Facilities & Operations
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student employee “career” ladder
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student employee “career” ladder
Hello! Do any of yall have any internal programs processes you use to help create a career ladder for your students? Do you have a ladder in place that maybe encourages students to build skills or competencies in order to move up or get raises? Do you recruit from within for your building manager positions? DO students know what they need to do to move up in your organization? We are looking at how to build a program that encourages growth from within so we can focus on retaining and promoting students. I’d love to hear what you do or have you share any visuals you have regarding positions, movements within the union, competencies gained, and hourly rate etc.
Thanks!——————————
Molly Ward
Director of the Shepherd Union
Weber State University
Ogden UT
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2 Replies
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Hi Molly,
We’ve had a promotional process in place for several years that encourages students to return for multiple semesters/years, build their leadership skills, and be promoted to higher “tiers” within our student employment program. I’m attaching two documents for you – one is the slide presentation we show to student employees with a detailed description of the promotional process, and the other is a one-pager that puts all of that information in a kind of flow chart. All of this is the ideal process – with COVID, we’ve had to lessen the number of required hours or shifts completed in order to be eligible for a promotion. Our goal is to get back to the process you see there.
We’ve found that talking about the various opportunities for promotions as early as onboarding has ecouraged many students to stay longer and work hard from the get-go. I realize it’s a lot of information, so if you have any questions, feel free to email me.
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Allison Van Den Berg
Operations Coordinator
North Carolina State University
Raleigh NC
acvanden@ncsu.edu
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Original Message:
Sent: 04-12-2022 18:45
From: Molly Ward
Subject: student employee “career” ladderHello! Do any of yall have any internal programs processes you use to help create a career ladder for your students? Do you have a ladder in place that maybe encourages students to build skills or competencies in order to move up or get raises? Do you recruit from within for your building manager positions? DO students know what they need to do to move up in your organization? We are looking at how to build a program that encourages growth from within so we can focus on retaining and promoting students. I’d love to hear what you do or have you share any visuals you have regarding positions, movements within the union, competencies gained, and hourly rate etc.
Thanks!——————————
Molly Ward
Director of the Shepherd Union
Weber State University
Ogden UT
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Molly,
We have 4 student positions for about 30 staff total. We have 6 facility managers who open and close the facility. They also assist customers with event needs, troubleshooting AV, etc. and direct the rest of the student staff. Managers are scheduled in 5 – 6 hour block increments. Under that we have 6 crew leaders. Those crew leaders lead our setup crew and handle the AV portion of a setup. They are scheduled in 3 – 5 hour block increments and are here from opening to closing as well to assist the manager. The managers and crew leaders are both cross trained, all of our managers were previously a crew leader. Under that we have 2 entry level student staff positions. We have 12 crew members who have a dual role. They are trained to do room setups and also staff our Game Room. We schedule them in 3 – 5 hour block increments too. And the setup crew comes in around 11 AM each day until closing in groups of 2 people. Then we have 4 information desk attendants. We also have a professional staff member who works the information desk 40 hours a week, so these students mostly work after business hours and weekends. They are scheduled in 3 hour block increments. All of our crew leaders were previously a crew member or information desk attendant. We do promotions within our student staff and they move up to the next level. When able we do cross training and want to be sure that people feel comfortable filling in gaps when need. Let me know if you have any questions.
Stephen R. McCay, Ph.D.
Associate Director for Operations | Union Department
The University of Southern Mississippi
Thad Cochran Center, Room 212
118 College Drive #5067 | Hattiesburg, MS 39406
Office: 601-266-4220 | Fax: 601-266-5870
Confidentiality Note: The information contained in this e-mail and/or document(s) attached is for the exclusive use of the individual named above and may contain confidential, privileged and non-disclosable information. If you are not the intended recipient, you are hereby notified that you are strictly prohibited from reading, photocopying, distributing or otherwise using this e-mail or its contents in any way. If you have received this transmission in error, please notify me immediately.
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Original Message:
Sent: 4/12/2022 6:46:00 PM
From: Molly Ward
Subject: student employee “career” ladderHello! Do any of yall have any internal programs processes you use to help create a career ladder for your students? Do you have a ladder in place that maybe encourages students to build skills or competencies in order to move up or get raises? Do you recruit from within for your building manager positions? DO students know what they need to do to move up in your organization? We are looking at how to build a program that encourages growth from within so we can focus on retaining and promoting students. I’d love to hear what you do or have you share any visuals you have regarding positions, movements within the union, competencies gained, and hourly rate etc.
Thanks!——————————
Molly Ward
Director of the Shepherd Union
Weber State University
Ogden UT
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