College of Southern Maryland
About CSM    Academics   Admissions   Community Resources   Continuing Education   Distance Learning   News & Events    Professional Dev. & Training
Curve     


Human Resources
•  HR Home
•  Contact Us

Jobs
•  All Job Listings
•  Kids and Teen College
•  Student Employment
•  Personal Enrichment and AdultPLUS Jobs

Resources
•  FAQ
•  Benefits
•  Position Descriptions
•  About CSM


Human Resources
Dotted Horizontal Line

Benefits

Keep growing in your career at the College of Southern Maryland. CSM is
on the cutting edge, offering great benefits, beautiful campuses and
a challenging environment. Check out why our employees
give high marks to our benefits program.

HEALTH AND WELLNESS

INVESTMENT PLANNING

LEARNING AND DEVELOPMENT

TIME OFF PROGRAMS

FAMILY ORIENTED PROGRAMS

Return to top

HEALTH AND WELLNESS  

Medical Insurance

  • Eligible full-time employees - premium is paid 75% by the college, 25% by the employee. For rate information click here.
  • Eligible part-time employees(20 hours per week or more) - single premium is paid 75% by college, 25% by the employee. Family coverage may be purchased if employee pays the entire cost of family coverage less the 75% single amount paid by the college. For rate information click here.
  • Includes in-network and/or out-of-network benefits, major medical, vision, prescription card.

Part-time employees who work less than 20 hours per week are not eligible for Medical Insurance.

CSM utilizes CareFirst Maryland Preferred Provider Network. To locate a medical provider that is considered "in-network", you may visit www.carefirst.com , click on Provider Directory, then click on MD Preferred Provider Network.  

In-network:  deductible is $250/person, $500/family; $20 co-pay for office visits ($30 for specialists); most other services paid 90% by the plan/10% by the employee;  annual out-of-pocket maximum $1,500/individual, $3,000/family.

Out-of-network:  deductible is $500/person, $1000/family; most services paid 70% by the plan/30% by the employee; annual out-of-pocket maximum $3,000/individual, $6,000/family.

Return to List

Dental Insurance

  • Eligible full-time employees - premium is paid 75% by the college, 25% by the employee. View rate information.
  • Eligible part-time employees (20 hours per week or more) - single premium is paid 75% by college, 25% by employee. Family coverage may be purchased if employee pays the entire cost of family coverage less the 75% single amount paid by the college. View rate information.

Part-time employees who work less than 20 hours per week are not eligible for Dental Insurance.

Basic services - satisfy $50 lifetime deductible, then plan pays 70% 1st year, 80% 2nd year, 90% 3rd year, 100% thereafter.  Major services subject to $100 yearly deductible, then plan pays 50% of charges.  Total yearly maximum benefit is $1,500. 

Return to List

Healthcare Spending Accounts

An eligible employee may enroll in a Healthcare Spending Account.  This account will reimburse you with pre-tax dollars for healthcare expenses not reimbursed under your family's healthcare plan(s).  The maximum amount you may contribute to this account for the plan year is $3,000.   The amount is deducted from your salary before you pay taxes, resulting in a considerable tax savings.  You submit eligible healthcare receipts to FlexAmerica and receive reimbursement directly from them.

Return to List

Domestic Partner Coverage

Domestic partners and their dependents are eligible for the same CSM medical and dental benefits as those provided to married spouses and their dependents.  The College of Southern Maryland defines domestic partners as two (2) individuals, of the same or opposite sex, who live together in a long-term relationship of indefinite duration. There must be an exclusive mutual commitment similar to that of marriage, in which the partners agree to be financially responsible for each other's welfare and share financial obligations, as verified by affidavit.

The value of insurance benefits provided to the domestic partner and his/her dependents is considered taxable income to the employee by the Internal Revenue Service and is subject to social security and federal and state income tax withholding.

Return to List

Life Insurance

  • Eligible full-time employees receive basic life insurance in the amount of 2 times salary, to a maximum of $100,000, at no cost to the employee.
  • Supplemental life insurance in increments of $10,000, $20,000, $30,000, $40,000, $50,000 may be purchased (rates are age-based). Paid 100% by the employee. View rate information.

Part-time employees are not eligible for life insurance.

Return to List

Long Term Disability

  • Eligible full-time employees receive basic long-term disability insurance, which would pay a benefit of 50% of monthly base pay ($3,000 monthly maximum) beginning on the 90th day of a disability.  There is no cost to the employee.
  • Employees may opt-up to receive 60% of monthly base pay (same $3,000 maximum) by paying the entire cost of the age-based premium.

