APRIL/MAY 2013 The end of the semester is always difficult. Roommate conflicts that “can no longer wait,” final judicial meetings, and banquets every other night. The end of the semester is in many ways a race to the finish line. We start sprinting around April, and push ourselves beyond our limits until the halls close. This year, April brought with it challenges beyond what anyone could have imagined for the City of Boston. With the Marathon explosion and subsequent lockdown, Residence Life professionals in the City of Boston had their lives turned upside-down as they spent hours talking about and thinking about serving their residents needs during such an unprecedented time. As a Boston SA pro myself, whenever I was tired or worn down I was hearted to see so many of my colleagues in NEACUHO and beyond thinking of us, and supporting us in any way possible. Community is a powerful thing. I was feeling very fortunate to be a part of this wonderful community of SA pros who understand what it means to give all that you have to your students during difficult times. Thank you NEACUHO! Jess Faulk (@jessfaulk) Director of Residence Life at Simmons College Media & Publications Chair Strength from Community MID LEVEL PROFESSIONAL FOCUSED ARTICLES, PGS. 8-9, 10-13, 14-15, 20-21 ANNUAL CONF. AT UNH, PG. 22 SUPERVISING YOUR UNDERREPRESENTED. STAFF MEMBER PGS. 10-13 What’s happening in your District? Pg. 16 NAVIGATOR THE
Transcript
APRIL/MAY 2013
The end of the semester is always difficult. Roommate conflicts that “can no longer wait,” final judicial meetings, and banquets every other night. The end of the semester is in many ways a race to the finish line. We start sprinting around April, and push ourselves beyond our limits until the halls close.
This year, April brought with it challenges beyond what anyone could have imagined for the City of Boston. With the Marathon explosion and
subsequent lockdown, Residence Life professionals in the City of Boston had their lives turned upside-down as they spent hours talking about and thinking about serving their residents needs during such an unprecedented time.
As a Boston SA pro myself, whenever I was tired or worn down I was hearted to see so many of my colleagues in NEACUHO and beyond thinking of us, and supporting us in any way possible. Community is a powerful thing. I was feeling very fortunate to be a part of
this wonderful community of SA pros who understand what it means to give all that you have to your students during difficult times.
Thank you NEACUHO!Jess Faulk (@jessfaulk)
Director of Residence Life at Simmons College
Media & Publications Chair
Strength from Community
MID LEVEL PROFESSIONAL FOCUSED ARTICLES, PGS. 8-9, 10-13, 14-15, 20-21 ANNUAL CONF. AT UNH, PG. 22 SUPERVISING YOUR UNDERREPRESENTED.
STAFF MEMBER PGS. 10-13
What’s
happening
in your
District?
Pg. 16
N AV I G AT O RTHE
The snow is our region is slowly melting and the promise of spring is just around the corner. For many, spring denotes a change of season and renewal. In our field, spring may bring to mind new staffs, job searches and/or new job responsibilities. At the Porter house spring means spring cleaning; one of my husband’s favorite past times! Though I typically make myself scarce, I always gain a sense of personal satisfaction and accomplishment once the task is complete. My husband’s approach to spring cleaning has given me some takeaways that go far beyond cleaning our home but spring cleaning our lives.
1. Commit. Sometimes the hardest thing about making a change or beginning a new routine is getting started. We can always find reasons to postpone going to the gym or even working on a resume. The date keeps getting pushed further back until starting becomes critical. My husband makes sure we all look at the calendar; agree on a spring cleaning weekend and start. If you are like me, you may need to identify a partner to hold your feet to the fire and get started and otherwise commit.
2. Make a plan before you begin your project. At our house, we move like a pack from one room to the next leaving no dust bunnies behind. Breaks are only taken between rooms. Before you start something new this spring, make your plan. Whether watching season one of the Walking Dead or conducting a job search think about how you want to approach the task before starting.
3. Necessary motivational tools need to be assembled. Our cleaning day playlist will undoubtedly include Tyrone Davis, One Direction, Beyonce and the Whispers. Think about what keeps you motivated and helps you
on track. Is it your Starbuck’s coffee, diet coke, or perhaps, a reward you set for yourself upon completion?
4. Be willing to let things go. One of the hardest things for my youngest daughter to do is getting rid of the toys she hasn’t played with in years and clothes she doesn’t wear anymore. Yet, she has a hard time explaining why. We all have some clutter in our life. Clutter can take many forms: old book and papers, clothes that don’t fit, issues that nag away at you, people. Ask yourself “why am I still holding on? Does it deserve the space in my life I’ve dedicated to keeping it?” If you don’t have a good answer, its clutter. If it is something you haven’t used it in a year its clutter. Let go of the clutter.
5. Change your view. At my house spring cleaning results in some shuffling of furniture, adding new throw pillows or adding a vase of flowers. Regardless of the change, looking at a situation from a different perspective can be refreshing.
6. Don’t forget the routine maintenance. Spring cleaning also means getting the furnace cleaned, changing smoke detector batteries and cleaning the chimney. How about your routine maintenance? Schedule time your physical, dental and eye appointments to make sure you are running at your peak of efficiency as well.
7. Let in the fresh air and breathe deeply. Permit yourself to slow down and reflect on the positivity in your life and enjoy the change in your season.
Cindy Long PorterNEACUHO President
From the President’s Desk
Cindy
Time for a little spring cleaning
Greeting NEACUHO!\
I look forward to "retiring" as an administrator and
teaching in several student affairs prep programs.
I look forward to working more with the academic side of the house especially with regards to planning large events. In addition, I look forward to learning more how to plan strategically for the future of our field.
I look forward to being able to over
see the big picture.
I look forward to more responsibilities that will make a large impact on the
living and learning that occurs on the campus I work.
Policy-making on a grander
scale. Getting a meme modeled
after me. A desk placard.
Making large-scale changes that will impact how students interact with
the institution and department.
As you move forward in your career,
look forward to doing that you aren’t doing now?
what do you
Making budgetary decisions that affect the department as a
whole.
Congratulations 2013 NEACUHO Board President: Kim Schmidl-Gage, Keene State
President-Elect: Tim Touchette, Northeastern University
Past Present: Cindy Long Porter, Quinnipiac Univ.
