640.2 Student Payroll System
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The student payroll system is a 4-Level system with starting base pay amounts as follows:
- Level 1 – $5.15 (minimum wage)
- Level 2 – $5.40
- Level 3 – $5.65
- Level 4 – $5.90
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All student workers start at minimum wage (called Level 1) in all jobs on campus except in Physical Plant, Sodexho and Student Lifeguarding. In Physical Plant and Sodexho the starting wage will be at Level 2 which is $ .25 above minimum wage. Student Life-Guarding rate will be determined each year by the VP for Finance in consultation with the RFC Director. Students will be eligible to advance to higher pay levels (Levels 2-4) by performing adequately in the same job for multiple years.
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Supervisors have the option of approving a $ .25 per hour increase for students who have completed 225 hours in a particular position in the department IF a satisfactory work evaluation is completed by the supervisor and a copy of the evaluation is forwarded to the VP for Finance for approval. The rate change will be effective after the required approval evaluation form is received by the Accounting Office .
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A second and third increase of $ .25 per hour is possible for each additional 225 hours worked by the student in the same department if it is requested by the supervisor based on exemplary work evaluations.
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Work evaluations are to be completed and discussed with each student worker each year, regardless of whether a student has worked 225 hours or not and regardless of whether the student worker will be awarded a $ .25 increase or not. Individual supervisors are encouraged to develop their own evaluation tools that are appropriate to their areas in addition to the standard Goshen College student worker evaluation form.. These could be modeled after GC’s current evaluation document that is used for staff evaluations (available from the Human Resources office).
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All student evaluations should be kept by the supervisor for at least 4 years or until the student graduates.
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Summer wage rates for full-time work are established separately from this student payroll system and are the responsibility of the VP for Finance. The base summer rates are expected to be no higher than competitive entry level wage rates for other summer jobs in the local market (i.e. MacDonald’s, etc.) A schedule of these wage rates is available from the Accounting Office and the VP for Finance.
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Summer wage rates will also include a bonus system that will be awarded only if the student works regularly all summer including the last two weeks before school starts. Each spring the VP for Finance will communicate the requirements for the bonus.
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Summer wage rates are also applicable during Christmas break for full-time (40-hour per week) work. At all other times during the year (Fall and Spring breaks, Thanksgiving, etc.) the regular student payroll system applies.
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In some departments it is recognized that there could be significant advantages by training and designating one talented, responsible and hard-working student as a student supervisor of other students in the department. This person must have at least one year (225 hours) of experience in the department and is eligible for an additional supervisory $ .25 per hour bonus because of their increased duties and expectations. The department head will be responsible to designate this individual and to assign the $ .25 bonus for this person.
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Exceptions to this wage scale system can be made but these will be rare and can only be made with the approval of the VP for Finance.
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It is the responsibility of individual departments to initiate and complete the required evaluation forms that trigger payroll changes before payroll is run. Failure to do so will delay the movement by the student to the next pay level until the next pay period. Checks will not be voided and rerun except under very special circumstances.
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Students must keep separate time for each different job they have on campus. A student will be paid at the highest rate for which they are eligible and approved for all jobs within a department. If a student also works for another department simultaneously they will have a second rate for that department. Multiple rates can be maintained for a student working for more than one department but not for a student doing two different jobs within the same department.
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This system will be reviewed annually to evaluate its effectiveness. It may be suspended at any time by the VP for Finance if it is deemed to be too costly to manage or for any other reason is deemed unworkable.
Initiated Fall 1998, updated Fall 2005
