Name: Lavanya Kotte
Running for: Co-President for Education & Employability
Course: MBA Strategic Project Management, Postgraduate.
Previous involvement with ENSA: None.
Manifesto
Students deserve more than promises. They deserve results.
If elected, my priority will be improving employability, strengthening academic representation, and ensuring real accountability in decision-making.
First, employability must become practical and structured. I will push for every programme to include real-world industry projects and stronger links with employers. I will work to expand internship pipelines, host regular employer networking events, and introduce early CV, LinkedIn, and interview preparation sessions from Year 1 — not just in final year. Graduating with a degree is not enough; students need demonstrable skills and experience.
Second, I will transform how Programme Reps operate. Representation should not be reactive or symbolic. I will introduce structured monthly rep meetings, transparent issue tracking, and “You Said, We Did” updates so students can clearly see outcomes. Reps will be supported with guidance on how to present evidence-based solutions, ensuring concerns lead to measurable change.
Third, I will prioritise transparency and communication. Students should know what decisions are being made, why they are made, and how they affect us. I will provide regular updates and ensure student voices are heard directly in discussions with staff.
Finally, I believe in accountability. If something isn’t working, it must be addressed. I will focus on realistic, achievable improvements that directly impact students’ academic experience and future careers.
This is about action, not slogans. If elected, I will work consistently, communicate clearly, and push for practical changes that genuinely improve student outcomes.
Note: all manifestos are posted as provided and cut off if they exceeded the set limit (300 words).
+If elected, what would you do to address the issues faced by students around employability?
Fix CVs, LinkedIn & Interview Skills Early (Year 1, Not Final Year)
Introduce compulsory Year 1 employability bootcamps.
I Would
Run mock assessment centres every semester.
For Example :
Every student leaves first year with:
- A professional CV
- A LinkedIn profile reviewed by recruiters
- A 30-second elevator pitch
Bring Employers Onto Campus — Regularly
Networking shouldn’t depend on confidence level.
I would:
- Host monthly employer panels
- Run sector-specific networking nights
For Example 1: Finance Night: 5 recruiters from banks + Q&A + CV drop session
- Track Outcomes Publicly
- Support International & Underrepresented Students
- Skill Gap Training (What Employers Actually Want)
- Create a Structured Internship Pipeline (Not Random Emails)
+If elected, how would you work with programme reps?
Set Clear Expectations From Day One
Reps often don’t know what “good” looks like.
I would:
- Create a simple 1-page role framework.
- Set monthly priorities aligned with key student issues (assessment, feedback speed, employability, wellbeing).
Example 1:
Every rep must submit a short monthly issue summary (top 3 issues + evidence + suggested solution).
Example 2:
Reps track one measurable improvement per semester (e.g., feedback turnaround reduced from 4 weeks to 2 weeks).
If roles are vague, results are vague.
2. Create a Structured Communication System
Right now, communication is reactive and chaotic.
I would introduce:
- Monthly rep roundtables.
- A shared digital dashboard tracking issues and progress.
Example 1:
A live issue tracker showing:
- Issue raised
- Date raised
- Who is responsible
- Status (open/closed)
Example 2:
- Quarterly joint meeting with course leaders where reps present top concerns directly — not filtered.
If issues disappear into email threads, nothing improves.
3. Train Reps to Be Problem-Solvers, Not Complain Collectors
Most reps escalate problems emotionally, not strategically.
I would run short training on:
- Negotiation basics
- How university decision-making works
- How to present data effectively
Example 1:
Instead of “Students are unhappy with deadlines,” reps present:
- % of students affected
- Impact on performance
- Proposed alternative scheduling
Example 2:
Workshop on turning complaints into structured proposals (problem → impact → solution → benefit).
Better quality input = faster institutional response.
4. Close the Feedback Loop Properly
Students stop engaging when they don’t see outcomes.
I would require:
- A “You Said / We Did” summary published every semester.
- Reps to report back to cohorts within 2 weeks of meetings.
Example 1:
“Students asked for recorded lectures → Now implemented in 3 modules.”
Example 2:
“Assessment clarity issue raised → Marking rubric updated and shared.”
Transparency builds trust.
5. Recognise and Incentivise Good Reps
If there’s no reward, engagement drops.
I would push for:
- Formal recognition certificates.
- LinkedIn recommendation letters.
- Annual “Outstanding Rep” awards.
Example 1:
Top reps receive employability reference letters from senior staff.
Example 2:
Recognition added to co-curricular transcript.
If we want high performance, we need visible recognition.
6. Align Programme Reps With Strategic Goals
Reps shouldn’t only deal with complaints. They should help shape improvement.
I would involve them in:
- Curriculum review discussions.
- Employability strategy planning.
- Student experience redesign projects.
Example 1:
Reps consulted before major assessment redesign.
Example 2:
Reps contribute to improving internship pathways within programmes.
This shifts them from reactive to strategic contributors.
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