School of Music
P.O. Box 26170
UNC Greensboro
Greensboro, NC 27402-6170
(336) 334-5789 OFFICE
(336) 334-5497 FAX

e-mail: music@uncg.edu

IV. FACULTY

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Search Committees


Search Committees for new junior School of Music faculty are appointed by the Dean; Search Committees for new senior School of Music faculty are appointed by the Provost upon the recommendation of the Dean. Committees normally consist of five members and include at least one faculty member from outside the School of Music. Once the interview process is completed, the Search Committee makes its final recommendation to the Dean. The Dean, in turn, makes his recommendation to the Provost.

Faculty Evaluation in the School of Music


The two most prominent uses of faculty evaluation are for improvement of instruction and for making personnel decisions. Regular and systematic student evaluations of teaching apprise faculty members of their teaching effectiveness as viewed by students.

Students can judge reliably how satisfactory an instructor and course have been for them; they can also reveal useful information concerning the climate of the learning environment as well as their perceptions of the traits and characteristics of the instructor. Student evaluations of teaching are not reliable indicators of what has been learned in a course, whether the course material is cast at the proper level of difficulty, whether course content is up-to-date and adequate to the course objectives, whether the proper amount of material has been covered, or whether the instructor has set and maintained high academic standards.

Colleague appraisals are best suited for evaluation of the instructor through direct peer observation in the classroom (Administrative Memorandum 338 from the U.N.C. General Administration requires some form of direct observation of classroom teaching for all new and non-tenured faculty and for graduate teaching assistants as a part of review procedures), evaluation of course materials, syllabi and exams, and evaluation of the faculty member's contributions to the university's instructional development activities.

All faculty in the School of Music will be evaluated by their students on a regular basis as outlined below.


Annual Review of Faculty

  • Faculty members to be reviewed for promotion, tenure, and reappointment decisions are identified by the Dean and Provost and are referred to the Chair of the School of Music Promotion and Tenure Committee for further information.
  • All full-time and part-time faculty members will be evaluated by students one time annually alternately in the spring and fall. Student evaluations will be administered for each course taught in the semester of evaluation.
  • All faculty are reviewed and evaluated by the Dean annually (in consultation with the Division Chair), both in writing and in an individual conference with the Dean.

Peer Review

Non-tenured faculty members (including instructors and probationary faculty holding tenure-track appointments, as well as part-time faculty on term-limited assignments who are regularly reappointed from one year to the next), and newly hired faculty members (tenured and non-tenured) will be evaluated every other year by another tenured faculty member according to the following guidelines:

    1. The faculty member being evaluated selects a colleague who, with the approval of the Dean, is designated as evaluator.
    2. In consultation with the Dean and appropriate Division Chair, the evaluator will determine what class, ensemble, or lessons will be observed for evaluation purposes.
    3. The colleague being evaluated will provide the evaluator with a one-page statement of personal teaching philosophy, with emphasis on the course being observed, and submit copies of the syllabus, tests, text, and relevant class materials, where appropriate, prior to the first observation.
    4. The observations will focus on the following areas:
      1. Knowledge of the subject matter
      2. Communication of the subject matter
      3. Learning environment
      4. Appraisal of the syllabus, test, text, and relevant class materials, provided, where appropriate, in advance of the first observation.
    5. Following the first of two observations, a written draft of the observation, along with suggestions for improvement implementable prior to the second (final) observation, will be made available to the colleague being evaluated. A copy of this draft will be included with the evaluator's final report.
    6. . Following the second (final) observation, a final written report (including comments on all items in 4.a. through d.) will be given to, and discussed with, the colleague being evaluated. A space will be provided in the report for a response by the colleague being evaluated. The report will be signed by both colleagues, placed in the Promotion & Tenure file of the faculty member being evaluated, and copies will be submitted to the Dean and the appropriate Division Chair.
    7. The Dean will conduct a summative conference with the faculty member being evaluated, and the Division Chair as soon as possible.

