RUL 05.67.412 – Department of Performing Arts and Technology Subsequent Contract and Promotion Standards and Procedures

Authority: Executive Vice Chancellor and Provost

History: First Issued: May 3, 2011. Last Revised: August 25, 2023.

Additional References:
Office of the Provost RPT Website

Contact Info: Department Head (919-515-2981)

1. INTRODUCTION
1.1 This Department of Performing Arts and Technology (PA&T) rule is supplemental to and consistent with the NC State University’s Appointment, Promotion and Permanent Tenure Policy and its Professional Faculty Ranks and Appointment Regulation (NCSU POL 05.20.01 and REG 05.20.34, respectively). This rule is also supplemental to and consistent with the University College Rule 05.67.12. To the extent of any inconsistency, the university regulation controls.

It is the responsibility of the faculty member to be knowledgeable about the aforementioned policies, regulations, and rules. This rule describes the general process and standards for evaluating performance in the areas of faculty responsibility as set forth in the faculty member’s Statement of Faculty Responsibilities.

2. AREAS OF FACULTY RESPONSIBILITY
2.1 Scholarship in all six (6) realms of faculty responsibility specified in REG 05.20.27 Statements of Faculty Responsibility is valued and rewarded by NC State. Faculty in the Performing Arts and Technology Department are expected to partition their time to some combination of these realms: teaching and mentoring of students, discovery of knowledge through discipline-guided inquiry, creative artistry and literature, extension and engagement, technological and managerial innovation, and service, as specified in their Statement of Faculty Responsibilities.

3. GENERAL STANDARDS

3.1 The Department of Performing Arts and Technology is committed to encouraging excellence in its faculty. To this end, it is essential to recognize and reward meritorious faculty accomplishment. Each realm is essential to the development and operation of an outstanding, comprehensive department. Substantive contributions in an appropriate mix selected from these six (6) realms must be the principal criteria for decisions about faculty reappointment, contract renewal, and promotion.

3.1.1 Minimum faculty qualifications in PA&T are consistent with REG 05.20.34. The minimum qualification for faculty in the Lecturer Track is a relevant master’s degree, an equivalent degree, or equivalent professional experience. The minimum qualification for faculty in a professional track with professorial ranks is a doctoral degree, an equivalent degree, or equivalent professional experience.

3.2 Teaching and mentoring of students
PA&T values teaching and mentoring in many forms. Appropriate evidence for the evaluation of teaching and mentoring may include, but is not limited to:
a. Demonstrated knowledge of subject area
b. Preparation for instruction, including course syllabi, instructional technology, and other course materials
c. Manner and quality of the delivery of course content
d. Fair and responsible evaluation of student performance
e. Program or course development, revision, and evaluation
f. Department peer review of teaching
g. Peer observations of student performance in concerts, recitals, and juries
h. Participation in teaching development opportunities
i. Student semester evaluations of courses and instruction
j. Awards and recognitions for teaching and mentoring
k. Mentoring undergraduate and graduate students on teaching, performance, or research-related activities
l. Advising students in the departmental majors and minors

3.3 Creative artistry and literature
PA&T values creative artistry in many forms. Evidence of creative artistry may include, but is not limited to:
a. Professional performances
b. Lecture-recitals or lecture-demonstrations
c. Ensemble conducting or directing beyond assigned teaching duties
d. Performance workshops
e. Master classes and clinics
f. Professional recordings
g. Compositions, musical arrangements, or choreography
h. Artistic leadership of an organization
i. Professional awards and honors
j. Creative work in technologies appropriate to the field
k. Arts grants
l. Curation or production of works, performances, etc., beyond assigned duties in the realms of teaching or service

3.4 Discovery of knowledge through discipline-guided inquiry
PA&T values discovery of knowledge in many forms. Evidence of discovery of knowledge may include, but is not limited to:
a. Published books or book chapters
b. Monographs
c. Articles published in refereed volumes and scholarly journals, including digital publications
d. Scholarly presentations at professional conferences
e. External or invited guest lectures
f. Keynote speeches
g. Grant awards
h. Program annotations
i. Reviews
j. Professional awards and honors
k. Podcasts and scholarly activity in other technologies appropriate to the field

3.5 Extension and engagement
PA&T values extension and engagement in many forms. Accomplishments in extension and engagement represent an ongoing two-way interchange of knowledge, information, understanding, and services between the university and the state, nation, and world. Evidence of extension and engagement may include, but is not limited to:
a. Local engagement: Practice, and/or leadership that serves the needs of the local communities.
b. Global engagement: Development of new global opportunities that expand educational, creative, or research options that focus on global or cross-cultural awareness.
c. Pro-bono service within the community. Consideration should be given to the level of service and involvement by the faculty member within areas consistent with their academic preparation and teaching assignments.

