Topics to cover: Intro of employee life cycle with diagram ( with what is covered under each, large bucket items: may need marketing), Elevate overall prgram highlight, three offices and stu. emp w/ who to contact, genral email inbox for questions, ‘request a resource’?
The Advantages of Implementing an Employee Life Cycle Strategy
By mapping out the employee journey in the same way you map out the customer experience, your company will see two main benefits: better talent retention, and reputation improvement. The ability to effectively allocate resources and efforts to reduce turnover issues reduces the time and money that turnover costs cause for the company. Similarly, a better reputation increases the chances of hiring more new talent, meaning a more committed and driven workforce. (Source: sprigghr.com)
Recruitment, Job Descriptions, Job Postings, and Interviewing with Student Employees
The Principles of Community support the Colorado State University mission and vision of access, research, teaching, service and engagement. A collaborative, and vibrant community is a foundation for learning, critical inquiry, and discovery. Therefore, each member of the CSU community has a responsibility to uphold these principles when engaging with one another and acting on behalf of the University.
The Principles of Community help us express what our community stands for and guide our expectations for one another.
Employee Life Cycle
Professional Development Opportunities
High Impact Practices
- Handshake – unit profile
- Unit Promotion
- Social Media
- Campus Partners
- Fraternity and Sorority advisor promotion
- Peer to Peer Marketing – You have student staff, get them to help spread the word. Share social media, promote in classes, clubs, etc.
- Why Work for you?
Gender Decoder – Online resource to help you identify if your job description is using male or female coded words.
Getting Started with Handshake
Handshake is the job portal used for posting jobs, internships, registering for Career Fair, and more!
All student campus jobs have to be posted in Handshake for at least 3 days in order to have hiring paperwork go through Oracle and be approved by OFA.
Step 1: Sign up for an employer user account in Handshake. Each user should have their own employer user account in Handshake.
Step 2: Then either join your department’s company account if one has already been created. Or ask your department’s HR liaison to create a company profile for your department using the following naming convention: Name your company account Colorado State University – Department Name (dept code), e.g., Colorado State University – Career Center (8008).
Each company/department account can have multiple users attached to its account. Best practices is for each user to use their own user account (no sharing account logins and passwords) and to use their individual email address (no shared emails accounts).
A video tutorial of how to set up an employer user account and join a company (department) account can be viewed here.
Handshake’s Help Center is an excellent resource to find answers to all of your employer Handshake questions, including:
- posting a job,
- managing applications,
- video tutorials,
- job roles assigned to employer users,
- employer account divisions and many other topics.
Contact email@example.com if you have any questions or run into problems with this step.
Eligibility to work on Colorado State University’s campus is determined annually, based on a student meeting the requirements below. If a student no longer meets eligibility requirements, that student must stop working immediately.
Students must be:
- Admitted to a degree-seeking program (cannot be GUEST or INTO) at CSU – Fort Collins.
- School of Public Health Graduate students are considered degree seeking at CSU and can work on student hourly assignments (not work-study as their financial aid is not awarded directly by CSU).
- Teacher Licensure are also considered degree seeking for student employment purposes, as they can have financial aid/work-study per Title IV regulation (they can be both student hourly and work-study).
- Authorized to work in the United States
- International Students – On-campus employment
- F-1 Student Visa: May be employed on a limited basis (not to exceed 20 hours per week during the academic year) provided that working does not have a negative effect on their academic work.
- J-1 Exchange Student Visa: May be employed on a limited basis provided they have the approval of their sponsor.
- International Students – Off-campus Employment
- International students at CSU with employment eligibility questions, should contact International Student Services, Laurel Hall, Fort Collins, CO 80523, Phone: (970) 491-5917
- Please note that CSU is not able to employ a non-US citizen working in their home country (please contact HR for additional information).
