a goal for start-up; hand-pick students with “access to education” in mind www.bonner.org 4
    • 5. Working Session Part 1 — Plan your recruitment goals • Number of first-years, second-years, third-years, and fourth-years needed for next year • What financial profile these students need to have • What financial resources your program will provide these students (scholarships, aid, Work Study, AmeriCorps) • Other goals you have around diversity (gender, ethnicity, international, etc.) www.bonner.org 5
    • 6. Recruitment: Who to Recruit—Personal Qualities • Service ethic - a student who has demonstrated commitment and engagement in service • Recruit for diversity: reach out to people of color, males, international students • Intensity: Commitment to 10 hours/week of service & related activity requires seriousness of purpose • Teamwork: You’re building a team that impacts the whole campus www.bonner.org 6
    • 7. Working Session Part 2 — Identify Recruitment Challenges & Strategies to Tackle Them • Diversity • Financial • Admissions Process • Logistics www.bonner.org 7
    • 8. Recruitment: How to Recruit—First Years • Pipeline relationships with non-profits & schools served by the institution (Allegheny College) • Relationships with high schools (Carson-Newman) • International connections (Mars Hill and the Sudan) • Tap national networks (Stetson—Matt Morton, identifying foster youth) • Foster close relationship with Admissions Office— shared timelines, Bonner staff early involvement • Small schools notify all eligible students www.bonner.org 8
    • 9. Recruitment: How to Recruit—Other Years & Replacements • Pipeline relationships with other programs on campus (First Year Service-Learning Seminar; Jumpstart) • Relationships with other key staff members (Multicultural Affairs, Deans, Athletics) • For BLPs and new schools: think strategically and with a multi-year plan in mind • Relationships with Faculty—creative ways to build the campus-wide collaboration and civic work www.bonner.org 9
    • 10. Recruitment: Application—Criteria for Success • Written information on school’s website (and Bonner Program section) • Questions elicit students’ experience with and ethic for service • Staff & student leaders are involved in screening • Interview days & visits where possible • Solidify incoming class by spring before (new programs—exception) • Thoughtful multi-pronged processes www.bonner.org 10
    • 11. Working Session Part 3 — Identify Your Recruitment Pipelines • High Schools/Community Colleges/Educational Pipelines • Non-profit Partners/Community Champions • Key Campus Personnel/Departments • Key Student Groups/Programs • National/International Connections www.bonner.org 11
    • 12. Recruitment: Selection—Interviews & Campus Visits • Interviews on the phone or in-person help clarify the student’s capacity for success (attitude, fit) • Some campuses include parents in the recruitment process (Emory & Henry) • Preview weekends, with student-led team projects, are a best practice (West Virginia Wesleyan, Rider) • Timeline corresponds with college’s overall admissions timeline www.bonner.org 12
    • 13. Working Session Part 4 — Discuss Your Application and Selection Process www.bonner.org 13
    • 14. Recruitment: Retention and Dismissals • The good news—Bonner Programs generally have higher retention for members than the institution does • Aim for 90%+ retention—CNCS standard • The bad news—Some students may need to leave (academic reasons, lack of compliance, health) • Aim to have a clear exit policy and replacement process www.bonner.org 14
    • 15. Retention / Dismissals: Accountability Policies www.bonner.org 15
    • 16. Retention / Dismissals: Accountability Policies www.bonner.org 16
    • 17. Working Session Part 5 — Discuss Your Exit & Dismissal Process and Plan to Recruit Replacements www.bonner.org 17
    • 18. Recruitment: Campus Examples • Carson-Newman College www.bonner.org 18

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