Individual units determine their employment needs, job descriptions, and pay rates (within university guidelines). Campus units commit to pay, train, monitor, and supervise student employees. Open student positions are required to be posted on BroncoJOBS for a minimum of three week days.
Important information about BroncoJOBS: WMU will be transitioning to Handshake software to manage BroncoJOBS in May 2015. This software will provide a modern platform for your recruiting needs and for student use. Career and Student Employment Services, and the Career Center at the Haworth College of Business are working together to develop the process for transitioning our employer information to Handshake. You will be receiving an e-mail in April with detailed, simple instructions. In the meantime, if you are curious you can visit https://joinhandshake.com/perfecting-the-handshake-employer-profile/ Questions can be directed to Ewa.email@example.com.
Finding Student Employees at WMU
Review the WMU Student Employee Work Hour Policy
Review the Quick Guide to Work Study
Create a job description
- Sample job descriptions
- Student pay rates and job classifications
- WMU Student Employment Application
Post student jobs on BroncoJOBS
- Open student positions are required to be posted on BroncoJOBS for a minimum of three week days.
- To post a job, create a new account or access your existing BroncoJOBS account and become a linked employer.
- Tips to conducting successful interviews
- Be sure to ask questions that are legal
- Use behavioral questions (Tell me about a time when...) or situational questions (How would you handle...) for best indicators of performance.
- View sample interview questions
Rank order the candidates and offer the position to the first choice
- All offers should be made by phone, and a follow-up message should be sent via email or mail. A Job Offer Letter should communicate the content from the phone call.
- To candidates not offered the job, email a Courtesy Rejection Message informing them a different candidate was selected.
Hiring Student Employees
Enter student in Workflow
When a student is hired, staff from the hiring department must input student record in Workflow. To get access to Workflow, go to PeopleSoft Access and Reporting. Once approved you may enter new student employee via GoWMU.
- GoWMU - Peoplesoft HR
- Main Menu - WMU Workflow - Forms - Appointment Forms
- Form Type: Hourly Student
- Fill in WIN to fill in personal information fields
- Appointment type refers to position information. View student job codes.
- G/L Combo Code needs to be filled with the department's Funding Cost Center number to process the payroll information. Fill in whether new hire has Federal Work Study.
- Employees can complete their I-9s and direct deposit through GoWMU, under the Employee Self-Service link. If direct deposit is not set up, employee with be issued a debit card by Payroll.
- New hires must provide required I-9 documents to Human Resources located in Seibert Administration Building within 72 hours of starting a job.
Instructions for direct deposit
Training and Supporting Student Employees
Complete the WMU Student Employment Eligibility Form with the student
Sample Training and Orientation
- Make sure employee complies with the WMU Student Hour Policy set forth by the university.
Online training on transferable skills for student employees
- Online training on transferable skills such as communication, conflict, problem solving, time management, diversity and inclusion, positive attitude, initiative, work ethic, and others.
- Student Employee Excellence (S.E.E.) training on communication found on E-Learning through GoWMU.
Ongoing training and support
Employing department is responsible for providing training and support to their student employees.
- Provide a job description, direct supervisor and space for belongings.
- Identify job duties, samples, directions or others supporting documents.
- Set expectations for work hours, professionalism, confidentiality, dress, etc.
- Pair the new hire with a peer for on-the-job training, develop a department specific training guide for new hires, and schedule blocks of time with supervisor for training.
- Encourage student feedback; ask for input and expect to provide the same.
- Evaluate the student's performance 1-2 times per year.
- Provide a safe, inclusive environment for the student to perform at their best.
- The need for special accommodations, due to disabilities or other reasons, must be reported to the Office of Institutional Equity (OIE). OIE will help determine what accommodations can be provided.
- Supervisors are expected to provide appropriate recognition for work well done by students and regularly provide feedback when work falls below expectations.
- The campus celebrates the work of student employees annually during Student Employment Appreciation Week in February. Supervisors may nominate individual students for the annual Student Employee of the Year recognition.
Addressing Performance Issues
- Student employees must perform as expected by the supervisor. Explicit expectations should be provided to the student upon hire and reinforced on a regular basis. Students need to be given clear direction on changes needed to improve performance. When action is needed, supervisors follow these levels of direct action: provide a verbal warning, a written warning, and - if necessary - dismissal or termination. For details, review the Employee Conduct and Disciplinary Action section on HR website.
- Supervisor support for this process is available through Career and Student Employment Services or Human Resources. Supervisors are encouraged to address problems when they occur to reduce escalation.
- A performance evaluation should be administered at least once a year in order to inform the student of their performance. You may use the Student Employee Performance - Evaluation Form (long) or Student Employee Performance - Evaluation Form (short) . Student employees (with the exception of teaching assistants) are not represented by a union.
- To address issues, you can use this form to have written documentation.
- Students are afforded due process and can protest a termination. This is done by contacting Career and Student Employment Services. Depending on the situation, a meeting between the parties may be needed. Student employees (with the exception of teaching assistants) are not represented by the a union.
- Additional resources for supervisors and students are Office of Ombudsman, Human Resources, Office of Institutional Equity, or Student Conduct.
Support for Non-Work Issues
Referral process for faculty/staff concerned about a student
- Talk to the student to share your concerns; attempt to help the student understand that they could benefit from help.
- Inform the student that you will be referring them for help.
- Complete the online Student Concern Form or follow the link in GoWMU.
- The completed form will be reviewed by the case manager and appropriate staff in the Office of the Associate Vice-President for Student Affairs.
- The case manager will follow up with the student and person who has submitted the concern to determine the next steps.
Self-referral process for a student
- Complete the online Student Concern Form or follow the link in GoWMU.
- The completed for will be reviewed by the case manager and appropriate staff in the Office of the Associate Vice-President for Student Affairs.
- The case manager will follow up with the student to determine the next steps.
If you suspect that any employee could harm others, themselves or have an emergency, contact WMU Department of Public Safety at (269) 387-5555 or 911.
Terminating Student Employment
- Upon leaving employment, whether employee-initiated or termination, employees should complete an exit interview. This process can help improve employment for students by providing helpful feedback about supervisors, work load, and the department.
- To terminate a student employee, the hiring agent should use the Student Employee Online Transaction form.