BYLAWS - SCHOOL OF MUSIC
University of Missouri-Columbia
(Last Amended December 9, 2004)
ARTICLE VIII: STANDING RULES
Standing Rule 3. Promotion and Tenure: Procedures
| 1. | Nominations | ||
| 1.1 | Recommendations for promotion, tenure, or terminal appointment may be submitted by the area coordinator or any other faculty member. A faculty member may initiate his/her own candidacy for promotion. | ||
| 1.2 | The deadline for submitting such recommendations to the Director is May 1. | ||
| 1.3 | Upon receipt of all recommendations, the Director shall notify the entire music faculty of the recommendations that have been received for promotion and/or tenure. | ||
| 1.4 | The Director shall notify, in writing, each person for whom a terminal appointment recommendation has been received. | ||
| 2 | Solicitation of Outside Letters of Review | ||
| 2.1 | Each candidate should provide at least twelve names and addresses of outside reviewers to the Director, preferably on or before the May 1 deadline. This list should include a brief explanation of the qualifications of each potential reviewer. No outside reviewer recommended shall be a current or former teacher, a current or former faculty colleague, a student, or a personal friend of the candidate. | ||
| 2.2 | The Director, in consultation with the area coordinator or chair of the Personnel Committee, if appropriate, shall select six reviewers, from whom letters will be requested in June. No more than three of the reviewers may be selected from the list submitted by the candidate; the three other reviewers must be selected independently by the Director, in consultation with the area coordinator or chair of the Personnel Committee, if appropriate. Materials to be sent to the reviewers will be prepared by each candidate in consultation with the Director. | ||
| 2.3 | Deadline for the receipt of the references in the School office will be on or before September 1. | ||
| 2.4 | Documentation submitted to outside reviewers should be selected by the faculty member from the following list, in accordance with the faculty member's role and responsibilities in the School, and in consultation with the Director and area coordinator. | ||
| a) | Copies of all refereed publications (books, articles, chapter, etc.) representing the candidate's research/scholarship completed since the last hiring, tenure, or successful promotion decision, which ever is the most recent. | ||
| b) | Copies and/or recordings of all compositions representing a composer's work completed since the last hiring, tenure, or successful promotion decision, which ever is the most recent. | ||
| c) | A recording including a sampling of a performer's or conductor's best quality work. | ||
| Note: Unlike the teacher/scholar who submits only successful efforts for consideration for promotion and tenure, the teacher/artist, by nature of the musical performance, publicly submits all his/her on-campus creative achievement to some level of evaluation. In performance, where there is no recognized jury equivalent to those used by professional journals, the School of Music will attempt to approximate this practice by seeking outside refereed evaluation. Due to the eccentricity of artistic judgment, a broad base of expert opinions must be sought and considered for the formal evaluation process for promotion and tenure. | |||
| 3. | Preparation of Supporting Materials | ||
| 3.1 | The Director will provide each candidate with all pertinent documents regarding the preparation of supporting materials. | ||
| 3.2 | Each candidate is encouraged to consult with the Director and experienced members of the faculty in the preparation of materials before August 15 so that revised materials can be available to the committee on or before September 1. | ||
| 4 | Review of Materials | ||
| 4.1 | The Personnel Committee will review materials in all cases pertaining to tenure and promotion to the rank of Associate Professor. The Full Professors Committee will review materials in cases pertaining to promotion to the rank of Professor. | ||
| 4.2 | Members of the Personnel Committee shall be replaced temporarily for all promotion and tenure discussions during any semester in which recommendations concerning themselves are being discussed. A substitute will be selected as per Bylaw Article V, Section B. | ||
| 4.3 | Members of the Personnel Committee or Full Professors Committee will individually review the supporting materials before testimony about the candidates is heard. These materials will also be made available to all members of the music faculty. | ||
| 4.4 | Copies of the confidential letters from outside reviewers will be made available to the members of the committee and, in cases of tenure and promotion to Associate Professor, to the members of the Tenured Faculty Committee before their vote. | ||
| 4.5 | The Director of the School shall provide the committee with a copy of the candidate's letter of appointment and all annual evaluations from previous Personnel Committees. | ||
| 4.6 | Generally, the above materials will only be available in the Music Office for confidential viewing during business hours. | ||
| 5. | Interviews | ||
| 5.1 | After the supporting materials have been made available and before deliberation and voting by the committee, each member of the Tenured Faculty Committee will be given the option to discuss confidential opinions and/or concerns about each candidate with the Personnel Committee member, or Full Professors Committee member, of his/her choice. | ||
