RUL 05.67.304 - Department of Industrial and Systems Engineering Faculty Contract, Reappointment, Promotion and Tenure Standards and Procedures

RUL 05.67.304 – Department of Industrial and Systems Engineering Faculty Contract, Reappointment, Promotion and Tenure Standards and Procedures

Authority: Executive Vice Chancellor and Provost

History: First Issued: September 4, 2002. Last Revised: November 13, 2025.

Additional References:
Office of the Provost RPT Website

Contact Info: Department Head, (919-515-6415)

1. Introduction

This rule describes the standards and procedures for initial contract, subsequent contract, initial appointment, reappointment, promotion, and tenure (RPT) in the Department of Industrial and Systems Engineering and is supplemental to and consistent with the college (NCSU RUL05.67.308 – College of Engineering Contract, Reappointment, Promotion, and Tenure Standards and Procedures) and university (NCSU POL05.20.01 – Appointment, Reappointment, Promotion and Permanent Tenure & NCSU REG05.20.34 – Professional Faculty Ranks and Appointments) policies.

The mission of North Carolina State University and of the Department of Industrial and Systems Engineering includes education, research, innovation, extension and service as defined in Section 2.

2. Areas of Faculty Responsibility

The six realms of faculty responsibilities are given by NCSU REG05.20.27 – Statements of Faculty Responsibilities (SFR) and include: (1) teaching and mentoring of undergraduate and graduate students (referred to hereafter as teaching), (2) discovery of knowledge through discipline-guided inquiry (referred to hereafter as research), (3) creative artistry and literature, (4) technological and managerial innovation (referred to hereafter as innovation), (5) extension and engagement with constituencies outside the university (referred to hereafter as extension), and (6) service to professional societies and the discipline and service and engagement within the university itself (referred to hereafter as service). The manner in which various faculty members may demonstrate their contributions in these realms may vary widely. Thus, the assessment of a particular faculty member’s individual contributions as defined in their SFR will be evaluated using the standards described in Sections 3-7 of this rule.

3. General Standards

3.1 Evidence of contributions in teaching, consistent with the effort assigned in a candidate’s SFR, must accompany each positive recommendation for promotion.

3.2 The department recognizes that collegiality and the ability to cooperate with other faculty, staff, and/or students can affect a faculty member’s ability to meet the standards for their ranks and realms of responsibility. While collegiality in and of itself is not a performance standard, a lack of collegiality may be acknowledged in an evaluation process to the extent that it served as a factor that negatively affected the faculty member’s work performance in one or more of their realms of responsibility. A lack of collegiality and constructive cooperation are defined as behavior by the faculty member that negatively impacts the faculty member’s ability to fulfill their professional responsibilities or that negatively impacts the department’s ability to fulfill its academic mission.

3.3 Decisions for Professional Track subsequent contracts of up to two (2) years are delegated to the Department Head (NCSU REG05.20.34).

4. Procedures for Initial Appointment (Tenure Track) or Contracts (Professional Track)

4.1 Documentation

For initial appointments or contracts, the Department Head shall assemble documentation as appropriate.

4.2 Consultation

Decisions for appointment or contract are dependent on substantive consultation with the Department Voting Faculty (DVF) by Department Head and Dean who are responsible for these decisions.

4.2.1 Departmental Consultation – It is the responsibility of the DVF to participate in this consultation at the departmental level. The DVF (defined in sections 8.1.1, 8.1.2, and 8.1.3 below, following NCSU POL 05.20.01 and NCSU REG 05.20.34) shall have full access to the documentation prepared for each candidate and the opportunity and responsibility to meet as a group with the Department Head to consider the matter confidentially. In each case of initial appointment, a vote shall be taken by secret ballot, and votes will be collected through an online ballot. The DVF votes in a window that starts after the discussion of a case is concluded. Faculty members who cannot attend the meeting shall be permitted to vote using the online ballot. The results of the vote will be reported to the DVF within 2 business days after votes are collected. Emeriti faculty do not participate in DVF deliberations and do not vote.

4.2.2 For initial appointments or contracts, two votes are taken and recorded. The first vote is for the DVF to indicate support for the appointment of a particular candidate. The second vote is for the DVF to award rank, which may also include tenure, to a particular candidate.

a. The DVF for the first vote, to support appointment or contract of a particular candidate, shall consist of all full-time (.75 FTE and higher) faculty who hold tenured or tenure-track positions at a rank equal to our higher than the rank being considered as well as all full-time (.75 FTE and higher) professional faculty in the track that is under consideration who hold professorial rank equal to or higher than the rank under consideration.

4.2.3 For initial appointment to Associate Professor with tenure or Professor, an Ad Hoc committee will be formed. As described in Section 8.2, Ad Hoc committees are appointed by the Department Head to prepare cases for a vote of the DVF. Ad Hoc committees typically consist of two DVF members. Guidelines for the Ad Hoc committee and securing external letters are provided in section 8.3. External letters will be required before the second vote. For initial appointment to Assistant Professor or Associate Professor without tenure, an Ad Hoc committee will not be formed, and external letters will not be required.

