A-Z Index  |  Directories

Faculty Handbook

3.6. General Expectations for Faculty Performance in Different Ranks

 
A. Tenure-Track Faculty
 
1. Instructors
A faculty member may be hired as an instructor because the faculty member does not yet hold an earned doctorate or other acceptable terminal academic credential. For purposes of this document, the phrase “terminal degree” refers to an earned doctorate or other acceptable, terminal academic credential (e.g., M.F.A.). Instructors hired without the doctorate or other acceptable, terminal academic credentials are expected to complete the terminal degree as soon as possible after appointment to KSU. As mentioned in section 3.5 A (Tenure Review), faculty members who are initially employed as instructors and who are promoted later to assistant professors  must be reviewed for tenure no later than their sixth year after promotion to assistant professor or in their ninth year of full-time permanent employment at KSU, if that date comes earlier. Tenure requires the earned doctorate or its equivalent in training, ability, and/or experience according to BoR policy (8.3.7.3).
 
Instructors are expected to be highly effective in teaching, supervising, and mentoring. They are also expected to make contributions in research and creative activity and/or professional service. The distribution of workload expectations shall be negotiated annually between the faculty member, his or her department chair, and his or her dean and set forth in a Faculty Performance Agreement.
 
An instructor’s relative emphasis of scholarly work in the performance areas as negotiated with the chair and dean may consider completion of the terminal degree as a priority. Upon completion of the degree and subsequent promotion to assistant professor the workload expectations shall be re-negotiated, consistent with the goals of the department and college. 
 
When an instructor completes a terminal degree, the instructor will be promoted to assistant professor by KSU’s president effective the next semester after receiving notification of the terminal degree and official transcript assuming positive recommendations from the department chair, dean, and Provost/VPAA. As mentioned in section 3.5 B. (Promotion for the Professorial Ranks), if an instructor has not been promoted by the sixth-year full academic year of service at KSU, there is a required promotion review during the sixth year.
 
2. Assistant Professors
Assistant Professors ordinarily hold the doctorate in their fields of specialization. Rare exception to this requirement may be made when there is evidence of outstanding achievements and professional recognition in the candidate’s field of expertise. In most fields, the doctorate will be expected.
 
Adapting to the expectations of the academy and of KSU and getting established in one’s scholarly work are typically the primary concerns of an assistant professor. A typical pattern of effective and productive scholarly work for the assistant professor is one that begins modestly in the early years, perhaps with a limited or local significance, and expands in depth, focus, significance, recognition, and productivity in later years.
 
3. Associate Professors 
Associate Professors make contributions to knowledge as a result of their scholarly work. High quality and significance (see Section 3.4) are the essential criteria for evaluation. The specialty areas, expertise, and professional identities of associate professors should become more advanced, more clearly defined, and more widely recognized as their academic careers progress. Typically, as the faculty member’s roles and contributions grow towards significance, leadership and initiative, the faculty member establishes a strong record of accomplishments with broader impact and recognition within and beyond the University.
 
4. Professors
Professors are experienced and senior members of the faculty who have become highly accomplished in their scholarly activities. They are faculty whose careers have advanced to mature and high levels of effectiveness and productivity. Professors have strong records of contribution to and leadership in their respective areas of emphasis. A professor is typically characterized as a leader, mentor, scholar, expert, and/or distinguished colleague. Professors make significant contributions to knowledge as a result of their scholarly work, whether demonstrated through the scholarly work of research and creative activity; teaching, supervision and mentoring; or professional service. Professors have a documented record of distinguished accomplishments using the criteria for quality and significance of scholarly work (see Section 3,4). These accomplishments will merit regional, national, or international attention and recognition. Professors continue to grow and develop in their respective areas of emphasis. Based on BoR policy (8.3.6.3), promotion to the rank of professor requires the earned doctorate or its equivalent in training, ability, and/or experience. Neither the possession of a doctorate nor longevity of service is a guarantee per se of promotion. Initial appointments to the full professorial rank should have a terminal degree in the appropriate discipline or the equivalent in training, ability, or experience (BoR policy 8.3.1.4).
 