Graduate teaching assistants will be evaluated each semester by means of student evaluations and direct observation of supervising teachers.

In the case of the non-tenured faculty member, evaluation materials will be used not only for improvement of teaching, but also for promotion and tenure decisions. The University Promotion and Tenure Committee generally requires summaries of evaluations over a minimum of three years as a part of a candidate's file.

Special cases (determined by the Dean) will be evaluated by division chairs in consultation with other appropriate School of Music faculty. In such a case, a decision as to whether or not standard evaluation materials are to be used will be made by the Dean in consultation with the Division Chair and the faculty member being evaluated.

Evaluation materials for personal use may be requested by any faculty member for any semester. Materials should receive the same processing as mandatory evaluations but do not precipitate a meeting with the Dean and the Division Chair. The faculty member may elect to include the results of voluntary evaluations in his/her reappointment, promotion, and/or tenure file as supplementary materials.

Student Evaluation Procedures

  • Procedures and materials standard to the School of Music will be used.
  • Scheduling for all steps in the evaluation process will be determined at the time the official school calendar is set for the coming year.
  • Notification of student evaluation will be given by the Dean's Office by the end of the first week of the fall term.
  • Administration of Evaluation. A faculty member undergoing student evaluation in the classroom, studio, or performing organization will select a student from within that body to administer evaluation forms. The maintenance of confidentiality will be of prime concern throughout the evaluation process.
  • Instructor's Class Profile Form (Optional). So a faculty member may have an opportunity to make comments concerning a class, an Instructor's Class Profile Form may be submitted immediately after the term in which the evaluations have taken place.
  • Return of Materials. All materials will be returned to the Assistant to the Dean; answer sheets will then be processed by a data analyst appointed by the Dean.
  • After all forms have been processed, printouts, answer sheets, and other evaluation materials will be sent to the Dean's Office. Printouts and transcribed student comments are kept on file indefinitely. They will be available for use in a conference with the Dean and appropriate Division Chair as outlined below. Answer sheets will be destroyed following the conference.
  • Transcripts of student evaluations will be reviewed by the appropriate Division Chair and the Dean and then made available to the faculty member being evaluated for review prior to the yearly evaluation conference with the Dean. In cases where the number of evaluations is so small that anonymity would be compromised, evaluations will not be available to faculty. Instead, the Division Chair and Dean will provide a verbal summary of the contents at the conference with the faculty member.

Colleague Evaluations

Faculty will have their teaching, research/creative activity, and service evaluated by colleagues as follows:

  • First-term, tenure-track Assistant Professors - annually in alternate semesters until reappointment.
  • Faculty members from whom an evaluation of a colleague is requested will, with the permission of that colleague, be afforded confidential access to the colleague's yearly reports filed since his/her last colleague evaluation.

Associate Dean Evaluation

The Associate Dean will be evaluated by the Dean every three years.

Division Chair Evaluations

Division Chairs will be evaluated by the Dean on a rotating basis every three years.

Salary Increments

The State Legislature normally appropriates funds for merit salary increments each year. The Dean, in consultation with Division Chairs, makes salary increment recommendations to the Provost.

Outstanding Teaching Awards

Criteria:

  • Outstanding facilitation of student learning through the promotion of critical thinking and problem-solving skills
  • Outstanding success in guiding and facilitating student development and accomplishment
  • Consistent success in making complex ideas and concepts understandable and meaningful to students
  • The establishment and maintenance of high academic standards

Procedures:

  • The procedures are the responsibility of the Outstanding Teaching Committee. This diverse committee will be chaired by a continuing committee members and will consist of two tenured faculty, one untenured faculty, one undergraduate student, and one graduate student. Faculty members will include the past two winners plus a third member to balance the tenured/untenured criterion.
  • Nominations may be made by students or faculty. Self-nominations will not be accepted. Each nomination must contain two supporting signatures (student signatures, in the case of a student nomination and faculty signatures for a faculty nomination).
  • A faculty member receiving the award will be ineligible for re-nomination for five years.
  • The committee will inform faculty members who have been nominated and ask them to supply the following:
    1. A one page statement of personal teaching philosophy
    2. Copies of course syllabi from the current academic year
    3. Student evaluations from the past three years*
    4. Peer evaluations from the past three years including the Division Chairman, when appropriate*
    5. A current resume
    6. Names of three colleagues and three former students from whom the committee may request letters of support

