Department of Agricultural
and Extension Education
Reappointment, Promotion and Tenure Standards and Procedures
RUL 05.67.2
Authority: Provost and Executive Vice Chancellor
History: First Issued:
January 30, 1998. Last Revised: October 22, 2004. 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
Additional References: Office of the Provost RPT Website
Contact Info: Department Head, Agricultural and Extension Education (919-515-2707)
1. Introduction
1.1. The University and the Department seek to appoint
and retain as members of the faculty those individuals having the highest qualifications.
Appointments are made at the academic ranks of instructor, assistant professor,
associate professor, and professor. It is university policy that each department,
through its senior faculty and department head, establish a rule describing
the standards and procedures for reappointment, promotion and tenure. This
rule is supplemental to and consistent with University Academic Tenure Policy
http://www.ncsu.edu/policies/employment/faculty/POL05.20.1.php
The Department of Agricultural and Extension Education develops, supports,
and leads professionals in agricultural and extension education. The primary
role for agricultural and extension educators is the communication of agricultural
information to a variety of clientele groups. This communication may occur
in public school (formal) education settings or in non-formal settings such
as in Cooperative Extension or the agricultural industry.
2. Areas of Faculty Responsibility
Faculty in the Department of Agricultural and Extension
Education may have teaching and/or extension responsibilities. The faculty
in the department recognize their responsibility in the areas of teaching and
mentoring students, discovery of knowledge, extension and engagement with constituencies
outside the university, and service to the university and to the profession
of agricultural and extension education. Standards for excellence in these
areas are described in Section III of this rule.
Some faculty in the department have administrative
responsibilities. These faculty members are responsible for providing leadership
for evaluation of Cooperative Extension programs and activities, for leading
the reporting and accountability system for Cooperative Extension, and for
providing leadership, professional development, and technical support for secondary
agriculture teachers in North Carolina. These faculty often have a small percentage
of their assignment in teaching or research, but their primary responsibilities
are in extension and engagement administration.
The professional expectations for an individual
faculty member are determined by the position description, which is typically
included in the letter of offer and subsequently in the Statement of Mutual
Expectations. Modifications to this description will be negotiated, documented
and incorporated in the Statement of Mutual Expectations.
3. General Standards
3.1. Standards for Quality Teaching and Advising
Quality teaching and advising are of paramount importance in the department
because they facilitate the department's primary mission of preparing students
for productive and responsible positions in society. Effective teaching and
advising are essential to enabling students to achieve their life goals.
Evidence of quality teaching and advising may include the following:
3.1.1. Student evaluations of teaching should be consistently positive on the
Faculty Teaching Evaluation Report.
3.1.2. Positive student evaluations of advising.
3.1.3. Positive reports of peer reviews of teaching.
3.1.4. Published articles that have direct implications for improving college
teaching that appear in professional journals.
3.1.5. Presentations and participation at professional conferences.
3.1.6. Development of innovative and/or creative instructional materials.
3.1.7. Received awards or honors for quality teaching.
Quality research is a scholarly activity that contributes to the knowledge
base and improved understanding in a recognized area of inquiry. Evidence
of quality research may include the following:
3.2.1. Writing and presentations focus upon a discernible theme or clearly evident
core of inquiry.
3.2.2. Clear evidence of independent and collaborative work with regards to presentations
and published articles.
3.2.3. Supervision of graduate research
and joint publications with students.
3.2.4. Examples of quality research might include:
3.2.5. Refereed articles and presentations
3.2.6. Scholarly books and monographs
3.2.7. Serving as referee for research journals and conferences
3.2.8. Serving as a conference paper
discussant
3.2.9. Serving on editorial or review boards
3.2.10. Receipt of award or other recognition for research efforts
3.2.11. Citation of work or favorable reviews of publications
3.2.12. Obtaining grants
Service to the university community, its clientele and constituencies, professional
organizations, and to the citizens of the state, the nation, and the world
is a significant and indispensable faculty activity. Quality service is typically
characterized as continuous, diligent service in areas of individual expertise
or proficiency. Evidence of quality service may include:
3.4.1. A record of service to the department by chairing and actively participating
on departmental committees.
3.4.2. Chairing or participating on major committees of the college and/or coordinating
major service functions of the college.
