Normally, a terminal degree in a related discipline is required for all TT faculty appointments in the School. Non-tenure Track (NTT) faculty may be appointed with or without appropriate terminal degree.
The basic definitions of TT faculty ranks are:
1. Assistant Professor
This rank is normally the entry-level rank for TT faculty holding a terminal degree in an appropriate discipline.
2. Associate Professor
Hire in or promotion to this rank presumes prior service as an Assistant Professor, significant academic achievements, and possession of a terminal degree in an appropriate discipline (See Section V of this handbook).
Promotion to this rank requires credentials and achievements beyond those required for promotion to Associate Professor and is reserved for senior TT faculty members who have achieved significant recognition in their discipline (See Section V of this handbook).
NTT appointments are made on an annual basis (See NTT CBA). NTT appointments are not included under the umbrella of the University policy and procedures regarding TT faculty tenure (See University Policy Register 3342-6-14), and NTT faculty members are not entitled to any rights with regard to tenure.
2. Associate Lecturer
3. Senior Lecturer
4. Assistant Professor
5. Associate Professor
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. The faculty members who hold these ranks do not vote on School committees and do not participate in School governance.
Visiting faculty appointments are held primarily by faculty from other institutions or persons on the staffs of community-based agencies and organizations. Visiting faculty appointments at an appropriate faculty rank may be made when leaves of absence occur or special needs arise and funds are available. Visiting faculty members do not vote on School committees and do not participate in School governance. 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 an NTT faculty member.
When the School cannot meet its teaching needs from the ranks of its TT faculty, NTT faculty or graduate students, part-time faculty appointments may be made from an established pool of qualified applicants not currently on regular appointment at the University.
As part of a doctoral-degree granting university, the School normally requires that all TT faculty members 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, 3342-6-15.1.
Procedure for Consideration of School of Art Emeritus Faculty Status
Full time faculty in good standing who retire from teaching service within the School of Art may apply for consideration of Emeritus Faculty status. They must first submit a letter of interest and current CV, or be nominated by another full time faculty member within the School of Art. Then, the governing body of the School of Art (FAC or currently the faculty of the whole) shall vote on the motion to approve Emeritus Faculty status, and a majority vote is needed. The process then moves to the College of the Arts Dean’s office for final approval.
Duties and Roles of Emeritus Faculty
The duties and roles of Emeriti Faculty are largely voluntary in nature and are limited in scope. Those duties may include:
- The option to teach courses in the Emeritus Faculty’s specialty area as needed at a salary commensurate with other part-time faculty with similar credentials.
- The option to serve on BFA/BA, MFA/MA or other thesis and/or review committees in a voluntary and supportive role for students.
- The opportunity for service on Faculty Search Committees when needed, especially when resident full-time faculty in program areas do not yet exist.
- As desired, the opportunity for continued mentorship of student careers through letters of reference, recommendations, studio visits, conference mentorship, etc.
- Recognition, when appropriate, of Emeritus Faculty through promotional materials of the School of Art website, social media, etc.
- An invitation to volunteer within the program area of the Emeritus Faculty’s specialty as determined by the program area’s current full-time faculty.
Emeritus Faculty status does not confer upon recipients:
- The designation for use of private studio or office space within the facilities of the School of Art, however Emeriti Faculty may be offered consideration to use general facilities of the School of Art as space and time permits. The decisions of the current resident full-time faculty and/or Director of the School of Art in these matters will be final.
- Emeriti Faculty who continue to teach may continue to use office support for their classes. Non-teaching Emeriti Faculty cannot expect personal use of School of Art office services to include secretarial support, mailing and photocopying privileges, consumption of office supplies, etc.
- Emeriti Faculty will not be considered voting members of the School of Art’s governing body (FAC or faculty of the whole). This includes all matters of RTP, curriculum and policy of the School of Art, however they may offer written comments of an advisory nature to be presented at SoA governance proceedings.
- All other potential duties and roles of Emeriti Faculty of the School of Art not listed above will be determined by the Director of the School as needed.
The School supports the goals of equal opportunity and affirmative action in recruiting and in making appointments to the faculty. Search committees, which are appointed by the director after consultation with the faculty and division faculty members in the specific areas or disciplines, conduct the search for candidates. All search committees shall include the director of the School and the division coordinator, who shall serve as the chairperson of the committee. Search committees also 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 (2) or three (3) candidates be invited to campus for an interview. Each candidate who is invited to campus for an interview will make a public presentation to 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 directorʼs 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.
New faculty positions which are outside the division structure shall be the responsibility of the faculty as a whole. A search committee in these instances shall be determined and selected by the faculty, shall include the director of the School, and shall elect its own chairperson.
