FACULTY HANDBOOK
August 20, 2010

[Foreword] [Contents] [Part I] [Part II] [Part III] [Part IV] [Part V] [Part VI] [Appendices]

 

PART III: PROFESSIONAL DEVELOPMENT

FACULTY EVALUATION

GUIDELINES FOR PREPARING A PRE-TENURE OR MID-TENURE DOSSIER

PREPARING A TENURE AND PROMOTION DOSSIER

Calendar

The Dossier

Suggestions

GUIDELINES FOR PREPARING A POST-TENURE REVIEW DOSSIER

PROFESSIONAL DEVELOPMENT FUND

Basic Grants

Special Funds

Course-Load Reductions

Endowed Grants

Other Faculty Development Awards

Sabbaticals

ALUMNI DISTINGUISHED PROFESSOR AWARD

THE JEFFERSON-PILOT PROFESSORSHIP

EXEMPLARY TEACHER AWARD

 

 

 

PART III: PROFESSIONAL DEVELOPMENT

 

FACULTY EVALUATION

 

The purpose of annual and continuing faculty evaluation is to develop and maintain an excellent Faculty. In addition, the evaluation process enables the College to identify appropriate resources that may contribute to professional development, to recognize and reward superior teaching and service, and to identify specific areas where a faculty member's work may be improved. Each member of the full-time teaching Faculty is evaluated formally in two ways: course evaluations and self evaluations.

 

  1. On or near the last day of class, students complete a course evaluation provided by the Office of the Dean of the College. Evaluations are collected and a student takes them to the Office of Institutional Research.  Students enrolled in online courses complete online evaluations. These evaluations are completed in courses taught by adjunct and part-time faculty as well. Faculty members may also ask their classes for evaluation in other ways, by means of forms or questions of their own make-up. If so, this is in addition to and does not substitute for the standard course evaluation provided by the Office of the Dean of the College. Each full-time faculty member meets with his/her division chair once a year to discuss course evaluations and the annual self-evaluation, and to create a plan for quality enhancement based on the feedback those evaluations provide. These meetings are documented on an Annual Evaluation Form developed by the College for that purpose.
     
  2. Faculty members submit self-evaluations annually. Using a form developed by the Dean of the College, the Faculty Personnel Committee, and division chairs, faculty members provide a written narrative that addresses their year's work, their teaching, their service to the College and to the community, their scholarship and other professional contributions, and the like. Self-evaluations are submitted for review both to the appropriate Division Chair and to the Dean of the College, either one of whom (or both) may discuss them with the author. New members of the Faculty may expect such consultations.  Self-evaluations are included in the "working files" the Dean of the College maintains for each faculty member. Part-time and adjunct members of the Faculty are not required to submit self-evaluations.

 

 

GUIDELINES FOR PREPARING A PRE-TENURE OR MID-TENURE DOSSIER

 

Faculty members are required to submit a review dossier during the spring of their third year at the College.  Faculty members who have received one year of credit toward academic service when hired will submit a dossier by the spring of their second year at the College. Faculty members receiving two or three years of credit toward academic service are advised to wait until their second year at the College to submit materials for the review.   This gives them adequate time to fulfill several requirements: complete a self-evaluation; gather two to three sets of student evaluations; serve on committees (first-year faculty members typically do not do this); establish ties to the community.

 

Calendar

 

Not later than May 1st of the year preceding a candidate’s review, the Dean of the College sends the candidate, the appropriate division chair, and the chair of the Personnel Committee the calendar for submitting required materials.  Adherence to this calendar is essential.

 

                                        REVIEW YEAR FOR THE CANDIDATE:

 

First Monday in February   The candidate submits two complete copies of the dossier as required by the Personnel Committee to the Dean’s office, and has arranged for all letters of recommendation to be received by this date.

 

A subcommittee consisting of two members of the Faculty Personnel Committee and the candidate’s division chair reviews the dossier and meets to discuss the dossier.

