RUL 05.67.505 – Poole College of Management Professional Faculty Appointment and Promotion Standards and Procedures

Authority: Executive Vice Chancellor and Provost

History: First Issued: February 24, 2022.

Additional References:
Office of the Provost RPT Website

Contact Information: Dean, Poole College of Management (919-515-4442).

1. INTRODUCTION

This rule provides the standards and procedures for appointment and promotion of Professional Faculty in the Poole College of Management (PCOM) at North Carolina State University (NC State). This rule is supplemental to university rules on the appointment and promotion of professional faculty. Only faculty appointed at 0.75 FTE and above in tracks with professorial ranks or as lecturers are eligible for promotion. All the departments within the PCOM follow this college-wide rule.

1.1 In this rule all references to Assistant Professor, Associate Professor and Professor are referring to the relevant professorial ranks in the following professional tracks:

Assistant/Associate/Full Teaching Professor
Assistant/Associate/Full Research Professor
Assistant/Associate/Full Professor of the Practice

2. AREAS OF FACULTY RESPONSIBILITY

2.1 Professional faculty in PCOM are expected to engage in Teaching, Research (Discovery), Engagement (Extension), and Service as determined by their Statement of Faculty Responsibilities (SFRs).

2.2 The college recognizes the importance attached to these realms of responsibility. Except as provided by NCSU REG 05.20.34 – Professional Faculty Ranks and Appointments, the college requires that promotion for Professional Faculty be accomplished within the Realms of Faculty 2.3 Responsibility outlined in the Professional Faculty member’s Statement of Faculty Responsibilities (SFR), and should consider the proportion of effort assigned in the SFR.

2.4 For example, Professional Faculty members whose SFR specifies 80% teaching and 20% service cannot be required to produce research or scholarship as a condition of promotion and should have their teaching accomplishments weighted more heavily in promotion than service accomplishments. Candidates may submit evidence of meritorious performance in realms of faculty responsibility in which they have 0% assignments in their SFRs but must not be required to do so as a condition of promotion.

2.5 Full-time professional faculty (FTE>0.75) with appointments of two or more years must have a SFR in place in addition to their appointment contracts in accordance with NCSU REG 05.20.27 – Statements of Faculty Responsibility and NCSU REG 05.20.34 – Professional Faculty Ranks and Appointments.

3. GENERAL STANDARDS

Depending on their SFR, professional faculty shall be expected to demonstrate excellence in teaching, research, engagement, and appropriate service to both their profession and the institution.

3.1 Statement of Faculty Responsibilities

Guiding the overall evaluation of each faculty member is the personalized Statement of Faculty Responsibilities (SFR). The SFR shall be developed in accordance with university procedures. The SFR describes the realms of responsibility applicable to the faculty member and the percentage of effort expected for each applicable realm. The SFR is a dynamic document and therefore expectations may change at different stages of a faculty member’s career.

3.2 Contributions to Teaching

Effective teaching is expected for those candidates who have a teaching component in their SFR and are being considered for promotion. Evidence of effective teaching may be demonstrated by activities both inside and outside the classroom. To be considered an effective teacher the criteria listed below are applicable.

The ability to communicate effectively and provide an atmosphere of openness of ideas where knowledge can be transmitted in the classroom.
The development of new courses and ideas, which heighten the student learning experience.
Working with Masters and Ph.D. students to develop research and applied learning skills.

3.2.1 Beyond materials required for RPT dossiers, evidence of teaching effectiveness may include, but is not limited to, the following:

Student evaluations.
Peer reviews.
Student letters.
Winning and being nominated for teaching awards.
External reviews of course materials.
New courses taught/developed.
Innovative teaching methods.
Outside resources employed to include industry partners or community stakeholders to enhance student learning and engagement.
Participation on curriculum committees.
Participation on teaching award committees.
Development of new programs/concentrations.
Teaching materials developed.
Textbooks published.
Business case studies developed.
Graduate students supervised (numbers, placements, research outcomes).

3.3 Contributions to Research

Research contributions are expected of every candidate who is being considered for promotion and who has a research component in their SFR. Promotion requires that the candidates have clearly demonstrated the ability to develop and to conduct research in their chosen fields. Candidates for promotion must present evidence of scholarly work that has been published (or accepted for publication) appropriate to their appointment and consistent with their research focus as identified in their SFR. No specific number of publications or pages of publications is required to satisfy the research standards for promotion. Instead, the quality of the research and the candidate’s standing in the field should provide evidence that the candidate has made and will continue to make contributions to the literature. For candidates with a research expectation, at a minimum, they should maintain SA (Scholarly Academic) or SP (Scholarly Practitioner) classification for AACSB accreditation to be considered for promotion. Precise details of these classifications are available from the faculty member’s department head; however, these standards typically require a minimum number of research products to be produced over a 5-year window.