4.2.4 For initial contract of Research Associate Professor, Research Professor, and Teaching Professor, external letters will be required before the second vote. For initial contract of Teaching Associate Professor, external letters will be required. For initial contract of Teaching Assistant Professor and Research Assistant Professor, external letters will be required. Guidelines for securing external letters are provided in section 8.3

4.2.5 The second vote for initial appointment of tenure-track and tenured faculty must be specific to a rank and, in the case of Associate Professors, must also define tenure status. The rank of Professor always includes tenure. The rank of Assistant Professor never includes tenure. The DVF for awarding ranks of Assistant Professor, Associate Professor without tenure, or Associate Professor with tenure includes all tenured Associate Professors and Professors. The DVF for awarding rank of Professor includes all tenured Professors. Standards for appointment to Associate Professor with tenure and for appointment to Full Professor are described in sections 6 and 7, respectively. If tenure is to be awarded with an initial joint or interdisciplinary appointment, approval will be based on input from appropriate faculty members outside the department as described in NCSU POL 05.20.01.

4.2.6 The second vote for initial contract of professional faculty must be specific to a rank. The membership of the DVF for appointing professional faculty on contracts is defined in NCSU REG 05.20.34. Standards for appointment to Associate level rank and Professor level rank for professional faculty are described in sections 6 and 7, respectively.

5. Standards for Reappointment and Subsequent Contract as an Assistant Professor

5.1 Assistant Professor (Tenure Track)

Reappointment as Assistant Professor requires that the individual is making satisfactory progress towards promotion to the rank of Associate Professor with tenure

5.2 Subsequent Contract (Professional Track)

Subsequent Contract as an Assistant Professor in the teaching or research tracks will be evaluated based on a faculty member’s contributions to the department, institution, and profession as delineated in their SFR. The expectation is that a faculty member will have demonstrated professional competence in the appropriate mix of the realms of responsibility; potential for future contributions; and service to the department, university, academic community, and society, as appropriate for an Assistant Professor in the teaching or research tracks.

6. Standards for Promotion to and Subsequent Contract as an Associate Professor

6.1 Associate Professor with Tenure

Promotion to Associate Professor with tenure will be evaluated for each faculty member with an appropriate and individual integration across the faculty member’s contributions in teaching, research, innovation, extension and service as delineated in their SFR. 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 teaching, research and service.

6.2 Teaching Associate Professor (Professional Track)

Promotion to Teaching Associate Professor will be evaluated based on a faculty member’s contributions to the department, institution and profession as delineated in their SFR. The expectation is that a faculty member will have demonstrated the potential to achieve campus level recognition for the faculty member’s contributions in teaching.

6.3 Research Associate Professor (Professional Track)

Promotion to Research Associate Professor will be evaluated based on a faculty member’s contributions to the department, institution and profession as delineated in their SFR. 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 research.

6.4 Subsequent Contract (Professional Track)

Subsequent Contract as an Associate Professor in teaching or research tracks will be evaluated based on a faculty member’s contributions to the department, institution and profession as delineated in their SFR. The expectation is that a faculty member will have demonstrated evidence of meeting the standards for an Associate Professor in the teaching or research tracks.

7. Standards for Promotion to and Subsequent Contract as a Full Professor

7.1 Professor with Tenure

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 in teaching, research, innovation, extension and service as delineated in their SFR The expectation is that a faculty member will have demonstrated leadership in one or more of the realms described in the SFR and, when there is assigned effort in their SFR, achieved national or international recognition for the faculty member’s contributions in research. However, for promotion to Professor, 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 research.

7.2 Teaching Professor (Professional Track)

Promotion to Teaching Professor will be evaluated on a faculty member’s contributions to the department, institution and profession as delineated in their SFR. The expectation is cumulative outstanding teaching and service within the department, college, and university. Contributions to all aspects of the department’s mission including, but not limited to, academic advising, serving on and leading departmental committees, instructional coordination and management, engagement in scholarly activities, and/or outreach activities to support institutional initiatives, will be evaluated.

7.3 Research Professor (Professional Track)

Promotion to Research Professor will be evaluated on a faculty member’s contributions to the department, institution and profession as delineated in their SFR. The expectation is that a faculty member will have demonstrated leadership in one or more of the realms described in the SFR and achieved national or international recognition for the faculty member’s contributions in research. However, for promotion to Research Professor, cumulative outstanding leadership in research over an extended number of years that contributes to the national or international recognition of university’s research programs may be heavily weighed in lieu of the faculty member’s individual national or international recognition in research

7.4 Subsequent Contract (Professional Track)

Subsequent Contract as a Professor in the teaching or research tracks will be evaluated based on a faculty member’s contributions to the department, institution and profession as delineated in their SFR. The expectation is that a faculty member will have demonstrated evidence of meeting the standards for a Professor in the teaching or research tracks.

8. Procedures for Subsequent Contract, Reappointment and Promotion Review for Tenure-Track and Professional Faculty

8.1 Department Voting Faculty

8.1.1 The DVF for initial appointment, reappointment, promotion and tenure of tenure-track Assistant Professors and for tenure of untenured Associate Professors includes all tenured Associate Professors and Professors.