      *(will not be seen by student members)

  • The committee may also collect additional data on each finalist's teaching effectiveness including videotaping of classes, direct observation by committee members, and telephone surveys of alumni and of students currently enrolled in the instructor's classes.
  • Each winner will receive an automatic nomination from the School of Music for the following year's Alumni Teaching Excellence Award.
  • The file of each nominee who is not selected will, with the nominee's permission, remain open the following year. The nominee will be afforded the opportunity to update the file.


Promotion and Tenure

General Criteria for Appointments, Promotion and Tenure

These criteria are to be used in conjunction with the following documents to be found in the Appendix to the Handbook for Faculty:

  1. Regulations on Academic Freedom, Tenure, and Due Process of UNCG (Section III).
  2. University Promotions and Tenure Guidelines.
  3. University-Wide Evaluation Guidelines for Promotions and Tenure

The School of Music Criteria are advisory only and do not carry legal stature within the University. These Criteria serve as guidelines for deliberation by the Promotion and Tenure Committee of the School of Music. Each faculty member is to have a copy of these Criteria, and each faculty member should also study carefully the appropriate sections of the Handbook for Faculty

Guidelines:

    1. Recommendations for promotion and/or tenure will be based on demonstrated evidence indicating that the nominee has the qualities which will provide promotion in rank under normal conditions. The potential for continuous growth and the qualities indicated for each of the ranks should be present prior to the first recommendation relating to promotion and/or tenure.
    2. Each nominee will be evaluated in terms of superiority, or equality, to a person with similar qualifications, competencies and responsibilities who could be obtained through a national search.
    3. Nominees will be considered in terms of direction and need of the University and the School of Music. Competence and special fields of expertise should be related to the goals and objectives of the University and the School of Music.

Criteria for Promotion and Tenure

The effective recruitment and retention of students are viewed as extremely important components and essential concerns for all members of the faculty. While some faculty may be more directly involved in active recruiting than others, the overall welfare of the School dictates that all faculty seize every opportunity to ensure the recruitment and retention of as strong a student body as possible. While methods, procedures, and circumstances may vary with the area of specialization, activities which are in the broadest sense considered as recruitment should be visible. These activities may include the following:

    1. Public performances on and off campus.
    2. Clinics, on and off campus.
    3. Private teaching
    4. Affiliation with professional organizations (local, state and national)
    5. Public lectures, presentation of papers, etc.
  1. Teaching: The School of Music affirms the primacy of teaching and learning in accordance with the UNCG Mission Statement. Judgments concerning the extent to which stated criteria have been met in individual cases will be derived from several sources of information. These sources will include (1) actual performance (in the broadest sense) of music students; (2) results of the objective evaluation data collected by the School of Music; (3) Subjective observation of the teacher as a personality and as a musician by his peers.

