Program Manager

The Program Manager (PM) is responsible for providing administrative support to the Chair and faculty of the department and facilitating the delivery of educational and support services to the department’s students. The Manager organizes and administers routine functions, including scheduling, budgets, ordering and purchasing, and communications.  The Program Manager reports to the appropriate Chair.  The Dean of Academic Affairs acts as a liaison and resolves any issues in regard to their responsibilities.

Section Leads

Section Leads

In departments with extensive or diverse curricula, the Department Chair may recommend the establishment of a section for administrative purposes and the appointment of a full-time faculty member as Section Lead. Usually a section is organized around a discipline.


The Section Leads serve in an advisory capacity to the Department Chair. The Section Leads make recommendations to the Chair in the areas of curriculum, faculty assignments, facilities maintenance and improvement, annual and capital budget, full and part-time faculty recruitment and visiting artists.

Position Description

  • Manages shop space in collaboration with technicians. This includes maintenance, ordering supplies, capital requests, cleaning and organizing, etc.
  • Monitors shop space in collaboration with technicians, creates and enforces access policies.
  • Manages course tally in collaboration with Chair and PM,  determines and schedules classes for each semester, to be consistent with demand and curriculum requirements.
  • Manages Adjunct Instructors in collaboration with Department Chairs. The Section Lead may be involved in hiring, reviews, fielding questions, and ensuring teaching quality.
  • Manages review, editing and submission of course syllabi as assigned by Chair.
  • Section leads are full-time faculty and are responsible for full-time faculty course load and college service.
  • In collaboration with Department Chairs, manages curriculum-related tasks such as department transfer requests, independent study requests, student concerns, new courses, course updates, and curriculum charts per emphasis.

Department Eligibility

  • Departments that require a faculty member to oversee physical shop space and/or manage a specific curriculum are eligible.
  • Departments apply for stipend funds through the budget process and complete a Change to Existing Position form.
  • Workload is evaluated collaboratively by the Dean and Chair to evaluate the need.


  • Section Lead duties are designated in the job description upon hiring. The Department Chair may appoint a Section Lead from full-time faculty if approved through the budget process and a Change to Existing Position form is completed.
  • Reappointment is annually based on Chair recommendation.
  • Only full-time faculty are eligible.


  • Section Leads are evaluated in the annual appraisal by the Department Chair following the procedure for all faculty.

Faculty Concerns Committee

A faculty member may seek to resolve a dispute by making a request to the Faculty Concerns Committee (FCC). The FCC serves as a body of appeal for faculty members seeking redress of grievances and concerns. Its purpose is resolution of issues, not initiation or proposal of concerns. The FCC judges the validity of grievances reported to it by individual faculty members and recommends appropriate resolutions to the Dean of Academic Affairs, graduate and undergraduate Deans, and the President. The FCC serves as a body of appeals of Faculty Review Committee (FRC) decisions. Additionally, the FCC will hear faculty grievances related to termination, contract non-renewal, or contract length reduction. The Faculty Concerns Committee does not have authority to handle discrimination and harassment matters. Any faculty member who wishes to institute such a grievance should notify the Chair of the committee in writing. Once the FCC has made its recommendation to the appropriate Dean, and/or the President, the administration will pass on to the aggrieved faculty member in a timely fashion, the findings of the Committee, along with the administration’s final decision.

CCS will participate in an FCC proceeding regarding an employment-related claim instituted by a faculty member only if the faculty member executes a release of claims that protects CCS from litigation related to the FCC process. CCS will not provide any information to the FCC regarding an employment-related claim without such a release. The release form is available from the Office of Human Resources.

Reappointment and Advancement of Full-Time Faculty

General Principles on Reappointment

Full-time faculty members who are under contract with CCS must be reviewed for reappointment. Contract renewal is not automatic and is based on a multitude of factors, including the previous performance of the faculty member, their compliance with CCS policies, and the needs of the College. The reappointment process involves assessments by the faculty member’s Department Chair, the appropriate Dean, and the President. Department Chairs are reviewed for reappointment by the appropriate Dean and the President. Recommendations by Chairs and Deans are advisory in nature. Final decisions on reappointments are made by the President.

