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a.    Decisions on tenure and promotion are made separately. The granting of tenure in the Department of Pan-African Studies will be based on documented evidence that a Faculty member has achieved (a) a strong record of scholarship (research/publications) and/or creative scholarship, served as an effective teacher, and provided adequate service, (b) has demonstrated the potential for continued success (as evidenced by works in progress).
b.     While published research or creative scholarship carry greater weight than non-published/performed, tenure considerations may also include grant proposals submitted but not funded, pending proposals, creative scholarship plans, papers “under review” or a book manuscript “in press,” graduate students currently advised, and other materials that may reflect on the candidate’s potential for a long-term successful career. 
c.    When time to tenure is recognized in the Probationary Faculty member’s offer letter, previous publications prior to arriving at Kent State will be considered. 

a.    Decisions on promotion to associate professor will be based on a Faculty member’s accomplishments that have been completed during the tenure review period as well as other accomplishments prior to �鶹��ý. 
b.    Promotion to Associate Professor will be based on evidence of a strong record of research/publications and/or creative scholarship, effective teaching, and effective service. 
c.    Candidates for Promotion to Associate Professor are expected to have developed a sustained or focused research or creative program in their chosen subfield(s), evidenced by publications or creative scholarships (for example, journal articles,  book chapters, books, directing/creative productions, film/documentaries/audio books, performances). Evaluation of publication record will include an assessment of contribution to the field and its quality.  
d.    Only work that has been published or formally accepted for publication can be considered for promotion.  A book contract or conditional acceptance of a manuscript will not be considered as evidence of scholarly achievement in promotion reviews. 
e.    Critical editions with introductory material, notes, and textual apparatus will be considered the equivalent of a single-authored critical work; other editorial work, such as editing a learned journal, special issues of learned journals, or collections of essays, will be weighted according to the scholarly contributions of the editor.  Multiple-authored works will be weighted according to the scholarly contribution of the candidate
f.    Promotion to Full Professor is the recognition of the highest level of university achievement in terms of national/international stature. This will require evidence of strong and continuous accomplishments in scholarship (research/publications) and/or creative scholarship, teaching and service. Documentation for the promotion to a Full Professor should follow the same guidelines as files for tenure and promotion to associate professor.

a.    In order to be considered for tenure, a candidate (probationary tenure-track Faculty) must possess at least the minimum academic credentials, i.e., a terminal degree

a.    A candidate’s application for tenure and/or promotion is often reviewed during the sixth (6) year of service, except in cases where a candidate is eligible to exercise year (s) of credit granted toward tenure and/or promotion at the initial appointment and specifically stated in the candidate’s offer or letter of appointment. The sixth (6) year period of service for tenure review may also vary when a candidate has been granted an extension for “tolling” (extension of the tenure clock). A Faculty member may also be eligible to apply for early tenure/promotion when the criteria and standards for tenure and/or promotion are met.

a.    External letters of reference (outside �鶹��ý) by scholars (a minimal rank of an associate professor) who are knowledgeable in the Faculty member’s field or sub-field are required for the Faculty member’s tenure file. In consultation with the Department Chairperson, the Faculty member will provide the Chairperson with a ranked list of at least three five persons to be contacted to serve in this capacity. Three of the reviewers will be chosen from the candidate’s list. The Chairperson will also select one or more additional reviewers without consultation with the Faculty member. The faculty member then will be notified by the Chairperson of the identity of the person(s) selected prior to the review/evaluation of the candidate’s tenure file. The same letters can be used when a candidate is seeking tenure and promotion at the same time.

The three evaluative criteria are scholarship, teaching, and service.

In accessing the various scholarships for the purpose of reappointment, tenure and promotion, the Department values the four categories of the Boyer model; Scholarship of Discovery, Scholarship of  Integration, Scholarship of Application and Scholarship of Teaching. As much as possible, reappointment, tenure, and promotion are evaluated using the mutually supportive, complementary, and often overlapping Boyer model categories. The department places greater weight on the scholarship of  Discovery and Integration than on the scholarship of Application and Teaching (except for the act of teaching) and assesses both the quality and the quantity of scholarly accomplishment.  Explanations and examples of categories are below.

1.    Examples of Scholarship of Discovery: the pursuit of new knowledge; original research or creative scholarship

⦁    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.
⦁    Stage directing and production of plays (theatrical productions) with reviews.
⦁    Performances, exhibitions, and presentations at well recognized venues with reviews. 
⦁    Production of films/documentaries, written plays with reviews.
⦁    Books of poetry/poetry collections, novels, and anthologies with reviews.
⦁    Documentary edition.
⦁    Critical edition.
⦁    Translation.
⦁    Seeking and/or securing extramural grants.
⦁    Direction of graduate student and undergraduate student research.