 

Last Monday in March         A letter of assessment is submitted to the Dean. This letter is composed by the subcommittee, addressed to the Dean, and is signed by the subcommittee members, whose names are listed in the letter.  

 

Second Monday in April      The Dean provides the candidate with a copy of the subcommittee’s letter.

 

Fourth Monday in April       The candidate, division chair, and Dean meet to discuss the subcommittee’s assessment.

 

Second Monday in May        The Dean writes a letter summarizing the meeting with the candidate.  This letter is sent to the candidate with a copy to the division chair.

 

The Pre-Tenure Dossier

 

The dossier is a compilation of written materials providing detailed support of a candidate's pre-tenure review. It is put together by the candidate and must address his or her teaching, service to the College and community, as well as scholarship. If deemed necessary, the Personnel Committee reserves the right to request additional materials from the candidate.

 

Dossiers should be specific to the candidate's discipline (or work as a professional librarian), and therefore they will vary one from another. However, all dossiers should be set up as follows, and should fulfill these criteria:

 

I.          Cover Letter, indicating the nature of the candidate’s request (review for pre-tenure); The Personnel Committee requests that if one’s hire includes “credit towards tenure”, the candidate’s cover letter informs the Committee of this condition.

 

II.        Table of Contents

 

III.       Statement of Educational Philosophy

(Specifically addresses teaching or librarianship and information services at a small liberal arts college.  This is a formal statement of some 250-500 words.)  

 

IV.       Curriculum Vitae, including:

 

1.         Name, rank, division, and area

2.         Education and teaching experience

3.         All courses taught

4.         Research and scholarship, including that relevant to teaching (course revisions and development for example)

5.         Publications

6.         Grants received (and proposed)

7.         Honors

8.         Service to the College (committees, service to the division, etc.)

9.         Membership in professional organizations

10.       Community service

 

V.                Evidence of Teaching Effectiveness for Teaching Faculty.  This should include at least three representative syllabi from a variety of courses taught (e.g. general education course, upper and lower level courses, writing intensive course, online or Web-enhanced course, tutoring sessions), as well as samples of reading and writing assignments and course evaluation summaries along with a complete set of course evaluations to accompany each syllabus.       

 

Evidence of Professional Effectiveness for Librarians. Include evaluations of library instruction by students and colleagues, and samples of at least five documents or projects prepared during library employment that demonstrate breadth or depth of accomplishment (e.g. assessment performed, technology tools designed, handouts prepared, library sessions prepared, policies or models written, assignments created).

 

VI.             Evidence of Scholarship (copies of publications, speeches or lectures, summaries of grant proposals, or other examples showing practice of the candidate’s discipline).

 

VII.     Evidence of Service to College and Community (volunteering, community service, work with charities or clubs both on and off campus).      

 

VIII.    Letters of Endorsement.  A minimum of two letters from College personnel familiar with the candidate's work and at least one letter from another scholar in the candidate's field or librarian outside the College are required. No more than four letters total may be submitted. Division colleagues and other members of the faculty typically provide the in-house letters. Students may also submit letters. All letters of endorsement must be sent directly to the Dean of the College by their author. Neither the Personnel Committee nor the College will consider any letter forwarded by a candidate or another person.

 

IX.       All College self-evaluations and meeting verification forms between faculty member and division chair.

 

X.        Any other relevant and useful documentation.

 

 

PREPARING A TENURE AND PROMOTION DOSSIER

 

The College seeks to build a Faculty that is committed to its mission of teaching excellence, service to students and the community, and professional integrity. Faculty members serve the College in many ways: teaching; work on committees; participation on panels and forums; scholarship; and involvement in civic, church, and community affairs. A church-related college whose curriculum is founded in the liberal arts, North Carolina Wesleyan College retains and rewards professors whose work and bearing are commensurate with its mission. Full-time faculty members who apply for promotion and tenure should provide the best possible evidence that they understand these ideals, and have sought to address them.

