Student Employment Supervisor Manual

Overview of Student Employment

Introduction

Student employment is intended to be a learning experience that complements a student’s educational and career goals and provides practical work experience. By working part-time, students are able to earn money to help pay their college costs and develop skills that support their educational and career goals.

• Working on-campus help students develop a sense of community and belonging. Studies show that students who work part-time on campus perform better scholastically and are more likely to graduate.
• Students with little or no employment history may establish a work record and learn the fundamental skills of employment such as punctuality, communication, cooperation, and time management.
• Students gain preparation for the world of work through processes of interviewing, hiring, training, supervision, relating to coworkers and the public, meeting expectations, and achievement of goals.

Student Employee Status

A student employee is a part-time, temporary employee who is enrolled at TMCC or, in some cases, any Nevada System of Higher Education (NSHE) institution, for the primary purpose of receiving an education. As such, the employment is dependent on student status. Student positions are not intended to replace those performed by permanent TMCC employees. 

Enrollment

Student employees must be enrolled in at least 6 credits to be employed during Fall and Spring semesters.

In the Summer Session, regular student employees and Regents Service Program employees may work without being enrolled, provided they were enrolled in 6 credits in the prior Spring Semester, or are enrolled in 6 credits for the coming Fall Semester.

Students must be enrolled in at least 6 credits during the Summer Session to maintain their exemption from FICA taxes. Work-study students must be enrolled in at least 6 credits to be employed during the Summer.

In the case of a student in their final semester, if the required course load equals less than 6 credits, a student may maintain their work study at the reduced budget. 

Grade Point Average

All student employees must maintain a 2.0 cumulative grade point average. Departments have the discretion to require a higher GPA based on the needs of the department.

International Students

International students on an F-1 visa may be employed only on-campus, as regular student employees or through the Regents Service Program.

International students must be enrolled in at least 12 credits at TMCC to be employed during Spring and Fall Semesters, unless an approved Application for Reduced Course Load form is on file with the Admissions and Records Office.

International students are limited to working 20 hours per week when class is in session during the Fall and Spring Semesters. They may work up to 40 hours per week during periods of non-enrollment such as Spring break, Winter break, and Summer Session.  

Types of Student Employment

Regular Student Employment

These jobs are temporary, hourly; part-time jobs funded 100% by colleges and departments. They have flexible work hours designed to accommodate the student's class schedule. The duties, responsibilities, and wage are determined by the supervisor. Regular student employees must be enrolled in 6 credits at any NSHE institution.

Federal and State Work-Study

Work-study is a financial aid program designed to assist students in earning money to meet their college expenses.

Federal work-study pays 75% of the student's wage from federal funds, and State work-study pays 100% of the student's wage from state funds, and the supervisor pays the fringe benefit (worker's compensation) of 1.5%. In the case of a student in their final semester, if the required course load equals less than 6 credits, a student may maintain their work study at the reduced budget.

To be eligible for need-based work-study, a student must have filed a Free Application for Federal Student Aid (FAFSA) and have a work-study allocation of funds. Each eligible student is awarded an amount of funds per semester that determines the maximum number of hours per week that may be worked (see Work-Study Guidelines, below).

The duties, responsibilities, and wage are determined by the supervisor for work-study positions. The wage should be based on the Student Employment Classification and Wage Rate Scale and must be at least the minimum wage. Positions are mostly on-campus with limited off-campus positions (see Literacy Program, below). Work-study student employees must be enrolled in six credits at TMCC during the semester they are working, including Fall, Spring and Summer.

Community Service Work-Study

Community Service jobs under the Federal Work-Study Program and the Regents Service Program (described below) are recruited by the Student Employment Office from local non-profit governmental and community organizations, as well as TMCC departments who provide services open to the entire community. Such jobs are intended to improve the quality of life for community residents, particularly low income individuals, and to solve problems related to the needs of those residents.

