UCF School of Performing Arts Faculty Policies 2014/15 1 ...UCF School of Performing Arts Faculty Policies 2014/15 3 Preamble The University of Central Florida was opened in the fall

UCF School of Performing Arts Faculty Policies 2014/15 1

University of Central Florida School of Performing Arts

Music and Theatre Faculty Policies

2014/2015


Table of Contents

Preamble ........................................................................................................................................ 3 Mission and Goals ........................................................................................................................... 4 Administration and Governance Faculty Membership ............................................................................................................ 5 Director, Associate Directors .............................................................................................. 6 Theatre Artistic Director, Other Positions ........................................................................... 8 Organizational Flowchart .................................................................................................. 10 Faculty Meetings ............................................................................................................... 11 Committees ........................................................................................................................ 11 School of Performing Arts Student Organizations and Handbooks .................................. 13 Music Annual Evaluations and Standards Criteria ....................................................................... 15 Music Policies and Procedures for Tenure and Promotion ........................................................... 26 Music Faculty Assignment Policies .............................................................................................. 29 Theatre Annual Evaluation Standards and Procedures ................................................................. 31 Theatre Annual Evaluation Check sheet ....................................................................................... 37 Faculty Travel Policies .................................................................................................................. 56 Music Guidelines for Assignment of Summer Teaching .............................................................. 58 Theatre Guidelines for Assignment of Summer Teaching ............................................................ 59 Music Jury Policies ....................................................................................................................... 60 Music Undergraduate Audition Policies ....................................................................................... 61 Theatre Comp Ticket Policy for School of Performing Arts Faculty, Staff and Students ........... 62 Procedures for Amending Policies ................................................................................................ 64 Forms/Appendices Travel ............................................................................................................................................ 65 Purchase Order request .................................................................................................................. 66 Guest Artists Policies .................................................................................................................... 67


Preamble

The University of Central Florida was opened in the fall of 1968 as Florida Technological University. The Florida Legislature changed the name to the University of Central Florida in December, 1978. The College of Arts and Humanities was created in 2005 from a division of the College of Arts and Sciences into two colleges: one for arts and humanities and another for natural and social sciences. The College of Arts and Sciences was originally created in 1980, representing a union of the College of Humanities and Fine Arts, the College of Natural Sciences, and the College of Social Sciences. The Departments of Music and Theatre were created in 1968; collectively, they are the School of Performing Arts, a unit of the College of Arts and Humanities.

The fundamental premise of this document is that a relationship of mutual respect and trust should exist among faculty serving as School administrators and faculty whose activities are focused primarily on teaching and research. Therefore, faculty governance should be collegial and reflect diverse points of view. At the same time, the governance process should be efficient and aim to achieve broad faculty participation in a manner consistent with the other responsibilities of the faculty and the mission of the School, college and university.

These UCF School of Performing Arts Faculty Policies are used in conjunction with and subordinate to the UCF BOT/UFF Collective Bargaining Agreement, University policies and procedures, and College of Arts and Humanities By-Laws and policies and procedures. In the event that these School policies are in conflict with official college (http://www.cah.ucf.edu/) or university (http://www.provost.ucf.edu/) policies, the college or university policies shall prevail.

The School of Performing Arts administration shall represent the interests of the Music and Theatre Departments to the college and central administration and oversee and allocate human, financial and material resources of the School. It is the right, responsibility and privilege of the Music and Theatre Department faculties to participate in the governance of the School by commenting upon, requesting clarification of, or suggesting modifications and alternatives to any administrative action taken by the School.


Mission and Goals

The Mission of the University of Central Florida has been established as the following:

The University of Central Florida is a public, multi-campus, metropolitan research university, dedicated to serving its surrounding communities with their diverse and expanding populations, technological corridors, and international partners. The mission of the university is to offer high-quality undergraduate and graduate education, student development, and continuing education; to conduct research and creative activities; to provide services that enhance the intellectual, cultural, environmental, and economic development of the metropolitan region, address national and international issues in key areas, establish UCF as a major presence, and contribute to the global community.

In addition, the Five University Goals for UCF are as follows:

1. Offer the best undergraduate education available in Florida 2. Achieve international prominence in key programs of graduate study and research 3. Provide an international focus to our curricula and research programs 4. Become more inclusive and diverse 5. Be America’s leading partnership university

School of Performing Arts Mission, Vision, and Values Statement The School of Performing Arts produces outstanding practitioners, educators and scholars in Music and Theatre, while fostering a strong relationship between the community and the artists. The School enhances all of the programs at UCF with access to high-level performances and emphasis on the critical importance of “arts making,” while encouraging creativity and innovation across all disciplines. We serve our campus and community with research and creative activities that inspire, entertain and enlighten.

Mission, Vision and Values of the University of Central Florida Department of Theatre Theatre UCF provides a competitive edge to undergraduate and graduate students seeking to achieve excellence as professional theatre practitioners and creative intellectual leaders while inspiring them to be aware and enlightened human beings. We enhance the life and culture of the University and community through the arts and collaborate with professional partners to build a stronger community.

Vision

Theatre UCF will continue to expand our national and international presence as a performing arts program, and become recognized for our intellectual, cultural, technological and professional environment with nationally and internationally recognized faculty, state-of-the-art facilities and professionally successful alumni.

Values We believe in process, integrity, versatility, discipline, collaboration, creativity, respect, passion, diversity, and responsible use of resources in the pursuit of excellence.


Mission and Goals of the University of Central Florida Department of Music

The UCF Department of Music recognizes that music is basic to the human condition; that music promotes inclusiveness, diversity and understanding in a global society; that music enhances creativity, the source of all human progress; and that music elevates the human spirit. The primary mission of the Department of Music is to promote the musical arts by providing our students with the best education possible and by providing meaningful and diverse experiences in performance, education, composition, scholarly research, and service to the university, Orlando metropolitan area, state, and beyond.

Goals

UCF Department of Music is dedicated to

I. Offering outstanding undergraduate programs in music that provide students with the comprehensive knowledge, skills, and experiences to be successful and sophisticated creators, performers, educators, scholars, and consumers of music.

II. Offering progressive and flexible graduate programs in music. III. Cultivating and sustaining regional, state, national and international collaborations and

partnerships with professional and educational organizations. IV. Promoting inclusiveness and diversity in curricula; performances; scholarly research and

creative activities; and faculty, staff, and students. V. Providing quality performances, workshops, clinics, master classes and music camps to

students, music educators, and the general public.

Administration and Governance

I. Membership in the School of Performing Arts Faculty

A. Voting Faculty Members 1. Voting Faculty Members are full-time faculty who hold tenured or tenure-

earning positions at the rank of assistant, associate, or full professor; or who hold a regular, full-time non-visiting appointment as instructor or lecturer or are “Assistants in” (Theatre/Music) or are A&P Personnel with teaching or production assignments.

2. Unless university or college policies indicate otherwise, Voting Faculty Members may participate and vote in all School activities, serve on and chair School committees.

B. Associate Faculty Members

1. Associate Faculty Members are School personnel with teaching responsibilities who are part-time (adjunct) faculty, visiting faculty, or in-unit A&P personnel without teaching or production assignments.


2. Unless otherwise restricted, Associate Faculty Members may participate but not vote in general faculty meetings, and serve on but not chair committees.

II. Director of the School of Performing Arts

A. The Dean of the College of Arts and Humanities appoints the Director of the School of Performing Arts for a five-year term. It is recommended that the Dean consult closely with faculty during the Director appointment process.

B. The duties of the Director include but are not limited to: 1. Administer Academic Programs/Serve as the School’s primary administrator

a. Consult with faculty on all pertinent issues b. Delegate duties and responsibilities as appropriate c. Work with the various School committees and individual faculty in

determining areas of responsibility d. Represent the School to the administration (CAH/University),

community, and at state and national conferences e. Prepare the School’s Annual Report

2. Academic fiscal planning and management a. Prepare and administer the School budget b. Allocate funding based on program needs

3. Seek and secure internal and external funding for the School’s academic programs and projects

4. Marketing/promotion of academic programs a. School advocate both on and off-campus b. Coordinate student recruitment

5. Community/public relations 6. Supervise School faculty and staff (payroll oversight)

a. Administer Faculty and staff academic/annual evaluations b. Promote faculty/staff professional development c. Make recommendations to the administration regarding appointment

and re-appointment of faculty, progress toward tenure and promotion, final tenure and promotion reviews, and salary increases

d. Mentor faculty for tenure, promotion, and professional development e. Attend to faculty issues/concerns; student reports/appeals f. Recruit faculty/staff

7. Supervise curriculum/program development and Program Assessment 8. Establish/maintain academic standards 9. Supervise the planning and coordination of class/teaching schedule

a. Make faculty annual assignments b. Development of the School academic/production calendar

10. Chair faculty meetings and distribute meeting agendas in advance a. Chair Executive Committee meetings b. Serve as an ex-officio member of all departmental committees, when

not in conflict with the UCF BOT/UFF agreement 11. Attend to student issues as recommended by the advisors and coordinators


C. Evaluation of the Director 1. The Director will be evaluated annually by the faculty using the process and

forms established by the Dean. In developing the Director’s evaluation, the Dean will also use other data and information as appropriate. The Dean will share the annual evaluation with the Director, taking care to ensure anonymity of faculty participating in the evaluation process.

2. At the end of the five-year term, the Director will undergo a comprehensive evaluation that includes input from School faculty and staff, as well as individuals outside the School. The Director may be re-appointed to an additional five-year term if this is mutually agreeable by the Dean and the Director.

III. Associate Directors of the School of Performing Arts

A. The Director of the School of Performing Arts appoints the Associate Directors:

B. The duties of the Associate Director-Personnel, Curriculum and Course Scheduling/Staffing include but are not limited to:

1. Assist Director in Administration of Faculty and Staff Affairs 2. School Payroll Approval (Primary) 3. Assist in supervising School faculty and staff

a. Assist in preparing Faculty and staff academic/annual evaluations b. Assist in promoting faculty/staff professional development c. Mentor faculty for tenure, promotion, and professional development d. Attend to faculty issues/concerns; student reports/appeals (Primary) e. Assist in recruitment of faculty/staff and the hiring process

4. Assist Director in Administration of Academic Programs a. Assist in planning and coordination of class/teaching schedules b. Assist in the development of the School academic/production

calendar c. Assist in curriculum/program development and assessment d. Serve as DRC Reviewer for Music Program Assessments e. Supervise Undergraduate and Graduate Catalog revision and edits f. Assist in NASM Accreditation Annual Reporting

1) Oversee review processes and coordinate visit g. Chair faculty meetings in absence of the Director h. Chair Executive Committee meetings in absence of the Director i. Assist in preparing the School’s Annual Report

5. Assist Director in Administration of Student Affairs a. Supervise Scholarship, Awards, OSW and GTA distribution b. Work with the Student Organizations (including the Student Advisory

Committee) regarding topics important to SPA students

C. The duties of the Associate Director-Budget, Productions, Facilities and Property include but are not limited to:

1. Assist Director in Administration and Tracking of School Budget a. Assist in Academic fiscal planning and management


1) Assist in preparing and administering the School budget 2) Work closely with the Accounting team/CAH to track

expenditures of all budget lines b. Assist in seeking and securing external funding c. Purchase Order/P-Card Usage initial approver d. Travel Request initial approver e. Guest Artist/Expenses initial approver

2. Assist Director in Supervising Facilities, Property and Building Management 3. Building manager - Facilities supervisor/coordinator 4. Supervise Property Custodians and inventory reporting 5. Assist in development of departmental academic/production calendar 6. Assist Director in Administration of Academic Programs

a. Assist in curriculum/program development and assessment b. Serve as DRC Reviewer for Theatre Program Assessments c. Assist in NAST Accreditation Annual Reporting

1) Oversee review processes and coordinate visit 7. Advocate for the School and production program both on and off-campus 8. Serve as a liaison between School/CAH/University in the absence of the

Director 9. Assist the Artistic Director

a. Assist in the Administration of Production Programs b. Assist in production fiscal planning and management c. Assist in production assignments d. Assist in faculty/staff production evaluation and development e. Assist in recruitment of guest artists f. Advocate for the production program both on and off-campus g. Assist with marketing/promotion of production programs h. Assist with development of departmental academic/production

calendar i. Assist with community/public relations j. Assist with producing summer theatre

IV. Theatre Artistic Director

A. The Director of the School of Performing Arts appoints the Theatre Artistic Director:

B. The duties of the Theatre Artistic Director include but are not limited to: 1. Administer the Production Process 2. Final decision on season selection 3. Production fiscal planning and management 4. Coordinate/assist in production assignments

a. Arbitrate and make final production decisions b. Facilitate the production process

5. Establish/maintain aesthetic/production standards 6. Participate in faculty/staff production evaluation and development 7. Assist with development of School academic/production calendar 8. Assist with marketing/promotion of production programs

a. Seek external funding for production programs


b. Seek external funding for productions 9. Community/public relations

10. Produce summer theatre 11. Assist Director in Administration of Academic Programs

a. Assist in curriculum/program development and assessment b. Establish/maintain academic standards c. Assist in recruitment of faculty/staff d. Coordinate student recruitment e. Marketing/promotion of academic programs f. Recruit guest artists g. Advocate for the School and production program both on and off-

campus h. Assist with student recruitment and retention i. Coordinate B.F.A. and M. F. A. student evaluations j. Participate in student evaluations

V. Other

A. Production Manager Administration & Finance. Responsible for production staff

supervision, production budgets, facilities &equipment, technology. Responsible for coordinating production schedules to ensure effective use of resources & avoid conflicts with facilities, equipment, and personnel, including students. Full time staff position, A&P. Reports to the Director.

B. Graduate Coordinators (2) Music and Theatre faculty positions with some release

time. Responsible for coordinating all school graduate programs; graduate student advisor; both serve on graduate committee.

C. Theatre UG Coordinator Faculty position with some release time. Responsible for

coordinating all theatre undergraduate programs; theatre undergraduate student advisor; serves on the curriculum committee.

D. Music UG Coordinator Faculty position with some release time. Responsible for

coordinating all music undergraduate programs; music undergraduate student advisor; serves on the curriculum committee.

E. Student Advisory Committee Advises Director on issues of importance to students.

Elective representatives from music and theatre graduate and undergraduate students.


