SCHOOL OF MUSIC, THEATRE, AND DANCE Merit‐Salary and Tenure/Promotion Guidelines Submitted by the School Committee on Planning and Unanimously Approved by the School, May 10, 2013 TABLEOF CONTENTS
INTRODUCTIONTOTHEEVALUATION PROCESS.....................................................................................................................................3 MERITSALARY EVALUATION..................................................................................................................................................................................3 ANNUALMERITSALARYEVALUATIONTIMELINEANDPROCEDURES...................................................................................4 MERITSALARY PORTFOLIO......................................................................................................................................................................................5 PRESENTATIONANDCONTENT OUTLINE....................................................................................................................................................5 REAPPOINTMENT,PROMOTION,AND TENURE........................................................................................................................................6 REAPPOINTMENTTIMELINEAND PROCEDURE.......................................................................................................................................6 MIDRTENUREREVIEWPROCEDURESANDTIMELINE.........................................................................................................................7 PROMOTIONANDTENUREPROCEDURESAND TIMELINE...............................................................................................................7 CRITERIAFORPROMOTIONTOASSOCIATEPROFESSOR................................................................................................................12 TEACHING........................................................................................................................................................................................................................12 RSCA.....................................................................................................................................................................................................................................14 RESEARCH...........................................................................................................................................................................................................................14 SCHOLARSHIP...................................................................................................................................................................................................................15 CREATIVEACTIVITY......................................................................................................................................................................................................15 SERVICE.............................................................................................................................................................................................................................16 CRITERIAFORPROMOTIONTOFULLPROFESSOR...............................................................................................................................17 TEACHING........................................................................................................................................................................................................................17 RSCA.....................................................................................................................................................................................................................................17 SERVICE...............................................................................................................................................................................................................................18 PROFESSORIALPERFORMANCE A W ARD....................................................................................................................................................18 MERITSALARYCOMMITTEESELECTION PROCESS...........................................................................................................................18 FACULTYLOAD PERCENTAGES...........................................................................................................................................................................19 INSTRUCTIONALWORKLOADFORMULAAND ADJUSTMENTS..................................................................................................20 MUSIC..................................................................................................................................................................................................................................20 1
THEATREAND DANCE............................................................................................................................................................................................21 MINIMUMPERFORMANCE STANDARDS.......................................................................................................................................................22 TEACHING........................................................................................................................................................................................................................22 RSCA.....................................................................................................................................................................................................................................22 SERVICE.............................................................................................................................................................................................................................22 COLLEGIALITY..............................................................................................................................................................................................................23 CHRONICLOW ACHIEVEMENT..........................................................................................................................................................................23 STATEMENTOF COLLEGIALITY..........................................................................................................................................................................23 2
INTRODUCTIONTOTHEEVALUATIONPROCESS
TheSchoolofMusic,Theatre,andDance(hereafterreferredtoas“School”)recognizesthatannualmeritsalary
evaluationsserve,amongothers,twoprimarypurposes.First,theyprovideanopportunitytoensurefacultyare
activelypursuinggoalscongruentwiththemissionsoftheprogram,school,anduniversity.Second,evaluationsare
acogentmeanstoprovideformativefeedbacktofacultyandtopromoterelevanceandproficiencyintheirfieldsof
expertiseandhabitsoflifeRlonglearning.
Meritsalaryevaluationsaremostsignificant,however,whenviewedintandemwiththeprocessof
promotion/tenure.Althoughthetwoprocessesareindependent,theresultsofmeritsalaryevaluationscan
providevaluableindicatorsofprogresstowardpromotion.Asaresult,boththemeritsalaryandpromotion/tenure
guidelinesthatfollowshouldbeconsideredforallevaluations.
MERITSALARY EVALUATION
Theschooldirector,inconsultationwiththerelevantprogram’sMeritSalaryCommitteeand,ifavailable,outside
expertsintheevaluatedfieldwilldeterminetherelativemeritoffacultymembers’activitiesintheareasof
Teaching,Research/Scholarship/CreativeActivity(hereafterreferredas“RSCA”),andService.Theseassessments
arebasedonthefacultymembers’progressviewedrelativetotheironeandfive‐yeargoals,loadreport,and
contributiontoeachlistedactivity.
Tenure‐trackfacultyareencouragedtoseekmentoringfromassociateandfullprofessorswithinandoutsidethe
schoolforguidanceandfeedbackrelatedtomeritevaluationandpromotion/tenure.Guidancemayincludethe
reviewofannualportfoliomaterials,developmentofgoalsastheyrelatetotheannualmeritcycleand
promotion/tenure,reviewofsyllabi,andobservationofteaching.
Theunitheadwillrecommendasalaryadjustmentforeachpersonevaluated.Therecommendedpercentage
increasesbasedontheannualevaluationforpersonswithhigherlevelsofaccomplishmentshallexceedthosefor
personswithlowerlevelsofaccomplishment.Ifmeritsalarycategoriesareutilized,thenthepercentage
recommendedforpersonsinthefirstcategorywillbehigherthanthoseforthesecondcategory,whichinturn
shallexceedthoseforlevelofaccomplishmentinthethirdcategory,etc.Asaroughguide,averagepercentage
increasesinthehighestcategoryareexpectedtobeabouttwicethoseinthelowestcategory;thisratioisexpected
tofluctuatebothwiththedegreetowhichmembersoftheunitdifferineffectivenessandwiththedegreetowhich
fundsareavailable.1
1KansasStateUniversity,“UniversityHandbook.”SectionC:Identity,Employment,Tenure.C46.2.Web.28Mar.2013.
3
ANNUALMERITSALARYEVALUATIONTIMELINEANDPROCEDURES
December:
Facultymemberssubmittotheschooldirectoraportfoliosummarizingtheiractivitiesfortheprecedingcalendar
year.ThefilemustincludeanannualsummaryofsignificanteffortinthecategoriesofTeaching,RSCA,andService.
AllportfoliomaterialsexceptTEVALdatafromthecurrentsemesteraredueontheFridayoftheweekpriorto
finalexams.(SeeMeritSalaryPortfolio.)
December/January:
TheMusicProgramshallretainafive‐memberMeritSalaryCommittee;theTheatreandDanceProgramsshall
combinetoretainathree‐memberMeritSalaryCommittee.ThemembersofeachrespectiveMeritSalary
Committee(seedescriptionunder“Committees”)andtheschooldirectorreadtheportfoliosandmakeindividual
assessmentsoneachfaculty.Beforeorduringthefirstweekofthespringsemester,eachcommitteemeetswiththe
schooldirectorandreportstheirassessments.
January/February:
AfterconsultingwiththeMeritSalaryCommittee,theschooldirectorassignsnumericalevaluationsoffaculty
membersineachofthethreeareasusingascaleof1R5,5beingthehighest.
Summarylettersaresubmittedtothefaculty.Theletterincludesastatementaddressingtheperceptionofwhether
thefacultymember’sworkhasbeen
1.
wellbelowexpectations
2.
belowexpectations
3.
atexpectations
4.
aboveexpectations
5.
wellaboveexpectations
(Seeexpectations)ineachofthethreeevaluationcategories(Teaching,RSCA,Service).
Eachfacultymembermeetsindividuallywiththeschooldirectorduringthesecondweekofthespringsemesterto
reviewtheevaluation,negotiateloadpercentages,anddiscussanyadjustmentstooneorfive‐yeargoals,if
necessary.Atthattime,facultymembersareaskedtosigntheevaluationindicatingthemeetinghastakenplace.
Facultymembersmayrebuttheevaluation.Rebuttalsmustbesubmittedinwritingdirectlytotheschooldirector.
Ifrebuttalsremainunresolved,facultymembersmayarticulatetheirpositioninwritingalongwithsupporting
documentationtothedean.
Facultymembersreceivetheiroriginalevaluationsandphotocopies.Attheirevaluationconferenceswiththe
schooldirector,theysigntheoriginalsandreturnittotheschooldirector.Originaldocumentsaresubmittedtothe
deanandcopiesoftheevaluationsarekeptintheschoolpersonnelfile.
4
MERITSALARY PORTFOLIO
PRESENTATIONANDCONTENT OUTLINE
Materialsshouldbepresentedinathree‐ringbinderwithdividers/tabsordigitallywithbookmarks/links.
Materialsorganizedasshownbelow,emphasizingthoroughnessandbrevity,willhavethemostimpactuponthe
EvaluationCommittee.