In addition to publications in scholarly academic journals, scholarly research may be demonstrated by publications in other peer-reviewed journals, publication of books or monographs, external funding, editorships and service on editorial boards and presentations at conferences that result in conference volumes and/or published proceedings.

3.3.1 Evidence of research productivity may include, but is not limited to, the following:

Listing of all publications and the journals in which they appeared.
Statement of candidate’s contribution to jointly authored works.
Letters from co-authors describing contributions made.
Full citation analysis.
Receipt of awards and honors for the candidate’s research.
Receipt of grant funding (extramural) research support.
Editorships and editorial service for academic journals.
Serving as referees for academic journals.

3.4 Contributions to Engagement

The Poole College of Management actively engages with practice and faculty who have engagement expectations in their SFR are expected to demonstrate their commitment to advancing their discipline in the practice realm.

3.4.1 Evidence of engagement excellence may include, but is not limited to, the following:

Supervising student practicum projects.
Engaging with companies and other organizations to create engagement opportunities with the college.
Creating and sharing practical thought leadership content through media, websites, talks, conferences, webinars and other venues.
Participating in and/or creating content for executive education programs.
Providing advice and input to professional organizations (for example: rulemaking in accounting).

3.5 Contributions to Service to the University, Profession, and Society

The Poole College of Management expects its faculty to respect the responsibility it has to serve the university, the college, the department, their academic professions and the community. Faculty members will demonstrate their commitment to the university by being exemplary university citizens and contribute to the overall service mission of the college.

3.5.1 Evidence of service excellence, but is not limited to, the following:

Serve on departmental, college and university committees.
Serve on the faculty senate.
Participate in college/university outreach.
Attend and participate in the college’s initiatives.
Participate in student recruitment activities.
Engage in executive or non-degree-based education activities.
Hold an office in a professional/academic organization.
Participate in business community activities (for example: Council for Entrepreneurial Development, North Carolina Technology Association, North Carolina Association of Certified Public Accountants).
Letters of thanks/recognitions from organizations.
Awards received for service.

4. STANDARDS FOR LECTURERS AND SENIOR LECTURERS

4.1 Lecturers are eligible to apply for promotion to Senior Lecturer at any time, but typically, promotions are considered after the faculty member has established a record of teaching excellence at the university level over several years. There is no requirement that Lecturers pursue promotion, and Lecturers can remain at the rank of Lecturer indefinitely.

4.2 Lecturers are encouraged to have frequent discussions with their department head as they progress towards a promotion

4.2 Standards for promotion include excellent performance in the realms of Teaching and Service which should include consistently strong student and peer evaluations of teaching, engagement with curriculum development and/or course design, and a record of professional service in the discipline and/or additional contributions to the department, college, or university (such as service on committees or the Faculty Senate).

5. STANDARDS FOR PROFESSIONAL FACULTY WITH PROFESSORIAL RANK

The standards for promotion of professional faculty holding a professorial rank should be appropriate to the titles of such faculty (i.e., Teaching, Research, or of the Practice), and their statements of faculty responsibility (SFR).

5.1 Standards for Appointment to Assistant Professor

5.1.1 Faculty appointments at the ranks of Assistant Teaching and Assistant Research Professor should have a terminal degree in their discipline. Faculty appointments at the rank of Assistant Professor of the Practice should have an appropriate degree for their discipline and extensive relevant real-world experience.

5.2 Standards for Appointment/Promotion to Associate Professor

5.2.1 All Associate Professor faculty shall meet the minimum qualifications and terms of appointments for Assistant Professors. Additionally, only Assistant Professors with appointments greater than or equal to 0.75 FTE will be considered for promotion to Associate Professor ranks.

5.2.2 The standards for promotion to Associate Professor require significant accomplishments in addition to those required for the rank of Assistant Professor. Such evidence should be drawn from the items in section 3.

5.2.3 There is no mandatory time requirement for promotion to Associate Professor and faculty may remain at the rank of Assistant Professor indefinitely. For those considering promotion, it typically takes several years before a faculty member has amassed a portfolio of achievements that meets the standards of the rank of Associate Professor. Faculty members are therefore encouraged to have frequent discussions with their department head as they progress towards promotion.

5.3 Standards for Appointment/Promotion to Professor

5.3.1 All Professors shall meet the minimum qualifications and terms of appointments for Associate Professors. Additionally, only Associate Professors with appointments greater than or equal to 0.75 FTE will be considered for promotion to Professor ranks.

5.3.2 The standards for promotion to Professor require significant accomplishments in addition to those required for the rank of Associate Professor. Such evidence should be drawn from the items in section 3.

5.3.3 There is no mandatory time requirement for promotion to Professor and faculty may remain at the rank of Associate Professor indefinitely. For those considering promotion, it typically takes several years before a faculty member has amassed a portfolio of achievements that meets the standards of the rank of Professor. Faculty members are therefore encouraged to have frequent discussions with their department head as they progress towards a promotion.

