Note: This document is still being revised and should not be considered authoritative. You may use it as a guide to policies past and present. Sections that have been updated and revised will always include a reference to the authoritative document for the relevant policies.

210          PRINCIPLES OF SHARED GOVERNANCE

220          BOARD OF TRUSTEES

220.1       CURRENT BOARD OF TRUSTEES

221          ADVISORY BODIES

221.1       PRESIDENT’S CABINET

221.2       PROVOST’S CABINET

221.3      DEANS’ COUNCILS

221.4       SCHOOL CURRICULAR COMMITTEE

225          ALL-COLLEGE GOVERNANCE

                225.1       CABINET

                225.2       CHAIRPERSONS’ COUNCIL

                225.3       COLUMBIA COLLEGE FACULTY ORGANIZATION  (CCFO)

                225.4       COLUMBIA COLLEGE COUNCIL (CCC)

230          STANDING COMMITTEES OF THE COLLEGE COUNCIL

                230.1       ACADEMIC AFFAIRS

                230.2       SUBCOMMITTEES OF ACADEMIC AFFAIRS

230.3       STRATEGIC PLANNING

230.4       BUDGET AND PRIORITIES

230.5       STUDENT AFFAIRS

230.7       OTHER PERMANENT COMMITTEES OF THE COLLEGE COUNCIL

231          OTHER PERMANENT COMMITTEES OF THE COLLEGE

                231.1       Faculty Liaison Committee to the Board of Trustees

235          AD HOC COMMITTEES

240          HIRING PROCEDURES AND POLICIES

                240.1       PRESIDENTIAL HIRING PROCEDURES

240.2       PROVOST/VICE PRESIDENT FOR ACADEMIC AFFAIRS HIRING PROCEDURES

240.3       DEANS’ HIRING PROCEDURES

240.4       CHAIRPERSONS’ HIRING PROCEDURES

240.4(a)  FOR EXISTING DEPARTMENTS

240.4(b)  FOR NEW DEPARTMENTS

240.5       FULL-TIME FACULTY HIRING PROCEDURES

240.6       FULL-TIME FACULTY: JOINT APPOINTMENT HIRING PROCEDURES

240.7       ARTIST-IN-RESIDENCE HIRING PROCEDURES

240.8       LECTURER HIRING PROCEDURES

240.9       TEMPORARY FULL-TIME APPOINTMENTS

240.10     PART-TIME FACULTY HIRING PROCEDURES

210    - PRINCIPLES OF SHARED GOVERNANCE

                Columbia College Chicago is committed to the principle that shared governance is essential to realizing fully the spirit and specific goals of its mission statement.  The governance structure outlined in this document includes participation by the school’s main constituencies -- Board of Trustees, full-time and part-time faculty, chairpersons, administration, staff, and students -- and is directed toward promotion of the following objectives:

• academic freedom and responsibility;
  
  
• quality and appropriateness of academic programs offered by the College;
  
  
• orderly and wide distribution of information;
  
  
• broad participation in forming and implementing College-wide policies and procedures;
  
  
• clear designation of purviews and responsibilities;
  
  
• coordination and integration of academic and administrative units;
  
  
• effective decision-making processes;
  
  
• fair resolution of conflicts;
  
  
• sound use of financial and other resources;
  
  
• constructive long-range planning; and
  
  
• full utilization of the wisdom and vision found among individuals throughout the College.
  
  

                The present governance structure represents a revision emerging from extensive discussion and debate throughout the College, led by an ad hoc Governance Committee appointed in December 1993.  Approved by the Institutional Policy Council in Spring 1995, this revised structure was implemented with the formation of the new Columbia College Council in February 1996.

                [comment added Sept. 1, 2004 by Alton Miller: The College Council's Task Force on Governance, in place during Academic Year 2003-2004, produced amendments to the College Council bylaws which further revised the governance structure. In the faculty handbook, these innovations are reflected exclusively in the College Council bylaws.]

