Role and Responsibilities of the Faculty

Each faculty member is expected to contribute to the Department, Campus, College and the University according to the terms and condition of her/his 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 Department, Campus, College, and the University is also expected of each faculty member.

The minimal expectation for each faculty member is to maintain qualifications according to AACSB guidelines that are based on initial academic preparation and professional experience, and sustained engagement activities.

The Department provides diverse curricula that includes several undergraduate major and minor programs, MBA concentrations, an MSBA, doctoral concentrations in Management and Information Systems, and several core courses at the undergraduate, master’s and doctoral levels. Clearly, the Department’s diversity in academic programs invariably requires a mixed portfolio of research, teaching and service from its faculty.

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 as witnessed by publications, and dissemination of research in various venues as appropriate to the discipline. Activity in professional organizations and the training of graduate students is also expected.

Service to the University is a responsibility of each faculty member.  Department, Campus, College, and University committee or task force membership is expected as a normal part of a faculty member’s workload and 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 Department. Service responsibilities should be distributed as equitably as possible to all members of the department.

  1. Evaluation of Instruction

    Faculty members are expected to provide students with a syllabus which includes the subject matter to be covered in a course, the approved list of learning objectives, a listing of assignments and/or reports, approximate dates of examinations, grading standards, attendance requirements, and other pertinent details of the conduct of the class.  Students must be given opportunity to evaluate each course they are registered for in each semester. The evaluations will be conducted under the auspices of the Chair pursuant to applicable University policies and procedures.

  2. Faculty Code of Ethics

    All members of the Department 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.  (See, University Policy Register 3342-6-17). Also, the applicable Collective Bargaining Agreement states in part that “faculty members are entitled to freedom in research and in publication of the results, subject to the adequate performance of their other academic duties…freedom in the classroom in discussing their subject, but they should be careful not to introduce in their teaching controversial matter which has no relation to their subject.”

  3. Sanctions

    A sanction is a documented corrective action in response to a faculty member's unsatisfactory performance of her/his duties and responsibilities as a member of the faculty. (See, “Sanctions for Cause” in the Collective Bargaining Agreement

  4. Faculty Information System

    All faculty members are required to provide current curriculum vitae (CV) to be kept on file in the Department office. The faculty member’s CV must be updated annually using the electronic system supported by the College or University, and in line with the College’s requirements for AACSB accreditation.

  5. Faculty Leaves

    All leaves, sponsored or unsupported, personal or professional, are subject to the approval of the Chair, the Dean and the Provost.

    University leaves include but are not limited to:

    1. Research leaves.
    2. Leaves of absence without pay.
    3. Faculty professional improvement leaves.
    4. Research/Creative Activity appointments.
    1. Research Leave and Leaves of Absence

      The Chair, with the approval of appropriate university officials, may grant a one-year or less leave of absence without pay. Such an absence may be requested by a faculty member for a legitimate professional or personal reason including research, travel, and medical. Time on an unpaid leave of absence does not count toward meeting promotion or tenure time limits.  Requests for unpaid leave are subject to approval of the Dean and the appropriate university officials, and will be accompanied by a recommendation of the Chair for or against the request, with the advice of the FAC.

      Leave may also be granted for teaching or research at another institution, provided the faculty member accepts such appointment as visitor, and not as a regular appointment, and provided further that the faculty recognizes an obligation to return to the university for the next year of service. Leave for the purpose of eventually accepting regular appointment at another institution is not permitted, nor may a faculty member hold tenure concurrently at the university and another institution. Further guidelines on unpaid leaves of absence can be found in the University Policy Register, Section 3342-6-11.9.

    2. Professional Improvement Leaves (PIL)

      Professional improvement leaves are available to tenured faculty members who, at the time of application for the leave, are at least in the seventh full year of full-time employment in a tenure-track position or in the seventh full year since the completion of the academic year in which the faculty member most recently engaged in a professional improvement leave; see University Policy Register, 3342-6-12 and 6-12.101. While a faculty member with the necessary service years is entitled to apply for professional improvement leaves, the granting of such leaves is not automatic.

      Requests for professional improvement leaves should be initiated as early as possible in order to permit scheduling of courses and hiring replacement faculty.  All requests for professional improvement leave are subject to approval by the Chair, the Dean, and the Provost. Professional improvement leave may be granted for either one semester at full pay, or one academic year at half pay. Other forms of leaves of absence such as due to disability can be found in the University Policy Register, 3342-6-11.3.

      Requests for professional improvement leaves, take the form of a letter of request to the Chair.  The candidate is to attach to this letter:

      • updated curriculum vitae,
      • a 300-1000-word proposal that clearly describes:
        • the purpose of the leave project,
        • how it will advance both the professional growth and development of the individual and the mission of the department and university,
        • type of scholarship involved in the leave,
        • location of the leave, 
        • whether other appointments will be held during the leave period
      • a statement of how the project relates to the applicant’s professional growth and development,
      • a statement on results planned or anticipated from the current project,
      • a statement must also be given as to what was accomplished during previous PIL, if any. Such accomplishments and results must be highlighted on the applicant’s updated resume.

      Applications for professional improvement leaves are generally due to the Chair by mid-October. The Chair, in consultation with the FAC, determines how the staffing needs of the department would be met if the leave were granted and prepares a recommendation to the Dean.

      A faculty member who accepts a PIL is obligated to return to the university in active service for a period of at least one academic year following the completion of the PIL. Furthermore, a faculty member is required to submit a summary of her/his activities during the PIL within one semester of return from the leave.

  6. Copyright Restrictions

    All faculty members should be aware of current copyright laws which restrict the copying of published materials.  For further information, contact the University’s Office of Legal Affairs.

  7. Academic Misconduct

    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)

  8. Sexual Harassment

    The Department does not condone sexual harassment, or harassment of any kind, and supports the Equal Employment Opportunity Commission’s (EEOC) Sexual Harassment Guidelines and the Kent State University policy on Sexual Harassment. (See University Policy Register, Section 3342-4-13.1)