Category: Education

DEAR REWORKER: MY EMPLOYEE’S HUSBAND WAS ARRESTED, SHOULD I TELL THE EXECUTIVE TEAM?

Dear ReWorker,
We have an employee that has been an above-average employee. Yesterday, I learned that her husband was arrested by the FBI as a member of a large drug trafficking ring and money laundering. Our employee (“Jane”) works in a position that allows her access to medical patient’s financial records (credit cards, bank accounts, etc.). I am struggling with my obligation as it relates to Jane and her privacy and my responsibility to our clients.
Jane has not been charged with any wrongdoing. However, the info to which she accesses every day is highly sensitive. If I tell the executive leadership team about what has recently transpired in Jane’s life, experience has shown me that they will suspend/terminate her employment as a ‘knee jerk reaction’ to her personal situation.
I am torn.
Do I tell the executive team and risk Jane’s employment? Do I monitor the situation until something occurs that causes me to be suspicious of Jane’s activities? Is it too late then?
Sincerely,
Guilty by Association
__________________________________________________________________________________________
Dear Guilty by Association,
Let me ask a question: When you do background checks on new employees, do you run background checks on their spouses?
I didn’t think so.
So, if Jane was a job candidate, not an employee, and she didn’t happen to mention that her husband had been arrested, you would never know about it, and you’d give her the job. Why would you not treat her, an established employee with a great track record, the same way?
I know why not. It’s scary. If he was doing this (and remember, it’s alleged right now anyway), how could she not know about it? Well, people who are dishonest are also dishonest with their spouses.
So, what to do here? Talk with Jane. Offer her sympathy. Can you imagine what a nightmare this is for her? One day, everything is fine. The next, her husband is being hauled off in handcuffs, and the whole town is looking at her like she’s a criminal. Jane needs support right now. She may need some extra time off to handle things. You’re certainly not required, by law, to give someone time off to deal with her husband’s arrest, but it would be the nice thing to do. Remember, Jane is a top performer, and you’d like to keep her.
That said, you shouldn’t be completely naive. There’s a good chance Jane is 100 percent innocent—after all the FBI investigated and didn’t arrest Jane, even though she’s married to their target. But, there’s a tiny chance she, herself, has some issues. And, add to that, she’s now got huge money problems. Defending yourself from criminal charges is expensive, and since this is Jane’s husband, the cost will hit Jane.
That does put Jane at a higher risk of giving into temptation. (And why many companies like to run credit checks on people who have access to financial information.) So, run an audit, and have Jane’s boss keep an extra eye on things, but otherwise, be supportive.
What do you tell senior management? Precisely what I’ve said here: We don’t run background checks on spouses, so her husband’s arrest is irrelevant. We have audits in place, and we ran an extra one on Jane’s accounts to make sure everything is going well. And, most importantly, Jane needs our support. Let’s ask her what we can do to make her life easier.
Don’t give into the temptation to blame her for her husband’s mistakes. She’s already suffering. If you give her a supportive environment, you lessen the chances of anything bad happening at your company. You want good employees to stick around, so make it a place that supports good employees, regardless of their personal lives.
Your ReWorker,

YOUR EMPLOYEES’ INABILITY TO SPEAK UP IS COSTING YOUR BUSINESS BIG MONEY

Open door policies are pretty ubiquitous, but simply having the policy doesn’t mean people will actually speak their minds. Your employees aren’t telling you everything they should and it’s costing you—$7,500 per conversation failure and seven work days—according to a new study led by best-selling authors Joseph Grenny and David Maxfield.
That’s what the lack of open communication costs you, and here’s why:
  • One in three employee say their culture does not promote or support holding crucial conversations.
  • Only 1 percent report feeling extremely confident voicing their concerns in crucial moments.
  • 40 percent estimate they waste 2 weeks or more ruminating about the problem
Stop and think about these numbers. If only 1 percent feel “confident in voicing their concerns in crucial moments” that means 99 percent of your employees do not feel confident.

The Power of Communication

Sometimes, that can literally be the difference between life and death. Malcom Gladwell found that a lack of confidence in challenging your superiors led to Korean Air having numerous crashes. He writes:

Korean Air had more plane crashes than almost any other airline in the world for a period at the end of the 1990s. When we think of airline crashes, we think, Oh, they must have had old planes. They must have had badly trained pilots. No. What they were struggling with was a cultural legacy, that Korean culture is hierarchical. You are obliged to be deferential toward your elders and superiors in a way that would be unimaginable in the U.S.

