Employment at Haverford College

Hiring Process

All searches to fill vacancies are open and advertised on and off campus at the same time. Current employees (including temporary employees) may apply for any opening and will receive the same consideration as any other applicant. The normal search and appointment process includes review or preparation of a job description, advertising the position off campus and announcing the position on campus, reviewing all applications received by the department, an interview for selected candidates, and review of the process and final selection by the Affirmative Action Officer. Only the President, the Provost, or the Vice President may authorize internal promotions without an open search for Finance and Administration after consultation with the Affirmative Action Officer. Details of current affirmative action policies and procedures are available from the Human Resources Office.

 

Orientation

During the first day of work, new employees will be directed to visit the staff in the Human Resources Office on the first floor of Stokes Hall, where all College benefits will be explained and Staff Handbooks distributed. Employees are encouraged to read this Handbook carefully and to return to the Human Resources Office at any time to ask questions about the policies and benefits explained in it. Supervisors will orient new employees to their department and to the campus at large, and will review key sections of the Staff Handbook.

The responsibilities of a position will be described in greater detail at the time of employment.  Modifications of a job will be communicated directly to an employee.  Should a position undergo a major modification, the employee will be given a revised job description.  Changes in classification will be explained to any affected employee.

Supervisors will advise a new employee of the expectations and the criteria to be used in evaluating the employee’s performance.  The evaluation at the conclusion of the initial review period, and the annual evaluation which takes place in the winter, are designed to afford the employee a candid analysis of his or her job performance.

 

90 Calendar Day Initial Review Period

All newly hired and rehired staff employees are subject to a 90 calendar day initial review period.  This period is designed for orienting the new employee to the College community, job training, and allowing a reasonable amount of time for the College and the employee to evaluate the employee’s suitability for the job in question.  During the introductory period as throughout employment, a staff employee is employed at-will.  This means that you have the right to terminate your employment at any time, with or without cause or notice, and the College has the same right.

During the initial period employees and supervisors are encouraged to discuss concerns or problems at any time. By no later than the 60th calendar day of this period, and earlier if appropriate, the employee will meet with the supervisor to review his/her performance to date.  If problems are identified, expectations for improvement in the time remaining in the Initial Review Period will be communicated by the supervisor both verbally and in writing and a copy sent to the Director of Human Resources.

In the last week of the 90 calendar day initial review period, the supervisor will complete a written evaluation of the employee, review the assessment with the employee, and submit the evaluation to the Human Resources Office for placement in the employee’s personnel file.

The initial review period may be extended for up to an additional 90 calendar days in certain circumstances at the College’s discretion.  The supervisor must first obtain the approval of the appropriate member of the senior administrative staff and consult with the Director of Human Resources before administering such an extension.  A written record of the extension will be filed with the Human Resources Office.

During the initial review period, new employees will be credited with time toward the length of service requirements of the College’s vacation and sick leave programs.  However, employees are not eligible to take paid vacation days, nor be paid for sick days taken, until after completion of the initial review period.  Employees will be paid for any College holiday that occurs during the initial review period.

Performance Expectations

The College is committed to enhancing job satisfaction by creating a cooperative and productive work environment for all employees.  In turn, all Haverford employees must meet certain performance expectations, including timely and regular attendance, dependable application of time while at work, and satisfactory completion of all duties.  Supervisors are responsible for helping employees maintain high levels of performance and meet these expectations.

If an employee feels that he or she is being treated unfairly when asked to meet performance expectations, the Formal Grievance Procedures in this Handbook should be followed.

Performance evaluations will be conducted annually, usually in January or February for the previous calendar year.  The evaluation process will include a written evaluation, a face-to-face meeting between the employee and supervisor, and a review by the depart­ment head.  The written results will be placed in the employee’s personnel file.  The Personnel Files Act (PL 1212, November 26, 1978) states that employees may inspect their own personnel file at least once a year.  If you wish to do so, please contact the Human Resources Office for further information.

Normal Work Day and Overtime

Employees in some departments (e.g., Dining Services, Physical Plant, Safety and Security) work a 40-hour week.  Other staff personnel work a 35-hour week, normally 9 a.m. to 5 p.m. during the acade­mic year and 8:30 a.m. to 4:30 p.m. during the summer. Hours for part-time personnel are set by their immediate supervisor.  Occasionally, hours are adjusted to meet the needs of a particular office or department.

Lunch breaks will be scheduled by the supervisor and may be staggered so that offices are staffed during the day as appropriate.  In addition to an unpaid lunch break, employees generally will be allowed two 15-minute breaks during the day.  This time, however, cannot be added to the lunchtime or subtracted from the working day.  During all hours for which employees are paid, they will work only on College projects.

Non-exempt employees will receive one and one-half times their regular hourly wage for all pay status hours in excess of forty hours in any given work week.  “Pay status” refers to all hours worked and to all hours/days that an employee does not work but for which he or she is paid by the College.  Examples are holidays, vacation days, and sick days.  The Fair Labor Standards Act does not allow employees to accumulate compensatory time, and it is expected that such compensatory time shall be taken by the end of the pay period.  All overtime and compensatory hours must have the prior approval of the appropriate supervisor.

 

Affirmative Action Policy :: Table of Contents :: Salary and Benefits