Department of Family and Consumer Sciences - Reappointment, Promotion and Tenure Standards and Procedures

Department of Family and Consumer Sciences
Reappointment, Promotion and Tenure Standards and Procedures

RUL 05.67.9

Reappointment, Promotion and Tenure
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Authority: Provost and Executive Vice Chancellor

History: First Issued: October 27, 1999. Last Revised: January 25, 2008. Additional History Information.

Contact Info: Department Head, Department of Family and Consumer Sciences, (919) 515-2770.

1. Introduction

Family and Consumer Sciences faculty members are an integral part of the College of Agriculture and Life Sciences and North Carolina State University and support their missions. The Department's specific mission is to provide individuals, families and communities with dynamic issue-driven education to foster informed decision-making about human and environmental concerns in a changing world. Faculty members incorporate knowledge from multiple disciplines in carrying out this mission. They demonstrate scholarly achievement and leadership in many related disciplines such as nutrition, sociology, food science, epidemiology, animal science, family studies, and housing, among others.

The importance of reappointment, promotion and tenure decisions to faculty well-being and departmental strength and achievement, make it imperative that the standards, documentation format, timetables, administrative functions, faculty responsibilities, and procedures for these decisions are clearly understood. This rule describes the Department of Family and Consumer Sciences reappointment, promotion and tenure standards and procedures and is supplemental to and consistent with the university Academic Tenure Policy.

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

Faculty positions in the Department of Family and Consumer Sciences are designed to meet specific subject-matter responsibilities as well as the collective goals and objectives of the department, college and university. As tenure-track faculty members develop educational programs, it is expected that their annual plans of work be consistent with the overall duties and responsibilities of their position as stated in the Statement of Mutual Expectations.

Most faculty members in the Department of Family and Consumer Sciences are assigned predominantly extension responsibilities to fulfill the mission of North Carolina Cooperative Extension. Faculty members are expected to excel at producing new knowledge, synthesizing knowledge for application to real-world situations, and transmitting knowledge to the general public. They accomplish this in conjunction with Family and Consumer Sciences Extension field faculty located in all county Extension centers and may work in teams, across departments and colleges and with professionals in other organizations.

Scholarly activity, appropriate to the discipline and responsibilities, is expected of all tenure track faculty members and will be evaluated. In the Department of Family and Consumer Sciences, scholarly activity is defined in terms relevant to extension responsibilities. Additional areas of faculty responsibility may include teaching and research depending on the needs of the department and expectations associated with a specific position.

All faculty members are expected to be involved in service regardless of their appointment. They will participate in the collective operations of the department as members/leaders of committees, and in other areas of shared commitment toward departmental common purposes in the department in a collegial manner.

Some faculty members will have teaching responsibilities, including responsibilities in the Family Life and Parenting Education graduate program offered jointly with the University of North Carolina at Greensboro. These faculty members will be evaluated for academic performance.

3. General Standards

Review of faculty members for reappointment, promotion or tenure will assess the following: (1) demonstrated professional competence, (2) potential for future contribution, and (3) service to the university, the academic community, and society. The individual's contributions to the extension, teaching, research, and public service missions of the university shall be considered in a manner that is appropriate for each individual appointment. Recommendations shall be consistent with the needs and resources of the university.

3.1. Extension Standards

Extension involves educational activities planned by Departmental faculty members and directed toward clientele outside the campus classroom. The term 'clientele' indicates any individual or family and includes consumer and family-serving agencies and organizations. Faculty members with Extension responsibilities are expected to produce materials and programs that interpret evidence-based information for family and community application. Faculty members are expected to perform analysis of issues relevant to their subject-matter expertise and analysis of clientele needs, and address these needs through educational materials and programs. The primary conduits for this transfer of knowledge are Family and Consumer Sciences Extension agents, some of which are field faculty of NC State University.

A faculty member's performance of their extension responsibilities will be reviewed by assessing the following.

3.1.1. Faculty member's possession of the following.

3.1.1a) An understanding of the knowledge needed by Extension clientele including analyses of demographic data and societal trends. Literature reviews, online searches and secondary data may be used to identify and document needs and trends. Surveys, focus groups, and/or other needs assessments tools may be used to gather additional information.