Jobs involving child care, health care, elderly care assistance, literacy training and tutoring for disadvantaged people are all potential projects for the work-study eligible student interested in career-oriented field experience.

Literacy Program

The Literacy Program is an exciting opportunity for TMCC students and children in our community. Tutors are placed at area agencies, to work with children ages birth to fifth grade for reading tutoring, or birth to ninth grade for math tutors. Agencies are not required to pay any match to hire literacy tutors. Participating agencies include: Boys and Girls Club of Truckee Meadows (BGCTM) and the Washoe County School District (WCSD). BGCTM serves children from six to 18 years of age, and WCSD serves children from birth to age 18.

Students apply for the Literacy Program either through the Federal Work-Study Program (outlined above) or the Regents Service Program (outlined below). Students must qualify for the program and must interview directly with the agency and be offered a position by the agency. The Student Employment Office completes the hiring process according to the established TMCC procedures explained later in this handbook.

Regents Service Program

Supervisors submit position requests to the Student Employment Office that are of an internship-type caliber. Jobs are to have a community service component, and are intended to require a higher skill level or knowledge base than regular or work-study positions. Positions must meet specific institutional criteria and students must meet eligibility requirements established by the NSHE Board of Regents. Positions are awarded to approved departments on an annual basis, based on the number of requests submitted and funding available. Positions are 100% funded (including fringe) by the Regents program.

To qualify for Regents Service Program positions, students must be enrolled in at least 6 credits at TMCC and have a 2.0 cumulative GPA. They must also qualify under at least one of the following criteria: head of household; single parent; age 22 or over and have never attended college, or have had a break in enrollment of two years or more; first generation college student; no support from parents or family; unusual family or financial circumstances.

Priority is given to applicants who meet multiple criteria and are Nevada residents. Up to 10% of employees can be from applicants who do not meet the criteria but demonstrate an interest in community service and a willingness to work in a community service position.

Work-Study Guidelines

Process for Awarding Work-Study

Through the annual financial aid application and awarding process, the financial aid office determines a student’s financial need (according to federal methodology) and the Student Employment Office awards work-study to eligible students.

Financial need is the difference between the costs of attending the institution and the resources available to the student to meet those costs.

To calculate a student’s need, the Financial Aid Office uses the federal needs analysis methodology system, subtracting the amount that the student and family is expected to contribute to meet educational expenses from the total costs for a year of study. Students must have financial need to be awarded need-based work-study.

Students must reapply for financial aid each academic year.

Work-study is awarded on a first-come, first-served basis to students who apply early and whose financial aid applications were completed by the time the Financial Aid Office begins awarding (typically in mid-April). Priority is given to continuing students currently employed under the work-study program who apply early and remain eligible. Every attempt is made to ensure that students are able to continue in the same position, if desired; however, student eligibility or delay in application may make this impossible.

Work-Study Awards

The work-study award, or amount of money a student is eligible to earn, is called an allotment.

Allotments are designed for specific semester(s). Students can view their allotment breakdown on their financial aid offer letter on their MyTMCC. 

The Student Employment Office awards work-study based in part on the student’s remaining need based on their FAFSA information and enrollment level. Standard awards are $11,000 per year ($5,500 each for Fall and Spring). The award may be smaller if the student does not have sufficient remaining need. The Student Employment Office may authorize awards of greater than $11,000 if the student has demonstrated financial need, maintained financial aid standards for satisfactory academic progress, and has shown a commitment toward working under the work-study program.

Students do not receive their allotment unless they actually work to earn that money, at which time they receive a paycheck bi-monthly based on hours worked during the time period (see Payroll Processing, below). Unused allotment dollars of less that $500 from Fall semester are reallocated into the Spring allotment. Unused allotment dollars greater than $500 from Fall semester are returned to the work-study fund to be reallocated to wait-listed students. Summer work-study is independent of the Fall/Spring allotment (see Summer work-study below).

