Bylaws of the Department of Music

Bylaws of the Department of Music are authorized by Section 2.1.2 of the Bylaws of the University of Nevada.

These Bylaws provide for and articulate (a) the organization and administrative structure of the department; (b) the duties and responsibilities of the chair, associate chair, graduate director, area coordinators and other faculty assignments; (c) the duties, responsibilities and rankings of faculty; (d) personnel policies; (e) criteria for recruitment, evaluation, reappointment, tenure, promotion and retention of faculty at all ranks; (f) other relevant matters. These Bylaws are consistent with and subordinate to the College of Liberal Arts Bylaws, the University of Nevada, Reno Bylaws, the Nevada System of Higher Education (NSHE) Code (Title 2, Board of Regents Handbook), the laws of the state of Nevada, and the laws of the United States of America.

These Bylaws shall be adopted when they have been approved by a majority vote of the regular faculty of the Department of Music (see Chapter IV. 1.A.1 of these Bylaws). The faculty will vote upon and approve the Bylaws by secret ballot in a manner consistent with Section 3.1.7 of the University Bylaws. Adopted Bylaws will be in force when they have the written approval of the dean of the College of Liberal Arts and the president of the University of Nevada, Reno.

Any voting member of the department faculty as defined in Chapter IV.1.A of these Bylaws may propose an amendment to the Bylaws through a written submission to the department chair. Proposed amendments to the Bylaws of the department are adopted when they have been approved in a secret ballot vote by a majority of regular faculty (see Chapter IV.1.A of these Bylaws), and by written approval of the dean of the College of Liberal Arts.

Questions of interpretation of these Bylaws shall be directed to the department Bylaws Committee, which shall review the question and forward their recommendation(s) to the department chair for a decision. The chair shall make his or her decision upon appropriate consultation and in a manner consistent with the NSHE Code and established University and College policies and procedures.

1. The Department of Music is committed to:
   
   1. Providing quality degree programs for students planning careers in music performance, music education, music conducting, musicology, ethnomusicology and other related areas. To this end, the faculty offers curricula that balance the demands of applied instruction; ensemble preparation and performance; and classroom instruction in theory, composition, history, literature, and education.
   2. Offering Silver Core courses that enable non-major students to successfully meet both the University and College of Liberal Arts core requirements.
   3. Providing performance opportunities for majors, minors, and qualified non-majors from the local community.
   4. Fostering an environment that encourages and supports faculty research and creative activity.
   5. Contributing to the University and community through public performances, lectures, and participation/collaboration with community arts organizations.
   6. Faculty service on school, college, university and professional committees.
   7. Continuing education as an enhancement for its own programs, student recruitment and community relations.
   8. Fostering an inclusive working and learning environment that supports all of its faculty, staff, and students, but pays special attention to improving the conditions for those who have been historically underrepresented at the University of Nevada and in the Department.

The department faculty shall consist of all persons holding full- and part-time academic and administrative professional positions as defined in Chapter IV of these Bylaws.

The Department of Music faculty shall convene at least once a month subject to the availability of a quorum of at least fifty percent of active and voting-eligible department faculty (defined in IV.2 below). Faculty meetings shall be chaired by the department chair, or in the chair’s absence, by the associate chair or designee. The latest edition of Robert’s Rules of Order shall govern proceedings at all department faculty meetings.

1. The chair shall call regular faculty and special meetings as necessary. Special or additional faculty meetings may be called by the chair or by a regular faculty member upon written request. Any special meetings must be held within 15 days of being requested, preferably on the same week day and time as regularly scheduled meetings. The chair shall prepare an agenda with supporting materials for each meeting of the department faculty and distribute such materials no later than 24 hours before the meeting. The chair shall include on the agenda any item offered by a member of the department faculty so long as the chair receives the agenda item at least two working days prior to the meeting. The chair’s office shall prepare and distribute minutes of the department faculty meetings once they have been reviewed and certified by the chair. Minutes shall be distributed to the faculty at or before the next scheduled meeting.
2. Secretary. One of the department’s administrative assistants shall serve as secretary for all regular department meetings. The duties of secretary as carried out by the administrative assistant, with the assistance and concurrence of the chair, shall include taking, reviewing and certifying minutes of department faculty meetings and counting ballots for and certifying department officer elections.
3. Voting. All departmental voting situations (departmental officer elections, hiring decisions, and tenure and promotion decisions) require a quorum of at least 50% of the active music department faculty eligible to vote as defined in the College of Liberal Arts bylaws 11.B.1.a-e. and in section IV.2. in these bylaws below. Voting on departmental officers, hiring, and tenure and promotion decisions will be by secret ballot and will require a majority vote of those present. Abstentions will not be counted in the number of votes needed. Proxy votes will be allowed, but only with permission of the department chair (the expectation is that those voting by proxy will be well informed on the matters under consideration).
4. Faculty who are on approved leave must provide notification in writing to the chair of their absence prior to the scheduled faculty meeting. This notification will also serve as notice to retain the faculty member’s proxy vote. Except in cases of emergency or illness, all faculty are required to attend meetings unless on approved leave. Faculty should not schedule classes, lessons, or other meetings during faculty meetings.

The Department of Music faculty shall govern itself in accordance with these Bylaws, subject to the College of Liberal Arts Bylaws, the University of Nevada, Reno Bylaws, and the NSHE Code.

The director of the School of the Arts is responsible to the Dean of the College of Liberal Arts for advancing the mission of the school (in accordance with CLA Bylaws Chapter IV, section 14). In this capacity, the director is the reporting authority between department chairs and the dean. The director is responsible to the faculty of the school for executing approved faculty actions. The director advises the dean in the annual evaluation process (in accordance with CLA Bylaws Chapter V, section 20) through the review of all annual evaluations submitted by the faculty of the school. The director shall also advise the dean on the tenure and/or promotion evaluation of the school’s faculty. Should a department chair at the rank of Associate Professor (III) apply for promotion to the rank of Professor (IV), the director shall assume the responsibilities of the chair for that particular case. As part of the overall management of the school, the director provides leadership and oversight in collaboration with the department chairs on budget, human resources, communications, program and curriculum development, and strategic planning. The director is charged with coordinating and developing curriculum and degree programs within the school. As such, the constituent departments of SOTA shall inform the director of all processes involving curricular development and new program design before new course and program proposals are presented for approval by the dean of the college.

