138 Pre-engineering Students
(E101 participants)
F’99 and W’00
19
38
81 Pre-engineering Students
(E201 participants)
F’99
26 later advanced to at
least one co-op
assignment
7
19
5 admits who had E201
waived or took in another
year (F’99)
5
53
58 Students Admitted to
Engineering status
Start Co-op I S’01
70 stopped advancing (grade issues,
switched majors, left school)
6
1 student did not
find a co-op S’01
19
3
53
2
54 Students participated in Co-op II
(50 with same company as Co-op I)
W’02
50
1 incoming Co-op III
from out of sequence
1
51 Students participated in Co-op III
(44 with same company as Co-op I & II)
F’02
7 Incoming
graduates from out
of sequence
(did all 3 Co-ops at
same company)
7 Graduates don’t know where
they work
8/03
4
26 later
graduated
with an
engineering
degree
45
55 Graduates
August ‘03
24 Graduates hired by company where
Co-op I, II & III were performed
8/03
Figure 3: Summer 2001 co-op start group
2
22 Graduates hired by
company did not co-op at
8/03
2 Graduates hired by
company did last co-op at
(but not all 3 co-ops) 8/03
Table 2
Summary of Student Movement through the GSU Engineering Program
Category
ENTRY TO PROGRAM
Starting in E101
Total students entering
IN PROGRAM
Progressed to E201 on
schedule
Progressed to E299
(Co-op I) on schedule
Progressed to E399
(Co-op II) on schedule
Progressed to E499
(Co-op III) on schedule
EXIT FROM PROGRAM
Did not graduate from
program
Graduated on schedule
Graduated, but later
Total that graduated
Hired by company where
conducted at least one co-op
Hired by company where
did not conduct any co-op
Went to graduate school
Unemployed
Graduate employment status
is unknown
Summer 2000
co-op start
Student Groups
Summer 2001
co-op start
Summer 2002
co-op start
148
167
138
151
157
173
61 (41.2%)
81 (58.7%)
69 (43.9%)
56 (35.4%)
58 (40.6%)
53 (32.3%)
55 (34.2%)
54 (37.8%)
51 (30.9%)
52 (31.7%)
51 (35.4%)
50 (29.8%)
91 (55.5%)
70 (48.6%)
94 (56.0%)
53 (31.7%)
23 (14.0%)
76 (45.5%)
16 (45.7%)
55 (36.4%)
26 (18.1%)
81 (53.6%)
26 (54.2%)
49 (28.3%)
29 (17.3%)
78 (45.1%)
14 (40.0%)
17 (48.6%)
22 (45.8%)
14 (40.0%)
2 (5.7%)
0 (0.0%)
18 (34.0%)
0 (0.0%)
0 (0.0%)
7 (12.7%)
2 (5.7%)
5 (14.3%)
14 (28.6%)
OUTSIDE
Topic of Interest-level
IN
IN
Education: Education
organization-level
OUT
IN
IN
Education: Degree Program-level
OUT
Education: Co-op Program
Socialization to Organization-level
IN
Education: Co-op Program
Socialization to Role-level
Co-op
IN
Post-Graduation: Full-time Work
Accelerated Socialization
Organization
INSIDE
Role
Profession
Figure 7: Entry into Profession: “Leaky Funnel” – with co-op
OUTSIDE
Topic of Interest-level
IN
IN
Education: Education
organization-level
OUT
IN
IN
Education: Degree Program-level
OUT
Socialization
Post-Graduation
Organization
Role
Profession
INSIDE
Figure 7: Entry into Profession: “Leaky Funnel” – no co-op (experiential education)
Stage 1: Pre-Entry
Student
Origin:
 Interest in
Engineering
 Location
 Related Prior
Experience
 Related Network
Education:
 Education
Organization
 Degree Program
 Co-op Preparation
Expectations:
 Definition
 Accuracy
Education Organization
Employer
Education Organization
Purpose:
 Cost/Benefit
 Recruiting
 Screening
 Altruism
 Control of Academic
Training
Degree Program
Need/Vacancy
Co-op Preparation
Expectations:
Entry: Prior Skills and
Knowledge
 Technical
 Personal
Exit: Developed Skills and
Knowledge
 Technical
 Personal
