The Center for Faculty Development and Leadership

Duties - Academic Freedom - Tenure and Promotion - Employee Benefits - Grievance Procedures - Professional Development Plans/Faculty Annual Activities Report - Faculty Rights and Responsibilities(4) - Faculty Handbook

the Center for Teaching Excellence

Faculty Handbook

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Faculty Rights and Responsibilities(4)


Research, Scholarship, and Creative Activity

Research, scholarship, or creative activity is expected of all full-time, tenure-track non-clinical faculty members. "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." (Bylaws 8.1.2(A)(1.b)). Expectations for these activities are department/school and College specific; further discussion can be found under the "Tenure & Promotion" Handbook section.


"A University faculty member is 'a citizen, a member of a learned profession, and an officer of an educational institution'. After a period of personal growth in which she or he is encouraged to develop abilities as a teacher and creative scholar, a faculty member may properly be expected to assume increased responsibility, in keeping with his or her professional interest, for the government of the University, the standards of his or her discipline, and the welfare of the civic community." (Bylaws 8.1.2(A)(1.c)). Expectations for these activities are department/school and College specific; further discussion can be found under the "Tenure & Promotion" Handbook section.

Academic Freedom

The University subscribes to the Statement of Principles on Academic Freedom and Tenure (1940) of
the AAUP and the Association of American Colleges (the full text is available at

  • As a principle, the University will operate in such a way that faculty enjoy freedom from arbitrary or discriminatory treatment. Each Dean or faculty body, as appropriate, shall establish reasonable criteria and fair procedures pursuant to which decisions significantly affecting faculty, including the assignment of courses, the scheduling of classes, the participation in summer quarter instructional programs, and the award of promotional and annual salary increments, shall be made.
  • Academic freedom encompasses the freedom of any faculty member and other members of the full time teaching staff to address any matter of institutional policy or action, whether or not that faculty member is or can be a member of any agency of institutional governance. All faculty and all such members of the teaching staff have the freedom to address both the Cleveland State University and broader communities with regard to any social, political, economic, or other interest. Exercise of these freedoms shall not be subject to institutional discipline or restraint, save for statements or actions that constitute disciplinary incompetence, "good cause" for dismissal, violations of professional ethics, and/or are disruptive. Academic responsibility includes the good faith performance of professional duties and obligations, the recognition of the demands of the scholarly enterprise, and the candor to make it clear that, when one is speaking as a citizen on matters of public interest, one is not speaking for the institution. Nothing herein diminishes the University's existing powers of selecting, retaining and removing from an administrative position a faculty member who jointly holds that administrative position; in the case of joint faculty-administrative appointments, only the person's faculty status is protected by this section. (Bylaws 8.1.3)
  • These principles of academic freedom apply to faculty communication via any medium, including speech, writing, and electronic media.
Tenure and Promotion

Tenure is the status established through formal Board of Trustees action that grants faculty members employment on a continuing basis by the University; ensuring academic freedom but also obligating faculty members to maintain high professional standards (Bylaws 8.1.2(D); Agreement 12.6). All Colleges, except the College of Law, follow the tenure and promotion guidelines in the AAUP-CSU Agreement (Agreement 12.9); the College of Law follows the Senate Faculty Bylaws (Bylaws 8.1.2(F)). For specific information, please refer to these guidelines, along with your College Deans Office which coordinates and supervises these promotion processes. In addition to annual reviews (see the Faculty Annual Activities Report section), tenure-track faculty members receive a formal review in the fourth and fifth years of teaching, with a final tenure decision made in the sixth year (though it is permissible to seek promotion earlier than the sixth year). For lecturers, the granting of tenure is not available; however, rank promotion is available and the review involves a similar dossier review process to that of tenure-track faculty. Under certain circumstances (e.g. serious illness on the part of the faculty member or an immediate family member; childbirth) this six (6)- year time period may be extended. This extension is referred to as "stopping the tenure clock" and can only be done in close consultation with the Department of Human Resources and Labor Relations and the Provost's Office.

