Teaching Assignments and Workload Including Workload Equivalencies and Related Procedures | School of Theatre and Dance Faculty Handbook | Kent State University

Teaching Assignments and Workload Including Workload Equivalencies and Related Procedures

  1. Faculty Ranks & Appointments

    Normally, an earned terminal degree or equivalent professional experience in a related discipline is required for all faculty appointments to a tenure-track position in the School.

    The basic definitions of faculty ranks are the following:

    1. Assistant Professor

    This rank is normally the entry-level rank for tenure-track faculty holding the terminal degree or equivalent professional experience in an appropriate discipline. 

    2. Associate Professor

    Hire to or promotion to this rank presumes prior service as an Assistant Professor, significant academic achievements, and possession of the terminal degree or equivalent professional experience in an appropriate discipline. 

    3. Professor

    Promotion to this rank requires credentials and achievements beyond those required for promotion to Associate Professor. This rank is reserved for senior faculty members who have made sustained and significant impact and achieved significant recognition in their discipline. 

    4. 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 members who hold these ranks do not vote on School committees and do not participate in School governance.

    5. Adjunct Faculty Appointments

    Adjunct faculty appointments are made by the School Director in consultation with the FAC. Adjunct faculty members do not vote on School Committees and do not participate in School governance.

    6. 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 (NTT) faculty member.

    7. Full-Time Non-Tenure Track Faculty (NTT) Appointments

    Full-time non-tenure track faculty (NTT) appointments are made on an annual basis (See, Section VI of this Handbook). NTT appointments are not included under the umbrella of the University policy and procedures regarding faculty tenure (See, University Policy Register 3342-6-14) and NTT faculty members are not entitled to any rights with regard to tenure.

    8. Part-Time Faculty Appointments

    When the School cannot meet its teaching needs from the ranks of its full-time tenured and tenure-track faculty, full-time non-tenure track (NTT) faculty and graduate students, part-time faculty appointments will be made by the Director from an established pool of qualified applicants not currently on regular appointment at the University. 

  2. Graduate Faculty Status

    As a terminal 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) 

  3. Recruitment of Faculty

    The School supports the goals of equal opportunity and affirmative action in recruiting and in making appointments to the faculty. Search procedures follow the policies and procedures set forth in the CBA. Search Committees are appointed by the Director in consultation with the FAC. Search committees 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 present a seminar/studio class before the School. The search committee will 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.

  4. Role and Responsibility of the Faculty

    Each faculty member is expected to contribute to the School, Campus, College, and the University according to the terms and conditions of his/her letter of appointment.  Some faculty members make their primary contribution in teaching while others emphasize research and/or creative activity. High quality teaching and scholarly activity are expected of all faculty members. Service to the School, Campus, College, and the University is also expected of each faculty member.

    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 (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 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/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 and the training of graduate students is also expected.

    Service to the University is a responsibility of each faculty member. School, Campus, College, and University committee or task force membership is expected as a normal part of a faculty member’s contributions. Outstanding service 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 School.

  5. Faculty Code of Ethics

    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 faculty code of professional ethics can be found in the University Policy Register. (See, University Policy Register 3342-6-17)

  6. Faculty Workload and Workload Equivalencies

    All full-time tenured and tenure-track faculty of the School are expected to carry a maximum workload of twenty-four (24) credit hours per academic year. Full-time non-tenure track faculty members are expected to carry a maximum workload of thirty (30) credit hours per academic year. (See, University Policy Register 3342-6-18) The workload for each individual faculty member is assigned by the Director with the approval of the Dean. The FAC shall advise the Director on issues related to teaching assignments, class schedules and the appropriate application of workload equivalents. In addition, the Director may, in consultation with the FAC and with the concurrence of the Dean, assign workload equivalencies for specific duties that are considered essential to the academic mission of the School. The Director shall provide each faculty member with a statement of her/his workload.

    Workload Equivalencies

    Activity       Credit Hr Equitv

    Director, Major Production                                                                             3

    Artistic Director, Faculty Dance Concert                                                        3

    Designer, Major Production                                                                            1-3

    Music Director, Major Production                                                                  1-3

    Technical Director, per semester                                                                     6-9

    Technical Director, Major Production                                                             1-3

    Performer, Major Production                                                                          1-3

    Vocal or Movement Coach, Major Production                                                1-3

    Fight or Dance Choreographer, Major Production                                          1-3

    Faculty Director/Coordinator, Student Productions/Projects                           1-3

     

    Dance Division Coordinator                                                                           3-6

    Program Coordinator                                                                                      1-3

    Graduate Coordinator                                                                                     1-3

    Porthouse Artistic Director                                                                             3-6

     

    Extraordinary class size (over 50% above capacity)                                        1-3

    Research/Creative Activity                                                                             1-3

    Curriculum/Course Development                                                                    1-3

    Not all faculty members contribute to the School in the same manner. A faculty member whose primary responsibilities are undergraduate teaching and undergraduate programs may teach and serve in a greater diversity of courses than a faculty member who is also a member of the graduate faculty. 

    Most of the School faculty members will be either a full or associate member of the graduate faculty. All faculty members are expected to be involved in significant research and/or creative activity, serve on graduate student committees, and direct graduate student research.

    In the interest of maintaining a high standard of teaching and the desirability of faculty involvement in research and service activities, overload assignments are strongly discouraged. Overload assignments (i.e. workload assignments which total more than twenty-four (24) credit hours per academic year for tenured and tenure-track faculty and which total more than thirty (30) credit hours for full-time non-tenure-track faculty) will be made only in unusual circumstances. Such assignments require the agreement of the faculty member, and the approval of the Director and the Dean.

  7. Teaching Assignments and Class Schedules

    The School Director assigns faculty members to teach courses. 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 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.

    1. Summer Teaching Assignments

      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 within their area of expertise on a rotation system. Faculty members may elect not to accept a summer assignment.

  8. Other Faculty Duties

    Full time 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.

  9. Sanctions

    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

  10. Faculty Leaves

    All leaves, sponsored or unsupported, personal or professional, are subject to the approval of the Director, 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.

  11. Faculty Absence and Travel Policy

    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 are subject to the 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. 

  12. Faculty Sick Leave

    The Director is responsible for keeping complete records of faculty sick leave; however, faculty members are also required to submit the appropriate sick leave forms to the Director. 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.

  13. Outside Employment and Outside Activities

    Faculty members may engage in professional activities outside the university provided the activities do not interfere with the faculty member's teaching, research, or service responsibilities to the School, 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)

  14. 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.

  15. Adcademic 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)

  16. Faculty Grievance and Appeal Procedures

    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 as well as the Dean 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.