Association of Intermountain Housing Officers
THE ANGLE
AIM HO 20 Uni vers 13- An it n Nov y of Nev ual Con ad fe . 10 -12 a Las Ve rence RIV , 20 gas IER 1
September Edition
Issue No. 4
A H 3 & $ 6 4 C A S I NO T E L PER O REG *T hi NIG ISTR s spec HT ial ra * $ 2 3 AT I O N te for 5 m em b ers w ho reg ister b efore Oct 4
Fall " Fabul#s!
Angle Archive
AIMHO Arizona - Colorado - Idaho Montana - Nevada - New Mexico - Saskatchewan - Utah - Wyoming
IN THIS NEWSLETTER
HOT TOPICS - PAGE 2 - President’s Greeting - Training, Reflecting, & Growing with HEART & HANDS
IN THE MEDIA
5 benefits of joining a professional association PROFESSIONAL DEVELOPMENT - PAGE 6 - Social Media & Social Media Tips - Small School Advice - Strengths in Practice Picture by Alberto Stans, Digital Vision
COMMITTEE UPDATES - PAGE 13 - AIMHO College - Awards and Recognition - Diversity & Social Justice - Marketing - Programming - Research & Information - SHO Institute - State & Provincial Reps (SPRs) - Website
5 things to do when your life plan goes wrong Picture by Bryce Taylor, Digital Vision
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HOT TOPICS Greeting (pg. 2) President’s ng eflecting & Growi (pg. 3) Training, R S D AN with HEART & H on as Se ng (pg. 5) The Growi
Ever since I got my first job in the service industry I have been aware of customer service and how important it is to keep our “customers” in mind. On the flipside of that I have been sensi@zed to the efforts of others to serve me. I know what they are doing, how hard or stressful it can be and I appreciate when they are able to smile and be pleasant in their interac@on with me. I rarely know their personal backstory but am aware all of these people have one. It is en@rely possible they have served thankless people before me who treated them with less civility than is appropriate, they may have not slept well because they had been disturbed in the middle of the night by an unexpected call, they might have an obscene headache that makes them want to crawl in a cave for a few days, it is even possible they have simply not eaten enough dark chocolate! In some ways I believe I am a beGer customer to these people because I have been in their shoes and know some of what they are experiencing. Even though my own personal experience of checking into a residence hall for the first @me was many years ago I can s@ll recall with clarity many of the emo@ons I felt—the excitement of a new experience laced with anxiety of the unknown, the thrill of independence and the burden of represen@ng my family and being an example to younger siblings. What a complicated knot! Thankfully I found a place in my ins@tu@onal home and survived/thrived. In some abbreviated ways I get to re-‐ live that every @me I visit one of our ins@tu@on’s check-‐ in loca@ons during move-‐in day and see our new students arriving with their bags, boxes, etc. I want to
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Julie Franklin AIMHO President
give their joyful parts a big high five and give their fearful parts a hug and tell them it is going to be okay. This year I got to experience check in from a slightly different perspec@ve….as a parent. I dropped my first child—who is slightly taller than I am and most definitely not a child—off at the residence halls on move-‐in day. I watched her excitement and anxiety, thrill and burden and was overwhelmed with gra@tude for all of the prepara@on that went into her walking up and signing for a key, being enthusias@cally welcomed and knew her hall staff has been trained to be there for her when she struggles and to be excited for her when she succeeds in this new adventure she is on. I walked away aOer helping her get seGled overwhelmed with gra@tude for all of people involved in college and university housing across the world who were carefully selected and well prepared to provide support to people like my daughter and comfort for people like me. I am certain 99.8% (sorry, I have no sta@s@cal data—just my gut feel) of the parents who were on your campus a few weeks ago have no clue about your backstory. They do not know that you have worked hard to prepare for that moment and will con@nue to work hard to do your jobs. They have no idea you are coming off several weeks of intense work and liGle sleep. They have no idea how smart, competent and caring you are. They likely believe you have some sort of awesome financial deal with your job because to them it seems fairly easy: unlock a few doors every once in awhile, etc. They do not know how grateful they are because they have simply not been in your shoes. I have. On behalf of the thousands or millions of students and parents our collec@ve ins@tu@ons serve I thank you most humbly.