 

Criteria discussed below provide a guide only; not all are relevant to every candidate, and other criteria not stated may be as (or even more) applicable in certain situations. Candidates should also consult the Regulations on Academic Freedom, Tenure, and Due Process. (See Appendix 1.)

 

Calendar

 

Not later than May 1st of the year preceding a candidate's review for promotion and tenure, the Dean of the College sends the candidate, the appropriate division chair, and the chair of the Personnel Committee, the calendar they must follow for submitting the various required materials. Adherence to this calendar is essential.

 

 

REVIEW YEAR FOR THE CANDIDATE:

 

 

First Monday in October: Candidate submits two dossiers (unless a third is requested) as required by the Personnel Committee to the Dean's office, and has arranged for all letters of recommendation to be received by the Dean by this date.
First Wed. in October:

The candidate’s division chair submits a written evaluation of the candidate’s work and qualifications, but not a recommendation, to the Chair of the Personnel Committee.

Last Monday in November: The Personnel Committee submits a written recommendation to the Dean.  This letter is composed by the entire Committee, addressed to the Dean, and is signed only by the chair of the Personnel Committee on behalf of the Committee.  The Committee will have passed on all materials to the candidate’s division chair as soon as it has finished with them.
Second Friday in December: The candidate’s division chair submits a written recommendation to the Dean, together with all the materials used to reach that decision.
Third Tuesday in January:  The Dean submits a written recommendation  and all materials to the president.  The Dean may meet with the candidate, the chair of the Personnel Committee, the Committee as a whole, the division chair, and/or others in formulating the recommendation.
February: 

On the president’s authority, the Dean submits the College’s recommendation to the Education Committee of the Board of Trustees.  If such recommendation is favorable and the Committee concurs, then the recommendation is presented to the Board of Trustees for final disposition.

  

 If the College’s recommendation is not favorable, then the decision is final, subject only to the appeals process outlined in the Faculty Constitution.

 

The Dossier

 

A dossier is a compilation of written materials providing detailed support of a candidate's request for promotion and tenure. It is put together by the candidate and must address his or her teaching service to the College and community, and scholarship. If deemed necessary, the Personnel Committee reserves the right to request additional materials from the candidate.

 

Dossiers should be specific to the candidate's discipline or work as a professional librarian, and, therefore, they will vary one from another. However, all dossiers should be set up as follows, and should fulfill these criteria:

 

I.    Cover Letter, indicating the nature of the candidate’s request (e.g. review for tenure only, promotion only, tenure and promotion); The Personnel Committee requests that if one’s hire includes “credit towards tenure”, the candidate’s cover letter informs the Committee of this condition.

II.    Table of Contents

 

III.   Statement of Educational Philosophy (specifically addresses teaching or librarianship and information services at a small liberal arts college. This is a formal statement of some 250-500 words.)


IV.  Curriculum Vitae, including:

 

1.    Name, rank, division, and area

2.    Education and teaching experience, including dates

3.    All courses taught

4.    Research and scholarship, including that relevant to teaching course revisions and development for example)

5.    Publications

6.    Grants received (and proposed)

7.    Honors

8.    Service to the College (committees, for the division, etc.)

9.    Membership in professional organizations

10.   Community service

 

V.    Letter from Pre-Tenure Review Committee and the Dean of the College's letter summarizing the pre-tenure meeting.

VI.     Evidence of Teaching Effectiveness for Teaching Faculty. This should include five to eight representative syllabi from a variety of courses taught (e.g. general education courses, upper- and lower-level courses, writing intensive courses, online or Web-enhanced courses, tutoring sessions), as well as samples of reading and writing assignments and course evaluation summaries along with a complete set of course evaluations to accompany each syllabus.

          Evidence of Professional Effectiveness for Librarians. Include evaluations of library instruction by students and colleagues, and samples of five to eight documents or projects prepared during library employment that demonstrate breadth or depth of accomplishment (e.g. assessment performed, technology tools designed, handouts prepared, library sessions prepared, policies or models written, assignments created). These five or more documents or projects should be different than the ones submitted for pre-tenure review.

