Adaptability and Accountability
A successful green living program (GLP) will allow the student employees a high degree of adaptability in achieving their tasks, while also making them accountable for their duties.
Drawing the Line between Creativity and Expectations
Although offering GLP reps room to be creative is great, there is a limit. They are “rep”resenting not just the issues they are educating their peers about, but they are representing the GLP as an organization. It is best for reps to clear projects or new ventures with the captains and coordinator before taking something entirely new on. It is important to find a balance between making reps feel like they have the creative space to adapt the campaigns to their unique vision and keeping them accountable to the program as a whole.
Balancing Academics and GLP Work
Students' academic schedules can mean that projects will take longer than forecasted. You may find that students have less time to spend on their GLP work during midterms or finals. Understand that school comes first for students and you may have to let them make up their missed hours either before or after study-intensive periods.
Responding to Reps’ Needs
There may come a time during the year when a rep feels particularly overwhelmed because of schoolwork, family issues or other events. Recognize that you may need to be lenient, based on the situation, to allow them time to catch up with their GLP work. The captains and coordinator can offer to help, if necessary, to make sure the tasks are being carried out. Remember everyone is in it for the long haul. Finding a way to accommodate reps’ needs while also keeping them on track as much as possible is worthwhile.
Reps as Employees
Reps tend to be very busy students who are involved with many campus activities. If a rep becomes unresponsive to their work responsibilities, it might be necessary to ask them about their commitment. Some students take on too many activities and do not realize it until they are in the depths of stress-havoc. It makes sense to try to avoid this by asking reps about their other commitments during the interview. If during the year it becomes impossible for a rep to do his or her tasks properly, you may need to consider finding a replacement. Remember: Reps are employees and must meet certain expectations. They are accountable to the program and their co-workers. They will have to understand if you decide they are not living up to their responsibilities. Of course, before taking the drastic measure of finding a replacement, try working with the student to help him or her get back on track.
Student Employees at the University: Conflict of Interest?
Some students may perceive reps as mouthpieces for the administration because of their status as paid employees. Have open discourse with your student employees about their personal objectives and ask them if the program is run in a way that would give this impression to other students. Find out how your reps perceive the administration. Allow them to adapt campaigns to be truly student-oriented while still staying accountable to the needs of your steering group.
GLP Coordinator and Host Manager
The manager in the host organization must inform the GLP coordinator about the basic accountability and management requirements of running a college or university program. With full knowledge of these requirements, the coordinator is able to communicate them to the student employees. The manager must understand that the coordinator bridges the very different worlds of students and staff and as such will require special consideration, flexible work hours and very good two-way communication skills. The manager should not put the coordinator in a position where he or she must try to control the students too much. At the same time, it is important to ensure that all the basic organizational requirements are being met.