|Document Title||School of Music HARP Procedures|
MISSION STATEMENT (adopted fall 2003)
The School of Music of SUNY at Fredonia is an internationally recognized undergraduate and graduate program in a comprehensive, liberal arts and sciences college of the State University of New York. We provide the foundations of outstanding musicianship for all music majors and enrich the cultural life of the campus and community. Our mission is to provide the resources and the guidance necessary to motivate our students to seek excellence in their individual careers in music education, performance, composition, music theatre, music therapy and sound recording. In an environment oriented to the individual, we endeavor to create musicians who will assume vigorous roles as leaders and participants in significant musical experiences.
The Departmental Personnel Committee (hereafter called “the DPC”) and task force of the School of Music acts in an advisory capacity to the Director of the School of Music (hereafter referred to as "the Director") in all matters pertaining to renewal of term appointment, granting of continuing appointment and promotion of full-time faculty. The task force is also advisory in the process of assigning discretionary salary increases. In these matters the DPC serves to represent the faculty and to ensure that the procedures are followed as specified in the Policies of the Board of Trustees, in the Agreement between the State of New York and the United University Professions, Inc., in the HARP document and the School of Music Handbook.
The procedures and criteria employed by the DPC in the exercise of its functions are set forth below. The criteria are in conformity with, and in elaboration of, those established in the Policies of the Board of Trustees and the HARP document. Any policies not outlined in the School of Music Handbook are found in the HARP document, and/or the Agreement between the State University of New York and the United University Professions, Inc. Nothing in this document shall be construed to supersede either the Policies of the Board of Trustees or those stipulated in the university faculty HARP.
FACULTY BY-LAWS Departmental Personnel Committee
PART I Procedures & Responsibilities: Reappointment, Continuing Appointment, and Promotion
1. The faculty member shall include all student evaluations from the previous two semesters in their materials. Other sources of student evaluations (e.g., past student testimonials, etc.) may be utilized as well. Untenured Faculty need to administer student evaluations for all classes at the end of each semester.
2. The DPC shall evaluate and make its recommendation using the peer evaluation form summary, peer teaching evaluation form (see Appendix I), and student evaluations, as well as information presented in the candidate’s dossier (see the Dossier Guidelines in the appendix of this document, and Appendix D of the HARP document), and in accordance with the criteria listed in Part II of this document and Part IV in the HARP document. Special weight shall be given to evaluations by faculty members whose own teaching responsibilities or expertise falls within the areas relevant to the faculty member under consideration.
Discretionary Salary Increases (Additional/Special Procedures)
Responsibilities of the Task Force
1. When the School of Music is asked to provide recommendations for discretionary salary increases, the Director will invite all members of the faculty to apply. Those that wish to be considered will submit a summary statement and vita (or other information if required). Using guidelines distributed by the President of the University, the task force (elected subset of the DPC) will review the submitted materials, rating the priority rank of each applicant. These recommendations are then submitted to the Director, who considers them when making the final School of Music recommendations to the Dean. Members of the task force who have applied for such increases will recuse themselves from any debate regarding their own merit.
Responsibilities of the Faculty Member Under Consideration
1. The faculty member shall prepare all documents (including vita, etc.) by the deadlines set by the task force. Missing deadlines or forgetting to submit important material may cause a decision to be made on incomplete information.
2. If at any time the faculty member has questions, challenges or objections to task force procedures or to the character or nature of the information in its possession, he/she shall meet with the Director. The Director shall mediate such contentions with the task force.
PART II Criteria & Definitions (See also the HARP document Section IV): School of Music Specific Criteria
Mastery of Subject Matter Minimum Criteria to be Employed and/or Retained by the School of Music
It is expected that any individual hired by the School of Music will have a degree of expertise appropriate for collegiate teaching. Although the doctorate is traditionally considered an indication of an acceptable level of knowledge and skill in academic areas, the field of music does offer some exceptions. Before being hired, the candidate must have a doctorate or demonstrate professional equivalency.
