Hiring Manager and Supervisor Resources

Student Employment Listserv

General Hiring Steps

Interview Toolkit

Onboarding Toolkit

Workplace Accommodation Process for Student Employees

Student Employment Listserv

If you would like to get updates and important information from Maverick Student Employment, please take a few moments to fill out the form below to join our listserv. This listserv is specifically for faculty and staff who are involved in the student employment experience.

Student Employment Listserv Form

General Hiring Steps

When you have completed your interview process and are ready to hire, below are the general steps hiring managers should follow to complete the process:

General Hiring Steps

Interview Toolkit

To assist supervisors and hiring managers with the interview and selection process for student employees, the following interview toolkit was developed. The toolkit includes an interview & hiring process overview along with six easy-to-follow steps.

Step One: Request an Interview
Step Two: Build Interview Format and Questions
Step Three: Review Interview Notes and Make Hiring Decisions
Step Four: Make an Offer
Step Five: Complete General Hiring Steps
Step Six: Communicate with Non-Hired Applicants

Interview Toolkit (PDF)

Onboarding Toolkit

Onboarding refers to the processes in which new hires are integrated into the organization. It includes activities that allow new employees to complete an initial new-hire orientation process, as well as learn about the organization and its structure, culture, vision, mission and values. View the toolkit below to help with welcoming, training, and developing your student employees.

Onboarding Toolkit

Workplace Accommodation Process for Student Employees

As a student employee supervisor, it is important that you understand the process of getting your student employees connected to resources if they disclose a disability to you. Please note, student employees are not required to disclose any information on physical or mental impairments. However, if they wish to begin the process of requesting accommodations in their workplace, below are a process and resources you can use to help your student employee(s).

A workplace accommodation is different than an academic accommodation. For more information on how to request an academic accommodation, please review the information outlined on the Accessibility Services Center website.

The Americans with Disabilities Act (ADA), the Americans with Disabilities Act, as amended (ADAAA), the Rehabilitation Act of 1973, enables covered individuals to receive accommodations so long as the accommodations are reasonable, the job duties can be performed with or without an accommodation, and do not cause undue hardship or fundamentally alter an academic program.

What do you do if a student employee discloses a disability to you that impacts them in performing their work, or being at work?

1. Thank them for bringing this to your attention, but make sure they understand they don’t need to disclose a specific diagnosis or other information.
2. Let them know that you will be reaching out to Kristina Hoffmann, Employee Relations Specialist at kristinahoffmann@unomaha.edu to help facilitate next steps.
3. The student will fill out the ADA Request for Accommodations Form and may be asked to provide additional information.
4. A meeting may be set up with the student and/or supervisor to discuss the accommodation further and after all information is reviewed, a letter will be sent to the student and supervisor to notify them of the decision.

What do you do if you notice a change in the employee’s behavior or performance at work?

1. Initiate a conversation with your employee and let them know what you are noticing. It is important to not make any assumptions based on what you think may be causing the behavior. Ask them if there are any factors, they are aware of that are causing the changes in their performance.
2. If the employee reports no reason related to health or disability, document the conversation and encourage the employee to let you know if anything changes.
3. Depending on the performance concern, you can take the appropriate action by facilitating job coaching, performance evaluation, or disciplinary action.
4. If the student discloses a disability to you during the discussion, please follow the process outlined in the first question above.

For more information, please review the Americans with Disabilities Act website.

General tips if a student employee discloses a disability

• Always act. A good place to start is by contacting Kristina Hoffmann, Employee Relations Specialist at kristinahoffmann@unomaha.edu for guidance.
• Never ask for information and/or details from your student on their disability or health condition(s).
• Do not contact your student’s health care provider(s).
• Do not make promises or try to set up a plan outside of the formal accommodation process outlined above.
• Do not make discriminatory or harassing remarks to your student employee(s).
• Do not assume the employee has a health condition or disability that is impacting their work performance.