While browsing through the Association of Private Sector Colleges and University’s fall magazine, The Link, I was struck by the advertisements. To be clear, a “Private Sector College” is a euphemism for a proprietary institution, and the bulk of their quarterly magazine’s content, at least for the last year or two, is devoted to criticism of gainful employment legislation, and to an extent, whining about public and not-for-profit privates. As you can imagine, their magazine is chocked full of marketing for various companies which offer services that the for-profit sector can use to maximize their profits—things like lead generation companies, website analytic tools that promise to give you more insight about the prospective students checking out your website, and online career tools that allude to higher placement rates. None of this was surprising to me—after all, it is only natural that for-profit educational institutions are going to be viable marketing targets for companies looking to make money in a new area.
What struck me most however, were the ads that were offering service in the area of compliance. For example, Compliance Point is a company that is offering their ACE program, an ‘online compliance portal’, to colleges and universities. Their services include everything from ‘secret shoppers’ to snoop on Admissions Representatives to job placement verification/compliance, and even general “gainful employment compliance”. In this one magazine, I counted no fewer than 5 ads which offered compliance-related services—offering to be “your source for default prevention services” and using terminology such as “compliance driven”, “default preventative”, and event the classic fear-tactic: “are you protected?” to lure the institutions to their compliance-management product.
In my naiveté, I was imagining gainful compliance being handled by the institutions directly, perhaps with the assistance of outsourced services for certain components. I was picturing concerned professionals thinking strategically about how practices might need to change in order to comply with regulations, and discussing strategies with faculty and administrators at various levels of the institution. In the early stages of the development of gainful employment legislation, when I was working at a for-profit, I was not imagining gainful employment compliance as the type of thing that we could simply hand off to an outsourced company to manage. Although I was concerned about the work-load and transitional pains that we might experience, completely outsourcing this responsibility seemed… well, irresponsible. It appears that since that time (I left the for-profit sector just over a year ago), compliance management for gainful employment regulations has blossomed into a full industry itself… and, I imagine, a potentially quite profitable industry too.
Although the various compliance management products are offering to take the burden of compliance management off the shoulders of the institution, I have to wonder about where the buck will stop when inevitably a client of one of these companies is found to be non-compliant. Since the Dept. of Ed. will come after the institution, will the institution attempt to turn around and go after the compliance management company? The compliance management companies are surely aware of this possibility, and they are likely writing their contracts with the institutions to protect themselves (note: I tried to find more information on the websites that I visited, but they were all mysteriously vague…). In short, it is unlikely that they are actually taking on the full responsibility, as their websites and marketing would have you believe.
In any case, here we have profits to be made off the for-profits. This is just one example of further commercialization of higher education—perhaps amplified because it is (mostly) focused on the already for-profit sector. What’s next?