5. Joint Appointments
If a faculty member has a joint appointment in two or more academic departments or across two or more divisions, a joint appointment agreement must be developed. This agreement must delineate how the home unit and the sharing unit(s) will provide input during the promotion and tenure process. The joint appointment agreement must specify who can provide input into the faculty member’s annual review and who will write the review. Normally, the chair of the major department will be responsible for completing annual reviews. The joint appointment agreement must also specify the composition of the tenure and promotion committee as well as how members of the committee will be elected.
 
B. Non Tenure-Track Faculty 
 
1. General Expectations for Lecturers and Senior Lecturers 

In most cases, lecturers have as their primary responsibility teaching, supervising, and mentoring of students and therefore are expected to be highly effective in these areas. 
 
Unless otherwise set forth in the Faculty Performance Agreement (FPA), there are no expectations for scholarship and their service responsibilities may be limited to the minimum necessary to successfully teach their assigned courses (e.g., attendance at relevant department meetings and participation on appropriate department committees). In most cases, their responsibilities will primarily be devoted to teaching multiple sections of the same undergraduate courses. The heavy teaching load of these individuals constitutes a full workload and offsets the absence of a full range of regular faculty responsibilities that normally rounds out the typical full undergraduate faculty workload at KSU. 

Because of this, lecturers and senior lecturers are expected to demonstrate highly effective teaching ability in order to qualify for reappointment at KSU. In rare cases, the responsibilities assigned to a lecturer or senior lecturer may be individualized and differ from the typical lecturer and senior lecturer workload described above. In such cases, the responsibilities must be delineated in the FPA.

However, there may be a small number of circumstances in which a lecturer's/senior lecturer's primary responsibilities are professional service and/or administration and leadership.  In these cases, the lecturer's/senior lecturer's situational context will be outlined in the FPA.
Based on BoR policy (8.3.4.3), full-time lecturers and senior lecturers are appointed by the institution on a year-by-year-basis. Lecturers and senior lecturers have the presumption of reappointment for the subsequent year unless notified in writing as follows.

  1. for lecturers with less than three years of full-time service to KSU, notification of non-reappointment is encouraged as soon as possible, but no specific notice is required;
  2. for lecturers with three or more years but less than six years of full-time service to KSU, notification of non-reappointment is at least 30 calendar days prior to the institution’s first day of classes of the semester;
  3. for senior lecturers and lecturers with six or more years of full-time service to KSU, notification of non-reappointment is at least 180 calendar days prior to the institution’s first day of classes of the semester.

 
Reappointment of lecturers and senior lecturers, and promotion of lecturers to senior lecturers are dependent not only on their performance in instruction and service, but also on the programmatic needs and financial exigencies of the College and its units. 
 
Annual reviews must be conducted for lecturers and senior lecturers according to the following schedule. For lecturers in their first year of service to KSU, the department chair conducts a mid-year review in January for the period of mid-August to December. For lecturers and senior lecturers with two or more years of service to KSU, the annual reviews are conducted in January for the period of January to December of the previous year. Based on annual review feedback, reappointment of a lecturer or senior lecturer will be recommended by the department chair to the dean.
 
Based on BoR policy (8.3.8.1 and 8.3.8.2), a lecturer must submit a portfolio for promotion to senior lecturer after five years of consecutive service and will either be promoted to senior lecturer during the sixth year to begin in the seventh year of service or be terminated from the institution if not promoted to senior lecturer during the sixth year. Only in exceptional circumstances will a lecturer be reappointed as a lecturer after six years of consecutive service to the institution. Initial hiring at the level of senior lecturer is reserved for those individuals with extensive experience and accomplishments in higher education or corporate settings. The criteria for promotion to senior lecturer are evidence of highly effective teaching ability inside and/or outside of the classroom environment and value to the university in the area of teaching and student learning (or highly effective professional service and/or administration and leadership for lecturers/senior lecturers with these primary responsibilities). The same committee structure that is used for promotion for tenured and tenure-track faculty will be used. Promotion reviews for lecturers begin with the Department Review Committee, then proceed to the department chair, dean, Provost/VPAA, and president (discrepant reviews and requests for an additional review also go to the College Review Committee). A lecturer who is not promoted to senior lecturer during the sixth year will be terminated from the university at the end of the sixth academic year, and a notice of non-reappointment should be provided to the lecturer by the non-reappointment deadline for lecturers with six or more full-time years of service to the institution (at least 180 calendar days prior to the institution’s first day of classes of the next academic year).
 