CurrentCurriculumVitae
LoadReportsfromtheyearevaluated
Goalsfromtheyearevaluated
Goalsfortheupcomingyearandforthenextfiveyears
ReflectiveStatementsummarizingtheachievementsfromthepreviousyearin:
o Teaching
o Research/Scholarship/CreativeActivity
o Service
RequiredPortfolioDocuments
o Teaching
 One‐pageTeachingCoverSheetlistingtheachievementssuchas,butnotlimitedto:
 On‐campuscourses/studio/ensemble/shopteaching activities
 DivisionofContinuingEducationCourses
 Guestlecturesorpresentations
 Advisedgraduate/seniorthesisprojects
 Teachingenhancementactivitiesorinnovativeteachingmethods
Foreachcourse,thefollowingmaterialsmustbeincluded:
 Acurrentsyllabusincludingpolicies,schedule,andreadinglists(ifany)
 TEVALSandotheruniversitysanctionedevaluativemeasures
o Research,Scholarship,andCreativeActivity(RSCA)
 One‐pageRSCACoverSheetlistingtheachievementssuchas,butnotlimitedto:
 Publications
 Scholarshipactivities(differentiatebetweensoughtandawarded)
 Onandoffcampuscreativeactivities
o Service
 One‐pageServiceCoverSheetlistingtheachievementssuchas,butnotlimitedto:
 DirectedService
 Non‐DirectedService
SupplementaryMaterials–Encouraged,butnotrequired
o Teaching‐tomaximizetheirimpact,thesedocumentsmaybenefitfromadditionaldiscussioninthe
facultymember’sReflectiveStatement.(Forfurtherguidance,see“TeachingContentandFormat”
below.)
 Bestexamplesofassessmentmaterials2 andstudentlearningthatdemonstrate:
 Studentlearningbeyondmemorization
 Multiplemeansofassessment(exams,projects,papers)
 Clearinstructions
 Effectivestrategiesofteachingstudentsofdifferinglevelsofachievement
 ConnectiontoSLOs
2KansasStateUniversity,“UniversityHandbook.”SectionC:Identity,Employment,Tenure.C34.2.Web.28Mar.2013.
5
o
o
 Instructorfeedback
 Examplesofinnovativeteachingmethods
 Examplesofstudentachievementwithdemonstrablefacultyinfluence
Research,Scholarship,andCreativeActivity
 Bestexamplesandevidenceoffacultyworkandinvolvement
Service
 Bestexamplesandevidenceoffacultyworkandinvolvement
REAPPOINTMENT,PROMOTION,AND TENURE
REAPPOINTMENTTIMELINEAND PROCEDURE
Facultyonatenure‐trackappointmentmustgothroughthereappointmentprocessuntiltheyaregranted
tenure. Untiltheyaregrantedtenure,tenure‐trackfacultyareconsideredprobationary.
Noticeofnon‐reappointmentwillbegiveninwritinginaccordancewiththestandardsfoundintheUniversity
Handbook,AppendixA:StandardsforNoticeofNon‐Reappointment.
December:
Probationaryfacultymemberssubmitannualmeritsalaryevaluationmaterials.Selectmeritsalary
documentsrequestedbytheschooldirectoroftenserveasthefoundationforreappointmentmaterials.
March:
Tenuredfacultymembersreviewtheprobationaryfacultyreappointmentmaterials.Recommendationletters
arerequestedfromallfull‐timefacultymembers. Thetenuredfacultymembersthenmeettodiscussandvote
onreappointment.Iffacultymemberscannotbepresentatmeetingssetasidefordiscussionandvoting,they
shouldstillcasttheirballotwiththeappropriateadministratorandprovidenarrativejustifyingtheirvoteas
appropriate.Theschooldirectorthenreportsthefindingsandthevoteinanarrativelettertothedean.Based
ontheoutcomeofthevote,schooldirector'snarrative,andsupportingmaterials,thedeandeterminesthe
statusofreappointment.
May‐July:
Contractsforfacultyappointmentaredistributed.Revisedsalaryamounts,ifany,aredeterminedoncemonetary
amountsareallocatedtotheuniversitybythestategovernmentinthespring.
6
MIDRTENUREREVIEWPROCEDURESANDTIMELINE
Tenure‐trackfacultymembersparticipateinaformalreviewapproximatelymid‐waythroughtheprobationary
periodofemployment.Unlessstatedotherwiseintheircontract,themid‐tenurereviewshalltakeplaceduringthe
thirdyearofappointment.3
Mid‐tenurereviewproceduresshallfollowthesameproceduresandtimelineasthetenurereviewprocesswith
theexceptionoftherequiredsolicitationofoutsideevaluators.Thecandidate,however,maychoosetosolicit
lettersontheirownbehalffromstudentsorcolleagues.
Further information on mid‐tenure review maybe found in theUniversity Handbook,section C92R3.
PROMOTIONANDTENUREPROCEDURESAND TIMELINE
TheschoolfollowstheeligibilityrequirementsforpromotionandtenureasoutlinedintheUniversity
Handbook.Althoughtenureconsiderationisdeterminedbycontractualagreement,itisexpectedthatfaculty
memberswillinitiatearequestforconsiderationforpromotionwiththeschooldirectoratsuchtimeasthey
feelthatthenecessarycriteriahavebeenmet.
Beginningwithappointmenttotherankoffull‐timeinstructororahigherrank,theprobationaryperiodshould
notexceedsevenyears,includingwithinthisperiodfull‐timeserviceinallinstitutionsofhighereducation;but
subjecttotheprovisionthatwhen,afteratermofprobationaryserviceofmorethanthreeyearsinoneormore
institutions,apersonistobeappointedasafacultymemberatKansasStateUniversity,itmaybeagreedinwriting
thathis/hernewappointmentisforaprobationaryperiodofnotmorethanfouryears,eventhoughtherebythe
person'stotalprobationaryperiodintheacademicprofessionisextendedbeyondthenormalmaximumofseven
years;except,whentheinterestofbothpartiesmaybestbeservedbymutualagreementatthetimeoftheinitial
employment,KansasStateUniversitymayagreetoallowformorethanfouryearsofprobationaryservice
providedtheprobationaryperiodatKansasStateUniversitydoesnotexceedsevenyears.Noticesshouldbegiven
atleastoneyearpriortotheexpirationoftheprobationaryperiod,iftheteacherisnottobecontinuedinservice
aftertheexpirationofthatperiod.4
Facultymembersonprobationaryappointmentswhohavemetthecriteriaandstandardsfortenurepriortothe
abovemaximumtimesmaybegrantedearlytenure.Becausecandidatesmaybeconsideredfortenureatanytime
duringtheirprobationaryperiod,notimecreditshallbegrantedforservicepriortoemploymentatKansasState
University.5
Formspertainingtopromotionandtenurecanbeaccessedviatheprovost’sOfficewebsite:(http://www.kR
state.edu/academicpersonnel/depthead/manual/promotion/promotio.html).
Thefollowingapproximatetimelinereferstotheacademicyearthepromotionprocessisinitiated:
July:
Thecandidateshouldprovidetheschooldirectorwithnames,titles,contactinformation,andshort
biographiesoffivepeopletobeconsideredasexternalevaluatorsforhis/herpromotion/tenurematerials.
Thepromotion/tenureprocessrequiresthreeexternalevaluators;theadditionalnamesmaybecalleduponif
