For those driven by a passion for education and a commitment to community uplift, a career at the City Colleges of Chicago (CCC) offers more than just a job—it presents a chance to be a cornerstone of the city's future. You're not just punching a clock; you're shaping futures, opening doors, and empowering a diverse student body to achieve their dreams. But passion, while essential, doesn't pay the bills. Understanding the financial realities—the salaries, benefits, and earning potential—is a critical step in planning a sustainable and rewarding career.
This guide is designed to be your definitive resource for understanding City Colleges of Chicago salaries. We will move beyond simple numbers, offering a deep, analytical look into the compensation structures, the factors that influence your pay, and the career pathways available within this vital institution. Whether you're an aspiring professor, a dedicated student advisor, or a skilled administrator, you'll find the detailed, data-driven information needed to make an informed decision. I once had a mentor who left a lucrative corporate job to teach at a community college. He told me, "I took a pay cut on paper, but I got a massive raise in purpose." For many, working at an institution like CCC is about finding that perfect intersection of purpose and profession, and this guide will help you navigate the 'profession' part with confidence.
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### Table of Contents
- [What Kinds of Careers Are Available at the City Colleges of Chicago?](#what-kinds-of-careers-are-available-at-the-city-colleges-of-chicago)
- [City Colleges of Chicago Salaries: A Deep Dive into Compensation](#city-colleges-of-chicago-salaries-a-deep-dive-into-compensation)
- [Key Factors That Influence Your Salary at CCC](#key-factors-that-influence-your-salary-at-ccc)
- [Job Outlook and Career Growth in Community Colleges](#job-outlook-and-career-growth-in-community-colleges)
- [How to Get a Job at the City Colleges of Chicago](#how-to-get-a-job-at-the-city-colleges-of-chicago)
- [Conclusion: Is a Career at City Colleges of Chicago Right for You?](#conclusion-is-a-career-at-city-colleges-of-chicago-right-for-you)
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What Kinds of Careers Are Available at the City Colleges of Chicago?
The City Colleges of Chicago is not just a collection of classrooms; it's a sprawling ecosystem of seven distinct colleges and several satellite sites, each requiring a diverse array of talented professionals to function. It is a large, public institution, and its career opportunities are far more varied than many realize. The roles can be broadly categorized into three main pillars, each with unique responsibilities and contributions to the student experience.
#### 1. Faculty (Instructional Staff)
This is the most visible group and the academic heart of the institution. Faculty members are responsible for curriculum development, instruction, and student assessment. Their roles, however, are bifurcated, creating two distinct career paths.
- Full-Time Faculty: These are tenured or tenure-track professors and instructors. Their responsibilities extend beyond the classroom to include holding office hours, serving on college committees (e.g., curriculum, academic standards, hiring), mentoring students, and contributing to the academic life of their department and the college as a whole. They are salaried employees with full benefits.
- Adjunct Faculty (Part-Time Lecturers): Adjuncts are hired on a per-course, per-semester basis. Their primary focus is teaching specific classes. While they are vital to the college's ability to offer a wide range of courses, their roles typically do not include committee work or the same level of institutional involvement as full-time faculty. Their compensation is hourly or on a per-credit-hour basis.
#### A Week in the Life of a CCC Professor
A full-time professor's week is a structured blend of teaching and service. Monday might be spent delivering two lectures and holding three hours of office hours for students needing extra help. Tuesday could be dedicated to a department meeting to discuss new textbook adoptions and a college-wide committee meeting on student success initiatives. Wednesday and Thursday would involve more teaching, grading assignments, and preparing lesson plans for the following week. Friday might be reserved for professional development, research in their field, or mentoring student clubs. It's a dynamic role that requires deep subject matter expertise, strong pedagogical skills, and a genuine commitment to student and institutional development.
#### 2. Academic and Student Support Staff
This is the critical infrastructure that ensures students don't just enroll, but thrive. These professionals guide students from their first inquiry to graduation and beyond.
- Academic Advisors: Help students choose a major, plan their course schedules, and stay on track for graduation or transfer.
- Librarians: Manage the college's learning resources, teach research skills, and assist students and faculty with information retrieval.
