1. Engaging Student Leaders Outside the RA Position: A Peer Mentorship Model Iesha Valencia, M.Ed. Nicole Hoyes Wilson, MSW

2. How has being a Mentor engaged you as a student leader? “This has been primarily an interpersonal engagement, a growth of skills in creative consensus formation, and a "leadership" that is more in tune with the ways in which my interests and passions can be made to serve others within the given framework of a themed community or a themed need.” Casey Jones 2 nd Year Mentor Xavier Global House Millie Bown Russell Leadership

3. Learning Objectives Provide a model for learning community peer mentors Learn from our successes and challenges Provide an opportunity for shared best practices

4. Today’s Flow: Overview of SU Learning Communities Why do we need LC Mentors? LC Mentor Responsibilities Recruitment, Selection & Training Assessment Lessons Learned Group Discussion Mentor Narratives

5. Seattle University Private Jesuit Catholic Institution Seattle University is dedicated to educating the whole person, to professional formation, and to empowering leaders for a just and humane world.

6. History of LCs

7. Why Learning Communities? LC’s provide students an opportunity to integrate their in class and out of class experiences. Benefits ◦Retention ◦Sense of belonging ◦Integrated experience

8. Overview of Seattle University Learning Communities

9. LC Mentor History Year 1 1 LC All returning students were mentors Faculty Feedback Divisional Needs Best Practices Year 2 2 LC’s Newly developed role w/application process Job description Quarterly Development Mid-Year Evaluation Process Year 3 3 LC’s Further developed role Revised job description Quarterly Development Mid Year Evaluation Process Mentor Involvement with Committees Early Move In

10. Current

11. Why did you choose to become a mentor rather than other leadership positions on campus? “I wanted to be a Learning Community Mentor above all other SU leadership positions because it offers me the best of both worlds; I believe that my position as mentor has granted me the ability to create an amazing community in my hall and, at the same time, keep up my duties as a student and extremely active member of the SU campus and Seattle Community.” Katherine Owen 1 st Year Mentor Xavier Global House

12. Roles & Responsibilities of the LC Mentor Promote the LC specific goals and values Relationship building with residents Assist with Departmental needs Program development and implementation Attend regular meetings

13. Learning Community Partnerships Leadership Teams ◦Faculty Director ◦Residence Hall Director ◦Seminar Faculty ◦Relevant Campus Departments ◦Resident Assistants ◦Mentors

14. Resident Assistant vs. LC Mentor Administrative tasks Policies & procedures Conflict mediation Crises response Room & board No monetary compensation Roles & Responsibilities Community Development ProgrammingRole Model Communication & Collaboration

15. 2011-2012 Recruitment ◦Nomination postcards ◦Info sessions in Residence Halls ◦Application ◦Interview with RHD ◦Interview with Faculty Director of LC ◦Selection & Placement Recruitment & Selection

16. Spring Training Fall Training Quarterly Trainings Individual Development from RHD Training & Development

17. Have your joys, passions and talents been utilized to the best of your ability in this position? How can we better utilize these as a department/staff? “My passions for leadership and community have definitely been utilized in this position as a mentor. I love leadership and the feeling of living in a strong community. Living in the Millie last year really helped me embrace these passions and demonstrate them to the residents that live on the floor. Having a strong passion for community is something that will really help the department and staff. Rachel Ehrenkranz 1 st Year Mentor Millie Bown Russell Leadership

18. Department surveys ◦How can we assess the impact mentors have on the community? ◦How can we use the mentors to assess our Learning Outcomes? Mid-year Mentor evaluation End of year Mentor evaluation Assessment

19. Reflection

20. AchievementsChallenges Dedicated students Signature programs Millie Retreat Xavier: community of the year nomination Retention Feeder to other leadership positions Reduction in RA stress Role confusion Compensation Motivation Supervision Accountability RA/Mentor relationship Training Lessons Learned

21. Group Mixtures: Institutions who have mentors Institutions who are developing programs Institutions who are interested in developing a program Common success & challenges Report Out Group Dialogue & Discussion

22. Questions? Iesha Valencia, M.Ed. 206-296-6329 valencii@seattleu.edu Nicole Hoyes Wilson, MSW 206-296-2589 hoyesn@seattleu.edu