The collective bargaining agreement between Cleveland state university and the American association of university professors, CSU chapter, currently in force no longer includes certain articles (or portions, thereof,) contained in previous agreements. Of these excluded texts, the following are now incorporated in Chapter 3344-16 of the Administrative Code and the current personnel policies and bylaws, and as such, remain as university policy until modified by appropriate procedures of faculty governance and/or the provost.
Chapter 3344-16 | Faculty Member Rank Achievement
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Rule 3344-16-02 | Classroom and related responsibilities.
(A) Examination and grades. (1) Dates for final examinations are posted on the university registrar's website. All final examinations shall be administered during the period assigned by the university registrar and shall follow the approved time schedule as designated by the administration. In the event of a class without a final exam, a class session shall be held during the scheduled final exam period. Laboratory, thesis, internship, field work and independent study courses are excluded from this requirement. In classes where take-home finals are assigned, the take-home examination is due on the day and time of the regularly scheduled final. (2) Faculty shall be required to submit grades at the end of a term. Faculty teaching one-hundred and two-hundred-level courses shall also make every reasonable effort to submit mid-term grades for freshmen enrolled in such courses. Final grades should be submitted within forty-eight hours of the end of the examination, but not later than the deadline established by the registrar's office. (3) One copy of each syllabus shall be filed with the chair and supplied to the students at the start of classes. The syllabus shall contain grading and pedagogical guidelines as well as course content and assignments. A copy of the final exam should be given to the chair after the end of the term upon request. A faculty member shall preserve students' answers to final examinations for one semester unless returned to the student, except that examinations from the spring semester should be retained until the end of the fourth week of the ensuing fall semester. (B) Class schedules and rooms. (1) If a faculty member finds it necessary to change a scheduled time or classroom assignment, written approval of the chair or dean's designee is necessary before any change is announced to students in the class. (2) Faculty have an obligation to meet their scheduled classes, throughout the scheduled time, unless an approved alternative learning experience has been assigned in the syllabus as part of the course requirement. On those occasions when faculty know ahead of time that it may be necessary for them to be absent from class because of attendance at a professional meeting or because of religious observance, faculty shall request written permission from the chair or dean's designee and work with the latter to make appropriate arrangements for covering missed classes. (3) When a faculty member is forced by illness to cancel class, the faculty member shall, if possible, inform the students and the department chair of such cancellation at a reasonable period of time before the class is scheduled to meet. (C) Student evaluation of instruction. The faculty senate shall have oversight for assessing the instruments used in each college for the student evaluation of instruction. The college evaluation form(s) may include additional questions addressing the normative attributes of particular courses, such as class size and method and level of instruction. Faculty members may add their own questions to the college form(s). Deans or their designees, in cooperation with departmental or college faculty, shall establish procedures for the distribution, collection, and tabulation of the instrument(s). The appropriate college evaluation form(s) shall be distributed and tabulated in each course for each faculty member. Evaluation results shall be returned to the faculty member and kept on file in the departmental and dean's offices. (D) Office hours. Each faculty member shall maintain regular office hours, on a schedule approved by the chair or dean's designee, when they are available to students in their classes and their academic advisees without previous appointment. These office hours shall occur at optimum times for students and advisees; they shall be posted and listed on the syllabus. Faculty shall also make themselves available by appointment to accommodate students who cannot see them during regularly scheduled office hours. (E) Faculty availability. All full-time members shall be available for service at the university throughout the academic year. Faculty shall be available for advising as needed on a rotating basis, coordinated by the department chairperson, during the week of the registration period before each semester. Faculty shall be charged sick time if they are unavailable for assigned service because of illness during that week. (F) Commencement exercises. The administration and the CSU-AAUP recognize university commencement exercises as an important hallmark in students' lives. Whereas both the administration and CSU-AAUP encourage all faculty to attend commencement exercises, at least one-quarter of the faculty shall attend the December and May commencement exercises in full academic regalia. Supplemental Information |
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Rule 3344-16-03 | Faculty professional development.
