Renewal of Appointment, Third-Year Full Performance Review, and Promotion of Full-Time Non-Tenure Track (NTT) Faculty | The Fashion School Handbook | Kent State University

Renewal of Appointment, Third-Year Full Performance Review, and Promotion of Full-Time Non-Tenure Track (NTT) Faculty

  1. 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.

  2. Third-Year Full Performance Review

    The third-year full performance review of (NTT) faculty is governed by the applicable Collective Bargaining Agreement.  Each academic year, guidelines for the third-year full performance review for NTT faculty at the Kent and Regional Campus are distributed by the Office of the Provost.  The third-year full performance review concludes with the College or, if applicable, the division of the Regional Campuses’ level of review and determination.  The period of performance to be reviewed is the three (3) full academic years of appointments including that portion of the third appointment which is subject to evaluation and assessment at the time of the review.

    For the third-year full performance review, NTT faculty members are reviewed by the School’s Ad Hoc RTP Committee (See, Section I of this Handbook).

    1. Renewal Evaluation Criteria

      The School’s Ad Hoc RTP Committee shall consider the following areas of NTT faculty performance when conducting the third-year full performance review and making recommendations on renewal of appointment.

      a. Teaching

      For NTT faculty during the third-year full performance review, the FAC, in consultation with the Director, assigns two (2) faculty members to visit the classes of each NTT faculty member who are subject to review and generally evaluate the faculty member’s teaching performance.  One of the faculty members assigned to visit the classes must be a member of the Ad Hoc RTP Committee.  Peer evaluations are strongly encouraged during the first two years of the third-year full performance review cycle.

      Criteria for the evaluation of teaching can include development and revision of courses, peer evaluations of teaching performance, student feedback, and other relevant documentation. 

      Course revision is defined as making a substantial modification to a course such as developing several new laboratories, addition of distance learning options, formally proposing to change course content/format, etc.

      Other information such as written comments from students, colleagues within and beyond the School, College or University administrators shall be considered when available.  Peer reviews and summaries of Student Surveys of Instruction (including all student comments) must be submitted as part of a candidate’s file for third-year full performance review.  Copies of representative syllabi, examinations, and other relevant teaching material should also be available for review.  Evaluation of teaching will account for differences in missions and expectations across campuses.

      b.   Service

      A NTT faculty member's contributions as a University citizen may include service to the School, the Campus, the College, and the University as appropriate to his/her NTT status.  The merits of University service should be evaluated as to (1) whether or not the individual Chaired the committee listed and (2) the importance of the service to the mission of the unit served.  Less tangible components of Service include active participation in School events such as faculty and graduate student recruitment, School meetings, and seminars, etc.  Being an active and useful citizen of the School, Campus, College and University is expected and valued; however, service of any magnitude cannot be considered more important than a NTT’s instructional responsibilities.

      Other components of service are also considered (including public outreach and public and professional service) in third-year full performance review decisions and may differ in their importance among faculty members depending on each faculty member’s duties and responsibilities within the School.

    2. Overall Evaluation and Third-Year Full Performance Review Renewal Decision

      The overall third-year full performance review evaluation of a NTT faculty member and individual for renewal of appointment must include consideration of the faculty member's personal integrity and professional behavior in accordance with the Faculty Code of Ethics and the University Policy Register.

      The NTT renewal decision made at the School level will be in accordance with the Collective Bargaining Agreement.  Provisions for appeal of a negative renewal decision at the School level are covered within the aforementioned Collective Bargaining Agreement.

  3. Promotion

    Promotions for full-time non-tenure track (NTT) faculty are governed by the applicable Collective Bargaining Agreement and are made annually. NTT faculty members can only apply for promotion during the Full Performance Review period, once they have completed two three-year terms, as documented in the CBA.

    1. Promotion Evaluation Criteria

      Many factors and criteria, both subjective and objective, are considered in recommending a faculty member for advancement in academic rank.  The School’s Ad Hoc RTP Committee shall consider the following areas of faculty performance when making recommendations on promotion.

      a. Teaching

      For NTT faculty, the FAC, in consultation with the Director, assigns two (2) faculty members to visit the classes of each probationary faculty member and/or candidate for promotion and generally evaluate the faculty member’s teaching performance.

      Criteria for the evaluation of the teaching can include development and revision of courses, peer evaluations of teaching performance, student feedback, developing creative teaching activities, and other relevant documentation. 

      Course revision is defined as making a substantial modification to a course such as developing several new laboratories, addition of distance learning options, formally proposing to change course content/format, etc.

      Other information such as written comments from students, colleagues within and beyond the School, College or University administrators shall be considered when available.  Peer reviews and summaries of Student Surveys of Instruction (including all student comments) must be submitted as part of a individual’s file for promotion. 

      Copies of representative syllabi, examinations, and other relevant teaching material should also be available for review.

      b. Professional Development

      Professional development can be an important component of evaluating promotion of NTT faculty’s University activity. The originality, quality, impact and value of the work must be assessed. 

      A NTT faculty member’s professional development may include industry participation (including professional workshop, shadowing, and consulting), Invited presentations/performance, professional practice (including freelance, consulting, and writing), and juried/peer reviewed creative activity.

      c. Service

      A NTT faculty member's contributions as a University citizen may include service to the School, the Campus, the College, and the University as appropriate to his/her NTT status.  The merits of University service should be evaluated as to (1) whether or not the individual Chaired the committee listed and (2) the importance of the service to the mission of the unit served.  Less tangible components of Service include active participation in School events such as faculty and graduate student recruitment, School meetings, and seminars, etc. Other components of Service that can be evaluated for NTT promotion include service to professional organization, University committee roles, presentations in or out of the University, and Student organization advising.

      Being an active and useful citizen of the School, Campus, College and University is expected and valued; however, service of any magnitude cannot be considered more important than a NTT’s instructional responsibilities.

      Other components of service are also considered (including public outreach and public and professional service) in promotion review decisions and may differ in their importance among faculty members depending on each faculty member’s duties and responsibilities within the School.

      Expectation in Service for promotion Associate Professor or Professor are higher than for promotions to Associate Lecturer or Senior Lecturer.