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Citadel News Service
2 Dec 2011

Employees to receive year-end salary supplement

Bonus part of revamped performance review process

The Citadel Board of Visitors today approved an amendment to the college budget providing for a year-end salary supplement that is part of a five -step Employee Recognition Program. The supplement has been made possible by cost savings and an increase in revenue above what had been projected in the college’s budget.

The board’s decision provides for $1,000 salary supplements for all faculty and staff that began full-time employment on or before Sept. 1, 2011, and earn less than $100,000. Salaried temporary employees and hourly temps working 1,000 hours or more will receive a $500 supplement. Other temporary staff employees who meet the criteria will receive $200. The supplements are a one-time payment that will not be added to base pay.

“The Citadel’s faculty and staff work extraordinarily hard on behalf of our students, and they are the primary reason for our No. 1 ranking in the U.S. News & World Report college guide,” said BOV Chairman Doug Snyder. “The BOV is delighted to be able to reward their efforts over the last year.”

Citadel President Lt. Gen. John W. Rosa directed Sam Hines, provost and dean of the college, and Thomas Elzey, executive vice president for finance, administration and operations, to develop a proposal to more accurately evaluate and reward employees for their work. The Employee Recognition Plan is the result.

The salary supplement is just one part of a five-step Employee Recognition Program, said Elzey.

The first step was a 1 percent salary increase that was effective July 1 of this year. It was the first wage increase for employees in three years. The salary supplement is the second step in the program. Step three is the completion of supervisory training for The Citadel’s 142 supervisors with emphasis on leadership, communication and performance evaluation. Step four will include the rescheduling of all evaluations, known as Employee Performance Management System (EPMS) reports, to a universal date of October 2012. Then, in December 2012, the final step will be to institute performance-based salary increases based on EPMS reports and identify and address salary disparities on a case-by-case basis, Elzey said.

Rosa said: “By creating a better system to evaluate the performance of employees we improve our ability to reward them for their hard work and for a job well done.”

Achieving excellence in the education and development of principled leaders
Media Contact:
Kim Keelor-Parker
(843) 953-2155

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