Reappointment, tenure and promotion criteria and the criteria and processes relating to other faculty personnel actions | Kent State University

Reappointment, tenure and promotion criteria and the criteria and processes relating to other faculty personnel actions

The established University policies and procedures regarding re-appointment, tenure and promotion of faculty are given in the University Policy Register, 3342-6-06, 08, 09, 11 and 13, and the Collective Bargaining Agreements.  The following information is supplementary. 

  1. Chairperson Review

    The Chairperson carries no continuing tenure protection as an administrative officer.   He or she may resign as Chairperson without prejudice to any future role as a full-time regular faculty member of the Department.  The appointment of the Chairperson may be terminated at any time during his or her term of office by action of the Board of Trustees on recommendation of the President.  In order to assist in making a determination, the Dean or other appropriate administrative officer may institute an administrative review of the Chairperson’s performance at any time.  It is further recognized that the Chairperson is also accountable to the faculty of the Department of which he or she is Chairperson.

    1. To accomplish a Departmental faculty assessment of the performance of the Chairperson, the Dean shall institute a performance review during the spring semester of the third year of the Chairperson’s service in a renewable four-year term in office.  The Chairperson may choose to resign without prejudice; in that event, the review shall be canceled.
    1. The Dean shall cause a review committee to be established.
    1. The review committee shall, in accordance with procedure established by the Department and approved by the Dean, assess the performance of the Chairperson.
    1. The review committee shall submit a report of its findings, including recommendations, to the Dean.
    1. If the decision by the Dean is not to reappoint the Chairperson for another four-year term, a new Chairperson will be selected following the process described in the University Policy Register.


  2. Faculty Review

    Department faculty members are responsible for the collection and submission of documentation that can be utilized to evaluate their prior to a re-appointment, promotion or tenure consideration.

    Untenured tenure-track Assistant Professors shall demonstrate substantial progress toward the receipt of the terminal degree, if not yet attained, and show at reappointment reviews across-the-board evidence of excellence in teaching, scholarly productivity and community and University service.

    All untenured full-time tenure-track faculty positions at Assistant Professor level are renewable annually for a maximum of six (6) years. 

    The criteria used by the Department in determining its expectations for promotion and/or tenure are as follows:

    1.  In order to be considered for promotion and/or tenure, an individual must possess at least the minimum academic credentials, i.e., a terminal degree, a publication record and experience.  (See the TT CBA.)

    2.  The three areas that provide the evaluative criteria are teaching, research, publication, DPAS community service, university service. and external community service.


    1. Procedures

      The procedures relating to reappointment, tenure and promotion review are described in the University Policy Register, sections 3342-6-06 to 3342-6-08.  Faculty should familiarize themselves with these documents, as well as with the relevant sections of the Collective Bargaining Agreement.  Before the start of each academic year, the Office of the Provost provides specific guidelines for the preparation and review of tenure cases.  Copies may be obtained from the Department Chairperson or relevant Regional Campus Dean.

    2. Departmental Guidelines and Policy

      The following definitions of the Scholarships of Discovery, Integration, Application and Teaching supplement those found in the above documents.  These definitions reflect the December 1993 guidelines.  In assessing the various scholarships for the purpose of Reappointment, Tenure and Promotion of faculty, the Department places greater weight on the Scholarships of Discovery and Integration than on the Scholarships of Application and Teaching (except for the act of teaching) and assesses both the quality and the quantity of scholarly accomplishment.  There may be a slight variation in expectation for the Regional Campus faculty.

      The Department insists, to the extent possible, on documented evidence of peer evaluation of all scholarships.  It is the duty of the candidate for reappointment, tenure, and/or promotion to provide that documentation.  Scholarly monographs, edited collections and synthetic works must be published by appropriate presses that conduct anonymous scholarly reviews (vanity presses are not considered appropriate).  The same criterion holds for chapters or portions of books.  The Department is sensitive to the fact that budgetary difficulties are having a serious impact on university and commercial presses which are reducing the number of scholarly publications in hard copy.  Therefore, other outlets for publication of works in the various scholarships, such as online publication, are acceptable if subjected to the same scholarly peer review described above.  With regard to the documentation of performance in the act of teaching, however, it is the duty of the Department Chairperson to provide evidence of the evaluations of teaching.      

      1. Scholarship of Discovery
      • Publication of original research in the discipline of Pan-African Studies and related interdisciplinary fields of study based on manuscript and printed sources, material culture, or other source materials, published in the form of a monograph, refereed journal article, plays, book, book chapter or in a collection of essays by an appropriate press (excluding vanity presses).
      • Dissemination of original research through a paper or lecture given at a meeting or conference; through a museum exhibit or other project or program; or presented in a contract research report, policy paper or other commissioned study.
      • Documentary edition.
      • Critical edition.
      • Translation.
      • Grant application and extramural funding.
      • Direction of graduate student and undergraduate student research.