Because the co-pilots were culturally mandated to defer to their captains, they didn’t speak up and the results were literally deadly. Once Korean Air found out, they were able to address it and solve the problem.
Do you have this same problem in your business? What happens when someone challenges senior management? Are the immediately shut down and pushed to the side? Is questioning the VP a career death sentence?
You may think that it’s not a problem, but the next time you’re in a meeting with several layers of staff pay attention. Who is doing all the talking? Is it the senior people? Are the junior people just nodding along and taking notes?
If so, you’ve got a problem. If a junior person dares speak up, are his or her ideas dismissed? If so, you’ve got an even bigger problem.
Yes, it’s true that the newbie straight out of grad school will think she knows what she’s talking about and doesn’t, but if you get in the habit of just shutting everyone down, you’ll miss out on ideas and train everyone to keep quiet.

Welcome Ideas from Everyone

The last thing any business needs is to dismiss ideas that could help a company grow and develop. You want ideas. You can look at them and dismiss them later if they don’t pan out.
Additionally, communication is stifled when people don’t treat each other respectfully. We sometimes call this lack of respect “bullying,” although it doesn’t have to reach that level to cause havoc in your company. Just having a peer not doing his or her work can cause problems within a department. While you don’t want to encourage your team to become a bunch of tattle-tales, if someone comes to you and says, “Jane is not doing her work and it’s impacting my ability to do my work,” you need to listen.
Treat people with respect. Listen to what they have to say. Address problems when they come up and you’ll save your company time, money and perhaps come up with some great new ideas.

NEW YEAR’S RESOLUTIONS EVERY HR DEPARTMENT SHOULD MAKE

Just because most people fail at their New Year’s Resolutions doesn’t mean your HR department shouldn’t make a few in the form of policy changes and new practices. HR policies and practices can have a huge impact on the success of the business. Sure, HR doesn’t design products or develop marketing plans, but what we do impacts the morale of the organization, and that affects everything else. Here are five resolutions every HR department should make.

1) Make Sure Pay Is Equitable and Market Rate

It’s time for a pay audit. Are there any differences in pay across gender, racial or age lines that can’t be explained by a logical, legal and fair reason? Don’t neglect this one. If you find discrepancies, give pay bumps today. Don’t wait until the next raise cycle. Get this taken care of immediately.
It’s not just equity for protected classes that you should look into; it’s market rates as well. Do you want to lose your best people because you’re paying below market rate?

2) Eliminate a Policy

I don’t know which one, but I guarantee you have a bad one on your books. Maybe it’s no raises above 10 percent. Perhaps it’s requiring in-depth reference checks on job candidates, but only confirm titles and dates of service for your former staff. There’s even a chance it’s docking PTO for exempt employees ever time they step out of the office? Whatever it is, figure out your worst policy and eliminate it.

3) Remind All Employees About ADA and FMLA

If you have more than 15 employees, the Americans with Disabilities Act applies and if you have 50, the Family Medical Leave Act is in play. People don’t understand what these mean, and it can open up the company to liability. If an employee tells a manager she needs an accommodation and the manager has no clue he or she has to provide that (assuming it’s a true disability and the requested accommodation is within reason), the company can suffer, and it’s unfair to the employee. Whenever possible, educate your teams on these laws.

4) Get Development Plans In Place

Managers are concerned about the here and now. You need to be concerned about the company’s future. Most people aren’t interested in staying in the same job for eternity, so you better make plans for developing people, or you’ll lose them to your competitors.
This doesn’t have to be a labor intensive endeavor in HR. You can ask employees to consider where they want to go and then help them figure out how the company can help them achieve their goals. Just make sure you don’t put a huge burden on management and staff in getting this together.

5) Put Some People on Performance Improvement Plans

This sounds harsh—getting people placed on Performance Improvement Plans (PIPs). The thing is, it’s not mean. It’s nice. Why? Because you have low performers and their managers are ignoring them, hoping that they’ll just go away. Unfortunately, what is more likely to happen is the good employees will get fed up with their slacker co-workers and leave first.
You want to identify the low performers and help their managers develop plans for improvement. A good person who is struggling will benefit from direct instruction on what he needs to do to improve. An inveterate slacker will continue to slack, but you’ll have the documentation needed to terminate, and replace him or her with someone who cares about performance. It’s a win-win situation for everyone.
So, before you reject the hype around New Year’s Resolutions, look around your department and company and think about what changes you’d like to see. No reason you can’t start today.

