Authority: Executive Vice Chancellor and Provost
History: First Issued: November 16, 2009. Last Revised: August 3, 2016.
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 – Statement of Faculty Responsibilities
NCSU REG05.20.10 – Evaluation of Teaching
Contact Info: Department Head (919-515-5069)
This rule describes standards and procedures of the School of Public and International Affairs (SPIA) 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 control. The SPIA Director is responsible for assuring that the procedures as set forth in NCSU REG05.20.04 – Post Tenure Review of Faculty and this Rule are followed.
2. POST TENURE REVIEW COMMITTEE (PTRC)
2.1.1 SPIA consists of two academic departments: Political Science and Public Administration. Each department shall form its own PTR committee, which shall be elected from the tenured faculty of the respective department. In instances in which an insufficient number of departmental faculty is available for membership in a PTRC, the SPIA director shall appoint one or more members from the other department.
The PTRC for Political Science shall consist of three tenured faculty members elected by the tenured faculty of the Department of Political Science; the PTRC for Public Administration shall consist of three tenured faculty members elected by the tenured faculty of the Department of Public Administration. PTRC members will serve three year terms. All tenured faculty in the department are eligible to serve on the PTRC. Individuals being reviewed will be recused from participating in their own reviews. A substitute member shall be appointed by the department chair.
2.1.2 The members of the PTRC shall elect a committee chair from its membership each year. The PTRC chair should familiarize himself or herself with the applicable policies and regulations associated with this rule.
2.1.3 The Department Chair shall initiate the election at the beginning of the academic year. Elections should be held by the third week of the semester. Each voting faculty member will cast three votes. The top three vote-getters will be elected to the committee. For a candidate to be elected, a majority of eligible voters must have participated. In case of a vacancy on the PTRC, the Department Chair, after consultation with the Departmental Voting Faculty and the SPIA Director, 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 Chair early in the fall semester to learn who will be reviewed during that year and what the schedule will be. The main review will be held in the spring after the Department has assembled the required materials, as set forth in section 5.2 of 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 Chair, and prepare and transmit reports from the committee to the Department Chair and SPIA Director 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 NCSU REG05.20.04 – Post Tenure Review of Faculty. This includes a current C.V., the current Statement of Faculty Responsibilities, teaching materials (student evaluations, current syllabi, any peer visit reports, and any other materials the faculty member considers relevant), and a written statement of professional activities and achievements (which may take the form of a summary statement and accompanying copies of annual faculty activity reports for the faculty member, along with the faculty member’s current plan for professional development.
4. ADDITIONAL PROCEDURES REQUIRED BY DEPARTMENT
4.1 The post tenure review will provide a comprehensive, cumulative, written assessment to determine whether the tenured faculty member meets, does not meet, or exceeds the performance standards, as defined in SPIA and Departmental Rules, for the realms of responsibility described in the Statement of Faculty Responsibilities of the faculty member undergoing post tenure review. The determination of meets, does not meet, or exceeds expectations shall be based on a simple majority vote of the PTRC. A tie vote shall be understood to meet expectations.
4.2 Upon receipt of the written assessment from the PTRC Chair, the faculty member under review will document receipt of the written assessments by signature.
4.3 The results of the reviews shall be confidential.
5. PERFORMANCE STANDARDS
5.1 Determining overall performance. The balance of research, teaching, service, and extension and engagement is documented for each faculty member in their Statement of Faculty Responsibilities. In assessing research, teaching, service, and extension and engagement, the PTRC will also take into account the distinctive emphases of the faculty member’s plan of professional development and career goals. Administrative responsibilities or elevated demands in teaching and course development may cause the candidate to emphasize service or teaching more during a particular period; the PTRC should recognize these varying responsibilities through a flexible application of the criteria listed below.
5.2 Assessment will be based on all activities relevant to research/scholarship, teaching, service, and engagement. It will be comprehensive and will include, but will not be limited to, such activities as listed below.
5.2.1 Research: Includes research activities and publication in peer reviewed journals, in books, and in monographs. Other evidence of research accomplishments may include external funding of research, research awards or other recognitions, research-based consulting activity, chairing multiple doctoral committees, clear demonstration of substantial progress in on-going research activities that have not yet been published, and presentations at professional meetings.
5.2.2 Teaching: Includes course preparation and classroom performance, as shown through student evaluations, exit interviews of students, peer visits to classrooms, teaching awards, and any other evidence the faculty member may offer. Also included are new course development, graduate student committee work, undergraduate and graduate advising, and teaching-oriented grants.
5.2.3 Service: Includes contributions made to the department, SPIA, college, university, or profession. These may involve such activities as committee work, service work, administrative appointments, grant proposal reviews, and peer reviews for journals.
5.2.4 Extension and Engagement: Includes public presentations and external activities in which the faculty member applies his or her academic expertise and knowledge to issues of public concern.
5.3 Evaluating within categories: In weighing performance within each of these categories, the PTRC will be guided by the faculty member’s Statement of Faculty Responsibilities and the SPIA reappointment, promotion and tenure Rules that have been approved by the faculty.
5.4 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 Faculty Responsibilities 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 promotion to associate professor as set forth in the Academic Tenure Policy and college and SPIA reappointment, promotion and tenure rules.
5.5 Standards for Professor
Professors are to be evaluated to determine if they are performing the realms of responsibility set forth in their Statement of Faculty Responsibilities 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 promotion to full professor as set forth in the Academic Tenure Policy and college and SPIA reappointment, promotion and tenure rules.
5.6 Standards for Exceeds Expectations
The PTR Committee will determine whether candidates do not meet expectations, meet expectations, or exceed expectations after a review of all materials submitted and based upon the expectations set forth in their Statement of Faculty Responsibilities. Exemplary cases in which a candidate exceeds expectations will be characterized by distinguished achievements, including at least one of the following: teaching awards and recognitions; the receipt of awards, fellowships, or grants from noteworthy state, national, or international professional societies, academies, granting agencies, or governmental bodies; a quantity of peer reviewed scholarly work beyond average productivity published in venues recognized for their excellence; recognized applied research of state, national, or international value; letters of evaluation from experts in the same field; or extraordinary service to the department, college, university, or profession.
If the result is that the faculty member’s performance meets or exceeds expectations, the review is concluded. The documentation and findings of the review should be taken into account in the determination of appropriate rewards, such as annual salary increases, nomination for awards and other recognitions.
5.7 If the result is that the faculty member’s performance does not meet expectations, the Department Chair and SPIA Director will prepare a written development plan in conjunction with the faculty member and relevant peers in the department that prescribes what the faculty member must do to meet expectations in the following year(s). The plan will serve as the basis for the subsequent review. Reviews by the PTRC will be conducted annually until such time as the faculty member is found to meet or exceed expectations.