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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.

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.

Collective Bargaining Agreement, Article XI: Promotion, Tenure and Reappointment, Section 3

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.

Collective Bargaining Agreement, Article XI: Promotion, Tenure and Reappointment, Section 2

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.

Collective Bargaining Agreement, Article XI: Promotion, Tenure and Reappointment, Section 1

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.

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. 

Collective Bargaining Agreement, Article VII: Grievance and Appeals Procedure, Section 2

Collective Bargaining Agreement, Article XVIII: Notification of Non-reappointment and Resignation, Section 1

University Policy and Procedures Regarding Faculty Reappointment, Section K
University Policy Regarding Faculty Tenure, Section K
University Policy Regarding Faculty Promotion, Section I

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.

Faculty Workload

Summer and Intersession Workload

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.

TT Collective Bargaining Agreement, Article XIII: Medical Benefits

TT Collective Bargaining Agreement, Article XIV: Other Benefits

The Collective Bargaining Agreement stipulates terms for regular academic year salaries, salary adjustments, Faculty Excellence Awards, promotion increments, salary minima, and compensation for summer employment.

TT Collective Bargaining Agreement, Article XII: Salary

TT Collective Bargaining Agreement, Article IX: Faculty Workload, Section 4: Summer and Intersession Workload

TT Collective Bargaining Agreement, Article IX: Faculty Workload, Section 6: Overload Assignments and Payments
 

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

Notification of Non-reappointment and Resignation, Section 2

University Policy Regarding Retirement

Administrative Procedure Regarding Early Retirement of Regular Full-Time Members of the Faculty

HR Site

Outside activities of a professional nature are encouraged if the activities are consistent with the individual's responsibilities to the University.  However, no individual may accept any employment or pursue other activity, whether professional or nonprofessional, which compromises his or her responsibilities to the University.

A grievance is a claim based on an event or condition that affects the terms and conditions of employment as governed by the Collective Bargaining Agreement.  The timelines and processes governing the adjustment of grievances are provided for in the Collective Bargaining Agreement.

Article VII: Grievance and Appeals Procedure

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.

Article VIII: Sanctions for Cause

A faculty member who is resigning or retiring from the University must notify in writing the Provost at least sixty days before the end of the regular academic year.

Article XVIII: Notification of Non-reappointment and Resignation, Section 2