Students must not exceed their allotment. The supervisor is responsible for maintaining a cumulative record of the student’s gross work-study earnings. Supervisors should review the records of hours worked to determine the remaining hours available to make sure the student does not exceed his/her allotment. Hours submitted that exceed the remaining balance of the work-study allotment are automatically charged at 100% to the supervisor account. If the supervisor is not willing to pay the student at the 100% rate, the student must stop working once they have reached their allotment until the next semester when the new allotment begins.

Questions about the work-study allotment should be directed to the Student Employment Office.

Summer Work-Study

Every effort is made to maintain a robust Summer work program, including work-study, but availability of work-study funding is not guaranteed.

The Student Employment Office will notify supervisors in mid-Spring about the status of Summer work-study funding, and solicit requests for continuation of work-study funding for students who are currently employed and will be enrolled in 6 credits during the Summer Session.

Awarding of Summer work-study allocations will be made as funding allows. 

Work-Study Award Revision

A student’s allocation may increase or decrease due to changes in the student’s financial need, enrollment status, student budget, or the addition of other resources or assistance (such as scholarships). When a revision occurs, the Student Employment Office generates a new award letter for the student. It is the student’s responsibility to notify their supervisor of any changes to their award. The supervisor should then ensure that appropriate adjustments are made to the student’s work hours so as not to exceed the allocation.

Changes in Work-Study Eligibility

The Student Employment Office monitors student enrollment, academic progress, and eligibility at the point of hire and thereafter. Should a student’s eligibility for work-study change due to unsatisfactory academic progress, enrollment or other situations, the Student Employment Office will notify the supervisor. The student must immediately be terminated or, at the discretion of the supervisor, be transferred to a regular student employee (provided they meet all other eligibility requirements).

A supervisor who permits an ineligible student to continue working is responsible for 100% of the wages earned and those will automatically be charged to the supervisor's account.

On-Campus Hiring Procedures

Hiring Guidelines

Resources for Hiring

• Job Board
  • Recommended Classification and Wage Rate Scale
    • Payroll schedule
    • Tips for Interviewing

Steps for Hiring

Following are recommended steps for securing student employees:

1. Post a position on the TMCC Job Board using the online form.
   
   • Determine a job description and an appropriate hourly wage rate according to the Wage Rate and Classification Schedule.
   • It is recommended that departments submit job postings 30 days prior to the start of each term to be able to reach all students looking for work.
   • Sometimes departments find it is more difficult to find interested or qualified students when positions are posted later into the term.
2. Respond to student inquiries and arrange job interviews. Students view jobs on the online Job Board and contact the hiring department directly. Students may also be recruited directly by hiring departments.
3. Conduct interviews (see section following).
   
   • Contact the Student Employment Office to determine student eligibility if necessary.
4. When a student is selected, they will need to complete an application in the Workday Student Pool. Contact HR for the link and provide it to the student.
5. Once the application is complete, please complete the New Hire Notification form, located on the HR website.
6. HR will initiate the Hire and Onboarding in Workday and schedule an appointment with the new hire to walk them through all their tasks in Workday.
7. New hires will be permitted to start once they have completed all Onboarding tasks in Workday, which include mandatory federal requirements.

Interview Process

Remember that many of the students you will interview are in the midst of a learning experience, and the interview that you provide them can set the stage for their future expectations. Please treat these interviews as professionally as you might an interview for a permanent staff member. Conducting a good interview involves planning ahead and organizing your thoughts and questions. The following steps should lead to a productive interview:

• Plan ahead: review any information that you may have on the student before the interview. It is helpful to know the full name, class year, major, experience, etc.
• Verify basic information: check the information you have and update where necessary.
• Provide information and perspective: inform the student about the position, the mission/philosophy of the department, and your expectations for the candidate. Share the job description with the student and answer any questions he/she may have about the job. Many students expect student employment positions to be flexible; verify this when possible, or explain your reasons if the position/hours must be very structured. Clear expectations can eliminate possible confusion later on.
• Bring to closure: summarize the interview and allow the student to provide or clarify previous information.  Tell the student when the decision will be made and how notification will occur (phone, mail, etc.) Be sure to contact each student you interview, whether or not they are hired!
• Ask the same questions of all candidates.

