Authority: Executive Vice Chancellor and Provost
History: First Issued: August 1, 2017.
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
Office of the Provost RPT Website
Contact: Head, Department of Entomology and Plant Pathology (919-515-2730)
1.1 The mission of the Department of Entomology and Plant Pathology is to advance and communicate scientific knowledge as well as to assist residents of North Carolina and the world in appreciating the role of arthropods and plant-associated microbes in nature and in understanding and managing beneficial and pestiferous arthropods and pathogens in an environmentally and economically sustainable manner. This mission is fulfilled through discovery, development, application and dissemination of knowledge, and is approached from the perspective of the land grant philosophy and tripartite tradition of teaching, research and extension.
1.2 The following guidelines detail the standards used in formulating the recommendations, responsibilities of each of the participants, and a timeline of events for reappointment, promotion and tenure in the Department of Entomology and Plant Pathology. These guidelines are supplemental to and consistent with NCSU POL05.20.01 – Appointment, Reappointment, Promotion and Permanent Tenure. The award of tenure requires approval of the Board of Trustees.
1.3 Hereafter in this document, “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
2.1 The Department of Entomology and Plant Pathology provides leadership in the generation and dissemination of information on arthropods and plant-associated microbes. Faculty in the department are committed to improving the quality of life by promoting the beneficial aspects of arthropods and plant-associated microbes and mitigating negative impacts they have on plant health, human and animal health, and quality of human life. They have responsibilities in teaching, research, extension, outreach, and service. They create a blend of interactive, fundamental and applied research and extension programs that characterizes the department and is uniquely designed to advance science and to solve problems of our citizens in urban, rural, and industrial environments, and to make the solutions available for implementation. The promotion of entomological and plant pathological knowledge to students through our teaching programs is approached with equal seriousness and standards of quality. 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.
2.2 The range and depth of each faculty member’s responsibilities are refined and updated annually according to changes in the academic, research, and outreach environments, and are described in the Statement of Mutual Expectations (SME), which is reviewed and revised, as needed, via a collaborative process between the faculty member and Department Head.
3. General standards
3.1 Each faculty member is expected to achieve excellence and professional recognition in at least one of the areas of teaching, research, or extension and to demonstrate competence in other areas as agreed upon in their SME. National and international recognition are important standards for promotion, especially to the rank of Professor. Faculty are expected to contribute to the intellectual life of the Department, College, University and profession through service activities.
3.2 Faculty program structure and emphasis are expected to be consistent with the mission of the College of Agriculture and Life Sciences, the Department of Entomology and Plant Pathology, and with the responsibilities described in their SME. Faculty members are expected to develop programs that have depth, strength and high productivity.
3.3 Although there are University and College guidelines for the minimum years in the rank as Assistant Professor before promotion, there are no minimum years in rank as an Associate Professor before promotion to the rank of Full Professor may be considered. Merit rather than years of service is the basic standard in all recommendations regarding promotion and tenure.
3.4 Individual faculty eligible for reappointment, promotion and tenure decisions are expected to provide written documentation of their goals, activities, achievements, and program status in a dossier, formatted in accordance with University and College guidelines. This dossier will be used by the Departmental Voting Faculty in making their reappointment, promotion and tenure recommendations. Standards used for faculty evaluation during the reappointment, promotion and tenure process are listed below. These standards are not in order of priority nor of equal weight. Faculty are evaluated on their total program and are expected to achieve excellence in standards consistent with their SME.
3.5.1. Quality of teaching as evaluated by students and alumni of courses (includes formal courses, special topics and seminars).
3.5.2. Number, progress, and completion of graduate advisees.
3.5.3. Peer evaluations of course syllabi and lecture outlines.
3.5.4. Department Head and peer evaluations of lectures and communication skills, based on observations.
3.5.5. Exit interviews of students by Department Head.
3.5.6. Innovation in course content and course development.
3.5.7. Development of teaching publications and aids, including videos, computer software, slide sets, insect collections and other items.
3.5.8. Participation in teaching symposia, conferences, workshops and similar activities.
3.5.9. Honors, awards and other recognitions.
3.5.10. Collaborative teaching where appropriate (e.g., interdisciplinary and IPM courses).
3.5.11 Extramural teaching support.
3.6.1. Quality and quantity of peer reviewed publications including journal articles, book chapters, books, technical bulletins, monographs, and computer software.