Annual Conference: Shelly Keniston, Bridgewater State University
Corporate Relations: Kathi Bradford, Westfield State
Media & Publications: Robert Vass, University of Bridgeport
Membership: Jen Golojuch, Mount Ida College
New Professionals: John Zocco, Westfield State
Parliamentarian: Paula “Raz” Randazza, Rivier University
Professional Development: Casey Wall, Binghamton University
Program: Jennifer Durocher, Quinnipiac University
Residential Operations: Joshua Hettrick, Westfield State
Secretary: Nate Gordon, Keene State
Social Issues Co-Chair Brenda Ice, Colgate University
Social Issues Co-Chair Jennifer Hapgood, Binghamton University
Structure&Governance/
Historian: Gary Bice, SUNY Fredonia
Treasurer: Joe Murphy, Skidmore College
Technology: Thomas Kelly (TK), Rhode Island College
CHO Liaison: Derek Zuckerman, College of Holy Cross
Marketing: Michael Hamilton, Worcester Polytechnic Institute
60th Anniversary Coord: Matthew Foster, Worcester Polytechnic Institute
District CoordinatorsWestern NY District Coordinator: Samantha Stafford, Ithaca College
Eastern NY/VT District Coord: Christine Lowery-Smith, RPI
Metro NY District Coordinator: Ryan Young, PACE
CT/RI District Coordinator: Mike Guthrie, Quinnipiac University
ME/NH District Coordinator: Sara Essember, Univ. of New Hampshire
MA District Coordinator: Julie Hershowitz, Northeastern Univ.
Thursday, July 18, 2013 Committee Day
Host: Keene State College, ME/NH
Friday, July 19, 2013 Social Issue Committee Events
Host: Keene State College, ME/NH
Saturday, November 9, 2013 RD2B
Host: Hobart and William Smith, WNY Stacey Pierce
Friday, November 15, 2013 Fall Drive In/New Professionals
Host: Central Connecticut, CT/RI Brendan Goodridge
November 17-20 NASPA Region I
Friday, December 6, 2013 Res Ops Drive-In
Host: Worcester Polytechnic Inst., MA Mike Hamilton
1/3/14 to 1/11/14 Social Issue Committee Event
Host: University of Hartford, CT/RI Tatiana Cole
Friday, January 10, 2014 Social Issue Committee Event
Host: Skidmore, ENY/VT Joe Murphy
February RD2B
Host: Merrimack, MA Sara Hicks
Thursday, March 6, 2014 CHO Institute
Host: RIT, WNY Chuck Lamb
Friday, March 7, 2014 WNYE
Host: RIT, WNY Chuck Lamb
Friday, March 14, 2014 Mid Level Professional Institute
Host: Dean, MA Shannon Overcash
March 15-19 NASPA
March 30th to April 2nd ACPA
May 27-31 2014 Annual Conference
Host: Bridgewater, MA Shelly Keniston
Upcoming Events
As a Student Affairs professional in Boston, I lived through one of the most emotionally and physically exhausting weeks I could imagine. The bookends of the week were Monday’s Boston Marathon explosions, and then Friday’s city-wide “shelter in place” (aka lockdown) and killing and capture of the suspects. This is never something you can can fully prepare for, but when tragedy does strike you feel very fortunate for systems and technology you have in place to help you manage the crisis.
All week, I have been reflecting on the tools we have used, both to communicate among each other, but also more importantly those used by our students to communicate with their friends and loved ones. I’d like to share a few of technologies that I feel have been indispensable this week.
Texts/Text Alerts/Phone AlertsShortly after the explosions on Monday, Boston news sources began pushing out important information about safety measures and street closures. Texts, email and phone alerts were used by Universities to communicate these updates with students. Cell phones became useless as everyone tried to call from and to Boston to check on loved ones. Until cell phone lines cleared up, texting became the most expedient way to communicate with the Resident Director (RD) on duty, my family and friends, and the Campus Emergency Response Team. This made me reflect on our need to come up with separate emergency plans in case of complete cell phone outages. Do you have plans in place for communicating via home phone? Office phones? Walkie Talkie?
On Friday, I awoke to a phone alert that Boston and several surrounding towns were on “shelter in place” alert because police were hunting down the 2 suspects. These phone alerts allow us to quickly respond to incidents as they are happening.
Facebook & TwitterI was extremely grateful these technologies were available. They did not exist when 9/11 happened. Back then you couldn’t message your entire community with one post to let everyone know you were okay. In my first official email communication to the Simmons residential community, I suggested all students post status messages on Facebook and Twitter to let loved ones know they were safe. While we certainly received some concerned parent phone calls after the explosion, and during the manhunt, we received many fewer calls because these communication tools were available.
Opportunities for support also popped up all over Facebook as the week progressed, including information about community vigils and OneFund, which was set up by Boston Mayor Menino and Massachusetts Governor Patrick to support survivors.
Google DocsWhile the explosions happened 1.4 miles from the Simmons College campus, we knew that many of our students could potentially have been hurt or killed in the blast. The Boston Marathon coincides with Patriots’ Day a statewide holiday. Therefore, thousands of students from Boston’s 53 colleges and universities have the day off
and chose to line up along the Marathon route to cheer on the
runners. Some Simmons students go the extra mile and volunteer at the finish line and in the medical tents. Several of our student life staff were also running in the race.
As soon as we were able coordinate communication,
each RD sent an email to the students in their building and
asked everyone in their building to check in either in person or via
email. We were adamant in tracking down every student, whether physically on
campus or off. Many students were at home with their families because of the long
weekend. By the end of the day, RDs were able to confirm they checked in with 99% of the students in
MIT Community members pay respects at shooting site; makeshift memorial set up to
honor fallen Officer Sean Collier.
Alix McManus, a student at Simmons College, rearranges flowers on Boylston St. while a member of the National Guard looks on. (Jesse Costa/WBUR)
Massachusetts Governor Deval Patrick and Boston Mayor Tom Menino have announced the formation of The One Fund Boston, Inc. to help the people most affected by the tragic events that occurred in Boston on April 15, 2013. http://onefundboston.org/
“We Must Stand Together” Hundreds gather on Marsh Plaza at
Boston University to honor, grieve
their buildings. RDs entered all of this data onto a shared Google doc spreadsheet. I shared the Google doc with the Emergency Response team, Dean’s office, and ResStaff so everyone had access to real-time head counts.When parents or friends called in to check on a student, we were able to check the Google doc to confirm that we had heard from the student and they were safe. Not only was this extremely useful in verifying that our students had all (thank goodness) survived the blasts without harm, but it also made the students FEEL extremely well taken care of. RDs reported receiving dozens of emails from residents thanking them for checking in on them.Google doc spreadsheets were also used by the Boston Globe, to set up an “I have a place to stay” document for the thousands of Boston Marathon runners who could not go back to their Back Bay hotels immediately following the blasts. Google also set up a “Boston Marathon Explosions Person Finder.”
For more information on how how technology and social media played an important role in supporting the Boston Marathon investigations, check out the stories below:
• Police, citizens and technology factor into Boston bombing probe, Washington Post
• Social media aids first responders and grieving public after bombing, NextGov
As a new professional, it is great to focus on your community/building. As you continue to develop, start taking that focus a bit more broad. Look at the larger campus community and the department - this is the perspective you need as a mid-level professional.
mid
-le
vel
pro
fess
ion
al?
