The gamecock. (Columbia, S.C.) 1908-2006, August 29, 1994, Page 4, Image 4
HONORS continued from page 1
will be made to fit individual department
needs.
"In sciences, for example, the second semester
of your junior year is too late, so departments
will be free to make any additional
amendments," Sederberg said.
Sederberg hopes to offer the class by
Spring, 1995.
"This class would enable students to hit
the ground running when they return in the
fall," Sederberg said.
One of Sederberg's long-term goals is
something he calls the "freshman year experience,"
in which a package of 12 hours a semester
over a two-semester period would be
developed. The courses included would be designed
in terms of the sequence, how to teach
them and the pace at which the courses are
taught. Sederberg describes this package as
an "introduction to educational foundation."
Sederberg has formed a committee made
up of three faculty members and two students
to develop the package. The committee's job,
in part, is to choose what courses belong in
the package. They will decide what the components
of the package should be and how
each course should be taught.
A more practical consideration they will
have to make is to decide how the plan fits into
university requirements.
"Right now the only way to satisfy general
education requirements is to pick and
choose from a huge list of courses," Sederberg
said. "There is no real thought about what
you're doing, only random order. We will be
lucky to have it underway for Fall, 1997."
Sederberg said the plan has its pitfalls.
"First is the problem of whether we can
come to some satisfactory proposal for what
the contents should be. If we can come to
some conclusion there, then we can figure out
where it [the package] fits," Sederberg said.
Sederberg sees this plan as an option for
freshman, not a requirement.
The "freshman year experience' would not
1 _ A / 11 1 1 A % 1
De appropriate ior ail students, ne saia.
Another of Seder-berg's goals is increasing
the physical space allotted to the Honors College.
Sederberg said there is a recognition on
the part of university that Honors College has
very limited space.
"The issue is how rapidly the problem can
be addressed," Sederberg said. "The Honors
"There are one
hundred excuses
not to do something
and dozens
of road blocks, but
there is always a
way to get it done."
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College's needs must be emphasized and kept
at the top of agenda rather than sidelined.
Three to five years is one thing, but what (
about next year," Sederberg said. i
Discussion arose last year about in- ]
creasing the enrollment of Honors College. ]
Sederberg said however, that the intention
was to keep this and next year's class at same !
size as last year's class. i
"The target was 200 but the actual level {
was somewhat below that," Sederberg said. f
His intention is to keep the college at the <
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students.
"A numbers increase for the sake of numbers
doesn't accomplish quality," he said. "We
have a need to protect the quality because it
is dangerous for our image both externally
and internally if the perception is that the
quality is decreasing," Sederberg said.
The 1993 class has 182 students and
thel994 class is under 190. J
"As the pressure to grow was felt, there
was a falling off of the overall quality of stu- ,
dents, but it has been reversed with this
year's entering class," Sederberg said. "It is
becoming increasing clear that several disciplines
cannot absorb any more. In certain ar
eas we have reached an iron ceiling," he said.
He is in the process of examining where
the ceiling exists and why.
Sederberg is carrying out former Dean
William Mould's plan to redesign the Honors
College advisement system. A new adviser
was hired in the spring and a second has recently
been hired.
Sederberg estimated that when the advisement
svstem is fullv set ud. Derhans bv
v w srt i "r~
Spring 1995, the new advisors will do 70-80%
of advisement. The core three advisors of the
Honors College, will do 20-30% of advising,
he said.
Although the first two months have been
very hectic for Sederberg, he is "excited to be
in the job" and finds it "extraordinarily stimulating."
Sederberg
was director of the USC honors
program from 1976-1979 and helped initiate
the Honors College. In the early '80s, Mould
and Sederberg wrote the South Carolina College
proposal and sold the faculty on the idea
Sederberg's last term as director was 197879,
the first Honors College class.
111 I I11 L
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Study says hi
XXLEGE PRESS SERVICE
WASHINGTON, D.C.? The higher your grade
point average, the more likely you'll land a highpaying
job after college, a recent study suggests.
According to "The Generation X Recruitment
Study," companies hiring recent college graduates
may care more about potential employees'
jrades than their leadership experience. The
3tudy was conducted by the Hanigan Consulting
aroup, a New York-based management consulting
firm.
"Recruiters tell students to get involved in
school government and campus organizations if
they want to land the best jobs," company presifont
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liring data tells students to cram at the library."
Hanigan and her staff interviewed 200 graduating
students, 50 student leaders and manigers
at 100 large companies, including Citibank,
;he Marriott Corporation and Coopers and Ly)rand.
The study found that students with GPAs of
1.5 or higher on a 4.0 scale receive 15.7 job inerviews
and 3.1 job offers. Those with GPAs of
1.18 (the average GPA of those student leaders
nterviewed) and less get 11.3 interviews and 2.6
ob offers.
"Some companies will just look at a GPA as
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from this campus with this GPA," said Thomas I
Oh, a Hanigan senior research associate. "It's
kind of the problem companies today have to face. <
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hiring the best and the brightest."
Chris McLaughlin, student association pres- <
ident of Georgetown University in Washington, i
D.C., said he certainly sacrifices better grades for 1
his leadership position.
"There is a sacrifice when you take on a big <
leadership role at a university. Then if s obvious <
you're not going to have a 4.0 unless you're in- 1
nately brilliant," said McLaughlin, a government j
major with a 3.5 GPA.
But landing a big-money job isn't every stu- f
denf s goal, added McLaughlin. While some peo- i
pie "measure success by the model number on a 3
BMW," others determine it by how much they 1
have made a difference in peoples' lives, he said, s
Anne Scammom, employer relations coordinator
at George Washington University in Wash- 1
ington, said the survey hardly applies to all job- s
searching students.
Of the companies surveyed, a high GPA is an ?
important qualification in granting an interview, t
But the hot jobs today are often with small- and s
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Lual high pay
nedium-sized companies, not large corporations,
Scammom said.
Kendra Nelsen, a counselor at the Career
Uenter at the University of Texas at Austin, said
;he results of the study surprised her.
"I certainly don't think employers say they
lon't care about GPAs," she said. "But the strong
nessage is that experience is the key to get out
here."
Most companies want a "more well-roundec
ixperience" in a new hire, Nelson said. Employjrs
will wonder how students without job expeience
will perform on the job when they have to
uggle many roles.
Scammom agreed, saving GPAs matter onlv
or certain technical careers, such as engineering
md accounting. "If you're going to build a bridge,
rou need to know what two and two equals. You
leed to have gotten through those courses," she
laid.
Students in more people-oriented jobs, such
is journalism and public relations, need "softer
ikills," she said.
Generally, student leaders should not worry
ibout being unemployed after college because
hey will land almost as many offers as high GPA
itudents, Oh said.
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