The recruitment and search procedures for temporary and part-time faculty shall be the responsibility of the director of the School, with the advice and recommendation of the division coordinator (s).
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. High quality teaching is expected of all faculty members, while high quality scholarly activity is expected of all TT faculty members. Service to the School, campus, college, and the university is also expected of each TT faculty member.
All faculty members are expected to provide students with a syllabus which 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, and other pertinent details of the conduct of the class. A Student Survey of Instruction (hereafter “SSI”) is required in each course in each semester and will be conducted by each faculty member under the auspices of the director following applicable University policies and procedures (See Section IX of this handbook). Probationary faculty members are encouraged 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.
All faculty and graduate teaching assistants of the School of Art are required to have their teaching evaluated during each semester. (See Section IX.H of this handbook for further information.) The primary purpose of student evaluations shall be to identify strengths and weaknesses in teaching performance which will assist faculty in the necessary improvement of instruction. TT faculty submitting materials for re-appointment, promotion, tenure, and/or merit salary increments, must include teaching evaluations.
The approved Student Survey of Instruction (SSI) shall be used by students in rating the performance of faculty. Under no circumstances shall faculty administer their own instructor evaluations; or know the results of their evaluations until all final grades for their courses have been submitted. The division coordinator and/or the director shall review instructor evaluations with each faculty member and shall provide advice and constructive criticism when and where appropriate to assist in the improvement of teaching.
The Kent State University Faculty Senate has endorsed the following basic requirements for faculty teaching performance.
The following items are seen as minimal expectations of any college instructor. For the most part, they involve actions and procedures easily undertaken and readily assessable.
1. Regular and reasonable office hours consistent with University policy and the needs of students.
2. Provision of syllabus, including, but not limited to, the following:
(a) a statement on course objectives and expectations;
(b) a general calendar indicating the substance and sequence of the course and important dates and deadlines; and
(c) a clear statement of grading policy and grade weighting.
3. Punctuality in starting and ending classes.
4. Reasonable notification of and provision for faculty absence.
5. Adequate notification of assignments, examinations, changes in syllabus.
6. Provision of reasonable make-up procedures for legitimately missed exams or other graded work.
7. Evaluation of work with adequate and constructive comments written out for students or given orally to the whole class as is appropriate to the character of the assignment.
8. Evaluation of work within a reasonable time frame that allows the student to benefit from the instructor's comments prior to the next assignment.
While the intellectual and judgmental skills essential for acceptable teaching are more open to interpretation than class management techniques, the following items are presented as constructive suggestions for the improvement of teaching on our campuses.
1. Content, assignments, and approach reasonable to the level, aims, and nature of the course.
2. Concern for appropriate teaching technique.
3. Effective use of class time.
4. Adequate class and course preparation.
5. Testing and grading practices that relate directly to course content and assignments.
6. Communication skills appropriate to the level of students and subject matter in the course.*
*(It is largely the responsibility of the administration to identify the problem area in communication skills through appropriate screening procedures and/or when complaints are raised concerning faculty. A plan for faculty improvement should be prescribed and then appropriate class assignments made for the faculty member involved.)
7. Knowledge ability and currency regarding subject matter. *
*(It is the responsibility of faculty members to remain current in the material covered in their own courses and to be knowledgeable about developments in their disciplines, especially as regards changes in cognate courses within the division or school curriculum. The administration shares this responsibility, first in providing time and encouragement for professional development, and second, in responsibly managing class assignments appropriate to the knowledge and background of the individual faculty member.)
Interpersonal relations inevitably are difficult to prescribe and evaluate, and yet they set the tone and environment for the learning experience. In this regard, the faculty members of the School of Art view the following as essential.
- Establishing a climate wherein questions, relevant comments, and intellectual interaction are encouraged.
- Nondiscriminatory treatment of students based upon their personal or social backgrounds, preferences, or characteristics.
Scholarly activity is expected of all TT faculty members, although the extent and/or type of activity may vary with the terms of each TT faculty memberʼs assignment and campus location. TT faculty involved in research 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 significant venues as appropriate to the discipline. Activity in professional organizations is expected. Graduate faculty members are expected to mentor and guide graduate students.
Service to the University is a responsibility of each TT faculty. School, Campus, College, and University committee or task force membership is expected as a normal part of a TT faculty memberʼs contributions. Special or outstanding service above and beyond that which is typical may be considered during the review of a TT 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 TT faculty member, although contributions in this area can be expected to vary widely due to the nature of the various disciplines within the School.
All members of the School faculty are expected to maintain the highest ethical standards as teachers, scholars, university citizens and colleagues. The University policy regarding the faculty code of professional ethics can be found in the University Policy Register, 3342-6-17.