• 1  Administrative Structure
• 2  Faculty Committees
• Faculty Affairs Committee
• Curriculum Committee
• Student Affairs Committee
• Ad Hoc Peer Review Committees
• 3  Procedures for the Appointment of the Department Chair
• 4  Faculty Review
• Tenure and Promotion Criteria
• Teaching
• Creative Endeavor and Research
• Service
• Tenure and Promotion Procedures
• Annual Review
• Annual Report
• Criteria for Merit
• Evaluation of Teaching by Students and Instructors
• 5  Faculty Grievance Procedures
• 6  Teaching
• 7  The Student
• 8  Miscellaneous

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• Subject to amendment by a majority vote of a quorum of the full-time faculty until the Fall of 1996.
• Open to exceptions by majority vote of a quorum of the full-time faculty until Fall of 1996.

1.1 Chair: (re)appointed every four years by the Dean of Visual and Performing Arts on the recommendation of the department's faculty. The chair will receive anonymous, informative, written feedback from the faculty annually.
1.2 Area Coordinators: Appointed by the chair of the Department of Music. A faculty member may serve as coordinator of more than one area. General guidelines will involve the expertise, background, and respective teaching loads of the individual faculty.
1.2.1 Designated areas are:
• Theory/Composition
• Musicology
• Music Education
• Music Therapy (Director)
• Instrumental ensembles
• Choral Activities
• Applied voice
• Applied studio keyboard
• Piano Proficiency/Secondary piano
• Applied Strings
• Applied Brass/Percussion
• Applied Woodwinds
1.2.2 Duties of coordinators:
• Recommend scheduling of teaching times and rooms.
• Recommend actions involving associate faculty in the area.
• Supervise the area syllabi and curriculum.
• Recommend on issues involving courses and instructors in the area.
• Supervise applied music juries and required recitals.
1.3  Faculty Meetings.
1.3.1 May be called by:
• The chair of the Department of Music
• A standing faculty committee
• A majority of the full-time faculty
• In the absence of the music department chair, or upon the request of a majority of the full-time faculty, the chair of the Faculty Affairs Committee may serve as presider.
1.4  Voting members of the faculty consist of all full-time and half-time faculty, with the following exception. In decisions on full-time faculty positions, only full-time faculty may vote.

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2.1  Procedures:
2.1.1  Faculty committees must be convened in the first two weeks of the Fall semester by the member whose name appears first in the alphabet in order to elect a chair. The name of the chair of the committee is to be reported immediately to the chair of the music department and to all department faculty.
2.1.2  Votes will be made by motion and the vote recorded.
2.1.3  Decisions require a majority of the committee members.
2.1.4  Minutes are to be forwarded to the faculty, with notice of the next scheduled meeting time.
2.1.5  Decisions will be recommended to the full-time faculty. Approval by the faculty will also be by simple majority.
2.1.6  Faculty must see any documents to be voted upon one week prior to the faculty meeting. Absentee ballots will be allowed for any faculty not present at the meeting.
2.1.7  Recommendations other than those acted upon by a committee may be brought forward at a faculty meeting by other faculty.
2.1.8  Concerns of other faculty may be presented to a committee as follows:
• By a written statement given to a committee member.
• By personal attendance with a verbal presentation. The faculty member is to inform a committee chair 3 working days in advance of the meeting of the intent to appear.
2.2FACULTY AFFAIRS COMMITTEE
2.2.1  Membership: Three full-time faculty, elected for staggered three-year terms. A member may not serve two consecutive terms.  The music department chair serves ex-officio, without vote. The committee may meet in closed session without the department chair.
2.2.2  Chair: Elected by the committee at the first meeting. The chair of this committee will serve as presider for faculty meetings in the absence of the department chair.
2.2.3  Responsibilities:
• To conduct elections for department and university committees;
• To oversee annual Peer Reviews of all nontenured faculty (full-time, half-time and associate) and mandatory quadrennial or voluntary reviews of tenured faculty. This process will include:
• Establish and evaluate the forms and process for teaching evaluation.
• Establish and evaluate the varying procedures for reviews of full-time, half-time, and associate faculty.
• Oversee the Ad Hoc Peer Review Committees:
• Establish and evaluate the forms and guidelines for written summative and verbal informative reviews.
• Select the Ad hoc Peer Review Committees. (See 2.5)
• Advise the department and the department chair on other matters concerning faculty welfare and development.