- Tutors and Instructional Support: Provide subject-specific help in learning centers and labs.
- Financial Aid Advisors: Guide students through the complex process of applying for scholarships, grants, and loans.
- Admissions and Records Staff: Manage student applications, transcripts, and enrollment data.
- Career Services Professionals: Help students with resume writing, interview skills, and job placement.
These roles are essential for student retention and success, requiring empathy, strong organizational skills, and a deep knowledge of college policies and resources.
#### 3. Administrative and Operations Staff
This group forms the backbone of the institution, ensuring that the lights stay on, the technology works, and the entire operation runs smoothly and in compliance with state and federal regulations.
- Campus Leadership: Presidents, Vice Presidents, Deans, and Department Chairs who provide strategic direction and management.
- Information Technology (IT): Specialists who manage the network infrastructure, classroom technology, student information systems, and provide tech support.
- Finance and Business Office: Accountants, budget analysts, and payroll staff who manage the college's finances.
- Human Resources (HR): Professionals who handle recruitment, hiring, benefits administration, and employee relations.
- Marketing and Communications: Staff responsible for promoting the college, managing its brand, and communicating with the public.
- Facilities Management: Engineers, custodians, and groundskeepers who maintain the physical campus.
Each of these roles, from an adjunct instructor teaching a single night class to the District's Chancellor, plays an indispensable part in fulfilling the mission of the City Colleges of Chicago.
City Colleges of Chicago Salaries: A Deep Dive into Compensation
Salaries at the City Colleges of Chicago are not arbitrary; they are highly structured, transparent, and, for many positions, governed by collective bargaining agreements (CBAs) with various unions. This level of transparency is a significant advantage for prospective employees, as it allows you to see exactly what you can expect to earn based on your specific qualifications and experience.
The most prominent union is the Cook County College Teachers Union (CCCTU), Local 1600, which represents full-time faculty, adjunct faculty, and certain professional staff. Their contracts contain detailed salary schedules that are publicly available. Other employees may be represented by unions like SEIU or operate under different administrative pay scales.
#### Average Salaries: A General Overview
It's important to understand that a single "average salary" for CCC is misleading due to the vast range of jobs. However, by looking at data from salary aggregators and public records, we can establish some general benchmarks.
- According to self-reported data on Glassdoor, the estimated total pay for a Professor at City Colleges of Chicago is approximately $94,000 per year, with a base salary average of around $86,000.
- Salary.com reports a slightly wider range for a "Professor - University" in the Chicago, IL area, typically falling between $82,351 and $164,103. While this is not specific to CCC, it provides valuable context for the local academic market.
- For non-faculty roles, the variation is immense. An Academic Advisor might earn between $50,000 and $65,000, while a senior administrative role like a Dean could command a salary well over $120,000.
To get a truly accurate picture, we must look at the specific, structured salary schedules.
#### Full-Time Faculty Salary Schedule
The salaries for full-time faculty are determined by a grid system outlined in the CCCTU collective bargaining agreement. This grid is based on two factors:
1. "Lanes": Represent educational attainment. The more academic credentials you have, the higher your starting pay and earning potential.
2. "Steps": Represent years of credited service. For each year you work, you move down a step, receiving a built-in raise.
Below is a *representative example* based on publicly available schedules (specific figures change with each contract negotiation, so always refer to the latest CBA).
Example Full-Time Faculty Salary Schedule (Annual, 9-Month Contract)
| Step (Years of Service) | Lane I (Bachelor's) | Lane II (Master's) | Lane III (MA + 30 Credits) | Lane IV (Doctorate) |
| :---------------------- | :------------------ | :----------------- | :------------------------- | :----------------- |
| 1 | $58,500 | $63,000 | $67,500 | $72,000 |
| 5 | $68,000 | $73,500 | $79,000 | $84,500 |
| 10 | $80,000 | $86,500 | $93,000 | $99,500 |
| 15 (Max Step) | $95,000 | $102,500 | $110,000 | $117,500 |
*Note: These are illustrative figures for a standard academic year. Faculty can often earn additional income by teaching summer courses or taking on administrative stipends.*
#### Adjunct (Part-Time) Faculty Compensation
Adjunct faculty are typically paid on a per-credit-hour basis. This rate also increases with educational attainment.
