RUL 05.67.16 – Department of Soil Science Reappointment, Promotion and Tenure Standards and Procedures

Authority: Executive Vice Chancellor and Provost

History: First Issued: January 5, 1990.  Last Revised: October 22, 2004.

Related Policies: 
NCSU POL05.20.01 – Appointment, Reappointment, Promotion and Permanent Tenure
NCSU RUL05.67.22 – College of Agriculture and Life Sciences Reappointment, Promotion and Tenure Standards and Procedures
NCSU REG05.20.27 – Statements of Mutual Expectations

Additional References: 
Office of the Provost RPT Website

Contact Info:  Department Head, Dept. of Soil Science, (919-515-1457)

1. Introduction

The Department of Soil Science is committed to the land-grant mission of excellence in teaching, research, extension and service.  The department seeks to enhance its state, regional, national and international prominence through (1) innovative individual and cooperative research programs to solve agricultural and environmental problems of importance to the state, nation and world; (2) undergraduate and graduate education programs designed to provide citizens with the knowledge and ability to solve soils-related problems of the future; and (3) extension programs to demonstrate and communicate solutions to soil and water problems to residents of the state using innovative techniques that are emulated in other states and countries.

This Department of Soil Science rule for reappointment, promotion and tenure describes the standards and procedures to recognize colleagues who have achieved sufficient distinction for reappointment, promotion and tenure.  This rule is supplemental to and consistent with the university Academic Tenure Policy (NCSU POL05.20.01 – Appointment, Reappointment, Promotion and Permanent Tenure).

2. Areas of Faculty Responsibility

Tenure-track faculty in the Department of Soil Science will have various combinations of responsibilities in the areas of teaching, research, extension and service.

3.  General Standards  

3.1. Research Accomplishments

Faculty having research responsibilities are expected to publish in refereed journals. There is no specific number of publications required as this will depend upon the nature of the research and the percent of research appointment. A sustained publication record is expected.

Other activities that are indicators of scholarly research accomplishments are publications of review articles, presentation of papers at national professional meetings, and symposiums, invited seminars and receiving extramural funding.

Attracting graduate students into a specific research program and success of graduate students are indications of the stature of an individual’s research program.

3.2. Teaching Performance

The teaching effectiveness of faculty and the course content are evaluated using a standardized instrument.  The students also have the opportunity to make specific comments regarding the teaching performance of the faculty.  The results of the student evaluations and their comments are given to the faculty.

Faculty members who serve as advisors are evaluated as to their effectiveness in advising students.

Faculty members who have primarily teaching responsibilities are expected to make scholarly contributions.  These contributions can be articles on teaching methods, laboratory methods and manuals, and computer based exercises. Development of courses and contributions to curriculum quality also are components of scholarly achievements. Participation in professional organizations is expected.

3.3. Extension and Public Service Contributions

Faculty members with extension responsibilities are expected to develop an approved plan of work that delivers research information to field extension faculty and other clientele.  Methods of delivery are extension publications, tests demonstrations and applied research experiments.  Extension faculty members are expected to develop extension publications and demonstrate the ability to attract external funding as important parts of their program.  Faculty should participate and take an active role in professional organizations.

4. Standards for Reappointment as Assistant Professor

Faculty should show clear evidence of having an established program in accordance with his/her Statement of Mutual Expectations. At a minimum the reappointment of a candidate will require:

4.1. Ability of definite promise in teaching, research, extension and/or another scholarly or germane creative activity that will lead to promotion and tenure.

4.2. Potential for directing teaching programs, applied and/or basic research programs, extension programs with various clientele, and graduate programs.

4.3. Ability and willingness to participate in university and professional organization affairs.

5.  Standards for Associate Professor with Tenure

Faculty should have developed program(s) based on their Statement of Mutual Expectations that are yielding demonstrably positive results, and should be known and respected by local and national peers for their professional competence. At a minimum the promotion with tenure will require:

5.1. Recognized ability and potential for distinction in teaching, independent research, extension, and/or scholarly activity or germane creative activity.

5.2. Ability to direct teaching, research, graduate programs, and/or extension activities.

5.3. Clear evidence of service type contributions to the department, college, university and professional affairs.

5.4. Clear evidence of the development of a national reputation in candidate’s field.

6.  Standards for Professor

Faculty should have a record of achievements that can be quantified in accordance with the candidate’s Statement of Mutual Expectations. The candidate will be clearly recognized by department, college, and peers elsewhere for above-average contributions and leadership. At a minimum the promotion will require:

6.1. Distinguished achievement and leadership in teaching, independent applied and/or basic research, extension, and/or another scholarly of germane creative activities.

6.2. Clearly documented ability that demonstrates continuing and increasing success in directing classroom teaching, applied and/or basic research, graduate study, or extension activities

6.3. Clear evidence of development of a national/international reputation in the candidate’s profession or field of scholarly or germane creative activity.

6.4. Demonstrated ability and willingness to participate in service type contributions to the department, college, university and professional affairs

7. Procedures

The candidate is notified in writing by the Department Head that he/she is due for reappointment, promotion and/or tenure, and details are provided regarding the required materials that the candidate must supply.

By late August, candidates for reappointment, promotion, and tenure present their dossier including recommendations for External Evaluators as appropriate.  The dossier is then reviewed for formatting issues and content.

Names of potential External Evaluators are solicited from the tenured Associate and Full professors by the Department Head.  The final list of External Evaluators is selected at a meeting of tenured faculty and the Department Head.  Three External Evaluators are selected from the candidates list and three are selected from the list submitted by tenured faculty members.

The Department Head contacts each prospective External Evaluator for their consent to participate in this process.  Once a positive confirmation is received from each External Evaluator, a packet containing a letter of instruction, the dossier, and three to five samples of the candidates writing are mailed. Once received the External Evaluation letters are added to the dossier.

Copies of the candidate’s dossier including the letters written by the External Evaluators are made available to the Departmental Voting Faculty (DVF) to review prior to the RPT meeting, typically scheduled for mid- to late-October.  The candidate’s mentor traditionally presents the case to DVF and the candidate’s credentials are discussed.  Votes of the DVF to grant or deny reappointment, promotion and tenure are submitted through secret ballots and counted jointly by the Department Head and a randomly selected member of the DVF.

Much effort is expended to schedule the DVF meeting at a time when the greatest number of DVF can attend. If a member cannot attend, however, an absentee ballot is filed with the Department Head prior to the full DVF meeting.  When unforeseen circumstances inhibit a DVF member from attending the meeting, absentee ballots will be accepted after the meeting by a deadline the Department Head will determine so that the college submission deadline can be met.

Within five working days after the vote, the DVF summary letter, typically written by the mentor, is added to the dossier and then the Department Head prepares his/her summary letter that is added to the dossier.  In both cases, the candidate has five working days to respond to the written comments of the faculty and the Department Head before the dossier is forwarded to the Dean of CALS, usually in mid-November.