student employment

IMPORTANT REMINDERS

    JOB POSTINGS

  • When a position that is posted has been filled, please inform the Student Employment Office so that the posting may be removed.  We are trying to keep the Job Postings as accurate as possible. By removing filled positions from the website, students will view only open positions. In addition, this will help prevent students from continuing to contact you about the availability of a filled position

    JOB DESCRIPTIONS

  • Be as specific as possible. This is often the quickest and easiest way for students to get a better understanding of what exactly you are looking for. By providing detailed information on necessary requirements (such as specific time/scheduling needs and technical experience) you will narrow down the pool of applicants to only interested and qualified students.
  • You can post as little or as much as you would like. You may want to take this opportunity to describe what your office/department/agency does, as well as what the requirements of the specific position requires. This type of approach may make your job more appealing to a student interested in working in a specific area.            

    PEOPLESOFT STUDENT TIME ENTRY SYSTEM

  • Once a student is hired it is the employer’s responsibility to set-up the student in the PeopleSoft time entry system prior to submission of the first timesheet. For more information on how to do this, refer to page 2 of the Supervisor's Newsletter.

    SUPERVISOR'S RESPONSIBILITIES

    Some things you will need to be aware of:

  • During a job interview, it is essential that the Supervisor clearly explain the job responsibilities, performance expectations, pay rates, and work schedules associated with the position.
  • Provide the appropriate training and workspace for each student employee.
  • Be certain the timesheets are accurately submitted to the Payroll Office on a timely basis. 
  • Inform a student about work performance through verbal communication or performance evaluation.
  • Any student that does not meet departmental work expectations may be terminated at the request of the employing department.   Reasons for termination should be communicated with the Student Employment Coordinator.

      WESLEYAN’S NON-DISCRIMINATION POLICY

  • Wesleyan University is fully committed to a policy of equal opportunity throughout the University, and to this end abides by all applicable federal, state, and local statutes pertaining to nondiscrimination and fair employment practices.  For further information contact The Affirmative Action Office at ext.2454.