DEAR REWORKER: I HAVEN’T HAD A RAISE IN FIVE YEARS

Dear ReWorker,
My husband has been working for the same company for over 25 years. None of the employees, including my husband, have received a raise in the last five years. The owner of the company keeps telling the workers the company isn’t making any money; however, the employees have watched this same owner drive up in a brand new pickup truck, towing a brand new boat that he boasted about paying for with cash. This is the same owner who continually questions the morale of the company.
What can my husband do in this situation? And, what type of advice would you have for this employer?
Sincerely,
Getting Impatient
__________________________________________________________________________________________
Dear Getting Impatient,
Your husband should brush up his resume, find a new job and quit. In that order. An owner that hasn’t offered a raise in five years, complains about a lack of money while showing off his expensive purchases and can’t see that his actions are causing low morale isn’t likely to change.
Now, of course, I should ask if your husband has asked for a raise in the past five years. If he hasn’t, he should ask. The exception to this is if your husband is at the top of the pay scale for his profession and wouldn’t be able to make more money anywhere else. Salaries should be based on market rates, and if you’re already at the top of the market, you aren’t going anywhere.
The owner of this business sees himself as doing a favor to the employees—isn’t it great that I gave you a job out of the goodness of my heart? Now, I’m all for small business owners, and I understand that they take risks, but they aren’t doing it out of “goodness.” They do it because it’s the best way to be profitable. Your husband’s boss wouldn’t have his new truck and new boat without his employees. Yes, he provides them with jobs, but they help his company prosper.
It might be scary to go out and look for a new job—after all, he’s been there 25 years, and the devil you know is often better than the devil you don’t. But, most companies are happy to have good workers and want to reward them. Looking won’t cost him anything and if he doesn’t find anything better, he should stay.
As for advice for the owner—he’s not writing me, but I’m always happy to give advice. I’d tell the owner to make sure to give his employees raises—there’s little doubt that salaries should have been bumped up at least for cost of living over the past five years. The second thing I’d tell him to do is have his finances evaluated by a professional. Now, maybe he has a wife who paid for the new truck and boat and the business is struggling, but if he is paying for that with money the business earns, he needs an expert to take a look at his books.
Why? By not investing in his employees, he’s not investing in his business. Your husband probably isn’t the only person considering leaving after being treated like that. Turnover is incredibly expensive—probably more expensive than his fancy new boat. It’s not going to be so cheap to replace someone with 25 years of experience.
Overall, he’s making bad decisions based on short-term pleasure, and that’s going to come back to bite him.
Your ReWorker,
Suzanne Lucas, Evil HR Lady

Changing dynamics of admission process in Indian universities

Bengaluru, 8 March 2020: In what seems like a welcome change in the higher education system in India, universities are focusing on the non-academic profiles of students more than their academic histories. Setting a precedent for other universities, Atria University, Bangalore, has an admissions process that focuses on the student’s life story and looks at their unique qualities beyond just marks.

Atria University

 

At Atria University, the admission decision is not based on high-school exam cut-offs or standardized test scores. The admission process seeks to identify the student’s potential to match and uphold the qualities of the community. The University values qualities like passion,rigor, curiosity, the ability to learn, self-awareness, general awareness, and a cooperative spirit in a successful candidate. The University believes that each student has distinct views, interests, and ambitions. These should influence their higher education choices, and not traditions and social constructs. The admissions process is a three-step one: online application,student engagement and interaction day, and admissions decision.

Sunder Raju, Founder, and Trustee, Atria University, says, “Atria University is attempting to address the challenges of the future by stitching together disparate learnings into a single holistic process. Distilled to its core, the underlying theme is“Learning to Learn.” We are creating citizens of tomorrow capable of navigating the fast-paced disruptions the future portends.”

According to Shaheem Rahiman, CEO, AtriaUniversity, “We are at a watershed moment in the evolution of our society and the environment. The new world order is being shaped by technology, design,and innovation. The next generation must prepare itself in a completely newmanner if it wants to survive, thrive, and find meaning in the emerging future.Mainstream higher education systems are falling short in preparing our next generation for the 21st century. These changing times demand a change in higher education.”

Atria University, Bengaluru is currently awaiting its State Private University status and is set to redefine the paradigm of higher education in India. Atria University’s approach to learning includes flexible learning pathways, interdisciplinary majors, sprint-style learning, industry experience and project as well as peer-to-peer appraisal.