The Center for Teaching Excellence offers university-wide sessions each year on understanding the promotion & tenure process and on preparing a dossier for promotion. You may also find annual workshops for faculty members offered within some of the Colleges providing teaching, scholarship/creative activity, and service expectations, along with dossier preparation guidelines. In addition, many departments/schools have developed specific and concrete tenure and promotion standards for faculty members to meet regarding scholarship/research/creative activities, teaching, and service. It is, of course, vital that you utilize these department/school tenure and promotion criteria in your efforts and plan to meet and/or exceed these expectations in your professorial activities. A prudent course of action is to begin actively planning your professional activities and collecting appropriate documentation for your dossier during your first year of teaching at the University.

Employee Benefits

The University offers a highly competitive and comprehensive package of benefits (specific information available at Most of these benefits are available to eligible faculty and staff members on the first full day of employment with the University. Available benefits include State of Ohio retirement plan participation (STRS, OPERS & OPERS-LE), comprehensive health insurance coverage (including medical, dental, vision, basic and voluntary life insurance plans and long term disability insurance and medical and dependent daycare flexible spending accounts (FSA). Also, most employee contributions, when required, are taken on a pre-tax basis. You may find the most commonly used Human Resources benefit forms at

Additionally, the University provides generous paid time off plans including sick leave and ten paid holidays. You are also immediately eligible for tuition remission benefits, allowing you to take up to eight (8) credit hours of coursework per semester at the University (dependents become eligible for tuition remission after the employee completes two years of continuous service). A confidential Employee Assistance Program (EAP) is available to all benefit eligible employees and their dependents for information and support in personal, mental health, legal, financial, or other issues faced by an employee or member of their household.

Grievance Procedures

Grievance procedures are handled in accordance with the formal AAUP-CSU Agreement and apply to all bargaining unit members of the Colleges. A grievance is a complaint or allegation by a bargaining unit member that an Agreement violation has occurred (Agreement 9.2). Faculty members are encouraged to resolve any grievances through informal means, through their department/school and College. However, if informal resolution is ineffective, notification to the AAUP Chapter and requests for formal involvement may be pursued. This process includes a series of hierarchical procedures (level meetings) that provide thorough due process reviews of the grievance – College, University, Provost, and potentially Arbitration (Agreement 9.3-29). A tenure-track faculty member or post-dossier lecturer need not be a registered member of the AAUP in order to file a formal grievance or seek the assistance of the AAUP.

Professional Development Plans/Faculty Annual Activities Report

The Faculty Annual Activities Report (FAAR) is part of faculty members' professional development planning and accountability. In working with department chairs/school directors, faculty members document their professional efforts and activities organized around their teaching, research/scholarship/creative activities, and service. By September 30th of each academic year, faculty

members will meet with their chair/director to discuss and develop that academic years plan, known as the Faculty Development Plan.

Through ongoing consultation these activities are pursued and then documented in the Faculty Annual Activities Report, due April 30th of each academic year. Each faculty member completes the FAAR and discusses his/her professional effort accomplishments for that prior year (May 1st to April 30th). The FAAR is organized around the three expected areas of professional effort – research/scholarship/creative activity, teaching, and service. The FAAR report is available in electronic format and may be accessed from the University website "Computing Resources" link and then the "Electronic online FAAR System" link (

As noted, faculty development plans may include research/scholarship/creative activity, teaching, and service areas. Research/scholarship/creative activities include, but are not limited to, new initiatives, ongoing projects, and external funding pursuit. Teaching activities include, but are not limited to, new course development, ongoing instructional quality, developing course assessment and evaluation methods, assuming important curriculum responsibilities within your department or school, student recruitment, and teaching innovation funding pursuits. Service activities include, but are not limited to, major University tasks, significant professional or community organization involvement, and ongoing or increasing involvement in faculty governance (Agreement 13.2-3).

The information in the FAAR and the faculty development plan inform a faculty member's workload assignment. After a faculty member and his/her chair discuss these materials during Fall semester, the faculty member's workload assignment is finalized in a discussion between the chair and the Dean that occurs by the end of January. This workload plan may include the assignment of additional teaching is a decision is made that the time reassigned for faculty research/creative activity and service has not been used productively.

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