In addition to the professional responsibilities as described in rule 3344-16-02 of the Administrative Code, faculty are expected to continue their professional development. In order to assist in the process of faculty professional development within the context of the university's purpose and direction in the areas of teaching, research and service, the following procedures shall be employed: (A) Faculty annual activities report. (1) The faculty annual activities report ("FAAR") shall be due on or before April thirtieth of each year. The FAAR shall report on faculty activities and achievements for the preceding period May first to April thirtieth. Not later than September thirtieth of each year faculty shall meet with their department chairs to discuss their professional plans for the current academic year. The chair and faculty member shall discuss the areas of teaching, scholarship/creative activities, and professional service, indicating what the faculty member hopes to accomplish in each of these areas. The chair shall comment on those plans in terms of the career interests of the faculty member, the academic purpose and direction of the department, and the professional service interests of the university and community. The purpose of faculty/chair discussions is to develop a plan for faculty professional development that takes into consideration both individual professional development and the purpose and direction of the department, the college and the university. The chair may also suggest alternate or additional opportunities for professional growth, and suggest possible sources of support to assist faculty. (2) The faculty member, based on the discussions with the chair, shall prepare a written statement describing their planned goals and objectives for the year. The faculty development plan statement shall be due on or before October fifteenth of each year. This statement shall be reviewed by the department chair and added to the faculty annual activities report (FAAR). The statement of goals and objectives may be revised or amended to reflect new directions in a faculty member's professional development. The revised or amended statement shall be reviewed by the department chair and added to the FAAR. (3) Faculty members shall indicate on the FAAR the degree of progress toward achieving the goals and objectives articulated in the previous academic year's FAAR. For purposes of evaluating faculty, however, achievement shall be measured on the basis of tangible, objective evidence of progress towards stated goals, achievements that had not been anticipated at the time of the faculty member's statement of planned goals and objectives, and on the overall record of accomplishment for the year. (4) The college FAAR forms may be amended by agreement between the administration and the university faculty affairs committee. (B) Faculty development plan. Faculty development plans may include, but need not be limited to: (1) Teaching. New course development. Revising or sustaining instructional quality in existing courses. Development of methods for assessing courses and teaching effectiveness. Assumption of important curriculum responsibilities for department or college. Efforts to attract new students or to attract external funding for teaching innovation. (2) Scholarship/creative activities. New initiatives in research or creative activity, as well as continuation of ongoing projects. Problem-solving activities linked to specific aspects of university's mission to local community. Efforts to attract external funding. (3) Service. Assumption of responsibilities for a major task within the university or externally in professional or community organizations. Sustaining or increasing levels of involvement in faculty governance, and/or other service activities. (C) The university will establish a program to encourage faculty in scholarly/creative activities and teaching innovation. In addition, the university will establish a clearinghouse function for circulating and sharing information on teaching effectiveness. Supplemental Information |
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Rule 3344-16-04 | Off-campus teaching.
(A) Departments that offer courses for academic credit off-campus shall develop procedures to ensure that faculty teach these courses either as part of their regular workload or on a voluntary overload basis. A faculty member may, in consultation with the department chair or director, and dean be assigned an off-campus teaching assignment. If the off-campus assignment is part of a bargaining unit member's regular workload, then the assignment shall be governed by the workload provisions of the relevant collective bargaining agreement. All overload assignments shall be approved by the appropriate college dean. (B) Faculty members shall be reimbursed for the use of their personal vehicles when the distance traveled to an alternative site of instruction is greater than their normal commute to the central campus. Reimbursement for mileage, parking fees and tolls shall be made in accordance with standard university policies governing travel. If inclement weather or other hazardous conditions prevail, then the faculty member shall also be reimbursed for hotel and meal expenses in accordance with standard university travel policy. (C) Any course offered off-campus for academic credit shall be approved through the same procedures required for approval of on-campus offerings. All expenses for copying (i.e., syllabi, examinations, or other course materials) shall be borne by the department credited with the off-campus assignment. Examinations, submission of final grades and pedagogical guidelines such as content and assignments shall be governed by rule 3344-16-02 of the Administrative Code. Supplemental Information |
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Rule 3344-16-05 | Faculty-student ratio.
(A) The ratio of full-time equivalent (FTE) students to full-time equivalent faculty (all teaching faculty, bargaining and nonbargaining) shall be maintained at a value not to exceed twenty to one across the university, with a limit not to exceed a ratio of twenty-five to one for any individual college. (B) The administration and the CSU-AAUP recognize the need to maintain a strong complement of full-time tenure track faculty. Therefore, if either of the ratios specified in paragraph (A) of this rule is exceeded for two consecutive semesters (not including summer semester), representatives of the administration and the CSU-AAUP shall meet to develop a strategy to restore these ratios. (C) The foregoing provisions of this article shall not apply if the university declares a financial exigency or if conditions warrant an academic reorganization. (D) Before the end of the fourth week of the second term in each academic year, the administration shall calculate the ratio of full-time equivalent (FTE) students to full-time equivalent faculty (all teaching faculty, bargaining and non-bargaining) for each college and for the university as a whole for the previous academic year and shall publish the results to the campus community. In addition, the administration shall provide the CSU-AAUP with a separate copy of the results and how the ratios were calculated. Supplemental Information |
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Rule 3344-16-06 | Holiday observances.
(A) The university recognizes the following holidays: New Year's day Martin Luther King day Presidents' day Memorial day Independence day Labor day Columbus day Veteran's day Thanksgiving day Christmas day (B) The administration may establish alternate days of observance for the following holidays: Martin Luther King day President's day Columbus day Veteran's day (C) On days which are designated by the university to be holidays, faculty members shall not be required to be on campus, or at an off-campus site, or to perform any other duties with respect to the university. Nevertheless, on days designated by the university to be holidays, faculty members shall have access to the campus and to their offices and research facilities. Supplemental Information |
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Rule 3344-16-07 | Retirement.
