Transcription
STUDENT SUPERVISIONMANAGING MILLENIALS
Students look to teachers forinstruction, for guidance, and formodeling of appropriate behavior.In the same way, students who areemployees look to their managersfor training, for professional andpersonal development.
NOW .Who are our StudentEmployees?Born between 19802000 they are called:NEXTERSGENERATION YINTERNETGENERATIONDIGITAL GENERATIONMyPODS etc But .the clear winner is the “ MILLENIALS”(Peter Jennings abcnews.com)
WHO ARE THE “MILLENIALS”?According to ClaireRaines “ManagingMillenials” from UCSC–Training and Dev.Career Center theyare “the hottestcommodity on the jobmarket”.SOCIABLEOPTIMISTICTALENTEDWELL EDUCATEDOPEN –MINDEDCONNECTEDINFLUENTIAL and themost important:ACHIEVMENTORIENTED
Millennials Rising: R.J. Matson, Cartoonist
This is the first generation to grow up surroundedby digital mediaMultitasking is one of their forte!Mastering rapidly changing technology and constantmultitasking.For them, a world without cell phones or Internet access isunimaginable.They are emailing, IMing, iPoding, watching TV, textmessaging, listening to their MP4, and doing theirhomework at the same time
They areRaised by “Helicopter parents”those who hover over all their kid’sactivities, ready to swoop in,provide input and take control.
Now, we have to keep in mind that most ofthe time when they get the job, this is theirfirst “real job” and we are the only one whothey connect with for a while Therefore while you are training First quarter look for depression attack!Separation anxiety-be aware of thesymptomshopeless-helpless
Millenials are always busy;Despite all the different activities theyare engaged in, they still manage towork at the same time.They expect more supervision andcoaching because they have spentmore time with their parents whoorganized their activities, school goalsand free time.
Bussy Millennials Rising: R.J. Matson, Cartoonist
An Overview of What we do?We train them ( from tours, introductions, computer,programs, office etiquette and procedures to money relatedquestions ex. Timesheet )ScheduleEvaluate e to workCorrect behavior- through counselingTeach them valuable transferable skillsKeep the place rolling!
Survey of different aspects ofsupervising, training,evaluating student employeesfrom UC Libraries
How do you weekly schedulestudents?UCB,UCD, UCLA, UCR; UCSD,UCSC, UCSB,SLRF,:FIXED SCHEDULE BY 2ND WEEK FOR THE QUARTERBUT SEPARATE SCHEDULES FOR FINALS ANDINTERSESSION
Do you use a computer programto schedule?UCSD, UCD, UCR, UCI, SLRF: EXCEL OR WORDUCSB, UCSC, UCLA:NONEUCR: ORACLE (FOR FRONT DESK HOURS)UCB: HOMEMADE (DOS)
Do student employees get differentprivileges using library materialthan regular students ?UCD: GRAD PRIVILEGES FIRST DAY OF WORKUCSD, UCB: GRAD PRIVILEGES AFTER 6MONTHSUCSB: MIGHT CANCEL FINES IF WITHINREASONUCSC,UCR, SRLF, UCLA, UCI: NONE
How do you reward yourstudents?UCB: VERBAL, FIRST CHOICE OF HOURS,SEMESTER PARTY, BIRTHDAY PARTIES, FOOD,CASH SPOT AWARDSUCD: CHRISTMAS TREAT BAGS, STUDENT OFTHE MONTH ( 7 COFFEE HOUSE COUPON),TREATS, END-OF-THE-YEAR PARTY FORGRADUATING STUDENTS, PROMOTION TOBECOME A MENTOR STUDENTUCI: TREATS, DEPT. PARTIES, END-OF-THEYEAR PARTY FOR GRADUATING STUDENTS
UCLA: DEPT. PARTY EACH QUARTERUCR: TREATS, FOOD, GIFTS (LIB. STAFFASS.), BIRTHDAY CARDS, STUDENT OF THEMONTH ( 5 CASH)UCSD: TREATS, PRAISE, PROMOTION TOWORKLEADERUCSB: STUDENT APPRECIATION DAYBEFORE FINALSSRLF: FLEXIBILITY, MONETARY REWARDSFOR EXCEPTIONAL STUDENTS EACHSCHOOL YEAR (HR FUNDED)
Do you have a budget or is it outof pocket?UCSD, UCSB, UCSC, UCD,UCR,UCLA,UCI: OUT OF POCKETSLRF: LHR FUNDS END-OF-YEAR AWARDSUCB: CASH SPOT AWARDS ARE FUNDED BY LIBRARY
