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BSW DGSec - Devesh Sharma

  • Writer: BSP
    BSP
  • 2 days ago
  • 4 min read

Motivation


Within the first 15 days of stepping onto campus, the board had me completely in love. It made me feel at home. The warmth of the team I felt then has never let me feel alone, even across the years. From the very beginning, I knew the scope of the board and the impact it could make on the lives of the students on campus.


Vision


In my gsec tenure, I want to give back the love and support I have received throughout my college life. I wish to facilitate an impact on the community and bring tangible change to the lives of those on campus.

I believe that as a board, we have spent enough time reacting to bad news. We need to take up a preventive approach and start solving the root causes of issues.

I have three broad focuses for this tenure- 

  1. Firstly, I believe that the Admin needs to be on the same page as the board. Over the years of hard work, I have become a familiar face for many deans within the admin. I’m confident in my ability to coordinate student initiatives and take into account both the admin opinion and the student feedback.

  2. Secondly, for the student community, I want to spread a feeling of belongingness to the board. We need to position BSW as a board that they can rely on.

  3. Thirdly, I believe the board needs strong team bonding. The team needs to feel motivated throughout the tenure. They need and deserve a feeling of fulfillment for the hard work they do.

  4. To achieve this, I want to introduce the following three things: 

    1. Monthly meetings that cover current Initiatives and have a review of past initiatives.

    2. Bi-monthly deliberations that are Open to all. This includes past reps and people connected to bsw. These deliberations will decide on what agendas to focus while moving forward.

    3. Midterm Reviews will be held for the entire team by Gsec and ADSW. We will assess the sentiment of the team so we can plan better for the future.


CAREER VERTICAL


1. Year-wise Career Roadmap (FY–4th Year + PG)


Why

  • Current career guidance is unstructured and late-stage

  • Students make decisions based on peer trends, not clarity

  • Different years have distinct needs → one-size doesn’t work

How

  • Integrate into BSW Resource Navigator

  • Pre-designed year-wise modules:

    • 1st year → exposure sessions + alumni talks

    • 2nd year → domain exploration + project guidance

    • 3rd year → internships + CV + prep

    • 4th year → placements + higher studies

  • Delivery via:

    • Monthly sessions

    • Department + CAIC collaboration

  • Low cost → uses existing alumni + student ecosystem


2. Career Fair (with AA Office)


Why

  • Students lack visibility into diverse career paths

  • Alumni interaction currently fragmented

How

  • Partner with AA Office (existing alumni database)

  • Structure:

    • Profile-wise rooms (Consulting, Core, Tech, Academia)

    • Alumni panels + breakout discussions

  • Add informal dinner:

    • Hosted in hostels → builds comfort

  • Feasible due to:

    • Alumni willingness

    • Infrastructure already available (LHC, halls)


3. Strengthening Core Tech Culture


Why

  • Core branches face low visibility vs software roles

  • Lack of success stories → low motivation

How

  • Collaborate with:

    • Department societies

    • CAIC, ANCC

  • Initiatives:

    • “Core Success Series” (alumni + seniors)

    • Project showcases

  • Digital amplification via weekly BSW announcements

  • No heavy cost → content + coordination driven


MENTAL HEALTH VERTICAL


4. Counselor Orientation + Annual Check-in


Why

  • Students approach counseling only in crisis

  • Huge stigma + lack of familiarity

How

  • Slot booking during orientation (10-day intro)

  • 10-min introductory interaction (not therapy)

  • Follow-up annual meet:

    • Opt-in but strongly encouraged

  • Execution:

    • Staggered scheduling

    • Use existing counseling team

  • Scalable via batch-wise scheduling


5. Digital Detox Zones (LHC)


Why

  • Doomscrolling → low focus + burnout

  • No physical spaces encouraging device-free interaction

How

  • Designate zones in LHC:

    • Lockers / voluntary deposit system

  • Combine with:

    • Digital Detox Week

    • Workshops (NEN credits possible)

  • Behavioral nudge > enforcement

  • Minimal cost (space repurposing)


6. Anti-Bullying & Harassment Support System


Why

  • Underreporting due to fear + lack of trust

  • Need confidential, student-friendly interface

How

  • 3-layer system:

    • Confidential advisors (trained reps)

    • Anonymous reporting channel

    • Fast escalation protocol

  • Link with:

    • Institute policy

    • Counselors

  • Awareness via:

    • Consent workshops

    • Orientation modules


ACADEMIC VERTICAL


7. Academic Portal Upgrade


Why

  • Students lack clarity on:

    • DEs, OCs, minors

  • Leads to poor planning + delayed graduation

How

  • Expand into Academic Resource Portal

  • Features:

    • Course pathways

    • Senior guides

    • FAQs

  • Integrated into Resource Navigator

  • Built using:

    • Existing student contributors + tech team


8. Departmental POCs (2 per dept)


Why

  • Vulnerable students often go unnoticed

  • Central BSW cannot scale to all departments

How

  • Select via:

    • Department + BSW coordination

  • Responsibilities:

    • Identify at-risk students

    • Share resources

    • Track APG engagement

  • Monthly reporting to BSW

  • Scalable, low-cost, high-impact


9. PG Academic Feedback System


Why

  • Gap between:

    • Students

    • Guides

    • Academic expectations

How

  • Anonymous structured feedback:

    • Semester-wise

  • Data aggregation → insights to admin

  • BSW acts as:

    • Neutral mediator

  • Builds system-level improvement


LANGUAGE VERTICAL


10. Vernacular Buddies


Why

  • Language barrier → social + academic isolation

  • Freshers struggle with:

    • Daily communication

    • Confidence

How

  • 2–3 reps per language group

  • Integrated with:

    • A0–A1 mentorship model (your earlier framework)

  • Responsibilities:

    • First contact support

    • Informal sessions

  • Runs via:

    • WhatsApp groups + weekly meets


11. Corporate Language Bootcamp


Why

  • Students lack:

    • Formal communication skills

    • Interview confidence

How

  • 2-week structured program:

    • GD practice

    • Email writing

    • Mock interviews

  • Collaborate with:

    • Alumni

    • Placement cell

  • High demand → strong participation


PG INITIATIVES


12. PG Orientation (Dogra Hall)


Why

  • PG students feel disconnected from BSW

  • Lack awareness of support systems

How

  • Conduct within first month

  • Include:

    • Resource Navigator intro

    • Wellbeing services

  • Keep interactive:

    • Q&A + networking


13. PG Advisor


Why

  • PG issues are:

    • Different

    • Underrepresented

How

  • Selection via:

    • Interviews (PG reps + senior team)

  • Role:

    • Bridge between PG students & BSW

  • Works with:

    • Hostel reps

    • Counseling + academic teams


14. PG Hostel Outreach


Why

  • Passive communication doesn’t work for PGs

  • Need direct trust-building

How

  • Core team visits all PG hostels (Month 1)

  • Small group interactions

  • Follow-up via:

    • WhatsApp groups

  • High impact, low cost


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