University Student Employees: How Often Do They Get Raises?

University student employees often face the challenge of navigating pay raises, which can vary depending on factors such as their job duties, experience, and the policies of their specific university. While some universities offer established pay ranges for student employees, others determine compensation based on factors like minimum wage requirements, market conditions, and the complexity of the work. Understanding these factors is essential for students seeking to improve their financial situation through campus employment.

Asking for a raise as a student employee

Asking for a raise can be intimidating, but if you feel you deserve one, it's important to know how to go about it. Here are some tips on asking for a raise as a student employee:

Know Your Worth

Before asking for a raise, it's essential to understand your value to the company or institution. Identify your accomplishments, skills, and contributions that go beyond your job description. Highlight any "extra" tasks you've taken on and the positive impact they've had. For example, if you've developed software that has streamlined processes and saved time for your department, make sure to mention that.

Research Salary Ranges

Take the time to learn the average salaries for your position and similar roles, both within your institution and in the wider job market. This information will help you determine if your current pay is below par and give you leverage when requesting a raise.

Consider Institutional Constraints

In a university setting, there may be departmental budget constraints or specific pay scales for student employees. Understand the financial situation of your institution and whether there is flexibility in compensating student workers.

Prepare Your Case

Document your achievements and how they have benefited the institution. Be specific about the value you bring. For example, instead of saying, "I updated our month-end closing procedure," say, "I cut 20 hours from our month-end closing by implementing new features in Excel."

Practice Your Pitch

Role-play asking for a raise with a friend or family member. Practice answering questions about your accomplishments, the standard salary figures for your role, and how you've excelled in your job. This will help you feel more confident and polished when approaching your supervisor.

Choose the Right Timing

Consider the financial situation of your institution when choosing the right time to ask for a raise. For example, if your university has just undergone budget cuts or layoffs, it may not be the best time. On the other hand, if they've landed a significant deal or are experiencing an upswing in revenue, it could be a more favourable moment to make your case.

Be Professional and Confident

When approaching your supervisor, be polite, respectful, and confident. Share your reasons for believing you deserve a raise in a clear and respectful manner, actively listening to their replies. Avoid phrases like "I feel like" or "I think." Instead, use confident language that showcases your conviction, such as "I have achieved X, Y, and Z, which has resulted in A, B, and C benefits for the department."

Have a Fallback Position

If your request for a raise is denied, don't be afraid to ask what it would take to get one in the future. You can also inquire about alternative benefits, such as additional paid time off, professional development opportunities, a new job title, or a flexible work schedule.

Remember, it's essential to be respectful and professional throughout the process, and stay positive even if you don't get the outcome you desired. Asking for a raise as a student employee can be challenging due to the unique dynamics of the university environment, but with careful preparation and a well-presented case, you can increase your chances of success.

Student pay rates and ranges

Undergraduate Students

Undergraduate students at the University of Texas are paid according to their class year and the job title. For example, undergraduate tutors and assistants are paid an hourly rate that increases with each year of study. Similarly, undergraduate research assistants are paid an hourly rate that corresponds with their class year. The University of Washington also has specific job profiles for undergraduate student employees, with pay rates that vary depending on the campus and the nature of the work.

Graduate Students

Graduate students at the University of Texas are paid according to different job titles, such as graduate tutors, academic assistants, graduate assistants, and graduate research assistants. These positions have established monthly and annual pay rates, which are based on full-time employment (40 hours per week). The University of Washington also has specific job profiles for graduate student employees, with pay rates that vary depending on the campus.

Professional Student Titles

The University of Texas also has professional student titles for students in Law, Dell Med, and PharmD. These positions have established pay rates that are higher than those of undergraduate and graduate students.

Entry-level/Unskilled Work

At the University of Illinois, entry-level/unskilled work is paid at a rate of $14.00-$15.15 per hour. This includes work that requires no prior experience or education, with all training provided on the job. Examples of this type of work include general office work, food service, operating a cash register, and assisting in classroom duties.

Semi-skilled Work

Semi-skilled work at the University of Illinois is paid at a rate of $14.00-$15.95 per hour. This includes work that requires some experience or education, with substantial on-the-job training. Examples of this type of work include word-processing, basic computer work, assisting with animal care, and organizing events.

