Metropolitan State University
Orientation of Student Employees
The immediate supervisor should explain the student's responsibilities and the work procedures. It may be useful to have a check-list of the duties to be performed.
Supervisors should introduce the department's staff, and explain to the student the working conditions such as breaks, meal times, and how and to whom to report absences or tardiness.
Additional things to cover are:
· A tour of your department or area so they know where to find things.
· An orientation to the other offices and facilities in your building.
· Office dress code (If applicable).
· Time sheet due dates (and changes in these dates during holidays, end of semester, etc.).
· Procedure for recording hours worked (daily, on time sheet, before leaving work site is recommended).
· How to coordinate hours if the student is working for more than one department on campus.
· Performance standards (the supervisor’s expectations).
· The need for confidentiality when dealing with student and staff records and information.
· Who is the alternate supervisor if the main supervisor is not available?
· To whom should the student address problems or questions?
Supervisors should
· Be prepared in advance for the new employee, have the work-station ready for them.
· Be sure all personnel paperwork is in order prior to the student starting work.
· Show the student the emergency exits, and remind them to report immediately to you any on-the-job accidents or injuries.
· Monitor the hours worked to be sure that the student does not work more hours than those funded.
Strategies for Helping Student Employees Succeed
1. Set 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.
Thoughit 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 employees. One
can't assume that these are self-evident to the students, 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 in job performance, providing
it is communicated with a positive spirit.
5. Be Fair
Supervisors who are too lenient are not doing students any favors. Student job are
"real jobs." Treat student employees as you yourself would like to be treated in a
given situation.
6. Train, Train, Train
Take time to train your students in important work skills, attitude, 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. Nominate outstanding students for an award at the spring awards event.
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?
Common Supervisor Problems
•Failure to use common supervisory skills such as listening, communicating, etc.
•Lack of responsiveness to administrative/clerical tasks.
•Failure to define the job, establish goals, or set expectations.
•Failure to adequately train student employees on job tasks and skills.
•Failure to be sensitive to the personal and academic needs to students.
•Failure to help students develop habits and attitudes that reflect positively on
institution.
•Failure to see student employees as "real employees."
•Failure to provide ongoing feedback and evaluation.
•Inefficient use of student employee's time and talents.
Poor Job Performance
There may be instances when the employee's work performance is not at an acceptable level. It is important to first try to work with the employee to improve his or her performance. If the performance is related to job duties, take time to explain again the duties and performance standards. If the problem is interpersonal, counsel the student about professional behavior in the workplace, and reiterate your expectations. Be sure that the student knows what is expected of him or her.
Prohibited Conduct•Insubordination, including disobedience, or failure or refusal to carry out
assignments or instructions.
•Loafing, loitering, sleeping or engaging in unauthorized business.
•Unauthorized disclosure of confidential information or records.
•Falsifying records or giving false information to other institutions, state agencies or to
employees responsible for record keeping.
•Failure to provide accurate and complete information whenever such information is
required by an authorized person.
•Failure to comply with health, safety and sanitation requirements, rules and
regulations.
•Negligence in performance of assigned duties.
Attendance and Punctuality
•Failure to report promptly at the starting time of a shift or leaving before the
scheduled time without the approval of the supervisor.
•Unexcused or excessive absenteeism.
•Failure to notify the supervisor promptly of unanticipated absence or tardiness.
Use of Property
•Unauthorized or improper use of University property or equipment including
vehicles, telephone or mail services.
•Unauthorized possession or removal of University or another person's private
property.
•Unauthorized use, lending, borrowing or duplicating of University keys.
•Unauthorized entry to University property, including unauthorized entry outside of
assigned hours of work or entry to restricted areas.
Personal Actions and Appearance
•Threatening, attempting or doing bodily harm to another person.
•Threatening, intimidating, interfering with or using abusive language towards
others.
•Unauthorized possession of weapons.
•Use of alcoholic beverages or illegal drugs during working hours.
•Reporting for work under the influence of alcoholic beverages or illegal drugs.
•Unauthorized solicitations for any purpose.
•Inappropriate dress or lack of personal hygiene that adversely affects proper
performance of duties or constitutes a health or safety hazard.
•Failure to exercise good judgment, or being discourteous in dealing with fellow
employees, students or the general public.
Resignation
A student may resign or change employment with due written notice of at least one week to the employer. Should employer and employee agree, resignation might be immediate. The supervisor must submit a SWAF to Student payroll to report the resignation and effective date.
Termination
A student employee may be terminated after sufficient warning and notice. Sufficient means one verbal warning and one written warning with a face to face meeting. The student should be notified that termination will occur if the student shows no improvement. It is expected and desired that an earnest effort be made to provide opportunity for continuation.
Immediate dismissal may occur when, in the judgment of the employer or department administrator, continuation of employment would be damaging to the nature of operations for the individual department or the University at large.
The supervisor must submit a SWAF to Student payroll to report the termination and effective date.
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