| 5.2 | Prior to deliberating and voting, the Personnel Committee or Full Professors Committee normally will interview all of the full-time, tenured members of faculty in the area of the candidate, as well as any other music faculty members with close professional ties to the candidate, as determined by the committee. Any member of the faculty may decline the invitation to be interviewed. | ||
| 5.3 | Except in the case of joint appointments, faculty from outside of the School of Music are not normally asked to testify in person. However, relevant input may be solicited by the committee from outside faculty in writing. Normally, students do not appear before the committee. | ||
| 5.4 | Each candidate for promotion and/or tenure will meet with the committee to respond to questions, address any concerns, and discuss suggestions for revision of documentation. | ||
| 6 | Written Report | ||
6.1 |
The Personnel Committee develops a written evaluation for each candidate for the benefit of the Tenured Faculty Committee and others beyond the School level who are involved in the evaluation of the candidate. (A sub-committee generally creates a draft of the evaluation for the entire committee to edit and revise.) Likewise, the Full Professors Committee develops a written evaluation for each Professor candidate for those reviewers beyond the School level who are involved in the evaluation of the candidate. Each evaluation addresses strengths and/or concerns about teaching, research/creative achievement, and service. The overall recommendation from the Personnel Committee to the faculty should reflect the consensus of the committee, if possible. | ||
| 6.2 | All members of the committee sign the report unless any member(s) wishes to write a minority opinion, which he/she/they will sign. | ||
| 6.3 | Committee members are given copies of the written evaluation(s) that have been prepared. | ||
| 6.4 | The written evaluation shall be disclosed to the candidate by the Director. In those cases involving tenure and/or promotion to the rank of Associate Professor, it shall be given to the candidate before it is made available to members of the Tenured Faculty Committee | ||
6.5 |
The completed evaluation prepared by the Personnel Committee shall be available in the Music Office to members of the Tenured Faculty Committee for their confidential reading at least one week prior to the voting meeting of the Tenured Faculty Committee. | ||
| 7 | Deliberations and Voting | ||
| 7.1 | The committee discusses the candidate, focusing on the areas of teaching, research/scholarship/creative achievement, and service. | ||
| 7.2 | An advisory vote is taken by secret ballot. Each candidacy (for example, tenure) receives a separate advisory vote except when both tenure and promotion are mandatory for a continuing appointment. | ||
| 7.3 | The Director, assisted by the committee secretary, counts the ballots and retains the ballots in School files. | ||
| 8 | Role of the Director in Meetings of the Personnel Committee and Full Professors Committee | ||
| 8.1 | The Director serves as an ex officio, non-voting member of the Personnel Committee and Full Professors Committee. He/She should be present at all meetings concerning promotion and tenure; however, meetings of the Personnel Committee are conducted by the chair of that committee and meetings of the Full Professors Committee are conducted by the chair of that committee. The Director is free to ask questions of the persons invited to provide information and engage in discussion among committee members. (For Director's role with the Tenure Committee, see Standing Rule 4 below.) | ||
| 8.2 | The Director shall furnish the committee with evaluations from past Personnel Committees and any information about the candidates that he/she or the committee deems to be relevant. | ||
| 8.3 | The Director does not vote as a member of the Personnel Committee or Full Professors Committee on matters of promotion and tenure because he/she has an independent vote that is sent directly to the Dean. | ||
| 8.4 | Following the vote by the Full Professors Committee, the Director shall report in writing to each candidate the vote of the Full Professors Committee and his/her own recommendation, before the recommendations are delivered to the Dean. He/she shall inform the members of the Full Professors Committee in writing the results of the vote within one week after the counting of the ballots to allow sufficient time for dissenting opinions to be expressed. | ||
8.5 |
The Director will prepare a written evaluation of teaching, research/creative achievement, and service for each tenure and/or promotion candidate. The evaluation will describe the procedures followed in the review of the candidate's work, provide an overview of the candidate's accomplishments, especially during his/her time at MU, comment upon generally accepted standards of quality within the discipline, both on this campus and nationally, and provide a concise statement of the Director's recommendation, including factors requiring special consideration. The Director's evaluation should also include a statement of the degree to which the candidate has contributed to the School intellectually and programmatically (new courses, mentoring, teaching innovations, etc.) | ||
2004 © Curators of University of Missouri
MU School of Music
University of Missouri
Last updated: 8 February 2005