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Supervisor Responsibilities

20 Hour Appeal

During Fall and Spring Semesters, when students are in class, the maximum number of hours a student can work in a week is 20.  Sometimes during busy periods and periods of short staff there will be a need for student employees to work over 20 hours.  In these cases the Supervisor would need to complete and submit the 20 Hour Appeal Form BEFORE the student works over 20 hours.  The form should be completed in as much detail as possible, attached to an e-mail and sent from the Supervisor's westga.edu address.  The Student Employment Advisory Board will then review this appeal and once approved or denied, the Supervisor would be notified. 

Since the purpose of the 20 Hour Appeal is to assist the department in times of great need, the appeal should never be used to give the student more hours because they “need” them or “can work” them.  The 20 Hour Appeal should only be used because the department needs the help.  Therefore this form is to be completed and submitted by Supervisors ONLY.

Student Employment 20 Hour Appeal Form

Recognition & Encouragement

Recognition & Encouragement is important to expressing appreciation for the valuable work student employees provide to your department/agency.  There are a variety of ways in which a supervisor may recognize and encourage student employees for little or no cost.  The following are some ideas that can help you recognize your student employees. 

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Student Employee of the Year Overview

Criteria for Student Employee of the Year

Process for selection:

  1. Supervisor’s select their top student and submit written testimony of how the student’s work has helped the department, their customers and the university through their:  reliability, quality of work, initiative, attitude, professionalism, and uniqueness of contribution
  2. The judges then read every nomination
  3. The nominees are then interviewed by the judges
  4. After the interviews - the judges select one winner.

The Winner of the Student Employee of the Year

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Student Employee of the Year Nomination Process

Number of Selections

 

Eligibility

Selection Criteria
Students will be evaluated on the following, equally-weighted qualities:

  1. Reliability
  2. Quality of Work
  3. Initiative
  4. Attitude
  5. Professionalism
  6. Uniqueness of Contribution to Department/University

Your letter of nomination should cover and discuss the above six criteria, as this is how the winner will be selected. 

Submit the following three items electronically in Microsoft Word:

  1. SEOTY Campus Nomination Form
  2. Student’s job description
  3. Letter of nomination (two page limit)

All documents must be in Microsoft Word. 

All nominated students will be recognized at the Student Employee of the Year Appreciation Lunch where the winner will be announced and presented with $100.00 and an award.  This winner will also represent the University of West Georgia in the Southern Region Competition and possibly the National Competition.

For questions or assistance, contact John Robertson, Assistant Director Career Services,  jroberts@westga.edu or call 678-839-6593.
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Disciplinary Action

Progressive Discipline
The University of West Georgia employs a process of Progressive Discipline to collaboratively address issues of unsatisfactory performance or conduct.  The disciplinary process may start at any stage, taking into consideration the severity of the infraction and maintaining consistency in the administration of the disciplinary process.  All sides of an issue should be heard prior to administering any disciplinary action.

Note: Progressive discipline does not apply to employees within their 6 month introductory period.  Managers experiencing issues with an employee within their 6 month introductory period should consult with their supervisor or the Office of Student Employment.

Progressive Discipline Process

  1. A First Degree Infraction is issued for minor - first time infractions.
  2. A Second Degree Infraction is issued after issuing a First Degree Infraction, or for those infractions of a more serious nature.
  3. A Third Degree Infraction is issued if a Second Degree Infraction has been issued within the last 12 months OR for a first offense of an extreme nature.   This Degree is usually the Final Warning before possible termination.
  4. A Performance Improvement Plan is created with the employee, not for them.  This plan is designed to focus on what is causing the issue and how to resolve it.  A Performance Improvement Plan should be used in conjunction with a Second Degree or Third Degree Infraction.

Immediate Termination is recommended for infractions of a grave nature or after all progressive discipline procedures have been followed without significant and/or satisfactory improvement in behavior and/or performance.  

Factors in Determining Disciplinary Action

Conducting Progressive Discipline
When discipline becomes necessary, a fair and equitable procedure of progressive discipline should be implemented.  The objective of any discipline is to correct the behavior/performance and restore the employee to productive employment. 

Student Employee Infraction Form

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