NSFP Journey Leader Student Staff

The Division of Student Affairs believes that student employment is an opportunity that shapes tomorrows leaders. Student employees play an important role in the daily function of units, while also learning skills that they will need in the future. A consistent experience for all student employees is necessary to ensure skill building and connection with their academic goals.

Student employment philosophy


  • Students can learn and build on practical skills they will need in the future. Supervisors help their students reflect on their experience and guide their development.

  • Connection to their job helps to foster a sense of belonging through meaningful relationships with peers and mentors. Having an increased sense of belonging helps students persist to graduation.

  • It is critical we help students make a connection to their academic goals by having intentional conversations with students, and providing opportunities and resources that meet their needs.

Skill building

The Division of Student Affairs employs nearly 2,300 undergraduate and graduate students in positons at all four Student Assistant levels

Students who work within the division are on a path to gain experiences and skills in:

  • Connecting knowledge to application
  • Professionalism and leadership
  • Communication
  • Critical thinking and problem solving
  • Teamwork

These areas of growth and development also are area desired by future employers when they hire new graduates.

Resources

The division identified student employment as a key focus area in its strategic plan. During the 2017–18 academic year, a committee of staff connected with departments throughout the division to gather a picture of current practices. Recommendations from the committee included centralized resources and integration of learning domains and outcomes into student employment.

The division also asks each department to participate in the following ways:

  • Integrate the Learning Domains and Learning Outcomes into at least two of the following student employment practices during the 2019–20 academic year, including evaluations:
    • Position descriptions
    • Job expectations
    • Trainings
    • Coaching sessions
    • CU REAL reflections 
    • Performance plans and evaluations
  • Hold a coaching session or CU REAL conversation with at least 25% of your department’s student employees during the 2019–20 academic year.
  • Share and encourage staff supervisors to participate in applicable trainings.
  • Think about what data you are collecting. What story does your data tell about the impact of student employment on students learning and development?

Resources