3.6.2. Significance of research contributions to the discipline, relative to appointment.
3.6.3. Development of solutions to basic or applied problems in the research area.
3.6.4. Development of innovative theories, techniques, technologies, pest or pathogen management systems, and patents.
3.6.5. Collaborative and interdisciplinary research where appropriate.
3.6.6. Invited and submitted presentations at symposia and professional meetings, and non-peer reviewed publications and reports.
3.6.7. Honors, awards, consultantships, and other recognitions.
3.6.8. Efforts and success in obtaining extramural funding.
3.6.9. Training and placement of graduate students and post-doctoral associates.
3.7.1. Identifying and addressing priority problems and constituent needs in areas of responsibility.
3.7.2. Interpretation and adaptation of research data to problem solving.
3.7.3. Quality and quantity of publications and training aids, such as computer software, video, audio, slide sets, publications, insect displays, and disease specimens.
3.7.4. Evaluations by county extension personnel and representatives of other appropriate groups.
3.7.5. Participation in symposia, conferences, workshops and similar activities.
3.7.6. Innovations in program content and implementation.
3.7.7. Honors, awards and other recognitions.
3.7.8. Active participation in collaborative and interdisciplinary extension and research efforts appropriate to area of responsibility.
3.7.9. Involvement in agent training and county programs.
3.7.10. Conduct of applied research and demonstration projects.
3.7.11. Efforts and success in obtaining extramural funding.
3.8 DEPARTMENT, COLLEGE, AND UNIVERSITY SERVICE
3.8.1. Committee service, including administrative leadership role, institutional level and scope.
3.8.2. Election to offices in College and University organizations
3.8.3. Special assignments, task forces, commissions and similar activities.
3.8.4. Contributions to departmental activities, community development, meetings, and workshops.
3.9 PROFESSIONAL AND PUBLIC SERVICE
3.9.1. Election to offices in local, regional, national, and international scientific societies and professional organizations.
3.9.2. Committee service for scientific and professional organizations
3.9.3. Service in reviewing grant proposals or programs and articles for scientific journals, and other similar activities.
3.9.4. Service as editor or on editorial boards for journals and books.
3.9.5. Advisory service to public and governmental agencies and the public.
3.9.6. Organization and leadership of scientific meetings, symposia, workshops and similar events.
3.9.7. Educational outreach activities and programs for the public, K-12 students and teachers, and other groups.
4. Standards for reappointment to Assistant Professor
To be reappointed as assistant professor, the individual must demonstrate ability in teaching, research, extension, and/or other scholarly or appropriate creative activities; demonstrate potential for directing teaching, research, graduate study, or extension activities; and demonstrate an ability and willingness to participate in university, college, and departmental affairs in accordance with their appointment and SME. While reappointment decisions will be based on the actual accomplishments of all of the general and specific standards listed in Section 3 which are pertinent to a given faculty member’s specific responsibilities, strong consideration will also be placed on the demonstrated potential for accomplishment in those areas that require longer time periods to achieve.
5. Standards for promotion to Associate Professor with tenure
To be promoted to 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 research, teaching and extension commensurate with their SME and will have demonstrated the ability to manage or direct activities in these areas. In addition, the individual will have shown a willingness to participate in activities at the departmental, college and/or university level that contribute to the wellbeing of the institution.
6. Standards for Full Professor
To merit promotion to the rank of Professor, an individual faculty member will have met the standards described above for promotion to Associate Professor with tenure. Furthermore, the individual will have a proven record of distinguished achievement in teaching, research and extension commensurate with their SME. The requisite level of achievement will be evidenced by national and international recognition from peers working within the individual’s area of scholarly activity.
7.1. A dossier as required by university regulation (NCSU REG 05.20.20 – Reappointment, Promotion, and Tenure Dossier Format Requirements) will be provided to the Department Head by each faculty member to be reviewed for reappointment or for promotion to Associate Professor with tenure and by each Associate Professor requesting consideration for promotion to Full Professor. This dossier will be due according to the timeline outlined below, or as needed to allow all deadlines for the annual RPT process to be met.
