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Association of Intermountain Housing Officers

THE ANGLE

AIM HO 20 Uni vers 13- An it n Nov y of Nev ual Con ad fe . 10 -12 a Las Ve rence RIV , 20 gas IER 1

Apr-May Edition

Issue No. 2

A H 3 & $ 6 4 C A S I NO T E L PER O REG NIG *Non ISTR HT - m em ber & * $ 2 3 AT I O N Late 5 regist ration fees T BD

Angle Archive

AIMHO

Sp!ng " in # air!

Arizona - Colorado - Idaho Montana - Nevada - New Mexico - Saskatchewan - Utah - Wyoming

IN THIS NEWSLETTER

HOT TOPICS - PAGE 2 - President’s Greeting - Arizona-Update on SB1070

PROFESSIONAL DEVELOPMENT - PAGE 5 - Social Media & Social Media Tips - Small School Advice - Strengths in Practice

IN THE MEDIA Make the odds be ever in your favor: Career advice from “The Hunger Games” By Murray Close, AP

COMMITTEE UPDATES - PAGE 10 - AIMHO College - Awards and Recognition - Diversity & Social Justice - Marketing - Programming - Research & Information - SHO Institute - State & Provincial Reps (SPRs) - Website

Why a little bit of stress is good for you

By Jack Hollingsworth, Digital Visio

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reeting 1070 sident’s G re P ) 2 . g garding SB (p re te a d p zona - U (pg. 3) Ari

Julie Franklin AIMHO President

APRIL!!!    Many  of  you  are  an1cipa1ng  the  end  of  the  school  year.    On  my  campus  our   students  are  in  the  midst  of  finals  and  we  will  “close”  on  April  27.    The  fact  we  turn   around  and  accommodate  a  major  conference  on  campus  doesn’t  make  the  closing   feel  very  complete.    There  are  the  summer  students  to  get  seIled,  the  conference   season  to  move  forward,  the  summer  training  to  finish  planning  and  preparing  for,  as   well  as  the  myriad  of  maintenance  projects  and  deep  cleanings  to  factor  in  and   coordinate.    This  is  also  the  1me  of  year  we  all  hear  the  oK  repeated  ques1on,  “This   is  your  slow  1me,  right?”    I  suppose  it  all  depends  on  your  defini1on  of  the  word,   “slow.”     At  different  1mes  of  my  career  I  have  marveled  that  so  many  people:  family   members,  neighbors,  even  folks  in  other  departments  on-­‐campus  just  didn’t  get  the   fact  that  there  really  is  no  slow  1me.    Crazy  and  crazier,  those  seem  to  be  the   seasons  we  func1on  in.     What  a  fantas1c  thing  to  have  a  suppor1ve  network  of  colleagues  to  learn  from  and   collaborate  with  who  “get  it.”    I  am  con1nually  amazed  to  feel  the  instant   understanding  of  issues  I  am  facing  when  I  talk  to  one  of  my  AIMHO  friends.    Our   campuses  are  different  in  geography,  size,  philosophy  and  purpose  and  yet  our  work   is  similar  as  we  focus  on  students,  promote  and  support  inclusiveness  and   involvement  of  our  students  and  our  staff.    We  are  commiIed  to  social  jus1ce  and   suppor1ng  responsible  ci1zenship.    And  all  of  us  are  working  to  make  the  best   decisions  within  our  scope  of  influence  in  a  way  that  reflects  the  mission  and  vision   of  our  departments  and  ins1tu1ons.    This  is  usually  done  by  gathering  as  much  data   as  is  possible  and  reasonable.     I  thank  you  for  being  a  part  of  AIMHO  and  contribu1ng  to  the  whole.    I  appreciate   the  efforts  of  those  who  have  put  together  and  presented,  or  will  present  webinars,   who  are  working  on  program  proposals  for  our  fall  conference  as  you  are  all   advancing  best  prac1ces.    I  appreciate  those  who  help  support  us  through  commiIee   work  as  they  provide  data  and  make  it  accessible.  It  is  a  joy  working  with  all  of  you.      

