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The College of Creative Arts values and encourages diversity in the recruitment and appointment of faculty and staff. Standards and procedures for selection, retention, tenure and promotion are implemented within the context of diversity goals.

4.1 Faculty and Unclassified Staff Recruitment

Recruitment and employment policies for tenure-track, TCPL, and Visiting faculty; Classified and Unclassified Staff; and Administrative positions are enumerated on the ÍÃ×ÓÏÈÉú University Policy Library Employment Policies/Information page.

Each finalist for a faculty or unclassified staff position will have an interview with the Dean or the Dean’s designee.

The unit's recommendation of a candidate to fill the vacancy is communicated to the Dean for review. The Dean’s recommendation should normally be in conformity with the unit's judgment. If there is some disagreement, the Dean must meet with the unit head to resolve the difference.

When the recommendation is approved by the Dean, the employment recommendation form is completed by the unit head and sent to the Dean for formal approval. The Dean then forwards the name of the recommended candidate to the Provost.

4.2 Faculty and Staff Responsibilities

4.2.1 University

Chair, faculty, and staff responsibilities are outlined in the ÍÃ×ÓÏÈÉú University Policy Library and in the COAD Guidelines.

4.2.2 College of Creative Arts.

Faculty and staff responsibilities to the College of Creative Arts include:

• • Recognition and support for the CCA standards and procedures described in this document.
  • Support for special events and cooperative ventures organized and promoted by the Division.
  • Attendance at CCA meetings.
  • Service on CCA Committees.
  • Service on University Committees. While respecting the university-wide responsibilities associated with such service, the faculty or staff member is expected to be sensitive to the needs and aspirations of the College and to forcefully represent the interests of the CCA when it is prudent and appropriate to do so.

4.2.3 Faculty Workload Norms

The College of Creative Arts adheres to the ÍÃ×ÓÏÈÉú University Workload Norms, as defined on the Provost's website. This document benchmarks either a 3-3 or 3-2 annual teaching load (15-18 credit hours) for T/TT faculty. The CCA further targets an expected teaching load of 9-12 cr.hrs. per term for TCPL and Visiting faculty, given that the expectation is full-time commitment to teaching. The goal of the Workload Norms document is to achieve equitable workloads across all instructional faculty to the extent possible. Where specific circumstances in any academic unit suggest deviations from university policy, these need to be articulated in governance and approved by the Dean.

Further, given that teaching assignments need to align with instructor expertise, staffing plans should insure that all continuing full-time faculty contribute equally to all components of the curriculum, including introductory and advanced courses, required and elective courses, and Global ÍÃ×ÓÏÈÉú Plan courses. Teaching load can deviate from the benchmark upon approval of the Chair and Dean, based on several factors including:

1. Differential teaching load. Faculty can teach either above load (research inactive) or below load (highly research active). Differential workloads need to be defined in writing, tied to annual reviews and salary gains, and formally recommended by the Chair and approved by the Dean.
2. Administrative Duties. Chairs and program directors should receive a reduction in teaching load proportional to their responsibilities and their department’s or program’s size. In the CCA, this is typically a 1-1 teaching load for Chairs, and a one-course release for Program Directors. Other course reductions can be granted (e.g. for large course sections or unusually heavy service assignments), only as defined in departmental governance or as recommended by the Chair and approved by the Dean.
3. Probationary status. Per the Workload Norms document, Departments will provide a reduction in teaching load of one course per year in each of the first and second years of the probationary period. Probationary faculty will typically be awarded a research leave or the equivalent in course reduction spread out over multiple semesters during their probationary period.

4.2.4 Department

Faculty and staff responsibilities to the departments are clearly stated in each department's Governance Document.

4.3 Faculty and Staff Development

The College of Creative Arts will, at the beginning of each academic year, provide an orientation session for new faculty. New faculty will be notified in advance of the meeting. Procedures and practices of the CCA will be outlined.

Each academic year the College of Creative Arts makes Awards and Recognition funds available for faculty and staff development purposes. Selection of recipients is made by the Awards and Recognition Committee (see Section 2.5) according to established procedures.

The College of Creative Arts supports and encourages all faculty and staff development initiatives that occur through the ÍÃ×ÓÏÈÉú University Office for Advancement of Research and Scholarship and the Center for Teaching Excellence.

Faculty development leave opportunities are outlined in MUPIM Section 6.7 Assigned Research Appointments and 6.8 Faculty Improvement Leaves. The CCA Executive Committee will evaluate leave requests and support as many as are reasonable and feasible.

4.4 Faculty Evaluation

All faculty evaluations are conducted in accordance with University procedures and criteria for the Evaluation, Promotion, and Tenure of the Instructional Staff, which are found in MUPIM Section 7 on the ÍÃ×ÓÏÈÉú University Policy Library and on the Provost’s website. In addition, each department has written criteria for tenure and promotion. It is important to acknowledge that in the College of Creative Arts, multiple creative and traditional research activities are valued. For evaluation of creative/scholarly work, emphasis will be placed upon internal and external peer-review

4.4.1 Access to Faculty and Staff Files

The ÍÃ×ÓÏÈÉú University Policy and Information Manual, (MUPIM) Section 3.8, Files on Staff Members, outlines the policy and expectation regarding access to files on faculty and staff. Most of the documents contained in personnel files are public record in accordance with Ohio law. The referenced section does not specifically address access to student course evaluations. Student evaluations may be treated as public record in accordance with Ohio law to the extent they are not educational records protected by the Family Educational Rights and Privacy Act.

1. 1. The faculty member has the right to see and have copies of student evaluations of his/her teaching as set forth in MUPIM Section 7.2.C.
   2. It is customary for the Department Chair to have access to student course evaluations for faculty in his/her department, or teaching in programs falling under the Chair's supervision. This is one of the ways teaching quality is evaluated by the Chair. Determinations of teaching quality are considered in recommendations regarding salary increments, retention, promotion and tenure.
   3. It is also customary in the College of Creative Arts for members of tenure and promotion committees to review the student course evaluations and other measures of teaching quality of each candidate for promotion or tenure.

4.5 Classified and Unclassified Staff Evaluation

All classified and unclassified staff shall receive a written annual evaluation by the appropriate supervisor. Procedures are outlined on the ÍÃ×ÓÏÈÉú University Policy Library for Unclassified Staff and for Classified Staff.

4.6 Grievance Procedures

Grievance procedures available to the instructional staff, the administrative staff, and students are enumerated on the ÍÃ×ÓÏÈÉú University Policy Library.