President Dr. John Hitt

Provost Dr. Dale Whitakker

CAH Dean Dr. Jose Fernendez

School of Performing Arts Director Jeff Moore

Executive Committee

SPA Admin. Assistant

Arlene Flores

Of=ice Manager Music

John Parker Secretary-‐Theatre

Sam Waters

Theatre Artistic Director, Season Selection, Production Supervision

Earl Weaver

Theate Faculty Production /Season

Production Manager Gary Brown

Technical Director John Heil

Michael Layton

Design Staff Matt Decket Phil Ingle

Costume Shop Dan Jones

TBN Manager

Stage Managers

Associate Director Budget, Productions, Facilities & Property

Dr. Steven Chicurel

Accountants Barbara Kelly Hursey Andrea Reynolds Stephanie Crouch

Property Custodians Dave Schreier Music Gary Brown Theatre

Director of Marketing/Community Relations/Development

Heather Gibson

Marketing Assistant/Camps

TBN David Schreier

Flying Horse Records Jeff Rupert Box Of=ice Manager

Donna Rahman

Ushers House Managers

Box OfQice Student Staff

Concessions

Associate Director Personnel, , Curriculum, & Course Scheduling/Staf=ing

Dr. Keith Koons

Faculty Music and Theatre

Joint Faculty -‐Committees P&T Curriculum/Assessment

Graduate Recruiting/Scholarships/Awards

Public Relations/Performances & Special Events

Area Meetings Area Coordinators

Coordinator Design/Tech

Bert Scott

Coordinator Acting Be Boyd -‐ Undergrad Kate Ingram-‐Grad

Coordinator MT/Dance Steve Chicurel/Judi Seigfried

Coordinator TYA Vandy Wood

Coordinator Music Ed. Kelly Miller

Graduate Coordinators Dr. Julia Listengarten-‐Theatre

Dr. Keith Koons-‐Music Undergraduate Coordinators Kristina Tollefson-‐Theatre

Kirk Gay-‐Music Internship Coordinator

Sybil St. Claire

Academic Support Staff Ciiara Wilson

Student Advisory Committee Music and Theatre


VI. Faculty Meetings

A. It is recommended that a minimum of two School of Performing Arts faculty meetings be scheduled each academic year: one in the Fall semester and one in the Spring semester. Additional faculty meetings may be scheduled by the Director as needed.

B. The School Director or designate will chair faculty meetings. It is expected that all Voting Faculty will attend faculty meetings. Associate Faculty are encouraged to attend regularly scheduled faculty meetings but may not vote. A meeting quorum is fifty percent of the Voting Faculty.

C. Faculty meeting agenda will be prepared by the Director. Individual faculty are encouraged to submit agenda items for consideration.

D. Faculty meeting minutes will be prepared and distributed by the Director’s Administrative Assistant. The minutes will consist of the following

1. Faculty in attendance 2. Voting Faculty absent 3. Meeting agenda 4. Announcements 5. Significant topics discussed 6. Motions made and voted on

E. Voting Faculty must be present to vote. Neither proxy nor absentee ballots will be accepted.

F. Parliamentary procedures, as outlined in Robert’s Rules of Order, will be followed.

G. Unit meetings of the Departments of Music and Theatre will be held as needed and chaired by the Director or Associate Director.

VII. School of Performing Arts Committees

A. Executive Committee

1. Executive Committee membership shall consist of the Director; both Associate Directors; Theatre Artistic Director; Production Manager and two elected tenured faculty representatives (one each from Music and Theatre) elected by the faculty.

2. Elected members will serve three-year overlapping terms. Elected members may serve no more than two consecutive terms. Normally, one member will be elected each year at the first faculty meeting in the fall semester. A majority vote of the faculty present is required for election.

3. If a member of the Executive Committee cannot attend a regularly scheduled meeting, she/he should appoint a substitute from the faculty.

4. The duties of the Executive Committee include but are not limited to a. Advising the Director on issues the Director brings to the committee


b. Representing the faculty to the Director on issues of faculty concern c. Suggesting agenda items for faculty meetings

B. Curriculum and Assessment Committee 1. Membership in the Curriculum and Assessment Committee and the Chair is

appointed by the Director of the School. The Undergraduate Coordinators will serve on the committee.. Faculty requests for committee assignment will be honored by the Director whenever feasible.

2. Curriculum and Assessment Committee duties include but are not limited to a. Developing and proposing curriculum revisions b. Proposing new or revised courses c. Making recommendations to the Director on curriculum problems d. Developing and revising program assessment plans e. Evaluating assessment plan data and making recommendations for

program improvement

C. Recruiting, Scholarship and Awards Committee 1. Music Sub-Committee

a. Membership in the Music Recruiting, Scholarship and Awards Sub-Committee is appointed by the Director of the School. Faculty requests for committee assignment will be honored by the Director whenever feasible.

b. Recruiting Scholarship and Awards Sub-Committee duties include but are not limited to

1) Developing effective recruiting strategies to ensure the Music Department has the number and quality of students on all instruments/voices to run our programs

2) Making recommendations for and coordinate student ensemble touring for recruiting purposes

3) Assisting with logistics for the Department’s presence at FMEA

4) Coordinating New Student Audition days, both on campus and at community colleges as appropriate

5) Making recommendations to the Director regarding scholarship awards and policies

6) Coordinating the music student Concerto Competition, the Performance Excellence Awards Competition, and the Presser Award

2. Theatre Recruiting Sub-Committee a. Membership in the Recruiting Sub-Committee is appointed by the

Director of the School. Faculty requests for committee assignment will be honored by the Director whenever feasible.

b. Theatre Recruiting Sub-Committee duties include but are not limited to:


1) Developing effective recruiting strategies to ensure the Theatre Department has the number and quality of students in all degree tracks to serve our programs

2) Making recommendations for and coordinate student ensemble touring for recruiting purposes

3) Assisting with logistics for the Department’s presence at FTE, SETC and KC/ACTF

4) Coordinating New Student Audition days, both on campus and at out of town venues as appropriate

D. Public Relations/Performances and Special Events Committee

1. Membership in the Concerts, Special Events, and Public Relations Committee is appointed by the Director of the School. Faculty requests for committee assignment will be honored by the Director whenever feasible.

2. Public Relations /Performances, and Special Events Committee duties include but are not limited to

a. Making artist recommendations for the Guest Artist Series b. Making recommendations for Music Department publicity materials,

including print and electronic media, with particular attention to creating a recognizable “brand” for the Department and School

c. Overseeing the annual Contemporary Music Festival d. Overseeing UCF summer camps

E. Promotion and Tenure Committee policies are governed by the Promotion and Tenure Policies and Procedures section later in this document.

F. Graduate Committee

1. Membership in the Graduate Committee is appointed by the Director of the School. Graduate Coordinators will serve on the committee, and all program advisors will also be committee members. Faculty requests for committee assignment will be honored by the Director whenever feasible.

2. Graduate Committee duties include but are not limited to a. Developing and proposing graduate curriculum revisions b. Proposing new or revised graduate courses c. Making recommendations to the Director on graduate curriculum

issues d. Developing and revising graduate program assessment plans e. Evaluating graduate assessment plan data and making

recommendations for program improvement

VIII. Theatre Student Organization and Theatre Student Handbook

A. Theatre students have the opportunity to become active in local chapters of Alpha Psi Omega, the National Theatre Honorary Society (http://www.alphapsiomega.org/) and United States Institute for Theatre Technology (USITT) (http://www.usitt.org/)


B. Three documents provide Theatre student policies and governance. The Undergraduate Student Handbook, Production Handbook, and Stage Management Handbook may be accessed at http://theatre.cah.ucf.edu/resources.php.

IX. Music Student Organization and Music Student Handbook

The Music Student Handbook documents music student policies and governance not included in the Music Faculty Policies. The Music Student Handbook may be accessed at www.music.ucf.edu/.


MUSIC ANNUAL EVALUATION STANDARDS AND PROCEDURES

Principles in Evaluating Music Faculty Activities

• Although these standards are specific to annual evaluations of faculty, the application of the standards should be consistent with and complementary to School and university standards for promotion and tenure. However, because “Promotion decisions are not merely a totaling of an employee’s annual performance evaluations” (2010/12 UCF BOT/UFF Agreement, 14.1.a.), faculty should not assume that positive ratings in the annual evaluations process will automatically lead to a positive recommendation for tenure or promotion. The cumulative evaluation toward tenure/promotion process is separate from the annual evaluation process.

• The standards described in this document are meant to serve as examples and guidelines. They are not intended to all-inclusive or exclusionary. The very nature of research and creative activities presupposes knowledge and meaning that were previously unknown, undiscovered, or unmade, and thus not codified.

• Faculty members are evaluated on their record of teaching, scholarship/creativity, and service. Examples include, but are not limited to: regular attendance and participation in faculty and committee meetings, appropriate use of facilities, availability to students and colleagues, willingness to engage in meaningful professional dialogue, and positive response to reasonable assignments. Their demeanor should reflect positively upon the university and the School, both on- and off-campus. Application of these standards will not infringe upon faculty individual rights or academic freedom.

• The Director will assess degrees of quality and achievement when specific guidelines are absent.

Weighting of Categories

Philosophy

It is a fundamental philosophy in the UCF Department of Music that excellence in teaching is a prerequisite to faculty receiving favorable annual evaluations as well as tenure or promotion. Additionally, all tenured and tenure-earning faculty must continue their research and creative activities to remain current in their disciplines as well as advance musical scholarship, composition, and performance. Finally, appropriate professional service to the university, profession, and community is an obligation of all full time faculty.

Each faculty member will be evaluated based upon his or her assignment. The following weighting of categories will be used to determine the overall rating for full time faculty.

Tenure/Tenure Earning (for differences, see General Load Assignment Policies on page 2)

Outstanding Outstanding in both Teaching and Research/Creative Activities; no lower than Above Satisfactory in Service

Above Satisfactory No lower than Above Satisfactory in Teaching and Research/Creative Activities; no lower than Satisfactory in Service

Satisfactory No lower than Satisfactory in any of the three areas Conditional Conditional or Unsatisfactory in one or more categories


Unsatisfactory Unsatisfactory in two or more categories

Instructor, Visiting Faculty

Outstanding Outstanding in Teaching; no lower than Above Satisfactory in Service Above Satisfactory No lower than Above Satisfactory in Teaching; no lower than Satisfactory in

Service Satisfactory No lower than Satisfactory in Teaching or Service Conditional Conditional in Teaching Unsatisfactory Unsatisfactory in Teaching

Faculty Specialty Areas

Music faculty may be divided into three groups for the purpose of evaluation:

A) Studio teachers, whose professional reputation is normally established by performance. The quality and improvement of student skills may also be measured. Active recruitment effort is expected. For the purpose of codification, the composition studio is included in this category with published/performed compositions valued the same as studio teacher performances.

B) Performing ensemble teachers/conductors, whose professional reputation is normally established by conducting. Improvement in the quality of the ensemble(s) may also be measured. Active recruitment effort is expected.

C) Classroom teachers, whose professional reputation is normally established through research resulting in articles, books, musical compositions, or presentations at international, national, and local meetings. Recruiting is not normally expected.

General Load Assignment Policies

Although faculty may choose professional development in more than one area, it is recommended that faculty consult the Director for guidance. The Director’s annual assignment provides specific direction concerning the scope and balance of the faculty member’s activities. Both the Director and tenured faculty’s annual evaluations will consider the Director’s annual assignment and compare it to the faculty member’s annual report. Generally, each tenured faculty member’s annual assignment is 66% Teaching, 24% Research/Creative Activities and 10% Service, with the exception of those whose teaching loads are reduced due to administrative duties. Generally, tenure-earning faculty will be assigned 66% Teaching, 29% Research/Creative Activities and 5% Service, while instructors will be assigned 90% Teaching, 0% Research/Creative Activities and 10% Service.

Special considerations, such as split appointments or other assignments, unusually heavy teaching loads, or severely limited resources might modify, but not eliminate, expectations in the research/creative activity area. Whether on a nine (9) or twelve (12) month contract, all activities during the academic year (August 1– July 31) must be included in the faculty member’s annual report.


Procedural Guidelines

• Activities have been assigned to the Teaching, Research/Creative Activities, and Service categories according to general consensus. However, musical activities are often not easily assigned to categories, and the faculty member should exercise one’s best judgment in assigning an activity when the appropriate category is not obvious. For example, some activities normally considered Service (e.g., adjudications, master classes, workshops) may be considered as Research/Creative Activity depending upon the invitation/selection process and level of exposure (i.e., national or international). Differences of opinion among the individual faculty member, the Faculty Promotion and Tenure Committee, and the Director may be noted.

• Regardless of category, each activity should be listed only once. • Student ensemble performances are considered part of teaching duties and should be listed

in the Teaching category. Outstanding achievements by students or student ensembles may be considered evidence of outstanding teaching by the respective faculty member.

• Date(s) of performances, presentations, publications, etc., should be included for all activities as appropriate. The date should be that of when the activity occurs, and normally it can count only once.

• Activities should be grouped according to categories and listed in reverse chronological order.

• Tenured and tenure-earning faculty will be evaluated in all three professional areas. Instructors will be evaluated in Teaching and Service only. Instructors will be evaluated in Teaching only.

• Weighting for faculty with split appointments/assignments will be negotiated on an individual basis with the Director.

• The Director shall meet with each faculty member at the faculty member’s request to discuss plans for future activities and the Director’s expectations regarding those activities in the annual evaluation process. It is recommended these meeting occur annually, usually in August. Agreements between the Director and the faculty member as a result of these discussions will be documented by the Director and shared with the faculty member.

Standards for Teaching

The quality of a faculty member’s teaching performance will be judged by the following standards:

Satisfactory:

The faculty member will receive at least a “Satisfactory” evaluation in teaching if she/he:

A) Meets class regularly and punctually and as scheduled, including giving the final exam during the final exam period, as appropriate.

B) Schedules office hours and meets scheduled appointments. C) Demonstrates a current knowledge base for each course taught. D) Demonstrates a methodology and pedagogy that adequately convey the knowledge base

defined by the course objectives and course requirements as listed in each course syllabus.


1) Objectives should be stated in the course syllabus, demonstrating clarity of instructor’s expectation and all major objectives should be met.

2) For applied music, demonstrated student progress shall be considered in evaluating achievement of objectives. Progress should be demonstrated in Music Forum performances and jury examinations.

