RUL 05.68.32 – Department of Electrical and Computer Engineering Post Tenure Review Standards and Procedures

Authority: Executive Vice Chancellor and Provost

History: First Issued: January 21, 2010. Last Revised: August 1, 2016.

Related Policies:
UNC Policy 400.3.3 – Performance Review of Tenured Faculty
NCSU POL05.20.01 – Appointment, Reappointment, Promotion and Permanent Tenure
NCSU REG05.20.04 – Post Tenure Review of Faculty
NCSU REG05.20.27 – Statements of Mutual Expectations
NCSU REG05.20.10 – Evaluation of Teaching

Additional References:
Office of the Provost RPT Website
NC State Guide on Peer Review of Teaching

Contact Info:  Department Head (919-515-2336)

1. INTRODUCTION

This rule describes standards and procedures of the Department of Electrical and Computer Engineering for post tenure review of faculty.  It supplements NC State University’s Academic Tenure Policy and Regulation on Post Tenure Review of Faculty.  To the extent of any inconsistency, the Academic Tenure Policy and Post Tenure Review Regulation has precedence. The Department Head is responsible for assuring that the procedures set forth in NCSU REG05.20.04 – Post Tenure Review of Faculty and this Rule are followed.

2. POST TENURE REVIEW COMMITTEE (PTRC)

2.1 Selection

2.1.1 The PTRC shall consist of six full professors elected by the Departmental Voting Faculty (DVF) of the Department of Electrical and Computer Engineering.  PTRC members will serve staggered three-year terms with at least two new members being elected each year.  All full professors in the department are eligible to serve on the PTRC, unless they will be reviewed during the upcoming three-year term.

2.1.2 In any given academic year, the Department Head will choose the chair of the committee from one of the two members of the PTRC who is serving for his or her last year.  The PTRC Chair must be familiar with the applicable policies and regulations and this rule.

2.1.3 The Department Head shall initiate the PTRC election at the beginning of the academic year by soliciting nominations during the first three weeks of the fall semester.  The Department Head will provide a tentative PTR schedule for the current and following two years and indicate possible candidates for the PTRC.  This schedule will not be binding as circumstances may result in changes to the schedule in future years.  Reasonable effort will be made to insure that there is at least one more candidate than the number of vacant PTRC positions.  The election should be held in the first half of the fall semester, via secret ballot.  Each member of the DVF is eligible to vote for two candidates.  The two candidates with the most votes are declared winners of the election.  In case of a midterm vacancy on the PTRC, the Department Head, after consultation with the Departmental Voting Faculty, shall appoint a replacement to serve until the next PTRC election. At that time a new member will be elected to complete the term for that position.

2.2 Meeting Schedule

The PTRC Chair will meet with the Department Head early in the fall semester to learn who will be reviewed during that year and what the schedule will be.  The review will be held in the spring after the Department has assembled the required materials, as set forth in section 5.2 of university NCSU REG05.20.04 – Post Tenure Review of Faculty, from each faculty member to be reviewed. The PTRC Chair will schedule all meetings, coordinate with the Department Head, and prepare and transmit reports from the committee to the Head and to the faculty members reviewed.

3. DOCUMENTATION PROVIDED TO THE PTRC

The documentation provided to the PTRC is set forth in section 5.2 of university NCSU REG05.20.04 – Post Tenure Review of Faculty.ADDITIONAL PROCEDURES REQUIRED BY DEPARTMENT

4. ADDITIONAL PROCEDURES REQUIRED BY DEPARTMENT

Upon receipt of the written assessment from the Department Head, the faculty member being reviewed will document receipt by signature indicating that he or she has received the written assessment. In the event that the faculty member does not sign, this will be noted on the written assessment and signed by the Department Head to indicate that the faculty member was presented with the written assessment and has refused to sign.

5. PERFORMANCE STANDARDS

5.1 Standards for Associate Professor

Associate Professors are to be evaluated to determine if they are performing the realms of responsibility set forth in their Statement of Mutual Expectations at the Associate Professor standard as set forth in the Department’s Rule on Reappointment, Promotion and Tenure Standards and Procedures. They must present evidence that they are maintaining the standards for the rank of associate professor as set forth in the Academic Tenure Policy and college and departmental reappointment, promotion and tenure rules.

5.2 Standards for Professor

Professors are to be evaluated to determine if they are performing the realms of responsibility set forth in their Statement of Mutual Expectations at the standard set forth in the Department’s Rule on Reappointment, Promotion and Tenure Standards and Procedures.  They must present evidence that they are maintaining the standards for the rank of full professor as set forth in the Academic Tenure Policy and college and departmental reappointment, promotion and tenure rules.

5.3 Procedure

The Post Tenure Review (PTR) Committee will not attempt to rank any faculty member numerically. The materials used to assess a faculty member’s cumulative performance are referenced under section 3. The PTR Committee will provide a written assessment of the faculty member’s performance with respect to the standards stated in the faculty member’s SME. The assessment will recommend whether the faculty member’s overall performance “does not meet”, “meets”, or “exceeds” expectations as stated in the SME.  This determination will be based on a simple majority vote of the Committee.  A tie vote will be understood as “meets” expectations. The department head will consider the recommendation of the assessment and determine the overall performance of the faculty member at the departmental level. The recommendation and use of “exceeds” expectations will be reserved for only the most exceptional performance.