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					Atlantic Cape Community
         College:
  Summary Of Results
               Prepared By:
         CLARUS Corporation
               July 12, 2001
   Purpose Of Research
 OverallEvaluation Of Product Lines In
  The Division Of Continuing Education
 Develop Strategic Marketing Plans For
  The Division And The Product Lines
   The Product Lines
 Community      Education
   Providing   Noncredit Programming
 Business   And Industry Customized
  Training
 Center For Regional And Business
  Research
 Casino Institute
 Job Readiness Partnerships With
  Workfirst New Jersey Program
   The Process
 Internal   Assessment
   InterviewsWith Division
   Evaluation Of Organizational Structure
   Review Marketing Materials

 External   Assessment
   ShoppingThe Division
   Community Scan
   Employer Scan
   The Process
 Outcomes
   AssistIn Analyzing The Data
   Recommendations For Short-Term And
    Long-Term Strategies
   Programs And Markets Analyzed
   Recommendations For Content, Delivery
    And Format
Current Market Profile
      The Product Lines
                       Enrollments   Classes   Average
                                               Per Class

Workforce                106         23         5
CCI                      157         18         9
Restricted Contracts    1232         88         14
Community Education     2557         260        10
Corporate               1053         83         13
      The Product Lines
                         Percent     Percent
                       Enrollments   Classes

Workforce                2.08        4.87
CCI                      3.08        3.81
Restricted Contracts    24.13        18.64
Community Education     50.09        55.08
Corporate               20.63        17.58
   The Product Lines - Most To
   Least Successful Offerings
 Workforce             CCI
   Computer              PoliceOfficer
   Secretarial            Gaming
   Hospitality/          Slots
    Customer Service      Blackjack
   Culinary              Survellience
                          Pai Gow/ Craps
     The Product Lines - Most To
     Least Successful Offerings
 Community Education             Corporate
   Personal Development            Hospitality
   Computer Training
                                    Customized    Training
   Kids College
   Fine And Performing Arts
   Cooking
   Professional Development
   Real Estate/ Insurance
   Construction Code
   Health Professionals
   Small Business Development
     The Enrollees
 County                   Ethnicity
     34% From Atlantic      69.3% Unknown
     5.5% From Cape         19.6% White
      May                    2.5% Asian
     58.5% Unknown          4.7% Black
   Gender                   2.4% Hispanic
     55.4% Female
     32.0% Male
     12.6% Unknown
   The Enrollees
 Age
   10.3% Are 19 And Younger
   5.5% Are 20 To 24 Years Old
   18.3% Are 25 To 34 Years Old
   41.9% Are 35 To 55 Years Old
   14.4% Are 56 And Over
   9.7% Are Missing
   Potential Issues To Address
 Missing Data On Enrollees
 Detailed Program Data For Evaluation
  Of Programming
   Timely And Accurate
   Financial Impact
   Potential Issues To Address
 AllocationOf Resources By Program
  Areas May Not Match
 Overreliance On Program Areas
   Need   More Even Dispersion Of Enrollments
 OpportunityTo Develop Additional
 Product Line With A Manager
               CEU’s
   Professional
   Areas Currently Underperforming
Shopping The Division
   Atlantic City - Morning
 Wednesday,   05/23/01, 9:53am
   Rang  1 Time; Told Her Was Moving To
    Area And Was Interested In Computer
    Classes; Receptionist Was Nice, Said She
    Would Mail A Brochure With A List Of
    Available Classes; Took Name And
    Address; Said Good Luck On Move;
    Will Get It In Mail Right Away
   Postmarked 05/24/01
   Summer 2001 Continuing Education
    Program Guide With Handwritten
    Address
   Atlantic City - Evening
 Thursday,   05/24/01, 6:41pm
   Rang  5 Times; Name Said So Fast Caller
    Missed It; Repeated Slower; Wanted
    Information About Computer Classes -
    Moving To Area; Credit Or Noncredit;
    He Thought He Could Do That; Need
    Name And Address - One Second -
    Got To Get Card; What Program Of
    Interest; Just Want A Schedule; Got
    Name And Address; Went Into A Long
    Explanation Of Computer Classes
   No Schedule Received
    Atlantic City - Weekend
 Saturday,   05/26/01, 9:55am
   Recording;  Gave Number And You
    Have Reached ACCC Information
    Center; If You Wish To Fax Info Gave
    Number; Thank You
   Could Not Understand The Recording;
    Lot Of Static; Spoke Very Low And
    Fast; Could Not Hear First Part Of
    Message
   No Opportunity To Leave Message
   Wanted To Leave Message About Job
    Training For A Casino Job
      Atlantic City - Afternoon
 Thursday,   05/31/01, 1:28pm
   Click/ Long Pause/ Nothing/ Click/ Disconnected
   Called Back; Answered “Workshops And
    Seminars”; Asked For Information About Job
    Training For A Casino Job; Said We
    Don’t Have Training, Just Classes And
    Listed; Asked If She Could Send Info -
    Gaming I Can Send You But Not
    Others; You Need To Talk To Other
    People About Each; I Can Send A
    Brochure; Gave Name And Address
   Postmarked 06/01/01
     Cape May - Morning
 Tuesday,   05/29/01, 10:10am
   Recording Gave Options; No Information
    Or Community Education Option;
    Transferred To Operator; ACCC; Asked
    For Information About Children’s College
    Since Renting A House At The Shore This
    Summer; Will Transfer To That
    Department; Answered; Very Pleasant
    And Would Send A Brochure Today
   Postmarked 05/30/01
   Kids College Brochure With
    Handwritten Address
   Cape May - Evening
 Wednesday,   05/30/01, 7:30pm
   Recorded  Message; You Have
    Reached Cape May Campus; Gave
    Options; Held For Operator;
    ACCC Security; Wanted
    Information On Computer Classes;
    He Said It’s Too Late And Call
    Back Between 9am And 4pm
    During The Week Monday To
    Friday; Tone Of Voice, Not Very
    Happy
   Potential Issues To Address
 Coverage   After Hours
   Responsibility,Staffing And Training
   Message Options After Hours
   Atlantic City Recording

               Of Employees On
 Cross-Training
 Programs Offered By Division
Community Scan Results
   Community Scan Methodology
 ACCC    Service Area
  Atlantic And Cape May Counties
  374 Households By Telephone 95%
   Reliability And + 5.1% Error
  Regions Identified
     Atlantic City (21.1%)
     Cape May (26.5%)

     Mays Landing (36.4%)

     Atlantic City/ Mays Landing (16.0%)

