Student Worker Wage and Classification Guide

Summer 2025: Initial classification and wage-setting process

  • Units must update wages and classifications for all student workers by July 18, including those whose current wages are already in alignment with the UOSW bargaining agreement.
  • Unit/department leadership needs to determine who will be responsible for managing and overseeing this process.
  • Read this webpage thoroughly and refer to it throughout the process.
     

Process Overview

Spreadsheet Instructions

Important Notes

Classification Definitions

Non-Returning Student Workers

Process Overview (Summer 2025)

  1. Initial planning. Departmental leadership must determine who will be managing and coordinating this process. This will likely be unit heads, department HR, and/or unit payroll administrators.
    • It is likely that student supervisors will be consulted throughout this process. However, each department will need to have central coordination to ensure that information is submitted for each student worker in the unit.
  2. Cognos report. Download the "Student Classification & Roster Update Report" from Cognos HR reports, as an Excel spreadsheet. This report will generate a list of all student workers in your department and will have several empty columns.
    • The instructions below provide a detailed breakdown of how to fill in the empty columns.
    • Do not change the formatting of the Cognos report or it will not function properly. DO NOT delete or move any columns. It is okay to hide columns, and it is also okay to delete rows.
  3. Consult the guide (this webpage). All employees who will be involved in the process of determining student worker wage rates or classifications will need to consult this guide. HR partners and/or unit leadership should share this page with the appropriate people. It is essential to read the entire guide thoroughly.
  4. Determine student classifications. Using the position description for each student worker’s position, determine which classification is appropriate for the position. Be sure to consult the UOSW collective bargaining agreement and the spreadsheet instructions, important notes, and classification definitions sections below during this process.
  5. Determine student wages. After establishing the appropriate classification for each student worker position, determine the wage rate for each position and enter this on the spreadsheet under New Hourly Wage. Be sure to consult the UOSW collective bargaining agreement and the spreadsheet instructions and important notes sections below.
    • It’s important to be aware that the UOSW collective bargaining agreement states that current student employees who stay in the same position cannot have their wages reduced during this process.
  6. Fill in each student's job title and supervisor. These fields are required.
  7. Remove any students on the spreadsheet who will not be returning to work in your unit by deleting the row(s). You will also need to submit an Employee Separation Request (ESR) for these students.
  8. Review the spreadsheet. Make sure the formatting has not been altered, all information is accurate, and there are no empty cells.
  9. Upload the filled-in spreadsheet. Completed spreadsheets must be uploaded in UO Forms no later than July 18.
  10. Submit an ESR in DuckDocs for non-returning student workers.

Students will see their new wage rates reflected in their August 30 paychecks.

Spreadsheet Instructions (Summer 2025)

This chart corresponds to the columns in the Human Resources Student Classification & Roster Update spreadsheet you will download from Cognos. Please review carefully. 

The bolded items are the fields that departments need to fill in. 

  • You can hide columns on the sheet, but do not delete columns. It is okay to delete rows.
  • Do not change the spreadsheet's formatting.
Column TitleNotes
“ORG_L3” or Organization Level 3 Needed for organization and record keeping.
“ORG_L4” or Organization Level 4Needed for organization and record keeping. May provide necessary context if the student has more than one position in the department.
“TSOrg” or Timesheet Organization Needed for organization and record keeping. May provide necessary context if the student has more than one position in the department.
Last Paid DateThe last date that the student worker was paid. Will be helpful in identifying students who no longer actively work for the department. 
Preferred Last NameThe student worker’s preferred last name. 
Preferred First NameThe student worker’s preferred first name.
IDThe student’s ID#.
PositionThe student’s Position #. This is the position number in Banner and is not connected to their position title in the department.
SuffixNeeded for organization and record keeping.
Job Title CurrentWhat is currently listed in Banner as the student’s title. If this box is blank, or says “UO Student Regular”, that means we currently do not have a title on record for this student.
NEW Job Title List the student’s position title. This should correspond with the title listed on their position description.  
Hourly Wage Rate (Current)The student’s current wage rate. 
NEW Hourly Wage

List the student’s new wage rate. Make sure that the wage rate falls within the appropriate classification range outlined in the UOSW collective bargaining agreement.

Consult the important notes section below when determining wage rates.

Note that no student worker may have their wage rate reduced through this process. 

Current Classification (Grade: S1, S2, S3)  
NEW Classification (Grade: S1, S2, S3) 

List the classification, or “Grade” of the student worker's position. This must be formatted as S1, S2, or S3.   

  • S1 = Student Worker 1
  • S2 = Student Worker 2
  • S3 = Student Worker 3 

 Consult the important notes section, as well as the classification definitions section, below when determining classifications. 

Current Supervisor IDThe student’s current supervisor’s ID# in Banner. If this box is blank, there is no supervisor of record for this employee.  
Current Supervisor NameThe student’s current supervisor’s name in Banner. If this box is blank, there is no supervisor of record for this employee.
Current Supervisor Position The student’s current supervisor’s position number, or B number. If this box is blank, there is no supervisor of record for this employee.
Supervisor NotesThis column will indicate if supervisory information is needed for the student worker.
NEW Supervisor ID List the 95# of the student’s supervisor. 
NEW Supervisor Name

List the name of the student’s supervisor. 

If a student has more than one supervisor, identify a primary supervisor to enter here. Note additional supervisors in the comments field.

If a supervisor has not been identified yet, enter the department head or someone else in the line of supervision.

NEW Supervisor PositionList the position number, or B#, of the student’s supervisor. Should be formatted as B#####, e.g. B12345.
Comments (optional)Add any relevant comments for this student worker.


 

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. 

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. 

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.