University of California, Riverside
Student On-Campus Employment Guidelines
December 2023
I.

Summary
UC Riverside (UCR) supports the employment of its students. Studentemployment is intended to provide financial support and practical experience in thepursuit of the student’s educational goals. Work is secondary to the student’s
academic and student life.

II.

Student Employee Classifications
These guidelines apply only to student employees in the following classifications:
Working Title
Student 1
Student 2
Student 3
Student 4
Student 1 Non-UC
Student 2 Non-UC
Student Residence Halls
Student Residence Halls LDJob Description
STDT 1
STDT 2
STDT 3
STDT 4
STDT 1 Non-UC
STDT 2 Non-UC
STDT RSDNC HALLSSTDT RSDNC HALLS LD

Job Code4922
4921
4920
4919
4927
4923
4944
4946

Student employees in other student classifications (e.g., Teaching Assistant (TA),
Reader, Tutor, and Associate In) have terms and conditions outlined in their BX
Contract. If you are unsure if your student belongs to a unionized position, pleasecontact your organizational unit Human Resources representative or the Central
Human Resources (HR) Employee and Labor Relations (ELR) department or theAcademic Personnel Office for confirmation.
A full list of University of California (UC) student employee job classifications andtheir specifications can be found here. All student classifications available to UCR
are located within the Human Resources Management System (HRMS) Job CodeInformation. Please note that student intern positions have special eligibility
requirements and a decision matrix is available for your use. If there is adepartment business need to obtain titles that are not being used at UCR pleasecontact your organizational unit Human Resources Representative who will workwith Central HR Compensation to discuss options.
III.

Types of Student Employment
The hiring department is responsible for verifying that students are registered forthe requisite credit hours (minimum of six (6) units) to be employed in student
classifications. Student classifications are reserved for UC registered students
except for STDT 1 & 2 Non-UC. The Non-UC classifications are an option when
UC students are not available for work and there are non UC registered students
at other universities, colleges, high schools domestically or abroad that areStudent Employment Guidelines (Revised 12.15.2023)

Page 1 of 9

available for work. Hiring UC students is the priority.
Student employees perform duties ranging from routine to advanced and/orspecialized in a variety of positions, which typically require the use of manual,clerical, advising, public contact, and/or analytical skills. Students may perform
jobs that appear to be similar to staff jobs, however, they must not perform the fullrange/scope of work that a staff employee performs.
The student employee must work under closer supervision.
They must not:• exercise the same level of independence or discretion,• perform certain duties or tasks,• fully participate in department operational responsibilities,• have the same level of overall individual responsibility given the sporadic,
nature of their work schedules,
As a staff employee performs.
The leveling of 1, 2, 3, 4 is used to distinguish a progression in responsibilities,
skill level, and independence needed to perform the work. Level 1 positions are
typically unskilled in nature, tend to require training, and may allow incumbents
time for such activities as studying and reading.
IV.

Appointment Types/Eligibility Group (UCPath)
University of California (UC) Students
Casual / RestrictedAppointment TypeDefinition

This is an appointment type reserved for a registeredundergraduate or graduate student at the University ofCalifornia.
Casual/restricted appointments assist students ingaining work experience and financial support whilepursuing their educational objectives. The number ofworking hours must take into consideration thestudent’s educational workload. A casual/restricted
appointee may be released at any time at the discretionof the University; however, the appointee must be
notified of an early release in writing by the University.

A casual/restricted appointment will automaticallyterminate on the last day of the appointment unlessthere is an earlier separation or formal extension of theappointment in writing. UCR limits student appointments
to less than 20 hours (50%), whenever students are inschool.
Non-University of California Students (Student 1 & 2 Non-UC)
Limited Appointment

An appointment established at any percentage of time,

Student Employment Guidelines (Revised 12.15.2023)

Page 2 of 9

Type Definition

fixed or variable, during which the appointee is expected
to be on pay status for less than 1,000 hours in a periodof 12 consecutive months. Limited appointments are mostappropriate for short-term work with an expected enddate.
A limited appointee may be released at any time at thediscretion of the University; however, the appointee must
be notified of an early release in writing by the University.