Thomas KelleyRhode Island College, Providence, RI
Matthew GregoryJohnson & Wales Univ., Providence, RI
Ryan YoungPace Univ, Pleasantville, NY
I always keep an eye on jobs that I eventually want. From there I look at my professional basket and see where I have already excelled and where I need to gain more experience. In addition, I look into webinars and new higher edu books to read for fun.
As of right now, I still sit at an entry level position but as I am starting to make the move to a mid level position. I do my best to attend seminars, webinars, staff development meetings and any other campus event or meeting that I feel might aid me in the future of my career. I also have started to take a step back either before or after an event, incident, program, etc and thought about how this affected the campus as a whole and not just a student, floor, or building and if I was in a higher position what my role would be or should be. Even though I am not a mid-level
professional yet I use professional development opportunities to grow. An experience like RELI (Regional Entry Level Institute) was a huge leap forward for me as I look forward to my next experience.
I attend webinars and engage on Twitter hashtags.
Ask your supervisor if you can take on parts of his/her job. Actually doing is the way to learn a new skill. Most supervisors will be thrilled with your interest and enthusiasm! As an Associate Director, I asked my supervisor for budget responsibilities and it was so helpful!
Attend conferences, listen to webinars, get involved in NASPA or other organizations.
I attend NEACUHO Professional Development conferences
How
do
you
deve
lop
your
self
as a
Darese DoskalTompkins Cortland Community College,
Dryen, NY
Jonathan DaveyBrandeis Univ., Waltham, MA
Patricia BirchBoston College, MA
I thought this would be a good time to write and reflect with my fellow Mid-Level Professionals. Those of us in that four to seven year range, whether we’re still Hall Directors, Area Coordinators, Assistant Directors, Associate Directors, or quite even Directors. Some of us may be in our 20s, or 30s, or even 40s. Either way this is an important time in our development both professionally and personally. I have found myself taking more time this year to reflect on my life goals, to help successfully guide and balance my professional and personal path over the next few years and beyond.
Below are some of the topics I have reflected on, including how I have been managing them. Hopefully they will give you something to think about and help you in your own reflection on work and life!
Loans and Debt:While I was working at Skidmore saving money by living on campus I made it my goal that I was going to pay off all of my debt. At the end of my third year I paid off my car loan. At the start of my fifth year I paid off my college loans. These were not easy tasks; they took discipline, frugalness, and a couple of extra jobs, but in the end I feel comfortable knowing I am debt free and probably have a killer credit score!
Moving Off-Campus and A New Car:This year I set a goal of moving off campus in the next two years (or so, depends on the economy). I also know that my car is almost seven years old and I’ll probably start looking for a new one in three years. Having these two timeline goals set, I’ve started to save the money I was using to pay off my loans in two different ways. The first is your typical bank savings account. The second is through bond funds that are relatively safe and have a better interest yield than your bank savings account over a couple of years’ time. This way once I hit my time for moving off campus I can easily pay for first/last months’ rent, security deposit, and buy some furniture, and when I’m ready to buy a new car I can have a good down payment.
Retirement:Let’s be honest. If I could be out hiking seven days a week or reading on the porch at cocktail hour I would, but there’s that thing called work that gets in the way. I know that at some point I want to retire, but when will it be safe to- 65, 70, 75? I recently reconnected with a childhood friend who is a financial planner and he is helping me lay out a few savings strategies so I can comfortably retire when it’s time. Of course I’m making use of the retirement plan benefits at Skidmore, but I also set up a Roth IRA and Life Insurance/Savings plan this year. I feel confident knowing that I have three different supports for funding aside from Social Security when I do make the decision to spend my days in the woods or on the back porch.
Rent vs. Buy:This is something I cannot answer for myself right now. Some things that I think are important for those asking this question to keep in mind are relationships, family, and location. Being in a relationship can help with those large mortgage payments- after all you have two incomes. Do you want to have kids? If yes, how many, and how much space will you need (inside and outside)? Are you where you want to settle long term, because owning a home is a long term
commitment (30 years for most), and as much as we’re in a buyers’ market, I’m not so sure we’re in a sellers’ market at the moment.
Balance:Finally, there is the question of balance. Is Res Life the place for you right now, and will it be the place for you 30 years from now? We are in a stressful and time intensive profession. Yet, we are in a profession that can truly make a difference in students’ lives, which can be rewarding for us (have you peaked back through your smile file lately).
No matter where you are with any of these topics, remember that you’re not alone. If you are still living on campus, take advantage not paying rent/utilities. Do not wait until next year to set up that retirement account; a few years in our 20s can really affect our portfolio in our 60s. Make sure you sit down and reflect on your life now and set goals for where you want to go. Most importantly, make sure you’re having fun along the way!
Are you on courseby Joseph R. Murphy Community Coordinator,
Skidmore College, Saratoga Springs, NY
as a mid-level professional?
Image: Build a paper boat: http://www.papercraftcentral.net/
The purpose of this article is to explore these questions. While preparing this article we acknowledge two different levels of Housing and Residential Life staff members: Paraprofessionals and Professional staff. Throughout this article we want to examine the differences and challenges plus provide tips on how to further develop supervision of underrepresented staff members.
Supervising Paraprofessionals
How is job performance affected if someone feels uncomfortable in their environment?As Housing and Residential Life Professionals we supervise a very particular, and most times very busy, type of individual: students. Acknowledging this very basic fact about our supervision is extremely important when it comes down to providing our supervisees with the support they need. Paraprofessionals are not only focused in, and trying to excel at, their positions as members of the Housing and Residential Life community but they are also working hard to: 1) be the best they can be academically, 2) successfully meet the requirements of a very unstable social life, 3) constantly being stressed out about future jobs, internships, summer programs, thesis and 4) everything else we have heard them stressed out about. Disappointingly enough, for some of our supervisees, this list also includes dealing with less than comfortable situations in an environment where they can easily say “I’m the Only one”.
Given our job descriptions, including the never forgotten “Other Duties as assigned”, we are often times our students’ support network, especially if we, ourselves, are identifiable as part of the marginalized group they are members of.
Because of this, we need to be prepared, educated and ready for the time when our supervisees seek our assistance in dealing with less than comfortable situations due to their identity if we truly want them to succeed as students, as individuals, and as members of our team.
Given the involvement of our paraprofessional staff members, we can identify at least three categories in which they might struggle when it comes down to being “the Only One” and which would certainly affect their performance as members of our staff as well as their relationships with the students they oversee.
➡ Learn more about the Academic, Social, Work aspects (in full article online)
Regardless of the environment in which our “Only Ones” are feeling targeted or marginalized, their job performance will most certainly be affected as they could become less motivated, invested, or empowered to continue striving for success. As professionals in the field, our job is to make sure that our paraprofessional staff feel supported and comfortable as this is the only way they will be able to give their best to their residents and to their position.
