In order to secure and retain the most qualified faculty available the following all-University criteria, as demonstrated by suitable evidence, shall be used to make tenure judgments: 

CRITERIA FOR TENURE

I.   TEACHING AND ACADEMIC ADVISING

High quality teaching at all levels and continued professional development in the assigned teaching area are required.  When a tenure-track faculty member’s primary duties are applied teaching, successful recruitment and retention of high quality student performers in the studio are required.

In addition to classroom instruction, studio instruction, and ensemble direction, teaching also includes course development, instructional innovations, supervision of independent studies and student teachers, and coordination and supervision of graduate associates who have assigned teaching duties.  Other forms of teaching include guest master classes, faculty performances on student recitals/concerts, and academic advising (curricular, professional, career, and personal advising).

All tenure-track faculty are required to adhere to the Department of Music Evaluation of Teaching Plan (see attached).  In that plan, faculty are expected to provide summative evaluation data for their teaching activities at Miami.  Summative evaluation consists of three categories:  student evaluation, peer review, and self-evaluation.  Tenure-track faculty are also required to submit a teaching portfolio each Autumn, as part of the supplementary materials.

II.  RESEARCH, SCHOLARSHIP AND/OR CREATIVE ACHIEVEMENT

The Department of Music values multiple forms of scholarship: discovery, applied, integrative, and pedagogical. To achieve tenure, faculty members must demonstrate ongoing creative and scholarly activity appropriate to achieve professional recognition in performing, composing, or research and/or publication.

The majority of one’s research, scholarship and/or creative achievement should have some connection to one’s faculty area. It is the candidate’s responsibility to articulate the connection as needed.  Exceptions to this must be formally negotiated with the department chair and should be articulated in the dossier.

An individual who is part of a faculty ensemble-in-residence has scholarly and creative expectations directly related to that chamber music ensemble. Those faculty are also expected to compile a professional profile distinct from the ensemble. The composite expectation is a combination of one’s own individual profile and one’s chamber ensemble work. One is not, however, expected to double the volume of one’s scholarly work.

The Department of Music recognizes the following forms of research, scholarship, and/or creative achievement:

• performance on commercial or reviewed recordings;
• invited or juried concerts and recitals, lectures, lecture/recitals, and guest conducting;
• on-campus and off-campus concerts by Miami University ensembles, including opera;
• on-campus and off-campus solo and chamber music performances;
• publication by others of one’s compositions, arrangements, editions, or computer software;
• commissioning requests;
• performances of one’s compositions, arrangements, or editions;
• publication of books and/or journal/periodical articles (including reviews) through significant peer-reviewed or juried processes (including refereed journals and selective refereed conference proceedings);
• presentations at conferences, including juried and invited presentations;
• publication of innovative educational materials used in schools.

Additional types of research, scholarship, and/or creative achievement may also be recognized and will be added as cases arise.

The faculty member must provide context regarding the professional significance of a given item.  Examples of such context include article acceptance data, number of citations, stature of performance or conference venue, or quotation from published reviews. Indicate whether items are international, of national stature, or of regional stature.  Note the emphasis on stature rather than geography.

All prestigious, published/recorded work and performances prior to the probationary period will be considered, but priority is given to the body of scholarly and creative work of the past six years.

Regarding published works, the Department of Music uses the following definitions:

• “in press” are those works waiting for publication that have been accepted and need no further revisions;
• “accepted” are those works that have been accepted but which may require additional revisions;
• “in review” are those works currently being reviewed for publication consideration.

III. PROFESSIONAL SERVICE

Professional service includes service to the profession, university, students, and community.  Tenure-track faculty members are required to contribute steady, constructive service throughout the probationary period. 

Service to the profession includes adjudication, consulting, guest teaching and concerts in K-12 school buildings, off-campus coaching and sectional rehearsals, and in-service teacher workshop or clinic for a given district or school.  It also includes serving as an officer or committee member in professional organizations, conference  planning committees, and editorial boards or other forms of manuscript review.

Service to the university includes active participation on departmental committees and may include special assignments.  Service at the departmental level is required; service at the divisional or university level is desirable, but not required.  Other forms of university service include performances at university functions (not public concerts).

Service to university students includes serving as an advisor to a student organization, arranging/hosting a guest artist event, supervising/escorting off-campus field trips, and assisting students in the preparation of audition tapes.

Community service related to the profession includes performances for a community organization or at a religious service, senior citizen center, hospital, and so forth.  It also includes activities such as presenting a career day session for school-age students.

IV. COLLEGIALITY

Tenure-track faculty members are expected to demonstrate collegiality. 

"Collegiality is not congeniality, but rather a quality manifested by behaviors such as willingness to serve on committees and perform work necessary to departmental operation, willingness to provide guidance and help to colleagues in their professional duties, respect for the ideas of others, and the conduct of one's professional life without prejudice toward others." (MUPIM 7.4.E) 


CRITERIA FOR PROMOTION TO ASSOCIATE PROFESSOR

As found in MUPIM 7.3:  Promotion and tenure are intended to be different.  There is no necessary linkage between achieving tenure and gaining promotion.  Promotion in rank is recognition for continuing achievement and demonstrated successive levels of competence.

