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February 3, 1982 :

East Carolina

I. Ad

Allocation of positions is
Chancellor for Academic Affairs, the Dean 0
School and the Vice Chancellor for Student Life, as appropriate.

The unit administrator is responsible for recommending through
administrative channels to the Vice Chancellor for Academic
Affairs, the Dean of ‘the School of Medicine, or the Vice
Chancellor for Student Life the number and nature of positions
needed to carry on the functions of ‘the unit.

The unit administrator, in keeping with the mission of the unit
and the institutional context, shall follow the provisions of
the unit code in making recommendations concerning the number
and nature of positions needed. ©

Selection Procedure:

The unit administrator shall notify the unit personnel committee
of the number and nature of positions allotted to. the unit. The
actual selection process must then proceed in accordarice with
Section IIID of Tenure Policies and Regulations of the Faculty
Manual, Appendix K of the Faculty Manual, the most recently
revised Affirmative Action Plan, and applicable unit code pro~
visions. ‘ ie

General Criteria:
For appointment, as well as reappointment and promotion, the
faculty member is evaluated on potential or achievements in:

ds Teaching shag
2. Creative activity/research ~~

a Service to the University, the profession, and the community.

1. Teaching: — ‘
East Carolina University expects each member of the faculty
to have. knowledge of subject matter commensurate with one's
teaching assignment, to maintain awareness-of developments
in.one's discipline, and to ‘communicate to students one's
knowledge of and interest in the discipline. The faculty

l¥or policies and procedures dealing with persons on fixed term
appointments, see Appendix D.

2These criteria are not designed
administrative rank to evaluate their administrative service.
ne) for ttat purpose shall be developed by proper administrative authority.

 
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member will encourage students in responsible and careful
inquiry, in appreciation of the interrelation of various
disciplines, and in recognition of. the uses of learning e
and the value of the educated mind.

Creative activity/research:

East Carolina University encourages and supports the
continuing efforts of faculty to develop a deeper appreciation
of the importance of professional competency acquired through
scholarship, research, and other creative activities appro-
priate to one's discipline. A faculty member's research and
creative activities shall reflect the high professional
Standards incumbent upon those who enjoy full academic
freedom; such activities must be measured by standards of
quality, not merely by quantity.

Service:

East Carolina University considers service to the University,
academic profession, and the community as an important aspect
of academic performance. (See Section III.)

D. Specific Criteria for Appointment:
Among the many qualifications which may be considered when making
appointments, the following are essential:

Instructor ~ Evidence of character traits which contribute
decidedly to the professional advancement of the well-trained
person; evidence of a sound educational background for the specif
position, including as a minimum the Master's Degree or equivalen
as evaluated by the academic unit and affirmed by the appointing
officers; and evidence of teaching capacity.

Assistant Professor - Qualifications of the previous rank; an
appropriate terminal degree, as evaluated by the academic unit
and affirmed by the appointing officer and the profession con-
cerned; and evidence of a potential for continued professional
growth which shall be in part measured by teaching effectiveness,
creative activity/research, and membership in professional
organizations.

Associate Professor - Qualifications of the previous ranks;
evidence of quality teaching at the university level; a record

of creative or research activity resulting in publication or com
parable results; a record of participation in professional
organizations; effective service on departmental, school,
college, academic or administrative committees; and a record

of effective service to the profession.

Professor - Qualifications of the previous ranks; an established
record of excellence in teaching; a record of significant pub~
lication or creative activity, or research activity; a record

of significant service to the profession.

 
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Notwithstanding any previous statement that has appeared herein,
competence for appointment to a specific rank may be attested to
by advanced study, culminating in appropriate graduate degrees,
or by extensive work experience in the teaching fields or in a
professional practice which is demonstrably of highest quality.

Initial Appointment:

Appointment to the faculty is made by the Chancellor or his
designee .3 Any action conferring permanent tenure with the
initial appointment requires approval of the Board of Trustees
and the Board of Governors. The initial contract shall be
signed by the Chancellor, or his designee, and the appointee.
This contract shall be accompanied by and elaborated on by a
letter signed by the Chancellor, or his designee, and a letter
signed by the unit administrator.

The Chancellor's letter shall specify rank or title; salary;
length of appointment and tenure status, whether fixed term,
probationary term appointment, or appointment with permanent
tenure (See Appendix D, Section III, c.1). The unit adminis-
trator's letter shall establish the specific conditions of employ-
ment.

A. Assignment of Teaching Responsibilities:
Prior to making final faculty assignments and at least two weeks
prior to the beginning of each semester, the unit administrator
shall apprise each unit faculty member, in writing, of the duties
and responsibilities in teaching, after soliciting faculty teaching
preferences. If changes in a faculty member's assignment become
necessary, the faculty member shall be notified of such changes
prior to the effective date of the amended assignment.

Assignment of Released Time:

Faculty members who are to be granted released time from teaching
shall be informed in writing of the purpose of the reduced teach-
ing assignment.

