COLLEGE OF AGRICULTURE GUIDE 2012-2013 A R E S O U R C E G U I D E F O R N E W F A C U L T Y College of Agriculture Faculty Resources available online at: http://www.ag.purdue.edu/dean/facultyinfo Table of Contents College of Agricuture 2 Ag/Vet Pre-Award Services 62 Overview 2 Post-Award Activities 69 Our Vision 2 Office of Academic Programs 74 Eleven Academic Departments 2 Criteria for Scholarly Activity 74 CoA Faculty Resources 3 Programs Contacts 75 CoA Strategic Plan 2009-2014 3 CoA Scholarship Information 78 Integrated Civil Rights Performance Honors Program Options 78 Plan 3 Dean’s Scholars 78 Guidelines for Promotion and Tenure 4 Agriculture Honors Program 79 Agricultural Research at Purdue (ARP) 7 University Honors Program 79 Strategic Themes 7 Honors College 79 Ag Research Role and Responsibilities 7 CoA Career Development 80 Departmental Research Overviews 9 Undergraduate Research 81 Graduate Programs 31 Request for Research Funding 81 Regional Purdue Agricultural Centers 34 Transfer Applicants 86 Centers and Institutes 37 Admission Decisions 86 Research Facilities 40 Offer of Acceptance 86 Faculty/Staff Accomplishments Financial Aid 87 and Impact Reporting (FAIR) 43 On-Campus Housing 87 Land Grant Based Programs 44 Registration and Orientation Programs 87 Guidelines for Preparing a Hatch, 2012-2013 Career Services Animal Health, or McIntire-Stennis Coordinators for Purdue University 87 Research Project 44 CoA Student Organizations 88 Writing a New or Revised Hatch, McIntire-Stennis or Animal Health 2011 Employment Summary 88 Project 46 Purdue Extension 94 Review Process 46 The Research-Extension Continuum 94 Multistate Research 48 Purdue Engagement Mission 95 Guidelines for North Central Purdue Extension 95 Multistate Research (NCMR) 50 Leadership Team 95 Sponsored Program Development 51 Extension In Your Department 96 Vice-President for Research (OVPR) 52 Extension Across Indiana 97 Grant Writing Aids 52 Budget 97 Grant Opportunities 53 PCARET 97 Funding Opportunities at Purdue 54 Transformational Extension 98 Post-Award Services 58 Issue-Based Action Teams (IBATs) 99 Responsible Conduct of Research 59 P U R D U E A G R I C U L T U R E Table of Contents Office of Multicultural Programs 100 Mission 100 Vision 100 Philosophical Statement 100 Provisions for Students 101 Student Organizations 101 Collaborations 101 What is MANRRS? 101 FEELS (Food, Environment, Engineering, and Life Sciences) 102 Multicultural Scholars Program 102 International Programs in Agriculture 103 Contact Information by Area 104 Agricultural Communications 105 Getting your News out 105 On Media Relations 106 Best Practices for Communication Projects 107 Agriculture Information Technology (AgIT) 108 Agriculture Advancement 109 Discovery Park 110 Office of Technology Commercialization (OTC) 111 Moving an Idea to the Market 111 IP Strategy, Business Development and Licensing 112 Funding Mechanisms Provided by PRF and OTC 112 Constitution of the Agriculture Faculty 114 Agriculture Faculty Committees 122 Helpful Sites & Templates for New Faculty 130 P U R D U E A G R I C U L T U R E 2 C H A P T E R 1 College of Agricuture Overview Purdue Agriculture is among the best colleges of agriculture in the nation and the world. We are committed to providing exceptional education for our students; discovering knowledge that stretches the frontiers of science and provides solutions to societal challenges; and helping the people of Indiana, our nation, and the world improve their lives and livelihoods. Research in Agriculture is addressing questions related to human and animal health, environmental and natural resource manage- ment, the bioeconomy, food security and food safety, and enhancing agricultural competitiveness. We are educating the next generation of leaders in the food, agricultural, life, and natural resource sciences—men and women who are prepared to make the world a better place and intellectually driven to discover new answers to our world’s most chal- lenging questions. Purdue Extension translates science into issue‐focused solutions to help communities solve problems; improve people’s day‐to‐ CONTACT INFORMATION day lives; enable food, farm, and agricultural business to compete glob- ally; and create new value‐added businesses. JAY AKRIDGE Our Vision Glenn W. Sample of Dean of Purdue Agriculture will make the world better through: Agriculture • Students who are prepared to make a difference 765‐494‐8391 • Research with purpose leading to discovery with impact [email protected] • Engagement that transforms lives and livelihoods NANCY ALDRIDGE Eleven Academic Departments Administrative Assistant • Agricultural & Biological