Reappointment Procedures

  1. The Dean of Academic Affairs informs each faculty member who is to be reviewed for contract renewal of their eligibility, as well as the Chair of the faculty member’s department. The Dean of Academic Affairs provides the entire list of faculty eligible for renewal to the academic Deans.
  2. The Department Chair submits a letter to the appropriate Dean with their own non-binding recommendation regarding the faculty member’s reappointment. The letter should summarize the strengths and weaknesses noted in the Chair’s evaluations conducted during the current contract period. The Chair supports their recommendation with specific information and conclusions. The letter should be submitted according to the schedule provided by the Dean of Academic Affairs. In the case of the renewal of a Department Chair’s own faculty appointment, the Department Chair’s letter is omitted.
  3. Upon receiving the recommendations of the Department Chair, the appropriate Dean formulates and submits to the President a recommendation on each faculty member’s reappointment, including length of reappointment, if any, and rank. In doing so, the Dean may request additional information from or a meeting with the faculty member and may request clarification or elaboration from the Chair.
  4. The President reviews and approves or disapproves each of the Dean’s recommendations. The President may also request additional information or clarification from any of the parties involved in the reappointment procedure. The President communicates the decisions to the Director of Human Resources and Dean of Academic Affairs. The Human Resources office sends the reappointment letter to the faculty member and copies the Dean of Academic Affairs who then informs the relevant Chair and the appropriate Dean. In order to accept the reappointment and complete the process, the faculty member signs a copy of the appointment letter and returns it to the Director of Human Resources.

The schedule of the reappointment process is as follows:

  1. One-year contracts
    • Chair’s recommendations by March 1
    • Appropriate Dean’s recommendation and President’s decision by March 31
  2. Two-year contracts
    • Chair’s recommendations by December 1 of the second year of the contract
    • Appropriate Dean’s recommendation and President’s decision by February 1 of the second year of the contract
  3. Three-year contracts
    • Chair’s recommendations by June 1 of the second year of the contract
    • Appropriate Dean’s and President’s decision due ninety days thereafter

CCS understands the need to give full-time faculty ample notice of the status of their appointments. While all parties to the reappointment procedure will make their best efforts to meet the schedule described above, circumstances may occasionally prevent that from happening. In an instance when a decision will not be rendered by the target date, the Dean of Academic Affairs will inform the faculty member of the delay, the reason for it, and the date by which the review will be completed.

Criteria for Reappointment

CCS and the faculty of the College collectively place a high value on excellence in all areas of faculty responsibility, the principal ones being instructional quality and department contributions to service the College; and professional practice, development, and research.  All participants in the reappointment process are expected to observe the following criteria in arriving at their recommendations.

  1. For faculty members on three-year contracts:
    1. Recommendation for a three-year reappointment would ordinarily be made if the faculty member is performing at a high level of quality in all major areas of responsibility; is making significant contributions as a teacher, mentor, colleague, artist, designer, or scholar; and is expected to continue to perform at this level.
    2. Recommendation for a renewal of fewer than three years (i.e., two years or one year) would be made if performance in one or more areas of responsibility is below the expected high level of quality.  The recommendation for the length of reappointment would depend on the assessment of the seriousness of the faculty member’s deficiencies and the likelihood that they can be corrected.
    3. Recommendation for non-renewal would be made if there are serious performance issues in one or more areas of responsibility and if the faculty member has shown either a lack of inclination or an inability to correct the deficiencies.
  2. For faculty members on one- or two-year contracts:
    1. The appropriate Dean will determine the length of reappointment for which the faculty member is eligible.
    2. A recommendation for reappointment for the longest period possible would be made if the faculty member demonstrates high-quality performance in all areas of responsibility. A recommendation for a shorter length would be made if there are areas of responsibility in which there are performance concerns. Recommendations for non-renewal would be made if there are areas of responsibility that raise serious concerns.

General Principles on Advancement in Rank

Advancement to higher faculty ranks is based on performance and not automatic with time. Advancement occurs only when a faculty member is performing at the highest level of quality in all areas of faculty responsibility and is deemed to be capable of fulfilling the performance expectations inherent in a higher rank.

Faculty members at the assistant professor level may apply for promotion to associate professor after completing five years as an assistant professor. Faculty at the associate level may apply to be full professor after their sixth year as associate professor.  The faculty member must meet all the criteria for the higher rank. In exceptional circumstances, an advancement may be considered after a shorter time interval, although not until after the completion of a faculty member’s first contract.

Procedures for Advancement in Rank

The procedure for advancement in rank is similar to reappointment.

