NTT Performance Review Criteria | Lifespan Development & Educational Sciences Faculty Handbook | Kent State University

NTT Performance Review Criteria

Full-Time NTT Faculty are reviewed as described below, including consideration of the track to which the NTT Faculty member is assigned (i.e., Instructional, Clinical, Practitioner, or Research). Because of the varied contributions, responsibilities, and interests of Full-Time NTT Faculty members, a combination of instructional and/or professional activities likely will be part of the candidate’s performance review (duties assigned). An inherent part of the review process is to provide guidance and appropriate feedback to the NTT Faculty member based on clear and consistent performance criteria. Renewals of appointment and salaries for NTT Faculty should be tied to performance within the parameters established in the applicable CBA. Formats for the assessment of performance across appropriate areas (i.e., Instruction, Clinical, Practitioner, or Research) will be provided by the School Director. Performance reviews fall into two categories: (a) Full and (b) Simplified, which are described in more detail below:

  1. "Full" Performance Review

    A Full Performance Review occurs for those Full-Time NTT Faculty members completing three or six consecutive years of annually renewable contracts, respectively; and, is governed by the applicable CBA. Each academic year, guidelines for the Full Performance Reviews for Full-Time NTT Faculty are distributed by the Office of the Provost. The Full Performance Review concludes with the College’s review and determination. The period of performance to be reviewed is three or six full academic years of consecutive appointments, including that portion of the current appointment, which is subject to evaluation and assessment at the time of the review. Each Full-Time NTT candidate who must complete a Full Performance Review is required to submit a dossier as described in the appropriate CBA. At a minimum, the candidate’s file must contain a narrative statement, updated curriculum vita, and other appropriate supporting documents based on the candidate’s responsibilities (i.e., Instruction, Clinical, Practitioner, or Research).

  2. "Simplified" Performance Reviews

    NTT Faculty members who are in their ninth year of consecutive employment, or and any subsequent third year of consecutive employment thereafter (e.g., 12th, 15th, 18th, etc., must complete a Simplified Performance Review as described in the applicable CBA. Each academic year, guidelines for the “simplified” performance reviews for Full-Time NTT Faculty are distributed by the Office of the Provost. The “Simplified” performance review concludes with the College’s and determination. The period of performance to be reviewed is the three full academic years of consecutive appointments, including that portion of the current appointment, which is subject to evaluation and assessment at the time of the review. Each Full-Time NTT Faculty who must complete a Simplified Performance Review is required to submit documentation as described in the appropriate CBA. At a minimum, the candidate’s file must contain a narrative statement, updated curriculum vita, and other appropriate supporting documents based on the candidate’s responsibilities (i.e., Instruction, Clinical, Practitioner, or Research).

    Each Full-Time NTT Faculty member is discussed by the committee which 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 Full-Time 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. Full-Time NTT Faculty members whose appointments will not be renewed must be notified by the timelines established in the applicable CBA 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.