  15To 20 Minutes Each Conducted
   April 17 To June 6, 2001
   Unaided Recall
 ACCC     Mentioned (30%)
   40%    Of Cape May
 Richard   Stockton College
   60% Of Atlantic City/ Mays Landing
   40% Of Atlantic City
   40% Of Mays Landing
   30% Of Cape May

 Others   Listed
   Less   Than 15%
  Familiarity
 ACCC   Most Familiar
  Know  A Little Bit To Know A Fair Amount
  Richard Stockton College, Rowan University,
   Rutgers University Camden Campus, Temple
   University, University Of Pennsylvania
    Know   A Little Bit
  County   Colleges In Area
    Have   Heard Of
  Convenience Of Location
 ACCC And Richard Stockton College
 Most Convenient
  Mays  Landing Campus Rated Convenient
   To All Regions
  Cape May Campus Rated As Convenient
   For Cape May Residents
  Atlantic City Campus Rated As Convenient
   For Atlantic City And Atlantic City/ Mays
   Landing Residents
  Past College Attendance
 Who   Attended?
  30% Of Those Responding To Survey
  10% Of Their Children
  5% Of Their Spouses

 Why   Did They Take A Class Or Activity?
  SlightlyMore Than One-Fifth Enrolled In
   Credit Class
  Less Than 5% For Fun
  Less Than 10% For Personal Enrichment
  12% Enrolled In Class Related To Job
   Past College Attendance
 Credit   Programs
   Business, Computers, Communications,
    English, General Studies, Marketing, Master’s
    Degrees, Prelaw, Psychology, Social Work
   Chose College Because Of Convenience,
    Affordable, To Obtain Degree, Job Promotion
    Or Training
   Past College Attendance
 Fun   Class
   Computers,  Art Classes, Cooking, Flower
    Design, PowerPoint
   Chose Because Convenient And Having The
    “Fun Class”
 Personal   Enrichment
   Ran The Gamut Of Potential Topics
   Rationale For Choosing College Was To
    Upgrade Job Skills, Take A Computer Class,
    Convenience
   Past College Attendance
 Job-Related   Classes
   Business,Casino, Bookkeeping, Culinary,
    Education, Flower Design, Hotel Management,
    Microsoft Certification, Pharmacy, Mortician,
    Speech, Zoning
   Convenient, To Enhance Their Careers,
    Change Career Status Or Continue Degree
   Credit Class - Potential
   Attendee
 One-Third Have An Interest In Attending
 College Credit Classes
   Atlantic City (24%)
   Cape May (36%)
   Mays Landing (38%)
   Atlantic City/ Mays Landing (28%)

    May Residents Most Likely To Attend
 Cape
 ACCC
   Overall    One-Third Would Attend ACCC
   Credit Class - Potential
   Attendee
 Majority     Would Enroll At Campus Nearest
 Them
   AtlanticCity/ Mays Landing Area Most Likely
    To Attend Mays Landing Campus
 Classes   Of Interest
   Computers,  Business, Education, English,
    Marketing, Architecture, Criminal Justice,
    Liberal Arts, Occupational Therapy, Special
    Education
   Credit Class - Potential
   Attendee
 Reasons   For Enrolling
   MajorityOf Enrollees Are Wanting To
    Complete A Degree (Associate To Master’s)
   Job Preparation And Job Upgrade Skills
   Fun Class - Potential
   Attendee
 LessThan 10% Have An Interest In
 Attending A Fun Class
   Atlantic City (4%)
   Cape May (6%)
   Mays Landing (8%)
   Atlantic City/ Mays Landing (0%)

 ACCC   Preferred For Enrollment
   100%  Of Atlantic City
   Half Of Cape May And Mays Landing
   Fun Class - Potential
   Attendee
 Majority   Would Enroll At Campus Nearest
  Them
 Classes Of Interest
   Computers, Art, Automotive, Cooking Classes,
    Dance, Language, Music, Photography, Stock
    Market
 Reason   For Enrolling
   Two-Thirds Want To Have Fun
   Other Reasons Include Personal Enrichment,
   Personal Enrichment -
   Potential Attendee
 15% Have An Interest In A Personal
 Enrichment Class
   Atlantic City (13%)
   Cape May (11%)
   Mays Landing (15%)
   Atlantic City/ Mays Landing (14%)

 Half   Would Attend ACCC
   Atlantic   City Residents Most Likely To Attend
    ACCC
   Personal Enrichment -
   Potential Attendee
 Majority     Would Enroll At Campus Nearest
 Them
   AtlanticCity/ Mays Landing Area Most Likely
    To Attend Mays Landing Campus
 Classes   Of Interest
   Computers,  Art, Auto Repair, Business, Dance,
    Education, ESL, Fashion Designer, Film Classes,
    Finance, Hotel Classes, Japanese Calligraphy,
    Law, Literature, Psychology, Sociology, Yoga
   Personal Enrichment -
   Potential Attendee
 Reasons    For Enrolling
   CEU’s
   Basic   Skills, Career Change, For Job (Cape
    May)
   ESL (Atlantic City And Mays Landing)
   Skills Upgrade, Job (Atlantic City/ Mays
    Landing)
   Job Related - Potential
   Attendee
 LessThan 15% Have An Interest In A Job-
 Related Class
   Atlantic City (13%)
   Cape May (9%)
   Mays Landing (16%)
   Atlantic City/ Mays Landing (5%)

 Would    Attend ACCC
   HalfOf Atlantic City And Cape May
   35% Of Mays Landing And AC/ML
   Job Related - Potential
   Attendee
 Majority     Would Enroll At Campus Nearest
 Them
   AtlanticCity/ Mays Landing Area Most Likely
    To Attend Mays Landing Campus
 Classes   Of Interest
   Computers,  Business, Education, Medical,
    Criminal Law, Culinary, Finance, Construction,
    Internet, Law Enforcement, Marine Science,
    Marketing, Nursing, Spanish, Statistics
   Job Related - Potential
   Attendee
 Reasons     For Enrolling
   For   Job
      60% Of Atlantic City
      65% Of Atlantic City/ Mays Landing