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70 0 a 1 n B S o Ariz regarding te a d p u An

Z EWIC S A K N LU ZONA JUSTI F ARI YO ERSIT

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The  State  of  Arizona  has  been  under  fire  since  2010  due   to  the  controversial  legisla1on  rela1ng  to  immigra1on.     During  2010,  the  Arizona  State  Legislature  passed  and   Governor  signed  into  law  Senate  Bill  (SB)  1070,  which   used  strong  language  and  placed  controversial  rules  on   law  enforcement  agencies.    While  most  of  the  provisions   of  the  law  were  stripped  away  as  uncons1tu1onal  by  the   Supreme  Court,  a  key  por1on  was  allowed  to  stand.    This   provision  requires  police  officers  to  make  an  aIempt  to   determine  the  immigra1on  status  of  a  person  stopped,   detained  or  arrested  if  there  is  reasonable  suspicion  the   person  is  in  the  country  illegally. The  fallout  from  SB1070  made  na1onal  news  and   created  a  lightening  rod  for  cri1cism  and  praise  along   both  sides  of  the  arguments.    We  are  eager  to  report  the   impacts  the  law  has  had  here  in  Arizona.    In  a  USA  Today   ar1cle  dated  10/31/2012,  which  was  wriIen  three   months  aKer  the  law  went  into  affect,  it  was  reported  by   immigrant  rights  groups  and  several  local  law   enforcement  groups,  that  no  arrests  have  been   reported.    Although  there  have  been  no  official  arrests   reported  under  the  law  un1l  that  point,  many  Arizonans   s1ll  live  with  the  fear  that  was  ins1lled  by  the  legisla1on.     While  opponents  of  the  law  are  happy  about  the  lack  of   arrests,  all  can  s1ll  agree  the  law  create  a  heightened   state  of  fear  for  the  residents  of  Arizona.

The  passage  of  SB1070  has  significantly  impacted   tourism  and  the  conven1on  industry.    According  to  a   newspaper  ar1cle  by  the  Arizona  Republic,  a  Phoenix   based  newspaper,  “Projected  bookings  for  the   Phoenix  Conven1on  Center  are  down  by  as  much  as   30  percent  for  the  current  fiscal  year  compared  with   2009.  The  city  projects  about  184,300  conven1on   guests,  down  from  a  high  of  about  275,400  in  the   2009  budget  year  —  a  difference  of  about  $132   million  in  direct  spending,  according  to  the  city.     Meanwhile,  other  ci1es  with  comparable  conven1on   facili1es,  including  San  Diego,  Denver,  San  Antonio   and  Salt  Lake  City,  have  experienced  a  different   trend.  In  those  locales,  guest  counts  are  slowly   rebounding  or  rela1vely  flat.”    In  a  recent  mee1ng   with  event  planners  from  across  the  country,   Phoenix  Mayor  Greg  Stanton  stated,  “What  you  may   have  read  about  our  Legislature,  don’t  hold  against   the  rest  of  us,”  Stanton  says,  drawing  a  chuckle  from   the  crowd.  “The  rest  of  us,  we’re  normal.  We  like   diversity.”    While  many  major  and  minor   conven1ons  have  been  making  the  decision  not  to   come  to  Arizona  for  their  annual  conferences  it  is   important  to  remember  the  people  these  decisions   actually  hurt.    While  it  does  send  a  message  to  local   poli1cians  that  less  money  is  flowing  into  the   Arizona  economy,  it  also  does  hurt  all  of  the  small   businesses,  local  workers,  and  people  living  in  the  

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continued from page 3 region  who  depend  on  that  income.     While  making  a  stand  does  show  the   world  our  values,  some1mes  that  drop  in   revenue  also  hurts  the  people  who  are   already  affected  by  the  law  the  most,  and   some1mes  feels  like  a  double  whammy. I  recently  moved  back  to  Arizona  aKer   four  years  working  in  North  Carolina.    I   leK  right  before  the  furor  over  SB1070  hit   and  returned  several  years  aKer  the  fall   out.    Through  my  personal  perspec1ve  as   a  resident  and  student  affairs  professional   in  Arizona,  I  can  see  that  our  students  are   much  more  in  tune  to  the  na1onal  news   and  reputa1on  our  state  holds.    While   SB1070  is  a  nega1ve  thing  we  all   experience,  it  does  allow  us  to  have  much   more  in  depth  conversa1ons  with  our   students  regarding  the  concepts  of  racism   and  systems  of  oppression  in  our  society.     We  also  get  to  support  our  student   ac1vists  in  a  much  more  immediate  way,   as  we  have  some  preIy  direct  things  to   speak  out  against.    In  my  return  I  have   also  seen  a  more  ac1vated  ci1zenship  that   recognize  the  difficul1es  we  face,  but  also   the  many  ways  to  directly  impact  the   system.    A  direct  example  of  this  is  the   work  done  by  the  Ci1zens  for  a  BeIer   Arizona.    This  group  is  a  bi-­‐par1san   grassroots  organiza1on  that  got  Russell   Pearce  (an  SB1070  sponsor)  recalled  and   eventually  voted  out  of  office

