UI Predictive Modeling for Recruitment & Retention · UI Predictive Modeling for Recruitment &...

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UI Predictive Modeling for Recruitment & Retention Michael Hovland, Director of Enrollment Mgmt Data Analytics Knute Carter, Assistant Professor, College of Public Health BI Community Presentation January 18, 2017

Transcript of UI Predictive Modeling for Recruitment & Retention · UI Predictive Modeling for Recruitment &...

Page 1: UI Predictive Modeling for Recruitment & Retention · UI Predictive Modeling for Recruitment & Retention Michael Hovland, Director of Enrollment Mgmt Data Analytics Knute Carter,

UI Predictive Modeling for Recruitment & Retention

Michael Hovland, Director of Enrollment Mgmt Data AnalyticsKnute Carter, Assistant Professor, College of Public Health

BI Community PresentationJanuary 18, 2017

Page 2: UI Predictive Modeling for Recruitment & Retention · UI Predictive Modeling for Recruitment & Retention Michael Hovland, Director of Enrollment Mgmt Data Analytics Knute Carter,

Two Primary Types of Predictive Enrollment Models at UI

• Prospect Models (Introduced 7/15)– All junior and senior prospects

• Admit Model (Introduced 3/15)– Begins when students are admitted

Page 3: UI Predictive Modeling for Recruitment & Retention · UI Predictive Modeling for Recruitment & Retention Michael Hovland, Director of Enrollment Mgmt Data Analytics Knute Carter,

Most Important Factors in Enrollment Predictive Modeling

• 80-90 variables chosen from:– Student academic ability– Student enrollment preferences/intentions– Length of time students are interested UI– Strength of interest in UI– Student demographics/characteristics– Institutional data (financial aid, housing, and

orientation)

Page 4: UI Predictive Modeling for Recruitment & Retention · UI Predictive Modeling for Recruitment & Retention Michael Hovland, Director of Enrollment Mgmt Data Analytics Knute Carter,

What Predictive Modeling Looks Like

• Scores are stored in MAUI on a scale of 1-99– The higher the number, the more likely the student is

to enroll• Each probability of enrollment also carries a

corresponding percentile rank• To get an enrollment projection for any group,

you sum the probabilities and divide by 100• Most of our enrollment comes from the top 3

deciles or top 30%

Page 5: UI Predictive Modeling for Recruitment & Retention · UI Predictive Modeling for Recruitment & Retention Michael Hovland, Director of Enrollment Mgmt Data Analytics Knute Carter,

Predictive Modeling Scores Are the Beginning, not the End

• Updated scores are generated weekly depending on student activity– Some students will go up and others will go down

Page 6: UI Predictive Modeling for Recruitment & Retention · UI Predictive Modeling for Recruitment & Retention Michael Hovland, Director of Enrollment Mgmt Data Analytics Knute Carter,

Benefits/Uses of Predictive Modeling

• Identify students more likely to enroll• Predict aggregate enrollment of groups

– Admissions counselor territories– High schools– Ability bands– Racial/ethnic groups– UI Colleges and departments– Scholarship program recipients– Students likely to take specific courses

Page 7: UI Predictive Modeling for Recruitment & Retention · UI Predictive Modeling for Recruitment & Retention Michael Hovland, Director of Enrollment Mgmt Data Analytics Knute Carter,

Applications of Predictive Modeling Data in Diverse Areas

• Marketing and communications• Financial aid scholarships• Housing• Orientation• Presidential scholarships• Course and section planning• Admissions waiting lists

Page 8: UI Predictive Modeling for Recruitment & Retention · UI Predictive Modeling for Recruitment & Retention Michael Hovland, Director of Enrollment Mgmt Data Analytics Knute Carter,

Use of Predicting Modeling Datain Marketing and Communications

• Use the admit model and prospect model to determine which prospective students will receive print publications

• Start with a target numeric goal– Omit and protect certain groups of students

based on characteristics– Use predictive modeling scores to fill in the gap

between the number of protected students and the target numeric goal

Page 9: UI Predictive Modeling for Recruitment & Retention · UI Predictive Modeling for Recruitment & Retention Michael Hovland, Director of Enrollment Mgmt Data Analytics Knute Carter,

Use of Predicting Modeling Datain Financial Aid Scholarships

• The overall yield rate for incoming freshmen is under 30%– This means that UI does not spend 70 cents of

every dollar of scholarship moneys offered• To project total scholarship costs, staff multiply

the cost of every scholarship offered times the probability of enrollment for each student

• FA staff also use projected scholarship headcounts to do 6-year cost projections