8.1.2 The DVF for initial appointment and promotion of tenured Associate Professors includes all tenured Professors.

8.1.3 The DVF for initial contract, subsequent contract, and promotion of professional faculty with professorial rank includes all tenured/tenure-track faculty at or above the rank being sought and all full-time professorially ranked professional faculty who are in the same track (e.g., teaching, research, etc.) as the candidate under review and at or above the rank being considered.

8.1.4 The Department’s Reappointment, Promotion, and Tenure Committee (RPTC) is appointed by the Department Head at the start of each academic year.

8.2 Ad Hoc Committee Formation

The DVF reviews all faculty below the rank of Professor for possible reappointment, promotion and tenure (RPT) in the Spring of each academic year in one or more annual review meetings. A recommendation to form an Ad Hoc committee can come from any DVF member before or during the annual review meeting(s). The DVF would then vote on whether to form an Ad Hoc committee for a faculty member. A positive vote by 2/3 of the DVF members who submit votes is needed to form an Ad Hoc committee. In addition, individual faculty members may decide to undergo a review for promotion under university guidelines in which case an Ad Hoc committee would be formed without a vote. Mandatory cases follow the university schedule (that is the schedule prescribed in each faculty member’s offer letter coupled with subsequent revisions approved by the Provost).

8.2.1 Ad Hoc Committee

The Department Head appoints an ad hoc committee for all promotion cases to prepare cases for a vote of the DVF. Ad hoc committees typically consist of two DVF members. The ad hoc committee works with the candidate to facilitate preparation of the candidate’s dossier and supporting information. However, final preparation of the dossier and supporting information (except for the external review letters) is the candidate’s sole responsibility.

8.2.2 The Ad Hoc committee reviews the candidates’ dossiers and their contributions in the realms described in the SFR. The Ad Hoc committee typically provides an overview of the candidate’s contributions to initiate the DVF discussion. The Ad Hoc committee, however, is not to make a recommendation regarding the action being considered.

8.3 External Letters

8.3.1 External letters are required for all promotion cases with the exception of promotion of Professional faculty from Teaching Assistant to Teaching Associate Professor. External letters are not required for reappointment and subsequent contracts.

8.3.2 In cases where external letters are required, the RPT Committee consults with the candidate to identify the names of appropriate reviewers in accordance with REG 05.20.05. The candidate is permitted to suggest up to five outside reviewers unless more are requested by the RPT Committee. The RPT Committee members work with the Department Head and possibly other members of the DVF to identify additional outside reviewers. The Department Head asks the candidate to provide the head with a list of individuals that the candidate believes may be in conflict. The number of outside reviewers will be chosen to meet the guidelines of the university (NCSU REG 05.20.05 – Consultation and Written Assessments, Recommendations and Responses in RPT Review). The outside reviewers will be asked by the Department Head to assess the candidate’s scholarly contributions, generally following a letter request template provided by the Provost’s office.

8.3.3 In all cases involving external letters, the letters will be made available for review by the DVF prior to and during the DVF discussion. If some letters have not yet been obtained prior to the discussion, the DVF may choose to delay the discussion or the vote until more letters are received. In any case, all letters received before the DVF vote are made available for review by the DVF. Letters received after the DVF vote will not be included in the dossier when it is sent to the College RPT committee.

8.4 DVF Review and Voting

8.4.1 A given case is discussed during one or more DVF meetings until the DVF is ready to vote.

8.4.2 When the DVF votes on a personnel action, voting is conducted online through Faculty Excellence Portal. Eligible voters log in through the Faculty Excellence Portal website in a window that starts after the discussion of a case is concluded. Online voting is anonymous. The system only records who has voted and when. The Department Head or their designee will send an email to eligible voters announcing the voting window. Any DVF member who cannot be present for the personnel action discussion is expected to become sufficiently familiar with the case before voting. The outcome of the vote is provided to the Ad Hoc committee for inclusion in the DVF written summary assessment. Any DVF member who does not cast an online vote is recorded as missing. With online voting, there is no option of proxy or absentee voting. Conditions under which a faculty member must recuse themselves from a case are described in NCSU REG 05.20.05. Faculty should notify the Department Head in writing or by email in advance if they plan to recuse themselves from the discussion on a particular candidate. Ultimately, the vote reflects the collective judgment of the DVF in consideration of the standards presented in sections 3 to 7 above.

8.4.3 The Ad Hoc committee drafts a written summary assessment that captures the DVF discussion of the candidate. The draft is made available to all members of the DVF so that they may review and comment over a period of approximately 5 business days. The Ad Hoc committee then finalizes the DVF written summary assessment that becomes part of the dossier. The dossier remains available for review by any DVF member until the RPT process is concluded.

8.4.4 The Department Head writes an assessment and makes their recommendation.

8.4.5 The DVF assessment and the Department Head’s assessment and recommendation are provided to the candidate who, following the regulations of the university, may write a response for inclusion in the package sent to the Dean and College of Engineering RPTC.