Social Security

Employees of CCS are covered by Social Security.  As provided by law, CCS pays one half of your total Social Security taxes, and the other half is paid by you through withholding from your paycheck.  In addition to providing you with retirement, Social Security may provide disability pay, burial benefits, and monthly survivor benefits for your spouse and minor children if you qualify.

Terms of Employment for Adjunct Faculty

Adjunct faculty receive an email letter that incorporates the class taught, rate of pay, and contact hours. All adjunct faculty are invited to a new faculty orientation that reviews policies, duties, responsibilities, and other information contained in the CCS faculty handbook. The handbook is available on Blackboard.

In certain circumstances, an adjunct faculty member may be employed without an email letter of appointment. Adjunct faculty are appointed on a semester-by-semester basis at the sole discretion of the Department Chair. An appointment for one semester does not guarantee an appointment for any subsequent semester. Adjunct faculty may be terminated for cause at any time during a semester. Such causes may include but are not limited to: academic falsification of credentials or work product, professional or personal misconduct, incompetence, and failure to perform teaching responsibilities and/or other assigned duties. Adjunct faculty terminations are handled by the Department Chair in consultation with the appropriate Dean.

CCS Alumni Teaching at the College

In order to ensure that an individual has developed the appropriate background and skill to qualify as an instructor, a graduate of the College for Creative Studies may be hired as an adjunct faculty member only after having three years of direct or related work experience.

Administrative Staff Teaching at the College

Administrative staff may, from time to time, teach classes in the degree, Pre-College and Continuing Education, and Community Arts Partnerships Programs. Administrative staff may teach classes in these programs providing the classes do not interfere with their primary responsibilities and scheduled work times. Administrative staff may not teach any classes scheduled prior to 4:00 p.m. Monday through Friday unless otherwise approved by the appropriate Dean or the Associate Provost.

Adjunct Review Process

New faculty are reviewed by the Department Chair during the semester through a classroom observation evaluation. Faculty are evaluated on planning/preparation, creating a positive learning environment, content deliver, achieving learning outcomes, and communication style. A semester-end evaluation is completed after the course concludes, which determines whether faculty will be retained. An action plan is included, if needed, for performance improvement. This process may be repeated in subsequent semesters should the Department Chair determine the need.

Missed Classes

Adjunct faculty who cannot meet a class for valid reasons must contact the Department Chair or 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, the Department Chair is required to arrange for a substitute instructor with a current full-time or adjunct faculty, or a member of the department’s adjunct “pool,” or schedule an equivalent make-up class period. If an adjunct faculty member misses class due to illness or another valid reason approved by the appropriate Chair, and an adjunct serves as a substitute instructor, the College will provide appropriate remuneration for the substitute. Adjunct faculty who miss classes will have their pay reduced by a pro-rated amount for that class. The Program Manager should initiate a payment request for the substitute. The request should be signed by the Department Chair and forwarded to the appropriate Dean’s office.

Intimate Relationships Between Students and Faculty

Faculty members are in positions of authority and influence in regard to students. Therefore, intimate relationships between a faculty member and student, whether or not the student is in the faculty member’s class or department, can compromise the integrity of the student-faculty relationship. Faculty members, therefore, may not engage in romantic or intimate relationships with students, even if the relationship is welcomed and wholly consensual.

Performance Evaluation and Salary Adjustments

The annual performance evaluation process for faculty, as described in section 3.7.10, continues to occur during periods when a faculty member is on sabbatical. If a faculty member has been on sabbatical during the period being evaluated, the faculty member should include the work done on sabbatical in his or her annual report. The Chair should include this activity in the appraisal of the faculty member.

The annual salary adjustment process will take this performance evaluation into account in the same manner as all other evaluations are considered.

Obligations of Sabbatical Recipients

The recipient of a sabbatical leave must:

  1. Make every reasonable effort to fulfill the terms of the College sabbatical.
  2. Return to the College for a minimum of one year following the completion of the sabbatical.
  3. Submit a report on the sabbatical to the Department Chair, appropriate Dean, and Provost within a month after the completion of the sabbatical period.
  4. Ensure that all publications and other materials related to and produced as a result of the sabbatical support include an acknowledgement to the College.