      30% Of Cape May And Mays Landing

   Skills   Upgrade
      Less   Than One-Fifth
   Attitudes Toward ACCC
 Agree   Or Strongly Agree
   ACCC   Offers Excellent Opportunities For
    Meeting CEU Requirements (35%)
   Think Of ACCC In Atlantic City As First Place
    To Use As A Conference Center For Hosting
    Community Events (20%)
   ACCC In Atlantic City Is Great Place To Use
    As Conference Center For B&I Training
     40% Of Cape May And Mays Landing
     30% Of Atlantic City And AC/ ML
   Attitudes Toward ACCC
 Agree   Or Strongly Agree
   WouldUse ACCC’s Meeting Services To Plan
   And Coordinate Next Meeting Or Conference
   (30%)
     Less   Than 20% Of Atlantic City
         Did Not Know Enough About
 Majority
 Any To Disagree
   Potential Use Of ACCC By
   Children
 45%  Have Children Under 18 Years Of
  Age In Home
 Half Would Consider Enrolling Them In
  Kids College
 Most Likely To Attend Campus Closest
  To Home
           City/ Mays Landing Most Likely To
   Atlantic
   Attend Mays Landing Campus
   Potential Use Of ACCC By
   Children
 Most   Attractive Schedule
   OneWeek, Full Day, Two Topics
   Would Commit Children To Two To Six
    Weeks
 Topics    Of Interest To Children
       Crafts, Computers, Dance, Math,
   Arts,
   Music, Reading, Science, Sports, Theater
   Alternative Delivery Methods
 More   Likely To Enroll In Courses
   Short   Courses (60%)
     Four To Six Weeks In Length
     Varied Months Of Start

   Courses   Off-Campus At Neighborhood Site
   (60%)
          Mentioned Atlantic City, Cape May, Egg
     Sites
      Harbor, Galloway, Hammonton, Mays Landing,
      Ocean City, Pleasantville, Rio Grande, Stockton
   Alternative Delivery Methods
 Almost   Half More Likely To Enroll In
 Classes
   Courses Offered Via Internet
   Open Entry/ Open Exit
   Evening Programs
     Especially   In Cape May
 One-Third   More Likely To Enroll
   Weekend  Classes, Interactive Television,
   Telecourses, Accelerated Programs (More
   Likely In Mays Landing Area)
   Days Of Week Most
   Convenient For Classes
 Tuesday,Wednesday, Thursday And
 Monday Most Convenient For Over
 Half Of Respondents
   35%   Prefer Friday
   Class Times Most Convenient
   During The Week
 6pm   To 10pm (38%)
   60%  Prefer One Three-Hour Class One
    Night Per Week
   Preferred Start Time 6pm

 8am To Noon (22%)
 Noon To 6pm (Less Than 15%)
 4am To 8am (Less Than 5%)
   Class Times Most Convenient
   During The Weekend
 Saturday Morning (25%)
 Friday Evening (15%)
   Atlantic   City Prefers
 Saturday Afternoon (<15%)
 All Day Saturday (10%)
   Cape   May Most Prefers
 SundayMorning, Afternoon And
 Evening (<10%)
  ACCC Campuses Preferred
Area/ Campus      Mays     Cape   Atlantic
                 Landing    May    City
Atlantic City      50%     16%     72%

Cape May          38%      74%     16%

Mays Landing      71%      30%     32%

Atlantic City/    69%      10%     55%
Mays Landing
   Market Promotion Evaluation
 Remember      Receiving Booklet In Mail
  (75%)
 Named Booklet (20%)
   VariedNames Like Kids College, Tabloid,
   Children’s Programming List
     NotSure Whether There Was Confusion
      Between Credit And Noncredit Booklet
 Know   Information Contained (75%)
   Classes   Offered, Locations, Times Offered
   Market Promotion Evaluation
 Read   Booklet Closely (45%)
   Looking  For Specific Classes
   Classes For Their Children
   Glanced At It Or Looked At It
   Demographic Differences
   Across Region
 Educational   Attainment
   Most Non-High School Reside In Atlantic
    City And Atlantic City/ Mays Landing
   Highest Levels Of Educational Attainment
    Found In Mays Landing And Atlantic City/
    Mays Landing
   Residents Of Atlantic City And Cape May
    Less Likely To Have Bachelor’s Degree
   Demographic Differences
   Across Region
 Attended     ACCC
   Atlantic City (15%)
   Cape May (20%)
   Mays Landing (28%)
   Atlantic City/ Mays Landing (18%)

        Richard Stockton College And
 Attended
 Rowan University
   Residents   Of Mays Landing
   Demographic Differences
   Across Region
 Computer     At Home
   Atlantic City (52%)
   Cape May (66%)
   Mays Landing (75%)
   Atlantic City/ Mays Landing (68%)
      Majority  With Computer Have Internet Access
      AOL Key Internet Provider In Area

      Send E-mail, Research Products To Purchase, Look
       For Medical Or Health Information, Shop Online
       (Atlantic City And Cape May)
   Demographic Differences
   Across Region
 Media   Habits
   Radio   - MEGA, Varied
     Listen   In AM Drive Till Noon
   Majority    Have Cable TV
     CH 6 And CH 41 Favorites, Varied As Well
     6pm To 10pm Key Viewing Times

   Newspaper     Read Regularly
     AtlanticCity Press
     One-Fourth Of Atlantic City Do Not Read
      Regularly
   Demographic Differences
   Across Region
 Average - Late 40’s
 Majority Employed Full-Time
   Almost One-Third Of Atlantic City And Cape
    May Retired
   Commute For 20 To 30 Minutes One Way
   Varied Shifts And Return Home Times

 Employers   Offer Tuition Reimbursement
   Half For Credit Classes
   Less Than One-Fifth For Noncredit Classes
   Demographic Differences
   Across Region
 Majority Married
 Ethnic Diversity
   Most Diversity In Atlantic City
   Least Diversity In Cape May