Interview Questions

TMCC Human Resources recommends that a list of questions be developed prior to scheduling any interviews and that all applicants for the same position be asked the same questions (i.e., judged by the same standard). Hiring for student positions are completed by the department, however, Human Resources may be contacted in order to provide guidance as needed. Please reference the following for general guidelines for interview questions:

Do:

• Ask any questions regarding professional details or information including but not limited to:
  
  • Past job experience
  • Education
  • Schedule availability
  • Motivation or interest in application
  • Career moves
  • Resourcefulness
  • Ability to work under direction of others
  • Aptitude and cognition
• Attempt to discern professional ability to adequately perform in the nature of the role.
• Evaluate a candidate based on responses related to the ability to perform the position.

Do Not:

• Ask any questions regarding personal details or information including but not limited to:
  
  • Marital and Family status
  • Age
  • Citizenship
  • Disabilities
  • Ancestry or national origin
  • Race or color
  • Birthplace
  • Credit rating or financial status
  • Relation to organizations or religion
• Attempt to discern any personal information unrelated to the professional nature of the position.
• Evaluate a candidate in any manner or with any prejudice other than ability to perform the position.

Please remember that all questions should be professional in nature and are part of a public record. As part of a search committee or as an interviewing manager you are representing Truckee Meadows Community College. Always consider the appropriateness of a question before posing it to a potential candidate.

Payroll Procedures

Enter Time in Workday

The preferred method for entering time is for the employee to clock in and clock out. Time Keepers for the department can then review and edit time as needed and the manager will approve when submitted by the employee or time keeper. If the department chooses to enter time manually for their employees using paper timesheets please understand that this can cause payroll to be delayed for all hourly employees. (See current payroll schedule.)

Paychecks

Paychecks are produced on the 10th and 25th of each month. Employees who do not enroll in direct deposit will be issued a Bank of America VISA payroll debit card.

Late Pay

Hours not submitted and approved before Payroll cutoff will need to be submitted and approved through Workday and will be paid out on the next paycheck. The student will miss a paycheck unless the department wishes to request a special check (contact Human Resources for form) and it is deemed a hardship to the student. The Student Employment Office maintains strict adherence to the established payroll deadlines; please be on time, for the sake of your student employee's financial well-being!

General Employment Policies

All campus-wide student employment policies pertaining to wages, hours worked, hiring procedures, and utilization of student labor at TMCC have been established and are to be implemented by the Student Employment Office in conjunction with Human Resources.

Rationale for Policies

The policies that follow are to be used as a management tool for TMCC and cooperating organizations in the hiring of students so as to derive the greatest benefit for both supervisor and employee. The opportunities for students to develop interpersonal skills and gain valuable transferable experience, therefore, must be recognized and nurtured by those supervising student work.

Student employees are expected to fulfill duties in a responsible, competent manner, regardless of the fund out of which they are paid. Any student failing to perform satisfactorily should be counseled immediately by the hiring department/agency to ensure the student's full understanding of the job before further time elapses.

Equal Opportunity

TMCC is an EEO/AA employer. All TMCC students are subject to the same basic conditions of employment, regardless of the department/agency for which they work.

Basic Conditions of Employment for All Students

The Fair Labor Standards Act of 1983, as amended, prohibits institutions from accepting voluntary service from any employee without prior agreement between supervisor and employee. Moreover, voluntary activity may not be the same as the job for which the employee has been paid. A student employee may not volunteer in the same or any other department at TMCC.