  2. Professional attainment: To be evaluated according to quantity and especially quality of productivity as follows:
    1. For the teacher of performance studies:
      1. Significant public performance*
      2. Involvement in activities which demonstrate teaching skills, participation and leadership in workshops, seminars, conferences, contributions to professional journals.
    2. For the conductor (including the Director of Operas):
      1. Guest conducting appearances.
      2. Participation, in and especially preparation of, performances or papers for professional societies.
      3. Adjudication at other than a purely local level.
      4. Publication of editions.
      5. Since such professional musicians as conductors and opera directors cannot demonstrate professional expertise or professional development without other musicians to conduct or direct, significant local performances with university student groups should be included in an evaluation.
    3. For the teacher of theory-composition:
      1. Publication of compositions and editions.
      2. Commissioning and performances of compositions, both on and off campus.
      3. Involvement with activities seeking to advance the teaching of theory and composition.
      4. Publication of articles, reviews, books.
    4. For the teacher of music history and literature:
      1. Publication of articles, reviews, books and scholarly editions.
      2. Participation in, and especially presentation of papers for, scholarly societies.
      3. Appearances as guest lecturer, seminar leader on the college and university level.
      4. Publications of journalistic nature.
    5. For the teacher of music education:
      1. Publication of books, articles, reviews.
      2. Participation in, especially presentation of papers for, scholarly societies.
      3. Involvement with workshops, conferences, seminars and convention sessions designed to upgrade and update teaching skills.

        *The "significance" of public performances, like that of the kinds of public exposure described in later sections, will be evaluated on the basis of location, nature of the audience, quality, quantity, and critical review (if any). For the performance studies teacher, such public performance might include (1) recital appearances either as soloist or as a member of a chamber ensemble; (2) guest solo appearances; (3) participation in professional performing ensembles.
  3. Leadership and Service:

    Because of the visibility the School of Music seeks to maintain in the state, region, and nation the service component (especially as performance to the profession at large) is probably more significant in evaluating junior faculty members in the School of Music than it might be in other areas of the University. Of prime importance is service within professional organizations. Music faculty members are expected to participate in appropriate groups and to attend their meetings. Music faculty members are also encouraged to hold office in such organizations to assist in the presentation of programs, to serve as adjudicators, and to be active in other appropriate ways. Of equal importance is professional service through guest appearances, clinics, etc., in public schools and on other campuses.

    Of secondary importance is service to local groups, campus and school communities. While encouraged to participate in these kinds of activities, members of the music faculty should keep them in a proper perspective. Where such service results in significant performance opportunities or opportunities to develop and demonstrate leadership skills, it may be an important component in evaluation.

Special Criteria

The doctor's degree has been given increasing significance at UNCG. Timely completion of a doctorate in progress should be given first priority among those activities associated with professional development.

Should a faculty member request promotion and/or tenure without the doctorate, evaluations will be made in light of the above stated criteria as well as the following:

  1. For a performance studies teacher: advanced study, professional performing experience as soloist, as orchestral musician, or as chamber performer, significant prizes and awards.
  2. For a conductor: advanced study, professional performing experience as a conductor or as a member of ensembles under distinguished conductors, significant prizes and awards.
  3. For a composer: advanced study with a recognized composer, a distinguished record of commissions and performances, significant awards and prizes.
  4. For a specialist in undergraduate music education: a distinguished record of outstanding experience as a public school teacher and wide recognition (state, regional, national) as a music educator, significant honors and awards.
  5. For a theorist and musicologist: a distinguished record of significant publications, public lectures at distinguished universities, nationally and internationally renowned, significant awards and prizes.

Criteria for Promotion to Specific Ranks and Conferral of Permanent Tenure

  1. Reappointment as Assistant Professor

    Assistant Professors are normally appointed initially to a term of four years and reviewed in the third year for reappointment to a second term of three years as Assistant Professor.

    Criteria:

      1. Teaching

        The candidate demonstrates teaching competence and a commitment to teaching. The candidate shows promise of making significant contributions to teaching as broadly defined in Part I of this document.

      2. Scholarship or Creative Achievement

        The candidate shows evidence of success in creative activity or scholarship and promise of continuing development.

      3. Service

        The candidate has made satisfactory service contributions.

      4. Promise

        The candidate shows promise of satisfying the criteria for promotion to Associate Professor and conferral of permanent tenure.
  2. Promotion of an Assistant Professor to Associate Professor with permanent tenure.

    Application and Time in Rank:

    Assistant Professors are normally reviewed for promotion to Associate Professor with permanent tenure in their sixth year of employment (the second year of their second term of employment as Assistant Professor).

