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Faculty Employment and Rank Promotion at the University of North Carolina School of the Arts.

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Presentation on theme: "Faculty Employment and Rank Promotion at the University of North Carolina School of the Arts."— Presentation transcript:

1 Faculty Employment and Rank Promotion at the University of North Carolina School of the Arts

2 Full-Time Faculty Employment Systems There are two employment salary options for full-time faculty holding a multi-year contract – Salary Scale – Faculty Rank Faculty members are eligible to participate in these employment systems as a function of their contractual teaching responsibilities 2

3 Salary Scale Eligibility The following full-time faculty members employed on a multi-year contract are eligible for participation in the Salary Scale: – High School Academic Program Faculty; – Division of Liberal Arts Faculty and Arts School Faculty who teach high school students as a as a consistent and substantive component of their primary contractual responsibilities; 3

4 Faculty Rank Eligibility The following full-time faculty members employed on a multi-year contract are eligible for participation in Faculty Rank: – Division of Liberal Arts Faculty and Arts School Faculty who teach undergraduate or graduate students as a consistent and substantive component of their primary contractual responsibilities. 4

5 Relationship of Rank to Contract System The typical career path for full-time faculty at UNCSA is: Initial three-year contract Second three-year contract Five-year contract Successive ten-year contracts The rank process is independent from and parallel to the contract renewal process The rank promotion process is voluntary. While all eligible faculty are converted to rank or ranked at hire, no faculty member will be compelled or required to apply for rank promotion at UNCSA. 5

6 Rank Promotion Areas of Evaluative Criteria

7 Rank Promotion Criteria Candidates will be evaluated using the criteria of: Engaged service Engaged teaching Engaged creative activity/research Evidence of performance is to be objective and documented 7

8 What is Engagement? Engagement, for the purpose of rank promotion, means that a Faculty members professional efforts in areas of evaluative criteria are propelled by heightened intent, purpose and focus Engagement creates what Boyer calls a special climate in which Faculty efforts in all areas of evaluative criteria are committed, vigorous, dynamic, energetic and sustained over time 8

9 Evaluative Criteria – Creative Activity/Research Creative Activity/Research – Evaluation of creative activity/research considers the contributions to the field or discipline, the quality of the work, and its significance or impact with particular emphasis on accomplishments since the last appointment or promotion 9

10 What is Sustained Activity? Sustained activity is the persistent, consistent, continual or regularly recurring value-driven involvement in focused creative activities, research, service or teaching path objectives. Sustained activity may take different forms. It is the responsibility of the well-prepared faculty member applying for rank promotion to make her/his "case" by providing strong context and solid documentation for consideration. 10

11 Evaluative Criteria – Creative Activity/Research Creative Activity – Composing or commissioning new works – Create, direct, partner with professional companies in performance and/or compositional lab/intensives Collaboration – Collaboration with other local, regional, national and international arts organizations/agencies on the production of new works or intellectual property, including interdisciplinary efforts 11

12 Evaluative Criteria – Creative Activity/Research Conferences and Workshops – Participation in creative workshops, master classes, conferences, industry organizations, festivals, residencies, poster sessions, symposia, or other creative skills and/or professional development activity, which includes attending and/or presenting in a demonstrably related discipline or collateral professional discipline. Consulting – Attend and take and give notes or advice on professional and school related activities in any discipline ( e.g., plays, musicals, performances, demonstrations, performance venues ) 12

13 Evaluative Criteria – Creative Activity/Research Education and Professional Skills Acquisition – Gain certifications from workshops in field of interest – Private study in field of interest – Receiving training, coaching, training for certification and non-certification skill-building Grants, Fellowships, Sponsored Research, Scholarships, and Awards – Develop; Implement Funds; Initiate; Manage; Receive; Write 13

14 Evaluative Criteria – Creative Activity/Research Research and Publications – Conduct laboratory, clinic, library or comparable research – Developing new software, technology, tools, or techniques for industry – Edit, translate or otherwise generate scholarly books, media and other materials – Writing and/or editing peer-reviewed or demonstrably professional publications including books, anthologies, recordings, instructional research, articles, reviews, etc. 14

15 Evaluative Criteria – Service UNCSA Service – Campus representation to UNC body – Campus wide committee leadership/participation – Committee participation Art School or Division – Competition adjudication – Dedicated and sustained mentoring of students, alumni, or faculty, including introduction into local, regional, national or international venues – Honors or recognitions awarded for service to UNCSA 15

16 Evaluative Criteria – Service Community Service – Evidence of participation/leadership in projects which contribute to advancing the mission of the university, of service to ones discipline, and of community involvement – Honors or recognitions awarded for community service – Leadership/participation in boards, clubs, associations, organizations, government bodies, or community activities – Orchestrate guest artists visits to UNCSA to work with students, faculty, collateral communities and regional audiences Workshops and Lectures – Offer professional, collateral or school, program or division- related or campus wide: colloquia, lectures, master classes, performances, readings, or workshops 16

