All student positions at higher education institutions are "at will" as far as I know.  I live in Connecticut, so legally all employment is in an "at will" format here.


In terms of returning students, shortly after midterm, I send out an availability form for the next semester.  All staff complete their availability for the next term, indicate number of hours they wish to work, add new classes they believe they will be qualified to support (We double check transcripts after grades are posted to ensure there are no unexpected discrepancies.), and the form includes a checkbox for anyone who is not planning to return.


These forms are typically due back by the end of the first week of December or May for returning staff.


I like the two-in-one approach because if I see a significant drop in availability or number of hours someone wants to work, I'm not learning about it a week before classes begin and after I've done the semester schedule.  (Naturally those surprises still pop up as well.)


Presuming the tutor/receptionist/computer lab monitor is in good standing and has acceptably completed this form, they return with a new set of bursary or work study paperwork issued.




Debbie Malewicki, President

Integrity 1st Learning Support Solutions, LLC

446A Blake Street – Suite 101

New Haven, CT  06515

(203) 800-4100

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Facebook:  @Integrity1stLSS



-----Original Message-----
From: Open Forum for Learning Assistance Professionals <[log in to unmask]> On Behalf Of Brett Gray
Sent: Friday, June 21, 2019 1:11 PM
To: [log in to unmask]
Subject: Re: Hiring and re-hiring procedures


Hello Camila,


How do you go about hiring tutors?  We have a student employment page on our website with eligibility information & an online application.  New tutors must be available for our CRLA Level 1 pre-semester training dates (which are listed on page 1 of the application).  Students submit an online application and work with a faculty member to send us a faculty endorsement letter (brief email).  Candidates who meet eligibility requirements and meet our targets for course support are brought in for a 30-minute, in-person interview, and hiring decisions are made after those interviews are complete.


Once hired, how do you evaluate their performance?  We track performance through tutoring observations, peer observations, administrative duties (meeting deadlines, submitting time cards, tracking visits, etc.), and student feedback after each tutoring session.  We typically conduct an informal performance review and a formal performance review in alternating semesters for each tutor, but minimally one formal performance review each year.


Are they hired on a semester by semester basis? Are they "at will" contract employees?  Technically, I suppose they are at-will employees, but we use semesterly/yearly language in our recruitment materials; as long as they perform their duties and fulfill their responsibilities to students & our department, we'll keep them on until they graduate or decide to leave.  Around the middle of each semester, we send a Google Form to all tutors asking about their intention to return for the next semester.


How do you go about re-hiring tutors for the next semester? Do your tutors need to re apply for the position every semester? Or do they verbally tell you they wish to come back?  Pending satisfactory performance in their duties (including maintaining our minimum GPA requirements), we keep tutors on staff until they graduate or decide to leave.  We use a Google Form ("Intent to Return Form") each semester, and we also discuss their eligibility to return in their performance reviews.


I hope this helps!  Please do not hesitate to reach out if I can clarify anything or if you have follow-up questions.


Brett Gray

Assistant Director - Learning Support Initiatives SMART Learning Commons Office of Undergraduate Education University of Minnesota Twin Cities [log in to unmask]

Pronouns:  he/him/his



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