7.2. Departmental Voting Faculty The Departmental Voting Faculty (DVF) are defined by NCSU POL05.20.01 – Appointment, Reappointment, Promotion and Permanent Tenure. USDA faculty will be included in deliberations consistent with rank held and policies of the college and university, but their vote is not counted in the DVF.
In the case of faculty hired without tenure prior to the merger of the Entomology and Plant Pathology departments, the DVF will consist of the faculty in the former department into which the faculty member was hired. Following tenure, faculty will be reviewed by the merged DVF. Tenured associate professors will be evaluated by the DVF of their previous promotion, if prior to the merger, and tenured full professors will be evaluated by the full merged DVF.
The DVF will meet and discuss the merits of each faculty member up for review in a given year, and a vote will be taken on each. Evaluations from the Department Head and the faculty will be added to the dossier along with the DVF vote and any other required information to complete the dossier. This will be delivered to the Dean of the College by his/her deadline, normally in mid-November. The remaining procedures will follow the university process.
7.3. Mentors. The Department Head will assign each newly appointed faculty member a mentorship committee of up to three tenured faculty members in consultation with the faculty member. One member of the mentorship committee will be designated chair. The role of the mentorship committee is to provide guidance for professional development, and the mentorship committee chair will represent the faculty member during the processes of reappointment, promotion and tenure. Faculty are encouraged to meet with their mentorship committee while considering their review timeline and preparing RPT documentation.
7.4.1. Spring meeting. Tenured faculty will meet annually during spring semester (prior to April 1) to informally review the progress of each tenure track faculty member towards reappointment, promotion and tenure. The review will consist of the appointee submitting an updated curriculum vita in dossier format for the initial review by faculty. The mentorship committee chair of each tenure track faculty member will summarize the individual’s progress in detail during this meeting. When satisfactory progress is being made, the mentor will report substance of the discussion to him or her. Concerns raised by faculty that could jeopardize reappointment or promotion and conferral of tenure should be communicated to the faculty member by the Department Head and the mentorship committee chair. All Assistant Professors that must be considered for reappointment or tenure during the coming year and Associate Professors that wish to be considered for promotion to Full Professor will provide a current curriculum vita in dossier format for review by the senior faculty. The Department Head will use the discussion from this meeting when counseling faculty who wish to be considered for promotion to Full Professor.
7.4.2. On or before June 1: The Department Head will have met with each faculty member to be considered for reappointment or tenure and promotion to Associate Professor to officially inform the individual that they are to be considered that year. The Department Head will also have met with other EHRA faculty (e.g., non-tenure track faculty) to be considered for reappointment or other matters pertaining to non tenure track faculty at the fall meeting. In addition, the Department Head will remind the faculty member of important deadlines for completion of documentation for the recommendation process. The faculty member should meet with their mentor(s) to specifically discuss the preparation and review of credentials. Credentials consist of the information requested in the dossier. Most faculty, especially those with significant academic responsibilities, will be advised to also prepare a teaching portfolio as an addendum to the dossier form to adequately document academic accomplishments and scholarship.
7.4.3. On or before July 1: The faculty member should meet with their mentorship committee. This meeting should include a general discussion of the process, and the faculty member and mentor should develop a list of external evaluators (at least six). The committee will communicate to the Department Head at least 10 names of external evaluators along with a brief curriculum vita of each external evaluator, as required by the university.
7.4.4. On or before September 1: The Department Head will select six external evaluators from the list and solicit references from them. The solicitation will consist of a request for the letter of evaluation accompanied by the candidate’s complete curriculum vita in dossier format. Letters should be requested for receipt by September 20.
7.4.5. On or before October 15: All faculty members being considered for reappointment, tenure and/or promotion will present a seminar to the department by October 15. Each candidate’s dossier, complete with all supporting documentation, should be available in the departmental office for review no less than two weeks prior to the Fall meeting of the faculty to make recommendations, which will be scheduled around November 1. The mentorship committee chair will provide a summary of the faculty vote for inclusion in the dossier. In the rare instance of a split (vote) recommendation, the department head may also solicit a ‘minority’ recommendation for inclusion.