Authority: Executive Vice Chancellor and Provost
History: First Issued: March 1999. Last Revised: January 25, 2008.
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
Contact Info: Department Head, Department of Environmental and Molecular Toxicology (919-515-2274)
For 2013-14 and 2014-15, faculty members whose departments were impacted by the creation of the College of Sciences have the option to be reviewed for reappointment, promotion and tenure or for post-tenure review using the Rule for Reappointment, Promotion and Tenure Standards and Procedures or the Rule for Post-Tenure Review Standard and Procedures of their previous academic departments. For more information about whether faculty reviews in your department are affected by the creation of the new college, please contact the Dean’s Office in the College of Agriculture and Life Sciences or the College of Sciences.
The development of recommendations for reappointment, promotion and tenure is a collective process in which the faculty members under review, tenured faculty and administration are all active participants. It is one of the primary responsibilities of tenured faculty to provide substantive input regarding reappointment, promotion and tenure decisions.
This document serves as a guide through this process by detailing the standards used in formulating the recommendations, the responsibilities of each of the participants, and a timeline of events.
The NC State University Board of Trustees has sole authority for final Tenure Approval, and each of the guidelines noted in these departmental policies and procedures is congruent with the standards established by the College of Agriculture and Life Sciences and North Carolina State University, and are issued under authority of NCSU POL 05.20.01 – Appointment, Reappointment, Promotion and Permanent Tenure.
Hereafter in this rule, “senior faculty” refers to tenured full professors, and “junior faculty” refers to tenured or tenure track assistant professors and tenured or tenure track associate professors.
2. Areas of Faculty Responsibility
Each faculty member in this department has a unique set of responsibilities supporting the mission of the Department, which is to:
- Advance toxicology as a science by conducting, and training prospective toxicologists to conduct, basic and applied research on the potentially adverse effects of toxicants with the overall objective of protecting and improving human and environmental health
- Communicate the concepts and findings of toxicological research/evaluations to
- graduate and undergraduate students through current and informative courses
- the general public through extension, outreach, and engagement
Depending on the faculty member’s assignment, these responsibilities are divided among Teaching, Research, and Extension and Outreach, and the responsibilities are described in detail to each faculty member in the Letter of Appointment. Furthermore, the range and depth of each faculty member’s responsibilities is refined and updated annually according to changes in the academic, research, and outreach environments and described in NCSU REG05.20.27 – Statements of Mutual Expectations, which is reviewed and revised via a collaborative process between the faculty member and the Department Head.
3. General Standards
Regardless of their types of appointment, all faculty members to be considered for promotion from assistant to associate professor with tenure or from associate professor to professor must demonstrate that they are effective teachers and that they have made regular scholarly contributions to their field in an appropriate form. It is important to understand that teaching includes activities and responsibilities beyond the classroom setting per se. These activities and responsibilities with students (undergraduate, graduate and postdoctoral) may include advising, mentoring, laboratory supervision, direction of papers, theses and dissertations, and other contact and relationships outside the classroom. Scholarly contributions are defined more broadly than the publication of research, as many different forms of scholarly activity contribute to the field.
In addition, the overall program of the faculty member must have depth, strength, vitality, and must fit logically within the mission of the department and the College. Collegiality and the ability to cooperate with other faculty members are important personal characteristics for consideration.
Faculty members being reviewed for reappointment, promotion and tenure will be evaluated on their performance in the areas of responsibility defined in their Statement of Mutual Expectations using the standards set forth in this document.
These standards are not in order of priority nor of equal weight. Individual faculty members are evaluated on their total program and are expected to achieve at high levels of quality and productivity in most of the standards that are appropriate to their responsibilities – this includes term of appointment (9 month or 12 month) and official salary split among academic, research, and extension funding categories. Faculty of the Department of Environmental and Molecular Toxicology are assigned responsibilities in four of the six realms of responsibility as follows.
3.1. Teaching and Mentoring of Undergraduate and Graduate Students
3.1.1. Quality of teaching as evaluated by student and peer evaluation
3.1.2. Development of innovative teaching materials, e.g. publications, videos, computer software, web-based instruction, etc.
