CAPACRAO invites you to SUBMIT YOUR NOMINATIONS for our annual awards. 

These awards will be presented during CAPACRAO's Annual Business Meeting in June. 

Have You H.E.A.R.D.?

Joining the professional development offerings alongside Admit It and For the Record, AACRAO has launched its newest podcast - H.E.A.R.D. H.E.A.R.D. stands for Higher Education and Real Diversity. The conversations are led by three AACRAO members and colleagues within Enrollment Management as they discuss the intersection of Diversity, Equity, and Inclusion (D.E.I.), Higher Education, and the personal impact of these topics within the current landscape.

CAPACRAO would like to acknowledge Dr. Reginald Garcon for being highlighted in last month's edition of The Successful Registrar (see below)! In addition to being an outstanding Registrar, Dr. Garcon has served as CAPACRAO's Vice President of Programming (2021-2022) and currently serves as our President-Elect. Congratulations and well deserved, Dr. Garcon!

ELP Certification for Admissions Professionals

Admissions at American institutions are consistently evolving. To equip you or your Admissions colleagues with knowledge and a credential, a great way to utilize professional development funds would be to encourage and support their participation in NACAC's College Admission for Emerging Leaders certification program. 

Team Building Activities

Leadership Series
Part 2 on the Different Levels of Leadership
By Otu Obot II

Takeoff: A 5-Part Series on the Different Levels of Leadership.

Strategic Enrollment Management (SEM): Career Planning and Professional Development for Success

The last 18 months have been a roller coaster for many of us: ups, downs, and lots of unexpected loops. At some point, many of us have thought, “I can’t wait for things to get back to “normal.” Well that time is upon us. Higher education institutions around the country are well into the fall semester and many schools have opted to return to primarily in-person classes this fall. This means an increasing number of faculty and staff are in the office, in both hybrid and full-week capacities. If you have seen my last two write-ups in this series, you know feelings regarding the return to the office run the gamete; and even those who were enthusiastic about being in the office again, have needed time to adjust. This means office morale may not be at its highest. To help you boost your team (or your own) mood I have compiled a list of tips and activities that are sure to lessen the stress and boost confidence and enthusiasm in the office while we’re getting back in the swing of things.

Name: Carol Harrison
Title: Interim Dean of Enrollment Services/Registrar
Institution: College of Southern Maryland

What are your credentials/experience, for working in your position? I have spent the last 32 years working in higher education. My experience includes Financial Aid, Admissions, and Registrar functions.  I believe the key credentials needed to work in this role are strong technical skills, critical thinking to solve problems and implementing these types of solutions that bridge Records, Admissions and Academic Affairs.

Picture retrieved from https://appical.net/en/product/reboarding/

The release of the coronavirus vaccinations has undoubtedly increased the frequency and depth of conversations surrounding businesses reopening. And while reopening procedures vary geographically and between companies, there is at least one consistent that companies and supervisors should consider: reboarding. Reboarding is a modified version of onboarding that seeks to refamiliarize employees who have been off or teleworking with general office procedures while encouraging managers to relearn their employees. The COVID-19 pandemic has permanently changed the way people and organizations function, their priorities, and in some instances, what they value. Below are a few tips to make bringing your employees back into the office a smoother process.

1. Be prepared to reorient your employees and retrain them on office basics. After all, some people have been working from home for nearly a year.
2. Recognize that your employees and coworkers have changed and grown. People’s mindsets and circumstances have changed, which has changed their wants and needs. Additionally, your employees may have gained self-awareness and undergone a professional growth spurt.1
3. Know which employees are more productive in the office versus who works best at home?1
4.  “Guard against ‘Prove-it’ Burnout.” Encourage employees to take breaks; likewise, discourage those teleworking from working more than they work in the office.1
5. Communication is key. Frequent and honest communication helps people feel more comfortable and less anxious about change.2,3
6. Be empathic: consider that not everyone’s feelings are the same regarding the pandemic or about returning to the office.2

To conclude, for many of us, much has changed both personally and professionally. Thus, it is advantageous for employers to be conscious of how these changes have manifested in their employees and respond accordingly.