Example Adjunct Faculty Pay Rate (Per Credit Hour)
| Educational Level | Pay Rate Per Credit Hour |
| :------------------------------ | :----------------------- |
| Bachelor's Degree | ~$950 - $1,050 |
| Master's Degree | ~$1,100 - $1,200 |
| Master's + 30 Semester Hours | ~$1,250 - $1,350 |
| Doctorate | ~$1,400 - $1,500 |
So, an adjunct with a Master's degree teaching a standard 3-credit course would earn approximately $3,300 - $3,600 for that course for the entire semester.
#### Administrative and Staff Salaries
Salaries for non-faculty staff are more varied and depend on the specific role, level of responsibility, and required expertise. These are typically organized into graded pay bands. Here are some representative salary ranges based on data from Glassdoor, Payscale, and job postings:
- Academic Advisor: $52,000 - $68,000
- IT Support Specialist: $55,000 - $75,000
- Financial Aid Advisor: $48,000 - $63,000
- Accountant: $60,000 - $85,000
- Director (e.g., of a specific program): $85,000 - $115,000
- Dean: $110,000 - $150,000+
#### The Total Compensation Package: More Than Just Salary
One of the most significant advantages of working for a large public institution like CCC is the robust benefits package, which represents a substantial part of your total compensation.
- Health Insurance: Comprehensive medical, dental, and vision plans are typically offered to full-time employees and their families.
- Pension/Retirement Plan: This is a key benefit. Most full-time CCC employees participate in the State Universities Retirement System (SURS) of Illinois. This is a defined-benefit pension plan, a rarity in today's job market, which provides a guaranteed income stream in retirement based on your salary and years of service.
- Paid Time Off: Generous vacation, sick leave, and personal days, as well as extensive paid holidays aligned with the academic calendar.
- Tuition Waivers and Reimbursement: Employees and often their dependents can take classes at any of the City Colleges for free or at a significantly reduced cost. There are also often provisions for tuition reimbursement for advanced degrees taken at other institutions.
- Life and Disability Insurance: Employer-provided insurance policies add another layer of financial security.
When evaluating a job offer from CCC, it is crucial to consider the value of this total compensation package, which can easily add another 30-40% on top of your base salary.
Key Factors That Influence Your Salary at CCC
While the union contracts and administrative pay bands create a clear salary framework, several key factors determine where you will fall within that framework and how your earnings will progress over time. Understanding these levers is essential for maximizing your earning potential throughout your career at the City Colleges.
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1. Role and Job Title: The Primary Determinant
This is, without question, the most significant factor influencing your salary. The compensation for a part-time Adult Education Instructor is fundamentally different from that of a tenured STEM professor, which is different again from that of a Campus President.
- Instructional vs. Non-Instructional: Faculty roles are on a separate, academically-focused pay scale compared to administrative and support staff.
- Hierarchy and Responsibility: Within the administration, a Director overseeing a multi-million dollar grant program and a team of ten will earn substantially more than an entry-level departmental assistant. Deans, who manage entire academic divisions, and Vice Presidents, who oversee major institutional functions, are at the top of the administrative pay scale. For example, a Dean of Student Services might earn over $130,000, while a Student Services Advisor in that same division might earn $60,000. This reflects the scope of responsibility, decision-making authority, and required experience.
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2. Union Contracts and Salary Schedules
For the majority of employees, salaries are not negotiated individually but are dictated by a collective bargaining agreement. This creates a transparent and equitable system but also limits individual negotiation power.
- The Power of the CBA: The contract between CCC and unions like the CCCTU is the definitive document for salary. It outlines the salary lanes, steps, cost-of-living adjustments (COLAs), and any stipends. Before applying, you should search for the most recent "City Colleges of Chicago CCCTU Agreement" to see the exact figures.
- Equity and Predictability: The upside of this system is that it prevents salary disparities based on negotiation skill or implicit bias. Your pay is determined by objective criteria: your education and your years of service. It also provides a clear, predictable path for salary growth. You know exactly what raise to expect when you complete another year of service or finish an advanced degree.
