RUL 05.67.23 - Department of Applied Ecology Faculty Contract, Reappointment, Promotion and Tenure Standards and Procedures

RUL 05.67.23 – Department of Applied Ecology Faculty Contract, Reappointment, Promotion and Tenure Standards and Procedures

History: First Issued: May 2014. Last Revised: August 4, 2025.

Additional Information:
Office of the Provost RPT Website

Contact: Department Head, 919-515-4663

1. Introduction

1.1 The mission of the Department of Applied Ecology is to advance and share fundamental and novel discoveries in ecology and apply them to our greatest environmental challenges. To accomplish this mission it is necessary to integrate a strong research program, traditional and innovative classroom instruction, intensive mentoring of students, and extension/engagement to diverse stakeholders. With a well-funded and diverse research portfolio, we strive to understand the living world and to apply ecological principles to solve societal challenges. We have particular strengths in global change biology and aquatic sciences, and our broad research portfolio spans genes to ecosystems through work in fisheries and aquaculture, conservation biology, ecology, pollinator biology, environmental toxicology, disease ecology, and environmental health. We train students to become world-class scientists and leaders who are equipped to tackle tomorrow’s grand environmental challenges, and we conduct interdisciplinary work that engages students and the general public in an effort to apply our expertise to understanding and managing the natural world.

1.2 This rule describes the standards and procedures of the Department of Applied Ecology for reappointment, promotion and tenure for tenure track (TT) faculty and for subsequent contracts and promotion for professional track faculty (PT) and is supplemental to and consistent with University and College rules on TT and PT faculty.

1.3 Reappointment, promotion and tenure for TT and subsequent contracts and promotion for PT are processes whereby innovative and creative scholars join the senior ranks of the faculty. Peer review is the basis for reappointment, promotion and tenure and subsequent contracts/promotion and the responsibility granted to the Department Voting Faculty for performing such reviews is based on the principle that scholars in a particular field are the best judges of the scholarly activities of their colleagues.

1.4 Hereafter in this rule, “senior faculty” refers to full-time tenured and professional track professors, “junior faculty” refers to full-time tenured, tenure-track, and professional track assistant and associate professors, and “faculty” refers to both junior and senior faculty combined. Professional track faculty refers to professorially-ranked professional track faculty in any track.

2. Areas of Faculty Responsibility

2.1 The primary effort of most faculty members in the Department are teaching and mentoring students and research. A smaller number of faculty have responsibilities for extension and engagement.

2.2 The Department has a vigorous graduate program and offers degrees through the graduate curricula of the Biology Graduate Program, Biomathematics, and Fisheries, Wildlife, and Conservation Biology. Students receive training in areas of expertise that are represented among the faculty.

2.3 The Department’s research portfolio is strong and diverse. Funding agencies that sponsor research within the department, include NSF, DOD, DOI, USDA, NOAA, EPA, USGS, Sea Grant, several North Carolina agencies, international organizations, and other external funding sources. Much of the research is integrated across a spectrum from basic to applied research, extension and engagement. A significant component of the Department’s portfolio involves the U.S. Department of Interior’s Cooperative Fish and Wildlife Research Unit. Faculty in the unit have the equivalent of full faculty status, mentor graduate students and teach graduate-level courses.

2.4 The Department’s extension and engagement programs include Agromedicine, urban ecology, pollination ecology, apiculture, environmental health, aquatic ecology, aquaculture, fisheries, and others. Of particular note are the roles that the Department has played in developing a statewide water quality monitoring program, farm safety programs, the apiculture industry and a growing aquaculture industry. Significant extension and engagement efforts involve collaboration with the NC Department of Environmental Quality, NC Wildlife Resources Commission, the North Carolina Sea Grant, and others.

2.5 The professional expectations for an individual faculty member are determined by the position description, which is typically included in the appointment letter and subsequently in the Statement of Faculty Responsibilities. Modifications to this description will be negotiated, documented and incorporated in the Statement of Faculty Responsibilities.

