Revolutionizing On-Campus Student Employment: A Vision for the Future at the University of Minnesota
Audience: Supervisors
Summary
Each of our inaugural Institute universities were paired together to interview, learn from and share valuable insights and work with one another. Each institution was then charged with writing a blog that summarized key takeaways and learning. In this series of blogs, we'll delve into the innovative approaches, best practices, and success stories from universities across the country. From career development initiatives to performance management strategies, we'll explore how universities are enhancing the student employee experience ensuring their roles are preparing them for the future workforce. Join us as we uncover the secrets to maximizing the potential of student employment programs and creating meaningful opportunities for students on campus.
This blog highlights the efforts of the University of Minnesotaand was written by University of Illinois, Chicago.
Revolutionizing On-Campus Student Employment: A Vision for the Future at the University of Minnesota
Empowering Students, Bridging Gaps, and Fostering Equity
At the heart of a bustling campus at the University of Minnesota, the Career Services team is at the helm of creating a vision for the future of student employment. Their mission? to redefine on-campus student employment, to breathe new life into a program that had long been overlooked. They are working on bringing a new era of collaboration and support to embark on something transformative.
The Vision Takes Shape
Career Services stands at the heart of this endeavor. Their vision is bold: to create a seamless bridge between academic learning and practical experience. Here’s how they have been planning and working to achieve it:
1. Content Creation: Career Services recognized that knowledge is power. They would craft comprehensive content to support student employment, including supervisor training. But this wasn’t just any content—it would incorporate the College of Liberal Arts’ career competencies, adapted to resonate with students. After all, the Liberal Arts and Sciences (LAS) students constituted a significant portion of the undergraduates.
2. Bookend Workshops: Imagine a journey—the beginning, the middle, and the destination. Career Services envisioned bookend workshops. The first set would prepare students for their work experiences, equipping them with essential skills. The second set would guide them toward their career goals, whether it was a supervisory role or a step closer to their dream job.
3. Connecting to Career Goals: The big focus was alignment. How could student employment seamlessly connect to individual career aspirations? This question drove their efforts. They aimed to empower students to see beyond the paycheck—to view each job as a steppingstone toward their professional future.
4. Career Field Communities: These would be hubs of collaboration. Students with similar career interests would come together, share insights, and learn from one another. Whether it’s engineering, arts, or business, these communities would foster growth and networking.
5. Scaling Across Campuses: With 55,000 students spread across four campuses, the challenge is immense. But Career Services was determined. Their charge? To roll out this transformational vision across the entire system.
6. Handshake Integration: The team was intrigued by Handshake, a platform that could revolutionize student employment. Imagine labeling positions as career clusters or industry connections—students would gain clarity about their path.
7. Building on Tradition: The Student Affairs department had a 20-year-old program in place. It was a solid foundation, albeit a bit outdated. Career Services saw it as a starting point—a canvas to reimagine and enhance.
8. Student Advisory Group: Who better to drive content than the students themselves? Career Services decided to assemble a passionate group of students—an advisory board that would shape the future of on-campus employment and infuse the initiative with fresh perspectives.
The Catalysts for Change
But why this sudden urgency? What factors had propelled Career Services into action?
1. Equity Lens: The University of Minnesota participated in a high-impact practice institute. The lens of equity shifted their perspective. Internships were valuable, but they weren’t the whole story. Student employment, accessible to all, held the key to equity. It was time to level the playing field.
2. Strata’s Support: Strata, recognizing the importance of equity, had generously contributed funding support. This funding would fuel the transformation. Career Services saw it as an opportunity—a chance to create lasting change.
3. Focus Groups: The intensity of these sessions surprised everyone. Supervisors, students, and content experts came together. They peeled back layers, revealing barriers that hindered student progress. The takeaway? Basic information was crucial –students needed clarity on their journey.
Critical Changes Ahead
So armed with passion, data, and a vision, Career Services has embarked on this journey. But what critical changes were needed?
1. Parent Engagement: Parents need to understand the value of student employment. Career Services planned to get in front of parents during orientations, dispelling myths and emphasizing the impact of these experiences.
2. Navigating Staff Changes: Staff turnover was inevitable. How could they ensure continuity? Succession planning and knowledge transfer became essential.
3. HR Policy Adaptation: Could HR policies be tailored to student employment? The team aimed to explore this possibility, seeking support from the institution.
4. Beyond the Willing: Working with the will was a start, but it wasn’t enough. Career Services wanted to reach every student, even those who hadn’t yet realized the potential of on-campus jobs.
5. Mandatory Supervisor Training: This was non-negotiable. Supervisors needed the tools to guide students effectively. Mandatory training would ensure consistency and quality.
Data tracking
1. Early on: Data has become the compass guiding this journey. Though early in its implementation, the team was already tracking the first destinations of graduates, aiming to close the outcomes gap and create a robust internal management system. Researching careers was no longer just an academic exercise – it was a strategic imperative.
2. Student Feedback: Conduct surveys or focus groups to gather qualitative insights. Ask students about their experiences, skills gained, and how on-campus employment influenced their career aspirations.
3. Supervisor Feedback: Collect feedback from supervisors. Are they noticing improvements in student performance, professionalism, and skill development?
Best Advice
For those embarking on similar journeys, the advice was clear: forge a strong connection with HR, assess interest levels, and engage in collective problem-solving. Unexpected allies emerged, from off-campus eco labs to athletic departments, each bringing unique insights into overcoming barriers. Focus groups with students, an open call to voices across the campus landscape, and the wisdom of experienced professionals like Marianna Savoca from Stony Brook University all contributed to a blueprint for success.
This has been more than a redesign; it was a renaissance of on-campus student employment, a movement that promised to shape not just the careers but the very lives of thousands of students for years to come. And as the story unfolded, it became clear that this was not just a plan for a university but a model for the world.