Student Employment Task Force
1
Student Employment Task Force
Final Report
2010-2011
Charge
Established by Executive Vice Chancellor and Dean of Faculties Uday Sukhatme, the Student
Employment Task was to provide recommendations for expanding the use of student employment as a
tool to increase learning, retention, and student success. Student employment was to be viewed as an
integral part of the academic experience at IUPUI. The task force was to build on the initial work done
by The Student Employment Action Team in 2007, by reviewing relevant data on the current status of
student employment and making recommendations on increasing the number of on-campus student
employment positions, creating academically-relevant student employment positions with the option of
credit-bearing RISE experiences, and offering support services to ensure high quality employment
experiences for students and relevant support for employers.
Membership
Carol Bostrom
Cathy Buyarski, Chair
Stephen Hundley
Libby Laux
N. Doug Lees
Janna McDonald
John Murray
Gary Pike
Melissa Pohlman
Sloane Thompson
Misty Wick
School of Nursing
University College
Engineering and Technology
Center for Service and Learning
Department of Biology
Student Employment
Human Resources Administration
IMIR
School of Science
School of Liberal Arts
UITS
Meetings
Task Force members met throughout the fall 2010 semester with a focus on:



Increasing the number of student on-campus student employment opportunities
Creating academically relevant student employment positions with the option for credit
through RISE
Development support services for students and employers
Each of these areas of focus was framed by the current state of student employment including
data and best practices.
Student Employment Task Force
The State of Student Employment
IMIR annual completes an analysis of student employment and students who are employed on
campus. The most recent report indicates the following key data points:
Spring 2009 National Survey of Student Engagement

First-year respondents who worked between one and twenty hours per week scored
higher on the following benchmarks related to student success compared to respondents
who were not working or were working on-campus more than 20 hours or working offcampus





Level of Academic Challenge
Active and Collaborative Learning
Student-Faculty Interaction
Enriching Educational Experiences
Similarly, seniors who worked between one and twenty hours per week scored higher on
the following benchmarks related to student success compared to respondents who were
not working or were working on-campus more than 20 hours or working off-campus




Active and Collaborative Learning
Student-Faculty Interaction
Enriching Educational Experiences
Supportive Campus Environment
Spring 2010 Continuing Students Survey
The spring 2009 administration of the IUPUI Continuing Student Satisfaction and Priorities
Survey provided the following information on student employment:





65% of students have never attempted to find an on-campus job
23.5% tried to find a job on-campus but were not successful
23% of students who work on-campus also hold off-campus jobs
58.7% of students who work off campus are employed more than 10 miles from campus
77.6% of students work one job; 18.9% of students work two jobs
Trends in Student Employment 2003-2008
8.5% of undergraduate students are employed on campus. The percent of students employed on
campus has remained stable over the past six years at all class levels with a slight increase from
6% to 8% for freshmen. Seniors are more likely to work on campus than freshmen.
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Student Employment Task Force
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On average, students work about 11-12 hours per week on-campus; this has changed little over
the past five years. The number of hours worked on campus for freshman appears to be
decreasing with an increase of 8% of freshman working on-campus moving from working 11-15
hours per week to 1-10 hours per week in 2008. Overall, 90% of students working on-campus
work 20 or fewer hours per week.
Most students working in on-campus jobs are being paid between $8-10 per hour. The average
rate of pay for all student employees is $9.95.
As shown in Table 1, students who are employed on-campus are retained at greater rates than
students who are not working on campus. A full accounting of retention rates for student
employees can be found in Appendix A.
Table 1: Fall to Fall Persistence Rates by Class Level for Full-Time Students
Class Level
Freshman
Fall
Semester
2003
2004
2005
2006
2007
2008
Sophomore
2003
2004
2005
2006
2007
2008
Junior
2003
2004
2005
2006
2007
2008
Senior
2003
2004
2005
2006
2007
2008
Retained at IUPUI
Retained at Any IU Campus
Student
Not
Student
Not
Employee Employed Difference Employee Employed Difference
70%
62%
8%
74%
65%
9%
72%
61%
11%
76%
64%
12%
68%
59%
9%
74%
62%
12%
74%
61%
13%
76%
64%
12%
79%
64%
15%
81%
68%
13%
76%
66%
10%
81%
71%
10%
86%
77%
8%
89%
79%
10%
85%
77%
8%
88%
79%
9%
79%
75%
3%
80%
77%
3%
85%
76%
9%
87%
78%
9%
89%
78%
11%
91%
80%
11%
90%
79%
11%
92%
82%
10%
90%
85%
5%
92%
87%
5%
91%
83%
8%
92%
84%
7%
91%
84%
7%
91%
85%
6%
91%
83%
8%
92%
84%
7%
94%
85%
9%
95%
86%
9%
95%
85%
10%
96%
87%
9%
93%
90%
3%
93%
90%
3%
92%
90%
2%
92%
90%
2%
94%
89%
5%
94%
89%
5%
92%
89%
3%
93%
90%
3%
95%
90%
5%
95%
90%
5%
94%
91%
2%
94%
92%
2%
Student Employment Task Force
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Best Practices in Student Employment
The following on-campus student employment programs were identified as being among the best
at IUPUI and were therefore invited to attend a Task Force meeting in an effort to identify best
practices in student employment:
Community Work-Study
Skills Bridge Program
Freshman Work Program
Life Science Internship Program
Technology Consultants
Center for Service and Learning
Office of Student Employment
Department of Biology
School of Medicine
UITS
From the presentation by these units, the Task Force indentified overarching best practices in
student employment that were used as the foundation for all recommendations that follow. Best
practices identified included:







Use of Jag Jobs to open opportunities and recruit a diverse pool of students
On-going training and professional development for student employees that is focused on
learning
Student employee recognition
Evaluation of student employment related to retention at the departmental/unit level
Non-credit learning experiences linked to employment to process learning
Support for supervisors of student employees
Funding models that provide on-going support for the student employment positions
Overall, task force members appreciated the sharing of information, ideas, and commitment to
the impact of student employment on student success. It is recommended that a Student
Employment Advisory Council be formed to continue this productive conversation and to move
the importance of academically-relevant student employment into the consciousness of all
conversations related to student retention and success.
