The Comprehensive Student Record: What to Include, and Why

A new generation of digital credentials has made it possible to not only track grades and GPA but also show the work behind the scores and highlight extracurricular activities that reveal skills never before tracked on a transcript. Educators from around the country are in discussions regarding how to make the best use of the available technology, settling on an idea that’s come to be known as the Comprehensive Student Record (CSR) — an all-inclusive account of in-school performance, delivered in a way that’s directly relatable to recruiters searching for skilled hires.

Bridging an Information Gap

We recently polled 1,015 students of varying education levels and found the majority believe adding advanced digital features to their transcripts and diplomas would be either “extremely useful” or “very useful” for finding a job and starting a career.

Some features rated higher than others:

  • 76% of all respondents believe the ability to transfer verified credentials to an employer or other universities in a single package would be very or extremely useful
  • 71% want competency-based credentials that certify skills learned.
  • 69% want shareable credentials for posting to professional networks such as LinkedIn.
  • 67% want “clickable” credentials that reveal details about their academic experiences.
  • 63% want to be able to view credentials on a mobile device.

Our new survey backs up what we’ve heard from students in the past. In 2015, 60% of graduates surveyed wanted to share their diploma on social media sites to improve marketability (37%), share school pride (20%) or for verification of their achievements (18%). Seventy-one percent of those surveyed said digital credentials boost their marketability to potential employers.

The findings come as educators, administrators, registrars, counselors, and others advocate ways to better arm students entering the workforce. We’ve yet to see a consensus, but there’s already broad agreement regarding the need for credentials that are digital, shareable, and reflect a broad range of skills learned.

Pressure to Improve

Kevin Krueger is one of the leading voices arguing for a credential overhaul in the form of the CSR, and with good reason. He’s president of the National Association of Student Personnel Administrators (NASPA), which is teaming with the American Association of Collegiate Registrars and Admissions Officers (AACRAO) to develop models for the CSR in a project funded by the Lumina Foundation. Finding the right mix of academic and out-of-the classroom experience to reflect on a common CSR is of central concern to Krueger.

“Five years ago, university students would go through four years of school and then create a resume their senior year. What we know now is that’s not good enough; the career planning process should start at admissions,” Krueger said in an interview at Parchment’s second annual Summit on Innovating Academic Credentials, held in March in Washington, DC.

Think of it as a call to action to help overburdened students and their parents. Data from the College Board put increases in tuition and fees at around 3% annually in recent years. Trouble is, graduates are entering a job market in which starting salaries are expected to rise by an average of just 4% — and that’s the best result in a decade, according to a recent survey from Michigan State University’s Collegiate Employment Research Institute. Giving grads credit for real-life skills earned as well as academic performance could prove crucial in their efforts to land better-paying jobs upon matriculation.

The ABCs of the CSR

What should the CSR include? Survey respondents singled out a comprehensive and accurate reflection of academic performance in a digital credential as their top priority, with 78% deeming it either “extremely useful” or “very useful.” Detailed descriptions of academic undertakings ranked next with 69% ranking it “extremely useful” or “very useful” while 66% want a CSR that discusses completed internships and other forms of student employment. No other features scored above 60% of the field. The message? Grads want classroom achievement to count when it comes to competing in the marketplace.

“Organize [college experience and achievement] in such a way that it would allow an employer to sort or search on a set of criteria or competencies, in the same way, you can on LinkedIn, and you have a companion document to a resume that demonstrates the learning behind the degree,” NASPA’s Krueger says, speaking to the need.

Demonstrating value in the form a Comprehensive Student Record that documents not only grades but also challenges overcome, learning milestones achieved, interpersonal strengths observed, and verifiable skills earned could alter the equation and better prepare grads to fight for space in a competitive job market.

