Student Employment Policies

General

Hege Library employs students for a wide variety of tasks. The Library gets the non-professional assistance we need while providing convenient, often-interesting employments opportunities for students. We also hope to provide a useful educational experience both in terms of standard employment practices and the operations of college libraries and archives. From time to time, a student discovers a life-time vocation for library work through experiences in Hege Library.

The employment of students at Hege Library is always subject to the general policies of Guilford College as announced and administered by the Office of Student Employment Services and the Department of Human Resources.

Hiring

All student positions in Hege Library are listed with Student Employment Services. The official notice includes the name of the hiring supervisor. While most hiring occurs at the beginning of the academic year, openings can occur at any time, especially in Access Services.

Each student wishing to be considered for employment will be asked to fill out a standard application form. A supplemental resume may be attached but is not required. The hiring supervisor will generally interview each applicant. The Library may contact current or previous supervisors for an evaluation of previous job performance.

The specific skills, abilities, and qualities for which we are looking will depend upon the particular job. For many positions, computer skills, accuracy in detail, and even neat handwriting can be critical. For others, reliability and the ability to work with a diverse public are more important. Job descriptions filed with Student Employment Services describe the basic duties of each position. All positions will include related duties not specified in the job description. The hiring supervisor will explain job expectations in greater detail during the interview and post-hiring training.

In making appointments, the Library adheres to College policy of giving preference to those on work study. We also like to hire students early in their college careers, so that we can reap the benefit of our investment in training, and so that the student may have the chance to progress to more advanced tasks.

Dress, behavior, etc.

Hege Library recognizes that the first responsibility of every student is to her or his academic program, which may occasionally create conflicts with the student’s work schedule. When this occurs, it is the student employee’s responsibility to notify the supervisor as soon as possible and, as appropriate, to seek a substitute. Similarly, it is the student’s responsibility to notify the supervisor of illness as soon as possible and, if possible and appropriate, seek a substitute. Library operations are dependent upon the reliability of our student employees, and all students should rank their employment responsibilities immediately after their academic ones. When on duty, student employees should expect the job to be the primary focus of their attention.

Student employees, especially those with duties in Access Services, Reference, and the Friends Historical Collection, should always remember that they are viewed by the public as employees of the College. Dress and cleanliness should always be within the bounds of public decency. Very brief garments are not suitable, nor should underwear be visible. One suggested test is whether one would feel comfortable meeting one’s date’s grandmother. Similarly, any conversation in a public area, whether personal or official, should be conducted in a manner and in language expected of a College employee in a public service position.

Personal visiting and telephone conversations should be kept to a minimum. It is acceptable for an occasional visitor to phone or stop by for such purposes as to make an appointment or to signal presence, but lengthy conversations are not appropriate. Clear with a staff member before making an outgoing call. Computer work should be library-related only, except by permission.

The Library staff lounge is provided for the use of all employees, including students. Student employees are welcome to make use of the facilities for approved breaks and other relaxation related to working in the Library. Consult your supervisor if you have any questions about appropriate use of the lounge.

Performance review

Supervisors review the performance of student employees at least once each academic year, normally at the end of the spring semester. Students will be rated on quality and quantity of work, dependability, job knowledge, initiative, interaction with others, and cooperation. Supervisor and student may also add more general comments. The written evaluation may be followed by an oral discussion. This allows student and supervisor to discuss strengths and shortcomings and, assuming that the student’s performance has been satisfactory, to plan work for the coming semester. A full performance review also ensures that the Library has sufficient documentation to provide useful references for future employment.

In cases of unexcused absence or other unsatisfactory performance, the supervisor will provide two warnings, the first oral and the second written. A third instance will usually lead to dismissal.

Time cards and pay

Each student is responsible for recording her/his time worked when completing each work period. Times entered must be accurate and in accordance with College policy. Each pay period begins on the 15th of one month and ends on the 14th of the following month. Supervisors can only sign and submit a time sheet that has been completed and signed by the student worker. Pay checks are produced at the end of the month. Any student wishing to receive end-of-semester pay checks by mail should staple a self-addressed, stamped envelope to the time sheet.