In the ever-changing landscapes of testing, it is important that testing centers adapt and evolve in order to meet their goals, whether that goal is to serve their students better, to increase revenue, to expand their operation, etc. Drawing on Temple University's test center experience, this session will discuss the importance of data and how it can be used to help your test center meet its goals.

Conference Track: Test Center Management and Staff Training

Do you find yourself frustrated by your campus' lack of support for testing or interest in test security? Do you feel you've adapted to changes in the field, but your campus is being left behind? If so, this is the session for you! This session will analyze multiple opportunities for testing centers to increase their presence, reputation, and importance on campus and beyond. The presentation and following discussion will arm attendees with ideas on how to collaborate with faculty and staff, stimulate conversations on test security, and increase revenue for your center. Additionally, it will include best practices to mitigate cheating in classrooms and strategies to share this information with faculty.

Conference Track: Test Center Management and Staff Training

This session will focus on how Testing Services at the University of Cincinnati Clermont College went from an undeveloped after-thought to part of a thriving Student Success Center. In the spring of 2015, Testing Services relocated from an old classroom with no privacy, space, or ability to develop to a newly renovated space which allowed Testing Services to quickly re-envision its presence on campus by increasing service offerings and revenue along with student, faculty, and community use. This new awareness prompted the creation of a Student Success Center which focuses on student retention and includes Testing Services, Disability Services, and the College Success Program. Attendees will learn how Testing Services managed to quickly turn things around to become a more prominent entity on campus and in the community.

Conference Track: Test Center Management and Staff Training

This presentation is designed to demonstrate what a small, medium, and large center look like. Virtual tours of centers in the Idaho/Utah region that provide placement, classroom, high stakes, accommodative, and community testing plus more will be shared and discussed. Topics including floor plans, square footage, ratios of computer to paper based administrations and appointment to walk-in traffic, total staff needed, and technology used will all be addressed in this session to help fellow test center staffers see what is needed to run a small, medium, or large center. For our purposes, a small center is one administering fewer than 10,000 exams per year, a medium center is one administering between 10,000 and 50,000 exams per year, and a large center is one administering more than 50,000 exams per year.

Conference Track: Test Center Management and Staff Training

What do you do when your testing program is stuck in 1980? Do you really need to keep ACT seating charts from 1994? Can you call yourself a testing center if all you have is three computers on folding tables? Is it acceptable to use a stack of post-it notes as a testing calendar? Join the testing staff of McNeese State University as we describe how we dug into the clutter, redesigned, revamped, and brought our testing center into the 21st century. During the process of investigating scheduling programs, testing furniture, staffing levels, and contracts with new vendors from both the test administration and university administrative perspectives, we discovered sometimes it's just best to start over.

Conference Track: Test Center Management and Staff Training

The challenge of keeping a workforce composed of non-undergraduate students is one of the most time-consuming management tasks at Florida State University's Testing Center. Between proctoring, checking students in and out, covering the scanning department, and preparing and processing course evaluations, 950 man hours per week are required to cover our needs. We rotate staff through positions on an hourly basis to keep everyone involved in daily operations. Creating and adjusting a daily schedule for 30-35 employees that rotate through over a dozen positions can be mind boggling. These Operations Assistants are casual, hourly paid employees with no benefits. Most are graduate students or the recently graduated. The turnover rate for our pool of proctors is 20-30% each semester making recruiting, hiring, and training continual activities. This presentation will emphasize the importance of the hiring selection process, having a comprehensive training program, and cultivating an atmosphere that encourages responsibility.

Conference Track: Test Center Management and Staff Training