The chair shall be the chief administrative and executive officer and a tenured member of the Department of Music.
A. Responsibilities and duties of the Chair.

1. The chair shall be responsible to the dean and the director of the School of the Arts for implementing college policies and procedures, and responsible to faculty for implementing policies and procedures mandated by department bylaws. The chair shall take a leadership role in serving on the School of the Arts Leadership (SOTA director, chairs, and program directors), the College Council of Chairs and Directors, and is responsible for the advancement of the department missions and goals as identified in the department’s long-range planning document. The chair shall be an ex-officio member of all department committees, except those that evaluate the chair as either an administrator or teacher.

2. The chair shall have the authority to perform the following duties:

(a) administer departmental funds and accounts and provide a report on account balances and department budget to the faculty once per year

(b) hire, supervise, and evaluate classified staff

(c) hire, supervise, and evaluate temporary instructional faculty on Letter of Appointment contracts

(d) create annual teaching schedules

(e) maintain and secure personnel files of regular faculty; oversee

faculty role statements and teaching assignments

(f) determine service assignments for regular faculty

(g) assign faculty mentors and oversee mentoring program

(h) oversee scholarship fund allocation/distribution

(i) write letters of support for faculty nominations, grants,

awards, sabbaticals, etc.

(j) determine GTA teaching assignments based on input from the Graduate Director and Area Coordinators.

(k) serve as primary liaison with other departments, officials at the University, UNR Foundation, donors, etc.

3. The chair’s executive authority shall be limited. The chair’s decisions on issues not specifically noted in Section 2 above shall require consultation and recommendations from the regular faculty as provided for in these Bylaws. Issues requiring faculty recommendations include but are not limited to:

(a) recommendations for hiring regular faculty, including requests for new positions, and the reclassification/modification of replacement positions;

(b) recommendations on faculty evaluation and merit;

(c) recommendations on the reappointment, promotion and tenure of regular faculty, including probationary faculty in their third year;

(d) recommendations on curriculum (courses and academic programs);

(e) coordination of strategic and long-term planning

4. The chair, in consultation with the regular faculty members of the department (see Chapter IV.1.A of these Bylaws), the director of the School of the Arts, and the dean, will use the following procedures for regular internal and external program reviews. The external review process shall conform to the guidelines established by the National Association of Schools of Music (NASM) and the provost’s schedule and guidelines for program review. The internal process shall be a yearly review of degree programs through collaboration of the department assessment committee and university assessment procedures as outlined by the Office of the Provost.

B. Term of office. The chair of the department of Music shall serve a term of three years. The chair may be reappointed for additional three-year terms (also, see C below).

C. Selection of chair. The department’s nominee for chair shall be selected by a majority vote of the regular faculty (see Chapter IV.1.A of these Bylaws) in a process that adheres to the charge provided by the dean. Department faculty shall nominate a chair every three years. If the current chair is not interested in continuing for an additional term, they shall submit their resignation by March 1 of their third year of a given three-year term of office. The department’s nominee for chair is subject to the approval of the dean.

D. The chair’s removal from office, for cause, may be recommended at any time by a majority vote of the regular faculty conducted by secret ballot at a faculty meeting. Such a vote should be a formal agenda item at the meeting. The personnel committee shall solicit a written response from the chair and review all charges before forwarding any recommendations to the dean. In addition, the department chair may request a meeting with the personnel committee or its chair to discuss any charges brought forth by the regular faculty.

E. Vacancy prior to expiration of the chair’s term. Should a permanent vacancy occur before the normal expiration of the chair’s term of office, the department personnel committee shall meet as an advisory committee to assist the dean in selecting an acting chair. Should a member of the personnel committee become a candidate for the position of acting chair, that member shall not participate in this process.

F. Temporary assumption of authority. Should the chair be temporarily absent or incapacitated, the dean, in consultation with the Department of Music faculty, shall appoint a chair pro tempore or acting chair from among the Music faculty.

G. Interim chair. An interim chair can be appointed by the dean on an annual basis until a permanent chair has been selected. A permanent chair should be selected as soon as a willing and qualified candidate is available.

H. Evaluation. An annual evaluation of the chair shall be conducted by the personnel committee. The committee shall prepare an evaluation instrument and solicit anonymous responses to it from all regular faculty. The committee may seek additional input from other relevant constituencies, including staff and students. The committee shall summarize the evaluations and forward its review to the director of the School of the Arts and the dean of the College of Liberal Arts.

The chair shall appoint an associate chair to assist the chair in conducting department business. The associate chair shall be a tenured member of the department faculty and report to the chair.
A. Terms of Office. The associate chair shall serve on an annual basis and may be reappointed as necessary by the chair.
B. Appointment Procedure. The chair shall appoint the associate chair, subject to the approval of the dean.
C. Evaluation. The associate chair shall be evaluated annually by the department chair and the Personnel Committee and shall include input from faculty.
D. Reporting Line. The Associate Chair reports to the Chair of the Department
E. Duties. The Associate Chair’s duties may include, but shall not be limited to, the following:

1. Coordinating class offerings and curriculum (undergraduate); signing authority on issues of undergraduate enrollment/petition; primary Curriculog manager
2. Overseeing space allocation and facilities
3. Assisting the chair with personnel matters when appropriate
4. Assisting the chair with annual evaluations and merit recommendations as needed
5. Serving as ex-officio on department committees
6. Overseeing production of annual music handbook
7. Assisting with student issues (undergraduate) as appropriate
8. Assisting chair with NASM and program reviews
9. Serving as secondary liaison with CLA Dean/CLA Dean’s office
10. Serving as secondary signing authority when chair is out of town or unavailable (chair will authorize this in Workday)

The Director of Graduate Studies shall be a member of the Graduate Faculty. The Director has responsibility for overseeing the graduate program in Music. The director shall be either a regular or ex-officio member of all committees whose business is relevant to the graduate program and shall chair the Graduate Committee. They shall further be responsible, in consultation with the faculty and Graduate Committee, for recommending the appointment of graduate students to teaching assistantships to the chair. They shall act as departmental liaison to graduate students in the department and to the Graduate School.

