����Ӱҵ

Normally, an earned doctoral degree or the terminal degree recognized by the Kent Campus academic unit in a related discipline is required for all Faculty appointments to Faculty positions at the Campus. Prior experience is preferred.

����Ӱҵbasic definitions of faculty ranks are the following:

1.   Tenure-Track Faculty Appointments

����Ӱҵbasic definitions of Faculty ranks are the following:

a.   Assistant Professor:  This rank is the entry-level rank for tenure-track Faculty.

b.   Associate Professor:  Hire to or promotion to this rank presumes prior service as an Assistant Professor and significant academic achievements.

c.   Professor:  Hire to or promotion to this rank requires credentials and achievements significantly beyond those required for promotion to Associate Professor and is reserved for senior Faculty members who have achieved significant recognition in their discipline.

2.   Full-Time Non-Tenure Track Faculty (FTNTT) Appointments

Full-time non-tenure track faculty (FTNTT) appointments are made on an annual basis.  FTNTT appointments are not included under the umbrella of the University policy and procedures regarding Faculty tenure and FTNTT faculty members are not entitled to any rights with regard to tenure.

FTNTT Ranks: Lecturer, Associate Lecturer and Senior Lecturer without the terminal degree and Assistant Professor, Associate Professor and Professor with the terminal degree.

3.   Part-Time Faculty Appointments

When the Campus cannot meet its teaching needs from the ranks of its Faculty and full-time non-tenure track (FTNTT) faculty, part-time faculty appointments will be made from an established pool of qualified applicants not currently on regular appointment at the University.

4.   Graduate Faculty Status

All Faculty members hired for tenure-track positions are eligible to apply for appointment to the graduate faculty as associate or full members.  ����ӰҵAdministrative policy regarding graduate faculty is included in the University Policy Register.

����Ӱҵ University at Tuscarawas supports the goals of equal opportunity and affirmative action in recruiting and in making appointments to the faculty.   ����ӰҵCampus Dean appoints search committees after consultation with Faculty Council.  Faculty members in the specific area or discipline (or related area or discipline) then conduct the search for candidates. Search committees may include a student member selected by the Faculty members serving on the search committee.  After initial screening of candidates, the search committee recommends to the Campus Dean that at least two (2) qualified candidates be invited to Campus for an interview.  Each candidate who is invited to campus for an interview will present a teaching presentation before the Campus.   ����Ӱҵsearch committee may recommend its choice of candidates to the Campus Dean in ranked order.  Committee recommendations are advisory to the Campus Dean who seeks approval from the University’s Office of Equal Opportunity and Affirmative Action and then makes a recommendation to the Office of the Provost.  If the Campus Dean’s recommendation is different from that of the search committee, the Campus Dean shall inform the Provost of all recommendations and the reasons for the disagreement.

Each faculty member is expected to contribute to the Campus, department/school/independent college, academic college and the University according to the terms and conditions of his/her letter of appointment.  All faculty are expected to provide high quality teaching.   Scholarly activity is expected of all Faculty members.  Service to the Campus, department/school/independent college, academic college, and the University is also expected of each Faculty member.

Faculty members are required to provide students with a syllabus which includes the subject matter to be covered in a course and additional material as listed in Section V of this handbook. A Student Survey of Instruction (SSI) is required in each course in each semester and will be conducted under the auspices of the Campus Dean pursuant to applicable University policies and procedures.  Faculty members are required to undergo peer review of teaching during the probationary period.  Supervision and direction of undergraduate research projects and theses can be part of the teaching function.

Scholarly activity is expected of all Faculty members, although the extent and/or type of activity may vary with the terms of each Faculty member’s assignment and campus location.  Faculty involved in research and/or creative activity are expected to present evidence of their endeavors as witnessed by publication, proposals submitted for extramural funding, performances and juried exhibitions and dissemination of research and/or creative activity in various venues as appropriate to the discipline.  Activity in professional organizations is also recognized.