Programmatic Recommendations
1. Create an on-campus work program targeted to freshmen.
The percent of students employed on campus (8.5%) has remained stable over the past six year at
all class levels with a slight increase in from 6 – 8% for freshmen. Seniors are more likely to
work on campus than freshmen. Against this backdrop, we know that there is a strong interest in
and demand for on-campus employment, as evidence by data from the spring 2010 Continuing
students survey. Part of the difficulty for these students is that many are not work-study eligible,
which may place them at a recruitment and employment disadvantage relative to their workstudy eligible peers.
Student Employment Task Force
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To combat the disadvantage, it is recommended that an on-campus work program that builds
upon current successes achieved by the Biology departments “Freshman Work Program” be
created. This program would seek to provide any beginning first-year student who wants on
campus employment with a job placement; the program would start small and would reach
capacity over the course of approximately five years. Whenever possible, first-year students
would be placed in on-campus positions relevant to their academic field of study. It is anticipated
that 35% of each incoming class (875 students) will seek on-campus employment.
Because there is a severe shortage of non-work study positions available for our students this
program would target students who do not have work-study funding. Departments would pay
50% of the salary for the student employee. The department and student would be required to
participate in support programming offered by the Office of Student Employment.
A freshman work program could greatly increase the retention rate, develop basic skills and
familiarity with IUPUI that would provide foundational knowledge for students to progress to
upper-division level student positions, and thereby begin to build a pipeline of talent in student
positions. This program would provide a signature experience for the IUPUI freshmen year.
Actions:
1. OSE should oversee the development/management of this program and begin the
marketing and relationship building to support supervisors, departments and students
with employment needs.
2. OSE should evaluate the effectiveness of the program and maintain data collection.
3. Working through the academic units and curricula, provide a RISE designation r oncampus work experiences that directly correlate to a student’s career plan and/or
academic experience.
4. A secure and consistent source of funding will need to be developed to encourage and
support campus departments in hiring first-year students.
2. Ensure that all IUPUI part-time student employment position openings are readily
available to all students.
Currently, there are no campus guidelines for the posting of student employment positions. The
site www.iupuitalent.net is available for the electronic posting of positions but many campus
departments continue to hire students through word of mouth or postings on bulletin boards.
Increased use of electronic posting of open positions for student employment will increase access
to on-campus employment opportunities. Through the use of www.iupuitalent.net, and those
Student Employment Task Force
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career/academic units that have links from this site for posting (i.e. JagJobs, Kelley Business, and
Informatics), students will have more access to the positions available throughout the IUPUI
campus. This increased knowledge of position openings will allow students to learn about the
variety of skills required for the various positions, services offered from a variety of offices on
campus, and opportunities that may reach beyond their academic unit of study but directly relate
to their major and/or provide skill development for any career path. Additionally, this increased
listing of campus positions will provide incoming students and parents the ability to view the
variety of student employment options that exist at IUPUI, increasing their retention and
connection to the institution through finding student employment. A centralized online process
for job searching also meets the needs of the technology accustomed student, allowing them
speed, ease and convenience to apply when they find the time and location to peruse the
openings.
Posting positions in a common location for students not only benefits the students, but also the
employers that are hiring. Increased awareness of positions will provide a larger pool of students
to apply, thus allowing employers the opportunity to broaden the candidate pool to the most
talented and skilled applicants. This online posting also allows the employer to streamline the
application process through the online format to eliminate the need for excessive printing and/or
collection of application materials. Online posting and application processes are typically faster
than paper processes and allows both the student and the employer to complete their search
process in the most time efficient manner.