For more information, visit: https://www.atriauniversity.org/admissions-2020-form/

Regards,

Chiththarthan (Chitti)

Instructor Blog: Communicating with your Instructor

Instructors are an essential resource for students. As an instructor, I am always happy to provide clarification on a student regarding course content or feedback on a grade.  From an instructor perspective, I wanted to offer insight into different ways to reach instructors, and how to ensure a prompt response.
Email
Email is the most appropriate for questions regarding a specific grade, or for anything related to late work. Below are some tips for using email effectively:
  • All instructor emails are located in the “Meet Your Instructor” tab in Blackboard. Copy and paste the address into an email to ensure there are no misspellings.
  • Be sure you are using your BSC email. Emails from personal accounts may be sent directly to a spam folder. Even if they do reach the instructor, it is more difficult to identify the student.
  • Include the course name and section number (for example, ENGL 101 02) to help your instructor identify the course you are in. Many instructors teach more than one section.
  • If you have not heard from your instructor in 48 hours, send an additional email and mention that you are still waiting for a response. Instructors are not perfect, and sometimes emails just get missed. If a response is still not received, contact your adviser.
Ask Your Instructor Forum
If your question is not regarding feedback on an assignment or personal in nature, use the “Ask Your Instructor” forum.
  • Because it is a discussion forum it is easy to see that the post was successfully made, as opposed to an email which can be sent to the wrong email address.
  • Posts made in the “Ask Your Instructor Forum” are sent as an email to instructors, so they are just as fast as an email.
  • Other students can read the question and either provide guidance or benefit from the answer from the instructor.
  • Just like email, you should receive a response in 48 hours. If a response is not received, email your instructor directly.
Office Hours
An instructor’s Office Hours are located in the “Meet Your Instructor” tab in Blackboard. Instructors have different mediums for office hours, such as by phone, Skype, or another platform.  This is a time an instructor has set aside to be available for students, so you can expect an immediate response. This is a great option for more in-depth explanations on assignment expectations or course content. If you are not available during the scheduled office hours listed by your instructor, email him or her requesting an alternate time
During end of session reflections, I often have students say they wish they had asked for help on assignments. Reach out to your instructor by any of the above methods. We want to help you succeed

Want a Career that Helps People? Get a Criminal Justice Degree

There is no higher calling than helping others in need. A Criminal Justice Studies degree is one avenue towards becoming a victims’ advocate, and working as part of a societal solution. Students who enroll in the Criminal Justice Studies program at Bryant & Stratton College receive the education, preparation, and training required to work in a variety of career fields dedicated to protecting the rights of the innocent, as well as rehabilitating criminals who are often victims of their circumstances.
A Criminal Justice Studies degree, and related diplomas or certifications, will enhance your resume, and show prospective employers that you are dedicated to the field of victims’ advocacy. Here are examples of careers available to those with a degree in criminal justice. All median salary information, as well as projected job growth statistics through 2020, is provided by O*NET Online
Social and Human Services Assistant Jobs opportunities in social and human services often involve working with those who have been directly affected by the criminal justice system. You might work with convicted criminals and/or their family members through multiple support venues. Your work may involve child protective services, or connecting your clients with substance abuse programs, as well as job training and counseling services. Social and human services assistants also work inside the court systems as a child or court advocate. Projected job growth is higher than average.
Police Patrol Officers The primary duty of a police patrol officer is to protect the rights and safety of the general public. Police officers are usually the first responders to the scene, whether it pertains to a criminal act, an accident, or a situation involving human safety. At the scene, a police officer’s words and actions can restore the peace, create order out of chaos, and ensure medical aid and assistance is offered to those in need. They work closely with social and human services assistants to protect children and family members before, during, and after an arrest of a parent, spouse, or guardian has been made.
Correctional Officers and Jailers It is the responsibility of correctional officers and jailers to protect the rights of inmates and those who are being held on criminal charges. They must keep prison cells and common areas in good working order to ensure inmates are given access to secure housing, food, shelter, and exercise. They are also responsible for protecting the safety of civilian visitors and guests who enter the jail or prison facilities.
If you are interested in a rewarding career, dedicated to serving others, contact the Admissions Office at Bryant & Stratton College.

