RUL 05.67.412 – Department of Music Subsequent Contract and Promotion Standards and Procedures

Authority: Executive Vice Chancellor and Provost

History: First Issued: May 3, 2011. Last Revised: September 30, 2013.

Related Policies:
NCSU REG05.20.27 – Statements of Mutual Expectations
NCSU REG05.20.34 – Non-Tenure Track Faculty Ranks and Appointments
NCSU RULE 05.67.12 Division of Academic and Student Affairs Reappointment and Promotion

Additional References: 
Office of the Provost RPT Website

Music Jury Expectations

Contact Info:  Department Head (919-515-2981)


  1. INTRODUCTION

1.1 Receiving a subsequent appointment (contract) or promotion in the Music Department is recognition for faculty members who have achieved sufficient distinction and show promise of continuing to demonstrate distinction.  This rule sets forth what constitutes distinction and standards for evaluating performance in the areas of faculty responsibility as set forth in the faculty member’s Statement of Mutual Expectations.

1.2 This rule supplements NCSU REG05.20.34 – Non-Tenure Track Faculty Ranks and Appointments and NCSU DASA RULE 05.67.12 Division of Academic and Student Affairs Reappointment and Promotion.  To the extent of any inconsistency, the university regulation controls and DASA rules apply.

  1. AREAS OF FACULTY RESPONSIBILITY

2.1  Faculty in the Music Department are expected to partition their time to a combination of teaching, research, creative activity, extension and engagement, and service as specified in their Statement of Mutual Expectations.

  1. GENERAL STANDARDS

3.1 The Music Department is committed to the encouragement of excellence in its faculty. To this end, it is essential to recognize and reward meritorious faculty accomplishment. Each area is essential to the development and operation of an outstanding department. Faculty members are expected to develop their professional careers in a manner consistent with their individual talents, interests and goals, and department needs, as described in their Statement of Mutual Expectations.  However, it is recognized that faculty members should work foremost with university students in the classroom, as conductors in their university-based ensembles, and in private lessons.

3.2 The Music Department defines teaching as encompassing instruction in traditional academic courses, ensemble conducting, applied music classes, and individual applied music lessons.

  1. NON-TENURE TRACK RANK AND TITLES

4.1 Non-tenure track Teaching faculty with professorial rank. (See NCSU REG05.20.34 – Non Tenure Track Faculty Ranks and Appointments.)

4.1.1 Full-time non-tenure track faculty with professorial rank are appointed with the expectation that they may be promoted to higher faculty ranks.

4.1.2 Part-time non-tenure track faculty who have the qualifications for rank described in Section 5 may be appointed with the appropriate professorial rank.  Part-time faculty with professorial rank are not eligible for promotion.

4.1.3 Faculty in the Music Department who hold non-tenure track professorial rank of Assistant Professor, Associate Professor or Professor shall carry the modifier “Teaching,” which may only be used to modify professorial rank.  Teaching faculty is a full-time (>.75 FTE) or part-time (<.75 FTE) contract with a principal responsibility in teaching.

4.2 Lecturer

Lecturers are appointed with primarily instructional responsibilities and are defined as a full-time (>0.75 FTE) or part-time (<.75 FTE) contract held by a person employed by NC State meeting the qualifications for Lecturers in Section 5.2 of NCSU REG05.20.34 – Non-Tenure Track Faculty Ranks and Appointments

  1. QUALIFICATIONS FOR NON-TENURE TRACK APPOINTMENTS

In addition to qualifications required for academic rank, NC State has published guidelines for the credentials required for faculty teaching at all course levels.  For faculty who teach, departments must have documentation that each faculty member is qualified to teach the course, either based on degrees attained or alternative credentials. For these guidelines and instructions on how to document credentials, see “Documenting Compliance with SACS and University Qualifications for Teaching Assignments” on the Office of the Provost website and NCSU REG 05.20.40 – Instructor Qualifications.

  1. TERMS FOR INITIAL AND SUBSEQUENT CONTRACTS

6.1 Non-tenure track faculty appointed as Lecturers or Teaching faculty receive fixed term contracts that may not exceed five (5) years. Subsequent contracts, with terms of service not to exceed five (5) years, may be awarded.

6.2 The specified term of the contract constitutes full and timely notice of the expiration date as specified under the terms of Sections 604C610, and 611 of The Code. However, as a courtesy, departments may provide notice to faculty on multiple-year contracts similar to that provided to EHRA Professionals, e.g., 1) during the first year of service, not less than 30 days notice prior to discontinuation of employment; 2) during the second and third years of service, not less than 60 days notice prior to discontinuation of employment; and 3) during the fourth and all subsequent years of service, not less than 90 days notice prior to discontinuation of employment.