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Social Justice & Diversity
TRAINING, REFLECTING AND GROWING WITH HEART & HANDS
Social Jus+ce and Diversity training is never easy for student staff in residence life. There is always the ques+on of what to teach and how to relate the learned informa+on to building community in the residence halls. A?er years of evalua+ons, we learned some staff wanted more from diversity training, such as wan+ng to go deeper in learning, and other staff members indicated their weariness of the same diversity training ac+vi+es and siBng through repe++ve lectures year a?er year. Students needed a way to engage in conversa+ons around diversity and social jus+ce in all aspects of the posi+on. A few years ago, Colorado State (CSU) decided to take this informa+on and look for something “We do with our different that would address assessment informa+on and provide opportuni+es for training HANDS what we feel that could poten+ally be more prac+cal and with our HEART.” relatable to the resident assistant posi+on. At that +me, u+lizing iden+ty development theory (Cross & Fhagen-‐Smith, 1996 & Helms, 1990) as a founda+on for understanding student development and the Voice Project from a Bowling Green State University CSP course; a social jus+ce and diversity training named the HEART Project (Honor through listening, Encourage openness, Asking good ques+ons, Remember what is said, Tell the truth) was designed to promote dialogue and inten+onal interac+on. Years later, the training commiZee con+nues to listen to assessment informa+on from training and infuse another level to the social jus+ce & diversity training. This year, members of the student staff training commiZee at CSU took the +me to develop a second +er of training for those returners who had been through the previously designed HEART training. To give student leaders with experience working in the residence halls a chance to go deeper in conversa+ons and gain more skills and resources to create inclusive communi+es , the concept of HANDS was created (Honor thought listening, Acknowledge and accept, No+ce your surroundings, Do the right thing, Speak the truth). This way one way in which we could help student staff see the connec+on in all aspects of their posi+on to work in diversity and social jus+ce. Throughout the week, in both the HEART and HANDS trainings, we focus on conversa+ons and skills that will lead to inclusive communi+es in our residence halls. The goal of HANDS training is to focus on skill acquisi+on and connect their posi+ons to becoming more self-‐aware and learning about diversity and social jus+ce on individual, cultural and systemic levels. A?er the HEART training, which mainly focuses on introducing concepts and knowledge acquisi+on, returning staff members were reques+ng more “hands on” training they could use in their roles on campus. Submit articles to aimhoregion@gmail.com | Follow us on Twitter: #AIMHO | Facebook: AIMHO
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continued from page 3 Some of the skills learned this year d u r i n g H A N D S w e r e a c + v e listening, PAN-‐ing (pay aZen+on now), and interrup+ng un-‐inclusive behavior. We also used HANDS as a way to explore intersec+onality deeper and the differences b e t w e e n t o l e r a n c e a n d acceptance. U+lizing campus resources, such as our Student Diversity and Program Services offices and other departments and offices that engage with specific student popula+ons, we laid a founda+on for the academic year for staffs to engage in purposeful development opportuni+es during staff mee+ngs about the mul+tude of resources available to students on campus. By engaging the HEART and HANDS, we are crea+ng an environment for our staff to value inclusivity in our residen+al communi+es and equipping our staff with the tools needed to live out this value and interrupt b e h a v i o r s t h a t a r e counterproduc+ve to our overall mission of residence life. A s C S U ’ s R e s i d e n c e L i f e Department con+nues to build a t r a i n i n g m o d e l t h a t a l l o w s students to direct their learning and one that challenges them to apply concepts and frameworks they learn about, we hope to con+nue to cul+vate educa+onal opportuni+es that focus on crea+ng a more equitable and socially just future for all people. We understand this may be a
n e v e r -‐ e n d i n g p r o c e s s o f refinement and adjustment, but we do believe we are beginning to lay a solid founda+on for our future staff trainings centered on Social Jus+ce and Diversity. References Cross, W.E., Jr. & Fhagen-‐Smith, P. (1996). Nigrescence and ego iden+ty development: Accoun+ng for differen+al Black iden+ty paZerns. In P.B. Pedersen, J.G., Draguns, W.J. Lonner, & J.E. Trimble (Eds.), Counseling across Cultures (pp. 108-‐123). Thousand Oaks, CA: Sage Helms, J.E. (1990). Black and White racial iden4ty: Theory, research and prac4ce. New York: Greenwood Press.
JACQUI STROUD SUSAN TAYLOR-JOHNSON KYLE OLDHAM COLORADO STATE UNIVERSITY
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The Growing Season
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RUTH STODDARD THE UNIVERSITY OF NEW MEXICO
Recently, I was reviewing a gardening calendar and pondering how gardening ac@vi@es must be sensi@ve to the growing region and weather. When one plants a garden, one wants to be successful and thus follows specific plan@ng instruc@ons for the appropriate region where the weather climate is cri@cal. So how does this gardening calendar correlate with our professional life? Consider how the academic year is similar to the gardening season. In the late summer we receive our students, plant them in a hall and room assignment, offer them plenty of sun and a place to grow, water them with educa@onal opportuni@es, and s@mulate growth (fer@lize) as needed. Occasionally, we need to weed around the plants, and do some thinning to allow for addi@onal growth and development, whilst plan@ng all the seeds with enough spacing to allow them to sprout and flourish. Much like the growing season, we in student housing have our seasons. Just because we don’t do a lot of gardening in December and January doesn’t mean that the serious gardener is not busy preparing compost and sharpening the tools that will be used in the upcoming growing season. Likewise, as professionals we should be using our off-‐ season to do research, professional reading, planning and implementa@on for the upcoming academic season. Those who wear various hats while working at smaller ins@tu@ons need to consider the fact that their off-‐season may also be considered another growing season; summer conferences. While we begin each school year with staff training, we may completely forget to tally our summer conference evalua@ons, and assess the needed changes for the next upcoming conference season. From the start of hall openings, we see our schedules filled with staff one-‐on-‐ones, hall government leadership trainings, and then wham! Room sign-‐ups and RA selec@on are quickly upon us. We oOen see the seasons of our industry overlap and blend together. As academic gardeners, when do we take @me to s@mulate our growth as professionals? When do we find @me to evaluate our processes as a department or make notes for future improvements? Is professional growth and assessment built into our seasons, cycles and calendars? I hope we can all make an effort to allot @me in our busy schedules for self-‐care, and take @me to recognize that there is truly no beginning or end to the seasons in our business. Year aOer year we are gardening and developing, and thereby harves@ng students who are good ci@zens and tomorrow’s leaders. Submit articles to aimhoregion@gmail.com | Follow us on Twitter: #AIMHO | Facebook: AIMHO
THE ANGLE! IONAL S S E F O PR ENT M P O L E DEV edia Tip Social M ) 6 . g (p l Advice all Schoo m S ) 7 . (pg ractice ngths in P e tr S ) 9 (pg.