Actions:
1. Human Resources Administration (HRA) and the Office of Student Employment (OSE)
should provide training materials on how to post positions in www.iupuitalent.net and
linked to from the Solutions Center, HRA and OSE web pages.
2. Directive from upper administration should be provided to Deans and Directors about the
need to utilize the online posting service.
3. OSE should monitor on campus postings through JagJobs and keep data/report
information that shows the department names, supervisor, position titles position type and
number of position openings for each academic year and summer term. This information
can be utilized in various reports, used to continue recruiting on-campus employers not
utilizing the online posting system, and other evidence based decision making.
3. Develop structured job descriptions that include skills the student can learn while
working in the position for all IUPUI part-time student employment position openings.
Job descriptions clearly define position duties, expectations, skills required and for part-time
student positions and, to encourage an emphasis on learning and skill development, should
Student Employment Task Force
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include the skills that can be enhanced or developed in the position as well. Job descriptions are
required for job searching outside of IUPUI student employment and by utilizing well structured
job descriptions for on-campus part-time job searches we will provide a more realistic job search
and hiring experience for our students. Job descriptions allow a student to focus on academically
related or transferrable skills in a position, thus providing them the opportunity to make informed
decisions prior to pursuing candidacy in a position pool. Linking student employment to
learning and employment skills will increase the relevancy and retention afforded by on-campus
employment.
Departments that maintain structured job descriptions will also have a more thorough view of the
opportunities for continued learning that exists in their academic units. In addition, clear job
descriptions will support clear communication and expectations between student employees and
campus managers.
Actions:
1. HRA and OSE should include student hiring information in the Managers Guide that
indicates how to develop a structured job description. This information should be
available in electronic web-based copy on the HRA and OSE web pages.
2. OSE should develop an online community tool for student supervisors to utilize to share
information about solid performing students, interns, student employees. This tool can be
a source for staff members to recommend students to others, share tips/hints to successful
supervision, and search for information to assist in the professional development of their
student employees.
3. OSE should create a student employer liaison group for the IUPUI campus. This group
would include a representative from each major unit that hires students. The purpose of
the group would be to share information about student employment including events that
student employees may attend for continued development, work-study supervisor
announcements, and hiring process information.
4. Provide structured training for student employees at both the campus and hiring
department level. Provide regular performance evaluations to the student employee by
the supervisor and/or hiring department to assist in continued training and
development based on employee feedback.
Structured training for student employees provides the opportunity for success and will aid in
retention to the position in which they were hired. This retention is increased because the
student learns the expectations, IUPUI departmental structure and environment, and information
about the University and the role they contribute to overall success. Training and performance
evaluation will serve to reinforce connection of transferable workplace skills to classroom
Student Employment Task Force
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learning, increase student success in employment positions, and create an environment of
growth.
Actions:
1. HRA and OSE should offer an online template of items to be covered in departmental
orientations.
2. HRA should provide templates for basic employment performance reviews suitable to
student positions. These forms will have the ability for change based on job functions
and departmental preferences.
3. HRA should provide templates for providing performance feedback to students that
would include communication, including possible consequences for non-compliance.
4. OSE should develop an online orientation for student supervisors to utilize and
share/require their student employees to complete. This online orientation would be at
the discretion of the department but completion of the orientation would be on record in
the Office of Student Employment and email confirmation of completion available to the
supervisors.
5. Provide on-going training opportunities and participation in the Skills Bridge Program.
The “Skills Bridge Program” is a series of online modules students work through under the
guidance of their supervisor. The module help students identify knowledge and skills needed for
success in their chosen career, recognize the current kills and knowledge they posses, and
develop plans for developing missing career skills through their student employment position.
Students also align their career knowledge and skills with the Principles of Undergraduate
Learning.
Participation in the Skills Bridge Program through the Office of student Employment will
increase the awareness and development of career building skills in any major or academic
pursuit. The program will provide departments with student staff that are interested and excited
about learning and pursuing new skills. These students that are vested in their learning process
will have higher morale and feelings of productivity in relation to job function and connectivity
to their position and department of employment.
Actions:
1. OSE and HR should provide continuing education workshops, seminars, and online
resources to assist student employees in gaining skills towards leadership, employment
development, and future success in a chosen career path.
Student Employment Task Force
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2. OSE should offer a professional skills workshop series for students to market on resumes
for a campus job search. This program will be voluntary and students must meet
minimum requirements of the program to receive certification of completion.
6. Provide on-going training opportunities for the supervisors of student employees.
Participation in HRA on-going workshops for the supervisors of student employees will increase
the awareness and development of supervision skills as well as the understanding of student
needs. These workshops will provide departments with well-trained staff that are directly
involved with supervising student workers. These supervisors will become aware of how their
interactions provide a connection to students that increase the overall retention to IUPUI,
increase the students’ success in the classroom, and provide students with a professional
experience and skill set that can be transferred to their future career path.
Actions:
1. HRA should provide continuing education workshops, seminars, and online resources to
assist student employee supervisors in gaining skills in supervision, student development,
leadership, and employee development.
