Student Financial Aid

Important Dates

2017 FWS Summer Work Period is May 28, 2017 - August 19, 2017

2017-2018 FWS Fall/Spring Work Period is August 20, 2017 - May 26, 2018

Orientation Dates

Friday, June 9, 2017 11:00am - 12:00pm Tydings Hall Rm. 0102

Tuesday, June 13, 2017 11:00am - 12:00pm Tydings Hall Rm. 0102

Thursday, June 22, 2017 11:00am - 12:00pm Tydings Hall Rm. 0102

Friday, July 12, 2017 11:00am - 12:00pm Tydings Hall Rm. 0102

Tools to Monitor your Allocation

How many students can I hire?
How much do I have left?

FWS tools will require macros to be enabled on your computer. Instructions for downloading and enabling the macros can be viewed here.

FWS Employer Expectations

As an FWS Employer you provide learning opportunities in a work environment that will help students develop as young professionals. Along with obtaining free student services, FWS Employers engage with students to help them refine their career interests and build their knowledge and skills. Both employer and student work towards a common purpose of enhancing the students' ability to work. Below are some tips to set you and your FWS student employees up for success.

Establishing FWS Procedures within Your Office

Having a set of guidelines within your department for hiring and employing FWS students helps keep operations organized and consistent. Below are some basic questions you should consider:

  • Who requests job listing activation/deactivation requests?
  • Who interviews students for the position?
  • Who sets up the students personnel file and sets up FWS students in payroll?
  • Who submits the FWS Work Authorization form?
  • Who trains and supervises students?
  • Who completes performance appraisals?
  • Who monitors student earnings?

Please note: every office varies in the depth and complexity of FWS operations. The above are suggestions and are not required.

Hiring Students

Practice traditional hiring practices to help familiarize students with the job search and application process used in the real-world.

Traditional Hiring Practices include:

  • Defining the roles and responsibilities for students in your office
  • Activating a job listing
  • Creating a start and end date for the application review process. If through one application process you do not find a student that fits your position, start over.
  • When students contact you, respond within 3-5 business days
  • Requesting a cover letter and a resume from applicants
  • Offering interviews by phone or in person, accordingly. Depending on the time of your application period, be open to offering interviews on the phone if the student is not on campus
  • Notifying all students who expressed interest in the job listing of their application outcome
  • Deactivating the job listing when the position is filled

The cover letter and resume helps indicate a student's qualities and potential performance for employment. Since some students may not have past work experience, be open to reviewing extracurricular involvement, student leadership experiences, volunteer work, etc. Following, interviews should take place to help refine your hiring decision.

Training & Supervision

You should define all the job duties and expectations to students up front, before working or at the start of new job duties as assigned. Orientation and/or training should be offered to students accordingly. You should also support and supervise your student's performance.

Some supervisory duties include:

  • Providing a work area to the student
  • Instructing the student on your office's check in/out process, dress code, and conduct guidelines
  • Informing the student of reporting procedures for late attendance or changes in schedule
  • Providing reporting guidelines if the direct supervisor is not available
  • Providing instructions for recording work hours and the payment schedule
  • Training the student on office tasks and responsibilities (i.e., answering phones, greeting clients, filing, copying, etc.)
  • Showing students how to use office equipment and computer software programs
  • Monitoring student attendance
  • Monitoring student work quality and productivity

As students demonstrate learning aptitude and performance capability, offer more challenging projects and provide guidance throughout. Provide regular feedback so that students have the opportunity to enhance their personal and professional competencies. With your help, the student will build work skills, develop professionalism, and become a greater asset within your office and to future employers.

Evaluating Performance

At the end of each semester meet with each student to discuss his/her performance, areas of improvement, and opportunities for advancement. Complete a FWS Student Performance Appraisal to send to the FWS Office and keep a copy for your records. Promoting individual awareness can offer support, encourage work ethic, and improve professional practices.

Performance appraisals are helpful in assessing students for pay wage increases, which serve as incentive for students to continue their employment and perform to their optimal level. For more review the Pay FWS Students.

Invitation or Termination

Students who perform satisfactorily can be invited to return the following term or academic year for continued employment. In case of unsatisfactory attendance or performance, we ask that employers meet and address all issues of concern with the student as a warning and offer an improvement period prior to termination. If termination of employment is necessary, you should provide the student a two week termination notification and officially notify the FWS office of the student's work status.