This document outlines Keith Trafton's 30-60-90 day action plan as the new Enrollment Manager at University of Phoenix's Richmond campus. In the first 30 days, he plans to hold one-on-ones with each enrollment counselor, understand their goals, find opportunities for improvement through coaching and training, and create a successful team atmosphere. Within 60 days, he will continue collaborating with counselors through meetings and trainings to help them improve. By 90 days, he aims to have a fully staffed, positive team that is focused on coaching and training to become the best in Maryland. His overall goal is to focus on the campus's vital factors like compliance, lead conversion, employee performance and retention.
Alamin ang sekreto kung paano kumita gamit lang ang Cellphone mo. Dito ipapakita ko sayo kung paano ka kikita sa pagiging isang Dealer sa Telepreneur Corporation.
I've been asked a couple of times during job interview to present on how I would tackle the first 3 months/6 months/100 days on the job. Usually it's a stab in the dark since research material is limited. This broad overview is applicable to a wide range of companies.
How can you stand out from a crowd of candidates who all know how to interview well? You bring a 30/60/90-Day Sales Plan.
Your 30/60/90-Day Sales Plan is proof that you can not only talk the talk, you can walk the walk. You’ll show that you have a strategy, backed by your research on the company and the job, that will have you ringing the cash register in no time. But…not all plans are equal.
This 30/60/90-Day Sales Plan is the result of continually refining and improving the plans of thousands of candidates over 12 years of Peggy McKee’s career as a sales and marketing recruiter.
The 30-60-90 Day plan will allow you to impress the hiring manager with your skills, initiative, and creative thinking.
Click this link:
http://careerconfidential.com/30-60-90-day-plan-how-to-create-and-use-it-to-knock-their-socks-off-in-the-job-interview/
10 useful tips for creating a 30-60-90 day plan when entering a new company or starting a new position. This also includes specific example for a sourcing manager role.
Developing the skills of VET Practitioners - a real story
Presentation at VELG Conference 2015
Kerrie-Anne Sommerfeld (Rubric Training Solutions) and Claire Rasmussen (FedUni TAFE)
Alamin ang sekreto kung paano kumita gamit lang ang Cellphone mo. Dito ipapakita ko sayo kung paano ka kikita sa pagiging isang Dealer sa Telepreneur Corporation.
I've been asked a couple of times during job interview to present on how I would tackle the first 3 months/6 months/100 days on the job. Usually it's a stab in the dark since research material is limited. This broad overview is applicable to a wide range of companies.
How can you stand out from a crowd of candidates who all know how to interview well? You bring a 30/60/90-Day Sales Plan.
Your 30/60/90-Day Sales Plan is proof that you can not only talk the talk, you can walk the walk. You’ll show that you have a strategy, backed by your research on the company and the job, that will have you ringing the cash register in no time. But…not all plans are equal.
This 30/60/90-Day Sales Plan is the result of continually refining and improving the plans of thousands of candidates over 12 years of Peggy McKee’s career as a sales and marketing recruiter.
The 30-60-90 Day plan will allow you to impress the hiring manager with your skills, initiative, and creative thinking.
Click this link:
http://careerconfidential.com/30-60-90-day-plan-how-to-create-and-use-it-to-knock-their-socks-off-in-the-job-interview/
10 useful tips for creating a 30-60-90 day plan when entering a new company or starting a new position. This also includes specific example for a sourcing manager role.