2. OSE should develop an online introduction on student employment for student
supervisors. Content should include the basics of hiring students including institutional
policies and procedures as well as supervision tips. This online introduction should serve
as the minimum training provided to all supervisors..
7. Structure and expect the campus and hiring departments to recognize and celebrate the
contributions of student employees to the functions of IUPUI.
The Office of Student Employment currently participates in the national week dedicated to the
recognition of student employees on college campuses held annually during the second full week
of April (National Student Employee Appreciation Week). Encouraging on-going and structured
recognition by supervisors and units that hire students serves to reinforce positive job
performance, increase excellence in future assigned tasks, and shows student employees their
contributions to the goals and functions of the university are appreciated and valued.
Recognition to any employee serves to increase morale and promote a more positive working
environment; this is equally true among student employees that seek connection to the alma
mater. Not only will having a position on campus increase retention of the employee in the
position, but feeling valued may significantly assist in making them stronger alumni later in life
due to the connections that are developed while working on campus.
Student Employment Task Force
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Actions:
1. OSE should maintain a list of ideas for recognition and networking with student staff on
their office web page.
2. OSE should continue to coordinate campus wide Student Employment Appreciation
Week, recognitions and nominations for Student Employee and Student Supervisor of the
Year.
8. Task force recommendations for further exploration.
The following are a listing of items discussed in the Student Employment Task Force meetings.
It was determined that these items may require further exploration to benefit student employment
at IUPUI.
1. The development of a campus-wide freshman work program will fuel on-going demand
for on-campus employment by upper class students. Further discussion of developing
employment opportunities for students that provide for increasing levels of knowledge
and skill development will be needed.
2. Further discussion is required as to the development and adoption of a student
employment wage scale that links type of skills performed to a salary range appropriate
for the position in order to maintain consistency among student employment position
types. Currently no consistency exists and departmental salaries vary across campus.
3. It is recommended that a group be gathered to further look into the hiring and
employment requirements for graduate students as it relates to those academically
appointed that want to additionally work a second position to utilize their work-study.
Currently an employee may not hold more than one status in the system, as such not
allowing a student to fully utilize their work-study award.
4. A review of the background check policy for student employees is also recommended in
order to review the process, the length of the process and what is considered a break in
employment for student employees.
Student Employment Task Force
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Resources
Most of the recommendations in this report can be integrated into the current work of the Office
of Student Employment and/or Human Resources Administration. However, should the freshman
work program be approved at a level above 250 students, an additional staff member will be
needed to administer the program.
The Freshman Work Program, however, will need institutional funding to support student wages.
This funding is an investment in student retention and success through campus engagement and
providing an academic framework for student employment. The Office of Student Employment
is able to contribute $10,000 from the Commitment to Excellence Funds to support an hourly
employee to process all paperwork associated with hiring students through this program.
Implementation Level
Total Salary
50% Contribution
from the Campus
Estimated
increase in
retention*
$1,200,000
$600,000
25 students
$2,400,000
$1,200,000
50 students
$3,600,000
$1,800,000
75 students
$4,800,000
$2,400,000
100 students
15 hours per week at $10/hr
for 32 weeks = $4,800 per
student
250 students
10% of incoming
freshmen
500 students
20% of incoming
freshmen
750 students
30% of incoming
freshmen
1000 students
40% of incoming
freshmen
*Based on 10% increase in retention between full-time students employed on campus and those who are not. Keep
in mind there is no causation between student employment and retention; retention impact seems to result from
increased engagement in the campus. Each 25 students translates to an approximate 1% increase in retention rates.
Student Employment Task Force
Timeline for Implementation
ACTION ITEM
TIMELINE
RESPONSIBLE
PARTY
Establish an Advisory Council
Fall 2011
OSE
Directive from upper administration about
the need to use centralized campus job
posting system.
Fall 2011
Monitoring, assessment, and evaluation of
job postings through JagJobs
Fall 2011
OSE
Provision of student employee orientation
list to supervisors
Fall 2011
OSE
Development of an online orientation for
student workers
Fall 2011
OSE
Begin development of freshman work
program for implementation in fall 2012
Fall 2011
OSE
Online student supervisor community tool
Spring 2012
OSE
Creation of a student employment liaison
group
Spring 2012
OSE
Provide training materials on how to post
jobs in www.iupui.talent.net
Spring 2012
OSE
Provision of basic employment
performance reviews for student employees
Spring 2012
HRA and OSE
Development of Manager’s Guide to job
description development
Spring 2012
HRA and OSE
Development of educational workshops,
training and resources for student employee
supervisors
Spring 2012
OSE and HRA
Summer 2012
OSE
Offer professional skills workshop series
for students to increase marketability
12
Student Employment Task Force
Implement campus wide program for
freshman to work in on-campus positions
Fall 2012
OSE
Spring 2013
OSE
Provide a RISE designation for on-campus
work experience in conjunction with
academic units and curricula
Fall 2013
OSE
Development of infrastructure to expand
Skills Bridge for all students
Fall 2013
OSE
Coordination of campus wide Student
Employment Appreciation events
On-going
OSE
Provision of educational workshops,
training and resources for student
employees
On-going
HRA and OSE
Evaluate freshman work program
effectiveness
13
Student Employment Task Force
APPENDIX A
Trends for Student Employees at IUPUI
Fall 2003 through 2009
Office of Information Management and Institutional Research
May 6, 2011
14
Student Employment Task Force
Table 1:
15
Percent of Degree-Seeking Undergraduate Students Employed
on Campus
The percentage of students employed on campus has increased slowly but steadily over the past
four years. The increase in both student hourly jobs and percent employed on campus for 2009
represent new highs within this period, but may not be significant.
