BYLAWS - SCHOOL OF MUSIC
University of Missouri-Columbia
(Last Amended December 9, 2004)

ARTICLE VIII:  STANDING RULES

Standing Rule 2.  Promotion and Tenure: Criteria, Evaluation, and Definition of Rank

1. Introduction

1.1	The School of Music and the University recognize that the processes of consideration for promotion and tenure will produce decisions that will affect the employment and economic status of the individual faculty member.  This document is designed to provide the best possible means for judging the performance of an individual, ensuring that activities of similar type and magnitude of importance are given equal consideration, and ensuring the highest degree of fairness to the candidate while safeguarding the interests of the School and University.
1.2	The future distinction of the School of Music depends in large part upon the quality of the judgment exercised in making tenure decisions.  For this reason, and because the awarding of tenure represents a commitment of substantial resources on the part of the University, each such recommendation will be made with the greatest possible care and will be the result of thorough and rigorous scrutiny of all relevant information.  This extended commitment on the part of the University inherent in the granting of tenure requires that the candidate exhibit not only the potential for future achievement but also a firm record of past achievement.  He or she must, upon appointment, show evidence of likely success in all aspects of the academic appointment, thereby indicating a clear potential for eventually achieving the rank of full professor.
1.3	In accordance with University policy, tenure and promotion within the School of Music will be awarded based on faculty accomplishments in three broad categories:  1) teaching, 2) scholarly research and/or creative achievement, and 3) service.  General procedures for promotion and/or tenure for each candidate will be defined at the time of the tenure-track appointment.  At the end of the first year, a specific profile will be developed and verified in writing by the School and the College and signed the faculty member.  It then becomes the continuing responsibility of the faculty member to document with supportive materials his/her progress toward the profile objectives for the final tenure and/or promotion review.  There are requirements unique to every position on this faculty that will have been initially defined at the time of employment.  Moreover, these tasks and responsibilities probably will have been amended during the years of employment by virtue of the expected professional growth of the individual and/or the changing needs of the School.  It is expected that members of the faculty will make contributions according to their own special talents, contributions that go beyond the requirements of their positions.  In view of the above, the application of specific criteria for promotion to any rank or for granting tenure may not preclude recognition of unique qualifications of an individual under consideration.   The candidate will be evaluated annually in accordance with established School and College guidelines.  Any major changes in the profile as defined at or beyond the end of the first year of appointment will be verified in writing by the School and the College.
1.4	These guidelines for tenure and promotion in the School of Music are intended to be in agreement with the Guidelines for Promotion and Tenure promulgated by the University of Missouri system, the University of Missouri-Columbia, and the College of Arts and Science.  Should non-compliance be found in the guidelines of the School of Music, the guidelines of the system, campus, and/or College will prevail.