How do you determine who shouldget a raise? When? .and howmuch?UCSD: ELIGIBLE FOR 6% RAISE AFTER 1 YEARUCSB: AUTOMATIC 0.25 RAISE EVERY 300 HOURS WORKEDUCSC: EVERY 350 HOURS WORKED - 0.10, 0.15, OR 0.20 RAISE DEPENDING ONEVALUATIONUCD: FIRST AFTER 3 QUARTERS, UP TO 0.75 ONCE A YEAR DEPENDING ONEVALUATIONUCR: FIRST AFTER 2 CONSECUTIVE QUARTERS, 0.20, 0.35, OR 0.50 DEPENDINGON EVALUATION, THEN YEARLYSRLF: RECLASS POSSIBLE AFTER 150 HOURSUCB: NO RAISES, BUT OVER 10/HR PAYUCLA: START IN STACKS, THEN RECLASS AT 6 MONTHS TO SAII, IF SPECIALIZEDSECTION, RECLASS TO SAIIIUCI: DEPENDING ON HOURS WORKED, USUALLY 0.12
How often do they get anevaluation?UCSD: ANNUALLYUCSB: END OF FIRST QUARTER, THEN YEARLYUCSC: EVERY 350 HOURS WORKEDUCD: AFTER THREE QUARTERS, THEN YEARLYUCR: AFTER 2 QUARTERS, THEN YEARLYSLRF: 2-3 FIRST YEAR, THEN SEMI-ANNUALLYUCB: ONCE A SEMESTERUCLA: EVERY TIME THEY GET A RAISEUCI: NO FORMAL EVALUATIONS
Who is involved in Studenttraining?UCI: NIGHT SUPERVISORUCLA: EACH DEPT SEPARATELYUCB: HEAD OF CIRC/ASSISTANT AND EXPERIENCEDSTUDENTSSRLF: STUDENT SUPERVISORSUCR: STUDENT SUPERVISOR/ NIGHT ASSISTANTUCD: STUDENT SUPERVISOR/ MENTOR STUDENTSUCSC: ALL STAFF AND SA IVUCSB: STUDENT SUPERVISORUCSD: HIRING SUPERVISOR BUT OTHER STAFF HELPS
Have the budget cuts impacted thehiring or promotion of studentworkers?UCSD, UCSB, UCSC, SRLF, UCB,UCLA,UCI: NOT YETUCD: NO MERIT INCREASES ONLY LONGEVITYUCR: WORK STUDY STUDENT ONLY
Do you have a training manual?UCSD, UCSB, UCR: YES, ONLINEUCSC: YES, WORKING ON WEBSITEUCD, SRLF: YES, WRITTEN STUDENT MANUALUCR: TRAINING PROCEDURES ONLY, POWERPOINT FOR STAX/LCTRAININGUCB: YESUCLA: NOUCI: UPDATING
Student survey-questionnaireAnswers from student employees fromShields Library - Circulation, Stacks andPSE Library
WHAT DO YOU LIKE ABOUT YOUR JOB?WHY DO YOU STAY?FLEXIBILE HOURSLOCATION (ON CAMPUS)WORK ATMOSPHERE (COWORKERS ANDSUPERVISORS)STRESS-FREE ENVIRONMENTPAYCUSTOMER SERVICEINCREASED LOAN PRIVILEGES
WHAT DO YOU EXPECT FROMYOUR LSKILLSSENSE OF HUMORUNDERSTANDINGEQUAL LTYRESPECTSETTING ATTAINABLESTANDARDSSUPPORT
WHAT CAN YOUR SUPERVISOREXPECT FROM YOU?PUNCTUALITYGREAT CUSTOMERSERVICE SKILLSACCEPTINGASSIGNED TASKSWORK N PERSONALITYDEPENDABILITYDEDICATIONSENSE OF HUMORGOOD COMMUNICATIONSKILLSABILITY TO IMPROVEPOSITIVE DISPOSITIONCONSTANT EFFORTRESPECTCOURTESY“DILIGENT ERASING”
WHAT MOTIVATES YOU IN YOURJOB?LEARNINGPAYBROWNIES/TREATSFUN PEOPLE TO WORK WITHWANTING TO DO A GOOD JOBGOOD EVALUATIONSPOSITIVE CUSTOMER COMMENTSBEING PRODUCTIVEHELPING PATRONSBEING ABLE TO HOLD A JOB DURING COLLEGE(LOOKS GOOD TO EMPLOYERS)
WHAT TYPE OF FEEDBACK ISMOST HELPFUL TO YOU?HONESTBOTH POSITIVE AND NEGATIVEIMMEDIATEDIRECTVERBAL OR BY EMAILRELEVANTNECESSARYEXPLANATION WHY I’M DOING ACERTAIN TASK (THE BIG PICTURE)
Regardless of our training style, ourgoal is the same:To have them fully trainedTo encourage them to see it as acareerTo make them feel safe andappreciated
suggestionsEarn their trust and respectSet clear expectations and then get out of the wayLet them come to you with questions, rather than micromanaging them.Ask for inputLet them be entrepreneurs within their departments. (Hint: This ispretty good advice for managing most people).Give lots of feedback make it QUIC: Quality (brief, specific),Immediate, and Constructive (this is what you can do better, thisis how this project is tied to your longer term goals).Get to the pointOffer professional and personal development opportunities
BibliographyManaging Generations in the 21st Century Workplacehttp://www.ucop.edu/ucli/presentations 10 06/young.pdfManaging Millenials By Claire Raines UC Santa Cruz(Training and development / Career Center)Duke Magazine “Helicopter /issues/010207/parents1.htmlThe "Millennials" Are minutes/main3475200.shtml
Discussion TopicsHow workplace adapt to the newgeneration?How do you manage studentturnover?
questions ex. Timesheet ) questions ex. Timesheet ) Schedule Schedule Evaluate –Performance Performance-Attendance Attendance-Behavior Behavior-Attitude Attitude Motivate to work Motivate to work Correct behavior- - through counseling through counseling Teach them valuable transferable skills Teach them valuable transferable skills
