internal auditor

account representative

faculty

data engineer

financial analyst

Adtalem Global Education

Your title might be Student Support Advisor, but make no mistake- this is a call center job and you are a customer service rep. Your main function is to be available to take inbound phone calls and maintain over 85% availability every single day. It does not seem to matter to management how high your quality assurance scores are or how successful you are in helping students solve their problems; the only thing that is talked about in meetings is how to increase your team's availability, especially when it comes to internal business partners (basically, this means admissions- this is the only dept they seem to care about, they are far more important than the students calling in). If you cannot maintain their ridiculously high availability standards, your remote work privileges will be removed and you will eventually be fired (I saw this happen to several SSAs I worked with). 

I did enjoy working here when I first started because I had a great team lead, but the company values and leadership team has really gone downhill over the last few years and it's sad and frustrating. The focus is NOT on the students. If it was, then team meetings would not be centered around increasing availability. It is baffling how obsessed management is with availability percentages and Not Ready Time. With all the legal issues that this company has dealt with recently, you would think that they would be focusing on servicing the students or increasing the quality of the courses offered, but they are not. I genuinely feel bad for the students that attend DVU and Keller, because this company does not have your best interests at heart. They do not care as much about continuing students as they do new students. I was a student here myself while I was an employee and routinely brought up issues that I experienced as a student that I also saw happening to my own students. We are talking about major issues here- misplaced financial aid/reinstatement paperwork that never got reviewed after weeks of waiting, misadvised students who ended up getting academically dismissed after being told by their advisers that it was ok to withdraw out of their courses, etc. 

Morale is very low here due to all of the layoffs- there seemed to be a major layoff every few weeks.This company has a reputation for denying unemployment benefits (this happened to several SSAs I worked with).This company does have some really smart, dedicated employees that genuinely care about their students and want them to succeed- let them do their job to the best of their ability and reward them for what really matters, like accurately advising their students and increasing academic persistence. Focus on increasing the graduation rates (which are abysmal) and not availability time. Give the SSAs time to finish their emails and notes and allow them adequate time to review accounts and not have them constantly rushing back onto the phones after finishing yet another phone call. This obsession with high availability all the time causes mistakes to be made on a regular basis- some of them major. Bring the focus back onto the students and giving them a quality education so that they can become happy, successful members of society.

Competitive Compensation: The salary and benefits packages are competitive for the industry.
​Cons: * Leadership Alignment: There is a significant disconnect in the leadership chain. Decision-making is often influenced by personal relationships rather than professional merit, leading to inconsistent strategy and unprofessional conduct at the highest level.
​Work Environment: The culture is characterized by high levels of interpersonal conflict and "triangulation." 
​*Human Resources & Retention: HR processes feel transactional rather than supportive. There is a perceived lack of job security, as performance metrics are often bypassed in favor of internal politics. High-performing contributors are at risk due to a lack of objective oversight in termination or disciplinary actions.
​
​Professional Standards: There is a lack of accountability regarding professional conduct and decision-making, which impacts staff morale and departmental efficiency.
​Chain of Command: Communication often bypasses direct supervisors, leading to an environment where performance is secondary to internal politics.
​Employee Retention: The current climate creates significant concerns regarding job security. When HR interventions appear to be driven by personal leanings rather than performance data, it hinders the ability of staff to focus on our primary mission of excellence in education."
​Cons: * Leadership Alignment: There is a significant disconnect in the leadership chain. Decision-making is often influenced by personal relationships rather than professional merit, leading to inconsistent strategy and unprofessional conduct at the management level.
​Work Environment: The culture is characterized by high levels of interpersonal conflict and "triangulation." Managers who prioritize personal agendas over departmental goals create an environment that feels exclusionary and unstable.
​Human Resources & Retention: HR processes feel transactional rather than supportive. There is a perceived lack of job security, as performance metrics are often bypassed in favor of internal politics. High-performing contributors are at risk due to a lack of objective oversight in termination or disciplinary actions.
​

There are wonderful people working within the organization who truly want to support their fellow colleagues. Additionally, benefits and flexible time off are a plus to ensure people are able to take time away from work. It does feel like the benefits are good to bribe people with staying with the organization.

However, it is a volatile organization. I have been with the organization for less than a year, and in that time there have been multiple layoffs and reorganizations. Morale internally is low, as people have been shocked to learn their colleagues--some with over 10 years of experience--are suddenly gone. Meanwhile, leadership will say that the organization is performing extremely well. As someone who has yet to be laid off, there's a sense of it being no a matter of "if" but "when."

The organization also has real difficulties with communication. Things are not communicated on time or are rushed, so there's an unnecessary sense of urgency. Leadership tries to do quarterly town halls, but they do not provide adequate information to employees. They are not engaging, and important information that shared, such as changes to bonus structure, reviews, etc., are missed because there's nothing shared out afterward to review.

There needs to be better communication from leadership. Full stop. You can tip-toe around why you are doing mass layoffs multiple times a year. An email that has a lot of business jargon talking layoffs as company "optimizations" and "reorganization." It comes across as tone-deaf, as you are essentially saying to do great things, the people laid off are not important.

