The College of Arts and Architecture

5. Evaluations, Promotion and Tenure

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5.1 Annual Evaluations

All faculty, including full-time and part-time fixed term, are required to submit a Faculty Activity Report in April of each year. The purpose of this report is to provide an accounting of teaching, research and creative activities, and service for the academic year. This annual report provides a basis for an annual review by the director, which is sent to each faculty member in May. The Faculty Activity Report also provides a basis for merit salary increases.

5.2 Tenure and Promotion

All tenure-line faculty are periodically reviewed according to University policies in HR-23. This is a multi-level review process conducted in the 2nd , 4th, and 6th year of service leading to the granting of tenure, typically in the 7th year. Tenured faculty are reviewed every 5 years as outlined in HR-40, Periodic Review of Faculty. A full review is conducted for promotion. The initial 2nd-, 4th-, and 6th-year reviews are conducted by a committee of peers within the School of Music. Detailed procedures have been established to ensure a review that is both rigorous and unbiased. These procedures are detailed in the School of Music Promotion and Tenure Guidelines.

It is pointed out that an extensive portfolio of materials is necessary for such reviews. Faculty members are urged to familiarize themselves with the expectations and timelines and to seek advice from the director and from senior members of the faculty in preparing materials.

5.3 Pre-Tenure Support Policies

It is the policy of the School of Music to support the professional productivity of its tenure-track faculty to a degree that is both practical and fair to all. Although this support may take a variety of forms, it is commonly given as travel funding and as release from the school’s, the college’s and the University’s service committees for a specified period following the 2nd-year review. As are appropriate and feasible, other arrangements may be possible. The specific plan for professional support should be developed in consultation with the director of the school and a written statement of the agreement should be filed and made available to the school’s and the college’s tenure committees. Following the specified period of support, faculty are expected to acknowledge the support and to provide a summary of their accomplishments in the annual activity report that is submitted to the director.

5.4 Post-Tenure Review

In compliance with HR-40, the College of the Arts and Architecture has devised policies for the periodic review of tenured faculty to supplement the annual review. This review will be based on performance in teaching, research, which includes creative and performing activity in the arts, and service. Each member of the faculty must demonstrate a career-long commitment to teaching, research, and service, though the characteristics of the contributions and the balance among them may change over the course of a career. In compliance with HR-10, Distinguished Professors are also reviewed on a five-year cycle to coincide with the post-tenure review process.

For additional information on post-tenure review, refer to the College of the Arts and Architecture Policy on Periodic Evaluation of Faculty Performance.

5.5 Appointments

The guidelines below elaborate on the College of Arts and Architecture Guidelines for Faculty Search Procedures. The director consults with faculty in the area of the appointment (as listed in section 3.4) regarding any new or replacement full-time faculty appointment (tenured, tenure-track, and multi-year fixed-term faculty), and in consultation with appropriate faculty, makes a formal request for such positions from the Dean of the College of Arts and Architecture. The formal request includes a position description, developed in consultation with appropriate faculty. The director appoints a search committee once approval has been given to conduct a search.

The search committee represents the faculty of the school in the search process; however, the search committee or the director may involve other School of Music faculty in identifying and recruiting a strong and diverse pool of candidates. Faculty who are not on the search committee may review candidate files as part of the initial screening process to provide feedback to the search committee and/or director; however, in order to ensure that University guidelines regarding screening processes are followed, faculty seeking access to confidential search materials should first confer with the director.

Following the evaluation of semifinalists and in accordance with college guidelines, the search committee will present the director with a list of finalists and a recommendation to invite candidates to campus for an interview. Once approval for interviews has been given by the dean, the search committee chair in consultation with the director and with support from the administrative assistant to the director (1) contacts candidates to arrange for on-campus interviews, (2) arranges the schedule for such interviews, and (3) handles all correspondence with applicants relative to interviews. The director assures that the search is conducted in a manner concordant with affirmative action and equal opportunity policies and handles all negotiations with the leading candidate(s).

In addition to meetings with the search committee, director, and dean (or his/her designee), the campus interview shall provide opportunities for School of Music faculty, students and staff to participate in the interview. This is generally done through such activities as a group meeting with faculty, another with students (without faculty present), teaching demonstrations or master classes, performances, and presentations of research. Other activities that may be appropriate for some interviews include a tour of the library and/or meetings with the college associate deans and the director of the Institute for the Arts and Humanities.

In preparation for the interview, the notice of vacancy and CVs of finalists shall be made available to faculty, staff and students. Faculty who attend classes, master classes, meetings, and/or performances during the interview will be invited to complete a response form and will qualify themselves by indicating (through a checklist on the response form) their involvement in the search process. Student response forms will be available at interview events (performances, classes, meetings). Each search committee in consultation with the director will develop faculty and student response forms tailored to that search. The response forms will be confidential to the search committee and director and must be signed and returned to the search committee by a deadline indicated on the response form in order to be considered. Anonymous response forms will not be considered.

Fixed-term appointments may be made by the director in consultation with faculty in the area of appointment. Because of the short notice in filling some of these non-tenure eligible appointments, the interview process described above is not required; however, the director will consult with appropriate faculty, as time permits, prior to offering fixed-term appointments.

5.6 Fixed-Term Faculty Appointments

The College Guidelines for Fixed-Term Academic Rank provide guidance on the qualification necessary for appointment or promotion of fixed-term faculty. Detailed procedures have been established to ensure a review that is both rigorous and unbiased. These procedures are detailed in the School of Music Guidelines for Fixed-Term Academic Rank.