A. Term of Office. The graduate director shall serve on an annual basis.
B. Appointment Procedure. The chair will appoint/re-appoint the graduate director annually.
C. The graduate studies director’s duties may include, but shall not be limited to, the following:

(a) Overseeing production of the graduate portion of the handbook 
(b) Overseeing class offerings and curriculum (graduate); signing authority on issues of graduate enrollment/petition
(c) Working with applied instructors to assign graduate committees
(d) Working with graduate committee chairs to ensure paperwork is completed on time
(e) Coordinating departmental graduate student orientation
(f) Assisting prospective students during their application process

The Faculty of the Department of Music are defined in accordance with university bylaws (Section 2.3.2). Faculty in the Department of Music may belong to any of the definitions that follow.

(N.B.: Post-doctoral fellows are not considered to be faculty. These researchers and instructors are hired in specific departments or programs on annual contracts.)

A. Regular Faculty. These faculty members hold state-funded, continuing positions as defined in Section 2.3.3 of the university bylaws.

1. Academic Faculty.
   a. Tenure-track Faculty: The tenure-track faculty is composed of three (3) ranks: Professor (IV), Associate Professor (III), and Assistant Professor (II).
   b. Rank I Faculty: Rank I for Instructor, is reserved for academic faculty who have been hired for a tenure-track position but have yet to complete the appropriate degree required by the position.
   c. Non-tenure-track Faculty (zero rank): The non-tenure-track faculty are hired at rank 0(IV), 0(III), 0(II), and 0(I). Professional titles non-tenure-track faculty are degree dependent and are established in the University Administrative Manual 2,505.

2. Administrative Faculty. Administrative faculty are executive faculty, supervisory faculty, or support faculty as defined by the Board of Regents, Title 4, Chapter 3, Section 2 whose primary duties involve services to students, faculty, or administrators. Administrative faculty grades are defined in section 2.3.2 (b) and 2.3.3 (b) of the university bylaws.

B. Contingent Faculty (zero rank). Members of the contingent faculty hold contracts of up to one year that may be funded from state, research, or other sources. These contracts may be “renewable contingent upon funding” (RCUF).

C. Adjunct Faculty. Adjunct faculty, who are persons qualified to provide special services to the University and who receive no compensation from the University (as defined in university bylaws section 2.3.6), shall not vote in the college or in any of the departments within the college.

“Letter of appointment” contracts may be used for special appointments to meet academic or administrative needs. Letters of appointment are used for teaching, research, and other professional employment activity to augment regular faculty positions. They are issued only for clearly defined duties that are part-time and/or temporary. Unless otherwise stated, the provisions of these bylaws shall exclude letters of appointment. (University bylaws 2.3.2)

A. Elections: Voting in elections for departmental chair and for any other departmental officers will be limited to regular faculty (as defined in Section IV.1.A.1-2. of these Bylaws and Section 16 of the College Bylaws) with a primary assignment (0.5 or greater) in the department. Voting will be by secret ballot and require a majority vote of those present. Abstentions are not counted in the number of votes needed. Proxy votes will be allowed, but only with permission of the department chair (the expectation is that those voting by proxy will be well informed on the matters under consideration). 

B. Hiring. Voting on tenure-track positions (both the position’s area of specialization and the hiring process) is limited to tenure-track faculty. Voting on non-tenure-track positions is limited to regular faculty (as defined in section 10 of the College of Liberal Arts bylaws) with a primary assignment (0.5 or greater) in the department or program as well as Rank 0 faculty who have held contingent positions for three consecutive years. Voting will be by secret ballot and require a majority vote of those present. Abstentions are not counted in the number of votes needed. Proxy votes will be allowed, but only with permission of the department chair (the expectation is that those voting by proxy will be well informed on the matters under consideration).

C. Search committees. In the Department of Music, all regular faculty (as defined in Section IV.1.A.1-2 of these Bylaws and Section 10 of the College Bylaws) are eligible to be voting members of search committees as long as they have completed so long as they have completed trainings required by both the University and the College. Regular non-tenure-track faculty on search committees for tenure-track positions may vote as part of the committee to give a recommendation to the department, but they may not vote at the department level on approval of the recommendation to hire.

D. Tenure. In compliance with recommendations from the college (see College Bylaws, Section 11.B), departmental voting rights on tenure decisions will be restricted to those department members who are already tenured at the University of Nevada, Reno. Voting will be by secret ballot and require a majority vote of those present. Abstentions are not counted in the number of votes needed. Proxy votes will be allowed, but only with permission of the department chair (the expectation is that those voting by proxy will be well informed on the matters under consideration).

E. Promotion. Voting on promotion decisions is limited to those faculty who have already attained the rank or status at issue. Voting will be by secret ballot and require a majority vote of those present. Abstentions are not counted in the number of votes needed. Proxy votes will be allowed, but only with permission of the department chair (the expectation is that those voting by proxy will be well informed on the matters under consideration).

F. Long-range planning. In compliance with recommendations from the college (see College Bylaws, Section 11), any departmental voting on strategic planning issues will be limited to regular faculty (as defined in Section IV.1.A.1 of these Bylaws) with a primary assignment (0.5 or greater) in the department. Contingent and temporary faculty may vote on those committees; however, once the committee makes its recommendations to the department, they shall not vote in the departmental decision.

G. Adjunct faculty shall not vote in the college or in any of the departments or programs within the college (see College of Liberal Arts Bylaws, Section 11).

H. All voting situations (e.g., departmental officer elections, hiring decisions, and tenure and promotion decisions) require a quorum of at least 50% of the active faculty (those not on approved leave) allowed to vote as defined in the College bylaws 11.B.1.a-f.