220  -    BOARD OF TRUSTEES

Ultimate legal authority is vested in the Board of Trustees.  Fundamental issues of College policy and management of the College’s budget and finances are subjects of the Board’s purview.  The Board scrupulously limits its attention to matters of institutional policy and security, corporate oversight, and provision of resources to perform the College’s mission, as well as issues that relate to Board membership and officers.

The Board functions through a committee structure.  The full Board meets four times a year, and the Executive Committee meets as often as the Chair determines.  Other Board committees commonly meet four times a year or as required, and additional special meetings are called as needed.

The Executive Committee is a primary instrument of the Board, introducing subjects for discussion and recommending action.  Its membership includes the Chair, Board officers, the chairs of all standing committees and the President.  Meetings of the Executive Committee usually include other College officers as well.  The President is a member, ex officio with voice and without vote, of all Board committees, and individual College officers are assigned to other committees as appropriate to their administrative function.

220.1 - CURRENT BOARD OF TRUSTEES

with identification – * indicates lifetime trustee

Andrew Alexander
CEO/Owner
The Second City

Ellen Stone Belic
Psychotherapist

Gary Belz
President
House of Blues

*Lerone Bennett Jr.
Executive Editor
Johnson Publishing Company, Inc.

William Cellini Jr.
Documentary Film Maker
CVLTD Documentaries
New Frontier Companies

Warren King Chapman, Ph.D.
Corporate Contributions and Community Relations
Bank One Foundation

Debra Martin Chase
Motion Picture & TV Producer
Martin Chase Productions

*Barry S. Crown
President & CEO
BevBar, Inc.

Steve Devick
CEO
Lionbeach Music

Allan R. Drebin, Ph.D.
Professor of Accounting
Northwestern University

Richard B. Fizdale
Retired CEO
Bcom3 Group, Inc.

John Gehron
Regional VP/Market Manager
Clear Channel Radio

*Sydney Smith Gordon
Broadcaster

Mary Louise Haddad
Partner
Schwartz, Cooper, Greenberger & Krauss

*Alton B. Harris
Partner
Ungaretti & Harris

Roald Hoffman, Ph.D.
Frank H.T. Rhodes Professor of Humane Letters
Cornell University

Gary Stephen Hopmayer
Founder/Business Owner
Fox and Obel Food Market

Don Jackson
Chairman and CEO
Central City Productions

Bill Kurtis
President
Kurtis Productions, Inc.

Marcia Lazar
President
Intergroup Associates, Inc.

Gloria Lehr
Owner
Gloria Lehr Communications

Averill Leviton
Consular Corps Liaison & Arts Patron

Barry Mayo
Senior VP/Market Manager
Emmis Communications Corp.

E.R. Bert Medina
VP/General Manager
Univision Chicago/TeleFutura Chicago

Howard Mendelsohn
President
Howard Mendelsohn & Company

*Samuel E. Pfeffer
Retired Attorney

John P. Rijos
President and Chief Operating Officer
Brookdale Living Communities, Inc.

Craig M. Robinson
Assistant Basketball Coach
Northwestern University

Michelle Rosen
Senior Director
McDonald's Corporation

Robert Shaye
CEO
New Line Cinema

Alejandro Silva
Chairman of the Board
Evans Food Products Co.

*Victor Skrebneski
President
Skrebneski, Inc.

Lawrence K. Snider
Attorney

*David S. Solomon M.D.
Psychiatrist/Psychoanalyst
Doctors Solomon, SC

Patrick A. Sweeney
Federal Liaison
Cleveland State University - LCUA

Nancy Tom
Executive Director
Center for Asian Arts & Media

Dempsey Travis
President
Travis Realty & Insurance

Pamela J. Turbeville
CEO
Navistar Financial Corporation

Allen Turner
Partner
Pritzker & Pritzker

Tony G. Weisman
Chief Marketing Officer
Draft

Helena Chapellin Wilson
Photographer & Designer

Robert A. Wislow
Chairman
U.S. Equities Realty, Inc.

