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For On-Campus Employers

Hiring Information

The following descriptions serve as a guide for on-campus employers in determining an appropriate pay range for a part-time student employee position. Within each official title class, an employer may deem a working title (i.e. a Student Technician II may be a Web Designer). Although each title has a maximum and a minimum wage scale associated with it, employers may hire a student at a rate higher than the minimum. Employers should consider both experience and level of responsibility in determining a starting rate of pay.
 
Although paid through specific title codes, Federal Work Study and Texas College Work Study employees should be compensated with the same consideration as non-work study student employees.
Student Assistant
A person with a few special skills and little or no previous training or work experience. A minimum amount of training is necessary to prepare the employee for work. The employee is generally well supervised and jobs are of a routine nature requiring little decision making.
Student Coordinator
Persons classified at this level require a moderate to high degree of mental activity and independent judgment in addition to extensive previous training and experience. The work performed involves decision making, responsibility for the safety of persons and property or supervision of other student employees and may be an essential function of departmental operations.
Student Technician
Persons classified at this level must have technical skills, knowledge of the job, or be in a training phase of a technical position, would need little to a moderate amount of supervision, and would occasionally be placed in a supervisory position. Since other student employee classifications require ordinary skills and abilities, the technician classification will be awarded sparingly.
Student Intern
Duties of student interns should be beyond those of typical student employee positions. Your position description should illustrate the level of duties and the required education and experience for the intern title. There should be specific goals listed for the student to achieve throughout the duration of his/her employment that are related to the student’s career path. The objective of hiring a student intern should be for the employer to have a skilled worker and for the intern to gain valuable experience directly tied to their field of interest. It may be necessary to work with academic advisors to allow the intern to earn academic credit for their experience. 

For additional information or clarification, please contact the Student Employment Office at (979) 845-0686.
Effective December 1, 2016
Reviewed November 18, 2016
Obj Class     Title Code Title Wage Scale
1740 7518 Student Assistant $7.25 to $15.00
1740 7463 Student Coordinator $7.25 to $17.00
1740 7519 Student Technician $7.50 to $17.00
1745 7650 Federal College Work Study-Student $7.25 to $17.00
1750 7748 Texas College Work Study - Off Campus $7.25 to $17.00
1750 7659 State of Texas College Work Study-Student $7.25 to $17.00
1740 7635 Student Intern $8.00 to $17.00
1740 7743 Student Research Intern $8.00 to $17.00
1740 7681 Resident Advisor $8.00 to $10.00
1746 7649 Federal College Work Study-Community Service $7.25 to $17.00
1755 7745 Federal College Work Study-Student Reading/Math Tutor $10.00 to $12.50
1755 7746 Federal College Work Study-Student Bilingual Reading/Math Tutor $11.50 to $14.00
1755 7747 Federal College Work Study-Student Reading/Math Tutor Coordinator $12.00 to $16.00
A non-affiliated student employee is a student who is enrolled in an institution other than Texas A&M University (e.g. enrolled in high schools, junior colleges, other colleges and universities), is working part-time, on or off campus and is processed through one of the Texas A&M University System payroll stations under the Non-affiliated Student Employee Title Codes. These non-affiliated student employees are not student employees by current definition, yet it is necessary that they be paid the same rate as TAMU student employees performing similar duties.
 
It is the responsibility of the hiring department to ensure that the student is eligible to be employed under these titles (i.e. enrolled or pre-registered for the following semester).
Effective December 1, 2016
Obj Class Title Code Title Wage Scale
1740 7677 Non-Affiliated Student Assistant $7.25 - $15.00
1740 7478 Non-Affiliated Student Coordinator $7.25 - $17.00
1740 7471 Non-Affiliated Student Technician $7.50 - $17.00
1740 7765 Non-Affiliated Student Intern $8.00 - $17.00