racism,  I  could  never  live  there.”    My   response  was  simple,  “to  be  a  vigorous   social  jus1ce  advocate  I  need  to  be  on   the  front  lines,  and  I  want  to  be  on  the   front  lines  in  a  place  I  love.”    Several   years  ago,  AIMHO  took  its  annual   conference  out  of  the  state  of  Arizona,   a  move  I  consider  to  be  one  aligned   with  our  region’s  values  of  social   jus1ce  an  inclusion.    Now  three  years   later,  I  can  personally  say  I  do  not  think   an  embargo  of  the  state  is  working  any   longer.    We  need  to  give  Arizona   another  shot,  and  return  to  the  front   lines  to  make  our  own  decisions.    As   advocates  for  social  jus1ce,  we  need  to   change  hearts  before  we  can  change   minds,  and  bringing  people  like  the   good  folks  of  AIMHO  to  Arizona  will   play  a  role  in  helping  to  change  hearts   of  the  local  residents  and  our   colleagues  around  the  region  and   country!    If  we  don’t  come  to  Arizona   and  discuss  the  real  issues  that  are   happening  here,  how  can  we  learn  and   band  together  to  work  against  the   systems  of  oppression  happening  in   our  state.

Some Resources: Informa1on  about  the   Ci1zens  for  a  BeIer   Arizona: h1p:// ci4zensforabe1eraz.org/ projects/special-­‐recall-­‐ elec4on/

Informa1on  about  the   outcomes  from  the  SB1070   law:  h1p:// usatoday30.usatoday.com/ news/na4on/2010-­‐10-­‐29-­‐ immigra4on-­‐law-­‐three-­‐ months-­‐later_N.htm

Informa1on  about  the   impact  SB1070  is  having  on   the  local  economy:  h1p:// www.azcentral.com/ community/phoenix/ar4cles/ 20121217phoenix-­‐conven4on-­‐ slump-­‐4ed-­‐sb-­‐1070.html  

Before  I  moved  back  someone  asked  me,   “why  do  you  want  to  move  back  to  a   place  that  has  so  much  overt  hatred  and   Submit articles to aimhoregion@gmail.com | Follow us on Twitter: #AIMHO | Facebook: AIMHO


THE ANGLE! IONAL S S E F O PR ENT M P O L E DEV Media Tip Social Media & l ia c o S (pg. 5) l Advice all Schoo m S ) 6 . (pg ractice ngths in P e tr S ) 8 (pg.

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Social Media JAMIE LLOYD

UNIVERSITY OF NORTHERN COLORADO

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Tip Social Media ________ _____________

AIMHO e h t t u o k c e Ch e! Facebook Pag

Every Thursday at 11 Mountain Time student affairs professionals gather around their smart phones and office computers to participate in a weekly Twitter chat called #SAchat. As a part of the Student Affairs Collaborative an idea started in 2006 the site now hosts a Student Affairs Directory of blogs written by professionals, posts articles worth reading and sponsors the weekly #SAchat. Its all about sharing knowledge and connecting as a field, and its as easy as typing 140 characters. To get a sense of what #SAchat is all about follow @the_sa_blog on Twitter and take a look. On Wednesdays of each week @the_sa_blog sends out a survey regarding Thursday’s topic and then Thursday a #SAchat moderator starts the conversation. To join the rules are quite simple:

4. The MOD will start the conversation by posing the first of 5 questions like this

1. Login to your Twitter account – using the online version is fine, but using something like Hootsuite or another client allows you to more easily see what others are posting who you may not follow on Twitter

7. After the main questions, the MOD will ask for everyone Final Question (FQ) or Final Thought (FT) for the topic, allowing the conversation for the hour to wrap up.