2.6 PT faculty are expected to meet the same criteria that are used for TT faculty, as described in these policies, rules and regulations and as appropriate to their contract and Statement of Faculty Responsibilities (SFR).

3. General Standards

3.1 Each faculty member is expected to achieve professional excellence and peer recognition in at least one area of scholarship, which includes teaching and mentoring of undergraduate and graduate students (teaching), discovery of knowledge through discipline-guided inquiry (research), extension and engagement with constituencies outside the university (extension and engagement) or service to professional societies and the discipline and service and engagement within the university itself (service) and to demonstrate professional competence in the other areas that apply to the individual’s position description or Statement of Faculty Responsibilities. Faculty members are expected to establish programs characterized by quality, depth and high levels of productivity. National and international recognition are important standards, especially for promotion to the rank of Professor. Faculty members are expected to contribute to the intellectual life of their Department, College, University and profession through professional service. Merit of a faculty member’s program rather than time in rank is the basic standard for all recommendations regarding reappointment promotion and tenure (TT) or subsequent contracts and promotion (PT).

3.2 The following standards for the realms of faculty responsibility represented in the Department are not in order of priority nor of equal weight. Individual faculty 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 position description.

3.3. We recognize and value the work of scholars and teachers that empowers and supports communities within and outside of NC State University and broadens the reach of science and science engagement. We strongly encourage faculty to include these efforts in their assigned realms of responsibility. Examples of such efforts, which transcend the traditional categories of contribution, include a) mentoring students in ways that takes into account their individual needs and empowers them for a lifetime of success, b) conducting scholarly work that documents or addresses the range of community needs for education, research, or extension, c) participating in, and especially leading training that enhances our communities and science, and d) serving communities through engagement and extension efforts that focuses on the societal, economic, and environmental challenges facing our state, nation, and world.

3.4. In recognition of the central importance of interdisciplinarity in our field, we consider the work of scholars and teachers to conduct interdisciplinary science and science engagement to be of significant importance to our discipline and strongly encourage faculty to include these efforts in their assigned realms of responsibility. Examples of such efforts, which transcend the traditional categories of contribution and connect across the missions of the university, include a) collaborating in large interdisciplinary research projects, b) scholarship, teaching and mentoring that embraces interdisciplinarity, c) leadership in interdisciplinary projects and d) interdisciplinary engagement and extension efforts.

3.5 Teaching Standards

3.5.1 Quality of teaching as evaluated by student and peer evaluation

3.5.2 Development of innovative teaching materials and curricula, e.g. publications, videos, computer software, slide sets, etc.

3.5.3 Scholarship of teaching and learning, including journal articles, book chapters, books, monographs, and published teaching modules

3.5.4 Invited and submitted presentations at symposia and professional meetings

3.5.5 New course development and preparation, and updating existing courses

3.5.6 Innovation of course content

3.5.7 Organization or participation in teaching symposia, workshops, or requested consultancies and subject matter expertise

3.5.8 Honors and Awards

3.5.9 Advising of undergraduate and graduate students

3.5.10 Assessment and improvement of overall contributions to student learning

3.5.11 Efforts and success with funding proposals appropriate for the faculty member’s particular program

3.5.12 Community building through peer teaching workshops, mentoring faculty, postdoctoral associates, graduate and undergraduate students, such as by linking undergraduate students/graduate students/faculty for shared projects

3.6 Research Standards

3.6.1 Quality and quantity of peer reviewed publications including journal articles, book chapters, books, monographs, reviewed data sets, and reviewed computer software or code