3) For ensembles and for classroom teaching, demonstrated organizational skill is essential.

E) Actively participates in recruitment as appropriate. (e.g.; letters, emails, visits to prospective students; course retention; master classes & workshops, etc.)

F) Creates a fair and clearly stipulated evaluation system capable of adequately measuring and demonstrating each student’s achievement in the course.

G) Submits grades on time, as well as textbook orders (as required by state legislation). H) Participates fully in program assessment in support of departmental and university

program assessment goals. (e.g.; assessment rubrics for juries, hearings, projects, etc.)

Note: In general, items such as academic advisement, supervision of student interns, and participation in assigned faculty ensembles should be included in the assigned teaching load [with appropriate contact-hour credit] and be part of the evaluative process.

Conditional:

A faculty member may be evaluated as “Conditional” in Teaching if she/he fails to meet any one of the standards for “Satisfactory.”

Unsatisfactory

A faculty member may be evaluated as “Unsatisfactory” in Teaching if she/he fails to meet any two or more of the standards for “Satisfactory.” An “Unsatisfactory” rating in Teaching will result in an improvement plan with a timeline for improvement and consequences for failing to meet the desired targets.

Above Satisfactory:

The faculty member will receive an “Above Satisfactory” rating in teaching if he/she:

1) Meets all of the standards for a Satisfactory rating,

AND 2) Submits evidence of success in teaching, such as student evaluations, faculty peer

observations, Director observation, and other documentation (e.g.; syllabi, course materials, student achievement, etc.) All measures of success in teaching shall be given comparable weight.

Note: When weighing student evaluations, factors such as large classes versus smaller classes, classes designed for music majors versus classes designed for non-music majors, and the instructor’s grade distribution shall be considered.

AND 3) Successfully demonstrates at least three of the following:


A) Assignment of an overload of courses or students and completion of the assignment without substantially diminished effectiveness.

B) Assignment of an unusual number of different class preparations, ensembles, or applied music students performing junior or senior recitals.

C) Substantial revision of course materials or development of new courses. D) Substantial teaching-related duties required by departmental mission but not included

in course F.T.E. assignments. E) Demonstrated success in recruiting and retaining music majors in applied studios,

ensembles, programs, and classrooms. F) Teaching excellence awards, such as TIP, Undergraduate Teaching Excellence

Award, etc. G) Evidence of an unusually high level of student achievement in scholarship,

performance, or in ensembles. Examples include student awards; publications; competitions won; fellowships or assistantships awarded; professional positions won; invitations to perform at state, regional, and national conferences; etc. Such achievement also may be demonstrated via studio visitations, performances, and jury examinations.

H) Development of laboratory, classroom, or studio teaching materials. I) Publication of textbooks, casebooks, readings, or other teaching materials which are

adopted by other schools-including public and pre-college school. J) Demonstrated unusual effectiveness in academic advisement. K) Supervision of interns, directed study, or honors theses (substantially above a full

load). L) Unusual and/or time-consuming teaching activities of benefit to the School. (e.g.,

teaching large sections of GEP classes) M) Participation in teaching workshops, FCTL seminars, etc.

Outstanding: A faculty member will be rated as “Outstanding” when she/he:

A) Meets all standards for a “Satisfactory” rating;

AND B) Submits evidence of success in teaching, such as student evaluations, faculty peer

observations, Director observation, and other documentation (e.g.; syllabi, course materials, student achievement, etc.) All measures of success in teaching shall be given comparable weight.

AND C) Is able to demonstrate quality achievement in four or more of the categories listed in

Sections 3A) through 3M) in the “Above Satisfactory” portion of these guidelines.

Standards for Research and Creative Activities

The expectation of research and creative activities is that such efforts should lead to some visible manifestation either as written work or some other form of formal presentation/performance related to one’s professional activities. A high priority is given to research/creative activities. Creative and professional activity may include any of a wide variety of activities, depending upon the field of specialization and interests of the faculty member. Each faculty member is expected to pursue


professional activities appropriate to his/her peers. Faculty members often participate in diverse activities; they perform, write, edit, compose, publish, consult, record, and participate in a wide variety of professional activities. Such breadth of activity is encouraged. Each faculty member’s primary efforts are usually directed toward those activities expected in the area of his/her appointment. However, the Director’s annual assignment shall give the faculty member specific direction with regard to their activities. If the annual assignment of the Director is outside the area of the faculty member’s original appointment, then the expectation and evaluation standards must be consistent with the annual assignment and not the area of the original appointment.

Artistic performances or other creative activities should be judged on the basis of quality without reference to compensation. It is the position of the Music Department that activities may be considered for which payment is received. Recital quality, scope of influence, and preparation will be assessed in regard to creative growth. Consideration may be given a faculty member who has achieved national or international recognition in a specific area. Although quality is often difficult to evaluate objectively, the following standards and definitions are useful measures of quality:

1. Refereed: double blind, peer reviewed 2. Peer Reviewed: not blind 3. Invited performance/article/book chapter 4. Commission of compositions, book reviews, etc. 5. Awards/Prizes 6. Reviews of books, articles, performances, compositions, etc. 7. Citations 8. Published program annotations, CD liner notes, etc.

In circumstances of questions regarding measures of quality it is the responsibility of the faculty member to provide documentation supporting the measure. (e.g., invitation letters, certificates, editorial review procedures, etc.)

The long-range implications in recruiting and public relations are an important aspect of any public appearance of our music faculty.

The following are examples of research and creative activities that might be used for most music faculty. The general categories are considered to be equivalent. The activities within each category are in order of importance or significance.

A. Publications (includes electronic publication) 1. Significant book, composition, recording or scholarly edition by a publishing

company of national or international significance 2. Referred article in a major journal 3. Peer reviewed article 4. Article or book chapter by a publishing company of national or international

significance 5. Arrangement, other composition, edition or translation 6. Major review in leading scholarly journal 7. Review or article in popular magazine that is related to the field or trade journal 8. Journalistic criticism in newspaper 9. Program annotation or CD/DVD liner notes


B. Research 1. Award or grant of international importance 2. Award or grant of national importance 3. Presentation of research paper/lecture recital at an international meeting 4. Clinic/workshop/master class by invitation for professionals at the international level 5. Presentation of research paper/lecture recital at a national meeting 6. Clinic/workshop/master class for professionals at the national level or at a

university’s/organization’s invitation 7. Award or grant of regional importance 8. Presentation of research paper/lecture recital at a regional meeting 9. Clinic/workshop/master class by invitation for professionals at the local level 10. Award or grant of local significance.

C. Compositions 1. Commission or prize of international significance 2. Commission or prize of national significance 3. Performance by major musical organization, chamber music ensemble, or soloist 4. Commission or prize of regional significance 5. Performance at a contemporary music festival 6. Performance at another university or by an established community ensemble 7. Commission or prize of local significance 8. Performance in local area

D. Conducting 1) With a major musical organization or chamber music ensemble of recognized

importance 2) With an established musical organization at the international level 3) With an established musical organization at the national level (including “all-state”

ensembles) 4) At another university with an established university ensemble 5) Within the local area (regularly scheduled concerts of university ensembles are

considered part of the teaching load and will be evaluated under the teaching rubric)

E. Performance (As a soloist, chamber, or ensemble musician. Distinction should be made among solo, chamber, and large ensemble performances.) [This could be supported by reviews and/or letters from recognized experts in the field when available.] 1. Soloist with a major musical organization or chamber music performance with a

recognized chamber ensemble 2. With an established musical organization or chamber ensemble outside the region. 3. Recital in a major cultural area outside the region 4. At a professional meeting, international, national, or regional 5. At another university 6. Within the local area


Satisfactory:

At least one of the following (or a combination of partial categories that reasonably adds up to one whole, i.e. one guest conducting and 3 performances of local or state significance):

• Publication of an article in a non-refereed national journal • One presentation or clinic at local or state conferences • One grant or award of local significance • One composition commission, performance, or publication of local or state significance • Two guest conducting appearances of local or state significance • Five performances of local or state significance

Conditional:

A faculty member may be evaluated as “Conditional” in Research/Creative Activity if there is evidence of some activity or achievement but it does not achieve the standards for “Satisfactory.” For example, if a faculty member auditions for performances, but is not chosen for the performance or submits a presentation application, grant or article, but is not accepted.

Unsatisfactory:

A faculty member may be evaluated as “Unsatisfactory” in Research/Creative Activity if there is no significant evidence of activity or achievement in this area.

Above Satisfactory:

Satisfy standards for “Satisfactory” plus at least one of the following (or a combination of partial categories that reasonably adds up to one whole):

• Publication of one additional article in a non-refereed national journal • One additional presentation or clinic at national or international conferences • One additional award or grant of state significance • One additional composition commission, performance, guest conducting appearance, or

publication of national or international significance • Two additional guest conducting appearances of local or state significance • Five additional performances of local or state significance

Outstanding:

Satisfy standards for “Above Satisfactory” plus at least one of the following (or a combination of partial categories that reasonably adds up to one whole):

• One article published in a recognized refereed journal or • One book published by a recognized national or international publisher • One award or grant of national or international significance • Two composition commissions, performances, guest conducting appearances, or

publications of national or international significance • One CD published by a recognized national or international distribution company


Standards for Service

The philosophy of the Music Department regarding service is to recognize that the contributions of all faculty are both important and necessary. The concept of team spirit and cooperation that enables the Department to maintain its quality while at the same time meeting the many demands of the Department, the School, the university community, the community at large, and our society from state through international levels is indicative of this philosophy. As in the areas of teaching and professional activity, minimal service activity cannot be considered satisfactory. Additionally, the quantity of service activity should not be considered a substitute for the quality of the contribution. The following are examples of service which support the reputation of the Music Department and enhance its day to day mission.

1) School or Departmental Committees A) Chair B) Membership

2) College Committees A) Chair B) Membership

3) University Committees A) Chair B) Membership

4) National, and international professional organizations A) Editorial work for a professional journal B) Officer of an organization C) Chair of a committee D) Committee member E) Participate in meetings F) Attend meetings

5) State and Regional professional organizations A) Editorial work for a professional journal B) Officer of an organization C) Chair of a committee D) Committee member E) Participate in meetings F) Attend meetings

6) Clinics, workshops, visitations, lectures, demonstrations for students A) In-state but outside the local area B) In the local area

7) Adjudication A) National or international events B) Out of state C) In-state but outside the local area D) In the local area


8) Public service in a professional capacity A) Member of a community arts committee or board. B) Performance or speech at a service club or similar situation

9) Mentoring A) Serving as external promotion/tenure reviewer B) Serving as mentor to junior faculty C) Assisting graduate with career development/placement

Satisfactory:

Must satisfy three of the following six criteria: 1) Serve the university as the Chair of any active departmental and school, college, or

university committee. 2) Serve the university on any active department, school, college, or university committee. 3) Serve the community by giving a professionally related presentation to an organization

or public school. 4) Serve the community on a committee, as an adjudicator, or as an officer of a

professionally related organization. 5) Serve the profession by reviewing, in an editorial capacity, materials for publication. 6) Attend a professionally related state, regional, national, or international convention.

Conditional:

A faculty member may be evaluated as “Conditional” in Service if there is significant evidence of activity or achievement but it does not achieve the standards for “Satisfactory.”

Unsatisfactory:

A faculty member may be evaluated as “Unsatisfactory” in Service if there is no significant evidence of activity or achievement in this area.

Above Satisfactory:

1) Meet the criteria for satisfactory. (three out of the six) AND ONE OF THE FOLLOWING:

Demonstrate exceptional accomplishment and service under any one of the six service categories represented in criteria 1–6 above.

OR Serve the profession by reviewing materials for publication in a national or international journal.

OR Serve the profession as an invited consultant/clinician or spokesperson for a state or national professional organization.

Outstanding:

1) Meet four of the six criteria listed under Satisfactory.


OR Meet the criteria above to meet Above Satisfactory (three out of the six),

AND ONE OF THE FOLLOWING:

Serve as principal officer, editor, meeting organizer, or Chair of a major committee for a state, national, or international organization.

OR Receive public recognition for outstanding service to the University, community, or profession.

OR Otherwise demonstrate outstanding service to the University, community, or profession.

Standards for Other Assigned Duties

• The nature of this category dictates that assignments appropriate to it may only be made with the consent of the faculty member involved.

• A rating in this category of satisfactory and above should only be considered in the final evaluation to support or improve it.

• Any rating of less than satisfactory is only given in cases in which the standards for a satisfactory rating have not been met.

Satisfactory:

Equitable relationship between load assignment and work required to complete task(s) AND ONE OF THE FOLLOWING:

Task(s) completed properly and on time.

Above Satisfactory:

Task(s) completed properly and on time. AND ONE OF THE FOLLOWING:

The work required to complete task(s) is substantially more than the assigned load. OR

The quality of completed task(s) substantially exceeds normal expectations. OR

The completion of the task(s) requires skills not normally expected of music department faculty.

Outstanding:

Task(s)completed properly and on time. AND ONE OF THE FOLLOWING:

Task(s) require work that far exceeds the assigned load. OR

The quality of completed task(s) could serve as a model for such work.


OR The completion of the task(s) requires substantial personal expertise or equipment or expense not expected of music department faculty.

Music Department Policies and Procedures for Tenure and Promotion Approved by Tenured Faculty 10/2/06

These policies and procedures are intended to supplement the Promotion and Tenure Guidelines and relevant articles of the UCF BOT/UFF Collective Bargaining Agreement. The UCF Department of Music Annual Evaluations and Standards document provides additional detail regarding specific standards. In all cases the UCF BOT/UFF Collective Bargaining Agreement supersedes Music Department policies. Please refer to the Collective Bargaining Agreement, especially Articles 10, 11, 14, and 15, and Promotion and Tenure Guidelines, available online at http://www.provost.ucf.edu. Refer to the Department of Music Annual Evaluations and Standards document for detailed information on evaluation standards in Teaching, Research/Creative Activities, and Service.