(A) For full-time faculty members who retire with at least ten years of service, the university shall automatically continue to provide the following services: e-mail, internet access, library privileges, use of a Viking card, parking, and recreation. Those services shall be offered under the same terms and conditions as they are offered to regular faculty. Each year by April first, a notice shall be sent via e-mail to which the faculty member shall respond affirmatively for services to be continued for the next year. A second e-mail shall be sent notifying retired faculty of the imminent termination of these services in the event that no affirmative response is received. After this second notice, services shall be terminated if the faculty member fails to respond affirmatively. (B) A full-time faculty member at Cleveland state university with at least ten years of service who retires under the regulations of the state teachers retirement system or under an approved alternative retirement plan (ARP) may elect at the faculty member's sole option to continue part-time employment at CSU for a period of three years following retirement. (C) A faculty member who chooses this option will be assigned up to nine credit hours of teaching, or its equivalent in administrative service, in each of the three academic years (not including summer). Employment may consist of, per academic year: (1) A maximum of nine semester credit hours of teaching; (2) A maximum of the equivalent of nine semester credit hours of teaching performed as administrative service; or (3) Any combination of teaching or administrative service to the equivalent of nine semester credit hours of teaching. When choosing post-retirement part-time employment, the faculty member must specify at that time how many credit hours of work (teaching or its service equivalent) are being claimed. The extent to which the faculty member's post-retirement work will be composed of the teaching or service will depend upon CSU needs. The combination of administrative service and teaching may vary over the three-year period. (D) Faculty who choose this option shall be compensated at the summer salary rate specified in the relevant section of the current collective bargaining agreement. (E) Administrative service may be performed at the discretion of the provost and/or dean in consultation with the department chair or school director and with the concurrence of the retiring faculty member. (F) The courses to be taught and/or the type of administrative service, and the semester(s) of employment service, shall be determined annually by the department chairperson or school director and the dean in consultation with the faculty member. (G) A full-time faculty member at Cleveland state university with at least ten years of service who retires under the regulations of the state teachers retirement system or an approved alternative retirement plan (ARP) and who elects to continue part-time employment at CSU must cash out their sick leave at the time of retirement or forfeit their sick leave. Sick leave may not be used during the post-retirement employment period pursuant to this article. (H) A faculty member may discontinue part-time post-retirement employment participation by appropriate and timely notification of the department chairperson or school director. The faculty member shall retain the option of increasing the teaching credit hours to remain within the limits as specified in paragraph (C) of this rule. (I) Regulations, rules, and policies of the state teachers retirement system or approved (ARP) are beyond the scope of Cleveland state university's personnel policies and shall not, under any circumstances, be subject to the grievance provisions of those policies. Last updated October 17, 2024 at 8:33 AM Supplemental Information |
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Rule 3344-16-08 | Emeriti faculty.
(A) Qualifications. Emeritus and emerita status reflecting the rank achieved as a faculty member shall be conferred upon qualified retiring faculty members who request it. Appointment to an emeritus or emerita faculty rank shall be granted only to retiring faculty members who have achieved the rank of associate professor or professor, associate college lecturer or senior college lecturer, associate professor of practice or professor of practice, clinical associate professor or clinical professor, college of law clinical professor or college of law legal writing professor at Cleveland state university and have served Cleveland state university full-time for at least ten years. (B) Privileges and responsibilities. Emeritus or emerita faculty members may from time to time be requested to teach a course. They have the right to attend appropriate faculty meetings, whether these are committee, departmental, college, faculty senate, or university faculty meetings. They may serve on faculty committees but may not vote in faculty meetings. They should be provided with reasonable facilities and privileges, as recommended by departmental chairpersons, to the extent that university resources reasonably allow; final determination shall be made by the president. Their names shall be listed in the university bulletins and directory, and they shall receive any other benefits and privileges specified by the president. (C) Rank. Upon appointment to emeritus or emerita faculty status, a retiring associate professor or professor shall be designated associate professor emeritus/emerita or associate professor emeritus/emerita. A retiring associate college lecturer or senior college lecturer shall be designated associate college lecturer emeritus/emerita or senior college lecturer emeritus/emerita. A retiring, associate professor of practice or professor of practice shall be designated associate professor of practice emeritus/emerita or professor of practice emeritus/emerita. A retiring clinical associate professor or clinical professor shall be designated clinical associate professor emeritus/emerita or clinical professor emeritus/emerita. A retiring college of law clinical professor or college of law legal writing professor shall be designated college of law clinical professor emeritus/emerita or college of law legal writing professor emeritus/emerita. Supplemental Information |
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Rule 3344-16-09 | Parking facilities.
(A) Faculty members who wish to use the university parking facilities may obtain a parking permit for a fee from the university. Faculty shall be subject to all parking rules and regulations. (B) The amount of parking fee increases, if any, shall be uniformly applied to faculty, students, staff and administrators. (C) Income from parking fees shall be used only to support parking facilities and operations, including maintenance and new construction. (D) The CSU - AAUP and faculty senate shall be informed of any proposed changes in parking fees at least one semester in advance and the administration shall discuss any proposed changes in fees with the CSU - AAUP and faculty senate. Supplemental Information |
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Rule 3344-16-10 | Travel expenses.