Fall
Student/Hourly
Employee
No. of
Students
Enrolled
Regular Employee*
Semester
N
% of Total
2003
19,795
1,618
8.2%
2004
19,687
1,650
8.4%
2005
19,323
1,604
8.3%
2006
18,921
1,545
8.2%
2007
18,799
1,577
8.4%
2008
19,048
1,668
8.8%
2009
19,521
1,732
8.9%
* Includes staff and academic appointments
N
308
298
256
257
239
241
242
% of Total
1.6%
1.5%
1.3%
1.4%
1.3%
1.3%
1.2%
Total Employed on
Campus
N
1,926
1,948
1,860
1,802
1,816
1,909
1,974
Employment Rate of Degree-Seeking
Undergraduates on Campus
Employment Rate
12.0%
10.0%
8.0%
6.0%
4.0%
2.0%
0.0%
2003
2004
2005
2006
2007
2008
Fall Term
Student Hourly
Total Campus
2009
% of Total
9.7%
9.9%
9.6%
9.5%
9.7%
10.0%
10.1%
Student Employment Task Force
Table 1a: Percent of Degree-Seeking Undergraduate Students Employed
on Campus by Class Level
The percent of students employed on campus has remained stable over the past seven years for
junior and senior class levels. The freshman level has the most year-to-year fluctuation. A
larger percent of students at the junior and senior class level are employed on campus.
Class
Freshman
No. of
Students
Fall Term Enrolled
2003
2004
2005
2006
2007
Sophomore
2008
2009
2003
2004
2005
2006
2007
2008
Junior
2009
2003
2004
2005
2006
2007
2008
Senior
2009
2003
2004
2005
2006
2007
2008
2009
5,281
4,983
4,737
4,595
4,525
4,546
4,375
5,558
5,584
5,234
4,712
4,437
4,457
4,660
3,462
3,336
3,526
3,700
3,695
3,826
3,980
5,494
5,784
5,826
5,914
6,142
6,219
6,506
IUPUI Employment Status
Student or
Hourly
Regular
Not
Employee Employee Employed
6%
7%
6%
5%
7%
8%
7%
7%
7%
7%
8%
8%
8%
9%
10%
10%
10%
10%
9%
10%
9%
10%
10%
10%
9%
10%
9%
10%
1%
1%
1%
1%
1%
1%
1%
2%
2%
1%
1%
1%
1%
1%
1%
1%
1%
1%
1%
1%
1%
2%
2%
2%
2%
2%
2%
2%
93%
92%
93%
94%
92%
92%
92%
91%
91%
91%
91%
91%
90%
90%
89%
89%
89%
89%
90%
89%
89%
88%
88%
88%
89%
89%
89%
88%
Grand
Total
100%
100%
100%
100%
100%
100%
100%
100%
100%
100%
100%
100%
100%
100%
100%
100%
100%
100%
100%
100%
100%
100%
100%
100%
100%
100%
100%
100%
16
Student Employment Task Force
17
Employment Rate of Degree-Seeking Undergraduates
by Class
Employment Rate
11%
10%
9%
8%
Freshman
7%
Sophomore
6%
Junior
5%
Senior
4%
2003
2004
2005
2006
2007
2008
2009
Fall Term
NOTE: The remaining tables exclude regular employees taking classes. 20032007 data also excludes Non-Degree Students; 2008 - 2009 data does not
automatically exclude them, but does exclude students taking less than 6
hours.
Student Employment Task Force
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Table 2: Distribution of Student Employees by Hours Worked per Week
On average, students work about 11-12 hours per week on campus. The average hours worked
per week has not changed much over time, except for freshmen where it appears to be
decreasing. Hours worked on campus does not reflect the overall work commitment for students.
According to information from the Spring 2011 Continuing Student Satisfaction and Priorities
Survey, about a quarter of the students who work on campus also hold off-campus jobs.
