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On-Campus Employer Resources

Thank you for supervising and mentoring your student employees so they may develop skills and earn money for school. With that privilege you also have a responsibility and stewardship to provide a fair and equitable recruiting process for all of your student jobs.

Because our funding for student jobs is provided by various state or federal sources we must ensure that our processes meet federal labor laws.  Your postings and hiring practices must comply with our campus policy which states “Snow College remains an equal opportunity institution, providing educational and employment opportunities without regard to race, color, creed, gender, national origin, age, or disability.”

basics for ALL student job postings

  • Campus Job post on AUGUST 1 - use that Start Date in your job postings. You may not hire new student workers before that date. This gives all students equal access to all campus job openings. If you have an exceptional business-related need to post sooner, please contact Career Center staff to approve an earlier posting date.
  • You may also post jobs with opening dates later than August 1 or as jobs become vacant through the school year.
  • ALL student jobs must be posted on Badger Handshake for a minimum of 3 days and until you have 3 qualified applicants before starting the interview process.
  • If you pass the 1 week mark with fewer than 3 qualified applicants, contact the Career Center for assistance and advice.
  • Most supervisors have an account on Badger Handshake to post jobs, pull resumes, and screen applicants. Contact the Career Center if you need help creating a new account or have forgotten how to post positions, you can also consult the On-Campus Employer Guide.
  • Student job supervisors must interview at least 3 students for every position.
  • You may only hire SNOW COLLEGE students who are taking 6 or more credits On-Campus for Student Hourly, Work to Learn, or Work Study jobs. You may not hire high school students, even those taking concurrent enrollment.
  • You are allowed to rehire your student worker from the previous school year/spring semester without posting the job.

Hiring requirements vary based on source of funds

  • Work-to-Learn funds must be used for jobs that match the student’s educational programs, outcomes and goals, or give them professional workplace skills.  Work Study and Student Hourly have no such restrictions.
  • Work Study is the only fund that requires that students pre-qualify for these jobs based on income through their federal student aid application (fafsa.gov), if you have additional questions contact Snow College Financial Aid at: 435.283.7313.
  • There are no federal financial aid requirements for student workers in Work-to-Learn or Student Hourly positions. Also, there is no U.S. citizenship requirement for your Work-to-Learn or Hourly positions and you may choose to hire qualified international students.

Once you are ready to hire

  • New student hires are paid the campus minimum wage, $10 an hour. You may pay more per hour if your student worker is returning from last year and has earned a raise and/or the job requires experience or expertise above what is expected of a first-year student, or it is a hard-to-fill job.  By paying a higher rate you will use up your budgeted funds more quickly. Please consult with the Human Resources Office before you pay $11 or more an hour.
  • Once you’ve selected your new student hire, complete the Student & Short-Term Hourly Payroll Action Form (ePAF) at Snow College Employment Documents, and continue the hiring process with Human Resources. For New Hire questions, call Snow College Human Resources at 435-283-7056.
  • Individual students are limited to a maximum of two campus jobs.  They may not work more than 10 hours a week per position. Ask your student worker to coordinate hours with the other supervisor to avoid going over 20 hours per week.

Work-to-Learn specific requirements

  • Work-to-Learn funds are allocated each SCHOOL YEAR to divisions or departments based on past usage or accepted proposals demonstrating new needs.
  • The funds cover payroll from the first day of classes in August to the last day of finals week in April/May each year. Work Study has the same funding rule.
  • Work-to-Learn funds must be used for jobs that match the student’s educational programs, outcomes and goals or give them professional workplace skills.  Work Study and Student Hourly have no such restrictions.
  • In order for Work-to-Learn funds to have the best impact on helping students with the costs of school, students hired for these positions should work an average of 8-10 hours per week.
  • Annually, after July 1st, Career Services will share a list showing the departments or offices that have been awarded Work-to-Learn funds each year via email.
  • Directors or supervisors tasked with signing the student payroll action form for their Work-to-Learn hires should mark Hourly for the student hire. 
  • Work-to-Learn fund allotments will be deposited into designated budgets each Fall as part of  your hourly payroll. Underutilized allotments will be reduced or removed the following school year to be re-assigned to other departments or offices in the next school year.