RUL 05.67.900 – Department of Health and Exercise Studies Subsequent Appointment and Promotion Standards and Procedures

Authority: Executive Vice Chancellor and Provost

History: First Issued: 1987-88. Last Revised: November 28, 2016.

Related Policies:
NCSU POL05.20.01 – Appointment, Reappointment, Promotion and Permanent Tenure 
NCSU REG05.20.18 – Qualifications for Rank
NCSU REG05.20.34 – Non-Tenure Track Faculty Ranks and Appointments
NCSU RUL 05.67.12- Division of Academic and Student Affairs Subsequent Appointment and Promotion Standards and Procedures

Additional References:
Office of the Provost RPT Website

 

  1. Introduction

This Department of Health and Exercise Studies (HES) rule is supplemental to and consistent with the NC State University’s Appointment, Reappointment, Promotion and Permanent Tenure Policy and its Non-Tenure Track Faculty Ranks and Appointment Regulation (NCSU POL 05.20.01 and REG 05.20.34, respectively).

It is the responsibility of the faculty member to be knowledgeable about the NC State University Academic Tenure and Non-Tenure Policies and the University regulations.  This departmental rule describes the general process and standards used in evaluating faculty in the Department and supplements NCSU REG05.20.34. To the extent of any inconsistency, the university regulation controls.

  1. Areas of Faculty Responsibility

All faculty members must demonstrate that they are effective teachers and that they have made regular scholarly, service, and engagement contributions to their field in an appropriate form.  It is important to understand that teaching includes activities and responsibilities beyond the classroom setting.  These activities and responsibilities with students may include, but are not limited to, advising, mentoring, supervision, direction of papers and research and other contact and academic relationships outside the classroom.  Scholarly contributions are defined more broadly than the presentation and publication of research and professional texts, as many different forms of scholarly activity may contribute to the field, such as creative artistry, found in performing, fine and applied arts.  The forms of scholarship expected from individual faculty members will be described in their Statement of Mutual Expectations. Service and engagement, meaningfully tied to the profession, continuous faculty development, and sustained professional commitment are also crucial to the process.

In addition, the overall performance of the faculty member must fit logically within the mission of the Department.  Collegiality and the ability to cooperate with other faculty members are important personal characteristics for consideration.

  1. General Standards

3.1. Promotion will be recommended for those who perform with excellence in the full range of duties to which she or he is responsible.  Although excellence is difficult to define, it has several clear components.  There must be evidence of performance at a high level of competence and commitment at NC State University.   The significance of one’s contributions to the advancement of the knowledge and practice of health and exercise studies are important measures of excellence in teaching, service, engagement, and research.  Finally, beyond contributing to the accomplishments of the Department, it is expected that all faculty will contribute to the creation and enhancement of a constructive collegial environment.

3.2. In addition to qualifications required for academic rank, NC State has published guidelines for the credentials required for faculty teaching at all course levels.  For faculty who teach, departments must have documentation that each faculty member is qualified to teach the course, either based on degrees attained or alternative credentials. For these guidelines and instructions on how to document credentials, see “Documenting Compliance with SACS and University Qualifications for Teaching Assignments” on the Office of the Provost website and NCSU REG 05.20.40 – Instructor Qualifications.

  1. Terms for Initial and Subsequent Contracts

4.1. Faculty who are hired and do not hold terminal degrees will be initially appointed to the rank of Lecturer. Lecturers must hold a master’s degree, an equivalent degree, or equivalent professional experience. Faculty who are hired with terminal degrees, qualifications, and credentials as defined by HES rules and NC State regulation (REG05.20.34) are eligible for an initial appointment to a non-tenure track professorial rank. The department head, in consultation with the Dean and Departmental Voting Faculty (DVF), will determine the appropriate initial non-tenure track professorial rank of incoming faculty who hold terminal degrees.

4.2. All initial appointments for faculty without terminal degrees will be at the Lecturer rank. Initial appointments within the non-tenure professorial track (i.e. Teaching Assistant, Teaching Associate and Teaching Professor) must be approved by the Vice Chancellor and Dean of DASA.

4.2.1. Evaluation of work done before a faculty member came to NC State:  The merit of the faculty member’s performance rather than time in rank is the basic standard for all recommendations for reappointment and promotion. Work from previous institutions will be considered that compliments and aligns with the faculty member’s program at NC State.

4.2.2. Candidates seeking promotion must demonstrate an established record of performance at NC State equal to or greater than the standards described in the following criteria.