Total
Fall
Semester Employed
Freshman
2003
302
2004
339
2005
300
2006
245
2007
313
2008**
343
2009**
315
Sophomore
2003
407
2004
410
2005
381
2006
363
2007
334
2008**
369
2009**
394
Junior
2003
337
2004
318
2005
335
2006
378
2007
345
2008**
361
2009**
375
Senior
2003
572
2004
583
2005
588
2006
559
2007
585
2008**
573
2009**
623
2003
Total Degree1,618
2004
Seeking
1,650
2005
1,604
2006
1,545
2007
1,577
2008**
1,646
2009**
1,707
Hours Worked*
1-10
53%
59%
59%
59%
61%
69%
77%
45%
47%
49%
46%
55%
54%
61%
50%
51%
48%
44%
55%
47%
51%
46%
46%
46%
47%
48%
53%
55%
48%
50%
50%
48%
54%
55%
60%
11-15
25%
24%
24%
22%
25%
19%
17%
22%
25%
28%
28%
23%
23%
20%
24%
25%
26%
29%
22%
25%
24%
24%
20%
21%
25%
22%
20%
21%
24%
23%
24%
26%
23%
22%
21%
16-20
12%
10%
10%
13%
11%
9%
4%
18%
15%
14%
15%
12%
13%
12%
15%
15%
16%
18%
15%
15%
15%
15%
16%
18%
16%
17%
13%
15%
15%
15%
15%
16%
15%
13%
12%
21-25
6%
3%
3%
5%
2%
2%
1%
8%
7%
6%
7%
4%
5%
4%
7%
5%
6%
5%
5%
8%
6%
8%
8%
8%
7%
5%
8%
5%
7%
6%
6%
6%
4%
6%
4%
26-30
2%
3%
3%
1%
0%
1%
0%
3%
3%
3%
2%
4%
2%
2%
4%
2%
3%
3%
2%
3%
2%
5%
4%
4%
3%
3%
4%
2%
4%
3%
3%
3%
2%
3%
2%
31+
1%
1%
1%
0%
0%
0%
0%
3%
3%
2%
2%
1%
1%
1%
1%
2%
1%
1%
1%
1%
1%
2%
4%
2%
2%
4%
2%
2%
2%
3%
2%
1%
2%
1%
1%
Average
hr/wk
11
11
11
11
10
9
8
13
13
12
12
11
12
11
12
12
12
12
11
13
12
12
13
13
12
12
12
11
12
12
12
12
11
11
11
* Hours per week vary for most student employees. Students were counted based on their
average hours per week for fall semester, if they worked during fall semester; otherwise the
average for spring was used.
** Excludes students enrolled in less than 6 hours.
Student Employment Task Force
Percent
Distribution of Freshman Employees by
Hours Worked per Week
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
1-10 Hours
worked/week
11-15 Hours
worked/week
16-20 Hours
worked/week
21+ Hours
worked/week
Fall Term
Distribution of Student Employees by
Hours Worked per Week
70%
60%
1-10 Hours
worked/week
Percent
50%
40%
11-15 Hours
worked/week
30%
20%
16-20 Hours
worked/week
10%
21+ Hours
worked/week
0%
2003
2004
2005
2006
Fall Term
2007 2008** 2009**
19
Student Employment Task Force
20
Table 3: Distribution of Student Employees by Hourly Pay Rate
Most on-campus student workers (about 3 out of 4) are paid between $8 -$11 per hour. Only 6%
of student employees are now being paid less than $8 per hour compared to 23% in 2003.
Pay Rate
Fall
Total
Under
$7.00 Under
$8.00 $9.00 - $10.00 - $11.00 - $12.00 - $13.00 or $13.00 - $14.00 $15 or
Semester Employed
$7.00
7.99
$8.00*
8.99
9.99
10.99
11.99
12.99
More*
13.99
14.99
more
2003
1618
82
296
378
467
211
313
40
56
153
2004
1650
78
261
339
397
293
309
57
78
177
2005
1604
36
240
276
388
321
355
69
77
118
2006
1545
20
234
254
411
309
335
64
95
77
2007
1577
30
172
202
348
329
403
64
105
126
2008**
1664
102
407
409
464
65
98
119
16
6
97
2009**
1723
98
434
461
513
55
78
84
17
6
61
2003
100%
5%
18%
23%
29%
13%
19%
2%
3%
9%
2004
100%
5%
16%
21%
24%
18%
19%
3%
5%
11%
2005
100%
2%
15%
17%
24%
20%
22%
4%
5%
7%
2006
100%
1%
15%
16%
27%
20%
22%
4%
6%
5%
2007
100%
2%
11%
13%
22%
21%
26%
4%
7%
8%
2008**
100%
6%
24%
25%
28%
4%
6%
7%
1%
0%
6%
2009**
100%
6%
25%
27%
30%
3%
5%
5%
1%
0%
4%
** Prior to 2008, only degree-seeking students were included; beginning in 2008, all student hourly workers taking 6 or more hours are included. Also, the
pay rate categories were shifted to reflect changes in the minimum wage.
