Supervisor Handbook
This site was prepared by the Human
Resources Office and is available to all supervisors of student employees on
campus. We
distribute memos periodically to remind supervisors of deadlines and to provide the most
current information available about student employment. Please read through this site
carefully and feel free to call us any time you have questions or need more information.
Human Resources, Potter Center, Room 209, 796-8460.
Click on the following links to read the provided information.
Return to
Student Employment Home Page
Introduction
At Jackson Community College, the emphasis of student employment is focused on benefits to
the student. Programs are directed to attaining two objectives: financial assistance to
students and useful work experience. A secondary but major emphasis is providing qualified
part-time employees to College departments.
We believe:
- Employment is an important source of financial assistance to the
student.
- Work experience is a vital and significant factor in preparing the
student for the future and a career.
- The College’s commitment to educating students is advanced
through student employment. An essential knowledge of work ethics and precepts is gained
through work.
- Services necessary to the operation of the College are provided at a
feasible and practical cost through student employment.
- A labor pool of qualified student employees is essential to fill
College and community needs.
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Equal
Employment Opportunity
It is the policy of Jackson Community College that no person shall be discriminated
against on the basis of race, color, religion, national origin or ancestry, age, sex,
marital status, or handicap, excluded from participation in, denied the benefits of, or
otherwise be subjected to, discrimination in any program or activity for which it is
responsible for or for which it receives financial assistance from the U.S. Department of
Education.
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Student
Employment Guidelines
Only students of Jackson Community College are eligible to be employed by the programs
discussed in this booklet. Each program has specific enrollment requirements which may
vary each semester.
- High school students attending JCC by special permission may not work
on campus.
- Anyone who is in default of a student loan will not be hired as a
student employee.
- Student employees may be employed by more than one student employment
program but may not work more than 25 hours per week while classes are in session. Each
program varies regarding the maximum hours a student may work on that program. If a
student is employed on multiple programs, the total hours worked may not exceed the
25-hour maximum.
- During break periods only, when the student is not attending classes,
student employees may work up to 35 hours per week. When authorizing students to work
during the break periods Human Resources will use the following guidelines: 1.
Students are authorized to work only if the department has a legitimate need. 2.
The student must be enrolled for the following semester. 3. Students are allowed to
work during the summer break only if the department has an allocation of hours.
- Wages earned by students who are employed by us while the student is
enrolled and regularly attending classes are not subject to FICA and retirement
withholdings. During periods of non-enrollment of more than five weeks, students are not
exempt from these withholdings. Also, students employed under the Student Aide Program who
are enrolled for 3-5 credit hours during the spring semester are not exempt from these
withholdings. The additional 19.82% (7.65% FICA employer contribution +
12.17% retirement
contribution) expense incurred will be charged to the employing department.
- Student employees may not work during times when they are scheduled
for classes. DO NOT ALLOW STUDENTS TO SKIP CLASS TO WORK. If a student reports to work
during a scheduled class time because his/her class was canceled or dismissed early, a
notation must be made on the back of the time card.
- At no time are student employees to work more than 35 hours in one
week. College policy prohibits overtime for student employees.
- Student employees may not be employed simultaneously in a non-student
position on campus. Regular College employees may not be employed on a student employee
payroll.
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Right To Know - Hazard Communication
Program
All employees of Jackson Community College are required to view an on-line
presentation designed to improve awareness and management of health risks in the work place.
The website address needed to complete presentation will
be provided with other paperwork completed in Human Resources.
You will be paid for the time needed to view the
presentation.
If there are any questions, students can call 796-8460.
To complete the requirement you must:
- View the Hazard Communication & Safety
Awareness on-line presentation.
- View the Sexual
Harassment on-line presentation.
Please take care of this
requirement as soon as possible.
Peer tutors
Please wait until after at least one tutoring session to view the
on-line presentations.
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Federal Work Study and Michigan
Work Study Programs
The Federal Work Study (FWS) and Michigan Work Study (MWS) programs are the primary
sources of student employment.
