Comprehensive Retention Research Articles

Characterizing researchers by strategies used for retaining minority participants: Results of a national survey

Limited attention has been given to the optimal strategies for retaining racial and ethnic minorities within studies and during the follow-up period. High attrition limits the interpretation of results and reduces the ability to translate findings into successful interventions. This study examined the retention strategies used by researchers when retaining minorities in research studies. From May to August 2010, we conducted an online survey with researchers (principal investigators, research staff, and IRB members) and examined their use of seven commonly used retention strategies. The number and type of retention strategies used, how these strategies differ by researcher type, and other characteristics (e.g., funding) were explored. We identified three clusters of researchers: comprehensive retention strategy researchers — utilized the greatest number of retention strategies; moderate retention strategy researchers — utilized an average number of retention strategies; and limited retention strategy researchers — utilized the least number of retention strategies. The comprehensive and moderate retention strategy researchers were more likely than the limited retention strategy researchers to conduct health outcomes research, work with a community advisory board, hire minority staff, use steps at a higher rate to overcome retention barriers, develop new partnerships with the minority community, modify study materials for the minority population, and allow staff to work flexible schedules. This study is a novel effort to characterize researchers, without implying a value judgment, according to their use of specific retention strategies. It provides critical information for conducting future research to determine the effectiveness of using a combination of retention strategies.

Measuring rural allied health workforce turnover and retention: What are the patterns, determinants and costs?

To measure variations in patterns of turnover and retention, determinants of turnover, and costs of recruitment of allied health professionals in rural areas. Data were collected on health service characteristics, recruitment costs and de-identified individual-level employment entry and exit data for dietitians, occupational therapists, physiotherapists, podiatrists, psychologists, social workers and speech pathologists employed between 1 January 2004 and 31 December 2009. Health services providing allied health services within Western Victoria were stratified by geographical location and town size. Eighteen health services were sampled, 11 participated. Annual turnover rates, stability rates, median length of stay in current position, survival probabilities, turnover hazards and median costs of recruitment were calculated. Analysis of commencement and exit data from 901 allied health professionals indicated that differences in crude workforce patterns according to geographical location emerge 12 to 24 months after commencement of employment, although the results were not statistically significant. Proportional hazards modelling indicated profession and employee age and grade upon commencement were significant determinants of turnover risk. Costs of replacing allied health workers are high. An opportunity for implementing comprehensive retention strategies exists in the first year of employment in rural and remote settings. Benchmarks to guide workforce retention strategies should take account of differences in patterns of allied health turnover and retention according to geographical location. Monitoring allied health workforce turnover and retention through analysis of routinely collected data to calculate selected indicators provides a stronger evidence base to underpin workforce planning by health services and regional authorities.

Using Cox regression to model customer time to churn in the wireless telecommunications industry

This article studies customer retention in the context of a Canadian wireless telecommunications company and explores the predictors of churn incidence as part of customer relationship management. This research contributes to the existing literature by building a comprehensive retention module that includes several kinds of time-varying covariates related to the customer behavioral and demographic characteristics of customers. Cox regression is used for longitudinal data analysis on 4896 customer records extracted from the wireless carrier's data warehouse. This article reveals that among all factors examined, rate plan suitability plays a key role in influencing customer churn in the wireless telecommunications industry.

Influence of stationary phase chemistry and mobile‐phase composition on retention, selectivity, and MS response in hydrophilic interaction chromatography

A comprehensive retention and selectivity characterization of several hydrophilic interaction chromatography (HILIC) stationary phases was performed with 28 test probes in order to study the influence of particle type, surface chemistry, and mobile-phase pH on chromatographic retention, selectivity, and MS response. Selectivity differences were compared for columns operated at both low and high pH, while ESI-MS was used to study the effects of mobile-phase pH on signal response. Additionally, acetone was explored as a potential alternative to ACN as the weak HILIC solvent. Moderate differences in selectivity were observed on the same column operated at different pH, mostly due to acidic compounds. In addition, the MS response increased when a high pH mobile phase was used, particularly for analytes that were ionized with negative ESI-MS. Even larger selectivity differences were observed for different stationary phases evaluated with the same mobile phase. Acetone was not a suitable replacement for ACN in routine HILIC separations due to differences in selectivity and MS response. Finally, the data from this study were used to establish guidelines for rapid HILIC method development of polar compounds, which is demonstrated with a mixture of histidine dipeptides and organophosphonate nerve agent metabolites.

Serial extraction of first premolars--postretention evaluation of stability and relapse.

Case records were evaluated for 30 patients who had undergone serial extraction of deciduous teeth plus first premolars followed by comprehensive orthodontic treatment and retention. Diagnostic records were available for the following stages: pre-extraction, start of active treatment, end of active treatment, and a minimum of 10 years postretention. All cases were treated with standard edgewise mechanics and were judged clinically satisfactory by the end of active treatment. Twenty-two of the 30 cases (73%) demonstrated clinically unsatisfactory mandibular anterior alignment postretention. Intercanine width and arch length decreased in 29 of the 30 cases by the postretention stage. There was no difference between the serial extraction sample and a matched sample extracted and treated after full eruption.