If a candidate’s primary teaching area is:
Doctorate Equivalency for Applied Faculty
For some faculty in the applied area, a professional doctoral equivalency may be an alternative to the doctorate. This option would entail a highly visible and successful performing career, prior to arrival on campus. Professional activity such as significant professional engagements (solo, ensemble, orchestral) of national or international stature, recordings, and/or favorable reviews would be essential for the strength of the candidate’s credentials. Doctorate equivalency will be determined at the point of hire.
Criteria for Promotion, Tenure, & DSI
Recommendations for promotion, tenure and DSI shall be based upon the record of the faculty member in the following categories, listed in order of importance:
It is expected that a faculty member will engage in some but not all of the activities listed under each category. Each individual case will be considered on its own merits.
Teaching represents the most important function of the School of Music. It is expected that each member of the faculty will excel in teaching. Enthusiasm for teaching and the ability to stimulate students to achieve at the highest level possible are important attributes of the faculty member.
Scholarly/Creative activity may include any of a wide variety of activities, depending upon the field of specialization and the interests of the faculty member. It is expected that each member of the faculty will pursue professional activities appropriate to his or her field of specialization and will achieve recognition among his/her peers in one or more such field of activity.
Service refers to activities that utilize the professional expertise of the faculty member. Each member of the faculty is expected to render a reasonable amount of service to the School of Music, to the University, and to the public at large. Service is subordinate to the other two categories of activity, and no amount of service can compensate for a lack of skill in teaching or for a lack of scholarly/creative activity.
Evidence to be considered in the evaluation of teaching may include:
Evidence to be considered in the evaluation of Scholarly/Creative activities may include the following; work in progress and commitments accepted should be so indicated:
Evidence to be considered in the evaluation of service may include:
Academic Ranks Defined in Relation to School of Music specific Criteria (see also the HARP document sections IV and V)
The qualifications expected of persons appointed to the various academic ranks in the School of Music shall be as follows:
Adjunct Lecturer: part-time contingent faculty.
Lecturer: full-time temporary or term-appointed faculty
Senior Lecturer: a Fredonia campus title conferred by application. See HARP V.E
Instructor: The title of instructor is given to a person who holds at least a master's degree or its equivalent in professional experience and who has shown evidence of special ability as a teacher and as a performer, conductor, composer, scholar.
Assistant Professor: The title of assistant professor is given to a person of proven ability and acceptable experience who holds a doctor's degree or its equivalent in professional experience and who has demonstrated special ability as a teacher and as a performer, conductor, composer, scholar or clinician.
Associate Professor: The title of associate professor is given to a person who has met the requirements for appointment as an assistant professor and who has established (1) an unequivocal record of excellence in teaching, (2) a distinguished record of creative or professional activity or research, (3) a satisfactory record of service and (4) a reputation among his or her peers as an outstanding performer, conductor, composer, scholar or clinician.
Professor: The title of professor is given to a person who has met the requirements for appointment as an associate professor and who has established (1) a sustained and unequivocal record of excellence in teaching, (2) a sustained and distinguished record of creative or professional activity or research, (3) a satisfactory record of service and (4) a national reputation among his or her peers as an outstanding performer, conductor, composer, scholar or clinician.
Distinguished Professor: The titles of Distinguished Professor, Distinguished Teaching Professor, and Distinguished Service Professor are granted through SUNY. See HARP IV.C.
PART III. Timeline for Reappointment, Tenure, Promotion and Merit/DSI Mentoring procedures
Check current HARP document for specific dates.
The task force will meet during the first week of classes to prepare for the October 1st round of evaluations.
Mentoring Goals for Tenure-Track (Untenured) Faculty
Untenured faculty will develop (in consultation with their Mentors and/or the Director) a proposal detailing personal goals and objectives for the next evaluation cycle. The faculty member shall consider the following:
Mentoring Procedures for New Tenure-Track (Untenured) Faculty