Engineering 765‐494‐8391 [email protected] • Agricultural Economics • Agronomy • Animal Sciences • Biochemistry • Botany & Plant Pathology • Entomology • Food Science • Forestry & Natural Resources • Horticulture & Landscape Architecture • Youth Development and Agricultural Education www.ag.purdue.edu P U R D U E A G R I C U L T U R E 3 C H A P T E R 1 College of Agriculture Faculty Resources http://www3.ag.purdue.edu/dean/facultyinfo Purdue College of Agriculture Strategic Plan 2009-2014 https://ag.purdue.edu/Documents/strategicplan/AgricultureStrategicPlan_2009.pdf Integrated Civil Rights Performance Plan Purdue Agriculture is committed to encouraging and welcoming diversity. We recognize that we all benefit when we cultivate a diverse, inclusive, and welcoming community where the unique contributions, talents and skills of our faculty, staff and students are acknowledged, valued, respected and rewarded. This site serves as a collection point and resource center for policies, procedures and plans relative to equal access/equal opportunity, affirmative action, counseling, complaint processing and resolution at Purdue University. https://ag.purdue.edu/civil_rights/Pages/default.aspx www.ag.purdue.edu P U R D U E A G R I C U L T U R E 4 C H A P T E R 1 Guidelines for Promotion and Tenure July 1, 2012 Introduction The following Guidelines were developed from feedback from the 2009 and 2010 Area Promotions Commit- tee, the Extension Council, and a committee of College of Agriculture faculty involved in academic programs, and updated by the Area Committee in 2012. This document is in no way intended to be a set of “policies” or a “checklist”, but rather a general guide to developing a strong case for promotion and tenure. The range of scholarship in the College of Agriculture demands that criteria for promotion remain flexible and broad. The Guidelines are intended to help candidates, Department Heads, and mentors make promotion documents more effective at conveying the qualities of the candidate’s contributions and accomplishments that merit consideration for promotion, especially in the engagement and learning areas. The Guidelines are intended to extend and refine the Provost memo “West Lafayette Campus Promotions Policy”. These Guidelines will also be useful to Primary and Area Promotions Committees as they consider candidates for promotion and tenure. The Guidelines are intended to be a living document, subject to modification or refinement in the coming years. Candidates, Department Heads, and mentors are reminded to consult the Form 36 guidelines carefully to frame the documents in the standard format. Note also that the Guidelines emphasize that promotion documents should focus on those contributions that demonstrate creative scholarship. General Guidelines 1. PRIMARY AREAS OF SCHOLARSHIP. Candidates may select one, two, or all three areas of scholarship on which they wish to be considered for promotion. In most cases one area of scholarship will dominate, and therefore only that area will be selected. But candidates who clearly have more than one primary area of scholarship should signify this on Form 36. This is an important decision and should be discussed with the Head and/or mentoring committee. 2. PAGE LIMITS. To make documents a reasonable length for the promotion committees, include only the evidence that makes the case that the candidate has accomplished significant creative scholarship. All parts of the document should focus on documenting the creative work and its impact. Significant honors recog- nizing excellence in any of the areas of scholarship, whether primary or not, should be reported (e.g. a teaching award for a person whose primary area is research or extension). Routine tasks in which faculty members engage should be summarized in very concise statements. As a rough guide, the entire text, excluding letters of reference, should be no more than 35 pages (except for candidates from Agricultural and Biological Engineering who must comply with College of Engineering document requirements). Candidates for Full Professor are encouraged to summarize activities while an Assistant Professor to the extent possible. Summarizing activities such as lists of Extension programs taught, lists of conferences attended, lists of abstracts published, and other areas where there may be much repetition of activity will allow focus on more significant contributions. Significant creative scholarship accomplished while an Assistant Professor should continue to be included in the promotion document (books, refereed journal publications, grants, etc.) P U R D U E A G R I C U L T U R E 5 C H A P T E R 1 