VII.    Evidence of Scholarship (copies of publications, speeches or lectures, summaries of grant proposals, or other examples showing practice of the candidate's discipline). Scholarship for librarians might include both publication and the use of existing research to inform and refocus library service. Evidence of external publication and engagement should be considered along with evidence that the librarian has incorporated research into his or her library work.

VIII.    Evidence of Service to the College and Community (volunteering, community service, work with charities or clubs both on and off campus).

IX.    Letters of Endorsement for Teaching Faculty. A minimum of three letters from College personnel familiar with the candidate's work and at least one letter from another scholar in the candidate's field outside the College are required. No more than five letters total may be submitted. Division colleagues and other members of the faculty typically provide the in-house letters. Students may also submit letters. All letters of endorsement must be sent directly to the Dean of the College by their author. Neither the Personnel Committee nor the College will consider any letter forwarded by a candidate or another person.

         Letters of Endorsement for Librarians.  A minimum of three letters, including at least two from College personnel and no more than one from a Pearsall Library colleague, and at least one letter from another librarian outside the College are required.  No more than five letters total may be submitted. Division colleagues and other members of the faculty typically provide the in-house letters. Students may also submit letters. All letters of endorsement must be sent directly to the Dean of the College by their author. Neither the Personnel Committee nor the College will consider any letter forwarded by a candidate or another person.

X.    The three most recent self-evaluations and meeting verification forms between faculty member and division chair.

XI.    Any other relevant and useful documentation.

  

Suggestions

 

Candidates for promotion and tenure are advised to prepare themselves for consideration well in advance of any stipulated deadlines, and, as a matter of course, to define their career at the College with this purpose in mind. In addition, as the time for their review approaches, they should consider the following:

  

POST-TENURE REVIEW

 

 

A. The Purpose of Post-Tenure Review
Post-tenure review helps senior faculty members evaluate their continued professional development. The purpose is to help faculty members improve their performance in the areas of teaching, scholarship and service. Nothing in the post-tenure review process modifies or diminishes the College's commitment to academic freedom. The post-tenure review process does not modify or diminish the status of academic tenure for the individual faculty member being reviewed. Nothing in the post-tenure review process modifies the grounds for, or the procedures for, discharge or the imposition of serious sanctions as described in Section 8 of the
Faculty Constitution, Bylaws and Regulations on Academic Freedom, Tenure, and Due Process of North Carolina Wesleyan College .
 

B. Review Procedure
In the first year following the granting of tenure and in each year thereafter, faculty members will include in their annual self-evaluations a list of activities that indicate continued professional development. This would include books and articles read; workshops, professional meetings, and conferences attended; and any other relevant enterprises. Division chairs and the Academic Dean will pay special attention to these activities when reviewing the self-evaluations. When the individual being reviewed is the division chair, the Academic Dean will appoint
another division chair to join him or her as the reviewer.
 

C. Professional Development Plan
If the post-tenure review process identifies specific areas of concern, the Faculty Personnel Committee, in consultation with the chief academic officer, may request a professional development plan. The faculty member in consultation with his or her division chair shall write a plan which indicates specific remediation activities within a specific time. Both the Faculty Personnel Committee and the chief academic officer must approve the professional development plan. At the end of the specified time, the individual and his or her division chair will report to the Faculty Personnel Committee and to the chief academic officer on progress in meeting the goals specified in the plan. The Faculty Personnel Committee and the chief academic officer may terminate the review process at that point, or they may direct an extension of the professional development plan.

  

PROFESSIONAL DEVELOPMENT FUND

 

The purpose of the Professional Development Fund is to support the professional development of full-time members of the Faculty by providing financial assistance for such activities as, for example, travel and accommodations for scholarly conferences, research, teaching, and the like. It is administered by the Professional Development Committee under the auspices of the  Dean of the College and the President.

