This Employee Handbook contains information about the employment policies and practices of Skidmore College, and applies to all exempt and nonexempt staff employees (referred to collectively as “Employees” in this handbook). Each Employee is expected to carefully read this Employee Handbook, as it is a valuable reference for understanding the policies and practices that affect your employment at Skidmore College.
This Employee Handbook supersedes all previously issued Employee Handbooks and any inconsistent verbal or written policy statements. Skidmore College will try to continually improve this Handbook, therefore, the College reserves the right to revise, delete, and add to the provisions of this Employee Handbook. No oral statements or representations can change the provisions of this Employee Handbook.
None of Skidmore College’s personnel documents and benefit plans, including this Employee Handbook, constitutes, or is intended to constitute, an expressed or implied contract guaranteeing continued employment for any employee. No supervisor has any authority to enter into a contract of employment – expressed or implied – that changes or alters the at-will employment relationship. Only the Associate Vice President for Finance and Administration and Director of Human Resources or their designee has the authority to enter into an employment agreement that alters the at-will employment relationship and any such agreement must be in writing.
It is expected that managers and supervisors will strive to apply these policies and practices equitably and fairly, and that appropriate consideration will be given to previous actions that may have been taken under these policies.
Not all Skidmore College policies and practices are set forth in this Employee Handbook. We have summarized only some of the more important and frequently used ones and provided links to those policies on Skidmore’s website. If there is any conflict between the language of the handbook and a policy, the language of the policy controls. If you have any questions about the application of a policy, please call Human Resources at (518) 580-5800. If you cannot locate a particular policy, or if you have any questions or concerns about this Employee Handbook or any other policy or procedure, please contact a member of the Human Resources team.
The principal mission of Skidmore College is the education of undergraduates, a diverse population of talented students who are eager to engage actively in the learning process. The college seeks to prepare liberally educated graduates to continue their quest for knowledge and to make the choices required of informed, responsible citizens. Skidmore faculty and staff create a challenging yet supportive environment that cultivates students’ intellectual and personal excellence, encouraging them to expand their expectations of themselves while they enrich their academic understanding.
The college also embraces its responsibility as an educational and cultural resource for alumni and for a host of nontraditional student populations, and for providing educational leadership in New York's Capital District and beyond.
Skidmore College was founded by Lucy Skidmore Scribner in 1903 as the Young Women's Industrial Club of Saratoga. The school rapidly developed into a thriving enterprise and was chartered in 1911 by the New York Board of Regents as the Skidmore School of Arts.
Mrs. Scribner recruited Charles Henry Keyes, a well-known educator from Columbia University Teachers College, as Skidmore's first president. In 1922 Keyes fulfilled his avowed ambition of having the school chartered as Skidmore College, a four-year degree-granting institution.
Set in what was at the turn of the twentieth century a beautiful park of summer residences, Skidmore's campus encompasses more than 750 acres of wooded land at the northwest edge of Saratoga Springs. Since 1964, when ground was broken for the first new structure on the Jonsson Campus, more than 50 buildings have been constructed on this site. While strikingly contemporary in architectural style, the campus buildings honor human scale and reflect Skidmore's Victorian heritage in numerous aesthetic details.
Among the college's more recent construction projects, the Sussman Village apartments, housing 200 students, opened in the fall of 2013. In 2010, the new Arthur Zankel Music Center opened near the campus entrance, with studios, classrooms, recital space, and a 600-seat concert hall.
Human Resources is a resource available to all Employees in the Skidmore Community. The HR team is capable of handling the diverse issues that arise for Individual Contributors, Supervisors and Managers in the course of their employment. Cognizant of both “the big picture”, as well as the details, HR seeks to provide four necessary roles to Skidmore College:
- Strategic Partner;
- Employee Advocate;
- HR Administrative Expert; and
- Change Agent.
As a Strategic Partner, HR understands the functions of the College, is present in decision making processes, assists in strategizing execution of actions, represents Employee views in organizational decisions, thinks independently while working collaboratively and assists with inter & intra organizational dynamics. As an Employee Advocate, HR listens to Employees' concerns, issues & ideas, supports Employee voices being heard, supports Employees being treated fairly, with dignity and respect, acts as an Employee champion and advocate, supports resources being available to meet the needs of Employees and helps Employees understand strategic decisions. As an HR Administrative Expert, HR confronts and solves problems knowledgeably, creatively and ethically, delivers competitive benefit packages, administers fair and equitable employment practices, administers labor contracts, manages HR data/records effectively, provides valued training opportunities, and administers fair, equitable and consistent total compensation practices. As a Change Agent, HR helps the institution work positive change, builds capacity for change, helps with renewal and transformation, helps individuals and organizations "cope" with change, and builds flexibility into people, organizations and processes. HR is available to you to provide assistance in any of these categories. Please feel free to contact any HR team member for the assistance you need.
If you have questions or require additional information with respect to any Handbook content, please contact Human Resources (extension 5800).
Section 1 - Updated February 2016