Approved by the School of Music on September 14, 2015
Approved by the University Committee on Tenure and Promotion on February 24, 2016

INTRODUCTION

General procedures governing faculty tenure and promotion have been approved by the voting members of the faculty of the University of South Carolina and are outlined in the Faculty Manual. (Detailed guidelines appear in the current version of A Guide to USC- Columbia Tenure and Promotion Procedures issued by the University Committee on Tenure and Promotion.) Specific guidelines and methods of carrying out the University procedures in the School of Music are set forth in this document. These procedures and criteria are consistent with the Faculty Manual in force at the time of their approval by the University Committee on Tenure and Promotions (UCTP).

Statement of Mission
Music is an essential component of the human experience. The University Of South Carolina School Of Music exists to transform lives through excellence in music teaching, performance, creative activities, research, and service. Toward these ends, the school endeavors to:

• prepare musicians for professional careers and leadership in music teaching, performance, composition, research, and related fields
• serve as a cultural and educational center of excellence for the State of South Carolina and the nation
• generate research and other creative activities in music that have local, national, and international impact
• provide meaningful music experiences for all University students through courses designed to foster an awareness of the role of the arts in society
• enhance the University of South Carolina’s commitment to become one of the finest public universities in America

Qualifications for Appointment
Qualifications for appointment, set forth below, are not intended as justification for automatic promotion. These qualifications are included here as examples of “consistency” and “durability” at the various ranks.

• Professor To be eligible for appointment at the rank of professor, a faculty member must have a record of outstanding performance usually involving both teaching and research/creative activity, or recognized professional contributions. The faculty member normally is expected to hold the earned doctor’s degree and have at least nine years of effective, relevant experience.
• Associate Professor To be eligible for appointment at the rank of associate professor, a faculty member must have a record of strong performance usually involving both teaching and research/creative activity, or recognized professional contributions. The faculty member normally is expected to hold the earned doctor’s degree and must possess strong potential for further development as a teacher and scholar.
• Assistant Professor To be eligible for appointment at the rank of assistant professor, a faculty member normally is expected to hold the earned doctor’s degree or its equivalent and must possess strong potential for development as a teacher and scholar.

Description of Faculty Duties and Responsibilities
The duties and responsibilities of faculty members in the School of Music comprise one or more teaching activities that may be grouped under three broad categories: academic, applied, and ensemble. The academic faculty is concerned primarily with classroom teaching; the applied faculty is involved with instrumental or vocal instruction, usually on a one-on-one basis; the ensemble faculty is primarily engaged in directing large performing forces (orchestra, band, chorus, opera). The position and duties of each individual faculty member often vary in the proportions of, and relative importance played by, these three categories. Further explanation is provided in Appendix I. Faculty members will be evaluated under the category or categories determined at their initial appointment; any departure from this rule will be made by the dean, and any changes in duties and/or responsibilities should be indicated by the dean in writing to the faculty member at the time such changes are instigated. Candidates for tenure or promotion would be advised to include in their files specific definition of their position and duties.

For the purposes of this document, the terms Research/Creative Activity shall encompass the normal avenues of academic research as well as the wide scope of activities in which musicians are typically engaged. These include, but are not limited to: performance, composition, ensemble direction, and conducting.

Academic
The mission and professional activities of classroom teachers, primarily in Music History, Music Theory, Music Education and Piano Pedagogy, are similar to those of classroom teachers in other colleges at the University of South Carolina. The teaching load of academic faculty is normally the equivalent of five or six three-credit courses per academic year. These faculty members, however, may also be engaged in other musical activities such as performance, applied instruction, ensemble direction, and composition. The academic faculty are additionally responsible for thesis and dissertation direction as a result of the research requirements for various graduate degrees.

Applied
Applied teachers engage in mentor relationships with their students that are unduplicated in the academic setting. In addition to ongoing teaching and supervision of individuals, applied teachers also prepare students for frequent public appearances in the form of recital performances, competitions, and semester jury examinations, or in the case of applied composition, the preparation of students for public exposure of their original music through concerts, reading opportunities and contests. Recruitment efforts, often aided through the establishment of a distinguished professional reputation, are an additional responsibility. Applied teachers normally carry 18 contact hours per week of one-on-one studio teaching. The teaching load for applied teachers may be adjusted for those who also teach classes, conduct ensembles, or have additional responsibilities such as thesis or dissertation direction. Applied teachers are also responsible for attending recitals and jury examinations within their areas.

