Department of Genetics
Reappointment, Promotion and Tenure Standards and Procedures
RUL 05.67.11
Authority: Provost and Executive Vice Chancellor
History: First Issued: October 1999. Last Revised: January 25, 2008. Additional
History Information.
Related Policies:
NCSU POL05.20.1 - Academic Tenure Policy
NCSU REG05.67.1 - College of Agriculture and Life Sciences RPT
NCSU REG05.20.27 - Statements of Mutual Expectations
Glassick Standards - See page 6 of the Process Description for RPT
Additional References:
Office of the Provost RPT Website
Contact Info: Department of Genetics, Head (919-515-2292)
1. Introduction
This rule addresses reappointment, promotion
and tenure of faculty and is supplemental to and consistent with the NC State
University Academic Tenure Policy.
The department head and faculty of the Department of Genetics have the responsibility
to critically and periodically review faculty for promotion or appointment
to tenure. This review is necessary to assure that the highest standards of
scholarship are maintained and that all recommendations for promotion or appointment
will result in the continued strengthening of the faculty in the Department
of Genetics.
The purpose of this rule, therefore, is to communicate to faculty the kinds
of materials and level of performance that are essential to support a favorable
recommendation for reappointment, promotion and tenure.
Hereafter in this rule, "senior faculty" refers to tenured full professors, and "junior faculty" refers to tenured or tenure track assistant professors and tenured or tenure track associate professors.
2. Areas of Faculty Responsibility
The Genetics Department supports the Realms of Faculty Responsibility.
In the Department of Genetics, the major areas of faculty responsibility are
Teaching and Mentoring; Research; Department, College and University Service;
and Professional/Public Service. Each faculty member's responsibilities are
identified in the offer letter and further documented in the Statement of Mutual
Expectations.
The primary responsibility of the faculty of the Department of Genetics is
the generation and dissemination of knowledge. This responsibility is normally
discharged by research and teaching activities, the latter including both classroom
teaching and the training of graduate students and postdoctoral researchers.
As an untenured faculty member develops his/her program, it is expected that
the annual plans of work and the work priorities established by the faculty
member be consistent with the overall duties and responsibilities of the position.
It is intended that the untenured faculty member will be successful in his
or her position if the individual performs the stated duties and responsibilities
of the position in a satisfactory manner.
Scholarly activity, appropriate to the discipline and responsibilities, is
expected of all faculty, including untenured faculty members, and will be used
to assess contributions made by an individual. Scholarly activity is defined
broadly when considering the work of academicians at institutions of higher
learning, and is most often captured in the concept of creating new knowledge
and transferring knowledge to others.
2.1. Responsibilities in Research
Faculty members with research responsibilities are expected to engage in research
and discovery, and they are expected to create new knowledge through their
research efforts. A productive research program has the following components:
a successful grant and funding program, a successful graduate education program,
peer-reviewed publications, and presentations at national and international
meetings. Other examples of reputation that emanate from a productive research
program include service as a peer reviewer of manuscripts and grants, and service
on research-related committees at the college, university, national and international
levels.
2.2. Responsibilities in Teaching
Faculty members with teaching responsibilities are expected to transfer knowledge
to students enrolled at North Carolina State University. The act of transmission
of knowledge is designated as teaching, and can be included in activities such
as classroom instruction, research instruction, distance education, and advising
students. Activities associated with the transfer of knowledge, such as curriculum
development, writing books and laboratory manuals, development of lesson plans,
and evaluation of students, are also important components of an academic appointment.
Scholarly activity in the academic area involves creative work such as publication
of peer-reviewed manuscripts, book chapters and books and documentation of
knowledge transferred such as student evaluations, peer evaluations and the
development of an academic portfolio.
2.3. Service in Professional Societies and Within the University Itself
All faculty members are expected to be involved in the operation of the department,
college, and university by serving in various capacities. This service includes
committee service, election to offices in College and University organizations,
special assignments, task forces and commissions, and contributions to departmental
meetings and activities.
Faculty members are also expected to further their disciplines by providing
service to their professional societies by serving as officers or on committees,
serving as editors and reviewers for professional journals or other professional
publication outlets, serving on study and review panels for governmental agencies
and funding organizations, organizing scientific meetings, symposia, workshops
and similar events, making presentations to the public, schools and other groups,
and serving in an advisory capacity to the public and governmental agencies. There
is a reasonable limit to the extent of involvement, which is managed by the
department head.
