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Our Housing and Residence Life Competencies & What Really is Important
Tom Ellett, President-Elect ACUHOITom.ellett@nyu.eduTwitter: @TeEllett
+Welcome Delegates To PersORGProf
Who is this? And how can it help me and my organization? We will explore.
+ We will think about these three roads which we travel on for our journey this morning:
Using a lens to ‘assess’ each of these in the ‘current reality’
The OrganizationThe Professional
The Personal
+Who am I? A journey of My Life
+The importance of Stories
+
+Which way Did I say to go?
+
9+What is a Body of Knowledge?
A Body of Knowledge is how a profession describes what its members
need to know or be able to do that is distinct from other professions.
Also thought of as: Core Competencies Knowledge Standards Conceptual Framework
of the Field
But Definitely Not: A job description. Checklist or evaluation tool on
its own. A description of how or how
well something needs to be done.
+ 10
Point of the ACUHO-IBody of Knowledge
The primary goal of our Body of Knowledge “is to create a tool the association can use to strategically plan educational services” for our members. (p.1)
What do our members need to know?
How can the Association plan it’s educational portfolio to meet those needs?
The secondary purpose is to assist campus housing and residence life professionals “in furthering their development and professional education”. (p.4)
Who do I want to be? What do I need to know to
be ready for those roles? How can I obtain those
skills and knowledge?
Primary Goal Secondary Purpose
11+Development Process
A task force was formed and a national consultant was engaged to facilitate the process.
Verification Survey Completed.
Focus Groups Conducted.
Face-to-Face & Virtual Task Force Meetings Held.
Expert Panel (Task Force) Created.
Reviewed Relevant Literature.
Slide adapted from Schreiber, P., Diekow, L., and Sobota, L. (2012).
12+Our Body of Knowledge
12 Knowledge Domains. Knowledge Domains are the organized
“clusters of understandings” in our field. Some Knowledge Domains are further
delineated by subdomains.
Each Knowledge Domain Organized with 3 Functional Levels. Functional Levels are defined by operational focus.
We are a complicated and multifaceted profession; Our Body of Knowledge needed to capture the essence of
all that we are across housing and residence life.
+ The Professional Approach
Ethics: Do No Harm
Live by: Assist where we can – always
Build professional reputation: Respond to all inquiries
Know your role
+ 14
Our 12 Knowledge DomainsAncillary
PartnershipsFiscal Resources
and Control
Conference Services
Human Resources
Crisis Management
Information Technology
Dining Services Occupancy
Evaluation & Planning
Resident Educational Services
Facilities Management
Student Behavior
Your thoughts of the list? Surprised something is not on the list?
http://www.acuho-i.org/resources/core-competencies?portalid=0
+
Competency Training:
SupervisionDecision MakingCrisis InterventionSelecting StaffBudgetTechnologyManaging Multiple Priorities Case StudiesMentoring TimeProfessional Development
NHTISHO
AIMHO CollegeHow we gain proficiency:
16+Ancillary Partnerships
Campus Partners
Know who they are
Know how you can help them
Off campus Partners
Parents
Alumni
GIVE EXAMPLES on how YOU could develop this domain?
17+Crisis Management
More than getting a Master’s degree
Learn from others (at other institutions)
Mold
Student Death
Natural Disasters
Give example or share story on how you developed this domain?
18+Dining Services
Self Op vs. Outsource
RFP Process
Dining Services is only as good as the contract of the institution & the management team there
Give example of things you might do to develop yourself in this domain?
+
Periodic External Reviews by colleagues
Staff want: ownership, vision, a voice
PLAN For the Future
CAS Standards
Best Practices NASPA Excellence
Exit Interviews
ACUHO-I StandardsInstitute
B.O.K.
Evaluation and Planning
20+Facility Management
APPA & ACUHOI Facilities Management
New construction
Refurbish / renovate
Know our corporate partners (learn the methods for furniture, construction, engineering, campus planning)
+
Know history of department (traditions) History can repeat itself
What are “our” values session
Staff Resume
How I hear your story: Tuesdays with Tom, Meet your RAs/RDs and conversely meet your Director
Reinforcing the past / planning for the future
What are the ways to develop yourself in this domain?
Human Resources
+ Organizational Structures
+What the Entry Level Staff Want/Need
Knowledge of the data!!! (Example) Policies
Support personal needs Communication
Give voice and involvement in decisions Personalities
Leaders who lead, people with passion, willingness to change
Perks Education and know my special needs
Blurring of lines with leadership Blending with other levels
Mentorship
24+Information Technology
Organizational Products Assignments / Billing Student Behavior
Communication products
Creating a Brand for you & your team (#SM)
What are ways you have seen someone gain leverage in this domain?
25+Res Ed Services Next practices
What are the issues Legal Issues
Value Added Living / Learning
Programs and Traditions for students
Involvement of Students in decision making
Give examples of how you are developing in this domain?