 

Two categories of funds are available: Basic Grants and Special Funds. Recipients must provide original receipts for all expenses claimed.

 

In addition, the Committee considers applications and makes nominations course-load reductions, sabbaticals, and two endowed grants, the Leslie H. and Evelyn G. Garner Faculty Leadership Award and the Frank Smith Wilkinson Lectureship Award.

 

Basic Grants

 

Each full-time member of the Faculty may apply for a Basic Grant of $500.00 each academic year.

Applicants obtain a Grant Proposal Form from the chair of the Professional Development Committee, complete it, and return it to the Committee, which then, after consideration, notifies them in writing of the amount granted. The deadline for all such requests is January 31. Grants must be spent (and any unspent funds reimbursed) during the same fiscal year they were obtained. The College fiscal year begins June 1 and ends May 31.  Faculty members may choose not to use the Basic Grant in a given year by electing to roll over up to $500 to the next (and informing the PDC that they will do so); the total available balance would be up to $1,000 in the second year.  All unspent deferred funds will revert to Special Funds.  The faculty member can request funds up to the maximum in the account with the same annual deadline.

 

Special Funds

 

Monies remaining in the Professional Development Fund after all Basic Grants have been awarded comprise the Special Fund and may be allocated to applicants whose requests exceed $500.  Any funds not awarded by January 31 revert to the Special Fund.

 

Priorities for the allocation of Special Funds are as follows:

 

Course-Load Reductions

 

In addition to Basic Grants and Special Funds, the Professional Development Committee considers applications for course-load reductions. A full-time member of the Faculty may apply for a one semester, one course-load reduction in order to devote more time to curriculum development, teaching and learning enhancement, or other activity conducive to professional improvement.

 

The following criteria apply:

The Committee, upon consideration, forwards its recommendation(s) to the Dean of the College for final disposition.

 

Proposals for course-load reductions should include the following:

Endowed Grants

 

The Professional Development Committee considers applications and makes nominations for two endowed awards provided by the College: the Leslie H. and Evelyn G. Gamer Faculty Leadership Award and the Frank Smith Wilkinson Lectureship Award.

 

The Leslie H. and Evelyn G. Garner Faculty Leadership Award   This award supports members of the Faculty who seek to renew, strengthen, or extend their skills and capacity for leadership, thus enhancing their effectiveness as a teacher and member of the College community. The stipend awarded is not determined by any costs required for the completion of the recipient's project; however, applicants must provide a detailed statement of anticipated expenses, if any. Proposals should center upon one or more of the following areas:

 

Course Development: The design of a new course or the substantive development of an existing one, either for content or methodology. Innovative approaches to teaching or the design of interdisciplinary courses or the incorporation of new and emerging technologies into classroom instruction are all appropriate for consideration. Routine updating of courses or majors, on the other hand, is not.

 

Research: Study or research activity clearly designed to enhance a professor's usual teaching or that involves the training of students in research methods is the purpose here. For example, students and professors recently have undertaken research into ecological models that might deepen our understanding of environmental management in Eastern North Carolina.


Public Service: Either the College community or the wider public community may be the subject here. Proposals should address a need or concern and suggest an outcome reasonably related to stated methods and goals. The community should be well served by the fulfillment of the project. Examples include performances, lectures, civic and professional leadership, public symposia, and the like.

 

Proposals for The Leslie H. and Evelyn G. Garner Faculty Leadership Award must be submitted to the Committee no later than November 15. The Committee then, upon due consideration, submits its recommendations to the Dean of the College by December 15, together with its rationale and rankings. The Dean announces the award(s) at the January faculty meeting.

 

Proposals include the following:

 

The Frank Smith Wilkinson Lectureship Award  This annual award supports study and travel necessary for the Wilkinson lecturer to prepare a series of talks designed to enable students, the College community, and the wider public to live and work in a global economy.