17 Evaluative Criteria – Teaching Excellent teachers will – show command of their subject – be creative and imaginative – be enthusiastic – promote critical thinking – stimulate their students to improved performance – engage and remain current with the content of the courses they teach – be readily available to students – be outstanding communicators 17

18 Evaluative Criteria – Teaching Classroom Performance and Innovation – Dedicated and sustained student mentoring, including guiding current students success in areas such as competitions, competitive festivals, university and/or conservatory programs, job placement, juried exhibits – Positive classroom instructional evaluations Course Preparation – Collaborative activities, research, syllabus innovation and refinement, committed and sustained beyond normal contractual expectations 18

19 Evaluative Criteria – Teaching Curricular Development – Collaborative research, teaching; create new curricula; demonstrably improve existing curricula Instructional Techniques – Improve classroom environment with: multimedia, non- technological classroom ancillaries; other specialized equipment – Pedagogical experimentation, innovation, & implementation Professional Training – Additional training or certification in pedagogy, methodology, or any instruction related activity – Pedagogical, academic, skill set training 19

20 Faculty Rank Definitions and Promotion Criteria

21 Full-time faculty can be appointed to the rank of Instructor for renewable 3-year terms. Typically, Instructors have recently entered the field of higher education, and may lack the appropriate credentials or qualifications for an appointment as Assistant Professor. At a minimum, Instructors are required to satisfactorily meet the criteria of Engaged Teaching, Engaged Creative Activity/Research, and Engaged Service. An Instructor will become eligible to apply for the rank of Assistant Professor after obtaining the necessary credentials and qualifications as explicitly stated in the offer of employment. Any variance from these stipulations requires the approval of the Provost. 21 Instructors – Promotion Standards

22 Assistant Professors are typically in the early stages of their academic career and are beginning to develop their skills in the three evaluative criteria. Requirements for appointment as an Assistant Professor include: – expected to demonstrate and sustain at least Good Performance in all three areas of Engaged Teaching, Engaged Creative Activity/Research, and Engaged Service – faculty members employed on a 3-year contract typically hold the rank of Assistant Professor 22 Assistant Professor – Promotion Standards

23 Associate Professors demonstrate and sustain significant accomplishments in the three areas of evaluative criteria. Requirements for appointment as an Associate Professor include: – expected to receive an evaluation of Outstanding Performance in at least one of the three areas with an evaluation of Good or Outstanding in the other two areas 23 Associate Professor – Promotion Standards

24 Faculty members typically apply for promotion to Associate Professor during the 3 rd year of their 2 nd 3- year contract Minimum of four years in rank of Assistant Professor at UNC School of the Arts, unless cumulative achievement deemed equivalent Faculty members ranked as an Associate Professor typically hold a 5-year or 10-year contract 24

25 Full Professors are accomplished members of their professional community in the areas of engaged and sustained Creative Activity/Research; Are excellent teachers and lead UNCSA in curriculum development and innovation in the areas of engaged and sustained Teaching; And have made significant contributions in the areas of engaged and sustained Service to the university, community, and the profession. 25 Professor – Promotion Standards

26 Promotion to the rank of Professor is based upon having achieved professional and scholarly distinction in the three areas of evaluative criteria. Requirements for appointment as Professor include: – expected to receive an evaluation of Outstanding Performance in at least two of the three areas, with an evaluation of Good or Outstanding in the other area 26 Professor – Promotion Standards

27 Faculty members typically apply for promotion to professor after completing their 5-year contract, or after 11 years of employment on consecutive multi-year contracts Minimum of five years in rank of Associate Professor at UNC School of the Arts, unless cumulative achievement deemed equivalent Faculty members ranked as a Full Professor typically hold a 10-year contract 27

28 Rank Promotion Standards Nothing in the rank promotion regulations should be construed to preclude a faculty member from applying for rank promotion at any time, as long as the candidate for promotion understands the parameters and expectations of the process, and that application does not guarantee rank promotion 28

29 Rank Promotion Process

30 Any faculty member who is eligible to apply for promotion may do so with adherence to the timelines established by the FRC in conjunction with the Office of the Provost. An application for promotion may be terminated by the candidate at any time until such time that it reaches the agenda of the FRC. 30

31 Rank Promotion Timeline April 1: Faculty member is notified of current contract status in relation to rank promotion. May 1: Non-binding Letter of Intent due. Peer Evaluation Committee Finalized. October 1:Rank Application and Dossier due. External Reviewers finalized. October 15:All materials provided to Peer Evaluators & External Reviewers. December 15:External Reviews and Peer Evaluator Committee Reports due to Dean February 1:Deans Evaluation Dossier due to Faculty Rank Committee March 15:Faculty Rank Evaluation and Recommendation due to Provost April 15 (est.):Provosts Recommendations due to Board of Trustees May 1 (est.):Board of Trustees review and vote on Rank Promotion 31