2. Criteria for Promotion and Tenure

2.1	Introduction The activities that are listed below are among those considered appropriate professional activities for faculty members on tenure-track appointments at MU.  It is not expected that a faculty member will engage in all of the activities listed under any of the following categories.  Neither is it expected that a faculty member will be equally active in each of the three categories.  As a general rule, faculty appointments will be weighted as follows:  40% to teaching, 40% to research/creative achievement, and 20% to service.  Questions as to appropriate balance of activities for a given faculty member should be discussed with the Director of the School; each individual case will be considered on its own merits.  In every case, the quality of the contributions is of greater importance than the quantity.
2.2	Teaching
	2.21	Promotion and tenure will be granted only if determination is made that the candidate is an effective teacher.  Faculty members must possess the ability to arouse curiosity and stimulate creativity that motivates students to high levels of artistic and academic achievement.
	2.22	Appropriate activities and expectations for teaching include
		a) Knowledge of subject matter taught, including range, depth, and currency  b) Development of new courses, programs, teaching materials, and teaching techniques c) Evaluation of student achievement based on clearly-stated course objectives that are logical, fair, and clearly understandable to the students d) Attracting and retaining talented students e) Entering students in competitions, when appropriate f) Providing performance opportunities for students in concert (solo, small ensembles, or large ensembles) g) Providing learning opportunities beyond class or lesson time, such as performance classes, extra rehearsals, or review sessions h) Supervision of papers, theses, dissertations, and compositions i) Student advising j) Participation in student evaluations each fall and winter semester for each class taught, where appropriate k) Maintaining regular office hours for consultation with students and colleagues
	2.23	Administrative Responsibilites Faculty members with appointments that include administrative responsibilities related to teaching and that receive teaching load credit for them will be evaluated on the success of those responsibilities.
2.3	Research/Creative Achievement
	2.31	Introduction
		a) Achievement in scholarly research, composition, performance, or conducting is an intrinsic component of the School’s mission.  It improves instruction, stimulates further faculty growth, serves as a model for student effort, enhances the cultural environment, and contributes to new understandings in the fields of music and music pedagogy and learning. b) Specific expectations will be defined for each faculty member in accordance with opportunities that exist in his/her area of expertise as reflected in his/her faculty profile.  It is understood that a faculty member in any particular area is not limited only to the research activities listed in that area.  It is recognized that many faculty members perform, write, edit, compose, publish, consult, record, and participate in a wide variety of professional activities.  Such breadth of activity is encouraged.  However, each faculty member’s primary efforts should be directed toward those activities expected in the area of his or her appointment. c) Many of the accomplishments in research and creative achievement that relate to decisions on tenure and promotion are listed below (2.32 through 2.35).  Achievements on the higher end of the list should be considered to be more important than those at the lower end.  However, factors such as quality, quantity, scope, content, venue, etc., will have a significant impact on the final evaluation of each accomplishment [see Section 3, Evaluation].
	2.32	Research
		2.321 Appropriate research activities for faculty whose appointments are primarily in music history/literature, music theory, and music education typically include the following   a) Author or co-author of original book, published or under contract, with a peer and/or editorial review   b) Author or co-author of original articles in refereed journals or scholarly monographs, published or in press   c)  Author or co-author of chapters in original book, published or under contract   d) Author or co-author of innovative textbook, published or under contract, with a peer and/or editorial review   e) Author/programmer of software materials, published or under contract, with a peer and/or editorial review   f)  Editor or translator of books, editor of scholarly editions in music, published or under contract, with a peer and/or editorial review   g) Invited lectures or presentations (including panels) at professional meetings   h) Commissions or contributions to national or international reference works   i) Author of original program notes for professional concerts and liner notes for commercial recordings   j) Book, dissertation, or recording reviews, published or in press 2.322 Validation of professional reputation and an established career in research may be affirmed further by the following.  These activities alone, however, do not constitute appropriate research activity.   a) Editor or membership on editorial board of scholarly journal   b) Use of books or articles by other institutions as texts or sources   c) Citations of books or articles in the scholarly writings of others   d) Grants written for support of research, either internal or external   e) Winning of prizes, awards, fellowships, or other recognition
	2.33	Composition
		2.331 Appropriate activities for faculty whose appointments are primarily in the area of composition typically include the following   a) Commercial recordings of compositions, under contract or in production   b) Publication of musical compositions, accepted or in press   c) Commissions for musical compositions, completed or premiered   d) Commissions, publications, or recordings of arrangements   e) Performances of compositions or arrangements by non-MU ensembles or individuals   f) Performances of compositions or arrangements by MU ensembles or individuals 2.332 Validation of professional reputation and an established career in composition may be affirmed further by the following.  These activities alone, however, do not constitute appropriate composition activity.   a) Grants written for support of composition activities, either internal or external   b) Winning of prizes, awards, fellowships, or other recognition
	2.34	Performance - Individual and Small Ensemble
		2.341 Appropriate activities for faculty whose appointments are primarily in the area of performance typically include the following   a) Commercial recordings as a soloist or ensemble member   b) Invited solo recitals, concerts, or lecture-recitals off-campus in venues that provide a strong possibility of significant peer or critical review, including national and international professional meetings   c) Recitals or concerts off-campus as an ensemble performer in venues that provide a strong possibility of significant peer or critical review, including performance with major professional ensembles in which the faculty member plays a significant role   d) Solo recitals or lecture-recitals off-campus at venues without the strong possibility of significant peer or critical review   e) Recitals or concerts as an ensemble performer off-campus at venues without the strong possibility of significant peer or critical review   f) Recitals and concerts on-campus as solo or ensemble performer 2.342 Validation of professional reputation and an established career in performance may be affirmed further by the following.  These activities alone, however, do not constitute appropriate performance activity.   a) Grants written for support of performance or recording activities, either internal or external   b) Winning of prizes, awards, fellowships, or other recognition   c) Adjudicator for major performance competitions   d) Invited masterclass presentation for significant professional organizations
	2.35	Performance - Conducting
		2.351 Appropriate activities for faculty whose appointments are primarily in the area of conducting typically include the following   a) Conducting concerts in national and international forums with MU ensembles as a result of competitive audition or review   b) Conducting concerts in state or regional forums with MU ensembles as a result of competitive audition or review   c) Conducting concerts off campus with non-MU ensembles; whenever possible, the conductor should seek venues that will provide a high possibility of critical review   d) Conducting nationally or internationally recognized events on campus, and conducting world premieres that may be associated with them   e) Collaboration as conductor with renowned soloists and composers of great national standing for the purpose of performance on or off campus   f) Invited clinician for professional meetings   g) Conducting concerts off campus with MU ensembles by invitation, or conducting concerts off campus with MU ensembles that exceed the normal conducting/teaching load 2.352 Validation of professional reputation and an established career in conducting may be affirmed further by the following.  These activities alone, however, do not constitute appropriate conducting activity.   a) Grants written for support of performance or recording activities, either internal or external   b) Winning of prizes, awards, fellowships, or other recognition   c) Adjudicator for major conducting competitions   d) Invited clinics for local professional organizations
2.4	Service
	2.41	Introduction Although all faculty members are expected to provide service to the School and the University community, service usually is not as important as teaching and research/creative achievement.  By their very nature, many faculty positions in the School of Music reflect unusually high service profiles.  Major service responsibilities as defined in the faculty profile and/or leadership roles in national and state professional organizations may be used as a factor in promotion and tenure decisions.
	2.42	Appropriate service activities for music faculty members typically include the following (not in priority order)
		a) Committee work at the School, College, or University level b) Public relations work for the School c) Service as workshop or institute director d) Service appearances as speaker, conductor, soloist, ensemble member, panelist, clinician e) Serving as a faculty advisor for a student organization f) Participation in state or community arts agencies g) Participation in the meetings or activities of professional associations as officer, speaker, panelist h) University activities (including those at School, College, Campus, and University-wide levels) i)  Service as a consultant to or on behalf of educational institutions, professional associations, or government agencies j) Community service



