Student Worker Wage and Classification Guide

  1. Process Overview
  2. Important Notes
  3. Classification definitions
  4. Non-returning student workers

In order to comply with the UOSW Bargaining agreement, units must update wages and classifications for all student workers. Read this webpage thoroughly and refer to it throughout the process. 

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Process Overview

If you are updating a current student employee’s information, submit an EPAF which will include the following information:

If you are hiring a new student worker, complete an EPAF (outlined above) and submit a student hire packet:

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Important Notes

General

  • All wages and classifications must be consistent with the Wages and Job Categories article in UOSW’s collective bargaining agreement.
  • Departments can use this as an opportunity to centralize or standardize wage rates in their department, as long as no current employees have their wages reduced.
  • Wages and classifications do not correspond with the old student wage rates. Departments will need to reevaluate classifications based on the new collective bargaining agreement criteria.
  • Wage rates and classifications do not need to be approved by University HR.
    • Supervisors with questions should ask their department’s HR administrators.
    • Department HR administrators can consult with Employee and Labor Relations (uoelr@uoregon.edu) if they have questions.

Classifications

  • Classifications should be determined by the duties outlined in the student's position description.
  • For potential characteristics and indicators of each classification, consult the classification definitions section below.

Wages

  • Departments have discretion to set wage rates for all student worker positions, provided the rates fall within the classification ranges outlined in the collective bargaining agreement.
  • The UOSW collective bargaining agreement states that current student workers who stay in the same position cannot have their wages reduced during this process.
  • Departments should consider multiple factors when setting wages, such as:
    • Historical wage of the position.
    • Level of mental and/or physical labor required while on shift.
    • Departmental budgets.
    • Required training, skills, knowledge, and/or experience.
    • Level of risk and/or responsibility.
    • Wages of other employees in the department, including student and professional employees.
  • Departments should set consistent wages for the same positions. However, rates can be adjusted based on time spent in the position, previous raises, and other similar factors.
  • The UOSW collective bargaining agreement outlines an annual 2.5% across-the-board increase for all student worker positions beginning July 2026. If departments choose to implement their own annual or biannual increases to wages, these will be in addition to the across-the-board increases.
  • Any wage rate above the identified maximum will require advanced approval from Employee and Labor Relations (ELR). In these instances, departments must submit an exception form. If a student’s current wage is already above the maximum, no approval is necessary. 
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Classification definitions

Please review this breakdown of the three student classifications to determine which is appropriate for student workers in your department. 

Classification definition Potential Indicators or Characteristics 
*Indicators may not apply to all positions.
Student Worker 1: Performs work requiring a combination of basic skills and some experience. Work is guided by applicable work principles and standardized techniques. 
  • Prior experience is not required; student is expected to learn on the job.
  • Student may meet with a supervisor, or can seek guidance, on a regular basis.
  • Initial training required to begin work is limited, typically can be completed within a few weeks or less (this does not include on-going professional development opportunities).
  • Position may come with well-defined procedures or checklists.
  • Mistakes are low risk and/or easily correctable.
  • Work may be repetitive or routine; the scope of responsibilities is limited. 
Student Worker 2: Performs work requiring more specialized training. Typically requires experience and/or being on the job. Work is analytical, technical, and based on acquired skills. Uses discretion when making decisions. 
  • Position eligibility requires specialized skills or knowledge gained through previous experience; may require prior work in a similar role or substantial on-the-job training.
  • Student is expected to work with independence and problem-solve common issues.
  • Tasks may involve interpreting policies, handling sensitive information, or using specialized software or tools.
  • Student is expected to use their knowledge and experience to make decisions, including decisions of potential consequence, without support or guidance from supervisor.
  • Supervision is moderate; student may do periodic check ins or work under generalized guidance. 
Student Worker 3: Performs duties requiring advanced specialized training. Works with greater independence than level 1 and 2 positions and may receive minimal supervision. Positions may be highly technical in nature and/or perform para-professional level work. 
  • Position eligibility requires advanced technical knowledge and/or years of related experience.
  • Operates with a high level of independence and receives limited guidance; student takes initiative on their work.
  • Responsibilities may mirror those of a professional staff member.
  • May be responsible for making decisions that impact the operations of programs or services; decisions have higher consequence.
  • Considered to have a level of expertise in the subject matter.
  • Work is complex; may involve project leadership or specialized research. 
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Non-returning student workers

It is important that we have up-to-date information for every student worker in Banner. If there is a student worker on your Cognos report who does not currently work for your department and will not return to work for your department, there are two things that must be done: 

  1. They should be removed from the Cognos excel spreadsheet before submission.
  2. Units must submit an Employee Separation Request (ESR) in DuckDocs for each non-returning student so their position can be terminated in Banner. 

If a student is on a temporary break from their position, such as taking summer term off, they do not need to have their position terminated in Banner during that period. 

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