A-Z Index  |  Directories

Faculty Handbook

4.1. Faculty Appointments and Contracts

4.1.1. Faculty Appointments

Appointments to the faculty with academic rank and administrative faculty appointments with rank and/or tenure-track status are made through the Office of the Provost and Vice President of Academic Affairs, typically upon the recommendation of a department head and dean. Such appointments are approved by the president. 

Tenure Track Appointments
Tenure and tenure track appointments are restricted to regular full-time teaching faculty employed on a continuing basis and to academic administrative faculty with professorial rank (i.e., Assistant Professor, Associate Professor, Professor).

Instructors are not eligible for tenure and do not automatically earn credit toward tenure, but can become eligible for tenure if promoted to assistant professor with the appropriate credit toward tenure being granted upon promotion.

Non-Tenure Track Appointments

  • Lecturers and Senior Lecturers (as defined below) (see also Board of Regents (BoR) Policy Manual Sections 8.3.8.1 and 8.3.8.2)
  • Full-time and part-time clinical and librarian faculty with rank
  • Limited term, Part-time and Adjunct Faculty
  • Full-time research, instructional, or administrative faculty with rank who are explicitly employed in a non-tenure track status

Corps of Instruction – Faculty with professorial rank, instructors, lecturers, senior lecturers, and teaching personnel with such other titles as may be approved by the BoR shall constitute the Corps of Instruction.

Professorial Rank – Faculty who hold an earned doctorate, acceptable terminal degree, or other acceptable credential, are appointed to one of the professorial ranks (See Section 3.6 of this handbook for additional information regarding expectations for rank, performance, promotion, and tenure).

  1. Assistant Professor, Clinical Assistant Professor, and Librarian Assistant Professor – relatively inexperienced faculty who are in an early stage of becoming established in their academic careers in higher education.
  2. Associate Professor, Clinical Associate Professor, and Librarian Associate Professor – experienced faculty members who have established a solid foundation for continued success in the academy, but who may be at an early stage of academic career development.
  3. Professor, Clinical Professor, and Librarian Professor – highly experienced and senior members of the faculty who have become highly accomplished in their teaching effectiveness and scholarship or service.

Instructors – Regular full-time faculty who are not eligible for appointment at one of the professorial ranks, typically because they do not hold an earned doctorate or other acceptable academic credential. As indicated in Section 3 of this handbook in the section on Instructors, instructors cannot be awarded tenure, and 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.  Instructors must be reviewed and recommended for promotion to assistant professor in their sixth full academic year of employment at KSU or be given a terminal employment contract for their seventh year. Instructors who are promoted to assistant professor must be reviewed for tenure no later than their sixth year after promotion to assistant professor or in their ninth year of full-time employment at KSU, if that date comes earlier. Tenure requires the earned doctorate or its equivalent in training, ability, and/or experience.  (See Sections 3.5 and 3.6 of this handbook for additional information regarding expectations for rank, performance, promotion, and tenure).

Lecturers - To carry out special instructional functions such as basic skills instruction, instructional staff members may be appointed to the position of lecturer. Lecturers are not eligible for the award of tenure. Not more than 20% of KSU’s FTE corps of primarily undergraduate instruction may be lecturers and/or senior lecturers. Lecturers and senior lecturers are appointed on a year-to-year basis. Deadlines for providing written notice to lecturers and senior lecturers on non-reappointment for the subsequent year are provided in Section 3 of this handbook in the section on non-tenure-track faculty).

Senior Lecturers - Lecturers who have served for a period of at least six years at KSU will either be promoted to senior lecturer during the sixth year or be terminated from the institution; only in exceptional circumstances will a lecturer be reappointed as a lecturer after six years of service to the institution. Initial appointment at the rank of senior lecturer is reserved for those with extensive experiences and accomplishments. Promotion to senior lecturer, or initial appointment at the rank of senior lecturer, requires approval by the president and must be reported as a matter of information to the Senior Vice Chancellor for Academics and Fiscal Affairs when promotions for ranked faculty are transmitted to the University System Office. Reappointment procedures for senior lecturers follow the same reappointment procedures as those for lecturers. Senior lecturers are not eligible for the award of tenure.

4.1.2. Graduate Faculty Status

Appointment to graduate faculty carries approval to teach graduate courses, eligibility to participate on graduate committees, and eligibility to elect representation to graduate committees. Graduate faculty are expected to demonstrate a high level of scholarly activity and active professional involvement and are required to demonstrate teaching expertise at advanced and specialized levels as appropriate for graduate programs. Graduate faculty appointment is a consideration in all performance reviews. The level of activity devoted to graduate teaching, scholarly activity, and service in order to maintain graduate program involvement factors in assigning faculty load. Graduate faculty status and teaching graduate courses does not alone determine a faculty workload model which includes reductions in teaching assignments.

Criteria for Graduate Faculty
The Commission on Colleges of the Southern Association of Colleges & Schools (SACS), which grants KSU its essential institutional accreditation, focuses heavily on institutional compliance with the accreditation criteria pertaining to meeting the minimal faculty credentials to teach at the college level and having on file evidence that documents compliance. The specific requirements are reflected in the following excerpts from the Criteria on Accreditation (2000):

Graduate Programs
Each faculty member teaching courses at the master’s and specialist degree level must hold the terminal degree, usually the earned doctorate, in the teaching discipline or a related discipline. In some instances, the master’s degree in the discipline may be considered the terminal degree, such as the M.F.A.; in others, a master’s degree in the discipline coupled with a doctoral degree in a related discipline is considered appropriate.

All faculty members teaching courses at the doctoral degree level must hold the earned doctorate in the teaching discipline or a related discipline.

The Commission recognizes that in unusual cases institutions may appropriately include as graduate faculty members those who have demonstrated exceptional scholarly or creative activity, or professional experience, but who may not possess the required academic credentials. There also may be an occasion when a new graduate discipline is in its formative stage in higher education and there are no faculty members available with academic credentials in the discipline. In either case, when an institution presents evidence of competence or academic credentials other than the doctorate in the discipline for its graduate faculty, it must justify the employment of such faculty.