It is common practice to hold an exhibition of work produced by studio faculty during their sabbaticals. However, this is not a guaranteed opportunity and is subject to the availability of either Center Galleries or the Valade Family Gallery. Regardless of whether CCS exhibits studio or non-studio sabbatical work on campus, faculty who have had sabbaticals have a responsibility to share the results of the sabbaticals with the CCS community. They also are encouraged to seek opportunities, both locally and nationally, to display, present, or publish their work.

Procedure/Application and Selection Process

  1. Each year, in consultation with the President, the Provost determines and announces the number of sabbaticals available no later than March 15.
  2. The Provost, in consultation with the Deans and Executive Committee of the Faculty Assembly, appoints a committee to evaluate the applications and make recommendations to the Provost regarding the merits of the application.
  3. A faculty member eligible for sabbatical must file an application to the committee no later than April 15 of the semester preceding the academic year for which he/she is applying. A Department Chair’s recommendation should be included with the application materials, along with a current CV and completed application form.The application must describe:
    • the project the faculty member will pursue during the sabbatical and the benefit to the faculty member’s professional development
    • how the project is consistent with the academic interests and mission of the College and program
    • how the accomplishments of the sabbatical will promote excellence in the production and/or dissemination of knowledge and what the work product of the leave will be
    • how the project to be undertaken differs from what is typically considered part of the normal workload of the faculty member
  4. The committee will make recommendations to the Provost based on the quality of the proposal, the value of the proposed work to the faculty member and the College, and the number of sabbatical leaves available in a given year.
  5. Notification, pending Board approval of the budget in May, will be made by May 15.
  6. The sabbatical may not be taken in order to teach or work at another institution or business.

Compensation During Sabbatical

There are two types of sabbatical leaves. The one-semester leave provides for full pay and benefits for one semester and is available for either the fall or winter semester. The two-semester leave provides full benefits with 70% of base pay. Two- semester sabbaticals must be taken in the same academic year. Faculty development funding is not generally available to faculty who have been approved for sabbatical leave.


A full-time faculty member applying for sabbatical leave must have at least the rank of Assistant Professor and have completed six (6) years of full-time service at CCS. Leave of absence time is not counted in the total. Faculty members who have had a sabbatical leave become eligible for a new leave six years after the completion of the previous sabbatical. Faculty members who applied for but did not receive a sabbatical may re-apply the following year.

Faculty Development Grants and Conferences

CCS endeavors to budget funds each year to support faculty development. These funds may be used activities that include, but are not limited to:

  • workshops, seminars, training, or courses related to their field
  • travel to conferences or symposia
  • other activities as determined by the appropriate Dean

Courses or workshops must be successfully completed to be eligible for reimbursement. Faculty development grants are not used to support the pursuit of degrees. The College recognizes the value of faculty making presentations at and attending conferences that enhance faculty’s knowledge of current trends in their respective fields, their professional practice, and scholarly activities, and the College’s visibility.

  1. Faculty members may request financial support to attend conferences, seminars, workshops and other means of professional development. Requests should include an explanation of the value of the event and a budget of the expenses required. Requests are given to the Department Chair for approval and then forwarded to the Academic Dean who will make a decision in consultation with the appropriate Dean based on funds available and the number and types of requests received. Faculty members who have been granted sabbatical leave are not eligible to receive faculty development grants during the leave.
  2. If a request is approved, travel, lodging and registration arrangements are the responsibility of the faculty member. Reimbursable expenses include registration fees, visa application (if necessary) air and ground travel, lodging, meals and tips up to the amount approved and consistent with the College’s policy on travel.An approved expense report with original itemized receipts is required for reimbursement. Travel advances may be granted by completing a Payment Requisition form with the Business Office one week in advance of when funds are required.

Please refer to the Policy on Travel and Entertainment.

Faculty Development

The College is committed to the continuous improvement of its primary resource, the faculty. Through a variety of activities, supported in whole or in part by the College, faculty are able to strengthen educational, scholarly and professional abilities. Generally, individual faculty will initiate requests for funding to their Chair, or a member of the Provost’s Office may recommend professional development opportunities to specific faculty.

The College has a strong commitment to faculty development and believes that it is through faculty development that the curriculum progresses and the instructional program is strengthened.

Examples of faculty development activities include, but are not limited to:

  • Attending conferences, seminars, or workshops
  • Speaking, presenting, or participating in panel discussions at conferences and other events
  • Participating in discipline-related professional communities