- Maintaining Satisfactory Academic Progress if on work-study
- At least half-time for work-study (6 credits undergraduate and 5 credits graduate) and enrolled in at least one credit for student hourly positions.
- Students can be enrolled in Planned Leave and remain a student hourly. they must plan to attend again the following semester.
- Zero credit suspension is run after census in the fall and spring; students enrolled in zero credits will have their student assignments suspended. Please contact the Office of Financial Aid with any questions.
- Students can begin to work the semester before the semester they will be enrolled, if we can confirm they are registered for that semester. New students (first year and transfer) will be able to access Handshake by the first week of June prior to their first small semester.
- Example: Registered in classes for fall, can start working on student assignment in summer.
- Awarded a work-study award to work in a work-study job
Student employees can work remotely. However, the employer must still have a way of monitoring the student’s performance during remote work to make sure the student is working, and to make sure the student is still doing quality work.
Job Posting Guidelines in Handshake
The Career Center is committed to fair, legal and non-discriminatory employment set forth by applicable federal and state laws as well as CSU’s Human Resources and Office of Equal Opportunity policies and regulations. Thus, Career Center requires that all open student employment positions be posted through the Handshake. Students who are enrolled in a degree-seeking program will be able to access Handshake through the Career Center website or through their RAMweb, the semester before their first semester of enrollment.
*** In order to comply with all job posting requirements, be able to qualify for auto-job approval and enhance your posting, please use the On-Campus Student Employment – Handshake Job Posting Guide. ***
A video tutorial with step-by-step instructions on how to post an on-campus job can be found here.
Additional Job Posting Resources
CSU Career Competencies – At CSU, we have identified 10 career competencies for our students. Career competencies are talking points around important skills that employers look for when hiring students. While the language may vary somewhat depending on employers and industries, as student supervisors we hope you will help your student staff identify the career competencies that will be developed in their jobs. All jobs develop some of these essential skills, but student employees may not recognize this. To help in the process, all job postings will now not only lists the job responsibilities but also the competency developed while doing that task.
Interactive Career Competencies Activity – This is an activity for students and supervisors to discuss career competencies that the job requires and that they want to develop for future goals, using a reflect, plan and dream model.
For additional information on reposting, editing, or duplicating job postings, please visit: https://support.joinhandshake.com/hc/en-us/sections/204202038-Jobs
High Impact Practices
Types of Campus Employment
There are three types of student employment at Colorado State University that have different eligibility requirements. Regardless of the type of employment, all student employees are part-time employees that are hired and working under applicable federal and state labor laws and CSU policies.
Need-based work-study is awarded to degree-seeking students, enrolled at least half-time, based upon documentation of financial need and the availability of funds. Students must first have completed a Free Application for Federal Student Aid (FAFSA) to determine their eligibility (additional documentation may be requested). If eligible, students may receive need-based work-study as part of their financial aid awards package.
The request work-study program (formerly referred to as Merit work-study) provides degree-seeking students, enrolled at least half-time, without financial need, an opportunity to use work-study funds. No-need work-study is applied for via the “Request Work-Study” application on a student’s RAMweb, beginning in early May for the following academic year. Funds are limited, and not all students will be eligible; thus, not all applications will result in an award.
- Additional Work-Study rules, renewing, requests and other information
- Please visit the Office of Financial Aid Work-study page for more information or contact them at firstname.lastname@example.org.
Campus Student Hourly
Campus student hourly positions are available to Colorado State University students throughout campus. Any qualifying undergraduate or graduate student who is enrolled in at least one (1) credit and admitted to a degree-seeking program is eligible to work in a campus hourly employment position.
Volunteer vs Employee
Under the Fair Labor Standards Act (FLSA), when an employer-employee relationship exists, and the employee is engaged in work that is subject to the FLSA, the employee must be paid at least the Federal minimum wage (in Colorado, the state minimum wage rate trumps the Federal minimum wage rate). Additionally, an individual shall not be considered a volunteer if the individual is otherwise employed by the same public agency to perform the same type of services as those for which the individual proposes to volunteer; the phrase “same type of services” means similar or identical services.