The Top 5 Things to Remember When Taking Online Classes

Taking an online course can be a welcome change of pace from a traditional, in-person class, no matter whether it is your first or fifth experience with online education. However, if you are about to take your first online course, you may be nervous about how to do your best. If you are, take note of the top five things to remember when learning online:
  1. Research the class and school
Before you enroll for an online class, it is important to research the course and the host university. Occasionally, students who are in need of college credits will select a school other than their home institution, but they may do so blindly, based only on the available classes. At the very least, you should ensure that the school you choose is accredited. If it is not, the credits you earn may not be transferable. You should also be cautious when selecting courses. Different online classes fulfill different requirements, and not all courses are equally useful. Speak with your academic advisor or registrar before you commit to any class.
  1. Complete coursework on time
Once you enroll in an online course, it is time to turn your attention to your classwork. In an online course, you may have fewer deadlines, and there may be no set class sessions. It may thus be very easy to procrastinate, and you may soon find yourself overwhelmed with work. To avoid this outcome, establish deadlines for yourself that will enable you to complete the coursework gradually over the semester.
  1. Set a reasonable class schedule
Just as procrastinating can swiftly lead to an overwhelming situation, so, too, can a class schedule that is too busy or a single course that is too difficult. Many students underestimate the difficulty of online classes—this is one reason why it is important to conduct research prior to enrolling. If possible, review the curriculum, and ask others who have taken the course for their opinions. Treat online classes like regular in-person courses when arranging your schedule, and avoid overburdening yourself.
  1. Communicate early and often
Because online courses are held in the virtual world, students often forget that their instructor and peers exist in the real world—and that the success of the class partially depends on their participation. Remain in constant contact with your professor, checking in weekly if you can, to ensure that you understand the material and have submitted all assignments to date. Communication is key, even if it is done digitally.
  1. Be original
In any course, it is important that your work is your own. Even when a class is online, it is not okay to present others’ material as your own. It is also not okay to cheat on exams, even if you are not being supervised in the ways that you would be in a brick-and-mortar classroom. Eventually, you will be caught. Ultimately, the simplest way to ensure that an online course goes smoothly is to treat it just like you would a regular class.
Does an online degree sound like the right fit for you? Check out the online degrees we offer at Bryant & Stratton College and get started on your new future.
Catherine Martin is a contributing writer for UniversityTutor.com, the world’s largest global marketplace for finding independent tutors.

Tips for Writing an Effective Cover Letter

There have recently been a plethora of conversations surrounding the importance of including a cover letter with a resume.  Bryant & Stratton College spoke with many industry professionals and found that there are companies, such as Microsoft, who will completely discard an applicant’s cover letter. However, there are many companies and hiring professionals strongly base their hiring decisions on an applicant’s cover letter.
The moral of the story is that it is always a great idea to include a cover letter when you are submitting a resume. A proper cover letter can serve as a selling point to a hiring manager when they are combing through a pile of applications. Setting yourself apart from the competition can be your saving grace in the current job market that is suffering from the growing skills gap issue – allowing you to make a great impression on a potential employer before you even walk in the door. I wanted to share two key elements that you should employ when designing your cover letter.
Follow the Three Paragraph Rule
This is something many of us see when researching how to design a cover letter. While the “three paragraph rule” may be redundant, it can significantly improve the way your cover letter is viewed. The three paragraph format allows you to express your interest in the company in a concise setup – without being overly long-winded. So what is the three paragraph rule? Brian Penny put together a brilliant “three paragraph rule” explanation in an article he wrote for Lifehack, stating:
Your first paragraph should introduce yourself. State your name. Make sure this paragraph is straight and to the point or the reader will lose interest.  Don’t just list that you have experience in management. Tell them that you manage top teams and get results. Be specific about the results and gear them toward the company. It’s great that you always exceeded your production goals. What did that accomplish? More money for the company? Better quality products? This is your chance to say something great about yourself. Don’t hold back. 
Your second paragraph should be five sentences about your career goals and why you want to work for the company. The only 2 things you need to adjust to personalize your cover letter for the position are the header “Dear Mr/Mrs/Dr _____” and the 2nd paragraph. Look up a couple facts about the company and find ways to align your goals with the goals of the company. If you’re applying for a marketing company and you’ve won sales awards, let them know both. It may sound like you’re telling them something they already know, but in doing so, you’re showing them that you did your research. This paragraph is vital in showing the company that you’re not just some desperate job seeker spamming every company you can find. It shows you put in your due diligence and selected them. Your third paragraph should list you and the company as a team.
End the letter by saying that you look forward to learning more about the company (keep It generic so you don’t have to change it each time). You’re excited to work together. Focus on how all of your past accomplishments and future goals are in line with the company’s. Use “we” statements to give the sense that you already feel like you’re working with them. You’re more likely to get a response from a someone who sees you as a comrade, brother in arms, etc.”
Do Not Reuse Your Cover Letter
This is a mistake that occurs within the job search world all too often.  As applicants lazily recycle their cover letters, employers are bogged down in a sea of generic, old cover letters and resumes. While this is unfortunate for the employers in this scenario, it can give a diligent applicant an enormous leg up in the competition. It is important to rewrite your cover letter, catering the each company you are applying to. This makes for a much more personal experience for both the interviewer and the interviewee.
Whether you are seeking long-time employment opportunities, a summer job between semesters, or diving into the world of freelancing, a well-crafted cover letter should always be implemented when diving into the job-seeker’s world.  Just because a company is looking for an applicant with a skillset that matches yours, doesn’t mean they are going to hire you. It is vital to give them a reason to look at your resume.  
Taylor Tomita is a creative writer residing in Boise, Idaho. Focusing on various angles of education and business, Taylor has been able to help many individuals overcome concerns within these fields.