3. QUALITY INDICATORS. Refereed publications should include some measure of the quality of the outlets (e.g., tiers, impact factors, citations). Only papers that have been published or submitted should be in the document. Do not include papers “in preparation.” Do not separate foreign from domestic journals. Invited major addresses at national and international meetings or addresses selected by peer review should be listed under “invited lectures presented at regional, national, and international society meetings and/or other educational institutions” with some indication of how selective the invitation was. Attendance at society meetings or research conferences can be summarized without listing every venue and may be listed under “other evidence of national or international recognition…” Candidates should not let major accom- plishments and recognitions get lost in long lists of routine faculty activities. 4. COLLABORATIVE AND INTERDISCIPLINARY WORK. Solving societal problems increasingly involves multi- disciplinary, multi-investigator teams of researchers. Effective participation in team research is highly valued by the College and by Purdue University. It is critical, however, that the candidate’s contributions are clearly described in the promotion document including the role(s), contributions, and impacts of those contribu- tions to the progress and outcome of the program. 5. LETTERS OF REFERENCE. Four to six letters should accompany the promotion document (a minimum of four are required). The credentials of the letter writers should be clear (National Academy member, president of a professional organization, Distinguished Professor, expert in the candidate’s field of scholarship, etc.). The relationship between a contributor of a letter and the candidate should be clear in the Head’s statement introducing the letter writer. The Heads should request that each letter from a faculty member at a U.S. academic institution include the answer to the question: “Would this candidate merit promotion at your institution?” Letters from key Extension/Engagement stakeholders, industry employees, other non-academic organizations, and non-US institutions are encouraged when relevant to the case for promotion, but should not address that question. Letters from international letter writers are encouraged where appropriate. Letters from Associate Professors may be appropriate in some cases, but the rationale for including a letter from an Associate Professor should be clear. All letters should be from individuals with an ‘arm’s length’ relationship with the candidate – i.e., letters should not be solicited from anyone who would have a conflict of interest with the candidate as defined in the bulleted list in item 9 below. In addition, except under special circumstances (which should be justified), letters should not be solicited from co-authors, grant collabora- tors, and/or other individuals who have or have had a collaborative relationship with the candidate. 6. SPLIT APPOINTMENTS. The candidate’s majority department (majority budgeted appointment) Primary Committee reviews and votes on promotion. The comments on the Form 36 are prepared by the Head of the majority department. The promotion document should be reviewed and discussed by the Primary Commit- tee from the minority department but no formal vote should be taken. The feedback from the minority department Primary Committee should be provided in a letter from the minority Department Head to the majority Department Head. This letter should be included in the promotion document with the other sup- port letters. The majority Department Head should present the case at the Area Committee meeting, after which time the Head from the minority department may add his/her comments, if the minority department is in the College of Agriculture. P U R D U E A G R I C U L T U R E 6 C H A P T E R 1 7. INTERNATIONAL RECOGNITION. The globalization of science has blurred the distinction between national and international recognition. The Purdue College of Agriculture expects candidates for promotion to full professor to be internationally recognized. “International recognition” can be demonstrated in a variety of ways including: letters from well-known scholars outside the US (strongly encouraged), invited presenta- tions at international meetings, publication in journals that draw on scholarship worldwide, co-authoring with colleagues outside the US, funded projects with international partners and documented international impact. International recognition does not mean “international involvement” or “international travel.” For many faculty, building international recognition will