RUL 05.67.09 – Department of Agricultural and Human Sciences Reappointment, Promotion and Tenure Standards and Procedures

Authority: Executive Vice Chancellor and Provost

History: First Issued: October 27, 1999. Last Revised: August 1, 2017

1. Introduction

The Department of Agricultural and Human Sciences integrates the functions of research, teaching, and extension and service across multiple disciplines. Faculty advance effective learning, discovery, translation, application, and engagement, to improve education, health, and economic well-being. This work is accomplished through direct-to-consumer programs through development and support of professionals, including train-the-trainer programs, in formal (academic credit) and non-formal (non-academic credit or non-credit) education, and industry settings. Work is carried out specifically in the disciplines of agricultural and human sciences.

1.1 Extension and Engagement

Develop, implement and evaluate evidence-based programs and interventions that improve education, health, and economic well-being.

1.2 Research

Conduct basic and applied research addressing issues, needs, and programs in education, health, and economic well-being.

1.3 Teaching

In the context of the Department’s on-campus and online academic programs:

1.3.1 Develop and deliver high quality undergraduate and graduate programs in Agricultural Education, Extension Education, and Agricultural Leadership that prepare graduates to enter and excel in careers in agriculture;

1.3.2 Develop and deliver graduate and certificate programs in Youth, Family, and Community Sciences, preparing experienced and emerging professionals to work with youth and families in community-based settings;

1.3.3 Advise undergraduate and/or graduate students and serve on committees.

1.4 This rule describes the Department of Agricultural and Human Sciences reappointment, promotion and tenure standards and procedures and is supplemental to and consistent with the university Academic Tenure Policy.

2. Areas of Faculty Responsibility

2.1 Faculty positions in the Department of Agricultural and Human Sciences are designed to meet specific subject-matter responsibilities as well as the collective goals and objectives of the Department, College and University. As tenure-track faculty members conduct research, develop extension and engagement programs, and provide undergraduate and graduate education, it is expected that their annual plans of work be consistent with the overall duties and responsibilities of their positions as outlined in their Statement of Faculty Responsibilities (SFR).

2.2 Faculty members in the Department of Agricultural and Human Sciences are assigned extension and engagement, teaching, research, and service responsibilities to fulfill the mission of NC State University. Faculty members are expected to excel in the creation of new knowledge, synthesis of knowledge for application to real-world situations, and dissemination of knowledge through both formal and informal education. Faculty work independently and in teams, across departments and colleges, and/or through networks with professionals in other organizations in the state, nation, and in other countries.

2.3 Scholarly activity, appropriate to the discipline and an individual’s responsibilities as outlined in her/his SFR, is expected of all tenure track faculty members.

2.4 All faculty members are expected to be involved in service regardless of their appointment. Service involves participation in the collective operations of the department as members/leaders of committees, and in other areas of shared commitment toward common purposes in the department in a collegial manner. As appropriate they will be involved in service to appropriate stakeholder groups, the College of Agriculture and Life Sciences, NC State University, and professional associations. Administrative roles within the Undergraduate Programs are specified in faculty Statements of Faculty Responsibilities.

3. General Standards

Review of faculty members for reappointment, promotion, or tenure will include an assessment of the following: (1) demonstrated professional excellence, (2) potential for future contribution, and (3) service to the university, the academic community, and society. The individual’s contributions to the extension and engagement, teaching, research, and public service missions of the university shall be considered in a manner that is appropriate for each individual appointment and his or her SFR.

3.1 Extension and Engagement Standards

3.1.1 The scholarship of extension and engagement, including but not limited to NC State Extension, involves educational activities planned by departmental faculty members and directed toward clientele outside of formal academic teaching. The term “clientele” indicates individuals of any age, students, families, organizations, businesses or communities. Faculty are expected to produce educational and evaluation materials and programs that translate research-based information for individual, family, organization, and/or community application. Faculty are expected to analyze issues relevant to their subject-matter expertise and clientele needs. Faculty members are expected to determine impacts of their work.

3.1.2 The Scholarship of Extension and Engagement

Establishment and growth of one or more focused extension and engagement programs that result in an impact on the intended audience;
Funding to support the scholarship of extension and engagement;
Publishing in peer-reviewed or refereed journals;
Other publications (peer-reviewed, editor reviewed, or non-peer reviewed), including fact sheets, policy briefs, curricula, monographs, books, book chapters, media releases, technical reports, exhibits, or evaluation instruments;
Oral or poster presentations in scholarly settings, with or without published proceedings/abstracts;
Invited presentations;
Use of online technology and social media to extend research-based knowledge;
Recognition of extension and engagement expertise and/or leadership by clientele, peers and others.

3.2. Teaching Standards

Faculty members in the department primarily teach undergraduate and/or graduate students in the Department. Faculty members are expected to effectively transfer knowledge to students through teaching, advising, and mentoring students. Faculty will be evaluated on excellence in teaching, as indicated by results of student evaluations and peer reviews of teaching.