6.3 Appointment or contract letters for non-tenure track faculty members will address:

(a) the type of appointment

(b) beginning/end dates (if applicable)

(c) rank

(d) FTE

(e) annual salary (if applicable)

(f) assigned duties

(g) provisions for annual performance review

In addition, any sick leave and annual leave entitlement and any contingency due to source of funds will be included in the contract.

6.4. Evaluation of work done before a faculty member came to NC State:  The merit of the faculty member’s performance rather than time in rank is the basic standard for all recommendations for reappointment and promotion. Work from previous institutions will be considered that compliments and aligns with the faculty member’s program at NC State.

  1. STANDARDS FOR SUBSEQUENT APPOINTMENT AS LECTURER

7.1. Subsequent appointment to the rank of Lecturer is for a one to three-year term, with annual written reviews during contract period (refer to NCSU REG 05.20.03Annual Reviews of Faculty Members).  Performance review(s) will result in:

  • Eligibility for subsequent appointment as lecturer for a one to three-year term, or
  • Eligibility for subsequent appointment as lecturer at a lesser contract length, or
  • Termination due to contract expiration

7.2. The evaluation process focuses on the candidate’s performance in the areas of faculty responsibility as defined in each candidate’s Statement of Mutual Expectations.

7.3 Current faculty at rank of Lecturer who wish to be considered for promotion to Senior Lecturer or appointment to Teaching Assistant Professor shall submit a letter of intent and curriculum vita to the department head to initiate the process, which is described in Section 10 of REG05.20.34 Non-Tenure Track Faculty Ranks and Appointments.

7.4 For decisions for promotion to Senior Lecturer, the VC and Dean’s decision is final.

  1. STANDARDS FOR SUBSEQUENT APPOINTMENT AS TEACHING ASSISTANT PROFESSOR

8.1. Subsequent appointment to the rank of Teaching Assistant Professor is for a three-year term, with annual written reviews during contract period (refer toNCSU REG 05.20.03Annual Reviews of Faculty Members). Performance reviews during the initial three-year term may result in eligibility for subsequent appointment at the teaching assistant professor level for a second three-year term. Performance reviews during the second three-year term will result in:

  • Eligibility for promotion to the rank of teaching associate professor, or
  • Eligibility for subsequent appointment as teaching assistant professor or lecturer, or
  • Termination due to contract expiration.

8.2 Teaching and Mentoring of Undergraduate and/or Graduate Students

8.2.1  Faculty member must demonstrate the following:

  • thorough understanding of the relevant musical discipline
  • teaching competence
  • commitment to teaching
  • ability to communicate effectively with students
  • willingness to take an active role in discussions regarding curriculum and program development
  • commitment to individual development as a teacher, through consultation with other faculty and/or attendance at music teaching conferences and teaching-related workshops

8.2.2  Faculty member must provide evidence of:

  • the ability to organize course content, materials, and presentations to achieve effective teaching
  • the ability to create a learning environment that challenges, encourages and stimulates student learning
  • the ability to maintain a level of student performance consistent with the Music Department’s Music Jury Expectations, available from the Assistant Director, and the degree program.
  • evidence of teaching effectiveness may include (but is not limited to): course syllabi, peer review, participation in teaching workshops, documentation of student performance, self-evaluations, and student evaluations

8.3Scholarship (Research and/or Creative Activity)

8.3.1  Non-performance/ensemble faculty member must demonstrate:

  • significant and developing research in their area of specialization
  • show potential for continuing success and development
  • performance/ensemble faculty may also demonstrate research to compliment performance activities

8.3.2 Evidence of research may include (but is not limited to):

  • articles accepted for publication in scholarly journals
  • scholarly papers presented at professional meetings
  • guest lectures
  • grant awards
  • musical compositions or arrangements
  • program annotations or reviews
  • awards and honors

8.3.3 Performance/ensemble faculty member must demonstrate:

  • demonstrated ability to build, organize, and sustain an ensemble program
  • demonstrated technical proficiency and ability to communicate musical ideas in a variety of performance situations, e.g., solo/chamber/large ensembles
  • evidence of continuing growth as a performer through ensemble and/or solo recital performances

8.3.4 Evidence of creative achievement may include (but is not limited to):

  • public performances
  • ensemble conducting
  • guest lectures
  • recitals
  • performance workshops
  • master classes and clinics
  • invited guest conducting
  • professional recordings
  • awards and honors
  • arts grants

8.4 Extension and Engagement with Constituencies outside the University

8.4.1  Faculty member must show evidence by:

  • creating performance opportunities for students on and off campus
  • active participation in professional societies

8.5 Service and Engagement within the University Itself

8.5.1 Faculty member must demonstrate:

  • participation in student auditions and juries
  • a willingness to serve the Music Department through participation in department committees
  • an ability to fulfill administrative duties relating to their teaching
  • willingness to serve on committees within the university
  • helping in student recruitment
  1. STANDARDS FOR SUBSEQUENT APPPOINMENT OR PROMOTION TO TEACHING ASSOCIATE PROFESSOR

9.1. Subsequent appointment or promotion to the rank of Teaching Associate Professor is for a four-year term, with annual written reviews during contract period (refer to NCSU REG 05.20.03Annual Reviews of Faculty Members). Performance reviews will result in:

  • Eligibility for promotion to the rank of Teaching Professor, or
  • Eligibility for subsequent appointment as Teaching Associate Professor or Teaching Assistant Professor, or
  • Termination due to contract expiration.

