Faculty and Staff:
Please ensure your contact and emergency information is correct in ADP.
*Your information MUST be correct to receive ALL College emergency notifications*
- Log in to ADP’s Website
- Select the “Myself” tab
- Then select “Personal Profile”
- Edit your contact information by clicking on the pencil icon on the screen.
Guidelines for Faculty Qualifications
Galveston College is an equal opportunity institution in education and employment. It is the policy of Galveston College to provide equal opportunities without regard to age, race, color, religion, national origin, gender, disability, genetic information, or veteran status. It is the goal of Galveston College to select employees who are committed to continuous caring, innovation, and creativity, open to change, and committed to the College’s mission of meeting the needs of the 21st-century learner.
Galveston College does not accept unsolicited resumes or applications. All applicants must be authorized to work in the United States without restriction; Galveston College does not sponsor visas.
Faculty or Adjunct Faculty Positions
Unofficial college transcripts from an accredited institution may be submitting during the hiring process. If selected for employment, official transcripts must be provided to the Human Resources Office prior to the date of hire.
Transcripts from foreign institutions must be transcribed by a company listed on the NACES website, with a course by course evaluation.
The Immigration Reform and Control Act of 1986 (IRCA) requires verification of the identity and employment eligibility of all employees. Galveston College is an E-Verify employer. E-Verify is an Internet-based system that compares information from an employee’s Form I-9, Employment Eligibility Verification, to data from the U.S Department of Homeland Security and Social Security Administration records to confirm employment eligibility.
Veteran’s Preference in Employment
In compliance with Texas State Senate Bill (S.B.) 805, Galveston College is committed to providing a preference in employment to eligible veteran, disabled veteran, surviving spouse of veteran and orphan of veteran applicants who meet minimum qualifications and any special qualifications for the position to which they apply. The required preferences do not compel the College to appoint a veteran, disabled veteran, surviving spouse of a veteran or orphan of a veteran. However, they do require that those who meet the veteran preference eligibility be appointed when their application assessment, combined with the veteran’s preference, is equal to, or higher than that of a non-veteran.
Selective Service Requirements
HB 558, passed by the 76th Legislature, requires that male U.S. citizens, regardless of where they live, and male immigrant aliens residing in the U.S. are required to be registered with Selective Service if they are at least 18 years old but are not yet 26 years old. Persons subject to this law must present proof of compliance or exemption from registration with Federal Selective Service System law in order to be eligible for employment.
Recruitment and Selection
Please refer to the Employee Handbook, Section 2.05, for the guidelines regarding recruitment and selection including onsite interviews and moving expenses. The Employee Handbook is posted on the Policies & Procedures link below.
- Group Life Insurance
- Long-Term and Short-Term Disability
- Employee Assistance Program
- Flexible Spending Accounts
- Credit Union
- Voluntary Tax Deferred Programs
A comprehensive health insurance program is provided through ERS. The State/College will pay 100% of the insurance premiums for a full-time employee and 50% of the premiums for dependent coverage. There will be a 60-day waiting period beginning on the first day of the month after the month the employee is hired before the employee may enroll in the health insurance program. New employees transferring from another state institution are exempt from this waiting period.
|Consumer Directed HealthSelect||866-336-9371|
Dental insurance is available for benefit-eligible employees and begins on the first day of employment. Eligible employees may select the Dental HMO or the State of Texas Dental Choice Plan or the State of Texas Dental Discount Plan. The College will pay 100% of the Dental HMO insurance premium for the full-time employee only. The employee pays 100% of the premiums for all eligible dependents in either plan and the remaining employee premium of the Dental Choice Plan.
Galveston College provides, without charge, group life insurance coverage in the amount equal to two (2) times the annual salary for the employee. Additional life insurance may be purchased at the employee’s expense with Evidence of Insurability (EOI).
Through long-term and short-term disability insurance coverage programs, eligible employees may receive a portion of their monthly income if they become disabled, are unable to work, and exhaust all sick leave benefits. This coverage is available to eligible employees only during the first 31 days of employment without going through the Evidence of Insurability (EOI) process.
