Make it clear to your
student employees that they are a part of the team and must do their best to
assist the office.
Remember, if you must
speak to an individual about a mistake, do so in private. Be brief, clear
and kind. Humiliation and embarrassment are ineffective as learning
tools. Keep in mind that if there is too much tension created, the
employee will not feel free to ask for clarification and you will probably end
up with an employee who performs poorly.
SUPERVISING A STUDENT WORKER
supervisor must be an effective communicator and good communication is not a
one-way street. You must be able to send clear messages and listen
carefully as well. If your student employee does not understand what you
have told him, it will be impossible for the student to do what you need
done. Providing supervision is a continuation of on-going training,
support and feedback from supervisor to employee. Patience, kindness and
clarity will net you a dedicated student employee.
It is important to tell your student employees regularly how
much you appreciate them and the work they do. Feedback is most effective
when given regularly and often. As you notice something to comment about,
you should immediately give a complement or offer some helpful instruction to
correct a mistake or situation. Be sure to provide corrective feedback
with patience and positive suggestions.
a good example
a team player
All students who apply for your
position should be given an opportunity to be interviewed before you make a
selection. One way to handle the interviewing process is to interview
each applicant and inform him or her that you will make a decision about who to
hire after you have finished interviewing all of the applicants.
A list of
suggested sample questions is listed below.
Pick several that would be most appropriate for the position you are
What are your qualifications for this job?
Why do you think you might like to work in this department?
What is your long-term educational goal? Career goal?
What jobs have you held?
Why did you leave your last job?
What was your favorite job? Why?
How well do you work under pressure/in a busy environment?
How many hours per week can you work?
What is your major weakness? Major strength?
Do you find that you often have disagreements with co-workers?
Do you prefer to work alone or with a group?
Do you have any questions for me?
Please e-mail the
Student Employment Specialist in the Career Services Center to request that
your Job Request posting be removed from the Job Opportunities website.
TERMINATING A STUDENT
The Financial Aid
Office-Student Services Employment Specialist is responsible for terminating a
student employee's job in the campus system. Once this action has been
performed the supervisor, will have one more pay period in the myTime system, in order to
pay the student for any hours owed. After this last
paycheck, the student’s payroll file will become inactive.
MOST OF THE REASONS WHY
AND WHO MAY TERMINATE A STUDENT:
the STUDENT drops below the required number of units – STUDENT EMPLOYMENT
The Financial Aid
Office, Student Services Employment Specialist will send the supervisor an
email Student Employment Termination Authorization, which will indicate the
name of the student employee who was terminated and the reason for
termination. It is the responsibility of the supervisor to inform the
student of this termination and tell him/her to stop working immediately.
If the student is later reinstated into a class and the units are restored, the
student can notify their former supervisor to see if the job is still open. If so - the student would have to complete a new Application and Contract with the supervisor's authorization and return it to the Financial Aid Office.
2. a SUPERVISOR may initiate the termination of a student
employee – procedure:
should inform the student worker immediately that their "job assignment is
completed.” Supervisor will then need to send an e-mail to the Financial Aid
Office, Student Services Employment Specialist with the student's name, SMC ID#
and the last day of work.
Note: If you wish
to terminate one of your student employees due to poor work performance, it is
best to handle the situation as briefly and simply, as possible. You can
tell the student that the “job assignment is finished,” or “ we will not be
needing you to work after this Friday,” or “thank you for working with us, but
as of this Friday, the department will no longer be needing your help” and
provide some constructive feedback.
a STUDENT may initiate termination of his/her position – procedure:
The student will
advise their supervisor that he/she will no longer be working there and the
supervisor will send an e-mail… follow the steps in #2 above.
the Financial Aid Office may terminate a student for reasons related to
financial aid policies - procedure: Follow step #1 above.
IMPORTANT: All students are
automatically "terminated" at the end of the fiscal year, June
30. All student
employees must complete a new Application and Contract, FERPA training, the Mandated
Reporter Status and Student Leave forms for the new fiscal year or they will
not be authorized to work. Additionally,
all Federal Work-Study student employees must be eligible with a current federal
INSURANCE FOR STUDENT EMPLOYEES:
are covered under the college’s liability insurance. In the event of an
injury, the procedures to be followed by student employees are the same as for
any SMC employee. An injured employee should go immediately to the Health
Office. The student will be provided first aid, forms to fill out, and if
necessary, a physician referral. Student employees, as part-time,
temporary employees, are not covered by unemployment
JURY DUTY AND STUDENT
SMC Administrative Regulation 4410 / State Of California Education Code
SMC does not pay
any temporary part-time employees for Jury Duty.