Service to the University is a responsibility of each Faculty member.  Academic unit, Campus, academic college, and University committee or task force membership is expected as a normal part of a Faculty member’s contributions.  Special or outstanding service above and beyond that which is typical may be considered during the review of a Faculty member, but service alone will not reduce the expectations of quality teaching and scholarly activity.  Public service is encouraged and recognized as a part of the professional responsibilities of each Faculty member, although contributions in this area can be expected to vary widely due to the nature of the various disciplines at the Campus.

All members of the faculty are expected to maintain the highest ethical standards as teachers, scholars, university citizens and colleagues. ����ӰҵUniversity policy regarding faculty code of professional ethics can be found in the University Policy Register.

A sanction or disciplinary provision 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.  (See applicable CBA.)

All leaves, sponsored or unsupported, personal or professional, are subject to the approval of the Campus Dean and the Provost.

University leaves include but are not limited to:

1.   Research Leave.  A special research leave may be granted to Faculty members without pay who are authorized to take a leave of absence with approval of the Campus Dean, the department chairperson, College Dean and the Provost.  This special research leave may be granted when the Faculty member has been approved for leave based on an offer of a research fellowship or other research appointment, for which no university financial support is requested, at another university, research center, institute, or recognized research or scholarly organization.

2.   Faculty Professional Improvement Leave (FPIL). ����ӰҵUniversity may permit a tenured Faculty member who has completed at least seven (7) years of full-time service to the University to be freed of instructional or official responsibilities and granted a Faculty Professional Improvement Leave for purposes of:

(a)  Upgrading professional skills;

(b)  Acquiring new skills; or

(c)  Intellectual and professional development that will be of benefit to the Faculty member and to the University.

3.   Research/Creative Activity Appointments. Paid appointments for summer and semester research are available through the University Research Council.  Summer research grants may also be available on a competitive basis for the purposes of improving instruction or developing scholarly/research skills.

4.   Professional Development Time.  ����ӰҵTuscarawas Campus Faculty Professional Development Time program is designed to enable Faculty to apply for workload equivalency to pursue scholarly activities during the academic year. ����Ӱҵprogram does not support overload.

      Each spring the Campus Dean shall solicit requests for workload equivalency in the form of formal proposals from Faculty.  All tenured and tenure-track Faculty who are not applying for workload equivalency will review the proposals.  In the event that the Faculty Chair has submitted a proposal, a senior Faculty member shall be chosen by the FC Chair to assume this responsibility. ����ӰҵFaculty Chair or his/her designee will forward the recommendations of the tenured and tenure-track Faculty to the Campus Dean, who may award up to eighteen (18) hours of workload equivalency dependent upon budgetary resources.  If a Faculty member requests a preference for a particular semester, the Campus Dean shall consider the request but shall not be restricted by such preferences.  Up to three (3) credit hours of workload equivalency may be requested for the subsequent academic year.

      Traditionally, these awards are used to support the careers of junior Faculty who are working towards tenure as well as tenured Faculty who seek to enhance their applications for promotion, especially to Professor status.  Thus, both probationary tenure-track Faculty and tenured Faculty should note the criteria used to evaluate the Professional Development Time applications listed below:

* Relevance and significance of the project to the candidate’s program of scholarship.

* Focus of the project and likelihood that it could be accomplished during the time proposed.

* Relevance of the project to the Campus and University mission.

* ����Ӱҵneed to balance requests among the widest number of Faculty.

* ����Ӱҵinclusion of undergraduate student research into the Faculty project.

      Proposals are to be no longer than two (2) pages, single-spaced, with 10- or 12-point font and should generally follow the format used by the University Research Council and the University Teaching Council.  Each proposal should include five (5) components:  1) a statement of goals, 2) a description of the procedure to be used, 3) a method of evaluation of success for the project, 4) a method for communication of results, and 5) a statement of the facilities and/or equipment required.  Faculty members who receive workload equivalency through this program are required to submit a two-page summary report to the Campus Dean at the end of the semester during which the workload equivalency was assigned.

5.   Faculty Leaves without Pay.  ����ӰҵUniversity does not provide leaves of absence with pay for faculty. Leaves of absence on a one-year (or less) basis without pay may be arranged through the Campus Dean with the approval of the Provost.  ����ӰҵCampus Dean must give in writing reasons for recommending and individual's request for leave without pay to the Provost.

