1. Beyond the Paycheck: Transforming the On-Campus Student Employment Experience
Omari Burnside, NASPA
Mariana Savoca, PhD, Stony Brook University Alexa Wesley, NASPA
Tuesday, March 6, Convention Center, 120 C

2. NASPA is committed to providing the higher ed community with the latest insights on issues that impact student affairs
NASPA's Research and Policy Institute (RPI) intentionally links research, policy, and effective student affairs practice in support of student success and the strategic priorities of the Association.
To advance the student affairs profession, we:
Conduct policy analysis to assess the impact on the profession
Develop useful tools and resources for practitioners
Provide and participate in webinars and live forums to share latest information on the latest topics
Collaborate with other organizations and members focused on similar issues
Generate original research
Mental health
Free speech on campus
Guns on campus
Sexual violence prevention and response
Newest legislations

3. Today we will cover the following…
NASPA’s current research on on-campus student employment
Why focus on student employment?
NASPA’s research question and methodology
Preliminary research findings
The Stony Brook Student Employment Journey
Potential next steps
Q&A

4. Working in college is a reality for today’s students
70-80 percent of students work while enrolled in a college or university
Carnevale, A.P., Smith, N., Melton, M., and Price, E.W. (2015). Learning While Earning: The New Normal. Washington, DC: Georgetown University Center for Education and the Workforce.
Students work for a variety of reasons:
Earn money for education, family, or life expenses
Gain career-relevant skills and experiences
Build a social and professional network
Reinforce classroom learning

5. Why on-campus student employment?
Retention strategy
Students who work hours per week on campus are more likely to persist than students who do not work at all
Part-time, on-campus employment strengthens students feelings of connection to campus while supporting their financial needs
Working on campus keeps students in close proximity to support services and reduces travel time from work to class
Career-readiness
Campus employment furthers student knowledge of critical ”real-world” job skills needed to successfully transition into their career
Institutional efficiency
Student employees fulfill servicing needs of under-resourced colleges and universities

6. How are institutions maximizing on-campus student employment funds to support student retention?
Goals of the research
Identify core components of robust on- campus, undergraduate student employment programs
Examine the distinctions in student employment types by institution sector, size, and student populations served
Methodology
Literature review
Landscape analysis
Interviews with institution leaders and practitioners
Campus site visits
National survey
Assessment rubric

7. Quick Poll Raise your hand if your institution:
Has student employment opportunities outside of FWS
Celebrates National Student Employment Appreciation week
Offers student employee and/or supervisor orientation
Collects student employee retention data

8. Institutional Approaches to Student Employment
Leadership development programs – Valencia College
Valencia LIVE (Leadership equals Integrity, Values, and Experience) student employees attend a series of leadership academy sessions, a conference, and a leadership symposium to help develop communication, collaboration, and interpersonal skills.
Positions include financial learning ambassadors, new student orientation leaders, wellness ambassadors, and more.
Employee-employer matching process – Suffolk County Community College
At Suffolk County Community College, Ammerman and East campus staff use student job application materials and screening interviews to match students to jobs and respective supervisors.
Matching is said to guarantee a best fit that satisfies mutual interests and needs.

9. Institutional Approaches to Student Employment
Employee evaluations – University of Nebraska at Omaha
UNO’s Team Maverick program uses Job Performance Averages (JPAs) to evaluate the performance of student employees at least once a semester.
JPAs are tethered to five quality components: 1) safety, 2) courtesy, 3) care, 4) presentation, and 5) knowledge.
Intentional wage scale – University of Maryland, College Park
UMD’s campus recreation facility offers a tiered wage scale where type of responsibilities, certifications, and merit determines the level of compensation.
Students that perform at a high level each semester receive a modest increase in hourly pay

10. TIME! What does it take? Resources Vision Partnerships Equity-mindset
Strategy
Innovation
Data
Leadership
Passionate People
TIME!