 Organizational
Expectations:
Developed Skills and
Knowledge
 Technical
 Personal
 Organizational
Figure 8: Pre-entry for student, education organization, and employer
Stage 2: Match-Making Co-op Position
Education Organization
Employer
Solicit Interest
Communicate Interest
Send Resumes of
Students
Network
Receive/Review
Resumes
Student
Network
Send Resumes
Search
Select Interview
CandidatesDC
Selection
Request Interview
Agree to Interview
OR
Screening Interview
 Phone
 Practice
 On-campus
OR
Formal Interview
 On-site
 Multiple
OR
Check References
Select Candidate(s)DC
Receive Offers
Evaluate OffersDC
Make Offer
Agreement on
Employment
Figure 12: Match-making for the co-op position
Stage 2: Match-Making Co-op Position
Selection Decision Criteria
Student
Employer











Location
Pay
Company/Work Type
People at the Organization
Number of Employment
Offers
Perception of Relationship
Motivation Level
Interpersonal Skills
Demeanor
Ability
Location
Figure 11: Selection decision criteria for co-op position
Summary of Stage 3: Entry/Socialization Co-op Position
Outside (Role)
Organization:
New Hire
Role:
Engineering
Student
Strategies
Organization:
Regulative
 Orientation
 Company-wide
Normative
 Orientation
 Company-wide
 Workgroup-level
 Student-Workgroup Activ.
 Workplace Environment
Cultural-Cognitive
 Student-Workgroup Activ.
 Workplace Environment
 Workplace Attitudes
Role:
Regulative
 Workgroup Interactions
 Employer-driven
Normative
 Workgroup Interactions
 Employer-driven
 Work Assignments
Cultural-Cognitive
 Workgroup Interactions
 Employer-driven
 Student-driven
 Work Assignments
Inside (Role)
Organization:
Functioning
Employee
Role:
New or JuniorLevel Engineer
Eight Stage Process:
1. Unsure Student Hire
2. Aware Student Employee
3. Functioning Tech. Employee
4. Aspiring Apprentice Engin.
5. New Apprentice Engineer
6. Advanced Apprentice Engin.
7. New Engineer
8. Junior Engineer
Figure 16: Stage 3 - Entry/socialization for the co-op position (summary)
Stage 3: Entry/Socialization for the Co-op Position
Organization-Level
Strategies/Tactics During Co-op
Location:
Outside
Target
Organization
Student Role:
New Hire
Regulative:
 Symbolic Systems
 Train for safety
 Test for drugs
 Routines
 Review benefits
 Artifacts
 Fill out paperwork
 Train for specific tasks
Normative:
 Symbolic Systems
 Tour facilities
 Provide presentations
 Review expectations
 Relational Systems
 Assign a mentor
 Learn together
 Artifacts
 Observe physical work setting
 Overview of office
systems/tools
Cultural-Cognitive:
 Relational Systems
 Introduce people
 Participate in organized meals
 Observe workplace atmosphere
 Learn workplace personalities
 Understand employee
demographics
 Routines
 Eat together
 Play games together
 Artifacts
 Train on computer systems
Figure 17: Entry/socialization for the co-op position
Location:
Inside
Target
Organization
Student Role:
Functioning
Employee
Stage 3: Entry/Socialization for the Co-op Position
Role-Level
Strategies/Tactics During Co-op
Location:
Outside
Engineering
Workgroup
Student Role:
Engineering
Student
Regulative:
 Relational Systems
 Haze the student
 Isolate the student
 Routines
 Meet formally
Normative:
 Symbolic Systems
 Include in meetings
 Expect without guidance
 Provide more responsibility
 Relational Systems
 Mentor the student
 Support/assist with work
 Routines
 Provide initial assignments