As noted in the College of Liberal Arts Bylaws (Chapter V, Section 18), the responsibilities and activities for administrative faculty are defined in position descriptions and the University Administrative Manual. An academic faculty member’s duty shall consist of an assigned combination of teaching; scholarly, creative, and/or entrepreneurial activity; and/or service or professional development as specified in the faculty role statement. Examples of these activities include, but are not limited to, the following:

A. Instruction. Instruction includes activities such as classroom and studio teaching; extension teaching; preparation and development of courses; evaluation of student performance; consultation with students; direction of undergraduate and graduate students in preparation for various performances, and direction of student undergraduate and graduate committees, independent study, research projects, internships, and practice; advising of undergraduate and graduate students; professional development of teaching skills; and service on undergraduate and graduate student advisory committees.

B. Scholarly and creative activity. Scholarly and creative activity includes the advancement, integration, and application of knowledge through research and scholarship (including “engagement” as described below in 5.D. and entrepreneurial activity as described in 5.E.) related to the faculty member’s area of expertise and in keeping with standards in the discipline. This activity may lead to recordings, performances, books, articles, chapters, software, and public presentations; studies designed to enhance the teaching of that discipline; musical compositions, and other works where appropriate to the discipline; seeking and acquiring outside funds (e.g., grants, fellowships, and contracts); or evidence of professional development where the above criteria may not be applicable. Peer-reviewed work is considered of prime importance in a faculty member’s research or creative profile, given that it involves a rigorous evaluation process by other experts in the field.

C. Service. Service may include participation in the following three areas:

1. University (i.e., administrative activities; participation on unit, department, college and university committees, boards, panels, and similar activities; assigned professional responsibilities of administrative faculty members).

2. Community outreach (i.e., consulting, committee work and other services to community groups; projects and organizations where such service is intrinsically related to the professional competence of the individual faculty member; the development of services or programs of importance to the community).
   
   
3. Professional (i.e., activities related to professional growth and development, holding office in professional organizations, editing and refereeing for professional journals, reviewing research proposals, and similar professional activities).

D. Engagement. Faculty engagement refers to scholarly, creative, pedagogical, clinical, and service activities engaged for the public good and directed toward persons and groups outside the university. Such activities, in the form of teaching/performance of assigned duties, research, scholarly, creative, and entrepreneurial activity, and /or service, develop as collaborative interactions that respond to short- and long-term societal needs. Engagement serves our local community, state, nation, and/or the wider world through academically or creatively informed activities that are intentional in their effort to enrich and improve the lives of people. Engagement may be recognized as a significant part of a faculty member’s professional achievements. Engagement may include such activities as: workshops, clinics, performances in schools, educational events on and off-campus, adjudication for various professional organizations, master classes at institutions, free applied lessons to public school students, free performances for members of the community, and many more.

Engagement should be recognized as a significant part of a faculty member’s professional achievements. It must be appropriate to the faculty member’s discipline and approved by the chair and dean as part of the role statement articulating the distribution of duties. In addition, while engagement should be supported at any phase of a faculty member’s career if it is consistent with the unit’s priorities and practices, faculty whose work does not include engaged activities should not be penalized.

E. Entrepreneurial activity. Entrepreneurial activity refers to the application of sophisticated research and creative methodologies and innovations to the public domain with the goal of developing a market outside the university. A record of entrepreneurial productivity should be recognized as a significant part of a faculty member’s professional achievements. However, such activity is not required of individual faculty members. Entrepreneurial activity must be appropriate to the faculty member’s discipline and approved by the chair and dean as part of the role statement articulating the distribution of duties. 

A. Allocation of positions and authorization to search. The dean of the College of Liberal Arts recommends new faculty positions at all ranks and approves searches to fill new and vacated faculty positions.

B. Search procedures. Once a search has been authorized, the department shall initiate and conduct the search in accord with approved department bylaws, college bylaws, university bylaws, Human Resources requirements, and the NSHE Code. The dean of the College of Liberal Arts, director of the School of the Arts, and the chair of the Department of Music shall oversee the following search procedures:

1. The department chair shall appoint a search committee consisting of five faculty members. The department chair shall appoint, whenever possible, one member of the respective program to chair the search committee. The department chair shall appoint three additional faculty members to the committee ensuring a wide and diverse representation. Per college guidance, the department chair shall appoint one additional faculty member from an outside department. Additionally, in the event that there is an internal candidate, members of the respective program ought not to chair the committee.

2. The department chair shall appoint a search coordinator to support the activities of the search committee. All official communications with external candidates shall be conducted through this search coordinator.

3. The search committee chair shall be responsible for ensuring that the search committee follow policies and procedures for searches as provided by department bylaws, the college bylaws, the university bylaws and search procedures, and the NSHE Code.

4. The search committee, in consultation with the faculty of the respective area, and the department chair, shall prepare a written draft of a job description for approval by the dean’s office to be forwarded to Human Resources.

5. Prior to initial review of candidates, the search committee shall develop an evaluation rubric that shall be used at every stage of the search. This rubric shall be approved by the dean’s office and shared with the department chair.

6. The interaction with the finalists shall include independent interviews with the department chair, the director of the School of the Arts, the dean, and other individuals in accordance with college procedures. Opportunities will be provided for interaction with the faculty, staff, and students. The search coordinator shall provide an opportunity for faculty, staff, and students to provide anonymous feedback.

7. When possible, the department chair and the search coordinator shall be present at the final deliberation of the search committee (in a non-voting capacity), facilitating anonymous proceedings and an accurate report of the recommendation to the faculty and the dean. At the final meeting, the search committee will consider additional feedback gathered during the search (such as the feedback from the dean’s office, the faculty feedback, student input, etc.) compile the final evaluation rubrics and arrive at a recommendation. The rubrics shall be submitted to the dean’s office by the search committee chair.

8. The search committee shall present the recommendation to the faculty, who will vote for or against the search committee recommendation.

9. Any faculty member who disagrees with the decision of the search committee may file a minority report to the department chair, who shall attach it to the department recommendation to the director and dean.
   
   
10. The department chair shall forward the search committee recommendation, the result of the faculty vote, their own recommendation, and any additional feedback to the dean.