11. Ten Critical Institutional Actions for Student Employment
Develop a management structure that best aligns with the vision, scope, and availability of resources for student employment
Ensure hiring processes are transparent and provide clear details about the job expectations 
Develop a vision and cultivate a culture for student employment that creates a meaningful work experience for students
Provide clear guidelines and support for supervisors of student employees
Make student employment a campus-wide effort
Secure ample resources to provide employment opportunities and overall program management
Leverage technology to make the hiring, training, and communication processes more efficient
Address environmental factors that may impact success
Use data to understand and share impact of student employment
Identify and evaluate student learning outcomes of employment opportunities

12. Ten Critical Institutional Actions for Student Employment
Develop a management structure that best aligns with the vision, scope, and availability of resources for student employment
Ensure hiring processes are transparent and provide clear details about the job expectations 
Develop a vision and cultivate a culture for student employment that creates a meaningful work experience for students
Provide clear guidelines and support for supervisors of student employees
Make student employment a campus-wide effort
Secure ample resources to provide employment opportunities and overall program management
Leverage technology to make the hiring, training, and communication processes more efficient
Address environmental factors that may impact success
Use data to understand and share impact of student employment
Identify and evaluate student learning outcomes of employment opportunities

13. About Us: Very high research (R1) > SUNY Flagship Long Island, NY (60 miles east of NYC) 25,734 students in 200 UG & 140 GR programs The right conditions: Student Affairs SELO General Education restructure & EXP Academic – Student Affairs summit
MS: Ask the Audience. We can take notes and share later?

14. More conditions: Career Center reviews EXT internship Career Center director chooses SE for dissertation study : Student Employment centralized MISSION: To create high-impact, transformative, on-campus work experiences that prepare students for meaningful and productive careers
MS: Ask the Audience. We can take notes and share later?

15. Student Employment reflects history & context
Career Center + Financial Aid + HR + Departments
Philosophy: Campus jobs as high-impact experiential learning
Relate to career readiness competencies
Leverage technology, existing resources & experts
Student Employment
MS: Ask the Audience. We can take notes and share later?

16. NACE CAREER READINESS COMPETENCIES
Critical Thinking/Problem Solving
Oral/Written Communications
Teamwork/Collaboration
Digital Technology 
Leadership
Professionalism/Work Ethic
Career Management 
Global/Intercultural Fluency
National Association of Colleges and Employers

17. YEAR 1 Structure, organization, role clarification
Assessment of needs and assets
Consultation & support for departments
Centralized postings through Handshake
Orientation & training for student employees
Student Employment Advisory Group
Student Employment
MS: Ask the Audience. We can take notes and share later?

18. YEAR 2 Continued needs / assets assessment & consultation
Expanded training for student employees
Leveraging web-based delivery modes
Preliminary review of outcomes
Career Readiness Competencies for SE
Student Employment
MS: Ask the Audience. We can take notes and share later?

19. YEAR 3 & beyond Student Employment Forum
Pilot for digital badging of career competencies
Joined the University of Iowa GROW network
Connect with EXP+
Engage senior leadership for more support
Student Employment
MS: Ask the Audience. We can take notes and share later?

20. IOWA GROW® Conversation Questions
How is this job fitting in with your academics?
What are you learning here that’s helping you in school?
What are you learning in class that you can apply here at work?
Can you give me a couple of examples of things you’ve learned here that you think you’ll use in your chosen profession?

21. Published by Stylus Available today!
GSM

22. Suggestions on where to begin…
Create a plan
What is your trajectory for success?
What do you want to be different? What is your next step?
Think Culture Change
Titles of student employees
Student Employee Appreciation Week
Rethinking the role of the supervisor
Create new onboarding/training programs
Don’t do it alone!
Create a taskforce or advisory committee
Identify your “Dream Team”
Data, data, data!
Identify the data you want to collect
Leverage existing data collection opportunities
Conduct focus groups with students and supervisors

24. Thank you for joining us today!
Please remember to complete your online evaluation following the conference.
See you in Los Angeles in 2019!