4.3. The specified term of the contract constitutes full and timely notice of the expiration date as specified under the terms of Sections 604C610, and 611 of The Code. However, as a courtesy, departments may provide notice to faculty on multiple-year contracts similar to that provided to EHRA Professionals, e.g., 1) during the first year of service, not less than 30 days notice prior to discontinuation of employment; 2) during the second and third years of service, not less than 60 days notice prior to discontinuation of employment; and 3) during the fourth and all subsequent years of service, not less than 90 days notice prior to discontinuation of employment.

4.4. Initial appointment to the rank of Lecturer is for a one-year term. Subsequent appointment to the rank of Lecturer is for a one to three-year term, with annual written reviews during contract period.

4.5. Initial appointment to the rank of Senior Lecturer is for a three-year term. Subsequent appointment to the rank of Senior Lecturer is for a one to three-year term, with annual written reviews during contract period.

4.6. Initial appointment to the rank of Teaching Assistant Professor is for a three-year term. Subsequent appointment to the rank of Teaching Assistant Professor is for a one to three-year term, with annual written reviews during contract period.

4.7. Initial appointment to the rank of Teaching Associate Professor is for a four-year term. Subsequent appointment to the rank of Teaching Associate Professor is for a one to four-year term, with annual written reviews during contract period.

4.8. Initial appointment to the rank of Teaching Professor is for a five-year term. Subsequent appointment to the rank of Teaching Professor is for a one to five-year term, with annual written reviews during contract period.

  1. Standards for Subsequent Appointment as Lecturer

5.1. Performance review(s) will result in:

  • Eligibility for subsequent appointment as Lecturer at an equal or lesser contract length, or
  • Eligibility for subsequent appointment as Senior Lecturer for a three-year term if the faculty has completed five (5) years of full-time college level teaching, three (3) of which must be completed in the HES department, or
  • Termination.

5.2. The evaluation process focuses on the candidate’s performance in the following areas of faculty responsibility as defined in each candidate’s Statement of Mutual Expectations:

5.2.1. Demonstrate high level of teaching expertise.

5.2.2. Demonstrate sustained and active membership in appropriate professional organization(s).

5.2.3. Complete departmental responsibilities in a timely and effective manner.

5.2.4. Serve as a member of departmental, division, and/or university committees during term of appointment.

5.2.5. Serve as a colleague in the department during term of appointment.

5.2.6. Enhance professional knowledge, skills, and teaching expertise through documented certifications and/or by attending a non-NC State workshop, clinic, conference, or convention during term of appointment.

5.2.7. Conduct or present at an appropriate professional workshop, clinic, conference, or convention during term of appointment.

  1. Standards for Subsequent Appointment as Senior Lecturer

6.1. Performance review(s) will result in:

  • Eligibility for subsequent appointment as Senior Lecturer at an equal or lesser contract length, or
  • Termination.

6.1.1 Consideration for promotion to the rank of Senior Lecturer is for Lecturers with at least five (5) completed years of full-time college-level teaching experience, a master’s degree, an equivalent degree, or equivalent professional experience, and who meet the following criteria in section 6.

6.1.2. Three (3) of the five (5) years of full-time college-level teaching must be in the Department of Health and Exercise Studies.

6.2. The evaluation process focuses on the candidate’s performance in the following areas of faculty responsibility as defined in each candidate’s Statement of Mutual Expectations:

6.2.1. Demonstrate high level of teaching expertise. Both peer evaluations and student evaluations should be above departmental average.

6.2.2. Demonstrate sustained and active membership in appropriate professional organization(s).

6.2.3. Complete departmental and university responsibilities in a timely and effective manner.

6.2.4. Serve as a member of departmental, division, and/or university committees during term of appointment.

6.2.5. Serve as a colleague in the department, division, and university community during term of appointment.

6.2.6. Enhance professional knowledge, skills, and teaching expertise through documented certifications and/or by attending non-NC State workshops, clinics, conferences, or conventions during term of appointment.

6.2.7. Conduct or present at multiple professional workshops, clinics, conferences, or conventions appropriate to the area of expertise during term of appointment.

  1. Standards for Subsequent Appointment as Teaching Assistant Professor

7.1. Performance reviews during the initial three-year term may result in eligibility for subsequent appointment at the Teaching Assistant Professor level for a second three-year term. Performance reviews during the second three-year term will result in:

  • Eligibility for subsequent appointment as Teaching Assistant Professor at an equal or lesser contract length, or
  • Eligibility for promotion to the rank of Teaching Associate Professor, or
  • Termination.

7.1.1. Consideration for initial and subsequent appointment to the rank of Teaching Assistant Professor is for faculty with a doctoral degree, an equivalent terminal degree, or equivalent professional experience who meet the criteria in section 7.2 and its subsections.

