Student Employee Evaluation

This page provides a standard format with which to review students' past performance. Furthermore, supervisors who are pursuing merit increases for student employees or are pursuing their termination must document the reasons for their actions. This format can serve as one example of that documentation.

SES encourages employers to evaluate students at the end of each semester or summer. Whether a student is conducting research or washing test-tubes, coordinating campus events or stuffing envelopes, your feedback as a supervisor can enhance his or her performance in the current job, as well as future positions.

The evaluation documentation should be kept in the department's student employee files for future use (e.g. pay rate increases, student references, etc.). This evaluation should not be returned to Student Employment Services. It is recommended that the supervisor meet with the student to review the completed evaluation and to discuss whether the student will be returning to the position and, if so, whether the student's performance merits a pay rate increase (Completion of a new Personnel Action Form is required for pay rate increases.). Once the evaluation is completed, the supervisor and student should sign the evaluation.

Completing the Evaluation: The student employee evaluation provides the opportunity for the employer to evaluate the student in five broad job components. Each component provides specific areas where the student can be ranked on a scale of 1 (excellent) to 5 (unsatisfactory), as well as an opportunity to make general comments on the student's performance in the particular job component. An overall rating is indicated at the end of the evaluation along with general comments on the student's overall job performance. The five broad components include:

• Job Knowledge: This component allows the supervisor to evaluate the student's overall understanding of the position. This includes, but is not limited to, understanding and retaining procedures and following instructions.
• Quality of Work: The student's ability to implement his/her knowledge of the position is as important as the knowledge itself. Thus, the supervisor should evaluate the quality of the student's work in the position. This includes, but is not limited to, work that is accurate and thorough, organizing and prioritizing tasks, and completing projects by assigned deadlines.
• Attitude Toward Work: The student's attitude on the job is an important factor in their overall performance. To help the student understand how attitude and performance are linked, his/her interest and enthusiasm, effort displayed, receptiveness to criticism, and effort to improve work are evaluated.
• Dependability: A student's dependability has a significant impact on the needs of the employer. Thus, it is important to evaluate the student on his/her ability to follow through on assignments, keep the supervisor informed, and adhere to hours scheduled.
• Initiative and Judgment: This component provides a variety of areas for the supervisor to evaluate the student's initiative, judgment, and performance. This includes, but is not limited to, originating ideas, anticipating needs and acting accordingly, analyzing problems and developing alternatives, communicating effectively (both oral and written), interacting with peers and supervisors.