From a Cult to the Courtroom

The religious sect, of which his parents were prominent members, taught followers to believe the world was ending. He remembers when his 7-year-old cousin was diagnosed with leukemia and denied a blood transfusion because of his family’s beliefs. The boy died soon after. The traumatic experience left Aaron asking questions.
When he was excommunicated he walked away from that life, with answers.
“I couldn’t care less if the adults don’t want to take blood transfusions, but the children, they can’t do that to the children,” he said.
Now, he’s working toward becoming a lawyer, so he can give children like his cousin a voice.
As a student in Bryant & Stratton University’s Criminal Justice program, he has taken those first steps. He chose the school based on the recommendation of his wife, who also attended. 
In the criminal justice program, Aaron said he tackled criminal procedure classes and other basics that will help him have a solid foundation for law school.
But, Bryant & Stratton University gave him more than a working knowledge of terms and ideas.
The instructors and staff, he said, gave him a reason to work harder.
“The main thing I can tell you, the instructors there, they really care. The program director, Christine Stymus, reached out to me and helped,” he said. “I was always told growing up the world was going to end before I had a chance to go to college. I said to myself, ‘I am getting out of this cult. I am going to be a lawyer’. I worked my whole life to be in this position where I can focus on my education.”
Stymus also urged Aaron to submit his writings to the local paper. He was soon featured as a guest editorial writer, as he outlined his reasons why more prisons are not the answer.
His hard work has already paid dividends. Recently, he was the first non-law student to work as an intern in the U.S. Federal Public Defender’s office in Cleveland.
The unpaid, fulltime stint took Aaron to the capital habias unit where every client is sitting on death row. There, he had the chance to interview them, study their cases and understand what only a person who witnessed something firsthand can tell you.
Most importantly, Aaron said as part of his duties there, he was sworn in to protect the Constitution. The ideals of which are dear to his heart.
“When you meet people who are on death row for 36 years, wrongly convicted, that is propelling,” he said.  “People say, ‘Oh, you want to go criminal defense, you want to get people off? But it’s not that simple. You want people like me look over bad police work. I got to investigate files, I got to crack issues that they didn’t have the resources for. This was the real deal.”
Now, headed to law school, his experience at Bryant & Stratton and with the public defender’s office has left Aaron is even more driven.
“ I can’t wait to give back,” he said.

Digital Marketing and Physical Therapist Assistant Degrees Come to Bryant & Stratton College

Students at Bryant & Stratton College will have the opportunity to pursue two new academic programs this fall as the school has announced programs in Digital Marketing and Physical Therapist Assistant.
The Physical Therapist Assistant (PTA) program awards an associate in applied science (AAS) degree upon successful completion of the program, which is offered at Bryant & Stratton College campuses in New York (Orchard Park and Syracuse), Ohio (Parma) and Wisconsin (Wauwatosa). Classes focus on the theory and practice utilized in a variety of healthcare settings through the assessment of skills, client/patient-centered and evidence-based interventions, as well as documentation and intervention planning. This structure ensures the program combines key in-class theory and hands-on, real-world scenarios.
At the core of the PTA degree program are two integrated clinical experiences and two full-time, terminal clinical experiences which give students insight into vital aspects of what a physical therapy assistant does on a daily basis. Graduates of the Physical Therapy Assistant degree program will have the skills required to serve as a PTA across the healthcare industry. This includes working in hospitals, nursing facilities, private practices, home health agencies, schools and even athletic facilities.
The Digital Marketing program awards either a Diploma, an associate in applied science (AAS) or a bachelor’s in business administration (BBA) degree upon successful completion of the respective degree requirements.  Digital Marketing students will have the ability to begin their studies with the diploma program and then transfer their completed credits to the AAS program.  In turn, students can then transfer their completed AAS credits to the BBA degree program.  Digital Marketing is only being offered at Bryant & Stratton College Wisconsin campuses at Bayshore, Wauwatosa and downtown Milwaukee.
The Digital Marketing program, at each degree level, provides students with an in-depth education in new and emerging applications of digital technologies used in the marketing industry. In addition to teaching fundamental business and marketing concepts, these program will have students engaging with current technologies and a combination of various digital marketing methods, including email, mobile, social media and other internet marketing strategies, such as understanding and analyzing web data and utilizing effective search engine optimization, to attract and engage with consumers, encourage brand growth, and increase sales.
Graduates of the Digital Marketing program are prepared to assess marketing and advertising effectiveness and to formulate a variety of digital strategies and tactical executions to create targeted digital marketing campaigns in almost any industry. To learn more about both of these exciting programs, contact a Bryant & Stratton College admissions representative today at 866-948-0571.  
Effective May 4, 2016, the Physical Therapist Assistant Programs at Bryant & Stratton College have been granted Candidate for Accreditation status by the Commission on Accreditation in Physical Therapy Education (1111 North Fairfax Street, Alexandria, VA, 22314; phone: 703-706-3245; email: accreditation@apta.org).   Candidate for Accreditation is a pre-accreditation status of affiliation with the Commission on Accreditation in Physical Therapy Education that indicates that the program is progressing toward accreditation and may matriculate students in technical/professional courses.  Candidate for Accreditation is not an accreditation status nor does it assure eventual accreditation.

