Source: National Center for Education Statistics
This edition of Projections of Education Statistics provides projections for key education statistics, including enrollment, graduates, teachers, and expenditures in elementary and secondary schools. Included are national data on enrollment and graduates for the past 15 years and projections to the year 2016, as well as state-level data on enrollment in public elementary and secondary schools and public high school graduates to the year 2016.
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Source: College and University Professional Association for Human Resources, Employee Health Care Benefits, Fact Sheet, 2007
• 58% of responding institutions offer health care benefits to non-Medicare eligible retirees and 52% do so for retirees that are eligible for Medicare.
• 40% of responding institutions offer health care benefits for same sex domestic partners; 31% for opposite sex partners and 44% for children of domestic partners.
• 75% of responding institutions have an Employee Assistance Program.
Only 11% of responding institutions offer a Consumer Driven Health Plan.
• 36% of responding institutions have a Wellness Program.
• Up to 40% of the responding institutions pay the entire premium for “Employee Only” health care coverage; the percentage varies by plan type.
• The median monthly total premium for “Employee Only” health care coverage at responding institutions ranged from $350 to $422. Both the amount and the distribution of cost between employee and institution vary by plan type.
• Complete survey results (subscription required)
Source: Michael Wroblewski, Consumers Union, July 2007
From the press release:
As Congress debates legislation to overhaul student loan programs, Consumers Union, the nonprofit publisher of Consumer Reports, released a report finding that many students and parents don’t have access to the information they need to determine the best way to pay for college. The report, funded by The Pew Charitable Trusts, offers policy recommendations to help families find the most affordable options for paying for college.
Source: Robert K. Robinson, Ph.D., SPHR, Geralyn McClure Franklin, Ph.D., and Karen Epermanis, Ph.D., Public Personnel Management, Volume 36, No. 1, Spring 2007
On June 23, 2003, the Supreme Court of the United States, in a five to four decision, substantially altered the nature of state imposed affirmative action permissible under the Equal Protection Clause of the Fourteenth Amendment when it held that diversity could serve as a compelling government interest, thus justifying public sector preferential programs. Though this ruling pertained specifically to race-based preferential university admissions, it is likely to have wide ranging implications for all public sector affirmative action programs. One implication may include making it easier to justify state initiated affirmative action by diminishing the requirement to demonstrate the remedial motive behind such action. This article discusses the impact that the Grutter v. Bollinger and Gratz v. Bollinger decisions are likely to have on preferential admissions policies in public higher education.