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Upperclassmen

At the conclusion of the first year placement, all upperclassmen are responsible with securing their own labor assignment for each remaining term.  Once a position has been entered into the Banner system, the position remains in effect through the end of the following spring term unless special circumstances apply (e.g. mutual release before the Last Day to Change a Labor Position within a term, release for non-performance…).  While the majority of position placements occur between supervisors and students, the Labor Program Office facilitates this process by sharing departmental descriptions, contact persons, posting vacancies, and connecting students with supervisors according to interest and qualification. If students are unable to locate suitable positions on their own, the Labor Program Office will ensure placement for them. Position assignment is linked directly to registration.  Therefore, students who have not secure a labor position will be unable to schedule their courses until they have submitted a Labor Status Form to the Labor Program and Student Payments Office. 

Securing a New Position

All labor departments are required to have position descriptions which includes specifics of the work performed, the learning opportunities, and the desired qualifications. Presently, Labor departments have been encouraged to utilize the classified portal of myBerea (https://my.berea.edu/cp/home/displaylogin) to post vacancies that may exist within a specific department. Instructions on how to use this resource is posted on the ‘work tab’ under the drop down menu “Resources and FAQ” as Posting a Student Position Ad Instructions. Classifieds are posted for fourteen days. Although the Labor Program and Student Payments Office serves as a liaison between departments seeking help and students seeking work, the search and hiring process is, for the most part, decentralized.

Position descriptions are posted online at via the Labor Program and Student Payment Office website. Students may explore position opportunities in consultation with their academic adviser, current labor supervisor, the Labor Program Office or the Office of Career Development. Once the desired position is identified, the student should contact the individual labor department to determine the appropriate application process. Some departments have position applications, while others prefer to review a resume. From there, the hiring process should closely resemble that of an off-campus job review of resumes, selection of candidates, interviews, reference checks, job offer, and commitment. Supervisors and students should approach the hiring process as they would in an off-campus setting. This helps supervisors identify the right person for the position and familiarizes students with an important process they will encounter after graduation.

While each department should have questions tailored to the needs of their workplace and to the requirements of the position, they may choose to draw from the following general questions when conducting an interview:

  • Why are you applying for this position?
  • What is your knowledge of this position?
  • What motivates you to do great work?
  • Describe a situation where you had to inspire others to perform better and to achieve greater goals.
  • What will your references tell me about your work ethic and performance?
  • Describe how you gain respect from your fellow workers.
  • What skills/abilities would you bring to this position?
  • What are your expectations for this position and from me as a supervisor?
  • What are you hoping to learn/achieve from this labor position?
  • How would you describe your personal style in the workplace?
  • What kind of workplace is most conducive to personal effectiveness for you?
  • At the end of the year, what would complete success in this labor position look like?
  • How does this position connect with your career/vocational aspirations?

For further guidance on conducting and participating in the interview process, supervisors and students may consult the Office of Career Development or the Labor Program Office Training and Assessment Specialist.

Retaining an Existing Position

It is not uncommon for supervisors to encourage their students to remain in a labor assignment from year to year, taking on additional responsibility or even a leadership role. In this case, it is still important to establish clear expectations and goals for the coming year. An experienced workforce is a great asset to a labor department, but students should not feel obliged to remain in a position if they prefer to pursue another opportunity once the position ends (as defined by the status form).  Regardless, all essential paperwork must be completed in the appropriate time based on the academic calendar.