Tap into Nursing with the National Student Nurses Association Richmond Chapter

Nursing students can often spend 40 hours a week attending class, clinicals and internships. Who has time for extracurricular activities?
The National Student Nurses’ Association is not a typical activity. This club can help students further their career. Tiyana Thomas, president of the National Student Nurses’ Association chapter at Bryant & Stratton University’s Richmond Campus said the organization’s primary goal is to mentor and help professionally develop nursing students. And organizers start by making sure nursing students can join.
With little time to hold down jobs, the $35 national membership fee can be a burden. The Richmond chapter instituted a Play to Pay program. If students attend two meetings, and volunteer at a NSNA event, their fee is reimbursed. Thomas said the program has doubled the chapter’s membership after a single semester.
While the chapter does typical campus activities such as meetings, held during the day, fundraisers and campus health fair, the crux of their focus is to help nursing students succeed scholastically and professionally. The chapter offers educational resources by mentoring new students and offering fellowship opportunities not just with other students but with faculty members as well. NSNA members can engage in leadership opportunities by interacting with professionals in their field at the annual conference, hosted by the Virginia Nursing Student Association.
Each spring members of Richmond’s NSNA attend Legislative Day. Here, students mingle with politicians and learn to “be a powerful advocate for nursing and for the health of all Virginians,” Thomas said. The day is also a dizzying study in the critical issues the nurses, and the nature of healthcare, face at both state and national levels. Finally, NSNA’s Richmond chapter’s latest accolade may help its members pay for school. Last semester the chapter achieved constituency status, meaning chapter members qualify to apply for scholarships, grants and awards through the national organization.

Bryant & Stratton College Nursing Student Helps Keep the Heart of Jamaica Healthy

Money was tight. Full-time work coupled with a full class load meant little time off to take. It was not a good idea. But at some point, Leah Doperalski and her friend decided to just go for it. And the pair headed to the steep mountains of Jamaica for a week with a non-profit troupe of medical volunteers.
That was the moment that changed Doperalski’s life.
“I fell in love with it,” she said of the quiet village of Hagley Gap, which teeters at the top of the island destination amid the Blue Mountains. While tourists fill the beaches below, villagers here live an anachronistic life, without cars, running water or medical facilities.
As a second semester nursing student at Bryant & Stratton College’s Wisconsin campus, Doperalski was already able to give the villagers more medical attention than they had ever received.
“We go house to house, we do blood pressure screenings, zika virus education … we’re really huge on education in the community,” she said. “We find people living in the village who haven’t seen anyone in a long time. There are two clinics but they are too far to walk. It’s nice for us to go so they can have a yearly checkup.”
Doperalski traveled as a volunteer for Blue Mountain Project. The non-profit brings medical care to the villages in the region but also supports the local schools by providing tutors, computer labs and library materials. In addition, the group is working to establish a chamber of commerce and grow the local craft industry in hopes of re-routing some of the tourist flow, and income, to the Blue Mountain villages.
After Doperalski returned from the region, she was hooked. She organized a trip in January of 2016 and escorted 18 Bryant & Stratton students to the Blue Mountains.
“It was amazing,” she said. “It was a great opportunity for the community and the students got to have this service on their resume.”
Students stay on the island for one week, and live with host families. Fundraising is a key component of the preparation. Volunteers pay $99 per day for room and board (much of which goes to the host family) as well as their flight. Once there, first year nursing students are partnered with older students as they tend to the villagers.
“It’s good experience to get down there and practice what we are learning,” Doperalski said. “It’s a good learning experience, a good bonding experience, it’s good for Bryant and Stratton. I love it.”