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Social Media Tip STRATEGIC THINKING
When using social media you have to be careful not to neglect and conversely; oversaturate. Some may ask: “What is this magic formula for social media perfection?” Well, there really isn’t a set number or magic formula...but here are some helpful tips to try to strike a nice balance. 1) Don’t over complicate the message! • Many users today are accustomed to web-based applications which include simplified directions, flashy step by step numbers in which the details (or “filler text” as they might view it) are likely skipped in order to hasten their completion time. • Look at music for example; you used to have to wait until the record/8-track/tape/cd was released at the store and if the store sold out you would have to wait until the next shipment was received. That is clearly an antiquated idea in this “need it now” society. Fans can now download it from home the instant the tracks are available, and if they only like a couple songs; no sense in wasting money on the entire album they can pick and choose the individual songs they prefer to invest in.
KATE KLOEPPER Southern Utah University
2) Simple yet exciting. • Title, Date, Time, Location • Stick to the facts and then some quick exciting flash to get them “hooked” • Tell them why they should want/need to be there and focus on the perceived return on investment they could gain personally by attending. (i.e. resume builder, networking opportunities, food... things that they can view as worth their time because they see a reward to self) 3) Consistency • Providing consistency for information is helpful because then the user can help distinguish that they aren’t being flooded with 500 points of contacts a day. For instance, letting them know to check back every Monday for the weeks upcoming events. (caveat...someone actually has to be disciplined enough to make this happen same time/date every week or this would fail) • Too many posts become a nuisance and can turn users away. So think it through and limit the urge to throw everything at them all at once. Developing a strategic plan can help avoid frustration on the part of the administrator and the intended audience. If you are strategic your efforts are more likely to get the intended results. Submit articles to aimhoregion@gmail.com | Follow us on Twitter: #AIMHO | Facebook: AIMHO
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Small School Advice ENGAGING RETURNING STAFF MEMBERS THROUGH TRAINING At most of our ins@tu@ons, we must focus on using our resources wisely. Challenges arise among the limited amount of @me and personnel par@cularly when training RA staff. Using returning RA staff members to assist with training can accomplish a number of objec@ves including: freeing professional staff to strategically focus on complex topics, crea@ng opportuni@es for returning staff to grow in leadership, and sedng new staff up to use returning members as an addi@onal resource when appropriate. This strategy may be par@cularly useful and more feasible with a smaller staff. Finding a way to engage returning staff members and empower them through the process of fall training can be vital to staff morale. In order to address this issue, it can be useful to require all returning RA staff members to take a more ac@ve role in training. Before they leave for the summer, set the expecta@on and encourage staff to spend some @me thinking throughout the summer about their role on staff for the coming year and what steps they will need to take to make it happen. Did they find a new passion for a par@cular topic they found their first year or discover informa@on they wish they had known earlier? How do they want to make an impact in the coming year with the knowledge they already have? During training, ac@vely solicit their feedback. If they are not sure about how or when to share appropriately, you can start by using them in topics the professional staff are presen@ng. For example, have them help with skits or visual representa@ons of topics. OOen they can insert personal experiences they had the previous year which make the topic more relevant to new staff members. When planning training, think about dedica@ng blocks of @me for returning RA staff and turn it over to them. Part of most RA trainings are ice breakers to foster connec@ons among staff, but allowing returning staff members to take responsibility for some of these por@ons allows professional staff to beGer focus on making sure RAs are prepared for the specifics of their posi@ons. They can be free to lead what they feel is important during that @me. This year, we learned some great ice breakers that they came up with themselves, along with a par@cularly great discussion where our returning RAs answered fears the staff had submiGed anonymously about being an RA.
...“it sets a tone where all staff members are expected to actively step up instead of just coasting through the year.”
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continued from page 7 Presen@ng returning staff as having worthwhile input also creates trust between the new and returning staff members. New staff learn to seek the perspec@ve of returning staff members when unsure what to do and how to problem solve issues they face by understanding who to ask when needed. Doing this also benefits returning RAs because they begin to understand that their experience is valuable and that they possess a certain level of exper@se. It is valida@ng for them and makes them more engaged with training when they otherwise may be bored or could otherwise become a nega@ve influence by not taking training as seriously as someone who is brand new to the posi@on may need to. In our experience, they take their role more seriously when engaged in this way and it fosters a cycle of respect as staff members look up to their peers and want to emulate them in the future. Giving returning staff members a voice in training engages them and their peers more effec@vely while allowing professional staff to dedicate their @me and energies more appropriately. In addi@on, it sets a tone where all staff members are expected to ac@vely step up instead of just coas@ng through the year.