[callout-1 image=”http://beta-www.parchment.com/wp-content/uploads/2016/07/UpgradeToPremium.jpg” button-text=”Watch” button-link=”http://aacrao.adobeconnect.com/paypbwkyu13a/” secondary-text=”Watch the Webinar”]

Watch the Webinar:
The Comprehensive Student Records Project Overview and Updates from UMUC and UCO.

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3 Trends Driving Credential Innovation: What We Learned at the 2nd Annual Parchment Summit

Each year at Parchment we bring together educators and employers to discuss the future of academic credentials, hiring, lifelong learning and the careers of tomorrow. The second annual Parchment Summit on Innovating Academic Credentials was held in Washington D.C. March 1.

“Instead of the look of a traditional academic conference in which registrars are with other registrars or career services staff are with other career services staff, we like to bring together all the different parts of a university involved with credential innovation so they can see some of the broader themes and learn from each other,” says Matthew Pittinsky, PhD., CEO of Parchment.

Connecting the links in the credential value chain

The 2017 program included keynote speeches from bestselling education author and Washington Post contributor Jeff Selingo and Wesleyan University president Michael Roth, six breakout discussions, and two “fireside chats” in which panels of experts debated the future of university credentials and what it means now that employers are starting to use Big Data to mine “people analytics” for making hiring decisions. Three trends emerged from these discussions.

  1. From Education to Career Pathways

“Five years ago, university students would go through four years of school and then create a resume their senior year,” says Kevin Krueger, President of the National Association of Student Personnel Administrators (NASPA). “What we know now is that’s not good enough; the career planning process should start at admissions.”

Rising levels of student debt and a global workforce have increased pressure on universities to connect the dots between the entirety of the college experience and earned skills that can translate in the workplace. Forward-thinking schools such as Princeton are responding by creating programs for helping students envision and create a pathway from the classroom to a career.

“We’re shifting toward helping students develop a personalized exploration of meaning and purpose in their engagement with the world,” says Pulin Sanghvi, Executive Director of Career Services at Princeton. To bring this approach to life, he’s created and teaches a course called Career and Life Vision, which he describes as a “hypothesis-driven model of self-exploration” to help students collect the skills needed to achieve what they want from life.

  1. Communicating Soft Skills More Important than GPA

Selingo, whose new book is titled There Is Life After College: What Parents and Students Should Know About Navigating School to Prepare for the Jobs of Tomorrow, says the biggest opportunity in credential innovation is in figuring out ways to properly assess and credential for employers all the learning students do when they aren’t at a desk — because a majority of the work they’ll do on the job will occur on the move, in meetings, or at events. Anywhere but at a desk.

“The world of work now is a mashup of activities, there isn’t a scheduled day,” Selingo says. “it’s a lot of negotiation, it’s a lot of teamwork, it’s a lot of moving from one activity to another activity. And that’s why I think, in many ways, there’s a lot more similarity between preschool and the world of work than the traditional notion of college and the world of work.”

To bridge the gap, NASPA is teaming up with the American Association of Collegiate Registrars and Admissions Officers (AACRAO) to create what’s known as a Comprehensive Student Record for capturing and assessing learning outcomes, observed competencies, and experiences outside the classroom. What’s the difference between that and a resume? Krueger says it comes down to authentication. Students can’t merely claim competencies; they have to be earned and authenticated by a university.

“That way, skills and competencies are provable,” Krueger says. “Organize [the data] in such a way that would allow an employer to sort or search on a set of criteria or competencies, in the same way you can on LinkedIn, and you’ve a companion document that demonstrates the learning behind the degree.”

  1. Employers will demand more and better assessments from universities

Employers have long struggled to quantify classroom work when hiring. In recent years, some have turned to multi-stage interviews conducted over the course of weeks or months to better get to know recent graduates before making an offer. Sanghvi says that’s problematic.

“Hiring managers don’t have the ability to invest in 100 coffees with every candidate that comes their way,” he says. Their answer? Put more pressure on universities to better connect the dots between curriculum and on-campus experience with marketable on-the-job skills. Accelerated adoption of the Comprehensive Student Record or something like it could help to solve the problem.