* Highlighted values are sums of other column values
100%
90%
80%
70%
60%
$12+
50%
$10-12
40%
$8 -10
30%
Under $8
20%
10%
0%
2003
2004
2005
2006
2007
2008
2009
Student Employment Task Force
21
Table 4: Percent of Students within each School Employed on Campus
A higher portion of students in the School of Science, followed by Informatics and Herron are
employed on campus. Figures for most schools have remained fairly stable over time with the
exception of smaller schools where figures tend to fluctuate. Figures have changed most over
time for students in Journalism.
Number of Students Enrolled
Percent of Students within a School Employed on Campus
(Excludes Students w ho are Regular IUPUI Em ployees)
Student School
2007
2008**
2009**
Science
19%
19%
19%
19%
20%
21%
21%
1,300
1,355
1,419
1,397
1,441
Informatics
16%
13%
13%
13%
15%
14%
13%
445
463
485
482
495
Journalism
18%
29%
16%
10%
14%
10%
8%
65
75
95
167
156
Herron
13%
14%
14%
12%
12%
12%
13%
768
800
794
824
837
Social Work
14%
12%
9%
12%
11%
6%
7%
122
130
122
131
142
Public & Environmental Affairs
9%
9%
9%
10%
10%
11%
11%
563
631
621
602
564
Engineering & Technology
10%
11%
10%
10%
9%
11%
11%
2,411
2,301
2,165
2,111
2,213
Liberal Arts
12%
11%
11%
10%
9%
10%
10%
1,441
1,530
1,545
1,568
1,549
Education
7%
6%
6%
7%
8%
6%
6%
1,152
1,151
1,048
1,023
966
Business
6%
5%
7%
8%
8%
8%
7%
1,093
933
992
972
969
Physical Ed. & Tourism Mgmt.
8%
8%
7%
8%
7%
9%
10%
489
583
704
848
858
University College
6%
6%
6%
5%
6%
7%
6%
7,114
7,082
6,682
6,253
6,055
Nursing
5%
4%
6%
6%
6%
7%
8%
998
832
852
879
965
Dentistry
7%
10%
4%
2%
4%
4%
8%
138
143
141
137
151
Continuing Studies
4%
4%
4%
4%
4%
4%
3%
1,050
1,078
1,108
982
909
Medicine
4%
4%
4%
3%
2%
4%
5%
221
272
263
285
290
Labor Studies
14%
19%
5%
na
na
na
0%
14
21
21
0
0
Health & Rehabilitation Science
6%
0%
0%
0%
na
na
na
103
9
10
3
0
Grand Total
8.3%
8.5%
8.4%
8.3%
8.5%
9.2%
9.2%
19,487
19,389
19,067
18,664
18,560
** Prior to 2008, only degree-seeking students were included; beginning in 2008, all student hourly workers taking 6 or more hours are included.
2003
2004
2005
2006
2007
2008**
2009**
2003
2004
2005
2006
1,571
1,701
484
493
170
178
842
864
126
144
491
535
1,999
2,118
1,455
1,537
1,000
1,035
977
1,012
855
872
5,885
6,009
941
951
142
132
779
782
297
273
0
9
0
0
18,014
18,645
Student Employment Task Force
22
Table 5: Student Employers
Figures in the table below are based on payroll for mid-November of each year and therefore
may not reflect all employees during the year. The School of Science has remained one of the
largest employers of undergraduate students on campus. Units in Medicine, Administrative
Affairs and University College also remain at the top of student employer list. The decline in
Academic Support student employees reflects the reporting of Student Life as a responsibility
center rather than including them as part of the Academic Support responsibility center.
Number of Student Employees
Responsibility Center (RC)
2003
2004
2005
2006
2007
2007**
2008**
2009**
Science
159
169
179
143
179
179
181
150
Acad. Support
119
105
127
127
133
59
59
66
Medicine
129
112
121
117
129
129
152
151
Admin. Affairs
162
146
138
139
123
112
112
114
Univ College
61
64
99
93
101
101
115
110
Liberal Arts
112
113
91
77
87
87
102
72
Student Life and Diversity
69*
84*
88
Off-campus (No RC)
37
46
45
64
64
64
60
108
Integrated Tech.
87
66
78
66
62
62
63
66
Engr & Tech
44
65
49
53
57
57
67
84
Library
35
39
42
48
44
44
34
33
Herron School Of Art And Design
40
38
50
37
42
42
40
46
Health, Physical Education & Recreation
15
19
18
16
22
22*
1*
4
Physical Plant
5
4
11
11
21
21
27
29
Nursing
14
11
19
16
17
17
20
21
Education
4
7
6
12
17
17
14
9
Dentistry
9
6
7
9
12
12
11
6
Public & Environmental Affairs
18
26
32
13
10
10
4
8
Business
7
5
9
9
9
9
15
13
Law
2
3
3
7
7
7
6
3
Informatics
9
9
12
11
5
5
4
1
External Affairs
2
2
5
7
5
5
9
11
Executive Management
1
0
0
0
4
20
30
32
VP For Information Technology
3
2
3
4
4
4
7
8
Computer Services
2
3
2
0
4
4
8
1
Health & Rehabilitation Sciences
0
1
3
2
2
2
5
6
Journalism
18
23
16
2
2
2
2
3
IUPU Columbus
7
3
1
2
1
1
1
2
Other Academic Programs
5
10
7
2
0
0
0
1
Other University Administration Accounts
4
0
1
2
0
0
1
1
Social Work
0
0
1
0
0
0
1
1
VP for Research
0
1
1
Grand Total
1110
1097
1175
1089
1163
1163
1236
1249
* The change in number of student workers in Health, Physical Education and Recreation reflects a move of Intramural Sports
student workers from that RC to Student Life
** These values reflect the RC for Student Workers at the time data was extracted, including reporting Student Life as it's own
RC. In Prior years Student Life was included in Academic Support and PAII in Administrative Affairs. The highlighted values
show the impact of this reporting change for 2007 values.
