Grand Canyon University reviews

This role has become a cold-calling routine. QC gets the initial chance to contact newest potential students before EC's are able to get their fair chance. By this time it is a cold calling scheme. Work incentives are based on department directors discretion and will always be based around number of students recruited to the university. EC's are paid hourly while managers are salary; managers often come in later than EC's but will write EC's up for being late for work. This is a common. EC's are measured on soft-skills such as dials, talk-time (together called activity), quality assurance grades, and retention when it comes to an annual review. Some EC's have significantly less activity than other EC's but are compensated for more work completed. If you wonder why it is because of the unfairness and favoritism. Some EC's are handed students on a regular basis so their workday consist of managing their inflow of students while MOST EC's are ending their day with heavy activity but no students. It's a real life rat-in-a-wheel situation. OH - even if you put in years with the company, try and give a two weeks notice and they will immediately walk you out.

If you are a PhD, you have a master's degree level employee completing your evaluations! My last course eval person with a master's basically alluded to the fact I should make my comments for APA errors minimal. I spot checked student performance and was receiving 47%-98% similarity scores from TurnItIn. Certainly, these needed to be addressed in grading comments, not just merely mentioned. If you are an online adjunct professor and get ill or injured...they could care less!