It is the responsibility of the institution to keep on file, for all full-time and part-time faculty members teaching graduate courses, documentation of academic preparation, such as official transcripts and, if appropriate for demonstrating competence, official documentation of professional and work experience, technical and performance competency, records of publications, and certifications and other qualifications.

Appointment to Graduate Faculty
Guidelines for determination of graduate faculty status and length of term are as follows:

Full 
For a Full Appointment to the Graduate Faculty of KSU, a faculty member must:

  • hold a full-time tenure track position at KSU at the rank of Assistant Professor or above,
  • have a record of effective teaching (a minimum of five classes) at the graduate level, either at Kennesaw State or at another College/University within five years of the time of application for, or renewal of, graduate faculty status,
  • have a track record and active program of scholarship consistent with the College’s expectations for graduate faculty. For the Coles College of Business, the faculty member must be Academically Qualified (AQ) as per Coles College performance guidelines, and
  • hold the terminal degree, or in unusual cases, have demonstrated exceptional scholarly activity or professional experience.

Full Appointments are made for a period of five years.

Provisional 
For a Provisional Appointment to the Graduate Faculty of KSU, a faculty member must:

  • hold a full-time tenure track position at KSU at the rank of Assistant Professor or above,
  • have some experience teaching graduate classes, or demonstrate high potential for effective teaching at the graduate level as evidenced by undergraduate teaching record, scholarly activity, or professional experience,
  • have an active program of scholarship. For the Coles College of Business, the faculty member must be AQ as per Coles College performance guidelines, and
  • hold the terminal degree, or in unusual cases, have demonstrated exceptional scholarly activity or professional experience.

A provisional appointment is typically awarded to new faculty without an extensive record of teaching at the graduate level, or to faculty who have not yet demonstrated a track record of scholarship consistent with the College’s expectations for graduate faculty. Provisional appointments may be for a period up to three years. 

Temporary 
For a Temporary Appointment to the Graduate Faculty of KSU, a faculty member must:

  • hold a full-time tenure track position at KSU at the rank of Assistant Professor or above,
  • have some experience teaching graduate classes, or demonstrate high potential for effective teaching at the graduate level as evidenced by undergraduate teaching record, scholarly activity, or professional experience in a particular area related to a course or other assignment, and
  • hold the terminal degree, or in unusual cases, have demonstrated exceptional scholarly activity or professional experience. For the Coles College of Business, the faculty member must be AQ as per Coles College performance guidelines.

A temporary appointment is typically awarded to a full-time faculty member who will teach a graduate course or serve on a student committee, but will not do so on a continual basis. Temporary appointments are typically made for a one-year period only and do not entitle faculty to serve on campus-wide governing bodies as a representative of the graduate faculty or to vote as a graduate faculty member. A faculty member expecting to have longer-term involvement with a graduate program should apply for and meet the criteria for Provisional or Full status at the end of the one-year period.

Permission to Teach Graduate Courses 
Non-tenure track full-time faculty or administrators, part-time faculty, and adjunct faculty may be reviewed for permission to teach graduate classes concurrent with (or after) official appointment to the KSU faculty. In order to receive permission to teach graduate classes, non-tenure track full-time faculty or administrators, part-time faculty, and adjunct faculty must:

  • have some experience teaching graduate classes, or demonstrate high potential for effective teaching at the graduate level as evidenced by undergraduate teaching record, scholarly activity, or professional experience in a particular area related to a course or other assignment, and
  • hold the terminal degree, or in unusual cases, have demonstrated exceptional scholarly activity or professional experience. For the Coles College of Business, the faculty member must be AQ or Professionally Qualified (PQ) as per Coles College performance guidelines.

Non-tenure track full-time faculty or administrators, part-time faculty, and adjunct faculty may receive approval to teach graduate courses for a period of up to three years. Approval to teach graduate courses is contingent upon reappointment to a specified position each year during the three-year period.
           
Process for Appointment
The Vice President for Research and Dean of the Graduate College and the graduate program directors decide whether to approve full appointment or provisional appointment to the graduate faculty. The Vice President for Research and Dean of the Graduate College approves temporary appointment to the graduate faculty. The Vice President for Research and Dean of the Graduate College also grants permission to teach graduate classes for non-tenure track full-time faculty or administrators, and part-time or adjunct faculty. Instructions for requests for appointment to graduate faculty are available through the Graduate College website (http://www.kennesaw.edu/graduate/faculty.html).

Review and Appointment Schedule
All individuals assigned to teach graduate courses must be reviewed for graduate faculty status prior to teaching a graduate class.

Faculty will be reviewed for Full Graduate Faculty membership or Provisional Graduate Faculty membership at any time. Appointment is effective immediately upon approval.

Faculty may be reviewed by the graduate dean for temporary graduate faculty status or for
permission to teach graduate courses at any time. Appointment is effective immediately
upon approval. 

Ex Officio Members of the Graduate Faculty
The president, Provost and vice president for academic affairs, academic deans, and department chairs serve as ex-officio, non-voting members of the KSU graduate faculty. Ex-officio membership on the graduate faculty does not carry approval to teach graduate courses or direct graduate students. Administrative faculty may hold both ex-officio and regular appointments to the graduate faculty.

4.1.3. Guidelines for Joint Appointments

A. Joint Academic Appointments

I. Introduction
Critical to the mission of Kennesaw State University are collaborative academic endeavors that provide opportunities for faculty to teach, conduct research, and provide professional service across programs, departments, and colleges. These guidelines describe the process for establishing formal collaborative endeavors between academic units at Kennesaw State University.

A faculty member may request a joint appointment in two academic units in a variety of ways. For example, a faculty member may meet with the department chair for each of two academic departments where joint appointment is desired. Ultimately this request will lead to a request for approval from the Provost and Vice President for Academic Affairs (VPAA). Academic units may wish to modify existing lines or establish new lines with joint appointments in two units. Whether from an individual faculty member or an academic unit, all requests for joint appointments must: a) demonstrate that they help fulfill the missions of the departments, college and the university; and b) clearly show how they allow the faculty involved to achieve successful performance evaluations.