3.4.3. Chairing or participating on university standing or ad hoc committees.
3.4.4. Holding an elected office in a state, regional, or national organization;
serving on an organization's boards/governing bodies.
3.4.5. Advising or counseling student groups, associations, or clubs.
3.4.6. Serving internal and external publics by conducting workshops, making
presentations, and providing professional expertise.
When considering a faculty member's promotion to the rank of professor, the
national reputation of the person being considered is of major importance.
National prominence does not mean that a person is merely known by a majority
of his or her peers nationally, but, rather, it means that the person is known
for their expertise within the profession and this expertise has been of value
to the profession. Ways of documenting national prominence include:
3.5.1. Letters of evaluation by peers from outside the university identifying
the area in which the candidate has national prominence, and the impact the
candidate's work has had on the profession should be described.
3.5.2. Evidence of invited activities: invitations to make presentations, to
write articles in journals, to referee manuscripts, and to serve as a discussant
of papers in the candidate's area of expertise.
3.5.3. Evidence of the positive influence of a candidate's scholarly work may be
demonstrated when the work is referenced in bibliographies and cited by others
in the profession.
3.5.4. Professional activities in national or international organizations, such
as holding an elected office or chairing an important committee or activity.
3.5.5. Receiving a national award or other recognition for outstanding accomplishments
in the field.
4. Standards
for Reappointment as Assistant Professor
Assistant Professor must show evidence of progress and performance in the
areas of responsibility described in their Statement of Mutual Expectations.
They will have demonstrated ability to demonstrate scholarly work in their
areas of responsibility with clear potential to achieve the standards required
for promotion to Associate Professor with tenure.
Evidence can consist of student and peer teaching
evaluations, peer research evaluations, peer extension evaluations. Positive
performance must be recorded in all the areas of responsibility defined in
the "Statement of Mutual Expectations."
5. Standards
for Associate Professor with Tenure
5.1. The primary standard for promotion and tenure
as Associate Professor is a potential for distinction in scholarship
and program effectiveness. Potential is based on evidence that the candidate
has several program areas (at least two in most cases) that are coherent
and productive in their assigned areas of responsibility.
5.2. Accomplishments
must include demonstrated scholarly work, characterized by originality, vigor,
competence and publication success). The content of publications provides
assessable evidence of scholarship, however, there is no quantitative index
of publication numbers or types that assures a minimum satisfactory level
of potential for distinction. Quality of publications is an important aspect
of the scholarship assessment. Program effectiveness in teaching and extension
must not only reflect scholarship but capacity to reach students and clientele.
Effectiveness is assessed by information from learners, peer observers and
the content of instructional materials. Both effectiveness and scholarship
are required for tenure.
5.3. Accomplishments must include
participation in university, college, and departmental affairs.
6. Standards for Professor
Before being promoted to the rank of professor,
the individual must exhibit distinguished achievement in scholarship
and program effectiveness. Scholarship will be evidenced by a national reputation
in agricultural and extension education through directing graduate students,
independent research publications and other indicators (grants, research citations
and awards). Program effectiveness in extension is indicated by adoption of
materials and methods inside and outside the state and recognition by other
disciplines. Distinguished teaching is recognized through items that include,
awards, innovations, and student achievements. Accomplishments must include
participation in university, college, and departmental affairs.
7. Procedures for RPT Review
7.1. Procedures for Candidates Subject to Mandatory Review
7.1.1. Candidates are notified of mandatory
reviews (reappointment of assistant professors or promotion from assistant
to associate professors) by August 15, the year prior to their review.
7.1.2. Candidates, with assistance of
faculty mentors, prepare their dossiers according to the guidelines established
by the university.
7.1.3. Dossiers are submitted to the
department head by August 1 of the year the candidate is to be reviewed and
distributed to the departmental faculty holding the rank of associate or
full professor (departmental voting faculty for reappointment, promotion,
and tenure requests).
7.1.4. For promotion to the rank of
Associate Professor with tenure, outside reviews are solicited as early as
possible, with the candidate and the department head submitting names of
potential outside reviewers.
7.1.5. The departmental voting faculty
(DVF) are convened by the chair of the Department Personnel Committee to
review the candidate's dossier prior to October 1. DVF members are those
tenured faculty whose primary responsibilities are in the Department of Agricultural
and Extension Education and hold the appropriate faculty rank to review the
candidates' dossiers,. Faculty members whose primary responsibilities are
in another unit, but for whom the department is their tenure home, are not
eligible to vote, i.e. are not DVF members.