3.1.3. Innovation of course content
3.1.4. Participation in teaching symposia and workshops
3.1.5. Honors and Awards
3.1.6. Advising of undergraduate and graduate students
3.1.7. Efforts and success with proposals for extramural funding
3.2. Discovery of Knowledge through Discipline-Guided Inquiry
3.2.1. Quality and quantity of peer reviewed publications including journal articles, book chapters, books, monographs and computer software
3.2.2. Significance of research contributions to the discipline
3.2.3. Development of innovative theories, techniques and technologies
3.2.4. Invited and submitted presentations at symposia and professional meetings
3.2.5. Honors, awards and consultancies
3.2.6. Efforts and success with proposals for extramural funding
3.2.7. Training and placement of graduate students and post-doctoral associates
3.3. Extension and Engagement with Constituencies Outside the University
3.3.1. Identification of constituent needs
3.3.2. Application of research program to address needs
3.3.3. Contribution of applied research to resolving needs
3.3.4. Quantity and quality of publications and training aids
3.3.5. Innovation of applied research programs
3.3.6. Demonstration projects
3.3.7. Participation in symposia and conferences
3.3.8. Participation in agent training
3.3.9. Honors and awards
3.3.10. Efforts and success with proposals for extramural funding
3.4. Service in Professional Societies and Within the University Itself
3.4.1. Departmental, College and University Service
3.4.1a) Committee service
3.4.1b) Committee leadership
3.4.1c) Elected offices in College and University Organizations
3.4.1d) Contributions to community development and activities within the Department
3.4.2. Professional and Public Service
3.4.2a) Election to offices in local, national and international scientific societies and professional organizations
3.4.2b) Committee service for scientific and professional organizations
3.4.2c) Service in reviewing grants or programs
3.4.2d) Service as editor or on editorial boards for journals and books
3.4.2e) Advisory service to public and governmental organizations
3.4.2f) Organization and leadership of scientific meetings, symposia and workshops
3.4.2g) Presentations to public schools and organizations
4. Standards for Reappointment as Assistant Professor
Faculty reappointed to the rank of Assistant Professor will have earned a doctoral degree in a discipline relevant to their areas of responsibility and will have demonstrated potential to be able to conceive, conduct and manage a scholarly program in teaching, research and/or extension with clear potential for achieve the standards required for promotion to Associate Professor with tenure and eventually national and international prominence.
5. Standards for Associate Professor with Tenure
To be either appointed or promoted to the rank of Associate Professor with tenure, a faculty member must first meet the standards listed above for reappointment as an Assistant Professor. Furthermore, the individual will have demonstrated recognized ability to achieve distinction in the areas of responsibility defined in NCSU REG05.20.27 – Statements of Mutual Expectations. Also, the individual should have demonstrated the ability to manage or direct activities in these areas. In addition, the individual should have shown a willingness to participate in activities at the departmental, college and/or university level that contributes to the well being of the institution.
6. Standards for Professor
To merit promotion or appointment to the rank of Professor, an individual faculty member will have met the standards described above for appointment or promotion to Associate Professor with tenure. Furthermore, the individual will have demonstrated a proven record of distinguished achievement in the areas of responsibility defined in NCSU REG05.20.27 – Statements of Mutual Expectations. The requisite level of achievement will be evidenced by national and international recognition from peers working within the individual’s area of scholarly activity.
7. Procedures for RPT Review
7.1. Duties of the Mentor
The faculty member’s assigned mentor is charged with assisting the candidate through the tenure and promotion process.
7.2. Departmental Voting Faculty (DVF) Procedures
Promotions to full professor will be voted on by the tenured full professors in the department. For assistant professors being reviewed for promotion to associate professor with tenure, both tenured full professors and tenured associate professors will vote.
The Head will assign one of the senior faculty members to serve as Chair of the DVF and develop the written assessment. The written assessment must include a listing of the eligible DVF members, those present and involved in the review discussions, and those not present but provided their input and vote. The vote will be by voice vote, will be counted by the Chair and reported to the overall committee, the Head and the candidate. Faculty who are out of the state at the time of the candidate’s review may either abstain, or vote by providing their written comments and vote to the Chair of the DVF.
The Department Head will participate in each candidate’s review discussion, but will not vote. He/she will provide his/her assessment via the Department Head’s statement that goes forward with the candidate’s review. The Department Head’s assessment will be shared with the candidate as required in the University RPT procedure. The vote and summary along with the department head’s recommendation and summary will be forwarded along with the dossier and accompanying documentation. The candidate will be informed of the progress of the review as outlined in the University RPT policy.
7.3. External Evaluations Request
The faculty member under review will be asked to provide a list of at least five individuals from outside of the University whom they believe know their program and would be able to provide a written evaluation of their program. The Department Head, in consultation with others in the Department and elsewhere, will also develop a list of individuals from outside of the University who would in their estimation have the ability to provide such evaluations. At least three individuals from each of these lists will then be chosen by the Department Head, and evaluations will be requested from them.
Early in the calendar year, the Department’s annual RPT process will begin with a memo from the Department Head to all faculty due for mandatory review for reappointment, promotion and/or tenure during the fall. That memo will include a schedule of the critical deadlines for the impending review.
In June, all faculty members to be reviewed will be asked to meet with the Department Head to review and update their Statements of Mutual Expectations and to begin the documentation process.
By September 1st, the Faculty member under review will have their dossier completed.
Between September 15 and October 20, the DVF meetings will be scheduled by the Department Head.