Building and Training the ResLife Family

1. Building and Training the ResLife Family RanaHakami & Megan MacKenzie Simon Fraser University

2. Background • 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)

3. Resources • 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

4. Philosophy • 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

5. Content and flow • 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 Successes Challenges

6. Inclusivity • 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 Successes Challenges

7. Logistics • 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 Successes Challenges

8. So how’d we do? (assessment) • 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

9. Feedback – Post-Training Evaluation • 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

10. 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

11. 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

12. Feedback – Fall Move-in 2011 • 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

13. Reflections on Training (Benefits) • “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”

14. Reflections on Training (Drawbacks) • “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”

15. Is this for you? • 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 $$

16. Conclusion • Goals met, just need to refine process!

17. Questions? • Contact Information: • Megan MacKenzie (nee Callaghan) • Residence Area Supervisor – Townhouses & Hamilton Hall • mcallagh@sfu.ca • RanaHakami • Manager, Residence Life Training Programs • rhakami@sfu.ca