Guidelines for Professional Track Faculty
1. Definition of Professional Track Faculty
NC State uses the term “professional faculty” rather than “special” or “non-tenure-track” faculty. Professional faculty are not eligible for consideration or conferral of permanent tenure. Professional faculty may receive a subsequent contract, which is distinguished from the reappointment of a probationary tenure-track faculty member. Full-time professional faculty with professorial rank are appointed with the expectation that they may be promoted to higher faculty ranks. Although these faculty are assigned primarily to one area of faculty responsibility (e.g., teaching or research), they may also have assignments in one or more additional areas of responsibility, as well as additional administrative duties.
See NC State’s complete regulations on Professional Faculty Ranks and Appointments.
2. Initial Appointment
Professional track faculty will hold an academic appointment with a suitable academic department, with supervision by the Center for Geospatial Analytics. The initial appointment is dependent on recommendations by the Department Head and the Department Voting Faculty (DVF) of the academic department to the Dean (or Deans if the academic department is not in the College of Natural Resources). The DVF for initial approval will consist of all full-time faculty who hold tenure or tenure-track positions at a rank equal to or higher than the rank being considered for appointment, as well as full-time professional teaching faculty with professorial rank equal to or higher than the rank being considered.
3. Appropriate Work Space
The Center for Geospatial Analytics will strive to provide a private office for professional track faculty, with priority given based on seniority, availability, and need. Shared space may be required due to availability, with accommodations made to ensure that FERPA guidelines are met.
4. Statement of Faculty Responsibilities
Professional faculty are required to create a Statement of Faculty Responsibilities (SFR). The SFR is a statement of the approximate percent effort expected of the faculty member in each realm of responsibility and a general description of the activities to be undertaken in each realm. Find more information about creating an SFR.
The SFR serves three purposes: First, the SFR should reflect the plans for the faculty member’s work efforts. Second, the SFR can be used by the relevant supervisors to ensure that the effort of each faculty member contributes appropriately to the mission and goals of the faculty member’s academic units. Third, the SFR should be used in annual reviews and promotion of faculty to provide context for their accomplishments in different realms of responsibility.
The SFR should be reviewed annually and updated as necessary with the consultation of the CGA Director, CGA Associate Director of Professional Education, and Department Head.
5. Annual Reviews
Annual review meetings should be held jointly with the CGA Director and Department Head to review the accomplishments and SFR of each professional track faculty member. The CGA Director will write the annual review letter and will ask the Department Head for feedback on their letter.
6. Contract Renewal & Promotion
Subsequent renewal of a contract at the same rank is initiated by the CGA Director, subject to approval by the Department Head and Dean, and based on annual reviews of the faculty member’s accomplishments in the realms of responsibility as outlined in the most current SFR. A full dossier is not required. For subsequent contracts at a higher professorial rank, the faculty member must prepare a full dossier as regulated by the Reappointment, Promotion, and Tenure guidelines of the university, college, and affiliated department.
7. Peer Evaluation of Teaching
The peer evaluation of the teaching process is designed to provide instructors with helpful feedback and the center and department with information concerning teaching effectiveness. This includes in-class observations and review of course documents. Professional track faculty are expected to participate in the peer teaching evaluation cycle of their affiliated departments and to contribute to peer evaluations as requested. Peer evaluations and their scheduling is the responsibility of the home department.
More information on the university’s peer evaluation of teaching process can be found here: REG 05.20.10 – Evaluation of Teaching – Policies, Regulations & Rules
8. Pay Increases
Pay increases are made based on the recommendation of the CGA Director, subject to approval by the Dean as defined by budget guidelines provided at the university level.
9. Mentoring
A mentoring committee will be formed to foster the academic career development and success of professional track faculty with initial appointments at the assistant professor rank. The committee will consist of a professional track faculty member of higher rank in the center and two professional or tenure-track faculty members of higher rank in the affiliated department. The committee will be formed by the professional track faculty member in consultation with the CGA Associate Director of Professional Education and will meet a minimum of two times in the first academic year of the appointment, then annually until the mentee is promoted to the higher rank.