“I think a lot of this is going to be driven by employers when they say to universities: we’re not going to hire your students anymore because they don’t come to us with the underlying skills we need,” Selingo says.

Stay involved in the discussion

As with all discussions on the future of education, the discussion about how to innovate academic credentials will continue online before the next Parchment Summit in 2018. Follow along on Twitter and Facebook and bookmark our resource page to stay connected and engage in Summit conversations on Twitter using #ParchmentSummit.

“What drives innovation is that we expect credentials to do more in today’s knowledge economy than we did even 50 years ago,” Pittinsky says. “We expect them to function for the student in the labor market. We expect them to be portable, collectible, shareable, stackable and that’s just today. We’re always going to expect more of credentials.”

Empowering the Employer: Parchment Summit 2017

With March here, many people start thinking about spring, St. Patrick’s Day and March Madness. But for those of us in the credentialing world, we worked hard to make sure March means one thing: The Parchment Summit on Innovating Academic Credentials.

This year’s event, held Wednesday, March 1st in Washington DC, focused on bridging the gap between employers and credentialing institutions. We were joined by journalists, leaders in higher education and employers like JetBlue Airways with the common thread amongst the group being a shared interest in ensuring we have a qualified, engaged workforce. In year two of the Parchment Summit, we concentrated on bringing forth conversations related to which employers collect academic credentials and why, seeking to further open up the lines of communication between higher education and the workforce.

“Right now we’re in an awkward spot where there appears to be a mismatch between what employers say they want and what they believe colleges and universities are producing,” said Ted Mitchell, former Under Secretary of Education for the Obama Administration, in a recent EdSurge story

In partnership with Connecting Credentials, the 2017 Parchment Summit featured keynote speakers, fireside chats and breakout sessions.

“As our students pursue a broader and more diverse range of career paths than anytime in the past, the growth of new, more flexible credentials will be critical to their ability to shape and tell their unique stories,” said Pulin Sanghvi, Executive Director, Office of Career Services, Princeton University. “I found the Parchment Summit to be thought-provoking in bringing together leading-edge thinkers on how this important space is evolving, and what the future will look like. In the course of our day together, we covered a broad range of topics related to credential innovation, new models of recruiting, and the enduring value of the liberal arts. I found myself on a steep learning curve the entire day, and already have a large number of ideas to bring back to Princeton.”

Videos from the 2017 Parchment Summit will be available on ParchmentSummit.com in April. In the meantime, follow us on social media via @parchment and @parchmentsummit and search for the 2017 Summit conversations using #parchmentsummit. Parchment and many attendees live tweeted sessions this year so you can quickly catch up on the conversations as we work to make the videos available.

Learn more about this year’s program here.

Turning Credentials Into Opportunities: A Vision for Parchment

To our school and university members, employees and partners,

Parchment’s mission is to help turn credentials into opportunities, and we take this mission seriously. More than a slogan, it’s why most of us at Parchment joined the company and why so many schools, colleges and universities are members of the Parchment network.  

We include the qualifier “help” intentionally because it reminds us that our role is one of enabling. Our school and university members are the central players when it comes to making academic credentials a more effective and meaningful currency for pursuing opportunities for further education or in the labor market.

Three Big Enablers

We believe that to turn credentials into opportunities, we, as a community, have to do three fundamental things.

First, make all credentials digital, and digital credentials machine-readable data.
This may be self-evident in some quarters and a “technical detail” in others, but it’s a Big Idea nonetheless. When credentials are data:

  • Two-year institutions can track students who progress into a four-year program and award them an Associate’s degree in passing once they’ve met the requirements.
  • Employers can begin to evaluate and understand the relationship between postsecondary education experiences and outcomes, with the key talent management outcomes that drive their organization’s success.
  • Summative outcomes like courses and grades can be explored through hyperlinks to access course descriptions, syllabi and evidence of learning (e.g., key projects and papers).
  • High school students can assess their admissions probabilities at colleges of interest, and college admissions offices can use prior academic performance to help guide student course placement, not just make an admissions decision.
  • Linkages between learner, credentials and opportunities can be measured and leveraged in ways that help rationalize a patchwork system of education, credentials and occupational fields.