3KansasStateUniversity,“UniversityHandbook.”SectionC:Identity,Employment,Tenure.C92.1.Web.28Mar.2013.
4KansasStateUniversity,“UniversityHandbook.”SectionC:Identity,Employment,Tenure.C73.Web.28Mar.2013.
5Ibid., C82.4.
10
otherscannotparticipate.Generally,thecandidateandtheschooldirectoreachselectatleastoneofthe
externalevaluators.6
Externalevaluatorsshouldbeprominentinthecandidate’sfield(s)andtenuredatthepromotedranksought
bythecandidate.Inaddition,theyshouldbeaffiliatedwithinstitutionssimilartoKansasStateUniversityin
size,scope,andmission.Facultymembersofhighly‐distinguishedprogramsarelookeduponfavorablyas
well.
August:
Thecandidateshouldhavetheirmaterialspreparedfortheexternalevaluators.Materialsshouldbe
presentedinaformthatmosteffectivelycommunicateshis/herwork(hardcopy,CD/DVD,multimedia,etc.).
Onlymaterialsrepresentingworksincetheappointmenttohis/hercurrentrankatKansasStateUniversity
maybeconsidered.Finally,materialsshouldemphasizethequalityoftheworkratherthanquantitysothey
maybereviewedinnomorethantwohours.
Thecandidateshouldassemblethreecopiesoftheirpromotion/tenurematerialsandprovidethemtothe
school’sadministrativeofficertosendtotheexternalevaluatorsontheschooldirector’sbehalf.Thefaculty
membershouldnotcontacttheexternalevaluator.
Anadditionalcopyofthepromotionmaterialsshouldbeprovidedtotheschool’sadministrativeofficerfor
reviewbythetenuredfacultyatthepromotedrankorhighersoughtbythecandidate.Thiscopymayinclude
supplementaldetailsnotincludedinthematerialssenttotheexternalevaluators.
September:
Ifnotdonesoalready,thecandidatesubmitspromotion/tenurematerialstotheschooldirector.7 Lettersare
solicitedfromexternalevaluatorsbytheschooldirector.8
October:
Ifnotavailablealready,thecandidate’spromotion/tenurematerialsaremadeavailableforreviewbytenured
facultyatthepromotedrankorhighersoughtbythecandidate.9
Atleastfourteendaysafterthecandidate’spromotion/tenurematerialsaremadeavailable;eligiblefaculty
membersfromthecandidate’sprogrammeettodiscusspromotion/tenure.Thisgroupmayasktomeetwith
thecandidate.Attheconclusionofthemeeting,thefacultymemberssubmittheirrecommendationstothe
schooldirector.10
Novemberorearlier:
Theschooldirectorsubmitstherecommendationandpromotion/tenurematerialsforthedean.Thedean
forwardsthematerialsandrecommendationstothecollegecommitteeonpromotionandtenure.The
candidateisforwardedtheschooldirector’srecommendation.11
6Ibid., 112.2.
7KansasStateUniversity,“UniversityHandbook.”SectionC:Identity,Employment,Tenure.C111,C151.Web.28Mar.2013.
8Ibid.,C112.2,C152.2.
9Ibid.,C112.1,C152.2.
10Ibid.,C112.3R4,C152.3R4.
11Ibid.,C112.5,C152.5.
11
Decemberorearlier:
Therecommendationofthecollegecommitteeisforwardedtothedean.Therecommendationsofthedean
andthecollegecommitteeareforwardedtothecandidate.Afterreceivingtherecommendations,the
candidatemaywithdrawfromthepromotion/tenureprocesswithinsevendays.12
Ifthecandidatedoesnotwithdraw,thedeansubmitsthecandidate’spromotionmaterialsand
recommendationtotheDeansCouncil.13
January/Februaryorearlier:
ThedeannotifiesthecandidateandschooldirectoroftheDeansCouncilrecommendation.Ifthe
recommendationoftheCouncildiffersfromthecollegecommittee,awrittenreportissubmittedtothe
candidate.Thecandidatehasfourteendaystoappealtheresulttotheprovost.
Candidates recommended by the Deans Council are submitted to the provost.14
Marchorearlier:
Theprovostsendsrecommendationsforpromotionandtenuretothepresident.15
Theprovostinformsthecandidateofthedecision.16
CRITERIAFORPROMOTIONTOASSOCIATEPROFESSOR
TEACHING
Teachingisafundamentalandessentialpartofuniversitylife.Itinvolvescommunicatingknowledgetostudents
anddevelopingtheintellectualfoundationnecessarytopreparestudentstocontinuelearningindependently.
Teachingalsoinvolvespreparingstudentsforentryintotheprofessionalandscholarlydisciplines.Effective
teachingisbaseduponsoundscholarshipandcontinuedintellectualgrowth.Aspectsofteaching,asfoundinthe
SchoolofMusic,Theatre,andDance,aremultifacetedandmultidimensional.Excellentteachingisinformedby
discoveriesmaderelativetotheongoingscholarshipofteachingandlearningandshoulddemonstrateaconstantly
evolvingrelationshipbetweenteacherandstudent,aprocessthroughwhichbothgrowanddevelop.
Forthepurposesofevaluation,promotion,andtenure,“teaching”includesKansasStateUniversityinstructionand
bothundergraduateandgraduateadvising.
Totheextentthatitcanbemeasured,studentsshouldshowevidenceofacademic,artistic,andprofessional
growthandmaturation.FacultymembersatKansasStateUniversityarerequiredtousetheTEVALevaluation
instrumentforeveryclassinwhichtheydeliversignificantinstruction.TheTEVALisdesignedtomeasurestudent
perceptionofteachingandlearning.ForfurtherinformationonunderstandingTEVALS,consulttheCenterfor
TeachingandLearning'sreport"TEVAL:InterpretingYourReport.”
12Ibid.,C113.3R4,C153.3R4.
13Ibid.,C113.3,C15.3.
14KansasStateUniversity,“UniversityHandbook.”SectionC:Identity,Employment,Tenure.C114.1,C154.1.Web.28Mar.
2013.
15Ibid.,C114.4,C154.4.
16Ibid.,C115,C155.
12
Studentratingsshouldneverbetheonlysourceofinformationaboutfacultyinstruction.Materialsandinformation
thatrepresentacomprehensiveandflexibleapproachtoteachingevaluationarelistedintheMeritSalaryPortfolio
Outline.Additionalinputmaybegivenbypeers,mentors,administrators,andotherappropriatejudgeswhocan
offerusefulinsightsaboutafacultymember'steachingperformance.
Facultymembersshould,ofcourse,befreetosupplementthemandatedsummativeinstrument(s)andentirely
freetochoosethoseinstruments,ifany,theyuseforformativepurposes.
Theindicatorslistedbelowencompassawidespectrumofteachingactivitiesassessedbystudents,peers,
supervisors,andotherappropriatejudges.Thesearesomeoftheindicatorsofteachingeffectivenessthat
programsmayconsider.
1. Studentratingsfromnon‐referencedinstrumentsthatassessteachingeffectivenessratherthan
popularityandthatadjustforsuchknownsourcesofbiasasstudentmotivationandclasssize.
2. Depth,breadth,andcurrencyofsubjectmattermastery.
3. Appropriatenessofcoursecontent.
4. Effectivecourseadministration,e.g.,maintainingofficehoursandpunctualityinperformingteaching‐
relatedpaperwork,suchasturningintextbookorders,reportinggrades,andfilingsyllabi.
