There are times when the assignment of duties and responsibilities to a student employee changes such that the class designated for the position is no longer appropriate. To determine appropriate classification changes, the department should review the guidelines described in the section listed above. Placement of a job at a higher level is similar to a classification action for staff employees and should include an increase for the student employee. To determine appropriate increases for a class change, departments should use the guidelines under How to Determine Pay Rates for Promotions.

Class changes result in changed "anniversary" dates for the employees' merit increase. After a promotion, students become eligible for a merit increase after completion of six qualifying months of work in the new class. (See Merit Increase Section.)

To process class changes for Student Assistants, departments should complete the Student Employee Job Data Change Form. Forward all requests for student assistant transactions to the appropriate Financial Manager for authorization. Retention of this form should be determined by the Financial Manager.

To process class changes for Work-Study students, departments must complete the Student Employee Job Data Change Form, a Job Request Form detailing the new position, and a new Work-Study Authorization Form. These forms must be submitted to the WSO for approval ten days prior to student time entry into SOLAR.

There are four separate salary ranges which correspond to the four levels of student employee assignments. (See Salary Schedule.) Each salary range has a minimum, midpoint, and maximum rate.

All students assigned to a given class must be paid between the minimum and maximum rate for that class. Student employees cannot receive rates that exceed those listed on the salary range for their designated classification. New student employees are those who are appointed to positions for the first time. Continuing employees are those who have held Student Assistant/Work-Study positions in the previous semester or are returning to a position after summer break.

When appointing a new student employee, the department should first decide whether the duties and responsibilities to be assigned fit in Class I, II, III, or IV. After determining the appropriate level, the department then determines the employee's salary within the salary range for that class level.

New employees should normally be placed between the minimum and midpoint of the range. To determine the appropriate initial salary placement, the department should consider such things as wages paid to other students for similar work, the student's special skills, and prior work-related experience. Possession of highly specialized skills or other special circumstances may qualify a student for initial placement above the midpoint.

When appointing a new student employee, the department should first decide whether the duties and responsibilities to be assigned fit in Class I, II, III, or IV. After determining the appropriate level, the department then determines the employee's salary within the salary range for that class level.

New employees should normally be placed between the minimum and midpoint of the range. To determine the appropriate initial salary placement, the department should consider such things as wages paid to other students for similar work, the student's special skills, and prior work-related experience. Possession of highly specialized skills or other special circumstances may qualify a student for initial placement above the midpoint.

Pay increases are to be provided to student workers only as a result of appropriate merit increases, classification

Except as indicated in the discussions on classification and promotions, all student workers are eligible for merit increases after the completion of six qualifying months work in the Student Assistant/Work-Study position and every six qualifying months of time worked thereafter, until the employee reaches the maximum rate within the salary range for the class. In rare instances, exceptional performance may be awarded merit salary increases before six qualifying months of service. Follow the instructions in the Student Employee Job Data Change Form and attach a written justification for the accelerated increase.

To receive credit for one month's work, the student must work all of the hours of the regular weekly schedule established by the supervisor for at least two weeks out of that month. Time off during the summer or months off as a result of intermittent assignments do not count towards the six qualifying months of experience. For example, if a student is hired on October 1 and works continuously for six months, he/she would become eligible for a merit increase on April 1 of the following year and for another increase the following October if work was continuous from April through September. However, if a student received a merit increase on March 1, worked through the end of May, did not work for the months of June, July, and August but returned to work in September, he/she would not be eligible for another merit increase until December 1 of that year. Merit increases consist of approximately 2.5% movements on the salary range for the class. To qualify for the increase, student workers must meet the six months qualifying experience requirements as described above, and their work performance must be evaluated as satisfactory or above by their supervisor. Completion of six qualifying months experience without satisfactory evaluation should not result in merit increases.

Merit increases become effective at the beginning of the next pay period after the completion of the required six months qualifying experience and approval by the department.

To process the merit increases for Student Assistants, the supervisors should complete a Student Employee Job Data Change Form. Forward the form to the appropriate Financial Manager for authorization. Retention of this form should be determined by the Financial Manager.

All requests for Work-Study students must be submitted to the Department Head for approval and then be forwarded to the WSO for approval at least ten days prior to student time entry into SOLAR.

The salary ranges for Student Assistant/Work-Study students may be adjusted to reflect general salary increases when so approved by the President.

Requests for merit increases, promotions, and classification changes become effective at the beginning of the pay period in which the requests are submitted.