Digital technology removes the friction that keeps credentials separated, whether in manila file folders or in frames lining the hallway of a home. Credentials that live as data can be combined into a single profile that reflects a lifetime of academic achievement, giving learners not only the right, but also the ability, to control who sees their record and to put that information to work on their behalf.

Second, be more innovative in the form and function of credentials.
The transcripts we’ve used for generations were developed by institutions to document courses and credits for mobility within the education system. While respecting that important use, transcripts can and should be transformed, creating more value for learners, employers and academic institutions.

Next-generation transcripts will be visual, richer and more descriptive, showing achievement over time and the distribution of courses taken by topic or skill. Academic transcripts will be extended to include experiential achievements such as club leadership, study abroad and faculty research collaborations. Diplomas will be gateways to portfolios, which provide evidence of learning. And students will be able to select focal courses to highlight at the top of their transcript, calling an employer’s attention to relevant learning. In short, the one-size-fits-all credential types of transcripts and diplomas will give way to different credential formats that are more personalized to the purpose for which they are being requested.

Getting to this point will require us to think differently. Rather than presuming that transcripts and diplomas are summary documents that say essentially the same thing, what if we asked employers and admissions offices:  What do you want to know about our graduates? What should we track and how should we express it? Answering these questions thoroughly and honestly could lead us to a superset of data that gets turned into various credential types for various audiences, as needed.

Third, make credentials truly portable, allowing individuals to collect and manage their credentials throughout their lives.
This is a significant but crucial shift. When institutions control credentials they become fragmented for the learner who wants and needs a profile that reflects their collective achievements. When combined in this way—securely and verifiably, with the explicit permission of granting institutions—credentials become currency that helps learners forge a path forward. They create opportunities.

We live in a Credential Society

I am a radical incrementalist. I believe in the ability of technology to transform education, and I believe the way education is transformed is step by step, over time (and not Internet time). To do that and make the changes stick, we need to first recognize where we are now and how far we’ve come.

We live in a world where our economy and our society are knowledge-driven and knowledge-based. Roughly half of adult Americans have an academic credential such as a diploma or certificate, while one in four have a professional credential such as a certification or license. Credentials are the currency that allow us to gain entry into and benefit from this structure, but we lack a way to evaluate the knowledge and comparative value credentials convey.

As a society, we’ve become so awash in credentials that a Connecting Credentials framework  was developed last year to create a set of common reference points. The idea is to develop ways to compare the “level and types of knowledge” that are conferred by certain degrees, certificates, industry certifications, licenses, apprenticeships, badges and more, in order to fully account for all that students achieve in a lifetime of learning.1

It could take a decade of incremental change to get to the point where we can look at credentials and accurately compare the skill sets of two different, but highly skilled, professionals. In the meantime, we need a next-generation digital credential service that supports every transcript, every diploma, every certificate and certification, fully and digitally.

And once we have a fully digital infrastructure for education credentials, we can do more. We can evaluate how certain credentials are represented in the marketplace and help future generations to customize their education. We can also better match employers with prospective employees by studying how credentials affect work outcomes.

In short: we can optimize how students, universities, employers and government institutions spend their time and treasure on higher learning.

Stacking a Future, One Credential at a Time

Education has evolved. We’ve seen it. Many of us at Parchment have worked at schools and universities or in other technology companies that serve educational institutions. With digital technology, today’s graduates can collect and stack credentials that reflect what they learn over a lifetime, helping them navigate fluid careers that ebb and flow as skillsets probably change.

