I am struggling to improve my writing flow and be more cohesive for my research's Data and Evidence section on the declining first-year retention rate at a community college.

Evidence that the problem exists was established during a needs assessment completed in collaboration with the appropriate organizational stakeholders. The first step in the needs analysis was to identify the gaps between the Organization's current and desired state. A gap analysis (see Appendix A) was developed using internal organizational sources and an interview with the Vice President of Student Affairs during this process. In order to identify Gaps, the desired target retention date was defined using national benchmarks, regional data, and historical averages. The target rate was compared with the current retention rate to identify the "gap" in student retention. Looking at specific student groups, academic programs, and demographics helped to determine if the gap is distributed evenly or concentrated in certain areas by analyzing contributing factors through researching existing literature on factors influencing student retention in other Organizations. This includes academic challenges, financial difficulties, a lack of engagement, career uncertainty, and personal issues. Using student interviews and surveys with students who have dropped out or are at risk of leaving will help understand the reasons for departure. This qualitative data offers valuable insights into the factors contributing to the gap. Institutional data on academic performance, financial aid usage, student support service utilization, and demographics will also be researched to identify potential correlations with retention rates. The retention rate of first-year students is 59% instead of 65%, causing a 6% gap in performance (National Park College Office of Institutional Research and Reporting, 2024). This performance gap is known as a present negative gap. A present negative performance gap occurs when there is a difference between what is currently happening and what should be happening within an organization. This gap also signifies a tactically or strategically weak area within the Organization (Rothwell, 2005). The gap analysis reveals several other significant performance gaps at the Organization, including graduation rates (9% gap), utilization of academic advising services (40% gap), tutoring services (40% gap), and financial aid approval rates (40% gap). These gaps negatively impact the Organization's reputation, finances, academic achievement, student success, diversity, and satisfaction rates. Addressing these gaps through targeted strategies and initiatives is crucial for improving student outcomes and organizational effectiveness. A notable gap is in graduation rates. The expected graduation rate is 35%, but the current rate is 26%, resulting in a 9% gap. This gap is associated with decreased academic achievement and a reduced number of graduates, which affect the Organization's ranking and student success rates. The utilization of academic advising and tutoring services also shows gaps. The expected utilization of academic advising services is 50%, while the current utilization is 40%, leading to inadequate academic advising and potentially impacting student success and retention rates. Similarly, the expected utilization of tutoring services is 60%, but the current utilization is only 40%, indicating inadequate tutoring services that could hinder student success and retention. The financial aid approval rate also exhibits a gap. The expected rate is 80% of students benefiting from financial aid, but the current rate is only 40% of students benefiting. This gap is described as causing a 20% increase in achievement gaps and a 12% decrease in student body diversity. The Retention Gap was highlighted with the help of statistical data from previous studies. In the study by Caballero (2020), graduation rates have been on an unimpressive trend over the last five years and have never exceeded 65% of those falling short of the national average, with only 40% of students finishing their programs promptly for each program in which they are enrolled. According to the study by Nieuwoudt and Pedler (2023), most respondents emphasized insufficient academic support as the leading reason for leaving one's program prematurely and earlier than necessary. The Gap analysis identifies poor utilization of campus resources as an intervening cause of student retention challenges. A subset of student records from the Organization's department for student services, tutoring, counseling, and academic advising reveal that most enrolled Students do not take advantage of available support systems (McCulloh, 2022). For example, less than 30% of students use educational advising services. However, a study reveals the likelihood of staying enrolled and graduating on time for students who frequently meet with academics (Patterson Silver Wolf et al., 2021). Gap analysis, like the one completed on the retention rate at the Organization, is an essential part of the performance improvement process. According to Rothwell (2013), it is the gap analysis that helps determine how far away the Organization is from meeting the desired performance goal, the direction the Organization needs to go in to get to the desired performance goal, and what resources are available to be used when addressing the gap. The gap analysis established the central gap in performance and three other additional gaps that could impact the ability to close the main gap in performance. With this additional information, the needs assessment can establish the following steps to address the performance issue and what will be needed to take those steps. This information will also help establish the difference between the problems created by the gap and the root cause of the gap (Rothwell, 2013). Potential Root Causes The Organization's Ishikawa root cause analysis served as a crucial action toward understanding the causes of recurring student attrition. The Ishikawa fishbone diagram (Appendix B), also called a cause-and-effect diagram, is a visual tool used to identify the root causes of a defect or problem. Information from previous studies sheds light on the importance of this analysis and how it will affect student retention. The potential causes contributing to the problem are systematically categorized using this diagram. This information helps drill down to the root cause rather than just addressing the symptoms of the issue. Delving deeper into the roots of the Organization's first-year attrition issues reveals several potential causes. One prominent factor is the inadequacy of academic support services. Patterson Silver Wolf et al. (2021) highlight the prevalence of insufficient academic assistance among the Organization's students, with more than 70% expressing dissatisfaction with the availability and accessibility of support services. McCulloh (2022) suggests that addressing this gap through faculty development and improved support services is imperative for improving retention rates. Financial aid limitations also emerge as a significant hurdle for low-income and first-generation students. Thomas et al.'s (2021) data indicate selective restrictions on financial aid, contributing to disparities in access to higher education. Policy revisions aimed at streamlining financial aid processes could mitigate these disparities and promote equity among students. Financial limitations contribute significantly to worsening this issue. The statistics from the Department of Financial Aid in the Organization reflect a high population with insufficient finances to pay tuition fees and related costs; more than 50% of enrolling students rely on grant funds for their education. Additionally, Haverila et al. (2020) empirically found that college students who face financial hardships are more likely to drop out before graduation, further supporting financing woes' effect on retention rates. Another critical root cause is the disconnectedness of campus resources, as evidenced by student's lack of awareness about available support services. This highlights the importance of improving communication and outreach efforts to ensure students know and utilize available resources effectively. The Thematic analysis of the root causes offers a comprehensive understanding of the Organization's retention challenges, pointing toward specific areas for intervention. Faculty development emerges as a crucial intervention point, with research indicating that supportive and involved teachers are more likely to facilitate student success (Norvilitis et al., 2022). By investing in faculty training and development, the Organization can create a more conducive learning environment for students. Moreover, enhancing support services such as academic advising and tutoring is essential for promoting student retention and success (McCulloh, 2022). Allocating resources toward improving these services can provide students with the assistance they need to overcome academic challenges. Additionally, policy revisions addressing financial aid limitations are paramount for promoting equity and access to higher education (Thomas et al., 2021). By reanalyzing financial aid policies and processes, the Organization can remove barriers to student success and ensure all students have equal opportunities for academic advancement. The thematic analysis thus provides valuable insights into the root causes of an Organization's retention issues and offers a roadmap for effective intervention strategies.