Most applied teachers are active performers and need to spend a considerable amount of time developing and maintaining their own performance skills. These activities require a high level of physical, intellectual, and artistic refinement. The expectation of scholarly research/creative activity is realized primarily through such performance activity.

Ensemble/Opera
Ensemble directors have responsibilities in addition to conducting ensembles, and teaching loads reflect the unique nature of each appointment. Ensemble directors are charged with recruiting talented instrumentalists and singers into their ensembles, arranging and preparing performances, conducting rehearsals, obtaining scores and performance rights, and in some cases, composing or arranging music. In addition to the presentation of concerts by performing ensembles on campus, they are responsible for arranging invitations and concert performances for USC ensembles at national and regional level conferences and at other professional venues. Ensemble directors are often expected to assist other University units in planning and providing musical entertainment for special events. In addition, they may participate in the school’s conducting program and act as mentors for graduate conducting students. Ensemble directors may additionally be involved in solo performance, classroom teaching, thesis or dissertation direction, and/or applied teaching. Ensemble directors share with applied faculty members the responsibility for recruiting good performers. This often includes acting as liaison with public schools and serving as guest conductors, clinicians, and/or adjudicators. Ensemble directors may also be involved in planning, organizing, and directing events that motivate talented high school musicians to visit the University campus.

Joint Appointments
Consistent with FM (12/17/13, p. 24-25), “Any department that is the primary unit for one or more faculty members with joint appointments must include in its criteria processes for (1) involving each secondary department or program in the selection of outside evaluators; (2) making the candidate’s file available to eligible faculty of each secondary unit; and (3) obtaining formal input from the eligible faculty of each secondary unit and placing it in the candidate’s file at least five working days prior to the unit’s vote on the application. Faculty who are members of both the primary and secondary unit can only vote in the primary unit.”

I. MEMBERSHIP AND OFFICERS OF THE TENURE AND PROMOTION COMMITTEE

The School of Music Tenure and Promotion Committee comprises all tenured members of the music faculty. It is responsible for the formulation and implementation of procedures on tenure and promotion. The committee considering promotion shall include all tenured faculty members of higher rank than the candidate and the committee considering tenure shall include tenured faculty of equal or higher rank. Officers of the Select Tenure and Promotion (Select T&P) Committee shall hold the rank of full-professor and consist of a chair, chair-elect, and a third member (selected by tenured faculty). Each officer of the Select T&P committee shall serve a period of three years with the chair rotating off the committee at the close of the chair’s period of service. The select Tenure and Promotion Committee share in the following duties:

• Advise our T & P candidates in the preparation of their files
• Chair the T & P Unit meetings
• Write summary reports for 3rd Year review candidates
• Communicate with the Unit T & P Committee in a timely manner about how to access files prior to the relevant meetings.

II. ELIGIBILITY FOR TENURE OR PROMOTION

Only full-time faculty members holding the rank of assistant professor, associate professor, or professor are eligible for tenure. All non-tenured tenure-track faculty are considered for tenure, and all faculty members below the rank of professor are considered for promotion each year. Consideration at the unit level is automatic unless the faculty member requests in writing that consideration are deferred until the following year. Consideration is required for a candidate in his/her penultimate year of the probationary period.

In certain rare cases a candidate for faculty appointment may be recommended for tenure on appointment. In such a case, the candidate’s file will be reviewed and voted upon by the School of Music Tenure and Promotion Committee according to the relevant criteria.

Extension of the probationary period for tenure is automatically granted in some circumstances and may also be granted upon request for other unexpected circumstances:

Leave Time during which the faculty member is on leave, either with or without pay, will not be counted as part of the probationary period.

Extensions Non-tenured faculty members will be automatically granted an extension of the probationary period in the event of the birth or adoption of a child, or the death of the faculty member’s spouse/partner or child if notice is provided in accordance with applicable university policy. An extension of the probationary period may also be granted upon request in the case of serious illness or death of a spouse/partner, child or close family member, the placement of a foster child or other circumstances or commitments creating a need for additional time for the faculty member to demonstrate fully his or her professional qualifications for reappointment or tenure. Notification and documentation are required for both automatic and requested extensions. Complete procedures for obtaining an extension are set forth in University Policy ACAF 1.31. Extension of Faculty Tenure-Track Probationary Period issued by the Provost’s Office.

