Authority: Executive Vice Chancellor and Provost
History: First Issued: August 24, 1999. Last Revised: October 22, 2004.
NCSU POL 05.20.01 – Appointment, Reappointment, Promotion and Permanent Tenure
NCSU RUL05.67.22 – College of Agriculture and Life Sciences Reappointment, Promotion and Tenure Standards and Procedures
NCSU REG05.20.20 – Reappointment, Promotion, and Tenure Dossier Format Requirements
NCSU REG05.20.27 – Statements of Mutual Expectations
Office of the Provost RPT Website
Contact Info: Department Head, Department of Animal Science, (919-515-2755)
The Department of Animal Science is committed to fulfilling its roles and obligations as an integral component of the College of Agriculture and Life Sciences and North Carolina State University. This document provides information regarding the responsibilities of faculty members in the Department of Animal Science, including expectations for reappointment, promotion and tenure pursuant to NCSU POL 05.20.01 – Appointment, Reappointment, Promotion and Permanent Tenure. These policies and procedures are designed and enacted to embrace the professorate and to enable the Department of Animal Science to attain its stated goals. Standards of the Department of Animal Science are supplemental to and consistent with standards of both the College of Agriculture and Life Sciences and North Carolina State University. The Board of Trustees grants approval of tenure.
2. Areas of Faculty Responsibility
Faculty, administrators and others are involved in the planning process leading to a strategic plan, mission and vision statements, and goals and objectives of the department. Faculty positions are created in the Department of Animal Science to meet certain obligations and to meet the collective goals and objectives of the department, college and university. The recruitment and interview processes are designed to attract individuals who can fulfill the duties of the position as described and each faculty member is employed based on the expectation that she/he is the most suited to the unique set of responsibilities of the position.
As an untenured faculty member develops his/her program, it is expected that the annual plans of work and the work priorities established by the faculty member be consistent with the overall duties and responsibilities of the position. It is intended that the untenured faculty member will be successful in his or her position if the individual performs the stated duties and responsibilities of the position in a satisfactory manner.
Scholarly activity, appropriate to the discipline and responsibilities, is expected of all faculty, including untenured faculty members, and will be used to assess contributions made by an individual. Scholarly activity is defined broadly when considering the work of academicians at institutions of higher learning, and is most often captured in the concept of creating new knowledge and transferring knowledge to others.
2.1. Scholarly Activity Associated with Research
A productive research program at a land-grant institution such as N.C. State University has the following components: successful grants and funding program, peer-reviewed publications, a successful graduate education program, and presentations at national and international meetings. Other examples of productive research program attributes include serving as a peer reviewer of manuscripts and grants, and serving on research related committees at the college, university, national and international levels.
2.2. Scholarly Activity Associated with Teaching
The act of transmission of knowledge is designated as teaching, and can include activities such as classroom instruction, distance education, and advising students. Activities associated with the transfer of knowledge, such as curriculum development, writing books and laboratory manuals, development of lesson plans, and evaluation of students, are also important components of an academic appointment at the land-grant institution. Scholarly activity in the academic area involves creative work such as obtaining grants and publishing peer-reviewed manuscripts, and documentation of knowledge transferred via instruments and activities such as student evaluations, peer evaluations and the development of an academic portfolio.
2.3. Scholarly Activity Associated with Extension
Scholarly activity in extension includes innovative and creative work, obtaining grants and publishing peer-reviewed work, documentation of knowledge transferred, and development of a portfolio of achievements. The transmission of knowledge via an extension program may include activities such as publications, meetings, correspondence, visitations and demonstrations. Activities associated with the transfer of knowledge, such as alternative pedagogical approaches for adult and distance learners, support of the livestock and companion animal commodities and industries, and service to organizations are important components of extension responsibilities.
2.4. Service in Professional Societies and Within the University Itself
All faculty members are expected to participate in the operation of the department, college, and university by serving in various capacities (for example, on committees, boards, panels, task forces, and commissions). Faculty members are also expected to further their disciplines by providing service to their professional societies by serving as officers or on committees, serving as editors and reviewers for professional journals or other professional publication outlets, and serving on study and review panels for governmental agencies and funding organizations. Although there is a reasonable limit to the extent of involvement (to be managed by the department head), it is not unreasonable for these tasks to occupy an average of 10 to 15 percent of a faculty member’s time.
3. General Standards
Typically, faculty will have responsibilities in two areas: teaching and research, research and extension, or extension and teaching. In all cases of dual responsibilities, one area will be prominent. In reappointment, promotion, and/or tenure considerations, the department head and the Departmental Voting Faculty (DVF) will consider all contributions. Scholarly expectations associated with the secondary area of responsibility are not diminished with respect to quality, but reflect the assignment with respect to quantity. All faculty, regardless of responsibilities, are expected to participate in college, university, and community programs. These activities are considered in promotion and tenure decisions.
