1. Job Expectations, Ethics & Staff Discipline
Abi Aparajithan & Ryan Burnette

2. Learning Outcomes
Components of the CA or RA job description and their importance
Instruction on the staff agreement
What constitutes “good” work?
Instruction on staff ethics and accountability
Instruction on the staff discipline process

3. Job Description
You may NOT have any other employment while you are on contract with Housing
RA position should be your principle non-academic activity
Know the mission of University Housing and how it relates to your position
Know community expectations and communicate conflicts with your supervisor(s)
Serve as a resource to your residents and be a positive role model in the community
Maintain a presence in your community and get to know residents throughout the building rather than just your floor/hall
Create an environment on your floor/hall that is inclusive to all and allows residents to feel comfortable in their new home
WORKING TITLE: Resident Assistant
CLASSIFICATION: Student Employee
POSITION SUMMARY The Resident Assistant (RA) lives and works with a group of 30 to 75 students in one of nine residential communities. The primary purpose of the position is to promote community development, assist in crisis management situations, and enforce University and Departmental policies.
SUPERVISOR: Graduate Resident or Residence Hall Director
CONDITIONS OF EMPLOYMENT:
Have completed two semesters (fall and/or spring) of full-time student experience at the time of employment.
Have a minimum cumulative grade point average of 2.50 at time of application and maintain a minimum cumulative and semester UGA grade point average of 2.50 during the period of employment. If the minimum cumulative or semester UGA GPA is not maintained, the RA may be granted one (1) academic term to return to the minimum standards. If the RA is unable to achieve minimum standards after one academic term, s/he may be terminated. New hires may not begin their contract under probation due to failure to meet the minimum academic requirements.
Be available for a full academic year (August to May) if agreement period begins in August.
Be a full-time student in good standing at the University of Georgia. An RA must carry an academic course load of at least 12 hours and no more than 18 hours. No exceptions will be granted during the first semester. Any exception exceeding 18 hours for subsequent semesters must be approved prior to registration by your graduate resident/residence hall director and area/senior coordinator.
May not hold any other assistantship, fellowship or other employment including work-study either within or outside the University of Georgia.
The RA position is the principle non-academic activity. Extracurricular activities should not conflict with the time needed to perform effectively as an RA throughout the academic year.
All new hires must actively participate in ongoing weekly training sessions in the first full semester of their work commitment.
POSITION RESPONSIBILITIES:
Support, communicate, enforce and abide by all University of Georgia and University Housing policies, procedures and regulations.
The RA will remain in the assigned community on scheduled Sunday through Thursday duty nights from 5p.m. to 7a.m. The RA will remain in the assigned community on scheduled weekends from 5p.m. to 5p.m. either Friday to Saturday or Saturday to Sunday. While on duty, the RA will remain near a phone, except to make building tours as outlined by their supervisor and/or area/senior coordinator.
Be available and accessible to students within the community throughout the year in addition to their regular duty nights.
Remain in the community until all students have left for a break period and return early to open the community after a break period. RAs will be expected to provide staff support in communities that remain open during vacations or breaks. Staff responsibilities begin prior to the opening of the communities for fall training and continue through the closing of the communities at the end of the academic year.
Provide support for all residents and promote an understanding between students by encouraging and facilitating programs within the residence hall community.
Participate in all University Housing and community training and in-service activities including, but not limited to: fall training, winter training and spring orientation.
Participate in all meetings including, but not limited to: weekly staff meetings, community staff meetings and one-on-one meetings with your supervisor.
Participate in all community opening, closing and transition-related activities including student check-ins and check-outs.
Work the community desk a minimum of three (3) hours each month or as often as deemed necessary by residential community professional staff.
Assist community office staff during a crisis or emergency, maintaining appropriate confidentiality.
Participate in and support University Housing staff recruitment, selection and evaluation processes.
Complete various reports including, but not limited to: weekly reports, incident documentation, work order logs, duty logs, Room/Apartment Inventory Cards, program report forms and Resident Interaction Logs.
Respect and recognize the diversity of beliefs, values and interests of UGA students.
Be consistent in behavior toward all students.
Develop and maintain relationships with residents in the building.
Discuss potential referrals and/or problems with the graduate resident, residence hall director and/or area/senior coordinator.
Regard any personal information about residents as confidential to protect the rights of the residents and increase trust and credibility as a peer helper. However, the RA will “consult up” as appropriate with her/his supervisor.
Be involved and encourage student involvement in campus and residence hall activities.
Assess the programming and developmental needs of students by means of questionnaires or personal contacts to meet residents’ academic, educational, multicultural, safety/security, recreational, and social needs.
Support hall/community councils by attending meetings (preferably weekly) and programs. The RA will also support community organizations and the Residence Hall Association by encouraging students to be involved and by attending sponsored programs.
Work closely with all student, graduate and professional staff in the community to meet student needs.
Discuss any issues s/he might have with other staff members with that person. If s/he is unable to do so, s/he should talk with his/her supervisor. If the problem is with his/her immediate supervisor, s/he should consult the area or senior coordinator.
Encourage the principles of individual responsibility and respect for others’ development through role modeling, challenging and education.
Perform other duties consistent with the purpose of the position.