5. Once you know the question tweet your answer. At the beginning of your tweet put “Q1” or whichever number you are on and type your answer, making sure to put #SAchat at the end. 6. Once you are done with your answer you can search for #SAchat and see what others are answering too. Feel like their answer is really great? Reply to them, or favorite, use the opportunity to converse about the topic

2.When the Moderator start the chat, follow along. The MOD will ask for everyone to introduce themselves 8. When #SAchat is done for the day you’ll see this sort of tweet.

3. Intros usually say their name, institution and what they do, the only rule is to make sure you include #SAchat in the tweet so others can see who’s participating too.

9. Busy at 11 Mountain Time on Thursdays but still want to see what is new with #SAchat? Read the hashtag on Twitter or take a look at the archives of each chat found at www.thesabloggers.org

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Small School Advice KEEPING STAFF ENGAGED WHO ARE NOT RETURNING THE NEXT YEAR For  those  of  us  at  smaller  institutions,  it  can  be  especially   important  during  this  time  of  year  to  make  sure  our  outgoing   staff  members  stay  engaged  and  8inish  the  semester  strong,   rather  than  drifting  out  early.    It  can  be  challenging  to  8ind   student  leaders  and  staff  to  pick  up  the  slack  if  someone  quits  ful8illing  their   responsibilities  late  in  a  semester,  making  rehire  nearly  impossible.    Here  are   some  ideas  to  keep  staff  engaged,  particularly  those  who  are  not  returning  the   following  year  and  may  be  falling  victim  to  short-­‐timers  syndrome. In  Residence  Life,  we  tend  to  be  very  relational  with  our  staff  members,  often   times  more  so  than  a  typical  corporate  environment.    Expressing  appreciation   for  the  things  the  outgoing  staff  have  done  well  creates  an  environment  more   conducive  to  transition.    This  doesn’t  mean  making  something  up  that  is   insincere,  but  rather,  earnestly  looking  for  something  good  to  say  and   expressing  it.    Part  of  this,  is  showing  interest  in  their  next  step  after  leaving  the   position.    Once  their  plans  have  been  established,  it’s  important  to  show  support   for  their  new  endeavors  and  make  an  effort  to  help  them  get  to  where  they  are   going.    For  student  staff  members,  this  can  mean  assisting  them  in  8inding   housing  for  the  coming  year,  providing  reference  letters  for  job  applications,  or   brainstorming  with  them  as  they  start  to  plan  for  after  graduation  and   transition.    For  professional  staff  members,  seek  out  their  feedback  on  what   they  think  works  well  within  the  department,  as  well  as  changes/ideas  that  they   have  to  make  the  program  more  effective.    Incorporating  them  into  assessment   will  help  keep  them  more  engaged  in  what  they  are  currently  doing  and  show   that  their  input  is  valued. Work  off  the  respect  and  loyalty  that  they  have  established  with  their  co-­‐ workers  or  direct  supervisor  to  encourage  them  to  continue  accomplishing   their  responsibilities.  Remind  them  of  the  impact  their  actions  have  on  the   people  they  value  and  care  about.    Having  to  accomplish  additional   responsibilities  left  by  another  staff  member  adds  pressure  to  their  coworkers,   who  may  also  be  friends  and  people  they  respect,  when  they  don’t  perform  at  an   already  stressful  time  of  year  for  everyone  on  campus.    When  this  happens,   resentment  by  the  staff  left  to  pick  up  the  slack  often  happens.    Help  outgoing  

Image from Google Search: Hang in there

...Having  to   accomplish   additional   responsibilities  left   by  another  staff   member  adds   pressure  to  their   coworkers...

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continued from page 6 staff  members  remember  their  impact  and  that  if   they  want  to  keep  those  relationships,  they  should   8inish  their  responsibilities  well.

careers  so  it  is  important  they  strive  to  maintain   positive  rapport  in  the  event  they  decide  to  pursue   employment  with  the  same  individuals  in  the  future.