Every job has unique characteristics that cannot be detailed in a general policy statement; therefore, it is the responsibility of the supervisor, at the time of hire, to outline the specific conditions of employment to which the student will be subject. Those conditions should include: job description/duties, number of hours/specific hours of work, wage rate, responsibilities, rights, and any additional departmental personnel policies.

Concurrent Employment

A student may work more than one student employment position on campus, but only one should be funded through work-study. The student must advise all supervisors involved and monitor the total hours for all positions so as not to exceed weekly maximums. Students who are employed in one student position and one hourly casual labor position will be charged FICA equivalent (those working more than one student position will remain FICA exempt).

Corrective/Disciplinary Procedures

Prior to termination of a student employee, and depending on the seriousness of the offense, one or all of the following steps should be taken:

• Oral Warning: discuss the problem with the student.
• Written Warning: discuss the problem(s) explicitly with the student, notifying the student of the possibility of termination if corrective action is not taken immediately.
• Suspension Without Pay: give the student a calendar week to consider the importance of the job with regard to changing his or her behavior.
• Consult with the Student Employment Office prior to termination; consult with the Student Employment Office to ensure that proper termination procedures are followed.
• Termination Notice: further evidence of continued misconduct must be fully documented and discussed with the student. At this time, the student will be notified of his/her termination (see Termination below).

Every student employee is covered during his/her working hours by Worker’s Compensation insurance for work related injury/illness. The coverage provides an incapacitated student employee the means of support and medical care when unable to work because of a job related disability (see Injury On-the-Job, below). Student employees are not eligible to receive other employment benefits such as shift differential pay, paid holidays, vacation leave, sick leave, retirement benefits, or permanent status.

The NSHE nepotism policy allows the hiring of two members of the same family, even within a single department. The policy requires that an open position be offered to the best qualified available candidate, without regard to relationship. However, relatives may not report in a direct line of supervision, and decisions on hiring, wages, and retention are not to be made about any employee by a related person. This policy applies also to student employment

Student employees are still protected by FERPA guidelines due to their student status. Keep issues regarding student employee’s private, just as you would for a permanent employee. In particular, do not give out information regarding a student employee’s performance, either to another TMCC staff member, a TMCC student, or to the student’s parent, unless you have written permission from the student to do so.

For further clarification of FERPA guidelines, please contact the TMCC Admissions and Records Office.

Hours

Student employment positions are temporary, part-time positions that offer individuals whose primary purpose is to be a student an opportunity for work experience. Hours worked are flexible and variable. It is recommended that full-time student employees work an average of 20 hours per week, not to exceed 29.5 hours, during periods of enrollment when classes are in session. Students may work more hours provided the student is not distracted from the normal pursuit of their academic studies.

During vacation periods and between semesters, a 40-hour week is acceptable. Students must not be scheduled to work when they have a scheduled class period. If their class is cancelled and they work during this time, it must be noted on the timesheet that the class was cancelled. If allowing students to work additional hours supervisors must continue to track work study allotments to make sure the student does not exceed their total award.  Otherwise hours will be charged to the department 100%.

Breaks

A student working a consecutive 4-hour work period is entitled to a 15-minute break with pay. A student working a consecutive work period in excess of 6 hours is required to take no less than a 30 minute lunch break without pay. A student working a full 8-hour day is entitled to two 15-minute paid breaks and no less than a 30 minute unpaid lunch break. Breaks should not be taken at the beginning or end of the work period and are not cumulative. The breaks should be taken at times when they will not place an undue burden on the department. The student is required to take all these breaks and to indicate the lunch break on their time sheet.

International Student Hours

International students are limited to working 20 hours per week when class is in session during the Fall and Spring Semesters. They may work up to 40 hours per week during periods of non-enrollment such as Spring break, Winter break, and Summer Session.

International students are not eligible for overtime.

Violations could result in a fine for each incident documented.

