Faculty Central

Find out more about NC State policies, regulations and rules that govern the RPT process.

REG 05.20.03 Individual reviews of all faculty–tenured, tenure-track, non-tenure track–are to be conducted annually. Faculty with contract lengths less than one year are not subject to this regulation. It is the responsibility of each department head or designee to review the performance of each faculty member and to keep the appropriate dean apprised of the status of the reviews.

The Code of the Board of Governors of the University of North Carolina (the Code) and NCSU POL05.20.01 – Appointment, Reappointment, Promotion and Permanent Tenure authorize the establishment of special faculty appointments. NC State uses the term “professional faculty” rather than “special” or “non-tenure track” faculty. This regulation addresses professional faculty contracts and appointments used at NC State, and the criteria, terms and conditions of employment.

NC State permits the waiver of tuition for eligible full-time faculty and staff for up to three (3) courses per year, provided that such enrollment does not interfere with the employee’s normal employment obligations. Full details are available in Section 2.1 of the policy.

Can the faculty and staff tuition waiver be used at other UNC System campuses? Yes, the tuition waiver may be used to take a course at any campus of the University of North Carolina. Faculty and staff members exercising this privilege are subject to the rules of the individual institutions.

Can the faculty and staff tuition waiver be used to audit a course? Yes, the waiver is applicable to courses that are audited, as well as those taken for academic credit.

NC State also permits the waiver of the corresponding required fees, including the education and technology fee and school fee, for eligible faculty and staff. Full details are available in Section 2.2 of the policy.

This policy serves to uphold the university’s high standards of professional and ethical conduct, specifically with respect to interpersonal relationships. The intent of this policy is to provide assurance that all students and employees are able to learn or work in an environment where they can be objectively supervised, instructed, or evaluated.

A relationship when two individuals voluntarily engage in a romantic partnership

A relationship between two related persons Anyone living in the same household or whose relationship is so closely identified with another as to suggest a conflict

Responsibility that includes, but is not limited to, teaching a course; directing an independent study, thesis, or dissertation; participating on a graduate advisory committee; employing a teaching or research assistant; making decisions regarding grades, honors, or degrees; considering disciplinary action for a student; or any other action that assesses, determines, or influences academic performance, progress, or potential.

A decision that includes, but is not limited to, one relating to the search, selection, or appointment of an individual to employment; establishing the terms and conditions of employment; determining compensation; evaluating work performance; voting for or otherwise considering reappointment, promotion, or tenure; issuing disciplinary action; or any other action that assesses, determines, or influences work performance, career progress, or other employment status.

Prohibited conduct includes improper relationships with students, sharing authority for employment decisions for an employee with whom the individual has an amorous or familial relationship, requiring or requesting a subordinate student or employee to perform a task or duty that is unrelated to the student’s academic program or to the employee’s job responsibilities and that would be of personal benefit to the University employee

Upon hire (new employee) or academic enrollment (student), or a change in an individual’s status, an individual has a duty to disclose the conflict of interest by contacting the Office of Equal Opportunity. Failure to disclose in a timely manner shall constitute a violation of this policy.

The Office of Equal Opportunity will oversee the development, approval and monitoring of a conflict management plan to avoid a policy violation.