The above title codes are to be used in hiring non-affiliated students for part-time employment on-campus. Although each title has a maximum and a minimum wage scale associated with it, employers may hire a student at a rate higher than the minimum. Employers should consider both experience and level of responsibility in determining a starting rate of pay. Employers wishing to hire or promote a student beyond the upper end of the wage rate category should contact the Student Employment Office at (979) 845-0686.
A student employee is entered into the payroll system once the hiring department submits the following documents, appropriately completed, to the appropriate payroll station and upon hire, all student employees are to complete:
  • New Student Employee Orientation Certificate
  • Criminal Background Check Request Form
  • Employee Payroll Action (EPA)
  • Employee Personal Data Form
  • IRS Form W-4
  • Direct Deposit Authorization
  • INS I-9 Form
  • Dual Employment Agreement Form
    • Necessary if student is working for multiple departments, system members or any other State of Texas employer such as Blinn
Employee's personnel file:
  • Documented proof of Selective Service Registration- All male employees between the ages of 18 and 25 must show proof of compliance with Selective Service registration. Although self-reported Selective Service registration verification is completed with on-line Orientation, hiring departments should retain documented proof in the employees’ files.
Within 30 days of hire, all student employees are to complete the following trainings available at sso.tamus.edu:
  • Orientation to the A&M System
  • TAMU Ethics Training
  • Equal Employment Opportunity Supplemental Training: Creating a Discrimination Free Workplace
  • Information Security Awareness


Rules & Regulations

Texas A&M University students who work for the University or other agencies within the TAMU System are exempt from Social Security and Medicare coverage effective July 1, 2000. "Take home" pay for eligible student employees will increase by the amount previously deducted (7.65%). Federal income tax is still withheld as appropriate.

In order to be considered eligible, students must be enrolled at least half-time at Texas A&M. The law allows each institution to define half-time. TAMU uses the definitions set forth by the Registrar. Work performed during school holidays and breaks between academic periods is eligible for the exemption if: The break is less than 5 weeks long, and The student is enrolled or eligible to enroll in the first academic period following the break.

However, if the break is longer than 5 weeks or the student is not enrolled or eligible to enroll in the next academic period, the student will not be eligible for the FICA exemption. Therefore, it is possible (or even probable) that a student employee will have some wages that were subject to FICA taxes and some that wages that were exempt from FICA taxes during the same year. For more information, contact University Payroll Services at 979-845-2711, or visit their website to check your FICA Exemption Status.
The Student Employment Office and Texas A&M Employee Services are committed to providing employee access to required notices in regard to federal and state laws and system policy. This information is available at Employee Notices on the Employee Services web site. The 76th Texas Legislature, through the Texas Labor Code, requires that all State employees receive mandatory Equal Employment Opportunity (EEO) training with biennial updates. For more information, please see State Mandated Training. Please take time to visit this site and familiarize yourself with the rights and responsibilities of all TAMU employees.
The Texas A&M University System supports employee service in state or national uniformed service units. The University provides certain employment protections and rights to those who serve our country.

The term 'uniformed services' means the Armed Forces, including Reserve and National Guard units when engaged in active duty for training, inactive duty training, or full-time National Guard duty, the commissioned corps of the Public Health Service, and any other category of persons designated by the President in time of war or national emergency. (38 U.S.C. §4303.16) Texas A&M University complies with all state and federal laws relating to employees in reserve, guard, or active military service and does not discriminate against employees who serve in the military. A person who has an obligation to perform service in a uniformed service cannot be denied initial employment, reemployment, retention in employment, promotion or any benefit of employment on the basis of that obligation. (38 U.S.C. §4301)
Texas A&M University and the Student Employment Office in Scholarships & Financial Aid recognize the importance of providing a prompt and efficient process for resolving student employee/employer conflicts. Resolution should be sought at the level closest to the parties involved. However, a neutral third party may be able to provide assistance in helping the parties in conflict reach a fair and equitable resolution. Student employees and supervisors may seek advice and/or assistance from the Student Employment Office regarding the grievance process.


Work Study

Federal and Texas College Work Study Programs provide on-campus, part-time employment for U.S. citizens, permanent residents and certain other non-citizens who are enrolled at least half-time and have a demonstrated financial need. The maximum amount a recipient may earn under this program is determined through the Free Application for Federal Student Aid (FAFSA). Students employed under this program work an average of 20 hours per week (depending upon financial aid award and class schedule). Federal and Texas College Work Study funds are distributed on a bi-weekly payroll basis. Federal and Texas College Work Study jobs are posted online.

It is the responsibility of the student to notify his/her employer of the work study award. Printable certificates are available online through howdy.tamu.edu. Click the My Finances tab and enter the Financial Aid Portal. Students can click the Work Study Certificate link available under the My Awards tab. Supervisors and students are encouraged to work together to monitor earnings and avoid exceeding the award.