Student Employment Salary Schedule

OFFICE OF RECORD: Business Office
ISSUED BY: Vice President for Business & Administrative Services
APPROVED BY: Dr. David Borofsky                                    02-04-00
EFFECTIVE DATE: 11/28/89 (last revised 8/7/12)


Dakota State employs students in a wide variety of functions in academic as well as administrative areas across the campus. This employment provides the University a cost-effective resource to perform many important functions. As part of this, the Federal Work Study (FWS) Program provides Federally eligible students with opportunities for work experience while completing a program of study. These work experiences are intended to compliment more formal experience obtained through the normal program of study and thereby better prepare students to select an area in which they will develop their future careers, and provide them with skills and work habits which will be to their benefit once they leave the University.

DSU's policy is to compensate these services using the salary schedule below. The schedule reflects the Federal and State minimum wage; differing knowledge, skills, and abilities; and to the degree feasible, the market demand for the area. This schedule will be modified to reflect any future changes in Federal and State wage scales.

The Human Resources Office is responsible for the classification of student jobs. The Pay Classes are designed to compensate students for special knowledge, skills, and abilities required for a particular position. At no time can a student's pay rate exceed the maximum of the Pay Class, except in Pay Class V, and only with the approval of the Vice President for Business & Administrative Services.

When students move from one position to another, they do not automatically transfer to another area at the per hour rate earned in another area. The rate will fall within the Pay Class of the position to which they are transferring.

To insure equal pay for equal work, all student employees shall be paid according to the rates listed regardless of the source of funds from which they are paid. Compensation for student employees beyond the maximum per hour rate in Pay Class V will only be authorized with the approval of the Vice President and Administrative Services for extraordinary circumstances where expertise and the labor supply require higher rates or in those cases where Dakota State University is participating in a program involving outside entities at predetermined hourly rates. The wage rate must be appropriate and reasonable in light of such factors as type of work performed and the proficiency of the employee.

When students are employed by more than one department on campus, it is the responsibility of those departments to coordinate hours worked and student earnings. Students should not be allowed to work more than 40 hours total in a workweek. If the student works more than 40 hours per week, the departments will share the overtime cost.


Supervisors who wish to fill a student labor position must complete a Job Description Form and send it to Human Resources for evaluation/classification into Pay Class. Classification should be determined prior to the time of the job listing, and must be completed before a student is interviewed/selected for the position. Once a position has been established, it will be assigned a position number. In general, a position will be reviewed prior to the start of each academic year at the request of a department. The student labor position will exist until the department requests that it be eliminated. Departments will continue to seek approval for spending through the use of a Personnel Action Request (PAR) form.

In the event that a department plans to work a Federal Work Study student in excess of their FWS award, they must identify, in advance, the source of additional funds on a PAR. If Operating Expense (OE) funds will be used, the Business Office will transfer budget authority from the department's OE budget to Personal Services. Requests for supplemental funding will be considered on a case-by-case basis, with approval of the President. A request does not necessarily guarantee funding of student labor dollars.

Following are hourly wage ranges and classification descriptions for the four student wage classifications. Some examples of jobs that fall into various classifications are included in the following table. Wage rates for the classifications are subject to change due to increases in the Federal or State minimum wage.

Student Employee Compensation Plan - The following wage rates are effective as of August 22, 2012
 Request for Student Labor Hourly Rate
Class Description/Qualifications
II Performs work of a routine or average nature under direct or limited supervision. Requires little decision-making.  Examples include data entry, basic clerical, general labor, custodial and grounds assistants, student ambassadors, phonathon reps, telecounselors, course assistants, and proctors. 





III Workers possess some technical or advanced knowledge related to the position. Includes very high level comprehensive skills, responsibilities, training, and requires appropriate experience or course work beyond sophomore level.  Examples include tutors, computer repair assistants, web design assistants, network services assistants, pep band, and video conference assistants. Min

IV Performs work of a specialized or technical nature. Requires advanced training and/or experience. Examples include positions such as student interns in information systems or programming assistants, phonathon supervisors, library evening supervisors, and program coordinators.  May supervise other student labor positions. Min

V Performs work of a highly specialized or highly technical nature.  Requires advance training, education and experience.  Job responsibilities may have accountability for University system projects, research and presentation requirements, deliverables that are utilized by multiple departments and requires little supervision.  Examples include positions such as programmers, research assistants with publication expectations, and project managers.  May supervise other student labor positions.




Information about payroll taxes on student employment earnings can be found at:

*Wages above the maximum of Class V require mandate by University or Board policy (Technology Fellows) or explicit approval by the Vice President for Business & Administrative Services.

Hours Per Week:  It is the joint responsibility of the student worker and supervisor to monitor the number of hours worked to make certain earnings do not exceed the maximum student labor or federal work-study award.  To determine the maximum number of total hours that can be worked, divide the total award amount (maximum earnings) by the wage rate assigned to the position.  To figure the average hours of work each week to earn the maximum award, divide the total hours by 32 weeks of school.

Last Updated: 7/22/14