The policies and procedures for reappointment are included in the University Policy and Procedures Regarding Faculty Reappointment (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, and probationary tenure-track faculty members are reviewed by the School's RTP Committee (See, Section III.B.6. of this Handbook). Documentation appropriate to conduct a thorough review include:

  1. Peer evaluations of teaching (See Appendix III for information regarding the Summative Peer Evaluation of Teaching)
  2. Current Curriculum Vitae including information regarding Scholarship, Teaching (course assignments, curriculum development), and Citizenship (School, College, University, community and professional);
  3. Letter of Reappointment to the Director;
  4. Supplemental information: student teaching evaluations, syllabi of courses for which the faculty member was responsible; documentation of student work; etc,

Upon receipt of the above materials, the dossier and performance of each probationary faculty member is discussed by the RTP Committee. The committee then votes on the faculty member's reappointment, and that vote is recorded and sent to the Director. 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 careful review of the candidate's body of work from the date of hire and qualifications for success as defined by the School (see Criteria for Tenure and Promotion). Specific concerns expressed by the 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 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. Failure to make progress in meeting School and University requirements for tenure, or failure to satisfactorily address concerns expressed by the RTP Committee or the Director may result in a recommendation to deny reappointment.

From time to time, personal and/or family circumstances may arise that require an untenured faculty member 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)