Provide your students with an open environment to discuss career development
The performance appraisal process gives students and managers an opportunity to communicate areas that need to be improved while identifying areas of positive performance. Students and managers should discuss the appraisal results and create goals that will foster improved job and skill development, and support students as they chase educational goals.
Here are the objectives of the performance appraisal:
- Promoting an open dialogue between student employees and managers
- Clarifying performance expectations, setting goals and monitoring progress
- Providing formal, written performance feedback
- Preparing student employees for increased responsibility
- Cultivating a transfer of knowledge between academics and work
- Developing workplace professionalism and skills
- Motivating student employees through recognition and support
Six-month Introductory (Probationary) Period & Appraisal
The first six months of employment are considered an introduction to the position, allowing for time to train and evaluate student employees’ effective adjustment to work tasks, conduct, oral and documented procedures, attendance and job responsibilities. It is expected that managers conduct a performance appraisal prior to the completion of the six-month introductory period. When an evaluation is completed and expectations have been met, you may submit a pay raise or salary change request.
If the performance appraisal is not completed prior to the end of the introductory period, the employee will be considered to be in good standing as of the introductory end date. Student employees are not subject to progressive discipline for poor job performances or policy violations during their introductory period (see Progressive Discipline Policy). All completed performance appraisals should be submitted to our office for review. Once reviewed by our team, all appraisals will be stored with Human Resources.
Please Note: Should problems arise with your student employees, you must contact Sarah Carbone, associate director of the Office of Student Employment, for a consultation.
Yearly Appraisals & Pay Raises
After the completion of the six-month performance appraisal, appraisals are then suggested at least annually. Frequent feedback and pay raises provide incentive for students to remain in their position. A merit pay raise usually accompanies a positive performance appraisal. Typical hourly raises are between $.25 and $2.00 (see Compensation Chart). Completed yearly performance appraisals and Student Employment Action Forms (SEAFs) for pay raises should be submitted to our office for review. All materials will then be forwarded to and filed with Human Resources.