32 Timeline Overview 32 Application & Dossier Due to Deans Office Information sent to External Reviewers Information sent to Peer Evaluators External Reviews & Peer Evaluation Due to Deans Office Deans Evaluation Due to Faculty Rank Committee Faculty Rank Committee Evaluation Due to Provost Provost Evaluation Due to Board of Trustees Board of Trustees vote on Rank Promotion October 1 October 15 December 15 February 1 March 15 April 15 (est.) May 1 (est.)

33 Application Includes information on the rank being applied for Is the official tracking document for all review components – Self Evaluation Scores – Peer Committee Evaluation Scores – External Reviewer Scores – Deans Evaluation Scores – Faculty Rank Committee Evaluation Scores 33

34 Dossier 1.Cover Sheet & External Reviewer Nomination Form 2.Curriculum Vitae 3.Self Evaluation 4.Student Course Evaluations 5.Peer Committee Evaluations 6.External Review Letters 7.Supplemental Support 8.Acknowledgment Statement 9.Deans Evaluation 10.Annual Evaluations 34

35 Dossier Components Cover Sheet & External Reviewer Nomination Form – Provides information on what type of review the faculty member is entering into (rank promotion, and/or contract reappointment evaluation), as well as a list of potential external reviewers. Curriculum Vitae – most recent version – dated 35

36 Dossier Components Self-Evaluation – Philosophy of Teaching Statement with a discussion of curricular changes that have been implemented to strengthen the learning experience of the students and how the faculty members courses fit into the artistic or academic educational goals of the school – List of Courses Taught & Administrative Assignments for each term during the period under review – Syllabus for each course taught showing assignments with the criteria for evaluation of the students work 36

37 Dossier Components Self-Evaluation (Cont) – Professional Development accomplished as a member of the UNCSA faculty since the last evaluation, or since being hired by UNCSA. For example, designing a production, participating in conferences, writing an article, choreographing a dance, shooting a film, composing a piece of music or completing a course or degree. In addition, include any significant contributions made to the school or program, to UNCSA, and/or to the community; – The three areas of evaluative criteria: creative activity/research, service, and teaching. The faculty member should indicate his/her self-assessment in each area according to the guidelines outlined in the UNCSA faculty manual 37

38 Dossier Components Student Course Evaluations – For the Period Under Review Peer Committee Evaluation – one letter signed by all members of the committee, which addresses: the three areas of evaluative criteria: creative activity/research, service, and teaching. The Peer Committee should indicate their assessment of the faculty member in each area according to the guidelines outlined in the UNCSA faculty manual the four areas of competency outlined in the UNCSA faculty manual (professional competence, professional development and potential, contributions to the school community, and divisional needs/resources) peer committee members classroom observations student evaluations for each year under review 38

39 Dossier Components External Review Letters – preceded by a listing, prepared by the Dean or designee, of the names of the evaluators including their current academic and/or professional affiliations, a brief biographical statement, disclosure of any personal connection between candidate and reviewer, and indications of how each reviewer was selected (i.e., at the suggestion of the candidate or the dean) and why. – Three external reviewers will be engaged to review the work of the faculty member applying for rank promotion. – The Dean will select a reviewer; the candidate will select a reviewer; and a third reviewer will be negotiated between these two parties. 39

40 Dossier Components External reviewers: Who can they be? – Faculty at other institutions – Experts in the artists field – Individuals who are familiar with the candidate's work Selecting External reviewers: Guiding Questions – Are they from academic, arts, or practice organizations, and are they familiar with the faculty members professional work? – Will they be familiar with the definition and value of engaged creative activity, research, and service? – Will they be able to write about the local, regional, or national impact your work has had in your artistic, academic, or practice area? 40

41 Dossier Components Supplemental Support – any additional information in support of the review. This item can be updated at any time. This can include external reviewer letters that are received after the deadline. Acknowledgement statement – signed and dated by faculty member acknowledging that he/she has reviewed the completed reappointment evaluation file and discussed the evaluation with the dean. 41

42 Dossier Components Supplemental Support – any additional information in support of the review. This item can be updated at any time. This can include external reviewer letters that are received after the deadline. Acknowledgement statement – signed and dated by faculty member acknowledging that he/she has reviewed the completed reappointment evaluation file and discussed the evaluation with the dean. 42

43 Questions? 43 Ellen Rosenberg – Chair of Faculty Rank Committee – Kim Pauley – Director of Faculty Affairs – David English – Vice Provost and Dean of Academic Affairs –


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