6.   Sick Leave. Faculty members are required to report sick leave online within seventy-two (72) hours after an absence, whenever possible.

Faculty members who will be absent from campus for professional or personal reasons must submit a Request for Absence Form with the Campus Dean.   ����Ӱҵrequest should be made at least two (2) weeks prior to the planned absence and is subject to the approval of the Campus Dean.  Arrangements for any classes to be missed during the absence must be addressed to the satisfaction of the Campus Dean before approval will be granted.  Attendance at professional meetings is encouraged and approved travel expenses incurred in attending such meetings will be reimbursed when approved prior to travel according to the University's travel policies and are subject to the availability of campus funds.

Faculty members may engage in professional activities outside the university provided the activities do not interfere with the faculty member's teaching, research, or service responsibilities to the Campus, academic unit, academic college or University.   These activities must not compete with University activity or the faculty member’s employment with the University and must be approved in advance by the Campus Dean.  Each academic year, each faculty member must disclose and seek approval for all outside employment.  Any outside employment or other outside activities are subject to the Faculty Code of Ethics and the University’s conflict of interest policies.

1.   Regular Pay.  Regular faculty contracts become effective in accordance with the University calendar.  Faculty salaries are paid bi-monthly over a nine-month or twelve-month period consistent with applicable University policy and procedure.

2.   Overload and Summer Pay.  Compensation for teaching overload and for summer teaching at the Tuscarawas Campus is governed by the CBA.  

3.   Retirement Benefits. Faculty retirement, including Early Retirement, is governed by the University Policy Register.

4.   Other Benefits. Health, dental and other employee benefits are described in the CBA.

5.   Retrenchment. Conditions and procedures governing the retrenchment of Faculty are set forth in the CBA.

All faculty members should be aware of current copyright laws that restrict the copying of published materials.  For further information, contact the University’s Office of General Counsel.

����ӰҵUniversity’s policies concerning the intellectual property rights of faculty are included in University policy and the CBA.

����ӰҵUniversity policy regarding misconduct in research and scholarship and the Administrative policy and procedures regarding allegations and instances of misconduct in research and scholarship is included in the University Policy Register.  

����ӰҵUniversity’s policies and procedures governing Emeritus/Emerita status are included in the University Policy Register.

At the Tuscarawas Campus, Emeritus/Emerita Faculty members are entitled to the following privileges:

              1.  Campus parking pass.

              2.  Off-campus Flashline access

              3.  Library privileges.

              4.  Invited to march at commencement.

              5.  Faculty rates for event admission at the Campus.

Additional information is available from the Office of Academic Personnel.

����Ӱҵpolicies and procedures governing the annual reappointment reviews of probationary Faculty are found in the University Policy Register.  Each academic year, specific reappointment guidelines and a timetable for each step of the review are distributed by the Office of the Provost.

����Ӱҵguiding principle for reappointment reviews of tenure-track Faculty is, “Given the years of service to date and the number of years until mandatory tenure review, is it reasonable to expect that the probationary Faculty member will undergo a successful tenure review?”  Thus the purpose of annual reappointment reviews of probationary Faculty is to assess their progress toward tenure and to provide each candidate with constructive feedback regarding that progress. To this end, both the candidate’s academic unit and the Campus will conduct reappointment reviews using the same criteria utilized for tenure reviews. Furthermore, when Tuscarawas Campus reappointment candidates are evaluated by their academic units, the academic unit must use the Tuscarawas Campus guidelines concerning the weighting of the candidate’s accomplishments in teaching, scholarship, and service, and candidates for reappointment should include in their dossiers a copy of the weighting criteria from Section C below.

Faculty members in the first year of a tenure-track appointment are generally reviewed at the beginning of the Spring semester.  Beginning in the second year, reappointment reviews are generally concurrent with tenure and promotion reviews during the Fall semester.  Tuscarawas Campus probationary Faculty members are evaluated by both their academic unit (department/school/independent college) and the Campus.  Each individual candidate for reappointment must develop, organize, and submit a file of evidence documenting his/her efforts and accomplishments in teaching, scholarship, and service, to support the case for reappointment using the University approved system. 

