SUPERVISION is arguably the most important and most distinctive role of the Resident Assistant Director
(RAD) position. Providing Resident Assistants with a designated supervisor on whom they can rely for
accurate and timely relay of information and to give them constructive and supportive feedback is
critical.
Specifically, the Resident Assistant Director is responsible for:
o Co-oversee all functions of your assigned residence hall(s)
o Assist in the selection process of Resident Assistants for the term of hire
o Supervise 7-10 Resident Assistants
With that; let’s compare the Resident Assistant Director position functions vs. other department roles:
Non-Supervisor (Resident Assistants, Office Assistants)
 Does work that is assigned
 Has several main responsibilities
 Exercises limited judgment, as instructed in training
 Needs clear and detailed explanations from supervisor
Supervisor (Resident Assistant Directors)
 Plans work for staff team as related to your building
 Evaluates others’ work
 Translates office goals into staff team goals
 Responsible and accountable for others’ work, as well as self
 Coaches staff for improved performance
 Motivates and rewards staff effort
 Documents performance concerns
 Consults with manager regarding non-routine decisions and staff performance
Coach (Resident Assistant Director, Professional Staff)
 Works with others to develop best plan for work
 Challenges staff to develop new skills
 Works for the best interest of the students
 Assist with performance improvement plans
 Employee works with coach to set up and follow-through with performance and personal goals
Manager (Professional Staff)
 Plans work for area and office
 Assigns tasks/objectives to supervisors and others
 Evaluates/reviews supervisors and others’ work
 Sets office policies
 Budget management
 Develops training and staff development
 Responsible for results and outcomes
PERFORMANCE COACHING
10 Values of a Successful Staff Coach
1. Clarity- a strong sense of direction & purpose, clear communication
2. Supportiveness –a commitment to stand with and behind team members, providing the help
they need, whether that means advice, information, materials, or just understanding and
encouragement
3. Confidence Building –a personal commitment a built sustain the self-image of each team
member, let the staff on your team know you believe in them and in what they are doing, point
to past successes
4. Mutuality –a true partnership orientation, creating and sharing common goals
5. Perspective- an unflappable focus on the entire department, an understanding from the inside
out, an ability to explain decisions and policies within a context, strong effort to get to know
team as individuals
6. Risk –the encouragement of effort that reduces punishment for mistakes and encourages
learning in all things, establish a clear non-threatening way to deal with errors
7. Patience – a view of time & performance that equitably balances learning and demands of the
job, time and patience are keys to prevent a supervisor from simply reacting, whenever possible
build in time between the event and your response
8. Involvement –a genuine commitment to allow team members to control work within set
parameters, getting out of your office and observing your staff in their environment
9. Confidentiality –an ability to protect the information of all team members, it takes discipline to
stop yourself and not give away confidences, the moment you betray a confidence, trust is lost
and once you lose a staff member’s trust it is very difficult to regain
10. Respect –a commitment to value and see the strengths within your people, respect involves the
supervisor’s perceived attitude toward the team