RUL 05.67.303 – Department of Electrical and Computer Engineering Reappointment, Promotion and Tenure Standards and Procedures

Authority: Executive Vice Chancellor and Provost

History: First Issued: October 11, 2002. Last Revised: November 30, 2007.

Related Policies: 
NCSU POL05.20.01 – Appointment, Reappointment, Promotion and Permanent Tenure
NCSU RUL05.67.308 – College of Engineering 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: Head, Department of Electrical and Computer Engineering (919-515-2336)


1. Introduction

This rule describes the standards and procedures for reappointment, promotion, and tenure in the Department of Electrical and Computer Engineering and is supplemental to and consistent with the college rule and the university Academic Tenure Policy.

The mission of the Electrical and Computer Engineering Department, College of Engineering, and North Carolina State University includes teaching, research and extension/service.

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

ECE Department faculty members engage in activities associated with teaching, research, and extension/engagement and service. It is expected that ECE Department faculty will engage in teaching and mentoring students, research directed towards discovery and reporting of knowledge, extension and engagement with constituencies outside the university, and service in professional societies and within the university. It is expected that faculty will participate in a balance of these activities, the exact balance for individual faculty members will be described in their Statement of Mutual Expectations.

3. General Standards

Reappointment, promotion and tenure will be evaluated for each department faculty member with an appropriate and individual consideration across their responsibilities and with due consideration to total and effective service to the institution. Evidence of good teaching and research must accompany each positive recommendation for reappointment, promotion and tenure.

In general, the expectation is that each faculty member will progress in a timely manner from the potential (for promotion to Associate Professor) to the achievement (for promotion to Professor) of national or international recognition of the faculty member’s contributions in scholarship, leadership and service. The departmental voting faculty will consider the faculty member’s individual national and international recognition for scholarship and leadership. They will also recognize cumulative outstanding leadership within the university over an extended number of years that contributes to the national and international recognition of the department and university’s programs.

Ultimately, the judgment of individual departmental voting faculty members is paramount in an evaluation of a candidate against these standards. It is expected that positive recommendations for reappointment, promotion and/or tenure will have strong support from all votes cast by the departmental voting faculty. The department head makes an independent recommendation and may make a recommendation that is not consistent with the DVF vote. All cases will be reviewed carefully at higher university levels.

4. Standards for Reappointment as Assistant Professor

Reappointment at the rank of assistant professor requires that the individual is making satisfactory progress towards meeting the standards for promotion to the rank of associate professor with tenure.

5. Standards for Associate Professor with Tenure

Promotion to associate professor may only occur with tenure and will be evaluated for each faculty member with an appropriate and individual integration across the faculty member’s contributions relative to the faculty member’s negotiated Statement of Mutual Expectations. In general, the expectation is that a faculty member will have demonstrated the potential to achieve national or international recognition for the faculty member’s contributions in scholarship and leadership.

6. Standards for Professor

Promotion to the rank of professor will be evaluated for each faculty member with an appropriate and individual integration across the faculty member’s contributions relative to the faculty member’s negotiated Statement of Mutual Expectations. In general, the expectation is that a faculty member will have achieved national or international recognition for the faculty member’s contributions in scholarship and leadership. Cumulative outstanding leadership within the university, over an extended number of years, that contributes to the national or international recognition of university programs may be heavily weighed in lieu of the faculty member’s individual national or international recognition for scholarship and leadership.

  1. Procedures for RPT Review

The ECE department shall review its faculty each year to determine which individuals should be considered for reappointment, promotion, and tenure. The department will review each junior faculty every year to determine if the candidate is making appropriate progress toward promotion to the next grade. The department head will give feedback to the junior faculty on this assessment each year. The department shall identify those individuals for whom a decision is mandatory and shall determine which other individuals should be officially considered for any of the above personnel actions. In addition, a faculty member may request in writing that his/her case be officially considered.

Department procedures will be consistent with the college and university procedures. The schedule of deadlines for dossier submission and DVF meetings will be set and communicated by the Department Head.