7.1.2. Equivalent professional experience in 7.1.1. should include demonstration of continuing education equal to a terminal degree, such as certifications in areas of teaching. Key components of equivalent professional experience are demonstrated leadership and depth of expertise in discipline. Consideration for promotion should include a body of work that is equivalent to a terminal degree.

7.1.3. External letters are not required for promotions of non-tenure track faculty in University College seeking subsequent appointments or promotion to the rank of Teaching Assistant Professor.

7.2. The evaluation focuses on the candidate’s performance in the following areas of faculty responsibility as defined in each candidate’s Statement of Mutual Expectations:

7.2.1. Demonstrate high level of teaching expertise. Both peer evaluations and student evaluations should be above departmental average.

7.2.2. Demonstrate sustained and active membership in appropriate professional organizations.

7.2.3. Complete departmental and university responsibilities in a timely and effective manner.

7.2.4. Ability and willingness to participate in departmental, division, and university committees and affairs during term of appointment.

7.2.5. Serve as a colleague in the department, division, and university community during term of appointment.

7.2.6. Enhance professional knowledge, skills, and teaching expertise through documented certifications and by attending and participating in non-NC State workshops, clinics, conferences, or conventions during term of appointment.

7.2.7. Serve on professional committees at state, regional, national, or international level.

7.2.8. Demonstrate scholarship during term of appointment through:

7.2.8.1. Making presentations at state, regional, or national professional meetings.

7.2.8.2. Taking graduate course work in physical education, health education, recreation, dance, education, or related area (must be approved in advance by the department head).

7.2.8.3. Author or co-author appropriate book, book chapters, journal articles, or monographs.

7.2.8.4. Creating, producing, and/or evaluating artistry expressed through literature, performing, fine and applied arts.

7.2.8.5. Other scholarly or professional accomplishments and awards.

  1. Standards for Promotion to Teaching Associate Professor

8.1. Performance reviews will result in:

  • Eligibility for subsequent appointment as Teaching Associate Professor at an equal or lesser contract length, or
  • Eligibility for promotion to the rank of Teaching Professor, or
  • Termination

8.1.1. Consideration for promotion to the rank of Teaching Associate Professor is for faculty with a doctoral degree, an equivalent terminal degree, or equivalent professional experience who meet the criteria in section 8.2 and its subsections .

8.1.2. Equivalent professional experience in 8.1.1. should include demonstration of continuing education equal to a terminal degree, such as certifications in areas of teaching. Key components of equivalent professional experience are demonstrated leadership and depth of expertise in discipline.  Consideration for promotion should include a body of work that is equivalent to a terminal degree.

8.1.3. External letters are not required for promotions of non-tenure track faculty in University College seeking subsequent appointments or promotion to the rank of Teaching Associate Professor.

8.2. The evaluation focuses on the candidate’s performance in the following areas of faculty responsibility as defined in each candidate’s Statement of Mutual Expectations:

8.2.1. Demonstrate high level of teaching expertise. Both peer evaluations and student evaluations should be above departmental average.

8.2.2. Demonstrate sustained and active membership in appropriate professional organizations.

8.2.3. Complete departmental and university responsibilities in a timely and effective manner.

8.2.4. Demonstrate ability and willingness to participate in departmental, division, and university committees and affairs during term of appointment.

8.2.5. Serve as a colleague in the department, division, and university community during term of appointment.

8.2.6. Enhance professional knowledge, skills, and teaching expertise through documented certifications and by attending and participating in non-NC State workshops, clinics, conferences, or conventions during term of appointment.

8.2.7. Serve on professional committees at state, regional, national, or international level.

8.2.8. Demonstrate scholarship during term of appointment through:

8.2.8.1. Making presentations at state, regional, or national professional meetings.

8.2.8.2.Taking graduate course work in physical education, health education, recreation, dance, education, or related area (must be approved in advance by the department head).

8.2.8.3. Author or co-author appropriate book, book chapters, journal articles, or monographs.

8.2.8.4. Creating, producing, and/or evaluating artistry expressed through literature, performing, fine and applied arts.

8.2.8.5. Other scholarly or professional accomplishments and awards.

8.2.9. Serve as a mentor and leader in the department, division, and university community during term of appointment.

8.2.10. Demonstrate scholarly achievement via presentation of research and publication of professional journal articles, books, book chapters, and/or monographs.

  1. Standards for Promotion to Teaching Professor

9.1. Performance reviews during contract period result in:

  • Eligibility for subsequent appointment at the rank of Teaching Professor at an equal or lesser contract length, or
  • Termination.

9.1.1. Consideration for promotion to the rank of Teaching Professor is for faculty with a doctoral degree, an equivalent terminal degree, or equivalent professional experience who meet the criteria in section 9.2 and its subsections .