As part of the documentation for teaching, it is required that reappointment candidates include in their dossiers an annual peer observation of their teaching, preferably from a senior colleague in the same or a related discipline.  ����Ӱҵfile should also include specific goals in the areas of teaching, scholarship, and service, along with both short-term and long-range plans for achieving these goals.  Candidates must first review their dossier with their unit administrator (department chair/school director/independent college dean), who will certify its completeness. Once complete, a candidate’s dossier will then be available to the Reappointment, Tenure, and Promotion Committee of the candidate’s academic unit and to the Tuscarawas Campus Reappointment, Tenure, and Promotion Committee for their respective reviews and recommendations.

For Faculty members following the traditional tenure clock for Assistant Professors, the review after completion of three (3) full years in the probationary period at ����Ӱҵ University is particularly critical. Upon completion of the third year of the probationary period, the RTP Committee should consider the record of the candidate’s achievements to date. Specific concerns expressed by the RTP Committee and/or the Chair during this stage of the probationary period should be addressed by the candidate in subsequent reappointment reviews. 

In the event that concerns about a candidate’s progress toward tenure are raised during a reappointment review, the appropriate RTP Committee and the associated chair/director/dean will provide detailed prescriptive comments to serve as constructive feedback.  Candidates should regard such feedback seriously and take care to address it in their subsequent reappointment reviews.  Candidates may seek to work with their mentor or the Tuscarawas Campus RTP Committee to develop a suitable, positive plan for meeting the Campus’ tenure and promotion expectations.  However, the candidate is solely responsible for her/his success in implementing this plan.

From time to time, personal and/or family circumstances may arise that lead a probationary Faculty member to request an extension of his/her probationary period. Such an extension is referred to as “tolling” or “stopping the tenure clock.”  ����Ӱҵpolicy and procedures governing modification of the probationary period can be found in the University Policy Register.

����Ӱҵpolicies and procedures governing tenure and promotion reviews are found in the University Policy Register.  Each academic year, specific tenure and promotion guidelines and a timetable for each step of the reviews are distributed by the Office of the Provost.

Although Faculty may, and typically do, stand for tenure and promotion simultaneously, these are separate personnel decisions and therefore require separate reviews. While tenure and promotion decisions are separate, candidates are encouraged to develop portfolios that would allow for tenure and promotion during the same year.

����Ӱҵgranting of tenure is a deliberate and important decision that impacts both the quality of the University’s Faculty, and the national and international reputation of the University. Thus the granting of tenure is based on convincing and documented evidence that the Faculty member has achieved excellence as a teacher, produced a significant body of scholarship, and provided effective service.  A candidate for tenure is also expected to continue and sustain, over the long term, a program of high-quality teaching, scholarship, and service relevant to the missions of the candidate’s Campus, academic unit, and University. 

Promotion, especially promotion to senior rank (Associate Professor or Professor), is viewed as recognition of a Faculty member having made sustained and distinguished contributions to the academic mission of the University, the academic unit, and the Campus.

Consideration for promotion is based partially on specified minimum credentials and time-in-rank.  Associate Professor and Professor are senior ranks.  Accordingly, a Faculty member must possess the terminal degree in her/his discipline before promotion consideration.  A Faculty member will ordinarily not be considered for advancement to the rank of Associate Professor until completion of five (5) years as an Assistant Professor; consideration for promotion to Professor normally requires completion of five (5) years as an Associate Professor.

While meeting these threshold criteria in terms of academic credentials and University experience determines eligibility for promotion consideration, the recommendation for or against promotion is based on the candidate’s record of actual performance and accomplishment in the areas of teaching, scholarship, and service.

For Tuscarawas Campus Faculty, a major consideration for both tenure and promotion is given to teaching and service, but documented evidence of significant scholarship is also critical.  For more specific information regarding the expected standards of performance in teaching, scholarship, and service, refer to Section C below.  Many factors, both objective and subjective, are considered in recommending a Faculty member for tenure and/or promotion.  A sound ethical approach to all aspects of teaching, research, publication, and the academic profession are expected of all who seek tenure and/or promotion.