LINDSAY ROSSMILLER Rocky Mountain College
Google Search Image: Critical Thinking
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Strengths in Practice FOUR TIPS TO DEVELOP A STRENGTHS BASED DEPARTMENT U t i l i z i n g t h e s t r e n g t h s philosophy is a great way to increase the engagement of your individual employees and i n t u r n i n c r e a s e t h e productivity of your whole organization. The proceeding sentence sounds awesome, but the hardest part is putting it into action. When it comes to strengths typically, someone in your department is tasked with putting on a strengths training, the presentation h a p p e n s , e v e r y o n e g e t s excited, and then we all go back to our jobs and get immersed in business as usual. S o h o w c a n o u r A I M H O members actually create a strengths based organization, one where everyone plays to their strengths on a regular basis? Here are four simple steps you can take to move your organization in that direction. B r i n g S t r e n g t h s t o t h e Forefront: One of the best ways to instill a philosophy in an organization is to heighten the imagines we use and the emotions people feel. To start this process, print a top Jive s t r e n g t h s l i s t f o r e a c h employee, which is displayed
at each person’s workspace. This visual representation of each person’s individual strengths directly increases the strengths buy in. This will create more direct strengths conversations be it during formal meetings or through small talk that occurs in the ofJice. This is one example of how to increase the symbols employees see within the organization around strengths. Push a Strengths Vernacular: F r o m t h e t o p d o w n , o r g a n i z a t i o n s n e e d t o incorporate strengths into their vernacular. This can be done in many ways. If a supervisor is talking to an e m p l o y e e a b o u t t h e i r performance, professional interests, or their ability to take on special projects, these ideas can be linked directly to a strengths conversation. Also strengths should be used in meetings to assign tasks, to describe the actions that happened in regards to a group project, or just in the normal conversation about the w o r k h a p p e n i n g i n t h e department.
Strengths as a Feedback Mechanism: Ultimately strengths is a way to guide positive and constructive feedback. This can be done formally and informally; it can also be used to provide feedback in the moment to increase productivity. When you look at the concepts b e h i n d t h e s t r e n g t h s philosophy it becomes clear that everyone’s greatest area of growth is in their areas of greatest strengths. Normally, this is the opposite thought process enacted in the world o f w o r k , b u t s t r e n g t h s i l l u m i n a t e s t h a t e v e r y individual will grow in their area of greatest strength. It is in these areas where we have the ability to develop into an expert. Strengths can also p r o v i d e f e e d b a c k i n t h e moment, such as, “right now w e a r e o u t o f t h e brainstorming phase, so I need y o u t o t u r n d o w n y o u r futuristic strength and help us focus on logistics.” R e w a r d a n d R e c o g n i z e Strengths: The strength paradigm will never catch on unless from the top down and bottom up we recognize each
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continued from page 9 other  for  utilizing  our  strengths  in  a  positive  way.   This  can  and  s h o u l d  h a p p e n  f o r m a l l y  a n d  informally.   Each  supervisor  can  have  p o s i t i v e  s t r e n g t h s  conversations  when  they  see  an  employee Â
utilizing  a  strength  to  be  successful  in  their  job.   Departments  shou l d  pu t  forma l  structures  into  place  where  employees  can  recognize  each  other  when  they  see  each  other  playing  to  their  greatest  strengths.  Â
Another  important  a s p e c t  t o  t h i s  i s  r e w a r d i n g  p e o p l e  w h e n  t h e y  b r i n g  strengths  directly  into  their  role.   Maybe  an  e m p l o y e e  d o e s  a  strength  training  or  discussion  with  their  staff  team;  this  should Â
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DAT P U E E T T OMMI
CAIMHO College
ion d Recognit Awards an rsity ice & Dive Social Just Marketing ing Programm n Infor matio Research & itute SHO Inst ps (SPRs) vincial Re ro P & te Sta Website
Announcements AIMHO College Awards & Recognition Marketing - Submit an article for the next ANGLE! Due October 28, 2013 Email aimhoregion@gmail.com SHO Institute Social Justice & Diversity - See our article on pages 3-4 State & Provincial Reps (SPRs) Arizona: This fall is an exciting one for a couple of our schools pertaining to the founding of their colleges. Arizona Western College is celebrating its 50th anniversary, and Eastern Arizona College celebrates its 125th anniversary. Congratulations to all of the staff and students at these colleges! Fall is also bustling for many of the schools in our state who are seeing larger numbers of students living with them in on-campus housing. With renovations occurring on many campuses this summer, students will welcome the updated facilities from which to choose. A number of the housing programs in state (both large and small school) are benefitting from new on-line housing systems that are allowing for many updated features including on-line room selection and automated communication with students who access the system. The use of this technology is assisting many of our colleagues within the state in keeping up with the ever increasing needs within their on-campus housing programs. I’d also like to give a shout out to Central Arizona College whose athletic teams were all divisional champions last year. Here’s to a winning season for all of the Arizona schools (Sue Belatti-Arizona SPR) Colorado: Colorado Northwestern Community College - welcomes 2 new Residence Life Coordinators: Kaylo Lighthizer & Matt Voiles Colorado School of Mines- Building of Elm Hall (see website here). The consolidation of Apartment, Family, Greek Housing operations coming under one department to make Residence Life and the rest of housing cohesive. The development and incorporation of Programming
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AIMHO Webinars: All times MST
SEPTEMBER Sept. 25- Noon-1pm Wearing Multiple Hats: Managing Housing & Residence Life at a Small College Presenters: Nicola Miller, Director of Residence Life, Westminster College and Collin Wallace, Coordinator for Residential Education & Intramural Programs Sheridan College This program is presented by two housing professionals at small schools. The “hats” this session will include: Supervisor/Manager, Conduct Officer, “Face” of the Department, Politician, Budget Administrator, Facilities Liaison, Office Administrator, Assignments Coordinator. Reserve Your seat now at: https://www3.gotomeeting.com/ register/685189310 OCTOBER Oct. 16- Noon-1pm Introduction to the AIMHO Region Presenters: Julie Franklin, AIMHO President, Megan Chibanga, AIMHO Entry Level Member-at-Large New AIMHO members & first-time attendees to the annual AIMHO conference. Current Executive Board members will introduce you to the AIMHO association and share ways for you to become involved. They will also highlight many of the opportunities available for first-time attendees participating in the annual conference. We would encourage you to attend this webinar as it will assist you in getting the most out of your AIMHO conference experience and membership.