Below are basic definitions and guidelines to assist faculty and administrators in developing, requesting, and implementing joint appointments across units.

Definitions
Academic Unit: an academic program, department, division, college, institute, school or center.

Home Unit: the unit most relevant to the discipline of the faculty member making the request for the joint appointment and with which the faculty member feels the closest identity.

Joint Appointment: faculty members hold joint appointments if they have appointments in two or more KSU units (academic or administrative).

Sharing Unit: an academic unit that has joined with a faculty member’s identified home unit in a collaborative manner to support a joint academic appointment.

Guidelines
Prior to the development of the joint appointment, a Memorandum of Understanding between the sharing unit and the home unit must be developed which addresses the specific critical elements listed below. The involved academic units must submit this Memorandum of Understanding to the Provost/VPAA for review and approval. The Memorandum of Understanding must identify or state:

  1. units involved in the joint appointment.
  2. home unit of the jointly appointed faculty member. The home unit will have the lead responsibility in the management of personnel issues and coordination of annual performance evaluations, merit decisions, tenure, and promotions in rank reviews.  For tenure-track or tenured faculty, the commitment of tenure and rank will be within the home unit. Often but not always, the home unit will be the unit with the higher workload fraction. As a general guide, the designated home unit should be the unit that is most relevant to the faculty member or administrator’s discipline, inclusive of the faculty members area of intellectual/creative pursuits, and that which the individual faculty member feels the closest identity. 
  3. terms of the appointment (e.g., academic year, twelve months, etc.).
  4. tenure status of the appointment (e.g., tenured, tenure track or non-tenure track).
  5. rank or title of the applicant for the appointment.
  6. workload distribution between the two units and whether this is for the duration of the joint appointment or up for review at designated times; if the latter, state the times.
  7. eligibility criteria and expectations regarding membership on unit level committees.
  8. joint appointee’s office location, access to instructional support materials, secretarial support, and research support.
  9. method in which the home unit will modify their evaluation and review processes for annual review, tenure, promotion, and post-tenure review to be inclusive of the sharing unit’s input on faculty performance  (see Evaluation of Appointee for additional information)
  10. processes which will be formulated to conduct joint appointment faculty searches, interviewing, and hiring.
  11. mechanisms applicable revenues are managed if generated by a joint appointee with an externally funded grant.
  12. process for modifying or terminating the joint academic appointment.

A formal Letter of Approval must be procured from the Provost/VPAA, with copies to each unit involved, Academic Affairs, and the applicant, certifying the joint appointment with all of the stipulations noted above. 

Evaluation of Appointee
The evaluation procedures of the home unit should be followed for joint academic appointments. The evaluation procedures of the home unit must recognize the jointly appointed faculty members’ multiple academic commitments and should base evaluations on their total performance, inclusive of interdisciplinary instruction, scholarly activities, and service. The annual evaluative processes and forms typically used within the home unit should be modified to ensure that the sharing unit has notable input in the evaluation process. While the administrator of the home unit will be responsible for completing the evaluation, the administrator of the sharing unit must also provide a written performance evaluation pertaining to the faculty member’s performance of responsibilities within sharing unit. This evaluation must be included in all evaluation documents. The final evaluation completed must be reflective of these two unit level administrators’ perspectives. Prior to commencement of the appointment, both sharing unit administrators should make sure that jointly the appointed faculty member understands the explicit evaluation criteria that will be applied to their work in each unit.  

The responsibility of conducting tenure and promotion review of jointly appointed faculty lies with the home unit. However, as in the annual evaluation process, the sharing academic unit must have equitable opportunity for input during the review. Accommodations must be made in the home unit’s processes (e.g., peer review committee structures, administrative review formats, etc.), which will provide appropriate representation of the sharing academic units’ collegial peer and administrative involvement. Written documentation delineating these accommodations in the home unit’s tenure and promotion processes should be agreed upon between the sharing units prior to requesting a joint academic appointment approval from the Provost/VPAA. 

In order to resolve personnel conflicts, the home and sharing units must identify the steps jointly appointed faculty should follow if they experience concerns about the terms of the joint academic appointment and/or the actions of the units involved. In general, it is recommended that an individual faculty member’s concerns be first expressed at the most appropriate lowest level of the either the home or sharing unit. Appropriate upper levels of administration related to the academic units should become involved only if the units’ efforts to resolve the difficulty prove to be unsatisfactory. If problems persist, the relevant upper level administrators should undertake to resolve them.

If a unit has concerns about a jointly appointed faculty member’s performance or conduct, the administrator most knowledgeable about the concern should handle the difficulty. Each unit administrator has a responsibility to notify the faculty member’s sharing unit of the problem, and work jointly towards resolution. Assurance of the faculty member’s appropriate due processes among all involved is critical.  Disciplinary action, if deemed necessary, toward the jointly appointed faculty member must be recommended jointly through appropriate channels. 

Additional Information
Each unit should provide the jointly appointed faculty member with opportunities to participate broadly in the life of the academic community. Ideally, the joint appointments will afford the faculty member substantive opportunities for involvement in scholarly activities and organizational responsibilities in each of the sharing units.

A jointly appointed faculty member’s overall effort and access to resources must be comparable, in total, to faculty who hold an academic appointment in only one unit. Such resources may include mentoring, space, equipment, travel funds and other sources of funding.  

The faculty member who holds a joint appointment is expected to play an active role in helping the sharing academic units effectively collaborate together. The faculty member should make the effort to become familiar with each college’s expectations and procedures. If these procedures conflict, the faculty member should speak up in a timely way. The faculty member should inform the relevant administrators of issues that arise as a result of the joint appointment.

Tenure Track Faculty
If the appointment is for a tenure track faculty member, the home unit should identify a mentor for the jointly appointed faculty member who is familiar with his or her interdisciplinary work. The mentor should provide feedback and advice for the faculty member on a regular basis throughout the year. At least once a year, the mentor and faculty member should meet together to discuss the faculty member’s performance and progress. 

