STUDENT EMPLOYEE INSIGHTS
2024 Student Employee Engagement Survey results
At Student Affairs, we recognize that campus jobs offer valuable opportunities for students to develop skills that benefit them both personally and professionally. To better support our student employees, we invited over 800 student employees and interns to participate in the 2024 Student Employee Engagement Survey.
Survey results
Designed to align with the NASPA On-Campus Student Employment Rubric, this survey provided insights into their experiences, perceptions, and needs. The graph below illustrates Student Affairs' rankings across the following domains from the NASPA On-Campus Student Employment Rubric: leadership engagement; hiring policies and procedures; growth and professional development; student learning outcomes; assessment and evaluation; and program management.
Note. The scale used for student employee rating of the Student Employee Survey in
Student Affairs was
a continuum from 1 = Not occurring, 2 = Strongly Disagree, 3 = Disagree, 4 = Agree,
5 = Strongly agree.
Additionally, the findings highlight critical areas related to student employment success and reveal opportunities for capacity building and infrastructure improvement.
41% of student employees reported participating in student organizations or clubs. This high level of involvement indicates that many student employees are deeply engaged in campus activities beyond their job roles, reflecting the NASPA rubric’s emphasis on holistic student development.
Only 18% of respondents indicated that they receive feedback through a formal evaluation process at the end of the academic year. This presents an opportunity to enhance student employment practices by integrating structured evaluations with clear learning outcomes.
83% of respondents felt their contributions were formally recognized by their supervisors. This reflects the effectiveness of current recognition practices; however, further exploration of the most meaningful forms of recognition for students could help refine these efforts.
Despite high levels of recognition, 28% of students considered leaving their positions within the past nine months. The primary reasons included time constraints, workload, financial challenges, and relationships with supervisors. Addressing these areas could significantly enhance student retention.
22% of respondents reported having a disability or chronic illness. This underscores the importance of ensuring robust accommodations and support systems for all student employees.
20% of student employees held off-campus jobs in addition to their on-campus roles. Offering more flexible and suitable on-campus opportunities could help students achieve a healthier work-school-life balance.
28% of respondents worked at least two on-campus jobs, indicating that many students are managing multiple commitments alongside their academic responsibilities.
10% of respondents held unpaid positions or internships in addition to their primary jobs. This suggests that many students seek opportunities to broaden their skills, even in unpaid roles.
The results of this survey provide a deeper understanding of student employee perspectives, experiences, and needs. These insights will guide efforts to develop beneficial SELFIE programming and centralize processes for recruiting, hiring, onboarding, and training student employees.