How do you approach the conversation to someone who may be underrepresented on your staff?The first question you want to ask yourself is: “Am I ready to address this topic with the staff member?” Of course the answer to this question will vary depending your knowledge and experiences, the staff member you are dealing with, and the topic at hand. It is extremely important that you take the time to answer this question fully and honestly. If you are not well prepared for it your intentions to support someone
“I’m the Only One” Supervising Your Underrepresented Staff Member
by Tanika Mangum, Newbury College, Heather Quire, Massachusetts College of Liberal Arts
and Frida Rodriguez, Connecticut College
Highlights Article - read the FULL 12 page article from the Social Issues Committee on the NEACUHO website
Have you greeted someone with a “fist pound” rather than
a handshake? Have you utilized stereotypical phrases
(“hey girl,” “ain’t nobody got time for that,” “are you bringing THAT dish to the pot luck, what’s the name of it?”) mid-conversation?
might become detrimental. If you do not feel ready to address the issue you have two options: 1) educate yourself and become more open and available to the staff member so that they can be more comfortable with you when you decide to approach them, or 2) not address it YET and find another professional staff member who might be more comfortable with the topic whom you can discuss and learn from. If, and when, (don’t wait too long) you feel comfortable and ready talking to your supervisee about it, you might want to take the following into consideration:
➡ Staff readiness, Time and Place (in full article online)
Supervising Professionals
How is job performance affected if someone feels uncomfortable where they work and live?Let’s start with acknowledging the elephant in the room: we are special! We are unique! As Housing and Residence Life professionals we hold the “highest sacrifice” award out of all Student Affairs offices. We take pride in this award because we truly believe in the development of our students outside of the classroom. We believe we have the ability to influence, challenge, mentor and teach students what it means to be productive citizens, community and social justice advocates, and understanding the essence of responsibility and accountability. So although, not always initially with a smile, we work long hours, have the debatable privilege to interact with students after business hours (whether you live on or off-campus), respond to situations when the world seems to be asleep, take our daily dose of stress and anxiety with a zesty taste of multi-tasking, promote intentional conversations with students to inspire reflection or simply awareness, while receiving blank stares in response and we still are proud to say we are Housing and Residence Life!
It goes without saying, you must love where you work. This is especially true within our field, as the majority of our time is affiliated with work. Author Kristen Gregory writes in The Importance of Employee Satisfaction that “Employee satisfaction is essential to the success of any business. A high rate of employee contentedness is directly related to a lower turnover rate” (Gregory, 29). It is vital that employees feel connected
not only to the position, but the environment as well. Disconnection and discomfort can lead to 1) lack of communication, 2) lack of productivity and 3) lack of motivation and interest - all directly related to job performance. Visible examples such as increased delay or late tasks, bold non-verbal body language and little to no social interaction are common. These actions are sure to affect the one thing that we are passionate about - our students. Dissatisfaction and feelings of exclusivity are hard to mask and can and will showcase themselves. Professionals of course want to remain professional and therefore, will state that they keep personal thoughts and opinions private, but professionals are human and the emotions of frustration will be visible, even if they are minute and brief.
It is very important that supervisors do not focus just on the behavior, but also try to identify the root of the issue. Supervisors should be careful not to discard or dismiss the feelings of supervisees, as the feedback may be critical to the growth and development of the department, the individual and the overall staff. Having a diverse staff is an asset only if the diversity is celebrated and incorporated in the fabric of the department.
How do you approach the conversation to someone who may be underrepresented on your staff?
➡Learn how to Prepare but do not assume, State Intentions New Staff, Current Staff (in full article online)
Observations: Assess and Develop: Challenge and SupportUp to this point, we have talked solely about the S word- Support, and now we introduce the word Challenge. As student affairs practitioners we should put to practice the Challenge and
Support theory. Nevitt Sanford suggests that “the goal should be to find the range of optimal dissonance for the person. If the environment presents too much challenge, individuals tend to regress to earlier, less adaptive modes of behavior; polarize and solidify current modes of behavior; escape the challenge if possible; or ignore the challenge is escape is impossible. If there is too little challenge in the environment, individuals may feel safe and satisfied, but they do not develop” (Evans, Forney, and Guido-DiBrito 26). This theory is key for supervisors, as it is a measurable tool for supervisees. It is vital to understand that every supervisee will not be
How do you supervise someone who is the only LGBT person, only person of color, only person of a specific faith, only male or
female on the staff, etc.?
ready to be challenged to the same measures as another. Supervisors can challenge by assigning them to projects/tasks, sending them to professional development opportunities, get involved regionally, network or gain a mentor, or empowering them to try something new.
Be mindful of.... the “token” issuePlacing an individual in a "box" is never a good thing. Tokenism means just that, placing an individual in a category just because of a specified characteristic, for example: age, religion, gender, race/ethnicity, disability, ect. Being the token, can be a descriptor that is used or it can be a feeling that the person has because they are the only one who represents the certain population in your department or on the campus. The underrepresented individual becomes the token gay person, token Asian, token Muslim, etc - this moniker placed on a person can exemplify the “I’m the only one” feeling.
Often underrepresented people become the “token so-and-so” for the institution for any underrepresented population that needs representation for the institution. Let's be honest in thinking about it, when this person is placed as the “token”, often, it makes for a misleading outward appearance of more inclusiveness than there really is. What is implied, is the assumption there is a representative that encompasses the diversity of the population.
When thinking about an underrepresented person on staff, you never want to have them feel like the “token.” For example, just because they may be a GLBT person does not mean they want to be on EVERY diversity committee on campus or do EVERY training or presentation having to do with GLBTQ topics. It would be best to 1) ask and not just assume or better yet 2) let the individual volunteer their time on those specific topics. There could be
aspects that they are completely passionate about or you just tokenized them and because “it is part of the job” they feel they have no choice but to do it.
Another example of an assumption that “tokenizes” a staff member who happens to represent a minority; don’t assume they are in the position in order to represent an underrepresented population or that this is the reason they were hired. Think about it, does this happen on your campus; it is said that the faculty and staff should represent the student population. With that being said, if the best person who was hired happens to be a minority; it is not
okay to assume they got the position based on this reason. The person was hired because they truly were the best person for the position.
What not to doSo, now you given thought to this aspect, having an underrepresented person on your staff, now what? Let’s talk about what NOT to do in this conversation.
First, try your best not to make assumptions as to how your supervisee identifies or feels about what sets them apart. Just because there may be only one person of color or one GLBT person on
your staff, that they feel one way or another on this topic. The individual could not have realized that this is true, never thought about it, or they have thought about it and do not feel as if it matters. The other scenario is that the person does feel isolated and not sure how to talk about it to you, the Supervisor, and a conversation would be a good thing.
Second, what is your reasoning for having this conversation, is it for knowledge, is it to make sure the person is comfortable, and is it necessary? You want to make sure you are not singling any one person out. Thinking about it and
actually having a conversation are two different aspects. Do not assume the individual is comfortable talking about what sets them apart from the rest. Your assumptions can cause for an adverse reaction.
