In accordance with the Board of Trustees-approved student wage plan, supervisors may award wage increases to students based upon longevity. A longevity increase may be awarded each semester effective with the next academic term in amounts ranging from a minimum of 5¢ an hour to a maximum of 25¢ an hour (or in increments of 5¢, 10¢, 15¢, 20¢). Longevity raises are processed using the Electronic Personnel Action Form (EPAF) in Banner Self Serve. The chairperson, director, or dean responsible for budgets in your unit or department must approve longevity raises.

While performance appraisals are not required for student employees, decisions to award longevity increases should take into account the student’s performance and accomplishments during the semester or term. The information presented here may be helpful in providing performance reviews to student employees.

Effective performance feedback is a process of letting students know what is expected, how they're doing based upon expectations, when they're doing a good job, and how they can improve. Setting the stage for performance management starts with using the position's job description to communicate to students their job duties, desired outcomes, and what they'll be held accountable for. It also helps to share the performance appraisal form for the job (based upon the job description) with the student when hired. Be specific in describing the basic criteria you will use in evaluating the student's performance.

Ideally, you should conduct a preliminary performance review thirty days after hiring. This discussion should identify current strengths, identify areas for improvement, identify additional training that may be needed, show students how their jobs can help prepare them for future careers, and answer their questions or clarify expectations.

A regular performance review should be conducted at the close of the semester; especially to support longevity increases. Your performance discussion should focus on work performance and behaviors. You should be specific, honest, and fair in describing work performance and outcomes.

To have a successful discussion with your student, be sure to introduce the goal or purpose of the meeting and explain how you define the evaluation criteria. Go through your written comments and ask the student for feedback or questions. Determine what training or coaching may be needed. Focus on future performance and agree on the action steps to be taken.

Remember to evaluate the student's performance over the course of the entire appraisal period and provide written comments. Maintain a copy of the student's written performance appraisal for your records. Additional information about conducting performance appraisals is available in the training module entitled "Performance Appraisals Made Easy" provided by the Office of Training and Development on the Ball State University Human Resources Web page.