5. Developmentofeffectivecourses,preparationofinnovativeteachingmaterialsorinstructionaltechniques,
orcreativecontributionstoadepartment'sinstructionalprogram.
6. Assessmentbyfacultycolleagueswhoarefamiliarwiththeteacher'sperformanceorhavetaughtthat
person'sstudentsinsubsequentcourses.
7. Successfuldirectionofindividualstudentworkofhighquality,e.g.,independentstudies,thesesor
dissertations,andspecialstudentprojects.
8. Effectiveanddiligentadvisementofstudentsinpursuingtheiracademicprograms.
9. Successfulperformanceofteachingresponsibilitiesthatareunusuallydemandingorrequirespecial
expertiseorpreparation.
10. Versatilityincontributingtothedepartment'steachingmission,e.g.,effectiveperformanceatalllevelsof
instructionappropriatetothedepartment,includingmembershipontheGraduateFacultyandcertification
todirectdissertations.
11. Specialcontributionstoeffectiveteachingfordiversestudentpopulations.
12. Compiledstudentcomments(suchasthoseobtainedfromprogramassessmentsorexitinterviews)that
addressateacher'sabilitiestoarousestudentinterestandtostimulateworkandachievementbystudents.
13. Lettersofevaluationfromformerstudents.
14. Studentscomingfromotherschoolsespeciallytostudywiththeteacher.
15. Professionalpublicationsonthetopicofteachingormaterialspreparedforuseinteachingsuchas
textbooks,publishedlectures,andaudio‐visualorcomputerizedinstructionalmaterials.
16. Presentationofpapersonteachingbeforelearnedsocieties.
13
17. Adoptionsofafacultymember'stextbooksorotherinstructionalmaterials,especiallyrepeatedadoptions,
byreputableinstitutions.
18. Honorsorspecialrecognitionforteachingaccomplishments.
19. SelectionforspecialteachingactivitiesoutsideoftheUniversity,especiallyininternationalassignments,
e.g.,Fulbrightawards,speciallectureships,panelpresentations,seminarparticipation,andinternational
studyanddevelopmentprojects.
20. Membershiponspecialbodiesconcernedwithteaching,e.g.,accreditationteamsandspecialcommissions.
21. Receiptofcompetitivegrantsorcontractstofundinnovativeteachingactivitiesorinvestigationsinto
effectiveteaching,especiallyforadiversestudentpopulation.
22. Membershiponpanelstojudgeproposalsforteachinggrantsorcontracts.
23. Selectionforteachinginspecialhonorscoursesandprograms.
24. Specialinvitationstotestifybeforegovernmentalgroupsconcernedwitheducationalprograms.
FurtherguidancemaybefoundinsectionC34oftheUniversityHandbook:http://www.k‐
state.edu/academicpersonnel/fhbook/fhsecc.html
RSCA
RSCAencompassesabroadspectrumofactivitiesthatrequirecriticalanalysis,investigation,orexperimentation.
Theseendeavorsaredirectedtowarddiscovery,interpretation,orapplicationofknowledgeandideas.Theresults
ofresearch,scholarshipandothercreativeactivityshouldbesharedwithothersthroughpublication,performance,
orothermediaappropriatetothediscipline.Excellenceinresearchandothercreativeactivitiesisaprimary
criterionbywhichsomeimportantconstituents(e.g.,thenationalandinternationalscholarlycommunity)judge
thestatureofauniversity.
Facultymemberswithintheschoolareexpectedtodemonstrateasustainedeffortintheareasofresearch,
scholarship,creativeactivitywhichestablishormaintainastrongregionalandnationalreputation.
RESEARCH
Researchisdividedintotwoprimarycategories:ScholarlyandProduction.
ScholarlyResearchreferstoconductingself‐directedresearch,theabilitytodemonstrateindependent,innovative
thought,intellectualgrowthandrefinement,andmakearticulate,in‐depthcontributionsasanindividualauthoror
collaborator.Suchresearchappearsinestablishedinternational,national,andregionaljournalsand/orpublished
byrecognizedpublishersinthefield,orotherrecognized,refereedorpeerreviewedoutlets.
ScholarlyResearchmaybeincludedinthefacultymember’sevaluationmaterialsintheyearitwasacceptedor
published/presented,butnotboth.
ProductionResearchreferstotheuniqueresearchinpreparationforaperformancesuchas,butnotlimitedto,
directing,design,technology,choreography,ormusicalhistory.ProductionResearchmayincludestoryorart
boards,programnotesorotherclearlyutilizedsourcematerial.
14
Ifincluded,theinfluenceofProductionResearchontheprojectshouldbeclarifiedinthefacultymember’s
ReflectiveStatementreferringtoprovidedsupportingmaterial.
SCHOLARSHIP
Scholarshipreferstoadditionalsourcesoffunding(bothinternalandexternal)soughttoenhancethereputationof
theartist,collaborators,program,school,oruniversity.Inaddition,Scholarshipmaybedemonstratedthrough
organizationalorcollaborativeeffortsinthecreationordevelopmentofprojectsorprograms.
Scholarshipeffortsmaybesupportedwithproposalsforfunding(pleasedifferentiatebetweenthoseappliedfor
andthoseawarded),foundingdocuments,orsignificantcommunications.
CREATIVEACTIVITY
CreativeActivityreferstoachievementsinperformanceorproductionrelatedactivities.Forthepurposesof
evaluationaCreativeActivityisdefinedasasingleproduction,presentation,orachievement,regardlessofthe
numberofperformancesoroccurrences.
Allcreativeactivity,bothonandoffcampuscontributestoafacultymember’sdevelopmentasanartistandwillbe
consideredinhis/herevaluation.
OnandOff‐CampusCreativeActivities
Creatingandparticipatinginreputableonandoff‐campuspresentationsisanexpectation.Theschooldirector,in
consultationwithtenuredfacultymembersorotherdiscipline‐specificadvisors,shallevaluatethesuccessof
creatingand/ormaintainingasignificantartisticreputation.Thesignificanceofeachcreativeachievementmaybe
evaluatedaccordingtotheinternational,national,regional,orlocalreputationoftheproducingentity/venueand
other professional benchmarks such as association with discipline‐specific organizations and unions.
Additionalcreativeactivitiessuchaspresenceandpresentationsatlocal,regional,nationalorinternational
conferences,creationanddisseminationofpedagogicalmaterials,orprofessionalconsulting/adjudicatingshall
alsocontributetothefacultymember’sevaluationbasedonthelevelofparticipationinconjunctionwiththe
activity’ssignificance.
Peerreviewfromvisitingprofessionalsorselectedoutsidefacultyisencouragedwhenpossible.
Whenpeerreviewersarenotavailable,anindividualcreativeactivitymaybeevaluatedwithgreatersignificanceif
thefacultymemberhasaccomplishedanyofthefollowing:







SecuredandutilizedfundingforaResearch/CreativeActivityfromasourceoutsideoftheSchoolofMusic,
Theatre,andDance
Demonstratedstudent‐drivenUndergraduateResearchandCreativeActivity
Demonstratedstudent‐drivenGraduateResearchandCreative Activity
Integratednewtechniquesortechnologyresultingfromlife‐longlearning/professionaldevelopment
EngagedincollaborationbetweendisciplineswithintheSchoolofMusic,Theatre,andDance
EngagedincollaborationwithdisciplinesoutsidetheSchoolofMusic,Theatre,andDance
Otherdistinguishedachievementsasdeterminedbytheschooldirector
Iffacultymembersbelievethateitheranon‐campusoroff‐campusactivitydeservesgreatermeritthanoutlined
above,theymaydiscussitfurtherintheirReflectiveStatementsforconsiderationbytheEvaluationCommittee
andschooldirector.
15
CROSSOVERSOFCREATIVE ACTIVITY
Allcreativeactivitiesundertakenbyanindividualfacultymembershallearnmerittowardsevaluation;however,
greatermeritshallbegiventoactivitiesdirectlyrelatedtothesubjectsorskillsofthefacultymember’sarea(s)of
instruction.
Ifafacultymemberinstructsorservesinmultipleperformanceorproductioncapacities,eachshallbeconsidered
asvalidandequalcreativeactivity.
PRESENTINGEVIDENCEOFCREATIVE ACTIVITY
CreativeActivitiesmaybepresentedthroughdocument(s)thatprovideevidenceofthefacultymember’slevelof
participationandcontributiontotheactivity.Suchdocumentsmayincludebutarenotlimitedto:
playbills/programs,invitationoracceptanceletters(personalinformationandpaymentdetailsomitted),drawings,
renderings,pictures,budgets,recordings,reviews,orscores.
Iffacultymembersbelievethatspecificactivitiesdeservegreatermerit,theymaydiscussitfurtherintheir
ReflectiveStatementsforconsiderationbytenuredfacultymembersandschooldirector.
SERVICE
Serviceactivitiesenhancetheprogram,school,college,university,community,and/orprofessionalassociationsas
wellasthereputationoffacultymembersthroughtheirprofessionalordisciplinaryexpertise.Successfulservice
leadstothedevelopmentofanetworkofcontactsthatmaybecalledupontoaidinadvancingthediscipline,
faculty,school,oruniversity.
Serviceisanimportantaspectofafacultymember’semploymentandvarieswidelywithin,andamong,thevarious
programsoftheschool.Itischaracterizedasfollows:
DirectedServiceisexplicitlydelineatedinafacultymember’spositiondescription.DirectedServicefurthersthe
mission,andiscentraltothegoalsandobjectives,oftheprogram,school,oruniversity.Asaresultofits
administrativerole,directedserviceoftencarriescourserelease.
Non‐directedservicetypicallydoesnothavespecificexpectationsdelineatedinajobdescriptionandtherefore
encompassesagreaterrangeofactivities.Allofwhichdonotincludecourserelease. Non‐directedservicemaybe
consideredinoneormultipleofthefollowingsubcategories:
(a) Non‐directedServicetotheInstitution:contributionsrelatedtoprogram,school,oruniversityasa
whole.Thismayinclude,butnotlimitedto,alllevelsofinstitutionalgovernance,facultymentoring,student
recruiting,oradvisingstudentorganizations.
(b) Non‐directedServicetotheProfession:contributionstotheprofessionbeyondthecampus.
(c) Non‐directedServicetothePublic:theapplicationandsharingofknowledgeandexpertiseinthefaculty
member’sfieldtoanon‐academicaudience.
CivicandPersonalserviceincludesactivitiesassociatedwithbeingacitizenormemberofanon‐profession‐based
community.Whiletheseactivitiesrepresenttheinterestsofthefacultymember,theyarenotapplicableto
evaluation.
Servicemaybepresentedthroughdocument(s)thatprovideevidenceofthefacultymember’slevelof
participationandcontributiontotheactivity.Suchdocumentsmayincludebutarenotlimitedto:lettersof
appreciationorinvitation,relevantnewspaperclippings,andeventprograms.
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Ifafacultymemberbelievesthatanactivitydeservesgreatermerit,he/shemaydiscussitfurtherinhis/her
ReflectiveStatementforconsiderationbytenuredfacultymembersandschooldirector.
CRITERIAFORPROMOTIONTOFULLPROFESSOR
FullprofessoristhehighestacademicrankatKansasStateUniversity.Standardsforachievementand
performancearehigherforpromotiontofullprofessorthantoassociateprofessor.Thecandidatemustadhere
toandsubstantiallyexceedtherequirementsfortherankofassociateprofessor.Evaluationwillfocusonthe
completebodyofworkinteaching,RSCA,andservicetakingplaceafterpromotiontoassociate,particularly
activitiesoccurringwithinthelastfiveyears.
Itisimportantthatthecandidateforfullprofessorworkwithafacultymentorwhohasachievedthisrank.
Thiswillhelpthecandidatefullyunderstandtheexpectationsandpreparationneeded.
TEACHING
Documentedoutcomesofthesuccessfulcandidate’steachingmustdemonstratetangibleresultsatthe
nationalorinternationallevels.Resultscanincludestudentparticipation,presentation,and/orperformance
atconferences,competitions,masterclasses,orworkshops.Compellingevidencemustshowthatanimpact
hasbeenmadeontheadvancementofpedagogicalpracticesinone’sarea(s)ofinstruction.TEVALorother
measuresofteachingassessmentmustdemonstrateconsistencyinthehighqualityofinstructionfor
universitycourses.Anarrativeexplaininganyanomaliesinscoringassessmentshouldbeprovidedtothe
schooldirectoratthetimeofapplicationforfullprofessor.Additionalresults,suchasstudentprofessional
achievementsfollowingdegreecompletion,canbeanimportantindicatorofinstructionalquality.Examplesof
studentaccomplishmentincludeprofessionalpositionsheld,evidenceofadvancementinthefield,awardsor
recognitionforexemplaryprofessionalwork,completionoffurtheradvanceddegrees,performanceawards,
andteachingassistantshipsorfellowships.Evidenceofstudentachievementmustshowthedirectinfluence
ofthecandidate’steachinginthestudent’ssuccess.
RSCA
Thesuccessfulcandidateisamature,productive,andwell‐documentedcreativescholaronanationalor
internationallevel.SignificantindicatorsandevidenceofaccomplishmentintheareasofResearch,
Scholarship,andCreativeActivityareconsideredasfollows.Researchcanincludepublicationssuchasbooks
orscholarlyarticlesinprominentperiodicalsinthefacultymember’sfieldofexpertise;refereedpublications
givenstrongpreference.Scholarshipcanincludethepursuitofgrants,awards,orcontractsrelatedtothe
facultymember’sfield;strongpreferenceisgiventofundedprojects.Additionally,scholarshipprojectsthat
areinterdisciplinary,collaborative,orengageanationalorinternationalaudiencewillhavepreference.
Creativeactivitiesevidencedbypublishedreportsorreviewsareimportantindicatorsofcareerdevelopment;
preferenceisgiventocreativeactivitiesdocumentinganapplication,reviewprocess,orspecialinvitation.For
allareas,asteadylevelofdocumentedactivityappropriatetothefacultymember’sfieldofexpertiseis
required.
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SERVICE
Thesuccessfulcandidatemustdocumentserviceactivitiesintheirfieldandtotheprofessionalcommunity
outsidetheuniversity.Examplesofprofessionalservicethatindicateprogresstowardpromotiontofull
professorinclude,butarenotlimitedto:servingasamoderatororonapanelatamajorconference;servingas
aconferenceoreventorganizer;chairingorservingoncommitteesforprofessionalorganizations;servingat
theeditoriallevelforaprominentpublication;servingasanofficer,ontheboardofdirectors,orinsome
prominentcapacityforprofessionalorganizations.Withintheuniversity,examplesofservicecouldinclude
servingonacollegeoruniversitylevelcommittee,servingintheFacultySenate,servicetotheKSUFoundation,
AlumniAssociation,DepartmentofAthletics,orservingonahigh‐leveladministrativesearch.
PROFESSORIALPERFORMANCE AWARD
Professorswitharecordofexceptionalandcontinuedgrowthandexcellenceattheprofessoriallevelmaybe
consideredfortheProfessorialPerformanceAward.Thishonorrepresentsanelitelevelofachievement
amongoutstandingpeers.Ataminimum,candidatesmustmeetthefollowingcriteriaforconsideration:

Thecandidatemustbeafull‐timeprofessorandhavebeeninrankatKansasStateatleastsixyears
since the last promotion or Professorial Performance Award;

Thecandidatemustshowevidenceofsustainedproductivityinatleastthelastsixyearsbeforethe
performancereview;

Thecandidate'sproductivityandperformancemustbeofaqualitycomparabletothatwhichwould
meritpromotiontoprofessoraccordingtocurrentapprovedschoolstandards.
FurtherinformationmaybefoundintheUniversityHandbook,sectionC49.
MERITSALARYCOMMITTEESELECTION PROCESS
Eachyear,theMusicProgramandtheTheatreandDancePrograms(combined)willretainindependentMerit
SalaryEvaluationCommittees.Committeemembershipwillcomprisefacultyoftherespectivedisciplinesas
specifiedbelow.
TheMusicProgramwillhaveafiveRmembercommitteetoevaluatetheannualmeritsalaryfiles(portfolios)of
Musicfaculty.Themembershipofthiscommitteewillincludethefollowingrepresentationoffacultyranks:
1. One tenureRtrack assistantprofessor with two yearsatthatrank
2. AssociateProfessor
3. FullProfessor
4. AssociateorFullProfessor
5. AssociateorFullProfessor
Additionally,thiscommitteemusthavebothfemaleandmalerepresentation.Fourmembersofthiscommitteewill
beselectedbyvoteofMusicProgramfaculty.Theremainingmemberwillbeappointedbytheschooldirector,to
maintainbalanceingenderandrankrepresentation.Anyfacultymemberelectedorappointedtothiscommittee
willbeexemptfromservingonthiscommitteefortwoyearsfollowingayearofservicethereto.
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TheTheatreandDanceProgramswillhaveathree‐membercommittee,consistingoftwofacultymembersfrom
theTheatreProgramandonefromtheDanceProgramtoevaluatetheannualmeritsalaryfiles(portfolios)of
TheatreandDancefaculty.Twoofthepositions,onefromeachdiscipline,areelectedbytheTheatreandDance
faculty;alltenuredfacultymembersareeligible.Theremainingpositionisappointedbytheschooldirectorto
maintainbalanceingenderandrank.Theappointedmembermustbeattherankofassistantprofessorwithtwo
ormoreyearsatthatrankintheschool.Anyfacultymemberelectedorappointedtothiscommitteewillbeexempt
from serving on this committee for one year following a year of service thereto.
TheportfolioofeachfacultymemberwillbeevaluatedbyallthemembersofhisorherrespectiveMeritSalary
EvaluationCommittee,withthefollowingexceptions:

Committeemembersdonotevaluatethemselves;

Committeemembersdonotevaluatetheirspousesordomesticpartners.
Committeemembersaretoreviewtheone‐yeargoals,activitiessummaryofthesameyear,five‐yeargoals,vita,
loadreportsforspringandfallsemestersoftheappropriateyear,TEVALsummariesofthesameyear,and
supportiveportfoliodocuments.Theschooldirectorandcommitteemembersevaluatesubmittedmaterialsbased
onthegoals,theachievementofthosegoals,andmitigatingfactorssuchasloadandothervariables.
FACULTYLOAD PERCENTAGES
Facultycanandshouldconsultwiththeirrespectiveprogramdirectorsatanytimeduringtheprocessof
determiningtheirloadpercentages,oneandfive‐yeargoalsforteaching,RSCA,andservice.Thefacultymember
andtheirrespectiveprogramdirectorcanworkwiththeschooldirectortonegotiate,clarify,anddesignateloador
goalsastheyapplytoevaluationatanytime.Subsequently,facultywhowishtoinitiatesuchchangeswillmeet
withtheirrespectiveprogramdirectorsandtheschooldirectortoassurethatanysignificantchangeswillnot
jeopardizethedeliveryoftheothercomponentsofthefacultymembers’responsibilities.
Intermsofload,thetotalofthethreeareasmustequateto100%forfulltimefaculty.Anexampleforafirst‐year
facultymembercouldbe:75%Teaching,15%Creative/Research,10%Service;however,itshouldbenotedthat
thereisno"typical"loaddesignationandthatfacultymustcommunicatewiththeirrespectiveprogramdirectors
withtherealizationthattheadministratorsmustdeliverthecurriculaandperformanceobligationsofthe
programs.Wheninstancesofongoingoverloadarenoted,theprogramdirectorsworktogetherwiththeschool
directortofindsolutions.Communicationisnecessarythroughouttheadministrativestructureoftheschoolto
identifyresourcesthatcaneventuallybringoverloadsinoneareabackintoabetterdistributionbetweenthethree
areasofevaluation.
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INSTRUCTIONALWORKLOADFORMULAAND ADJUSTMENTS
MUSIC
TheMusicProgramfollowsNASMguidelinesfordetermininginstructionalworkloads.GuidelinesoftheNASM
Handbookareasfollows:
Lecture/SeminarisbasedonaFullTimeEquivalent(FTE)of12contacthours/weekly.PrivateStudioInstruction
isbasedonanFTEof18contacthours/weekly.Instructionalworkloadsarecalculatedonthesumoftheprorated
categoriesifprofessorsareactiveinbothlecture/seminarandprivatestudioinstruction.Thetwosemestersare
averagedtodeterminetheyear’sload.
Itshouldalsobenotedthatotherfactors,atthediscretionoftheschooldirector,areconsideredinassessing
appropriatereleasetimewithregardtoafacultymember’sworkload.Thesefactorswouldincludeaheavy
research/creativeactivityorservicecomponent,chairingadivision,havingalargenumberofadvisees,and/or
servingthedepartmentinadministrativefunctionssuchasleadadvisor,chairofgraduatestudies,orotherareas
asdefinedbytheschooldirector.
Coursesthataretaughtbymorethanonefacultymember,orcoursesthatuseaGTAtoteachapercentageofclass,
willhavetheFTEreducedaccordingly.
NOTE:KSUfollowsthelecture/seminarformatincalculatingloadsforfacultymembersassignedtodirectmajor
ensembles.TheFTEvalueisbasedonthenumberofrehearsalhours.Thisissignificantbecausethecredithour
valueofensembleclassesistypicallylow(usually1hour).
MusicHistory/Literature/TheoryLoadConsiderations:
CourseslistedinthecatalogintheMusicHistory/Literature/Theoryareaandcarryingcoursenumbersof500or
higherthathaveanenrollmentoftenstudentsorhigherwillhaveonehouraddedtotheprofessor’scontacthour
total.Music714(Orchestration)and801(IntroductiontoGraduateStudies)carrytheone‐hourbonuswithan
enrollmentoffiveorhigherbecausetheyaresotime‐intensive.
Music230,320,and360(Theory2R4)alsohaveonehouraddedtotheircontacthourswhenenrollmentreaches
tenstudentsorhigher.
Professorsofanyofthesecoursesthathaveenrollmentsofthirtystudentsorhighermaynegotiateanadditional
contacthourintotheirloadcalculation.
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THEATREAND DANCE
Facultyattherankofinstructorwhoseprimaryresponsibilityisclassroominstruction,indifferencetoshop
supervisionorshopmanagement,willbeexpectedtocarryatwentyRfourhourteachingloadperacademicyear
beforeadjustments.
Instructorswhoseprimaryresponsibilityisshopsupervisionorshopmanagementarenotrequiredtocarrya
specificteachingload,butarerequired,inconsultationwiththeirimmediatesupervisor,toworkaclearand
consistentschedulebasedontheneedsoftheprogramandschool.
Facultyateachofthethreeprofessorialranksareexpectedtocarryaneighteenhourteachingloadperacademic
yearbeforeadjustments.
Thefollowingactivitieswillbeconsideredforreductionofteachingloads:

Servinginamajorcapacityonanindividualproductionasadirector,designer,technicaldirector,
choreographer,productioncoordinator,ormarketingdirector;

Administeringamajorprogramoftheschool(programdirector,managingdirectorofTheatre,coordinator
ofgraduatestudies,leadadvisor,etc.)
Intheabsenceofmultiplequalifiedinstructorsinanareaofinstruction,facultymustattempttomaintain
minimumofa12credithourloadperacademicyear,regardlessofthenumberofproductioncapacitiesor
administrativeroles.
Insomecasesthismayconstituteanoverloadonthefacultymember;however,withoutthefacultymember
offeringaminimumoftwocourseseachsemesterintheirareaofexpertise,itisimpossibletomaintainandgrow
participationinthearea.
Adjustmentsmustbenegotiatedwiththeschooldirectorandrelevantprogramdirector.Decisionswillbebased
ontheneedsofthefacultymemberrelativetotheprogramandschool.
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MINIMUMPERFORMANCE STANDARDS
MembersoftheSchoolofMusic,Theatre,andDancestrivetopursueexcellenceascreativescholarsand
instructors.Thisendeavornecessitatesadiversityofresponsibilitiesanddutiesforeachfacultymembertothe
program,school,anduniversity;however,regardlessofpositionorrank,eachfacultymemberisexpectedtomeet
thefollowingminimumperformancestandardsineachoftheareasofTeaching,RSCA,Service,andCollegiality:
TEACHING

remainingwellversedandcurrentintheirarea(s)ofinstruction.

beingpresentandpunctualforscheduledclassmeetings;forstudioteachers,providingmake‐uplessonsin
caseoftheteacher’sabsence.

providinggoalsandobjectivesthroughsyllabi,courseoverviews,andotherhandouts.

deliveringclearandconsistentinstructionbaseduponthestatedgoalsandobjectivesgearedtostudent
achievement.

beingaccessibletostudentstoanswerquestions,provideguidance,andfacilitatelearningoutsideofthe
classroom.
Teachingiscentraltothemissionoftheschoolandisthereforeasignificantcriterioninindividualworkloadsand
assignments.Deficienciesinthisareacouldpotentiallybecatastrophictoevaluation.Therefore,specialcareshould
betakentomakesurethattheloadallocationsareasaccurateaspossible.
RSCA

remainingcurrentintheirarea(s)ofinstruction.

maintainingappropriateresearch,scholarship,andcreativeactivityefforts.

articulatinggoalsandobjectivesinaccordancewithschoolpolicyanddemonstratinghowthesegoalsand
objectiveshavebeenrealized.
SERVICE
FacultymembersareexpectedtomakecontributionsinoneormoreofthefollowingareasofnonRdirectedservice:
servicetotheprofession,institution,and/orpublic,asoutlinedinReappointment,Promotion,andTenure
Evaluation.Additionally,facultymembersmust:

contributepositivelytotheprogramandschoolbyattendingfacultymeetings.

acceptappropriatecommitteeassignments.

assistwithappropriateoutreachactivitiesofthedepartment,includingrecruitingnewstudents.
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COLLEGIALITY
Facultymembersshouldmakeagood‐faithefforttoadheretotheschool’sStatementofCollegiality.
CHRONICLOW ACHIEVEMENT
Ifafacultymember’sperformancedoesnotmeetoneormoreoftheschool’sminimumperformancestandards,the
schooldirectorandfacultymembermustdiscussanddocumentthecircumstancesthatledtolowachievementand
developapersonalizedplanforimprovement.SectionC31oftheUniversityHandbookprovidesfurtherdetails
andproceduresregardingchroniclowachievement.
STATEMENTOF COLLEGIALITY
Facultymembersareevaluatedontheirrecordofteaching,RSCA,andservice.Additionally,theywillbeevaluated
ontheirabilitytoparticipateinthelifeoftheschool.
Facultyareexpectedto:







attendandparticipateinfacultymeetings.
usefacilitiesandresourcesinasafeandappropriatemanner.
beavailabletocolleaguesandstudents.
bewillingtoengageinmeaningfulprofessionaldialogue.
respondfavorablytoreasonableassignments.
maintainademeanorthatreflectspositivelyupontheschool.
berespectfulofotherindividuals,divisions,andprogramswithintheschoolwhenschedulingevents.
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