Senior lecturers will submit portfolios for performance review beyond the department chair every six years. Lecturers will submit portfolios for performance reviews beyond the department chair every six years after the promotion review. In addition, senior lecturers and lecturers will have an initial portfolio submission during the third year of employment in that position. For lecturers, this third year performance review will provide feedback for progress towards the promotion to senior lecturer in the sixth year. For senior lecturers, this third year performance review will provide feedback for the sixth year review. During the third year review, strengths and weaknesses in performance will be identified. A successful review for promotion to senior lecturer in the sixth year restarts the six-year performance review cycle. The same committee structure that is used for third year review of tenured and tenure-track faculty will be used for the third and six year performance reviews of lecturers and senior lecturers; third and sixth year reviews stop at the level of the dean.
 
Lecturers and senior lecturers must prepare a portfolio for promotion consideration, for third year and sixth year performance reviews. A lecturer’s and senior lecturer’s portfolio contents will follow the same guidelines as that of tenured and tenure-track faculty who are reviewed for tenure and promotion; however, a lecturer or senior lecturer’s portfolio will consist of only Binder 1 as stipulated in Section 3.7  (Portfolio Guidelines and Contents) with the addition of samples of teaching evaluations that demonstrate highly effective teaching and student learning. (Department guidelines should give specifics regarding student evaluations to be submitted and may allow for an additional binder, if deemed necessary.)
 
A lecturer’s and senior lecturer’s portfolio will be evaluated based on a highly effective accomplishments in two performance areas: 1) teaching, supervising, and mentoring of students; and 2) professional service (related to teaching assignments). For lecturers/senior lecturers with primary responsibilities in professional service and/or administration and leadership, their portfolios will be evaluated based on highly effective performance in those areas. 
 
Annual reviews and/or portfolio feedback indicating poor performance with little to no improvement over time according to department and college tenure and promotion guidelines provide the basis for nonrenewal of lecturers and senior lecturers. Similar to the annual review and tenure and promotion process for tenured and tenure-track faculty, lecturers and senior lecturers have the option to respond in writing within 10 calendar days after receiving reviews of their performance. Response letters are directed to the reviewing committee or administrator and copied to the next level of review. This response will become part of the portfolio that will be forwarded to the subsequent levels of review. The response letter should address the interpretation of the information in the portfolio but it should not include new evidence to be considered in the review process. The reviewer (committee or administrator) does not respond to this letter.
 
Based on BoR policy (8.3.4.3), senior lecturers and lecturers who have served for six or more years of full-time service at the institution and received timely notice of non-reappointment shall be entitled to a review of the decision in accordance with the following published procedures developed by the institution. A senior lecturer or lecturer with six or more years of full-time service to the institution who is given notice of non-reappointment may opt to submit a letter appealing the non-reappointment. This letter must be addressed to the university-wide committee (current chairs of College Review Committees and two deans, see Section 3.7), and the letter must state the grounds for the appeal. The university-wide committee will convene after the appeal letter has been received. The university committee will respond to the grounds stated in the senior lecturer’s or lecturer’s letter and may ask the administrator who provided written notice of the senior lecturer’s or lecturer’s non-reappointment to write a letter to the university-wide committee addressing the grounds addressed in the senior lecturer’s or lecturer’s letter. A copy of the university committee’s recommendation and justification will be provided to the senior lecturer/lecturer, the senior lecturer’s/lecturer’s department chair and dean, and the Provost/VPAA. A unit is justified when not reappointing a senior lecturer or lecturer for reason(s) of budgetary changes affecting the College and its units; a university committee cannot make a recommendation supporting a reversal of a notice of non-reappointment based on budgetary losses. Additionally, the university-wide committee only makes a recommendation. A final decision on a senior lecturer or lecturer’s non-reappointment is made by the president, in consultation with the Provost/VPAA, in cases where a senior lecturer or lecturer has requested a review by the university-wide committee.

