The pay week for the College is Saturday at 12:01 AM (midnight) through Friday at
12:00 AM (midnight). Employees are paid bi-weekly on Fridays.
Employees are paid on a bi-weekly basis via direct deposit. Direct deposit statements are mailed to campus boxes or can be viewed by logging into PeopleSoft Self Service every pay day. Arrangements for direct deposit are made through the Human Resources Office or Payroll Office.
Salary deductions include those required by law, those required by the College as a condition of employment, and those employees may authorize.
Deductions required by law. The federal government requires deduction of withholding tax from the salary of all employees. The federal government also requires deduction for the Social Security Tax (F.I.C.A) and Medicare (MEDC) from the pay of all employees. The Commonwealth of Pennsylvania, Virginia, and Maryland require a deduction from the pay of all employees toward the payment of State income tax. A local income tax deduction may also be required.
Voluntary deductions. You may authorize, in writing, other deductions, i.e., participation in the College's health insurance program (medical and dental), additional contributions to the pension program, voluntary life insurance premiums, and additional withholding tax. These will be deducted from pay until a discontinuance is requested in writing and submitted to the Human Resources and Risk Management Office.
The salaries of all employees are established by Division Heads and approved by the President, after consultation with their supervisors. Salary adjustments are based upon the quality of performance of the individual employee, the budget of the department, the needs of the College, the discretion of the College and any applicable wage scales as may be adopted or changed from time to time by the College.
Ultimately, the Board of Trustees authorizes salaries in their approval of the budget as recommended by the President. Salary increases are comprised of two components: across-the-board increases and merit increases.
Policy Governing Salary Arrangements for Administrators with Faculty Tenure
When an administrator with faculty tenure with more than five (5) years of service to the College reverts to full-time faculty status, he/she may be offered sabbatical leave (either half-year at full administrator's salary or a full-year at half administrator's salary). In some cases a briefer paid leave is a desirable option.
Subsequently, for the first two (2) years in the full-time faculty position, the former administrator receives no less than 75% of the salary paid during the last year in the administrative role (9 months of the previous 12 month rate), and may receive more depending upon faculty salary ranges and appropriateness.
In the third and subsequent years, no less than 66% of the salary during the last administrative year will be paid. Annual increments may not be paid, however, until the salary paid falls within an appropriate range for the faculty rank.
Performance Appraisal Process
The performance appraisal process with Gettysburg College serves a variety of purposes.
The process is expected to serve as a means to: enhance the working relationship between the employee and the supervisor, to provide a report of performance for the employee and supervisor and to provide supervisors with information concerning performance when considering employees for promotions or transfer.
Your first interaction with your supervisor concerning your performance will come during your initial probationary period. Your supervisor will provide you with feedback on your performance during this time. During such probationary periods, supervisors will determine whether to continue an employee's employment relationships with the College. After this period, you and your supervisor will work together on an annual or bi¬annual basis to identify goals for your next evaluation period. At the end of this appraisal period, you and your supervisor will meet to review and document your performance.