(A) Within budgetary limitations, CSU shall reimburse faculty for travel expenses incurred in: (1) Attending professional conferences and meetings; (2) Attending programs involving faculty development; (3) Conducting research and other scholarly activities away from campus; and (4) Conducting official university business. (B) Application for travel funds shall be made as early as possible to the department chair or dean's designee, who may authorize such funds. A request for reimbursement shall be supported by original sales slips, invoices or receipts, and shall be submitted on the proper university form. Faculty shall comply with all university rules and regulations in regards to reimbursement. At the beginning of the academic year, each dean shall inform all college faculty of the amount of travel money available to each faculty member for the coming year, and shall describe how any additional travel money will be distributed, including procedures for applying for this additional money and the criteria that will be used in distributing these funds. Supplemental Information |
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Rule 3344-16-11 | Library.
(A) Interlibrary loan of materials needed for teaching or scholarship/research requested through the CSU library shall be available free of cost to faculty members. (B) All photocopying of materials from the library which are requested by a faculty member for use in teaching or research/scholarship shall be free of cost to the faculty member, subject to prior approval by the chair or dean's designee. Supplemental Information |
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Rule 3344-16-12 | Recreation facilities.
(A) University rules and regulations, including applicable user fees. (B) Income from recreation fees shall be used only to support recreation facilities and operations. (C) The CSU - AAUP and faculty senate shall be informed of any proposed changes in recreation fees at least one semester in advance and the administration shall discuss any proposed changes in fees with the CSU - AAUP and faculty senate. Supplemental Information |
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Rule 3344-16-13 | Provision and use of university postage.
The administration shall provide postage for faculty members to mail materials related to scholarly or instructional activities or university business. Faculty members shall not use university postage to mail materials of a personal nature. Supplemental Information |
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Rule 3344-16-14 | University teaching council.
(A) The university teaching council shall consist of: (1) Fifteen faculty members eligible under paragraph (B) of this rule, two from each of the seven academic colleges and one from the school of nursing. Eligible faculty members shall be nominated by the deans of their respective colleges and submitted to the provost by May first each year. The provost will approve the nominations and notify incoming council nominees by August fifteenth. The term of service for regular members is three years, from September first to August thirty-first. (2) The director of the center for faculty excellence, serving as chairperson. (3) One undergraduate and one graduate student representative. (4) The director of general education as a non-voting member. (5) Other non-voting members may include liaisons from eLearning, the university library or other relevant units involved in supporting teaching as deemed necessary by the chair of the council. (B) Eligible faculty: To be considered eligible for appointment to the university teaching council, nominees must be well-recognized, excellent teachers as indicated by department chair, peer and student recommendations, nationally recognized scholarly activity, or other appropriate indicators; be able and willing to attend meetings on a regular basis and actively participate in the deliberations and activities of the university teaching council. (C) The university teaching council shall be charged with the following responsibilities: (1) Teaching policies: review and advise university faculty affairs committee regarding all proposals for policies concerning teaching activities; review and advise the faculty, deans, and provost on all proposals for new programs designed to enhance teaching excellence and success. (2) Internal funding programs: review and recommend changes to the provost on internal funding programs for supporting and developing teaching. The university teaching council will also be requested to participate in reviewing proposals for internal competitions and awards, ranking the proposals and forwarding recommendations for funding to the provost. (3) Provost's teaching summit: plan and implement the annual provost's teaching summit. (4) Bylaws of the university teaching council: The university teaching council shall develop bylaws and procedures. (5) Committees: appointment and discharge of such committees as deemed appropriate. These committees may include members outside the university teaching council, including external to the university. (6) Best practices: develop and communicate best practices pertaining to teaching for dissemination to the faculty through the center for faculty excellence. Supplemental Information |
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Rule 3344-16-15 | Faculty Tenure.