9.2 Teaching and Mentoring of Undergraduate and/or Graduate Students

9.2.1Faculty member must demonstrate the following:

  • achievement and maintenance of a high level of teaching effectiveness
  • advanced and comprehensive understanding of the relevant musical discipline
  • commitment to professional development as a teacher
  • high degree of skill in creating learning environments suited to their course subject matter and goals
  • leadership in the enhancement of teaching effectiveness
  • high overall ratings from peer and student evaluations
  • commitment to promoting the excellence of the department as teacher, performer, composer, or researcher through such activities as attendance at music teaching conferences and other teaching related workshops

9.2.2 Teaching effectiveness may be demonstrated by (but is not limited to):

  • course syllabi and materials
  • peer review
  • documentation of student performance
  • student evaluations

9.3 Scholarship (Research and/or Creative Activity)

9.3.1 Non-performance/ensemble faculty member must demonstrate:

  • productive record of research in areas of specialization
  • evidence of regional and/or national recognition in scholarly field through publications and presentations
  • performance/ensemble faculty may also demonstrate research to compliment performance activities

9.3.2 Evidence of research may include (but is not limited to):

  • journal articles
  • conference presentations and publications
  • monographs
  • book chapters in preparation
  • music software
  • educational videos
  • honors and awards
  • critical reviews and other forms of recognition on at least a regional level

9.3.3 Performance/ensemble faculty member must demonstrate:

  • demonstrated success in building, organizing, and sustaining an ensemble program
  • demonstrated technical and distinguished ability to communicate musical ideas in a variety of performance settings
  • advanced achievement as a performer through ensemble and/or solo performances

9.3.4 Evidence of creative achievement may include (but is not limited to):

  • performance experience equivalent to holding a seat in a professional orchestra
  • solo recitals
  • chamber music concerts
  • ensemble conducting
  • performances as member of/soloist with regional or higher professional organization
  • release of recordings
  • published or unpublished compositions and/or arrangements

9.4 Extension and Engagement with Constituencies outside the University

9.4.1 Faculty member must show evidence by:

  • participating in community programs and activities directly related to the music profession
  • holding state or regional office in professional music organizations

9.5 Service and Engagement within the University Itself

9.5.1 Faculty member must demonstrate:

  • participation in student auditions and juries
  • solid record of service to the Music Department through participation in department committees
  • an ability to fulfill administrative duties relating to their teaching
  • record of service to the university
  • leadership in student recruitment
  1. STANDARDS FOR SUBSEQUENT APPOINTMENT OR PROMOTION TO TEACHING PROFESSOR

10.1. Subsequent appointment or promotion to the rank of Teaching Professor is for a five-year term. Performance reviews during contract period (refer toNCSU REG 05.20.03Annual Reviews of Faculty Members) result in:

  • Eligibility for subsequent appointment at the rank of Teaching Professor, or
  • Eligibility for subsequent appointment as Teaching Associate Professor at a lesser contract length, or
  • Termination due to contract expiration.

10.2 Teaching and Mentoring of Undergraduate and/or Graduate Students

10.2.1 Faculty member must have excelled in teaching above the level of Teaching Associate Professor demonstrated by the following:

  • innovative new courses
  • new approaches to teaching recognized on a regional or national level
  • innovation in pedagogy
  • innovation in curriculum design or teaching methods recognized on a regional and national level
  • creator of textbooks, instructional materials, and publications on teaching
  • director of research projects
  • leader in interdisciplinary programs and instructional technology

10.2.2 Evidence of teaching effectiveness may include (but is not limited to):

  • course syllabi
  • peer review
  • participation in teaching workshops
  • documentation of student performance
  • self-evaluations, and student evaluations

10.3 Scholarship (Research and/or Creative Artistry)

10.3.1 Non-performance/ensemble faculty member must demonstrate:

  • distinguished record of publication of research papers, articles in journals in their specific field of specialization recognized to make an impact on a national level
  • high quality, significant presentations in their field of specialization regionally and nationally
  • contributions as a consultant, advisor, and/or editor in a professional capacity
  • performance/ensemble faculty may also demonstrate research to compliment performance activities