4. RA Agreement Salary and Benefits Academic Requirements
Responsibilities
Duration of Agreement
Salary and Benefits:
Residential Space
Cash Stipend of no less than $4, for the academic year.
Staff members are required to have their paychecks deposited via electronic/direct deposit.
Academic Requirements
Minimum academic course load of 12 hours and no more than 18 hours per semester during employment.
No exceptions during the first semester
Prior to first semester 12 hours must be maintained but more than taking more than 18 credits should be approved by the Area Coordinator prior to registration
First-year hires are required to enroll in one seminar facilitated by pro/grad staff of University Housing during the first semester.
Attendance in these seminar sessions is mandatory
RA must have a minimum cumulative UGA GPA of 2.5 at the beginning of the agreement terms.
RA must maintain both a minimum cumulative and semester UGA GPA of 2.50 during the entire employment term.
If minimum GPA is not attained staff will be granted one academic semester to return to the minimum academic standards.
After one semester if the GPA is not at minimum standards the staff member will be terminated.
Responsibilities
By signing this agreement you acknowledge the responsibilities of the position outlined in the position description and accept all of those requirements and duties.
It is also your responsibility to be fully familiar with and abide by the policies and procedures as outlined in the Housing Community Guide, University Student Handbook, and CA-RA Staff Manual.
Duration of Agreement
Tuesday, August 5, 2014 to Sunday, May 10, 2015 (ACADEMIC PERIOD)
Reappointed to the position will be determined by an evaluation of your performance which is conducted by your supervisor.
Reappointment is based on the needs and mission of University Housing.
***Although the compensation does include a residental space, the right is reserved to assign roommates to staff based on the occupancy needs of University Housing.