3.2.1 Standards for Quality Teaching and Advising

3.2.2 Quality teaching and advising are of paramount importance in the department because they facilitate its primary mission of preparing students for productive and responsible positions in society. Effective teaching and advising are essential to enabling students to achieve their life goals. Evidence for quality teaching and advising may include the following:

Positive student evaluations on the Faculty Teaching Evaluation Report;
Positive undergraduate student evaluations of advising;
Positive reports of peer reviews of teaching;
Development of innovative and/or creative instructional materials;
Awards or honors received for quality teaching.

3.2.3 The Scholarship of Teaching

Involvement in program planning and development of academic programs and courses;
Directing graduate students to complete thesis and dissertation research;
Development and/or adoption of materials that may include curricula, discussion guides, grading rubrics, audiovisual aids, blogs, websites, booklets, brochures or computer-assisted learning aids;
Funding to support the scholarship of teaching;
Publishing in peer-reviewed journals;
Other publications (peer-reviewed, editor reviewed, or non-peer reviewed), including policy briefs or white papers, curricula, monographs, books, book chapters, media releases, technical reports, exhibits, or evaluation instruments;
Oral or poster presentations in scholarly settings, with or without published proceedings/abstracts;
Invited presentations;
Use of online technology and social media to extend research-based knowledge;
Recognition of teaching expertise and/or leadership by clientele, peers and others.

3.3. Research Standards

Faculty are expected to lead or participate in basic and applied research related to their professional expertise which leads to scholarship in their field, and which is supportive of extension and engagement teaching, and/or contribution to the field. Documented results, particularly the publication of peer-reviewed materials, are critical to the evaluation of applied research activities. Presentations at professional meetings, published abstracts, poster presentations, and peer-reviewed paper presentations are other ways to document dissemination of basic and/or applied research.

3.3.1 The Scholarship of Research

Establishment and growth of one or more focused research programs that result in an impact on the intended audience;
Funding to support the scholarship of research;
Publishing in peer-reviewed journals;
Other publications (peer-reviewed, editor reviewed, or non-peer reviewed), including policy briefs or white papers, curricula, monographs, books, book chapters, media releases, technical reports, exhibits, or evaluation instruments;
Oral or poster presentations in scholarly settings, with or without published proceedings/abstracts;
Invited presentations;
Recognition of research expertise and/or leadership by clientele, peers and others;
Supervision or joint publications with students.

3.4. Service Standards

All faculty are responsible for providing service to the Department of Agricultural and Human Sciences, College of Agriculture and Life Sciences, NC State University, and relevant professional organizations. Service is defined as work done or duties performed for others at all levels within the University, and professional services to government agencies, profit and non-profit organizations, and professional associations at local, state, national, and international levels. Personal service contributed to civic organizations, faith community, charities, community, and other organizations does not fall within the definition of professionally oriented service used herein, except where solicited or contributed in the role of one’s faculty and/or professional status.

3.4.1 Departmental Service includes serving as member or chair of a standing committee, ad hoc committees, or task forces, serving in an administrative role within the Department, or advising student organizations;

3.4.2 NC Extension includes serving in professional associations, committees, and task forces;

3.4.3 College and University Service includes serving on faculty governance, search, standing, special and interdisciplinary committees or task forces; reviewing grants and materials.

3.4.4 Professional Service includes serving as an officer in a professional association, as an editor and on editorial boards, committees, and task forces of professional associations; reviewing external manuscripts and abstracts; service on regional and national research, teaching, or extension and engagement committees; service on national, university, or college grant review committees, serving as an external reviewer for departmental programs or for faculty promotion and tenure reviews; service on national, state and local task forces and advisory committees; service on industry advisory committees and task forces; service to trade (clientele) organizations (e.g., officer of a trade association, executive secretary of a trade association); member of board(s) of directors; consulting assignments; community service that requires faculty’s subject matter expertise; speaking on behalf of the University or profession.

4. Standards for Reappointment as Assistant Professor [These appear to follow the university and college guidelines, thus no edits are needed]

Expected standards consistent with University guidelines posted at NCSU REG05.20.18 – Qualifications for Rank.

5. Standards for Associate Professor with Tenure

Expected standards consistent with University guidelines posted at NCSU REG05.20.18 – Qualifications for Rank.

6. Standards for Professor

Expected standards consistent with University guidelines posted at NCSU REG05.20.18 – Qualifications for Rank.

7. Procedures

7.1. Agricultural and Human Sciences Departmental Voting Faculty (DVF):

The Departmental Voting Faculty (DVF) shall consist of all faculty who hold tenure and a rank higher than the person being evaluated (e.g., associate and full professors for assistant professor candidates; full professor for associate professor candidates). If circumstance arises that the number of voting faculty is fewer than 3 members, the REG 05.20.01, University Academic Tenure Policy directions for such a circumstance will be followed.

7.2. Departmental Executive/RPT Leadership Committee

The Departmental Executive/RPT Leadership Committee consists of all full professors in the department.