4. Standards for Reappointment as Assistant Professor
For reappointment as an Assistant Professor there must be demonstrable potential that the candidate will excel in at least one realm of responsibility and perform well in the other assigned realms. Such potential will be evidenced by the faculty member’s involvement in generating new knowledge, conducting creative activities, and contributing through teaching, outreach and/or presentations in scientific and technical journals, books or comparable publications. Successfully competing for extramural funds is further testimony to the faculty member’s potential.
5. Standards for Associate Professor with Tenure
For promotion to Associate Professor with tenure there must be evidence that the faculty member has excelled in one realm of responsibility and performed well in all other assigned realms. This is to be evidenced by the faculty member’s involvement in generating new knowledge, conducting creative activities, and contributing through teaching, outreach and/or presentations in scientific and technical journals, books or comparable publications. Candidates should have a national reputation for their contributions. Success in obtaining extramural funds is further testimony to the faculty member’s reputation outside the university. The Departmental Voting Faculty must have a reasonable expectation that the candidate will continue to build a national and international reputation through continued contributions to the field.
6. Standards for Professor
Promotion to full professor is not acquired solely because of the number of years in the associate professor track. Therefore, it is crucial that the quality of a faculty member’s performance be clearly documented. Emphasis will be placed on activities and accomplishments since the year of promotion to associate professor with tenure. Regardless of the area of responsibility, there must be evidence that the candidate has been involved in the generation of new knowledge, has carried out creative activities, and has made contributions and innovations available to others through teaching, outreach and/or presentations in scientific and technical journals, books or comparable publications. For promotion to full professor, the department must be assured that the faculty member has a national and international reputation for excellence and that the faculty member will maintain this reputation through significant contributions to the field.
7.1. Reappointment and Promotion of Untenured Professors
7.1.1. Appointment of Mentoring Committee
Within six months from the date faculty members are hired, the faculty member and department head will jointly select a committee of three tenured faculty members from within the department to serve as a mentoring committee. One member of the committee will be designated as chair and serve as the primary mentor. This committee will guide and assist the faculty member in all facets of becoming a successful academician, including preparation of the reappointment and promotion dossier according to NC State guidelines (NCSU REG05.20.20 – Reappointment, Promotion, and Tenure Dossier Format Requirements).
7.1.2. Faculty Seminar
Timing of the reappointment and promotion of assistant professors is dictated by NCSU POL 05.20.01 – Appointment, Reappointment, Promotion and Permanent Tenure. When an individual is slated for reappointment or for promotion with conferral of tenure, the evaluation process begins early in the academic year. A faculty member under review for reappointment or promotion will be required to present a seminar. Seminars are scheduled during September and October.
7.1.3. Departmental Voting Faculty (DVF) Review
The Department Head will inform the faculty member in writing by August 1. Documentation supporting reappointment or promotion will be required by October 15, and it will be available in the animal science administrative office for review by departmental voting faculty. In early November, the Department Head convenes the departmental voting faculty to vote on the faculty members under review for reappointment and promotion. The Department Head facilitates the meeting, takes notes and conducts the voting, but does not participate in the discussion. The vote is by secret ballot. Arrangements for absentee voting will be announced by the Department Head prior to the meeting. Ballots are counted by the Department Head and another faculty member and the vote is announced. The Department Head then informs the individual of the vote of the faculty.
7.2. Promotion of Tenured Professors
7.2.1. Submission of Dossier
Associate Professors interested in being promoted should submit a curriculum vitae to the Department Head by June 15. The department head may convene Full Professors in July for the purpose of providing consultation to the Department Head regarding the promotion of Associate Professors. The discussion at this meeting is conveyed by the Department Head to the individual. If the individual elects to be considered for promotion to Full Professor, the individual with assistance from the mentoring committee prepares the dossier (NCSU REG05.20.20 – Reappointment, Promotion, and Tenure Dossier Format Requirements) for submission to the Department Head by September 1. The documentation supporting promotion will be available in the animal science administrative office by October 15 for review by the departmental voting faculty.
7.2.2. Faculty Seminar
The candidate will present a seminar during September or October. In early November, the Department Head convenes the Full Professors to vote on candidates being considered for promotion from Associate Professor to the rank of Professor. The Department Head facilitates the meeting, takes notes and conducts the voting, but does not participate in the discussion. The vote is by secret ballot. Arrangements for absentee voting will be announced by the Department Head prior to the meeting. Ballots are counted by the Department Head and another faculty member and the vote is announced. The Department Head then informs the individual of the vote of the faculty.