Employment

Health

There are two plans available, both with the Independence Blue Cross network.  One is a PPO (Personal Choice) and the other an HMO (Keystone).  The PPO plan is a high deductible plan, and qualifies for use of an HSA account (see HSA Account benefit below).  Plan benefits summaries are available for each of these plans, in the Business Office.

The School pays for 100% of the premium for “single coverage” under the HMO plan and 50% of the additional HMO family coverage (including domestic partners).  If the employee chooses the PPO plan, the employee will pay the additional cost above the HMO coverage paid by the School.  See the attached Employee Semi-Monthly Payroll Deduction Amounts schedule for the employee premium cost. Both the HMO and PPO coverage include a vision and prescription drug plan.  The employee portion of healthcare costs can be withheld from an employee’s paycheck on a pre-tax basis. 

Prescriptions

The prescription plan under our HMO coverage is a Select Drug Program - $20/$75/$100, with oral contraceptives.  The prescription drug plan under the PPO is subject to a deductible; after the deductible is met the co-pays are $5/$20/$45. CVS/Caremark administers the prescription plans.

Vision

Our HMO and PPO plans have vision coverage through VBA. VBA covers cover one eye exam every year.  Also, there is coverage for glasses or contact lenses.

Dental

There are two dental plans available.  Plan benefits summaries are available for each of these plans, in the Business Office.

Dental coverage is 100% paid by the employee.  See the Employee Semi-Monthly Payroll Deduction Amounts schedule for employee premium costs.  Employee dental costs can also be withheld from an employee’s paycheck on a pre-tax basis.

Medical Plan opt out

If the employee elects not to be covered by the School’s healthcare plans, he or she may elect to receive an “opt out” benefit of $175 per month.

FSA account

Through HealthEquity, there is an option for pre-tax contributions to be made to health and dependent care reimbursement accounts.  The maximum annual contributions are $2,750 for health care and $5,000 for dependent care expenses.  Funds set aside in an FSA account must be used or they will be lost at the end of each plan year/grace period.  The FSA accounts run from 11/1-10/31 each year.

HSA account

Through HealthEquity, there is an option for employees who are covered by an eligible medical high deductible plan (our PPO medical plan) to contribute tax-deductible dollars to an HSA account.  Your contributions remain in your HSA from year-to-year, until you use them.

The School has a 403(b) Defined Contribution Plan through TIAA-CREF.  

New employees may contribute to the 403(B) plan on a voluntary basis.  

After one year of service, employees will be included in a mandatory plan whereby all full-time employees contribute a minimum 5% of eligible wages (pre-tax) into a retirement annuity (RA).  The employee will then receive a 10% contribution from the School in semi-monthly installments.  Employees can change their contribution percentages at any time.

As of May 2016, there is also an after-tax Roth option with our 403(b) plan.

The School’s contribution vests to the employee:

1-2 years = 20%
2-3 years = 40%
3-4 years = 60%
4-5 years = 80% 

After 5 complete years of service, the School’s contribution is 100% vested to the employee. 
 

Life insurance

All full-time employees are enrolled in the School’s group life plan.  The death benefit is equal to the employee’s base salary, to a maximum of $500,000.  There is a reduced benefit at age 70.  There is no charge to the employee for this basic coverage.  

Additional (term) life insurance can be purchased for the employee, their spouse and dependants through Unum at the employee’s expense. 
 

Disability

Short-term disability coverage is available for full time employees.  There is no cost to the employee.  100% of base compensation is covered for the first four weeks, 75% for the next twelve weeks and 60% for the next ten weeks.  

Long term disability coverage is mandatory for full-time employees, and optional for part-time employees.  The monthly premium is paid by the employee through semi-monthly, after-tax payroll deductions.  Our long-term disability coverage is through Unum.  Unum offers an EAP program (Employee Assistance Program) to all employees with long-term disability coverage.

Graduate Study

All full-time employees may apply to the Dean of Faculty in the school year prior to enrollment in the program.  This program is limited by the amount of funds available.

SIGHTS

(Summer Institute for the Growth of Haverford Teachers and Staff) provides funding for non-academic summer work which will enhance the quality of education at The Haverford School and meet the objectives of the school’s Strategic Plan.  In particular, SIGHTS seeks to support faculty and staff professional growth in areas which directly impact Haverford students. 

Professional Development

Provides for cost of travel and attendance at appropriate workshops and programs. See your Department Head for specific information.

Grandfathered employees (hire dates on or before 8/1/01) have 100% remission for up to 2 sons.  Employees hired after 8/1/01 are given 50% remission for all of their boys (have to qualify admissions) and assuming space.  For remaining 50% of tuition, employee may apply for tuition assistance and have their salary (that of the employee) zeroed out. Total remission/assistance targeted at an average of 25% of total financial aid budget, if needed.  If need exceeds average/targeted 25% than assistance is capped and overage/reduction is spread among all applicants’ awards.

Child care

Employees may enroll their children (infant through pre-school ages) in the School’s childcare center, where space is available.  See the Business Office for costs and payment options.  There is discounted pricing for employees. Full-time employees in The Haverford Center receive a special discount of 50% off outside childcare rates and 50% off employee after care rates.

ESF Enrichment

ESF offers 2 free Enrichment classes, per trimester, for children of Haverford employees (Robotics will count at 2 classes), plus 50% off for any additional classes. There is also an additional free class for employees who teach and ESF enrichment class.

ESF Summer Camp

ESF runs a summer camp for children ages 3 to 15 on The Haverford School campus.  ESF offers Haverford employees a 50% discount off Haverford ESF core camps, and a 10% discount off ESF Specialty Major Camps. There is no discount for ESF’s Phillies and Jr. Sixers camps.

