91̽»¨

91̽»¨ employs thousands of students to help our community thrive. During this unprecedented time, our departments have been employing a much smaller number of students. The purpose of this correspondence is to launch a process to employ our remaining student employees in meaningful work.

We are asking that all supervisors of student employees reach out to those students who were already employed this semester but who are not currently working in person or remotely by Monday, March 23. This correspondence includes both free and electronically accessible work options (e.g., web training) as well as directions for how each department may directly engage students in meaningful work. We anticipate that needs for student employees will be redirected to new remote work opportunities that will emerge over time. These new opportunities will be shared on an ongoing basis.

Students should only log up to the number of hours that they have typically been assigned to work this current semester unless there is a specific demand for increased hours. Departments can rely on average work week schedules from earlier this semester or another appropriate method. The same employment rules related to supervision and tracking will apply to this initiative. Students will still need to log hours as they have in the past. Unless directed by their supervisors, students are not required to work specific shifts as long as they are making satisfactory progress on assigned meaningful work. Below, we have outlined meaningful work examples as well as some guidance about developing opportunities locally.

Website Review:

Departments may want to have students review their respective websites, offer suggestions, develop content, and continue to update throughout the semester. This type of work can be completed virtually by phone, email or live chat.

Social Media Assistance:

Departments may leverage student time and expertise to develop their social media presence. You may also have students analyze the timing and content of past posts as well as research aspirant departments at other universities.

Job Documentation:

Students could also be trained to conduct job documentation processes within your departments. This work can be around job descriptions, work calendars and so much more. The students can also be encouraged to work in groups via Microsoft Teams.

Video Tutorials:

Search other institutions’ websites, YouTube, and/or any other online resources to determine common video tutorials about department processes. These can be projects that could be utilized in the near and long-term.

Professional Development:

There are many free, online professional development opportunities for you to utilize.

• 91̽»¨ Leadership Endorsement: /student-affairs/leadership-endorsement/get-started
• Kirwan Institute Implicit Bias Module: 
•  (Various Online Trainings):
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Additional similar opportunities will be shared in the days to come.

Should a department choose to use these types of options, please ensure you are familiar with the platform and set appropriate expectations with students.

Other important tips

• Students are required to account for their time. If not directly in the online system, they may do so directly with their supervisor.
• Students do not have to work only between 8 a.m. and 5 p.m. Eastern. Expectations for work hours should match the work assigned.
•  You are encouraged to amend this information to fit the department needs and number of student employees you are managing.

We appreciate your efforts to provide remote work opportunities for our student employees. If you have implementation or other questions, please contact your College or Division leadership.