As further stated in MUPIM 7.7C:  An Associate Professor must hold the earned doctor's degree from an accredited college or university or the equivalent of such a degree.  (It is recognized that the equivalent of a doctor's degree may involve specialized training, study, or experience that does not culminate in a doctorate.)  For appointment to this rank an individual must be very strong in at least two of the following three areas and judged competent in the third.

1. Teaching--demonstrated effectiveness as a teacher  [see Department of Music Tenure Criteria, Section I--Teaching and Academic Advising]
   
   
2. Scholarship--accomplished research, scholarly and/or creative achievement as indicated by publications, or by research within the profession  [see Department of Music Tenure Criteria, Section II—Research, Scholarship and/or Creative Achievement]
   
   
3. Service--demonstrated evidence of institutional usefulness in addition to teaching, as defined in MUPIM (7.7A):  A member of a college staff should be interested in the institution as a whole. Such interest requires active participation and conscientious cooperation in committee work and in other assigned duties. For those above the rank of assistant professor, "institutional usefulness" shall normally include ability and willingness to contribute to the solution of the educational problems of the appropriate department and division, the University as a whole, the broader educational community, and the larger society.

CRITERIA FOR PROMOTION TO PROFESSOR

The Department of Music is committed to providing the candidate with as much helpful information and guidance as is practicable and these Guidelines are offered as part of that commitment.  Candidates are required to meet the criteria enumerated in the Miami University Policy and Information Manual (MUPIM) in order to garner a positive recommendation for promotion to the rank of professor.

There is no minimum time at the rank of associate professor required in order to be eligible for promotion to the rank of professor. (See MUPIM 7.5.B)  Associate professors are entitled, upon request, to a formative promotion evaluation once per academic year. (See MUPIM 7.1.E.)  The formative evaluation will be prepared by the department’s promotion committee and by the chair (or only by the former if the chair is being evaluated). The evaluation will be based on 1) cumulative information provided by the individual concerning his or her teaching, research, and service, and 2) may include other relevant information. At the individual’s discretion, the information provided may include his or her plans concerning teaching, research, and service that may help the promotion committee and chair provide useful guidance. Formative promotion evaluations are to guide the individual toward promotion and are not to be used for personnel or salary decisions.

MUPIM 7.7.B provides the following criteria for promotion to the rank of professor.

• Ordinarily, the faculty member must be an individual who will enhance the distinguished quality of this group (the faculty) and the academic reputation of the University.
• The faculty member must hold the earned doctor’s degree from an accredited college or university or the equivalent of such a degree. (It is recognized that the equivalent of a doctor’s degree may involve specialized training, study, or experience that does not culminate in a doctorate.)
• The individual must demonstrate excellence in two of the following three areas and must be considered to be competent in the third. The individual must have:

It is difficult, if not impossible, to suggest quantitative guidelines for what is qualitative assessment. Nonetheless, we have endeavored to do so. These Guidelines are aids rather than substitutes for the professional judgment of the candidate’s colleagues. Thus, legalistic or formalistic interpretation or application of these Guidelines must be avoided. Achievement of the quantitative standards set forth in these Guidelines does not ensure a positive recommendation for promotion, since promotion is primarily a qualitative assessment. Similarly, there may be cases that do not meet the quantitative standards set forth in the Guidelines that merit a positive recommendation for promotion to the rank of professor.

Requirements as Applied in the Department of Music:

1.	Teaching: "established effectiveness as a teacher."  Individuals are referred to MUPIM 7.7.A.1 and two Music Department documents:  (1) Music Tenure Criteria, Section I--Teaching and Academic Advising, showing recognized categories of achievement, and (2) The Evaluation of Teaching Plan illustrating modes of teaching assessment.  In addition to the requirements of evaluation listed in MUPIM and the Music Criteria above, the rank of professor requires that an individual must demonstrate excellence in teaching, as evidenced by a set of cumulative, distinguished attainments in teaching.
2.	Scholarship: "record of continuous research, scholarly and/or creative achievement which has resulted in an established reputation within the profession."  Individuals are referred to MUPIM 7.7.B and to the Music Tenure Criteria, Section II-Research, Scholarship and/or Creative Achievement, showing recognized categories of accomplishment.  In addition to the requirements of evaluation listed in MUPIM and the Music Criteria above, individuals are encouraged to pursue scholarly and creative activities marked by excellence.
3.	Service: distinction in the performance of administrative or other special services either on or off campus.  The Music Department also recognizes the value of "institutional usefulness" as defined MUPIM 7.7.A.3. Finally, individuals are referred to Department of Music Tenure Criteria, Section III-Professional Service, showing recognized categories of service.  In addition to the requirements of evaluation listed in MUPIM and the Music Criteria above, individuals are expected to maintain a sustained record of service.