General Time Line:

The annual RPT process will start early in the calendar year with a memo from the Department Head alerting all faculty who are mandated to be reviewed for reappointment, promotion, and/or tenure review during the fall of the same year. Faculty not under mandated review should notify the Department Head by February to request review for tenure or promotion that year. This includes, for instance, faculty mandated for reappointment but who also want to seek tenure, or tenured faculty who want to seek promotion in any year. Faculty candidates in these review processes will be asked to meet with the Department Head by April 30 in a planning meeting to review and update the faculty member’s Statement of Faculty Responsibilities. At that time, the documentation and development of the dossier will be discussed.

7.3. Procedures for Outside Reviewers:

Prior to the meeting with the Department Head, the candidates for promotion and tenure will be asked to provide a list of four or five individuals from outside the University whom they believe would be able to provide a written evaluation of their program and dossier. This list will be discussed at the planning meeting noted above. The Department Head in consultation with the Department RPT Leadership Committee will determine two individuals from outside the University who they believe should be able to provide an evaluation of the candidate’s performance and dossier. The Department Head will choose at least three individuals from the candidate’s list. Those three individuals plus the two names submitted by the Department RPT Leadership Committee will comprise the outside reviewers. The Department Head will contact reviewers and request that they complete a review and evaluation by the determined deadline.

7.4. Departmental Voting Faculty (DVF) Meeting:

The Department Head appoints a member of the Departmental Voting Faculty to chair the meeting of the DVF. The Department Head meets with the DVF to provide a charge to the review committee, but is not present for the discussion by the DVF. All DVF members are expected to participate in the discussion and vote. If a DVF member is unable to attend the scheduled meeting, she/he is expected to provide the Department Head with her/his own written assessment and sealed vote prior to the meeting. A faculty member designated as the in-depth reviewer (defined below) reads the written assessment at the time of the DVF meeting. If last minute circumstances prevent a committee member from attending the meeting, his or her written assessment and vote should be submitted to the chair of the DVF no later than five (5) working days after the DVF Meeting.

When discussion of the candidate’s performance is complete, the Chair of the DVF will distribute an appropriate ballot. Voting shall be conducted using secret written ballot. Ballots of DVF members, present and absent, are to be tallied within five days of the meeting in the case of last-minute absences. Following the vote, the Chair of the DVF or his/her appointee will draft a written summary of all DVF votes, comments, and recommendations. This draft is sent to all DVF members for review and revision prior to preparation of a final statement submitted to the Department Head. The final statement, incorporating votes, comments, and recommendations of DVF faculty present and absent will be submitted to the Department Head. No further modifications of the candidate’s dossier are permitted after the DVF vote.

The Department Head informs the candidate in a timely manner of the DVF decision. In the case of a reappointment, promotion, or conferral of tenure for an appointed faculty member, the Department Head shall provide to the Dean or equivalent academic officer the written assessment and vote of the Departmental Voting Faculty, a written recommendation by the Department Head, and any written response provided by the faculty member. The candidate will be informed of the progress of the review as outlined in the University RPT policy.

Time Line for RPT Processes

Responsibility of	Action	Time
Department Head	Send memo to all faculty indicating the RPT requirements and options. Those mandated for RPT review are scheduled to the Department Head. Faculty not mandated but wanting to be reviewed for tenure or promotion must indicate their intent and schedule with the Department Head.	Jan-Feb
Department Head	Schedule meeting with candidate	March – April 30
RPT candidate	Submit names of five individuals as potential outside reviewers(*)	May
Executive Committee/ RPT Leadership	Add two additional outside reviewers	May
Department Head	As appropriate to rank and appointment schedule, select three outside reviewers from candidate’s submission and add two reviewers from a RPT Leadership Committee selected by the Department Head, to perform evaluations.	May
RPT candidate	Submit dossier to Department Head	June 30
Department Head	Request reviews from outside reviewers due no later than September 15	July 1
Department Head	Schedule RPT review meeting(s)	By August 1
Department Head	Appoint member of each RPT review committee to serve as an in-depth reviewer	By August 1
RPT Committee/ Department Voting Faculty	Review candidate’s dossier and letters	September 15 – October 20
Department Head	Convene RPT Committee(s); Department Voting Faculty (DVF) reviw and vote on dossier(s)	September 15 – October 20
RPT Committee in-depth reviewer	After DVF vote, prepare draft of each evaluation and distribute to all DVF for review	Within 5 working days of RPT Committee meeting
RPT Committee in-depth reviewer	Revise draft(s) and send final evaluation for each candidate to Department Head	Within 10 working days of RPT Committee meeting
Department Head, candidate and others of candidate’s choice	Prepare dossier for each candidate to be sent to CALS Administration – include written assessment and vote of the departmental voting faculty, a written recommendation by the Department Head, and any written response provided by the faculty member	Prior to CALS deadline
Department Head	Notify candidate of progress of RPT action through the college and university process	As informed by CALS Administration

*Outside letters required for promotion and tenure only. No outside letters are required for reappointment.