Equal Pay for Equal Work - Gender Equity Law for Colorado
Please note that starting January 1, 2021, the State of Colorado has implemented the Equal Pay for Equal Work Act. This act covers a number of requirements and prohibitions for employers in order to prevent pay disparities. Specifically, we want to draw employers’ attention to several critical components:
- Employers are required to disclose in each job posting the hourly or salary compensation range along with the general description of benefits and other potential compensation
- Employers are prohibited from requesting wage rate history of a perspective employee or requiring it as a condition of employment
- Employers are required to maintain records of job descriptions and wage rate history for each employee while employed and for 2 years after employment ends
Further information on this act and which employers must abide by these regulations can be found here. If you have additional questions, please connect with your organization’s Human Resources department or legal counsel.
Student Employee Responsibilities
Please note that student employees are at-will employees. If a department has a student employee sign an employment contract, they may be negating a student’s at-will status; employment contracts for students are not advised and exceed departmental authority. If an employer wishes to have student employees sign an employment contract, they must contact the Office of the General Counsel.
STUDENT EMPLOYEE RESPONSIBILITIES
Student Conduct Code and Alcohol and Drug Policy
- All students must abide by the Colorado State University Student Conduct Code, which includes Prohibited Conduct by individuals. Violations of this code may impact a student’s employment with on or off-campus employers. In addition to the Student Conduct Code, student employees must also abide by the CSU Policy: Alcohol and Drugs, specifically relating to Section 7 – Employment Conditions Relating to Drugs and Alcohol (on-campus employees), and Section 8- Drug and Alcohol Impairment under the Student Conduct Code (on and off-campus employees). Forms and tools are available in this policy to assist with such situations. All on-campus employers should contact the Office of Equal Opportunity for any questions.
- Off-campus work-study employers should contact The Office of Financial Aid if they have a student that is visually impaired at work.
Code of Conduct and Personal Responsibility
- Personal responsibility, confidentiality, positivity, respect, and integrity are all highly valued with the University and Fort Collins community. Thus, student employees are expected to exhibit these values as representatives of the University in the department or partnering community agency/school in which they are working.
Sexual Harassment Policy
- Colorado State University does not tolerate sexual harassment among students, employees, or other members of its community. Sexual harassment is prohibited in the employment context by Title VII of the 1964 Civil Rights Act and in the education context by Title IX of the Educational Amendments of 1972. For further information, visit the Office of Equal Opportunity.
Sick Leave Benefits for Students
Benefit Info – Paid sick leave under the Healthy Families and Workplaces Act provides sick leave to those who did not previously accrue sick time; as of January 1, 2020 which includes student employees.
Leave accrues at a rate of 1 hour of sick leave for every 30 hours worked.
For students who are work-study hires and utilize sick leave, departments will be charged 100% of the wages, in accordance with state and federal work-study regulations.
Student employees were notified of this benefit as of February 18th, 2020 from central HR. Additional information can be found here.
- ELEVATE – Onboarding – Checklist
- ELEVATE – Onboarding – Get to Know You Questions
- ELEVATE – Onboarding – Sample Staff Onboarding Form
- ELEVATE – Onboarding – SDPS Offices
- Supervisory Guidelines
Retention Requirements for Personnel/HR – https://www.colorado.gov/pacific/sites/default/files/State_Sched8_0.pdf
First 90 Days High Impact Practices
Retention of Student Employees
Ideas for student telework projects –
Activity for students and supervisors to discuss career competencies that the job requires and that they want to develop for future goals, using a reflect, plan and dream model. –
*****Make sure this aligns with language used in ELEVATE ******
Performance Evaluations: After the student is given an initial orientation and training, it is important to assess the student’s understanding and performance of the position. This evaluation will also help determine whether the orientation and training provided were sufficient to clearly communicate and demonstrate the expectations.
