Training and Resources

Workforce Training and Engagement

The Training and Engagement team (located in Stephenson RM 128) supports the workforce (faculty, staff, and students) by providing training and development curriculum that includes:

1. Orientation (e.g. new workers – staff or students);
2. Technology (e.g. TRACY, NEOED, Handshake, Labor Status Form Site;
3. Professional Development (e.g. leadership, customer service, diversity...);
4. Evaluation and Assessment (Supervisor level, Department level, Program level…).

TRACY UltraTime

Supervisor Training

New Supervisor Orientation

The Work-Learning-Service (WLS) Program partners with Human Resources to identify new hires and supervisors on campus. Departments should also notify the WLS Program when a new supervisor is hired or supervisory responsibilities are reassigned.

Once identified, new faculty and staff supervisors, even those with prior supervisory experience, are invited to participate in an orientation. This orientation uses various WLS materials to provide an overview of the Program, including the Enrollment Agreement, Status Form – Position Participation Agreement, student placement processes, position descriptions, and WLS policies. It also covers the scholarship payment process, with relevant handouts provided. The orientation is open to all faculty and staff, including those not supervising students.

Continued Support

A variety of development opportunities are available to supervisors throughout the year. A series known as Coffee & Cream Chats invites supervisors and others to learn about best practices in student labor, to discuss common issues related to student development, and to highlight programs that support learning, labor and service on campus and beyond. In addition, our luncheon series, is held monthly for both staff and supervisors across campus. In these meetings, we collaborate with other departments to bring labor supervisors up-to-date information on best practices for supervision and leadership.

The WLS Program partners with other campus organizations, including Human Resources and the Career Development Office on ongoing initiatives. Supervisor and student development activities can be tailored to individual, or department needs. Contact the Training Team by emailing training@berea.edu for more information.

Student Training

Orientation

First-year students are introduced to the Work-Learning-Service (WLS) Program during the “Summer Connections” orientation and again during Fall Welcome Week. All first-year students participate in a required training session on the Tuesday before fall classes begin, followed by departmental orientation and training.

Departments are expected to use this Training Day to engage first-year and continuing students. For continuing students, this may include training, team building, or preparation for the year ahead. The day is also an opportunity to introduce first-year students to returning student workers and begin integrating them into the department’s team. The WLS Program may offer additional training sessions that departments can incorporate into their schedules; details will be shared with supervisors via campus email.

In the weeks after the start of the term or summer period, supervisors should set clear expectations for the workplace and each position. This includes position responsibilities, the evaluation process, scheduling, timekeeping, absence reporting, and other workplace policies. Departments may communicate these expectations through a handbook, a signed agreement (especially if confidentiality is required), a presentation, or posted materials. For more information, examples, or assistance with orientation and workplace materials, contact the Training Team at training@berea.edu.

Supervisors should not assume students arrive with all the knowledge and professional skills needed for the role. Taking an active role in training, skill development, and workplace integration is essential. Establishing clear expectations promotes good communication and provides a foundation for assessing student progress throughout the year.

Departmental Meetings

The purpose of the departmental meeting is to provide dedicated time for planning, reflection, team building, and skill development. These meetings give students the opportunity to deepen their understanding of the program, explore the career readiness skills connected to their assignments, and learn how their work contributes to the mission of the department and the College.

Meetings are generally led by supervisors, mentors, student leaders, or guests. The Program Office can assist by facilitating activities and discussions on transferable skills such as communication, teamwork, conflict resolution, ethics, delegation, leadership, and department-specific topics like customer service or technical training. The office can also coordinate training across departments with similar needs, creating opportunities for joint learning and sharing best practices. A list of departments willing to lead training is available on the program website, along with monthly skill calendars that supervisors can use to focus on specific career readiness competencies.

Each Tuesday from 4:00 p.m. to 5:00 p.m. is reserved for departmental meetings, and no other academic, athletic, or College requirements should be scheduled during that time. While departments may choose to meet at alternate times, the Tuesday hour is the only campus-wide protected time for this purpose. Students should not be penalized if they cannot attend a departmental meeting outside the Tuesday 4:00–5:00 p.m. block. Likewise, student leaders should not be penalized if they cannot participate in a weekly leadership team meeting scheduled before the 4:00–5:00 p.m. departmental meeting due to academic conflicts. Supervisors should make every effort to accommodate and work with student leaders to ensure they can fulfill their responsibilities without compromising their academic commitments.

Resource Library

The Resource Library contains various useful materials and resources for personal and group development. Subject categories include teambuilding, worker training, professional development, communication, diversity in the workplace, conflict resolution, leadership, customer service, meeting facilitation, time management, and ethics, as well as various activity books that stimulate ideas for presentation. For more information, please contact the Assistant Director of Training and Development at ext. 3032.

Mediation and Conflict Management

Conflict occurs when individuals or groups are not obtaining what they need or want or are seeking their own self-interests. Sometimes, the individual is not aware of their need. Other times, the individual is very aware of what they need and actively works at achieving a goal. Many cycles are involved in conflict and not all conflict is bad. Conflict is essential to change.

Mediation occurs when there is an inability to achieve some type of resolution without assistance from a neutral individual. Typically, individuals in conflict agree that mediation is necessary. The WLS Program encourages supervisors and students to resolve conflicts internally, but offers to serve as a resource if resolution isn’t obtainable. The Five Step Mediation Process is more widely used than other processes due to its simplicity.

The process is listed as follows:

1. Introductions and Opening Conversations;
2. Telling Their Stories;
3. Parties Communicate;
4. Brainstorming and Decision Making; and
5. Agreement Writing/Closing.

Whenever a conflict is presented to the WLS Program, we will consider both sides of the situation and determine what type of resolution is appropriate based upon expressed needs and desires. This process may include individual or group consultations and will emphasize the development of positive conflict management techniques. Contact the Associate Dean of Labor to arrange meetings with appropriate staff.

Student Labor Grievance Procedure

A student with a labor-related problem should first discuss this situation with the supervisor. Most difficulties can be handled at this level. However, if it cannot be solved here, the next step is to discuss the concern with the head of the department. If the concern is not resolved, the next step is to contact the Associate Dean of Labor for intervention and possible mediation.

If a solution cannot be reached in this manner, a formal grievance can be made by presenting the complaint in writing to the Dean of Labor. The Dean may request written responses from the other parties involved. Normally within one week from the time the written complaint is received the Dean will write a report of findings and conclusions and submit it to all concerned. If any of the parties to the grievance appeals the Dean’s decision, the Labor Program Council will convene a meeting, normally within one week of the appeal, or as soon as possible.

The Labor Program Council Chairperson shall appoint a Labor Grievance Board composed of four members of the Council, including the Chairperson, one student, one teaching faculty member, and one non-Labor Program Office member. The Labor Program Council Chairperson will serve as chairperson of the Grievance Board. The Dean of Labor will forward to the Board all written documents concerning the grievance and the written report. The Board will review the grievance and within one week give a written decision to all concerned. The decision of the Board will be final subject to legal and other institutional requirements as determined by the President.

Adopted by the General Faculty, January 5, 1981. Titles updated July 2021.

Grievances related to discrimination and sexual harassment will be addressed through other means. Please refer to the compliance section of this publication for further details.

Websites and Other Resources

A complete list of resources pertinent to Berea College's Labor Program is available on the labor program website. 

https://www.berea.edu/labor-program-office/