Building and Training the ResLife Family

Rana Hakami & Megan MacKenzieSimon Fraser University

3 areas of development identified from past feedback

◦ Gap between two teams (CAs & OLs)

◦ Quality of training/OL skill development

◦ Teambuilding within the larger team (departmentally)

Background

New professional staff

◦ 2 new Residence Area Supervisors

◦ 1 new Manager, Reslife Training Programs

Lots of experience

◦ Combined total of 55 years ResLife experience from 10 institutions in Canada and the US

Fresh ideas (double edged sword)

◦ Blank slate = lots of opportunity

Resources

Back to the basics◦ What do staff need to know?◦ What are the additional things we want them to

know?◦ What parts are common versus position-specific?◦ Inclusivity is a top priority

◦ Scheduling – progression of knowledge

Philosophy

Content and flow

Successes Challenges

• Increased control over progression of knowledge

• Consistency• More opportunities for

small groupwork• More accountability for

participation• Easier for us (only had

to deliver session once)

• A lot more work• Role of TLs in

delivering sessions• Effective use of

breakouts• Lack of advocacy for

the Orientation Program

Inclusivity

Successes Challenges

Senior leadership teambuilding (raftbuilding, etc.)

Took away gap between teams

Post-training relationships and resources

Confidence in content (filling vacancies)

Professional staff “bad habits”

Lack of institutional lingo / culture

Under-utilization of the Orientation Assistant

Logistics

Successes Challenges

Know where all staff are at all times

Ability to include senior staff in facilitating learning

Limited spaces for large groups – fewer options

Meals Professional staff

burnout Lack of institutional

knowledge Training eyes bigger

than belly

Post-Training Evaluation (student staff)

Post –Training Management Meeting / Debrief

◦ To assess original goals & refine for future

Move-In Survey to department

◦ To specifically assess interactions

Reflection Survey (student staff)

◦ To assess new approach 6 months in

So how’d we do? (assessment)

Community staff◦ Well prepared in theoretical knowledge◦ Covered a wider range than expected◦ Mixed feedback on team time◦ Enjoyed large-scale team building

“I really liked these sections [ed. Teambuilding Opportunities]. I felt like I made connections to CAs/staff in other communities, which will help me have strong resources to work with throughout the year.” – Community Advisor

Feedback – Post-Training Evaluation

Orientation Staff◦ Felt connected to the larger ResLife team◦ Team Leaders felt leadership was recognized

Participating in Senior CA training Raft-building exercise

“The Monopoly Piece Challenge was a great improvement from the OL/CA integrated challenge last year. The focus on this week being ResLife staff training was fantastic.” - Orientation Leader

Feedback – Post-Training Evaluation

Residence Life Management Team◦ Well-rounded for all staff◦ Want to continue joint training format

Proposed changes for next fall ◦ No training after move-in◦ More focus on creating Orientation-specific

breakouts◦ Use AC time to better prepare senior staff to

facilitate learning◦ Use returner interviews to solicit feedback

Feedback – Post-Training Evaluation

Residence & Housing◦ Improvement in communication between ResLife

and Front Desk staff◦ Smoother, more integrated process for students

They welcome students to campus in ways that only students to students can do. - Residence and Housing Staff

There has been a huge improvement. It allowed Reslife & Front Desk to work more closely together as one unit & a joint team. – Res Admin Staff

Feedback – Fall Move-in 2011

“really great in creating a sense of community between 2 groups”

“helped ease transition into working at move-in / orientation because we were already comfortable helping each other & helping new residents”

“it reminded us that both roles are just as important, especially when it came to working on our leadership skills & abilities”

“helped keep our policies uniform”

“nice to have non-CA residents know what CAs do”

Reflections on Training (Benefits)

“training far more geared towards community staff”

“too large of a group to get to know at once”

“it would be good to have more group specific sessions – teams & areas”

Reflections on Training (Drawbacks)

Find opportunities to collaborate / combine

◦ January Training ◦ Peer Programs ◦ Other?

Financial Considerations ◦ For us – more cost effective

Orientations to neutralize costs ◦ Normally – more people means more $$

Is this for you?

Goals met, just need to refine process!

Conclusion

Contact Information: ◦ Megan MacKenzie (nee Callaghan)

Residence Area Supervisor – Townhouses & Hamilton Hall

mcallagh@sfu.ca

◦ Rana Hakami Manager, Residence Life Training Programs rhakami@sfu.ca

Questions?