The outcomes listed within the Organizational and Human Resources competency area encompass some activities I do not even realize I am doing.  Many of them are so ingrained in my daily practice that I did not recognize until reflecting upon them.  Experience in this competency area is another that I feel should be more exemplary for student affairs practitioners because we are in the business of the development humans and if we do not understand the basic tenets of management, motivation, conflict resolution, crisis management, and the sustainability of resources, then we are not serving our students, staff, and faculty to the best of our ability. 

        In reflection on these outcomes, I am able to provide many examples of how I have gained skills and experience in this competency area.  In terms of campus protocols for responding to significant incidents and campus crisis, the majority of my experience is rooted in my role as a member of the Student Affairs Response Team (SART) on-call rotation (ACPA & NASPA, 2015, p. 24).  Most often on my duty shifts, I have worked with students who are experiencing suicidal ideation.  While I follow our step-by-step protocol, my first priority is that student’s safety.  But I also hope to make that student feel heard and valued throughout the process by how I interact with nonverbal communication and how I address and talk with them.  I have also gained experience in crisis response during my time as a NODA intern at Kennesaw State University (KSU) where we dealt with a gas leak in our student union and a tornado within the same week, both during an orientation session.  I was able to gain a look into the emergency protocols for KSU, as well as the orientation program's team. 

   I have had multiple experiences with hiring practices, one of my favorite parts of this competency area.  During my three years in the Community Service-Learning office at my undergraduate institution, I participated in the hiring practices as a committee member and then coordinated the hiring process my senior year.  I was able to evaluate every step of our process and infuse my timeliness and organization to make our process as smooth and coordinated as possible, while also creating opportunities to discuss our practices through an ethical lens (ACPA & NASPA, 2015, p. 24).  I have also had the opportunity to participate in the hiring process of resident assistants at Ohio Northern University (ONU).  In an effort to “not drink the water”, I participated rather than being involved my first year (Whitt, 1997).  I made sure to have a conversation about ethical concerns I had during the process with my supervisor during a one-on-one meeting the following week.  This conversation was a difficult one to have and further demonstrated ethical concerns are more complex than simply right or wrong.  The outcome of this conversation will stick with me and I am sure it will inform how I conduct hiring processes in the future.