  1. A faculty member eligible for advancement in rank submits a request letter to the appropriate Dean
  2. The FRC reviews the faculty member’s application for promotion according to the College’s guidelines.
  3. The Department Chair submits a letter to the appropriate Dean with their own non-binding recommendation regarding the faculty member’s promotion. The letter should be submitted according to the same schedule as the FRC recommendation.
  4. Upon receiving the recommendation of the FRC and Department Chair, the Dean formulates and submits to the President a recommendation on each faculty member’s promotion. In doing so, the Dean may request additional information from, or a meeting with, the faculty member and may request clarification or elaboration from the FRC or Department Chair.
  5. The President reviews and approves or disapproves each of the Dean’s recommendations. The President may also request additional information or clarification from any of the parties involved in the promotion procedure.
  6. Upon approval of advancement in rank, faculty members may be eligible for additional compensation, consistent with CCS’s salary policy. The faculty member may schedule a meeting with the appropriate Dean to discuss compensation and other matters.
  7. A faculty member who is denied promotion may reapply the following academic year.
  8. The schedule for consideration of advancement in rank is as follows:
    • Faculty member’s request letter to the appropriate Dean by January 15.
    • Chair’s and FRC’s recommendations by June 1.
    • Appropriate Dean’s recommendation and President’s decision by
      September 1.

If a decision cannot be rendered by September 1, the Dean of Academic Affairs will inform the faculty member of the delay, the reason for it, and the date by which a decision will be made.

Criteria for Advancement in Rank

  1. Recommendations for advancement are made when a faculty member is deemed to be performing at the highest level of quality in all areas of faculty responsibility and to be capable of fulfilling the performance expectations inherent in a higher rank.
  2. In considering the advancement of a faculty member, documentation in addition to the faculty file is reviewed. This may include, but is not limited to:
    1. Evidence of professional accomplishments, including:
      • Newly earned academic credentials
      • Portfolio of published material / projects
      • Exhibition catalogs, reviews, and awards
      • Scholarly or literary publications
      • Lectures, participation in panels, symposia, etc.
      • Curating or jurying of exhibitions
      • Guest critiques at other institutions
      • Guest teaching/artist residencies
      • Community service activity in relation to the art and design disciplines
      • Introduction of new programs, courses, curricula
      • Published research
      • Client relationships and projects completed
      • Inclusion of films in accredited festivals and juried screening
    2. A letter of support from the faculty member’s Department Chair, or in the case of a department Chair seeking rank advancement, a letter of support from their Dean.
    3. A letter of support from a teaching colleague in another academic department at the College.
    4. A letter of support from a professional educator in the faculty member’s discipline at another institution of higher education. The faculty member must supply the evaluator with a complete professional history, as well as the respective department’s mission statement and goals.

Faculty Review Committee

Faculty Review Committee

The Faculty Review Committee (FRC) is an elected standing committee of the Faculty Assembly. It makes non-binding recommendations to the administration regarding advancement in the rank of full-time faculty. It is the desire and intent of the administration to work in a collaborative fashion with the FRC on the promotion process. However, the extent of the FRC’s influence in the process is contingent upon its adherence when making its recommendations to the schedule and criteria set forth in this handbook. There will be occasions when the administration’s ultimate decision will be influenced by the existence of confidential information to which the FRC does not have access (e.g. misconduct, budget, or restructuring plans) but which has a direct bearing on a faculty member’s eligibility for advancement in rank, or by performance-related events that occur after completion of the FRC review.


For the advancement in rank reviews, the Committee recommends one of the following:

  1. Advancement to the next rank.
  2. No advancement.

Review Documents

The Committee will base its considerations upon the contents of the faculty member’s “faculty file,” maintained by the Academic Affairs Office. Among the items included in the file are:

  1. The “Full-Time Faculty Annual Self-Appraisal” and any other faculty review of the Chair that has occurred) which includes the following information.
    1. Teaching performance/departmental activities including courses taught, initiating new courses, hanging shows, serving on departmental committees, team projects, interviews, independent studies, and student mentoring and advising duties.
    2. Professional/creative work including exhibitions, commissions, publications, lectures, consultations, and workshops.
    3. Service to the College, other than departmental activities, including membership on and substantial attendance at standing and ad hoc Committees of the faculty or College, release time duties, recruitment, arranging events, shows, etc.
    4. Professionally related external activities, including jurying/judging, donated professional services, working with other institutions, serving on grant panels, and workshops.
    5. Research including peer-reviewed publications/conference presentations, academic textbooks, and practice-led research.
  1. The faculty member’s current professional resume/CV.
  2. Other documentation relating to the faculty member’s performance.