Changes in Appointment
Over the course of their academic careers at Kennesaw State University, faculty members with joint appointments may wish to change the terms of the original agreement. Sharing units may also wish to change the terms of their arrangements with other units or with individual jointly appointed faculty members. Thus, policies and procedures should be in place that allow for reconsideration of the terms of the agreement. In particular, the policies and procedures should address: a) workload modifications, b) budgetary issues, c) negotiation of the “home unit”, and d) redefining the joint appointment arrangement.

Hiring Jointly Appointed Faculty
The responsibility of hiring faculty into newly created joint appointment lines, or replacing faculty in an existing joint appointment line lies with the home unit. However, the sharing academic unit must have equitable opportunity for input during the search and selection process. Accommodations must be made in the home unit’s normal hiring processes, e.g., committee structures, interview formats, administrative recommendations, etc., which will provide appropriate representation of the sharing academic units’ collegial peer and administrative involvement. A Request To Make An Offer To The VPAA Form must be signed by both administrators of the sharing units.

* These guidelines were modified from two sources:  The University of Michigan’s, and the University of Wisconsin-Milwaukee’s policies and procedures for joint faculty appointments.

Joint Academic and Administrative Appointments Involving Two or More Divisions*

Introduction
Critical to the mission of Kennesaw State University are collaborative endeavors between Academic Affairs and one of the other administrative units (e.g., Student Success) that provide opportunities for individuals to teach, conduct research, and provide professional service across divisions. These guidelines describe the process for establishing these types of formal collaborative endeavors at Kennesaw State University.

An individual may be placed in a joint appointment in two administrative units in a variety of ways. Ultimately this request will lead to a request for approval from the Provost and Vice President of Academic Affairs (VPAA) and the vice president of the other unit. Administrative units may wish to modify existing lines or establish new lines with joint appointments in two units. Whether from an individual or an administrative unit, all requests for joint appointments must: a) demonstrate that they help fulfill the missions of the individual units and the university, and b) clearly show how they allow the individuals involved to achieve successful performance evaluations.

Below are basic definitions and guidelines to assist individuals and administrators in developing, requesting, and implementing joint appointments across units.

Definitions
Administrative Unit: an academic program, department, division, college, institute, school or center or a non-academic unit such as a department, center, or division.

Home Unit: the unit most relevant to the primary function of the individual involved in the joint appointment and with which the individual feels the closest identity.

Joint Appointment: individuals hold joint appointments if they have appointments in two or more KSU units (academic or administrative).

Sharing Unit: a unit that has joined with an individual’s identified home unit in a collaborative manner to support a joint appointment.

Guidelines
Prior to the development of the joint appointment, a Memorandum of Understanding between the sharing unit and the home unit must be developed which addresses the specific critical elements listed below. The involved units must submit this Memorandum of Understanding to the Provost/VPAA and the VP of the other unit for review and approval. The Memorandum of Understanding must identify or state:

  1. units involved in the joint appointment.
  2. home unit of the jointly appointed individual. The home unit will have the lead responsibility in the management of personnel issues and coordination of annual performance evaluations, merit decisions, tenure, and promotions in rank reviews as may be applicable for the particular individual. For tenure-track or tenured faculty, the commitment of tenure and rank will be within the academic unit. Often but not always, the home unit will be the unit with the higher workload fraction. As a general guide, the designated home unit should also be the unit that is most relevant to the individual’s discipline/expertise area, inclusive of the area of intellectual/creative pursuits, and that which the individual feels the closest identity.
  3. terms of the appointment (e.g., academic year, twelve months, etc.).
  4. tenure status of the appointment (e.g., tenured, tenure track or non-tenure track).
  5. rank or title of the applicant for the appointment.
  6. workload distribution between the two units and whether this is for the duration of the joint appointment or up for review at designated times; if the latter, state the times.
  7. eligibility criteria and expectations regarding membership on unit level committees.
  8. joint appointee’s office location, access to instructional support materials, secretarial support, and research support.
  9. method in which the home unit will modify their evaluation and review processes for annual review, tenure, promotion, and post-tenure review as applicable to be inclusive of the sharing unit’s input on performance  (see Evaluation of Appointee for additional information).
  10. processes which will be formulated to conduct joint appointment searches, interviewing, and hiring (for new positions only).
  11. mechanisms by which applicable revenues are managed if generated by a joint appointee with an externally funded grant.
  12. process for modifying or terminating the joint appointment.

A formal Letter of Approval must be signed by both the Provost/VPAA and the VP of the other unit, with copies to each unit involved and the applicant, certifying the joint appointment with all of the stipulations noted above. 

Evaluation of Appointee
The evaluation procedures of the home unit should be followed for joint appointments. The evaluation procedures of the home unit must recognize the jointly appointed individual’s multiple commitments and should base evaluations on their total performance, inclusive of instruction, scholarly activities, service and administrative responsibilities. The annual evaluative processes and forms typically used within the home unit should be modified to ensure that the sharing unit has appropriate input into the evaluation process. While the administrator of the home unit will be responsible for completing the evaluation, the administrator of the sharing unit must also provide a written performance evaluation pertaining to the individual’s performance of responsibilities within the sharing unit. This evaluation must be included in the all evaluation documents. The final evaluation completed must be reflective of these two unit level administrators’ perspectives. Prior to commencement of the appointment, both sharing unit administrators should make sure that jointly the appointed individual understands the explicit evaluation criteria that will be applied to their work in each unit.  

The responsibility of conducting tenure and promotion review of jointly appointed faculty lies with the academic unit. However, as in the annual evaluation process, the non-academic sharing unit must have equitable opportunity for input during the review. Accommodations must be made in the academic unit’s processes (e.g., peer review committee structures, administrative review formats, etc.), which will provide appropriate representation of the non-academic units’ collegial peer and administrative involvement. Written documentation delineating these accommodations in the home unit’s tenure and promotion processes should be agreed upon between the sharing units prior to requesting a joint academic appointment approval from the vice presidents. 

