Library Policy #25: Student Employee Policy

The purpose of the Student Employee Policy is to establish guidelines in hiring and terminating students, conducting student employee evaluations, and approving wage increases.

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2.1 Each prospective student must fill out an application form generated by the administrative department. The administrative staff will take applications on a first come first serve basis during normal business hours. Administrative personnel reserve the right not to accept applications if no positions are expected to be open.

2.2 Applicants will be considered by the following items listed, but not in any particular
priority order:

• Date of application
• Job experience or skills
• Hours of availability
• Class
• Federal work study award recipient

2.3 In order for a student to be eligible to work under a student contract, he or she must be
currently enrolled or pre-registered for an upcoming term.

2.4 Applications not considered for interviewing or hiring will be kept on file until the end of the term (i.e. summer, fall, spring) the application was received unless otherwise noted.

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The student supervisor will do interviews for his or her department. The administrative staff or the student supervisor may set up interviews. Each student supervisor will establish his or her own guidelines for interviewing students. The student supervisor shall inform the administrative staff of the decision whether to hire.

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The administrative staff will coordinate the forms required for hiring according to the guidelines of the Student Employer Manual from the Office of Career Services. It is the responsibility of the administrative staff to make sure the student has provided all required documents and information. The administrative staff will inform the student supervisor when a student has failed to provide required documents and information. The student should not start work until all forms required for hiring are completed.

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The administrative staff shall generate a Student Employee Evaluation form with input from the departmental student supervisors. The student employee supervisor shall complete an evaluation with the student at least once per year and at the time of the student's termination. The original completed form shall be kept in the student's employee file in the administrative department. A recent evaluation should be on file or submitted during the time of proposed rate increase.

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6.1 It is the intention of the library to give student employees pay raises annually to reflect their satisfactory work and for student employee retention and morale. It is also the intention of the library to be fair and consistent in the awarding of pay raises.

6.2 Student employees should meet both of the requirements listed below in order to
receive an hourly rate increase:

• A Student Employee Evaluation should be completed and on file prior to a proposed rate increase. The student employee should receive an overall meets expectations rating and a recommendation for a rate increase on their most recent evaluation.
• The student employee should have worked a minimum of 260 hours since the date of hire or since their last pay rate increase.

Any exceptions must be proposed in writing by the student supervisor and approved by the department's Assistant Dean. The Dean of Libraries must give final approval.

6.3 At the beginning of each fiscal year, the administrative staff will inform each department student supervisor of the amount of funds available for student employees. It will be determined at this time if there are sufficient funds to approve an hourly rate increase for all students who are qualified. It is the library's intent to award rate increases based on the availability of funds.

6.4 Hourly rate increases will generally be awarded July 1st or the fall semester when a student returns.

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Student employee supervisors should inform the administrative staff when a student should be terminated, if before the end date of their contract. Supervisors should complete an evaluation form at the time of termination and note the reason on the form. The administrative staff will submit the appropriate form to the Office of Career Services.

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While a student is working, he or she is expected to behave in accordance with the conduct described in the College of Charleston Student Handbook. Any violation is subject to termination.

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Sponsored: Sheila Seaman August 28, 1989
Approved: Administrative Group August 29, 1989
Reviewed: Librarians September 14, 1989
Approved: Director of Libraries September 15, 1989
Revised: Sheila Seaman February 28, 1991
Approved: Administrative Group March 1, 1991
Reviewed: Librarians March 12, 1991
Approved: Director March 13, 1991
Reviewed: Librarians September 10, 1997
Approved: Director September 10, 1997
Rewritten: Shera Walker May 24, 2001
Approved: Administrative Group July 11, 2001
Reviewed: Librarians August 8, 2001
Approved: Dean of Libraries August 8, 2001

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