Page 10: UI Predictive Modeling for Recruitment & Retention · UI Predictive Modeling for Recruitment & Retention Michael Hovland, Director of Enrollment Mgmt Data Analytics Knute Carter,

Use of Predicting Modeling Data in Housing

• Enrollment probabilities can be summed to project:– Likely occupancy for each residence hall– Likely size of each living/learning community

Page 11: UI Predictive Modeling for Recruitment & Retention · UI Predictive Modeling for Recruitment & Retention Michael Hovland, Director of Enrollment Mgmt Data Analytics Knute Carter,

Use of Predicting Modeling Datain Orientation

• Incoming freshmen attend one of series of on-campus orientation programs throughout the summer

• Students are scheduled (and advisors assigned) based on program of study

• Orientation staff can use probabilities to determine the likely number of slots needed for each major

Page 12: UI Predictive Modeling for Recruitment & Retention · UI Predictive Modeling for Recruitment & Retention Michael Hovland, Director of Enrollment Mgmt Data Analytics Knute Carter,

Use of Predicting Modeling Data with Presidential Scholarships

• Every year the UI awards 20 Presidential Scholarships to incoming freshman

• Several hundred scholarship applications are pared down to a group of 30-40 finalists

• Probabilities are used to determine how many finalists are to be offered presidential scholarships

Page 13: UI Predictive Modeling for Recruitment & Retention · UI Predictive Modeling for Recruitment & Retention Michael Hovland, Director of Enrollment Mgmt Data Analytics Knute Carter,

Use of Predicting Modeling Datain Course and Section Scheduling

• Academic departments can use probabilities to determine the number of adjunct instructors to hire and the number of sections of courses to offer

Page 14: UI Predictive Modeling for Recruitment & Retention · UI Predictive Modeling for Recruitment & Retention Michael Hovland, Director of Enrollment Mgmt Data Analytics Knute Carter,

Use of Predicting Modeling Data with Admissions Waiting Lists

• Last year the UI Admissions Office instituted a waiting list for students applying after May 1

• This year the waiting list will come much earlier

• Probabilities are used, along with student profile data, to determine how many students to admit from the waiting list

Page 15: UI Predictive Modeling for Recruitment & Retention · UI Predictive Modeling for Recruitment & Retention Michael Hovland, Director of Enrollment Mgmt Data Analytics Knute Carter,

Establishing Multiple Types of Enrollment Predictors

• Predictive modeling scores• Longitudinal trends for applications, admits,

and admissions acceptances• Housing applications• Admissions deposits• Orientation reservations• FAFSAs received• ACT and SAT scores received

Page 16: UI Predictive Modeling for Recruitment & Retention · UI Predictive Modeling for Recruitment & Retention Michael Hovland, Director of Enrollment Mgmt Data Analytics Knute Carter,

What Have We Learned and Where Do We Go From Here

• Technical issues• Challenges of aggregate group predictions

early in the admissions cycle• Model changes necessitated by external

circumstances• New retention and success models

Page 17: UI Predictive Modeling for Recruitment & Retention · UI Predictive Modeling for Recruitment & Retention Michael Hovland, Director of Enrollment Mgmt Data Analytics Knute Carter,

Individual vs. Aggregate Predictions

• Individual is easy; most admissions uses of PM data simply rely on ranking probabilities from top to bottom. It doesn’t matter if a student is a 0.89 or 0.86

• But when you’re summing probabilities to make an aggregate enrollment prediction, it matters a great deal whether a student is 0.89 or 0.86

Page 18: UI Predictive Modeling for Recruitment & Retention · UI Predictive Modeling for Recruitment & Retention Michael Hovland, Director of Enrollment Mgmt Data Analytics Knute Carter,

The Arc of Aggregate Predictions over the Admissions Cycle

• Weekly patterns of apps, admits, deposits, and predicted enrollments can vary greatly by time of year – even when the end result is the same

• Examples of when predictive modeling is most accurate and when it isn’t

Page 19: UI Predictive Modeling for Recruitment & Retention · UI Predictive Modeling for Recruitment & Retention Michael Hovland, Director of Enrollment Mgmt Data Analytics Knute Carter,

Weekly Patterns of Admissions Acceptances Vary a Great Deal During Year

Week Number 2014

Pct 15 Dep Change 1 Yr

Pct 16 Dep Change 1 Yr

Pct 17 Dep Change 1 Yr

44 29.61% 6.68% 4.44%45 27.26% 6.32% 7.24%46 25.15% 7.72% 8.03%47 25.27% 8.14% 10.25%48 24.05% 8.78% 13.63%