Evaluation:

Each faculty member with a probationary term appointment and each
permanently tenured faculty member shall receive annually an
evaluation of his/her performance for that year by the unit admin-
istrator. This annual evaluation shall: (a) be in writing; (b)
state the percentage of salary increment available to the unit to
be recommended by the unit administrator for the faculty being eval-
uated; (c) be discussed with the faculty member prior to being sent
to any other administrator or placed in the faculty member's per-
sonnel file; and (d) shall be signed and dated by the unit admin-
istrator and the faculty member, who may attach to the evaluation
a concise comment regarding the evaluation. The signature of the
faculty member signifies that the faculty member has read, but

does not necessarily concur in, the evaluation.

3References to the Chancellor's designee shall include and be
limited to the Vice Chancellor for Academic Affairs, Vice Chancellor for
Student Life, or the Dean of the School of Medicine.

 
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The unit administrator shall forward to each faculty member a copy
‘of that ‘member' s annual evaluation within ten (10) days after com
_ pleting the evaluations of wit members.

The wit administrator's annual performance evaluation of faculty
members shall employ criteria approved by the unit and by the Vice
Chancellor for Academic Affairs, the Dean of the Medical School,

and the Vice Chancellor for’ Student ‘Life, as appropriate, which
shall be based upon that year's assigned duties and responsibilities
and shall take into account the nature of the assignments in terms
of: ;

(a) Teaching effectiveness:

The quality of teaching must be evaluated in at least one

of the following ways:

(1) peer evaluation, employing written procedures approved
by the Chancellor;

(2), data from surveys of student opinion, when such data
have been gathered in accordance with established
procedures of the Department or the University, which
guarantee the integrity and completeness of said data.
As part of the effort to evaluate the teaching effective-
ness of faculty members, each unit shall: develop and
use its own instrument as approved by the Chancellor
to determine student opinion of teaching effectiveness;
and/or utilize the instrument developed by the Committee
for Teaching Effectiveness to determine student opinion
of teaching effectiveness.

(3) procedures provided for in Unit Codes when recommended
by the Faculty Senate and approved by the Chancellor.

(b) research and creative activities;
(c) services rendered on departmental, school, college, and
university committees, councils, and senates; service

to professional organizations; and service to local,

state and national governments; contributions to the

development of public forums, institutes, continuing

education projects, patients" services and consulting

in the private and public sectors; and

(d) other responsibilities as may be appropriate to the
assignment, such as academic advising and other professional

services.

The relative weight given to teaching effectiveness ,*research/
creative activity, and service in personnel decisions shall be
determined by each unit code. In no case, however, shall service
be weighted more heavily than either teaching effectiveness or
research/creative activity. —

Professional Advancement:

Promotion is a means through which professional achievement is
encouraged, recognized and rewarded by the University. Evaluation

of faculty for purposes of promotion shall be governed in each

unit by regulations established in and under the unit's code of
operations subject to Appendix C. With the approval of the Vice
Chancellor for Academic Affairs, the Dean of the Medical School,

and the Vice Chancellor for Student Life, as appropriate, specific
regulations governing evaluation of faculty for purposes of promotion
’ may vary from unit to unit. As a minimum each unit shall:

 
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' (a) apply published criteria in teaching and creative activity

and service for evaluating faculty for promotion;

sige make available procedures which will permit each faculty &
member to report achievements annually or on a more
frequent basis;

(c) assure each faculty member the right to discuss one’s
eandidacy with the unit administrator and/or the per~
sonnel committee at any time, and

(d) notify each faculty member within four (4) days of receipt
of the Administration's call for promotion recommendations.

Upon request by the faculty member, the unit administrator and
the unit personnel committee shall evaluate the faculty member
for promotion. Following such evaluation, the unit administrator
and the personnel committee shall inform the faculty member of
their respective recommendations.

Although other established criteria may be considered, promotion shall
be based primarily upon the faculty member's total demonstrated pro-
fessional competence and achievement, Procedures to be followed for
promotion are found in Appendix D, Section IIID. 4. Among the many
qualifications which may be considered when making recommendations

for promotion, the.following are essential:

Assistant Professor - Qualifications necessary to be appointed to

the rank of Instructor; an appropriate terminal degree, as evaluated

by the academic unit and affirmed by the appropriate administrative
officer and the profession concerned; a record of progress toward &

teaching excellence; and evidence of a potential for continued pro-
fessional growth which shall, in part, be measured by creative
activity/research and membership in professional organizations.

Associate Professor - Qualifications of the previous rank; evidence
of teaching excellence; a record of creative or research activity
resulting. in publication or comparable productivity; a record of
participation in professional organizations; and effective service
on departmental, school, college, academic or administrative com-
mittees.

Professor - Qualifications of the previous ranks; an established
record of excellence in teaching; a record of significant publica~-
tion, creative activity, or research activity; a record of significant
service to the.profession, such as contributions to the development

of public forums, institutes, continuing education projects, patients’
services and consulting in the private and public sectors; and a
record of significant contribution as a member of academic schools,
colleges, or administrative conmittees.

Promotion usually should be accompanied by a salary increment which
shall be separate from any and all other salary increments to which
the individual may be entitled.

Notwithstanding any previous statement that has appeared herein,
competence for promotion to a specific rank may be attested to &
by advanced study, culminating in appropriate graduate degrees,

or by extensive work experience in the teaching fields or in a
professional practice which is demonstrably of highest quality.