+NASPA AWARDS 2011 Housing, Residence Life Winners
NASPA’s Excellence Awards http://www.naspa.org/programs/awards/excwin.cfm
2011
Housing, Residence Life, Contracted Services, Judicial and related
oGold Award: Academic Success in Seconds: One Minute Clinics at Minnesota State University Mankato, Minnesota State University-Mankato; Submitted by: Alisa Dean
oSilver Award: AWARE Program and Residence Life: A Sustained Model Partnership for Alcohol Abuse Prevention at the University of Wyoming, University of Wyoming; Submitted by: Lena Newlin
oBronze Award: Goodwill not Landfill: Supporting Environmental and Social Responsibility, Boston University; Submitted by: Daryl Healea
+NASPA AWARDS 2012 Housing, Residence Life Winners
NASPA’s Excellence Awards http://www.naspa.org/programs/awards/excwin.cfm
2012
Housing, Residence Life, Contracted Services, Judicial and related
oGold Award: The E.P.I.C. Journey Sanctioning Model, University of Texas at San Antonio; Submitted by: Jan McKinney
oSilver Award: Serving Those Who Have Served- Veteran Housing Policy, University of California-Irvine; Submitted by: America Esparza
oBronze Award: Ethics Awareness Week: An educational event to engage students in discussions of ethical issues in the University and the Work Place , California State University-Bakersfield; Submitted by: John Hultsman
28+Other Domains Conference Services
Fiscal resources
Occupancy
Student Behavior
How might we enhance these domains?
+Knowledge of what our profession is facing Social Media & Technology
Career Services
Mental Health issues
Public / Private Partnerships
Risk Management
Graduate students
Internationalization of our campuses
Professional Development
Creating signature programs for your campus
30+Our Functional Levels
Each Knowledge Domain is Organized Around 3 Functional Levels
Strategy and Policy Function Establishing and/or
approving the plans for achieving the goals of the department or
mission of the organization.
Management Function Overseeing the performance and/or
operation of college or university housing activities and/or personnel.
Direct Service Function Providing support and/or service directly to college or university housing customers or to other
housing personnel.
31+How does ACUHOI help?: Integration into ACUHO-I
ACUHO-I’s Educational Portfolio should focus across the Knowledge Domains.
Completing a Gap Analysis to determine what we currently offer our members, and what gaps exist. Identify ways to fill those gaps.
Integrating the language and priorities of the Body of Knowledge into existing educational resources.
Standardizing the Body of Knowledge as a norm in the broader housing and residence life profession.
+ 32
Integrating into Department
Identify Which Knowledge Domains
Matter Most for What
Areas
Identify What Developmenta
l Opportunities You Offer Now
Match Your Current
Opportunities to Knowledge
Domains
Identify Gaps in What You’re Offering and What Matters Most for Your
Teams
Identify Ways to Improve,
Offer, or Expand
Developmental
Opportunities
WorkshopsOnline EducationConference Attendance1:1 MentoringLarger Staff Development
• Breadth?• Depth?• Focused To Narrowly?• At What Level?• For Whom?• What Matters Most?
• What are we covering well?
• Is it at the right level?• Do staff understand
the larger business?• Who are most of your
developmental efforts focused on?
• Who is not getting enough?
• How can we develop a plan that fills our gaps?
• Are there some roles that need much deeper opportunity?
• Who can provide us educational resources to address gaps?
• How do we do it the most economically and impactfully?
33+Integrating Into Your OwnCareer Planning
There are several sources of information and documents to help guide your own personal and professional development plans.
Our Body of Knowledge identifies the areas needed in housing and residence life that are distinct from other areas in higher education. More general skills and knowledge (like communication skills,
ethical decision making, leadership, organizational development, and others) are articulated in more generalized competency models for student affairs and higher education.
You should use all of these sources to map out your developmental plans for the future.
34+Integrating Into Your Career Planning
Who Am I? Who Do I Want to
Be? How Do I Get There?
What skills, experiences and knowledge do I have today?
What roles do I want to pursue down the road?
What skills, experiences and knowledge do those roles require?
What are the gaps between what the skills I need and what I have today?
How can I develop them?
35+Integrating Into Your Career Planning Our Body of Knowledge can help you identify those gaps.
ACUHO-I can help you develop those skills, knowledge and experiences you need to prepare you for your next role(s). Conferences, Institutes, Webinars, Virtual Roundtables Online Courses and Certificate Programs Books and White Papers Volunteer Involvement in Association Committees and Activities
81% of employers say that experiences gained through volunteer work are taken into account when evaluating candidates.*
76% say skilled volunteer experiences makes a candidate more desirable.*
Wanting a new role, and preparing yourself for that role, are not the same thing!
*NASPA. (2013). Skills-based volunteering increases employability. Leadership Exchange, Fall, 2013, p. 6.
+
Opportunities
FUN
True THAT
High School Trends will follow on to
College
Balance
“Regular”
resident
Integrating Into Your Life
+
•Stay active – publish, present & association work
•Gain perspectives (read, travel, immerse in difference)
•GIVE BACK!
+ The Personal
UncomfortabilityKnowledge
RelationshipsCare
Self AwarenessCompassion
+
It’s back…. Finding my Griffins!
40+Questions ??
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