In cases where faculty members have been in probationary status for more than their normal probationary period due to an extension or extension(s) of the probationary period pursuant to University Policy ACAF 1.31 Extension of Faculty Tenure-Track Probationary Period, they shall be evaluated as if they had been in probationary status for the normal probationary period, not longer.

Minimum Years of Service Prior to Tenure
Faculty members appointed at the rank of assistant professor who have not previously held tenure-track positions at another institution of higher learning normally will not be recommended for tenure until they are in at least their fourth year at the University of South Carolina. Faculty members appointed at the rank of associate professor or professor who have not previously held tenure-track positions at another institution of higher learning normally will not be recommended for tenure until they are in at least their third year at the University of South Carolina. Time served as a non-tenure track faculty member is not considered part of the probationary period for tenure consideration. There is no difference between the standards applied to faculty who apply for tenure in the penultimate year of the probationary period and those who apply for tenure prior to the penultimate year.*
*Faculty Manual, December 20013, p. 28

Deadline for Tenure Decisions Concerning Probationary Faculty
Before the end of the probationary period, a decision will be made to grant or deny tenure. If the decision is to deny tenure, notice will be given by letter dated and postmarked before the end of the penultimate year of the maximum probationary period. For faculty with a nine-month appointment with a tenure start date of August 16, the penultimate year ends on May 15. For faculty with a nine-month appointment with a tenure start date of January 1, the penultimate year ends on December 31. For faculty with a twelve-month appointment, the penultimate year ends on August 15. If notice is not given in the time and manner stated above, the appointment of the faculty member will thereafter be a continuous (or tenured) appointment. Non- reappointment in conjunction with denial of tenure in the penultimate year may be grounds for a grievance under the full provisions of the Academic Grievance Procedures.

Choice of Criteria
Faculty hired into the tenure track on or after January 1, 1995, may elect either the unit tenure and promotion criteria in effect at the time of their hiring or the unit criteria in effect at the time of their application for promotion. For all subsequent promotions the faculty member shall be responsible for meeting unit criteria and university standards in effect at the time of their application for that promotion.

III. PROCEDURES AND DOCUMENTATION

A. Procedures

During the spring semester the dean shall give all appropriate music faculty written notice so that those desiring consideration for promotion and/or tenure during the coming academic year may prepare their tenure and promotion file. Meetings of the committee shall be set in accordance with the yearly calendar for tenure and promotion published by the Provost’s Office. The committee chair shall notify all tenured faculty in advance of the upcoming deliberations so that each candidate’s file may be examined prior to the first meeting of the committee.

The School of Music may appoint faculty members who have had important experience in fields other than higher education, e.g., as professional performers or public or private school teachers. Their past professional experience may be taken into consideration in deliberations about tenure and promotion. The tenured faculty may also consider relevant time in rank at other institutions of higher learning. Each candidate’s file will be examined and discussed with respect to length of service as well as the candidate’s perceived progress toward the next rank, including review by external referees.

Notice of Meeting. The dean shall be notified by the unit committee chair of the pending meeting of the committee. However, any administrator who will be making an administrative recommendation in a tenure or promotion case shall not attend the meeting or participate in the discussion at which the case is considered by the unit tenure and promotion committee unless invited by the committee chair.

At the conclusion of the meeting of the T & P Unit Committee, ballots will be distributed electronically to those who attended the meeting and a deadline set for their submission. Any otherwise eligible faculty member who has a conflict of interest or a family or other close personal relationship with the candidate that could affect his or her objectivity shall not vote or otherwise participate in the process.* Absentee ballots must be requested from the dean’s office prior to the meeting. A faculty member on leave may vote only upon notification to the Select T&P Chair or dean of a desire to do so before beginning the leave. Each member shall vote “yes”, “no” or “abstain.” Each vote must be accompanied by a written justification that is to be based solely on the criteria described herein. No material may be attached to the written justification. A vote of “abstain” will not count toward the total votes in determining the existence of a majority vote.
* The Chair of the select T & P committee will note discrepancies in numbers due to this situation.