7.1.6. Following discussion of the candidate's
dossier, the departmental voting faculty vote on the reappointment, promotion,
and/or tenure decision by secret ballot. Departmental voting faculty who
are unable to attend the meeting may vote by absentee ballot or may elect
to abstain from the vote.
7.1.7. The vote of the faculty is communicated
to the department head by the chair of the Personnel Committee, who also
provides a written summary of the candidate's strengths and areas in need
of improvement.
7.1.8. The department head reviews the
candidate's dossier, the faculty vote, and the written summary of the voting
faculty and develops a written evaluation with a recommendation to the Dean
and the College of Agriculture and Life Sciences RPT Committee.
7.1.9. 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.
7.1.10. The dossier, including the
cover page with the vote of the faculty and recommendation of the department
head, the outside reviews, the written assessment of the voting faculty,
and the department head's written assessment are forwarded to the College
of Agriculture and Life Science Reappointment, Promotion, and Tenure Committee
for review.
7.1.11. Decisions at the College, University,
and Board of Trustees levels will be communicated to the faculty member.
7.2. Procedures for Candidates for Non-Mandatory Review (promotion from Associate
to Full Professor or Early Promotion from Assistant to Associate Professor)
7.2.1. A faculty member may make a personal request to the Department Head that
she/he be considered for promotion and/or tenure review. Any of the full
professors may recommend to the Department Head that a faculty member be
considered for promotion and tenure review. Such requests for promotion and
tenure review should be made to the Department Head by January 1.
7.2.2. The Department Head or a full professor designated by the Department
Head may provide guidance to the faculty candidate in preparing promotion
materials (promotion dossier).
7.2.3. The promotion dossier shall be prepared by the candidate and delivered
to the Department Head prior to August 1.
7.2.4. In the case of faculty requesting consideration for promotion to the
rank of Professor, a committee of all full professors in the department is
convened by the Department Head (as described in 7.1.5). In the case of
faculty requesting consideration for promotion to Associate Professor, the
review committee will consist of all tenured associate and full professors
(as described in 7.1.5). The committee shall elect one of its members to
serve as the chairperson of the committee. The Department Head shall serve
as an ex-officio, non-voting member of the committee. Usually the matter
of tenure is not an issue with promotion to full professor because the tenure
issue has been resolved at the associate professor decision level. However,
the issue of tenure may be considered at the same time the promotion to Professor
is under review. In this case, the tenure decision is considered independently
by the internal review committee.
7.2.5. The Department Head transfers the promotion materials to the chairperson
of the internal review committee and gives the committee a time frame within
which it must complete its deliberation. No less than four weeks should be
allowed for committee review.
7.2.6. The Department Head independently reviews the candidate's promotion dossier.
7.2.7. The committee meets to discuss the candidate's dossier and to vote on
the promotion and/or tenure request. During the meeting, the Department Head
receives an oral evaluation of the candidate's record from the committee
and the vote of the internal review committee. At this meeting the Department
Head announces the results of her/his independent review.
7.2.8. The chair of the internal review committee prepares a letter that summarizes
the review of the committee. The Department Head prepares a separate written
review of her/his assessment of the candidate's dossier. The Department Head
meets and shares with the candidate the results of the departmental review
within five working days of the meeting of the internal review committee.
The candidate is given the opportunity to submit a written response to the
committee or the Department Head to be included in the promotion packet.
The candidate may choose to withdraw her/his request for promotion by submitting
a written withdrawal request to the Department Head.
7.2.9. A minimum of six external reviewers are selected from a list of names
developed mutually by the Department Head and the candidate seeking promotion.
The external reviewers are individuals of national prominence who hold the
rank of Professor at institutions comparable to North Carolina State University.
The Department Head selects three reviewers; the candidate selects three
reviewers. The Department Head solicits all of the external reviews.
7.2.10. The Department Head completes the dossier cover form, including the
vote of the faculty, and sends to the Dean of the College the candidate's
promotion dossier, supporting documentation, the written summary from the
internal review committee, the written recommendation from the Department
Head, and all external reviews received. The vote of the faculty and the
recommendation of the Department Head are sent as recommendations to the
Dean.
