Appointments for FTNTT faculty are governed by the applicable Collective Bargaining Agreement and are made annually. FTNTT faculty members are appointed in one of the following tracks: Instructional, Clinical, Practitioner and Research. Renewal of appointment is contingent upon programmatic need, satisfactory performance of previously assigned responsibilities, and budgeted resources to support the position. In the first three (3) years of employment an FTNTT will be give notice as early as possible if the University does not anticipate a 4th year of employment. The FTNTT will simultaneously be given notice that there is no need to stand for review
Appointment and Review of NTT Faculty
The Full Performance Reviews of FTNTT faculty members who are in their third or sixth year of consecutive employment are governed by the applicable Collective Bargaining Agreement. Each academic year, guidelines for the Full Performance Reviews for FTNTT faculty are distributed by the Office of the Provost. The Full Performance Review concludes with the College’s level of review and determination. The period of performance to be reviewed is the three (3) full academic years of consecutive appointments including that portion of the third appointment which is subject to evaluation and assessment at the time of the review. Each FTNTT candidate who must complete a Full Performance Review will submit a dossier as described in the Collective Bargaining Agreement (CBA). The file should contain at least an updated curriculum vita, self-evaluation of performance, peer reviews, teaching evaluations, and supporting documents. Additional information about the dossier for a Full Performance Review is included in the applicable Collective Bargaining Agreement (CBA).
FTNTT faculty are reviewed by the College’s RTP Committee on the specific criteria outlined in their letter of appointment and as described below, including consideration of the track (Instructional, Clinical, Practitioner or Research) to which the FTNTT faculty member is assigned. An inherent part of the review process is to provide feedback to the FTNTT faculty member based on clear and consistent performance criteria. Renewals of appointment and salaries for FTNTT faculty should be tied to performance within the parameters established in the applicable CBA. Rubrics for the assessment of teaching performance, recruitment and/or retention, research, etc. will be developed and shared with the candidate, and used to evaluate performance. Student assessment of teaching and mentoring may also be used to assess performance, as necessary. In consultation with the Director, each FTNTT faculty member will identify one Faculty member each year to visit a class and evaluate his/her teaching. A written report is submitted to the Director for placement in the faculty member's review file.
The overall evaluation during the full performance review shall include consideration of the faculty member’s professional behavior as recognized by the University community. A sound ethical approach to all aspects of teaching, research, publication, and the academic profession is expected of all who seek renewal of appointment in the School. Recommendation for a successful full performance review shall be based on the following criteria:
Performance: To be assessed on the performance of assigned duties and responsibilities associated with the assigned track of the candidate (Instructional, Clinical, Practitioner or Research).
Professional Development: To be assessed as it relates to the assigned track of the candidate.
University Citizenship: To be assessed as it relates to the assigned track of the candidate.
Evidence of significant accomplishments in both Performance and Professional Development is required. Accomplishments and/or contributions in the area of University Citizenship are neither required nor expected, but will, when they exist, contribute to the FTNTT faculty member’s overall record of accomplishments.
FTNTT faculty members who are in their ninth year of consecutive employment and any subsequent third year of consecutive employment thereafter (e.g., 12th, 15th, 18th, etc.) must successfully complete a “simplified” performance review as described in the applicable Collective Bargaining Agreement. Each academic year, guidelines for the “simplified” performance reviews for FTNTT faculty are distributed by the Office of the Provost. The “simplified” performance review concludes with the College’s level of review and determination. The period of performance to be reviewed is the three (3) full academic years of consecutive appointments including that portion of the third appointment which is subject to evaluation and assessment at the time of the review. FTNTT faculty who must complete a “simplified” performance review will submit documentation as described in the Collective Bargaining Agreement.
After a FTNTT has been through eighteen (18) years of employment, the FTNTT faculty member will go through a more informal review with the School Director. The FTNTT member will submit a CV and a narrative of one (1) to three (3) pages to the School Director. The School Director will schedule a meeting with the FTNTT faculty member. The meeting will constitute the review. If there is some sort of performance issue, the regular performance review will take place at a specified date.
FTNTT faculty members who have completed at least six (6) consecutive years of service and at least two (2) successful Full Performance Reviews may apply for promotion at the time of their second Full Performance Review or with any scheduled performance review thereafter. The criteria, guidelines and procedures for FTNTT promotions are included in the applicable Collective Bargaining Agreement (CBA). As required by the Collective Bargaining Agreement (CBA), evidence of significant accomplishments in performance and professional development is required. Accomplishments and/or contributions in the area of university citizenship, when they exist, will contribute to the FTNTT faculty member’s overall record of accomplishment. The College’s Non-Tenure Track Promotion Advisory Board (NPAB) shall be composed of FTNTT faculty representatives. The NPAB will review the applications for promotion and make a recommendation to the Dean.
After five (5) full years in rank, an Associate Professor or Associate Lecturer can stand for the second promotion to Full Professor or Senior Lecturer in her/his 6th year.
The RTP Committee of the School will be composed of three (3) NTT faculty members and two (2) tenure-track Faculty members.
Each NTT faculty member is discussed by the committee which votes on a recommendation for renewal of the faculty member’s appointment or promotion. The Director independently assesses the accomplishments of each NTT faculty member and forwards to the Dean her/his recommendation and the committee's recommendation. The Director informs the NTT 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. NTT faculty members whose appointments will not be renewed must be notified by the timelines established in the applicable Collective Bargaining Agreement (CBA) 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.
1. Informal Procedure
Any faculty member who believes that he/she may have a grievance is strongly encouraged, before initiating a formal grievance or appeal, to talk with the Director about any issue(s) of concern. The Director may seek the advice and recommendation of individual faculty members or faculty advisory groups in seeking informal resolution of a dispute or complaint.
2. Formal Procedure
Formal procedures for addressing grievances affecting the terms and conditions of employment of faculty are described in the applicable Collective Bargaining Agreement. Disputes involving substantive academic judgments are subject to a separate academic appeals process governed by the applicable Collective Bargaining Agreement.
Faculty grievances that are not directly related to the terms or conditions of employment and are not academic appeals are appropriately addressed within the School, whenever possible. The Director and/or faculty members will initiate an informal dialogue with all parties involved in a dispute and strive to reach a resolution agreeable to all parties.