Appointment of Faculty | School of Foundations, Leadership and Administration Handbook | Kent State University

Appointment of Faculty

  1. Faculty Appointments

    Normally, an earned doctoral degree in a related discipline is required for all Faculty appointments in the School. Postdoctoral experience is preferred.

  2. Faculty Ranks

    The basic definitions of Faculty ranks are the following:

    1.      Assistant Professor

    This rank is normally the entry-level rank for Faculty holding the doctorate in an appropriate discipline.

    2.       Associate Professor

    Hire to or promotion to this rank presumes prior service as an Assistant Professor, significant academic achievements, and possession of the doctorate in an appropriate discipline (See, Section III of this Handbook).

    3.      Professor

    Promotion to this rank requires credentials and achievements beyond those required for promotion to Associate Professor and is reserved for senior Faculty members who have achieved significant recognition in their discipline (See, Section III of this Handbook).

    4.      Emeriti Faculty

    Emeritus/emerita status may be conferred, following appropriate review and recommendation, upon Faculty members and staff at the time of their official retirement from full-time employment. Emeritus status may be conferred by the board of trustees following appropriate review and recommendation by the appointing authority.

    Emeritus/emerita status is granted in recognition of meritorious service at Kent state university and implies demonstration of exemplary professional competence and university citizenship, generally after service of at least ten years.


    Emeriti shall be regarded as honored members of the university Faculty or the unit from which they retired and shall be entitled to privileges and benefits as may be established by the university.

    The procedures for recommending emeritus status are as follows:
The recommendation of emeritus/emerita status is normally initiated at the department level upon notification that a Faculty or staff member intends to retire. This recommendation is submitted to the next highest administrative level in writing, and shall include a summary of reasons in support of the recommendation. Depending on the status of the individual under consideration the following procedure will be followed:

    a.           Faculty and academic administrators with Faculty rank


    i.   The dean or division head then submits a recommendation to the provost.

    ii.  The provost will then make a final recommendation regarding the granting of emeritus status, subject to approval by the president, and final confirmation by the board of trustees.

    b.           Unclassified (administrative-professional) and classified staff

    i.    The appropriate vice president then submits a recommendation to the vice president for human resources.

    ii.         The vice president for human resources will make a final recommendation regarding the granting of emeritus status, subject to approval by the president and final confirmation by the board of trustees. (See, University Policy Register)

  3. Other Faculty Appointments

    1. Research Associate and Research Assistant

      These ranks are reserved for individuals who are engaged in research and who are not normally assigned teaching responsibilities. Such positions are typically supported by extramural grant funds and are not tenure-track appointments. Faculty who hold these ranks do not vote on School committees and do not participate in School governance.

    2. Adjunct Faculty Appointments

      These appointments are held primarily by Faculty from other institutions or persons on the staffs of community-based agencies and organizations. Adjunct Faculty appointments are made at the discretion of the Director in consultation with the FAC. Adjunct Faculty members do not vote on School Committees and do not participate in School governance.

    3. Visiting Faculty Appointments

      Visiting Faculty appointments at an appropriate Faculty rank may be made when leaves of absence occur or special needs arise and funds are available. A visiting Faculty member is typically a Faculty member from another institution who is employed by the School for a period not to exceed one (1) year. In the event that a Visiting Faculty member is employed in that capacity for a second consecutive year, the visiting Faculty member will then become an NTT Faculty member.

    4. Full-Time Non-Tenure Track Faculty (NTT) Appointments

      Full-time non-tenure track Faculty (NTT) appointments are made on an annual basis (See, Section III of this Handbook). NTT appointments are not included under the umbrella of the University policy and procedures regarding Faculty tenure (See, University Policy Register) and NTT Faculty members are not entitled to any rights with regard to tenure.

    5. Part-Time Faculty Appointments

      Part-time Faculty appointments will be made from an established pool of qualified applicants not currently on regular appointment at the University when the School cannot meet its teaching needs from the ranks of its 'Faculty, NTT Faculty and graduate students.

    6. Graduate Faculty Status

      As a doctoral degree granting School, the School normally requires that all Faculty hired for Faculty positions be eligible for appointment to the Graduate Faculty as associate or full members. The Administrative policy regarding graduate Faculty is included in the University Policy Register.

