RUL 05.68.51 – Department of Forestry and Environmental Resources Post Tenure Review Standards and Procedures

Authority: Executive Vice Chancellor and Provost

History: First Issued: November 16, 2009. Last Revised: July 21, 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
NCSU REG05.20.20 – Reappointment, Promotion, and Tenure Dossier Format Requirements

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

Contact Info:  Department Head (919-515-4471)

  1. INTRODUCTION

This rule describes standards and procedures of the Department of Forestry and Environmental Resources (DFER) 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 rules and the process.  The Department Head 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.

  1. POST TENURE REVIEW COMMITTEE (PTRC)

2.1   Selection

2.1.1  The DFER PTRC shall be composed of four Professors and two Associate Professors, all of whom are tenured, for a total of six members. Any faculty member being reviewed that year shall not be eligible to serve on the PTRC.

2.1.2   The DFER PTRC members shall be appointed by the Department Head, with the advice and consent of the Department Advisory and Management Committee.  To the extent possible, the PTRC will represent the diversity (e.g. discipline, race, gender) of the department.

2.1.3   Professors shall be appointed for a staggered two-year term, with two new appointees joining the PTRC each year. Associate Professors shall be appointed for a one-year term. All PTR committee members must complete the PTR training certification, as mandated by the UNC policy guidelines on performance review of tenured faculty.

2.1.4  The Department Head shall appoint a chair from the two Professors serving their second year on the PTRC.

2.1.5   The membership and chair of the PTRC shall be made known to the Department.

2.1.6   If the membership of the PTRC does not include sufficient expertise for a full appraisal of a tenured faculty member’s accomplishments in a particular field, then the PTRC may solicit appropriate information from adjunct, associate, or other faculty at either Associate Professor or Professor level of the University with special expertise in the field of specialization for the faculty member under review.

2.1.7   If a member of the PTR committee is unable to complete his/her term, then the Department Head in consultation with the DVF will appoint a new faculty member of the same rank as the member who vacated the committee.

2.1.8   The Department Head will announce the composition of the PTRC and inform faculty members who will be undergoing review by October.

2.2   Meeting Schedule

The PTRC will meet no later than March 31 each year to consider those undergoing the Post-Tenure Review.  Each PTRC member will receive copies of the materials submitted by the Faculty Member undergoing review (see section 3) no later than February 28.

  1. DOCUMENTATION PROVIDED TO THE PTRC

The faculty member under review will submit documentation of their accomplishments and activities following the format of sections I-VI of NCSU REG05.20.20 – Reappointment, Promotion, and Tenure Dossier Format Requirements to the Department Head by February 28.  Every tenured faculty member shall be reviewed through the post tenure review process every five years after having been tenured.  Exceptions may be granted at the discretion of the Dean or Department Head for faculty members who have submitted a letter of intent to retire, resign or apply for the Phased Retirement Program to be effective within two (2) years from July 1, of the academic year of their review.

The faculty member undergoing review shall provide a Statement of Mutual Expectations that lists her/his relevant realm(s) of responsibility, including the approximate percentage distribution of effort in each realm. The realm(s) of responsibility and approximate distribution of effort shall be determined by faculty member, the Department Head representing the department, and others as appropriate to the appointment.

  • A two-page candidate summary statement;
  • A current CV;
  • The Statement of Mutual Expectations;
  • Each annual faculty activity report since the last review; and
  • Peer teaching evaluations since the last review.
  1. PERFORMANCE STANDARDS    The PTRC shall evaluate all aspects of the professional performance of a faculty member based on only the relevantrealm(s) of faculty responsibilities, as defined in her/his SME. The six realms of responsibility are: (1) teaching and mentoring students, (2) discovery of knowledge through discipline-guided inquiry, (3) creative artistry and literature, (4) technological and managerial innovation, (5) extension and engagement with constituencies outside the university, and (6) service in professional societies and within the university itself.  The PTRC must classify each faculty’s performance using one of three standards: (i) meets expectations, (ii) exceeds expectations, or (iii) does not meet expectations.

4.1 Standards for Associate Professor

The “meets expectations” standard signifies that the faculty member has maintained 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 (RUL 05.67.600 – Department of Forestry and Environmental Resources Reappointment, Promotion and Tenure Standards and Procedures).

The “exceeds expectations” standard signifies that the faculty member has demonstrated outstanding or exceptional performance in the relevant realms of responsibility. Outstanding or exceptional performance of an Associate Professor shall be based on the cumulative activities of the candidate during the evaluation time period, demonstrates she/he has achieved recognition well above the criteria for “meets expectations”, and infers she/he has potential to be considered one of the best in her/his discipline and realms of responsibility.

The “does not meet expectations” signifies that the faculty member does not meet the expectations of the relevant realms of responsibility outlined in her/his Statement of Mutual Expectations. A recommendation of “does not meet expectations” must provide specific descriptions of shortcoming(s) as they relate to the faculty member’s responsibilities, as defined in their Statement of Mutual Expectations and the UNC Policy Manual 400.3.3.1[G] (Adopted 06/24/97 Amended 03/10/08 Amended 06/20/14). Any faculty member that receives a “does not meet expectations” evaluation must develop, in consultation with the Department Head, directional goals and a professional development plan.

4.2 Standards for Professor

The “meets expectations” recommendation signifies that the faculty has demonstrated during the evaluation time period that they maintained the standards for the rank of Professor as set forth in the Academic Tenure Policy and college and departmental reappointment, promotion and tenure rules (RUL 05.67.600 – Department of Forestry and Environmental Resources Reappointment, Promotion and Tenure Standards and Procedures).

The “exceeds expectation” ranking of a Professor signifies that she/he has demonstrated outstanding or exceptional performance in the relevant realms of responsibility. Outstanding or exceptional performance of a Professor shall be based on the cumulative activities of the candidate during the evaluation time period, demonstrates she/he has achieved recognition well above the criteria for “meets expectations”, and is considered to be one of the best in her/his discipline and realms of responsibility. Evidence for “exceeds expectations” may include, but is not limited to, Professorships of Distinction at the college or university, or other national awards and recognition.

The “does not meet expectations” signifies that the faculty member does not meet the expectations of the relevant realms of responsibility outlined in her/his Statement of Mutual Expectations. A recommendation of “does not meet expectations” must provide specific descriptions of shortcoming(s) as they relate to the faculty member’s responsibilities, as defined in their Statement of Mutual Expectations and the UNC Policy Manual 400.3.3.1[G] (Adopted 06/24/97 Amended 03/10/08 Amended 06/20/14). Any faculty member that receives a “does not meet expectations” evaluation must develop, in consultation with the Department Head, directional goals and a professional development plan.