    Criteria:

      1. Teaching

        The candidate's record demonstrates substantial commitment to and effectiveness in teaching, as defined in Part I of this document.

      2. Scholarship or Creative Achievement

        The candidate's record shows evidence of creative or scholarly accomplishments, in accordance with the norms and expectations of the field. High quality, originality, and significance of contribution are more important than either volume or the particular type of creativity/scholarship represented.

      3. Service

        The candidate demonstrates a commitment to university and professional citizenship and has made satisfactory service contributions, as defined in Part I of this document.

      4. Promise

        The candidate shows tangible promise of achieving a level of distinction that will lead to promotion to the rank of Professor.
  3. Promotion of an Associate Professor to the rank of Professor

    Individuals whose initial appointment has been as Associate Professor without permanent tenure are appointed for an initial term of five years and reviewed for conferral of permanent tenure or promotion with tenure during the fourth year of appointment.

    Promotion to the rank of Professor is based upon achievement, distinction, and the impact of one's contributions, not duration of employment. Although an Associate Professor may be recommended for promotion at any time, time in rank may be a salient consideration to the extent that the impact of certain contributions accumulates and gathers force over time. An individual's aggregate contributions over a period of time may yield a level of achievement or recognition that might not be accorded to any of them individually considered.


    Criteria:

      1. Teaching

        The candidate's record demonstrates continuous commitment to and effectiveness in teaching, as defined in Part I of this document.
      2. Scholarship or Creative Achievement

        The candidate's record shows clear and continuous evidence of scholarly or creative accomplishments as defined in Part I of this document.
      3. Service

        The candidate has made important service contributions to the School, University, profession, and/or community, and has generally performed in a role of leadership.
      4. Professional Attainment

        The candidate has achieved distinction and recognition for outstanding performance and achievement in one or more areas of professional activity. While the particular configuration of any individual's contributions will always be unique, it is nevertheless possible to anticipate recognizable paradigms or profiles of outstanding achievement worthy of consideration for promotion to the rank of professor. These are enumerated below, with the understanding that alternate profiles, or alternate combinations of the features contained within them, may emerge in individual cases:
        1. The Creative Activity or Research Profile

          A record of outstanding achievement in this area is most clearly marked by attainment of a substantial national or international reputation in a creative or scholarly field. The candidate will have produced significant works of creative activity or scholarship in the form of performances, compositions, books, and/or juried articles; and the positive reception and impact of these works will be confirmed by reviews, awards, citations, or other forms of creative or scholarly recognition. The candidate will be judged to have made a significant impact upon a creative or scholarly field, and this judgment will be confirmed by the testimony of qualified impartial reviewers.

        2. The Applied Research or Creative Activity/Professional Service Profile

          A record of outstanding achievement in this area is likely to involve numerous articulations of applied scholarship in a variety of settings, resulting in a strong cumulative impact over a period of time. The tangible scholarly products of such efforts may take such forms as commissioned research reports, articles in the popular or regional press, and editorial, curatorial, or community education projects; and the result for the individual candidate may be a reputation that is local and regional rather than national or international in scope. This work may result in the establishment of programs which integrate research with service to the community. It may also involve the establishment and management of academic programs within the University, or of faculty development, student development, or operations that are adjunct to academic programs.

          In any particular circumstance, the candidate's portfolio will contain a) activities that are demonstrable extensions or applications of scholarship; b) activities that further the teaching and research mission of the School; and c) multiple contributions whose quality and impact are well-testified by appropriate individuals in the field. The candidate will be judged to have made a significant impact upon practice or policy in an area of importance through the work of applied scholarship.