In the decision year (i.e., the penultimate year of a candidate’s probationary period for tenure), a candidate’s file will be sent forward administratively if the appropriate committee members recommend promotion and/or tenure by a majority of the votes cast, including abstentions. Any candidate dissatisfied with the committee’s decision may request in writing that the committee chair send his/her file forward. The committee chair shall notify all music faculty, including those on leave, of the committee’s recommendations for tenure and promotion. In addition, the chair shall notify all music faculty when a candidate appeals the committee’s recommendation.

Each music faculty member, whether or not he or she is authorized to vote on a particular candidate, may write a letter to the dean, and such letters shall become part of the candidate’s file at the level to which the letter is addressed.

The dean may address the committee’s recommendations in any way he or she desires, but all recommendations, statements, and endorsements must be forwarded through the appropriate administrative channels to the University president.

B. Documentation

The candidate bears primary responsibility for preparation of the file on which the decision will be based. Each year the provost will send to the dean directions for organization of the files, which will be forwarded to the candidates.

Candidates are advised to attend the annual Tenure and Promotion Workshop* presented by the chair of the University Committee on Tenure and Promotion (UCTP) and to consult with the chair of the School of Music Select Tenure and Promotion Committee as they prepare their file. It is the responsibility of the candidate and the Select T&P Chair to see that the file of each individual faculty member is arranged in accordance with the established format for tenure and promotion files.
*Check the Provost's Tenure and Promotion website for details: http://www.sc.edu/tenure/.

A candidate’s tenure and promotion file shall consist of an official dossier (primary file) as well as any supporting materials (secondary file). The candidate shall be certain that appropriate materials have been prepared and submitted for all sections for which he/she is responsible and shall include a sheet listing the materials he/she has included in the file.

Primary File
The candidate should refer to page 7 of the UCTP Guide when preparing his/her primary file. The primary file must include copies of all Colleague Evaluation Committee (CEC) and Third-Year Review reports, which contain summaries of all peer teaching evaluations. Also included must be a summary (prepared as directed by the Select T&P Chair) of all student evaluations administered since the candidate’s appointment or previous promotion at the University of South Carolina (copies of student surveys should be included as supporting materials in the secondary file). These summaries will become a confidential part of the candidate’s file.

The summary of student surveys should give context to student evaluations of the faculty member’s classroom teaching by noting, e.g., whether evaluations of a particular class historically have been low; in a multi-section course, how the faculty member’s evaluation scores compare with those in the other sections; or whether poor evaluation scores are correlated to a faculty member’s strict grading standards.

In the case of a joint appointment, the letter of appointment and the memorandum of understanding (MoU) must be included. In the case of faculty holding a joint appointment, the primary unit (Dean or unit chair) is responsible for obtaining formalized input from the faculty of the secondary unit, which shall be placed in the candidate’s file as information at least five working days prior to the unit vote.

Secondary File
Each candidate’s secondary file must include documentation of teaching, research/creative activity, and service sufficient to establish the claims of the candidate to merit tenure or promotion. Without a satisfactory secondary file, those who must judge the file both inside and outside the unit will not have an adequate basis to judge the candidate.

Evaluation of Research/Creative Activity
At least five evaluations of the candidate’s research/creative activity will be obtained from impartial scholars at peer or peer aspirant institutions within the field, outside the University of South Carolina. If a person can be shown to be one of the leading scholars or artists in a particular field, that person may be used as an outside evaluator even if he or she is at an institution that is not peer or peer aspirant. Non-university specialists may be used as outside evaluators; however, the majority of evaluators normally must be persons with academic affiliations. Persons who have co-authored publications, collaborated on research/creative activity, or been colleagues or advisors of the applicant normally should be excluded from consideration as outside evaluators. All evaluators must be asked to disclose any relationship or interaction with the applicant. The outside evaluators will be selected by the Dean in consultation with the Select T&P Committee Chair, except as provided below for jointly appointed faculty.

Each evaluator should be provided with a letter requesting the evaluation and informing the evaluator of the unit’s relevant criteria for tenure or promotion, the candidate’s vita and publications, and other materials evidencing the candidate’s research/creative activity or such portion of the candidate’s research/creative activity as the evaluator is being asked to evaluate. The evaluator will be asked to evaluate the quality of the research/creative activity and scholarship/artistic merit, including the quality of publication or performance venues. Where appropriate, the evaluator will be asked to evaluate the quantity of the candidate’s research/creative activity and scholarship/artistic merit.