 Assign simple tasks
 Artifacts
 Read materials
 Learn software
 Work on floor
Cultural-Cognitive:
 Relational Systems
 Converse informally
 Meet people
 Connect with peers
 Observe others
 Find things to do
 Ask questions
 Routines
 Eat together
Figure 17: Entry/socialization for the co-op position (continued)
Location:
Inside
Engineering
Workgroup
Student Role:
New or
Junior–level
Engineer
Stage 3: Entry/Socialization for the Co-op Position
Role-Level
Stages During Co-op
Location:
Outside
Engineering
Workgroup
Student Role:
Engineering
Student
1. Unsure Student Hire
 Cultural-Cognitive
2. Aware Student Employee
 Regulative
 Normative
3. Functioning Technical Employee
 Normative
4. Aspiring Apprentice Engineer
 Regulative
5. New Apprentice Engineer
 Regulative
 Normative
6. Advanced Apprentice Engineer
 Normative
 Cultural-Cognitive
7. New Engineer
 Regulative
 Normative
8. Junior Engineer
 Normative
Figure 17: Entry/socialization for the co-op position (continued)
Location:
Inside
Engineering
Workgroup
Student Role:
New or
Junior–level
Engineer
Stage 4: Match-Making Post-Graduation Position
Education Organization
Employer
Provide Networking
Opportunities
Inquire with
Co-op Student
Send Resumes of
Students
Communicate Interest
Student
Network
Inquire with
Co-op Employer
Receive/Review
Resumes
Network
Send Resumes
Search
Selection
Request Interview
Agree to Interview
OR
Select Interview
CandidatesDC
Screening Interview
 Phone
 On-campus
OR
Formal Interview
 On-site
 Multiple
OR
Check References
Select Candidate(s)DC
Receive Offers
Evaluate OffersDC
Make Offer
Agreement on
Employment
Figure 21: Match-making for the post-graduation position
Stage 4: Match-Making Post-Graduation
Selection Decision Criteria and Reasons for Retaining a Co-op Student
Co-op Position
Student Decision Criteria
Employer Decision Criteria








Comfort-level with
People/Organization
Easier not to Look
Elsewhere
Location
Pay/Benefits
Interest in Company/Work
Type
Stability of the Employer
People Known at the
Organization
Number of Employment
Offers







Perception of Relationship
Motivation Level
Interpersonal Skills
Demeanor
Ability
Location
Prior Related Experience
Employer Retention Reasons






Position Opening
Familiarity with Student
Student Knowledge
Timing of Contribution to
Employer
Return on Investment
Cost of Hiring Process
Figure 20: Selection decision criteria and reasons for retaining a co-op
student for post-graduation position
Stage 5: Accelerated Entry/Socialization for the PostGraduation Position
Strategies/Tactics
Staying with Same Employer
Organization:
none
Location:
Outside
Engineering
Workgroup as
Full-Time
Employee
Role:
Engineering
Graduate with
Related Work
Experience
Role:
Regulative
 Workgroup Interactions
Normative
 Workgroup Interactions
 Work Assignments
Cultural-Cognitive
 Workgroup Interactions
 Work Assignments
Location:
Inside
Engineering
Workgroup as
Full-Time
Employee
Role:
Full-Time
Engineer
Joining a New Employer
Organization:
Regulative
 Orientation
Normative
 Orientation
 Workgroup Activities
 Workplace Environment
Cultural-Cognitive
 Workgroup Activities
 Workplace Environment
 Workplace Attitudes
Role:
Regulative
 Workgroup Interactions
Normative
 Workgroup Interactions
 Work Assignments
Cultural-Cognitive
 Workgroup Interactions
 Work Assignments
Figure 18: Accelerated entry/socialization for the post-graduation position