Developing the skills of VET Practitioners - a real story
Presentation at VELG Conference 2015
Kerrie-Anne Sommerfeld (Rubric Training Solutions) and Claire Rasmussen (FedUni TAFE)
2. Enrollment Manager
30-60-90
Day Action Plan
Part I: 30-60-90 day plan
as a new Enrollment
Manager
Part II: How I plan to
make a meaningful
contribution to the
campus’s vital factors
4/25/2016 2Keith D. Trafton
3. Richmond Enrollment
Department Vital Factors
Compliance
Lead Conversion
80% of Staff Meets
Expectations or above
New Student Retention
Unpaid Leads
(Generation and
Conversion)
Employee Retention
4/25/2016 3Keith D. Trafton
4. Action Plan Objective
Focus on each individual
Enrollment Counselor
Focus on continuing
coaching each Enrollment
Counselor
Assist each Enrollment
Counselor to exceed in all
areas of his or her position
Focus on Enrollment Vital
Factors
Focus on compliance
Focus on 80% of staff
being at meets
expectations or above
4/25/2016 4Keith D. Trafton
5. “We will be the provider of choice for high quality
education and student success delivered in the best
manner, in all modalities, for any person committed to
earning their degree”
4/25/2016 5Keith D. Trafton
6. Maryland Campus Needs
Continue long term
relationship with all levels
of enrollment staff
On going coaching
Consistent training
Daily support
implementation with each
EC and Team
Build on relationship with
Graduation Team
4/25/2016 6Keith D. Trafton
7. Value Proposition
Work towards the
campus’s vital factors to
continuously improve as a
campus
Compliance: “We follow
all the rules, all the time”
New Enrollment: Meeting
and exceeding monthly
new enrollment budget
Total Enrollment: The
number of students
enrolled at the Maryland
campuses
Student Success:
Retention strategies the
same from team to team
Unpaid Leads: Referrals
are great “How to own
your own business”
4/25/2016 7Keith D. Trafton
8. Productivity Opportunities
Enrollment Counselors:
Focus on retaining quality
employees
Lead Conversion: Four
areas t o improve
enrollments
Lead to Contact: Increase
to the benchmark of 85%
Student Success: Increase
current percentage of new
students
New Enrollments:
Working on counselors
team vs. individual goal
Unpaid Leads: Referrals
and Corporate Education
…. “Owning your own
business”
4/25/2016 8Keith D. Trafton
9. Weekly collaboration between Director of Enrollment and
Associate Director of Enrollment will occur to ensure
positive progression towards monthly and quarterly new
enrollment goals, and Enrollment Counselor retention in
the course of trainings and coaching sessions.
4/25/2016 9Keith D. Trafton
10. Action Person Responsible Time frame
Hold one-on-ones with each
individual EC twice a week to
get familiar with each
individual.
Enrollment Manager 30 Days
Speak with each EC to get an
understanding of what each
individual want to earn from
their position
Enrollment Manager 30 days
Find Areas of opportunity for
each EC and implement
coaching and training
strategies to address those
areas.
Enrollment Manager 30 Days
Create an atmosphere of
success for each EC which
will translate to a positive and
successful team atmosphere.
Enrollment Manager 30 Days
Be Consistent with my
managerial duties (training,
coaching etc…)
Enrollment Manager 30 days
Set expectations of what I
expect from each EC and also
address the expectations of
what my team can expect of
me.
Enrollment Manager 30 Days
30 Day Enrollment Plan
4/25/2016 10Keith D. Trafton
11. Action Person Responsible Time frame
Continue with one-on-
one’s (collaborate with
each EC)
Enrollment Manager 60 Days
Continue trainings Enrollment Manager 60 Days
Have uncovered areas of
opportunity and
implement coaching
sessions.
Enrollment Manager 60 Days
Achieve my goal of
helping each EC get
better at their overall job
requirements.
Enrollment Manager 60 Days
Striving to be the “best”
team in Maryland
Enrollment Manager 60 Days
60 Day Enrollment Plan
4/25/2016 11Keith D. Trafton
12. Action Person Responsible Time Frame
Build a strong fully
staffed team
Enrollment manager 90 Days
Achieve a positive can
do attitude with each
EC.
Enrollment Manager 90 Days
Always staying focused
on coaching, training,
and getting better.
Enrollment Manager 90 Days
BE THE BEST TEAM
IN MARYLAND
Enrollment Manager 90 Days
90 Day Enrollment Plan
4/25/2016 12Keith D. Trafton