Overview and General Information

  1. The role of the College in matters of renewal of appointment, performance reviews, and promotion in rank is defined by policies stated in the Full-Time Non-Tenure Track Collective Bargaining Agreement and in the annual Procedures and Policies Governing Review of Faculty. 
  2. The Dean’s office shall assign a full-time non-tenure track faculty member as a mentor to each full-time non-tenure track candidate upon their initial appointment. The mentor shall be responsible for providing guidance and advice to the candidate regarding renewal/reappointment and promotion policies and processes. The mentor will also provide advice to the candidate to assist in his/her teaching and professional development.
  3. Faculty are strongly encouraged to seek out institutional resources (e.g., workshops, seminars, conferences, etc.) that are periodically made available by the University to obtain further information regarding faculty professional development; file organization and construction; and, where applicable, research and grant opportunities. 
  4. During a candidate's review period, expectations are defined by the version of the College Handbook that was in place at the beginning of that review period. Candidates may alternatively elect to use the currently approved version as their benchmark for evaluation. In any case, candidates should clearly specify in their file which College Handbook version they are adhering to, and perhaps include copies of relevant pages in their documentation.
  5. Evaluation of full-time non-tenure track faculty shall focus on the role(s) for which they are employed. Typically, that role is primarily instruction, but a faculty member’s responsibilities may be directed in another area. If a faculty member is assigned time per workload statement allocation for a secondary function (e.g., research, service/citizenship, grant writing, curriculum development, etc.), then that function will be evaluated in proportion to which it was assigned as part of the aggregate assignment. The areas of criteria, the dimensions of those criteria, and the scales of measurement used for faculty evaluation will be used in the evaluation, where applicable, as described in this section of this Handbook. 
  6. For FTNTT faculty who are in a primarily instructional role, emphasis will be placed on the demonstrated quality of instruction and demonstrated maintenance of currency in the field. Currency may be demonstrated by participation in documented learning opportunities relevant to the teaching assignment, professional presentations and scholarship, maintenance of, or acquisition of relevant certifications and licenses, etc.