[Brook Moroz-Beasley]

Hi Molly,

We call ours longevity raises as a way to entice our student staff to stay with us and reduce the amount of turnover. The raise is .50 for every two semesters they work for us. Each summer semester counts as 1/2 semester. If they are hired mid-semester before Fall/Spring Break, that semester will count as 1/2. If they are hired mid-semester after Fall/Spring Break, there’s no credit towards a raise.

Criteria for receiving the raise include working an average number of hours per week during the semester. For Info Center, Game Room, and our Facility Techs, they must work on average 10 hours per week for that semester to count. For Student Managers, they must work an average of 15 hours a week. Those hours are listed on their offer letters during hiring, so that’s where 10 and 15 is pulled from. Additionally, they must not be on probation at the time a raise would be effective. If they are on probation, they become eligible for a raise when their probation period is complete.?

If you have other questions, feel free to email me!

——————————
Brook Moroz-Beasley
Assistant Director Facility Operations
Western Michigan University
Kalamazoo MI
(269) 387-4866
——————————
——————————————-
Original Message:
Sent: 02-07-2024 11:42
From: Molly Orr
Subject: Student Employee Raises/Merit

Hi All,

We are looking to revamp our merit process for student employees and want to benchmark with other institutions.

If you do merit or raises for your student employees, can you share the following:

• How often do you do merit/raises for your student employees? (Once a year, multiple times a year, etc)
• What are the criteria for receiving a raise/merit?
  • Is there a minimum amount of time they have had to work for you?
  • Is it connected to an evaluation?
  • Do they have to meet certain requirements such as completing mandatory trainings?
  • Is the raise only if they apply to take on a new position? Post
• Is the merit/raise a designated amount or is the amount on a scale (i.e. merit can be up to $0.25) – what is that amount?

Please share anything else you think might be helpful!

Thanks!

Molly

——————————
Molly Orr
Director, Union Programming & Arts
University of North Texas
Denton TX
(940) 565-3820
molly.orr@unt.edu
——————————

[dmgarrison@uab.edu]

Hi Molly,?

Last April, we created a Retention Incentive increase of $.50 per hour with the following conditions.

• Student employees had to work for us for 2 full semesters and maintain a weekly average of 9 hours per week. If they began employment after the first day of the semester, unfortunately that semester would not count towards the 2-semester requirement.?
• Student employees could get the retention incentive multiple times throughout their employment for every 2 semesters worked. In theory *based off of a 4-year degree completion rate*, if a student employee started with us their first semester and worked summer semesters they could get the retention incentive 5 times for a total increase of 2.50 to their base pay. (11 total semsters worked /2 semester requirement)
• We have students that cross-train in different areas to get more hours. Any retention incentive received only increased their hourly wage in their primary role. If they were promoted to a postion on our Leadership Team, the retention incentive would travel with them.?
• Must remain in good standing with University and the Hill Student Center. Regarding our facility, this means that they do not be placed on probation during a semester and for our Leadership Team members to maintain a 2.5 cumulative and semesterly G.P. A for it to count towards a retention incentive.?

To answer your specific questions:

• Not directly connected to an evaluation, but their overall performance throughout the semester.
• Failure to complete/attend a mandatory training would result in a written warning. More than one written warning would result in probation, making that semester ineligible to count towards the retention incentive.?

So far, we’ve only given out 7 retention incentive increases at the end of the Fall 2023 semester and did not see significant budgetary impacts. I am eager to see the effect it may have on our retention % which has been a struggle since the Pandemic started.

Let me know if you have any follow-up questions!

——————————
Darien Garrison
dmgarrison@uab.edu
University of Alabama Birmingham
Birmingham, AL
——————————
——————————————-
Original Message:
Sent: 02-07-2024 11:42
From: Molly Orr
Subject: Student Employee Raises/Merit

Hi All,

We are looking to revamp our merit process for student employees and want to benchmark with other institutions.

If you do merit or raises for your student employees, can you share the following:

• How often do you do merit/raises for your student employees? (Once a year, multiple times a year, etc)
• What are the criteria for receiving a raise/merit?
  • Is there a minimum amount of time they have had to work for you?
  • Is it connected to an evaluation?
  • Do they have to meet certain requirements such as completing mandatory trainings?
  • Is the raise only if they apply to take on a new position? Post
• Is the merit/raise a designated amount or is the amount on a scale (i.e. merit can be up to $0.25) – what is that amount?

Please share anything else you think might be helpful!

Thanks!

Molly

——————————
Molly Orr
Director, Union Programming & Arts
University of North Texas
Denton TX
(940) 565-3820
molly.orr@unt.edu
——————————

[Joseph Hayes]

Molly et al.,?

We give raises based on tenure instead of merit. I have attached our procedures. Merit got too messy but tenure is very straightforward.?

Great question!

——————————
Joseph Hayes
Director, Campus Center
Indiana University-Purdue University-Indianapolis
Indianapolis IN
(317) 278-0601
——————————
——————————————-
Original Message:
Sent: 02-07-2024 11:42
From: Molly Orr
Subject: Student Employee Raises/Merit

Hi All,

We are looking to revamp our merit process for student employees and want to benchmark with other institutions.

If you do merit or raises for your student employees, can you share the following:

• How often do you do merit/raises for your student employees? (Once a year, multiple times a year, etc)
• What are the criteria for receiving a raise/merit?
  • Is there a minimum amount of time they have had to work for you?
  • Is it connected to an evaluation?
  • Do they have to meet certain requirements such as completing mandatory trainings?
  • Is the raise only if they apply to take on a new position? Post
• Is the merit/raise a designated amount or is the amount on a scale (i.e. merit can be up to $0.25) – what is that amount?

Please share anything else you think might be helpful!

Thanks!

Molly

——————————
Molly Orr
Director, Union Programming & Arts
University of North Texas
Denton TX
(940) 565-3820
molly.orr@unt.edu
——————————

IUPUI Campus Center Tenure-Related Wage Increase Procedures.docx 35 KB Word Document - Click to view

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