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Maximizing Student Employee Output: The Software Training for Students Program at the University of Wisconsin - Madiso

Maximizing Student Employee Output: The Software Training for Students Program at the University of Wisconsin - Madison. Tina Rettler Ann MacLaughlin-Berres 3-31-03. UW-Madison. Enrollment - Fall 2002: 41,507 Budget - $1.6 Billion Faculty / Staff – 2,213 / 12,624 Land acres - 10,649

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Maximizing Student Employee Output: The Software Training for Students Program at the University of Wisconsin - Madiso

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  1. Maximizing Student Employee Output: The Software Training for Students Program at the University of Wisconsin - Madison Tina Rettler Ann MacLaughlin-Berres 3-31-03

  2. UW-Madison • Enrollment - Fall 2002: 41,507 • Budget - $1.6 Billion • Faculty / Staff – 2,213 / 12,624 • Land acres - 10,649 • Annual degrees granted – 8,900 • Undergraduate cost of attendance • Resident $12,649 (Tuition/fees: $ 4,089) • Non-Resident $24,709 (Tuition/fees: $15,976)

  3. Software Training for Students Program • Part of the Division of Information Technology • Software classes available to all students at UW-Madison • Teach about 750 classes per year, serving 8000+ • Topics range from basic word processing to Flash to Dreamweaver and ASP • 26 student trainers, 1 graduate assistant, 1 FT manager • Funded by technology fees embedded in tuition

  4. Topics for today’s presentation • Current issues with student employees • STS students have taken us… • Understanding generational differences • What works in STS – solving some of the employee issues • Learning from your students • Wrap up/Conclusion

  5. Issues with Student Employees • Work Ethic/Punctuality • Motivation/Discipline issues • Loyalty/Commitment issues • Learning Styles • Attitudes on serving/Authority • Decision making/Conflict Resolution • Communication/Language • Presentation of Self – hair, dress, piercings, etc.

  6. Students have taken STS to these heights… • Oracle/Internal website work • External Website • Hardware/ghosting – little $ spent on equipment/garbage picking • Marketing/Graphic Design • Orientation and Mentorship • Pending projects – Train the Trainer, Quality Study, Online course registration system

  7. Briefing – Core Values

  8. Seeing it from their point of view ©www.generations.com

  9. X, Y, Millennial…What? • Understanding the generations • What they bring and what you can expect • What they expect from you • Words of caution… • One Phat, sweet dude • Management YOUR way?

  10. Our students bring… • High self esteem • Creative thinking skills • Adaptability • Expectations of learning and growth • Techno-savvy • Entrepreneurial thinking skills • Independence - Desire for responsibility • Understanding and acceptance of diversity • Fierce loyalty to managers that are knowledgeable, caring coaches

  11. They expect… • Mentorship and collaboration • Meaningful, challenging work, shared purpose • Comfortable, low stress environment, flexibility, FUN • Work towards accomplishment, goal setting, final products • Colleagues - not kids/parents • Feedback – constructive and positive, but always to the point • Respect their insights, ideas • Increased responsibility • Learning and training opportunities

  12. Words of Caution… • Casual loyalty – what have you done for them lately? • Micromanagement may send them packing - Following up vs. being a shadow • Authority = respect? Not necessarily… • Blue hair – is it really THAT important?

  13. One phat, sweet dude • Just in time, all the time • Schedule update/status meetings • Find informal and formal methods to meet and share info • Sure ways to make yourself irrelevant • Job Descriptions – for you or them • Give it to ‘em straight and to the point • Share the “to do list” with all • Publicize accomplishments weekly • Use technology when appropriate, but try not to overuse.

  14. The STS Way - Leading with a “Gen” Mind… • Explain the big picture • Be a role model for what you expect • Give credit for thinking, questioning, risk taking • Have fun – inside and out! Everyone plans! • “I care about you and your work here.” • Scheduling/Flexibility (tv, holidays, party nights) • Expectations up front, enforce consistently • Trust • Work=building resume/experience • Attention to work/life balance

  15. Other Factors for Recruiting, Motivating, and Retaining… • Promise responsibility – follow through! • Avoid judging • Accommodate individual needs whenever possible • Forgive impatience • When they want, where they want? • Challenge NOW. • Celebrate!

  16. Learn from them…yes, it is possible! • Watch how they learn and adapt to change. • Count on them to assist with progress – encouraging everyone to stay current • Celebrate, rather than resent technical expertise. Think about where and how you can use that expertise. • Applaud their willingness to want to share information and ideas. They WANT to work with teams!

  17. Follow up and Questions Thank you for attending! Tina Rettler Manager Software Training for Students trettler@doit.wisc.edu (608) 265-4615 Ann MacLaughlin-Berres Graduate Assistant Software Training for Students ann@doit.wisc.edu (608) 265-6699

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