Vacation/leave

Full time staff vacation, personal and sick leave:
1-2 years = 20 days
3-4 years = 25 days
5+ years = 30 days.  
Unused benefits days do not carry forward to the next benefit year.

Faculty does not receive paid time off.  Personal leave for faculty is at the discretion of the Headmaster.  

Up to 3 days of paid time off is provided for funeral and bereavement leave.  Additional time off for faculty members is at the discretion of the appropriate Division Head.

In accordance with the Family and Medical Leave Act of 1993, eligible employees are provided with up to twelve weeks of unpaid family and medical leave (including maternity).  The School may provide for paid parental leave for up to six weeks.

Summer hours

At the discretion of the Head of School, normal business hours may be abbreviated from mid-June through August.

Holidays

Specific holidays the School will be closed each year are published in the academic calendar.

Meal allowance

All employees are extended an allowance of approximately $7/day for lunch.  Breakfast can be substituted for lunch.  Free coffee is served in the dining hall until 10 am.

TransitCheks

Employees may purchase vouchers for public transportation with pre-tax dollars. See the Business Office for details.

AT&T Wireless Discount

Because THS has a corporate agreement with AT&T, employees are Discount eligible for a discount off AT&T wireless services. Information and applications are available in the Business Office.

Liberty Mutual

THS has discounted rates with Liberty Mutual for homeowners and auto insurance.  If enrolled with Liberty Mutual, the cost of these insurances can be paid for via payroll deduction.  Information is available in the Business Office.

Revolution Test Prep

Employees receive 50% off any tutoring or test (SAT/ACT) preparation program through Revolution Prep.

Show Tickets

The Haverford School has on-campus performances in Centennial Hall. Employees are entitled to 2 free tickets to these performances. 

Gym facilities

Employees may utilize the School’s gym facility (weight room, pool, track, etc.) at approved times determined by the Director of Athletics.

Music Conservatory

Employee and family member receive a 10% discount when enrolling for private instrumental music lesson through the Haverford Conservatory.

Computer purchases

A program whereby employees can purchase a computer through the School and arrange repayment by payroll deduction.  Payment back to the School will be scheduled semi-monthly over a ten-month period.

Workers’ compensation

The School provides Workers’ Compensation as required by law. If you are injured or become ill on the job, benefits may be available to you.

Beginning Teacher  $51,000–57,000

• B.A. or B.S. degree
• demonstrates classroom management skills
• motivates and stimulates students
• embraces best practices for teaching boys
• communicates effectively with parents
• exhibits respect, honesty, and courage
• serves as an effective advisor to students
• shows a willingness to learn and a spirit of cooperation
• fulfills all curricular and extracurricular responsibilities
• promotes a tone and atmosphere that reflects support, loyalty, and agreement with The Haverford School mission and vision

Experienced Teacher  $57,000–75,000

Typical consideration for promotion to Experienced Teacher comes after a minimum of four years’ teaching experience. In addition to all of the qualities listed above: 

• B.A. or B.S. degree
• has effective communication skills
• has positive relations with students and colleagues
• displays a commitment to the teaching profession
• is an active participant in the life of the school
• maintains a professional development plan linked to evaluation 
• makes efforts to improve his/her teaching through deliberate practice
• varies instructional techniques to accommodate a variety of learning styles
• incorporates School-wide strategic initiatives (Decision Education, Service Learning, Leadership, Globalization, etc.)
• initiates and implements action research on best practices
• demonstrates sensitivity to the needs of wider School constituencies

    

Master Teacher: $75,000+

Typical consideration for promotion to Master Teacher comes after a minimum of eight years’ teaching experience. In addition to all of the qualities listed above:

• M.A. or M.S. or equivalent degree
• demonstrates effective teaching methodology, including an understanding of developmental and learning differences
• understands the needs of every student in his/her class
• possesses a variety of instructional strategies
• models and shares best practices
• uses formative assessments to guide instruction
• exhibits professional maturity in dealings with all members of the School community
• demonstrates a cooperative spirit, a readiness to receive direction, an ability to hear criticism as well as praise, and to handle disagreements when they occur in a professional, thoughtful, and supportive manner
• emerges as a respected role model and leader, working collaboratively with his/her team (department or grade level) in shaping and executing the curriculum
• has responded to and formally implemented multiple school strategic initiatives
• has developed an expertise in curriculum development (e.g. essential questions, skills, content, etc.) and communicates effectively through curriculum maps
• uses educational technology to enhance student learning and to teach skills as outlined in the technology curriculum
• takes initiative to improve the vertical and horizontal alignment of the curriculum beyond the confines of his/her classroom
• committed to curriculum development and the long-term health of the School

Faculty Leader: $91,000+

Upon demonstrated exemplary curricular and teaching
expertise, candidates for promotion to Faculty Leader Recommended are considered after a minimum of fifteen years teaching experience. In addition to all the qualities listed above:

• viewed by peers, parents, and students as an exceptional teacher, consistently recognized for effectiveness, actively supports the School’s mission and vision
• is a role model, mentor, guide for new teachers; takes responsibility for community growth
• is acknowledged by peers as a committed leader, subordinates personal interests of the general welfare of the School
• takes leadership in matters of curriculum development and improvement, demonstrating receptiveness to new ideas and dedication to teacher and teaching success
• embraces responsibility for such programs as Instructional Rounds and other Distributive Leadership activities to enhance the overall learning program
• demonstrates a willingness to help where needed and to contribute to the wider community
• understands the emotional development of boys and intentionally serves as an advocate among the Faculty for implementing the Strategic Plan and the best practices in boys’ education