640.1 Student Employment Guidelines
and Procedures For Supervisors

Updated 2003-08-01

  1. Eligibility

    Career Services coordinates the process of student employment on campus. Please consult with them before hiring students.Goshen College policy requires that students who qualify for the federal work/study program receive top priority for campus jobs. This not only helps students with the greatest financial need but is also advantageous to Goshen College because federal work/study funds are subsidized. Second priority should be given to students who have been authorized regular CC funded work. International students are also given high priority, as they cannot legally work off campus. Other students may be hired if they are the best candidates possessing the skills required for a particular job. However, as much as possible, first consideration should be given to work study and international students.

  2. Limitations

    In order to provide an equitable system of campus employment, all students are asked to limit their campus employment to not more than about 10 hours per week until all students who need a job have been given the opportunity to work. In cases where particular job openings continue to go unfilled after all students have been given a chance to apply, those who wish to take on more than 10 hours per week are welcome to do so at that point. Also in a case where a particular student appears to be the most qualified candidate for more than one position, it may be necessary to take on more than 10 hours.

  3. Hiring Procedures

    Keeping the above in mind, please follow the guidelines suggested below when you hire student employees.

    1. Ask the students you interview

      1. if they have work/study. (If in doubt, call Career Services.)
      2. if they are or will be working anywhere else on campus, and if so what is the total number of hours per week.
      3. whether or  not they have an RA position. (RAs are asked not to accept an additional job on campus, though exceptions can be made.)
    2. If taking your job would cause a student to exceed an average of 10 hours per week, or cause an RA to have a second campus job, we ask that you check with Career Services before proceeding to hire the student.

  4. Payroll

    Student time cards are managed through GCOnline. At the end of each pay period, it is your responsibility to approve student-submitted hours by the deadline given by the Accounting Office.

  5. Dealing with Unsatisfactory Work Performance

    From time to time student work supervisors on campus have had difficulties in dealing with unacceptable behavior by their student employees. Every effort should be made to resolve the issue(s) between the supervisor and student. Below are suggested guidelines for dealing with problems.

    1. Begin student employment by using the yellow form, “Student Employment Expectations and Procedures”.  This is not only valuable for initial understanding but is also the first step of a valid termination.  The form is evidence that you did discuss expectations prior to employment:
    2. After the first offense, give a verbal warning to the student.  Document this contact.
    3. After the second offense, send a written notice. File a copy for reference.
    4. After the third offense, the student’s employment may be terminated.
    5. Although the above are general guidelines, your judgment will need to prevail on either extending the procedure or terminating the student through another procedure. (Eg. if a student is not showing up for work and you have attempted to contact the student several times unsuccessfully, you may need to move to step c.)

  6. Evaluation

    Students should find working on campus to be a learning experience.   Supervisors will be given the opportunity to evaluate each student employee’s work.