  4. Employment Procedures and Regulations

    1. Recruiting Faculty

      The School supports the goals of equal opportunity and affirmative action in recruiting and in making appointments to the Faculty. Search Committees are appointed by the Director after consultation with the FAC and Faculty members in the specific area or discipline conduct the search for candidates. Search committees include a student member selected by the Faculty members serving on the search committee. Following the search, the search committee recommends to the Director that at least two (2) and generally not more than three (3) candidates be invited to campus for an interview. Each candidate who is invited to campus for an interview will present a seminar before the School. After receiving input from the interview process, the search committee will provide a critique of positive and challenging aspects of those individuals found acceptable. It then makes its recommendation(s) to the School Director who formulates his/her own recommendation and forwards both search committee and Director recommendations to the Dean for final action.

    2. Role and Responsibility of the Faculty

      Each Faculty member is expected to contribute to the School, Campus, College and the University according to the terms and condition of his/her letter of appointment.  Some Faculty members make their primary contribution in teaching while others emphasize research. High quality teaching and scholarly activity are expected of all Faculty members.  Service to the School, Campus, College, and the University is also expected of each Faculty member.

      Faculty members are expected to provide students with a syllabus which includes the subject matter to be covered in a course, a listing of assignments and/or reports, dates of examinations, grading standards, attendance requirements, and other pertinent details of the conduct of the class. A Student Survey of instruction (hereinafter "SSI'') is required in each course in each semester and will be conducted under the auspices of the Director pursuant to applicable University policies and procedures (See, Section V of this Handbook). Probationary Faculty are expected to work with the School Director to identify at least one Faculty member each year to visit their class and evaluate their teaching performance, Supervision and direction of student research projects, theses, and/or dissertations (as appropriate to program offerings) is part of the teaching function.

      Scholarly activity is expected of all Faculty members, although the extent and/or type of activity may vary with the terms of each Faculty member's assignment and campus location. Faculty involved in research and the graduate program are expected to present evidence of their endeavors, which may include publications, proposals submitted for extramural funding, and dissemination of research in various venues as appropriate to the discipline. Activity in professional organizations and the training of graduate students is also generally expected.

      Service to the University is a responsibility of each Faculty member. School, Campus, College, and University committee or task force membership is expected as a normal part of a Faculty member's contributions. Special or outstanding service above and beyond that which is typical may be considered during the review of a Faculty member, but service alone will not reduce the expectations of quality teaching and scholarly activity. Public service is encouraged and recognized as a part of the professional responsibilities of each Faculty member, although contributions in this area can be expected to vary widely due to the nature of the various disciplines within the School.

    3. Faculty Code of Ethics

      All members of the School Faculty are expected to maintain the highest ethical standards as teachers, scholars, university citizens and colleagues. The University policy regarding Faculty code of professional ethics can be found in the University Policy Register.

    4. Outside Employment and Other Outside Activities

      Faculty members may engage in professional activities outside the university provided the activities do not interfere with the Faculty member's teaching, research, or service responsibilities to the School, Campus, College or University (See, University Policy Register). These activities must not compete with University activity or the Faculty member's employment with the University and must be approved in advance by the Director and the Dean. Each academic year, each Faculty member must disclose and seek approval for all outside employment or other outside activities on the form provided by the University. Any outside employment or other outside activities are subject to the Faculty Code of Ethics and the University's conflict of interest policies. (See, University Policy Register)

    5. Academic Misconduct of Faculty

      The University policy regarding misconduct in research and scholarship and the Administrative policy and procedures regarding allegations and instances of misconduct in research and scholarship is included in the University Policy Register.

  5. Faculty Grievance and Appeal Procedures

    1. Informal Procedure

      Any faculty member who believes that he/she may have a grievance is strongly encouraged, before initiating a formal grievance or appeal, to talk with the Director about any issue(s) of concern. The Director may seek the advice and recommendation of individual faculty members or faculty advisory groups in seeking informal resolution  of a dispute or complaint.

    2. Formal Procedure

      Formal procedures for addressing grievances affecting the terms and conditions of employment of faculty are described in the applicable Collective Bargaining Agreement. Disputes involving substantive academic judgments are subject to a separate academic appeals process governed by the applicable Collective Bargaining Agreement.

      Faculty grievances that are not directly related to the terms or conditions of employment and are not academic appeals are appropriately addressed within the School, whenever possible. The Director and/or faculty members will initiate an informal dialogue with all parties involved in a dispute and strive to reach a resolution agreeable to all parties.