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THE ANGLE! AIMHO Webinars: All times MST
OCTOBER (cont’d) Diversity & Social Justice Committee Webinar Watch for more information to come. NOVEMBER Nov. 20- Noon-1pm ADA & Universal Design Presenters: Krista Pickens, University of Utah Title IX and ADA/Section 504 Coordinator Scott McAward, Ph.D., Director Center for Disability Services Watch for more information to come.
Are you a committed member of the AIMHO Region and looking for a way to support your annual conference experience?
Take a moment to complete the scholarship application and tell us about your story. Sharing your journey could lead to a financial scholarship and contribution that could offset your total conference costs. This is a great benefit to you and your institution.
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continued from page 11 Assistants for Theme Learning Community programming efforts. The development of the Lead Desk Assistant, a paraprofessional position that supervises the Desk Assistants and front desk directly. The excellent experience we had with our ACUHO-I Intern, Ian Todoro: Improve our move-in process from 300-500 student volunteers (see website). Implementation of training videos for our student staff to utilize over the summer: http:// www.youtube.com/user/MinesResLife/ videos We posted videos throughout the summer and had each of the staff take a quiz on the material via surveymonkey. Staff can now utilize the videos and training materials throughout the year! Colorado State University- Recently completed a renovation on a joined dining and programming space. Kept 90% of shell, but transformed the space by removing a lot of the concrete and adding natural day lighting. An outdoor deck was added, as well as transformative and flexible seminar spaces. Pursuing a Gold LEED certification. Have a robust composting program: 5000 pounds are offset because of efforts in all dining centers on campus; all preconsumer items go to the industrial composter and this goes to landscaping on campus; post-consumer items go to the city and help with reducing energy; Student help run the machines that the pre-consumer items process. Another Academic Village Model is being renovated. Many schools on the front range of Colorado are now in clean up mode after 1000-year flooding impacted faculty, staff, and students throughout the area. The University of Northern Colorado Housing and Residential Education staff organized student-volunteer work days & collaborated with a local food bank to increase available
resources for those displaced by the flooding. The University of Colorado Boulder Residence Life staff assisted in operating a shelter at the on-campus Coors Events Center, temporarily housing displaced members of the Boulder community. Other success stories include the office of Residence Life at the University of Colorado-Colorado Springs opening “The Arts Connection” (TAC) living-learning community. TAC will support students majoring-in or simply interested in Art History, Film Studies, Museum Studies, Theatre & Dance, and Visual Art. Idaho: Corey Ray; formerly of Portland State University, is now the Associate Director of housing at the University of Idaho. Utah: The University of Utah is working with several of their campus partners on both sustainability projects and new Living Learning Communities for their residents. Barb & her staff have also been working exceptionally hard on a partnership with several other universities to create a GLOBAL university in Korea. I am sure Barb would be share more of this information with you at the regional conference in November. Pleased to announce that all schools within the state are again planning to affiliate with the regional association. Can’t wait to see you all at the U in a few weeks for RAppin’! No updates at this time: Nevada & Out of Region | New Mexico Montana | Wyoming
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Annual Conference 2013
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Scholarship Applications must be submitted by Noon on Friday, October 11, 2013 for consideration. All scholarships are available for AIMHO Members who will be a*ending the annual conference. Institutional dues must be paid in order to qualify for scholarships. Scholarship applications can be found HERE and will be open for your completion on Monday, September 16, 2013
Scholarship Categories & Descriptions Dick Daines Memorial Scholarship – this is a $250.00 Scholarship awarded to a new professional in Apartment/ Family Housing who has not previously attended an AIMHO conference. (A “new professional” is defined as anyone who has worked in a housing position for THREE years or less.) The recipient of this scholarship could opt to use these funds for the ACUHO-I apartments conference if desired. The recipient would be asked to submit an article to the AIMHO newsletter about that experience. Dallan Sanders Memorial Scholarship – this is a $250.00 scholarship awarded to a new professional in Housing who has not previously attended an AIMHO conference. (A “new professional” is defined as anyone who has worked in a housing position for THREE years or less.) Small School Registration Scholarship – This scholarship is a waiver of one full registration fee ($285) and one night’s single/double lodging ($64) at the AIMHO conference. The AIMHO organization has defined a “small school” as being one whose housing program accommodates 1 – 1000 students on the campus of the applicant. New Member/Non-Attending Member Scholarship – This is a $300 scholarship awarded to a new member school who has joined AIMHO in the two previous years, or to a school that has been a member but had been unable to attend the annual conference for the past three years. AIMHO – College Scholarship – Limited funds are available to assist in offsetting the cost of attendance at the AIMHO College. Only those individuals who are selected to attend the AIMHO College and who submit a scholarship application will be considered for these scholarship funds. SHO Institute Scholarship – This scholarship will be awarded to an attendee(s) within the AIMHO region. Only those individuals who are selected to attend the Senior Housing Officer Institute AND who submit a scholarship application will be considered for these scholarship funds. Commitment to Diversity & Social Justice Scholarship – This scholarship covers the full registration cost ($285) to the AIMHO Conference and is open to all AIMHO members attending the annual conference. It will be awarded to an individual who has demonstrated a commitment to diversity and social justice on their home campus. Applicants should address how their commitment to diversity and social justice is related to the three questions asked of all scholarship applicants. If you have any questions about the scholarship process or criteria please feel free to contact AIMHO Senior Member at Large, Jeff Rosenberry at jrosenberry@msubillings.edu or 406-657-2376. Thank you for taking time submit your scholarship application and good luck. No matter what the outcome we find great value in you as a member of the AIMHO organization and look forward to seeing you at the 2013 annual conference. Submit articles to aimhoregion@gmail.com | Follow us on Twitter: #AIMHO | Facebook: AIMHO
Schola rships Availa ble
2013 AIMHO SCHOLARSHIP CRITERIA
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THE ANGLE!