      2.  Scholarship of Integration

      • Publication of synthetic research in Pan-African Studies and related interdisciplinary fields of study, including book-length (such as textbook) or shorter syntheses, methodological studies, integrative essays, review essays and encyclopedia entries.
      • Dissemination of synthetic or integrative research through a paper or lecture given at a meeting or conference; through a museum exhibit, film or other public program; or presented in a contract research report, policy paper or other commissioned study.
      • Publication of anthologies, journals or collections (such as an edited collection or monograph series) comprised of the work of other scholars.
      • Publication of book reviews.
      • Commentary on original or synthetic research at conferences.
      • Presentation of Departmental or University activities at pedagogical conferences, etc.
      • Membership on advisory boards within/outside the academic community.
      • Participation in professional organizations, meetings.
      • Grant applications and extramural funding.

      3.  Scholarship of Application

      • Publication of textbooks or methodological studies.
      • Public programming (exhibitions) in museums and other cultural and educational institutions.
      • Consulting and providing expert testimony on public policy and other matters.
      • Contract research on policy formulation and policy outcomes.
      • Participation in film and other media projects.
      • Writing and compiling institutional and other histories.
      • Administration and management of Pan-African Studies organizations.
      • Presentations at instructional workshops.
      • Review of manuscripts and grant applications.
      • Service as external reviewer for pre-tenure review, tenure and promotion files.
      • Advising student organizations within the discipline of Pan-African Studies.
      • Professional service (editing of journals and newsletters, organizing scholarly meetings, serving on boards of Pan-African Studies/area studies associations, chairing or serving on book prize or fellowship committees, etc.).
      • Grant applications and external funding.
      • Community service drawing directly on scholarship through service on state humanities councils, presentation of public lectures, etc.

      4. Scholarship of Teaching

      • The act of teaching (undergraduate and graduate instruction) inside and outside the classroom.
      • Publications of original research on pedagogical issues.
      • Presentation of original research on pedagogical issues.
      • Grant applications and extramural funding for innovative teaching methods.
      • Direction of graduate and undergraduate student research.
      • Development, revision and assessment of curriculum.
      • Development of visual and other teaching materials (including edited anthologies, textbooks and software) implemented in the classroom or disseminated through publications, papers or non-print form.
      • Student and peer groups’ evaluations.
      • Direction of student internships.
      • Advising and tutoring of students.
      • Grant applications and extramural funding.
      • Consultation within/outside the academic community on pedagogical issues, etc.
      • Museum exhibitions, catalogues, lectures, films, radio, etc. (public programs as a form of teaching).

      5. University Citizenship

      • Assisting in the learning development of students by teaching and advising in the University First-Year Experience Program.
      • Service on University, College and Departmental committees, councils, advisory boards and similar bodies within the University; holding positions of leadership on such bodies.
      • Service in an administrative capacity, such as Coordinator of Graduate Studies or special studies programs, or director of a center or institute within the University.
      • Advising student organizations.
      • Presentations of Departmental or University activities.
      • Community service such as membership on boards of libraries or museums; the promotion of historic preservation or historic restoration.
      • Service in public relations which furthers closer ties between the University and the community.
      • Other significant service that advances the University’s goals and missions, such as professional service outside the University.

      Service at all levels to the African American and African communities is recognized as important and vital.

    3. Reappointment Criteria for Full-Time NTT Faculty

      Review Criteria: The nature of NTT faculty appointments is primarily instructional.  Thus, excellence in teaching is the principal criterion in the performance review.  If the contract specifies that the candidate will have other, non-instructional responsibilities, or if the faculty member has been granted teaching load equivalencies for non-instructional activities, performance in those areas should figure in the evaluation.  However, excellence in the instructional area is the most important factor in the review, no matter what the nature and extent of non-instructional activities.

      All first- and second-year NTT faculty will submit review materials no later than February 15 of any academic year.  (See below for criteria.)  Faculty in these years of appointment will be notified of any performance problems no later than April 15, in advance of the standard May 1 notification of reappointment.  A rigorous performance review, requiring the submission of a file, will take place in the third and sixth years of reappointment.

      Review Process: NTT faculty standing for third-year review shall present review files to the Department Chairperson for certification of completeness on or about February 15 of each academic year.  (Regional Campus faculty shall present two files, one of which is to be returned to the office of the Campus Dean.)  Faculty members are encouraged to consult with the Department Chairperson about the contents of the file before submission.  The Chairperson will make the files available to members of the Reappointment Committee, which shall be constituted in the same manner as the Reappointment Committee for full-time TT faculty, that is, all tenured members of FAC with the addition of one full-time NTT faculty member appointed (if necessary from among the English faculty who teach in PAS) by the Chairperson in consultation with FAC.  The committee will review files, meet to discuss them and vote to advise the Chairperson on reappointment.  The Chairperson will inform the candidate of the Committee vote and will make an independent recommendation to the College and/or Regional Campus dean.  The Chairperson will give a copy of this recommendation to the candidate and invite him/her to meet to discuss it.

