This brief report summarizes initiation, implementation and evaluation of a series of noncredit residence hall programs designed as effective structures for learning leisure skills, engaging in social interaction and providing a sense of involvement. (Author/CJ)

Offers the student personnel profession a glimpse of how the smaller, private, coeducation college views the undergraduate student in the role of residence hall staff member. (Author/CJ)

This outline of an apprenticeship program for resident assistants provides ideas for alternatives to traditional methods of resident assistant training and selection. (Author)

The role of the residence staff is discussed. If this staff can be truly responsive to student needs, whether it be efficient management or the confidential relationship necessary for counseling, then the wisdom of combining several functions in one staff member must be questioned. The suggested staff model recognizes the need for a structure…

Resident assistants (n=117) on three rural campuses assessed frequency of occurrence and their preparedness for resolving 11 resident student problem areas and checked the skills they used to resolve these problems. Findings showed that training programs helped respondents address some issues and experience and maturity aided in the resolution of…

The process of goal setting outlined emphasizes education and personal development, acknowledges departmental interdependency and consistency, brings purpose and direction to staff training programs and year-long activities, guarantees that measurement of success is possible, and acknowledges the student helper as an integral part of the residence…

Resident Assistants at a midwestern university answered a questionnaire on the nature and extent of their identification, confrontation, and referral of problem drinkers in the residence halls. Nearly 60 percent believed there was a problem drinker on the floor, 20.8 percent had confronted a resident about the sole issue of alcohol abuse, and 11.5…

This paper presents an outline of a realistic program of resident assistant training which includes six steps in recruiting RA's: (a) criteria for application; (b) application; (c) interview; (d) screening; (e) in-service training; and (f) evaluation. (JC)

Presents a model adopted by Ohio State University for use in the planning of a series of in-service training programs to be implemented by the professional programing staff and several hall directors. This systems model can be generalized to training programs other than those for resident advisors. (Author/BEF)

Explored differences in wellness behavior between students who were selected as resident assistants and those who were not selected, after accounting for influence of self-esteem, grade point average, and leadership ability. Results from 117 resident assistant applicants revealed differences in wellness behavior, as measured by Lifestyle…

This seven-campus study found that whether men and women resident assistants report to a hall director of their same or different gender makes no difference in their view of supervisory leadership, satisfaction with the leader, overall job satisfaction, or motivation to extra effort. (AUTH)

The purpose of this study was to identify the perceived roles of undergraduate hall counselors or student assistants. Four roles were defined: administrator, advisor, counselor, and disciplinarian. Fifteen items were generated for each role, resulting in a 60-item instrument, which was distributed to 700 students residing in two dormitories at…

This study investigated the extent to which empathy, self actualization, and leadership in group discussion situations would predict the criterion of who would be hired as resident fellows (RF). Since leaderless group discussion did differentiate with some degree of "accuracy" it promises to be an excellent future device for use with RF selection.…

IN ORDER TO INSURE THAT ONLY THOSE INDIVIDUALS WHO ARE CAPABLE OF FACILITATING POSITIVE GROWTH WITHIN OTHERS ARE CHOSEN AS RESIDENT ASSISTANTS (RA), IT IS VITALLY IMPORTANT TO USE A METHOD OF SELECTION THAT IS AS SCIENTIFIC AS POSSIBLE. THE PROBLEM WAS TO SEE HOW THE DEAN OF MEN'S OFFICE (DMO) SELECTIONS COMPARED WITH THE PEER-IDENTIFIED LEADERS…