Students should, at a minimum, receive a formal, written evaluation at least once per year; though at the end of each semester would be a best practice.
Departments may choose to use their own evaluation format, however we have created both a short and long version downloadable evaluation form. Supervisors should complete a written evaluation of the student’s performance at the following time intervals:
- Within 30 days of hire (informal with documentation or formal evaluation form)
- At the time of any pay increases and/or promotions (written)
- After one year of employment (formal, written)
- At the time the position is terminated (written)
All written evaluations (formal or informal) should be sent to the Office of Financial Aid to become part of the student’s employment file, which is covered under the Federal Rights and Privacy Act (FERPA). Records should be kept for 7 years.
The supervisor should meet and discuss the evaluation with the student employee. Both the supervisor and student employee should verbally and/or in writing (email, for example) agree or acknowledge receipt of the evaluation. Ongoing, informal evaluations should be done at least once a semester to ensure that students are being appropriately mentored in their position and are abiding by the expectations of the position and department.
1. Issues and Concerns
Upon completion of an evaluation, whether formal or informal, a supervisor may identify issues or areas of concern. These may be addressed by taking these steps:
- Identify the concern or problem
- Ask for and listen to the student employee’s perspective of the situation
- Ask how you can help the student employee successfully correct the issue
- Ask about any roadblocks preventing the student from achieving the expectation
- Establish a time frame for review of the expected performance
- Document in writing the conversation and plan
2. Poor Performance
When job performance does not meet job expectations, using the CEDAR method1 can help the student get back on track with job performance and the supervisor back on track with departmental needs.
- C: clarify the performance the supervisor expects to see
- E: explain to the student employee how they are actually performing
- D: the difference between C and E
- A: agree on steps to fix the problem
- R: review the outcomes
Poor or unsatisfactory work performance may be grounds for discharging a student employee. Poor or unsatisfactory work performance may include, but not be limited to:
- Failure to report to work without notifying supervisor
- Continual absences from work
- Tardiness without notifying supervisor
- Failure to perform job duties or to follow reasonable request by supervisor
The supervisor should systematically address the poor performance or unsatisfactory work with the student employee in an effort to improve job performance in a supportive and educative manner. When the CEDAR method (previously stated above) has been unsuccessful, the supervisor should conduct and document a thorough investigation before implementing any disciplinary action or terminating a student’s employment. Below are suggested progressive disciplinary steps to address and correct poor performance.
- Verbal warning. The supervisor will provide the student employee a verbal warning of what expectation of the position are not being met, what the expected job performance behavior is, and a minimum of a one week of scheduled shifts to correct the behavior. Verbal warnings should be written and documented, and preferably signed by the supervisor and employee.
- Written warning. If the performance issue persists, the supervisor will provide the student employee a written warning of the job expectations that are not being met, the expected job performance behavior, and a minimum of one week of scheduled shifts to correct the behavior. A written performance plan should be developed and delivered in a meeting with their student staff member by the supervisor. A student employee should verbally or in writing (email, for example) agree and/or acknowledge receipt of the written warning.
- Termination. If the verbal warning, performance plan, and written warning(s) are unsuccessful and fail to produce an improved performance, the supervisor may choose to terminate the student employee. The supervisor is encouraged to notify and consult The Career Center Student Employee Development team if there are student job performance issues that might lead to termination. The supervisor should document the results of this consultation on the student’s evaluation.
- Termination may also be used for willful misconduct in the workplace; willful misconduct is an act that is intentional and that is not merely a mistake or an act of negligence. Serious cases of willful misconduct may be a violation of the Student Code of Conduct (see that section) and may include, but not be limited to:
- Wanton, malicious, or excessive disregard for the safety of others.
- Attempts to financially defraud, including falsifying timesheets for hours not actually worked, altering a timesheet already signed by a supervisor, or forgery of a supervisor’s signature.