In order to resolve personnel conflicts, the home and sharing units must identify the steps jointly appointed individuals should follow if they experience concerns about the terms of the joint appointment and/or the actions of the units involved. In general, it is recommended that an individual’s concerns be first expressed at the most appropriate lowest level of the either the home or sharing unit. Appropriate upper levels of administration related to the units should become involved only if the units’ efforts to resolve the difficulty prove to be unsatisfactory. If problems persist, the relevant upper level administrators should undertake to resolve them.

If a unit has concerns about a jointly appointed individual’s performance or conduct, the administrator most knowledgeable about the concern should handle the difficulty. Each unit administrator has a responsibility to notify the individual’s sharing unit of the problem, and work jointly towards resolution. Assurance of the individual’s appropriate due processes among all involved is critical. Disciplinary action, if deemed necessary, toward the jointly appointed individual must be recommended jointly through appropriate channels. 

Additional Information
Each unit should provide the jointly appointed individual with opportunities to participate broadly in the life of the university community. Ideally, the joint appointments will afford the individual substantive opportunities for involvement in scholarly activities and/or organizational responsibilities in each of the sharing units.

A jointly appointed individual’s overall effort and access to resources must be comparable, in total, to individuals who hold an appointment in only one unit. Such resources may include mentoring, space, equipment, travel funds and other sources of funding.  

The individual who holds a joint appointment is expected to play an active role in helping the sharing units effectively collaborate together. The individual should make the effort to become familiar with each unit’s expectations and procedures. If these procedures conflict, the individual should speak up in a timely way. The individual should inform the relevant administrators of issues that arise as a result of the joint appointment.

Tenure Track Faculty
If the appointment is for a tenure track faculty member, the academic unit should identify a mentor for the jointly appointed faculty member who is familiar with his or her academic work. The mentor should provide feedback and advice for the faculty member on a regular basis throughout the year. At least once a year, the mentor and faculty member should meet together to discuss the faculty member’s performance and progress. 

Changes in Appointment
Over the course of their careers at Kennesaw State University, individuals with joint appointments may wish to change the terms of the original agreement. Sharing units may also wish to change the terms of their arrangements with other units or with jointly appointed individuals. Thus, policies and procedures should be in place that allow for reconsideration of the terms of the agreement. In particular, the policies and procedures should address: a) workload modifications, b) budgetary issues, c) negotiation of the “home unit”, and d) redefining the joint appointment arrangement.

Hiring Jointly Appointed Individuals
The responsibility of hiring individuals into newly created joint appointment lines, or replacing individuals in an existing joint appointment line lies with the home unit. However, the sharing unit must have equitable opportunity for input during the search and selection process. Accommodations must be made in the home unit’s normal hiring processes, e.g., committee structures, interview formats, administrative recommendations, etc., which will provide appropriate representation of the sharing academic units’ collegial peer and administrative involvement. A Request To Make An Offer To The VPAA Form must be signed by administrators of both of the sharing units.

* These guidelines were modified from two sources: The University of Michigan’s, and the University of Wisconsin-Milwaukee’s policies and procedures for joint faculty appointments.

4.1.4 Employment Contracts

Full-time faculty are issued either a fiscal year (12-month) or academic year (9-month) employment contract annually, usually in June preceding the start of a new fiscal year on July 1. These are “term” contracts for a period of only one year. A faculty member will not be reemployed in a subsequent year unless there is a new and separate contract issued for that year. (See section 4.1.8 on Non-renewal of Employment Contracts for further information in this regard).

4.1.5. Filling Vacant Faculty Positions and Faculty Search  and Screening Process

A teaching or administrative faculty position (i.e., a personnel line in the budget) is either “vacant” or “filled.” The position is filled when an individual has been formally appointed to and actively holds the position. A vacant position has, or at the time of appointment has, no active incumbent. Full-time teaching positions fall into 1 of 3 categories: 1) a permanent, full-time tenure-track faculty vacancy, 2) a permanent, full-time non-tenure-track faculty vacancy, and 3) a limited-term full-time faculty vacancy. A permanent academic teaching faculty position or administrative faculty position will normally occur in one of 3 instances: 1) the retirement of a faculty member or academic administrator who has an annual academic year or fiscal year contract, 2) the resignation/non-renewal of a faculty member who has an annual academic year or fiscal year contract, or 3) the addition of a new budgeted, line-item, faculty teaching or faculty administrative position approved by the Provost and other appropriate academic administrators.

The filling of vacant faculty and academic administrator positions on a continuing basis involves a formal search and screening process. This process is conducted within the academic affairs division for teaching faculty positions, academic administrative faculty positions, and other high-level administrative faculty positions at the request of the president. Coordination of these searches is provided by the academic affairs office.

The academic search and screening process proceeds according to established guidelines. The guidelines for filling faculty vacancies are available  on the academic affairs office website As mentioned in the guidelines, all faculty and staff members involved in faculty searches are required to successfully complete the KSU Search Committee Educational Online Training workshop every five years in order to understand the legalities related to search practices and learn about nuances associated with the diversification of applicant pools before beginning service on a search committee.  https://web.kennesaw.edu/academicaffairs/vacancies

4.1.6. Faculty Relocation and Moving Expenses Policy

Relocation and moving expenses may be provided to new, regular faculty members and administrators if funds are available in the department or college budget and relocation assistance benefits the university and its recruitment effort. The exact amount of reimbursable relocation expenses will be determined on a case-by-case basis and specified in the written offer of employment. Please refer to https://web.kennesaw.edu/hr/content/relocation for the complete relocation policy and to access the KSU Relocation and Moving Expense Reimbursement form.

4.1.7. Redirection and Reassignment of Filled Faculty Positions

Specific job duties and responsibilities of teaching and administrative faculty are constantly subject to change or modification as the circumstances and needs of the university and its units change. Departmental or unit reorganization or elimination may result in significant staffing changes. Administrative unit heads have the responsibility to manage the assignment, reassignment, redirection, and reorganization of job duties and responsibilities of the employees in their units.