2. General Expectations for Non-Tenure-Track Faculty at the Professorial Ranks

Some KSU faculty are non-tenure track with professorial rank. These non-tenure track individuals will hold the rank of Assistant Professor, Associate Professor, or Professor. The workload for these individuals in the appropriate performance areas (Teaching, Supervision, and Mentoring of Students; Research and Creative Activity; Professional Service; and/or Administrative and Leadership) is outlined in their situational context and set forth in the Faculty Performance Agreement (FPA). In many cases, faculty in these positions may be assigned into roles and responsibilities to meet specific needs related to the University, college, and/or departmental mission.

The holder of a non-tenure track faculty position with professorial rank is not eligible for consideration for the award of tenure or probationary credit toward tenure. Non-tenure track faculty members may apply for a declared, open tenure track faculty position and be considered through the normal search and screening process. Consistent with BoR Policy (Academic & Student Affairs Handbook 4.1), administrative transfers from a tenure track faculty position with professorial rank to a non-tenure track faculty position with professorial rank require the approval of the department chair, dean, Provost/VPAA, and president. The BoR request form to convert a tenure track position to a non-tenure track position is on the Academic Affairs webpage (https://web.kennesaw.edu/academicaffairs/forms).

Departments and colleges with non-tenure track faculty with professorial rank must incorporate into their guidelines the criteria for the third year review, promotion, and sixth year review for these faculty. As indicated in Section 5, I (Introduction), establishment and revision to guidelines must be approved by the full-time permanent faculty in the department or college, as appropriate, the department chair (for department guidelines), the College Review Committee, the dean, and Provost/VPAA.

Similar to tenure track faculty, faculty performance is evaluated for non-tenure track faculty with professorial rank through two processes: annual reviews and multi-year reviews. Non-tenure track faculty with professorial rank will follow the annual review processes and timelines outlined for tenure track faculty in Section 3.7 A (Format of Annual Review).

Consistent with BoR Policy (8.3.4.2), all non-tenured faculty members who have been awarded academic rank and who have served full-time for the entire previous year under written contract have the presumption of renewal for the next academic year unless notified in writing by the Provost/VPAA or the president of the institution of the intent not to renew. Notice of intent to renew or not renew a non-tenure track faculty member with professorial rank should follow the schedule outlined in Section 4.1.8. (Nonrenewal of Employment Contracts for Individuals with Faculty Status for All Non-Tenured Faculty).

Non-tenure track faculty with professorial rank are eligible to apply for promotion. The Board of Regents of the University System of Georgia (Academic & Student Affairs Handbook 4.5) requires a minimum of four full academic years of service at KSU (including the year of review) at the rank of assistant professor to be eligible for promotion to rank of associate professor and five full academic years of service at KSU (including the year of review) at the rank of associate professor to be eligible for promotion to the rank of professor.

For Promotion to

Minimum Service in Rank

Associate Professor

4 years as Assistant Professor

Professor

5 years as Associate Professor

BoR policy (Academic & Student Affairs Handbook 4.5) requires that strong justification should be provided for early promotion wherein the individual has served fewer than the minimum years in rank defined by BoR policy. At KSU, before a faculty member submits an application for early promotion, the faculty member should seek guidance from the department chair, dean, and Provost/VPAA.

According to BoR policy (8.3.6.3), the earned doctorate or equivalent in training, ability, and/or experience is required for promotion to the rank of professor.  Neither the possession of a doctorate nor longevity of service is a guarantee per se of promotion.