mean some international travel and involvement in activities outside the US. The key is not physically crossing international borders, but scholarship that knows no borders. A faculty member who rarely travels (perhaps because of physical limitations or family responsi- bilities) may be involved with active international scholarship via email, conference calls, video conferencing, hosting international visitors, etc. 8. ADDITIONS TO THE DOCUMENT. Only corrections and updates of scholarly contributions and grants awarded are permitted after the Primary Committee has met and voted on candidates. Letters which are included in the promotion document must be received prior to the vote of the Primary Committee on the document. 9. CONFLICTS OF INTEREST. Members of Primary and Area Committees must recuse themselves from delib- erations and decisions regarding a candidate if there is a past or current relationship which compromises, or could have the appearance of compromising, a faculty member’s judgment with regard to the candidate. The following list, while not exhaustive, illustrates the types of relationships which constitute a conflict of interest: • a marital, life partner, family or dating/romantic/sexual relationship • an advising relationship (e.g. the faculty member having served as the candidate’s advisor as a gradu- ate student or post doc) • a direct financial interest and/or relationship • any other relationship that would prevent a sound, unbiased decision. Note that collaborative relationships such as serving as a co-author or Co-PI would not normally constitute a conflict of interest for purposes of Primary and Area Committee meetings. Conflicts of interest must be disclosed to the appropriate individual (Department Head or Dean). If there is any doubt as to whether or not a conflict of interest exists, the promotion committee member should discuss the situation with the appropriate Department Head or Dean. Members of promotion committees shall recuse themselves from discussions and decisions related to any candidate who presents a conflict of interest (this statement modi- fied from Engineering Area Promotions Committee – Operating Policies and Procedures document.) 10. DISTRIBUTION OF COMMENTS AND VOTES FROM AREA COMMITTEE BALLOTS. Comments from the preliminary and final Area Committee ballots will be made available only to the Dean, Associate Deans, and the Head of any department where the candidate has a formal appointment. The preliminary vote on all can- didates will be distributed to the full Area Committee. Final Area Committee votes for all candidates who have received a majority vote will be announced. The actual vote for any candidate that does not receive a majority vote will be distributed only to the Dean, Associate Deans and the Head of the candidate’s depart- ment (majority department if the candidate has a split appointment). P U R D U E A G R I C U L T U R E 7 C H A P T E R 2 Agricultural Research at Purdue (ARP) The Ag Research Office facilitates innovative science by providing support to departments and faculty in the College of Agriculture, College of Health and Human Sciences, and School of Veterinary Medi- cine. Ag Research works closely with Extension to transfer the research‐ based knowledge generated by Purdue faculty and staff to citizens in Indiana and around the world. Strategic Themes • People building a sustainable and secure food production system • People utilizing molecular approaches to expand the frontiers of CONTACT INFORMATION agriculture and life sciences • People developing a robust bioeconomy to feed and power the world KAREN PLAUT Associate Dean and • People enhancing food and health Director of Ag Research • People strengthening ecological and environmental integrity in 765-494-8362 agricultural landscapes [email protected] • People facilitating informed decision making to improve economic and social well‐being WENDY MADORE Administrative Assistant 765-494-8362 Ag Research Role and Responsibilities [email protected] • Facilitate faculty success by creating opportunities for agricul- ture, food, life, and natural resource sciences • Develop, plan and support laboratory, core research facilities and Purdue Ag centers across the state • Support and facilitate multidisciplinary research • Support faculty in the aggressive pursuit of extramural funds and in leadership development • Develop and pursue research opportunities for faculty through state and federal funding agencies as well as corporate partners • Develop effective linkages across campus, including Discovery Park, and with Cooperative Extension www.ag.purdue.edu/arp P U R D U E A G R I C U L T U R E