REGULATIONS AND POLICIES
FOR STUDENT EMPLOYMENT:
1. Both Federal
and State laws and Santa Monica College policies prohibit discrimination based
on race, color, religion, gender, national origin, age, disability, status
as a Vietnam-era veteran, sexual orientation, or marital status. In order
to provide equal opportunity, all jobs must be posted on the Student Employment
employees must be under the direct supervision of a district employee.
employees may not work under a title included in the classified service nor may
they be assigned the duties or responsibilities of a classified employee.
4. A student
may work at an off-campus location as a Federal Work-Study employee for a non-profit
organization that has a contract with SMC.
5. A Student
Help employee enrolled in an 8-week course during the fall or spring semesters
may count those units as part of the 12 units required to work, providing the class
appears on the student's schedule in the computer system.
6. A student
may not work as a student employee and a classified employee at the same
time. Nor can the student switch to student employment after having
worked as a classified employee during the same fiscal year. If a student
employee accepts and begins a classified position, the student worker's
employment must be terminate immediately.
REFERENCE RULES FOR
The following are
rules for minimum student conduct. Students enrolling in the college
assume an obligation to conduct themselves in a manner compatible with the
college’s function as an educational institution. Misconduct or “good
cause” for which students are subject to discipline falls into the following
disruptive behavior, continued willful disobedience, habitual profanity or
the open and persistent defiance of the authority of, or
persistent abuse of, college personnel.
battery or any threat of force or violence upon a student, college
Sexual harassment, sexual assault, including, but not limited to, rape, forced
oral copulation, rape by a foreign object, sexual battery, or
threat of sexual assault.
misconduct which results in injury or death to a student, college personnel or
visitor or which results in cutting, defacing, or other injury to any
real or personal property
owned by District. [E.C. 76033 (c)]
use, sale, or possession on campus of, or presence on campus or at any college
event, under the influence of, any controlled substances without
prescribed direction of a
licensed medical authority or any poison classified
as such by Schedule D in Section 4160 of the
State of California Business and
Professions Code. [E.C. 76033 (d)]
or persistent smoking in any area where smoking has been prohibited by law or
regulation of the Board of Trustees. [E.C. 76033 (e)]
G. Persistent, serious misconduct where other means of
correction have failed to bring about
proper conduct. [E.C. 76033 (f)]
including, but not limited to cheating, plagiarism, or knowingly furnishing
information to the college.
alteration, or misuses of college documents, records, or identification.
or disruption of teaching, research, administration, disciplinary procedures,
college activities, including, but not limited to, community service
functions, or other authorized
of or damage to property of the college or of a member of the college community
or blatant misuse of email or other inappropriate forms of communication
faculty, staff or students including but not limited to phone,
voicemail, written notes and any
form of electronic communication.
Unauthorized entry to or use of college supplies, equipment including computer
licensed software, and/or facilities.
of college policies or of campus regulations, including, but not limited to,
regulations concerning student organizations, the use of college
computer use policy, or the time, place, and manner of
public expression, library procedures,
college bills and debts, or residence.
Disorderly conduct or lewd, indecent, or obscene conduct or expression on
controlled property or at college sponsored or supervised
to comply with directions of college officials acting in the performance of
or use of alcoholic beverages on the campus property, at any college-sponsored
event, or presence on campus or at any college-sponsored event while under the
possession or use of firearms, explosives, dangerous chemicals or other weapons
college property or at college-sponsored activities.
The act or crime of willfully and repeatedly following or harassing another
circumstances that would cause a reasonable person to fear injury or
death especially because
of expressed or implied threats.
crimes or hate incidents: A hate crime or hate incident is any act or
directed against a person(s) based on the victim’s actual or
perceived race, nationality, religion,
sexual orientation, disability or
gender. The difference between a hate incident and a hate
crime is that a
hate incident is a non-criminal act.
other offense set forth in the State of California Education Code that
No student shall
be removed, suspended, or expelled unless the conduct for which the student is
disciplined is related to college activity or attendance. [E.C. 76034]