Overcoming Even the Most Difficult “Ands” In Life

Rosie Gourdine was building her home healthcare business. The mother of five, who children ranged in age from 23 to five, had just finished medical assisting school and was deciding her next step. Bryant & Stratton College recruiters called. And called. And called. and after six months, rosie decided this was the right move for her and her business. she enrolled in the associate degree in medical reimbursement and coding and set her sights on graduation. then, her mother died. and, her house burned down. and, she moved across country. but Rosie, was back in class the next day – after every single incident.
“I alerted my instructors and everyone was helpful, but that didn’t stop me,” Rosie said. “they told me i could push my work back but i made sure my homework was done on time. “life comes with all kinds of challenges. people kept telling me, ‘i can’t believe you are back in school, i would fall apart’. i said, ‘really? when you go to pieces and you are the leader in your household, what does that show your kids?’.”
Rosie was no stranger to managing difficult waters. Soon after her youngest son was born, her mother fell ill with cancer. then, her mother-in-law fell into a coma and lost the use of both of her arms and legs when she awoke. for two years Rosie shuffled between Massachusetts and new jersey, with a newborn in tow, to take care of the two ailing women. When her mother finally succumbed to the disease, she dismissed the sentiments of others that she needed to stop her own life too.
“She suffered for five years. She went through chemo but I’m going to cry now? That’s selfish,” she said.
When their home burned down, due to faulty wiring in the attic, rosie and her family spent time in hotels and at various relatives’ homes. she was constantly bouncing between internet connections and computers to complete her schoolwork. “It didn’t stop me, i kept going,” she said. Now, she has moved her family across country to Minnesota, where she grew up and where her parents operated their own construction and real estate firms. being a small business owner is the life Rosie knows.
She hopes to have her home healthcare business up and prospering there by the end of the year. “If you are determined you can make it happen,” she said. And after six months, Rosie decided this was the right move for her and her business. She enrolled in the associate degree in Medical Reimbursement and Coding and set her sights on graduation.
Then, her mother died.
And, her house burned down.
And, she moved across country.
But Rosie, was back in class the next day – after every single incident.

Instructor Blog: The Importance of Reflection

Some students may wonder why there is such a focus on reflection.  Reflection is not only about helping you remember what you learned, it is learning. The results from a Harvard Business School study confirm that reflection is essential to learning.  A study was done with two groups of people. Both groups were given a test. One group was asked to write down strategies that would be helpful in a future test. The other group was not. The group that reflected performed significantly better (Christensen, n.d., para. 5).  You can follow the link below to read more and also follow a link to the study itself.
Reflection serves two main purposes. By reflecting on content again, you are helping it move from short term to long term memory. Connecting learning to how you will use it in your field helps it become more relevant. Also, by reflecting on strategies, you are becoming a stronger learner. This process is also known as metacognition, which is thinking about thinking.  This sounds really academic, but it means asking questions like “Did I study enough? Did I study effectively? What can I do differently next time?”
While courses are structured to encourage reflection, students will get the most benefit by putting reflection into action. At the end of session, many students say they will log in to the course on Sunday to look at the week’s assignments, or begin assignments sooner. Obviously, this knowledge is only valuable for students who actually implement these strategies.
Even beyond courses, the habit of reflection is part of being a successful professional.  In the workplace, there will be approaches to procedures. Taking the time occasionally to examine whether or not a process could be improved is valuable.  Also, after a problem arises, reflecting afterwards can help prevent the same issue from occurring. This would be asking questions like “Is email the most effective way to handle this issue? Should a manager have been alerted sooner? “ An article titled “Understanding Yourself and Increasing Your Professional Value through Self-Reflection” offers some additional insight on what it looks like to reflect in the workplace and why the skill is valuable. Read about it here: http://intercom.stc.org/2014/01/understanding-yourself-and-increasing-your-professional-value-through-self-reflection/
By taking full advantage of the opportunity to reflect and make changes based on those reflections, you will be able to present that critical thinking skill to future employers in an interview. Reflection is one more skill to set you apart from other candidates!
Christensen, T. (n.d.) Reflection Is the Most Important Part of the Learning Process. Retrieved from http://99u.com/workbook/25481/reflection-is-the-most-important-part-of-the-learning-process