221   -   ADVISORY BODIES

221.1 - PRESIDENT’S CABINET

This advisory body consists of the Provost, the Associate Provost, the Executive Vice President, the Associate Vice President / Chief of Staff, the Vice President of Institutional Advancement, General Counsel, the Associate Vice President for Research and Planning, the Director of Executive Events and Board Liaison, the Vice President of Finance, and the Vice President of Student Affairs

221.2 - PROVOST’S CABINET

This advisory body consists of the Deans of each of the four Schools, the Director of the Library, and the Associate Vice President for Research and Planning

221.3 - DEANS’ COUNCILS

This advisory body consists of the Chairs of each department in the School as well as the Directors of any programs.

221.4 - SCHOOL CURRICULAR COMMITTEE

This advisory body comprises the following:

One (1) representative from each department in the school, with an equal number of faculty members and department chairs or, in cases of schools with an uneven number of departments, a +1 faculty majority.  School Deans shall develop a system of staggered rotating 2-year terms, with alternative faculty and chairs from each department.  The total number of members varies by School.

225   -   ALL-COLLEGE GOVERNANCE

225.1 - CHAIRPERSONS’ COUNCIL

The Chairpersons’ Council consists of all those bearing the title of Chair of an academic department of the College.  Acting chairs are considered regular members of the Chairpersons’ Council during their tenure.

The Chairpersons’ Council meets twice monthly, at the call of the Chair of the Chairpersons’ Council, who is elected by a majority vote of departmental chairs present at the first meeting of the year.

The Chairpersons’ Council meets for the purpose of discussing institutional policies and other matters of concern to the group and the College as a whole.

The Chairpersons’ Council elects representatives to the Columbia College Council and to all College-wide committees whose composition calls for elected Chair representation.

The Chairpersons’ Council, by majority vote, makes formal recommendations to the President, to other administrators of the College, and to College committees on issues affecting the policies, operation, and collegiality of the College.  It also serves in a consultative capacity to the administration when invited.  The Chair serves in a consultative capacity on the Cabinet.

Representatives elected by the Chairpersons’ Council participate in the selection of a new President for the College, of a new Provost/Vice President for Academic Affairs, new deans, and new department chairs, following guidelines established for such representation elsewhere in this document.  (see Section 240: Hiring Procedures and Policies)

225.2 - COLUMBIA COLLEGE FACULTY ORGANIZATION  (CCFO)

The Columbia College Faculty Organization (CCFO) was founded in 1982-83 to provide a forum for discussion of issues of faculty concern, to provide elected faculty representation on College-wide committees, and consult with the College administration.  The President, Vice President, Secretary, and Treasurer of CCFO form the Executive Committee.

CCFO holds annual elections, and bi-annual and special meetings on topics of concern for its members.  Membership includes all full-time faculty, Artists-in-Residence, and Lecturers.  Members may offer issues for consideration or discussion by phoning or writing to a CCFO officer.

225.3 - COLUMBIA COLLEGE COUNCIL (CCC)

The Columbia College Council is the principal advisory group drawn from the College community that recommends to the President on a broad range of policy issues concerning College matters with the expectation of a timely response. 

230    STANDING COMMITTEES OF THE COLLEGE COUNCIL

Standing Committees of the College Council are defined and described in the College Council Bylaws, Article XV

2005-2006 Committee Rosters of the College Council committees are maintained on the CCFO website at this link.

231    OTHER PERMANENT COMMITTEES OF THE COLLEGE

231.1 - Faculty Liaison Committee to the Board of Trustees

This committee is composed of three (3) faculty members, including the President of the CCFO; three (3) Chairs elected by the Chairpersons’ Council; four (4) members of the Board of Trustees appointed by the Chairman of the Board, the Provost/Vice President for Academic Affairs, and the Dean of the Graduate School.