How do you know an under-represented
person is uncomfortable or feeling singled out
based on being “the only one”?
Heather QuireTanika Mangum Frida Rodriguez
Third, in order to have this conversation, like any conversation, your tone and attitude play a big part in the perception and reception. Tone is not just referring to the level at which you are speaking but also to the manner and the intended meaning of what you are saying. Do not attack or use sarcasm as a starter to the conversation. You will have shut down the person and the conversation without getting to a greater understanding. That being said, humor may not the best way to interact either, though it may put you at ease, it may send a mixed signal to the individual, as if you are not serious or taking the person/topic seriously.
Best PracticesHow to address it and being comfortable addressing the topicThis may be a sensitive topic for supervisors as well. You may not feel completely comfortable. Lead by example, challenge yourself. Initiate the conversation and ask for assistance. Don’t act like an expert, promote learning.
EnvironmentA message can be lost or misinterpreted if the environment is not suitable. One must first identify if this a personal or public discussion. You may say yes to both, in which case, it is wise to have the personal conversation first before the public discussion. This will limit the feeling of being “put on the spot”. For public discussions, make sure to alert the staff prior to the meeting with discussion topic and guiding questions. This will allow for each staff member to reflect on the questions and come prepared to participate in the discussion.
How to end the conversation and follow-upIt is important that you end the conversation with a sense that this is an important topic that you intend to address continuously. Be aware that this conversation should not be so frequent that it is the main topic of all your staff meeting and 1on1’s, but it should be often enough so that it is valuable. One way to assure this, is by creating a plan that turns into action and progression. There is nothing worse than have an engaging dialogue that later feels like a waste of time.
Key point: Take the time to find ways to educate yourself before addressing the conversation. Learn more about what you may not know. For example 1) attend NEACUHO Social Issues Conferences, 2) attend Social Justice Institute, 3) attend Regional and National presentations (ex. NASPA, ACPA, ENCORE), 4) attend webinars, join or create a book club or host film discussions.
Identity and Leadership: Informing Our Lives, Informing our Practice by Alicia Fedelina Chavez and Ronni Sanlo
Half and Half by Claudine Chiawei O’Hearn
What Are You? Voices of Mixed-Race Young People by Pearl Fuyo Gaskins
Laughing Without an Accent: Adventures of a Global Citizen by Firoozeh Dumas
Passing by Nella Larsen
35 Dumb Things Well-Intended People Say by Dr. Maura Cullen
The Social Issues Committee would like to recommend the following books for your personal or professional development in the area of diversity, access and inclusion. The list is not extensive and so we welcome suggestions from the larger NEACUHO membership. With our new website, we hope to have this list updated regularly for everyone to access and remain current on social justice issues. Suggestions can be sent to [email protected] or [email protected]. Happy & Enlightened Reading!
This article focuses on the experience of a new mid-level manager in an effort to share this with others who may identify with it and to picture how it would feel. It’s like this:
When you’re going to be promoted to a mid-level position it’s like preparing for a wonderful marriage. You have planned for the wedding day, you made all the right moves, you worked hard to get where you are and you made wonderful plans to be a partner with good communication and listening skills.
Your supervisory responsibility includes the above along with many more duties such as motivating and mentoring young professionals for the field of student affairs. You may have picked up some handy developmental phrases in your student development courses to help you along the way.
After eager anticipation, the day finally arrives. You move into your new office and you go offto conquer great things. A few months into the job your confidence level is building. You’ve met all of
your staff members. Then your partner says, “We’re going to make changes.”
“Changes?!” you gasp, “What do you, mean changes?? I just got here. I signed up to be a nurturing and compassionate leader. I’m supposed to be revered by my staff members. I have
dreamed of being in this position and I thought I was going to make all the decisions.”
But there’s been a change in management. You’ve arrived in the Political World and there you must learn how to navigate the institution while still being true to your management talents.
The important thing is that they haven’t told
you that you have to move your office or terminate anyone yet. It’s just a different way of navigating your job.
So you go and buy a new book and research how to manage relationships in a politically charged environment. And you must learn a whole new language and work under a different guise of management that you didn’t anticipate when starting your position.
by Patricia Birch, Assistant Director,
Boston College
“The task of leadership is not to put greatness
into people, but to elicit it, for the
greatness is there already.”
John Buchan
Mid-LevelManagement: The Marriage
Like a marriage you must be diplomatic in your relationship with your institution. Each person has to support each other’s wants, needs and desires. It’s just a new way of doing things. It’s more of a push and pull leadership style. It’s less flashy than the developmental theories you learned about in graduate school. You weren’t prepared for the challenges of balancing directives from your superiors and then figuring out how to delineate the same information in a gentler way to motivate your staff along the way.
After you’ve been there for a while and you catch your breath, you look around and you begin to notice that middle management has a lot of nice perks. You can help shape the direction of the department, help create policy and advocate for your staff. You realize that you have the power to push. All your friends around you are always talking about the wonderful marriage they have and the loving conversations that they have with their partner. And during your tenure in the position you may say, “Yes, that’s where I thought I would be too. That’s what I had planned.”
If you spend your time wondering what could have or should have been you’d never get to appreciate what you have directly in front of you. You have the power to make a difference, build strong relationships, create a vision and manage up effectively to get your needs met and create the relationship you want. Before you know it your partner and you will be singing the same love tunes as everyone else. It takes time to build a strong relationship. Be patient.
I want to leave you with this quote and I hope it resonates with you just as much as it resonated with me.
“The task of leadership is not to put greatness into people, but to elicit it, for the greatness is there already.”John Buchan
NEACUHO Colleagues
Has anyone ever sincerely thanked you for what you bring to the table as a Residence Life Professional?
Have you been thanked for sharing your:
Involvement
kNnowledge
Volunteer efforts
Excitement
Support
Time
Mentoring
Encouragement
eNthusiaism
Talent
You can make an investment in your profession and your INVESTMENT will make a difference. Support and give to the ACUHO-I Foundation. ACUHO-I has invested in its members, invest in ACUHO-I!
Invest in your Profession
Chuck Lamb, Director of Residence Life,
RIT, Rochester NY
DISTRICT: METRO NYHello Metro- NY! Spring is a busy time for us all, and I hope you all are keeping up! With staff selection processes and housing selection occurring for most of us, we often become very focused on our responsibilities. Don’t forget to take some time for yourself and rejuvenate!
Believe it or not, summer will be here before we know it – and that means the Annual Conference is right around the corner! This is always a great event, and I know the University of New Hampshire will do a wonderful job hosting the conference. The Call for Programs has just finished up and have no doubt our colleagues will have some interesting and informative sessions for us to attend. Not to mention all the fun stuff that happens at the conference too! I hope you consider going!