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3. Level of Education (The "Lanes")
For academic positions, educational attainment is a cornerstone of the salary structure. The faculty salary schedule is explicitly designed with "lanes" that provide a significant pay bump for higher credentials.
- Master's Degree as a Baseline: For most full-time faculty positions, a Master's degree in the teaching field is the minimum requirement and places you in a specific starting salary lane (e.g., Lane II).
- The Value of "Plus Hours": The lanes for "Master's + 15" or "Master's + 30" graduate credit hours are a powerful incentive for continuous learning. A professor who earns 30 additional graduate credits in their field can jump to a higher salary lane, resulting in a permanent increase in their base pay for the rest of their career. This can translate to an increase of $4,000-$5,000 or more annually.
- The Doctorate Premium: Earning a terminal degree (Ph.D., Ed.D., etc.) places you in the highest salary lane, commanding the top pay at every step of the experience grid. The difference between a Master's degree and a Doctorate can be over $10,000 per year at the same experience level. For administrative roles, while not always tied to a grid, a doctorate or relevant master's degree (e.g., an MBA for a finance role, an M.Ed. for an academic role) is often required for senior-level positions and justifies a higher salary.
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4. Years of Experience (The "Steps")
The salary schedules systematically reward loyalty and experience. For each year of credited service at CCC, an employee on a step schedule automatically moves to the next step, receiving a corresponding salary increase.
- The Growth Trajectory: A newly hired professor with a Master's degree might start at Step 1, Lane II. After five years, they will have automatically progressed to Step 6, Lane II, seeing their salary increase substantially without any change in their educational level.
- Experience at Entry: For some administrative and staff positions, prior relevant experience can be credited at the time of hiring, allowing a candidate to start at a higher step or grade than an entry-level applicant. This is a key point of negotiation for non-faculty roles.
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5. Full-Time vs. Adjunct Status
The distinction between full-time and part-time (adjunct) faculty represents one of the most significant compensation divides in higher education, and CCC is no exception.
- Salary and Job Security: Full-time faculty are salaried, have year-round contracts (or 9-month contracts with the option for summer teaching), and, after a probationary period, can earn tenure, which provides significant job security. Their salaries, as shown above, can approach or exceed six figures.
- Adjunct Compensation: Adjunct faculty are paid a set fee per course. To earn a living wage, an adjunct may need to teach multiple classes at several different institutions. They do not receive the same benefits package (health insurance, pension), and their employment is contingent on enrollment numbers each semester. While the per-course rate at CCC is competitive due to union representation, the lack of benefits and security makes it a vastly different financial proposition.
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6. Area of Specialization and Stipends
While the base salary schedule is uniform across most academic disciplines, certain high-demand or specialized roles may come with additional compensation.
- Hard-to-Fill Fields: Fields like Nursing, Information Technology, and certain skilled trades (e.g., Manufacturing, Automotive Technology) are highly competitive. To attract qualified professionals who could earn more in private industry, colleges sometimes offer higher starting salaries or stipends for these roles.
- Administrative Stipends: A faculty member who takes on additional administrative duties, such as serving as a Department Chair or program coordinator, receives a stipend on top of their base teaching salary. This stipend compensates for the extra workload and leadership responsibilities and can add several thousand dollars to their annual income.
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7. Geographic Context: Chicago's Cost of Living
While this factor doesn't vary between the seven City Colleges, it's crucial for understanding CCC salaries in a broader context. Chicago is a major metropolitan area with a higher cost of living than many other parts of the country.
- Comparison to National Averages: According to the U.S. Bureau of Labor Statistics (BLS), the national median pay for Postsecondary Teachers was $80,840 per year in May 2022. The faculty salaries at CCC are competitive with and often exceed this national median, especially for experienced professors. This is necessary to provide a livable wage in a major city.
- Local Market Comparison: CCC salaries must also be competitive with other higher education institutions in the Chicagoland area, including other community colleges (e.g., College of DuPage, Moraine Valley) and four-year universities. The strong union contract at CCC helps ensure its compensation remains attractive within this local market.
