OVERVIEW
Student employee compensation is determined by a combination of base pay, approved raises, and, when applicable, shift differentials. Additionally, all part-time employees receive meal credit in addition to their hourly wage. This policy outlines the types of raises available, the procedures for approving them, and the job profiles used to ensure pay is administered consistently and in compliance with the policies of Dining Services and Brigham Young University.
POLICY
Student Employee Hiring
Student employees should be hired in the correct job profiles to enable Dining Services management to effectively monitor compensation rates and ensure compliance with this policy.
The base compensation rate for student employees is $12.00 per hour. All exceptions to this standard must be approved in accordance with the procedures outlined further below.
Student Employee Raises
Student employee compensation is equal to the position’s base pay plus any approved raises, which include:
1. Semester Raises: Department Managers are allocated $1.50 per student employee each year to distribute as semester raises, divided among the three semesters (Fall, Winter, Spring/Summer) at their discretion.
2. Leadership Raises: Department Managers may award up to $2.00 per hour for leadership responsibilities. Student employees who complete the Student Employment Leadership Program are eligible for an additional $1.50 per hour, resulting in a combined potential increase of $3.50.
3. Certification Raises: Department Managers may approve raises of up to $1.00 per hour for certifications that expand a student employee’s skills or knowledge relevant to their role beyond the knowledge and skills required for their position.
4. Shift Differential: Department managers may recommend shift differentials up to $1.00 to account for unique work conditions, such as overnight hours (12:00am to 6:00am), Sunday hours (12:00am to 11:59pm), and holidays.
- For information on compensation over holidays, please refer to the BYU Human Resources Holiday Policy and Procedures.
Department Mangers should be involved in all raise-related decisions, as they are responsible for overseeing their area’s budget, including labor costs.
PROCEDURES
Student Employee Hiring
1. Student Employee Job Profiles: Student employee job profiles determine the appropriate job grade and maximum compensation rate for student employees:
| Job Profile | Maximum Compensation Rate | Description |
| Student Worker 1 | $16.00 | Entry-Level Student Employee Positions (Operations) |
| Student Worker 2 | $19.50 | Advanced Student Employee Positions (Leaders of Operations) |
| Student Worker 3 | $20.70 | Specialized Student Employee Positions (Administrative Support) |
2. Student Employee Base Pay. The standard base pay for student employees is $12.00 per hour. Positions requiring specialized skills or qualifications must be approved for higher base pay (up to an increase of $2.00) by the appropriate Department Manager, Executive Team, and the Dining Recruiting Office.
Student Employee Raises
3. Semester Raises. Department Managers are allocated $1.50 per student employee each year to distribute as semester raises at their discretion. Allocations should be based on individual performance and are not required to be used in full. All semester raises must be accompanied by a performance review or interview that clearly explains to the student employee how their contributions support the increase in compensation.
4. Leadership Raises: Department Managers may award up to $2.00 per hour for leadership responsibilities. Student employees who complete the Student Employment Leadership Program are eligible for an additional $1.50 per hour, resulting in a combined potential increase of $3.50. All leadership raises must be accompanied by a performance review or interview that clearly explains to the student employee how their increase in responsibility reflects the increase in compensation.
5. Certification Raises: Department Managers may approve raises of up to $1.00 per hour for certifications that expand a student employee’s skills or knowledge relevant to their role beyond the knowledge and skills required for their position. All certification raises must be accompanied by a performance review or interview that clearly explains to the student employee how their increase in knowledge or skills reflects the increase in compensation.
6. Shift Differentials. Department Managers may request shift differentials for unique working conditions, such as overnight hours (12:00am to 6:00am), Sunday hours (12:00am to 11:59pm), and holidays. Requests must be approved by the Executive Team and submitted to the HR Business Partner. Once approved, the HR Business Partner and Payroll Office will configure the differential in Workday, and the Dining Recruiting Office will document the change to include in future job postings.
CONCLUSION
All compensation decisions, including base pay adjustments, raises, and shift differentials, must follow the guidelines outlined in this policy to ensure fairness, consistency, and compliance across the department.
Department Managers are expected to enforce adherence to this policy in their area.
Compensation rates or raises that do not follow this policy or associated procedures must be approved in writing by the Managing Director and documented with Dining’s HR Business Partner.
Questions or concerns regarding compensation should be directed to the appropriate Director or Dining’s HR Business Partner.
Revision History
- 10/01/2025 - Policy approved and in effect.