Census % 12.83% 12.89%Cenus # 4061 4582 5173

Page 20: UI Predictive Modeling for Recruitment & Retention · UI Predictive Modeling for Recruitment & Retention Michael Hovland, Director of Enrollment Mgmt Data Analytics Knute Carter,

But Weekly Deposits Compared to Final Census Numbers Very Similar

Week Number

Pct Dep of 14 Census

Pct Dep of 15 Census

Pct Dep of 16 Census

Diff 15 and 16

44 17.6% 20.3% 19.1% 1.1%45 19.6% 22.1% 20.8% 1.3%46 21.2% 23.5% 22.4% 1.1%47 22.7% 25.2% 24.1% 1.1%48 24.0% 26.3% 25.4% 1.0%

Page 21: UI Predictive Modeling for Recruitment & Retention · UI Predictive Modeling for Recruitment & Retention Michael Hovland, Director of Enrollment Mgmt Data Analytics Knute Carter,

In Fall and Early Winter, PM Data Varies Considerably YOY

Week Number

Pct Diff 15 PM from Census

Pct Diff 16 PM from Census

Diff 15 and 16

44 65.1% 58.3% 6.8%45 70.1% 63.4% 6.7%46 74.3% 66.8% 7.5%47 77.6% 71.6% 6.0%48 80.2% 74.1% 6.1%

Page 22: UI Predictive Modeling for Recruitment & Retention · UI Predictive Modeling for Recruitment & Retention Michael Hovland, Director of Enrollment Mgmt Data Analytics Knute Carter,

Weeks 9-15, PM Projections More Accurate than Deposit Projections

Week Number

Pct Diff 15 PM from Census

Pct Diff 16 PM from Census

Diff Col F and G

9 95.1% 94.8% 0.3%10 96.0% 96.4% -0.4%11 98.1% 98.0% 0.2%12 98.2% 98.7% -0.5%13 99.2% 99.6% -0.4%14 100.3% 99.4% 0.9%15 100.8% 100.6% 0.2%

Page 23: UI Predictive Modeling for Recruitment & Retention · UI Predictive Modeling for Recruitment & Retention Michael Hovland, Director of Enrollment Mgmt Data Analytics Knute Carter,

Problem of Interest: Enrollment

Page 24: UI Predictive Modeling for Recruitment & Retention · UI Predictive Modeling for Recruitment & Retention Michael Hovland, Director of Enrollment Mgmt Data Analytics Knute Carter,

What Kind of Data Processing Do We Need?

• Identifiable population of potential enrollees• One record per person, containing all

explanatory information• Assurance that all included variables have

same interpretation for past and present data (e.g. date related fields)

Page 25: UI Predictive Modeling for Recruitment & Retention · UI Predictive Modeling for Recruitment & Retention Michael Hovland, Director of Enrollment Mgmt Data Analytics Knute Carter,

Variables of InterestWe use a wide variety of potentially informative variables:• Location data: State of residence, distance to

UI/ISU/UNI, raw latitude/longitude• Preference data: ACT/SAT data on college choice, size

preference, max tuition, college type etc.• Interest data: campus visits, orientation attendance,

self-initiated inquiries, intended major, time since first contact

• Demographic data: Parents’ education level, financial aid status

• Many more

Page 26: UI Predictive Modeling for Recruitment & Retention · UI Predictive Modeling for Recruitment & Retention Michael Hovland, Director of Enrollment Mgmt Data Analytics Knute Carter,

Model Output and Potential Applications• We produce an enrollment probability estimate for each

member of the active admit population• Application 1: Evaluate individual outcomes

– Targeted messaging– Early picture of likely melt– Indications of factors driving enrollment, and opportunities to

intervene

• Application 2: Estimate the total number of likely attendees – Difficult problem due to shifting population (stealth applicants)– Can inform financial aid spending estimates, enrollment rates by

demographic/location factors

Page 27: UI Predictive Modeling for Recruitment & Retention · UI Predictive Modeling for Recruitment & Retention Michael Hovland, Director of Enrollment Mgmt Data Analytics Knute Carter,

Desirable features

We want statistical techniques with good:1. Predictive ability2. Robustness to inclusion of extraneous

information3. Capability to explore complex relationships

between explanatory variables and outcomemeasures

Page 28: UI Predictive Modeling for Recruitment & Retention · UI Predictive Modeling for Recruitment & Retention Michael Hovland, Director of Enrollment Mgmt Data Analytics Knute Carter,

Trees: Basic Concepts• Pro: Easy to interpret• Pro: Capture complex

relationships within, and interactions between, variables of many types

• Con: Highly variable• Con: Difficult to find ‘best’

tree, generally grown with greedy algorithm

• Con: Can’t easily capture linear relationships

Page 29: UI Predictive Modeling for Recruitment & Retention · UI Predictive Modeling for Recruitment & Retention Michael Hovland, Director of Enrollment Mgmt Data Analytics Knute Carter,