Student Employment Task Force
23
Table 6: Fall to Fall Persistence Rate by Class Level for Full-Time Students
Full-time students employed on campus are more likely to persist than their counterparts not
working on campus. While persistence rates have been increasing over time for both students
employed on campus and students not employed on campus, the differences by class standing
have been relatively stable over time. Other factors typically related to persistence, such as
academic performance and various demographics, have not been considered in this analysis.
Class Level
Freshman
Sophomore
Junior
Senior
Retained at IUPUI
Retained at Any IU Campus
Student
Not
Student
Not
Fall
Semester Employee Employed Difference Employee Employed Difference
2003
70%
62%
8%
74%
65%
9%
2004
72%
61%
11%
76%
64%
12%
2005
68%
59%
9%
74%
62%
12%
2006
74%
61%
13%
76%
64%
12%
2007
79%
64%
15%
81%
68%
13%
2008
76%
66%
10%
81%
71%
10%
2009
71%
67%
4%
76%
73%
3%
2003
86%
77%
8%
89%
79%
10%
2004
85%
77%
8%
88%
79%
9%
2005
79%
75%
3%
80%
77%
3%
2006
85%
76%
9%
87%
78%
9%
2007
89%
78%
11%
91%
80%
11%
2008
90%
79%
11%
92%
82%
10%
2009
91%
81%
9%
93%
83%
10%
2003
90%
85%
5%
92%
87%
5%
2004
91%
83%
8%
92%
84%
7%
2005
91%
84%
7%
91%
85%
6%
2006
91%
83%
8%
92%
84%
7%
2007
94%
85%
9%
95%
86%
9%
2008
95%
85%
10%
96%
87%
9%
2009
93%
88%
6%
94%
89%
5%
2003
93%
90%
3%
93%
90%
3%
2004
92%
90%
2%
92%
90%
2%
2005
94%
89%
5%
94%
89%
5%
2006
92%
89%
3%
93%
90%
3%
2007
95%
90%
5%
95%
90%
5%
2008
94%
91%
2%
94%
92%
2%
2009
96%
91%
5%
96%
91%
5%
Student Employment Task Force
Percent Retained at IUPUI
Full-Time Sophomore
100%
100%
90%
90%
80%
80%
70%
70%
Percent Retained
Percent Retained
Percent Retained at IUPUI
Full-Time Freshmen
60%
50%
40%
30%
60%
50%
40%
30%
20%
20%
10%
10%
0%
0%
2003
2004
2005
2006
2007
2008
2009
2003
2004
2005
Fall Term
Student Employee
2006
2007
2008
2009
2008
2009
Fall Term
Not Employed
Student Employee
Not Employed
Percent Retained at IUPUI
Full-Time Senior
Percent Retained at IUPUI
Full-Time Junior
100%
100%
90%
90%
80%
80%
70%
70%
Percent Retained
Percent Retained
24
60%
50%
40%
30%
60%
50%
40%
30%
20%
20%
10%
10%
0%
0%
2003
2004
2005
2006
2007
2008
2009
2003
2004
2005
Fall Term
Student Employee
Not Employed
2006
2007
Fall Term
Student Employee
Not Employed
Student Employment Task Force
25
Table 7: Fall to Fall Persistence Rate for Part-Time Students Employed on
Campus
Part-time students employed on campus persist at higher rates compared to students not working
on campus.
Campus
Employment
Fall 2003
N
Retained
Retained at Any IU
at IUPUI Campus
On-Campus
266
Not Employed
6674
Fall 2004
On-Campus
238
Not Employed
6350
Fall 2005
On-Campus
242
Not Employed
6022
Fall 2006
On-Campus
196
Not Employed
5559
Fall 2007
On-Campus
179
Not Employed
5109
Fall 2008**
On-Campus
144
Not Employed
3662
Fall 2009**
On-Campus
160
Not Employed
3494
** Excludes students enrolled in less than 6 hours.
75%
62%
75%
63%
78%
63%
83%
64%
79%
64%
84%
71%
81%
72%
77%
64%
77%
64%
78%
65%
84%
65%
80%
65%
85%
72%
83%
73%