3. General Standards
The general standards for reappointment, promotion and tenure in the Department
of Genetics follow the NC State University Academic Tenure Policy.
4. Standards for Reappointment as Assistant Professor
To be reappointed as Assistant Professor, there must be evidence that the
candidate has been involved in the generation of new knowledge and/or new approaches
to problems, has carried out creative activities, has made contributions and
innovations available to others through presentation in scientific and technical
journals, books or comparable publications and has the ability or willingness
to participate in university, college and departmental affairs that will lead
to promotion to Associate Professor with tenure.
5. Standards for Associate Professor with Tenure
To be promoted to associate professor with tenure, a faculty member must first
meet the standards described above for reappointment as an assistant professor. Furthermore,
the individual will have demonstrated recognized ability and potential for
distinction in teaching, research, and service commensurate with their Statement
of Mutual Expectations. Also, the individual will have demonstrated the ability
to manage or direct activities at the departmental, college and /or university
level that contributes to the wellbeing of the institution. The DVF must be
assured that there is a reasonable expectation that the candidate will continue
to build their national and international reputation through significant contributions
to the field.
6. Standards for Professor
To be promoted to professor, a faculty member will have met the standards
described above for promotion to Associate Professor with tenure. Furthermore,
the faculty member will have demonstrated a record of distinguished achievement
in teaching, research and service commensurate with their Statement of Mutual
Expectations. The DVF must be assured that the faculty member has a national
and international reputation for excellence in her/his field and that they
will maintain this reputation through significant contributions to the field.
Promotion to
Full Professor is not acquired solely because of the number of years in the
associate professor track. Therefore, it is crucial that the quality of a candidate's
performance be carefully documented. During the review, emphasis will be placed
on activities and accomplishments since the year of promotion to associate
professor with tenure.
7. Procedures for RPT Review
7.1. Reappointment
to Assistant Professor
7.1.1. The performance of each untenured faculty member will be evaluated on an
annual basis by the department head with assistance from the senior faculty.
7.1.2. Within the first few months after an untenured assistant or untenured associate
professor is appointed in the Department, the department head, after consultation
with the faculty and the candidate, will appoint a senior member of the faculty
to serve as an "advisor." The department head may choose to serve
as advisor in some (or all) instances. The advisor's role is to assist in
the junior faculty member's academic progress toward a favorable tenure decision,
to serve as a source of information about professional and university matters,
and to serve as a liaison between the senior faculty and the junior faculty
member.
7.1.3. Annually, the junior faculty member will provide appropriate documentation
to ensure a timely review of their performance. The candidate will provide
these documents to the department head by a specified date early in the spring
semester of each year. The department head and senior faculty will meet soon
afterwards and review the available documentation and discuss the progress
being made. The department head will communicate his/her findings and those
of the senior faculty to the candidate so that the candidate will be informed
of the department's perception of progress toward promotion and tenure.
7.1.4. An assistant professor is normally appointed for an initial term of four
years. By August 1 of the penultimate year of this initial term, the Department
Head will inform the faculty member in writing that he/she is slated for
review. Individuals being considered for reappointment are not required to
provide a list of external evaluators.
7.1.5. The documentation supporting reappointment is in the form of a complete
dossier.
This will be required by October 15, and it will be available for review
by appropriate faculty in the Genetics administrative office.
7.1.6. The candidate will present a departmental seminar on his or her own research
during their initial appointment.
7.1.7. In early November, the Department Head convenes the tenured Associate and
tenured Full Professors to vote on the candidates undergoing reappointment.
The Department Head facilitates the meeting, takes notes and conducts the
voting. The vote is by secret ballot. Absentee ballots must be provided in
writing to the Department Head. The ballots are counted by the Department
Head and another faculty member and announced. The Department Head then informs
the individual of the vote of the faculty, recommending either 1) that the
assistant professor be reappointed, 2) that the assistant professor be promoted
to the rank of associate professor with tenure, or 3) that the assistant
professor not be reappointed.
7.1.8. The candidate,
along with the Department Head, prepares the dossier that is submitted to
the Administration of the College of Agriculture and Life Sciences for action.