 Family Incomes Between $25,000 And
  $75,000
 Two-Thirds Female
Community Scan Results:
Impact On Product Lines
    Product Area:
    Community Education
 Fall   2000 Enrollment Records
   40%  Of Courses Listed Cancelled
   Only 7% Were Filled To Capacity
   Average Enrollments Were 12 To 13
    Students
   Product Area:
   Community Education
 Cancellations
   Cancelled Courses Included Courses Designed
    To Certify Instructors (Aerobics, Yoga,
    Kickboxing, Code Inspectors), Insurance
    Training Courses, Personal Financial Planner,
    Career Preparation, Dance Classes And
    Computers
   Wasted Time, Effort And Expense Going Into
    Scheduling, Staffing And Promoting Courses
    That Do Not Run
    Product Area:
    Community Education
 SplitThe Professional Updates (CEU’s)
  Into A Separate Division Out Of
  Community Education
   Health, Real Estate, Insurance, Etc.
   Marketing Plan Would Be Direct Mail - Direct
    Marketing Through Purchased Lists
   Coalitions Built With Professional
    Organizations
      Bring   In Speakers For CEU Workshops
   Product Area:
   Community Education
 MarketNeeds In Community Education
 Are Very Different For Each Area
   UtilizeThe Research To Develop A Series Of
    Offerings Targeted To The Income And
    Interest Levels Of The Three Areas (Atlantic
    City, Cape May And Mays Landing)
   Develop Separate Schedules For The Three
    Areas Of The Service Area
      OneFor Each Campus To Be Sent Direct Mail To
      Residents (Residents Do Not Cross Over
      Campuses)
   Product Area:
   Community Education
 DevelopNew And Creative Product
 Offerings
   Only   5% Of The Residents Wanted To Have
    Fun
   Majority Were Interested In Personal
    Enrichment Classes And Job-Related Classes
   Utilize The Research To Develop New
    Programming Areas
   For Example: Using A Palm Pilot In The
    Mays Landing Area
   Product Area:
   Community Education
 Target  A Cancellation Rate Of 25%
  Initially, Building Toward 15%
 Staffing Needs
   Each Campus Of ACCC Needs A Coordinator
    Of Community Education Who Is Active In
    The Community In Which The Campus Is
    Located
   Product Area:
   Community Education
 Marketing
   Develop  Mailing Lists Of Residents In Market
    By Demographic Information And Areas Of
    Interest
   Utilize Direct Mail Targeted To Users Of
    Information
     Kids College Brochure Goes To Households With
      Children Under 13
     Majority Of Programming For Under 13

     Create Another College For Preteens And Teens
      (Cannot Market To 10+ The Same Way)
   Product Area:
   Community Education
 Marketing      Impact
        More Direct Mail And Targeted
   Using
   Campaigns Will Drastically Increase The
   Work Load For The Current College
   Marketing Division
             Issues
     Staffing

     Chargeback Issues

     Turnaround Issues
Employer Scan Results
      Purpose
 Evaluate The Current Job
  Market And Skill Sets Needed
 Compare ACCC’s
  Programming Against The
  Jobs Forecasted For The
  Future
     Programs To Be Revamped
     New Program Areas

   Estimate Position Within The
    Training Market
   Employer Scan Trends

 Job   Forecasts
   National
   State
   Local
   National Job Forecasts
 Health Care And Computers Top List Of
 Fastest Growing Jobs
   PhysicalAnd Occupational Therapy
   Assistants
        Job Growth Areas Lowest Skills
 Largest
 And Pay
   Cashiers
   Janitors
   Waiters/   Waitresses
   New Jersey Job Forecasts
    25 Projected Growth Occupations In
 Top
 Numbers Of Jobs
     Systems    Analysts, Computer Support Specialists,
        Home Health Aides, Registered Nurses, General
        Office Clerks, Cashiers, Retail Salespersons,
        Computer Engineers, Hand Packers And
        Packagers, Telemarketers/ Door Sales/ Related
        Workers, Reception And Information Clerks,
        Nursing Aides/ Orderlies/ Attendants, Light Truck
        Drivers, Office/Administrative Support
        Supervisors/ Managers, Waiters And Waitresses,
        Child Care Workers, Guards
   New Jersey Job Forecasts
    25 Projected Growth Occupations In
 Top
 Numbers Of Jobs (continued)
     General    Managers And Top Executives,
        Secondary School Teachers, Heavy Truck
        Drivers, Marketing/ Sales Supervisors, Janitors
        And Cleaners, Adjustment Clerks, Medical
        Assistants, Service Supervisors/ Managers
        Supervisors, N.E.C.
   New Jersey Job Forecasts
 Top25 Projected Growth Occupations In
 Percent Of Jobs
     Computer     Support Specialists, Systems Analysts,
        Computer Engineers, Medical Assistants, Home
        Health Aides, Social/ Human Service Assistants,
        Teachers And Instructors, N.E.C., Dental
        Assistants, Telemarketers/ Door Sales/ Related
        Workers, Teachers, Preschool, Engineers/
        Natural Science/ Computer/ Information Systems
        Managers, Social Workers, Medical/ Psychiatric
   New Jersey Job Forecasts
 Top25 Projected Growth Occupations In
 Percent Of Jobs (continued)
     Securities/  Commodities/ Financial Service Sales
        Agents, Residential Counselors, Child Care
        Workers, Bill And Account Collectors, Writers
        And Editors, Brokerage Clerks, Taxi Drivers
        And Chauffeurs, Health Professionals/
        Paraprofessionals, N.E.C., Adjustment Clerks,
        Physicians, Sales Agents, Business Services,
        Teacher Aides, Paraprofessional, Amusement/
        Recreation Attendants
   Atlantic County Job Forecasts
    25 Projected Growth Occupations In
 Top
 Numbers Of Jobs
   CasinoDealers, Waiters And Waitresses, Maids And
   Housekeeping Cleaners, Janitors And Cleaners, Retail
   Salespersons, Service Supervisors, Cashiers, Dining
   Room/ Bar Attendants, Casino Cage Cashiers, Food
   Preparation Workers, Registered Nurses, Guards,
   Cooks, Office Clerks, Systems Analysts, Taxi Drivers,
   Service Workers, Reception And Information Clerks,
   Teachers, Computer Engineers, Nursing Aides,
   Landscaping Laborers, Casino Shift Managers, Hand
   Packers And Packaging
   Atlantic County Job Forecasts
 Top25 Projected Growth Occupations In
 Percent Of Jobs
     Computer     Engineers, Home Health Aides, Health
        Professionals/ Paraprofessionals, N.E.C., Taxi
        Drivers And Chauffeurs, Systems Analysts,
        Amusement/ Recreation Attendants, School Bus
        Drivers, Residential Counselors, Computer
        Programmers, Artists And Commercial Artists,
        Child Care Workers, Sports/ Physical
        Instructors/ Coaches, Physicians, Dispatchers,
        Except Police/ Fire/ Ambulance, Landscaping/
        Groundskeeping Laborers
   Atlantic County Job Forecasts
 Top25 Projected Growth Occupations In
 Percent Of Jobs (continued)
     Special  Education Teachers, Paraprofessional
        Teacher Aides, Social Workers, Except Medical/
        Psychiatric, Social Workers, Medical/
        Psychiatric, Business Services Sales Agents,
        Designers, Except Interior, Teacher Aides/
        Educational Assistants, Reception And
        Information Clerks, Parking Lot Attendants,
        Hand Packers And Packagers
   Cape May County Job Forecasts
    25 Projected Growth Occupations In
 Top
 Numbers Of Jobs
     Amusement/     Recreation Attendants, Waiters And
        Waitresses, Cashiers, Retail Salespersons, General
        Office Clerks, Guards, Service Supervisors/
        Managers Supervisors, N.E.C., Landscaping/
        Groundskeeping Laborers, Nursing Aides/
        Orderlies/ Attendants, Maids And Housekeeping
        Cleaners, Marketing/ Sales Supervisors, Registered
        Nurses, Office/ Administrative Support
        Supervisors/ Managers, Home Health Aides, Fast
        Food Food Preparation/ Service Workers
   Cape May County Job Forecasts
    25 Projected Growth Occupations In
 Top
 Numbers Of Jobs (continued)
     Food   Preparation Workers, Heavy Truck
        Drivers, Social Workers, Except Medical/
        Psychiatric, Secondary School Teachers,
        Reception And Information Clerks, Restaurant
        Cooks, Protective Service Workers, N.E.C.,
        Counter And Rental Clerks, General Managers
        And Top Executives, Janitors And Cleaners
   Cape May County Job Forecasts
 Top25 Projected Growth Occupations In
 Percent Of Jobs
     Guards,    Amusement/ Recreation Attendants,
        Landscaping/ Groundskeeping Laborers, Service
        Supervisors/ Managers Supervisors, N.E.C.,
        Reception And Information Clerks, Registered
        Nurses, Police Patrol Officers, General Office
        Clerks, Office/ Administrative Support
        Supervisors/ Managers, Light Truck Drivers,
        Secondary School Teachers, Restaurant Cooks,
        Cashiers, Hairdressers/ Hairstylists/
        Cosmetologists
   Cape May County Job Forecasts
 Top25 Projected Growth Occupations In
 Percent Of Jobs (continued)
     Marketing/    Sales Supervisors, Maids And
        Housekeeping Cleaners, Nursing Aides/
        Orderlies/ Attendants, General Managers And
        Top Executives, Licensed Practical/ Vocational
        Nurses, Retail Salespersons, Waiters And
        Waitresses, Fast Food Food Preparation/ Service
        Workers, Janitors And Cleaners, Food
        Preparation Workers, General Utility
        Maintenance Repairers
        Employer Scan Methodology
   Stratified Sample Of Employers
   Cross-Tabulated By Size Of Employers
       Less Than 5 Employees (28.1%)
       5 To 19 Employees (41.8%)
       20 Or More Employees (30.1%)
   11 Personal Interviews On-Site June 5 To 6, 2001
   342 Telephone Interviews With Owners/ Managers
    April 16 To May 1, 2001
   95% Reliability; + 5.3% Margin Of Error
   Labor Force Availability
 More Than One-Third Of Employers Do
 Not Believe There Is A Qualified Labor
 Force To Meet Their Employment Needs
 In The Next Five Years In The Area
   Especially  Larger Employers (45%)
   Poor Work Attitudes, Poor Work Ethic,
    Laborers Not Qualified, Lack Technical
    Skills, Not Enough Bodies
   More Education (Vocational, Technical And
    Basic) And Higher Wages
   Labor Force Availability
 MoreThan Two-Thirds Currently Hire
 High School Graduates
   Larger   Employers Hire Degrees
 Experiencing    High Turnover
      Larger The Employer The Greater The
   The
   Turnover
     More Than One-Third Of Larger Employers
     Leave For More Money And Opportunities