Part-time employees are not eligible for LTD insurance.

Return to List

Short Term Disability (SICK LEAVE POOL)

Eligible full-time employees may join the Sick Leave Pool to ensure a measure of income protection during the LTD elimination period, (the 21st work day to the 90th day of disability). Employees may enroll within the first 30 days of full-time employment or during open season by donating 3 non-refundable days of sick leave to the pool.  Sick leave pool days are paid at 75% of salary.

Part-time employees are not eligible for the Sick Leave Pool.

Return to List

Long Term Care Insurance

Eligible full-time and part-time employees may purchase Prudential Long-Term Care Insurance, which would help to cover the cost of nursing home, assisted living, or home health care.  The premiums are based on age at the time of enrollment, so the younger you or your eligible family member is, the lower the premium can be.  The policy is completely portable; if your CSM employment ends, you will be billed by Prudential for your premiums at the same rate.  Eligible employees are guaranteed issue within 31 days of hire date.  A spouse, domestic partner, parent, parent-in-law, grandparent, or grandparent-in-law purchasing the coverage would be subject to medical underwriting.

Return to List

Employee Wellness Center Activities

The Wellness Center helps individuals attain an optimal level of health and well-being.  The center sponsors contests, offers positive lifestyle courses, lunch-time learning seminars (Health Breaks), health screenings, and informative pamphlets about a variety of health-related topics. 

Return to List

Fitness Exercise Lab

Fitness centers, located on the La Plata and Leonardtown campuses, provide physical fitness assessments and individualized exercise programs.  The centers house circuit weight training equipment, free weights, exercise bikes, and stair climbers. 

All employees may join the Fitness Exercise Lab by showing evidence of current employment and paying the $20.00 yearly fee.  This gives them access to the fitness center, pool, and aerobics classes as listed in the Continuing Education Schedule of Classes.

Return to List

 

 

INVESTMENT PLANNING  

Retirement Plans

All eligible employees must be enrolled in a retirement program and are eligible for participation in the State Retirement and Pension System (SRPS) of Maryland.  A member of the faculty, administrative, or professional staff, whose position requires and who possesses an earned baccalaureate or higher degree, may opt-out of SRPS and into the Optional Retirement Program (ORP).

State Retirement/Pension System (SRPS).  This is a defined benefit plan.  The retirement benefit is based upon a combination of length of service and average final salary.  Vesting occurs after the fifth year of membership.  There are provisions for disability retirement and pre-retirement death benefits.  The state contributes an amount which is determined annually by the State System's actuary.  A 4% employee contribution is required; the employee contributions are immediately vested and accrue interest.

Optional Retirement Program.   This is a defined contribution plan, for which certified professional positions/employees are eligible.  The retirement benefit is based upon your accumulated account balance.  Vesting is immediate.  The state contributes 7.25% of your base salary to your account with one of the following state approved carriers:  TIAA-CREF, VALIC, and Fidelity.  No employee contribution is required.

Return to List

Tax Sheltered Annuities

Supplemental retirement annuities (SRAs) are tax-deferred annuities that offer you an easy and affordable way to build assets for retirement.  This 403(b) plan is similar to a 401(k).  A portion of your salary is deducted before you pay taxes and placed in an investment program under your direction.  You pay no taxes on your SRA earnings until you receive them as income.  There are two companies from which to choose:  TIAA-CREF and Fidelity. 

Return to List

 

(Pre-tax) Dependent Care Spending Accounts

An eligible employee who has predictable child care expenses may fund a Dependent Care Spending Account.  The amount is deducted from your salary before you pay taxes, resulting in a considerable tax savings.  You submit eligible child care receipts, and FlexAmerica issues a check from the available funds in your account to reimburse you.

Return to List

 

 

Direct Deposit

Eligible employees may have their paychecks deposited directly to their bank account(s).  The current maximum number of banks is two. 

Return to List

Credit Union

Employees and family members are eligible to join the Educational Systems Employees Federal Credit Union (http://www.esfcu.org/), a full service financial institution.  Available services include:  savings accounts; a share draft checking account with no minimum balance requirements and no monthly service charges; special purpose club accounts; money market accounts; IRA savings & certificate accounts; various loans; online banking.

Return to List

Savings Bonds

Employees may purchase U.S. Savings Bonds offered through Treasury Direct.