3. Evaluation for Promotion and Tenure

3.1      Teaching

           Excellence in teaching in the classroom, studio, or rehearsal hall will be documented using multiple sources from among the following (no priority order)

a)      Course materials, including syllabi, handouts, exams, student projects, etc.  will be examined to determine knowledge of subject matter, organization, nature, and enrollment of class, and participation in development of new materials and courses

b)      Programs, jury sheets, degree recital repertoire, etc.  will be examined to verify content of applied and ensemble courses

c)      Success in recruitment and retention, including effort made and documents used

d)      Success of students in competitions and acceptance of students to graduate programs at other institutions

e)      Performances by students in recital (solo, small ensembles, or large ensembles)

f)      Supervision of papers, theses, dissertations, compositions, and recitals

g)      Student advising, when appropriate

h)      Results of student evaluation questionnaires

i)      Area coordinator’s evaluation, if applicable

j)      Evaluation by the Chair or other faculty according to guidelines set forth in the Final Report of the Task Force on Teaching Evaluation and adopted by the MU Faculty Council in December 1990

k)      Faculty self-evaluation

l)      Success of former students, especially those in music professions

m)      Written statements by colleagues or by former students

n)      Grants written for support of instruction or program improvement, either internal or external

o)      Teaching awards received

3.2      Research/Creative Achievement

3.21      Research

            Research/Scholarly Achievement shall be interpreted as one’s sustained and significant contributions toward one’s discipline through research and publication.  Factors affecting the

            evaluation of research, publications, and scholarly papers and contributions may include but not be limited to

a)           Quality of scholarship evident

b)           Evidence of originality of thought

c)           Peer and/or editorial review

d)           Scholarly reputation of the journal (article) or publisher (book)

e)           Scope of the article, book, or lecture and (by implication) the amount of effort spent in research and preparation of same

f)           Contribution to significant knowledge and significant synthesis of knowledge in the field

g)           Relationship to other articles, books, and lectures prepared by the author

3.22      Composition

            Factors affecting the evaluation of activities may include but not be limited to

a)           Scope and quality of original works written

b)           Performances the original works received

c)           Commissions

d)           Reputation of the performing group

e)           Venue and setting of the performance

f)           Publication, broadcast, and/or recording for commercial sale of original works

g)           Reputation of the publisher or performers used in the broadcast and/or recording