If you cannot make the Annual Conference, perhaps you should think about a smaller opportunity right here in our district! I am still looking for host institutions for roundtable and social events. I would love to host an event sometime during the Spring semester and one during the Summer. If you are interested in having either of these at your school, feel free to contact me! We plan these as free events. So, it’s an easy way to offer a professional development opportunity for your staff without worrying too much about cost or travel.
Feel free to contact me with any questions you may have! Hope to see you at a NEACUHO event soon!
If you would like a shout out for your school in the Western New York area for some fabulous conferences or happenings email me! Thank you to all who have renewed for this year! If you have not, there is still time! Cannot wait to see many of you in June at UNH!!
Hello Eastern NY and Vermont! Spring is in the air! And we are very excited about a couple things coming up for us in the next few months! There will be a roundtable at Johnson State College shortly - more info will be coming to you directly about that soon! The topic will be Staff Training. Complementing this topic, we will also be working on a database of signature Training Presentations that housing professionals in our district would be willing to share at other schools' staff trainings, so we can share our areas of expertise with other departments and para-professional staff throughout the region. Also be on the look-out for an End of the semester shindig! We'll do a social hour towards the end of May, early June to celebrate making it through another year, and also take the opportunity to discuss the Annual Conference and arrange ride sharing if folks are interested.
Greetings Connecticut and Rhode Island! Now we have all come out from being buried in 40" of snow this past winter, it is that time to get out, enjoy the spring, and connect with colleagues.
Coming up:A social to celebrate the end of the semester. Watch your email for more information.
Also, a personal thanks to the many emails and messages I received of congratulations when my son was born. People you cross paths with in NEACUHO really are special!
New Hampshire and Maine District Update
Hello New Hampshire and Maine! Hopefully, you had a great Spring Break and end of the school year. These breaks seem to come at the perfect time!
I am very much looking forward to the Annual Conference coming up in June. With the conference in our district, I am hoping to see many of you there. Every year, the Annual provides great professional development opportunities for professionals of all levels. Come with energy and an open mind. Do not forget your business cards so you can network with other Res Life professionals around the region.
I wish you all a smooth end to another school year and get ready for the summer projects to begin! I know we have not had a district event this year due to some scheduling conflicts but I am looking to try and do a conference pep rally roundtable sometime in May as I conclude my term as your District Coordinator. I hope to see you at UNH on June 21st!
DISTRICT UPDATES
DISTRICT: MASSACHUSETTSHello MASSACHUSETTS!
It's May! Which means we are hitting the home stretch in the academic year. Thank you to everyone who has renewed their membership. I wish all of you a stress free closing season. I'm excited to see you all at the annual in June at UNH.
We are excited to announce that we had 75 enthusiastic new professionals in attendance at the NPC this year.
Thank you to all of the the committee members that helped out, thank you to the 3 P's for all of your help, thank you to Beth Moriarty for an amazing Keynote address and thank you to to Bridgewater State for hosting and a special thanks to Shelly Kenniston for her amazing behind the scenes work for both the New Professionals Conference and Mid Level institute.
Programs Included:• Cultivating your staff Garden• Moving Up: Making the Move to Mid-Level• Building Your Professional Network• How to Make Your New Piece Best Fit your Puzzle• Managing Student Mental Health Emergencies:
Beyond Initial Response• You First: Focusing on Your Health and Well-being as a New
Professional• RA Selection: What I wish I knew as a New Professional• Mission Possible: Supervision• Navigating Relationships Across Campus as a New Professional• Creativity Through Accountability: How Organization, Conversation,
and Evaluation are the Building Blocks of Creative Programming• Creation of Leadership Certificate• Transfer Student Success: A Housing Perspective
Matt Talbot,New Professionals DevelopmentEndicott College, Beverly, MA
• Tatiana Cole, University of Hartford• Jonathan Davey, Brandeis University• Jen O'Neill, University of Rhode Island• Jessica Looney, Merrimack College• Maryanne Long, Marist College
Committee Members:
New Professionals Conference Bridgewater State University
Past PresidentsGathering at the New Professional Conference
Page layout by Danielle RemigioBay State College, Boston MA
As a mid-level administrator you have most likely begun to shift from merely enforcing policies to interpreting them – and even designing new or updating current ones. Handling policy changes can be a daunting task at times and is often one that requires patience, attention to detail and a critical eye. Policy structure is important as it sets the stage for the document and its implementation; however, having a firm understanding of language is the most critical component of the process.
Interpreting policies in a university setting usually involves explaining procedures, sometimes written in complicated ways, to students or parents who may already be irritated or upset because of an issue they are trying to resolve. First and foremost – defuse the situation. Acknowledge that they are feeling frustrated and use plain language to describe what is needed from them to proceed. The more comfortable you are in understanding the policy the more skilled you will become in diffusing the situation, by providing additional information, such as brochures and website links, and – most importantly – you will hopefully be able to assist the student/parent to a positive resolution of the issue at hand.
When looking at policy, pay attention to the following:
Policy Statement: Understand that this section of the overall document is often generalized and more philosophical in language. It sets the tone for the policy as a whole by giving an insight into the meaning and point of what follows. It may address the overarching goal of the policy or offer an explanation for the need.
Rationale/Policy: This section explains the Policy Statement with more detail, providing the reader with concrete language as to the “what” and “why” of the policy. It will give smaller “steps” of the overall policy and begin to explore the actual process needed to meet the overarching goal of the Policy Statement.
Procedures: This section is the most detailed and outlines the steps required to implement the policy. Generally speaking, this section answers the questions of - who does what, how do they do it, and in what order do they do it. The two types of procedures – whether they are required or recommended - are quickly distinguished by reference to their verbs:
1) Use of the word "shall", or "must" indicates that this step is mandatory.
2) Use of the word "may" or "should" indicates that this step is recommended.
Legal Ramifications: It is important to understand that, when the policy was originally created, the university attorney probably reviewed it for potential legal requirements of the policy (to be compliant with local, state or federal law) or contractual and liability related concerns before it was officially adopted and distributed. There may be parts of the policy written in "legalese" and it is important for you to realize the need for the language used.
Now, let’s get back to working with the student/parent that is upset about things. When you are talking to them and exploring how you can assist
It’s all in the wording: Effectively interpreting & implementing policies
TIPS from the Risk Management & Legal Issues Committee
them within the policy – as it stands – you want to be mindful of the following:
There was a need when the policy was written: Though you may feel personally there is no current need for the policy you should know that – at the time it was written – there was a perceived need at minimum. Some policies are old, even archaic by today’s standards, but that does not mean that, at the time they were written, they were not relevant or even critical in nature.
Understand that there are two competing forces at work: Bottom line, no matter what people want to say, there are always two competing perspectives when it comes to policy – that of those who wrote it and that of those who it impacts. Depending on the policy, students/parents may be angry with how things are happening especially because it is negatively impacting their experience. Meanwhile, the policy itself is – most likely – designed to protect the institution and promote a specific agenda. While the hope when crafting a policy is to have these competing forces meet in the middle – so both parties are respected and have their needs met – this is not always the case.