Department of Music Philosophy Regarding Tenure and Promotion

The awarding of tenure and promotion by the university is an acknowledgement that a faculty member has achieved distinction as a teacher, artist/scholar, and in service to the profession. With tenure and promotion come not only the privileges and rights conveyed by such recognition, but also the responsibilities of providing leadership in teaching, research/creative activity, and service. The Department of Music adheres to the following principles in making recommendations regarding tenure and promotion:

• Excellence in teaching is a prerequisite for tenure consideration in the Music Department. • Achievement in research/creative activity is necessary not only to advance the musical arts

and scholarship, but also to remain current in the profession in support of teaching. • Service to the university, profession, and community is an important part of the

Department’s mission and is expected of all faculty. • Successful candidates for tenure shall demonstrate the promise of becoming nationally

recognized in their field. • Successful candidates for Professor shall demonstrate the attainment of a national or

international reputation in their field.

Cumulative Progress To Tenure and Promotion

1. All tenure-earning faculty undergo an annual Cumulative Progress Toward Tenure evaluation. Please use Forms AA 14 and AA 18[b] for guidelines regarding what materials to include.

2. Associate Professors “eligible for promotion to full professor may, at their option and upon written request, be similarly apprised of their progress toward promotion.” (2010/12 UCF BOT/UFF Agreement, 14.1.b.) Because positive ratings in the annual evaluation process do not automatically guarantee a positive recommendation for promotion to Professor, Associate Professors are encouraged to participate in the cumulative progress toward promotion process to assist them in qualifying for promotion.


3. Include all materials in the format of the AA-14 Table of Contents Application File, with the exception of section 5, Outside Reviewers. This will give the evaluating officials and committees sufficient information and help you begin preparing your P&T file.

4. Other forms related to the cumulative tenure evaluation file can be found on the provost’s web site. (http://www.provost.ucf.edu/)

5. Assemble your materials in a 3-ring loose leaf binder with your name on the front. 6. Section III, Summary Statement, should summarize your professional achievements and

activities. It is suggested that you include a one-page executive summary as well as a more detailed summary that should not exceed 5–6 pages.

7. In Section VI. 6. you are encouraged to include philosophy statements of teaching, research/creative activities, and service.

Tenure and Promotion File

1. The four (4) required outside reviewers for tenure or promotion applications must be tenured faculty ranked at or above the level sought by the candidate. Additionally, individuals selected as outside reviewers should be faculty at institutions with nationally recognized music programs at least comparable to UCF.

2. Faculty members whose primary appointment area is performance must supply one audio CD or audio/video DVD as part of the application materials for tenure or promotion. The recording shall be unedited, a minimum of 30 minutes in length, and compiled from at least three (3) live, public performances given since either the time of hiring or the most recent promotion, whichever is later. Additional commercial or studio recordings may also be included.

3. Faculty members whose primary appointment area is conducting must supply one audio/video DVD as part of the application materials for tenure or promotion. The DVD shall be unedited, a minimum of 30 minutes in length, and compiled from at least three (3) live, public performances given since either the time of hiring or the most recent promotion, whichever is later. The recording must include at least one example of conducting a UCF performing ensemble. Additional commercial or studio recordings may also be included.

4. Faculty members whose primary appointment area is composition must supply one audio CD or audio/video DVD as part of the application materials for tenure or promotion. The recording shall be unedited, a minimum of 30 minutes in length, and compiled from at least three (3) live, public performances given since either the time of hiring or the most recent promotion, whichever is later. Additional commercial or studio recordings may also be included.

Promotion and Tenure Committee

1. The School Promotion and Tenure Committee shall “consist of all tenured Department or unit faculty ranked at or above the level sought by the candidate.” (2005–06 Tenure and Promotion Guidelines, p. 5)

2. The School Promotion and Tenure Committee shall elect its own Chair from the School’s tenured full professors.

3. The Promotion and Tenure Committee Chair shall appoint a member of the committee to observe teaching by each tenure-earning faculty member at least once per year. A summary of this observation may be used by the committee in its recommendations.


4. It is important that members of the Promotion and Tenure Committee be able to discuss candidly and honestly the merits of applications for tenure and promotion. In order for this honest and candid discussion to occur, all committee discussions must be confidential.

5. All Promotion and Tenure Committee members have a professional obligation to review thoroughly the file of any faculty member under review.

6. The first Promotion and Tenure Committee meeting of each review period will include a deliberation of each candidate and a formal vote. Committee members must be present in order to vote at this meeting; i.e., absentee ballots are not permitted. The committee Chair will appoint a committee member to write the narrative, and the narrative will be approved at a subsequent meeting.

7. The Promotion and Tenure Committee’s narrative statement should be consistent with the vote for tenure or promotion. In cases of a split or negative vote the narrative should include the rationale behind the vote.

Mentoring

1. Each new tenure-earning faculty member shall select a mentor from the tenured faculty during the new faculty member’s first semester at UCF. The School Director will offer input into the selection of a mentor, but the faculty member has the prerogative and responsibility for the selection of a mentor. In the event it becomes necessary or desirable to change mentors, the junior faculty member shall select a new mentor from the School tenured faculty.

2. Tenured faculty asked to serve as a mentor have the option to decline to serve as a mentor, but tenured faculty should make every effort to serve if requested.

3. Responsibilities and Rights of the mentor a. Be available to discuss professional issues with the junior faculty member. b. Assist the junior faculty member in assembling her/his file for tenure and promotion or

cumulative progress review. c. Observe the junior faculty member’s teaching at least once per semester and meet with

the faculty member to discuss the mentor’s observations. The mentor’s observations should be used only to assist the junior faculty member and should not be part of the evaluation materials.

d. Maintain confidentiality, to the extent allowed by law and university regulations, of discussions with junior faculty member.

e. Serve as an advocate for the junior faculty member during Promotion and Tenure Committee meetings.

f. Although mentors will assist junior faculty as much as possible, mentors are not ultimately responsible for the success or failure of junior faculty.

4. Responsibilities and Rights of the junior faculty being mentored a. Be proactive in seeking advice from one’s mentor. b. Junior faculty are ultimately responsible for knowing and following all university

policies and procedures for tenure and promotion as well as other university regulations.

c. Junior faculty may have a reasonable expectation that issues discussed with his/her mentor are confidential to the extent allowed by law or university regulations.

d. Junior faculty are encouraged to seek advice from others in addition to the official mentor, including the Director, other senior faculty, and individuals outside the School or university.


Music Faculty Assignment Policies

Assumptions

• All full-time faculty must be assigned at 1.00 FTE. • Faculty will be consulted regarding individual loads, but the Director makes final decisions

regarding faculty teaching assignments, including minimum enrollments, number of applied students, and ensembles.

• Whenever feasible, teaching assignments should take into account the need to generate SCH as it relates to Departmental funding.

Normal Weighting Formula

Teaching Research/Creative Activities Service

• Instructor 0.95 0.00 0.05 • Tenure-Track 0.66 0.29 0.05 • Tenured 0.66 0.24 0.10

Factors

• Instructional type (i.e., lecture/discussion, techniques/lab, ensembles, applied) • Enrollment (based upon previous three-year average) • Number of preparations (increase credit for 4th and subsequent preps +.10)

Instructional Type Factor

Lecture Classes Load

• 3 contact hours 0.22 • 2 contact hours 0.15 • 1 contact hour 0.07

Lab Classes (ET/SS, Class Piano, MUE techniques classes) [0.67]

• 3 contact hours 0.15 • 2 contact hours 0.10 • 1 contact hour 0.05

Ensembles

• Rehearse 3+ hours per week; enrollment >40 0.25 • Rehearse 3+ hours per week; enrollment 15–40 0.20 • Rehearse 3+ hours per week; enrollment <15 0.10 • Rehearse 1–2 hours per week; enrollment <15 0.05 • Marching Band 0.33


Applied Study (per student)

• Primary Study 0.0386 • Secondary Study 0.0193

Music Education Intern Supervision

• 1 Internship I (ESE 3940) 0.007 (30 Internship I = 0.22) • 1 Internship II (ESE 4943) 0.037 (6 Internship II = 0.22)

Enrollment Factor (Lecture Classes only)

Undergraduate Graduate (5xxx & 6xxx) 1 = 0.6 1 = 0.6 2–4 = 0.7 2–4 = 0.8 5–9 = 0.8 5–9 = 0.9 10–20 = 0.9 10–17 = 1.0 21–50 = 1.0 18–30 = 1.1 51–80 = 1.1 31–60 = 1.2 81–150 = 1.2 >150 = 1.3

Other Criteria

Advising/Coordinating

• Negotiated on individual basis with Director • Variables considered in determining ensemble coordination credit include number of

ensembles conducted, number of performances each semester, availability of support staff, and logistical/organizational requirements.

Applied

• Elective applied study (i.e., not required by curriculum) will be offered only as voluntary overload and must be approved by the Director. This includes majors and minors who have completed the required number of applied credits for their respective curricula as well as non-majors.

• Studio Class is considered part of full-time applied faculty responsibilities; studio class is optional for adjunct applied faculty at the Director’s discretion.

• Exceptions will be negotiated on an individual basis with the Director.

Classroom Teaching

• Classes that do not meet enrollment targets may be canceled before classes begin and the faculty assigned to other duties. In general, the minimum enrollment for undergraduate academic classes (i.e., excluding ensembles and applied study) is 10.


THEATRE ANNUAL EVALUATION STANDARDS AND PROCEDURES

Evaluation and Standards Guidelines Last revised: 12/08/11

SECTION I: RATINGS

Annual evaluation of Department faculty is a subjective process. The multidisciplinary interests and methodologies in the Department require that performance standards be flexible, and the annual evaluation of faculty be a matter of individual assessment by the Director in terms of the general guidelines and specific circumstances pertaining to each person. The standards described in this document are meant to serve as examples and guidelines. They are not intended to be all-inclusive or exclusionary. The very nature of creative activities involves discovery and application of research and new ideas previously unknown or undiscovered. Possible ratings are:

• Unsatisfactory—indicating substandard performance for a second year. • Conditional—indicating normal expectation has not been reached; specific areas of work need

improvement. • Satisfactory—indicating performance that is at expectation for the assignment. • Above Satisfactory—indicating performance above expectation for the assignment. • Outstanding—reserved for exceptional performance. It indicates excellence in the profession and

adherence to the highest standards. The basis of the annual performance evaluation will be information obtained through the faculty annual report, student evaluation forms, annual assignment forms, additional data provided by the faculty member and other data obtained by and provided by the Director. For effective evaluation, two responsibilities are involved. The faculty member must maintain records and provide a clear, concise report on the value and impact of the work in each category. The Director must review the annual report and other relevant data in the context of Department standards, and evaluate the performance of the faculty member as honestly, objectively and accurately as possible. Because “Promotion decisions are not merely a totaling of an employee’s annual performance evaluations” (UCF BOT/UFF Collective Bargaining Agreement, 14.1.a), faculty should not assume that positive ratings in the annual evaluations process will automatically lead to a positive recommendation for tenure or promotion. The cumulative evaluation toward tenure/promotion process is separate from the annual evaluation process and follows separate guidelines. Additional effort may be required to satisfy tenure and promotion requirements. Faculty members should reference Department, College, and University Promotion and Tenure Guidelines for further clarification. The standard load in the department is 4/3 (though a few individuals, including Visiting Instructors and Instructors, have a different load), which is higher than those in other departments in the College of Arts and Humanities. Faculty members receive course release for teaching and production assignments and coordinating programs at UCF. Faculty do not receive course release for thesis committee chairing or thesis advising, a record of independent study teaching, directed research, Honors in the Major Chair or Committee, outside creative activity, research, publishing, coaching, RAMP, McNAIR, SMART, LEAD, supervision of


student designers, search committee chairing or membership, and many other activities that are required for the life of the department and education of our students. Faculty members are evaluated on their record of teaching, scholarship/creativity, and service. It is a fundamental philosophy in the UCF Department of Theatre that excellence in teaching is a prerequisite to faculty receiving favorable annual evaluations as well as tenure or promotion. Additionally, all tenured and tenure-earning faculty must continue their creative activities and research to remain current in their disciplines as well as advance theatrical scholarship, production, performance, etc. Finally, appropriate professional service to the university, profession, and community is an obligation of all full time faculty members. Additionally, faculty will be evaluated on their ability to participate in the life of the department. Examples include, but are not limited to: regular attendance and participation in faculty and committee meetings, appropriate use of facilities, availability to students and colleagues, willingness to engage in meaningful professional dialogue, and positive response to reasonable assignments. Their demeanor should reflect positively upon the university and the department, both on-and off-campus. Application of these standards will not infringe upon faculty individual rights or academic freedom as outlined in Article 5 of the BOT-UFF Collective Bargaining Agreement. SECTION II: PROCEDURAL GUIDELINES

• The evaluation check sheet form should accompany the Faculty Annual Report when it is submitted to the Director for the annual faculty evaluation.

• Whether on a nine or twelve month contract, all activities during at minimum the academic year should be included in the faculty member’s annual report. Summer activity may be included at the discretion of the faculty member.

• For the purposes of this document activities have been assigned to the Teaching, Creative Activities/Research, and Service categories. However, theatrical activities are often not easily assigned to categories, and the faculty member should exercise their own best judgment in assigning an activity when the appropriate category is not obvious. For example, some activities normally considered Teaching may be considered as creative activity/research depending upon the formal invitation/selection process and level of exposure (national, international, etc.).

• Place a check beside each item where an activity has been performed. Unless otherwise noted, an activity may be used only once on the evaluation check sheet. In cases where an activity may be applicable to more than one category or checked item, the faculty member must choose only one.

• Justification must be provided for each checkmark explaining the value and impact of the activity. • Dates of performances, presentations, publications, etc., should be included for all activities as

appropriate. The date should be that of when the activity occurs, and normally it can count in only one evaluation period.

• Reflecting the inclusion of creative activities/research and service in their annual assignments, faculty holding the rank of Assistant Professor or higher, including those on a “Visiting” status, will be evaluated on assigned instructional activities, creative activities/research, and service and professional development.

• Faculty holding the rank of Assistant in Theatre will be evaluated on assigned instructional activities, assigned departmental creative activities, assigned service activities and other duties as assigned.

• For faculty holding the ranks of Lecturer, Instructor, or Visiting Instructor evaluation will be based upon assigned teaching, creative, and service activities as specified by their contract and based upon their annual assignments.


• For faculty holding the rank of Adjunct, creative and service activities are not a part of their annual assignment. Therefore, their performance evaluation will be based only on instructional activities.

• Faculty with a substantial assignment in the “Other” category should discuss evaluation of activities with the Director at the beginning of the evaluation year. If, following this discussion, the Director determines the evaluation standards must deviate from this document for a faculty member with a substantial assignment in “Other Duties”, those standards must be placed in writing and on file in the department.