It  can  also  be  helpful  to  remind  staff  members  that   8inishing  strong  is  an  important  aspect  of  receiving   positive  references,  in  all  positions  they  hold.    They   may  have  a  new  position  that  they  are  looking   forward  to,  but  down  the  road  it’s  important  to  be   con8ident  in  being  able  to  provide  credible   references.    Because  we  work  with  college  students   and  many  young  professionals,  this  can  be  more   important  than  many  realize.    Employers  appreciate   seeing  this  type  of  experience  because  it  denotes   responsibility  and  professionalism  and  our  current   staff  members  should  want  to  feel  con8ident  about   listing  references  from  their  position  with  your   department.    They  are  also  very  early  in  their  

Sometimes  the  incoming  staff  and  planning  for  the   coming  year  draws  more  of  our  attention  at  this   time  of  year,  but  it’s  important  for  all  of  us  to  8inish   the  current  year  well.    The  effort,  although   demanding  at  the  time,  increases  student  and   returning  staff  satisfaction  since  they  feel  treated   fairly  and  helps  to  set  expectations  for  the  following   year.    The  students  we  serve  deserve  the  effort  of  a   whole  staff  for  all  32  weeks  of  an  academic  year.  

LINDSAY ROSSMILLER Rock Mountain College

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logspot.com rriehawkins.b

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JUSTIN LUKASWICZ The University of Arizona

As  a  strengths  educator,  one  of  the  ques1ons  I  get  asked  the  most  oKen  is,  “how  do  I  actually  use  this   stuff  in  the  real  world,  or  with  my  team.”    In  my  opinion,  strengths  is  mainly  a  personal  development  tool.     Once  you  receive  our  strengths  report,  you  need  to  study  them,  look  for  them  in  our  daily  work,  and  find   ways  to  play  to  our  strengths  on  an  every  day  basis.    If  you  put  our  strengths  into  prac1ce,  the  hope  is  you   can  live  a  more  engaged  life  through  this  philosophy.    While  it  is  important  to  do  the  personal  work,  there   are  numerous  things  you  can  do  with  your  teams  to  make  them  more  successful.   The  first  step  is  to  explore  the  shadow  sides  and  barrier  labels  of  our  strengths.    The  Shadow  Side  of  a   strength  is,  “the  misapplica1on  of  talents  which  create  a  nega1ve  outcome  on  oneself  or  others.”    An   example  of  this  would  be  the  strength  Analy4cal,  you  could  wear  people  out  with  persistent  ques1oning   of  the  process.    Through  this  consistent  ques1oning  your  strength  is  being  u1lizing  in  a  nega1ve  way   having  an  impact  on  other  team  members.    A  Barrier  Label  is  a  term  used  when  talent  is  mistakenly   devalued  and  dismissed  as  weakness.  Have  you  ever  mistaken  a  powerful  talent  for  a  weakness?    A   typical  example  of  this  is  Woo,  a  person  with  this  strength  may  be  told  they  do  not  do  a  good  job  building   deep  rela1onships  with  people  or  they  are  overbearing.    When  these  things  happen,  people  tend  to  shy   away  from  living  their  strengths  out  to  their  greatest  poten1al.     Strengths  should  be  used  as  a  feedback  mechanism  to  make  teams  stronger.    An  environment  where   direct  feedback  is  accepted  can  be  developed  by  evalua1on  of  our  shadow  sides  and  barrier  labels.    For   example  if  someone  has  the  strength  Futuris4c,  they  might  need  to  be  told  to  dial  back  that  strength  once   the  brainstorming  session  has  ended  and  the  team  has  moved  into  the  applica1on  stage.    This  can  be   done  by  saying,  “Jus1n,  I  need  you  to  dial  back  the  futuris4c  right  now,  we  really  need  to  focus  on  the   nuts  and  bolts  of  pumng  together  this  event  through  the  ideas  we  brainstormed  earlier.” Another  way  to  use  strengths  with  your  team  is  to  focus  on  the  Four  Domains  of  Leadership.    Through   studying  thousands  of  execu1ve  teams  Gallup  was  able  to  compare  the  strengths  of  each  team  member   and  to  start  thinking  about  how  the  organiza1on  looks  as  a  whole.  What  emerged  from  this  data  are  four   dis1nct  Domains  of  Leadership  that  are  necessary  components  of  great  teams.    Gallup  arranged  all  34   strengths  into  the  four  different  domains.    You  can  plot  your  own  strengths  and  the  strengths  of  your   team  on  the  Domains  of  Leadership  graph  to  see  how  the  team  iden1fies.    This  will  provide  great  insights   into  how  your  team  func1ons  and  what  might  be  missing  from  your  group.    Here  is  a  descrip1on  of  each   domain. •

Execu9ng:    Team  members  who  have  dominant  strength  in  the  Execu1ng  are  those  whom   you  turn  to  1me  and  again  to  implement  a  solu1on.  These  are  the  people  who  will  work   1relessly  to  get  something  done.  People  who  are  strong  in  the  Execu1ng  domain  have  an   ability  to  take  an  idea  and  transform  it  into  reality  within  the  organiza1on  they  lead.