When evaluating a candidate’s accomplishments in the areas of teaching, scholarship, and service, the Tuscarawas Campus RTP Committee will use the criteria and weightings described in Section C below.  Furthermore, when Tuscarawas Campus candidates for tenure and/or promotion are evaluated by their academic units, and the academic unit must use the Tuscarawas Campus guidelines concerning the weighting of the candidate’s accomplishments in teaching, scholarship, and service, and candidates for tenure and/or promotion should include in their dossiers a copy of the weighting criteria from Section C below.

Tuscarawas Campus candidates for tenure and/or promotion are evaluated by both their academic unit (department/school/independent college) and the Campus. Each individual candidate must develop, organize, and submit a file of evidence supporting tenure and/or a file of evidence supporting promotion using the University approved system.  Documented evidence of accomplishments in the areas of teaching, scholarship, and service since beginning the tenure-track appointment at the Tuscarawas Campus, along with an indication of the significance of those accomplishments, is critical.

Candidates for tenure should also include evidence of achievements prior to their arrival at ����Ӱҵ, which may be evaluated as indicators of the candidate’s consistency in their pattern of achievement.  Materials submitted in the tenure dossier may also include papers or creative works “in review” or papers “in press”, grant proposals submitted but not funded, pending grant or patent proposals, students currently advised, and any other materials deemed to reflect on the candidate’s potential for a long-term successful career.

Promotion, on the other hand, is based on accomplishments completed during the review period.  Thus promotion decisions are based on papers published, performances given, exhibitions and installations reviewed, intramural or extramural grants received, and mentorship/advising of students who have graduated during the review period, along with evaluations of teaching and service to the University.

A candidate for tenure and/or promotion should review his/her dossier with his/her academic unit administrator (department chair/school director/independent college dean), who will certify the dossier’s completeness.  ����Ӱҵdossier will then be made available to the RTP Committee of the candidate’s academic unit and to the Tuscarawas Campus RTP Committee for their respective reviews and recommendations.

Review and assessment by experts in the candidate’s discipline who are not associated with the University are necessary to insure the integrity of the tenure and promotion process.  All candidates for tenure and/or promotion must therefore submit the requisite number of potential external reviewers who are qualified to evaluate their achievements objectively as dictated by the academic unit.   ����Ӱҵdepartment and/or independent college administrator will then solicit evaluations from at least three (3) of the individuals whose names have been submitted by the candidate.  ����Ӱҵunit administrator and/or the academic college dean may solicit evaluations from other reviewers dependent upon the academic unit policy as governed by the CBA provided the unit administrator and/or the academic college dean informs the candidate.

As per University policy, “the unit handbook may recommend that candidates for tenure should be expected to meet the minimum criteria for promotion to Associate Professor and, in such cases, the higher standards that a candidate for early promotion is expected to meet may be applied to the candidate's application for early tenure as well. These criteria only apply to regional campus Faculty if a similar standard has been set in the regional campus handbooks.” ����Ӱҵ University at Tuscarawas expressly does not require that a candidate meet the minimum criteria for promotion to Associate Professor to earn tenure but does expect that candidates for tenure exhibit potential for promotion at some future date.

����ӰҵRTP Committee shall consider the areas of Faculty performance described below when making recommendations on tenure and promotion. ����Ӱҵtables and text provided are designed to facilitate assessment of performance of those candidates who are being evaluated for tenure and promotion. During the probationary period, the tables and text below should be used for developmental assistance and projection of future success in achieving tenure and promotion.

Because of the differences among disciplines and publication, presentation, performance, and/or exhibition venues it is inappropriate to quantify absolutely the criteria for assessment of an individual candidate’s portfolio of accomplishment. Each member of the RTP committee must necessarily apply his or her own professional judgment to make a final ballot recommendation based upon the standards of the relevant discipline, the testimony provided by the candidate’s file and peer reviewers, and the discussions during the RTP committee meetings. When all the evaluations are summarized, a recommendation will be made regarding a candidate’s whole performance, viewed as a unified, integrated record of a teacher-scholar and university citizen emerges consistent with the standards described within this section.

Candidates standing for reappointment and tenure are strongly encouraged to acknowledge these facts as they prepare their files and should endeavor to fully explain the level and context of accomplishment given their discipline, their year in the review process, and how they addressed issues raised in the previous year’s review.