2.  Examples of Scholarship of Integration: interpretation, synthesis, and bringing new insights to original research or creative scholarship

⦁    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.  Examples of Scholarship of Application: using knowledge responsibly to solve consequential problems, especially those that affect off-campus communities and society as a whole; knowledge that arises out of the very act of application

⦁    Publication of textbooks or methodological studies.
⦁    Stage directing and production of plays (theatrical productions) with reviews.
⦁    Performances, exhibitions, and presentations at well recognized venues with reviews. 
⦁    Production of films/documentaries, written plays with reviews.
⦁    Books of poetry/poetry collections, novels, and anthologies with reviews.
⦁    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.
⦁    Global education/Faculty Led Study Aboard

4. Examples of Scholarship of Teaching: the act of teaching as well as the planning and examination of pedagogical procedures

⦁    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.
⦁    Community based and/or off-campus teaching.
⦁    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).
⦁    Global education/Faculty Led Study Aboard

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.

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 �鶹��ý 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 FTNTT 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.

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 timelines 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.

In accordance with the FTNTT CBA, Article X, Section 8, after nine (9), twelve (12) and fifteen (15) years of consecutive appointments, FTNTT Faculty members shall undergo a simplified performance review. The review will follow the format, procedures and timelines established by the University, as annually distributed through the Office of Faculty Affairs, concluding with the college. 

FTNTT Faculty members will submit to the Chair, a vitae, summaries of student surveys of instruction, if applicable, and a narrative of up to five (5) pages in which the FTNTT Faculty member describes her/his professional activities during the past three (3) years. A FTNTT Faculty member who successfully completes this performance 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. 

At the conclusion of the simplified performance review and after consultation with the College Dean, if applicable, the Chair will provide the FTNTT Faculty member 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. FTNTT Faculty members are encouraged to meet with Chair, at the conclusion of a successful review if they would like to discuss any issues and/or concerns about the review process. 

In the event that an additional appointment is not indicated, the Chair will include in the written summary provided to the FTNTT Faculty member an explanation of 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. 

The FTNTT Faculty member may consult the Chair and, if desired, seek review by the established Faculty Advisory Committee, and by the College Dean or his/her designee, if applicable, as provided for in Article VII, Section 1. of the FTNTT CBA

 An additional appointment immediately subsequent to the completion of the performance review normally is expected to be part of a three-year term of renewable annual appointments, provided that continuing programmatic need and budgeted resources supporting the position can be anticipated for the term in question. 

When a FTNTT Faculty member is approved for a three-year term of annually renewable appointments, and the Chair determines that a subsequent review is needed due to performance concerns, the Chair will include a performance plan and timeline for this subsequent review in the written summary of the review provided to the FTNTT Faculty member as described in the FTNTT CBA, B.1. of Section 8. 

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. 

In accordance with the FTNTT CBA Article X. Section 9. 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. 

At the conclusion of this review and after consultation with the Dean, if applicable, the academic unit administrator will provide the FTNTT Faculty member 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. 

1. In the event that an additional appointment is not indicated, the academic unit administrator will include in the written summary provided to the FTNTT Faculty member an explanation of 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. 
2. The FTNTT Faculty member may, if desired, seek review of the decision by the established Faculty Advisory Committee or Faculty Council of a regional campus and by the College Dean or his/her designee, if applicable, as provided for in Article VII, Section 1. of this Agreement. 38 
3. An additional appointment immediately subsequent to the completion of this administrative performance review normally is expected to be part of a three-year term of renewable annual appointments as defined in Section 6 of the FTNTT CBA, provided that continuing programmatic need and budgeted resources supporting the position can be anticipated for the term in question. 
4. In the unusual case when a FTNTT Faculty member is approved for a three-year term of annually renewable appointments, as defined in Section 6 of the FTNTT CBA, and the unit administrator determines that a subsequent review is needed due to performance concerns, the academic unit administrator will include a performance plan and timeline for this subsequent review in the written summary of the review provided to the FTNTT Faculty member as described in B.1. above of this Section 9.

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.
2. The Dean shall cause a review committee to be established.
3. The review committee shall, in accordance with procedure established by the Department and approved by the Dean, assess the performance of the Chairperson.
4. The review committee shall submit a report of its findings, including recommendations, to the Dean.
5. 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.

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.