6. PROCEDURES

6.1 Initial Statement of Faculty Responsibilities

During the process of recruiting new faculty before an employment contract is signed, the candidate, Department Head, and Dean (or Dean’s designee) shall discuss the responsibilities of the faculty member and the desired expectations for promotion along with the resources that will be provided. The employment contract should reflect these considerations. Following NCSU REG 05.20.27 – Statements of Faculty Responsibility, the new faculty member, in consultation with the Department Head and Dean (or Dean’s designee), will develop an appropriate SFR. SFRs are evolving and should be reviewed and updated periodically. They also should be signed by the faculty member, the Department Head, and the Dean (or Dean’s designee).

6.2 Dossier Requirements

Prior to consideration by the appropriate Departmental Voting Faculty (DVF), the faculty member candidate, with the assistance of the Department Head, prepares a dossier as stipulated in NCSU REG05.20.20 – Reappointment, Promotion and Tenure Dossier Format Requirements.

In accordance with NCSU REG 05.20.34 Professional Faculty Ranks and Appointments which requires that each Dean must establish for the college for all the categories of full-time (> 0.75 FTE) professional faculty with professorial rank whether to require external evaluation letters for the dossier, the Dean of the Poole College of Management has decided the following:

Section VII External Evaluations are NOT required for Professional Faculty.

6.3 DVF Recommendation

6.3.1 DVF Definition:

The DVF for professional faculty is defined in university policy NCSU REG 05.20.34. – Professional Faculty Ranks and Appointments, Section 9.1.2:

The DVF for initial and subsequent contracts of professional faculty shall consist of all faculty who hold tenured or tenure-track positions at a rank equal to or higher than the rank being considered for appointment as well as full-time (.75 FTE and higher) professional faculty in the track in which the appointment is being considered and with professorial rank equal to or higher than the rank being considered. The DVF may develop procedures for consultation concerning initial and subsequent contracts with other faculty in the department; such procedures should be consistent across appointments in that track.

6.3.2 Department Heads and the Dean are not included in the DVF. Their written assessments and recommendations will serve as their input. College administrators who hold tenured positions in their department shall vote with the DVF.

6.3.3 The DVF of each department shall meet according to RUL 05.67.503 – Poole College of Management Reappointment, Promotion and Tenure Standards and Procedures

6.3.4 Every effort should be made to ensure all DVF members are in attendance at the meeting at which votes are taken. If unforeseen circumstances prevent a DVF member from attending the meeting they must communicate their vote in writing directly to the Department Head along with a written evaluation of the candidate’s performance and an explanation of the reasons for their vote by a deadline to be announced by the Department Head.

6.3.5 The DVF will vote and produce a written recommendation regarding the candidate’s promotion case. This recommendation will be forwarded to the department head.

6.4 Department Head Recommendation

6.4.1 The Department Head will write an independent recommendation regarding the promotion of the candidate.

6.4.2 The recommendations of the DVF and the Department Head are communicated to the candidate in writing.

The candidate has an opportunity to submit a response to the DVF and Department Head recommendations within 5 business days.

6.4.3 The Department Head forwards both the faculty recommendation and her/his recommendation to the Dean and the College Reappointment Promotion and Tenure Committee.

6.5 College Review

6.5.1 The College Reappointment Promotion and Tenure Committee shall be in accordance with RUL 05.67.503 – Poole College of Management Reappointment, Promotion and Tenure Standards and Procedures. For the cases that involve promotion of professional faculty, the department head of each department shall appoint a professional faculty member to the CRPTC who is at the rank of Full Teaching Professor, Full Research Professor, or Full Professor of the Practice. These professional faculty members are only permitted to vote on professional faculty promotion cases.

All tenured members of the CRPTC who hold positions at a rank equal to or higher than the rank being considered for appointment are eligible to vote.

6.5.2 Members of the CRPTC shall only cast votes pertaining to the promotion of professional faculty candidates at the college-wide committee. In all circumstances members may only have one vote for any single candidate during the entire process.

All faculty on the CRPTC are encouraged to engage in the dialogue and debate of candidates at the department level.

6.5.3 Department Heads and College Administrator Voting. Department Heads and the college Dean are not included in the DVF. Their written assessment and recommendation will serve as their input. College administrators who hold full-time faculty positions in their department shall vote with their DVF.

6.5.4 The CRPTC shall provide an independent assessment of the candidate(s) based on the RPT criteria of the college. They shall report their findings to both the candidate and the Dean at least one week prior to the winter recess.

6.6 Dean Assessment and Decision

6.6.1 The Dean’s office shall ensure that the dossier abides by and conforms to the university RPT regulations.

6.6.2 The Dean makes an independent decision on the candidate. This decision shall be shared with the candidate and the candidate’s department head.