Announcing the 2013 AIMHO Keynote & Featured Speakers!
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Get to know your SPRs Arizona
Sue Belatti It is with great pride we announce our 2013 Keynote Speaker for the Las Vegas sue.belatti@nau.edu Conference: Mr. Shane Windmeyer. Shane is a leading author on gay campus issues, national leader in gay and lesbian civil rights and a champion for LGBT issues on college campuses. He is co-founder and executive director of Campus Pride, the only national organization for student leaders and campus organizations working to create a safer college environment for LGBT students. Released Fall 2006 by AlysonBooks, Windmeyer is the author of The Advocate College Guide for LGBT Students, the first-ever college guide profiling the “100 Best LGBT-Friendly Campuses.” He is also the editor of Brotherhood: Gay Life in College Fraternities and co-editor of the books Inspiration for LGBT Students & Allies, Out on Fraternity Row: Personal Accounts of Being Gay in a College Fraternity and Secret Sisters: Stories of Being Lesbian & Bisexual in a College Sorority.
Colorado Katie Schmalzel kschmalz@mines.edu Brent Klingemann brenton.klingemann@colorado.edu
Idaho Michael Simpson simpson@uidaho.edu
Those who have seen Shane speak know he has an engaging personality as well as a very “real” perspective. Institutions throughout the country and AIMHO Montana region have brought Shane to their campuses as a consultant to help better meet the needs of their LGBT student population. In addition to his keynote Korrin Engel presentation, Shane will be doing a follow-up session, presenting to our SHOs, kengel@montana.edu and presenting more in a general Social Justice and Diversity session. Welcome to AIMHO, Shane!
Nevada & Out of Region Vacant
New Mexico Mitchell Tappen mtappen@admin.nmt.edu
Saskatchewan Vacant
Utah Allison Hayes allisonhayes@weber.edu
Wyoming Barb Meryhew bmeryhew@caspercollege.edu Submit articles to aimhoregion@gmail.com | Follow us on Twitter: #AIMHO | Facebook: AIMHO
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We are also very pleased to welcome Tom Ellett as our first AIMHO Featured Speaker! Tom currently serves as the Sr. Associate Vice President of Student Affairs at New York University (NYU). During his tenure at NYU he has focused on development of community at one of the most challenging campus locations in the world, New York City. In twelve years he has set a vision by inviting faculty members, professional staff and top-notch paraprofessionals to create intentional living/ learning centers on the campus. His portfolio includes: Residence Life and Housing (for NY and the twelve Global sites for NYU), Community Standards and Compliance, Center for Student Activities, Leadership and Service, Student Resource Center (Orientation, Graduate Student Life, Commuter and Transfer Students), and Research and Assessment. Additionally, he serves as an Adjunct Assistant Professor in New York University’s Steinhardt School of Culture, Education and Human Development. Prior to NYU, Tom served as the Director of Residence Life at Syracuse University for five years. Previous to working at Syracuse University, he served in a leadership position in student affairs at Catholic University of America in Washington, D.C. During his career, Tom has spoken as a keynote, invited speaker and external reviewer at a number of institutions. Tom’s research interests include forming community on college campuses, student development, entry-level professionals, and mentoring. He served as the project director of a $50,000 grant from the Association of College and University Housing Officers – International studying the crisis in recruiting and retaining entry-level staff in student affairs. He also was cofounder of the Regional Entry Level Institute for the Mid-Atlantic and Northeast regions of the US and has served as a model for six of the nine ACUHO-I regions within the United States and serves as the President-Elect for ACUHO-I and has held other leadership roles in the regional associations over the years. Tom received his Ph.D. from Fordham University in Education, Leadership, Administration and Policy program. His dissertation topic focused on the impact of intentionally structured learning communities in urban college settings. He also holds an M.F.A. from Catholic University of America in Directing of Theatre and a B.A. in English from Fordham University. Additionally, he received his personal life coaching certificate from NYU’s School of Continuing and Professional Studies. Tom’s presentation will be “Using core competencies to enhance the residential life experience on our campuses.” Please join the Programming Committee in welcoming Shane and Tom to our annual conference where we all will be “Beating the Odds and Winning Together” in Las Vegas! Submit articles to aimhoregion@gmail.com | Follow us on Twitter: #AIMHO | Facebook: AIMHO
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The Las Vegas Motor Speedway isn’t the only Track in Las Vegas at AIMHO 2013 As a region, we have a Strategic Plan Core Associa@on Goal to Provide year-‐round learning opportuni2es for individual members within the region. At the conference, there will be a New Professional track, a Mid-‐Level Professional track, and a SHO Forum. These program sessions are being presented by Mid-‐Level and Senior housing officers. This is a unique opportunity to focus session areas that you have iden@fied as training needs. Here are the programs that will be part of the tracks….