Sometimes, the changes that are made in the assigned duties and responsibilities of an individual who fills a teaching or administrative faculty position on a continuing basis are so significant that they warrant an additional or changed job title. When the role of a filled position is redirected in this manner, necessitating a title change, the change is typically made through administrative approval channels. Since such change constitutes reassignment or redirection and does not involve or result in a “vacant” position, no search and screening process is necessary; the one position involved is already filled.

For example, when a tenured department chair elects to give up his/her administrative responsibilities and assume the role of a full-time teaching faculty member, that change in title and function is approved administratively. The individual already holds a continuing faculty status at KSU and does not have to reapply and go through another search and screening process to shift job responsibilities from one KSU faculty role to another.

Likewise, when a teaching faculty member has a portion of his or her load reassigned from instruction to administration that warrants the addition of an administrative title such as coordinator, director, etc., that change in title and function may also be approved administratively. Again, that individual already holds a continuing faculty role at KSU which has simply been redirected. There is no need to reapply or go through another search and screening process to shift job responsibilities for that filled but redefined faculty position.

In the administrative faculty positions of instructional department chair and above (see faculty search policy document  and section 4.1.5 for specific policies), administrative reassignment is not sufficient for a permanent or continuing appointment. If current KSU faculty are to be eligible to take on one of those positions on a continuing appointment basis, they must emerge as the candidate of choice from a search and selection process. Academic tradition and procedural guidelines in the University System restrict internal administrative redirection and reassignment prerogatives in these cases.
           
Administrative faculty positions of department chair and above may be reassigned administratively out of the responsibilities of those positions to other faculty roles. KSU faculty in other roles can be reassigned administratively to the role of acting or interim administrative faculty positions of instructional department chair or higher. However, internal candidates for an administrative faculty position of instructional department chair or higher (on a continuing appointment basis) must formally apply for those positions as part of a standard  search and screening process. In these cases, if a vacant faculty position does not exist because the previous administrative faculty remained on the KSU faculty in another capacity, a new vacant position would typically have to be created in the institutional budget.

Reassignment of a faculty administrator into other roles and unit(s) will be preceded by a discussion with the unit(s) involved. Administrative faculty serve in their administrative roles at the pleasure of their department/unit head and ultimately the president. Administrative reassignment does not constitute constructive discharge. 

Administrative faculty who hold positions in non-instructional departments and who do not hold regular academic rank and tenure or tenure-track status usually do not have the option of reassignment to the role of a teaching faculty member in an instructional department. Rarely would such administrative faculty have an option of reassignment to a different set of administrative faculty responsibilities in their or another department on a continuing basis. Reorganizations and reassignments that affect such individuals may result in the university’s election of its option for the non-renewal of a completed employment contract or possibly to a mutual agreement that results in a change in status within the classified staff system. (It is not uncommon for administrative faculty in non-instructional departments to have emerged from classified staff roles earlier in their careers.)

4.1.8. Non-renewal of Employment Contracts for Individuals with Faculty Status

All Non-tenured Faculty
Consistent with BoR Policy (Section 8.3.4.2), all non-tenured faculty members who have been awarded academic rank (instructor, assistant professor, associate professor, professor, clinical assistant professor, clinical associate professor, clinical professor, librarian assistant professor, librarian associate professor, and librarian professor) 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 and vice president for academic affairs or the president of the institution on the intent not to renew. For non-tenured faculty with academic rank, the intent to not renew a non-tenured faculty member is the prerogative of the institution, and written notice of intent not to renew follows this schedule:

  1. at least three (3) months before the date of termination of an initial one-year contract;
  2. at least six (6) months before the date of termination of a second one-year contract;
  3. at least nine (9) months before the date of termination of a contract after two or more years of service in the institution.

This schedule of notification does not apply to persons holding temporary, limited term, or part-time positions, or persons with courtesy appointments, such as adjunct appointments.

Full-time Lecturers and Senior Lecturers
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, 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.

4.1.9. Removal of a Faculty Member for Cause

The president of an institution may at any time remove any faculty member or other employee of an institution for cause. Cause shall include willful or intentional violation of the policies of the Board of Regents or the approved statutes of an institution. A tenured faculty member or a non-tenured faculty member, before the end of his or her contract term, may be dismissed for any of the following reasons provided that the institution has complied with procedural process requirements:

  • Conviction or admission of guilt of a felony or of a crime involving moral turpitude during the period of employment — or prior thereto if the conviction or admission of guilt was willfully concealed;
  • Professional incompetency, neglect of duty, or default of academic integrity in teaching, in research, or in scholarship;
  • Unlawful manufacture, distribution, sale, use or possession of marijuana, a controlled substance, or other illegal or dangerous drugs as defined by Georgia laws; teaching or working under the influence of alcohol which interferes with the faculty member’s performance of duty or his responsibilities to the institution or to his profession;
  • Conviction or admission of guilt in a court proceeding of any criminal drug offense;
  • Physical or mental incompetency as determined by law or by a medical board of three or more licensed physicians and reviewed by a committee of the faculty;
  • False swearing with respect to official documents filed with the institution;
  • Disruption of any teaching, research, administrative, disciplinary, public service or other authorized activity;
  • Such other grounds for dismissal as may be specified in the statutes of the institution.

Any student, faculty member, administrator or employee acting individually or in concert with others, who clearly obstructs or disrupts, or attempts to obstruct or disrupt any teaching, research, administrative, disciplinary or public service activity, or any other activity authorized to be discharged or held on any campus of the University System is considered by the Board to have committed an act of gross irresponsibility and shall be subject to disciplinary procedures, possibly resulting in dismissal or termination of employment.

Procedures for removal of a faculty member shall be those specified in the Board of Regents, section 8.3.9.2.

4.1.10. Visiting Faculty Appointments

Faculty members who are employed at another institution and are temporarily employed at Kennesaw State University for a designated short-term period may be appointed as a Visiting Faculty member. These faculty may be on a temporary leave of absence or sabbatical from their home institution, an executive on loan, or a visiting international faculty member and are expected to return to their home institution at the end of their appointment at Kennesaw State University. The same appointment process for limited term and part-time faculty is used for visiting faculty.