Non-tenure track faculty with professorial rank will submit portfolios for performance review beyond the department chair every six years. In addition, there is an initial portfolio submission during the third year of employment in that position. This third year performance review will provide feedback for an optional promotion review and for the required sixth year review (for assistant and associate professors) and for the required sixth year review (for professors). During the third year review, strengths and weaknesses in performance will be identified. During the sixth year review, there is an assessment of the candidate’s strengths and weaknesses in the quality and significance of the faculty member’s performance in the context of his or her individual roles and responsibilities. The overall outcome of the assessment will be categorized as either: 1) achieving expectations in sixth year review, or 2) not achieving expectations in sixth year review. The criteria for the optional promotion review are based on criteria established for non-tenure track faculty with professorial rank for the beginning level of the next higher rank as articulated in department, college, and university guidelines. A successful review for the optional promotion restarts the six-year performance review cycle. The same committee structure that is used for third-year review and promotion review of tenured and tenure-track faculty will be used for the third year, promotion, and six-year review of non-tenure track faculty with professorial rank; third and sixth-year reviews stop at the level of the dean.

Non-tenure track faculty with professorial rank must prepare a portfolio for the optional promotion consideration and the required third year and sixth year performance reviews. The portfolio contents will follow the same guidelines as that of tenured and tenure track faculty who are reviewed for tenure and promotion, see Section 3.7 (Portfolio Guidelines and Contents). There is no limit on the number and size of the binders for third year and for promotion reviews. There is only one binder for sixth year reviews.

Annual reviews and/or portfolio feedback indicating poor performance with little to no improvement over time according to department and college tenure and promotion guidelines provide the basis for nonrenewal of non-tenure track faculty with professorial rank. Similar to the annual review and tenure and promotion process for tenured and tenure track faculty, non-tenure track faculty with professorial rank have the option to respond in writing within 10 calendar days after receiving reviews of their performance. Response letters are directed to the reviewing committee or administrator and copied to the next level of review. This response will become part of the portfolio that will be forwarded to the subsequent levels of review. The response letter should address the interpretation of the information in the portfolio but it should not include new evidence to be considered in the review process. The reviewer (committee or administrator) does not respond to this letter.

3. General Expectations for Clinical Faculty at the Professorial Ranks

Clinical faculty at Kennesaw State University are educators-practitioners in professional departments who have a background in their disciplinary area and who practice the discipline in the work setting. The following clinical ranks are recognized at KSU: Clinical Assistant Professor, Clinical Associate Professor, and Clinical Professor. The goal of these positions is to enhance the academic and professional development of students in the mission of the institution primarily in the performance areas of teaching, supervision, and mentoring of students and professional service. Clinical faculty must meet various standards for professional employability, depending on the discipline, to teach in a professional setting. Clinical faculty maintain a balance that is different from that of tenure track faculty regarding their workload model and expectations. Unless otherwise set forth in the Faculty Performance Agreement (FPA), clinical faculty generally spend less time engaged in research and creativity activity. Clinical faculty are typically making contributions in clinical, educational, industry, and/or professional settings on university, college, department committees, and local, regional, and national professional organizations that have an professional, applied focus.

The position is non-tenure track, and the holder is not eligible for consideration for the award of tenure or probationary credit toward tenure. There shall be no administrative transfers between tenure track and clinical track faculty positions. However, faculty holding one type of position may apply for a declared, open position of the other type and be considered through the normal search and screening process.

Clinical faculty must hold, or be eligible to obtain, as applicable, board or other certification in the profession/discipline in which the individual will provide clinical, educational, industry and/or professional service. Exceptions must be approved by the department chair, dean, and Provost/VPAA, prior to appointment.

A department must receive approval from the dean and Provost/VPAA to become a clinical faculty appointment and promotion department. Departments and colleges with approval for clinical faculty must incorporate into their guidelines the criteria for the third year review, promotion, and sixth year review of clinical faculty. As indicated in Section 5, I (Introduction), establishment and revision to guidelines must be approved by the full-time permanent faculty in the department or college, as appropriate, the department chair (for department guidelines), the College Review Committee, the dean, and Provost/VPAA.