Understand the difference between the “letter of the law” and the “spirit of the law”: Wiggle room – the phrase everyone loves to hear as it means you – as an Administrator – have “space” to meet the needs of the student while still following the policy itself. Often, this “space” resides in
understanding the difference between the ‘letter’ and the ‘spirit’ of the policy in
question. Ask yourself these questions – and get clarification from your supervisor if needed
– what is the purpose of the policy? For the institution? For the student? What in the policy can we move, shift a little or be flexible with? What parts do we need to be inflexible about? Is there language that can be interpreted differently by different people or is the language clear?
Ultimately, it will come down to your decision on how you will personally interpret and implement the policy laid out in front of you. You will need to find the balance of your desire to assist the student and your obligation to institution. Understand that, one day, as a CHO or SSAO you will be creating your own policies but, for now, you need to work within them as they stand. Be mindful of the language and structure of the policy. Be compassionate of the desires and needs expressed by your students. Be aware that the bigger picture of the policy and its existence may not be seen right now. Most of all - be patient, attentive and open to thinking differently about things as you interpret and implement your way through the wonderful world of policies!
by Robert VassDirector of Residential Life and
Student ConductUniversity of Bridgeport, CT
Image: Jonathan Joseph Bondhus, http://commons.wikimedia.org/
WLCMBK is the theme for 2013 annual conference June 21 – 24 to be held in Durham, NH on the campus of the University of New Hampshire (UNH). The theme was chosen to make a connection with the first NEACUHO gathering occurring on the UNH campus in 1955. UNH hosted the annual conference again in 1964, 1979 and now thirty-four years later will be hosting for the 4th time. WLCMBK NEACUHO.
Planning for this year’s conference began in November 2011 when the initial organizing committee assembled a bid to be the host site for 2013 annual conference. The initial organizing committee of 3 has now turned into a planning committee of 22 members working hard to coordinate the logistics of the conference so your attendance can be time well spent with your fellow colleagues in the NEACUHO region.
Some unique local features for this year conference are:➡ The three buildings planned to host all conference events are adjacent to each
other and within a two minute walk from each other
➡ Forgot something? A locally owned grocery store and a Rite-Aid store are just across the street from the residence hall
➡ Pre-conference kayak paddle in the Great Bay Estuary area➡ Yoga session Saturday morning➡ Conference ID will allow access into the Student Rec Center and the indoor and
outdoor swimming pools during normal open hours
NEACUHOAnnual Conference
For those traveling east to west on NH Route 4, as you near Durham keep your eyes to the right looking for Emery Farm, established in 1655 by Joseph Smith and is the oldest operating farm in America.
Arrive early, stay late, and take advantage of your NEACUHO attendance by visiting a while and see what New Hampshire area has to offer from the Atlantic coastline to the White Mountains. Residence Hall accommodations are available starting on the evening of Wednesday June 19th and ending the morning of Tuesday June 25th.
Mark your calendars now and plan to attend the annual NEACUHO conference on the campus of the University of New Hampshire June 21 – 24.
NEACUHO 2013: WLCMBK BACK TO WHERE IT ALL BEGAN
June 21st–24thThe coastal town of Portsmouth, NH will be the destination for the
‘Night Out on the Town’ with three choices of attendance:
1. Tour and dinner (on own) at a local beverage manufacturer; Red Hook
2. A 60-90 minute guided walking tour learning about Portsmouth grittier history through the lens of costumed period characters. History Doesn’t Have to Be Boring! (Adults only)
3. A two hour coastal and open ocean boat cruise on the M/V Thomas Laighton
Register Online by June 5thwww.neacuho.org
Check out what fashion was like when NEACUHO was hosted at UNH!
1955 1964 1979
NEACUHOAnnual Conference
We welcome you from atop Wildcat Mountain. And, of course, there won't be a 47" base of snow in June!
Participate in the New Professionals Case Study Competition
Held during the Annual Conference, you can sign up while registering to attend the conference held at the University of New Hampshire in June 2013. Work in a small group with new professionals to plan a presentation that responds to a posed question/challenge. This competition is open to those who have worked for three years or less in a full-time capacity within student affairs. Past participants of the Case Study Competition said that their overall conference experience was elevated by having fun while expanding their professional experience in meeting other new professionals during the course of the competition. If you have questions on the Case Study Competition please contact Program Committee Chair Dave Stender at [email protected]
Assistant Director of Residence Life and former host chair for the 2011 NEACUHO Annual Conference, has been appointed as the Associate Director of Campus Life at RIT/Rochester Institute of Technology. In his new position Bill will be responsible for the management of the major events on campus (including homecoming, Winterfest and graduation), commuter students, marketing of the department and activities, advising the College Activities Board and the creation of all major programs, liaison to major campus events and supervision of three professional staff. St Jean has been a member of RIT residence life family for over 10 years and served in numerous positions including graduate assistant, Community Enrichment Coordinator, Area Director and most recently as Assistant Director. He received both his BA and MS from Canisius College and also earned a Masters in Human Resources from RIT. Congrats to a deserving colleague!
Area Director at RIT, has been appointed as Interim Assistant Director and will serve in that role until the conclusion of a successful search. Field joined the RIT family as a Community Enrichment Coordinator for 3 years and most recently has served as an Area Director in Global Village and the apartment area for 2 years. He received his BA from Clarion University and a Masters from Indiana University of Pennsylvania. Congrats to Harold on his promotion!
BILL ST. JEAN
HAROLD F IELDS
TRANSIT IONS
Residence Coordinator
Residence Coordinator
BRYAN SCOVILLE-POPE
UMASS Dartmouth is excited to announce that Bryan Scoville-Pope joined the Housing and Residential Education team in mid March as a Resident Director. Welcome Bryan to UMASS Dartmouth and to NEACUHO!
