Employment

From the moment they get an offer letter through their first 6 months of employment, Human Resources strives to provide new employees and their managers with the resources they need to succeed. The goals of the orientation and onboarding process are threefold: Productivity: Help the employee get up and running… Continue reading »

It is the college’s intent to clarify the definitions of employment classifications so that employees understand their employment status and benefit eligibility. These classifications do not guarantee employment for any specified period of time. Accordingly, the right to terminate the employment relationships at will at any time is retained by… Continue reading »

Each summer the college has a limited number of on-campus summer jobs and accepts applications for work in various departments. Employment is limited to Williams students, defined as entering first years and rising sophomores, juniors and seniors.  Priority in hiring will be given to those on Williams-based financial aid. Continue reading »

The College permits employment of members of the same family. However, to ensure objectivity and impartiality in employment-related situations (evaluation, hiring, salary setting) employment of immediate family members in a direct reporting relationship is not permitted. Immediate family members are defined as parents, children, spouses or partners, and siblings. Continue reading »

Williams is committed to realizing its vision of educational excellence. The College recognizes that the people who make up its faculty and staff are central to achieving this objective. Williams seeks to offer a competitive “total rewards” compensation package designed to address the diverse and evolving needs of its faculty… Continue reading »

In accordance with the compensation philosophy the support staff and administrative staff salary programs are reviewed regularly to assure that they remain competitive with the appropriate labor market. Jobs are compared with a designated group of peer colleges and universities, similar jobs in a geographic area, or with organizations with… Continue reading »

In workplaces all over the world, employees have said that they would perform better in their jobs and be more engaged with consistent feedback.  We hear this consistently in staff surveys and from our Staff Committee and Staff Advisory Committee as well.  Our Performance Development program is one way to guarantee… Continue reading »

Background From time to time there are occasions when it is appropriate for department heads to recognize an employee’s contribution on behalf of the department or institution. There are also times when it is important to celebrate or acknowledge certain life events. How these are addressed within departments… Continue reading »

PURPOSE This policy implements the recommendations of the working group on staff remote/flexible work arrangements, which was charged in the summer of 2021 to review Williams’ remote work policy in light of the questions raised and lessons learned during the 2020-21 academic year.  This sets forth… Continue reading »