3.6 Technological and managerial innovation
PA&T values technological and managerial innovation in many forms. Technological innovations need to be appropriate to the faculty’s discipline and be documented for publication/dissemination. Evidence of technological and managerial innovation may include, but is not limited to:
a. Invention disclosures
b. United States or international patents
c. Technological innovation or research leading to patents, licensing, or commercialization

3.7 Service to the university and in professional societies
PA&T values service to the university in many forms. Evidence of service may include, but is not limited to:
a. Participation in the life of the department, college, and university
b. Membership on departmental, college, and university committees
c. Serving as committee chair
d. Activities in support of student recruitment
e. Assigned leadership role of a specific area in the department
f. Holding office in professional organizations/societies
g. Committee service in professional organizations/societies

3.8 Graduated Scale of Performance Evaluation
PA&T uses a graduated scale in the DVF evaluation of faculty performance. Levels of performance are as follows:

3.8.1 Less than adequate – The candidate does not show evidence of minimally acceptable performance. Less than adequate performance in each of the realms includes:
Teaching: candidate does not show acceptable performance in several categories of teaching;
Scholarly or creative activity: candidate does not initiate a program of scholarship or creative activity;
Service: candidate does not serve on department, college, and/or university committees or contribute to the life of the department through participation in departmental undertakings.

3.8.2 Adequate – The candidate shows minimally acceptable performance or promise for future accomplishment. Adequate performance in each of the realms includes:
Teaching: candidate shows acceptable performance in most categories of teaching;
Scholarship or creative activity: candidate has a program of scholarship or creative activity appropriate to the expectations in their SFR;
Service: candidate serves on department, college, and/or university committees and contributes to the life of the department through participation in departmental undertakings.

3.8.3 More than adequate – The candidate exceeds the minimum requirements of the department. More than adequate performance in each of the realms includes:
Teaching: candidate excels in some categories of teaching, and is acceptable in most others; Scholarship or creative activity: candidate has a consistent program of scholarship or creative activity appropriate to the expectations in their SFR, and is recognized for contributions to the field;
Service: candidate serves on department, college, and/or university committees, serves in a leadership role, and contributes to the life of the department through participation in departmental undertakings. Candidate makes meaningful contributions to the community and profession through outside service.

3.8.4 Outstanding – The candidate establishes a consistent reputation outside the university through exceptional performance. Outstanding performance in each of the realms includes:
Teaching: candidate is exemplary and is recognized as a leader in education within their area of specialization;
Scholarship or creative activity: candidate demonstrates consistent excellence and is recognized as an expert in the field beyond the university;
Service: candidate serves on department, college, and/or university committees, serves in a leadership role, and contributes to the life of the department through participation in departmental undertakings. Candidate makes meaningful contributions to the community and profession through outside service and leadership.

4. TERMS FOR INITIAL AND SUBSEQUENT CONTRACTS

4.1. Qualifications for initial appointment are outlined in section 3.1.1 under General Standards. Professional Track faculty in both the lecturer track and with professorial rank are also subject to all criteria described below and procedures outlined in (REG 05.20.34) Professional Faculty Ranks and appointments. PA&T hires faculty on part- (<0.75FTE) and full-time (= or >0.75FTE) contracts as appropriate to the departmental need.

4.2. Initial appointment to the rank of Lecturer may not exceed a three-year term. Subsequent appointment to the rank of Lecturer may not exceed a three-year term.

4.3 Initial appointment to the rank of Senior Lecturer may not exceed a three-year term. Subsequent appointment to the rank of Senior Lecturer may not exceed a three-year term. Senior Lecturers must have a minimum of five years of college-level teaching experience.

4.4 Initial appointment to the rank of Assistant Teaching Professor may not exceed a three-year term. Subsequent appointment to the rank of Assistant Teaching Professor or may not exceed a three-year term.

4.5 Initial appointment to the rank of Associate Teaching Professor may not exceed a four-year term. Subsequent appointment to the rank of Associate Teaching Professor may not exceed a four-year term.

4.6 Initial appointment to the rank of Teaching Professor may not exceed a five-year term. Subsequent appointment to the rank of Teaching Professor may not exceed a five-year term.