The Committee will review student evaluations from courses taught by the faculty member, as well as any other pertinent evaluative materials from the contract period. If the Committee desires clarification on any of the items in the file, it may request interviews with the faculty member, Department Chair, or appropriate Dean.

Recommendation Procedures

The Committee’s recommendation is given to the appropriate Dean on a standard recommendation form that includes the Committee’s written statement on how its recommendation reflects the review criteria. The form will remain in the faculty member’s file. The faculty member will be notified in writing by the Dean of Academic Affairs of the recommendation made by the Committee.

Confidentiality of FRC Process

  1. All information assembled or used by the Committee will be confidential and will be contained within the Academic Affairs office.
  2. Members of the FRC must respect and observe the confidentiality of the faculty review process. They should discuss their recommendations and the process leading to those recommendations only with the faculty member directly affected, other FRC members,  personnel in the Academic Affairs office, the Director of Human Resources, and personnel in the Executive Office.

Appeal Procedure

The recommendation of the Faculty Review Committee may be appealed to the Faculty Concerns Committee within sixty days of notification. Such appeals will be reviewed according to the guidelines of the Faculty Concerns Committee. The Faculty Concerns Committee does not have the authority to handle discrimination and harassment matters.


Full-time faculty members are entitled to participate in all the benefit programs, other than Paid Time Off, available to full-time employees. The current programs are described below. CCS periodically reviews its benefit programs and will make modifications as it deems appropriate from time to time. All benefits are subject to the terms and conditions of the underlying insurance policies and plan documents, and the terms of the insurance policies control all decisions concerning eligibility and coverage.


Salary for Full-time Faculty

Salaries are determined annually, based on the faculty member’s performance and on salary policies established each year by the Board of Trustees. Department Chairs, at the Graduate and Undergraduate Deans’ discretion, may be consulted in making salary recommendations. The Deans compile a set of salary recommendations for the faculty in their division that are submitted to the President for consideration and approval.  CCS is committed,  within the constraints of its budget, to recognizing excellent faculty performance through salary adjustments. Poor performance may be recognized through low or, if appropriate, no salary increases.

Pay Periods

All full-time faculty positions are classified as salaried and exempt. Salaried staff is paid twice per month (semi-monthly/24 checks) on the 15th and last working day of the month.

For Adjunct Instructors, pay is disbursed on the 15th and last day of each month. Adjunct instructors receive six payroll deposits in the fall semester, eight pays in the winter semester, and four pays in the summer semester.

Hourly staff and work-study are paid biweekly (26 checks). When biweekly employees receive three pays within a calendar month, benefits are not deducted from the third payment of the month.

If the regular payday falls on a Saturday, Sunday, or holiday, paychecks will be issued on the last workday before the regular payday.

Employees may elect to be paid via direct deposit or Wisely debit card; physical checks are not issued. Pay cannot be processed until the appropriate Human Resources forms are completed. Faculty can view their payroll information by logging into Self-Service and clicking on the Employees Menu link. For questions about Payroll, please contact the Payroll Coordinator at 313-664-7478.

Online access to pay information is available through the Self-Service link on CCS’s Access Manager page.


CCS will withhold deductions required by law and all voluntary deductions authorized by the employee. Deductions required by law are federal, state, and local income tax; Social Security tax; Medicare tax; state disability; and unemployment tax. These deductions are made automatically. In addition, the employee may authorize voluntary deductions for health insurance, a tax-deferred annuity plan, and reimbursement accounts. It is the policy of CCS not to make any salary deductions that are inconsistent with the requirements of federal or state wage/hour laws.

Direct Deposit Banking

All employees must have their paycheck automatically deposited in the bank(s) or credit union(s) of their choice or on the Wisely debit card. The College’s Direct Deposit policy can be found in the Policy Database.


CCS generally does not authorize pay advances. Exceptions may be made for emergency situations and only with the approval of the employee’s immediate supervisor and the Vice President for Administration and Finance.

Annual Performance Evaluation

It is CCS’s goal to evaluate the performance of each full-time faculty member annually. The purpose of the evaluation is to provide the Department Chair and the faculty member an opportunity to review the faculty member’s work during the past year, to outline the strengths and weaknesses in the faculty member’s performance, to share concerns and criticisms, to lay out a plan for the faculty member’s work in the coming year, and generally to provide support, encouragement, and direction to the faculty member in the pursuit of excellence.

The annual performance evaluation procedure is as follows:

Faculty are evaluated on the basis of the work of the academic year that is concluding, including how they have addressed the expectations articulated in the evaluation of the previous academic year. The evaluation is based on the criteria established in Duties and Responsibilities of Full-Time Faculty.