5. What can we do to do TO MAKE OUR COMMUNITIES AWESOME?
WHAT IS GOOD WORK? ACTIVITY

7. Staff Ethics What does ethics mean to you? Case Studies Staff Ethics
University Housing’s Residential Programs and Services (RPS) has adopted these expectations as important and valuable guidelines for all University Housing staff. RPS believes that adherence to these ethics will enhance the success of the residence life program and development of character and maturity of individual staff members.
University Housing encompasses ALL staff, including CAs and RAs. Actions of staff members should reflect positively upon other staff and the department. University Housing staff members bear a sizable responsibility for the welfare of residents, while maintaining sound relationships within the structure of the university and University Housing staffs. The ethical considerations set forth below are behavioral guidelines for the administration of a residential facility. Staff members should adhere to them at all times.
1. Know and understand University Housing’s mission statement and the guiding values and principles. This document aids in supporting our work. We achieve the realization of this goal through programming, student involvement in hall activities, student accountability through peer review and sound fiscal management.
2. Know the policies. Uphold the Constitution, laws and legal regulations of the United States and the State of Georgia. As an individual, conduct yourself in accordance with these rules and regulations.
3. Participate in training opportunities to develop new knowledge. Use this knowledge to improve programs, communication skills and administrative skills. Recognize that both pre-service and in- service training sessions, as well as practical experience are important ingredients in your preparation for effective work with University Housing and in your chosen field.
4. Carry out the responsibilities that you assume as part of your position. If you become negative, negligent or apathetic toward your responsibilities, you risk doing a great disservice to the residents. If you fall short because of outside activities, academic problems or personal problems, you should make an adjustment. This may mean dropping some activities or asking to be relieved of your staff position. Should such a problem arise, it is your duty to see your direct supervisor (graduate assistant, residence hall director, or area/senior coordinator) immediately in order to work out a solution.
5. Staff members should act with integrity, dignity and competence while striving toward improved services, educational programs and administrative tasks. Staff members should behave in such a manner that their actions do not give rise to questions from our stakeholders. Responsibility is not just reporting for duty at a certain time and carrying out what has been assigned, but also involves the initiative to speak up or act in situations for which the CA’s, or RA’s responsibility has not been spelled out exactly. When you observe that residents’ actions need guidance, whether the residents belong to your living group or not, do not hesitate to identify yourself and take action necessary for the good of the residents and the residential facility. This does not mean you must try to handle every situation yourself. Action may take the form of requesting help from an appropriate source. It also involves the initiative to introduce new ideas and develop positive programs.
6. Accept residents as individuals with rights and responsibilities as well as goals and needs. Keep these in mind when creating and maintaining a group living environment in which learning and personal development can occur. Always respect the privacy and property of others.
7. You may receive confidential material and information from several sources. Keep it confidential.
a. Information from other staff members and university administrators must be kept confidential.
b. Recognize the difference between consultation and gossip.
c. Be sure residents confiding in you understand your position regarding confidentiality and inform them that you must reveal certain information to your supervisor.
d. Discussions at staff meetings may be confidential. Use discretion in discussing such information with residents or other staff members outside your hall.
e. You may discuss another student's problem with another staff member when necessary, but never in the presence of another student. Be careful not to be overheard when discussing confidential matters. Refrain from discussing student problems with staff members from other halls except for problems where mutual consultation and information is vital.
f. You should never profit personally from confidential information.
8. Complaining is never appropriate. If you are unhappy with specific individuals or policies, there are proper channels through which your concerns and suggestions can be registered. Seek out the person or office that can hear you out and deal with your concern. Indiscriminate criticisms of the administration, other staff members or residents damage morale and lessen the respect others have for you.
9. An understanding of the lines of authority and the practice of communication is important for any staff. Each staff member reports to a supervisor and belongs to a team. As a team member, you should develop and maintain relationships with other staff members that create an environment of mutual respect, support, trust, and interdependence. Recognize the strengths and limitations of each staff member as you form a team. When disharmony occurs within a staff team, do not gossip or complain to other people about other staff members. Criticizing your fellow staff members in front of non-staff members is never a good idea. Such behavior is counter-productive, destructive and can only erode the prestige and respect that our fellow staff members deserve. Instead, convey support, use constructive feedback, demonstrate respect and maintain confidentiality as you resolve conflict within your staff team.
10. We will all make our share of mistakes. A strong team recognizes the strengths and limitations of each member. Occasionally, a staff member fails to follow through on responsibilities or acts in conflict with policies and procedures. Staff members who do not meet responsibilities or who act in violation of policies and procedures break their trust with the residents and the department, as well as with you. You can demonstrate concern and still hold a staff member accountable for their actions by stating that you are aware of the situation and want to help find a way to communicate with their supervisor. If a staff member fails to inform their supervisor of his or her actions, you have a responsibility to yourself, to the residents, to other staff members, and to the department to report the staff member's actions to the appropriate supervisor. Let us be mature enough to admit our mistakes, be tolerant of the mistakes of others, and work them out together. Disharmony among staff members affects the atmosphere of the entire hall and is ALWAYS best kept among the staff.
11. As a staff member, you ALWAYS represent University Housing and the University of Georgia. It is vital that you develop good lines of communication not only within the department, but also with members of the campus community. When referring to University Housing, use the pronoun "we", and not "they". All staff members must represent University Housing well on and off campus.
12. Loyal staff members do not engage in "buck-passing." You support, in words and actions, the policies of the U.S. and state governments, university, student government, faculty and administration – especially those of the community in which you work and live. Many loyalties are involved in student personnel work. This need not interfere with CA and RA loyalties to residents as there is a dual responsibility to both residents and the university. Staff members should realize that the graduate and full-time staff members, by the very nature of their status as student personnel workers, have a responsibility, first, to the welfare of the residents.
13. A staff member is in a position to be accused of many kinds of favoritism. The student staff member is especially vulnerable to this criticism. Be consistent in how you act and treat others and be consistent in following policies and procedures. Staff must display objectivity and be careful about making exceptions, giving special favors or privileges to anyone that might be misconstrued by others. Never make promises or agreements that are not consistent with policy and your job responsibilities.
14. Use good judgment in social relationships with residents, other staff members and members of the Athens community. Watch your actions so they cannot be questioned when you might have to challenge other's actions. As a staff member, your actions serve as an example to other residents. Always conduct yourself in a mature, dignified manner. There is no better way to command respect and foster trust with others.
This document has been adapted from the Georgia Code of Ethics for Government Service, The Ethical Standards for the Housing Professional from the Association of College and University Housing Officers-International, the RA Handbook at the University of Wisconsin Platteville, and the Tomas Hall Ethics from Eastern Illinois University.