Similar to tenure track faculty, faculty performance is evaluated for clinical faculty through two processes: annual reviews and multi-year reviews. Clinical faculty will follow the annual review processes and timelines outlined for tenure track faculty in Section 3.7 A. (Format of Annual Review).

Consistent with BoR Policy (8.3.4.2), all non-tenured faculty members who have been awarded academic rank and who have served full-time for the entire previous year under written contract have the presumption of renewal for the next academic year unless notified in writing by the Provost/VPAA or the president of the institution on the intent not to renew. Notice of intent to renew or not renew a clinical faculty member should follow the schedule outlined in Section 4.1.8. (Nonrenewal of Employment Contracts for Individuals with Faculty Status for All Non-tenured Faculty).

Below are the general expectations for clinical faculty at the different ranks.

Clinical Assistant Professor
Faculty members at this rank are adapting to the expectations of the academy and KSU and getting established in the clinical specialty area.  A pattern of effective and productive on-campus and off-campus contributions in clinical, educational, industry, and/or professional settings in the disciplinary area begins modestly, perhaps with a limited focus or local significance. These contributions expand in depth, focus, significance, and recognition, and productivity in later years.

Clinical Associate Professor
Faculty members at this rank make contributions to knowledge as a result of their clinical specialty contributions. These on-campus and off-campus contributions occur in clinical, educational, industry, and/or professional settings. The professional identities of clinical associate professors should become more advanced, more clearly defined, and more widely recognized as their careers progress. The faculty member establishes a strong record of clinical accomplishments with broader impact and recognition within and beyond the University.

Clinical Professor
Professors are experienced and senior members of the faculty who have become highly accomplished in their clinical specialty area. They are faculty whose careers have advanced to mature and higher levels of effectiveness and productivity. Professors have strong records of contribution to and leadership in clinical specialty areas. These contributions are in on-campus and off-campus work in clinical, educational, industry, and/or professional settings. Clinical professors are typically characterized as leaders, mentors, and experts, and these accomplishments merit regional, national, or international attention and recognition. Clinical professors continue to grow and develop in their clinical specialty area.

According to BoR policy (8.3.6), the earned doctorate or equivalent in training, ability, and/or experience is required for promotion to the rank of professor.  Neither the possession of a doctorate nor longevity of service is a guarantee per se of promotion.

Clinical faculty are eligible to apply for promotion. The Board of Regents of the University System of Georgia (Academic & Student Affairs Handbook 4.5) requires a minimum of four full academic years of service at KSU (including the year of review) at the rank of assistant professor to be eligible for promotion to rank of associate professor and five full academic years of service at KSU (including the year of review) at the rank of associate professor to be eligible for promotion to the rank of professor.

For Promotion to

Minimum Service in Rank

Clinical Associate Professor

4 years as Clinical Assistant Professor

Clinical Professor

5 years as Clinical Associate Professor

BoR policy (Academic & Student Affairs Handbook 4.5) requires that strong justification should be provided for early promotion wherein the individual has served fewer than the minimum years in rank defined by BoR policy. At KSU, before a faculty member submits an application for early promotion, the faculty member should seek guidance from the department chair, dean, and Provost/VPAA.

Clinical faculty will submit portfolios for performance review beyond the department chair every six years. In addition, there is an initial portfolio submission during the third year of employment in that position. This third year performance review will provide feedback for an optional promotion review and for the required sixth year review (for assistant and associate professors) and for the required sixth year review (for professors). During the third year review, strengths and weaknesses in performance will be identified. During the sixth year review, there is an assessment of the candidate’s strengths and weaknesses in the quality and significance of the faculty member’s performance in the context of his or her individual roles and responsibilities. The overall outcome of the assessment will be categorized as either: 1) achieving expectations in sixth year review, or 2) not achieving expectations in sixth year review. The criteria for the optional promotion review are based on criteria established for clinical faculty for the beginning level of the next higher rank as articulated in department, college, and university guidelines. A successful review for the optional promotion restarts the six-year performance review cycle. The same committee structure that is used for third-year review and promotion review of tenured and tenure track faculty will be used for the third year, promotion, and six-year review of clinical faculty; third and sixth-year reviews stop at the level of the dean.