Eligibility
Financial aid applications should be in the Financial Aid Office by April 1 for fall
and winter semester consideration. Students whose applications are received past the
deadline will be considered for whatever student financial aid funds are remaining.
Applications are available January 1.
The student must:
- Complete the Free Application for Federal Student Aid designating JCC
to receive the information.
- When the SAR is on file in the Financial Aid Office, the documents
will be evaluated to determine eligibility for financial aid.
If the student is evaluated by the Financial Aid Office as eligible
for the FWS/MWS program, he/she will be instructed to submit
an online employment application. The student can then
contact supervisors in the departments they wish to work. Supervisors can
also access online applications to find potential employees.
The department supervisor should interview the
prospective employee and determine if the student will be hired. If the student is to work
directly for someone other than the department supervisor, the student should be
instructed how and when to contact that individual.
Before a supervisor guarantees employment to any student, they much fill out
and submit a work authorization form
to Human Resources. If approved, HR will contact the supervisor with
instructions on completing the hiring process.
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Maximum Hours
While classes are in session, students on FWS/MWS are limited to working no more than
25 hours per week during the fall and winter semesters.
During the summer, returning
work study employees may work up to 35 hours per week provided the department has budgeted
for the increase in hours. Before a student may work during the spring session, he/she
must contact the Financial Aid Office to determine his/her eligibility. No student
employed on these programs may work more than 35 hours in one week.
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Application Renewal
Student employees must renew their work-study eligibility each
academic year by submitting a new Free Application for Federal Student Aid following the
procedures previously outlined. Applications for the following academic year are available
January 1. At the end of the winter semester, all
returning student employees will require a new
work authorization form to be submitted
by their supervisor to Human Resources.
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Exceeding A Student’s
Financial Need
Work authorizations will state both the average number of hours per week the employee
may work and the total earnings allowed for the semester. If the employee works more than
the average hours per week, he/she will use up his/her allotted funds before the end of
the semester and will be terminated at that time.
Work Study awards are based on the enrollment information the
student provided to Financial Aid. If the employee enrolls in more or less credit hours,
his/her award may change.
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Wages
Wages will be determined by the Employment Coordinator. Student wages start at
$7.25/hour.
Raises are given for each complete semester or session that the
student employee works and receives a satisfactory or better performance evaluation.
Students starting after the add/drop period are not eligible for a raise. Raises are
effective the following semester. Maximum pay is $7.75/hour.
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Enrollment
Requirements
Fall, Winter & Spring Semesters
Students working on FWS or MWS must be enrolled in a minimum of six credit hours during
the fall, winter and spring semesters. Audited classes do not count
toward the required credit hours needed each semester.
Summer Break
Student employees working during this period must be either pre-enrolled or enrolled for a
minimum of six credit hours for the fall semester. If the student has pre-enrolled, he/she
must pay for his/her class by the payment deadline. Any student employee failing to pay
for his/her classes by the deadline will be terminated.
Note: Federal Work Study and Michigan Work Study are awarded as part
of students’ financial aid package. Students interested in working during this period
should contact the Financial Aid Office to determine eligibility.
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Student Aide Program
Eligibility
The Student Aide Program (SAP) employs students whom are not eligible for federal or
state work study or have remaining unmet financial need and have the qualifications
necessary to fill the requirements of a vacant student employment position. In addition,
SAP employees may not have earned a bachelor’s degree or accumulated more than 70
credit hours or the number of credit hours required by programs such as Nursing, X-ray,
etc., and must have and maintain at least a 2.0 GPA.
If the student has not filed the necessary forms for federal
financial aid and the Financial Aid Office cannot determine that the student would not be
eligible for federal aid, the student may be required to file the necessary forms before
being hired on SAP.
Salaries for students on the SAP are funded 100 percent by the
College. Assignment of SAP employees is contingent on the availability of funds.