The College offers an Employee Assistance Program that provides free confidential short-term counseling for full-time employees and their immediate family. Mental health, financial and legal counseling sessions are available 24 hours per day, 7 days a week at no charge to the employee. Simply call Interface EAP at 1-800-324-4327. Se habla Espanol 1-800-324-2490.
The College participates in a Section 125 Flexible Health Care and Dependent Care Program through ERS. Upon employment, the employee may enter into a written agreement with the College and ERS that a pre-tax payroll deduction be made to fund a Health Care Spending and/or Dependent Care Spending Account. The employee may use the tax-free money from these accounts to pay for eligible health expenses not reimbursed under the employee’s medical and dental plans, or to pay for eligible child care expenses. The process of entering into a written agreement needs to be repeated prior to September 1 for each subsequent calendar year in which an employee wishes to fund such accounts. More information can be found on the TexFlex Website.
All eligible employees are enrolled in either the Texas Teachers Retirement System (TRS) or Optional Retirement Plan (ORP). TRS is a defined benefit plan administered by the Teachers Retirement System of the State of Texas. ORP is a defined contribution plan administered by applicable vendors and legislated by the Texas Higher Education Coordinating Board. Only full-time faculty, administrators are eligible to participate in ORP (ORP Eligible Positions).
Please be aware, one of the conditions to be eligible for retiree health insurance for ORP participants is to retain funds in their Galveston College ORP account.
Before you choose your retirement plan, please read:
|Overview of ORP and TRS|
|Teacher Retirement System of Texas|
|Optional Retirement Program|
|ORP Plan Information (TSA)|
If you are planning to retire soon, please read:
Employees may elect to participate in a voluntary Tax-Deferred Program by purchasing deferred annuity contracts or custodial accounts from a College approved vendor. Such custodial accounts or annuity contracts are acquired under 16 Section 403(B) and 457(b) of the Internal Revenue Code. Employees electing to contribute an amount to purchase a tax deferred annuity contract or custodial account will sign a salary reduction agreement, which will be effective only for contributions made.
|403(b) and 457 (b) Plan Information (TSA)|
|Approved Elective 403(b) and 457(b) Providers|
|Video Introduction to Voluntary Tax Deferred Programs|
ORP Plan documents approved by the Galveston College Board of Regents:
Payroll Office Hours
|Fall and Spring Semesters:||8 a.m. – 5 p.m. Monday through Friday|
|Summer Semesters:||7:30 a.m. – 6 p.m. Monday through Thursday|
Part-Time, Classified, Work-Study and Adjunct Faculty Employees
Prof Tech, Administrator and Full Time Faculty Employees
Full Time Positions at Galveston College
Employee Classification & Compensation
The function of a compensation philosophy is to establish a system of remuneration that supports the College’s mission and goals of its Strategic Plan. The Objective of the System is to maintain an externally competitive relationship in similar educational markets within the financial capability of the College, reward teaching excellence and recognize longevity with the institution.
|Salary Schedules – Faculty|
|Non Faculty Plan|
|Salary Schedules – Non Faculty|
|Classification Plan Part Time Wage Scale|
|Full Time Compensation Plan|
Board of Regents Guidelines
- The Compensation Plan shall employ a clear and consistent method of determining annual employee compensation, which defines specific rather than random placement within salary ranges based upon years of experience and level of education.
- Maintain salary ranges driven by competitive minimum (base) salaries.
- Establish bench-mark targets for competitiveness of: An average faculty salary that would rank Galveston College in the top 25% of public two-year colleges in Texas, salaries for administrative staff at or above state averages for comparable positions, salaries for classified staff at or above Gulf Coast Consortium averages for comparable positions.
Contact HR Staff
Dr. Mary Jan Lantz, Director of Human Resources and Risk Management, Title IX Coordinator
Stephanie Martinez, HR Specialist — Employment/Reporting
Joyce Landry, HR Specialist — Payroll/Benefits
Tia Campbell-Benson, HR Assistant — Payroll/Benefits
HR and Payroll Office Hours
Fall and Spring Semesters:
8am-5pm Monday through Friday
7:30am-6pm Monday through Thursday