3.6.2 Significance of research contributions to the discipline

3.6.3 Development of innovative theories, techniques and technologies

3.6.4 Invited and submitted presentations at symposia and professional meetings

3.6.5 Honors, awards and consultancies

3.6.6 Efforts and success with funded research proposals

3.6.7 Training of graduate students and postdoctoral associates

3.6.8 Demonstrated impact of scholarship

3.6.9 Extension and engagement connected to scholarship

3.7 Extension and Engagement Standards

3.7.1 Identification and documentation of constituent needs

3.7.2 Application of research, teaching or extension programs to address constituent needs

3.7.3 Contribution of applied research to resolving constituent needs

3.7.4 Quantity and quality of extension/ engagement publications and training aids

3.7.5 Innovation and impact of extension/ engagement programs and applied research

3.7.6 Demonstration projects

3.7.7 Organization or participation in extension-related symposia and conferences

3.7.8 Organization or participation in agent training or providing educational materials for stakeholder needs

3.7.9 Honors, awards, consultancies and elected leadership positions

3.7.10 Efforts and success with proposals for extramural funding

3.7.11. Scientific advisory committees to private or public organizations

3.7.12. Extension/ engagement presentations and other activities for public schools and other public organizations

3.8 Departmental, College and University Service

3.8.1 Committee service

3.8.2 Committee leadership

3.8.3 Elected offices in College and University Organizations

3.8.4 Contributions to community development within the Department

3.9 Professional and Public Service

3.9.1 Election to offices in local, national and international scientific societies and professional organizations

3.9.2 Committee service for scientific and professional organizations

3.9.3 Service in reviewing grants or programs

3.9.4 Service as editor or on editorial boards for journals and books

3.9.5 Advisory service to public and governmental organizations

3.9.6 Organization and leadership of scientific meetings, symposia and workshops

3.9.7 Presentations to external organizations

4. Standards for Reappointment or Subsequent Contract as Assistant Professor

4.1. For reappointment as a TT Assistant Professor, there must be demonstrable potential that the candidate will excel in at least one realm of responsibility and perform well in all other realms of responsibility for which they have assigned time in their Statement of Faculty Responsibility. Evidence of such potential will indicate that the candidate has been involved in the generation of new knowledge, has carried out creative activities, or has made contributions and innovations available to others through teaching, extension/engagement and/or presentations in scientific and technical journals, books or comparable publications. Successful application for extramural funds is further testimony to the candidate’s potential.

4.2. For subsequent contract as a PT Assistant Professor, there must be demonstrable potential that the candidate will excel in at least one realm of responsibility and perform well in all other realms of responsibility for which they have assigned effort in their Statement of Faculty Responsibility. Evidence of such potential will indicate that the candidate has been involved in the generation of new knowledge, has carried out creative activities, or has made contributions and innovations available to others through teaching, extension/engagement and/or presentations in scientific and technical journals, books or comparable publications. Successful application for extramural funds is further testimony to the candidate’s potential.

5. Standards for Associate Professor

5.1. For appointment as an Associate Professor with tenure, there must be evidence that the candidate has excelled in one realm of responsibility and performed well in all other realms of responsibility for which they have assigned time in their Statement of Faculty Responsibility. Evidence of such potential will indicate that the candidate has been involved in the generation of new knowledge, has carried out creative activities, or has made contributions and innovations available to others through teaching, extension/engagement and/or presentations in scientific and technical journals, books or comparable publications. Candidates should have a national reputation for contributions to their field(s). Successful application for extramural funds is further testimony to the candidate’s reputation outside the university. The senior faculty and Associate Professors must be assured that there is a reasonable expectation that the candidate will continue to build their national and international reputation through significant contributions to the field.

5.2. For promotion to or subsequent contract as a PT Associate Professor, there must be evidence that the candidate has excelled in one realm of responsibility and performed well in all other realms of responsibility for which they have assigned time in their Statement of Faculty Responsibility. Evidence of such potential will indicate that the candidate has been involved in the generation of new knowledge, has carried out creative activities, or has made contributions and innovations available to others through teaching, extension/engagement and/or presentations in scientific and technical journals, books or comparable publications. Candidates should have a national reputation for contributions to their field(s). Successful application for extramural funds is further testimony to the candidate’s reputation outside the university. The senior faculty and Associate Professors must be assured that there is a reasonable expectation that the candidate will continue to build their national and international reputation through significant contributions to the field.