• Regarding committees; evaluation is based not simply on membership, but on degree of participation or on how active the faculty member was on the committee. For a rank of “Outstanding”, service activity should be regular and significant and extend beyond the departmental level.

• The faculty member or Director may request a conference regarding the evaluation materials or ratings.

Based on the annual report, self-evaluation, any previous discussion with the faculty member, and the Director’s determination of the faculty member’s ability to positively participate in the life of the department as listed previously, the Director determines an evaluation for each faculty member in each relevant category, as well as an overall evaluation. SECTION III: APPEAL OR REVIEW

The first recourse for anyone dissatisfied with the result of this process is a detailed discussion of the evaluation with the Director. If for any reason the faculty member is still not satisfied following this meeting, the faculty member has the option to request that the Director convene an Evaluation Peer Review Panel. This request for formal review is entirely voluntary on the part of the faculty member concerned. This request for a formal departmental review must occur within 30 days of the faculty member’s detailed discussion of the evaluation with the Director. Faculty members should be aware that this review is entirely separate from the Grievance process delineated in the Collective Bargaining Agreement and that they may also file a formal grievance at that time. The Evaluations Peer Review Panel, composed of three members (1. Evaluation Peer Review Chair elected annually from tenured faculty, 2. Member selected by Chair, 3. Member selected by Faculty member) will, with the faculty member’s approval, review the faculty member’s file. The faculty member requesting the appeal has 10 days following the request for a formal appeal to provide all supporting documentation to the Evaluation Peer Review Chair (Annual Evaluation Guidelines, Director’s Annual Evaluation, Annual Report, a brief (250 words), specific letter from the faculty member to the Evaluation Peer Review Chair explaining the exact nature of the dispute or concern citing specific language/rating in the evaluation, and any supporting evidence that explains or contextualizes the faculty member’s concerns about the evaluation. The committee then must independently review the documentation prior to meeting, meet to discuss their findings, and make a recommendation within 14 days after the faculty member supplies the supporting documentation.


The Evaluation Peer Review Chair will write a report explaining the committee’s findings to the faculty member and Director. The panel may recommend that the original rating stand, be raised, or lowered. Though not bound by this recommendation, the Director must acknowledge and consider the report of the Review Panel before assigning the faculty member a final rating. The review panel’s report shall be included as an attachment to the faculty member’s annual evaluation report, acknowledging that the review has occurred. Personnel documents are confidential and must not be discussed or shared outside of this committee. Copies will be made for all three members of the committee and shredded upon completion of deliberation. SECTION IV: STANDARDS Standards for Teaching and Service are clearly defined in that section of the evaluation check sheet. Additional definition and explanation are needed, however, for research and creative activities.

The expectation of creative activities and research is that such efforts should lead to some visible manifestation either as formal presentation/performance, written work or some other form related to one’s professional activities. These projects may include any of a wide variety of activities, depending upon the field of specialization and interests of the faculty member. Faculty members often participate in diverse creative activity; they perform, design, direct, choreograph, write, edit, publish, consult, etc. Such breadth of activity is encouraged. Each faculty member’s primary efforts are usually directed toward those activities expected in the area of his/her appointment. If the annual assignment is outside the area of the faculty member’s original appointment, then the expectation and evaluation standards must be consistent with the annual assignment and not the area of the original appointment. Artistic performance or other creative activities should be judged on the basis of quality without reference to compensation. It is usual and customary that an artist would receive compensation for most, if not all, of the work he or she performs. It would be unusual for a professional artist to not receive compensation for their work. It is the position of the Theatre Department that activities should be considered whether or not payment is received. Additional consideration must be given to level of difficulty and proximity of venue. Quality, scope of influence, and preparation will be assessed in regard to creative growth. As a general rule, satisfactory evaluation for research requires evidence of sustained work. Although quality is often difficult to evaluate objectively, the following standards and definitions may be useful measures of quality:

1. Blind Peer Review 2. External Peer Review/Published Performance Review 3. Awards/Prizes 4. A Professional Invitation or Commission (where invitations or commissions are prestigious) for

performance/article/book chapter/design etc. in one of the following categories. These are suggested examples based on impact and value to the discipline:

“A”—Internationally recognized venue with a prestigious reputation: NY Shakes, Santa Fe Opera, Lincoln Center, Broadway, Off-Broadway, International Film Festival, Internationally recognized or distributed Publication, Dance venue, Film, prestigious Commercial or comparable venue.


“B”—A National venue, producing organization or production with a prestigious reputation: Guthrie, Arena Stage, Actor’s Theatre Louisville, La Jolla, Steppenwolf, Goodman, Off-Off Broadway, National Film Festival, Nationally Recognized or Distributed Publication, Dance Venue, Film, or prestigious Commercial or comparable venue.

“C”—Regionally recognized venue, producing organization or production or Academic production: OST, REP, IRT, Alabama Shakes, Regional Film Festival, Regionally Recognized or Distributed Publication, Dance Venue, Film or Commercial with comparable reputation or venue.

“D”—Regionally recognized producing organization connected to or affiliated with an Academic institution: UCF, University of Florida, UT-Knoxville, Film or Commercial with comparable reputation or venue.

“E”—Local Professional Theatres, Local Film Festival, Locally Distributed or Recognized Publication, Dance Venue, Film, or Commercial with comparable reputation or venue.

“F”—Local Non-Professional Theatres—These activities will usually only count in the service area.

NOTE: For the purposes of this document activities have been assigned to qualitative categories. Theatrical activities and venues are often not easily assigned to categories, and the faculty member should exercise one’s best judgment in assigning an activity when the appropriate category is not obvious. Individual faculty members will be responsible for making a case to the chair for a higher ranking. In circumstances of questions regarding measures of quality it is the responsibility of the faculty member to provide documentation supporting the measure (eg: formal invitation letters, certificates, editorial review procedures, etc.)

The following are examples of research and creative activities that might be used for most theatre faculty. The general categories are considered to be equivalent. The activities within each category are in order of importance or significance. PRODUCTION (Directing, Design, Choreography, Technical Direction, Shop Management, Artistic Production, Playwright, Performer, etc.) 1. Production or role for “A” or “B” level venue 2. Production or role for “C” level venue 3. Production or role for “D” level venue 4. Production or role for “E” level venue—“E” level activities will usually only count in the service area. RESEARCH 1. Award or grant of international importance 2. Award or grant of national importance 3. Presentation of research/lecture/workshop/master class for professionals at a meeting of international significance 4. Presentation of research/lecture/workshop/master class for professionals at a meeting of national significance 5. Award or grant of regional importance 6. Presentation of research/lecture/workshop/master class for professionals at a meeting of regional significance 7. Presentation of research/lecture/workshop/master class for professionals at a meeting of local significance


8. Award or grant of local significance. PUBLICATIONS 1. Significant Book or play by a publishing company of national or international significance and distribution. 2. Article in industry publication or Book Chapter by a publishing company with national or international distribution and prestigious reputation. Those with peer review or those refereed are of more significant weight. 3. Book review in industry publication with national or international distribution and prestigious reputation 4. Publication in regionally distributed publication with prestigious reputation.


DEPARTMENT OF THEATRE EVALUATION CHECK SHEET

NAME _________________________________ RANK_______________________________ACADEMIC YEAR ____________ Place a check beside each item where an activity has been performed. You can only use each activity once. In cases where the activity may fit in more than one place, it is up to the faculty member as to where to place it. No more than 2 checks may be marked in each criterion and must be for performing separate activities unless otherwise noted. The line below each item is for notation of item used to earn that check or checks. Dates of performances, presentations, publications, etc., should be included for all activities as appropriate. The date should be that of when the activity occurs, and normally it can count in only one evaluation period. Additional documentation and/or evidence of each activity is strongly encouraged and may be required. Faculty members are encouraged to provide supplemental information to the Chair in the form of syllabi, letters or actual work for which they have completed, which supports their case for special meritorious performance.

INSTRUCTIONAL ACTIVITIES Part I.

You cannot receive a Satisfactory rating or higher if you do not meet all of the following MANDATORY criteria. These checkmarks do not count toward your overall checkmark total. The Chair will confirm that these items have been met so you are advised to keep records of meeting these minimum requirements. If you were not assigned these activities, you will not be evaluated on them. _____ 1. Evaluate courses with official University evaluation forms or approved alternatives.

Provide or attach details and evidence:_______________________________________________________________________ ______________________________________________________________________________________________________ _____ 2. Meet courses as scheduled and, unless prior arrangements are made with the Chair, administer the final during the scheduled final exam period.

Provide or attach details and evidence:_______________________________________________________________________ ______________________________________________________________________________________________________ _____ 3. Provide and follow a syllabus that follows the current department guidelines regarding syllabi and provide a copy of the syllabus to the department office for each course taught by the end of the second week of classes.

Provide or attach details and evidence:_______________________________________________________________________ ______________________________________________________________________________________________________

_____ 3a. Demonstrates a methodology and pedagogy that adequately convey the knowledge base defined by the course objectives and course requirements as listed in each course syllabus. Objectives should be stated in the course syllabus, demonstrating clarity of instructor’s expectation and all major objectives should be met.

Provide or attach details and evidence: _______________________________________________________________ ______________________________________________________________________________________________

_____ 3b. Creates a fair and clearly stipulated evaluation system capable of adequately measuring and demonstrating each student’s achievement in the course.

Provide or attach details and evidence: _______________________________________________________________ ______________________________________________________________________________________________

_____ 4. Participate fully in program assessment in support of departmental and university program assessment goals (e.g.: assessment rubrics for juries, portfolio reviews, etc.— applies to Assistant in Theatre, Assistant, Associate, and Full Professors)



_____ 5. Schedule and attend office hours providing regular availability to students outside the classroom. Those assigned academic advisees must keep regular and special advisement appointment hours and handle paperwork associated with advisement in a timely and accurate manner. Submit with your annual report how you schedule and hold office hours including average number of hours per week and how students sign up or find you during those times.

Provide or attach details and evidence:_______________________________________________________________________ ______________________________________________________________________________________________________ _____ 6. Demonstrate a current knowledge base for each course taught. This may require additional effort on the part of the faculty member. Provide or attach details and evidence:_______________________________________________________________________ ______________________________________________________________________________________________________ _____ 7. Actively participate in recruitment as appropriate—applies to Assistant in Theatre, Assistant, Associate, and Full Professors) (e.g.: letters, emails, visits with prospective students, etc.)



Part II.

____1. Receiving a teaching award from the college or university or other public recognition of teaching (e.g., a TIP) shall result in the awarding of an “outstanding” rating.


No more than 2 checks may be marked for each of the following criteria. -------------------------------------------------------------------------------------------------------- _X___2. Average student ratings using official University evaluation forms meet or exceed the College mean score on a 5 point scale for all courses.

Provide or attach details and evidence:_______________________________________________________________________ ______________________________________________________________________________________________________ __X__3. Average student ratings using official University evaluation forms are 4.0 or better on a 5 point scale for all courses (one

check) or 4.25 or better on a 5 point scale for all courses (two checks).

Provide or attach details and evidence:_______________________________________________________________________ ______________________________________________________________________________________________________ __X__4. Teaches three different course preparations during the calendar year. Provide or attach details and evidence:_______________________________________________________________________ ______________________________________________________________________________________________________ NOTE: The same course may be counted only one time for criteria 5, 6 and 7. ---------------------------------------------------------------------------------------------------------------- __X__5. Teaches an Honors course, Graduate course, Service-Learning course, Gordon Rule course, M (media enhanced) or W

(full web) designated course, Lab and Lecture course (same person), Studio course w/ extra contact hours, Interdisciplinary course.

Provide or attach details and evidence:_______________________________________________________________________ ______________________________________________________________________________________________________ __X__6. Teaches one large course (more than 60 students = one check, more than 250 = two checks) If you teach two courses with

more than 250 students you can take four checks. Provide or attach details and evidence:_______________________________________________________________________ ______________________________________________________________________________________________________

_X___7. Teaches one new course or makes substantial changes to an existing course (For example: Created Media-Enhanced

component, or changed all textbooks) Provide or attach details and evidence:_______________________________________________________________________ ______________________________________________________________________________________________________

____8. Serves as a member for a M.F.A. thesis, M.A. thesis, or Honors in the Major thesis where the student is making academic

progress. Define your contribution to the student’s academic progress:______________________________________________________ ______________________________________________________________________________________________________

____9. Serves as a chairperson for a M.F.A. thesis, M.A. thesis, or Honors in the Major thesis where the student is making

academic progress. Two checks for chairperson in the year the student completes thesis and defends. Define your contribution to the student’s academic progress:______________________________________________________ ______________________________________________________________________________________________________

____10. Directs students through independent study, practicum, directed reading, directed research and/or internship courses.

(Note: 1 check indicates 2 or more students in I.S ; 2 checks indicate 2 or more I.S. courses.) Provide or attach details and evidence:_______________________________________________________________________ ______________________________________________________________________________________________________


___11. Documented progress on a book length textbook. Progress checks (contracted or not) may not be taken for more than two

years. (This item can only be checked in one area – Teaching or Creative Activity/Research. Faculty member may choose which area is most appropriate to published material)

Value and Impact?_______________________________________________________________________________________ ______________________________________________________________________________________________________ ____12. Publishes a textbook (2 checks), workbook or study guide (one check). (This item can only be checked in one area –

Teaching or Creative Activity/Research. Faculty member may choose which area is most appropriate to published material)

Value and Impact?_______________________________________________________________________________________ ______________________________________________________________________________________________________ ____13. Receives funding/compensation through a teaching grant (a grant in the SoTL area can count here OR under creative

activity/research). Value and Impact?_______________________________________________________________________________________ ______________________________________________________________________________________________________ ____ 14. Mentors a student through any UCF recognized undergraduate research initiative, e.g., RAMP, McNair, SMART, LEAD

(research mentoring programs). One check per student. Value and Impact?_______________________________________________________________________________________ ______________________________________________________________________________________________________

_X___ 15. Evidence of efforts to improve teaching Examples: External or Internal evaluations of teaching, FCTL or HR workshops, and other). Value and Impact?_______________________________________________________________________________________ ______________________________________________________________________________________________________ ____16. Service as Area Coordinator (This may be checked only once for program/internship coordinators (either in Teaching or Service) unless you are the Grad or Undergrad Coordinator in which case you can take a check in both).