The purpose of this committee is to increase communication and good will between members of the Board of Trustees and the faculty on matters of mutual concern.  It is expected that the Liaison Committee will meet as the Board and the Liaison Committee may determine.  These meetings will provide a needed opportunity for faculty and Board members to discuss the life of the College and report back, each to their own constituency, the perceptions and thoughts of the other.  Since the aim of the Liaison Committee is solely the exchange of information, this group will not be asked to formulate binding policy, but will be free to make recommendations that may be acted upon by the Board of Trustees.

235  -    AD HOC COMMITTEES

                In addition to ad hoc committees formed by the Columbia College Council according to its bylaws, administrations may, from time to time, appoint ad hoc committees of the College.  Upon completion of their charge, such committees will be disbanded.

240    HIRING PROCEDURES AND POLICIES

240.1 - PRESIDENTIAL HIRING PROCEDURES

In the event of a vacancy in the Office of the President, the duties and powers of the Office of the President will temporarily be vested in the Provost/Vice President for Academic Affairs or the Senior Officer of the College.

In the event of a vacancy (or pending vacancy) in the Office of the President, the Chair of the Board of Trustees shall promptly convene an Advisory Panel to evaluate and recommend to the Board appropriate candidates to fill the vacancy.  The Panel shall comprise the following:

• Chair of the Board, who shall serve as the Chair of the Advisory Panel;
  
• Two (2) members of the Board of Trustees appointed by the Chair of the Board;
  
• Three (3) senior administrative officers of the College (which may not include the departing President) appointed by the Chair of the Board;
  
• Two (2) department chairs elected by the department chairs;
  
• Three (3) full-time faculty members elected by the CCFO (without the participation of chairs);
  
• One (1) part-time faculty member selected in accordance with the procedures specified in the agreement then in effect between the College and the Part-Time Faculty Association at Columbia College (which person shall be a non-voting member of the committee).

In the event any member of the Advisory Panel should become a candidate for the position, that person will automatically recuse him/herself from the committee. The recused member shall be replaced by a member of the same category, according to procedures outlined above.

On all matters other than the recommendation of candidates to the Board, the Advisory Panel shall act by majority vote of those in attendance at any meeting.  In recommending candidates to the Board, the Advisory Panel shall recommend at least two (2) and not more than four (4) candidates provided that no recommendation shall be made to the Board that is not supported by at least eight (8) members of the Advisory Panel. The full Board of Trustees shall appoint a new President (or authorize the renewal of an employment contract with the incumbent President) by a vote of no less than two-thirds (2/3rds) of those present at a properly convened meeting.

240.2 - PROVOST/VICE PRESIDENT FOR ACADEMIC AFFAIRS HIRING PROCEDURES

In the event of a vacancy in the Office of the Provost/Vice President for Academic Affairs, a search committee of nine (9) persons shall be convened by the President, constituted as follows:

• An undergraduate dean;
  
• The Dean of the Graduate School;
  
• Three (3) chairpersons, elected by the Chairpersons’ Council;
  
• Four (4) tenured faculty members nominated and elected by the CCFO, at least one (1) from each School;
  
• One (1) part-time faculty member selected in accordance with the procedures specified in the agreement then in effect between the College and the Part-Time Faculty Association at Columbia College Chicago (which person shall be a non-voting member of the committee).
  

The Committee shall use the following procedures:

- The Search Committee shall receive its charge from the President.

- The Committee meets and collectively writes its perceptions of the qualifications and desired experience for the position.  These are then forwarded to the President to review.

- After the qualifications and desired experience have been accepted (as written or modified) by the President, the Committee Chair instructs the Director of Human Resources to write an official position description and to advertise the position in the appropriate media.

- Curriculum vitae and résumés will be received by the Office of Human Resources and forwarded to the Search Committee.

- The Search Committee then reviews these materials and ranks the candidates in order of preference.

- On the basis of the rankings, the Committee selects candidates to be interviewed along with alternatives in the event that any of the original candidates decline to be interviewed or are otherwise not available.