(A) Tenured appointments. Tenure is the status established by formal action by the board of trustees granting the prerogative of a faculty member to employment on a continuing basis by the university subject to dismissal only for specific causes specified in this policy and after due process. The status of tenure provides a faculty member with the academic freedom to conduct scholarly research and teach topics that may be unpopular but that are in keeping with appropriate academic rigor in the relevant discipline of study. In no way does academic freedom limit the diversity of intellectual viewpoints in the classroom or other academic settings. (B) Tenure-track probationary appointments. A person appointed without tenure to a full-time faculty position is subject to termination in alignment with university policy. Faculty members with probationary appointments shall serve a probationary period not to exceed six years. Faculty members with probationary appointments are eligible for tenured appointments in accordance with the applicable terms and procedures of the university. (C) Tenure and academic rank. Tenure may be granted only to faculty members of the rank of associate professor or professor. Promotion to the rank of associate professor or professor must be accompanied by the granting of tenure. The awarding of tenure to a faculty member already holding the rank of associate professor or professor is based on evidence that the candidate continues to meet the appropriate standards for these academic ranks. All aspects of this policy that apply to assistant professor, associate professor or professor appointments shall also apply to clinical assistant professor, clinical associate professor or clinical professor appointments, respectively. (D) Time limits. (1) Evaluation for tenure of faculty members whose original appointment was as instructor or assistant professor must take place no later than the sixth year of the probationary period. If the board grants tenure, it shall become effective the beginning of the next academic year. If tenure is not granted by the end of the probationary period, the appointment for the next academic year will be a terminal appointment. Faculty members on such a terminal appointment may not be candidates for promotion or tenure unless a review is mandated as part of the resolution of an appeal. (2) Unless granted at the time of the original appointment as associate professor or professor, tenure may be granted during a probationary period which shall not exceed three years or, for a person without previous full-time college teaching experience, four years. Faculty members whose original appointment was as instructor or as assistant professor shall have a probationary period not exceeding six years. (3) In computing years of service in fulfillment of this six-year maximum probationary period, credit shall be given for a maximum of two years of prior service if the service includes all of the following characteristics: full-time; tenure-track; in a position requiring research; and service performed post-terminal degree. The absence of any one of these characteristics disqualifies the prior service for credit. The above parameters also apply to all faculty, including college lecturer and visiting positions (but excluding professional staff positions) with prior service at CSU. For faculty hired as pre-terminal degree tenure-track instructors at CSU, all years count toward the probationary period except that the faculty member may elect not to count up to two years of such service. At the time of moving to the assistant professor rank, the faculty member wishing not to count such service must so inform the dean and department chair or school director in writing. (4) A faculty member whose original appointment was as instructor or assistant professor may request an extension of their third-year or fifth-year reviews or their probationary period. Extensions may be requested whether or not the faculty member qualifies for or takes a leave of absence. An extension may be requested for the following reasons: (a) Extended illness or disability of the faculty member; (b) Providing primary care for an immediate family member (e,g, spouse or domestic partner, a child, or parent) who is ill or disabled; (c) Providing primary care for a child under eighteen months of age (the child must be living with the faculty member who provides the primary care); or (d) Providing primary care for an adopted child (the child must be living with the faculty member who provides the primary care) within eighteen months of adoption. (5) Timing. Requests for an extension of the probationary period may be submitted at any point in the first five years of the probationary period, but no later than March first of the fifth year. (6) f. Procedure. A faculty member must timely submit the request to the provost, including the proposed new tenure date, along with a current curriculum vitae and evidence to substantiate the qualifying reason for the extension. If the request is for the faculty member's own health condition or disability, any medical information shall be submitted to the human resources department in accordance with the ADA reasonable accommodation guidelines. If the request for extension is to provide primary care for a child, proof of the birth or adoption must be provided (unless it has been submitted to human resources for benefits purposes), along with a certification by the faculty member of primary care provider status. If the request for extension is to care for an ill or disabled family member, the request must include documentation from a health care provider that such care is required and a certification by the faculty member that the faculty member is providing the primary care. (7) Decision making. The provost may consult with the relevant department chair or head and or dean about the request. If the faculty member seeks the extension based upon the faculty member's own health condition, the request may be considered as a request for reasonable accommodation under the Americans with Disabilities Act and considered by the provost in accordance with applicable guidelines and forms designated by the department of human resources and in consultation with the employee ADA coordinator. The provost's decision is final. Decisions regarding the granting of an extension are based on: (a) Verification of the condition(s) leading to the request; and (b) Verification that the faculty member demonstrated significant progress toward achieving the standards for review, reappointment, promotion, and/or tenure prior to the condition(s) leading to the request. (8) Length of Extension. Initial extensions may be granted for one year. Total duration of allowable extensions of the probationary period is two years, with the second year being either an approved continuation of the original extension or a new extension for another reason. The faculty member must initiate a request for a second extension. If tenure is not granted at the end of the probationary period, notice of termination shall be given. (E) Evaluation for tenure. The evaluation of tenure will follow the applicable processes and procedures defined in the CSU-AAUP collective bargaining agreement for promotion and reappointment. (F) Standards for granting tenure. The following shall be considered in evaluating faculty for tenure: (1) Teaching. The highest standards are comprehensive knowledge of the field of study, thorough preparation, intense interest in students as well as sensitivity to student interest, open-mindedness, independence and integrity, and above all, intellectual enthusiasm which is transmitted to students. (2) Creative Achievement. The standard of scholarship requires a working commitment to inquiry, research