Descriptions of the College's compensation policies and benefit programs follow. The amount and availability of certain benefits are governed by the law and also by legal documents pertaining to specific benefit plans, and not by this Handbook. Summary Plan Descriptions are available in the College's Human Resources Office and are provided to all new employees to accompany this Handbook. The College reserves the right to add to, change or delete benefit programs.
Haverford focuses its attention on total compensation, as do most colleges and universities. This means that the College considers the cost of benefits as well as salaries in determining the financial remuneration of employees. Haverford College attempts to make compensation competitive with the compensation of institutions of Haverford's size and quality, and the College pursues the goal of compensating employees properly and fairly.
As a general rule, salaries are reviewed annually in a process of consultation among the supervisor, the department head, the Vice President for Finance and Administration and the President. Changes become effective July 1. The guidelines for salary increases are developed each spring as part of the budgeting process and approved by the Board of Managers. Raises are not automatic; the economic status of the College will affect the amount of salary increases, and annual increases cannot be guaranteed.
Payday is the last working day of the month; the payment covers the previous month. The payment for the month of December is made on the first business day in January rather than the last day of December. The gross amount of the check should be 1/12 of the annual amount stated in the letter of appointment, plus or minus any adjustments.
Hiring and Evaluation :: Table of Contents :: Payroll Deductions