NEW STAFF
STAFF SPOTLIGHT
Do you have a staff member you would like introduce to NEACUHO? How about a colleague you would like recognize for efforts on your campus or in NEACUHO? The Media & Publications Committee wants to hear from you and how your staff makes a difference through their work and dedication to the field. Send us a brief message to include in the next Navigator. Pictures are always welcome! Email submissions to Jess Faulk at [email protected]
SUBMIT YOUR OWN RECOGNITIONS
Chuck Lamb will step back from being Director of Residence Life in July, 2013 after serving in this role for 10 years. Lamb’s career in student housing spans 40 years. He began as a Resident Director at Bowling Green State University and then to Mansfield University in, Pennsylvania as Assistant Director of Residence Life. He moved on to the Director of Residence Life position at the University of Southern Maine for 10 years, then to the University of Vermont for 8 years as the Assistant Director for Financial Management and Operations, Binghamton University in New York for eight years as Director of University Housing and Residence Life, and then finally to the Rochester Institute of Technology. Lamb has been a member of several professional associations including the Northeast Association of College and University Housing Officers (NEACUHO), American College Personnel Association (ACPA), and Association of College and University Housing Officers-International (ACUHO-I). He has been active in ACUHO-I (where he served as President in 1993-94) and NEACUHO (where he also served as President), his entire career. Additionally, he is the recipient of NEACUHO’s Distinguished Service Award, Lifetime Service Award, Outstanding Service Award, was a three time host for the annual conference, was a three time recipient of the Best Of the Northeast Program Award and served as Newsletter editor for 7 years. Lamb has a bachelor of arts degree in history from SUC Geneseo, a Master of Education degree in college student personnel from the University of Albany. He was inducted into the ACUHO-I Parthenon Society in 2008 and served as a faculty member of NHTI in 2012 and 1999 and RELI in 2000 and 2001.
CHUCK LAMBDirector of Residence LifeRochester Institute of Technology
Aenean a magna vel pede vestibulum rhoncus. Nulla cursus orci quis tortor.
[Date]
In What Ways Have You Successfully Integrated Technology Into Your
Processes?
Creating community reports
in StarRez to identify vacancies
for residents ~Patricia Birch, Boston College
We are almost
completely
paperless!!
~Beth Moriarty,
Bridgewater
State University
We use video tutorials,
live streaming, video
chat, and social media
in our housing selection
process to help inform
and educate students
~ Thomas Kelley,
Rhode Island College
Our Assistant Director hosted our first on line RA information session. 70 students participated ~ Cindy Long Porter, Quinnipiac University
We do not have housing
software so we created
and use a Facebook
group for new student
roommate matching and
community building
~Darese Doskai,
Tompkins Cortland
Community College
We use a software system called
Maxient for our cases are practically
paper free. ~Jonathan Davey,
Brandeis University
I tweet at my RA staff or other
students I work with when they
post racy or somewhat
questionable tweets. I have held
online staff meetings using
VoiceThread. We track program
proposals and evaluations using
Google forms and I've
incorporated formulas that make
real-time charts based on the
data submitted by RAs.
~ Dan Newman, Endicott College
Page layout by Danielle RemigioBay State College, Boston MA
692 topics & counting
https://groups.google.com
Greetings NEACUHO!!
I hope you are all doing well. This year has been a busy one thus far for the NEACUHO Google Group and I am excited to see the information sharing that is happening across our region. With over 1300 members in NEACUHO this year, some folks may not want to receive each and every email sent out, so I have pulled together some tips on how to edit your account on the Google Group (https://groups.google.com)!
➼ When you log into the Google Group, click on “My Group” on the left hand side of the screen.➼ Then select “NEACUHO” from the list of groups➼ Once in the group, you should see a “Membership and Email Settings” button in the top, center of
the page. ➼ Once you have selected the “Membership and Email Settings” a box will appear that allows you to
edit the amount of emails you receive➼ About 2/3 of the way down you should see a box with a dropdown menu that gives you the
following options:o Don’t send email updateso Send daily summarieso Send combined updates (25 messages per email)o Send me an email for every new message (about 1 per day)
➼ Select the option that is best for you and click save.➼ While we would hate to see you go, the “Membership and Email Settings” box also allows you to
leave the group should you feel that is best. ➼ The best part? You can search through over 600 conversation threads from over
the years about topics relevant to your needs!
Again, I am excited with the use the Google Group is receiving this year but I felt it was a good time to post about how to change your settings if you feel you are receiving too many emails. As a reminder to send emails to the NEACUHO Google Group you simply email [email protected]
I wish you all the best as our academic years start to come to a close and look forward to seeing you at UNH for the Annual Conference!
Do you have something to share with NEACUHO? All entries for The Navigator come from members just like you. Please feel free to submit articles concerning student affairs and residential life issues, departmental staff updates, recognition of members, committee updates, district updates, and much more. Email all submissions to [email protected]
Stay tuned for our next issue of The Navigator To download past issues of The Navigator, visit us at www.neacuho.org. Feel free to email Jess Faulk at [email protected] with any questions you may have about submissions for The Navigator.
Feedback & Suggestions? We’d love to hear from you. Share your comments, feedback, suggestions, questions, etc. with us so we can better serve you! Email your feedback to [email protected]
Thank you to all who submitted articles to this issue of The Navigator!
NEACUHO is an organization of housing, residential life, and student services professionals and paraprofessionals within the Northeast region dedicated to providing opportunities for colleague support, professional development, sharing of information, collaboration, communication, research, and recognition of outstanding contributions to the field. The association serves member institutions within Connecticut, Maine, Massachusetts, New Hampshire, New York, Rhode Island, and Vermont.
Thank you to our NEACUHO Corporate Partners:Adirondack Solutions http://www.adirondacksolutions.com/A niche software company providing innovative solutions primarily for the college student life market.
Butler Woodcrafters http://butlerwoodcrafters.com/Creating furniture for community-based programs, supportive housing organizations, healthcare and education environments.
Foliot Furniture http://www.foliot.com/Creating warm and comfortable environment without sacrificing the strength and durability of the furniture needed to endure the test of time.
IRN - The Recycling Network http://www.ir-network.com/The Recycling Network is the leader in recycling anything your institution. Helping you get as much stuff out of your waste stream as possible.
Ingersoll Rand http://w3.securitytechnologies.com/ Open architecture, key systems as well as wired and wireless electronic locks make Ingersoll Rand the choice for dormitories and residence halls.
L.A.M Enterprises http://www.lam-solutions.com/Providing a wide variety of stock and custom printed products to the Hospitality Industry.
Proforma Shrader and Shrader http://www.proforma.com/shraderPrinting,Promotional products, ,E-Commerce, Multimedia, advertising specialties and business gifts.
True to Life Training http://truetolifetraining.com/Interactive, experiential, realistic training through real-life experiences.
Savoy Furniture http://www.savoyfurniture.com/ Savoy Contract Furniture is an American Manufacturer of student housing and residence hall furniture.
Corporate Associates:KeyTrak. http://www.keytrak.com/ KeyTrak, Inc. has been at the forefront of key and asset management for over 20 years.
CHH Engraving, Inc. http://www.chhengraving.comPopular items available to you to help promote your organization or product, identify your staff or group, or recognize clients and supporters.
Dynamic Influence http://www.dynamicinfluence.org/More than a talking head, Dynamic Influence provides a variety of unique "edutainment" presentations that combine mind magic, illusions, and skit hypnosis with important educational lessons. This ensures that your students will be engaged and the messages remembered!
What social media sites does your office use?We are hoping to create a list of social media sites NEACUHO school are using, so that others may check out your work and be inspired by your greatness. Fill out our facebook linked form if your office uses social media!