and to creative achievement. The university obligation for the generation of new knowledge and practices imposes a responsibility for creativity, whether in inquiry and investigation, writing, design and production or in the performing and fine arts. In the best of scholars and the best of teachers, creative inquiry is joined with effective classroom teaching. Candidates for tenure who submit co-authored material for review shall also provide an explanation of their contribution to such materials. (3) Professional Service. A university faculty member is a "citizen, a member of a learned profession, and an officer of an educational institution," according to the 1940 joint AAUP/AAC statement of principles on academic freedom and tenure. After a period of personal growth and development as a teacher and creative scholar, a faculty member may properly be expected to assume increased responsibility, in keeping with the faculty member's professional interests, for the governance of the university, the standards of the faculty member's discipline and the welfare of the civic community. (G) Tenure for administrative appointments. Individuals who are recruited to Cleveland state university for appointment as administrators, who also desire a tenured appointment in an academic department, shall submit credentials to the academic department concerned. The department may request an interview with the individual. The bargaining unit members of the department shall vote by secret ballot as to whether the individual is acceptable for appointment to the department. The appropriate departmental PRC, or in those colleges in which departmental PRCs do not exist, the members of the department shall make a recommendation as to the individual's qualifications for tenured academic rank. The recommendations shall then be forwarded to the chairperson of the department who will submit them along with their recommendation to the dean. (H) Appeals. If a faculty member wishes to appeal the final evaluation, the faculty member may do so by submitting an appeal application to the provost's office within fifteen business days alleging: material procedural error or misapplication of the selection criteria. An appeals committee, three faculty members appointed jointly by the provost and faculty senate chair, plus a non-voting HR advisor, will issue a recommendation within twenty business days. The president issues a final decision; the board retains ultimate authority. (I) Policy Review Cycle. The provost's office is responsible for this policy. At a minimum, every five years, the provost shall ensure that the policy is reviewed and recommend whether the policy should be reaffirmed without revision, amended, or rescinded. The provost may invite the participation of faculty bodies in such a review. Policies may be reviewed on an earlier timeline depending on necessity and change in law or practice. Last updated December 20, 2025 at 12:43 AM Supplemental Information |
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Rule 3344-16-16 | Faculty workload assignment.
(A) Teaching, conducting research, scholarship, creative activity and providing public, departmental and university service are together regarded as normal and necessary in fulfilling an academic appointment. Such an appointment implies that faculty members will be engaged in student advising and serve on departmental, college and university committees assisting in the day-to-day operations of the academic enterprise. Where appropriate, it is expected that faculty members will contribute their expertise to the public good. (B) All full-time faculty members have a total workload of thirty credits per academic year, divided among teaching, research/scholarship/creative activity, service, clinical supervision and education and administration. The normative workload requirement for each faculty member with an academic appointment, consists of the standard teaching, scholarship, service, clinical supervision and education and administration, as described below, or an equivalent alternative. (1) Teaching. A standard three-credit-hour course is defined as reflecting ten percent of total faculty workload. A standard teaching load for tenure-track faculty, including clinical faculty, is eighteen semester hours per academic year, equivalent to sixty percent of total workload. A standard teaching load for non-tenure-track faculty, lecturers and professors of practice, is twenty-four semester hours per academic year, equivalent to eighty percent of total workload. The teaching needs of the school or department will be considered in determining whether a faculty member may be assigned a teaching workload that deviates from the standard eighteen credit hours. Individual tenure-track faculty may be assigned a teaching workload assignment outside the standard to reflect an extraordinary level of attention to research or service. Such a recommendation for deviation is made by the department chair or school director and must be approved by the dean. Probationary, tenure-track, faculty members may be assigned a teaching load less than the normative teaching load assignment. (2) Service. A standard service assignment for a full-time faculty member shall comprise twenty percent of total workload, equivalent to six credits per academic year. It is expected that most faculty members shall be assigned a standard service load, and it should be rare for a faculty member to be assigned more service than a standard load. Such a recommendation for deviation is made by the department chair or school director and must be approved by the dean. (3) Research/scholarship/creative activity. The standard expectation for research, scholarship, or creative activity (RSCA) for a tenure-track or tenured faculty member is twenty percent of total workload, equivalent to six total credits per academic year. In consultation with a faculty member, a department chair or school director may assign a deviation of the number of RSCA workload credits. Such a recommendation is made by the department chair or school director and must be approved by the dean. The basis for such deviation may include, but is not limited to, exceptional scholarly activity as well as external grants to support such scholarly activity. Faculty members are allowed to buy additional credits of RSCA workload using external grant funds. Such credits may be used to reduce the teaching workload assignment. Normally, there is no expectation of RSCA workload assignment for non-tenure-track faculty members, lecturers and professors of practice, or for clinical faculty members. In rare cases, a department chair or school director may recommend the assignment of some RSCA workload for a non-tenure-track faculty member. Such a recommendation must be approved by the dean. (4) Clinical instruction and supervision. In departments or schools where clinical education is part of the curriculum, a full-time faculty member may be assigned workload hours to conduct clinical instruction or supervision. (5) Administration. In some cases, full-time faculty on nine-month appointments may be assigned administrative duties as part of their workload. (C) Policy review cycle. The provost's office is responsible for this policy. At a minimum, every five years, the provost shall ensure that the policy is reviewed and recommend whether the policy should be reaffirmed without revision, amended, or rescinded. The provost may invite the participation of faculty bodies in such a review. Policies may be reviewed on an earlier timeline depending on necessity and change in law or practice. Last updated December 20, 2025 at 12:43 AM Supplemental Information |
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Rule 3344-16-17 | Faculty annual performance evaluation.