3.1.1b) A contemporary command of one's subject matter and the ability to determine what is useful for identifying needs and providing choices to resolve problems.

3.1.1c) The ability to effectively convey concepts to the clientele using a variety of presentation methods.

3.1.1d) The ability to communicate effectively, both orally and in writing.

3.1.2. Involvement in program planning and development at the county, multi‑county, state, regional, national and international levels, including the development of proposals for program funding and success thereof.

3.1.3. Development and/or adoption of teaching materials and programs for use in Extension education. These may include lesson plans and programs, discussion guides, fact sheets, audiovisual aids, and computer assisted learning aids.

3.1.4. Development of relevant, high quality, peer-reviewed publications in support of Extension programming. Peer-review is defined as being reviewed by 3 or more professionals having expertise in the work being reviewed.

3.1.5. Use of appropriate communication for knowledge dissemination through newspapers, trade journals, in-house publications of businesses and associations, and newsletters.

3.1.6. Evidence of program use and impact. Development and administration of appropriate evaluation methods to assess defined measures of progress and impact indicators.

3.1.7. Participation in professional societies: offices held, committees, presentations, and abstracts published.

3.1.8. Awards and recognition by peers and superiors.

3.1.9. Leadership positions held at state, regional and national levels.

3.1.10. Authorship on applied research reports and review articles. Publications authored, co‑authored, or edited.

3.1.11. External funds and/or resources secured to support programs.

3.2. Teaching Standards

Faculty members with academic appointments are expected to effectively transfer knowledge to students. The act of transmission of knowledge is defined as teaching, and includes activities, such as classroom instruction, distance education, and advising students. Activities associated with the transfer of knowledge, such as course development, and evaluation of students, are also important components of an academic appointment. Scholarly activity in the academic area involves publishing peer-reviewed manuscripts and documentation of knowledge transfer through student and peer evaluations.

Resident instruction (including distance learning) pertains to graduate instruction related to the joint Masters of Science degree in Family Life and Parenting Education. Advising students is an activity associated with teaching.

Faculty will be evaluated on:

3.2.1. Command of subject matter, including the incorporation of contemporary trends into instruction

3.2.2. Continuous growth in knowledge of one's area of expertise

3.2.3. Ability to organize and present class material in a logical, objective and cohesive manner

3.2.4. Creativity in course development, methods of presentation, and incorporation of new materials and ideas

3.2.5. Capacity to create student awareness about the relationship between subjects studied, other fields of knowledge, and application of knowledge.

3.2.6. Results of student and peer reviews of teaching.

3.3. RESEARCH STANDARDS

Scholarship in Extension is reflected in the ability to assess clientele needs, develop needs-based educational programs and evaluate impact using proven methodology. Scholarship also is shown in the use and evaluation of different ways to apply and transmit knowledge to families and communities. Scholarship in Extension is recognized by activities such as peer-reviewed Extension publications, curriculum development, and publication of applied research studies.

Leading or participating in applied research studies is expected of each faculty member. Applied research contributes to and complements faculty members Extension and teaching appointments. Faculty members are expected to develop an applied research program that reflects their professional expertise and is based on sound methodological principles. The primary indicators of research productivity include, but are not limited to, peer-reviewed publications and technical reports.

Written accounts of research, particularly those that have been reviewed by peers, are the primary evaluation of research. For promotion and tenure purposes, especially, publication quality and usefulness may be assessed by employing indicators such as reprint requests, citation Indexes, letters from peers, evidence that research has been adopted or has influenced peers, and users of research results. Invited presentations at professional society meetings, published abstracts, and exhibits are other ways to document dissemination of applied research.

Among other indicators of the quality of a research program are impacts on policy and Extension programs, consulting assignments, participation in and/or organization of panels and symposia at professional meetings, public lectures, development of computer software, professional leaves, and other kinds of self‑improvement, as well as mentoring of junior faculty.

3.4. SERVICE STANDARDS

Service to the Department of Family and Consumer Sciences, the College of Agriculture and Life Sciences, NC State University, and relevant professional organizations is expected of all faculty members.

