Full-Time Non-Tenure-Track Faculty | Stark Faculty Handbook | Kent State University

Full-Time Non-Tenure-Track Faculty

Per Article X, Section 1. of the Full-Time Non-Tenure Track Faculty Collective Bargaining Agreement, FTNTT faculty members “are full-time faculty of Kent State University who are appointed annually to a limited term of employment with the University. Appointments and offers of employment in this role are made annually at the sole discretion of the University. The normal duration of appointment is nine months, encompassing a full academic year, excluding summer and intersession(s) following the conclusion of one (1) academic year and the inception of the next academic year.” Per Article X, Section 3. of the Full-Time Non-Tenure Track Faculty Collective Bargaining Agreement, “[w]hile it is recognized that appointments for FTNTT Faculty members covered by this Agreement are made annually and that the term of each appointment is limited to a single academic year, a FTNTT Faculty member may be offered an appointment for a subsequent academic year if programmatic need, satisfaction with performance of previous responsibilities, and budgeted resources supporting the position continue in accord with the conditions and provisions of Section 2.A. of this Article and with the procedural expectations detailed in Section 2.B.”

According to Article X, Section 2.A. of the Full-Time Non-Tenure Track Faculty Collective Bargaining Agreement, “[t]he provisions of this Section do not, however, create any right to expectation of continuous employment nor do they create a right to renewal of appointment as a regular and routine condition of employment save as the University, at its sole and exclusive discretion and in accord with the provisions of this Article, may deem suitable in accord with the priorities of continuing programmatic need, its assessment of demonstrated satisfactory performance of current and previous responsibilities in a faculty capacity by the FTNTT Faculty member, and its determination of sufficient budgeted resources to continue to sustain the position. In the event of unsatisfactory performance, unit administrators should discuss the performance issue(s) with the FTNTT Faculty member as soon as possible.”

  1. According to Article X, Section 2.B. of the Full-Time Non-Tenure Track Faculty Collective Bargaining Agreement, “[a]cademic units, regional campuses and Colleges without departments or schools are encouraged to develop guidelines for the allocation and reallocation of FTNTT Faculty positions and include those guidelines in the unit/regional campus’ section of the Faculty Handbook and/or the handbooks currently in effect or as such handbook(s) may subsequently be modified, amended or otherwise revised for this purpose. The following are a list of suggested considerations:

     a.   completion of one (1) successful Full Performance Review;

     b.   completion of more than one (1) successful Full Performance Review;

     c.   the University’s commitment to affirmative action and its policies adopted there under;

     d.   quality of the bargaining unit member’s contributions as documented with the accumulated record; or

     e.   the impact on the academic program or regional campus resulting from the release of the FTNTT Faculty member, which may be assessed by necessary credentials, experience, academic rank and competence to perform the instructional and/or other responsibilities of such a FTNTT Faculty member which are essential to a designated program(s).

In accordance with procedures and timelines established by the University, as annually distributed through the Provost’s office, a Stark Campus FTNTT candidate for review is responsible for developing and organizing a file presenting evidence supporting her or his continuing appointment. The file is then made available to the Stark Campus Performance Review Committee. The FTNTT Performance Review Committee will be chaired by the Council Chair, and will consist of all tenured Council representatives and all promoted Council FTNTT representatives. The file is read by all members of the committee and is the subject of candid discussion, except that no member shall be present while the committee discusses or votes on the case of a domestic partner or relative. After the discussion and vote, the Council chair summarizes the committee’s vote and deliberations in a letter of recommendation to the Dean. Votes in FTNTT performance reviews are “yes,” “yes with concerns,” or “no.” A vote of “yes with concerns” is a positive vote, but it carries with it a note of concern. A simple majority of the promotion, tenure, and reappointment committee voting “yes” or “yes with concerns” represents a positive assessment of the candidate. After reviewing the materials and advisory recommendations, the Dean will make a judgment regarding reappointment in view of the candidate’s past record, programmatic needs, and budgeted resources supporting the position. Each FTNTT faculty member is to be provided with a written summary of the outcome and conclusions of the review and an indication of whether an additional appointment may be anticipated and, if so, under what programmatic, budgetary and/or anticipated staffing or projected enrollment circumstances. FTNTT candidates for review should consult Article VI of the Full-Time Non-Tenure Track Faculty Collective Bargaining Agreement regarding appeal and grievance procedures.