Return to List

LEARNING AND DEVELOPMENT  

Tuition Waiver for employee (and dependents if full-time)

The college authorizes a tuition benefit of one hundred percent of the tuition for all credit and credit-free courses offered by the college to the following covered individuals:

  • Eligible full-time and part-time employees
  • Spouses, domestic partners, and dependents of eligible full-time employees
  • Part-time temporary credit and credit-free faculty who are teaching a minimum of three credits (or forty-five contact hours) during the semester

Payment of all associated fees is the responsibility of the individual except for specific required job related technology coursework.

Return to List

Tuition Reimbursement

All eligible employees may apply for tuition reimbursement for the successful completion of pre-approved credit courses not available at the College of Southern Maryland.

Return to List

Volunteer Service

Employees may participate in volunteer service with pay when it is a specific CSM approved or sanctioned volunteer effort (e.g. the tornado clean-up).  Employees who want to volunteer to support other charity events they support may request leave to participate during working hours.

Return to List

Mentoring Program

Our mentoring program fosters employee partnerships that promote employee development, achievement, and success in the workplace.  The objectives are:

  • To assist those employees who have worked at the college less than one year in making successful transitions to the college workplace.
  • To provide new employees the opportunity to have mentor partnerships with more experienced college employees during the initial period of their employment.
  • To enable experienced college employees the opportunity to mentor new employees by providing guidance, support, friendship, and insight into the culture of the college.

The Mentoring Committee has recently begun hosting a New Employee Welcome (NEW) reception before monthly Board of Trustees meetings so that new employees can mingle and meet members of the Board and other college employees before being formally introduced to the Board. 

The goal of the faculty mentoring program is to provide sharing partnerships to foster success in the classroom and to encourage creativity in teaching.  The program is voluntary and includes departmental mentoring for new full-time faculty, departmental mentoring for new part-time faculty, and cross-departmental mentoring for new faculty as necessary.

Return to List

Employee Recognition and Awards Program

This peer-recognition program is celebrated quarterly with employees being recognized for significant college or job-related contributions in five areas.  These contributions are guided by the college's five guiding principles: creativity, integrity, knowledge, partnership, and respect.  The categories include the College/Community Service Award, the Customer Service Award, the Extra Mile Award, the Innovator Award, and the President's Award.   

Return to List

Employee Service Awards

Eligible employees, who have completed 5, 10, 15, 20, 25, 30, or 35 years of service, receive service awards at the yearly Service Recognition Dinner-Dance.

Return to List

TIME OFF PROGRAMS  

Annual Leave and Sick Leave

  • Eligible employees, including 12-month faculty, earn sick leave and annual leave based on length of service and scheduled hours per pay period.
  • Eligible employees working 5 days per week (12 months per year) earn 13 days sick leave, 10 days annual leave per year.  After 3 years - 15 days annual leave and after 7 years - 20 days annual leave.
  • Eligible employees who work less than 5 days per week and/or less than 12 months per year have leave pro-rated according to percentage of week (and percentage of year, where applicable) employed.
  • Ten-month faculty earn sick leave only - 5 days per semester for full-time.

Return to List

Paid Holidays

  • Martin Luther King Jr. Day
  • Spring Break (3 work days)
  • Memorial Day
  • Independence Day
  • Labor Day
  • Thanksgiving Day
  • Friday after Thanksgiving
  • Winter Break (6 - 8 work days)

 

Return to List

Sabbaticals

Faculty sabbaticals are available through the Instructional Credit Banking Program.

Return to List

FAMILY ORIENTED PROGRAMS  

Flexible Work Schedules

The college has a long practice of giving supervisors wide latitude to develop flexible work schedules to meet their employees' individual needs where such requests can be accommodated.  This policy includes Compressed Work Schedules (the employee compresses the work schedule into fewer days over a one or two week period) and Alternative Work Schedules (the employee start and ending time each day can vary by a predetermined amount as long as core hours are worked and total weekly hours are not reduced.) 

Return to List

Telecommuting Program

The College of Southern Maryland considers Telecommuting to be a voluntary and viable work option that, when appropriately applied, benefits the employees by addressing their quality of life concerns, the college by addressing its business needs, and the community by reducing traffic congestion, air pollution, and use of non-renewable energy sources.

Return to List

View benefits for PT Temporary Faculty

Start your employment search and Resume Submission!

This document is intended as a summary only. This is not a contract, or part of any official document. If differences should occur between this summary and the Plan Document or the official Administrative Manual, the Plan Document or Administrative Manual will govern your rights under the plan. Requests for further information or any questions may be directed to Susan Needham, Benefits Specialist, at 301-934-7895 or by e-mail to susann@csmd.edu.

COLLEGE OF SOUTHERN MARYLAND | La Plata | Leonardtown | Prince Frederick | Waldorf | 301-934-2251