4.1.11. Limited Term Faculty Appointment

The appointment letter for this individual states explicitly at the time of employment that there is no official institutional commitment of continuing employment beyond the single term of the  limited-term assignment. Such a limited term appointment can be made without a formal search and screening process, but it requires administrative recommendation and approval at all levels between the position’s department and the president. A limited term appointment is typically made in circumstances where a new vacant position has been created or an existing position has been vacated unexpectedly, and there is insufficient time to conduct a proper search for a “continuing” appointment before the instructional and/or administrative services from that filled position are needed by the university. However, departments must attempt to fill a continuing, budgeted full-time, tenure-track or non-tenure-track position with a permanent faculty member as soon as possible. Regular Faculty who are not hired through a competitive search will typically be given a “term” appointment for one academic or fiscal year, and may be reappointed for one (1) additional year, not to exceed a total duration of 2 years.

4.1.12. Part-time Teaching Faculty Appointment

Part-time faculty are non-tenured faculty employed at a single USG institution or at more than one USG institution and are subject to the following conditions:

  1. Are employed as-needed, on a per-course, per semester limited term basis, based on standard work hours, at the discretion of the institution without a contract and will receive no compensation unless a part-time assignment is given
  2. Are not accruing time toward tenure
  3. Are required to sign a letter of agreement for each appointment period
  4. Are not the same as adjunct (courtesy) faculty appointments
  5. Are not eligible for USG benefits, unless the part-time appointment is regular and .5 FTE or greater, in which case the benefits offered will be based on FTE in accordance with the Employees Categories policy in the Human Resources Administrative Practices Manual (http://www.usg.edu/hr/manual/employee_categories)
  6. Are required to work an average of less than 20 standard hours per week over the academic year or else become fully or partially benefits eligible. See conversion chart to determine the number of contact hours that can be assigned to the part-time faculty to meet the less than 20 standard hours per week condition

An institution employing faculty at a 0.5 FTE or greater, other than in a temporary status based on the definition in the Employee Categories policy in the Human Resources Administrative Practices Manual must be considered partially or fully benefits eligible and treated accordingly.

Academic Qualifications
Part-time faculty must meet the same minimum requirements for academic preparation and credentials as their full-time counterparts. In order to teach undergraduate classes, part-time faculty must hold at least a master’s degree in the academic area in which they teach or have completed at least 18 graduate semester hours in the teaching discipline. A terminal degree in the discipline is required for part-time faculty to teach graduate courses. In exceptional cases, outstanding professional experience and demonstrated contributions to the teaching discipline may be presented and justified in lieu of formal academic preparation.

Academic Rank
Faculty rank for part-time faculty will be assigned according to the individual’s highest degree and academic experience, as is the case with full-time faculty.  All part-time faculty, regardless of the academic rank they hold, are not eligible for tenure or tenure-track status.

Appointment of Part-Time Faculty
No guarantee of employment is issued to part-time faculty at the time of appointment. An appointment as a part-time faculty member only constitutes eligibility to be employed if needed and as needed by the university at some future date. The department chair arranges part-time teaching assignments on a semester-by-semester basis and is not obligated to employ part-time faculty for subsequent semesters. These appointments are reviewed comprehensively each spring by department chairs for the purpose of determining formal reappointments for the coming year. In keeping with the temporary and as-needed status of part-time faculty, a decision not to renew an appointment can be made at the institution’s discretion; non-renewal notice provisions do not apply to part-time faculty.

Compensation and Benefits
Total compensation for part-time faculty is determined on a course-by-course basis, semester-by-semester. Part-time faculty employed on an as-needed basis are not eligible to participate in the university’s fringe benefit programs.

Attainment of an earned doctorate or terminal degree will raise the compensation level and rank of a part-time faculty member once his/her next annual appointment is renewed. The department chair must notify the Office of Academic Affairs of this achievement, and official transcripts showing the new degree must be provided for the personnel files in that office.
           
Teaching Load (Academic Course Assignments)
According to BoR policy (Academic & Student Affairs Handbook 4.2), a part-time faculty member cannot exceed more than one-half time for the year at KSU, and a part-time faculty member teaching at KSU and one or more other USG institutions must limit his/her employment to less than half-time employment for the year across all the USG institutions. When two or more KSU departments need to employ the same part-time faculty member, the department of the primary assignment is responsible for coordinating the part-time faculty member’s total load and keeping it within the bounds of less than half-time. Faculty receiving Georgia Teacher Retirement System benefits also must restrict their part-time employment to a less-than-half-time basis following retirement. Upon appointment at KSU, part-time faculty will verify in writing that they are in compliance with this policy.

KSU’s guidelines for defining the workload for teaching faculty appear in Section 2 of the Faculty Handbook. This supplemental statement serves as the operational definition of what the upper limits of a less-than-half-time faculty load will be at KSU from the perspective of the Provost/VPAA. It is important to note the distinction made in KSU’s workload guidelines between a “full faculty load” and a “full teaching load” and the reference to a “principally teaching model” for workload as described in the Faculty Handbook. The Provost’s interpretation of the upper limit of a less-than-half-time faculty workload is the teaching of no more than 19.5 standard work hours per week.

Unlike the expectations for full-time faculty, there are no additional or minimal KSU expectations for the part-time colleague to be engaged in professional service, scholarship, academic achievement or advisement responsibilities at KSU.

During the Summer Session, a part-time faculty member should be limited to teaching no more than one three-credit hour or four-credit hour course in order to be employed less than half-time during that abbreviated term.

Part-time Non-academic Course or Non-instructional Assignments
Part-time faculty members teaching non-academic courses (i.e., Continuing Education courses) or participating in non-instructional assignments (i.e., grant work or workshops) are paid per assignment based on actual hours worked rather than the standard instructional semester hour rate for academic course assignments. 