The more we commit to building a digital credential infrastructure, the more opportunities we create for learners to “stack” credentials together to show provable expertise worth hiring or admitting. And the more effectively we can serve employers who want to assess much more than a year-to-year change in GPA and learners who want to showcase their experiences. Institutions also benefit by decommoditizing programs and proving that not all credentials are equal.

But this only works if lifelong learners have a single profile for collecting every credential they earn, which is why we’ve been working so hard to create the next-generation digital credential service. In fact, we use the same three fundamental goals I’ve laid out as our product north stars: making credentials digital and machine readable, innovating the form and function of credentials and making credentials truly portable.

You’ll be hearing more about how our product roadmap is advancing all three from our SVP of Product and Support Rajeev Arora in an upcoming blog post. The evolving Parchment platform for digital credentials serves three distinct stakeholders: the issuer, the learner and the receiver. Each has a role to fulfill. It’s a big step on a long journey we’re taking on behalf of our members. I invite you to be a part of it.

Thank you,

Matthew Pittinsky, Parchment Chief Executive Officer



SOURCING:

  1. https://www.luminafoundation.org/resources/connecting-credentials

How to Use Lifetime Learning to Climb the Ladder

Thanks to technology, it’s never been easier to adopt a lifelong learning habit. Some of us have one and don’t even know it.

Consider the customer service rep who scours the Internet to find old manuals that hold the answers for customers who call in with difficult questions. Every piece of gathered data improves her chances of serving well, which, in turn, increases her value.

Every industry has this version of the stereotypical go-getter. Journalists who master new research databases are learners. Machinists who figure out how to retool an assembly line are learners. And schoolteachers who spend summers digging through curriculum research are as much learners as the students they serve each fall.

Others graduate from spot-learning to formalized training. Sources range from sophisticated catalog operators such as lynda.com to association and corporate-led certification programs, to institutionally sponsored Massive Open Online Courses, or MOOCs. Which should you choose? Start with a program that not only fits your schedule, but also suits your learning style.

Then, make sure there’s a digitally-available certificate awarded upon completion. You may need it to prove you’ve acquired the skills to advance to the next level in your career.

The Increasing Importance of Stacking

Think of it like a video game, with new skills acting like power-ups that make you stronger and able to achieve more. The more skills you stack together, the more valuable you become to a prospective employer.

Certificates represent real life power-ups in the same way that onscreen icons represent power-ups in a video game. Having more is usually better, but it’s the combinations that make the biggest difference.

Say you’re a young network technician who one day dreams of becoming a Chief Information Officer. Adding Microsoft and Oracle certifications to your existing Cisco certification is a must, but to that you may also want to add some certified expertise large-scale systems administration and perhaps an MBA from a well-known technical university.

That’s stacking in order to climb the information technology career ladder. Dozens more industries are developing similar stacks to guide ambitious learners.

Not All Credentials Are Created Equal

While there are hundreds or even thousands of ways to add skills, employers usually want proof of learned expertise. That’s where verified credentials come in.

More than a PDF, a verified digital credential can only be issued by the organization whose brand it bears. At Parchment, we use Adobe blue-ribbon technology in combination with our platform innovations to provide this functionality to high schools and universities today.

Over time, we expect thousands of trainers, corporations, and associations will use the technology to provide their own forms of verified credentials to learners so that they can be easily shared with prospective employers.

Even Non-Artists Need a Portfolio

Simple, secure sharing is the ultimate promise of digital credentials and a learner’s best ally in climbing the career ladder.

To get there, we’ll first need a central place where entire stacks of verified credentials can be collected and stored. We’ll soon have news about how we’re improving the Parchment Credential Profile to serve this purpose. Think of it as a vault that holds a lifetime of stacked expertise that you’ll carry and build upon throughout your career.

