Organizational and Human Resources (OHR) competency focuses on student affairs
professionals’ knowledge and skills regarding human capital, financial, and physical resources at
their institution. The skills and knowledge addressed in the Organizational and Human
Resources competency area are important for professionals as they grow and step take on
different roles and responsibilities. The ACPA & NASPA competency rubric lists seven
dimensions that the OHR competency consist of. These seven dimensions are assessment,
advocacy, and networking; skill development; hiring and staffing; supervision, communication,
and conflict resolution; crisis and risk management; resource management, stewardship, and
sustainability; and technology. This competency area gives a guide for student affairs

professionals and paraprofessionals to understand their strengths and gain an understanding that they bring unique experiences to any job or career they have. Also, this competency area ensures that each professional understands the institution they are working at and understand its values and standards. Referencing the ACPA & NASPA competency rubric, I believe that I am at an intermediate level within all seven dimensions.

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My role as a Resident Director has served as the fundament contributed to in my proficiency with this competency. As a residence director, I am gaining a tremendous amount of experience with all of the dimensions listed in OHR. This role has providing provided me with the opportunity to develop and establish my supervision style. In this role, I supervise; the residence director position allows me to have direct experience with supervising a staff of five resident assistants, two work-study students, and 12 student workers in the building. This position has also helped me to have hands on experience with managing a budget of $3,000 for the hall and programming. Because you work where you live, my previous role as an RA as well as the residence director position has given provided me with experience with being a part of an on-call crisis response team. As an RA, it was required to be the point of contact for all crises happening within the hall. My role as a residence director also requires me to be the first point of contact for about six residence halls at a time.

 

Additionally, a requirement for residence directors is to assist and participate in the hiring process of RA candidates. Through this experience, I learned about the departments hiring process and all of the work put in for the process. I am able to interview candidates, observe them and, and asses their abilities to see if they are a right fit for the department and the position. Working on the residence life marketing and media committee at Fredonia, we developed initiatives and ways to encourage more male candidates to apply for the position. I also worked and encouraged more males of color to apply to the job by having open office hours where they could stop by and ask questions in regards to the position and what it entails. I feel as though for residents of color hearing about the job and what it is like coming from a male of color helps them to get an idea of what they would be dealing with in the position

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                                             Artifact 1:

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In this paper, I examined a specific functional area I am interested in working in and incorporated interviews and research to better understand the history as well as the organizational structure of the department.

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                Artifact 2:

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I was able to practice and improve my skills in managing a budget and allocating money for new programming.