Table of Contents

Abstract Cover Story Create a comprehensive retention plan to protect your revenue stream Protect revenue with a comprehensive retention plan Understand 6 factors that foster student persistence Idea File Encourage entering students to visit your Web site Review College Board report advocating for DREAM Act Form partnerships with industries to train workers they need Provide various credential levels to help students achieve goals sooner Strategies For Success Are you ready to tweet? Take 5 to get started using Twitter Financial Aid Financial aid officials propose overhaul of federal aid system NASFAA proposes comprehensive overhaul of aid delivery Strategic Planning Improve services by learning from data in your system Define problems so that you can solve them Managing Your Office Avoid common problems to improve team effectiveness Establish team guidelines up front Build your team with these steps Lawsuits & Rulings GRIEVANCE PROCEDURES Inadequate grievance procedures spell trouble for health institute FERPA Student cannot force college to recalculate GPA POLICIES University must provide certified transcript to student debtor Leaders & Innovators JOHN BARNHILL, ASSISTANT VP FOR ENROLLMENT MANAGEMENT, FLORIDA STATE UNIVERSITY Intentional messages help boost access, success Consistent communication helps control fear about budget cuts

Customer attrition analysis for financial services using proportional hazard models

This paper studies the topic of customer attrition in the context of a European financial services company. More specifically, we investigate predictors of churn incidence as part of customer relationship management (CRM). We contribute to the existing literature: (1) by combining several different types of predictors into one comprehensive retention model including several `new' types of time-varying covariates related to actual customer behaviour; (2) by analysing churn behaviour based on a truly random sample of the total population using longitudinal data from a data warehouse. Our findings suggest that: (1) demographic characteristics, environmental changes and stimulating `interactive and continuous' relationships with customers are of major concern when considering retention; (2) customer behaviour predictors only have a limited impact on attrition in terms of total products owned as well as the interpurchase time.

Recruiting and Retaining Culturally and Linguistically Diverse Teachers in Special Education: Models for Successful Personnel Preparation

There has been considerable discussion concerning the recruitment and retention of underrepresented groups to the field of Special Education. This dialogue has deepened given the changes in student demographics and the dire shortages of qualified instructional personnel. This article examines specific issues related to recruitment and retention of students who are culturally and linguistically diverse to special education personnel preparation programs. Particular emphasis is placed on strategies that support the successful completion of such programs, which have been reported in the literature, at conference presentations or through research by the authors. Findings suggest that there are promising recruitment and retention strategies which need to be shared more broadly. Major factors underlying successful implementation of such programs consist of the development of a comprehensive recruitment and retention philosophy and plan and securing institution-wide commitments to such initiatives. “On campus there seems to be an assumption that less able individuals pursue teaching as a career and that even more academically challenged students enter special education.” “The prevailing mindset seems to be that culturally different is somehow synonymous with deficient. When examining strategies for recruiting faculty and students of color the conversation immediately goes to one of lowered standards.” “I don't feel included in class discussions; the professor seldom makes eye contact and when I am called on to make a contribution, my response is rarely affirmed.” “Examples and language used in class are sometimes offensive to me as a student of color.”

How to keep your best employees: Developing an effective retention policy

Executive Overview The competition to retain key employees is intense. Top-level executives and HR departments spend large amounts of time, effort, and money trying to figure out how to keep their people from leaving. This article describes some new research and its implications for managing turnover and retention. These ideas challenge the conventional wisdom that dissatisfied people leave and money makes them stay. People often leave for reasons unrelated to their jobs. In many cases, unexpected events or shocks are the cause. Employees also often stay because of attachments and their sense of fit, both on the job and in their community. We discuss these ideas and make recommendations for integrating them into a comprehensive retention plan.

Reaching for Diversity: Recruiting and Retaining Mexican-American Students

The authors focus on creating a comprehensive model for recruiting and retaining Mexican-American students. The academic and cultural issues facing Mexican-American students, as well as how Hispanic cultural values could be addressed in a comprehensive recruitment and retention model, are presented.

A Systematic Approach to Assessing Retention Programs: Identifying Critical Points for Meaningful Interventions and Validating Outcomes Assessment

A systematic approach to assessing retention programs focuses on student success and continual improvement in retention. The approach is a dynamic and ongoing practice built into the daily work of faculty, staff, and other college personnel and is based on the theoretical framework for comprehensive retention research (Levitz & Noel, 1985). The framework has been extensively used in retention research (Congos & Schoeps, 1997; Molnar, 1996). Three major components of retention research have been identified: determining dropout predictors, identifying critical points, and validating outcomes assessment of retention endeavors. This article describes the research approach that yielded data used in designing and implementing meaningful interventions for freshmen to enable them to attain their academic and personal goals. The research was also used in reports provided for local and state educators, legislators, the general public, and others interested in the value of investing in higher education.