Tables 1, 2, and 3 provide guidelines for the assessment of a Faculty member’s performance and a rating scale for use in the evaluation of candidates in three areas; Scholarship, Teaching and Service. For tenure decisions a rating of “excellent” in either teaching or scholarship, at least “very good” in the other category, and at least “good” in service are needed for a positive recommendation.  For promotion from Assistant to Associate Professor the Faculty member must meet the criteria for an “excellent” rating in either scholarship or teaching with at least a “very good” rating in the remaining two (2) categories.  A candidate for promotion to Professor must meet the criteria for an “excellent” rating in scholarship or teaching and at least “very good” in the remaining two (2) categories.  A candidate for promotion to Professor need not have equal activity in scholarship, teaching and service as he/she becomes more specialized.

Faculty must prepare an electronic file for reappointment using the University approved system.  When applying for tenure and/or promotion, the candidate must prepare two (2) portfolios; one (1) for tenure, and one (1) for promotion.  Specific timetables are disseminated annually from the Office of the Provost.  Use reverse chronology in all items, both regarding your curriculum vita and the portfolio contents.  Suggestions to streamline and clarify the process for Faculty at the Tuscarawas Campus are offered below.

*   Write a narrative which includes information regarding your years in rank; a summary of your academic unit’s expectations; an overview of scholarly activities, teaching accomplishments and university citizenship, both on-campus and beyond; and future plans. (2-3 pages are suggested)

*   Include an updated curriculum vitae.

*   List the courses you’ve taught each semester.

*  Ensure all reappointment/tenure letters from the Faculty Chair, the Campus Dean, the department chair/school director, independent college dean, the Provost and, if relevant, the President of the University are added by the Dean’s Office.

*   Present course syllabi for the past academic year, but also include those for the semester of filing.  (Narratives regarding the candidate’s pedagogical philosophy may warrant adding prior syllabi to indicate changes and/or future plans.)

Note: Faculty who participate in a team-teaching setting such as nursing, for example, should indicate those arrangements and only include data relevant to their portion of the course/s.  Faculty should offer overviews, not daily lesson plans.  Again, remember that Faculty outside your field need to understand your discipline.  Be reviewer-friendly.  If you are teaching a web-based or distance-learning course or employing other distance/distributed learning technologies, clarify your situation.

*    Add sample course materials as appropriate.

*    Offer summaries of Student Surveys of Instruction (SSI) results (cumulative) as well as copies of individual SSI’s for the current year which contain written comments.  (Another option is to have a member of the RTP Committee verify your typed transcription of those statements.)  Note: Those undergoing their first-year review are exempt from this requirement.

*    Seek class observations and written, annual peer review(s), ideally conducted by senior Faculty in your discipline or a related area.  These peer reviews should be included in your portfolio.

*    Explain the credentials or the professional stature of any person whose name you use as a reference/evaluator.  When discussing grant applications or research, mention external reviewers’ comments, citations of your work by others, and/or publications, as applicable.

*    Seek advice from your mentor and colleagues, and review the files of others who have attained tenure and promotion in your discipline in the Regional Campuses System.

*    Ensure the Tuscarawas Campus’s Weighting Criteria and your Dept/school/independent college criteria are included in your portfolio.  Also, consider both the Campus criteria and the criteria your department/school/independent college, as applicable, in the preparation of your portfolio.

Appointments for full-time non-tenure track (FTNTT) faculty are governed by the applicable Collective Bargaining Agreement and are made annually.  FTNTT appointments are at the rank of Lecturer, Associate Lecturer and Senior Lecturer, without a terminal degree, and at the rank of Assistant Professor, Associate Professor and Professor, with a terminal degree.  In addition, FTNTT faculty members are appointed in one of the following tracks:  Instructional, Clinical, Practitioner and Research.   

Renewal of appointment is contingent upon programmatic need, satisfactory performance of previously assigned responsibilities, and budgeted resources to support the position.  FTNTT appointments are not included under the umbrella of the University policy and procedures regarding faculty tenure and FTNTT faculty members are not entitled to any rights with regard to tenure.

