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Department of Music
Pay for Performance Guidelines
1.
Committee members will read materials submitted by each
faculty member.
2.
Consideration of each faculty will be in alphabetical order
by last name. Discussion of each faculty member and/or materials
submitted may take place if desired.
3.
Each committee member will rate each person’s performance
in each of the three areas (using the suggested numbers) as:
| a. |
Less than
satisfactory |
1 |
| b. |
Satisfactory |
2 |
| c. |
Excellent |
3 |
| d. |
Superior |
4 |
4.
Each committee member will then submit, to the Chair of the
Committee, a secret ballot for each faculty which will contain his/her
rating in each of the three areas
5.
The Committee's rating in each area will be combined for
each faculty member. Then an average will be obtained. That average
becomes the Committee’s recommendation for that faculty member
in that area.
6.
Averages will be rounded off to the nearest whole number
(2.5 will become 3 and 2.4 will become 2)
7.
Faculty members on the Committee will be excused from the
room during the discussion (if any) and voting on his/her file.
8.
The Chair of the Committee will average and compile the results
and submit a copy to each Committee member and the Chair of the
Department. The results will be confidential.
(approved 1999)
Pay for Performance Evaluation Criteria
Teaching
Less than satisfactory
Student evaluations are low, course organization is poor, and/or
the quality of observed student work is poor.
Satisfactory
Student evaluations are adequate, course organization is adequate,
and/or the quality of observed student work is acceptable.
Excellent
Student evaluations are good, course organization is good, and/or
the quality of observed student work is strong.
Superior
Student evaluations are among the highest in the department,
course organization is exceptional, and/or quality of observed
student work is outstanding.
Research/Creative Activites
Less than satisfactory
Research/Creative activity is less than one would normally expect
and is poor in quality.
Satisfactory
Research/Creative activity is of the amount/type and quality
that would normally be expected for the individual's position.
Excellent
Research/Creative activity is more extensive and/or of a higher
quality than is normally required for a faculty member in that
position.
Superior
Research/Creative activity is much more extensive and/or of a
much higher quality than is normally required for a faculty member
in that position.
Service
Less than satisfactory
Service is less than would normally be expected and is poor in
quality.
Satisfactory
Service is of the amount/type and quality that would normally
be expected for the individual's position.
Excellent
Service is more extensive and/or of a higher quality than is
normally required for a faculty member in that position.
Superior
Service is much more extensive and/or of a much higher quality
than is normally required for a faculty member in that position.
(approved October, 1999)
Possible List of Items from Faculty for
Pay-for-Performance Consideration.
In addition to the Faculty Report of Professional Activities,
the following materials would be considered for all faculty members
in the Department of Music:
- One-page statement contaning teaching philosophy, goals, accomplishments,
and innovations
- Course syllabi
- Student evaluation summary sheets (available to the committee
from the music office; no evaluations need to be submitted by
faculty members)
The following materials may be submitted by faculty members
at their discretion:
- Samples of highest student accomplishments (recital programs,
papers, assignments, student award announcements, or other comparable
documents)
- Reviews of performances, recordings, published materials, etc.
(if available)
- Other Specific documentation in research/creative activity
- Documentation of exceptional service
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