Student Staff Wellness
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Presentation created by: Brandon Smith and Ian Crookshank What is more important for an individual: wellness, academic performance, or role expectations? This fall, Ryerson University Housing & Residence Life saw an influx in a-typical, high level incidents. This, combined with feedback expressed in individual meetings between paraprofessionals and the Director, demonstrated a clear need for a wellness program which was launched in January. This presentation will discuss findings, learning, and next steps to ensure the paraprofessional staff team are supported as people first.
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Student Staff Wellness
- 6. Photo by V. Sharma - Creative Commons Attribution-NonCommercial-ShareAlike License https://www.flickr.com/photos/34011797@N04 Created with Haiku Deck
- 12. Areas of Significant Increase
- 13. Areas of Significant Decrease
- 14. Changes in Indicated Stressors
Editor's Notes
- summer communication and august training Results: Assessment Data Generalized Assessment Data the assessment tool itself questions Metrics on event attendance study hall meetings Anecdotal New Staff Training informal Focus Group Feedback
- What next: Extension of the Program to all student staff continuing message from RLSO into summer and again in AT; revisit 1:1s with Director? RLEC? Passive place to ask for needs - ie: question box??? Structural Change Live-In programming requirements new staff position Professional Live-In Staff (going from 1 to 2) New Support for Residence Service Desk Programmatic Change Review of Training in terms of length and timing result: shorter program (2 days; streamed training/concurrent sessions, readjusting norms with returners vs. new RLT) Student Staff Compensation Review review of academic support and wellness programming development of a committee for student staff wellness chaired by the managers Work with community leaders to help reduce stigma in reporting up Working with CDSC to provide dedicated resource (on call) for staff who have responded to an incident Change in duty requirements Cultural Change Change in culture at the supervisory level empathy wellness focus supportive Wellness an upfront as departmental cultural norm working with leads to reduce stigma around asking for help, time, or support