New Professional Track
Mid-‐Level Professionals Track
“Playing Poker at the Craps Table” [Job Searching & Networking] Jenn HiaG, Execu@ve Director of Residence Life and University Housing, University of Arizona
“How to Stack the Odds in Your Favor with Difficult Employees” [Supervision] Patrick Call, Execu@ve Director, Residence Life, Dining Services and Wyoming Union and Jennifer Lindberg-‐Brundage, Area Coordinator University of Wyoming
(Professionals who have 3 or fewer years professional experience)
“Developing My Plan For My Future!” [Professional Development] Tom ElleG, Senior Associate Vice President for Student Affairs / Associate Vice Provost for University Programs, New York University, ACUHO-‐I president-‐elect and liaison to AIMHO “So You Think You Can Supervise?” [Supervision] Kyle Oldham, Assistant Director of Residence Life, Colorado State University “Purchasing Power: A Behind the Scenes Look at the Corporate Partner Fair” Brad Shade, Director of Housing & Residen@al Educa@on, University of Northern Colorado Dr. Cynthia Anderson, Director of Residence Life, Northern Arizona University Victor Salazar, Coordinator of Staff and Community Development, Northern Arizona University “Work-‐Life Balance” [Work-‐Life Balance] Whitney Milligan, Director of Residence Life, Utah State University “The Future of the Advisor Resource Training (ART): How ART Program Changes Impact YOU” [Advising] Cory Shapiro, Assistant Director of Residen@al Life, Arizona State University
(Professionals who have more than 3 years professional experience)
“The InstrucTon Manual to FaciliTes Management” [Facili@es] Todd Justesen, Associate Director of Residen@al Educa@on, University of Utah “BudgeTng for Mid-‐Level Professionals” [Budge@ng] Rich Payne, Execu@ve Director of Housing & Residence Life, Northern Arizona University “GeVng the Right People on the Train” [Supervision] Nick Sweeton, Senior Director, Residen@al Educa@on, University of Arizona “Is Everyone Else Doing This BeWer?” [Work-‐Life Balance] Cassie Luke, Assistant Director, Northern Arizona University “Just Another Monday: BeaTng The Odds” [Emergency Preparedness] Jeff Rosenberry, Assistant Director, Housing & Student Life, Montana State University-‐ Billings
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Get in the Action at AIMHO! Submit a Poster Presentation for AIMHO! What is a Poster Session? There are a variety of posters that you will see in Vegas. In alignment with AIMHO’s Strategic Plan, we will be offering an opportunity for you to share your research or best practices in form of a Poster Session. A Poster Session showcases research and/or institution programs. Unlike a general interest session, a Poster Session allows viewers to study and restudy your information and discuss it with you one-on-one. The Poster Session will take place in the hallway area outside of the Corporate Partner Fair and presenters will be asked to be at their poster during the Corporate Partner fair times. The Poster Session will be judged. When is the Poster Session? • Tuesday, November 12, 2013 as part of the Corporate Partner Fair exhibit. This is a judged competition. Judges from universities within the region will be adjudicating the poster presentations during the session. There will be one winner and they will be announced at the closing banquet. Successful posters provide brief statements of introduction, statement of the problem, review of related literature and implications of the literature. Ask yourself, "What would I need to know if I were viewing this material for the first time?" and then state that information clearly. Keep it simple. Place major points in the poster and save nonessential but interesting sidelights for informal discussion. Be selective. Your final conclusions or summary should leave observers focused on a concise statement of your most important findings and recommendations. Successful poster presentations have concise abstracts (150-250 words) and achieve both coverage and clarity: • Coverage: Have you provided all the obvious information? Will a casual observer walk away understanding your major findings after a quick perusal of your material? Will a more careful reader learn enough to ask informed questions? • Clarity: (i.e. Is the sequence of information evident? Indicate the ordering of your material with numbers, letters, or arrows, when necessary. Is the content communicated clearly? A/V Accommodations You will be able to select to either do a paper Poster Session where we would provide you the easel for your poster or you could do an electronic poster session where we would provide you a display table for your laptop. If you choose to do an electronic session, please have your laptop charged as there is no electricity in this area. Deadline for submission is October 13, 2013. Submit a poster presentation here. If you have any questions please contact Brittany Johnson at Brittany.Johnson@nau.edu.
SHO Appli
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CALL FOR COMMITTEE VOLUNTEERS 2013-‐2014
Volunteerism is the lifeblood of AIMHO. In addi@on to contribu@ng to our profession, serving on any of the AIMHO commiGees allows you to develop your professional skills as well as work with others in the region. To apply for an AIMHO CommiGee please do one of the following:
• Fill out the form online: here • Download, fill out, and email this form to Cynthia.Anderson@nau.edu
• Fill out, print, and submit the form to any Execu@ve Board Member during the annual AIMHO Conference. (Descrip@ons and Informa@on are found on the form) Ready to take your involvement with AIMHO to the next level? Consider applying for a leadership posi@on as a 2013-‐14 CommiGee Co-‐Chair. The most important work of the Associa@on is done through the tremendous efforts of our commiGees.