C. Appointment of faculty. Recommendations for the appointment of a regular faculty member shall originate in the department, after a vote of the regular faculty enfranchised to recommend such an appointment. Recommendations of the appointment of new faculty shall be submitted to the dean who, in consultation with the chair and/or program director, makes a decision about the offer and provides parameters for the offer (salary specifics and other commitments). (See Section 19.A-D of the College Bylaws.)

1. Mutually agreed upon responsibilities. All annual performance evaluations shall be made on the basis of faculty role statements that specify professional responsibilities and performance expectations mutually agreed upon by the individual faculty member, the department chair, and in accordance with university policy. These role statements must be submitted annually. Professional responsibilities specified in writing for each faculty member shall be in accord with the mission and priorities of the Music department or, in the case of interdisciplinary assignments, both departments involved. The role statement shall document the mutually agreed upon expectations including the faculty member’s responsibilities in teaching; scholarly, creative, and/or entrepreneurial activity; and service as defined in Section 18 of the College Bylaws and Chapter V, Section 1 of these Bylaws.

   As noted in Section 20 of the College Bylaws, neither the faculty member nor the agent of the department can unilaterally determine or alter the responsibilities of a faculty member. Significant discrepancies between an academic or administrative faculty member’s statement of professional responsibilities and the department’s mission must be approved by the dean of the College of Liberal Arts. If a faculty member and the responsible department agent cannot agree upon specified professional responsibilities, the matter is subject to mediation by the dean of the College of Liberal Arts. If mediation by the dean fails, then the matter is subject to mediation by the university administration or to grievance procedures as outlined in the Sections 3.2. of the University Bylaws.

2. Standards of review. All evaluations shall be based on equitable and uniform criteria and procedures for assessing the quality of a faculty member’s performance, whether in annual evaluation or merit consideration. All evaluations of academic and administrative faculty shall be based on careful assessment of pertinent evidence in order to arrive at just and equitable recommendations. Evaluations of instructional faculty members shall include an assessment of teaching evaluations completed by their students (see CLA Bylaws 20.B).
   
3. Annual evaluation of faculty. The NSHE Code, Chapter 5, Section 5.12.1 and 5.12.2, establishes that written performance evaluations of academic faculty and administrative faculty shall be conducted at least once each calendar year by department chairs, supervisors or heads of administrative units. One of the purposes of annual performance evaluations is to provide constructive, developmental feedback to the faculty member. All performance evaluations shall include a rating of “excellent,” “commendable,” “satisfactory,” or “unsatisfactory.” No other rating terminology shall be used. The areas of evaluation and procedures for evaluation of academic faculty and administrative faculty are established in institutional bylaws (UNR Bylaws 3.3.2). All annual evaluation reports must be generated using the designated faculty reporting software platform.

(1) Criteria for evaluation. All faculty shall be evaluated annually on their accomplishment of professional responsibilities and performance expectations as specified in the statement of professional responsibilities (see Section 20.A. of the College Bylaws).

(2) Documentation. Each academic faculty member in the department of Music shall submit a standard evaluation form, as used by the University, including all supporting materials documenting the faculty member’s performance for the year. The department chair shall submit annual evaluation forms and written evaluations for every faculty member to the college which will share them for review with the director of the School of the Arts. Administrative faculty shall be evaluated according to procedures as specified by the Office of the Provost and/or Human Resources.

(3) Signatures. Every evaluation must be signed by the faculty member indicating that they have read the evaluation.

D. Merit consideration of faculty. Annual evaluations of faculty performance enable the College of Liberal Arts to recognize achievement within departments and other college units. The Department of Music chair will recommend to the dean merit steps for individual faculty.

A. Reappointment and non-reappointment of Tenure-Track (II, III, IV) and Non-Tenure-Track [0(II), 0(III), 0(IV)] Faculty. The Department of Music must evaluate all regular non-tenured faculty annually and make a recommendation to the dean concerning reappointment by dates specified in the CLA Bylaws 21.A and 23A.

B. Notification of reappointment/non-reappointment. Tenure-Track and Non-Tenure Track faculty as specified in 4.A. of these Bylaws must be notified concerning reappointment/non-reappointment by dates specified in the CLA Bylaws 21.A and 23A.

C. Third-year review, Progress Toward Tenure, and Progress Toward Promotion.

(1) Tenure-track faculty (rank II). Tenure track faculty must undergo a careful third-year review. The third-year review will assess the faculty member’s progress toward tenure and may be used to determine reappointment for the following academic year. The department personnel committee shall make a recommendation to the chair on each third-year review. Each year of the probationary period, the chair shall review each tenure-track faculty member and submit a Progress Toward Tenure recommendation to the dean. (See Section 21.A-E of the College Bylaws, or Chapter III, Section 3 of these Bylaws for procedures applicable to this review.)

(2) Non-tenure-track faculty [0(II), 0(III), 0(IV)]. UNR Bylaws (3.3.5) stipulate that rank 0(II) faculty be evaluated by the department and/or the dean regarding progress toward promotion no later than the end of the third full academic year in rank, and annually thereafter. A rank 0(III) faculty member shall be evaluated in writing by the department and/or the dean regarding progress toward promotion no later than the end of the sixth full academic year in rank. Progress-toward-promotion letters are cumulative reports that take into account the faculty member’s record for all years in rank. They should provide formative judgments that clearly articulate areas of strength and areas of further development for the faculty member as a guide towards promotion. The above specified times shall not be construed as a minimum time in rank before promotion.

D. Maximum probationary period. The maximum probationary period is seven years for tenure-track faculty. There is no probationary period for non-tenure-track faculty. Application materials for tenure or promotion must be submitted according to university deadlines. Such deadlines generally fall prior to the start of the applicant’s sixth academic year.

(1) Tenure-track faculty. If a tenure-track faculty member has not been awarded tenure by the end of their sixth probationary year, the faculty member will be notified that the contract issued for the seventh academic year will be a terminal contract.