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Influencing:    People  who  are  innately  good  at  influencing  are  always   selling  the  team's  ideas  inside  and  outside  the  organiza1on.  When  you   need  someone  to  take  charge,  speak  up,  and  make  sure  your  group  is   heard,  look  to  someone  with  the  strength  to  influence.

Rela9onship  Building:    Rela1onship  builders  are  the  glue  that  holds  a   team  together.  Strengths  associated  with  bringing  people  together  -­‐-­‐   whether  it  is  by  keeping  distrac1ons  at  bay  or  keeping  the  collec1ve   energy  high  -­‐-­‐  transform  a  group  of  individuals  into  a  team  capable  of   carrying  out  complex  projects  and  goals.

Strategic  Thinking:    Those  who  are  able  to  keep  people  focused  on  what   they  could  be  are  constantly  pulling  a  team  and  its  members  into  the   future.  They  con1nually  absorb  and  analyze  informa1on  and  help  the   team  make  beIer  decisions.

Once  your  team  has  evaluated  its  strengths  along  the  Four  Domains  of  Leadership,  you   can  begin  to  use  that  knowledge  to  make  your  team  more  successful.    One  strategy  I   use  oKen  with  my  team  is  to  take  a  big  task  we  are  working  on,  for  example  a   program,  event,  or  commiIee  goal,  and  break  down  the  tasks  into  smaller  parts.    Then   I  assemble  those  parts  under  the  different  domains  with  rela1on  to  what  domain  the   task  lends  itself  too.    Next  the  members  of  the  team  can  select  tasks  to  complete   based  on  which  domain  they  are  strongest  in.    Now  each  team  member  gets  to  play  to   their  greatest  strengths,  and  all  tasks  are  covered  by  someone  who  is  excited  about   comple1ng  it.    This  method  has  taken  the  performance  of  my  team  to  the  next  level,   and  is  an  excellent  way  to  use  strengths  in  your  everyday  prac1ce.

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ion d Recognit Awards an rsity ice & Dive Social Just Marketing ing Programm n Infor matio Research & itute SHO Inst ps (SPRs) vincial Re ro P & te Sta Website

Announcements Marketing - Submit an article for the next ANGLE! Due June 24, 2013 Email aimhoregion@gmail.com SHO Institute - See update on page 14 Social Justice & Diversity - Senior Housing Officers: Please make sure to check your email inbox for information on the Diversity Student Staff & Training survey! We’re putting together a great resource for the AIMHO region but we need your help! Please contact Nicole Stella at nicole.stella@unco.edu with any questions. Thank you! – Diversity & Social Justice Committee State & Provincial Reps (SPRs) Arizona: It seemed only fitting that Arizona Statehood Day (February 14th) would be the date chosen for our annual (after a 10+ year hiatus) AZ Drive-In Workshop.  Over 100 colleagues representing 11 universities/colleges registered to participate in the day-long workshop held on the campus of Grand Canyon University in Phoenix.  Roundtable topics discussed included student/professional staff recruitment & training, desk management, emergency response, living-learning communities, facilities management & planning, conference on campus, judicial processes & policies, housing assignments & overall operations, budget management, diversity & social justice, and advising student groups.  Thanks to my Arizona colleagues who were able to join us at the workshop and to those who assisted in planning the day.  Colorado: The University of Colorado Boulder is preparing for the end of the semester and start of summer renovations. Many buildings across campus will being undergoing some level of renovation beginning in May. Baker Hall will be fully renovated and we expect it to reopen by Fall 2014. CU will be opening a brand new residence hall in Fall of 2013 – Kittredge Central will house the Global Engineering and Leadership Residential Academic Programs. CU continues to develop new residence life professional positions and has begun the recruitment and selection process for a new Assistant Director for Residence Life position. The Assistant Director will oversee International Student Programs in the residence halls.