Gradient Boosted Trees• Instead of using single trees, or averages of many trees

(random forests), we grow many trees sequentially. • Each new tree contributes a small amount to the

classification (enroll/not enroll)• This procedure is performed under cross-validation to

prevent overfitting• Implemented via the gbm package in R. • Details require arguments from numerical optimization

(see Hastie, Tibshirani, and Friedman 2009, Chapter 10)

Page 30: UI Predictive Modeling for Recruitment & Retention · UI Predictive Modeling for Recruitment & Retention Michael Hovland, Director of Enrollment Mgmt Data Analytics Knute Carter,

Parameters to Fine Tune Model Accuracy

• Tree depth• Number of features

– Available– Maximum included

• Minimum leaf size• Number of trees

Page 31: UI Predictive Modeling for Recruitment & Retention · UI Predictive Modeling for Recruitment & Retention Michael Hovland, Director of Enrollment Mgmt Data Analytics Knute Carter,

Performance MeasuresPrediction

Actual Outcome Enroll Don’t Enroll

Did Enroll True Positive False Negative

Didn’t Enroll False Positive True Negative

Sensitivity = # True Positive / # Did EnrolledSensitivity = True Positive Rate

Specificity = # True Negative / # Didn’t Enroll1-Specificity = False Positive Rate

Page 32: UI Predictive Modeling for Recruitment & Retention · UI Predictive Modeling for Recruitment & Retention Michael Hovland, Director of Enrollment Mgmt Data Analytics Knute Carter,

Accuracy Over Time

Page 33: UI Predictive Modeling for Recruitment & Retention · UI Predictive Modeling for Recruitment & Retention Michael Hovland, Director of Enrollment Mgmt Data Analytics Knute Carter,

Accuracy Over Time

Page 34: UI Predictive Modeling for Recruitment & Retention · UI Predictive Modeling for Recruitment & Retention Michael Hovland, Director of Enrollment Mgmt Data Analytics Knute Carter,

Accuracy Over Time

Page 35: UI Predictive Modeling for Recruitment & Retention · UI Predictive Modeling for Recruitment & Retention Michael Hovland, Director of Enrollment Mgmt Data Analytics Knute Carter,

Accuracy Over Time

Page 36: UI Predictive Modeling for Recruitment & Retention · UI Predictive Modeling for Recruitment & Retention Michael Hovland, Director of Enrollment Mgmt Data Analytics Knute Carter,

Summary Reports of Admissions Index

[show examples]

Page 37: UI Predictive Modeling for Recruitment & Retention · UI Predictive Modeling for Recruitment & Retention Michael Hovland, Director of Enrollment Mgmt Data Analytics Knute Carter,

Issues: Model Changes Due to External Circumstances

Examples to look out for:• Housing• Financial Aid• Snapshot Alignment• Shifts in Enrollment Patterns

Page 38: UI Predictive Modeling for Recruitment & Retention · UI Predictive Modeling for Recruitment & Retention Michael Hovland, Director of Enrollment Mgmt Data Analytics Knute Carter,

Key Behaviors for Admit Model: When Patterns Change Model Affected

• Setting up a Hawk-ID after admission• Visiting campus• Filing a FAFSA• Accepting admission• Applying for/completing housing app• Registering for orientation

Page 39: UI Predictive Modeling for Recruitment & Retention · UI Predictive Modeling for Recruitment & Retention Michael Hovland, Director of Enrollment Mgmt Data Analytics Knute Carter,

Predictive Modeling Enhancements

• Predicted first-year GPA for entering freshmen

• Retention predictions– First year to second year– Second year to third year– Third year to fourth year

• Graduation predictions– Four-year and six-year graduation likelihood

Page 40: UI Predictive Modeling for Recruitment & Retention · UI Predictive Modeling for Recruitment & Retention Michael Hovland, Director of Enrollment Mgmt Data Analytics Knute Carter,

Challenges of Retention Models and How They Differ from Recruit Models• Student academic profile and course-taking

behaviors don’t change frequently in high school

• At UI we have a great deal more data that changes frequently:– Changes in program of study and college– Mid-term, term, and cumulative grades– Course drops and adds

Page 41: UI Predictive Modeling for Recruitment & Retention · UI Predictive Modeling for Recruitment & Retention Michael Hovland, Director of Enrollment Mgmt Data Analytics Knute Carter,

Discussion

• Who is using predictive modelling?• If so, what for?• Do you have applications in mind and are

interested in learning more?