   SmallerEmployers Note Employees Leave
   Because They Do Not Want To Work
   Labor Force Availability
 Experiencing   High Turnover
   The Larger The Employer The More Likely
    The Employee Is To Go To Work For A
    Similar Company
   Smaller Employers’ People Leave And They
    Become Unemployed
   Majority Of Employees Leaving Companies
    Have High School Education, GED Or Less
   Employer Training Needs
     Skills Training Needs For Current
 Basic
 Employees
      Employers Account For 6,282
   111
    Employees
 35% Need GED For Employees
 33% Need ESL For Employees
 55% Need Job Readiness Skills Training
   Skills Testing Needed
 Assistance   Needed
   45%  For Job Task Analysis
   30% For Development Of Employee Job
    Descriptions
   30% Need Marketing Research Services
      Especially   The Smaller Employers
    Skills Testing Needed
 Skills   Testing Of New Employees
   35%  Need Skills Testing For Potential
    Employees
   Half Currently Assess Skills For New
    Employees
              The Larger The Employer, The More Likely To Assess
      Department   Heads, Managers, Owners And
       Human Resources Conduct The Testing In-
       House
      Civil Service, Corporate, Union Or Government
       Contractors Test Are Outside Testing Agencies
    Skills Testing Needed
 Skills   Testing Of New Employees
   Rationale   For Not Testing New Employees
      No   Need, Hire Trained
 Skills   Testing Of Current Employees
   60%  Would Test Or Assess Skills Of
    Current Employees
   Rationale For Not Testing Current
    Employees
      HireTrained, Not Needed, Have Training
       Programs In Place
   Training Needed
 Supervisory   Management (30-50%)
   Administration, Basic Management,
    Delegation, Front Line Supervision,
    Managing People, Management Skills,
    Motivation, People Skills, Communication
 Interpersonal   Skills (50%)
   Communications  (Employees, Peers And
    Customers), Customer Relations, Dealing
    With Others, People Skills, Supervision,
    Team Building
   Training Needed
 Technical   Skills (35%-50%)
   Computers  (50%), Automotive,
    Bartending, Cable Technician, Electrical,
    Engineering, Eye Technician, Maintenance,
    Plumbing And Heating, Cash Registers,
    Saws, Television Production, Welding
    Training Needed
 Specific   Machine Skills (20%)
   Air Conditioning, Backhoe, Brake Plate,
    Copiers, Diagnostic Equipment, Extrusion
    Training, Forklifts, Miter Saws, Nail Gun,
    Offset Printing Press, Photo Finishing,
    Wheel Balancing
   Training Needed
 Apprenticeships   (15%)
   Automotive,Carpentry, Computers,
   Culinary Arts, Diesel Mechanics,
   Engineers, Management, Plumbing/
   Heating, Real Estate, Slot Attendants
   Primary Training Resource
 60%  Conduct Training In-House, But
 Still List A Primary Training Resource
   Educational Institutions, Professional
   Associations, Corporate Offices, Managers,
   State, Unions
 Only1% Mentioned ACCC As Primary
 Training Resource
   Primary Training Resource
 Types   Of Training Conducted
   Carpentry,Computer, Cash Registers,
   Conflict Management, Customer Service,
   Food Service, Forklift Training,
   Housekeeping, Listening Skills, Leadership
   Training, Lottery Machines, Management,
   Math, OSHA Training, Plumbing And
   Heating, Safety, Selling Skills, Sexual
   Harassment, Supervision, Technical,
   Waitress Skills
  Primary Training Resource
 90% Very Satisfied Or Satisfied With
 Training
  Larger Employers Less Satisfied With
   Quality Of Training And The Trainers
   Providing The Training
  Smaller Employers Dissatisfied With Quality
   Of Employee To Be Trained
   Use Of ACCC For Training
 HaveUsed ACCC As Training Resource
 Or Training Location
   40%  Of Larger Employers
   20% Of Smaller Employers
   Have Not Used ACCC Because Do It In-
    House, No Need, Not Aware Of It, Not
    Familiar With It
   A Majority Of Those Not Using ACCC Are
    Unaware Of The Programming And Services
    Offered And Have Never Thought Of Them
   Use Of ACCC For Training
 90%+ Very Satisfied Or Satisfied With
 Training
   ForThose Not Satisfied, They Had Placed
   Ads With ACCC And No One Replied Or
   Training Was Too Basic
 MajorityOf Use Of ACCC Was
 Individuals Taking Classes (40%)
         Employers More Likely To Have
   Larger
   Used Customized Training (18%)
  Use Of ACCC For Training
 65%Would Use ACCC As A Training
 Location For Training By ACCC Or
 Another Entity
  Larger Employer More Likely To Use Atlantic
   City Campus, Smaller Employers More Likely
   To Use Mays Landing Campus
   Use Of ACCC For Training
 Preferred   Location Of An ACCC Training
   Larger Employers Prefer ACCC Offer
    Training On Their Site, And Smaller
    Employers Prefer One Of ACCC’s Locations
     Most   Likely The Mays Landing Campus
 Employers    Who Have Not Used ACCC For
 Training
   LargerEmployers More Likely To Consider
    ACCC For Customized Training And/ Or As A
    Resource For Individuals Taking Classes
   Training Program Structure
 One-ThirdOf Employers Prefer
 Employees Receive College Credit For
 Training
   Good  For Employee’s Career Advancement,
    Assist In Future, Education Is Beneficial,
    Good For Employee’s Self-Confidence
   Those Not Preferring Credit Be Given,
    Indicated It Was Not Needed For The Job
    And No Advancement Was Available
   Training Program Structure
 One-Third  Of Employers Need Training
  Programs Offered Nights And Weekends
 Alternative Delivery Formats More
  Likely To Use
   Larger   Companies Prefer
     Instructor On-Site (60%)
     Computer Based Training (50%)

