Normally, a doctoral degree in a related discipline is required for all faculty appointments to a tenure-track position in the School. Postdoctoral experience is preferred.
RTP Criteria and the Criteria and Processes Relating to Other Faculty Personnel Actions
The basic definitions of faculty ranks are the following:
This rank is intended for persons initially hired non-tenure-track who have not earned a master’s degree in music.
2. Assistant Professor
This rank is normally the entry-level rank for both tenure-track and non-tenure-track (FTNTT) and normally assumes that faculty hold the terminal degree in the appropriate musical discipline, or the doctorate or equivalent professional experience. Part-time faculty hired at this rank must at least hold the master’s degree in music.
3. Associate Professor
Hire or promotion to this rank presumes prior service as an Assistant Professor, significant academic achievements, and possession of the doctorate or other terminal degree in an appropriate discipline.
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 sustained and significant recognition in their individual musical discipline(s) and related areas.
5. Artist in Residence
Artist-in-Residence appointments at an appropriate faculty rank may be made when leaves of absence occur or special needs arise and funds are available. An Artist-in-Residence faculty member is typically a specialist faculty member who is employed by the School for a period not to exceed one (1) year. In the event that an Artist-in-Residence is employed in that capacity for a second consecutive year, the Artist-in-Residence faculty member will then become a full-time non-tenure-track (FTNTT) faculty member.
6. 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.
7. 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.
8. 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 a full-time non-tenure-track (FTNTT) faculty member.
9. Full-Time Non-tenure-track Faculty (FTNTT) Appointments
Full-time non-tenure-track faculty (FTNTT) appointments are made on an annual basis. FTNTT appointments are not included under the umbrella of the University policy and procedures regarding faculty tenure (See, University Policy Register 3342-6-14) and FTNTT faculty members are not entitled to any rights with regard to tenure. FTNTT faculty members are governed by the University Policy and Procedures and the FTNTT CBA.
10. Part-Time Faculty Appointments
When the School cannot meet its teaching needs from the ranks of its full-time tenured, tenure-track, and non-tenure-track faculty, adjunct faculty (or their equivalent), and graduate teaching assistants, part-time faculty appointments will be made from an established pool of qualified applicants not currently on regular appointment at the University.
11. Graduate Faculty Status
As a doctoral degree granting School, the School normally requires that all faculty hired for tenure-track 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. (See, University Policy Register 3342-6-15.1)
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 to conduct the search for candidates. Search committees may 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 two or three candidates be invited to campus for an interview. Each candidate who is invited to campus for an interview will give a presentation before the School. The search committee may recommend its choice of candidates to the Director. Committee recommendations are advisory to the Director who makes a recommendation to the Dean. If the Dean concurs with the Director, a recommendation is forwarded to the Office of the Provost. If the Director's recommendation is different than that of the search committee and the faculty, the Director shall inform the Dean of all recommendations and the reasons for the disagreement.
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 scholarly and/or creative activity.
High quality teaching is expected of all faculty members. High quality scholarly activity is expected of all TT faculty and those FTNTT faculty whose appointment specifies it. Service to the School, Campus, College, and the University is expected of each TT faculty member and recommended for each FTNTT faculty member.
Faculty members are required to provide students with a syllabus that includes the subject matter to be covered in a course, a listing of assignments and/or reports, approximate dates of examinations, grading standards, attendance requirements, faculty office hours, and other pertinent details of the conduct of the class. For performance classes (ensembles, applied music), the dates of additional rehearsals and all concert dates and times that are scheduled in addition to the university scheduled class hour must appear in the syllabus and made clear to the students. Hard copies of syllabi are required to be on file in the School of Music office. 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. Probationary faculty members are required to undergo peer review of teaching during each year of the probationary period. Supervision and direction of undergraduate research projects and theses is part of the teaching function.
Scholarly activity is expected of all TT faculty and those FTNTT faculty whose appointment specifies it, 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 scholarly and/or creative activity and the graduate program are expected to present evidence of their endeavors as witnessed by publication, proposals submitted for extramural funding, performances and juried exhibitions and dissemination of research and/or creative activity in various venues as appropriate to the discipline. Activity in professional organizations in any manner appropriate to the specific area of music teaching and scholarship is encouraged but not required. The supervision and training of graduate students is expected only when graduate enrollment is directly related to the individual faculty member.