 

Any full-time faculty member may apply. Proposals for the Wilkinson Award must be submitted to the Professional Development Committee no later than November 15th. The Committee than, upon due consideration, submits its recommendations to the Dean of the College by December 15th, together with its rationale and rankings. They must specify how the proposed study and travel contribute significantly to the particular lecture topics and must be accompanied by a detailed budget. The total amount requested should not exceed $7,500. The Professional Development Committee and the Vice President for Academic Affairs may nominate as many as three candidates for the President's consideration. The Dean announces the award at the January faculty meeting.

 

Study and travel should be designed to enhance our understanding of the global economy by broadening our perspective of other cultures, and by deepening our knowledge of how persons, firms, and communities may deal more effectively across national and cultural boundaries.

 

Upon return to the College, the Wilkinson Lecturer meets with classes, provides at least one seminar for Faculty and staff, and speaks to civic and other community groups. He or she may also now be in a position to contribute more meaningfully to curricular development, depending upon the particular experience, and thus make a lasting difference to the education of the community-at-large.

 

Other Faculty Development Awards

 

Planters National Bank and Trust Professorship in Business The Planters National Bank and Trust Professorship has been established through a gift to the College from the former Planters National Bank and Trust. The professorship is designed to provide a professional development stipend and/or released time to a full time member of the Business Division at North Carolina Wesleyan College (NCWC). The proposal must support the professional growth of the faculty member in the areas of teaching and/or research.

 

Each year at the start of the academic school year, the vice president for academic affairs sends a request for Planters Bank and Trust professorship proposals to all full time members of the Business Division at NCWC. The request for proposals will indicate the maximum award available for that year and a deadline for submission of proposals. The proposal must provide a detailed description of the activities planned by the faculty member and a description of how those activities will strengthen the faculty member’s abilities in the area of teaching and/or research. The proposal must also include an itemized budget.

 

Proposals will be reviewed by a committee made up of the dean, the chair of the professional development committee, the chair of the curriculum committee, (if the chair is from the Business division, the chair of the faculty personnel committee will serve) and the Business Division chair.

 

Funds must be expended within two years from date of award. Unexpended funds will revert back to the Planters National Bank and Trust Professorship fund.

 

Mauldin Faculty and Staff Professional Development Fund   Through the generosity of Bob Mauldin, former chair of the Board of Trustees, and his wife, Pat, funds are available to North Carolina Wesleyan College faculty and staff to support professional development. Awards will alternate between faculty and staff on an annual basis. Use of the funds should be targeted toward an activity that strengthens the performance of the employee in his/her specific area of responsibility. Conferences on general higher education topics are not eligible.

 

Awards are made annually at the beginning of each academic year. A call for proposals is distributed by the academic dean’s office in mid-August. The deadline for receipt of proposals is the Tuesday after Labor Day. The maximum award for a single proposal is $500. The number of awards made each year will be dependent upon the quality of the proposals and the funding available.

 

Proposals should be submitted in memo form addressed to the academic dean. The proposal should include a description of the proposed professional development activity or conference and how it will improve employee performance. If available, documentation of the professional development plan-for example, a copy of the conference brochure- should be attached. The memo should acknowledge approval and support for the proposal by the immediate supervisor and/or division chair. The proposed professional development activity must be completed within twelve months of the award date. Employees can only receive the award once. Questions regarding proposals can be addressed to the academic dean.

 

The selection committee will be made up of the academic dean, chair of the faculty professional development committee, and the chair of the staff council.

 

The “Fritz” James Morrison Smith, Jr. Faculty Development Fund  Through the generosity of the “Fritz” James Morrison Smith, Jr. family, funds are available to North Carolina Wesleyan College faculty to support faculty development projects.  All fulltime faculty are eligible to submit proposals. Use of the funds should be targeted toward a project that strengthens the performance of the faculty member in his/her discipline and/or area of responsibility.

 

Awards are made annually.  A call for proposals is distributed by the academic dean.  The number of awards made each year will be dependent upon the quality of the proposals and the funding available.