     CD-ROMs (50%)

     Classes Via Internet (50%)
   Training Program Structure
            Delivery Formats More
 Alternative
 Likely To Use
   Smaller    Companies Prefer
      Instructor On-Site (40%)
      Less Likely To Use Computer Based Training

   Only   One-Third Of Companies Likely To
    Use
      Video Conference
      Telecommunications

      Correspondence/ Home Study
   Communicating Training
   Opportunities
         Best Method To Keep Them
 Mailings
 Informed Of Training Opportunities
         And Newsletters
   Fliers
   E-mail Also Mentioned For Larger Employers

 Most   Prefer Quarterly Contacts
   Some More Frequent Updates --- Monthly Or As
    Programs Developed
   Content Short And Concise If Frequent
   E-mail Content
   Job Forecasts
     Jobs Listed As Needed Over Next
 8,362
 Two Years
   32.6% Require No Education
   51.7% Only Require High School
   0.9% Require Certificate
   13.2% Require Associate Degree
   1.3% Require Bachelor’s Degree
   0.1% Require Graduate Degree
   Job Forecasts
 32.6%Of The Openings In Future No
 Education Required
            Chambermaids, Clerical, Clerks,
   Cashiers,
   Crew Persons (Food), Customer Service
   Representatives, Dispense Gas, Entry
   Production Employees, Housekeeping,
   Laborers, Cleaners, Sales Associates, Casino
   Workers (Slot Attendants/ Cashiers/ Food/
   Laborers), Stockers And Janitors
   Job Forecasts
     Of The Positions Will Require Only
 Half
 High School Education
   Cashiers, Clerical/ Office, Clerks, Cooks,
    Culinary Workers, Desk Clerks, Dishwashers,
    Casino Workers, Food Service, Game
    Operators, Housekeepers, Life Skills Trainers,
    Maids, Personal Financial Analysts, Retail
    Clerks, Sales Representatives, Security
    Personnel, Staff Attendants, Teacher’s Aides,
    Visitor/ Welcome Center Counselors And
    Warehouse Help
   Job Forecasts
 LessThan 1% Of Jobs Will Require A
 Certificate
   Chefs, Draftsmen, Educators, Floral
    Designers, Heating And Air Conditioning
    Mechanics, Loan Originators, LPN’s,
    Medical Technicians, Phlebotomists, Real
    Estate Salespeople And Respiratory
    Therapists
  Job Forecasts
 13%Of Jobs Will Require An Associate
 Degree
  Accounting  Clerks, Advertising
   Representatives, Branch Managers,
   Assistant Managers, Certified Instructional
   Aides, Electronic Technicians, LPN’s,
   Middle Managers, Programmers, Radiologic
   Technicians, Sales Managers, Substitute
   Teachers And Veterinary Technicians
   Job Forecasts
     Than 2% Of Jobs Will Require A
 Less
 Bachelor’s Or Graduate Degree
   Bachelor’s    Degrees
     Administration,     Adolescent Counselors,
         Engineers, Facility Managers, Information Tech
         People, Marketing, Media Relations,
         Meteorologist, Pharmacists, Preschool Teachers,
         Registered Nurses, Sales Managers, Social
         Workers, Teachers And Zookeeper
   Graduate     Degrees
     Guidance    Counselor And Reading Specialist
   Job Forecasts
         Of Jobs Forecasted Are Full-
 Majority
 Time, Year-Round Positions
   7447Total Jobs
   98% Of These Positions Offer Benefits
   Larger The Employer, The More Likely
    Benefits Are Offered
 Part-Time,   Year-Round Jobs
   604Total Jobs
   Only 21% Offer Benefits
   Job Forecasts
 Part-Time,   Seasonal Positions
   543 Total Jobs
   Virtually None Offer Benefits
    Academic Programs Needed
 Certificates   (One-Year) (11%-22%)
   Auto Technicians, Child Development,
    Diesel Mechanics, Engineering, Inspectors,
    Management, Nursing Assistants,
    Plumbing And Heating, Pool Operators,
    Respiratory Therapists and State
    Certification
   Academic Programs Needed
 Associate   Degrees (12%-28%)
   Business, Child Development, Culinary,
    Fire Science, Managers/ Management,
    Marketing, Nurses/ Nursing, Office,
    Registered Nurses, Sales Representatives,
    Supervisors And Teacher’s Aides
   Academic Programs Needed
 Bachelor’s    Degrees (12%-37%)
   Business, Education, Engineers, Managers/
    Management, Office, Registered Nurses,
    Sales, Social Workers, Teachers And
    Zookeepers
   Academic Programs Needed
 Graduate   Degrees (5%-23%)
   Administration,Directors, Doctors,
   Librarians, Management, Physical
   Therapists, Principals, Superintendents,
   Teachers/ Education And Veterinarians
   Computer Training Needs
 Employers   Use Computers In Their
 Business
   90% Of Larger Employers
   75% Of Smaller Employers