Service to the University is a responsibility of each TT faculty member and recommended for each FTNTT faculty member. School, Campus, College, and University committee or task force membership is expected as a normal part of a TT 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. 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.
Faculty members are expected to maintain current CVs and to submit an updated CV annually in a manner specified by the University. Faculty members are also expected to submit their teaching schedules and course syllabi to the Music Office by the end of the third week of classes in each semester.
The Director, in consultation with the FAC and the faculty member to be mentored, will determine an appropriate choice of mentor (considering factors such as academic/performance area, level of experience, etc.). The selection of mentor will be made shortly after the hire of the new faculty member.
The mentor will meet with the Tenure Track mentee approximately once per month during the academic year or, at a minimum of three times per semester, until the faculty member has achieved tenure and promotion to Associate Professor. The mentor will meet with the Non-Tenure Track mentee approximately once per month during the academic year or, at a minimum of three times per semester, until the faculty member has successfully completed both the third-year and sixth-year reviews.
Discussions between the mentor and mentee will include:
1. Student evaluations and any student concerns
2. Past reappointments, addressing any concerns raised by FAC/Ad Hoc or CAC
3. Peer evaluations, addressing any concerns raised in peer reviews
4. Upcoming reappointment, tenure or promotion, including a cursory reading/proofreading of CV, narrative and syllabi (before the semester begins) with feedback from the mentor
5. General progress towards RTP with specific roadmaps in the areas of research, teaching and service
6. Ways in which faculty, staff and administration can continue to support the efforts of the faculty member towards RTP
7. Available resources and service organizations both on and off campus that might assist the mentee
8. Any other concerns the mentor or mentee might wish to express
The mentor may be invited to FAC/Ad hoc evaluation meetings of the mentee, at which point the mentor may be asked to speak first during these discussions.
At times, the mentor might assist with communication between the mentee and faculty/administration as appropriate.
The mentor does not receive compensation or load credit for the duties listed above. Mentorship is considered service and may be described as such when applying for merit pay and/or promotion.
The mentee will provide all materials (student/peer evaluations, syllabi, CV, reappointment/tenure narratives) to the mentor in a timely fashion. With regards to the reading/proofreading of reappointment narrative and CV, it is suggested that the mentee provide the mentor with these materials two weeks prior to the official due date.
New Hires: The Director and Assistant to the Director will meet with new hires shortly after hire to convey information about day-to-day operations within the School of Music, such as the posting of office hours, submission of CV and syllabi, and other information contained within the School of Music Handbook.
All faculty members in the SOM 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. (See, University Policy Register 3342-6-17)
Faculty members are expected to teach specific courses as assigned by the Director. The primary considerations for course assignments are prior teaching experience, subject expertise, and shared responsibility among the faculty for service and introductory courses. Questions regarding teaching assignments should be addressed to the Director. In the case of a dispute or request for reassignment the faculty member may request review by the FAC which will make a recommendation to the Director.
Scheduling of classes is the responsibility of the Assistant to the Director with approval of the Director. The primary consideration for scheduling classes is student need with regard to meeting program or major requirements within a reasonable time frame. In addition, the scheduling of some classes may be determined by the need to serve nontraditional students. See Appendix 2.A.
The Director welcomes requests for summer teaching assignments from all full-time faculty members. Summer teaching cannot be guaranteed to any faculty member and most summer teaching assignments are for a partial load. The size, content, and staffing of summer courses are dictated by budgetary constraints and curricular needs. Within these requirements, faculty members are offered summer teaching assignments on an annual rotation system. Faculty members may elect not to accept a summer assignment.
Faculty members are expected to schedule and attend at least five (5) office hours per week (See, University Policy Register 3342-6-18.101). The office hours shall be posted on the faculty member's office door and communicated to the School office as well as to the faculty member's students. If a student, for a legitimate reason or reasons, is unable to meet during the faculty member’s scheduled office hours, the faculty member shall make appointments to meet with the student at an alternate time.
In order to assist in student advising, faculty members should maintain current knowledge of University, College, and School programs and requirements.
Faculty members are expected to participate in recruitment programs, graduation ceremonies and other activities that are appropriate to their role as a faculty member in the School.
A sanction is a documented corrective action in response to a Faculty member’s unsatisfactory performance of his/her duties and responsibilities as a member of the Faculty. (See “Sanctions for Cause” in the Collective Bargaining Agreement [CBA]). For non-tenure track faculty, see appropriate section in FTNTT CBA.