3.23      Performance - Individual and Small Ensemble

            Factors affecting the evaluation of activities may include but not be limited to

a)           Quality of the performance, from peer or critical review

b)           Location and nature of the audience

c)           Venue and scope of the performance

d)           Nature of the invitation to perform (resulting from peer review, self-initiated, re-engagement)

e)           Difficulty and scope of music performed

f)           Music performed, whether it has been performed before, is a significant reworking, or is a new addition to the performer’s repertoire

g)           Amount (if any) of teaching release time granted for the performance

3.24      Performance - Conducting

            Factors affecting the evaluation of activities may include but not be limited to

a)           Quality of the performance, from peer or critical review

b)           Location and nature of the audience

c)           Venue and setting of the activity

d)           Quality and reputation of the ensemble conducted

e)           Music rehearsed and performed, whether it has been performed before, is a significant reworking, or is a new addition to the conductor’s repertoire

3.3      Service

           The evaluation of service to the University and to the profession will be based on the quality and amount of effort, its impact on the final outcome, and the importance of the activity.  Because service is secondary to the other two categories of activity, no amount of service can compensate for a lack of skill in teaching or for a lack of research/creative achievement.

3.4      The above criteria and evaluation procedures for promotion and tenure may also be considered in evaluations for merit salary increases and doctoral faculty eligibility.

4. Definition of Ranks

4.1      Instructor 

           It is the policy of the School of Music not to employ full-time faculty at the rank of Instructor.

4.2      Assistant Professor

           Individuals appointed to the rank of Assistant Professor can be described as follows

4.21      The Assistant Professor whose assigned duties are primarily in the areas of music history/literature, music theory, or music education should ordinarily hold an earned doctorate in music or an equivalent degree from an accredited institution of higher learning.  Likewise, the Assistant Professor whose primary responsibilities lie in performance or composition should ordinarily hold the doctorate as well.  If the Assistant Professor in performance or composition does not hold the doctorate, he/she should be engaged in active pursuit of the degree, or must document equivalent experience and expertise to the satisfaction of the MU music faculty.

4.22      The Assistant Professor must have potential for excellence in teaching, for productivity in research/creative achievement, and for achieving a position of leadership in the profession as a scholar, performer, composer, and/or pedagogue.

4.23      The Assistant Professor must possess potential to be promoted to Associate Professor. 

4.3      Associate Professor 

           Individuals appointed to or promoted to the rank of Associate Professor must meet the requirements for an Assistant Professor as well as the following

4.31      Normally, the Associate Professor should have six years of successful teaching experience at the college level or the equivalent.

4.32      The Associate Professor must have demonstrated success in teaching, achievement in research/creative activity at the regional or national level, and continuing accomplishment in his/her discipline.  Distinguished participation in professional activities and service is expected of the Associate Professor.

4.33      The Associate Professor should possess potential to be promoted to Professor. 

4.34      Each faculty member at the rank of Associate Professor has the right to full application of the School of Music decision process, for or against promotion to full Professor rank, in the sixth year of appointment at Associate rank and, should promotion not occur, every third year thereafter, and no more frequently, but may request that the School not initiate or carry through this process at this or any such scheduled time.

4.4      Professor

           Individuals appointed to or promoted to the rank of Professor must meet the requirements for an Associate Professor as well as the following

4.41      The Professor must provide continuing evidence of excellence in teaching.  He/She is expected to provide leadership in developing the instructional activities of the University and in maintaining the highest academic and musical standards. 

4.42      The Professor must have documented evidence that he/she has achieved a position of distinction in the profession as a scholar, performer, composer, and/or pedagogue.  His/Her accomplishments in the area of research/creative achievement must be recognized nationally and/or internationally.

4.43      The Professor must have contributed significantly to regional and national professional organizations as well as to the University in service activities.

5. Cautionary Notes

5.1      At every level, evidence of excellence in teaching is required; however, teaching ability unsupported by professional growth as demonstrated by significant publications, performances, or compositions will not be adequate to justify promotion.

5.2      Public service related to one’s professional responsibilities is a valued component in the overall assessment of a candidate’s activities.  Public service alone, however, will rarely if ever justify promotion to a higher rank.

5.3      Years of service alone will not be considered adequate justification for promotion to a higher rank.

2004 © Curators of University of Missouri
MU School of Music
University of Missouri

Last updated: 28 December 2004