Tenured and Tenure-Track Faculty | Kent State University

Tenured and Tenure-Track Faculty

  1. Appointment, Reappointment, Tenure, and Promotion

    1. Appointment

      1. Summary

        The terms and conditions of every appointment, including credit for the previous academic appointment and specification of the year in which tenure procedures will take place, shall be stated in writing, which shall be in the possession of both Kent State University and the faculty member before the appointment is finalized. Academic unit specific criteria for appointment are contained in the academic unit’s section of the University Handbook.

    2. Reappointment

      1. Summary

        All tenure-track faculty members hold probationary appointments for one year subject to annual renewal.  The general policies and procedures governing reappointment of tenure-track faculty are described in University Policy and the Collective Bargaining Agreement.  More specific criteria for reappointment and tenure are contained in the appropriate academic unit section and, where applicable, appropriate regional campus section of the University Handbook.

    3. Tenure

      1. Summary

        After successful completion of the specified probationary period and the tenure evaluation, a faculty member is granted indefinite tenure. The general policies and procedures governing tenure are described in University Policy and the Collective Bargaining Agreement. More specific criteria for tenure are contained in the appropriate academic unit section and, where applicable, appropriate regional campus section of the University Handbook.

    4. Promotion

      1. Summary

        Promotion is viewed as recognition of a faculty member’s sustained and distinguished scholarship, teaching and service. The general policies and procedures governing promotion for tenure-track faculty are described in University Policy and the Collective Bargaining Agreement. More specific criteria for promotion are contained in the appropriate academic unit section and, where applicable, appropriate regional campus section of the University Handbook.

    5. Tolling Policy

      1. Summary

        From time to time, personal and/or family circumstances arise such that an untenured faculty member may need to request that his/her probationary period be extended. Granting such an extension of the probationary period has been traditionally called “tolling” or “stopping the tenure clock.”  The policies and procedures governing tolling are described in University Policy.

    6. Negative Decisions on Reappointment, Tenure, and Promotion

      Any faculty member whose reappointment or tenure has been disapproved at any level has the right to appeal the decision to the next higher academic administrative officer in the process.  University Policy and the Collective Bargaining Agreement provide for specific appeals processes and deadlines for notifying probationary faculty of non-reappointment or non-tenure. 

      1. Summary

        Any faculty member whose reappointment or tenure has been disapproved at any level has the right to appeal the decision to the next higher academic administrative officer in the process. University Policy and the Collective Bargaining Agreement provide for specific appeals processes and deadlines for notifying probationary faculty of non-reappointment or non-tenure. 

  2. Employment Policies, Misc.

    1. Assignments/Workload

      1. Summary

        All full-time faculty are expected to work full-time for the University. The teaching load for tenured and tenure-track faculty is the equivalent of twenty-four credit hours of teaching and shall include formal class teaching, appropriate credit for advising of individual investigations, seminars, research, theses, and dissertations. Workload expectations and specification of workload equivalents of classroom instructional assignments are incorporated into each academic unit’s or campus’ section of the Faculty Handbook.

    2. Leaves of Absence

      HR Policy

      Paid

      Unpaid

      1. Research Leave

        1. Summary

          The special research leave will be granted when the faculty member  has been approved for leave based on an offer of a research fellowship/appointment (for which no University financial support  is requested) at another university or other recognized research/scholarly organization.

    3. Benefits

      1. Summary

        The University provides benefits related to medical issues (health insurance, prescription drugs, dental and vision coverage, sick leave, and life insurance) and other issues (non-academic leave, travel reimbursement, retirement, and fee remission). Tuition benefits in the form of fee waivers are granted to full-time University employees, their spouses, domestic partners and/or dependent children as well as to selected part-time employees. All recipients must meet the eligibility requirements.

    4. Salary

    5. Faculty Work Life

    6. Retirement

      1. Summary

        Both the Faculty member and the University contribute to the Faculty member’s account in the STRS of Ohio or to an Alternative Retirement Plan according to current percentages. University Policy also provides information on the process, conditions, and guidelines for early retirement.

        HR Policy

    7. Sanctions for Cause including Suspension and Termination

      1. Summary

        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.  The process governing sanctions for cause as well as the due process rights for faculty facing sanctions are provided for in the Collective Bargaining Agreement.