Performance Review
The instructional effectiveness of part-time faculty will be evaluated by department chairs each semester and will be considered in decisions to employ part-time faculty in subsequent semesters. When reviewing the teaching effectiveness, the department chair should follow the general institutional policy on assessing teaching effectiveness outlined in Section 2.5. of the Faculty Handbook. Part-time faculty members who demonstrate notable performance in teaching effectiveness two semesters a year for at least three consecutive academic years may be recommended by their department chairs for a merit adjustment in their course compensation.

4.1.13. Conversion from Tenure-Track to Non-Tenure-Track Faculty Status

In accordance with BoR policy (Academic & Student Affairs Handbook 4.1), a tenure-track faculty member may request a conversion from a tenure-track to non-tenure track faculty status. The request form, which is on the Academic Affairs webpage (https://web.kennesaw.edu/academicaffairs/forms), must be approved by the faculty member’s dean, the Provost, and the president.

4.1.14. Salary Conversion for Fiscal and Academic Year Appointments

According to BoR policy (Academic & Student Affairs Handbook 4.3.5), when a faculty member on an academic year contract is given a fiscal year administrative appointment, the institution should pay the faculty member an administrative stipend based on the job description and responsibilities related to the administrative role. The administrative stipend will be identified separately from the base salary amount in the faculty member’s contract and the contract will specify that the stipend is no longer available when the administrative appointment ends.

The nine-month faculty salary is set based on a comparison to other faculty members in the administrator’s academic department who have similar rank and qualifications. Because all KSU academic administrators are on twelve-month contracts, a twelve-month salary is determined by multiplying the nine-month salary by 1.3. An administrative stipend may be added to the twelve-month salary based on market conditions for a particular position, and/or to recognize additional requirements and/or unique qualifications for the position. Some academic administrators may not receive administrative stipends because their nine-month faculty salary equates to the appropriate twelve-month administrative salary.

Calculating the total administrative salary in this manner allows for both consideration of internal equity (salaries for faculty already employed by KSU) and external equity (market salaries for individuals holding similar administrative positions at other institutions.)

If an academic administrator leaves the administrative position to return to the faculty, the administrative stipend is removed and the salary is converted from twelve to nine-months by dividing the twelve-month salary (minus the administrative stipend) by 1.3.

Merit dollars are available for the full amount of the administrative salary including the stipend. Based on the recommendation of the supervisor and the approval of the Provost and Vice President for Academic Affairs, the merit pay increase can be applied to the total salary, or used to increase the stipend. Stipend amounts are renewed yearly, and the administrator’s supervisor should adjust the stipend as needed in order to maintain both an appropriate nine-month faculty salary and a competitive twelve-month administrative salary including stipend.

Forms for administrative stipend requests are available through the Faculty Affairs Office in Academic Affairs.

4.1.15. Adjunct Faculty Appointments

The University System of Georgia usually reserves “adjunct faculty status”  for courtesy or honorary appointments by institutions. The primary characteristic that usually distinguishes “part-time faculty status” from “adjunct faculty status” is that part-time or visiting faculty are compensated for their services, and adjunct faculty are not.

KSU grants adjunct faculty status through the office of the Provost and Vice President for Academic Affairs, typically upon the recommendation of a department chair and dean. Adjunct faculty are individuals who regularly make significant volunteer contributions of their personal time, talents, energy and resources to the instructional program of the university. Regular and significant volunteer contributions are typically made by student teaching supervisors, nursing preceptors, coop and internship supervisors, regular guest lecturers (who provide significant components of courses or programs annually) and others. These courtesy appointments will be made on an annual basis, renewable at the discretion of the university and serve as a small token of the university’s appreciation and recognition for the valuable contributions made to the instructional program and its students.

The title, “Adjunct Professor” will be used for the courtesy appointments of individuals who hold a doctoral or equivalent terminal degree. All others will be appointed “Adjunct Instructor.” Adjunct instructors will normally be expected to hold at least a master’s degree unless the individual has established an exceptional record of accomplishment and demonstrated success in the area of contribution to the university’s instructional program. Submission of formal credentials and transcripts will not be required for these courtesy appointments.

Unless a special exception is granted by the Provost and vice president for academic affairs (and required credentials and transcripts are on file), adjunct faculty will not serve as the instructor of record for any KSU course or grade roster. Adjunct faculty will normally not be compensated by KSU for their contributions or service, nor will they normally have employment status at KSU. Adjunct faculty status is courtesy or honorary appointment and earns no credit toward tenure.

Supervising Master Teachers
Because of their unique contribution to the preparation of teachers through the on-site supervision of student teachers, the Provost and vice president for academic affairs has granted an exception and these adjunct faculty can serve as the instructor of record for student supervision only. Because they are the instructor of record, the required credentials and transcripts must be on file in the office of academic affairs.

4.1.16. Visas for Non-U.S. Citizens

Faculty members must have current, valid proof of employment eligibility in the US due to citizenship, status as a permanent resident or status as an employment-eligible non-resident when they begin work at KSU.

Non-resident international faculty at KSU can be sponsored either as short term visiting scholars (J-1 visa) through the Institute for Global Initiatives or for extended employment under an employment sponsored visa (such as an H1B) through Human Resources. International faculty may contact Human Resources for advice and assistance regarding employment eligible visa status. Department chairs wishing to sponsor short-term scholars for J-1 visas should contact the Office of International Services and Programs for assistance.
 
KSU sponsors filings for employer-sponsored petitions (ex. H1B) and permanent residency for full time tenure track faculty only. Information is available from Human Resources and at https://web.kennesaw.edu/hrinternational/.

4.1.17. State Restrictions on Kennesaw Faculty Employment Elsewhere in the University System

According to State law as recently interpreted by Georgia’s Attorney General, employees of one unit of the University System are generally not to be employed by another unit or office of the University System. This includes part-time and/or summer teaching employment. Exceptions can be made, but special conditions must be met, involving negotiated written agreements between the two institutions.

If you are engaged in or plan to accept any additional employment elsewhere in Georgia’s University System over and above your employment at Kennesaw State, please contact your department chair so that steps can be taken to bring your plans into compliance with State Law.