Are you stacking credentials? To what end? Leave a comment to tell us your story. And if you’d like more information about creating your free, personal credential profile, or if you’re an institution looking to offer digital credentials to your constituents, get in touch now. We’d love to hear from you.

Parchment is Now Taking Advance Credential Orders for ITT students

At the center of  the closing of ITT Educational Services, Inc are the students and alumni who were pursuing their postsecondary education and now face the challenge of earning their degree  elsewhere.  Will other colleges accept their ITT credits?  When will they gain access to their transcripts to begin the process of transfer?  In many ways these questions reveal the broader issue of transferring course credits in the U.S. and the lack of a Transfer Student Bill of Rights.  But they are especially urgent and real for those who attended ITT and are now facing the involuntary need to change institutions.

The focus of this post is our announcement today that ITT has engaged Parchment to provide a convenient and national, online request and fulfillment service for ITT transcripts and related credentials.  This service will be available during ITT’s wind-down period and afterward, ensuring a secure and accessible avenue for students and alums to receive the transcript and diploma services they deserve.  As of noon Pacific today, orders may be placed at beta-www.parchment.com/ITT.

If you are a student, alumni or adviser to one, we have some important information to share about how the service works and some expectations to set for what your experience will be like in the first few weeks we are live.

Please be patient and expect initial fulfillment times to be slower than you deserve (several weeks).

Initially, ITT staff will start fulfilling requests placed on Parchment.com.  Their staff are limited, so it is likely that most orders will queue until ITT makes its records available to Parchment’s systems.  Once ITT’s records are available, Parchment can speed up processing time, but given the backlog of orders we will be starting with, we estimate that transcript fulfillment by Parchment will still take several weeks at first.  As the initial backlog of orders is cleared, we expect processing time to take less than 48 hours.  We have developed a special email that will be sent after each order explaining the processing timeline and how you can use Parchment’s online tracking tool to stay up-to-date.

Please take note of your graduation year as the service can support 2001 graduates to current students only.

We are only able to serve students and alumni with graduation years from 2001 to current students.

If you are sending your transcripts to a college or university, please use Parchment to send them electronically.

In addition to online request and tracking, Parchment provides the ability to send your transcripts electronically to colleges instead of us printing and mailing them.  When you start the ordering process, you will be asked to type in the destination.  With more than 80% of colleges accepting electronic transcripts, it is likely that we will recognize your destination and inform you that the admissions office prefers electronic delivery. (It is easier and faster for them to process electronic transcripts, especially when courses need to be evaluated for credit.) You can always choose to send via email to any email address or have printed and mailed to any address.

Please think twice before choosing overnight delivery as an option.

We provide an overnight delivery option, but because of the volume of requests we will be receiving at first, it will still take a while to process your request.  Once processed, we will send it overnight, of course. But we want to make sure that requestors understand that we cannot ensure 24-hour delivery following a request until the initial surge of orders are processed.

Please take advantage of our Help Center.

It’s natural to have questions and we have developed our Help Center to provide assistance when you need it.  If your main question, understandably, is “Where is my transcript?” or “When will my transcript go out?”, the tracking tool is your best and most up-to-date resource.  Beyond that, we have lots of tips and guides and when needed, you can file a support request via the Help Center and we will work to respond by email as soon as possible.  We are adding staff to help serve ITT students.  That said, the watchword remains patience as we work to serve a large number of students all at once.

Please understand that there is a fee.

Yes, I saved this one for last.  In cases like this we do what most state agencies and many colleges and universities do — we charge a request fee.  For electronic requests that fee is $12.  If you choose for your transcript to be printed and delivered by mail, there is an additional $2.50 handling fee.  We recommend you send electronically, both to save those costs and because it’s the delivery method colleges prefer.  If you choose overnight delivery or international destinations, the handling fee will be higher based on what you’ve chosen.

Schools or hiring agencies may need to request ITT credentials too.