V.

Job Descriptions

A limited appointment will automatically terminate on thelast day of the appointment unless there is an earlier
separation or formal extension of the appointment inwriting. When hiring into Student 1 or 2 Non-UCclassifications, the number of working hours must
consider the student’s educational workload. UCR limits
student appointments to less than 20 hours (50%),
whenever students are in school.

A job description is required to document the assigned responsibilities. The job
description form available on the Human Resources’ website may be used;however, use of the form is not required if an alternate format is used.
The determination of the appropriate classification/job code is within thedepartment's discretion and does not require review by Central HumanResources Compensation for classification or level. Current and historical job
descriptions are stored/saved within the department or organizational unit wherethe position is held.
VIJob Applications
Student employment applications consist of two documents, the Employment
Application and the Supplemental Student Application. The documents can befound on the Human Resources Forms and Documents webpage or by clicking
on the following links:• Employment Application• Supplemental Student Application
Please note the following:• The university has revised employment applications to remove boxes orquestions that ask applicants to disclose criminal convictions.
• To ensure that the UC continues to advance and ensure equal pay rights,
California law (AB168 & SB1162) is followed.
o Bars the university from requesting the pay history of job
applicants and restricts the university’s use of salary history
information, which includes compensation and benefits.

Student Employment Guidelines (Revised 12.15.2023)

Page 3 of 9

o If current salary information is voluntarily shared, it should not be
relied on to make hiring decisions or set salaries.
o The budgeted pay scales and/or full salary range must be statedon ALL student job postings.
o Current student employees may ask for and be given the salaryranges for the classifications of the positions they hold.
Career Services – Work Study and General Student Employment
Jobs that require work-study funding are posted and recruited through the Career
Center handshake system.
The Career Center and Human Resources have joined forces in the developmentof the new Student On-Campus Employment Program (SOCEP). The Student OnCampus Employment Program (SOCEP) is a student employment program withan objective to increase on-campus student employment for those students notnecessarily eligible for work-study.
VIICompensation – Ranges and Salary Setting
The table below provides the full salary range available for each classification.
Student employees must be paid within their classification’s salary range.
December 24, 2023 – December 23, 2024, Salary Ranges
Title and Title CodeMinMid
Max
STDT 1 (4922)$16.00$18.33$22.00STDT 2 (4921)$16.53$25.83$35.12
STDT 3 (4920)$17.56$27.89$38.22
STDT 4 (4919)$18.59$29.56$41.32
STDT 1 NON UC (4927)$16.00$18.33$22.00STDT 2 NON UC (4923)$16.53$25.83$35.12
STDT RSDNC HALLS (4944)$16.00$18.33$22.00STDT RSDNC HALLS LD (4946)$16.53$25.83$35.12As of January 1, 2024, the State of California minimum wage is $16.00 an hour.
However, there is considerable flexibility in assigning the starting pay for students
employed in the student jobs. Several factors should be considered todetermine starting pay within the salary range. Below are a few examples ofadditional factors to consider when assessing an appropriate rate of compensation
for student employees. Keep in mind that current pay is not a factor in determining
pay and paying over the maximum is not allowed under PPSM-30: Compensation
policy.
Related jobs/work experience
Prior directly related work experience, on or off campus.
Retail and service jobs in the community compete with UC Riverside to hire
student employees and may have posted starting hourly rates.