(2) Non-tenure-track faculty. If a non-tenure-track faculty member [0(II), 0(III), 0(IV)] who is eligible for promotion receives a negative recommendation, the decision is final for that year. The faculty member may reapply the following year, or later.

E. Extension of the probationary period. The period of probation may exceed seven years upon written request of the faculty member and approval of the president. The decision of whether to grant the faculty member’s request to exceed the seven-year probationary period shall be based upon the sole discretion of the president. The decision of the president is final. The request for an extension of the seven-year period of probation must state the reasons for such extension. See NSHE Code [3.3.1(c) and 3.3.1(d)].

A. Eligibility for tenure. A probationary full-time or part-time (at least .5 percent FTE) member of the academic faculty in Rank II, III, or IV shall be eligible for appointment with tenure at any time during the probationary period of employment.

B. Appointment with tenure. An initial appointment may be made with tenure upon recommendation by the department and dean, following NSHE Code [3.3.1(b)].

C. Initiating consideration. The process is usually initiated by the department. However, the applicant for tenure and/or promotion may initiate the review with the chair of the department. The applicant’s written materials shall demonstrate that the applicant has met the minimum standards set forth in Section 22.D. of the College Bylaws.

D. Standards for appointment with tenure. Section 3.4.2 of the University Bylaws sets minimum standards for consideration for tenure. The faculty member shall demonstrate a record of achievement in teaching; scholarly, creative, and/or entrepreneurial work; and service as defined in Section 18 of the College Bylaws and consistent with the faculty member’s Statement of Professional Responsibilities and with the mission of the department. In order for the candidate to meet the minimum standard from eligibility to apply for tenure, the department must evaluate the candidate as “excellent” in teaching or scholarly, creative, and/or entrepreneurial work and at least “satisfactory” in the other two areas.

E. Procedures and criteria. The department has established fair and equitable procedures consistent with University Bylaws and NSHE Code provisions for conducting tenure and promotion. (See department personnel committee Chapter III, Section 8.) Those procedures apply the following criteria:

1. Promotion to assistant professor (Rank II). A faculty member in Rank I shall be eligible for promotion to Rank II when the faculty member has attained a terminal degree in an appropriate professional field and has demonstrated potential for developing professional achievement in teaching/performance of assigned duties; research, scholarly, creative and/or entrepreneurial activity; and service.

2. Promotion to Associate Professor (Rank III). A faculty member in Rank II shall be eligible for promotion to Rank III when the faculty member has established a substantial record of achievement in teaching/performance of assigned duties; scholarly, creative and creative and/or entrepreneurial activity; and service. A departmental recommendation for promotion to the rank of Associate Professor may precede, accompany, or follow upon a recommendation for tenure. Such promotion recommendation shall be based upon an “excellent” evaluation in teaching or research, scholarly, creative and/or entrepreneurial activity; and at least a “satisfactory” evaluation in the other two areas. The department shall obtain appropriate external evaluations of the faculty member’s achievement according to UNR Bylaws 3.3.5. Ideally five external evaluations, but no fewer than four and no more than six should be included.

3. Promotion to professor (Rank IV). A faculty member in Rank III shall be eligible for promotion to Rank IV when the faculty member has established a sustained record of excellence in teaching/performance of assigned duties; research, creative, and/or entrepreneurial activity; and service. The record shall document publications or creative work judged significant by peers in the field; distinguished professional service; and distinction in teaching and related activities, such as graduate student advising. The record should, where relevant, document exceptional administrative achievement as well. The department shall obtain appropriate external evaluations of the faculty member’s achievement according to UNR Bylaws 3.3.5 procedures defined in the preceding paragraphs. Ideally five external evaluations, but no fewer than four and no more than six should be included.
   
   
4. The Department of Music will follow the process for identifying and securing external evaluators as provided by the Office of the Provost

F. Negative recommendations. If there is a negative recommendation for promotion or tenure at any level, the faculty member has the right for reconsideration of the decision following the procedures in the University Bylaws, Section 36.a. and the NSHE Code (5.2.3. & 5.2.4).

Non-tenure-track Faculty. The standards, procedures, and criteria that govern the promotion of non-tenure-track faculty members in regular positions are contained in the College of Liberal Arts Bylaws (V.23.A-E).

A. Standards for Promotion. The faculty member shall demonstrate a record of achievement in teaching and professional development or service, consistent with the faculty member’s role statement and with the mission of the department. Recommendation for promotion shall be based upon an “excellent” evaluation in the major area of responsibility of the faculty member, as determined by the department, and at least a “satisfactory” evaluation in other areas of responsibility.

B. Procedures and Criteria.

1. Initiating consideration. Either the candidate or the chair and faculty at the relevant rank may initiate consideration for promotion. Applicants may initiate the review process by submitting a formal request to the department chair. The applicant’s written material shall demonstrate that the applicant has met the minimum standards for promotion. Approval for a non-mandatory review in no way commits the personnel committee, the department chair, or any other party to the review to making a positive recommendation for promotion. Nor does a decision to permit a non-mandatory review, obligate candidates to go through with the review should they subsequently choose to wait. If the chair or the faculty at the relevant rank decide not to approve a candidate’s request for review, the matter is considered closed for that year. Candidates should review the Directions for Preparing and Submitting Application for Promotion on the Provost’s website before preparing their application.
   
   
2. Promotion to Rank 0(III). A non-tenure-track faculty member in Rank 0(II) shall be eligible for promotion to Rank 0(III) when the faculty member has established a substantial record of achievement in his or her major area of responsibility.
   
   
3. Promotion to Rank 0(IV). A non-tenure-track faculty member in Rank 0(III) shall be eligible for promotion to Rank 0(IV) when the faculty member has established a sustained record of excellence in his or her major area of responsibility.
   
   
4. It is the standard practice in the college that promotion shall not be reviewed sooner than 5-6 years in rank, understood to be the typical, and necessary amount of time needed to demonstrate a “substantial record of achievement” for promotion to rank 0(III) and a “sustained record of excellence” for promotion to rank 0(IV). See the CLA Non-Tenure Track Instructional Faculty Promotion Guide. Should the candidate or the Department wish to make a case for promotion with fewer than 5 years in rank, it must be demonstrated not only that the faculty member has clearly met or exceeded department standards in all three areas of teaching, professional development, and service, but also that there is a substantial probability for a continued high rate of quality teaching, professional development, and service.