        3. The Distinguished Teaching Profile

          A record of outstanding achievement in this area will reveal not only effective and inspiring performance in the classroom or laboratory but also a strong connection of teaching to scholarship, involving contributions in a variety of areas: These may include curriculum design and program development, directing research projects, participating in workshops and institutes, participation in interdisciplinary programs, developing instructional technology and innovative pedagogies, and authoring instructional materials. The tangible products of such efforts will often take the form of textbooks, manuals, software and other course materials, articles on pedagogy or curriculum design, and reports based on program grants and contracts devoted to developing and disseminating innovative pedagogies. The quality and impact of such efforts, as well as the quality and impact of the candidate's teaching performance, will be well documented and confirmed by the reviews of appropriate individuals in the field. The candidate will be judged to have a made strong cumulative contribution to the teaching mission of the university and to teaching in the candidate's field.

Procedures for Reappointment, Promotion and Tenure:

  1. Faculty members being considered for reappointment, promotion and/or tenure meet with the Dean early the semester such consideration begins in order to confirm their responsibilities in the process.
  2. Such faculty members are responsible for establishing review files by a date established early in the semester. Such files should contain a "Promotion and Tenure Form" (available from the music office) with appropriate sections filled out by the candidate with the assistance of his/her division chair. Guidelines for preparing review files are as follows.

    For Reappointment
    1. Obtain at least three letters of recommendation from colleagues within the School of Music or from other schools and departments in the university. Additional letters, either from colleagues or persons outside UNCG, may also be solicited.
    2. Submit evaluations of teaching as follows: (1) colleague forms, and (2) student forms (classroom, ensemble, performance studies). Given three or more years of service, at least three sets of evaluations from three years immediately preceding consideration for reappointment should be included. If desired, faculty member may choose to be evaluated for both semesters in any given year beyond the one evaluation required.
    3. Prepare supplementary materials as appropriate: (1) course syllabi--a representative sampling, preferably recent examples; (2) programs and related materials from concerts, recitals, and conference presentations (photocopies of relevant pages from a conference booklet are acceptable in lieu of the original document); (3) significant reviews of creative or scholarly work; (4) publications.

    Note: Any materials which predate the applicant's appointment to UNCG should be clearly indicated.

    For Promotion and/or Tenure

    1. Obtain at least eight letters of recommendation from colleagues, four from UNCG and four from outside sources. The outside letters should come from leaders in the field, from persons in well-respected schools and/or recognized positions of leadership; include biographical sketches (printed, if available) of each reference. Letters from alumni may be solicited at the discretion of the applicant.
    2. Submit evaluations of teaching as follows: (1) student forms covering a minimum of three years (2) peer review forms and (3) Division Chair forms, if applicable.
    3. Submit supplementary materials as appropriate (see section C under "Reappointment").
  3. Files will be confidentially reviewed by the School of Music Promotion and Tenure Committee, the candidate's division chair making the initial presentation. The Promotion and Tenure Committee reviews the candidate's file, discusses the case, and votes (1) on the overall recommendation. In separate meetings, (1) the tenured faculty above the rank of the candidate being considered review a candidate's file, discuss his suitability for tenure and vote on tenure and (2) the Division Chair and elected representative of each Division invite members of that division to meet individually with the two of them to discuss candidates for reappointment, appointment or tenure from that division; summarized results of these meetings will be shared with the Promotion and Tenure Committee prior to their votes.
  4. The Chair of the Promotion and Tenure Committee summarizes both the majority and minority viewpoints of the Promotion and Tenure Committee and forwards its recommendations, including tabulated votes, to the Dean.
  5. The Dean reviews all pertinent material and informs the Promotion and Tenure Committee of his recommendation. In cases of a positive tenure recommendation (e.g., a majority of positive votes or a tied vote) by the School of Music Promotion and Tenure Committee, the tenured faculty above the rank of the candidate being considered, and the Dean, a completed "Promotion and Tenure Form" along with the review file is forwarded to the Office of Provost for review by the Provost and the Chancellor. In cases of a mixed positive/negative recommendation, materials are forwarded to the Office of the Provost for review by the University Promotion and Tenure Committee, the Provost and the Chancellor. In cases of a majority of negative votes by the tenured faculty above the rank of the candidate being considered and the Dean, materials are not advanced to additional levels of review.
  6. The Chancellor informs the candidate of his decision regarding promotion and/or tenure. The Provost informs the candidate of the decision regarding reappointment.