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Maximum Hours
While classes are in session, students on SAP are limited to working no more than 25
hours per week. During the summer break, when students are not attending classes, SAP
employees may work up to 35 hours per week provided the department has a budget to support
the increase in hours. No student employed on this program may work more than 35 hours in
one week.
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Wages
Wages will be determined by the employment specialist. Student wages start at
$7.25/hour.
Raises are given for each complete semester that the student
employee works and receives a satisfactory or better performance evaluation. Raises are
effective the following semester. Students starting after the add/drop period are not
eligible for a raise. Maximum pay is $7.75/hour.
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Enrollment
Requirements
Fall, Winter and Spring Semesters
Students must be enrolled in a minimum of six credit hours to work during the fall, winter
and spring semesters. During spring semester only students employed through the
Student Aide Program who are registered for 3-5 credit hours will be charged FICA tax and
a retirement deduction for wages earned. The college’s portion of these additional
charges will be billed to the employing department. All other semesters require an
enrollment minimum of six credit hours. Audited classes do not count
toward the required credit hours needed each semester.
Summer Break
Student employees working during this period must be either pre-enrolled or enrolled for a
minimum of six credit hours for the fall semester. If the student has pre-enrolled, he/she
must pay for his/her class by the payment deadline. Any student employee failing to pay
for his/her classes by the deadline will be terminated.
Students who will not be returning in the following fall semester
may not work during this period.
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Tutors
Eligibility
To be a tutor, you
must be currently enrolled at JCC. High school students attending as guests
of the college are not eligible to be employed as tutors. You need to have
earned a 3.5 or better in the course(s) you want to tutor and have a minimum
of a 3.0 GPA. In some cases, instructor approval is required. Generally,
tutors may not accumulate more than 70 credit hours or the number of credit
hours required to complete a particular program. You must obtain special
permission from the instructor to tutor for a class in which you are
currently enrolled.
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Application Procedure
If you are interested in
being a tutor, fill out Tutor Application in the Center for Student Success
located in the in Bert Walker 123
Next, contact the
coordinator in Center for Student Success office. The purpose of this
conference is to acquaint you with procedures and to discuss instructional
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Payroll Authorizations
The CSS Coordinator or the
Foundation Studies Center Coordinator will let you know when you have been
authorized to begin tutoring
AUTHORIZATION MUST BE
OBTAINED EACH SEMESTER BEFORE YOU
BEGIN WORK
You must contact the
Center for Student Success Office each semester. AUTHORIZATION MUST BE OBTAINED EACH SEMESTER BEFORE THE
EMPLOYEE BEGINS WORK.
A new Student Employee Payroll Authorization must be
completed in Center for Student Success in Bert Walker 123 each semester.
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Wages
The wage for
tutors is $8.00/hour. Student Tutors who complete tutor certification training
will receive a $.50 increase per hour.
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Enrollment
Requirements
Only students currently
enrolled in JCC courses are eligible for employment in this program
Fall -
Winter - Spring semesters
Students must be enrolled for six credits. During the spring semester
only, student tutors may enroll in as few as 3-5 credit hours, however,
they will be charged FICA tax and a retirement deduction on their earned
wages. Audited classes do not count toward the required credit hours
needed each semester.
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Maximum Hours
Tutors are not to exceed 20 hours per week as a
tutor. If employed on another JCC Student Employment Program, the hours
worked on all programs will count toward a 25 hours per week maximum; 35
hours per week maximum when classes are not in session.
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Information Required by Human
Resources Payroll To Pay Student Employees
The following information is required by Human Resources to process pay for an
employee. If the information is received on time, the employee’s pay check can be
processed without delay. Any information that is late will delay the employee’s pay.
To avoid delays in payment, the student employee should never begin work until the proper
eligibility forms have been completed.
1. Tax Forms
Tax forms are required for each employee. These include federal, state and city
withholding forms. These forms should be completed with a permanent home address where a
wage statement (W-2) form can be sent. New forms are necessary only if there is an
exemption or address change.