(A) Each full-time faculty member at Cleveland state university shall undergo an annual performance evaluation based on the assigned workload for the preceding academic year. (B) Prior to the beginning of each academic year, each faculty member shall be presented with their assigned workload for the academic year. This assigned workload shall include performance expectations for the upcoming academic year and shall serve as the basis for the performance evaluation conducted at the end of the academic year. The evaluation will be based on the faculty annual activities report (eFAAR) submitted by faculty members. The annual performance evaluation shall meet and include the following: (1) The evaluation shall be comprehensive and will include standardized, objective, and measurable performance metrics. (2) The evaluation shall include an assessment of performance for each of the following areas that the faculty member has spent at least five percent of their annual work time during the preceding year, as assigned in workload: (a) Teaching (b) Research, scholarship, creative activity (c) Service (d) Clinical instruction and supervision (e) Administration The evaluation shall include a summary assessment of the performance areas listed above and shall be rated as "exceeds performance expectations," "meets performance expectations," or "does not meet performance expectations." Student evaluations conducted pursuant to section 3345.451 of the Revised Code account for at least twenty-five per cent of the teaching area component of the evaluation. The evaluation shall serve as a basis for workload assignment for the following year, and such assignment shall serve as the basis for the subsequent year evaluation. The workload assignment shall be compliant with CSU's established workload policies adopted under section 3345.45 of the Revised Code and shall receive approval from the dean of the college and the provost. (C) Evaluations shall be conducted by the department chair or school director, reviewed and approved by the dean, and submitted to the provost for final review. If there is disagreement between the chairperson and dean, the provost shall have final decision authority. (D) Appeals. If a faculty member wishes to appeal the final evaluation, the faculty member may do so by submitting an appeal application to the provost's office. (E) Policy review cycle. The provost's office is responsible for this policy. At a minimum, every five years, the provost shall ensure that the policy is reviewed and recommend whether the policy should be reaffirmed without revision, amended, or rescinded. The provost may invite the participation of faculty bodies in such a review. Policies may be reviewed on an earlier timeline depending on necessity and change in law or practice. Last updated December 20, 2025 at 12:43 AM Supplemental Information |
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Rule 3344-16-18 | Faculty post tenure review.
(A) All full-time faculty members at Cleveland state university shall undergo annual evaluation of performance pursuant to section 3345.452 of the Revised Code. If a tenured faculty member receives a rating of "does not meet performance expectations" within the same evaluative category, RSCA, teaching, service, clinical instruction, or administration, for two out of three consecutive years, the tenured faculty member shall undergo a post-tenure review in the year following the second "does not meet expectations" rating. (B) The procedure for post-tenure review is intended to follow those for tenure and promotion reviews and shall be as follows: (1) The post-tenure review shall be focused solely on the evaluative category or categories in which the faculty member received a rating of "does not meet performance expectations" within the same evaluative category or categories for two of three consecutive years. (2) The post-tenure review process will follow the same calendar and evaluative structure (department/college/university faculty peer review committees (PRC), chair/director, dean), as the tenure review process as defined in the board approved tenure policy. (3) The provost shall make the final determination of whether a faculty member shall continue to hold tenure at Cleveland State University. This recommendation shall be based on the recommendation from the department, college, and university PRCs, chair and dean. (C) In the event that the final determination of a post-tenure review deems that a tenured faculty member shall maintain tenure, the faculty member will undergo another post-tenure review in the subsequent two years if the faculty member receives an additional "does not meet performance expectations" assessment in any area of the faculty member's annual performance evaluation. (D) In the event that the final determination of a post-tenure review deems that a tenured faculty member shall not maintain tenure, the provost shall choose from one of the following options: (1) The faculty member may be subject to remedial training and another post tenure review. (2) The faculty member may be issued a contract to serve as a full-time faculty member, but without tenure as a non-tenure-track faculty member. (3) The faculty member is issued a terminal contract for the following academic year. (E) Appeals. The appeal process will follow the outlined procedures in the initial tenure review process. (F) Policy review cycle. The provost's office is responsible for this policy. At a minimum, every five years, the provost shall ensure that the policy is reviewed and recommend whether the policy should be reaffirmed without revision, amended, or rescinded. The provost may invite the participation of faculty bodies in such a review. Policies may be reviewed on an earlier timeline depending on necessity and change in law or practice. Last updated December 20, 2025 at 12:43 AM Supplemental Information |
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Rule 3344-16-19 | Faculty retrenchment.
