Author: ccswpadmin

Salaries and Wages

Salaries and wages are reviewed annually, based on the administrative staff member’s performance and on salary policies established each year by the Board of Trustees.  Based on performance evaluations, the department director makes salary and wage recommendations.  These recommendations are submitted to the President who considers and approves them in consultation with the appropriate Dean or Vice President.  CCS is committed, within the constraints of its budget, to recognizing excellent administrative staff performance through salary adjustments.  Poor performance may be recognized through low or, if appropriate, no salary increases.  Final decisions concerning salaries and wages are at the discretion of the College.

Selection

Human Resources secures transcripts, references, credit and criminal checks as appropriate.  Pre-employment physicals may be required for certain positions.  Recommendations for employment are made by the hiring supervisor or search committee to the appropriate Dean, Vice President or President as necessary.  Offers of employment, including salary, are approved by the appropriate Dean, Director of Human Resources, Vice President or President.  Employment offers are presented to the candidate by Human Resources.  All candidates interviewed are contacted regarding the disposition of the selection process.

Employment offers are made in letter form.  Candidates will accept offers by signing and returning a copy of the letter of offer detailing position title, department, supervisor, salary and starting date to Human Resources.

New employees will report on their first day to the Office of Human Resources.  A new hire orientation is conducted by Human Resources and other appropriate offices.

Recruitment

Recruitment for new and existing staff positions begins with the department chair or director submitting a position description to the Director of Human Resources.  The appropriate Dean or Vice President and Director of Human Resources approve the position description.  Recruitment takes place through internal posting, advertisement in websites, newspapers, and professional journals.  All applications are reviewed.  In some cases, a formal search committee may be convened by the President, Vice President, or a Dean.  In others, one or more interviews may be scheduled with appropriate personnel.  Interviews are scheduled by Human Resources. In certain circumstances, the President may appoint a position.

Intimate Relationships Between Administrative Staff and Students

The College’s foremost responsibility is to serve the educational interests of its students.  Relationships between the College and its students must be conducted with the utmost integrity.  Intimacies between College employees and students can compromise the integrity of the student-staff relationship.  Administrative staff members therefore should not engage in romantic or intimate relationships with students, even if the relationship is welcomed and wholly consensual.

Sexual Harassment

Sexual harassment is a form of unlawful harassment and may include a range of subtle and not-so-subtle sexual behaviors involving individuals of the same or different gender.  Sexual harassment involves unwelcome sexual behavior (1) that creates a hostile or offensive work or educational environment, or (2) submission to which becomes a factor in employment or educational decisions concerning the employee or student.  Depending on the circumstances, sexual harassment may include sexual advances; sexual jokes and sexually suggestive objects or pictures; leering, touching, or commentary about a person’s body; or insulting or obscene comments, gestures or behavior of a sexual nature.

See CCS’s full Policy on Sexual Harassment and Sexual Assault.

Harassment

Harassment is unwelcome verbal or physical conduct that denigrates, or shows hostility or aversion toward, an individual because of his or her status as protected by law and (1) has the purpose or effect of creating an intimidating, hostile or offensive work environment, (2) has the purpose or effect of substantially interfering with an individual’s employment, or (3) otherwise adversely affects an individual’s employment opportunities. Examples of such conduct include (1) demeaning or hostile written, graphic, or verbal communications, including off-hand comments, epithets, jokes, emails, slurs or negative stereotyping directed at any individual because of or regarding that individual’s age, race, color, national origin, religion, sex, sexual orientation, gender identity, pregnancy, height, weight, uniform service member status,  marital status, disability or any other characteristic protected by law; (2) hostile, intimidating or threatening conduct directed at an individual because of that individual’s status as protected by law.

Vice President for Institutional Advancement

The Vice President for Institutional Advancement works collaboratively with stakeholders throughout the College and is responsible for augmenting the College’s financial resources through philanthropy as well as engaging the alumni community. The Vice President works closely with the Board of Trustees, President, Office of Partnerships, Department Chairs, Faculty and other colleagues in support of fundraising. Functions reporting to the Vice President include annual giving, major and planned giving, foundation relations, and alumni relations. The Vice President also supervises the Kresge Arts in Detroit program.

Vice President for Enrollment and Student Services

The Vice President for Enrollment and Student Services is responsible for the College’s efforts to provide excellent student services, and to recruit, enroll, and retain undergraduate, graduate, and Pre-College and Continuing Studies students. The Vice President supervises the offices of Academic Advising and Registration, Undergraduate Admissions, Graduate Admissions, Recruitment Services, Financial Aid, Student Affairs, International Student Services and Pre-College and Continuing Studies.

In addition, the Vice President prepares enrollment and retention reports, completes all required Federal and State reports, as well as various accreditation and third-party surveys.

Vice President for Administration and Finance

The Vice President for Administration and Finance is responsible for the day-to-day financial and administrative operations of the College and oversees the offices of Business Services, Human Resources, Campus Safety and Security, Facilities and Administrative Services, and Information Technology Services. The Vice President oversees the preparation of the annual budget, working closely with the other officers of the college.  The Vice President is also responsible for ensuring that all departments follow, and are in compliance with, the budget approved by the Board of Trustees.  This responsibility includes approving purchase requisitions before purchases may be made by any budget director (academic or administrative), obtaining appropriate approvals from the President and/or Board for deviations from budget, and generally providing answers to financial questions.  All building, equipment and maintenance issues also fall within the responsibilities of the Vice President.  These include operational concerns as well as major facility projects.