2. Authorization Forms
Work authorizations are processed by Human Resources for SAP, FWS & MWS, and Student
Development for the Tutor program. These forms are required for
tutors each semester and each
academic year for SAP, FWS & MWS student workers.
If there is an interruption
in employment during the semester, the student must be re-authorized by the appropriate
office.
3. Time Cards
Employees are required to enter their time online through
e-Services. It is the
supervisors responsibility to show student workers how to complete their online
time cards. Further instructions on web time entry can be found under "Important
Documents" on the student employment web page.
4. Student employees are eligible to enroll for electronic
payroll deposit.
For more information, the student should come to
Business Office Potter Center 209.
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Deadlines
Time cards are to be submitted by 12 p.m. of
the first working day (usually Monday) following the end of the pay period. Time cards not
submitted on time will not be processed until the following pay period. Tutor time sheets
must be returned to Center for Student Success Bert Walker
123 by 5pm on the last
Friday of the pay period. Tax forms and work authorizations for presently employed and
newly employed students must be submitted prior to the deadline for time cards for the
employees to be paid. If these are not on file, the time card will not be processed until
the following pay period.
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Procedure For Approval To
Exceed Maximum Hours For Student Employees
Student employees should not work more than 25 hours per week (or the amount
specified on their work authorization for SAP, FWS or MWS programs) during regular
enrollment periods. If the student is employed by more than one student employment
program, hours worked on all programs should be utilized to compute the hours worked.
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Procedure for
Obtaining Work Authorization for Vacation & Holidays
The supervisors should submit a request, in writing, to the Employment
Coordinator, at least two weeks prior to the vacation or holiday. The request should
include:
- the date(s) that the request is for,
- the number of hours the student will be working during this period,
- who will be supervising the student.
The supervisor and the student will receive a response from the
Employment Coordinator indicating if the request has been approved. In order to work
between semesters, the student must be enrolled for the next semester.
DO NOT ALLOW STUDENTS TO WORK IF YOU DO NOT HAVE APPROVAL.
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Vacation and Holidays
Authorizations do not include vacation days, official College holidays, essential
service days, spring break, etc. Special authorization for these periods can be requested,
but approval is not automatic. Student employees may not work on days that are
designated as college holidays, essential service days, or when the college is closed.
In general, the Financial Aid Office will only approve work study (FWS or MWS) employees
to work if they have hours remaining from their award for the semester they missed for
some reason. If the holiday/vacation is in the middle of the semester/session, the hours
worked would reduce the hours available for the remainder of the semester/session. This is
because FWS/MWS is awarded as part of a total financial aid package, therefore, there are
limits on what these employees can earn.
When granting requests for special authorization for students
employed on SAP to work, the primary consideration is the availability of funds. If the
student has hours remaining from their authorization, the request will usually be
approved. But if the request requires committing additional funds, it will depend on the
availability of those funds.
Students working as peer tutors may work on holidays that occur
during the semester, but not between semesters.
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Grievance Procedures
As in any employment situation, problems sometimes arise in communication between the
employer and employee. Employees who have problems with their work assignment are advised
to discuss the problems with their supervisors. If this does not eliminate the problems,
the students or supervisors should contact the Employment
Coordinator.
Supervisors are advised to work closely with their student
employees. Make sure they understand their job responsibilities, the hours they will work
and exactly what is expected on the job. Contact the Employment
Coordinator immediately if
problems develop concerning your student employees. Employees who quit an assigned job, or
who want a different placement should contact the Employment
Coordinator, understanding
that reassignment is not assured.
Do not wait until the problem becomes
out of control before you do something
about it.