Clinical faculty must prepare a portfolio for the optional promotion consideration and the required third year and sixth year performance reviews. The clinical faculty’s portfolio contents will follow the same guidelines as that of tenured and tenure track faculty who are reviewed for tenure and promotion, see Section 3.7 (Portfolio Guidelines and Contents). There is no limit on the number and size of the binders for third year and for promotion reviews. There is only one binder for sixth year reviews.

Annual reviews and/or portfolio feedback indicating poor performance with little to no improvement over time according to department and college tenure and promotion guidelines provide the basis for nonrenewal of clinical Faculty. Similar to the annual review and tenure and promotion process for tenured and tenure track faculty, clinical faculty have the option to respond in writing within 10 calendar days after receiving reviews of their performance. Response letters are directed to the reviewing committee or administrator and copied to the next level of review. This response will become part of the portfolio that will be forwarded to the subsequent levels of review. The response letter should address the interpretation of the information in the portfolio but it should not include new evidence to be considered in the review process. The reviewer (committee or administrator) does not respond to this letter.

Conversion from Tenure Track to Non-Tenure Track Faculty

If a tenure track faculty requests and is granted a conversion to a non-tenure track faculty position, or if a non-tenure track faculty requests and is granted a conversion to another type of non-tenure track faculty position, the individual's clock is reset, since this is a different faculty type with a different set of expectations and guidelines. Thus, the faculty member will begin the first year in the new non-tenure track faculty position at the beginning of the next academic year after the approval of the conversion, and the faculty member will follow all performance evaluations appropriate for that new faculty type and rank.

4. General Expectations for Librarian Faculty at the Professorial Ranks

Librarian faculty at Kennesaw State University are educators-practitioners engaged in  professional librarianship. Professional librarianship is defined within the field as professional library service in support of the educational, research, and service functions of the university. Professional librarianship includes, but is not limited to, the following activities: 

  • Ensuring high quality service, consultation, and comprehensive reference services to students, faculty, and other clients
  • Providing enhanced access to information and contributing to global, networked information resources
  • Acquiring, organizing, managing, and preserving information resources in a broad range of formats
  • Creating an environment conducive to learning and research
  • Teaching information retrieval and evaluation using current and emerging technologies

The position is non-tenure track, and the holder is not eligible for consideration for the award of tenure or probationary credit toward tenure. There shall be no administrative transfers between tenure track and librarian faculty positions. However, faculty holding one type of position may apply for a declared, open position of the other type and be considered through the normal search and screening process.

The terminal degree appropriate for initial appointment to all academic ranks as a library faculty member in the Horace W. Sturgis Library is an ALA-accredited master’s degree or international equivalent in librarianship/information science. For those library faculty with specialties in other areas, such as archives or automation, an additional master’s degree in the appropriate field may be a valid terminal degree.

Similar to tenure track faculty, faculty performance is evaluated for librarian faculty through two processes: annual reviews and multi-year reviews. Librarian faculty will follow the annual review processes and timelines outlined for tenure track faculty in Section 3.7 A. (Format of Annual Review).

Consistent with BoR Policy (8.3.4.2), all non-tenured faculty members who have been awarded academic rank and who have served full-time for the entire previous year under written contract have the presumption of renewal for the next academic year unless notified in writing by the Provost/VPAA or the president of the institution on the intent not to renew. Notice of intent to renew or not renew a librarian faculty member should follow the schedule outlined in Section 4.1.8. (Nonrenewal of Employment Contracts for Individuals with Faculty Status for All Non-tenured Faculty).

Below are the general expectations for librarian faculty at the different ranks.