All T/TT and FTNTT faculty members are required annually to provide a current curriculum vitae (CV), using the electronic system supported by the University.
All leaves, sponsored or unsupported, personal or professional, are subject to the approval of the Director, Dean, and Provost. University leaves include but are not limited to:
1. Research leaves.
2. Leaves of absence without pay.
3. Faculty professional improvement leaves.
4. Scholarly/Creative Activity appointments.
Faculty members who will be absent from campus for professional or personal reasons must submit a Request for Absence Form with the Director. The request should be made at least one (1) month prior to the planned absence and is subject to the approval of the Director and the Dean. Arrangements for any classes to be missed during the absence must be addressed to the satisfaction of the Director before approval will be granted.
Attendance at professional meetings is encouraged, and approved travel expenses incurred in attending such meetings will be reimbursed when approved prior to travel according to the University's travel policies and availability of School funds. In general, greater amounts of support will be granted to meeting participants (i.e., those presenting a paper or chairing a session) than to faculty members who simply attend professional meetings.
The Director is responsible for keeping complete records of faculty sick leave; however, faculty members are also required to submit the use of sick leave online after an absence and within the timelines established by the Division of Human Resources.
Faculty members may engage in professional activities outside the university provided the activities do not interfere with the faculty member's teaching, scholarly, or service responsibilities to the SOM, Campus, College, or University (See, University Policy Register 3342-6-24). 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 3342-6-17 and 3342-6-23).
All faculty members should be aware of current copyright laws that restrict the copying of published materials. For further information, contact the University’s Office of Legal Affairs.
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. (See, University Policy Register 3342-3-05 and 3342-2-05.01)
Failure of faculty members to provide grades in compliance with university policy will be considered in performance reviews and reappointment, promotion, tenure, renewal, and merit decisions.
The policies and procedures for reappointment are included in the University policy and procedures regarding faculty reappointment (See, University Policy Register 3342-6-16). Each academic year, reappointment guidelines for Kent and Regional Campus faculty are distributed by the Office of the Provost. Probationary tenure-track faculty members are reviewed by the School’s ad hoc RTP Committee. The FAC, in consultation with the Director, assigns a minimum of two faculty members to visit the classes of each probationary faculty member, and generally evaluate the faculty member’s teaching performance. A written report of the evaluation is submitted to the Director for placement in the faculty member’s reappointment file. Probationary faculty will also create an updated file that is presented to the Director who will make these materials available to the ad hoc RTP Committee. Each probationary faculty member is discussed by the committee which then votes on the faculty member’s reappointment.
The Director independently assesses the accomplishments of each probationary faculty member and forwards her/his recommendation and the committee's recommendation to the Dean. The Director informs probationary faculty of the committee's recommendation and provides a copy of her/his recommendation to the Dean. Probationary faculty members who are not to be reappointed must be notified according to the schedule established in the Collective Bargaining Agreement. For faculty members whose appointment is in the Regional Campuses, recommendations on reappointment from the Director are forwarded to the Dean and the appropriate Regional Campus Dean.
For probationary faculty, reappointment is contingent upon demonstration of adequate progress toward the requirements for tenure. Moreover, the faculty member must have established and articulated short- and long-term plans for achieving these goals. For faculty members following the traditional tenure clock for Assistant Professors, the review after completion of three (3) full years in the probationary period at Kent State University is particularly critical. Upon completion of the third year of the probationary period, faculty reviewing a candidate for reappointment should consider the record of the candidate’s achievements to date. This record should be considered a predictor of future success.
The hallmark of a successful candidate is a record of compelling evidence of impact upon the discourse of her/his discipline. This record can be demonstrated through review of the candidate’s performances, exhibitions, installations, grants, peer reviewed work including assessment of the impact (as measured by the quality of the journal publishing the paper/journal impact factor) or citation indexes such as Google Scholar. Specific concerns expressed by the ad hoc RTP Committee and/or the Director during this stage of the probationary period should be addressed by the candidate in subsequent reappointment reviews. Finally, the overall evaluation of a candidate for reappointment must include consideration of the faculty member's personal integrity and professional behavior as recognized by the University community. A sound ethical approach to all aspects of teaching, research, creative activity, publication, and the academic profession is expected of all who seek reappointment in the School. A candidate who fails to demonstrate likely success in the tenure process will be notified promptly that she/he will not be reappointed.