Service to programs of the Department, College, University and professional organizations is a responsibility of each faculty member. It is recognized that service will vary among faculty members and for a faculty member over time depending, in part, on the specific faculty appointment. However, a faculty member is expected to perform in each of the following major service categories, administrative, student, professional, and technical.

Definition of Service: Service is defined as work done or duties performed for others at all levels within the University, and professional services to government, agribusiness, and professional associations at local, state, national and international levels. Personal service contributed to civic organizations, church, charities, community, and other organizations does not fall within the definition of professionally‑oriented service used herein, except where solicited or contributed in the role of one's faculty and/or professional status.

3.4.1. Service Categories and Standards:

3.4.1a. Departmental Service ‑service as program coordinator or leader, Department Extension Leader, member or chair of standing and ad hoc committees or task forces, supervision of EPA and SPA employees.

3.4.1b. College and University Service ‑serving on faculty governance, search, standing, special and interdisciplinary research committees, task forces, reviewing materials, assisting at the administrative level for international and other programs.

3.4.1c. Student Service ‑(includes, but not limited to the following). Serving on curriculum committees (i.e. for the department, college or interdepartmental graduate program), serving on advisory committees of graduate students, advisory committees of graduate students in other departments, etc.). Chairmanship or co-chairmanships of such committees will receive more credit than membership alone.

3.4.1d. Professional Service (includes, but not limited to the following). Serving as an officer, on editorial boards, on committees, and on task forces of professional associations; reviewing external manuscripts; regional and national research, teaching and Extension committees; state and local task forces and advisory committees; industry advisory committees and task forces. Service to trade (clientele) organizations (e.g., officer of a trade association, executive secretary of a trade association); member of board(s) of directors; consulting assignments; community service where professional expertise is rendered, e.g. judging activities, speaking on behalf of the University or profession.

3.4.2. Peer Responsibilities (includes, but not limited to the following). Reviewing course outlines, course syllabi, internal manuscripts, internal and external research proposals, and fund seeking proposals; regional and national project writing committees; data collection and sample design, assisting students and other faculty with computer, and design of instruments for teaching evaluation and participation in teaching evaluation.

4. Standards for Reappointment as Assistant Professor

To be reappointed as assistant professor, the individual must demonstrate ability or definite promise in teaching, research, extension, and/or another scholarly or appropriate creative activities; demonstrate potential for directing teaching, research, graduate study, or extension activities; and an ability and 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

Recommendation for promotion to Associate Professor with tenure will require the faculty member involved to provide clear evidence of having established programs in accordance with her/his individual appointment as outlined in the individual's original Letter of Offer, and as described in the Statement of Mutual Expectations. At a minimum, promotion to Associate Professor level with tenure will require:

5.1. Recognized ability and potential for distinction in Extension, teaching, independent research and/or any other scholarly activity that is germane to the faculty member's assignment

5.2. Documented achievements, as appropriate for the individual's

responsibilities, that demonstrate success in developing an Extension education or teaching program, an applied and/or basic research program including follow through with publications in well recognized journals in the individual's area of appointment, leadership of appropriate programs and active participation in and leadership of graduate programs.

5.3. Clear service contributions to department, college, university and professional affairs.

5.4. Clear evidence of the development of a national reputation in the field.

6. Standards for Professor

Recommendations for promotion to Professor will be made in relation to the faculty member's responsibilities in Extension, teaching and research in his/her Letter of Offer and Statement of Mutual Expectations. A successful recommendation will require the faculty member to clearly demonstrate having developed a national reputation in his/her field. At a minimum, appointment to the level of Professor with tenure will require:

6.1. Distinguished achievement and leadership in Extension, teaching, independent applied research and/or other scholarly activity that is germane to the faculty member's assignment.

6.2. Documented ability, as appropriate for the individual's appointment, that demonstrates continuing and increasing success in developing an Extension program, or a classroom or outreach teaching program, and conducting program relevant applied research resulting in publication in leading journals in his or her field.

6.3. Continuing service to the department, college, and university; and to national professional organizations.

6.4. Clear evidence of being nationally recognized as a leader in his or her field.

7. Procedures

7.1. Family and Consumer Sciences Departmental Voting Faculty (DVF)

All tenured Associate and Full Professors of equal or greater rank than the rank being sought by the candidate are members of the FCS DVF. If the DVF has fewer than 3 members, the REG 05.20.01 Academic Tenure Policy directions for such a circumstance will be followed.