Student Employment Guidelines (Revised 12.15.2023)

Page 4 of 9

Complexity for the type and nature of work
Office/General: Provide general office support such as greet visitors, file,
type and scan documents; enter, update, or maintain spreadsheets/dataapplications, run reports, assist with research questions and special
projects.
Library Services: Under supervision, perform routine administrative duties
such as file, retrieve and copy materials; sort mail, shelve books,
circulation desk duties, and customer services.
Transportation: Under supervision, assist visitors at campus information
kiosks, serve as event parking attendants and service as traffic control
guides.
Work Conditions (desirable vs less desirable)
Customer service work is often subject to fluctuating peak periods, intense
periods of high-volume work, and sometimes stressful situations withcustomers.
Complex, analytical work, such as programming, web design, statistical
calculations, or research assistance, would typically require priorexperience and related course work.
Manual labor or outdoors work is often subject to extreme weather
conditions, heat, cold, and rain. Physical exertion on a repetitive basis andmoving or transporting heavy objects as part of the job duties place special
requirements on the position.
Related Job Family
Work performed in student jobs may reflect entry-level duties in existing
staff classification (UC job families), such as clerical, information
technology, food service, and others.
The minimum pay rates for related job families should be considered whencompensating students, particularly as they increase knowledge andunderstanding of the job responsibilities.
VIII

Performance-Based Merit Increase
After the completion of at least two quarters in the department, in which
performance has been satisfactory or better (as documented in a
performance review), student appointments may receive a within-range
merit increase. Once per fiscal year the performance-based merit
increases are 3%-5% with maximum amount of 15% and only given once
during a fiscal year. The department along with their organizational unit
Human Resource Representative determines an equitable merit increaseamount per the organization’s practices.

VIIII

Reclassification with Associated Wage Increase
As the student employee job changes to include more complex job
responsibilities (as documented by a revised job description) andStudent Employment Guidelines (Revised 12.15.2023)

Page 5 of 9

performance has been satisfactory or better (as documented in a
performance review), student appointments may be reclassified. At thissame time the student employee could receive a within-range wageincrease. The increases are typically 3% - 5% with a maximum amount of15%. The department along with their organizational unit HumanResources Representative determines the reclassification and associatedwage increase amount per the organization’s practices within theclassification salary range.
X

Internal Market Equity Increase
Equity increases are given only once during a fiscal year and are typically
5% with a maximum amount of 15%. The department along with theirorganizational unit Human Resources Representative determines theequity increase amount per the organization’s practices.
Frequently Asked Questions

Q1.

Is there a policy that limits the number of hours a student may work?
A1.
University of California Personnel Policies for Staff Member (PPSM)-3:
Types of Appointment describes casual/restricted appointments. UCRlimits appointments to less than 20 hours (50%), whenever students are inschool. The number of working hours must take into consideration thestudent’s educational workload.
Questions related to graduate student employment should be sent to:graddiv@ucr.edu.

Q2.

Are UC student employees able to continue working after graduation ortake a quarter off school?
A2.
Yes, if there is a business need for the department to retain a UC student
employee, they would be able to work up to one quarter after graduationor while taking one quarter off school.

Q3.

Are student employees covered by a collective bargaining agreement?
A3.
The terms and conditions of student classifications are governed by thePersonnel Policies for Staff Members (PPSM). Note, some academic
student classifications are represented by a union (contact your local HR
Representative for more information).

Q4.

Are student employees eligible for vacation and/or sick leave accruals?
A4.
Vacation accrual eligibility is driven by appointment type, duration andpercentage. Student employees (UC students) in a casual/restricted
appointment are not eligible for vacation accrual. Sick leave accrual isbased on hours on pay status. All Student employee appointment types
are eligible for sick leave accrual, but usually do not work enough (at least50%) to earn accruals. The full vacation and sick policy can be found
here.

Student Employment Guidelines (Revised 12.15.2023)

Page 6 of 9

Q5.

Are student employees eligible for Jury Duty Leave?
A5.
Yes, student employees are eligible for Jury Duty Leave. Jury Duty shouldbe paid according to PPSM-2.2.10: Absence from Work for non-exemptemployees.

Q6.

Are non-UC students excluded from the casual/restricted (studentemployment) appointment type?
A6.
Yes. Only UC registered students are eligible for the casual/restricted
appointment type.