- Following preliminary interviews, the Committee will identify preferably no fewer than three (3) final candidates for the position.  The Search Committee may, if it elects, identify which of the candidates they recommend for the position.  The Search Committee will then forward materials to the President. The President will interview each of the final candidates for the position.  The President will select a candidate for the position, or instruct the Committee to reinitiate the search process.

- A search for Provost/Vice President for Academic Affairs shall proceed in compliance with the institutional statement of equal opportunity and shall be consistent with policies as described in 120 EQUAL OPPORTUNITY.

- In the event any member of the Search Committee should become a candidate for the position, that person will automatically recuse him/herself from the committee. The recused member shall be replaced by a member of the same category, according to procedures outlined above.

240.3 - DEANS’ HIRING PROCEDURES

There will be a search committee convened by the Provost/Vice President for Academic Affairs of eleven (11) constituted as follows:

For the School Dean(s):

• Three (3) tenured faculty members nominated and elected by the CCFO drawn from the faculty contained within the departments comprising the School in question. Each faculty member shall represent a different department within the School and be voted upon by the combined faculties of those departments, which make up the School in question.

• One (1) tenured faculty member nominated and elected by the CCFO drawn from either of the other three schools.

• Two (2) Chairpersons, with tenure, elected by the Chairpersons' Council after the faculty nominees have been elected and drawn from two (2) not yet represented departments contained within the School in question.

• One (1) administrator appointed by the President and drawn from one of the Deans of the other three Schools.

• One (1) part-time faculty member selected in accordance with the procedures specified in the agreement then in effect between the College and the Part-Time Faculty Association at Columbia College Chicago. The part-time faculty member shall be drawn from a department in the School not yet represented on the committee if at all possible.

• Two (2) faculty members with tenure appointed by the Provost and drawn from different departments within the School in question.

• One (1) department chair appointed by the Provost and drawn from a department within the School in question.

The Chair of the Committee will be elected by the committee members after receiving the charge from the Provost, and that Chair must currently be a tenured faculty member or a department chairperson with tenured faculty status.

The Committee shall use the following procedures:

- The Search Committee shall receive its charge from the Provost/Vice President for Academic Affairs.

- The Committee meets and collectively writes its perceptions of the qualifications and desired experience for the position. These are then forwarded to the Provost/Vice President for Academic Affairs as recommendations.

- After these recommendations have been accepted (as written or modified) by the Provost/Vice President for Academic Affairs and the President, the Provost/Vice President for Academic Affairs instructs the Director of Human Resources to write an official position description and to advertise the position in the appropriate media.

- Curriculum vitae and résumés will be received by the Office of Human Resources and forwarded to the Search Committee.

- The Search Committee then reviews these materials and ranks the candidates in order of preference.

- On the basis of the rankings, the Committee selects candidates to be interviewed along with alternatives in the event that any of the original candidates decline to be interviewed or are otherwise not available.

- Faculty, staff and students will be given opportunities to interact with final candidates through forums and informal meetings.

- Following preliminary interviews, the Committee will identify preferably no fewer than three (3) final candidates for the position. The Search Committee will then forward materials to the Provost/Vice President for Academic Affairs. The Provost/Vice President for Academic Affairs will interview each of the final candidates for the position. The Provost/Vice President for Academic Affairs will then forward the recommendations of the Search Committee along with his/her recommendations to the President. The President will select from among the recommended candidates, or may choose to instruct the Committee to reinitiate the search process.

- A Dean's search shall proceed in compliance with the institutional statement of equal opportunity and shall be consistent with policies as described in 120 EQUAL OPPORTUNITY.

- In the event any member of the Search Committee should become a candidate for the position, that person will automatically recuse him/herself from the committee. The recused member shall be replaced by a member of the same category, according to procedures outlined above.

240.4 - CHAIRPERSONS’ HIRING PROCEDURES

240.4(a)     -    FOR EXISTING DEPARTMENTS

The President or the President’s designee will convene each Search Committee and give the committee its charge.