 

Proposals should be submitted in memo form addressed to the academic dean. The proposal should include a description of the project and how it will improve faculty performance. Proposed expenditures must be itemized and justified.  Questions regarding proposals can be addressed to the academic dean.

 

The selection committee will be made up of the academic dean, chair of the faculty professional development committee, and one division chair selected on a rotating basis.

 

SABBATICALS

 

The purpose of a Sabbatical is to support a professor's scholarly and pedagogical development. It is a way to broaden and deepen knowledge, to define and explore new research and teaching interests, perhaps to rejuvenate oneself intellectually. Routine curricular development or other customary academic business is not its purpose. Sabbaticals enrich faculty members such that they may make a more meaningful contribution to the College.

 

A full-time member of the Faculty may receive a Sabbatical once every seven years, beginning in the seventh year of continuous full-time employment, or one year after receiving tenure, whichever is later. Sabbaticals may be for two semesters, in which instance they are funded at 75% of the recipient's annual salary, or for one semester, in which case they are funded at full salary. The former is encouraged.

 

Sabbaticals are not automatic. The application and award procedures are as follows:

Where credentials, experience, perceived value of the proposed activity to the College, and other relevant considerations are considered comparable, seniority at the College is likely to determine the rank of candidates.

 

The College assumes that, except in unusual circumstances, recipients will not be employed elsewhere, or in other capacities, during the period of their Sabbatical. The College assumes also that, in accepting a Sabbatical, a recipient is committed to returning to the College for at least one additional year of teaching.

 

Persons returning from sabbaticals submit a brief written report to the Vice President for Academic Affairs, as well as find a way (or ways) to make their research and experience known to the larger College community. Perhaps they give a Colloquium, meet with a class (or classes), or speak to another group.

 

THE JEFFERSON-PILOT PROFESSORSHIP

 

The Jefferson-Pilot Professorship is funded by the Jefferson-Pilot Life Insurance Company and may be awarded annually. It is considered the College's highest honor for a member of the Faculty and is given in recognition of scholarship, teaching, and community service. The funds from the professorship must be expended within a five-year period from the start of the academic year in which the professorship is awarded. Appointment is by the President upon consideration of recommendations from the Jefferson-Pilot Nominating Committee.

 

The Jefferson-Pilot Nominating Committee is comprised of as many as three of the most recent Jefferson-Pilot professors and two non-tenured members of the Faculty, appointed annually by Faculty Council. The Committee is chaired by the Jefferson-Pilot professor from the previous year. Its charge is to select at least two and no more than three nominees. Only tenured faculty members are eligible for nomination, and it is understood that in any given year there may be no nominees. The Committee is in place by November 1 of each year and nominations are sent to the President directly by February 1. The announcement of the successful nominee is made by the president at the Jefferson-Pilot Lectureship in the spring.

 

The Dean of the College may, upon invitation, sit with the Committee from time to time or for the proceedings entire, as a non-voting consultant.

 

 

EXEMPLARY TEACHER AWARD

 

Each year at the Spring Commencement, the College, in association with the General Board of Higher Education and Ministry of the United Methodist Church and the Alumni Association of the College, presents this award to a full-time faculty member at North Carolina Wesleyan College.

This award is made to recognize excellence in teaching and promotion of student learning, civility and concern for students and colleagues, commitment to value-centered education, service to students beyond the classroom, and service to the larger community beyond the campus.

Nominations with supporting documentation for this award should be sent to the Chair of the Professional Development Committee. The Dean of the College provides the Selection Committee with such additional information about each nominee as may be relevant and helpful.

Members of the Selection Committee include the President of the SGA, the Chairman of the Professional Development Committee, the Chair of the Faculty, the President of the Alumni Association, and the Dean of the College. This committee presents the name of the nominee to the President for approval.

The award comes with a cash award and a certificate. The award reflects contributions from the United Methodist Church and the Alumni Association of North Carolina Wesleyan College.