A summary of the professional qualifications of each outside evaluator or a copy of each evaluator’s curriculum vitae must be included in the file, along with a copy of the letter sent to the evaluator.

IV. CRITERIA FOR TENURE AND PROMOTION

These Tenure and Promotion criteria are adopted by the tenured faculty of the School of Music to fit its particular needs, in recognition of the diverse responsibilities of the School faculty. These criteria are not intended to prescribe a uniform pattern of accomplishments that must be achieved by all candidates for tenure and promotion. Rather, they identify ways of evaluating accomplishments in the three areas of research/creative activity, teaching, and service while permitting the flexibility necessary to accommodate the individual talents and interests of the School of Music faculty within the guidelines set by the University in the Faculty Manual. Candidates should include in the Personal Statement a description of their activities in research/creative activity, teaching, and service and the pertinence of these activities to the mission and goals of the School of Music and the University. If a Personal Statement is not included, the candidate should so describe these activities in the documentary evidence.

Faculty members in the areas of Music History, Music Theory and Composition, Music Education, and Piano Pedagogy will normally hold the earned doctor’s degree and will have a record of scholarly achievement beyond the doctorate. Applied faculty and ensemble directors are often recruited from the ranks of established performers and artist-teachers. The performance level and artistic success of the professional experience should be considered along with the academic credentials of the candidate.

Standards of Assessment
The School of Music uses adjectival standards to rate a candidate’s performance and uses the following terminology: outstanding, excellent, good, fair, and unacceptable. These are defined as follows:

• Outstanding The candidate’s performance is far above the minimally effective level. In regard to research/creative activity, output is of very high quality, and a national/international reputation is evident.
• Excellent The candidate significantly exceeds the minimally effective level of performance. In regard to research/creative activity, output is already of high quality, and a national/international reputation is clearly possible, if not likely.
• Good The candidate’s performance is clearly above the minimally effective level. In regard to research/creative activity, he or she shows promise of high quality in the future.
• Fair The candidate meets the minimally effective level of performance.
• Unacceptable The candidate has accomplished less than the minimally effective level of performance.

Tenure
Unit criteria for tenure at the rank of associate professor shall require, at a minimum, evidence of excellence in either research and/or creative activities or teaching, accompanied by a good record in the other areas, and evidence of progress toward establishing a national or international reputation in a field. Criteria for tenure at any rank must require evidence of consistency and durability of performance.

The candidate’s entire professional career will be assessed, but particular emphasis will be placed on development while serving on the faculty at the University of South Carolina. If a candidate was hired as an untenured associate or full professor, the unit may consider previous experience in assessing the candidate’s record of prior teaching. A candidate for tenure who is currently at the rank of assistant professor or above must demonstrate, during a probationary period, consistent growth and development in the areas of teaching, research/creative activity, and service. The candidate’s record will indicate a degree of consistency and durability of performance that could be expected to lead to the achievement of a national professional visibility, thereby enhancing the image of the School and the University. This would be achieved by significant accomplishment of tasks listed in the local/regional section of the relevant appendices and achievement of some of the tasks listed in the national/international section.

Usually the School of Music Committee on Tenure and Promotion will recommend un-tenured candidates for promotion and tenure during the same year. An exception can occur if a candidate was hired at the rank of associate professor; in such circumstances these candidates could be recommended for tenure without promotion according to the criteria outlined. A faculty member may not be tenured at the rank of assistant professor.

Promotion from Assistant Professor to Associate Professor
The candidate’s entire professional career will be assessed, but particular emphasis will be placed on development while serving in the rank of assistant professor at the University of South Carolina.

An assistant professor may apply for promotion to associate professor without applying for tenure if the faculty member is not in the penultimate year of the maximum probationary period. Promotion to the rank of associate professor shall require, at a minimum, evidence of excellence in either research/creative activity or teaching, accompanied by a good record in the other areas. This would be achieved by significant accomplishment of tasks listed in the local/regional section of the relevant appendices and achievement of some of the tasks listed in the national/international section of the relevant appendices.

