Student Employees are hired on a temporary basis. However, in support of the mission of CWU to prepare students for enlightened, responsible and productive lives, supervisors of student employees should use the Corrective Action Plan for disciplinary action. This plan can be a part of a positive experience on campus that will help with the student employee’s development. As supervisors of student employees you have an obligation and an opportunity to ensure that the student employee’s experiences working on campus is meaningful, intentional, promotes growth and complements their academic pursuits. This Corrective Action Plan will aid student employees in developing a strong work ethic and gain life skills that are needed to market themselves.
The Corrective Action Plan will ensure student employees will have every opportunity to succeed. This program will give the student employees the tools and training necessary to enhance their job performance and skills. Everyone suffers when there are mixed message concerning misconduct. With this plan there will be clear communication which will leave little room for misunderstanding. When this plan is properly carried out, challenges are often resolved before they get out of hand. Much of the responsibility for improvement is placed, as it should be, back on the employee.
In the spirit of the campus wide coaching process, the supervisor should work with the student employee first to identify if the issues at hand are due to a lack of aptitude/performance, attitude/behavior, or available resources (more training). Before any corrective action takes place the supervisors should make sure the student has the skills and abilities to do the job. The supervisor needs to make sure that the student understands the expectations; they have received the proper training and have the knowledge and skills to be successful in their job.
This Corrective Action Plan paired with positive reinforcement will give managers the tools they need to make fair, consistent, and legal disciplinary decision. Because the corrective action is based on communication and collaboration, this process will also help the employees improve which is the ultimate goal.
Performance Evaluations: It is recommended that supervisors give students quarterly or yearly performance evaluations. This gives the opportunity to provide positive feedback to a student employee to reinforce appropriate work ethic and promote appropriate behavior. If the employee is performing in a manner that is less than satisfactory, the supervisor should speak to the student and provide clear expectation of what is considered acceptable performance.
Performance Evaluation Form
Reminder 1 (Oral Warning) When a problem arises supervisors should clarify what the problem is with the student employee. They need to explain what needs to change and coach the employee so they are successful in implementing the change. This could be helping them determine steps, actions or processes that promote the more appropriate behavior. The student must be given enough time and opportunity to improve. The supervisor should notify the employee any further problem will lead to the next step of disciplinary action. On the other hand, the employee is also advised that this action will be deactivated and their slate will be wiped clean is if he/she cleans up their act with no further incidents.
Reminder 2 (Written Notice) The second reminder lets the student employee know that the situation has become more serious. They should be told they will be receiving a memo, after the meeting, documenting the outcome of the meeting. The problem should be explicitly discussed with the student. They should be notified of the possibility of termination if corrective action is not immediately taken. The student can earn the right to have the memo deactivated and removed if they go a certain period of time with no further problems. This allows the student a chance to wipe the slate clean. The memo should specify the area needing improvement, as well as a timeframe for improvement of the issues. Both the student and the supervisor should sign and date the memo. The supervisor should keep the original for their files, making a copy for the student.
Notice of Termination: If no improvement is shown within the time frame given in the Reminder 2 (Written Notice) termination would be the next step. The misconduct must be fully documented and discussed with the student at the time they are notified of their termination.
In terminating a student’s employment, supervisor’s must ensure they do not violate the University’s Affirmative Action Policy, and that the termination is handled in a manner that respects the student’s dignity.
Supervisors are responsible to verify that student employees return keys or other University equipment/supplies when employment ends. In addition supervisors are responsible to end computer access and verity that electronic key access has been terminated when student employment has ended.
Appeals: The employee should attempt to resolve any issues related to their job performance, working relationship, working condition, and hours worked with their supervisor first. If the issues are not resolved the employee can take their appeal to the head of their department. The final say should rest with the department head. The department head should consider all the facts, conduct any necessary investigation and may also review the matter with the Student Employment office if needed.