- Unauthorized release of confidential information/breach of confidentiality, including tests, grades, social security information, etc.
- Unauthorized access to data or university systems.
- Falsification of documents or other forms of misrepresentation.
- Vandalism of University property.
- Significant levels of insubordination or continued insubordination after the supervisor has addressed it to the student employee.
- Verbal abuse or intimidation/threatening behavior or harassment.
- Harassment or violence against others in the workplace.
Student Employment Week (SEW)
Each year Colorado State University celebrates National Student Employment Week during the second full week of April. This week enables us to thank Colorado State University students for the contributions they make as employees to the University and the surrounding community.
This year, National Student Employment Week will be held April 12 – April 16, 2021.
Here are ways to virtually recognize and celebrate your student staff:
- Start a Kudoboard or send a thoughtful card or email
- Mail department swag or schedule a socially distanced swag bag pick up
- Feature your student staff on your social media platforms
Student Employee Of the Year (SEOTY)
Are you ready to elevate your student supervision skills to new heights? Whether you are a first-time supervisor or a seasoned supervisor of student staff, these courses will provide you with the necessary foundation, tools, and skills to effectively manage student staff. You will also gain the opportunity to build community with other student supervisors on our campus to take your learnings past the program and into your daily work life.
You are an integral part of student success and retention here at CSU. By elevating you, we elevate students.
Learners must complete all 6 Basecamp courses and attend at least two Ascent fast track conversations in order to satisfy all 8 credit requirements for Elevate Student Supervision Certificate Program. Please see below for descriptions of all mandatory Basecamp courses and Ascent Electives.’
*** Please be sure you are on the On-campus Student Supervisors monthly newsletter to receive course schedule updates! ***
BASECAMP: Hiring basics and student supervision essentials (must take all six courses)
Hiring Basics – Recruitment, Job Descriptions, and Interviewing with Student Employees, 120 minutes
Interested in hiring student employee(s)? Are you curious about the next steps? Join us to learn and techniques on recruiting students, writing job descriptions, utilizing the job posting platform to maximize applicant exposure, understanding basic EO requirements and the interview process that will help you find the best applicant(s) for your role(s).
Hiring Basics – Onboarding and Retention with Student Employees, 90 minutes
Onboarding new employees is a multifaceted process. Onboarding is not only a time to train someone on the day-to-day of their role but is also an opportunity to share the values and culture of your organization with new staff. Tangible takeaways from this session include understanding the importance of onboarding, involving multiple team members in the onboarding experience, and creating a structured onboarding process.
Hiring Basics – Navigating Tough Conversations and Off-Boarding with Student Employees, 90 minutes
Students, like us, have busy and rich lives outside their place of employment. How can you, as an employer, respond to your students when outside factors start to impact their work? How do you off-board a student when their term of employment comes to an end, either because of graduation or other reasons for leaving? This session will walk you through some strategies and tactics to put in your toolbox for those tough conversations as well as provide insight on creating a comprehensive off-boarding process for your employees. Come ready to share your thoughts in this interactive session!
Student Core Growth: What Students Have and How They Can Develop, 120 minutes
Student Supervisors have the large task of helping develop student staff while also making sure the work is completed. Using CSU’s core competencies, supervisors will learn how to both recruit individuals with certain skill sets as well as understanding a theoretical framework for assisting their student staff to grow. The core competencies used by a large variety of employers will be shared, as well as techniques to encourage student’s development in these areas.
Supervising Gen Z in a Multi-generational Workplace, 120 minutes
Learn what makes Gen Z (1995-2010) tick. Ever wonder how this current generation of student employees views workplace motivation, priorities, evaluation, and communication? This interactive session will give attendees the chance to learn more about the generational norms of all the generations in the workplace with a deep dive on Gen Z. Learn how to turn generational sticking points into productivity strong points and how to create a workplace that welcomes and affirms employees from all generations.