4.7 Notification of a subsequent contract offer or, alternatively, that a subsequent contract will not be offered, shall be according to the following timeline:
a. For full-time faculty who have served in the department for greater than six years and are employed by a contract of two years or longer, no less than 12 months before their current contract ends.
b. For full-time faculty who have served in the department for greater than three years but less than six years and are employed by a contract of two years or longer, no less than six months before their current contract ends.
c. For full-time faculty who have served in the department less than three years or who are employed by a contract of less than two years, no less than 60 days before their current contract ends.

5. STANDARDS FOR SUBSEQUENT APPOINTMENT AS LECTURER

5.1. All standards must be met to receive a subsequent appointment.

5.2 Subsequent appointment to the rank of Lecturer requires that the individual is, at least, adequate in teaching, service, and any other applicable realms.

5.3 The evaluation process focuses on the candidate’s performance as defined in each candidate’s Statement of Faculty Responsibilities.

6. STANDARDS FOR PROMOTION FROM LECTURER TO SENIOR LECTURER

6.1. Faculty who meet all of the following may be considered for promotion to the rank of Senior Lecturer.

6.1.1 Lecturers with at least five (5) completed years of full-time college-level teaching experience.

6.1.2 Meeting the standards for Senior Lecturer as noted in 7.

6.2 For decisions for promotion to Senior Lecturer, the decision of the Vice Chancellor and Dean (VC/Dean) is final.

7. STANDARDS FOR SUBSEQUENT APPOINTMENT AS SENIOR LECTURER

7.1. All standards must be met to receive a subsequent appointment.

7.2 Subsequent appointment to the rank of Senior Lecturer requires that the individual is, at least, more than adequate in teaching, adequate in service, and adequate in any other applicable realms.

7.3 The evaluation process focuses on the candidate’s performance as defined in each candidate’s Statement of Faculty Responsibilities.

8. TITLE CHANGE FROM LECTURER/SENIOR LECTURER TO ASSISTANT PROFESSOR IN A PROFESSIONAL TRACK

The change of a faculty member’s title from Lecturer or Senior Lecturer to a professional track Assistant Professor is not considered a promotion. The Department of Performing Arts and Technology follows NCSU REG 05.20.34, section 10.0.3.

9. STANDARDS FOR SUBSEQUENT APPOINTMENT AS ASSISTANT TEACHING PROFESSOR

9.1. All standards should be met for subsequent appointment

9.2. Subsequent appointment to the rank of Assistant Professor in a professional track requires that the individual is, at least, adequate in teaching, service, creative artistry (if applicable), discovery of knowledge (if applicable), and any other applicable realms.

9.3 The evaluation focuses on the candidate’s performance as defined in each candidate’s Statement of Faculty Responsibilities.

10. STANDARDS FOR PROMOTION FROM ASSISTANT TEACHING PROFESSOR TO ASSOCIATE TEACHING PROFESSOR

10.1 Faculty who meet the standards in 11 may be considered for promotion to the rank of Associate Professor in a professional track.

10.2 The evaluation focuses on the candidate’s performance as defined in each candidate’s Statement of Faculty Responsibilities.

11. STANDARDS FOR SUBSEQUENT APPOINTMENT AS ASSOCIATE TEACHING PROFESSOR

11.1 All standards should be met for subsequent appointment.

11.2 Growing reputation in the individual’s profession or field of scholarly or germane creative activity.

11.3 Subsequent appointment or promotion to the rank of Associate Professor in a professional track requires that the individual is, at least, more than adequate in teaching, and, at least, adequate in service, creative artistry (if applicable), discovery of knowledge (if applicable), and any other applicable realms.

11.4 The evaluation focuses on the candidate’s performance as defined in each candidate’s Statement of Faculty Responsibilities.

12. STANDARDS FOR PROMOTION FROM ASSOCIATE TEACHING PROFESSOR TO TEACHING PROFESSOR

12.1 Faculty who meet the standards in 13 may be considered for promotion to the rank of Teaching Professor in a professional track.

12.2 The evaluation focuses on the candidate’s performance as defined in each candidate’s Statement of Faculty Responsibilities.

13. STANDARDS FOR SUBSEQUENT APPOINTMENT AS TEACHING PROFESSOR

13.1. All standards should be met for subsequent appointment

13.2 Established reputation in the individual’s profession or field of scholarly or germane creative activity.

13.3 Subsequent appointment to the rank of Professor in a professional track requires that the individual is, at least, more than adequate in teaching and either creative artistry or discovery of knowledge and, at least, adequate in service and any other applicable realms.