While we anticipate the bulk of ITT credential orders to come directly from students and alumni, we recognize that there are colleges, universities, hiring agencies and other credential verifiers that have permission to request credentials on behalf of ITT students or alumni. In order to process these types of orders, requestors will need to be have a Parchment Receive account (don’t worry, its free we make it easy). Organizations looking to receive ITT credentials through Parchment can learn more about our Parchment Receive program here.

Our mission is to help turn credentials into opportunities.

At a time like this you are probably not interested in the mission statement of the organization that is providing your services.  That’s understandable.  I share it because we want you to know, that we know, how important gaining secure and speedy access to your transcript is.  We work everyday with learners in mind.  The credentials we enable are critical to so many transitions and goals that people are pursuing, from admissions, to licensing to employment.  You deserve our best and you will have it.  We need your patience at first as we complete the transition from ITT and work through a big backlog and rush.  Our sleeves are rolled up to make that happen as soon as possible.  

We wish you the best of luck, wherever your transcripts may take you.

Matthew Pittinsky, Ph.D.

CEO

Top Companies and Places That Need Transcripts and How They Use Them

Whether you’re counseling students still in high school or plotting strategy with thirty-somethings on the way to finishing graduate school, transcripts will follow them to the next stage of their academic and professional careers.

You can help them by better understanding how schools, employers, and government agencies use transcripts to make decisions. Below is a closer look at the general consumption habits of these groups, as well as the top receivers of Parchment transcripts in each.

Educational Institutions

Aside from letters of recommendation, the academic transcript is the most important document that crosses an administrator’s desk. Executive Director for Enrollment Management at Eastern Kentucky University Dr. Brett Morris recently shared with us the 10 things every high school counselor should tell their students about transcripts – so ensure your students are hitting these marks. Admissions teams generally use the data within to make determinations about the likely success of prospective university students.

In the last 12 months, these schools have received a combined total of more than 292,000 transcripts through Parchment:

  • Pennsylvania State University
  • University of Maryland  – College Park
  • Arizona State University
  • Michigan State University
  • University of Wisconsin – Madison

While these schools are different in their size and specialties, Parchment data shows that thousands of students are interested in these institutions. Nearly 10,000 are tracking Michigan State, for example.

Employers

While a transcript isn’t a must-have for employment in the same way that it is for gaining entry into a program of higher learning, hundreds of companies use transcripts to better understand how a new hire might perform on the job.

What are they looking for? A 2012 study published in the Chronicle of Higher Education found that choice of major and the workplace relevance of coursework matters more to employers than a high GPA.

“Work experience is the crucial attribute that employers want, even for students who have yet to work full-time,” said Wharton professor Peter Cappelli, commenting on the study in a 2014 article in The Atlantic.

How do transcripts help employers determine experience for a student whose resume is barren? Skilled managers can sometimes infer prior training and relative competency if the job in question involves skills taught in school. High performance in relevant coursework can be particularly telling in that sense.

The following employers are top receivers of Parchment transcripts:

  • Wells Fargo
  • Deloitte
  • Hewlett-Packard
  • Boeing
  • Allstate
  • Cisco

While employers tend to use transcripts to forecast on-the-job performance, government agencies will often request them as a form of verification.

Government Agencies

Trust is crucial when it comes to government work, and as recent history proves it’s too easy to lie on a resume. For example, in 2012, a hedge fund manager revealed that then-Yahoo! chief executive Scott Thompson had never earned the computer science degree he had claimed on his C.V.

Not surprisingly, some agencies and military branches hedge against this type of cheating by asking candidates to supply an official transcript through Parchment. They include:

  • United States Army
  • NASA
  • United States Department of State

Whether it’s to get into a school, find a job, or start a career in government service, transcripts are an increasingly popular tool for evaluating and verifying credentials. Is your institution using Parchment to share data like the others on the list? Leave a comment with your story. And if not, here’s where to learn more.

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