The selection of personnel to staff Search Committees for replacement of chairs of existing departments will include:

- The Provost/Vice President for Academic Affairs

- An undergraduate dean, if the department has an undergraduate program;

- The Dean of the Graduate School, if the department has a graduate program;

- One (1) Chair of an existing department, selected by the Chairpersons’ Council;

- At least three (3) to a maximum of five (5) tenured faculty members of the department in which the vacancy exists, elected by the tenured, tenure-track, and/or Artists-in-Residence faculty of that department, excluding those who would themselves seek the position (see chart below).  The Chair, if available, may vote on the membership of the Search Committee, but may not serve on the Search Committee.  In the event of the minimum complement of tenured faculty is not available, the balance are to be selected from among tenure-track and/or Artists-in Residence in the department. In the event of the minimum complement of faculty is still not met, the balance are to be selected from tenured faculty from other departments by the initial committee.

- One (1) additional full-time tenured faculty member should be included from outside of the department, selected by the initial membership of the committee, unless an outside faculty member is already a member of that group.

- One (1) part-time faculty member selected in accordance with the procedures specified in the agreement then in effect between the College and the Part-Time Faculty Association at Columbia College (which person shall be a non-voting member of the committee).

The Committee shall use the following procedures:

- Curriculum vitae and résumés will be received by the Office of Human Resources and forwarded to the Search Committee.

- All full-time, Artists-in Residence, and part-time faculty in the department will have the opportunity to meet, to interview all final candidates, and to write an opinion and recommendation addressed to the full committee.

- In turn, the committee will select and rank its candidates and submit them to the President who may select his/her choice for final approval.  It is expected that the committee will submit not less than two (2), nor more than three (3) candidates for the President’s consideration.

- The search shall proceed in compliance with the institutional statement of equal opportunity and shall be consistent with policies as described in 120 EQUAL OPPORTUNITY.

240.4(b) -        FOR NEW DEPARTMENTS

New departments at Columbia College Chicago have come about as the result of administrative leadership and imagination.  There is ample evidence that this system works well, integrates with the College mission, and is a tradition we would like to perpetuate.

Chairpersons of new departments shall be chosen by the President of the College in consultation with the Provost/Vice President for Academic Affairs and the Dean of the School in which the new department is located, Chairpersons, and faculty.  Selection should be accomplished by a committee comprising:

- The Provost/Vice President for Academic Affairs

- The undergraduate Dean of the School in which the new department is located;

- The Dean of the Graduate School, if the department will have a graduate program;

- At least two (2) Chairs of existing departments, selected by the Chairpersons’ Council;

- At least three (3) faculty members selected by the President, excluding those who would themselves seek the position .

- One (1) part-time faculty member selected in accordance with the procedures specified in the agreement then in effect between the College and the Part-Time Faculty Association at Columbia College (which person shall be a non-voting member of the committee).

The Committee shall use the following procedures:

- Curriculum vitae and résumés will be received by the Office of Human Resources and forwarded to the Search Committee.

- If there are faculty, Artists-in Residence, or part-time faculty who will be associated with the new department, they will have the opportunity to meet, to interview all final candidates, and to write an opinion and recommendation addressed to the full committee.

- The committee should select and rank its candidates and submit them to the President who may select his/her choice for final approval.  It is expected that the committee will at least three (3) candidates for the President’s consideration.

- The search shall proceed in compliance with the institutional statement of equal opportunity and shall be consistent with policies as described in 120 EQUAL OPPORTUNITY.

240.5 - FULL-TIME FACULTY HIRING PROCEDURES

There will be a Search Committee of not less than four (4) persons, constituted as follows:

For an existing department: 

- Chairperson;

- not fewer than two (2) full-time faculty elected by the department’s faculty;

- one (1) or more full-time faculty members from the institution at large chosen by the Committee -- preferably from a department with an allied discipline.

