900: Job Performance and Separation from Employment

Student Employment Policy & Procedure Manual
Section 900: Job Performance and Separation from Employment
Effective: 04/02/2013
Revised: 10/10/2013

901: Performance Evaluation

Student Employment Policy & Procedure Manual
Section 900: Job Performance and Separation from Employment
Effective: 04/02/2013
Revised: 10/10/2013

 

While a performance evaluation is not required, supervisors are strongly encouraged to provide a student employee an assessment of her or his performance as an effective tool for assisting the student in their work performance and professional growth. 

A supervisor should take every opportunity to provide positive feedback to a student employee to let them know that they are performing well and to reinforce appropriate work ethic and behavior.  If the employee is performing in a manner that is less than satisfactory in a specific area or overall, the supervisor should speak to the student and provide clear expectations regarding what is considered acceptable performance in the identified area(s).  The supervisor should consider whether or not the student employee was properly trained or needs additional training.  This is to be done prior to a formal evaluation in order to provide the student employee an opportunity to modify or change work performance to meet the department’s standards.  Written notice to a student employee regarding the need for performance improvement is recommended.

If you would like assistance in developing a performance appraisal form or would like to discuss performance management matters, contact the Office of Human Resources at employee.relations@oregonstate.edu

902: Corrective Action

Student Employment Policy & Procedure Manual
Section 900: Job Performance and Separation from Employment
Effective: 04/02/2013
Revised: 10/10/2013

 

Student employment is considered temporary employment and many jobs are short in duration.  The intent of the performance improvement process is to assist the student employee to perform satisfactorily or excel during the period of employment. Helping the student fully understand the needs of the job is a fundamental requirement of the supervisor. When talking with the student about performance feedback, listen to why the student is not able to perform adequately.  Provide the tools and training necessary to perform the job or to enhance job performance and skills.

If coaching to success is not effective or does not produce the intended results, contact the Office of Human Resources, Employee Relations section for advice and counsel.  Prior to removing an employee due to performance issues, you must first seek assistance from the Office of Human Resources.

Guidance in taking corrective action is available from the HR Solutions unit of the Office of Human Resources.  You may contact employee.relations@oregonstate.edu.

903: Separation from Employment

Student Employment Policy & Procedure Manual
Section 900: Job Performance and Separation from Employment
Effective: 04/02/2013
Revised: 10/10/2013

 

A student employee or a supervisor may end the student’s employment at any time and for any reason.  Student employment at the University is at-will employment, meaning that the employment relationship may be terminated at-the-will of either party unless a law, rule or policy prevents the separation.

As good practice, if the student employee is being terminated due to lack of acceptable performance, the supervisor should notify the Office of Human Resources, Employee Relations section prior to informing the employee. The student employee should be provided with an opportunity to correct the performance and succeed.  Clear reasons should be given for the termination and the student should be provided with the opportunity to discuss the termination with the supervisor.

Resignation or termination may be given verbally: however, students and supervisors are strongly encouraged to provide such notice in writing so as to eliminate confusion or misunderstanding.