C. Negative decisions.

1. Candidates have rights to reconsideration under NSHE Code 5.2.3 and 5.2.4 and should be notified of these rights.
2. Reconsideration begins at the point of the first negative decision.
3. Candidates should carefully note the notification deadlines.
4. If the result of case or reconsideration request is negative, the decision is final for that year. The faculty member may reapply the following year or later. 

The chair will compile the materials from the “Annual Evaluation and Merit Review” form submitted by each faculty member. The chair will write an evaluation report based upon these submissions. The chair will then submit the “Annual Evaluation and Merit Review” form(s) to the Personnel Committee and meet with them for ranking, approval/ disapproval and/or comment. A recommendation for meritorious performance shall require a majority vote of members of the personnel committee. If a majority vote cannot be reached, the committee will inform the chair by memo.

In cases where the chair does not concur with the committee’s ratings, they will submit an additional document expressing that disagreement and showing cause. The chair will in turn forward this and all other documentation to the director of the School of the Arts and the dean’s office. Each member of the personnel committee shall receive a copy of any disagreement showing cause forwarded by the chair. For the reconsideration process for decisions on merit, see Chapter III, Section C.5.(b) of these Bylaws.

Faculty members who disagree with their annual evaluations may attach a written statement to the evaluation document stating their objections. Such written rejoinders shall become part of the annual evaluation.

A faculty member may request reconsideration of his or her annual evaluation by the personnel committee. (See Section 15.C. of the College Bylaws, or Chapter III, Section 3 of these Bylaws.) Formal appeal of annual evaluation is governed by a university-level process.

The standards for annual evaluations are listed in Section 3 below.

Promotion recommendations are based upon the quality and quantity of creative activity/ research, teaching and service, as aided by section 2 above and section 4 below. The following criteria must be met for advancement. These will follow the prescribed procedures of the University, as detailed by the Office of the Provost, and adhere to the NSHE Code, the University and College Bylaws. The standards for promotion and tenure recommendations are referenced in Section 3 below.

A. Criteria for Promotion.

1. Promotion to Assistant Professor (Rank II). A faculty member in Rank I shall be eligible for promotion to Rank II when the faculty member has attained a terminal degree in an appropriate professional field and has demonstrated potential for developing professional achievement in teaching/performance of assigned duties, research, scholarly, creative and entrepreneurial activity, and service.
2. Promotion to Associate Professor (Rank III). A faculty member in Rank II shall be eligible for promotion to Rank III when the faculty member has established a substantial record of achievement in teaching/performance of assigned duties, scholarly, creative and entrepreneurial activity, and service. A departmental recommendation for promotion to the rank of Associate Professor may precede, accompany, or follow upon a recommendation for tenure. Such promotion recommendation shall be based upon an “excellent” evaluation in teaching or scholarly, creative and entrepreneurial activity, and at least a “satisfactory” evaluation in the other two areas.
3. Promotion to Professor (Rank IV). A faculty member in Rank III shall be eligible for promotion to Rank IV when the faculty member has established a sustained record of excellence in teaching/performance of assigned duties, scholarly, creative and entrepreneurial activity and service. The record shall document publications and/or creative work judged significant by peers in the field; distinguished professional service; and distinction in teaching and related activities such as graduate student advising. The record should, where relevant, document exceptional administrative achievement as well.

B. In tenure and/or promotion considerations for joint appointments where the appointment is equally split between the two units, the chair or director of the joint-appointment department/program (or a designated representative at the appropriate rank) will serve as a voting member of the tenure-home department’s personnel committee.

C. Negative Recommendations. If a negative recommendation for promotion or tenure is received at any level, the faculty member has the right for reconsideration of the decision following the procedures in the NSHE Code (5.2.3 & 5.2.4).

Personnel recommendations are based on the quality of teaching, scholarly and creative activity, service, and professional development, in accordance with the respective faculty role statement.

A. Teaching is central to the Music disciplines; faculty members are expected to maintain high standards of knowledge and performance. Because students in most undergraduate Music courses are required to develop performance and academic skills, it is especially important for the Music faculty to model high professional standards as performers, researchers and academicians. Evaluation of instructional proficiency will be based on multiple measures, which include peer observations of teaching; review of syllabi and other instructional materials; review of assessment data and examples of students’ work; and student evaluations. Depending on individual role statements and departmental expectations, teaching may also involve additional or variant expectations that differ from traditional classroom, supervisory, and committee service roles. These may involve collaborations with community partner institutions and organizations as delineated in role statements. The following is an illustrative but not necessarily exhaustive list of relevant professional activities:*

a. Classroom instruction including:
i.   lecture-content including organization, clarity and staying current in their discipline;
ii.  performance as trainer-critic of student assignments;
iii. effective and respectful interaction with students.
iv. clear, detailed, well-organized, and complete syllabi.

b. Extra-classroom instruction including:
i.   counseling and advising;
ii.  directing recitals, performances, theses and independent studies

c. Activities beyond typical teaching expectations are listed below in approximate level of significance.
i.   development of a new course
ii.  contribution to curricular revision
iii.  revision of an existing course
iv.  a teaching award outside the University
v.   instructional activities outside university regular teaching at other important organizations (Universities, established festivals, professional conferences). These may include master classes, lectures, workshops, summer instruction, etc. (note: when such activity presents a significant performance component, such component may be listed under Scholarly and Creative Activity areas)
vi.  campus teaching awards
vii. master classes, lectures, workshops at local or regional institutions
viii. student accomplishments such as awards and competition results, placement in professional organizations.

