Student Separations
Overview
Offboarding at Tarleton State is a coordinated process that ensures a smooth and compliant transition when an employee leaves the university. Departments are responsible for initiating the process in Workday, while employees and supervisors collaborate to complete required steps before the employee’s final day.
Voluntary Termination Process
Voluntary Terminations for Students in Workday
- Workday: Navigate to the student’s Workday profile. Select Job Change, followed by Terminate Employee
- Terminate Employee:
- Primary Reason
- Termination Date
- Last Day of Work
- Pay Through Date
- Eligible for Rehire
- Attachments
- Attach termination letter or Voluntary Termination Notice form
Employee Notifies Department
The employee communicates their resignation to their supervisor.
Department Submits Workday Task
Department initiates the job change through Workday & attaches resignation form.
Task List is Assigned to Department
Required tasks are automatically routed to collect assets or remove access
Tasks Completed Before Final Day
Department ensures all items, including equipment, system access removal are completed.
Offboarding Finalized
The student employee’s separations is processed in Workday and system access is removed.
Guidance on Managing Student Employee Performance & Separation
Student workers are subject to the same standards as other Texas A&M University System (System) non-faculty employees. Employment actions, including discipline and dismissal disciplinary actions are guided by System Policy 32.02.02 Discipline and Dismissal of Nonfaculty Employees.
Supervisors should consult Human Resources before taking formal disciplinary action. Human Resources will coordinate required reviews by the Office of General Counsel (OGC) before any action is taken.
PRIOR TO TAKING FORMAL ACTION:
While each situation is unique, supervisors should consistently apply the following practices to support employee success and ensure appropriate documentation:
- Communicate concerns clearly and directly with the employee
- Document all communications regarding performance or conduct
- Establish and communicate clear expectations
- Provide support and opportunities for improvement
- Maintain documentation (e.g., meeting notes, emails, signed materials)
Consistent application of these practices helps establish clear expectations, support employee development, and maintain a documented record of performance concerns should further action become necessary.
For guidance or to discuss a specific situation, please contact your Human Resources Business Partner. We are always happy to help.