(A) Purpose and scope. This policy establishes CSU's procedures for faculty retrenchment and is adopted pursuant to sections 3345.454 and 3345.456 of the Revised Code. It applies to all full-time tenured, tenure-track (through the end of their current appointment), and renewable-term faculty at Cleveland state university. Nothing in this policy limits CSU's obligations under section 3345.454(C) of the Revised Code to eliminate undergraduate degree programs that average fewer than five degrees annually over any three-year period, unless the chancellor grants a waiver. Program discontinuance decisions may independently lead to retrenchment under this policy. (B) Policy. (1) Retrenchment means a process by which CSU reduces programs or services, resulting in the temporary suspension or permanent separation of one or more faculty members, to address reductions in student population or funding, changes to institutional mission or programs, or other fiscal pressures or emergencies. (2) CSU shall not bargain retrenchment policies except for faculty who, at the time of any retrenchment determination, have at least thirty but not more than thirty-five years of service in one of Ohio's state retirement systems. This limitation applies notwithstanding any contrary provision in a collective bargaining agreement entered on or after the statute's effective date. Faculty may voluntarily accept separation incentives whether or not provided for in a collective bargaining agreement. (3) CSU may implement retrenchment when one or more of the following conditions exist and are documented by the provost. (a) Sustained and material enrollment declines. (b) Significant reductions in institutional revenue or state support. (c) Programmatic or mission changes approved by the board of trustees. (d) Modification, elimination, suspension, or reorganization of a college, department, program, or major that reduces the need for bargaining unit faculty. (e) Other fiscal pressures or emergencies affecting the university. (4) To initiate the retrenchment process, the provost prepares a written proposal identifying affected units/programs, the grounds for retrenchment, supporting data, and alternatives considered. Before forwarding a plan to the president, the provost will consult with the faculty senate academic steering committee for non-binding advice within fifteen business days. Confidential personnel data may be redacted, but aggregate metrics must be provided to enable meaningful input. (5) Retrenchment decisions must: (a) Be data-driven, neutral and related to legitimate institutional needs; (b) Respect academic freedom and viewpoint neutrality; and (c) Comply with all applicable laws and non-discrimination obligations. (6) Primary criteria considered in determining whether retrenchment is appropriate. (a) Program essentiality to CSU's mission and curricular map; (b) Enrollment trends and student demand; (c) Accreditation or licensure requirements; (d) Financial sustainability; and (e) Flexibility for reassignment to meet ongoing needs. (7) Prohibited factors. In making retrenchment determinations, the following are prohibited from consideration: viewpoint, protected speech or other unlawful considerations. (8) Appeal. A faculty member noticed for retrenchment may file an appeal within fifteen business days alleging: a material procedural error or misapplication of the selection criteria. An appeals committee comprised of three faculty members appointed jointly by the provost and faculty senate chair, plus a non-voting HR advisor, will issue a recommendation within twenty business days. The president issues a final decision; the board retains ultimate authority. (9) Unless a different order is justified by program essentiality and approved in the plan, the following are the criteria for determining which faculty are impacted first, and within each category, CSU will consider: documented competencies relative to remaining curricula; recent teaching demand; research/clinical/service essentiality; and externally funded support. (a) Temporary/part-time instructional staff in affected units (if applicable); (b) Non-tenure-track renewable faculty in affected units; (c) Tenure-track (untenured) faculty in affected units; and lastly, (d) Tenured faculty in affected units. (10) Timing, notice, and benefits. (a) Timing of separation: Any faculty separations due to retrenchment will occur at the end an academic year. (b) Minimum notice: CSU will provide at least ninety calendar days of written notice of separation, or pay in lieu of notice, unless a longer period is required by contract or law. (c) Severance/benefits: The plan will specify severance, if any, continuation of benefits per CSU rules, and eligibility for reemployment assistance. (d) Teach-out/student impact: The chair/director must file a teach-out and advising plan for any discontinued program contemporaneous with faculty notice. (11) Recall and reemployment preference. For twenty-four months after separation due to retrenchment, the affected faculty member shall receive priority consideration for posted, substantially comparable CSU positions for which they are qualified. HR will maintain and circulate a recall list to deans. (12) Mitigation and alternatives. Before implementing separations, CSU will evaluate: (a) Voluntary separation or retirement incentives, voluntary at faculty discretion; (b) Reassignment/retraining to fill documented instructional needs; and (c) Workload redistribution consistent with section 3345.45 of the Revised Code. (13) Records and reporting. The provost's office will maintain a retrenchment file containing the retrenchment plan, data relied upon, notices issued, appeal outcomes, and final board action, and will include status updates in any reporting required by ODHE. (C) Policy review cycle. The provost's office is responsible for this policy. At a minimum, every five years, the provost shall ensure that the policy is reviewed and recommend whether the policy should be reaffirmed without revision, amended, or rescinded. The provost may invite the participation of faculty bodies in such a review. Policies may be reviewed on an earlier timeline depending on necessity and change in law or practice. Last updated December 20, 2025 at 12:43 AM Supplemental Information |