Common use of Recognitions Clause in Contracts

Recognitions. number of honors and awards won by the faculty member or their advisees or their graduate students. The department head will consult with the senior faculty (Departmental Voting Faculty - DVF) after reviewing the FAR report (Faculty Activity Report) and composes an evaluation letter that is shared with the faculty member under review. The letter identifies strengths and weaknesses in their accomplishments for the year and advises them on necessary changes for the following year to advance their tenure case towards success. The University institutes a procedure of Reappointment for tenure-track Assistant Professors administered at the end of their third year on the faculty. The procedure evaluates the same activities listed above using the same performance measures, except that the evaluation spans three years and is conducted at the Department, then the College, then the University levels. In essence the Reappointment review is identical to the tenure review (conducted at the end of the sixth year of the faculty appointment) except it does not require external letters of evaluation and its expectations are scaled down to the shorter term. Nevertheless, a successful Reappointment case is reassuring to the faculty member and to the Department that progress towards tenure is judged as adequate by outsiders (College and University Committees) that will apply the same criteria in three more years to determine eligibility for tenure. The result of the Reappointment case will coincide with the end date of this program for a new hire, and hence it will provide a closing evaluation of its success in nurturing the academic career of the faculty member. In case of a tenure-track associate professor, the above procedure will be conducted once by the 4th year after hiring, which includes the internal and external evaluations of the candidate. The annual review and Reappointment case documents are all confidential and will not be made available to the NRC; however the faculty member will be encouraged to report the data captured in their annual report to the NRC as evidence of their productive academic performance. The evaluation procedures described above are standard at NC State University independent of the proposed program. They are beneficial to the Department and to the faculty member in that they force performance monitoring and communication of discoveries so that the faculty member can address any perceived or real deficiencies prior to standing for tenure.

Recognitions. number of honors and awards won by the faculty member or their advisees or their graduate students. The department head will consult consults with the senior faculty (Departmental Voting Faculty - DVF) after reviewing the FAR report (Faculty Activity Report) and composes an evaluation letter that is shared with the faculty member under review. The letter identifies strengths and weaknesses in their accomplishments for the year and advises them on necessary changes for the following year to advance their tenure case towards success. The University institutes a procedure of Reappointment for tenure-track Assistant Professors administered at the end of their third year on the faculty. The procedure evaluates the same activities listed above using the same performance measures, except that the evaluation spans three years and is conducted at the Department, then the CollegeCollege (Reappointment, Promotion and Tenure: College RPT), then the University levelslevels (URPT). In essence the Reappointment review is identical to the tenure review (conducted at the end of the sixth year of the faculty appointment) except it does not require external letters of evaluation and its expectations are scaled down to the shorter term. Nevertheless, a successful Reappointment case is reassuring to the faculty member and to the Department that progress towards tenure is judged as adequate by outsiders (College and University Committees) that will apply the same criteria in three more years to determine eligibility for tenure. The result of the Reappointment case will coincide with the end date of this program for a new hire, and hence it will provide a closing evaluation of its success in nurturing the academic career of the faculty member. In case of a tenure-track associate professor, the above procedure will be conducted once by the 4th year after hiring, which includes the internal and external evaluations of the candidate. The annual review and Reappointment case documents are all confidential and will not be made available to the NRC; however the faculty member will be encouraged to report the data captured in their annual report to the NRC as evidence of their productive academic performance. The evaluation procedures described above are standard at NC State University independent of the proposed program. They are beneficial to the Department and to the faculty member in that they force performance monitoring and communication of discoveries so that the faculty member can address any perceived or real deficiencies prior to standing for tenure.