Student Employment

At Albion, we believe it is our responsibility to facilitate every student’s journey toward finding their purpose. One way that students discover this direction in life is to work while in college. As a residential college, we can and do provide developmental work opportunities students can connect to their academic and career goals. As students return to campus, we always hear “how can I get a campus job.” To meet this responsibility, particularly in this particular moment, we are building a new Albion Internship and Mentoring (AIM) Network. 

Albion must grow the opportunities we provide for students to have meaningful work experiences that prepare them for the workplace of tomorrow, and increase Albion College’s value proposition. Beginning the fall of 2020, the AIM Network is being introduced to increase student learning outcomes of student employees on the Albion College Campus, and encourage everyone to think creatively about how to put our talented students to work. The push for meaningful student employment is not new. In fact, the Federal Work Study program encourages institutions to make work “suitable to the scheduling and other needs of the student and [it] must, to the maximum extent practicable, complement and reinforce the educational programs or vocational goals of the student.” 

Student Job Seekers and Student Employees

Search for jobs on HandshakePlease use the Find On-Campus Jobs page to learn how to search for positions, complete your paperwork, and complete timesheet entries 

Expectations

All campus jobs will require a job and learning outcomes descriptions with the goal that we will provide a strong professional work experience for your student employees. Departments are encouraged to think both about specific skills and about the transferable skills that all employers seek in new hires. We also encourage you to create a tiered student employment system where students increase their responsibilities as they move through their college years. This is a win-win for students and the College, as it builds talent and allows students to play greater roles to support you and your work.

Please make sure that you have an approved job description and learning plan for each position or the funding could be in jeopardy for this position. The Career and Internship Center will be assisting with training efforts and we can provide you with assistance when needed. Job description templates and learning plan outlines for you to adapt as a way to help move this process forward are available. You are encouraged to develop a tiered student employment system to increase student expectations as they gain experience.

This program is an example of how Albion College will set itself apart from other higher education institutions. While it is being built at a busy time, it is also critical to our student success and the College’s success this fall - so I greatly appreciate your help and effort to make this new approach a success. 

Hiring Process and Job Development

Steps to Hire a Student Employee
  1. Develop a Combined Job Description and Learning Plan - see samples here, Job Description/Learning Plan Template
  2. Submit Job Description/Learning Plan for Approval to
  3. Advertise the Job Posting in Handshake - this is required unless you request and receive an exception from Troy Kase, Director of the Career and Internship Center). The Career and Internship Center will take care of the posting for you
  4. Interview Applicants
  5. Hire Students using the Notification of Hire Form
  6. Students Complete Required Paperwork (W-4, I-9)
  7. Train and evaluate student employees
Advertising Jobs

Jobs will be posted on Handshake. In the past, many offices were hiring through their informal networks of students. These offices will be encouraged to post their positions through Handshake. If an office requests additional funding for student employees, they will be required to post these positions on Handshake to reach a broader group of students.

Interviewing

To promote an atmosphere of professionalism from the very beginning of the process, offices are expected to interview candidates. The interviewing office should require resumes of all candidates. This sets the expectation that this is a professional position and helps to prepare students for future job applications.

On-Boarding and Training

There will be two components of the on-boarding and training process:

  1. Offices where the students are employed will be responsible for training on duties specific to the job
  2. Career and Internship Center provide online training for students on general skills including customer service, web-time entry, discussion of supervisor communication, learning reflections, and professionalism
Tiered Hiring and Professional Expectations

Offices are expected to develop a plan for tiered student employment. As a student progresses through their college career, they will be more capable of dealing with higher levels of complexity and responsibility. Students that have received professional training and mentoring might also supervise and train other student employees. This tiered system will provide students with the professional skills necessary for the professional workplace.

Learning Goals and Assessment

In order for departments to receive funding or remain eligible to spend student employee funding, learning goals must be articulated. This will be completed separately from the existing process of notifying HR of your intent to hire students. Once you have submitted the basic information for your position through the HR approval, you will be required to submit details of the duties, learning goals, and assessment plan before your positions are approved.

There are two main areas of learning outcomes expected. However, this process can be flexible. The most important consideration is that students are being evaluated and prompted to build on strengths while improving in other areas to promote employability.

  1. Skills that are specific to the job or your office. This will be expressed as “Students will be able to. . .”
    Example: “Students will be able to display professionalism within an office setting”
    Example: “Students will be able to organize community outreach and outdoor education”
    Example: “Practice Orthomosaic Mapping and Habitat Analysis”
  2. Career Readiness Competencies and Transferable Skills
    “The National Association of Colleges and Employers (NACE), through a task force of college career services and HR/staffing professionals, has developed a definition, based on extensive research among employers, and identified eight competencies associated with career readiness.” (National Association of Colleges and Employers). The competencies include: critical thinking/problem solving, oral/written communications, teamwork/collaboration, digital technology, leadership, professionalism/work ethic, career management, and global/intercultural fluency.

A more thorough description of the competencies and an evaluation form can be found here. This is an editible student employee evaluation form 

All positions must have a plan to assess learning. While departments will have their own plans to assess learning, they will be expected to complete some standard evaluations considered important for all college student employees. An evaluation of the NACE Career Readiness Competencies will be available and required for all students to be completed at the end of each semester.

We are committed to assisting the campus community and its students in the employment process. We strive to serve the college courteously, efficiently, and in all areas of student employment.  If you have any questions about Student Employment, please contact the following offices:

  • Career and Internship Center, 517/629-0332, Ludington Center - 101 N Superior St.

  • Financial Aid, 517/629-0440, 1st Floor of the Ferguson Building

  • Student Payroll and Human Resources, 517/629-0203, 2nd Floor of Ferguson