Value and Impact?_______________________________________________________________________________________ ______________________________________________________________________________________________________

____17. Supervision of student direction, stage management, or design (can be taken by directors, designers, or managers) (no

more than 2 checks per production) Provide details of each individual activity:_____________________________________________________________________ ______________________________________________________________________________________________________ ____18. Significant guest teaching (i.e. covering a leave of absence)

Provide details of each individual activity counted here___________________________________________________________ ______________________________________________________________________________________________________ ____19. Outstanding achievement by a student at the regional or national level for which you provided significant one-on-one

coaching or mentoring—one check per recognition.

Provide or attach details and evidence:_______________________________________________________________________ ______________________________________________________________________________________________________ ____20. Faculty member may submit other teaching-related activities. Substantiating narrative and additional documentation

should be included. This standard may count for multiple checks as appropriate. Value and Impact?_______________________________________________________________________________________ ______________________________________________________________________________________________________

Provide or attach details and evidence:_______________________________________________________________________ _____________________________________________________________________________________


Did you meet and document all of the criteria in Part I? YES NO

If NO, why? ____________________________________________________________________________________

______________________________________________________________________________________________ Your Total Number of Checks for Instructional Activities____________ Your Evaluation Rating for Instructional Activities must be based upon the number of check marks when taken into consideration and weighed against assigned FTE in this area. The number of checks required for each Rating level is dependent upon the FTE assigned in this area.


CREATIVE ACTIVITIES AND RESEARCH

NOTES: • Multiple checks may be counted for each criterion, but must be for performing separate activities unless otherwise noted

• Activities or publications will be counted when accepted or completed (but not both), books and book chapters when in press or when published (but not both). Grants will be counted after receipt of a letter of award, or when funding is received (but not both).

ONE CHECK ACTIVITIES:

____1. Two of the activities in item 1 (a, b, c) equal one check. List students/events: a. Presents a workshop/panel, which has been chosen through volunteering rather than a formal peer selection

process at a professional meeting. b. Serves as adjudicator/respondent to a single performance for a state or regional organization at the University

level. c. Serves as a reviewer for a manuscript for a professional publication.

Provide details of each individual activity counted here and the value and impact:______________________________________ ______________________________________________________________________________________________________ ______________________________________________________________________________________________________ ___2. Documented progress on a non-contracted book length manuscript or play. Progress checks (contracted or not) may not

be taken for more than two years. Value and Impact?_______________________________________________________________________________________ ______________________________________________________________________________________________________ ___3. Serving as a respondent/adjudicator for a state festival for a professional or educational theatre organization..

Value and Impact?_______________________________________________________________________________________ ______________________________________________________________________________________________________ ___4. Working as a Director, Designer, or Actor on a new script as part of play development (can be taken in addition to the check for the production).

Value and Impact?_______________________________________________________________________________________ ______________________________________________________________________________________________________ ___5. Playwright for one “D” level production of an original script(s) Value and Impact?_______________________________________________________________________________________ ______________________________________________________________________________________________________ ___6. Movement/Dialect/Voice/Choreography component for two “D” level productions.

Value and Impact?_______________________________________________________________________________________ ______________________________________________________________________________________________________ ___7. Directing one “D” level production produced for public viewing

Value and Impact?_______________________________________________________________________________________ ______________________________________________________________________________________________________ ___8. Choreographer for a musical theatre or concert dance production performed for public viewing at the “D” level

Value and Impact?_______________________________________________________________________________________ ______________________________________________________________________________________________________ ___9. Artistic Director for one “D” level production produced for public viewing

Value and Impact?_______________________________________________________________________________________ ______________________________________________________________________________________________________ ___10. Designing one “D” level production produced for public viewing


Value and Impact?_______________________________________________________________________________________ ______________________________________________________________________________________________________ ___11. Performing a major role in one “D” level production produced for public viewing

Value and Impact?_______________________________________________________________________________________ ______________________________________________________________________________________________________ ___12. Providing technology (TD, Carpenter, Shop Manager, Cutter/Draper etc.) for one “D” level production produced for

public viewing.

Value and Impact?_______________________________________________________________________________________ ______________________________________________________________________________________________________ ___13. Submission of a paper to a refereed publication.

Value and Impact?_______________________________________________________________________________________ ______________________________________________________________________________________________________ ___14. Submission of an external grant or contract for creative activities or research

Value and Impact?_______________________________________________________________________________________ ______________________________________________________________________________________________________ ___15. Publication of non-refereed article

Value and Impact?_______________________________________________________________________________________ ______________________________________________________________________________________________________


TWO CHECK ACTIVITIES:

___16. Giving a workshop or presentation, chosen through a formal peer selection process, consisting of a new approach or technique, at a state, regional, national, or international meeting or event.

Value and Impact?_______________________________________________________________________________________ ______________________________________________________________________________________________________ ___17. Serving as a respondent/adjudicator for a regional or national festival for which you received a formal invitation (This

is intended to be for a multi-day festival at the regional or national level, not for a single production at the University level).

Value and Impact?_______________________________________________________________________________________ ______________________________________________________________________________________________________ ___18. Documented progress on a contracted book length manuscript or play. Progress checks (contracted or not) may not

be taken for more than two years.

Value and Impact?_______________________________________________________________________________________ ______________________________________________________________________________________________________ ___19. Playwright for one “C” level production of an original script(s) – premier production only.

Value and Impact?_______________________________________________________________________________________ ______________________________________________________________________________________________________ ___20. Director for one “C” level production produced for public viewing

Value and Impact?_______________________________________________________________________________________ ______________________________________________________________________________________________________ ___21. Movement/Dialect/Voice/Choreography component for two “C” level productions.

Value and Impact?_______________________________________________________________________________________ ______________________________________________________________________________________________________ ___22. Choreographer for a musical theatre or dance production performed for public viewing at the “C” level Value and Impact?_______________________________________________________________________________________ ______________________________________________________________________________________________________ ___23. Artistic Director for one “C” level production produced for public viewing

Value and Impact?_______________________________________________________________________________________ ______________________________________________________________________________________________________ ___24. Designing one “C” level production produced for public viewing

Value and Impact?_______________________________________________________________________________________ ______________________________________________________________________________________________________


___25. Performing a major role in one “C” level production produced for public viewing

Value and Impact?_______________________________________________________________________________________ ______________________________________________________________________________________________________ ___26. Providing technology (TD, Carpenter, Shop Manager, Cutter/Draper etc.) for one “C” level production produced for

public viewing.

Value and Impact?_______________________________________________________________________________________ ______________________________________________________________________________________________________ FOUR CHECK ACTIVITIES:

___ 27. Editor of an academic journal.

Value and Impact?_______________________________________________________________________________________ ______________________________________________________________________________________________________ ___28. Serving as an Assistant for one “A” or “B” level production produced for public viewing.

Value and Impact?_______________________________________________________________________________________ ______________________________________________________________________________________________________ SIX CHECK ACTIVITIES: ___ 29. One refereed publication or book chapter with national or international distribution.

Value and Impact?_______________________________________________________________________________________ ______________________________________________________________________________________________________ AUTOMATIC OUTSTANDING ACTIVITIES (EIGHT POINT ACTIVITIES): Completing one of these activities will garner an automatic rating of outstanding for 1 year. The faculty member may request, through documentation, that their activity be awarded Outstanding for more than one year.

___30. Playwright for one “A” or “B” level production of an original script(s) produced for public viewing

Value and Impact?_______________________________________________________________________________________ ______________________________________________________________________________________________________ ___31. Director for one “A” or “B” level production produced for public viewing

Value and Impact?_______________________________________________________________________________________ ______________________________________________________________________________________________________ ___32. Choreographer for a musical theatre or concert dance production performed for public viewing at the “A” or “B” level

Value and Impact?_______________________________________________________________________________________ ______________________________________________________________________________________________________ ___33. Movement/Dialect/Voice/Choreography for one “A” or “B” level production.

Value and Impact?_______________________________________________________________________________________ ______________________________________________________________________________________________________ ___34. Artistic Director for one “A” or “B” level production produced for public viewing

Value and Impact?_______________________________________________________________________________________ ______________________________________________________________________________________________________ ___35. Designing one “A” or “B” level production produced for public viewing

Value and Impact?_______________________________________________________________________________________ ______________________________________________________________________________________________________ ___36. Performing a major role in one “A” or “B” level production produced for public viewing


Value and Impact?_______________________________________________________________________________________ ______________________________________________________________________________________________________ ___37. Providing technology (TD, Carpenter, Shop Manager, Cutter/Draper etc.) for one “A” or “B” level production produced

for public viewing.

Value and Impact?_______________________________________________________________________________________ ______________________________________________________________________________________________________ ___ 38. Publishing of a book as author or editor through a contractual arrangement with a reputable publisher (Vanity and

online publication excluded).

Value and Impact?_______________________________________________________________________________________ ______________________________________________________________________________________________________ ___39. Receiving funding through a new external creative/research grant or contract.

Value and Impact?_______________________________________________________________________________________ ______________________________________________________________________________________________________ ___40. A research award (including a RIA or SoTL) from the college or university or other major public recognition of creative activity/research

Value and Impact?_______________________________________________________________________________________ ______________________________________________________________________________________________________ ___41. A faculty member may submit other creative/research-related activities that merit consideration with substantiating

narrative and documentation.

Value and Impact?_______________________________________________________________________________________ ______________________________________________________________________________________________________ Your Total Number of Checks for Creative Activities and Research____________ Your Evaluation Rating for Creative Activities and Research must be based upon the number of check marks when taken into consideration and weighed against assigned FTE in this area. The number of checks required for each Rating level is dependent upon the FTE assigned in this area.


SERVICE AND PROFESSIONAL DEVELOPMENT

Two or more activities for the same criteria are permitted but each activity should only be counted once unless otherwise noted. ___1. Serves the university by service on 2 or more departmental committees or task forces through regular participation.

Provide details and evidence of attendance:___________________________________________________________________ ______________________________________________________________________________________________________ ___2. Serves the university by service on a college committee or task force (chairing a college committee counts for two checks)

Provide details and evidence of attendance:___________________________________________________________________ ______________________________________________________________________________________________________ ___3. Serves the university by service on a university committee or task force (chairing a university committee counts for two

checks).

Provide details and evidence of attendance:___________________________________________________________________ ______________________________________________________________________________________________________ ___4. Serves the university by serving as advisor for active, recognized student organization.

Provide details and evidence of attendance:___________________________________________________________________ ______________________________________________________________________________________________________ ___5. Serves the community by giving a professionally-related talk to a local or regional group, organization or public school; or in

some other way sharing professional expertise with the public schools or community.

Provide details and evidence of attendance:___________________________________________________________________ ______________________________________________________________________________________________________ ___6. Serves the community by serving on a committee as an officer, meeting organizer or chair for a local, regional, state,

national or international organization, in profession-related service.

Provide details and evidence of attendance:___________________________________________________________________ ______________________________________________________________________________________________________ ___7. Serves as a reviewer for a manuscript for a professional publication. Provide details and evidence of attendance:___________________________________________________________________ ______________________________________________________________________________________________________ ___8. Serves as a reviewer for a proposal from a federal (national or international) or private granting agency.

Provide details and evidence of attendance:___________________________________________________________________ ______________________________________________________________________________________________________ ___9. Serves as a reviewer for a professionally-related book prior to publication.

Provide details and evidence of attendance:___________________________________________________________________ ______________________________________________________________________________________________________ ___10. Serves as an invited consultant to, respondent or adjudicator to, or spokesperson for at least two national or international

organizations, university, or meeting.

Provide details and evidence of attendance:___________________________________________________________________ ______________________________________________________________________________________________________ ___11. Serves as the chairperson for, or a discussant on, a panel at a regional or national or international professional meeting

(Faculty member may place a check here or under creative activity/research, but not both for same panel). Provide details and evidence of attendance:___________________________________________________________________


______________________________________________________________________________________________________ ___12. Is funded for one substantial service grant.

Provide details and evidence of attendance:___________________________________________________________________ ______________________________________________________________________________________________________ ___13. Serves the profession by reviewing and providing written response to three or more new play scripts.

Provide details and evidence of attendance:___________________________________________________________________ ______________________________________________________________________________________________________ ___14. Receives public recognition for outstanding service to the university, community, or profession.

Provide details and evidence of attendance:___________________________________________________________________ ______________________________________________________________________________________________________ ___15. Otherwise documents outstanding service to the university, community, or profession.

Provide details and evidence of attendance:___________________________________________________________________ ______________________________________________________________________________________________________ ___ 16. Brings a symposium or extended professional workshop presentation to the campus or area (2 checks).

Provide details and evidence of attendance:___________________________________________________________________ ______________________________________________________________________________________________________ ___ 17. Serves on an editorial board for a professional publication or book series.

Provide details and evidence of attendance:___________________________________________________________________ ______________________________________________________________________________________________________


____18. Service as Area Coordinator (This may be checked only once for program coordinators – either in Teaching or Service unless you are the Grad or Undergrad Coordinator in which case you can take a check in both).

Provide details and evidence of attendance:___________________________________________________________________ ______________________________________________________________________________________________________ ____19. Otherwise documents outstanding service to the university, community, or profession by submitting substantiating narrative

and documentation of other service and professional development activities.

Provide details and evidence of attendance:___________________________________________________________________ ______________________________________________________________________________________________________

Your Total Number of Checks for Service and Professional Development Activities____________ Your Evaluation Rating for Service must be based upon the number of check marks when taken into consideration and weighed against assigned FTE in this area. The number of checks required for each Rating level is dependent upon the FTE assigned in this area.

OTHER DUTIES

This category is likely to be exceptional and unique to the individual. Other university duties are occasionally assigned for special activities such as administrative duties or other special projects. Evaluation will be provided by the administration directly served. It is incumbent on the Director to discuss any imbalance with the faculty member concerning the impact it may have on individual professional development and on the welfare of the Department. For the evaluation at hand, it is clear that no faculty member should experience a lowered annual rating for having accepted a responsible assignment. It is incumbent upon the faculty member to provide the necessary documentation related to the other duties sufficient for the Director to evaluate the activity.