Diversity, Equity, and Inclusion with Student Employees
New course curriculum coming soon!
ASCENT: Electives (must choose two electives)
For program and course schedules, please go to log into My Learning. Questions? Contact: email@example.com
Resources for Your Student Staff
Students of Concern
- If you have a student employee who is displaying concerning behavior, please contact Human Resources with a written description of the situation; including any supporting documentation (copies of text messages, emails, statements from other staff, etc.) to firstname.lastname@example.org. From there, Human Resources employer relations will contact necessary parties, which could include Support & Safety Assessment, OEO, Student Resolution Center, CSU Police Department, or any other department deemed appropriate given the situation.
- If you are concerned about someone’s mental health and safety, then please Tell Someone by calling them at 970-491-1350 or using the link for the online referral form. Please be advised that if you feel the student to be an imminent danger to themselves or others, then immediately contact CSU police by calling 911 or their non-emergency number 970-491-6425.
What Generation Z Wants From Leaders
- Frequent Feedback
- Frequent (informal check-ins during the week)
- Regular (scheduled, planned observations of work and feedback time after the fact)
- Reinforce specific behavior
- A 2009 Gallup poll found that employees receiving positive feedback were 30 times more likely to feel engaged than those receiving no feedback at all.
- Redirect employee behavior into more effective patterns
- Clarify expectations
- Provide information
- Focus on the behavior, not the person
- A 2009 Gallup poll found that employees receiving constructive feedback were 20 times more likely to feel engaged than those who received no feedback at all.
SBI Model of Feedback
|Describe the situation as specifically as possible without making judgements
|Describe the behavior observed
|Describe what you thought or felt as a reaction to their behavior
DOA Model of Feedback
|Discuss the situation, seeking to understand and using open-ended questions
|Generate some options or ways for learning or improving behavior
|Agree upon next steps to follow up on or to resolve the situation, reset employer expectations
- Innovative Projects
- Skill Development
- Competitive Structure
- High-Tech Environments
Example of a Semester Feedback Cycle
- On-boarding/Initial training
- Week before semester begins or Week 1 of semester
- Scheduled or informal
- Informal and formal observations of work
- Mid-semester check-in
- Week 7 and 8
- Discuss performance observations and student self-evaluation, set goals for rest of semester
- Discuss intent to return for next semester
- End-of-semester Formal Evaluations
- Week 14 and 15
- Student completes self-evaluation, supervisor completes evaluation
- Discuss growth in student over the semester
- For returning students, set goals and expectations for next semester
- For graduating students or students not returning, use this time for an exit interview
- Celebration/End of Semester Wrap up with entire staff
- Recognition of students graduating or otherwise not returning next semester
- Students leave for a variety of reasons
- Other opportunities more aligned with major/career aspirations
- Mutual decision that job is not the right fit
- A strong off-boarding process can improve the overall transition for both sides
- Collect keys, any equipment issued to student (including gathering log-on information to any department specific social media accounts they may have set up!)