Chamberlain University has a history of constantly mistreating their students and lacking a lot of efficiency in the workplace. This has caused many students to face, academic issues, financial issues, and especially issues regarding their practicum applications. What truly exacerbates these issues is the management that puts themselves first by protecting the branding of the school. This can look like not fully reviewing students complaints and constantly putting issues on the backburner in order to have have to put in additional effort in order to mitigate these issues. 
The hardest part about being a student advisor was knowing that there was nothing that I could in supporting the students because my job would be at risk if I were to put the students needs first rather than listen to whatever management had instructed. The management will tell you to "assume positive intent", but will not do the same for you when you do your best in supporting the student. 
All in all, this is a very toxic work environment and also students who are looking to complete their Master's of Science in Nursing should look elsewhere for a better school.

As an Student Support Advisor,this is really a call center job and you are a customer service rep!! Please be advised this is the truth!!!! Your main function is to be available to take inbound phone calls and maintain over 85% availability every single day. They change the metrics for this job every 6-8 weeks. It does not seem to matter to management how high your quality assurance scores are or how successful you are in helping students solve their problems; the only thing that is talked about in meetings is how to increase your team's availability, especially when it comes to internal business partners. If you cannot maintain their ridiculously high availability standards, you will eventually be fired. They consistently express " care for their employees " but they honestly do not care! They will send things to the students and the SSAs would have no clue until students call in.

This job is very depressing, they ask for you to reviews of performance and do absolutely nothing to fix it. After 2 years in this job you get very depressed. All the SSAs look forward to PTO and taking more days off.







They have recently moved to more of work/life balance; however, once you are salaried, you will be required to keep your work email on your smart phone and respond to "urgent" emails timely (regardless of day and time) and you will NOT be compensated for your phone data usage.  Current training is customer service focused, not true student finance and academic solid, but it is good training and would be a great stepping stone to another higher education business/college.  I  truly loved the people I worked with and that was indeed the best part of the job.  The hardest part of the job is watching people you may deem somewhat inept be promoted regularly.  If you can determine what is highly visible and important and smash it out of the park you will be promoted even though you never technically mastered the job you were in.  Persons who learn and master the job they are in are not considered for promotions and often passed over.

This is by far the worse place I have worked. The only positive is our ability to work 100% remote (for now). Very limited advancement opportunities, unless you volunteer to take on additional responsibilities to your already full plate. Most staff members are completing daily job functions designed for 2 to 3 people. Management doesn't care if you are overwhelmed my your duties just as long as it's done. Also, the more competent you are (guess what) you are rewarded with more work, including your slacker coworkers work AND your managers work. The work is never delegated fairly which leads to burnout & less motivation. Typical corporate behavior. The annual merit compensation is a complete joke; 2 percent if you are lucky. Then you find out your slacker coworker has received the same. This organization is great short term employment for the recent college grad to segue to another field. But be prepare to work more while the slackers & people who didn't finish college make more than you & earn more salary.

I worked extemporaneously for hours with their cisco calling system that allowed me to input info for students and professors that called requesting password changes.  There were always simultaneous acquisitions of differing multitude that systematically created an intuitive and inventive process to align students and professors with a new portal that was accessed via a d# and password. Essentially, this was an interval based unitized calling apparatus obligation which lightly not heavily counted on me to answer calls and put the e-mail addresses, telephone area codes and six digit student phones into the oracle middleware fusion software.  Also active directory was one of the main features when professors and students would call in to retrieve their e-books.  The phone alerts were very key and critical to examining and exhuming in integrity of all faculty accounts.

If you like a comfortable / flexible work schedule, this place is for you. Vacation and personal time is generous and management is very flexible when it comes to having to change your schedule last minute. Remote work is available for many positions. 

But if you're looking for a job that rewards employees for proving you can go above and beyond or using talents outside of your position, look elsewhere. Compensation structure is confusing and can (and does) result in no increase even after being promoted pay grades. There are no bonuses of any kind and recognition is non-existent unless you're part of upper management. 

There are constant promises of future increases if you do more work, but it rarely materializes. As a result, most employees do the bare minimum to get by which can result in tension between departments that have to work together.

My colleagues are fantastic to work with, and we collaborate well, but overall morale has plummeted. Employees are being let go unpredictably for the most baffling reasons, leaving the rest of us to pick up the pieces. We scramble to figure out next steps, only to find that essential documentation is either missing or hopelessly outdated. While change in personnel can be beneficial, it feels like new hires are being set up to fail, and people are unfairly blamed for issues beyond their control.

It’s disheartening. Many colleagues have dedicated years to this company, only to receive minimal merit increases while their workload continues to grow. We have incredibly hardworking people who go above and beyond, yet the entire team ends up being punished simply for doing their jobs. The new four-day RTO policy will likely make things even more challenging, especially for those managing long commutes and family responsibilities.

Top Job Titles	Average Salary
Internal auditor 60 salaries reported	$119,611 per year
Account representative 33 salaries reported	$78,485 per year
Faculty 30 salaries reported	$78,219 per year
Data engineer 30 salaries reported	$118,038 per year
Financial analyst 21 salaries reported	$23.20 per hour

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