Alfred University Libraries student employees guide: Performance, Recognition, and Promotion

We ask all the students to complete a self-evaluation. Their supervisors then complete the same form and meet with each student to discuss. Not only does this give the student the opportunity to reflect on their work performance, it also gives them the experience of receiving feedback in a professional setting. We have found that the students are overall very honest in their self-evaluations, which also gives us the chance to talk through their performance and give them tips and support so they can improve.

Students who are in good standing (ie are not on probation and have a good attendance and performance record) and have worked for the libraries for at least 1 year are welcome to apply to be a Student Supervisor. They can apply by 1) Answering the relevant question on their reapplication form, and 2) Submitting a short paragraph (just a few sentences) about why they want to be a student supervisor and what strengths they bring to the position. We then invite them to have a short interview with their supervisor and the Public Services Librarian.

Student spotlights provide the opportunity for students who have gone above and beyond to be publicly recognized. Anyone in the libraries can nominate a student: librarians, staff, the leadership team, and other student employees. We post the spotlight forms on a bulletin board so that the students can see and recognize the good work of their peers. While it seems small, we have found that the students take a great deal of pride in receiving Student Spotlights, with several of them requesting to take their nomination forms with them when they graduate as a keepsake.

Because there are some times when the libraries are entirely student run, we train students to fill out this form anytime another student does not show up for their shift. It gives us the opportunity to follow up with the absent student to ensure they understand the process for calling out and that there is nothing (classes, extracurriculars, health issues, etc.) that is affecting their ability to work their scheduled shifts.

We use this letter to have a written record of when it is necessary to place a student employee on probation. We meet with the student in person to talk through the letter, make sure they understand how and why they are not meeting expectations, what the repercussions may be if the behavior continues, and how they can get off probation. Because we have found that job performance is often tied to stress or problems in their personal/student life, we also use it as an opportunity to check in with the student and make sure they have the support they need.