In the event that concerns about a candidate’s performance are raised during the reappointment process, the ad hoc RTP Committee and the Director shall provide detailed, prescriptive comments to serve as constructive feedback. If such concerns arise during a review that occurs after completion of three (3) full years in the probationary period, the Director, in consultation with the FAC, will advise and work with the candidate on a suitable, positive plan for realignment with the School’s tenure and promotion expectations; however, the candidate is solely responsible for her/his success in implementing this plan.
From time to time, personal and/or family circumstances may arise that require an untenured faculty member to need to request that her/his probationary period be extended. Upon request, a faculty member may be granted an extension of the probationary period which has been traditionally called “tolling” or “stopping the tenure clock.” The University policy and procedures governing modification of the faculty probationary period is included in the University Policy Register. (See, University Policy Register 3342-6-13)
The policies and procedures for tenure are included in the University policy and procedures regarding faculty tenure (See, University Policy Register 3342-6-14) and the policies and procedures for promotion are included in the University policy and procedures regarding faculty promotion (See, University Policy Register 3342-6-15). Each academic year, tenure and promotion guidelines for Kent and Regional Campus faculty are distributed by the Office of the Provost. Tenure and promotion are separate decisions.
The granting of tenure is a decision that plays a crucial role in determining the quality of university faculty and the national and international status of the University. The awarding of tenure must be based on convincing documented evidence that the faculty member has achieved a significant body of scholarship that has had an impact on her/his discipline, excellence as a teacher, and has provided effective service. The candidate is also expected to continue and sustain, over the long term, a program of high quality teaching, scholarship and service relevant to the mission of the candidate’s academic unit(s) and to the mission of the University. For tenure, evaluation may refer to (but not count) accomplishments prior to appointment at Kent State in order to establish consistency. Grant proposals submitted but not funded, proposals pending, creative works and papers “in review” or papers “in press,” graduate students currently advised, and any other materials that may reflect on the candidate’s potential for a long-term successful career may be considered. The tenure decision is based on all of the evidence available to determine the candidate’s potential to pursue a productive career. On the other hand, promotion is recognition based on a candidate’s accomplishments completed during the review period and promotion decisions are based on performances, exhibitions and installations reviewed, papers published, grants received and graduate students graduated during the review period, as well as teaching evaluations and service to the University.
Consideration for promotion to Professor differs from consideration for promotion to Associate Professor. Promotion to Associate Professor is recognition for establishing a career likely to achieve national and/or international prominence as evidenced by performances, exhibitions and installations reviewed, extramural grants received, papers published in the refereed literature, students graduated, etc., as appropriate to the discipline. Promotion to Professor recognizes the highest level of university achievement and national and/or international prominence. Evidence for this prominence may include a record of sustained creative activity in highly significant venues, major extramural funding from highly competitive funding sources, and a record of increased prominence in and impact on the field, as appropriate to the discipline.
Many factors and criteria, both subjective and objective, are considered in recommending a faculty member for tenure and advancement in academic rank. The overall evaluation of a candidate for tenure and promotion shall include consideration of the faculty member's personal integrity and professional behavior as recognized by the University community. A sound ethical approach to all aspects of teaching, research, publication, and the academic profession are expected of all who seek tenure and promotion in the School.
The ad hoc RTP Committee shall consider the following areas of faculty performance when making recommendations on tenure and promotion. The tables and text below are designed to facilitate assessment of performance of those candidates who are being evaluated for tenure and promotion. During the probationary period, these tools should be used for developmental assistance and projection of future success in achieving tenure and promotion.
Tables 1 (A and B), 2, and 3 provide guidelines for the assessment of a faculty member’s performance and a rating scale for use in the evaluation of candidates. For promotion from Assistant to Associate Professor the faculty member must meet the criteria for an “excellent” rating in either scholarship or teaching with at least a “very good” rating in the other category. University citizenship must at least meet the minimum School criteria as outlined in Table 3. These same categories and assessment tools apply for tenure decisions.
A candidate for promotion to Professor must meet the criteria for an “excellent” rating in scholarship and teaching. University citizenship must exceed the minimum School criteria. A candidate for promotion to Professor may not necessarily have equal activity in scholarship, teaching and service as he/she becomes more specialized.
