Reducing Staff Workload Reducing Staff Workload Through Effective Member Through Effective Member

ParticipationParticipation

A Workshop Prepared for

Staff & Managers ConferenceFebruary 2009

Neily Jennings & Mingwei Huang, NASCO Education

BSC - Berkeley1283 members21 full-time staff6 part-time staff20 paid member-only positions

College Houses - Austin

531 members5 full-time staff1 part-time staff

ICC – Austin188 members4 full-time staff0 part-time staff

Guelph Campus Co-op

400 members13 full-time staff4-8 part-time staff

MCC - Madison200 members3 full-time staff1 part-time staff

MSU-SHC East Lansing196 members2 full-time staff1 part-time staff

OSCA - Oberlin175 housing members455 dining members1 full-time staff2 part-time staff UKSHA

Lawrence, KS48 members1 full-time staff

ICC – Ann Arbor550 members8 full-time staff2-4 part-time staff

SCA - Eugene72 members0 full-time staff1 part-time staff

Pacifico - Davis112 members1 full-time staff0 part-time staff

SBSHC – Santa Barbara

75 members1 full-time staff`1 part-time staff

UCHA – Los Angeles415 members5 full-time staff6 part-time staff

Co-ops At A Glance

WCRI - Waterloo900 members9 full-time staff3 part-time staff

Administrative Education & Training Member support Marketing & Representation Maintenance Financial planning & management

Types of Co-op Tasks

- Typical Tasks Performed by Officers- Potential Tasks to Assign to Officers- Tasks That Should not be assigned to members

• Stipends• Rent reductions• House labor credit

Officer compensation

Three Basic Models:

1. Required Office Labor2. Office Helpers and Interns3. Paid Member-only Positions

System Tasks Training Tracking Compensation Strengths/

Weaknesses

Case studies: ICC-Ann Arbor Michigan State University-SHC Santa Barbara-SHC Madison Community Cooperative

MODEL 1: Required Office Labor

Systems run smoothly and account for turnover Accountability & tracking varies Tasks tend to be administrative; don’t always draw upon member skills

Case studies: ICC-Austin SCA-Eugene Madison Community Cooperative

MODEL 2: Office Helpers & Interns

Fewer, Longer-term positions More competitive Trained by staff Lower turnover

Case study: Berkeley Student

Cooperative

MODEL 3: Paid Member-Only Positions

Competitive Positions Variety of tasks utilize specialized skills & knowledge Supports member development & employment Less turnover

Member Training Member Accountability Engaging and Empowering Member

Projects/Member-Driven Projects Addressing Confidentiality Improving Office Efficiency (outside of member

participation)

Sharing “Best Practices”