The evaluation process consists of a meeting of the faculty member with the Department Chair at which the following written materials are discussed:

  1. An annual performance evaluation by the faculty member of their activities in the past year and plans for the coming year is submitted to the Department Chair at least two weeks before the scheduled review.
  2. A written appraisal of the faculty member’s performance is prepared by the Department Chair, or in the case of the Chair themselves, their Dean taking into consideration the faculty member’s annual performance evaluation. The Chair forwards their written appraisal to the faculty member at least a week before the scheduled review.
  3. Institutional student evaluations are consistent with the form approved by the Faculty Assembly and College administration.

At the conclusion of the meeting, the Chair and faculty member sign the annual report and the Chair’s review, indicating that each party has seen and read each document, but not necessarily indicating agreement with the comments. The Department Chair and faculty member endeavor to complete this portion of the evaluation by June 1.

The Department Chair should forward all documents pertaining to the evaluation to the Dean of Graduate or Undergraduate Studies. The faculty member should receive copies of all documents sent to the Dean, including the summary.  In the event that the faculty member disputes the evaluation, the faculty member and Chair should seek to resolve the disagreement. The faculty member may respond in writing to the review. The Chair may amend the annual appraisal in light of this discussion. If the disagreement cannot be resolved, the faculty member may ask, in writing, that the Dean review the evaluation and convene a meeting of the Chair and faculty member, after which the Dean will make a determination as to whether the evaluation should be modified. The Dean’s determination is final and will be made within 30 days of receiving the written request for review. However, the faculty member may bring to the Faculty Concerns Committee any grievances related to termination, contract non-renewal, or contract length reduction.

From time to time, faculty members may teach in departments other than the department to which they are appointed. It is important, in developing a complete picture of the faculty member’s performance, that the annual evaluation covers performance in these classes as well. In such cases, the Chair of the additional department should write a summary of the faculty member’s performance and submit it to the Chair of the faculty member’s home department for inclusion in their written evaluation.

The records of all faculty evaluations are maintained in confidential digital folders created by the Academic Affairs office. Faculty have the opportunity to add documentation to these folders during the reappointment/rank advancement process. The Academic Affairs Deans supervise the evaluation process and ensure that the procedures described in the Handbook are followed.  It is the responsibility of the faculty member to ensure that their file is up to date when up for renewal. The Dean of Academic Affairs establishes procedures for the maintenance and use of the faculty files, including who has access to them and for what purposes.

Outside Professional Work

The College encourages and expects faculty to remain active in their professional or academic disciplines. These activities can take many forms, including doing professional work or providing services for pay. However, such activity should not interfere with the faculty member’s ability to fulfill their CCS responsibilities. In the event that the College determines that such outside professional activity conflicts with the satisfactory performance of the faculty member’s obligation, the Dean of Graduate or Undergraduate Studies may require that the faculty member cease such activity or appropriately and effectively adjust the faculty member’s teaching commitment and/or status.

No equipment or supplies owned or provided by CCS are to be taken off campus and used in conjunction with any external work, unless the faculty member obtains prior agreement in writing from CCS and accepts responsibility for the item as part of that agreement. A copy of such an agreement must be provided to the appropriate Department Chair or facility director.

The College assumes no responsibility and/or liability for the competence or performance of outside activities engaged in by faculty members, nor may any responsibility be implied in advertising with respect to such activities.

Missed Classes

Instructors who cannot meet a class for valid reasons must contact the Department Chair and the Program Manager, as well as make all determined efforts to provide each student with as much advance notice as is realistically feasible. In the event of prior knowledge of valid inability to meet a class, faculty have several options:

  • They may arrange for a substitute instructor with a current full-time or adjunct faculty, or a member of the department’s adjunct “pool,” 
  • Upon approval of the Department Chair, move the class to a synchronous or asynchronous online format where all content for that class will be covered, or
  • Schedule an equivalent make-up class period. 

If the faculty member misses class due to illness or another valid reason approved by the appropriate Chair, and an adjunct instructor serves as substitute instructor, the College will provide appropriate remuneration for the substitute. The Program Manager should initiate a payment request for the substitute. The request should be signed by the Department Chair and forwarded to the Academic Affairs office. Full-time faculty do not lose pay when they miss a class, nor are they paid when they offer their services as substitute instructors. As this is the case, when full-time faculty require a substitute for their own classes, they should first call upon other full-time faculty for coverage when possible.