The treatment of meltwater retention in mass-balance parameterizations of the Greenland ice sheet

AbstractRetention of meltwater runoff by percolation and/or refreezing in the snowpack cannot be neglected when studying the surface mass balance of the Greenland ice sheet. In this paper, we make a detailed comparison of several treatments proposed in the literature to account for this process in large-scale mass-balance parameterizations. The melt on the Greenland ice sheet is calculated with a revised degree-day model using updated datasets of surface elevation and precipitation rate on a 5 km grid. Crucial model parameters are recalibrated by comparing mass-balance characteristics with available observations on a regional basis. We discuss the role of meltwater retention in the light of the overall mass balance of the Greenland ice sheet and its sensitivity to climatic change, and display patterns of effective-retention fractions for the various methods. As a main conclusion it appears that overall results are quite similar for the various models, but that meltwater retention has a large spatial variation not described by the simple treatments. Using the most comprehensive retention model, the sensitivity of the runoff is found to be +0.35 mm ˚C–1 of sea-level change per year. We also present a new map of the different zones (facies) that characterize the accumulation area of the Greenland ice sheet, which is useful for interpreting field data and calibrating satellite observations.

MAKING STUDENT RETENTION AN INSTITUTIONAL PRIORITY

A study was conducted to determine the reasons behind the unusually high rate of student attrition at Mountain Empire Community College. The results, which suggested that work and family conflicts were the primary contributors to attrition, led to the formation of a task force that was charged with the development of a comprehensive student retention plan. A college‐wide retreat involving all faculty, staff, and administrators was conducted to inform all constituents about the college's retention effort and to involve the entire college community in working together to understand how to implement effective retention strategies. Finally, a standing retention committee was formed at the college to oversee implementation of the retention plan, a plan which is research‐based and reflective of the long‐term commitment the institution has made to the improvement of the student persistence rate.

SORTING, SUPPORTING, CONNECTING, AND TRANSFORMING: RETENTION STRATEGIES AT COMMUNITY COLLEGES

Through the development of a typology of dropout prevention programs, the literature about student retention programs at community colleges is synthesized in this article. The four types of retention strategies identified are: (a) sorting (of students into homogeneous subgroups), (b) supporting (of students in dealing with life's problems or responsibilities), (c) connecting (of students to each other and the institution), and (d) transforming (of students and/or the community college). Using these categories, a definition of a comprehensive retention program is proffered.

How School District Policy Influences Grade Level Retention in Elementary Schools

Research evidence indicates that retention, requiring students to repeat a grade level, fails to raise achievement or enhance social and personal adjustment. Moreover, it does not produce homogeneous classes, may be discriminatory, and is linked to dropping out. Retention continues, however, supported by public belief and sanctioned by district policy. A sample of district retention policies were rated according to two overarching dimensions: (a) the amount of effort required to implement, and (b) the extent to which objective criteria govern retention decisions. Differences along these dimensions are hypothesized to influence district retention rates. Results support use of this framework for comparing retention policies and retention rates when district size is taken into account. Larger districts retain more students, adopt more comprehensive retention policies, and provide a different policy context for implementation than smaller districts. Identified policy dimensions influence retention rates in opposite ways in large and small districts. We suggest that district cultural beliefs and organizational structures for student mobility contribute to these differences. Policy, rather than directly controlling staff behavior, may provide “signals” that are interpreted through organizational belief systems. Thus, adoption of identical district policy may lead to different staff behavior in different school district contexts.

How School District Policy Influences Grade Level Retention in Elementary Schools

Research evidence indicates that retention, requiring students to repeat a grade level, fails to raise achievement or enhance social and personal adjustment. Moreover, it does not produce homogeneous classes, may be discriminatory, and is linked to dropping out. Retention continues, however, supported by public belief and sanctioned by district policy. A sample of district retention policies were rated according to two overarching dimensions: (a) the amount of effort required to implement, and (b) the extent to which objective criteria govern retention decisions. Differences along these dimensions are hypothesized to influence district retention rates. Results support use of this framework for comparing retention policies and retention rates when district size is taken into account. Larger districts retain more students, adopt more comprehensive retention policies, and provide a different policy context for implementation than smaller districts. Identified policy dimensions influence retention rates in opposite ways in large and small districts. We suggest that district cultural beliefs and organizational structures for student mobility contribute to these differences. Policy, rather than directly controlling staff behavior, may provide “signals” that are interpreted through organizational belief systems. Thus, adoption of identical district policy may lead to different staff behavior in different school district contexts.

A Comprehensive Retention Program for Disadvantaged Medical Students

The Mt Sinai School of Medicine of the City University of New York has a retention program for disadvantaged medical students. The program has been functional for two years and was instituted because of multiple course failures among its disadvantaged students. The program consists of a summer enrichment unit and formal tutorials during the academic year. Our two-year experience demonstrates a complete reversal in the academic performance of these students. (<i>JAMA</i>228:861, 1974)

A comprehensive retention program for disadvantaged medical students

A comprehensive retention program for disadvantaged medical students