8. Accountability Self Accountability Supervisory Accountability
Peer Accountability

9. Progressive Discipline Model
Verbal Warning
Written Warning
Performance Improvement Plan
Termination
Progressive Discipline
Progressive discipline is the process of giving performance feedback to staff. It gives staff an opportunity to make corrections to their behavior. In a progressive discipline situation in University Housing, there are four actions that might follow although your direct supervisor or area/senior coordinator could choose to skip or go directly to termination of employment status. The four disciplinary actions that might be followed are as follows:
Oral warning (written documentation of such is necessary)
Written warning
Performance Improvement Plan
Termination of employment status
Staff Sanctions
A staff member may be placed on a performance improvement plan by their supervisor or the area/ senior coordinator. The time frame for the performance improvement plan will be determined on an individual basis with the exception of academic difficulties where the staff member is given one semester to reach the required academic standard as outlined in their position description.
Termination of Employment Status
A staff member’s employment status may be terminated by their supervisor or the area/senior coordinator if violations have occurred and/or position expectations have not been met. Conditions of the termination will be determined by the supervisor and/or the area/senior coordinator and may include the following:
Location of residence after leaving the position
Date and time the termination is effective
Student conduct action(s) to be taken (if appropriate)
Termination of Employment Concerns
If a staff member’s employment status is terminated, he or she may express any concerns in writing, to the associate director of residence life or the associate director of staff development and student conduct depending on the reporting structure. Letters of concern must be received within five days of termination. The appropriate associate director will respond to the student in writing or by appointment.
Staff Resignation
If a staff member wishes to resign from his/her position, he/she must inform his/her supervisor in writing. A copy of the resignation letter will be placed in the staff member's file. Where a staff member may reside on campus following a resignation is at the discretion of the area/senior coordinator and the housing assignments office.

11. Thank you for being AWESOME!
Questions or Comments
Thank you for being AWESOME!