6. Standards for Professor

6.1. Promotion to Professor or to PT Professor is related to carefully documented activities and accomplishments since the year of promotion to associate professor and, when appropriate, appointment to tenure rank. It is not based on the number of years in the Associate Professor rank. Regardless of a candidate’s area of activity, there must be evidence that the candidate has been involved in the generation of new knowledge, has carried out creative activities, or has made contributions and innovations available to others through teaching, extension/engagement and/or presentations in scientific and technical journals, books or comparable publications. Furthermore, for promotion to full professor, the Department must be assured that the candidate has a national and international reputation for excellence in the candidate’s field and that the candidate will maintain this reputation through significant contributions to the field.

6.2. For subsequent contract for a Professor in the Professional Track, faculty members must present evidence that they are maintaining the metrics for promotion to professor in section 6.1 in accordance with their assigned efforts in the realms set forth in their Statement of Faculty Responsibilities.

7. Procedures

7.1. Each full time (>0.75FTE) Assistant and Associate Professor with a contract longer than a year is assigned a mentoring committee of faculty holding a higher rank. The mentoring committee monitors the activities and accomplishments of the mentee. Each year in the spring at a meeting of the senior faculty and, as appropriate, Associate Professors mentors report on the progress of their mentees. The attending faculty evaluate the progress of each junior faculty and provide written feedback approved by the senior faculty and, as appropriate, Associate Professors that is communicated to the mentee by the mentoring committee or the Department Head. This process provides the mentee with advice on professional development and regular constructive feedback.

7.2. After the meeting described in 7.2, the Department Head contacts those due for mandatory review and those who the senior faculty recommend as ready for consideration for reappointment, promotion or tenure (TT) or subsequent contract or promotion (PT). The head also announces to the assistant professors in the professional track and associate professors that they should make known their plans for petitions for promotion during the following cycle. All who are ready for review are given full instructions for preparing the dossier, are asked to recommend external references (except TT assistant professors petitioning for reappointment), and given a deadline for submission of their reappointment, promotion and tenure (TT) or subsequent contract or promotion (PT) documentation.

7.3. TT Associate Professors and PT Assistant and Associate Professors are free to petition for promotion anytime that they feel their credentials are sufficient. TT Assistant Professors are free to petition for promotion and tenure before they are required. The senior faculty frequently make recommendations that an Assistant or Associate Professor is ready for consideration through the mentoring process.

7.4 During spring, the Department Head consults with the senior faculty about additional appropriate external references and sends requests for references to those chosen with a deadline on or about August 31. During the latter half of September, the Department Head works with the candidates to ensure a final dossier is fully prepared.

7.5. For a subsequent contract that does not involve promotion of rank, documentation should include a current curriculum vitae and materials that would be included in the dossier section(s) appropriate to the faculty member’s responsibilities as reflected in the Statement of Faculty Responsibilities (e.g., Teaching, Scholarship/Research, Extension and Engagement, Service). A full dossier is not required. However, two evaluation letters from personnel of similar or higher rank external to the Department should be included in the documentation.

7.6 The dossier is made available to the Departmental Voting Faculty approximately two weeks prior to a September or October faculty meeting at which petitions for reappointment, promotion and tenure (TT) and subsequent contract or promotion (PT) are considered.

7.7 Following discussion of each petition, a faculty vote is taken. Two weeks prior to the meeting the head requests all eligible faculty who will be absent to submit before the meeting a written proxy to the head. An individual or committee is chosen to prepare the written assessment; typically this is the candidate’s mentor or mentoring committee. This assessment is made available to the voting faculty for comment before it is incorporated in the dossier. The head of department prepares a separate written assessment. These assessments are made available to the candidates allowing five business days for them to provide an optional response that, if submitted, becomes part of the dossier submitted to the dean.