During the first and second year of employment, a full-time non-tenure track faculty member must submit an annual file that will be reviewed by the Campus Dean and the FTNTT Reappointment Committee.  Renewal of appointment is contingent upon a positive recommendation from the Campus Dean.

����Ӱҵthird-year Full Performance Reviews of FTNTT faculty are governed by the applicable Collective Bargaining Agreement.  Each academic year, guidelines for the third-year Full Performance Reviews for FTNTT faculty at the Kent and Regional Campuses are distributed by the Office of the Provost and will be reviewed by the Campus Dean and the FTNTT Reappointment Committee.  Renewal of appointment is contingent upon a positive review from the Campus Dean.  

����ӰҵFTNTT faculty member’s third-year and sixth-year review portfolio will include the following items:

• A brief narrative of the past three years activities including a self-evaluation of teaching (up to 5 pages)
• Updated curriculum vitae
• All course syllabi and representative instructional material for each course taught during the three-year period.
• Summaries of Student Surveys of Instruction for all courses taught during the three-year period including written comments.
• Peer Reviews (at least one (1) per year for a minimum of three (3) total), ideally conducted by a senior faculty member in the FTNTT faculty member’s discipline or an allied area.  
• Renewal letters from the Campus Dean and unit administrator or academic college dean (cumulative).
• Selected materials relevant to teaching, performance, professional development, and service.
• Academic unit guidelines for FTNTT Full Performance Reviews, if available.  Guidelines from the academic unit may require substantially more information and are intended to supplement the Campus criteria described above.
• In addition, the candidate should check with the unit handbook for other requirements.

An FTNTT faculty member who has successfully completed three (3) consecutive years of employment and one (1) Full Performance Review becomes eligible for appointment to a three-year term of annually renewable appointments which are conditional from year to year only upon continued satisfaction with demonstrated performance, continued programmatic and staffing need at the campus, and continued budgetary resources supporting the position.

At this point, the FTNTT faculty submits a file only when it is time to renew the three-year term of annually renewable appointments unless circumstances, as determined by the Campus Dean and/or the FTNTT Reappointment Committee, warrant additional review.

Upon completion of a three-year term of annually renewable appointments, an FTNTT faculty member becomes eligible for consideration for another three-year term of annually renewable appointments based upon successful completion of a second Full Performance Review by the Campus Dean.  

After nine (9) years of consecutive appointments, and every three (3) years thereafter, an FTNTT faculty member shall undergo a “simplified” performance review.  FTNTT faculty will electronically submit to the Campus Dean a curriculum vitae, all summaries of student surveys of instruction, if applicable, and a narrative of up to five (5) pages in which the faculty member describes her/his professional activities during the past three (3) years.  This file will be reviewed by the Campus Dean and the FTNTT Reappointment Committee.  An FTNTT faculty member 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 at the campus, and continued budgetary resources supporting the position.  

After eighteen (18) years of consecutive appointments, and every three (3) years thereafter, FTNTT Faculty members shall be reviewed by their academic unit administrator. This administrative performance review will follow the format, procedures and timelines established by the University, as annually distributed through the Office of Faculty Affairs. To complete this review, the academic unit administrator will schedule a meeting with the FTNTT Faculty member who will submit, prior to the meeting, a current vitae and a narrative of 1-3 pages in which the FTNTT Faculty member describes her/his professional activities during the past three (3) years prior to the meeting. A FTNTT Faculty member who successfully completes this review is eligible for a three (3) 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.

Promotion is recognition of an FTNTT faculty member’s sustained contributions and distinguished service to the University.FTNTT faculty members who have completed five (5) consecutive years of employment as a FTNTT faculty member and one (1) successful Full Performance Review may apply for promotion to the rank of Associate Lecturer/Associate Professor, as applicable, concurrent with their second Full Performance Review, or any year thereafter. Normally, FTNTT faculty members at the rank of Associate Lecture/Associate Professor may apply for promotion to the rank of Senior Lecturer/Professor, as applicable, in any year after five full years in rank as an Associate Lecturer/Associate Professor.Guidelines for the submission of materials for promotion review and for the timely conduct of the promotion review process will be issued annually by the Office of Faculty Affairs.

For other issues pertaining to FTNTT faculty, see the FTNTT Collective Bargaining Agreement.