B. Creative and scholarly activities (tenure-track faculty)/professional development activities (non-tenure track faculty). As illustrated below, appropriate research for a tenure-track faculty member in Music includes that which leads to creative performance activities and/or professional papers and publications. Further, extensive efforts in one area of research may preclude a more extensive effort in another area. For example, practice and rehearsal leading to creative performance activities may be expected to diminish research that leads to written publications; likewise, an emphasis on publication may diminish research leading to creative performance activities. It is understood that the amount and type of research that is encouraged by our department will vary with the expectations tied to the position at the time of hiring, the evolving needs of our students and academic programs and the unique interests and abilities of the instructor. Typically, most of the activities of a particular faculty member would concentrate in one of the areas, as listed below. The following examples of scholarly and creative activities are listed below in their approximate order of importance within each area of concentration.

1. Publication
(a) Book or musical composition with an established publisher
(b) A recording produced by an established organization (such as CD or multimedia production)
(c) Editorial work leading to publication
(d) Article or essay-length review in a refereed professional journal of national or international scope
(e) Chapter in an edited volume
(f) Software development and publication
(g) Article in magazine, trade or pedagogical journal, or in the popular press. (Pedagogical articles may alternatively be included in the teaching activity)
(h) Book or music review
(i) Book or other major work under contract in progress

2. Scholarly activities
(a) Award, fellowship or grant of national or international significance.
(b) Presentation of research paper at national or international meeting
(c) Award or grant of regional significance
(d) Presentation of research paper at regional meeting
(e) Award or grant of local significance
(f) Report of research in progress

3. Composition
(a) Commission or prize of national or international significance.
(b) Performance by major musical organization, chamber music ensemble, or soloist.
(c) Commission or prize of regional significance.
(d) Performance at another university or by an established regional ensemble.
(e) Commission or prize of local significance.
(f) Performance in local area.
(g) Grant activities in support of composition.

4. Conducting/Directing. (Note: Regularly scheduled concerts of university ensembles are considered part of the teaching load and shall be evaluated as teaching.)
(a) Conducting/directing a musical organization, ensemble, or company of national/international importance.
(b) Conducting/directing a musical organization, ensemble, or company of regional importance.
(c) Peer-selected performances of university ensembles at national, regional, and state conferences.
(d) Performances at other universities.
(e) Regional performances.
(f) Local performances.
(g) Grant activities in support of conducting/directing.

5. Performance
(a) Solo or chamber performances of national or international significance.
(b) Performances with a nationally/internationally recognized musical organization, chamber ensemble, or soloist.
(c) Performances in significant venues outside the region.
(d) Commissioning new works.
(e) Performances at other universities.
(f) Regional performances.
(g) Local performances.
(h) Grant activities in support of performance.
(i) Entrepreneurial ventures that are focused on teaching or are an extension of research/creative activity may also be considered under the appropriate heading above.

C. Service. Appropriate professional/disciplinary service includes activities at the department, college, university, and community levels. However, it is understood that extensive service at one or more of these levels may preclude active service at other levels.

1. Department of Music, College and University Service.
(a) Department Chair
(b) Committee Chair
(c) Committee member
(d) Administrative service for the Department of Music
(e) Support of colleagues in their activities

2. Other activities (the significance will directly relate to the scope of activities: i.e. international, national, regional, or local and the prestige of the organization)
(a) membership and active participation in professional organizations, including office held and service on committees.
(b) peer reviewing (books, articles, performances, external tenure applications, etc.)
(c) service to organizations, institutions, and the like, in which the candidate uses his/her professional expertise.
(d) service to industry, e.g., training, workshops, consulting
(e) Participation in community affairs as a University representative
(f) Adjudication at competitions or on audition panels (besides those directly related to the Department of Music)

* the list above is inspired, influenced, and in many ways replicates by music bylaws from University of Colorado – Boulder.

The process and calendar for evaluating and recommending faculty for tenure or promotion shall in all cases adhere to the bylaws, policies, and procedures of the College of Liberal Arts, the UNR Bylaws (Sections 3.3 and 3.4), and the NSHE Code Chapter 3.

1. A calendar for internal tenure and promotion deadlines is established by departmental guidelines.
2. Policies and procedures governing shorted probationary periods are listed in the University Bylaws Section 3.4.3.
3. The candidate shall prepare an application for promotion and/or tenure, in accordance with UNR and NSHE policies. This application should include supporting materials related to each component of the candidate’s record: instruction, research and scholarly activity, and service.
4. The Chair shall solicit independent evaluations of the candidate's scholarship in accordance with policies set forth by the College, UNR, and NSHE.
5. The candidate shall submit to the Chair a list of potential peer reviewers. A list of five or six potential reviewers is recommended. This list should describe the candidate’s relationship with each potential reviewer. In consultation with the faculty of the department the Chair will select reviewers who can provide expert, objective assessments of the candidate in accordance with the policies set forth by the Office of the Provost.
6. Before the application is due to the College of Liberal Arts, the Promotion & Tenure Committee will review the candidate's record and vote on each area of responsibility. The Chair will summarize the deliberations of the committee in a letter to the Dean.
7. If a negative recommendation for promotion or tenure is received at any level, the faculty member has the right for reconsideration of the decision following the procedures in the NSHE Code (Chapter 5.2.3 & 5.2.4).

An assistant professor interested in applying early for promotion to associate professor and for tenure must inform the chair of their interest by the beginning of February of the calendar year in which they would like to apply. The chair will consult with the Promotion & Tenure Committee (which will hold a secret ballot on the matter) and the dean and advise the faculty member whether or not to apply early. Early cases (those forwarded before the individual has five years in rank) are expected to demonstrate not only that the faculty member has clearly met or exceeded our standards in all three areas of teaching, research/creative activity, and service, but also that there is a substantial probability for a continued high rate of quality scholarship/creative activity, teaching, and service. Provost policies on early promotion cases should be seriously considered prior to applying for early promotion.

In tenure and/or promotion decisions for joint appointments where Music is the tenure home and research/creative activity is expected in both units, the chair or director of the joint-appointment department/program (or a designated representative at the appropriate rank) will serve as a voting member of the department’s personnel committee (CLA Bylaws V.22.F). The process will likewise be in keeping with a Memo of Understanding—following the CLA Guidelines for Joint Appointments—between the Chair of the Music Department, the director/chair of the other department/program, and the Dean.