Scholarship, research and creative activity is an essential and critical component of University activity. The originality, quality, impact and value of the work must be assessed. To assist this process, the candidate shall submit the names of at least five (5) experts in her/his field who are considered capable of judging the candidate's work. Moreover, the candidate must provide the ad hoc RTP Committee with ample descriptive evidence of his/her scholarly activity. A faculty member's specific area of specialization may be a factor in the number and size of grants received and in the scope and time required for research and the resulting publications.
In addition to creative activity, funded research and scholarly publications, other scholarly activities including but not limited to serving on national grant review bodies, presenting at refereed professional meetings, chairing society committees, and presenting papers before learned societies should be considered. These later activities complement creative activity, scholarly publications and grant funded research. Faculty members are expected to hold membership in professional societies, attend and participate in institutes and seminars, organize institutes, seminars, and workshops, insofar as such activities enhance their professional competency.
All faculty of the School are expected to seek excellence in scholarly activity. Indicators on which the assessment of the quality of scholarly activity is based are provided in Table 1.
Indicators of the quality of a faculty member’s research and creative activity record include the quality and quantity of performances, exhibitions, installations and published work as well as the faculty member’s success in obtaining extramural funds. All faculty members in the School are expected to produce records of scholarship and creative activity that reflect their disciplinary focus and the attributes of an individual faculty member’s scholarly activity will vary across disciplines.
To achieve “excellent” in the category of scholarship at the time a faculty member stands for tenure and promotion, she/he should have established a record of research and / or creative activity which demonstrates continued and sustained accomplishment.
Within this context, during annual reappointment reviews, each faculty member who will seek tenure or promotion is obligated to provide evidence supporting his/her scholarly record. This obligation will be met by providing specific information about the significance of performances, exhibitions and installations, article and journal quality and impact, funding history and plans, and description in the faculty member’s supplementary materials of any other evidence of scholarship that the faculty member deems appropriate. In turn, the members of the School’s ad hoc RTP Committee and the Director shall evaluate a candidate’s record in light of the School’s expectations for a successful tenure decision.
Responsibilities of music faculty may include teaching courses in both academic and performance areas. In these cases, scholarly activities may be reported separately or together. Evaluation of such portfolios will be based on the proportion of assigned responsibilities as indicated by load credits.
Table 1. Kent Campus Faculty: Evaluation Components for Assessment of Scholarship for Promotion and Tenure.
Accomplishments Corresponding to the Assessment Score
Sustained focus with nationally and/or internationally recognized research program, and/or body of creative activity
Demonstrated record of publications1 and grants2, and/or performances, exhibitions and installations, invitations to give presentations, research-related service to federal/state organizations, awards, recognition from artistic and/or scientific societies3
recognized research program, and/or body of creative activity
Demonstrated record of publications and ”seed” grants, and/or performances, exhibitions, installations and presentations at well recognized meetings or venues with rigorous review criteria.
Active research program and/or body of creative activity
publications or ”seed” grants, some performances, exhibitions, installations or presentations at meetings/seminars
Limited research program and/or body of creative activity
Occasional publications, performances, exhibitions, installations or
No research program and/or body of creative activity
No publications, performances, exhibitions, installations,
presentations, or grants
Note: definitions in footnotes below refer to the meaning of “publications,” “grants,” and “recognition” throughout Table 1.
1Publications include: papers in peer-reviewed journals of recognized quality, as well as journals, books, and book chapters. Evaluation of publication record will include an assessment of quality and impact on the field as well as quantity. Papers of exceptional length, impact and quality are given particular consideration.
2“Grants” refers to extramural funding where the role of the faculty member in securing the funding is clearly demonstrated and which are of sufficient magnitude to support research at a level and duration appropriate for the discipline, including, as appropriate funds for supplies, materials and personnel (graduate students, research technicians and/or post-doctoral associates). “Seed Grants” are extramural grants that are not of sufficient magnitude to fully support doctoral students or are intramural grants. “Seed Grants” should be designed to lead to successful applications for “Grants.” Grantsmanship should be commensurate with the field of research with the recognition that the dollar amount of awards varies among fields.
3Recognitions from scientific, artistic and scholarly societies include, for example, election to office, editorial board membership, editorship, etc. Service to federal/state institutions includes service on federal proposal panels, site visits, and other research related activities.