Post-tenure Review

The School of Music implements UNCG's Post-Tenure Review Policy in the following manner:

  1. Wach year, the Dean informs approximately 20% of the tenured School of Music faculty members with the longest accrued time since their last formal evaluation for appointment, promotion, and/or tenure that they will undergo cumulative reviews during the current academic year.
  2. A Significant Peer Review Committee consisting of the School's five Division Chairs conducts the cumulative reviews. It reviews annual reports and evaluations from the previous five years as well as the faculty members' current objectives. It also reviews any additional material submitted by the faculty members in response to the Dean's invitation. The Committee employs the same criteria operative in evaluating music candidates for promotion and tenure.
  3. The Significant Peer Review Committee submits to the Dean an end of year report including a recommended ranking for each reviewed faculty member. The Dean summarizes the Committee's report for the reviewed faculty member and informs him/her of the Committee's ranking. The Dean then informs the reviewed faculty member of the Dean's own conclusions and ranking.


Responsibilities

School of Music Teaching Load Calculation

Assignment Normal Load Creadit

24 = Full Load

1. 3-credit-hour lecture course (maximum 3 preparations/semester)
8
2. 2-contact-hour performance class 3 or methods/laboratory course 3
3. Performance lesson 1.33
4. Performance repertory class 1.33
5. Small chamber or jazz ensemble coaching 1.33
6. Directed ensembles (load calculated at 2 x contact hours ) 3-8
7. Student teaching supervision (minimum 5 visitations 2 per student per semester) 2
8. Faculty ensembles: Piano Trio, EastWind Quintet, Market Street Brass 3 (4 for leader)
9. Division chair 6
10. Area coordinator (instrumental and CHT Divisions) 1.33
11. M.M. thesis or D.M.A. document advising (2-semester limit, students must be registered for thesis or document) 1.33
12. PhD dissertation advising  

Student registered for MUS799

 1.33 per 3 hours

Student registered for MUS800 and actively working on project

 .67
13. IDS and other special assignments at the discretion of the Dean

Class size adjustment to normal load credits for 3-credit-hour lecture courses.

100-400 level: below 10 multiply normal load credit by .8
  10-25 normal load credit
  above 25 multiply normal load credit by 1.2
     
500-level courses and above: below 5 multiply normal load credit by .8
  5-10 normal load credit
  above 10 multiply normal load credit by 1.2

Load credit for courses which do not fit into the above categories will be established using principles of this document as a guide.

Other Expectations

  • Faculty members are expected to meet classes as scheduled. The Dean should be notified in advance of any projected class schedule changes and any anticipated absence from teaching duties (Appendix B); in addition, the music office should be promptly notified of any unanticipated class absences caused by illness, etc. Faculty scheduling special rehearsals, make-up lessons, etc. should make every attempt to avoid conflicts with other regularly scheduled activities.
  • Students' preferences for specific instructors should be taken into consideration whenever possible. It is assumed that make-up lessons will be scheduled at times mutually satisfactory to teachers and students.
  • All faculty are encouraged to attend weekly School of Music Convocations on Wednesdays at 4:00 p.m. in the Recital Hall; no other activities (e.g. lessons, rehearsals, etc.) should be scheduled during this hour. In addition, faculty members are expected to demonstrate support for the School of Music through regular attendance at official recitals.
  • In addition to teaching and research/creative activity, faculty service carries with it the responsibility to participate in the governance of the School through committee service and participation in School of Music faculty meetings. Faculty are expected to hold office hours and serve on graduate advisory committees.
  • Repertoire classes are normally required for students and must be taken into account when making out class schedules. Graduate students may, however, be excused from attendance at the discretion of the performance studies teacher.

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and was last updated on Monday, 20-Oct-2003 10:48:53 EDT