INSTITUTIONAL RESEARCH

Actuarial Science - Assessment Results
Alumni Survey Results
Assessment of Program - Wide Student Learning Outcomes in the Department of Engineering
Assessments & Measures - Strategic Plan
Compliance With Established Standards
Course Based Assessment Contract Provision Appendix K
Employer Surveys
Financial Audits and Other Third-Party Examinations
Job Placement Rates
National Survey of Student Engagement (NSSE)
NCLEX-RN Results - Nursing
Noel-Levitz Student Satisfaction Inventory (SSI)
Nuclear Medicine - Certification Examination Results
PRAXIS - Teacher Certification Results
Student Retention & Graduation Rates
U-CAN
University Accreditations
US News College Ranking

For More Information, Contact:

David R. Majka, Ed.D.
Vice Provost for Strategic Planning and Quality Assurance

majka@rmu.edu
412-397-5443 phone
412-397-6847 fax
Patrick Henry 311
Moon Campus

FACULTY/STAFF > DEPARTMENTS & OFFICES > INSTITUTIONAL RESEARCH > EMPLOYER SURVEYS
Employer Surveys

One of the most useful direct measures of students' educational outcomes is the opinions of employers, or prospective employers, of RMU's graduates. These individuals are well-positioned to assess the degree to which new graduates are prepared for entry-level positions in the working world. Their impressions are formed during the interview process and after the graduates have begun employment.

There is a widely varying degree of difficulty associated with gathering employer impressions of RMU graduates' career and interpersonal skills. RMU can and does survey prospective employers after they have interviewed students on-campus, either at the annual Career Fair or during scheduled interview sessions. The results of these surveys have provided much useful feedback which has been used to significantly improve the interviewing preparation required of RMU interviewees.

It is much more difficult to obtain direct observations of RMU graduates' job performance once they have begun their careers. It is difficult to reach and obtain cooperation from persons who directly supervise the graduates as opposed to the Human Resources staff who hired the graduates. HR persons may interact with the graduates during the hiring process but may not do so subsequent to a hire. Therefore they may see one skill set (interpersonal skills) in action but are unlikely to have firsthand experience of graduates' career-oriented skills.