10.3.2 Evidence of research includes (but is not limited to):

  • books
  • book chapters
  • monographs
  • articles in edited volumes and scholarly journals
  • scholarly papers at professional meetings
  • guest lectures
  • keynote speeches
  • grant awards
  • musical compositions or arrangement
  • program annotations
  • reviews
  • awards and honors

10.3.3 Performance/ensemble faculty must demonstrate:

  • demonstrated success in building, organizing, and sustaining a notable ensemble program
  • extensive performances demonstrating scholarly expertise as well as technical proficiency in their area of specialization that will make an impact on a national level
  • performances, i.e., solo recitals, composition recitals of the faculty member’s own work, chamber music concerts
  • distinguished recognition as a performer, composer, music educator, conductor at the state, regional and national level

10.3.4 Evidence of creative achievement may include (but is not limited to):

  • public performances
  • ensemble conducting
  • lecture-recitals
  • performance workshops
  • master classes and clinics
  • invited guest conducting
  • professional recordings
  • awards and honors
  • arts grants

10.4 Extension and Engagement with Constituencies outside the University

  • Faculty member must:
  • hold regional, national and/or international offices in professional organizations
  • membership on advisory boards or civic committees
  • accomplishments that have resulted in the establishment of programs within the university and/or the community

10.5  Service and Engagement within the University Itself

  • participation in student auditions and juries
  • Faculty member must have a record of leadership in university affairs
  1. PROCEDURES FOR PROMOTION

11.1  University procedures specific to the University College in the Division of Academic and Student Affairs (DASA) as described in NCSU POL05.20.01 – Appointment, Reappointment, Promotion and Permanent Tenure and NCSU REG05.20.34 – Non-Tenure Track Faculty Ranks and Appointments and in the Division of Academic and Student Affairs Promotion Standards and Procedures (Rule05.67.12) will be followed.

11.2 Promotion Dossier

Each promotion is initiated by the Department Head. Documentation shall be assembled by the candidate in consultation with the Department Head. Dossier instructions follow the format stipulated in NCSU REG05.20.20 – RPT Dossier Format Requirements and NCSU REG05.20.34 – Non-Tenure Track Faculty Ranks and Appointments

11.3 Dossier Section VII. EXTERNAL EVALUATIONS

University College does not require external evaluations for non-tenure track promotions to the rank of Teaching Assistant Professor and Teaching Associate Professor.  External evaluations for non-tenure track teaching promotions are required only for promotion to the rank of Teaching Professor.

  1. CONSULTATION

12.1. In the case of an initial appointment or subsequent appointment at the rank of Lecturer, Senior Lecturer or Teaching Assistant/Associate/Professor, the department faculty (DVF) consists of all non-tenure track faculty at same or higher rank that the rank being considered. In each case of initial appointment, subsequent appointment, or promotion, a vote shall be taken either by secret ballot or open ballot, with the method of voting to be decided by a majority vote of the DVF. All faculty members are expected to be present at the DVF meeting. If a member cannot attend, an absentee ballot may be filed with the Department Head, preferably prior to the DVF meeting or by a date determined by the Department Head which allows the subsequent college deadline to be met. In each case other than initial appointment, the DVF shall provide a written assessment to the department head.

The department head shall report his or her recommendation and the vote and assessment of the departmental voting faculty to the Vice Chancellor and Dean (VC/Dean) of University College in the Division of Academic and Student Affairs (DASA).  For appointments, the VC/ Dean’s decision is final.

12.2. In the case of promotion to Teaching Associate Professor or Teaching Professor, the VC/Dean will forward the assessments of the DVF, department head, and Division Promotion Committee, along with his or her own recommendation, to the Provost. (See REG05.20.34 Non-Tenure Track Faculty Ranks and Appointments, Sections9.2.2 and 9.3.2) The Provost shall make a recommendation to the Chancellor for all positive decisions after consideration of the faculty member’s dossier, vote and assessment of the DVF, and recommendations of the department head, Division Promotion Committee, and VC/Dean of University College. In the case of negative decisions, the Provost’s decision is final.

  1. ADDITIONAL ITEMS RELATED TO FACULTY REVIEW

13.1 In University College, the role of the College Reappointment, Promotion and Tenure Committee is carried out by the University College Promotion Committee.  For each candidate for promotion in rank, the committee must provide a formal advisory vote and written assessment.

13.2 Upper level administrators, those serving as department heads or higher, are not eligible to serve on the departmental or division promotion committees NCSU POL05.20.01 – Appointment, Reappointment, Promotion and Permanent Tenure.

 

13.3 The form used by the department to report annual accomplishments is structured so that it parallels the dossier required by the university in the reappointment, promotion or tenure process.  The departmental form is designed so that the faculty member can give explicit details in each area of responsibility (teaching, service, engagement, research, and other contributions), which enables the department head to critically evaluate each accomplishment.