• To apply for a CommiGee Co-‐Chair
posi@on, download, fill out, save and sent this form to Cynthia.Anderson@nau.edu by November 1, 2013. AIMHO CommiGee Co-‐Chair Applica@on Form Submit articles to aimhoregion@gmail.com | Follow us on Twitter: #AIMHO | Facebook: AIMHO
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Announcing AIMHO 2013 Officer Elections
Join the Executive Board! AIMHO is seeking candidates for the posi+ons of President-‐Elect, Treasurer-‐Elect, Member At Large/Entry-‐Level, and Secretary. A descrip+on for each posi+on is listed below. The deadline to apply is Tuesday, October 15th at 5pm. Candidates for Execu+ve Board Posi+ons will be nominated at the annual business mee+ng. Candidates will be asked to submit a leZer of interest and a leZer of ins+tu+onal support prior to the annual conference. This process will • • • •
provide vo+ng representa+ves addi+onal +me to consider candidate qualifica+ons increase AIMHO member awareness of Execu+ve CommiZee leadership opportuni+es allow interested candidates addi+onal +me to consider running for an Execu+ve CommiZee posi+on solidify officer commitment
If you would like to run for one of the available posi+ons: Please submit a leZer of interest (no more than 500 words) that describes your interest in the Execu+ve Board Posi+on, any experiences relevant to the posi+on, and what you hope to accomplish during your term. Addi+onally, submit a leZer or e-‐mail of support from your supervisor and a photo (headshot) to be included with your leZer of interest. Your leZer of interest will be shared with AIMHO members prior to the elec+on via the AIMHO list-‐serve, to all members registering for the 2013 Conference and limited print copies will be posted and available at the conference site. Materials must be emailed to cynthia.anderson@nau.edu by Tuesday, October 15th at 5pm. Officers will be elected at the AIMHO Business Mee+ng scheduled for Monday, November 11th. Candidates will be introduced at Breakfast on Monday, November 11th and will be making short introduc+ons during the business mee+ng. If you have any ques+ons, please contact any member of the Execu+ve CommiZee. Submit articles to aimhoregion@gmail.com | Follow us on Twitter: #AIMHO | Facebook: AIMHO
THE ANGLE! Treasurer-‐Elect (3 year commitment) The Treasurer-‐Elect shall serve one year at which 4me s/he will automa4cally progress to the Treasurer role the succeeding year to serve a two-‐year term as Treasurer. The Treasurer-‐Elect will be elected one year prior to the Treasurer leaving their posi4on. If the Treasurer is unable to perform the du4es of the office, the Treasurer-‐Elect shall complete the term of the Treasurer. In addi4on, the Treasurer-‐Elect shall perform du4es which include but are not limited to the following: • serves as a member of the execu4ve commiBee; • observes and assists as needed the Treasurer of the Associa4on in the collec4ons and distribu4on of all funds, and assists in preparing an annual financial statement; • observes and is aware of Associa4on revenue and bank accounts established and maintained; assists the Treasurer in rendering a report of the treasury at the annual conference business mee4ng; • through consulta4on with the Treasurer, assist the Treasurer as needed in sending dues billings to member ins4tu4ons by July 1; • serves as a liaison to a standing commiBee as assigned by the Execu4ve CommiBee; • aBends annual conference; • aBends execu4ve commiBee mee4ngs; • fulfills all other du4es and projects as assigned by the President or the execu4ve commiBee. Secretary (2 year commitment) The Secretary shall serve for a two-‐year term and shall be eligible for re-‐elec4on for a second two year term. • serves as a member of the execu4ve commiBee; • serves as the custodian of Associa4on documents and records, carries on all necessary correspondence, and prepares and distributes Associa4on sta4onary; • prepares minutes of all mee4ngs and records, transcribes, and distributes a summary of the annual conference and business mee4ng minutes to all member ins4tu4ons; • prepares, manages, and updates the database and distributes the regional directory. • corresponds with various Associa4on cons4tuencies. • serves as liaison to the Marke4ng CommiBee.
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Member-‐at-‐Large (Entry Level) (2 year commitment) The Entry Level Member-‐At-‐Large shall be elected for a two-‐year term on alterna4ng years from the Senior-‐Level Member-‐At-‐Large. The Entry-‐Level Member-‐At-‐Large must have three years or fewer full-‐4me campus housing experience in order to be eligible for the role. • serves as a member of the execu4ve commiBee; • plans and implements newcomer orienta4on and welcome at the annual conference in conjunc4on with the Program CommiBee; • encourages par4cipants in Associa4on ac4vi4es; • serves on the RAppin' Conference Program CommiBee; • aBends the annual conference; • serves as liaison to AIMHO College CommiBee and the RAppin Host CommiBee; • serves as liaison between the members and the execu4ve commiBee; • contributes to content aimed at new professionals within the AIMHO Angle NewsleBer; • fulfills all other du4es and projects as assigned by the President or the Execu4ve commiBee. President Elect (3 year commitment) If the President is unable to perform the du4es of the office, the President-‐elect shall complete the term of the President and then serve the next succeeding term as President. In addi4on, the President-‐Elect shall perform du4es which include but are not limited to the following: • serves as a member of the execu4ve commiBee; • assumes du4es of the President in the President’s absence; • updates and publishes a directory of all Associa4on members; • recruit members; • aBends annual conference; including summer planning mee4ng • aBends the ACUHO-‐I Annual Conference and Exposi4on during President Elect and President term. • par4cipates in regional President’s Mee4ngs • aBends execu4ve commiBee mee4ngs; • works closely with annual conference host and program commiBee chairs; and • coordinates orienta4on mee4ng of new execu4ves and chairs.
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