Job Outlook and Career Growth in Community Colleges
Choosing a career is as much about the future as it is about the present. The job outlook for professionals in the community college sector, including at institutions like CCC, is stable and tied to broader trends in education and the economy. The data from the U.S. Bureau of Labor Statistics (BLS) provides a solid foundation for understanding what the next decade may hold.
#### The National Outlook
The BLS Occupational Outlook Handbook projects steady demand for the core professions that make up the City Colleges of Chicago workforce.
- Postsecondary Teachers: The BLS projects employment for postsecondary teachers to grow by 8 percent from 2022 to 2032, which is much faster than the average for all occupations. This will result in about 118,800 openings each year, on average, over the decade. Much of this demand stems from the need to replace workers who retire or transfer to different occupations. Community colleges will be a key part of this growth, especially in fields aligned with healthcare and skilled trades.
- Postsecondary Education Administrators: Demand for administrators, such as deans, registrars, and provosts, is projected to grow 4 percent from 2022 to 2032, about as fast as the average. As student enrollment fluctuates, institutions will need skilled administrators to manage admissions, student services, and finances effectively.
- Academic Advisors and Career Counselors: This field is projected to grow 5 percent over the next decade. As colleges place a greater emphasis on student retention, completion, and post-graduation outcomes, the role of advisors who guide students toward successful careers becomes increasingly critical.
#### Emerging Trends and Future Challenges
The landscape of higher education is constantly evolving. To thrive in a career at CCC, it's essential to be aware of the trends shaping the future of community colleges.
1. Focus on Workforce Development: Community colleges are increasingly seen as engines of local economic development. There is a growing emphasis on programs that provide direct pathways to high-demand jobs, such as certificates in cybersecurity, advanced manufacturing, cannabis studies, and healthcare technology. Professionals with experience in these industries are highly sought after as instructors.
2. The Rise of Online and Hybrid Learning: The pandemic accelerated the shift to online education. Faculty and staff who are proficient with learning management systems (LMS) like Brightspace, and who are skilled in creating engaging online learning experiences, will be more valuable and versatile.
3. Emphasis on Equity and Student Support: Community colleges serve a highly diverse student population, including many first-generation students, working adults, and individuals from low-income backgrounds. There is a major institutional focus on closing equity gaps. Professionals who have experience and a demonstrated commitment to supporting diverse learners will be highly prized.
4. Navigating Enrollment and Funding Challenges: Public institutions like CCC are subject to fluctuations in state funding and student enrollment. This creates a need for innovative administrators who can manage resources efficiently and for faculty who are adaptable and focused on student retention.
#### How to Advance Your Career at City Colleges of Chicago
A job at CCC is not a static position; it's a starting point for a long-term career. Here are key strategies for growth:
- Pursue Further Education: As detailed in the salary section, advancing your education is the most direct way to increase your pay as a faculty member. For staff, an advanced degree can open doors to leadership positions. Take advantage of the tuition waiver benefits to make this more affordable.
- Seek Leadership Opportunities: Volunteer to serve on college committees. Apply for roles like Department Chair or program coordinator. These roles not only come with stipends but also provide valuable leadership experience that can be a stepping stone to a deanship or other senior administrative positions.
- Become a Specialist: Develop expertise in a high-demand area. This could mean becoming the go-to person for online course design, grant writing, student retention strategies, or assessment of student learning. This specialized knowledge makes you indispensable.
- Build Your Network: Engage with colleagues across the seven colleges. Attend district-wide meetings and professional development events. A strong internal network is invaluable for learning about new opportunities and collaborating on innovative projects.
A career within the CCC system offers a clear pathway for advancement, rewarding those who demonstrate commitment, continue their professional development, and actively contribute to the institution's mission.
How to Get a Job at the City Colleges of Chicago
Securing a position at a large, public institution like the City Colleges of Chicago requires a strategic and well-prepared approach. The hiring process is often formal and structured, so understanding the steps and tailoring your application materials appropriately is key to standing out.
#### Step 1: Research and Identify the Right Role
Before you even look at a job posting, reflect on your skills, qualifications, and career goals. Review the types of careers discussed earlier—Faculty, Student Support, and Administration—and determine where you fit best.
- For Faculty Roles: Do you have the required academic credentials? A Master's degree in your