I’m Chris Timm, Associate Director of Career Services at the University of Nebraska-Lincoln and the 08-09 chair of the Principles for Professional Conduct Committee. The Principles committee provides advisory opinions to members on the application of the Principle for Professional Conduct and acts as an informational clearinghouse for various ethical issues.
It’s exciting to be part of the new NACE blogs, that is what is so great about this field, it constantly changes and encourages us to grow and develop. This is my second year on the Principles committee and I’ve learned so much. When I think of the work of this committee, I often find myself recalling the Arsenio Hall show with “things that make you go, hmmm.” Although I have over 15 years in the profession and include professional ethics training for new staff and GAs, I still find myself regularly consulting the Principles document for guidance. I thank those that have served NACE in the past to develop the Principles document and for those now and in the future who will help interpret the document to address ethical issues. Hopefully this blog forum will give more opportunities for dialogue about these important issues.
One thing I’ve realized is that everything has two sides. For example, one of the issues that we addressed last year and continue with this year, is employer financial support for career centers. None of us are in the business of “buying and selling” students. We recognize that career centers are often forced to find external funding. The Principles say “fees will be appropriate to the budgetary needs of the office and will not hinder student or employer access to services.” Employers may be willing to help fund part of the career center, but again the Principles say “neither employment professionals nor their organizations will expect, or seek to extract, special favors or treatment which would influence the recruitment process as a result of support.” So what is “appropriate” and what are “special favors?” What can an employer expect to receive from a career center for free? What is an appropriate amount charged for “sponsorship” and what benefits come with that sponsorship? Is the organization that is not a “sponsor” treated differently and receives less access to students?
Here are some examples that we have been discussing…
- Sponsorship gives first access to select on-campus interview dates, sign up for career fairs, etc.
- Sponsorship gives best spot at career fairs, prominent advertising location, etc.
- Sponsorship gives invitation to exclusive events such as diversity events, guest speaker opportunities, student leader events, etc.
Chris Timm, University of Nebraska-Lincoln
Principles for Professional Practice Committee Chair
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2 comments:
The question on the NACE homepage was: "are sponsorship programs fair (or unfair) to employers? To me, that's like asking "Is it unfair that frequent flyers get aisle seats or get to board first?" or "is it unfair that public radio members get a lovely mug or tote bag when other listeners don't?"
Shouldn't your best customers enjoy at least a somewhat higher level of service or some extra perks?
In my office, every employer has equal access to the same core services. That's fair.
But if a particular employer has a philosophical commitment to providing financial support to the career services office, or is especially appreciative of the services we provided and makes a donation to express that gratitude, providing extra publicity [recognition] of such support is completely appropriate.
Sure, sponsors have opportunities for extra publicity and some addtional attention - but our students aren't products we can deliver. They make their own choices and decisions. However, if they really thought about the fact that financial support from employers provides many of the services they value, I'm sure they would be as appreciative as the career services staff are.
I love your examples. Others aren't denied the opportunity to fly or listen to the radio, but contributors/best users get the thank you.
Some employers have reported a sense of "pay to play" and feel like they are denied access to students, either because they choose not to contribute or because fees are perceived as excessive. In tight economic times, career centers and employers will both be considering what is appropriate and reasonable in terms of costs and rewards.
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