• Excellent Teaching A record of excellent teaching will be determined through positive colleague evaluation (including observations of teaching and student performance) of activities listed in the local or regional section of the relevant appendices that achieve an assessment of excellent; positive student evaluations (and through significant accomplishment of some of the tasks listed in the national/international section of the relevant appendices.
• Good Teaching A record of good teaching will be determined through positive colleague evaluation (including observations of teaching and student performance) of activities listed in at least the local or regional section of the relevant appendices and positive student evaluations.
• Excellent Research/Creative Activity Excellence in research/creative activity will be defined as achieving a rating of excellent from peers and outside referees in their evaluation of the activities listed in local/regional section of the relevant Appendices, and through significant accomplishment of some of the tasks listed in the national/international section of the relevant appendices.
• Good Research/Creative Activity A good record in research/creative activity will be characterized by achieving a rating of good from peers and outside referees in their evaluation of the activities listed in at least the local/regional section of the relevant Appendices.
• Good Service A good record in service will be characterized by achieving a rating of good from colleagues in their evaluation of the activities listed in at least the local/regional section of the relevant Appendices.

Promotion from Associate Professor to Professor
The candidate’s entire professional career will be assessed, but particular emphasis will be placed on development while serving in the rank of associate professor at the University of South Carolina.

The faculty member is normally expected to hold the earned doctor’s degree or equivalent professional experience and have at least nine years of effective and relevant experience. Candidates for promotion to the rank of Professor must demonstrate that their activities have contributed to the establishment of a national and/or international reputation. This would be achieved by significant accomplishment of tasks listed in the national/international section of the relevant appendices.

Candidates for promotion to professor must demonstrate a sustained and excellent record of achievement in the area of research/creative activity, a record of excellence in teaching, and a good level of service.

• Excellent Teaching A record of excellent teaching will be determined through positive colleague evaluation (including observations of teaching and student performance) of activities listed in the local or regional section of the relevant appendices that achieve an assessment of excellent; positive student evaluations and through significant accomplishment of some of the tasks listed in the national/international section of the relevant appendices.
• Good Teaching A record of good teaching will be determined through positive colleague evaluation (including observations of teaching and student performance) of activities listed in at least the local or regional section of the relevant appendices and positive student evaluations.
• Excellent Research/Creative Activity Excellence in research/creative activity will be defined as achieving a rating of excellent from peers and outside referees in their evaluation of the activities listed in local/regional section of the relevant Appendices, and through significant accomplishment of some of the tasks listed in the national/international section of the relevant appendices.
• Good Research/Creative Activity A good record in research/creative activity will be characterized by achieving a rating of good from peers and outside referees in their evaluation of the activities listed in at least the local/regional section of the relevant Appendices.
• Good Service A good record in service will be characterized by achieving a rating of good from peers in their evaluation of the activities listed in at least the local/regional section of the relevant Appendices.

Faculty with Joint Appointments
The criteria for granting tenure or promotion to a jointly appointed faculty member shall be those of the primary unit. For faculty holding joint appointments, each secondary unit must be given an opportunity to propose outside evaluators and to comment on evaluators proposed by the primary unit. Primary and secondary units should work together to obtain a suitable, representative group of evaluators. In any event, an evaluation must be solicited from at least one evaluator nominated or approved by each secondary unit.

When the School of Music is the secondary unit for one or more faculty members with joint appointments, the views of all faculty eligible to participate in evaluation of the candidate are to be outlined in a memorandum of understanding (MoU).

When the School of Music is the primary unit for one or more faculty members with joint appointments, processes for (1) involving each secondary department or program in the selection of outside evaluators; (2) making the candidate’s file available to eligible faculty of each secondary unit; and (3) obtaining formal input from the eligible faculty of each secondary unit and placing it in the candidate’s file at least five working days prior to the unit’s vote on the application will be included in the memorandum of understanding (MoU).

In the case of a faculty member holding a joint appointment, notice shall also be given to the appropriate administrator of the secondary unit by either the dean or the chair of the unit committee on promotion and tenure. The administrator of the secondary unit shall have the right to attend the meeting and participate in discussion of the candidate, but not the right to vote, provided, that if the administrator of the secondary department or program is not of a rank equal to or higher than the candidate, the administrator will designate a faculty member of such rank to attend the meeting.