For a new department: 

- Chairperson;

- any existing full-time faculty assigned to the department;

- three (3) full-time faculty members selected by the department Chair and his/her faculty (or department Chair alone, should there be no faculty yet), at least one of whom should be from an allied department.

The Committee shall follow the following procedures:

1.        Chair convenes Search Committee and reviews the assessment of departmental strengths and weaknesses and develops a position description and marketing strategy for the ad placement. The position description must include specifications regarding teaching load, departmental duties, and college-wide expectations.

2.        Chair consults with Dean to verify budget range for the position. The Chair submits the file, including completed green Faculty Requisition Form, to Dean for approval.

3.        Dean sends approval to Chair. Dean also sends approval to Human Resources department, including position description and Faculty Requisition Form.

4.        Chair notifies Human Resources if position is a replacement, in order for an exit interview to be scheduled with the departing faculty member.

5.        Chair calls Human Resources to discuss the position and recruiting strategy in order to facilitate preparation of classified advertisements.

6.        Human Resources places the advertisement in agreed-upon media, as well as posting it on the College’s Job Board and website. The search will process in compliance with the institutional statement on equal opportunity and be consistent with policies as outlined in the Equal Opportunity statement found in the Faculty Handbook.

7.        Human Resources collects resumes and forwards all of them to the Chair.

8.        Chair convenes departmental Search Committee to review applications. Following procedures outlined in the Faculty Handbook, the final choice of candidates to be interviewed will be made by the department Chairperson with the advice of the Committee. The Chair’s decision is subject to the approval of the School Dean.

9.        In consultation with the Dean, the Chair schedules interviews with finalists. The interview schedule for each finalist should include an interview with the Dean. Whenever possible, initial interviews should be conducted at conferences such as MLA, CAA, etc.

10.     Before interviews, the Chair should request interview guidelines from Human Resources and review them with Departmental Committee members. The Director of Human Resources is available to meet with the Search Committee to discuss interviewing procedures and techniques.

11.     A Columbia College Chicago Employment Application Form must be completed by candidates that are interviewed as the first step in the interview process. All candidate applications must be kept confidential.

12.     Each interviewed candidate must be recorded on the Applicant/Hire Log as required by the Equal Opportunity Commission Guidelines.

13.     All candidates whose applications and vitae are submitted to the Dean as finalists must have excellent qualifications consistent with the position description, and be the result of a national search. The Dean will interview the finalists during their visits to campus. If needed, Human Resources will be available to provide a comprehensive explanation of the Columbia College Chicago Benefits Program to final candidates.

14.     The Chair’s final recommendation, emerging from the interview process and Committee deliberations, will be forwarded to the Dean. Upon concurrence, the Dean forwards the finalist’s name to the Provost. The Provost may, at his or her discretion, request an interview with the finalist. Upon concurrence by the Provost, the decision is made. All faculty appointments are subject to approval by the President.

15.     The Dean informs the Chair of the decision.

16.     Prior to making a formal offer, all references must be checked by phone. The Chair and Search Committee members who call references must ask the same general questons of each reference. Calls may be made to colleagues in the field who may have knowledge of the finalist(s), but confidentiality must be requested. Please do not write on any of the applicants’ submitted material. Degree verification will be done by Human Resources.

17.     A verbal offer will be made by the chair (with approval of the Dean) to the selected finalist.

18.     If the offer is accepted, the Chair notifies the Dean of this fact in writing. Within one week of the Chair’s notification, the Dean will notify the Provost in writing, with a copy to the chair, of the candidate’s acceptance and will request that a letter of appointment be generated by the Provost.

19.     Within one week of receiving the Dean’s letter, the Office of the Provost will produce a letter of appointment, with copies sent to the Chair, Dean, Vice President fo Finance, and Director of Human Resources. This letter will be followed by salary and benefits inforamtion sent to the new faculty member from the Vice Predsident of Finance and CFO, along with additional informaion from Human Resources.