Technical Work

Technical work at the University of Illinois is paid at a rate of $14.00-$18.00 per hour. This includes technical office or laboratory work that requires specific skills in fields such as accounting, computer programming, or writing.

Paraprofessional/Professional Work

Paraprofessional/professional work at the University of Illinois is paid at a rate of $14.00-$21.50 per hour. This includes technical office or laboratory work, research, teaching, and counselling.

Minimum Wage Requirements

It is important to note that student employees must be paid at least the minimum wage required by federal, state, or municipal laws. For example, the University of Washington's student hourly employees must be paid at least the Washington State minimum wage, and the University of Ohio has established a minimum hourly rate of $13.00 for non-tipped student employees.

Pay Increases

Pay increases for student employees are generally based on merit, performance, and internal equity. At the University of Washington, pay increases are determined by the employing department and are based on documented guidelines. Similarly, at the University of Illinois, hourly wage increases are based on length of service, merit, or superior performance, and are subject to supervisory approval.

Overall, student pay rates and ranges vary depending on the university, the student's level of education, the nature of the work, and the number of hours worked. Pay increases are typically based on merit and performance, rather than solely on the length of time in the position.

Factors determining student pay

Several factors determine the pay of university student employees. Firstly, the type of work and the associated level of skill and experience required are important. For instance, at the University of Washington, student employees are paid according to the nature of the job, with roles such as Nursing Tech and Pharmacist Intern requiring more specialised knowledge and skills, and thus attracting higher pay.

Secondly, the number of hours worked is a significant factor. In the United States, student employees are typically paid by the hour and are often limited to working a maximum number of hours per week during the academic term. For example, at the University of Washington, student employees are limited to 19.5 hours per workweek during a quarter in which they are enrolled. However, they may work more than this limit during school breaks or when "on leave".

Thirdly, the type of interest rate can influence pay. Students can choose between fixed and variable interest rates. Fixed rates remain the same throughout the life of the loan, providing predictability for budgeting. Variable rates, on the other hand, fluctuate over time based on changes in the underlying index rate but may start lower than fixed rates.

Fourthly, the timing of payments can impact the total amount paid. Students who defer payments until after graduation will accrue more interest over time, increasing the total amount they owe. Conversely, choosing to make payments while still in school can reduce the total interest paid over the life of the loan.

Finally, the length of the loan affects the interest rate, with longer loan terms typically resulting in higher interest rates due to the increased risk of non-repayment for lenders.

It is worth noting that, in addition to these factors, there may be departmental budget constraints and federal work-study regulations that influence the pay rates of university student employees.

Student pay and work hours

Student employees are often limited to working a maximum number of hours per week during term time, such as 19.5 hours at the University of Washington, to support their academic progress and maintain the university's ability to use a student FICA exemption. However, they may work more hours during school breaks or when "on leave." Students who are enrolled in a documented and approved internship program may be exempt from work hour limits, as may students elected or appointed to a student body office or student organization position.

Pay increases for student employees are generally based on merit and performance, rather than solely on the length of time in the position. Students with previous job experience or special qualifications may be paid a higher rate within the established pay range for the job.

Student employment policies

Compensation and Pay Rates

University student employees are typically paid an hourly wage, which is subject to a minimum wage requirement as per state or federal laws. For example, the University of Washington's student employees must be paid at least the Washington state minimum wage, while student employees at the University of Texas are subject to a minimum wage of $10.35 per hour for certain federal contracts. The rate of pay for student employees often takes into account factors such as prior work experience, relevant skills and knowledge, complexity of duties, and equity with other student employees in similar positions.

Pay Raises

Pay raises for student employees are generally based on merit and performance rather than solely on the length of time in the position. Departments usually have the discretion to determine pay increases within a specified range, and these increases may be based on established guidelines. For instance, at the University of Illinois, hourly wage increases are based on length of service, merit, or superior performance, and are subject to supervisory approval.

Work Hours

Student employees are typically limited in the number of hours they can work per week during an academic quarter or semester. For example, at the University of Washington, student employees are limited to 19.5 hours per workweek during a quarter in which they are enrolled. However, they may work more than this limit during academic breaks or when "on leave." There are also provisions for overtime pay for student employees who work beyond the standard workweek hours, as mandated by the Fair Labor Standards Act (FLSA).

Eligibility and Job Classifications

Frequently asked questions