Policies Relating to Full-Time Non-Tenure Track (NTT) Faculty | Department of Modern and Classical Language Studies Faculty Handbook | Kent State University

Policies Relating to Full-Time Non-Tenure Track (NTT) Faculty

  1. Procedures for Obtaining and Filling Non-Tenure-Track Positions

    In consultation with the FAC, the Department Chairperson will establish need for any additional non-tenure-track faculty and draft a description of the position to be filled. The Chairperson will seek administrative authorization to fill the position; upon obtaining authorization, the Chairperson will post and advertise the position. The FAC will designate an ad hoc Search Committee which will work in close collaboration with the Department Chairperson and the FAC. The Search Committee will establish more specific procedures suited to the position and the candidates, if need be. If possible, the Chairperson and (an) appropriate designate(s) will conduct preliminary interviews.

    Evaluation of dossiers and interviewees will focus on the characteristics directly related to matters specified in the position description. This evaluation will result in a list of finalists who will be invited to campus to teach a class appropriate to the position and to participate in a formal interview with the Search Committee and other University representatives and officials as may be appropriate. Following the interviews, the Search Committee will make its recommendation to the Department Chairperson. The Chairperson will forward this recommendation to the Dean. If, however, the Chair finds the Search Committee’s recommendation unsatisfactory, a joint meeting of the Search Committee and the FAC will be called for discussion and resolution.

    The Chairperson will be responsible for keeping candidates apprised of their status from the initial inquiry until an appointment, if any, is made. In the case of an affirmative decision, the Chairperson issues an Offer of Appointment specifying the effective date, academic rank, campus, anticipated salary, and instructional and related assignments equivalent to 15 credit hours per semester or 30 hours for the academic year.

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

    Full-time non-tenure track faculty (NTT) appointments are made on an annual basis (See, Section VI of this Handbook). NTT appointments are not included under the umbrella of the University policy and procedures regarding faculty tenure (See, University Policy Register 3342-6-14) and NTT faculty members are not entitled to any rights with regard to tenure.

  3. Renewal of Appointment

    Appointments for full-time non-tenure track (NTT) faculty are governed by the applicable Collective Bargaining Agreement and are made annually. Renewal of appointment is contingent upon programmatic need, satisfactory performance of previously assigned responsibilities, and budgeted resources to support the position.

  4. Performance Review

    All faculty are required to undergo student evaluations for every course taught; in addition, new faculty in the first three-year term of appointments undergo at least one faculty peer evaluation per year, and faculty in the second three-year term of appointments undergo one peer evaluation during that three-year period, while faculty who have completed two full performance reviews will undergo at least one such review before standing for a promotion to the next rank. All peer reviews will be shared with the faculty member in a timely manner and the faculty member will have an opportunity to discuss the review with the peer reviewer and/or the chair, if desired. Faculty members are expected to address the results of peer reviews in the narratives submitted for performance reviews.

    Guidelines for the submission of materials for Full Performance Reviews in the Spring semester of the third consecutive year of appointment and for the timely conduct of the review process will be issued annually by the Office of Faculty Affairs; criteria and procedures for Performance Reviews are detailed below.

    After nine years of consecutive appointments, and every three years thereafter, bargaining unit members shall undergo a simplified performance review following the procedures and timelines issued by the Office of Faculty Affairs. Members will electronically submit to the Chair a vita, summaries of student surveys of instruction, if applicable, and a narrative of the past up to five pages in which the faculty member describes her/his professional activities during the past three years. The Ad Hoc Reappointment committee will discuss this material and the faculty member’s peer evaluation(s) (if applicable) and will make a recommendation to the Chair.

    For Full Performance Review, the candidate submits to the Chair a file documenting performance in all areas of responsibility covered by the appointment. The file shall include, but not be limited to, the following materials:

    a. all student evaluations, including unedited written comments, from the review period;

    b. all peer evaluations submitted within the review period;

    c. a portfolio of teaching materials, tests, graded papers, and syllabi documenting that course content and teaching methods are current and consistent with Department practices;

    d. a self-study narrative articulating the candidate’s philosophy of language teaching, goals for each course taught, difficulties and concerns arising from in-class experience, and strategies and plans for addressing them; and

    e. any additional materials which the candidate deems suitable, such as unsolicited student comments and notes, documentation of student success in subsequent courses, conference participation, publications, grant activity, and/or documentation of Department service and relevant community service.

    The Ad Hoc Reappointment Committee conducts reviews employing the following criteria:

    a. quality of teaching as demonstrated by positive student evaluations (summary sheets and unedited comments) in relation to Department norms;

    b. quality of teaching as documented by positive peer evaluations (where applicalbe) which indicate consistent success in such matters as class preparation, instructor use of class time, clarity of assignments and explanations, sustaining student interest, establishing class rapport, conducting the class in the target language (where appropriate);

    c. appropriateness of the self-study for the Departmental mission in teaching languages and cultures;

    d. effectiveness of the candidate, where appropriate, in participating in Department life, representing the Department to groups outside the University, preparing students for subsequent courses in the language sequence, etc.

    and (if the candidate is undergoing Full Performance Review):

    e. currency of materials included in the teaching portfolio as documented by up-to-date approaches to language teaching (e.g., innovative methods, computer and technological applications) and course content (e.g., language as currently spoken and written in the host countries) which are compatible with Departmental approaches;

    As part of the review process, the Review Committee may invite the candidate and other appropriate faculty members (e.g., Pedagogy Coordinator, faculty teaching in the same language) for an interview. Each member of the Review Committee will submit a brief written evaluation of the file and cast a written ballot, voting either for or against further reappointment. The members cast their votes fully aware that reappointment is ultimately contingent on the availability of Department funds to subsidize the position and/or the programmatic need for continuing the position, as well as satisfaction with the candidate’s performance. The Chair takes the votes and summaries under advisement and writes a memo to the College Dean summarizing the vote and evaluative comments, with a copy going to the candidate. In the memo the Chair recommends either for or against reappointment, stating the reasons and rationale for his/her decision within the context of the assessment of the candidate’s performance, programmatic/instructional staffing needs of the Department, and fiscal and budgetary constraints affecting staffing.

  5. Access to Tenure

    Full-time non-tenure-track faculty may apply for any tenure-track position in the Department which becomes available and for which they qualify. They will compete on an equal standing with other qualifying candidates and without prejudice to the non-tenure-track position currently held.