20.     The department Chair forwards the application and resume of the new faculty member to Human Resources. The Provost forwards a copy of the letter of appointment to Human Resources with a copy to the Chair.

21.     Human Resources schedules an orientation for the new faculty member.

22.     At the completion of the hiring process, the Chair sends all applications and resumes with the Applicant Hiring Log to Human Resources. All interviewed candidates will get a thank you letter from Human Resources.

Any questions or concerns, at any time during the hiring process, may be directed toward the Human Resources department.

240.6 - FULL-TIME FACULTY: JOINT APPOINTMENT HIRING PROCEDURES

There will be a Search Committee of not less than six (6) persons, constituted as follows:

- Chairpersons of the department; and

- Three (3) full-time faculty members from the relevant departments, two (2) of whom will be from the department which has majority decision in conversion from tenure-track to tenured status, and one (1) additional faculty or Chairperson from an allied department.

- Chairpersons of the relevant departments, the dean or deans of the school or schools in which the faculty member will serve, and the Provost/Vice President for Academic Affairs will determine which department will serve as “base” for the joint hire. A joint appointment will usually be obligated to his/her base department not less than 51% up to a maximum of 75%. The chairperson of the minority department will be required to recommend retention or termination of tenure-track faculty in writing on a yearly basis.  Disputes between chairpersons about duties, responsibilities, and workload will be mediated by the dean(s).

240.7 - ARTIST-IN-RESIDENCE HIRING PROCEDURES

An Artist-in Residence is hired by the Chair, of the Chair’s designee, of the department (or in the case of a joint appointment by the chairs of the departments involved), subject to the approval of the undergraduate dean(s) of the school(s) in which the artist will serve and the Provost/Vice President for Academic Affairs.  All faculty appointments are subject to the approval of the President.  The Chair (or chairs) may choose to consult with faculty or form a search committee to assist in selection of the Artist-in Residence. Artist-in-Residence appointments made prior to the 2002-2003 academic year are non-tenure-track appointments and renewable. Artist-in-Residence appointments made in the 2002-2003 academic year and thereafter are non-tenure-track appointments for one year and are renewable for no more than five years.

240.8 - LECTURER HIRING PROCEDURES

A Lecturer is hired by the Chair, or the Chair’s designee, or the department (or in the case of a joint appointment, by the chairs of the departments involved), subject to the approval of the dean(s) of the school(s) in which the lecturer will serve and the Provost/Vice President for Academic Affairs.  All lecturer appointments are subject to the approval of the President.  The Chair (or chairs) may choose to consult with faculty or form a search committee to assist in selection of the Lecturer. Lecturer appointments are non-tenure-track appointments for one year and are renewable for no more than five years.

240.9 - TEMPORARY FULL-TIME APPOINTMENTS

Due to unforeseen circumstances, full-time faculty vacancies may necessitate a temporary appointment.  The Chair selects the candidate subject to the approval of the dean(s) of the school(s) in which the faculty member will serve and the Provost/Vice President for Academic Affairs.  All faculty appointments are subject to the approval of the President. The Chair may choose to form a search committee to assist in selection of the candidate. Temporary full-time appointments are non-tenure-track appointments that are usually for one semester or one year.  In no such case may such an appointment exceed 18 months.

240.10 - PART-TIME FACULTY HIRING PROCEDURES

While each department is responsible for establishing its own hiring procedures for part-time faculty, it is expected that each search shall proceed in compliance with the institutional statement of equal opportunity and the agreement then in effect between the College and the Part-Time Faculty Association.

Part-time faculty members are hired on a one-semester basis and normally teach from one to six credit hours (and a maximum of nine (9) credit hours, in compliance with the Part-time Faculty Association's agreement with the College), with no additional ceremonial or administrative responsibilities to the College. For more details of the Part-Time Faculty Association agreement, please visit http://www.colum.edu/info/academic/part-time/index.html.

Anyone who wishes to know more about individual departmental hiring procedures for part-time faculty should contact the chairperson of the appropriate department.