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Grievance
Procedure for Title VII of the Civil Rights Act of 1964
Title IX of the Education Amendment Act of 1972
Americans with Disabilities Act (ADA) of 1992
SECTION I
If any person believes that Jackson Community College or any part of the College
organization has inadequately applied the principles and/or regulations of:
(1) Title VI of the Civil Rights Act of 1964,
(2) Title IX of the Education Amendment Act of 1972, and
(3) Section 504 of the Rehabilitation Act of 1973, he/she may bring
forward a complaint, which shall be referred to as a grievance, to the College civil
rights coordinator at the following address:
Diane Fenby
Executive Director, Human Resources/Legal
Liaison
2111 Emmons Road
Jackson, MI 49201
SECTION II
The person who believes he/she has a valid basis for grievance shall
discuss the grievance informally and on a verbal basis with the College civil rights
coordinator, who shall in turn investigate the complaint and reply with an answer to the
complainant. He/she may initiate formal procedures according to the following steps.
Step 1
A written statement of the grievance signed by the complainant shall be submitted to the
College civil rights coordinator within five business days of receipt of answers to the
informal complaint. The coordinator shall further investigate the matters of grievance and
reply in writing to the complainant within five days.
Step 2
If the complainant wishes to appeal the decision of the College civil rights coordinator,
he/she may submit a signed statement for appeal to the College president within five
business days after receipt of the coordinator’s response. The president shall meet
with all parties involved, formulate a conclusion, and respond in writing to the
complainant within 10 business days.
Step 3
If the complainant remains unsatisfied, he/she may appeal through a signed, written
statement to the board of trustees within five business days of receipt of the
president’s response in step two. In an attempt to resolve the grievance, the board
of trustees or a committee of the board shall meet with the concerned parties and their
representative within 40 days of the receipt of such an appeal. A copy of the board’s
disposition of the appeal shall be sent to each concerned party within 10 days of this
meeting.
Step 4
If at this point the grievance has not been satisfactorily settled, further appeal may be
made to the Office for Civil Rights, Department of Education, Washington, DC 20201.
Inquiries concerning the non-discriminatory policy may be directed
to Director, Office for Civil Rights, Department of Education, Washington, DC 20201.
The local coordinator, on request, will provide a copy of the
grievance procedure and investigate all complaints in accordance with this procedure.
A copy of each of the acts and the regulations on which this notice
is based may be found in the College civil rights coordinator’s office.
Adopted by the Jackson Community College board of trustees, October
10, 1988.
Amended March 14, 1994.
Note: A student is not required by law to use the College
grievance procedure before filing a complaint with the Office for Civil Rights.
Office for Civil Rights, Cleveland Office
U.S. Department of Education
600 Superior Avenue East
Bank One Center, Room 750
Cleveland, OH 44114-2611
(216)522-4970 FAX (216)522-2573
TDD (216)522-4944
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Termination of Work
Authorization
Student employees may be terminated for various reasons. For example: at the request
of the supervisor because of poor performance or attendance; or at the request of the
Financial Aid Office or Human Resources when allotted funds have been earned.
If a student employee is to be terminated, the department
supervisor, the Business Office and the student will be notified in writing by Human
Resources or the Financial Aid Office.
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Termination Due to Poor
Performance/Attendance
If you feel that your student employee is not performing his/her duties
satisfactorily, you may request that the student be terminated if you have followed the
procedure outlined below:
- Discuss the problem(s) with the student and define what the student
needs to do to improve. Establish a time for you to meet with the student to discuss
his/her progress. Provide the student with a copy of the progressive disciplinary warning
form available in Human Resources.
- If the student’s performance has not improved by the time of
your second meeting, then again set forth the requirements of the job and inform the
student that if the objectives are not met, his/her employment will be terminated.
Establish a date by which a decision will be made about the student’s continued
employment. Again provide the student with a copy of the progressive disciplinary warning
form.
- If the student’s attendance and/or performance has not improved
to an acceptable level by the date established in step two, you should contact the
Employment Coordinator to request to terminate the student’s employment.
- If a student employee does not report to work for three days and does
not contact the supervisor with a reason, this will be considered a "voluntary
quit."
- If the student employee’s actions are deemed to be of a serious
nature, dismissal of the student employee may be immediate.
You may request that the Employment Coordinator become involved in
the meetings with the student if you desire.
