Evaluation is an ongoing process that can be implemented on a daily basis. It lets the employer offer both praise and precise, constructive criticism to the employee.
This feedback, given in a timely fashion, often motivates the employee and improves job performance. Evaluations are not required but are encouraged based on their proven tendency to yield positive results.
Employers can choose to provide raises at the beginning of a hiring period for biweekly continuous or Work-Study (i.e. summer or academic year) positions, or can provide a raise during an employment period.
If a raise is provided after an appointment has been finalized, a Change of Status Form must be submitted by the employer via Employee Self-Service and the HR Transaction system. The raise should be effective with the beginning date of a biweekly pay period.
Student Position Wage Determination
The information below provides guidance on setting student employee rate of pay. Wage decisions for student employees should consider several factors, including student classification level, minimum rates, relevant wage survey data, departmental budget, and the student employee's experience, skills, knowledge, background related to the role, past performance, and other applicable factors.
Current Student Classification Levels and Minimum Rate
| Student Classification Level | Minimum Rate |
|---|---|
| Assistant | $8.50 |
| Associate | $9.50 |
| Lead | $10.50 |
| Supervisor | $11.50 |
Utilizing Wage Survey Data
The average rate of pay and most frequent rate of pay for all student classifications can be found on the Establishing Rate of Pay webpage.
The rate of pay for a non Work-Study student must be equivalent to that of a non Work-Study student employee. The student's experience and background for the particular job should be used as criteria in setting the exact hourly wage.
Iowa GROW® conversations can support wage determination by fostering meaningful reflection on how student roles contribute to skill development and future career readiness.
Returning Student Employee Best Practices
Students who return to the same department and classification may be recognized for their continued service through an additional increase to base pay. Evaluations and implementations of pay increases are at the discretion of the college or major administrative unit. An offer letter at the end of a semester extended for a future semester can aid in staffing student roles and incentivize continued work within the department. Pay increases for returning students are typically between a 25- to 50-cent increase in hourly rate. Increases are at the discretion of the college or major administrative unit.
Transaction
Please contact your departmental HR representative or the HR Transaction Hub to complete the required workflow form. If the student appointment is still active, an increase can be made by initiating a Change in Status > Job/Pay Change. If the student appointment has been terminated, an increase can be established by initiating a Hire transaction.
Effective Date
The effective date for Change in Status transactions is typically the first day of the biweekly pay cycle.