Overtime

Overtime (defined as hours worked in excess of 8 hours in a day) is not recommended for student employees; however, in unusual situations (i.e. during Summer employment or special events) where hours in excess of a student’s normal work schedule are required, overtime at time-and-one-half rates will be paid for hours worked in excess of 8 hours in a day.

All overtime for students must be authorized by the supervisor in consultation with the Student Employment Office.

Complaint Procedures

Students who have an issue with a co-worker and/or supervisor must follow these step-by-step procedures. Students are always welcome to discuss their concerns and receive guidance from the Student Employment Office during the complaint process:

• Students should discuss the issue with the individual with whom he/she has the issue with, document events in writing, and attempt to arrive at a solution of mutual satisfaction. A log of dates and events is helpful in compiling documentation of unsatisfactory treatment.
• If the issue continues, students should document it in writing and contact the supervisor, or supervisor's superior, within three working days. The supervisor (or superior) will attempt to resolve the problem within five working days.
• If the supervisor has been unable to achieve resolution, the student or supervisor can contact the Student Employment Office. The Student Employment Office will arrange a meeting between the student employee, the supervisor, the individual(s) with whom the student has an issue with, and the Student Employment Office (who will act as mediator).
• If there is still no resolution or if the student is unhappy with the outcome of this meeting, the student may appeal to the Director of Financial Aid. Contact the Student Employment Office to arrange a meeting.
• If the decision of the Director of Financial Aid is not acceptable, the student may appeal to the TMCC Student Appeals Committee, chaired by the Dean of Student Support Services. The decision of this body is final and there is no further complaint process.

Injury On-the-Job/Worker’s Compensation

Worker’s Compensation covers expenses for medical care and certain benefits for loss of pay resulting from injuries or disabilities incurred on the job. Students injured while performing work for the College are covered under Worker’s Compensation Insurance. Such injury must be reported immediately to both the student’s supervisor and the Health and Safety Manager to complete the necessary paperwork and obtain a list of approved physicians/hospitals/clinics where injured employees may receive assistance.

All accidents/injuries that cause an employee to miss work must be reported to the Student Employment Office within 24 hours.

Interpretation of Policies

Should any questions arise over the interpretation of these policies, the Student Employment Office will be responsible for resolving disputes.

Merit Increases

Students who have performed their jobs well should be given merit increases at appropriate intervals in addition to any increases warranted for seniority/time on the job. It is recommended that merit increases be given once annually. Departments should develop internal written policies regarding student employee merit with some degree of structure, and apply these policies consistently for all departmental student employees.

Performance Evaluation

It is recommended that supervisors use the official evaluation form when evaluating employee performance. Evaluation can be a useful tool to enhance and motivate employee performance. Suggested timelines for evaluation are one month after initial date of hire and once per term (Fall, Spring and Summer).

Termination

Since student employment is temporary, hourly, and part-time, it can be terminated at any time at the discretion of the supervisor. Also, if a student drops below the required credit and GPA requirements, the student employment status must be terminated. It is advisable that the supervisor keep notes regarding the student’s performance that may have led to the termination. It is recommended that supervisors follow the corrective/disciplinary procedures outlined above.

A student may resign at any time. Reasonable notice should be given to the supervisor in writing.

Layoffs

If a student should be laid off for reasons other than unsatisfactory performance or behavior on the job, at least one week’s notice, in writing, must be given by the employing department (for example: funding shortfall).

Religious/Political Involvement

On-campus positions may not require a student to perform work related to religious or political involvement. If TMCC employers desire to hire student workers to assist in such activities, they may only do so by posting jobs as an off-campus employer, and providing payment as such. Under no circumstances may payment for such activities be provided from TMCC funds. Under some restrictions, students working under the Federal Work-Study program may be employed by a non-profit religious or political entity; however, duties must be general in nature and must not include the support of the area in which worship occurs. For further clarification on this subject, please contact the Student Employment Office.