Q7.

What appointment types should be used for non-UC student employees?
A7.
The limited appointment type is used for non-UC student employees.
Exceptions to this must be submitted to Central HR Compensation forreview and approval.

Q8.

Who should be contacted if there are student classifications that areavailable at other University of California locations that we’d like to use?
A8
Contact your Organizational HR Representative who will research options
and next steps with Central HR Compensation.

Q9.

Where can I find information on Graduate Student Employment?
A9.
Please visit the UCR Graduate Student website for details.

Q10.

When should a reclassification be considered and who reviews theclassifications and job descriptions for approval?
A10. A reclassification is usually considered when the responsibilities havegrown and/or changed and reflect semi-skilled / skilled work and may be
more independent in nature. The department and Organizational HR
Representative will review and determine if a reclassification and possible
wage increase are appropriate per the organization’s practices.

Q11.

Can a student employee hold more than one student position?
A11. Holding more than one student position will require coordination of workhours between both departments to ensure there is consideration of thestudent’s educational workload and working the total hours worked is lessthan 20 hours per week (50% time).

Q12.

When a student has more than one student position what should beconsidered when managing the appointments?
A12. Always consider the impact of the Fair Labor Standards Act and contact
the appropriate advisor from the list below to consult on the complexitiesof the appointment.
Graduate Division - graddiv@ucr.edu
Academic Personnel Office - academicpersonnel@ucr.edu
Human Resources Policy – hrpolicy@ucr.edu
Human Resources Compensation and Classification compensation@ucr.edu

AppendixStudent Employment Guidelines (Revised 12.15.2023)

Page 7 of 9

Student Employment Guidelines – Definitions & References
Definitions

Casual / Restricted Appointment Reserved for a registeredundergraduate or graduate student at
the University of California.
Casual/restricted appointments assist
students in gaining work experienceand financial support while pursuingtheir educational objectives. Should beestablished at less than 50% time andflexibility should be granted inscheduling work for student employees.
Appointments may temporarily exceed
50% time during the summer for those
periods when a student is not enrolled
full-time. A casual/restricted appointee
may be released at any time at thediscretion of the University; however,
the appointee must be notified of anearly release in writing by theUniversity. A casual/restricted
appointment will automatically terminate
on the last day of the appointment
unless there is an earlier separation orformal extension of the appointment inwriting.
ExemptSalaried employee NOT eligible forovertime pay.

Limit Appointment

An appointment established at any
percentage of time, fixed or variable,during which the appointee is expected
to be on pay status for less than 1,000
hours in a period of 12 consecutive
months. Limited appointments are mostappropriate for short-term work with an
expected end date. A limited appointee
may be released at any time at thediscretion of the University; however,
the appointee must be notified of anearly release in writing by theUniversity. A limited appointment willautomatically terminate on the last dayof the appointment unless there is anearlier separation or formal extension of
the appointment in writing.

Student Employment Guidelines (Revised 12.15.2023)

Page 8 of 9

References

Non-Exempt

Hourly employee eligible for overtimepay.

Non-UC Student

Registered at another college oruniversity or high school.

Pay Range

The range of pay from minimum tomaximum established for a salary grade/ classification.

Pay Scale

Salary or hourly wage range that theUniversity reasonably expects to pay forthe position in accordance with local
procedures. This is often referred to as
the budgeted pay scale.

PSS

Professional and Support Staff. Apersonnel program.

UC Student

Registered University of California
undergraduate or graduate

OfficeAcademic Personnel Office (APO)
Graduate School of Education
Human Resources (HR)Personnel Policies for Staff
Members (PPSM)
Undergraduate School ofEducation
University of California Riverside(UCR)

Student Employment Guidelines (Revised 12.15.2023)

Information
Academic Personnel Office
Graduate School of Education
Human Resources
https://hr.ucr.edu/personnel-policieslocal-procedures
Undergraduate School of Education
University of California, Riverside

Page 9 of 9