      First- and Second- Year NTT Performance Review Criteria 

      The candidate will present the following materials for each annual review:

      • An up-to-date curriculum vitae;
      • A recent peer evaluation based on a class visit (The faculty member conducting the evaluation will be nominated by the candidate after consultation with the Chairperson or the Campus Dean);
      • Syllabi and other instructional materials for one class;
      • Student evaluations (SEI summary sheets and other comments) for all classes in the preceding semester.

      Third-Year Review Criteria

      The candidate will present the following materials for the first and second third-year reviews:

      • An up-to-date curriculum vitae;
      • Student evaluations (SEI summary sheets and student comments) from all classes taught at Kent State University during the preceding two and one half years;
      • Syllabi and other instructional materials for one or more classes, including copies of representative marked student papers;
      • A recent peer evaluation based on a class visit (The faculty member conducting the evaluation will be nominated by the candidate after consultation with the Chairperson or the Campus Dean);
      • Materials that bear upon assigned administrative or other responsibilities for which equivalencies are given;
      • A self-evaluation statement;
      • Other materials that may bear upon the evaluation of teaching performance, such as evidence of student achievement, analysis of student records, evidence of involvement in curricular development, etc.

      In addition, the Department recognizes that significant aspects of instructional activity take place outside the classroom, and candidates are encouraged to include evidence of success in non-classroom teaching in the file.

      Candidates who receive a positive recommendation for reappointment are eligible for but are not guaranteed reappointment.  As the NTT CBA specifies, other factors (besides teaching performance) are involved in the reappointment decision, specifically the availability of funding and programmatic need.  Candidates who receive a recommendation for reappointment after the third year may, under circumstances specified in the CBA, be eligible for a three-year term contract.

      Three-year Term Appointments after completion of six (6) years of consecutive employment and two (2) Full Performance Reviews.

      Absent written notification prior to October 1 of an academic year that the appointment is not to be renewed for the next academic year, the appointment for the next academic year within the three-year term shall be regarded as renewed.  The basis for failure to reappoint, which shall be stated in the notification letter, shall be the absence of one or more of continuing satisfactory performance of instructional and related faculty responsibilities, of continuing programmatic and/or staffing need within the unit, or of anticipated budgeted resources sufficient to support the position for the coming year.

      Performance reviews after (9) years of consecutive employment and (2) Full Performance Reviews

      After nine (9) years of consecutive appointments, and every three (3) years thereafter, bargaining unit members shall undergo a performance review.  The performance review will follow the procedures and timeliness established by the University, as annually distributed through the Office of Faculty Affairs, concluding with the college or, if applicable, the division of the regional campuses’ level of review and determination.  Members will electronically submit to the unit administrator a vita, summaries of student surveys of instruction, if applicable, and a narrative of up to five (5) pages in which the faculty member describes her or his professional activities during the past three (3) years.  A member of the bargaining unit who successfully completes this performance review is eligible for a three-year term of annually renewable appointments which is conditional from year to year only upon continued satisfaction with demonstrated performance, continued programmatic and staffing need within the academic unit, and continued budgetary resources supporting the position.  

      At the conclusion of the performance review, the member of the bargaining unit is to be provided with a written summary of its outcome and conclusions 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.

      NTT faculty hold appointments at one of the following ranks: Lecturer, Associate Lecturer, Senior Lecturer, Assistant Professor, Associate Professor or Professor.  The academic ranks of Lecturer, Associate Lecturer and Senior lecturer are reserved for members of the bargaining unit who have not earned a terminal degree in their discipline, but whose professional experience and demonstrated performance warrant these ranks.  The academic ranks of Assistant Professor, Associate Professor and Professor are reserved for bargaining unit members who have earned the terminal degree in their discipline and whose professional experience and demonstrated performance warrant these ranks.

    4. Periodic Review of Divisional Heads

      All faculty designated as Division Directors within PAS shall undergo periodic reviews of their performance and effectiveness.  When individuals holding Directorships are non-tenured, the review shall be a part of the annual re-appointment process conducted by the Department’s Faculty Advisory Committee.  In those instances where tenured faculty hold Directorships, they shall be reviewed annually.  The review of tenured Directors shall be conducted by the Faculty Advisory Committee using procedures similar to those outlined for the review of the Chairperson.

    5. Faculty grievance and appeal procedures

      Contractual grievances are governed by the procedures laid down in the Collective Bargaining Agreements under the title of Grievance and Appeals Procedure.  Appeals of an academic decision (e.g., tenure or promotion) follow the normal administrative route through the Chairperson, Dean, and Provost and Senior Vice President for Academic and Student Affairs.

      Faculty members who feel they are being unfairly treated should consult with the Chairperson.  The Chairperson may ask for the advice and recommendations of individual faculty members or of faculty groups in seeking resolution of complaints and problems.

      In the event a conflict exists with the Chair, the faculty member should attempt to resolve this matter with the Chair.  If no resolution is achieved, the faculty member has the right to consult with the FAC to intervene on his or her behalf.  If no resolution is achieved at this level, the Chair of the FAC is empowered to bring this matter to the Dean.

      Every effort should be made to resolve the matter at the departmental level through an informal procedure.

      If no resolution is achieved, the appropriate procedure in either the TT or NTT CBA must be followed