Use of Personal Vehicle

Student employment positions may require travel between campuses or to off-site locations. For transportation between campuses, a student employee must be willing to use his/her own personal vehicle. Job announcements for positions that will require travel should indicate that use of a personal vehicle is required. The student is required to have a valid driver’s license and is expected to maintain liability insurance on the vehicle. 

The NSHE is not liable for any accidents or vehicular malfunction that may occur during the use of a personal vehicle for transportation between campuses as part of a student job. Injury that occurs to the student during travel on the job is covered under Worker’s Compensation. See the Injury On-The-Job section of this manual for details.

Students should keep a record of the miles traveled and must be reimbursed for mileage at the state mileage reimbursement rate from the employing department’s funds according to campus travel claim procedures. The department is expected to keep records of the student’s travel claims in the student’s employment file.

Wage Rates

Pay rates for students are listed in the Recommended Student Employment Classification and Wage Rate Schedule.

TMCC observes the Federal minimum wage as the base for the wage rate schedule. Jobs are described in four divisions with several subclasses, representing a wide range of duties with a considerable variance in skills, experience, and responsibility. Where job descriptions do not precisely fit the type of job assigned, please contact the Student Employment Office for assistance.

The Student Employment Office monitors student wages and reviews any positions paying a wage above $15 per hour to ensure the positions are appropriately classified as student employment positions.

Supervision

Supervisor Responsibilities

Supervisors are responsible for ensuring that the student employees within their department are able to perform their jobs as efficiently as possible. Effective communication between supervisor and student is imperative to a smooth functioning department. It is the supervisor's responsibility to:

• Per Federal Regulations, Title 34 CFR § 675.20 (ii) each students work is properly supervised. The supervision must be in person and on site, not by phone, text or email.
• Prepare a job description and share that job description with the student.
• List all available positions on the Job Board.
• Interview and hire student employees after providing equal employment opportunity.
• Notify Human Resources when you are ready to hire.
• Insure that the new hire has completed all onboarding steps prior to beginning work.
• Inform the student employee of his/her rights and responsibilities.
• Set ground rules up front regarding scheduling and planning for schedule changes.
• Be clear about job responsibilities and expectations of the student.
• Monitor the student's weekly hours in relation to his/her work study award.
• Ensure that a student does not work at any time when he/she has a scheduled class.
• Report payroll information accurately and in a timely manner using Workday.
• Keep copies of all signed time sheets for seven (7) years and produce timesheets upon request of an auditor.
• Notify Student Employment if you are aware that the student is enrolled in less than 6 credits per semester.
• Maintain the job details within Workday for the student employee.
• Provide on-going feedback to the student employee on his/her job performance.
• Document the student's performance, both positive and negative, in writing in the student's departmental personnel file. An employee evaluation form is found in the on our website.
  
  • Notify Student Employment if there is an apparent problem with the student that cannot be resolved.
  • Notify the Student Employment Office when considering terminating a student employee (and complete the necessary termination forms).
  • Notify Student Employment when positions become open, closed, or altered in any way.

Recognition

The Student Employee of the Year (SEOTY) award was created to recognize the outstanding contributions and achievements of students who work while attending college. Supervisors are encouraged to nominate exceptional students on the basis their accomplishments in the workplace.  The competition takes place in February. Criteria include enrollment at TMCC, reliability, initiative, uniqueness of contribution, quality of work, professionalism, and community and campus service. The SEOTY is recognized during National Student Employment Week in April and receives a plaque and check courtesy of the SGA.

National Student Employment Week

Each year in April, TMCC celebrates its students during National Student Employment Week. The TMCC Student Employee of the Year is announced, and the winner receives a plaque and check courtesy of the SGA.

The Student Employment Office hosts campus-wide activities to honor the important contribution that student employees make in the daily operation of the campus. This is an important week to our student employees and supervisors are encouraged to participate to show their appreciation of their student workers.