 80%+Using Windows 95, 98 Or 2000 As
 An Operating System
   25% Need Training For 6,784 Employees
   Identified
   Computer Training Needs
 Use   Microsoft Office Suite
   75% Of Largest Employers And 65% Of
    Smaller
   35% Have A Training Need For 5,384
    Employees
 Internet   Training (7-17%)
   1,236 Employees Identified
   Basics, Navigation, Using Search Engines,
    Retrieval Skills, Using As A Marketing Tool,
    Using Web Site
   Computer Training Needs
 E-mail
   12%  Of Larger Employers
   4% Of Smaller Employers
   5,590 Employees Need Training
   Basics Of Using, Communicating Effectively
    Via E-mail And Receiving E-mail
  Computer Training Needs
 20%+   Need Training On Other Software
  480Employees Need Training
  Accounting Packages (QuickBooks), CAD/
   AutoCAD, Microsoft Office (Excel, Access,
   Outlook, Word, PowerPoint), Internet
   Programs, Publishing And Graphics
   (PhotoShop, Adobe, Publisher)
   Computer Skills Training
 Conduct   Computer Training In-House
   80%  Of Employers
   Would Consider Outsourcing Computer
    Software Training
     20% Of Larger Employers
     <15% Of Smaller Employers
   Computer Skills Training
 17%   Use ACCC As Primary Trainer
   Current   Training Partner
     PrivateComputer Companies, Corporate Offices,
      State Agencies, Vocational Schools
     Basic Computers, Microsoft Office, Excel,
      Spreadsheets
       Half Of Smallest And Largest
 Almost
 Employers Prefer On-Site Training
   EmployersWith 5 To 19 Employees Prefer
   Educational Institution
   Computer Training Needs
 Have   Computer Networks
   75%  Of Largest Employers
   Half Of Smaller Employers
   10% Of Those Without A Network Are
    Considering Installing One
   Windows NT, Peer To Peer, Triad, Hunter
    Corporation Software To Use
   Computer Training Needs
 EmployersCited A Need For Network
 Software Training
   22%  Of Largest Employers And <12% Of
    Smaller Employers
   2,619 Employees Need Training (One Company
    Accounts For 1,800 Employees)
 11%  Need Training In Network Management
  For 68 Employees
 10% Need Training In Computer
    Web Site Training Needs
 Slightly   More Than Half Have A Web
  Site
   80%   Employ A Web Site Administrator
      10% Need Training For The Administrator
      Web Page Design And Maintenance