AIMHO Webinars: All times MST

May 3 -10-11am Student Development Theory, Advisor Recognition Training Core #2 - Corey Tickner May 29- Pending June 26 - Noon-1pm Crisis Response Planning: Best Practices & Practical Application - Matthew Colpitts July 31- Noon-1pm I see how your mind works: The adolescent brain goes to college - Mark Pittman

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continued from page 10 With the passing of Amendment 64 this past November, many campuses in Colorado prepared to deal with “4/20” related activities. CU Boulder closed campus the day of 4/20 and reported no marijuana-related arrests. Thousands of people congregated at the State Capital in Denver and otherwise had relatively little impact on our campuses.   Many universities in Colorado are struggling due to limited funding from both state and federal sources. Tuition and housing increases are expected and the impacts to our residential housing operations are yet to be seen. To learn more about higher education funding in the state of Colorado – The Rocky Mountain Collegian offers an insightful article on what this may mean for the future of higher education in Colorado. Link. Other News: New Staff: Still in their first year: Vince Galdi + Ben Reichert (both Hall Directors) from Northeastern Junior College Brief Updates:Western State College opened a new apartment complex with 320 beds in the fall of 2012. Northeastern Junior College opened a new traditional style residence hall with 128 beds in the Fall of 2011.  They are also planning an end of the year block party for their residents with inflatable, mechanical bulls, and a dance. Colorado School of Mines is in the process of transitioning  Apartment Housing (Upperclass, Graduate, and Family Housing) and Greek Life operations to the Residence Life department starting Summer 2013.  Colorado updates will be posted periodically on our section of the AIMHO web-site. Check there for more regular updates! Idaho: Dean Kennedy (currently of the University of Houston) has been named the new Director of Housing and Residence Life at Boise State University. University of Idaho is close to naming a new Assistant Director as well as a Director, but is still pending for now. Nevada & Out of Region: UNLV- Dan Erosa (RHA Incoming President) was elected to PACURH Executive Board; Trash can fire forced evacuation and relocation of 200 students in 2.5 hrs for a three day period earlier in the month. Very Proud of the staff response. Getting ready for closing and gearing up to host the AIMHO Summer Business Meeting New Mexico New Mexico Tech will have a new 150 bed residence hall completed by the end of June. Montana: Well, it’s finally Spring here in Montana, students are busy with preparing final projects, and studying for exams.  Here at Montana StateBozeman, we are busy wrapping up the construction of our new, 70-bed residential building.  This suite-style hall will house our sophomore and above students, and will offer a more independent living option.  As a region, we are still working on collecting mental health case studies in order to compile and create a resource to assist in training staff on responding to mental health concerns on our campuses.  Across the state, we are sad to see our residents start to pack up their belongings to head home for the summer, but are glad to have had the chance to positively impact their lives.  Let me know if you have any questions or I can support you in any way!  Utah: At the beginning of April Weber State University hosted the drive-in conference for the state of Utah. Nearly every housing program in the state was represented and we had great discussions about gender neutral housing, living learning communities, facilities, and Scott from the University of Utah discussed how they handled evacuations that were a result of a gas leak within one of their communities. As always it was wonderful to get together and discuss common concerns and get to know each other better. Wyoming: No updates at this time. Submit articles to aimhoregion@gmail.com | Follow us on Twitter: #AIMHO | Facebook: AIMHO


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Get to know your SPRs Arizona Sue Belatti sue.belatti@nau.edu

Colorado Katie Schmalzel kschmalz@mines.edu Brent Klingemann brenton.klingmann@colorado.edu

Idaho Michael Simpson simpson@uidaho.edu

Montana Korrin Engel kengel@montana.edu

Nevada & Out of Region Rebecca Cornell rebecca.cornell@sdsmt.edu

New Mexico Mitchell Tappen mtappen@admin.nmt.edu

Saskatchewan Utah Allison Hayes allisonhayes@weber.edu

Wyoming Barb Meryhew bmeryhew@caspercollege.edu Submit articles to aimhoregion@gmail.com | Follow us on Twitter: #AIMHO | Facebook: AIMHO


AIMHO Angle, April 2013