7.2. FCS Executive Committee

The Department Head, Associate State Leader and Department Extension Leader are the Executive Committee referred to below.

7.3. General Time Line

The annual RPT process will start early in the calendar year with a memo from the Department Head alerting all faculty who will be up for reappointment, promotion and/or tenure review during the fall of the same year. Each of the above faculty will be asked to meet with the Department Head and Department Extension Leader in March or by April 30 of that year as a planning meeting to review and update the faculty member's Statement of Mutual Expectations. At that time the documentation and development of the dossier will be discussed.

7.4. Procedures for Outside Reviewers

Prior to the above meeting the candidate will be asked to provide a list of four to five individuals from outside the University whom they believe would be able to provide a written evaluation of their program and dossier. This list will be discussed at the planning meeting noted above. The Department Head in consultation with the Department Executive Committee will determine two individuals from outside the University who they believe should be able to provide an evaluation of the candidate's performance and dossier. The Department Head will choose at least three individuals from the candidate's list. Those three individuals plus the two names submitted by the Department Executive Committee will comprise the outside reviewers. The Department Head will contact reviewers and request that they complete a review and evaluation by the determined deadline.

7.5. Departmental Voting Faculty (DVF) Meeting

The Department Head schedules, convenes and facilitates the meeting and conducts the voting process, but does not participate in the discussion prior to the vote and does not vote. All DVF members are expected to participate in the discussion and vote. If a DVF member is unable to attend the scheduled meeting, she/he is expected to provide the Department Head with her/his own written assessment and sealed vote prior to the meeting. One of the faculty members designated below reads the written assessment at the time of the DVF meeting. If last minute circumstances prevent a committee member from attending the meeting then their written assessment and vote should be submitted to the Department Head no later than 5 working days after the DVF Meeting.

Two faculty members will be appointed by the Department Head to provide an in-depth review of the candidate's submissions and serve as a resource during DVF deliberations. These faculty members also draft the DVF assessment of the candidate's performance and the committee decision. The draft is sent to all DVF members for comment prior to the preparation of the final statement that will be submitted to the Department Head. This written assessment will contain the names of the DVF who were present and those voting by absentee ballot.

When discussion of the candidate's performance is complete, the Department Head will distribute an appropriate ballot. The ballots are tallied and results reported by the two faculty members appointed above.

The Department Head informs the candidate in a timely manner of the DVF decision. The candidate, any RPT Committee members of her/his choice and the Department Head, revise and complete the dossier. It is submitted by the Department Head to the College of Agriculture and Life Sciences administration for action.

The candidate will be informed of the progress of the review as outlined in the University RPT policy.

Time Line for RPT Processes

Responsibility of:	Action:	Time:
Department Head	Sends memo to all faculty who will be eligible for RPT during calendar year	January - February
Department Head, Department Extension Leader	Schedule meeting with candidate	March - April 30
RPT candidate	Submits names of five individuals as potential outside reviewers	July
FCS Executive Committee	Adds two additional outside reviewers	July
FCS Executive Committee	Selects three outside reviewers from candidate's submission to add to the two from the Executive Committee list to perform evaluations	July
RPT candidate	Submits dossier to Department Head	August 1
Department Head	Requests reviews from outsider reviewers	August 15 (due no later than September 15)
Department Head	Schedules RPT Committee Meeting	By August 1
Department Head	Appoints two members of RPT Committee for in-depth review	By August 1
RPT Committee	Review candidate's dossier and letters	September 15 - October 20
Department Head	Convenes RPT Committee	Between September 15 - October 20
RPT Committee-two in-depth reviewers	Prepare draft of evaluation	Within 5 working days of RPT Committee meeting
RPT Committee-two in-depth reviewers	Revise draft and send final evaluation to Department Head	Within 10 working days of RPT Committee meeting
Department Head, Candidate and others of candidate's choice	Prepare dossier to be sent to CALS Administration	Prior to CALS deadline
Department Head	Notifies candidate of progress of RPT action through the university process	As informed by CALS Administration

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