9.1.2. Equivalent professional experience in 9.1.1. should include demonstration of continuing education equal to a terminal degree, such as certifications in areas of teaching. Key components of equivalent professional experience are demonstrated leadership and depth of expertise in discipline. Consideration for promotion should include a body of work that is equivalent to a terminal degree.

9.1.3. University College requires external evaluations for those individuals requesting promotion to the rank of Teaching Professor.

9.2. The evaluation focuses on the candidate’s performance in the following areas of faculty responsibility as defined in each candidate’s Statement of Mutual Expectations:

9.2.1. Demonstrate high level of teaching expertise. Both peer evaluations and student evaluations should be above departmental average.

9.2.2. Demonstrate sustained and active membership and leadership in appropriate professional organizations.

9.2.3. Complete departmental and university responsibilities in a timely and effective manner.

9.2.4. Demonstrate ability and willingness to participate in departmental, division, and university committees and affairs during term of appointment.

9.2.5. Serve as a colleague in the department, division, and university community during term of appointment.

9.2.6. Enhance professional knowledge, skills, and teaching expertise through documented certifications and by attending and participating in non-NC State workshops, clinics, conferences, or conventions during term of appointment.

9.2.7. Serve on professional committees at state, regional, national, or international levels.

9.2.8. Demonstrate scholarship during term of appointment through:

9.2.8.1. Making presentations at state, regional, or national professional meetings.

9.2.8.2. Taking graduate course work in physical education, health education, recreation, dance, education, or related area (must be approved in advance by the department head).

9.2.8.3. Author or co-author appropriate book, book chapters, journal articles, or monographs.

9.2.8.4. Creating, producing, and/or evaluating artistry expressed through literature, performing, fine and applied arts.

9.2.8.5. Other scholarly or professional accomplishments and awards.

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

9.2.9. Serve as a mentor and leader in the department, division, and university community during term of appointment.

9.2.10. Demonstrate scholarly achievement via presentation of research and publication of professional journal articles, books, book chapters, and/or monographs.

9.2.11. Maintain national/international professional recognition through significant teaching, service, and scholarship.

  1.   Procedures

The following are the procedures employed in the Department of Health and Exercise Studies for appointment, subsequent appointment, and promotion:

10.1. In the case of initial appointment at the rank of Lecturer, or non-tenure track professorial rank, the Department Voting Faculty (DVF) consists of all tenured faculty and non-tenure Teaching track faculty at the rank or higher than the rank being considered. In the case of subsequent appointment at the rank of Lecturer, Senior Lecturer or non-tenure track professorial rank, the Department Voting Faculty (DVF) consists of all tenured faculty and non-tenure Teaching track faculty at the rank or higher than the rank being considered. In each case of supported promotion, the DVF shall provide a written assessment. In each case of subsequent appointment, or promotion, 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 in accordance with regulations approved by the Chancellor or Chancellor’s designee.

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

10.2. Faculty at the rank of Lecturer who wish to be considered for promotion to Senior Lecturer shall submit a statement of intent, Statement of Mutual Expectations and curriculum vita to the Department Head to initiate the process, which is described in Section 10 of REG05.20.34 Non-Tenure Track Faculty Ranks and Appointments.

For Senior Lecturers who wish to be appointed to Teaching Assistant Professor, the Department will follow the Rules and Regulations 5.20.34, section 10.1.3, which will require a statement of intent, Statement of Mutual Expectations and curriculum vita to the Department Head to initiate the process. A change in title to Teaching Assistant Professor is appropriate if supported by the DVF, Department Head and Dean, and the individual’s qualifications have changed while the job duties remain the same. If the job duties change, then it is considered a new position and appropriate procedures must be carried out to fill it.

10.3. In the case of promotion to Teaching Associate Professor or Teaching Professor, the Vice Chancellor and Dean will forward the assessments of the DVF, Department Head, and Division Promotion Committee, along with his or her 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, Division Promotion Committee, and Vice Chancellor and Dean of DASA or equivalent academic officer . In the case of negative decisions, the provost’s decision is final.

  1. Additional Items Related to Faculty Review

11.1 In University College, the role of the College Reappointment, Promotion and Tenure Committee is carried out by a Division Promotion Committee.  For each candidate for promotion in rank, the committee must provide a formal advisory vote and written assessment.

11.2 The form used by the Department to report annual accomplishments is structured so that it parallels the dossier required by the University in the reappointment, promotion or tenure process.  The departmental form is designed so that the faculty member can give explicit details in each area of responsibility (teaching, service, engagement, research, and other contributions), which enables the department head to critically evaluate each accomplishment.