See Appendices 5.B and 5.C for additional music criteria for Reappointment / Tenure/ and Promotion
Criteria for the evaluation of teaching are listed in Table 2. 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 reappointment, tenure and promotion. Copies of representative syllabi, examinations, and other relevant teaching material should also be available for review. Documentation related to graduate student, undergraduate student, and post-doctoral student training should be included in materials provided by a candidate for reappointment, tenure and promotion. Faculty members are expected to mentor graduate students (particularly at the doctoral level) and/or postdoctoral students. Evaluation of teaching will account for differences in missions and expectations across campuses.
Table 2. Evaluation Components for Assessment of Teaching for promotion and tenure
Accomplishments Corresponding to the Assessment Score
Innovative teacher; provides leadership in instructional
development, and maintains high achievement as evidenced in course, peer, and committee evaluations
Develop/revise courses, develop research projects for students (undergraduate and/or graduate), excellent student and peer perceptions, instructional creativity, actively participate in curricular revisions
Innovative teacher who maintains very good teaching evaluations
Develop/revise courses, good student and peer perceptions, work with graduate and/or undergraduate students in research and/or creative activity
Meets obligations well and maintains good teaching evaluations
Good student and peer perceptions
Substandard teaching that meets minimal expectations
Below average student and peer perceptions
Below average student and peer perceptions, pattern of
A faculty member's contributions as a University citizen include service to the School, the Campus, the College, and the University as outlined in Table 3. The merits of University service should be evaluated as to (1) whether or not the candidate chaired the committee listed and (2) the importance of the service to the mission of the unit served. Less tangible components of citizenship include active participation in School events such as faculty and graduate student recruitment, seminars, 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 candidate's research and other scholarly activity and instructional responsibilities. Expectations in service for promotion to Professor are higher than for promotion to Associate Professor.
Table 3. Assessment of University Citizenship for promotion and tenure.
Service and University Citizenship Rating
Examples of Accomplishments Corresponding to the Assessment Score
Significant role in School, Campus
College and/ or University as evidenced by productive service on committees, active participation in significant events, effectively Chairing committees, specific administrative assignments, meaningful public outreach
Meets the minimal School/Campus
Does not meet obligations
Does not meet School/Campus
obligations in a timely manner or does not actively participate in significant School/campus events
B. Other components of service are also considered (including public outreach and public and professional service) in reappointment, tenure and promotion decisions and may differ in their importance among faculty members depending on each faculty member’s duties and responsibilities within the School.
Renewal of Appointment and Third-Year Full Performance Reviews of Full-Time Non-Tenure-Track (FTNTT) Faculty
Appointments for full-time non-tenure-track (FTNTT) 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.
The third-year full performance reviews of (FTNTT) faculty are governed by the applicable Collective Bargaining Agreement. Each academic year, guidelines for the third-year full performance reviews for FTNTT 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.
This Agreement at Article X, Section 5 and 6 of the Collective Bargaining Agreement for Full-Time Non-tenure-track Faculty (effective August 16, 2016) provides that bargaining unit members who have completed three or six consecutive academic years of annually renewable contracts shall be subject to a Full Performance Review during the third and sixth year respectively before an additional appointment can be anticipated or authorized. Guidelines, found in Addendum B on p. 61 of the agreement, are provided to assist bargaining unit members in the preparation of the documentation to be submitted for the Full Performance Review.
Non-tenure-track Faculty in the School of Music are appointed in one of two distinct areas, academic and performance. For the academic area, the normally expected minimum degree level for initial appointment is the master’s degree in music. For performance faculty, normally the degree level for initial appointment is also the master’s degree in music or equivalent professional experience. Faculty members who qualify may hold joint appointments in academic and performance areas.
Addendum B of the Collective Bargaining Agreement prescribes the criteria for a full performance review file. Specific criteria for faculty members in the School of Music are as follows.
Evidence must be submitted attesting to fulfillment of the teaching obligations as specified in the candidate’s initial offer of appointment letter or as appropriate to the candidate’s current assignment and responsibilities within the School of Music. Judgments of quality in these matters are to be guided in part by the use of student and peer evaluations. Testimony of former students and alumni may be solicited by the Director only. Unsolicited testimonials may be included in the portfolio prepared by the candidate. Direction of graduate degree recitals, essays, theses, and dissertations should be considered as well as direction of undergraduate junior and senior recitals, independent studies, student research projects, and senior honors theses. Candidates who are assigned advisees should have a record of consistent and helpful student advisement and counseling.