          An Administrator Plan To Hire A
   Without
    Web Administrator
      10% Of Smallest Companies
      20% Of Largest Companies
   Web Site Training Needs
 One-FourthWithout Web Site Plan To
 Develop One
   15% Will Hire Trained Administrator
   50%+ Will Train Current Employees
   30% Will Contract Out
     ACCC, Stockton College And A Member Of Their
      Congregation
   Educational Opportunities
 Offer   Tuition Reimbursement To Employees
   60% Of Largest Employers And Only 30% Of
    Smaller Employers
   70% Of Employers Reimburse Upon Completion
     Completion Defined As C Or Better, An A Or B,
      Passing The Class, Perfect Attendance
   Pay   Up Front
     20% Of Smaller Employers And 12% Of Larger
      Employers
   Educational Opportunities
 Employee   Reimbursement Allowed
 Usage
   60%+  For Tuition
   40% For Fees
   40% For Books
   Larger Employers Less Likely To Allow Use
    For Fees And Books (25%)
   Educational Opportunities
 Employers   Require CEU’s For Their
 Employees
   35% Of Largest Employers
   15% Of Smallest Employers
    Annual Training Dollars
 93 Companies Spent
  $2.4 Million For
  Training To Outside
  Vendors Or Sending
  Employees To
  Training
 Majority Of Which
  Is Spent By Largest
  Employers ($2.0
  Million)
    Educational Composition
 25%  To 35% Of
  Employees Have A
  Two-Year Or Four-
  Year College Degree
 50% To 65% Have A
  High School Diploma
  Or GED
 10% Or Less Have
  Not Completed High
  School
   State Training Grants
 Past   Receipt Of State Training Grants
   15% Of Larger Employers
   2% Of Smallest Employers
   Areas
      Computers,     English As A Second Language, Basic
         Skills, ISO, Math/ Science, Management
         Development And Public Safety
   Providers
      ACCC   (36%)
      Private Vendors, Rowan University
    State Training Grants
 Interest    In Future State Training Grants
   50% Of Larger Employers
   35% Of Smallest Employers
   Areas Of Interest
      Auto Mechanics, Computers, Customer Service,
       Diesel Mechanics, Education, Food And Beverage,
       Hospitality and Culinary, Management, Medical,
       HVAC, Restaurant, Retail, Sales, Supervision
      Areas Too Numerous To Mention And Specific To
       The Employers
   Employment Outlook
 Full-Time   Employees
   12%-35%  Are Anticipating Increase In
    Employees
   <2% Are Anticipating Decrease In
    Employees
 Part-Time   Employees
   22% Expect To Increase Employees
   <2% Expect To Decrease Number Of
    Employees
   Employer Characteristics
 342 Employers Represent More Than
  45,000 Full-Time Employees In The
  Service Area And 6,000 Part-Time
  Employees
 40%+ Are In Service, 30% In Retail And
  17% Of Larger In Government
 65%-75% Want A Summary Copy Of
  The Survey Results
Employer Scan Results:
Impact On Product Lines
   Product Area:
   Customized Training
 Increase    Private Pay
   Continue    Working With State Training
    Grants
   Market Growth Will Be In Private Pay
   Definition Of Product Lines
   Corporate And Workforce Development
      Open   Classes Leading To Customized Contracts
   Newsletter(Computer Brochure Excellent)
   Marketing To Employers
      Packaging   Programs
   Product Area: Center For
   Regional/ Business Research
 MajorityOf Need For Research Services
 Are For The Smaller Employers
   Do Not Have Any Budget And Unable To Pay
    Amount Needed For Services
   Market Niche May Be In Subscription
    Research Services
     ACCC  Conducts Research On Topics Of Interest
      To Small Employers, For Example, Media Usage
      Of Consumers
     ACCC Then Sells The Same Research Results To
      Numerous Small Firms For Lower Price
    Product Area: Center For
    Regional/ Business Research
           Of Partnering With Local
 Possibility
  Media To Offer Services
   Newspaper,   Radio Stations Or Television
    Stations
   The Media Offer The Subscription As A
    Service To Their Advertisers And Eliminates
    The Need For ACCC To Direct Market
 DirectMarket The Research Capabilities
  Of ACCC To The Major Employers With
  A Glossy Piece
   Product Area:
   Casino Institute
 ConsumerMarket Appears To Have
 Dried Up With New Regulations
   Due To Industry And Political
    Considerations Cannot Simply Drop
    Program
   Possibility Of Program Expansion To Create
    Revenue While Continuing The Open
    Enrollment Classes
   Product Area:
   Casino Institute
 CCIHas Developed A Reputation
 Nationally For The Police Officer Gaming
   Develop   Two Specific Program Packages
     Market  Are Those Considering Adding Gaming In
      An Area And Its Impact On Law Enforcement
     Market To Current Police Forces Who Have
      Gaming Programs To Market
     Offer These As Seminar Series Several Times A
      Year, Annual Update Conference Each Year
     Develop A Direct Mail Marketing Campaign To
      State And Local Law Jurisdictions
   Product Area:
   Casino Institute
 EvaluateThe Feasibility Of Developing
 Internet Based Or CD-ROM Based
 Training For Police Force Gaming
   Market Would Be For A Jurisdiction Who Has
   Attended Seminar Series And Had A Change
   In Personnel They Want To Bring Up To
   Speed Quickly
        The Feasibility Of Adding
 Evaluate
 Gaming Management Credit Program
   Credit   And Noncredit Options
   Product Area: Job Readiness
   With Workfirst New Jersey
 Continue Job Readiness Programs
  Targeted To State Program And Stay Alert
  To Changes In Funding Environment
 Repackage The Job Readiness Program
  Into A Pre-Employment Training Program
  For Area Companies
   Marketed   As A Job Readiness Institute
   Training Includes Job Readiness, Computer
    Skills, Basic Technical Skills (Depending On
    Company Need, Customer Service, ESL
Management Issues
   Potential Issues To Address
 ManagersOf Units Defined As
 Entrepreneurial Need Entrepreneurship
 Training
   SpecificallyIn The Areas Of Developing
    Business Plans, Fiscal Planning,
    Management And Marketing
   Academic Managers Do Not Automatically
    Understand Requirements Of Running A
    Small Business
   Fiscal And Marketing Staff Also Included
   Potential Issues To Address
 OnceTrained, The CE Entrepreneurial
 Managers Should Be Given Autonomy
 Over Resources
   Human  And Fiscal
   With That Autonomy Goes Accountability
     No   “Bail Out Money”
   CanInclude Institutionally Provided
   Resources But Must Be Defined Clearly Up
   Front
   Potential Issues To Address
 AppointA Chief Fiscal Officer For
 Continuing Education Whose Has
 Responsibility For Providing
 Coordination Of All CE Fiscal Affairs
   AssistUnit Managers In Development And
    Monitoring Of Budgets
   Oversight Of Budget And Fiscal Record
    Keeping For CE
   Recommending To Dean The Fiscal Policies
    And Procedures Needed To Ensure Viability
   Potential Issues To Address
        State Annual Revenue
 Clearly
 Expectations For Each Entrepreneurial
 Unit And CE As A Whole
   First Step In Budget Development Process
   Clearly State That CE In The Aggregate
    Will Finish The Year In A Revenue Positive
    Position
      X%   More Than Expenditures
   Ability   To Support Revenue Negative Units
   Potential Issues To Address
 CEShould Be Allowed To Retain A
 Portion Of The Free Balance At The End
 Of The Year
   DistributionTo Units In CE
   Entrepreneurial Managers Must Receive A
    Reward For Fiscal Successes
   Allows Investment In New Programs That
    May Need Cash To Grow
   Potential Issues To Address
 Development Of A Venture Capital/
 Innovative Program Development Fund
 To Provide A Source Of Support For
 Entrepreneurial Managers
   UsedAs An Internal Grant Program To
   Support New Ventures And New Program
   Development
   Potential Issues To Address
 WithinThis Model, CE Managers Should
 Develop Their Own Marketing Plans
 And Be Responsible For Funding From
 Their Units’ Resources
          Marketing Still Assists In
   College
   Production And Marketing Plan
   Development
     Need    A Liaison For CE In Marketing
   Out-Of-Pocket Paid By CE Rather Than
   Searching Institutionally For Funds
   Potential Issues To Address
 CEProducts Must Be More Clearly And
 Logically Differentiated From The
 Consumer Viewpoint
          Differentiation Between “Products”
   Current
   And Units Responsible For Developing And
   Administering Is Confusing
   Potential Issues To Address
     Areas Of Product Concentration Do
 Five
 Not Match The Organizational Framework
 Of The CE Division
   RealignThe Organizational Chart To Match
    The Product Areas
   Potential Issues To Address
 TheRelationship Between Credit And
 Noncredit Administrative Units In The
 College Needs Immediate Attention
   BridgesNeed To Be Built
   Curriculum (Credit And Noncredit)
    Developed
   Collaborative Approach To Curriculum
    Development And Staffing
     Minimally   Drawing On Expertise Of Credit
        Faculty As Advisors To Noncredit Administrators
Next Steps For Atlantic Cape
Community College
    First Step --- Organize
 Develop Task Forces
  For Each Product Line
 Evaluate The Market
  Data And The
  Recommendations
 Determine The
  Challenges Facing
  Implementing The
  Recommendations
    Second Step ---
    Develop The Plan
 Set Priorities For Each Product Line
  (Based On Recommendations)
 Set Goals
 Quantitative Benchmark
 Methods Of Evaluation
 Time Frame
 Cost/ Budget Impact
 Responsibility
  Third Step -
  Implement The Plan
 Don’t Let It Sit On The Shelf
 Coordinate Across Campus
 Relationship To Other Areas
Communicate
      Communicate


    Communicate

  Communicate
Atlantic Cape Community
College

   QUESTIONS?

				
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