OVERALL ASSESSMENT

You must achieve a minimum of a Satisfactory evaluation in each area of assignment in order to earn a Satisfactory or higher overall evaluation. FTE percentage consideration: Consulting your Annual Assignment Form and FTE distribution, determine which type of assignment you have from the seven columns on the attached grid (A-1 through A-7). In your appropriate column, circle the amount of checks from your Evaluation Check Sheet. ASSESSMENT GRID ON SEPARATE PAGE / ATTACHMENT

• Unsatisfactory—indicating substandard performance for a second year. • Conditional—indicating normal expectation has not been reached; specific areas of work need improvement. • Satisfactory—indicating performance that is at expectation for the assignment. • Above Satisfactory—indicating performance above expectation for the assignment. • Outstanding—reserved for exceptional performance. It indicates excellence in the profession and adherence to

the highest standards.


OVERALL ASSESSMENT GRID

INSTRUCTIONAL ACTIVITIES -- TOTAL CHECKS FROM EVALUATION CHECK SHEET:

ASSIGNMENT TYPE: A-1 A-2 A-3 A-4 A-5 A-6 A-7 assessment points

multiply by FTE point total

FTE % .80 .70 .60*** .60 .60 .50 .40

OUTSTANDING 12 11 10 10 10 7 5 10 ABOVE SATISFACTORY 9 8 7 7 7 4 2 8

SATISFACTORY 6 5 4 4 4 1 1 6 CONDITIONAL 3 2 1 1 1 0 0 4

UNSATISFACTORY 1 1 0 0 0 0 0 2 CREATIVE ACTIVITY and RESEARCH -- TOTAL CHECKS FROM EVALUATION CHECK SHEET:



FTE % .10 .20 .25 .20 .10 .30 .10



UNSATISFACTORY 0 0 0 0 0 0 0 2 SERVICE and PROFESSIONAL DEVELOPMENT -- TOTAL CHECKS FROM EVALUATION CHECK SHEET:



FTE % .10 - .15 .10 - .15 .10 - .15 .10 - .15 .10 - .15 .10 - .15 .10



UNSATISFACTORY 0 0 0 0 0 0 0 2 OTHER -- SUPERVISOR: Signature:



FTE % .10 - .15 .10 - .15 .05 .10 .20 .05 .40

OUTSTANDING * * * * * * * 10 ABOVE SATISFACTORY * * * * * * * 8

SATISFACTORY * * * * * * * 6 CONDITIONAL * * * * * * * 4

UNSATISFACTORY * * * * * * * 2 ASSESSMENT TOTAL

• * See note above – When a substantial assignment is given that fits under the category of “other” (categories A-4 and A-5 in the above tables), consideration will be given when evaluating overall activity.

*** Most faculty will receive an “A-3” FTE distribution - .60FTE Teaching, .25FTE Creative Activity and Research, and .10 - .15 Service (.05 Other).

UCF School of Performing Arts Faculty Policies 2014/15 51 TOTAL AMOUNT OF CHECKS FROM EVALUATION CHECK SHEET ABOVE: ________8.2________

Check box

below: Evaluation Total from all

categories Adjunct – Teaching only

OUTSTANDING 9.1 - 10 points Complete Part I Teaching

X ABOVE SATISFACTORY 8.1 - 9 points

SATISFACTORY 7.1 - 8 points

CONDITIONAL 6.1 - 7 points

UNSATISFACTORY Below 6.1 points




SAMPLE EVALUATION -- OVERALL ASSESSMENT GRID




FTE % .80 .70 .60*** .60 .60 .50 .40

OUTSTANDING 12 11 10 10 10 7 5 10 ABOVE SATISFACTORY 9 8 7 7 7 4 2 8 .6 4.8





FTE % .10 .20 .25 .20 .10 .30 .10

OUTSTANDING 5 7 8 7 5 9 5 10 .25 2.5 ABOVE SATISFACTORY 3 5 6 5 3 7 3 8





FTE % .10 - .15 .10 - .15 .10 - .15 .10 - .15 .10 - .15 .10 - .15 .10


SATISFACTORY 2 2 2 2 2 2 2 6 .15 .90 CONDITIONAL 0 0 0 0 0 0 0 4




FTE % .10 - .15 .10 - .15 .05 .10 .20 .05 .40

OUTSTANDING * * * * * * * ABOVE SATISFACTORY * * * * * * * 8.2

SATISFACTORY * * * * * * * CONDITIONAL * * * * * * *


OVERALL ASSESSMENT GRID

INSTRUCTIONAL ACTIVITIES -- TOTAL CHECKS FROM EVALUATION CHECK SHEET: ASSIGN. TYPE: A A-1 A-2 A-3 A-4 A-5 A-6 A-7 assessment

points multiply by FTE point total

FTE % 1.0 .80 .70 .60*** .60 .60 .50 .40

OUTSTANDING 14 12 11 10 10 10 7 5 10 ABOVE

SATISFACTORY

11 9 8 7 7 7 4 2 8 SATISFACTOR

Y 8 6 5 4 4 4 1 1 6

CONDITIONAL 5 3 2 1 1 1 0 0 4 UNSATISFACT

ORY 3 1 1 0 0 0 0 0 2

CREATIVE ACTIVITY and RESEARCH -- TOTAL CHECKS FROM EVALUATION CHECK SHEET: ASSIGN. TYPE: A A-1 A-2 A-3 A-4 A-5 A-6 A-7 assessment

points multiply by FTE point total

FTE % 0 .10 .20 .25 .20 .10 .30 .10


SATISFACTORY 0 3 5 6 5 3 7 3 8 SATISFACTORY 0 1 3 4 3 1 5 1 6 CONDITIONAL 0 0 1 2 1 0 3 0 4 UNSATISFACT

ORY 0 0 0 0 0 0 0 0 2 SERVICE and PROFESSIONAL DEVELOPMENT -- TOTAL CHECKS FROM EVALUATION CHECK SHEET:

ASSIGN. TYPE: A A-1 A-2 A-3 A-4 A-5 A-6 A-7 assessment points multiply by FTE point total

FTE % 0 .10 - .15 .10 - .15 .10 - .15 .10 - .15 .10 - .15 .10 - .15 .10


SATISFACTORY 0 4 4 4 4 4 4 4 8 SATISFACTORY 0 2 2 2 2 2 2 2 6 CONDITIONAL 0 0 0 0 0 0 0 0 4 UNSATISFACT

ORY 0 0 0 0 0 0 0 0 2 OTHER -- SUPERVISOR: Signature:

ASSIGN. TYPE: A A-1 A-2 A-3 A-4 A-5 A-6 A-7 assessment points multiply by FTE point total

FTE % 0 .10 - .15 .10 - .15 .05 .10 .20 .05 .40

OUTSTANDING 0 * * * * * * * 10 ABOVE

SATISFACTORY 0 * * * * * * * 8 SATISFACTORY 0 * * * * * * * 6 CONDITIONAL 0 * * * * * * * 4 UNSATISFACT

ORY 0 * * * * * * * 2 • * See note above – When a substantial assignment is given that fits under the category of “other” (categories A-4 and A-5 in the above tables), consideration will be given

when evaluating overall activity. *** Most faculty will receive an “A-3” FTE distribution - .60FTE Teaching, .25FTE Creative Activity and Research, and .10 - .15 Service (.05 Other).

UCF School of Performing Arts Faculty Policies 2014/15 54 TOTAL AMOUNT OF CHECKS FROM EVALUATION CHECK SHEET ABOVE: ________________

Check box

below: Evaluation Total from all

categories Adjunct – Teaching only

OUTSTANDING 9.1 - 10 points Complete Part I Teaching

ABOVE SATISFACTORY 8.1 - 9 points

SATISFACTORY 7.1 - 8 points

CONDITIONAL 6.1 - 7 points

UNSATISFACTORY Below 6.1 points




SAMPLE EVALUATION -- OVERALL ASSESSMENT GRID




FTE % .80 .70 .60*** .60 .60 .50 .40

OUTSTANDING 12 11 10 10 10 7 5 10 ABOVE SATISFACTORY 9 8 7 7 7 4 2 8 .6 4.8





FTE % .10 .20 .25 .20 .10 .30 .10

OUTSTANDING 5 7 8 7 5 9 5 10 .25 2.5 ABOVE SATISFACTORY 3 5 6 5 3 7 3 8





FTE % .10 - .15 .10 - .15 .10 - .15 .10 - .15 .10 - .15 .10 - .15 .10


SATISFACTORY 2 2 2 2 2 2 2 6 .15 .90 CONDITIONAL 0 0 0 0 0 0 0 4




FTE % .10 - .15 .10 - .15 .05 .10 .20 .05 .40

OUTSTANDING * * * * * * * ABOVE SATISFACTORY * * * * * * * 8.2

SATISFACTORY * * * * * * * CONDITIONAL * * * * * * *


School of Performing Arts Travel Policies This policy will cover full-time tenured and tenure-earning faculty. Faculty must complete a TAR for all travel on university business. Faculty must also complete the School of Performing Arts Travel Approval Form and receive written approval from the Director at least two weeks in advance of the travel if the faculty member plans to ask for university funding or will miss any university teaching assignments as a result of the travel. Teaching, research/creative activities, and service are all important parts of university faculty responsibilities. Travel is a necessary requirement for many faculty in pursuing their research and creative activities, but it is important to balance time away from campus with being on campus and available for teaching, advising, and participating in the life of the School. The following guidelines should be followed in scheduling travel:

• Because the first and last weeks of each semester are crucial to student success and satisfactory completion of teaching duties, faculty should avoid travel during the first or last weeks of each semester. It is important that faculty discuss with the Director before making professional commitments travel that will require being off campus the first or last weeks of classes of a semester.

• Because student learning is facilitated by regular contact with faculty, travel should generally be limited to no more than three weeks each semester, preferably not all in one trip. Exceptions should be discussed with the Director in advance of scheduling.

• Because auditioning students is critical to admissions and the success of the School, all relevant faculty are expected to be available on scheduled student audition days.

• Faculty are responsible for arranging for substitutes for their classes or make-up lessons. Travel Funding Budget permitting, each tenured faculty member will be allocated up to $400.00 annually for approved domestic professional travel or up to $800.00 for approved international travel. Travel funding will be limited to presentations or performances, or for research leading to publication. A copy of the official invitation to present or perform must be submitted to be eligible for travel funding. Assistant Professors are encouraged to apply for additional activity and will be considered as budget permits. Faculty being funded by the School must apply to ORC Sponsored Programs for reimbursement of funds for conference presentations and other eligible performances. ORC Sponsored Programs faculty travel regulations and application forms are available at http://www.research.ucf.edu/SponsoredPrograms/FundingOpportunities/facultytravel.html. Please note that ORC reimbursements go to the School to reimburse expenses paid by the School, not to the faculty member.

The School will purchase the air ticket for funded travel at the faculty member’s request. Faculty must arrange for and pay all other travel expenses and submit receipts for reimbursement.


University Finance and Accounting requires that all university travel policies be followed to receive reimbursement. The School Office does not make these policies but is obligated to follow them. You are encouraged to become familiar with the UCF Travel Policies at http://www.fa.ucf.edu/ Travel reimbursement cannot exceed total expenses minus any other funding sources. You must report any other funding sources on the travel approval form. Conference registrations: If an individual conference registration is done online, the faculty member will need to print the complete registration form and turn in for reimbursement. A complete dated conference agenda must be turned in to document conference attendance. If you cancel your trip you will not receive reimbursement, and any travel expenses pre-paid by the School will need to be reimbursed to the School. Procedures

1. Complete the Faculty Travel Approval Form (requisition form) and submit to the Director for approval. Be sure to include estimates of all anticipated expenses as well as funding sources.

2. You must attach a copy of the invitation to present or perform to the travel Approval Form in order to receive travel funding. Original copy, fax, or pdf of the invitation is acceptable provided it is signed and on the organization’s letterhead.

3. Book your airfare (if needed) at the least expensive and most efficient rate, or ask the School account to book it for you. Expenses eligible for reimbursement (up to the approved total) include

a. Travel b. Lodging c. Meals (up to state per diem and overnight trips only; receipts not required) d. Ground transportation, parking, tolls e. Conference registration fees (must have paid receipt and conference program)

4. In all cases original paid receipts are necessary for reimbursement. No reimbursements will be made without an original paid receipt, except eligible meals per diem.

5. Travel made without prior written approval from the Director will not be reimbursed.

6. Bring all original paid receipts as well as other required documentation to the School Accountant within ten (10) Business days of the completion of travel. Failure to submit all required documentation within this time frame may result in reimbursement being denied.


Music Summer Teaching Policies Approved by Music Faculty 11/27/06

Summer Teaching Principles

• Programmatic needs will be the first priority in determining summer course offerings. • Summer teaching should be offered to faculty most qualified to teach those courses. • The offer of summer teaching of general music or GEP courses may be used as an incentive

or reward for faculty who teach those high SCH-generating courses during the academic year.

• The Director may consider the most efficient use of available funds as a criterion for summer teaching assignments.

• These guidelines apply to summer teaching assignments for nine-month faculty only. • The Director makes final decisions regarding teaching assignments for all summer courses

offered by the School of Performing Arts.

Summer Teaching Offers (Descending Priority)

1. All qualified permanent (i.e., tenured, tenured earning, instructors) faculty will be offered the opportunity for summer teaching before non-permanent (i.e., visiting and adjunct) faculty.

2. Faculty who regularly or periodically teach a particular course during the academic year will be given preference for teaching that or an equivalent course during the summer.

3. Faculty who have not taught a particular or equivalent course during the academic year may petition the Director to be considered for summer teaching of that course.

4. Faculty who have taught in the summer less recently will be given preference for summer teaching over faculty who have taught in the summer more recently.

5. In general, no nine-month faculty member will be offered more than one course (i.e., 3 credit hours) of summer teaching unless all other qualified faculty decline the offer to teach in the summer.

Procedures

1. During the fall semester the Director will ask the faculty for suggestions for courses to be offered the following summer.

2. As soon as is practicable during the academic year, but no later than February 1, the Director will notify the faculty of the projected summer teaching schedule and solicit requests for summer teaching. Faculty will have two weeks to respond to the Director with requests for summer teaching.

3. Summer teaching will be offered beginning no later than March 1 whenever possible. Faculty offered summer teaching will have two weeks to respond to the Director.