Further evidence of excellence in teaching may include:
Individual investigation with outstanding students. Activities may include principal advisor or committee member for theses, essays, dissertations, honors projects and candidacy exams. Activities in the applied areas may include: preparation for auditions, competitions, master classes, recitals and summer festivals.
Recognition for teaching, either from KSU or organizations such as MTNA, NATS, OMEA, etc.
Students accepted for further study at prestigious institutions or festivals
Faculty who are teaching primarily in performance areas are encouraged to be active in public performances within the university setting and within the community. In addition, pedagogical procedures should be current, and the faculty member should be involved in a continuing review of new pedagogical methods and materials as they pertain to his/her teaching methodologies. For regional campus faculty who are teaching primarily in academic areas, teaching should involve a similar process of review and updating of pedagogical materials and methods, and should demonstrate an active interest in pedagogical research as it relates specifically to the content areas being taught.
Additional support materials may include, but are not restricted to the following:
Publications for student use, such as solo or ensemble warm-ups, technical exercises, workbooks, or study guides; unpublished research reports; innovative materials for ongoing class use.
A wide range of documented significant achievements of current students and recent graduates, as appropriate, may be taken into consideration.
Examples of service may include, but are not limited to the following and are listed without hierarchy:
Sustained, effective and collegial service to the School as a whole as well as within the candidate’s area of expertise, both as requested by the Director and volunteered by the candidate, in auditions, student recruitment, and special occasions requiring music performances. Success in student recruitment may be an important consideration for candidates.
Sustained, effective and collegial service to the College of the Arts, and to the University in appointive, elective, or voluntary capacities.
Committees: outstanding work on School, College, or University committees or notable leadership roles in the University community.
Service: Membership on standing and ad hoc committees; coordination or special programs; participation in institutionally sponsored conferences, institutes, clinics and workshops; support and guidance of student groups and special assignments representing the institution.
Professional Service: A faculty member’s active support and direct involvement in the organization and activities of the profession constitutes professional service. Activity as an outside evaluator or adjudicator. Membership in professional organizations, on special committees, or on an editorial review board of a professional journal are examples of service to the profession.
Community Service: Community service is the service rendered by the faculty member as a representative of the School, College, or University to individuals and organizations in the local, regional, national and international communities.
Administration: Assuming roles of coordinator, supervisor, or manager in the School or College and performing the administrative duties associated with those titles.
Service to the public as experts in the candidate’s field through speaking and/or performance engagements or working with community groups as such activities are appropriate and reasonable.
Cooperation and positive interaction with School of Music personnel is expected.
FTNTT faculty members are reviewed by the ad hoc RTP Committee. The Director, in consultation with the FAC, assigns two (2) faculty members to visit the classes of FTNTT faculty members, to evaluate teaching performance. One of the faculty members assigned to visit the classes must be a member of the ad hoc RTP Committee. A written report is submitted to the Director for placement in the faculty member's review file. FTNTT faculty will also submit an updated file that is presented to the Director who will make these materials available to the ad hoc RTP Committee. Each FTNTT faculty member is discussed by the committee which votes on a recommendation for renewal of the faculty member’s appointment. The Director independently assesses the accomplishments of each FTNTT faculty member and forwards to the Dean her/his recommendation and the committee's recommendation. The Director informs the FTNTT faculty member of the ad hoc RTP Committee's deliberations and provides the faculty member a copy of the recommendation that the Director sends to the Dean. FTNTT faculty members whose appointments will not be renewed must be notified by the timelines established in the applicable Collective Bargaining Agreement whether lack of adequate satisfaction with performance or the absence of anticipated continuing programmatic need or budgeted resources to support the position is the reason.
If an FTNTT member of the FAC is under consideration for renewal (and therefore not eligible to take part in the review), the Director will appoint an alternate FTNTT member to the FAC for that particular review process.
The overall evaluation during the third-year full performance review shall include consideration of the faculty member’s personal integrity and professional behavior as recognized by the University community. A sound ethical approach is expected of all FTNTT faculty members who seek renewal of appointment in the School.
Simplified performance three-year reviews are governed by the applicable Collective Bargaining Agreement. Though it is not required by the CBA, candidates may solicit peer reviews of instruction to be included in their files.