Rana Hakami & Megan MacKenzie Simon 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)

 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

 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

SuccessesChallenges 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

SuccessesChallenges  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

SuccessesChallenges  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

 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

 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

 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

 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

 “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”

 “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”

 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 $$

 Goals met, just need to refine process!

 Contact Information: ◦ Megan MacKenzie (nee Callaghan)  Residence Area Supervisor – Townhouses & Hamilton Hall  ◦ Rana Hakami  Manager, Residence Life Training Programs 