4. The Director will continue offering summer teaching to faculty in priority order until all courses are assigned.


Theatre Summer Teaching Policies

Summer Teaching Principles

• For purposes of clarity, summer teaching options are considered in two categories: Creative (directing, designing summer theatre productions) and Classroom Activities (Theatre Survey and electives).

• For Classroom Activities, online teaching is given priority due to that mode’s highest generation of student credit hours.

• The Director makes final decisions regarding teaching assignments for all summer courses offered by the School of Performing Arts.

Summer Teaching Offers and Procedures (Creative)

• The Director of The School of Performing Arts will poll eligible Performance and Design faculty to assess faculty interest in summer theatre productions.

• Once the pool of interested designers and directors has been established, the Director of the School of Performing Arts will make offers to those faculty as needed.

• This process does not follow the academic year director rotation or designer assignments. • Course assignments (TPP and TPA) are distributed among those faculty who receive

creative assignments. Summer Teaching Offers and Procedures (Classroom Activities)

• There are two rotation lists – newest hires first and newest hires last. • Teaching offers alternate between the two lists. • Currently, two options for summer Classroom Activities exist – Theatre Survey and Theatre

Electives. Both options are taught as online classes only. • Faculty who wish to teach Theatre Survey must have completed ADL (if not IDL) training. • Faculty who have completed ADL training may teach an existing online theatre elective

offering provided they use the existing approved course “shell.” • Faculty who wish to design and teach a summer online theatre elective course must first

complete IDL training. • Assignments go to the first (and subsequent) qualified persons on the lists who accept a

summer teaching assignment. • Turning down an offer for summer classroom teaching does not change one’s position on

either rotation list. One’s name moves to the bottom of a list only upon accepting a summer course.


Music Performance Jury Policies Approved 9/12/08

Objectives End-of-semester performance juries by applied music students have the following objectives:

• Program assessment • Student grades in applied study • Faculty recommendations regarding student placement and progress in the degree program • Enhance student learning

Policies & Procedures

All students will perform a jury during the final exam period of each semester enrolled in primary performance.

Each student jury must be heard by a minimum of three music faculty, at least one of whom must be a full-time tenured or tenure-earning faculty from that performance area. The following performance areas are recognized for jury purposes:

• Brass • Jazz • Percussion • Piano • Strings • Voice • Woodwinds

Performance area faculty will determine the following policies for their respective areas:

• Scheduling • Repertoire requirements • Memorization requirements, if any • Accompanists

Jury Sheets

Each jury member will complete and sign a jury sheet for each student. When appropriate, jury sheets will include the following faculty decisions or recommendations, as determined by the jury members:

1. Jury grade 2. Written comments regarding the student’s performance strengths as well as suggestions for

improvement. The applied instructor will share all written jury comments with the student. 3. Recommendations for advancement to another performance level 4. Recommendations regarding Professional Sequence Review for BM or BME majors

Exceptions to these jury policies must be approved by the Curriculum Committee.


Music Undergraduate Admission, Audition, and Scholarship Policies Approved by Faculty 9/12/08

Note: All current undergraduate admissions, audition, scholarship, and competition policies remain in effect unless superseded by approved revisions below. These policies affect undergraduate students only unless specified otherwise. Audition/Admission Policies

1. Prospective students must have applied to UCF and been issued a UCF PID before a music audition/interview will be scheduled.

2. An audition/interview outside a regular New Student Audition Day will be considered valid only if the Intent to Audition form is completed, with PID, and submitted to and received by the music office two days prior to the audition.

3. The Music Department status of an auditioned student acceptable to music but without a UCF Admissions decision will be “Pending University Admission.”

4. In-person auditions are preferred; recorded auditions are acceptable if all other audition policies are followed and the faculty hearing the audition approve.

5. Except in the case of prior arrangement, a student must be auditioned and evaluated by at minimum the applied faculty member teaching that instrument. In the case of instrumental areas (e.g., voice) with multiple applied teachers the faculty of that area will determine audition committee policies. Audition teams of 2–3 faculty are recommended but not required.

6. Audition evaluation forms/results must be turned in to the music office the day of the audition whenever possible, but no later than two days after the audition in any case.

7. Transfer students whose audition merits Performance III will generally be placed in Performance II for at least one semester pending the first jury performance.

8. Acceptance as a music major is valid for the academic year following the audition. Students who fail to enroll as a music major within one academic year must re-audition.

Information Items

1. Faculty should be diligent in indicating whether a student is acceptable in each degree program, applied lesson level (transfer students), and whether the student should be considered for music scholarship.

2. Students without a scheduled audition time (i.e., “walk-ins”) will not be allowed to audition. 3. Unless requested otherwise by faculty, auditions will be scheduled at ten-minute intervals. 4. Audition materials requirements are determined by the faculty of that instrument and must

be posted on the department web site by November 1. Sight reading is encouraged as part of the audition.

5. In cases where an applied studio is at capacity, an acceptable student may be admitted as a BA in Music—no applied study basis. The student may enter the applied studio if space becomes available, but this is not guaranteed.


Theatre Comp Ticket Policy for School of Performing Arts Faculty, Staff and Students

We have instituted the following policy for faculty/staff (f/s) comp tickets, effective August 2013. These policies apply to all School of Performing Arts faculty and staff. The purpose of f/s receiving theatre comp tickets is to see the shows that we produce, to better assess student learning, and show support for their work. F/s are always welcome to forgo using comp tickets and attend a dress rehearsal instead, freeing up seats for paying patrons. Each faculty and staff member will be given a digital flex pass with up to two complimentary tickets for each show. The Box Office Manager (BOM) will automatically create these passes in the Box Office computer. You will not need to make a formal request for them to be created. There will not be a physical pass. You can reserve your Flex Pass tickets by phone, in person, or by direct email to the BOM. The Fine Print:

• F/s are strongly encouraged to reserve their seats at least 24 hours in advance. If you do not reserve your seats in advance and go to the box office the evening of the show, you will be asked to wait until there are no regular patrons waiting to purchase tickets. This may mean that you will need to wait until just before curtain.

• If the show is sold out, tickets may not be available. F/s are not permitted to stand in the back of the house or to enter the house without a ticket.

• F/s flex pass tickets will have exchange privileges as long as they are exchanged prior to the scheduled performance. If it is the evening of the performance please call the box office to release your tickets (depending on how busy the box office is you may need to reserve your new seats at another time).

• Due to lost revenue, if you have tickets for a performance but forget to attend, those tickets cannot be exchanged. Ticket exchanges must happen prior to the scheduled production.

• You will be asked to sign for your tickets when you pick them up. The box office is required to have documentation.

The F/s flex pass tickets are not transferrable. They may not be used by anyone other than you and your immediate family. If a f/s member would like to invite a special guest or bring additional friends or family members, he or she must request comp vouchers from the SPA Administrative Assistant/Associate Director Chicurel. Here are some important notes about comp vouchers:

• Comp voucher requests must be made at least 24 hours in advance of the performance (and during normal business hours) as comp tickets must be reserved at least 24 hours in advance of the performance.

• Comp Vouchers should have the name of the person using the tickets, not the name of the faculty or staff member (unless they are for additional tickets for their children, etc.) For example, if John Smith faculty member requests two tickets for his mechanic, the voucher would have the name of his mechanic in the name field and John Smith’s name in the “Reason” field.


• Comp Vouchers must be used to reserve tickets in advance and tickets can be held at will call, but comp voucher MUST be exchanged for the tickets when they are picked up. Anyone without a comp voucher will have to pay for the ticket. The Box Office must have a paper trail for each comp ticket issued: No voucher, no ticket, no exceptions.

• On the day of the show all tickets are full price. All comp tickets MUST be reserved in advance. The ability to walk up day of show does not apply to comp tickets.

• The Box Office will not have any extra comp vouchers. • Comp vouchers cannot be placed in the BOM mailbox. They must be taken to the box office

personally and physically exchanged for the tickets. If you or your guest do not have your comp voucher for your additional tickets, full price will be charged.

Theatre Student Ticket Policy

• Theatre students may not request complimentary tickets, nor use f/s comp tickets or Flex

Passes. • Theatre students may purchase one ticket to each show at a discounted $5 ticket price but

this must be done by Monday at 6pm prior to opening night. • Between 6pm on the Monday prior to opening night and 6pm the night of the show, all

theatre students will be charged the $10 regular student price. • After 6pm on the night of the show, all tickets are full price with no student discounts.


Procedure for Amending School of Performing Arts Policies

Any tenured faculty member may submit an amendment to the School of Performing Arts Policies by requesting that the item be placed on the agenda for a faculty meeting. A simple majority of the Voting Faculty present is necessary to pass the amendment. Amendments to School of Performing Arts Policies are subject to approval by UCF and the UFF when appropriate.



Faculty Travel Request Form Faculty Member’s Name: SPA Unit (check one): Music Theatre UCF Employee ID #: Are you a United States Citizen? Yes No Dates of Travel w/Departure and Return Times: Travel Destination(s): Purpose of Trip: If Group travel (more than 4 people), total number of travelers, are all US citizens? Benefit to State: How can you be reached while traveling? How will you cover your teaching duties while traveling (if applicable)?

Course Number Course Name Days/Time Location How covered (name of substitute)

Expenses/Funds (Complete only if requesting university support) Expenses (estimate) Details (ie: form of transportation, request use of PCard for reservations other sources of funding, etc.) Transportation $

Lodging $

Meals $

Registration $

Other $

Total Expenses $ Total Funding Requested $

Faculty Member Signature: Date: SPA Funding Approved: Amount $ Dept # SPA Director Approval Signature: Date:


UCF SCHOOL OF PERFORMING ARTS PURCHASING REQUEST FORM

Please be sure to include the vendor’s name, address, phone number, and fax number Item

#

Description (please provide vendor's item number and as much additional detail as

possible) Qty. Unit

Price Total Price

1 $0.00

2 $0.00

3 $0.00

4 $0.00

5 $0.00

6 $0.00

7 $0.00

8 $0.00

SHIPPING (please include on all requests) $0.00

TOTAL $0.00

REQUESTOR: SPA UNIT (check one): Music Theatre DATE REQUESTED: DATE ORDER NEEDED: REQUESTOR’S SIGNATURE: DEPARTMENTAL ACCOUNT TO BE USED: SPA APPROVER'S SIGNATURE: TITLE:

DATE APPROVED:

VENDOR INFORMATION (ALL INFORMATION IS REQUIRED): VENDOR’S NAME:

VENDOR’S ADDRESS: VENDOR’S CITY, STATE AND ZIP: VENDOR’S PHONE AND FAX NUMBERS: VENDOR’S E-MAIL ADDRESS: UCF VENDOR NUMBER (if you know): VENDOR WEB ADDRESS FOR ON-LINE ORDERS: **Note: if this is a new Vendor, a completed W-9 is required for orders placed

via a UCF Purchase Order**


School of Performing Arts Guest Artists Policies/Procedures

General

Faculty are encouraged to bring guest artists/scholars to campus to perform, speak, and offer master classes for our students. If you are planning to bring a guest artist/scholar to campus please note the following:

• Music scheduling is done through the on-line scheduling program. Forum presentations provide an audience for guests and are encouraged. Please contact the Director or designee at least two months before the semester begins to request a Forum date.

• Theatre scheduling is done through Sam Waters. • Faculty are urged as a professional courtesy to consult with a colleague before inviting a

guest artist of that colleague’s specialty area. Funding

Faculty are encouraged to seek guest artist funding inside and outside the university. The Campus Activities Board of the Student Government Association often funds guest artists. Faculty who have agency accounts in the Music Department may use those funds for guest artists. School funding for guest artists from Operations funds is very limited.

• If guest artist funding will be processed through the School of Performing Arts, regardless of funding source, a School Purchase Order Request form must be completed and submitted to the Director or designee for approval.

• Once the purchase order request has been approved the sponsoring faculty member must complete an invoice and submit it to the appropriate accountant. An invoice template is available on the music web site. (sample below)

• In order to receive approved reimbursement, the guest artist must see the appropriate accountant while on campus to provide receipts and sign reimbursement forms.

International Guest Artists

All guest artists coming from a foreign country must have the appropriate visa to enter the United States and to be paid for services or reimbursed for expenses. Faculty planning to bring a international guest artist to campus should contact the UCF International Services Center (http://www.intl.ucf.edu/) at least six months before the scheduled travel. The International Services Center can help you determine the appropriate visa and assist you in preparing the necessary paperwork. Note: it is the sponsoring faculty member’s responsibility to work with the International Services Center to secure the appropriate visa for your guest artist. The School of Performing Arts staff does not process visa applications.



Guest Artist Request Form Guest Artist’s Formal Name: Type of Service Rendered: (Concert, Master Class, Interview, etc) Address: City, State, Zip: Phone Number (with Area Code): Email Address: Is the Guest Artist a United States Citizen? Yes* No** Guest Arrival Date: Guest Departure Date: Guest Performance Date(s): Airfare Amount: Stipend Amount: Meals: Hotel: Rental Car (Avis): Dates car needed: Amount: Incidental Expenses (please describe in detail): Total Expenses requested to be paid by SPA: SPA Unit (check one): Music Theatre Department Number to be used (Determined by SPA Budget Director): Requestor: Approver: SPA Director or SPA Budget Director **Note: If guest has not been paid by UCF in the last 18 months, then a completed and signed W-9 form must be submitted, so a vendor file can be created/reactivated with UCF Finance and Accounting. **Note: If guest is a foreign citizen, you must work with the UCF International Service Center, to process required paperwork for International Vendors. UCF will not pay a foreign vendor without the proper documentation and approvals. Any guest traveling from out of state needs to submit a copy of their flight itinerary to the appropriate unit’s Accountant (unless the department booked and paid for the airfare). All guests need to stop by the Accountant’s office to sign UCF Travel documents.


INVOICE #

Remit Payment To: Vendor’s name Vendor’s address UCF Vendor # DATE:

UCF PO #

Bill To: University of Central Florida School of Performing Arts 12488 Centaurus Blvd Bldg 119, Room M203 Orlando, FL 32816-1354 Attention: Barbara Kelly-Hursey, Accountant

LINE

ITEM # DESCRIPTION LINE TOTAL

1 $0.00

GRAND TOTAL $0.00 _____________________________ (Vendor’s signature)

Documents

UCF School of Performing Arts Faculty Policies 2014/15 1 ...UCF School of Performing Arts Faculty Policies 2014/15 3 Preamble The University of Central Florida was opened in the fall