13.4 The evaluation focuses on the candidate’s performance as defined in each candidate’s Statement of Faculty Responsibilities.

14. PROCEDURES

Procedures outlined in this section describe the principal elements and events of review in PA&T. These procedures are to be applied consistently and equitably to all cases of review, subsequent appointment, promotion, and tenure in PA&T. They are aligned with REG 05.20.34.

14.1 Section 9.1.2.b of the aforementioned REG describes the specific make-up of the DVF which states in pertinent part: the DVF shall consist of all tenured, tenure-track, and full-time (.75 FTE and higher) professional faculty with professorial rank equal to or greater than the rank under consideration.

14.1.1 In each case of initial appointment, subsequent appointment, or promotion, a vote shall be taken either by secret ballot or open ballot, with the method or voting to be decided by a majority vote of the DVF. Faculty members who cannot attend the meeting shall be permitted to vote by absentee ballot. Absentee ballots must be submitted to a DVF member designated by the DVF before the start of the meeting in which the vote takes place.

The Department Head shall report their recommendation and the vote of the DVF to the Vice Chancellor and Dean of Academic and Student Affairs (DASA). For appointments, the Vice Chancellor and Dean’s decision is final.

14.1.2 End of contract review for all ranks will result in:
● Eligibility for subsequent appointment in the same rank at an equal, lesser, or greater contract length, not to exceed the maximum length for the current rank;
● Promotion to the next appropriate rank; or
● Non-renewal

14.1.3 The evaluation process focuses on the candidate’s performance as defined in each candidate’s SFR.

14.2 Lecturer Track

14.2.1 Subsequent Appointment: To be considered for a subsequent contract at the same rank of Lecturer or Senior Lecturer, faculty should consult with the Department Head and follow departmental procedures as described in the document titled “PA&T Department Handbook”. The document is available to departmental faculty on the PA&T shared drive. Faculty are not required to submit a full dossier.

14.2.2 Promotion to Senior Lecturer: To be considered for promotion to Senior Lecturer, faculty should consult with the Department Head and follow departmental procedures as described in the document titled “PA&T Department Handbook”. The document is available to departmental faculty on the PA&T shared drive. Faculty are not required to submit a full dossier.

14.3 Professional Track Professorial Ranks:

14.3.1 Subsequent appointment: To be considered for a subsequent contract at the same rank, professional track faculty should consult with the Department Head and follow departmental procedures as described in the document titled “PA&T Department Handbook”. The document is available to departmental faculty on the PA&T shared drive. Faculty are not required to submit a full dossier. External letters are not required for subsequent appointments.

14.3.2 Promotion: In the case of promotion to Associate Teaching Professor, faculty shall notify the Department Head and will submit their dossier (as described in REG 05.20.20), according to University procedures and those described in the document titled “PA&T Department Handbook”. The document is available to departmental faculty on the PA&T shared drive. External letters are not required for promotions of professional track faculty in University College seeking promotion to the rank of Associate Teaching Professor.

14.3.3 Promotion: In the case of promotion to Teaching Professor, faculty shall notify the Department Head and will submit their dossier (as described in REG 05.20.20), according to University procedures and those described in the document titled “PA&T Department Handbook”. The document is available to departmental faculty on the PA&T shared drive. External letters are required for promotion to Teaching Professor.

14.3.4 A vote shall be taken either by secret ballot or open ballot, with the method of voting to be decided by a majority vote of the DVF. Faculty members who cannot attend the meeting shall be permitted to vote by absentee ballot. Absentee ballots must be submitted to a designated member of the DVF before the start of the meeting in which the vote takes place.

14.3.5 The Department Head shall report their recommendation and vote of the DVF to the UC RPT committee. The UC RPT Committee forwards their recommendation and vote to the Vice Chancellor and Dean. The UC RPT Committee procedures are in RUL 05.67.12.

14.3.6 The Vice Chancellor and Dean will forward the assessments of the DVF, Department Head, and UC RPT Committee, along with their own recommendation, to the Provost. (See REG 05.20.34 Non-Tenure Track Faculty Ranks and Appointments) Sections 9.2.2 and 9.3.2) The Provost shall make a recommendation to the Chancellor for all positive decisions after consideration of the faculty member’s dossier, vote, and assessment of the DVF, and recommendations of the Department Head, UC RPT Committee, and Vice Chancellor and Dean of DASA. In case of negative decisions, the Provost’s decision is final.