Third-Year Full Performance Review

The third-year full performance reviews of (NTT) faculty are governed by the applicable Collective Bargaining Agreement. Each academic year, guidelines for the third-year full performance reviews for NTT faculty at the Kent and Regional Campuses are distributed by the Office of the Provost. The third-year full performance review concludes with the College or, if applicable, the division of the Regional Campuses' level of review and determination. The period of performance to be reviewed is the three (3) full academic years of appointments including that portion of the third appointment that is subject to evaluation and assessment at the time of the review.

Third year performance reviews are based primarily on established instructional effectiveness criteria applicable to the reappointment of tenure-track faculty within the academic unit or regional campus. NTT faculty members are reviewed by the Ad Hoc RTP Committee. The Director, in consultation with the FAC, assigns two (2) faculty members to conduct a Summative Peer Evaluation of Teaching (See Appendix III) for the NTT faculty member, interview students in the classes, and generally evaluate teaching performance. One of the faculty members assigned to conduct the evaluation must be a member of the Ad Hoc RTP Committee. A written report is submitted to the Director for placement in the faculty member's review file.

NTT faculty will also submit an updated file that is presented to the Director who will make these materials available to the Ad Hoc RTP Committee. Each NTT faculty member is discussed by the committee that votes on a recommendation for renewal of the faculty member's appointment. 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 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.

The overall evaluation during the third-year full performance review shall include consideration of the faculty member's personal integrity and professional behavior as recognized by the University community and his/her contribution to the mission of the School. A sound ethical approach is expected of all NTT faculty members who seek renewal of appointment in the School.