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Student Employee
Conduct
Students will be required to observe the following regulations:
- Each employee is expected to be on time and work a 60-minute hour
— not a 50-minute hour — the same requirement that any business would expect.
- No student employee is allowed a break unless the student expects to
work more than three hours.
- Students are expected to work alone. This means no boyfriends,
girlfriends or children are to keep company with student employees while they are on the
job.
- If student employees do not have something to do, they should find
something that needs to be done or ask for additional work. It is good to have routine
work that could be done when they have spare time. Students are paid for work performed,
and no student is hired to study on the job.
- If a student employee cannot be on time or is sick, the student is
expected to report this to the work supervisor, the same as would be expected on any job.
- Proper respect should be shown to other employees of the College.
- If student employees are in a position where they must meet the
public (such as a receptionist) or answer the telephone, it is important that they be
courteous and as helpful as possible. Remember, that they represent the College in dealing
with the public or other students.
- Any and all information acquired by a student employee while on the
job is confidential and should not be discussed with friends or relatives.
- The Potter Center and Student Lounges are open to students for breaks
and lunches. They should not use faculty and staff facilities.
- Students are expected to dress appropriately for their position as
defined by their supervisors.
These policies are designed to help students employed by the College
on their present job and should help them establish good employment practices for future
employment. Students will be evaluated by their supervisors each semester, and these
evaluations will be kept on file for future reference.
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Performance
Evaluation
Supervisors of student employees will complete a performance evaluation for each
student at the end of fall and winter semesters. In some situations an evaluation will
also be completed at the end of spring semester. This evaluation is important! It becomes
part of the student employee’s personnel file and will be used when a future employer
requests a work reference.
After completing the evaluation form (see sample on page 28) the
supervisor should meet with each student individually to discuss his/her performance. The
employee will have the opportunity to make comments on the evaluation form, indicate if
he/she agrees with the evaluation and sign the evaluation form. The employee will receive
a copy of the evaluation for his/her personal files. The original is returned to Human
Resources and the supervisor.
Evaluation Form (click to make bigger)
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Academic Progress
Requirement
Students employed by the College are expected to remain in good academic
standing and make satisfactory progress toward completion of their courses of study.
Federal or Michigan Work Study Programs
Students employed by the Federal or Michigan Work Study Programs should check with the
Financial Aid Office for further information regarding the policy regulating academic
progress of financial aid recipients.
Student Aide Program, Tutor Program
Students employed by the Student Aide Program and Tutor Program are required to have a
minimum of a 2.0 cumulative grade point average at the time of hire and to maintain a GPA
of 2.0 or higher. If the GPA of a current SAP or Tutor student employee falls below a 2.0,
the student employee will be placed on probation or terminated.
Student employees on probation will be required to submit academic
progress reports to the Employment Coordinator. The academic progress reports must show
that the student is maintaining at least a 2.0 in each class. If the student falls below a
2.0 in any class or drops classes, he/she may be terminated from employment.
By the end of the semester that the student was on probation she/he
should have brought her/his cumulative GPA up to a minimum of 2.0. If the student
employee’s GPA is still below 2.0, he/ she may not be employed for the subsequent
semester. However, if the Employment Coordinator determines that the student has made
significant progress toward this goal the student may be employed for another semester on
probation.
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Code of conduct for
students and visitors
A student enrolling in Jackson Community College or visitors on the campus assume an
obligation to conduct themselves in a manner compatible with the College’s functions
as an educational institution. Misconduct for which students or visitors are subject to
discipline fall into the following categories:
- Dishonest, such as cheating, plagiarism or knowingly furnishing false
information to the College.
- Forgery, alteration or misuse of College documents, records or
identification.
- Obstruction or disruption of teaching, lecturing, research,
administration, disciplinary procedures, or other authorized activities on College
premises.
- Obstruction of the free flow of traffic, either pedestrian or
vehicular, on College-owned or College-controlled property.
- Theft of, damage to property of the College, or injury to a member of
the College community, or a campus visitor.