7.2. Promotion
to Associate Professor with Tenure
7.2.1. Assistant Professor to Associate Professor with Tenure
7.2.1a. The documentation supporting promotion or granting of tenure will be required
by October 15, and it will be available for review by appropriate faculty
in the Genetics administrative office.
7.2.1b. The candidate will present a departmental seminar on his or her own
research during their second term as Assistant Professor before the departmental
vote for tenure.
7.2.1c. The decision to recommend permanent tenure will be reached following a closed
meeting of the tenured faculty in early November in which each faculty
member will have the opportunity to express their evaluation of the candidate's
performance. A vote of the faculty will take place by secret ballot. The
Department Head facilitates the meeting, takes notes and conducts the voting.
Absentee ballots must be provided in writing to the Department Head prior
to the beginning of the meeting. The ballots are counted by the Department
Head and another faculty member and announced. The Department Head then
informs the individual of the vote of the faculty, providing the written
assessment of the voting faculty and recommending either 1) that the assistant
professor be reappointed with permanent tenure at the rank of associate
professor, or 2) that the assistant professor not be reappointed. The candidate
may respond in writing within five working days.
7.2.1d. During the process of recommendation for promotion, at least five letters
of evaluation will be obtained by the head of the department from recognized
authorities in the candidate's field. These letters must be from outside
the university and from individuals who have not been responsible for any
portion of the candidate's training or who had or have a close working
relationship with the individual being reviewed. The letters will be requested
after consultation with departmental colleagues and the candidate. Reviewers
will be provided with documentary evidence and asked to evaluate thoroughly
the quality and productivity of a candidate's total program. The letters
should address the question of whether the candidate is producing significant
and important contributions in the chosen area of expertise.
7.2.2. Associate Professor Without Tenure to Associate Professor with Tenure
7.2.2a. In the case of an associate professor appointed from outside NC State
University without tenure, the procedures described in VII.B.1. will be
followed.
7.3. Promotion to Full Professor
7.3.1. The performance of each tenured associate professor will be evaluated at
least every three years by the department head with assistance from the senior
faculty.
7.3.2. Each tenured associate professor will have the opportunity to be reviewed
annually by the senior faculty at the time when untenured faculty are reviewed.
This review is optional except for every third year, or a year in which the
faculty member wishes to be evaluated for promotion to full professor.
7.3.3. Associate Professors interested in being promoted should submit a curriculum
vitae to the Department Head by June 15 and this material, along with other
material such as Annual Activity Reports and Annual Plans of Work, will be
available for review by the Full Professors from June 15 until the meeting
in July. The discussion of this meeting is conveyed by the Department Head
to the individual. If the individual elects to be considered for promotion
to Full Professor, he/she informs the Department Head in writing by September
1.
7.3.4. The candidate will present a seminar before the departmental vote for
promotion to full professor.
7.3.5. The documentation supporting promotion is in the form of a complete dossier. This will be required by October 15, and it will be available for review
by appropriate faculty in the Genetics administrative office.
During the process of recommendation for promotion, at least five letters
of evaluation will be obtained by the head of the department from recognized
authorities in the candidate's field. These letters must be from outside
the university and from individuals who have not been responsible for any
portion of the candidate's training or who had or have a close working relationship
with the individual being reviewed. The letters will be requested after consultation
with departmental colleagues and the candidate. Reviewers will be provided
with documentary evidence and asked to evaluate thoroughly the quality and
productivity of a candidate's total program. The letters should address the
question of whether the candidate is producing significant and important
contributions in the chosen area of expertise.
7.3.6. In early November, the Department Head convenes the Full Professors to
vote on the candidates desiring promotion from Associate Professor to the
rank of Professor. The Department Head facilitates the meeting, takes notes
and conducts the voting. The ballots are counted by the Department Head and
another faculty member and announced. Absentee ballots must be provided in
writing to the Department Head. The Department Head then informs the individual
of the vote of the Full Professors. The Department Head will then convey
his/her recommendation to the Dean and the College of Agriculture and Life
Sciences RPT Committee together with the results of the Full Professors' vote.
7.3.7. The candidate is notified of the faculty vote and provided with the written
assessment of the voting faculty. The candidate may respond in writing within
five working days.