Librarian Assistant Professor
Faculty members at this rank are adapting to the expectations of the academy and KSU and getting established in the library. This rank provides opportunities to learn job responsibilities and develop expertise in one’s area of specialization. As Librarian Assistant Professors gain experience, they are expected to improve their job performance and take progressively more responsibility for their own day-to-day assignments.

Librarian Associate Professor
Librarian Associate Professor is the rank for library faculty with four or more years of experience who have demonstrated an excellent quality of job performance in their area of specialization.  Individuals at this rank provide contributions to the library and the institution.  Individuals at this rank also demonstrate significant engagement in professional activities.  Individuals at this rank also build leadership and administrative skills and begin to demonstrate the ability to anticipate the needs of the organization.

Librarian Professor
Librarian Professor is the rank for librarians with nine or more years of experience who have consistently demonstrated excellent and outstanding job performance. Individuals at this rank are leaders within the library and the institution. In addition, individuals at this rank are recognized as leaders within the profession through contributions in areas of professional activities.

Librarian faculty are eligible to apply for promotion. The Board of Regents of the University System of Georgia (Academic & Student Affairs Handbook 4.5) requires a minimum of four full academic years of service at KSU (including the year of review) at the rank of assistant professor to be eligible for promotion to rank of associate professor and five full academic years of service at KSU (including the year of review) at the rank of associate professor to be eligible for promotion to the rank of professor.

For Promotion to

Minimum Service in Rank

Librarian Associate Professor

4 years as Librarian Assistant Professor

Librarian Professor

5 years as Librarian Associate Professor

BoR policy (Academic & Student Affairs Handbook 4.5) requires that strong justification should be provided for early promotion wherein the individual has served fewer than the minimum years in rank defined by BoR policy. At KSU, before a faculty member submits an application for early promotion, the faculty member should seek guidance from the department chair, dean, and Provost/VPAA.

Librarian faculty will submit portfolios for performance review beyond the department chair every six years. In addition, there is an initial portfolio submission during the third year of employment in that position. This third year performance review will provide feedback for an optional promotion review and for the required sixth year review (for assistant and associate professors) and for the required sixth year review (for professors). During the third year review, strengths and weaknesses in performance will be identified. During the sixth year review, there is an assessment of the candidate’s strengths and weaknesses in the quality and significance of the faculty member’s performance in the context of his or her individual roles and responsibilities. The overall outcome of the assessment will be categorized as either: 1) achieving expectations in sixth year review, or 2) not achieving expectations in sixth year review. The criteria for the optional promotion review are based on criteria established for librarian faculty for the beginning level of the next higher rank as articulated in department, college, and university guidelines. A successful review for the optional promotion restarts the six-year performance review cycle. The same committee structure that is used for third-year review and promotion review of tenured and tenure track faculty will be used for the third year, promotion, and six-year review of librarian faculty; third and sixth-year reviews stop at the level of the dean.

Librarian faculty must prepare a portfolio for the optional promotion consideration and the required third year and sixth year performance reviews. The librarian faculty’s portfolio contents will follow the same guidelines as that of tenured and tenure track faculty who are reviewed for tenure and promotion, see Section 3.7 (Portfolio Guidelines and Contents). There is no limit on the number and size of the binders for third year and for promotion reviews. There is only one binder for sixth year reviews.

Annual reviews and/or portfolio feedback indicating poor performance with little to no improvement over time according to department and college tenure and promotion guidelines provide the basis for nonrenewal of Librarian Faculty. Similar to the annual review and tenure and promotion process for tenured and tenure track faculty, librarian faculty have the option to respond in writing within 10 calendar days after receiving reviews of their performance. Response letters are directed to the reviewing committee or administrator and copied to the next level of review. This response will become part of the portfolio that will be forwarded to the subsequent levels of review. The response letter should address the interpretation of the information in the portfolio but it should not include new evidence to be considered in the review process. The reviewer (committee or administrator) does not respond to this letter.
 
Administrative Faculty
Administrative faculty have administrative matters as their primary area of responsibility. These faculty have academic rank and are normally located within the Division of Academic Affairs.