- Remind them to keep their address current on RAMweb so they receive mail from HR (W-2s, etc)
- Make sure to remove their access to AriesWeb or other secure data information systems
- An excellent chance to get insight on what your organization is doing right and ideas of ways to improve
- Should be voluntary
- Should be done by supervisor or other departmental representative as an in-person discussion, if possible
- Any notes should be kept in an “exit interview” file separate from employee personnel file
ELEVATE- Offboarding – Sample Exit Questions – https://career.colostate.edu/employer-resources/elevate-offboarding-sample-exit-questions/
Exit Interview Questions for Student Employees – https://career.colostate.edu/employer-resources/exit-interview-questions-for-student-employees/
Job Posting Questions
|If my student employee leaves for a formal university break or study abroad, do I need to re-post the positions?|
|No. You do not need to re-post a position if you and the student employee have agreed that they will resume employment upon return. This can also include students who leave for internships, student teaching, or other planned leave opportunities.|
|The student assignment has been terminated but I just want to re-hire a former student employee. Can I skip re-posting the position?|
|No, you will need to open the role to all students. Oracle student employee assignments are automatically terminated 12 months after the last payroll run. This means that your former student employee has not actively been in the role for at least 12 months and the position must be posted in Handshake for a minimum of three days. We recommend posting for two weeks to allow adequate time for students to see the opening and apply.|
|What if my student employee graduates and is accepted into a new degree-seeking program and is wanting to keep their position? Do I have to re-post the role?|
|It depends. If they graduate, are accepted into a new degree-seeking program, and continue to work, the assignment can be manually reactivated without needing to post.|
|If a student works as a student employee, graduates, and has a break in service, then works in the office again, the position would need to be posted in Handshake for a minimum of three days. We recommend posting for two weeks to allow adequate time for students to see the opening and apply.|
|What if the student moves to a Non-student hourly (NSH) role but is still performing the same duties from when they were a student employee?|
|If the student graduates and moves from a student assignment to a NSH assignment the role will need to be posted in TMS for a minimum of three days.|
|I am updating the job role significantly and it no longer resembles the original role the student employee was hired into? Do I need to post the position?|
|Yes, you will need to re-post the position. Following Central HR’s guidelines, a change of role (but still in the same department) and/or anything that can be deemed a promotion for anyone still needs to be posted for a minimum of three days in Handshake. We recommend posting for two weeks to allow adequate time for students to see the opening and apply.|
|Are we required to interview a certain number of applicants?|
|Departments can handle the student employee hiring process as appropriate for their area. We don’t require departments to interview any applicant, or they can interview all of them – it’s an internal determination.|
|Are most people interviewing over Zoom currently?|
|I’m assuming so, but – as stated above – departments can come up with the interviewing and hiring process that is appropriate for their area. Here are some additional resources that you might find helpful: Please note that they are not specific to on-campus employers. https://career.colostate.edu/recently-asked-questions/|
|Once we make a final decision, do we contact you or HR to proceed with the hiring?|
|Neither. Once a department makes the hiring decision, they start the hiring process in Oracle. These steps are outlined in the Student Employee Hiring Checklist.|
|Questions around work-study awards or the student workflow approval process are answered by OFAPay@colostate.edu|
|Technical questions on submitting the background check, submitting the Direct Deposit/W-4 in EES, or entering the assignment in Oracle go to HR-IS. There are a lot of Oracle User guides and Quick Help Guides on their website or specific questions can be sent to HR_is@mail.colostate.edu.|
|Why does it take 3 days to get my job approved? –|
|Handshake is used for all employers, not just campus partners. Each day we have 1,000+ jobs that get posted and reviewed. One way to get your job approved much faster is by using the job posting template. Departments that consistently use this template and get their jobs approved without any edits needed will be considered for auto-approval job status. Every 6 months we audit department postings to see who may qualify. If you qualify, your department will be notified.|
On-Campus Work and Student Success
Who to Contact
Human Resources (HR)
Office of Financial Aid (OFA)
- Job Posting Questions – email@example.com
- Employer Resources and Consultations (OFF CAMPUS WORK STUDY PROGRAM, ON CAMPUS EMPLOYMENT AND ON AND OFF CAMPUS INTERNSHIPS) – firstname.lastname@example.org
- Student Training and Programs (I.E. STUDENT EMPLOYEE OF THE YEAR, STUDENT EMPLOYMENT WEEK, CONNECT EVENTS, JOB FAIRS, ETC.) – email@example.com
- Student Advising (AS IT RELATES TO FINDING PART-TIME ON AND OFF CAMPUS EMPLOYMENT): https://career.colostate.edu/connect-1-on-1/
- Elevate Student Supervision Certificate Program: firstname.lastname@example.org