- Unauthorized entry or use of College facilities including all
buildings and grounds.
- Violation of College-established policies or regulations, including
regulations in the Student Handbook, and other publications pertaining to student
organizations, students, faculty, administrative staff, non-academic employees, visitors,
the use of College facilities, or procedures concerning the time, place and manner of
public expression.
- Use, possession, or distribution of narcotic or other dangerous
drugs, such as marijuana and lysergic acid diethylamide (LSD), except as expressly
permitted by law.
- Unauthorized possession or use of alcoholic beverages on the College
campus or at a College sponsored event.
- Illegal or unauthorized possession or use of firearms, explosives,
dangerous chemicals or other weapons on College-owned or controlled property is expressly
prohibited.
- Disorderly conduct or lewd, indecent, or obscene conduct or
expression on College-owned or controlled property or at a College-sponsored or supervised
function.
- Failure to comply with directions of College officials, security
personnel, or any other officials acting in performance of their duties on behalf of the
College or to identify one’s self to these officials when required to do so.
- Behavior which adversely affects the student’s suitability as a
member of the academic community, or has a detrimental effect on the College.
Persons who violate these regulations may be removed from College
property, suspended, or dismissed from the College, or be liable to legal prosecution. Any
penalties assessed as a result of the violation of any of these regulations shall be
imposed according to due process, but action by the courts shall not necessarily relieve
offenders from College action.
Any student or employee of the College charged with committing a
crime upon the College premises, except a minor traffic offense, shall be subject to
immediate suspension, and if convicted in a court of law of such crime, will be subject to
immediate dismissal.
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Employment
References
All employment references should be forwarded to the Employment Coordinator.
If you, as they employee’s supervisor, wish to complete the
parts of the reference that relate to performance you may do so, but send the reference to
Human Resources and we will:
- Check to verify that a release is either attached to the request for
reference or on file. If not, we will contact the employee for a release.
- Enter the correct dates of employment.
- Copy the reference and release for our records.
Do not provide verbal information regarding the employees job
performance without first verifying that there is a release on file.
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Ten Thoughts for
Supervisors
1. Be an example.
Model strong work habits through efficient, dedicated work practices. Let your own
approach to daily work be an example from which students can learn.
2. Be flexible.
Understand that student employees are students first and employees second. Though it is
important to have high standards on the job, it is also important to be flexible to
accommodate academic obligations.
3. Communicate expectations.
Communicate the job standards and expectations to your student employee. One
can’t assume that these are self-evident to the student, even though they may seem
obvious to you.
4. Give feedback frequently.
Provide consistent and appropriate feedback to your student employees.
Student employees—like all employees—benefit from feedback on job performance,
providing it is communicated with a positive spirit.
5. Be fair.
Supervisors who are too lenient are not doing students any favors. Campus
jobs are "real jobs." Treat student employees as you would like to be treated in
a given situation.
6. Train, train, train!
Take time to train your students in important work skills, attitudes and
habits—such as perseverance, time management, phone skills, quality service
practices, handling difficult situations. This is the "common sense" from which
success is made.
7. Be a team player.
As a team leader, develop and nurture the unique contributions of each team
member. Take a global perspective.
8. Give recognition.
When you see a student "going the extra mile" or "persevering
through difficult situations," acknowledge this in front of other staff and peers.
People need to feel appreciated.
9. Share the vision.
Have regular staff meetings with your student employees and inform them how
their work fits into a larger purpose of the department and institution. Remember,
purposeful work is meaningful work.
10. Be an educator.
To the degree that we each contribute to the lives of others, we are all
educators. How can you contribute to the education of your student employees?
This list was developed by the following individuals after
discussing and studying the feedback communicated through a survey answered by 177 student
employment administrators.
James Fisher, Eastern Kentucky University
Brenda Howard, Washington State Higher Education Coordinating Board
Garry Keel, New Jersey Institute of Technology
Beth Richter, Noel Levitz Centers
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Updated
07.17.08
