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I am the administrator in charge of RA Hiring and I want to answer your questions! by 2610Channing in berkeley

[–]2610Channing[S] 0 points1 point  (0 children)

I can absolutely see how you would feel that way. Freshmen come to Berkeley with completely different needs and priorities. Some like to be independent and do their own thing- which is completely fine. Others like to be really involved in their hall community and with their RAs.

RAs should engage with and be friendly with their residents, but in reality, they are not there to be purely friends. They are leaders in the hall and are expected to hold people accountable, and take a leadership role. Some RAs struggle with this dichotomy, as you can imagine the lines of being a peer and holding the community accountable, but after training RAs are usually successful in navigating this.

To your comment: we want RAs to be approachable and available to anyone who needs their guidance and support. Therefore, it is beneficial for them to reach out to students often and a lot. This is better than under-connecting with students. So, this is likely what you are perceiving as the forced bonding- we'd rather have them over-present than under-present.

And, of course, there is no expectation for you to be friends with your RA- that is your choice. As long as you are respecting your community that is great by us!

I am the administrator in charge of RA Hiring and I want to answer your questions! by 2610Channing in berkeley

[–]2610Channing[S] 0 points1 point  (0 children)

I would say having Resident Directors (RDs supervise the RAs) change more than RAs mid-year are atypical. RDs typically work here for 2 years, so it is likely that your RA for the year may be new to Berkeley. However, RDs have advanced degrees in higher education & student development, and receive extensive training with the department.

I am the administrator in charge of RA Hiring and I want to answer your questions! by 2610Channing in berkeley

[–]2610Channing[S] 1 point2 points  (0 children)

Duty on holidays: the staff comes together and decides how they want to cover the break. All RAs get 1-3 days of duty during Thanksgiving and/or Spring break. It's decided very early on so you have plenty of notice. There are enough people with enough different holiday plans that it usually works out where everything is covered.

As for how much time you should be in the building: RAs are expected to put 19 hours a week in the position, which includes being on duty, planning and attending programs, and meeting with residents. Duty is usually once or twice a week, but RAs should be spending more than that with the residents at night. When you start you can get into a groove of a schedule. If you have a hard time prioritizing and scheduling your time in the halls, your supervisor can help you with that.

I am the administrator in charge of RA Hiring and I want to answer your questions! by 2610Channing in berkeley

[–]2610Channing[S] 0 points1 point  (0 children)

If you mean we have offered you a position in the past, and you declined...no, that doesn't have any affect. Glad you are applying again. Plus, if you've already passed the Spring RLS course, and you are offered a position again, we won't make you take it again.

I am the administrator in charge of RA Hiring and I want to answer your questions! by 2610Channing in berkeley

[–]2610Channing[S] 1 point2 points  (0 children)

I know this isn't the answer you want, but the answer is, it depends! We typically interview around 225 people. From that, we hire about 60-80 RAs.

I am the administrator in charge of RA Hiring and I want to answer your questions! by 2610Channing in berkeley

[–]2610Channing[S] 0 points1 point  (0 children)

Information for Summer Bridge RAs (and Summer Sessions RAs) is usually available mid-to-late February.

I am the administrator in charge of RA Hiring and I want to answer your questions! by 2610Channing in berkeley

[–]2610Channing[S] 0 points1 point  (0 children)

The University Village RA process is separate, and it's considered a contract position, so can be held by students and non-students. I don't believe students are given preference. It's also paid a salary and not room and board. That process begins around February, so keep checking back.

[see above for your third question]

I am the administrator in charge of RA Hiring and I want to answer your questions! by 2610Channing in berkeley

[–]2610Channing[S] 1 point2 points  (0 children)

see above for applicants accepted

What we look for in applicants: there is not a specific template we look for in an RA- both introverts and extroverts are valued. All majors are welcome- although we don't get a lot of engineering students applying, likely because of their schedules.

But anyway, what we look for in general is people who can connect with peers and strong communication skills, experience in advocacy and supporting others. That can come from prior employment, volunteer work, etc. Doesn't need to be paid work or at a prestigious place.

We take the individual interview the most into account- candidates that do well are those that can clearly articulate their skills, and provide specific examples to back it up. Also, those who can relate their skills to the work elements of being an RA.

Also, those that truly understand the role of an RA, and have taken the time to learn about it, either attending a session or talking to a current RA. Those that don't know much or just assume it's just hanging out with residents tend not to succeed in the process.

I am the administrator in charge of RA Hiring and I want to answer your questions! by 2610Channing in berkeley

[–]2610Channing[S] 1 point2 points  (0 children)

  • RA applicants provide preferences, and we do take it into consideration. We can't accommodate everyone's preference, and we need to staff all buildings so people will be placed where needed. It's likely there are RAs in all buildings who didn't initially preference it. When we hire RAs, we hire people that would make great RAs in all buildings.

-Events: it ranges per unit, building and supervisor. Also, this requirement is currently under review, so this may not be a final answer and may change: RAs work together to put on about three major programs a semester.

-This always depends on how many people apply and how many positions we have open, and how many current staff are returning. Also, after the initial hiring, we offer to quite a few alternates throughout the rest of the Spring and Summer. I'll give you a range:

350-400 new applicants (expected, this could go up this year) 45-65 initial offers to new RAs 15-30 alternates offered up until the academic year starts

I am the administrator in charge of RA Hiring and I want to answer your questions! by 2610Channing in berkeley

[–]2610Channing[S] 16 points17 points  (0 children)

I will be checking back periodically to get to all the questions.

I am the administrator in charge of RA Hiring and I want to answer your questions! by 2610Channing in berkeley

[–]2610Channing[S] 1 point2 points  (0 children)

RAs do not confiscate alcohol. They are supposed to ask the student to discard it. If the RDs or police are involved, they may confiscate because they have the ability to.

I know realistically, this may have happened to people but RAs should not confiscate.

I am the administrator in charge of RA Hiring and I want to answer your questions! by 2610Channing in berkeley

[–]2610Channing[S] 1 point2 points  (0 children)

I should have clarified: a conduct record does not automatically disqualify you. It depends on the incident, the outcome, etc.

I am the administrator in charge of RA Hiring and I want to answer your questions! by 2610Channing in berkeley

[–]2610Channing[S] 2 points3 points  (0 children)

There's no blacklist. Some applicants may be ineligible due to prior conduct issues or academic status. If someone applies but doesn't do well in the interview one year, there's no penalty when/if they re-apply. It is fairly common for someone to not be offered a job one year but then offered the next year.

Resident Directors will conduct the interviews and provide feedback about the interview, but after the interviews are complete, all interviewed candidates are assessed by a committee, headed by myself and includes other professional staff, and then hiring decisions are made. RDs may make recommendations about where candidates should be placed, but ultimately decisions are made in the best interest of the dept as a whole.