Teaching Responsibilities

  1. Teach courses as assigned by the department, in accordance with curricular goals and criteria established by the department and the College.
  2. Teach three 3-credit courses per semester. At least one-third of a faculty member’s teaching load must be in the department to which the faculty member is appointed.
  3. Prepare and distribute to students, in each course taught, a written syllabus describing the goals, objectives, and expectations of the class. A syllabus must be prepared in the standard format requested by the Office of the Provost. This format is available from the program managers. Syllabi due dates are determined by the department; upon receipt, syllabi are reviewed by the Chair who then forwards an approved copy to the Office of the Provost.
  4. Adhere to best teaching practices:
    1. Demonstrate effectiveness as educators, evincing a thorough and up-to-date understanding of their field/discipline and pedagogical practices.
    2. Clearly communicate course-specific content as determined by their respective departments.
    3. Manifest openness to innovative practices that enhance student learning, including technological advancements in pedagogy.
    4. Adhere to learning outcomes and assessment practices that have been established by their respective departments and the College.
    5. Determine that the classroom is properly set up for each session. Arrive punctually and remain throughout the entire class.
    6. Mentor students regarding their professional and academic goals.
    7. Conduct timely evaluations of students, including grading, according to policies and criteria established by the department and the College.
    8. Acquaint students with the proper use of materials and equipment, as appropriate.
  5. Seek or participate in sponsored projects, where appropriate to their respective departments. The Chair of each department has the discretion to determine whether a sponsored project meets the educational objectives of the course and to assign the project to a particular faculty. The Chair may decline the project if it does not meet the curricular needs of the program.
  6. Faculty are responsible for establishing an attendance policy for each of their classes and for outlining that policy on the course syllabus. Students are responsible for knowing the attendance policy for their class and adhering to those requirements. Students seeking exceptions to an instructor’s attendance policy should be discussed with that instructor. For complete policy, see CCS Attendance Policy.

Direct Deposit Banking

All employees must have their paycheck automatically deposited in the bank(s) or credit union(s) of their choice or enroll for a debit card. Paychecks may be deposited in more than one account and more than one bank or credit union. Employees must complete a Direct Deposit form or Debit Card enrollment form with the Human Resource office.

Pay Periods

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

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 pay 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.

Online access to pay information is available through WebAdvisor.

Salary

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 Deans’ and Provost’s discretion, may be consulted in making salary recommendations. The Provost consults with the Deans regarding salary increases for faculty in each Dean’s division, and the Provost then compiles a set of salary recommendations 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.

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:

    1. 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” (section 3.7.6 of the Handbook).
    2. 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 report by the faculty member of his/her activities in the past year and plans for the coming year, including appropriate support materials, submitted to the Department Chair at least two weeks before the scheduled review.
      2. A written appraisal of the faculty member’s performance prepared by the Department Chair, taking into consideration the faculty member’s annual report. The Chair forwards his/her written appraisal to the faculty member at least a week before the scheduled review.
      3. Institutional student evaluations consistent with the form approved by the Faculty Assembly and College administration.
      4. Evidence of participation in College service activities (committee meetings, faculty assembly, etc.)
      5. Other relevant materials, including documentation of activities listed in section 3.7.6.4

      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.

    3. The Department Chair should forward all documents pertaining to the evaluation to the appropriate Dean. 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. However, the faculty member may bring to the Faculty Concerns Committee any grievances related to termination, contract non-renewal, or contract length reduction.
    4. 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 cover performance in these classes as well. In such cases, the appropriate Dean should ask the Chair of the additional department to write an evaluation of the faculty member’s performance, and the additional Chair should first receive a copy of the faculty member’s annual report. This written evaluation should be submitted to the Dean, with a copy to the faculty member and the Chair of the faculty member’s principal department.
    5. The records of all faculty evaluations are maintained in confidential files in the Office of the Provost. The contents of the “faculty file” are described in section 3.9.7.3. The Deans supervise the evaluation process and ensure that the procedures described in the handbook are followed. The Deans ensure that the integrity of the evaluation procedure is maintained.Each faculty member’s file includes an inventory of all materials in the file. It is the responsibility of the faculty member to ensure that the inventory of his/her file is accurate. The Provost 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 his or her 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 appropriate Dean 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 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, faculty are 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 the faculty member misses class due to illness or another valid reason approved by the appropriate Chair, and an adjunct 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 appropriate Dean’s 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.

Duties and Responsibilities of Full-Time Faculty

The quality of the education students receive at the College for Creative Studies depends upon the quality and dedication of its faculty. While the combination of duties that comprise a faculty member’s contributions to the institution and its students will differ for each individual, a faculty member is expected to demonstrate excellence in the areas of teaching, departmental and College-wide responsibilities, and professional practice and development.

At all times, a faculty member must act in the best interests of the students, encourage their educational development, demonstrate current knowledge of his or her discipline, treat all students fairly and in a non-discriminatory manner, and maintain the highest standards of professionalism.

The duties in each area of responsibility are as follows:

Full-Time Obligation

Full-time faculty members must devote their full time and attention to the performance of their responsibilities. In order for faculty members to fulfill their teaching responsibilities, as well as their responsibilities outside the classroom, they should spend a significant amount of time on campus in addition to their teaching hours. Faculty members must not render any full-time services to or enter into the full-time employment of any person or entity other than CCS during the academic year. Faculty members must obtain the prior approval of their Department Chair and the appropriate Dean in any semester in which they are interested in accepting part-time teaching assignments outside of CCS. The purpose is to ensure that such commitments do not conflict with CCS obligations or interests.