 
2.3 CURRICULUM COMMITTEE
2.3.1  Membership: Three faculty, at least two of whom must be full-time, elected for staggered three-year terms. A member may not serve two consecutive terms.  The coordinator for Music Education and director of Music Therapy will serve ex-officio, with vote, if not elected.  The music department chair serves ex-officio, without vote.
2.3.2  Chair: Elected by the committee at the first meeting.
2.3.3  Responsibilities:
• Review and recommend new course and program requests and modifications for vote by the full faculty.
• Oversee bulletin revisions.
• Update curriculum checksheets to correspond with current degree requirements.
• Establish and oversee forms and procedures for transfer students.
• Recommend on any other matters pertaining to curriculum.
2.4STUDENT AFFAIRS COMMITTEE.
2.4.1  Membership: Three faculty, at least two of whom must be full-time, elected for staggered three-year terms. A member may not serve two consecutive terms.
2.4.2  Chair: Elected by the committee at the first meeting.
2.4.3  Responsibilities:
• Oversee Student Handbook, update and revisions.
• Oversee election of and communication with the Student Advisory Committee.
• Select and oversee ad hoc committees to deal with student issues involving department policies and make recommendations to the chair and/or the faculty.
2.5AD HOC PEER REVIEW COMMITTEES
2.5.1  Membership:
• One member of this committee will be chosen by the faculty member to be reviewed. Two will be chosen by the Faculty Affairs Committee.
• Two members of the committee must be full-time, tenure-track faculty.
• For Associate faculty: One member may be half-time or associate faculty. One member must be the coordinator for the teaching area.
2.5.2  Chair: To be elected by the committee.
2.5.3  Responsibilities:
• To conduct annual Peer Reviews of all nontenured faculty (full-time, half-time and associate) and mandatory quadrennial or voluntary reviews of tenured faculty.

The report is to take the following format:
• The Faculty Affairs committee will provide the forms and guidelines.
• The written summative portion to be submitted by the chair to the other committee members for approval and signature, then presented to the faculty being reviewed and to the chair of the music department, with the following exception.
• Tenured faculty who are voluntarily evaluated will be presented the only copy of the summative review. They will then have the option of forwarding it to the chair.
• An informative verbal review will be presented informally by all members of the committee.
• The report is to take the following format:
• The Faculty Affairs committee will provide the forms and guidelines.
• The written summative portion to be submitted by the chair to the other committee members for approval and signature, then presented to the faculty being reviewed and to the chair of the music department, with the following exception.
• Tenured faculty who are voluntarily evaluated will be presented the only copy of the summative review.  They will then have the option of forwarding it to the chair.
• An informative verbal review will be presented informally by all members of the committee.
2.5.4  Procedures for personal observations of teaching:
• For annual reviews, classroom and ensemble mandatory; for applied lessons, at the discretion of the faculty member being reviewed.
• The instructor may indicate a choice to be informed in advance of an evaluator's visit.
• Faculty members who do not choose to use these procedures for peer review will not be penalized for their choice. However, faculty are reminded that the department's tenure and promotion criteria urge assessment of teaching by several different methods.
• The instructor should provide the committee with copies of the syllabi or current class schedules for all courses to be evaluated.
• The evaluator's report should be detailed and based on established guidelines. The report should specify all conditions pertaining to the evaluation (date of visits, announced or unannounced, etc.).
• The evaluator will send a written response summarizing the evaluation to the instructor, with copies forwarded to the chair of the Department of Music.

 

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The Faculty Affairs Committee initiates the following procedures in the third week in October of the academic year at the end of which the department chair's term expires, or at the resignation of the Chair.

3.1 Reappointment of Incumbent Chair
• The committee obtains a written statement indicating the incumbent's willingness to serve for another term.
• If the incumbent indicates willingness to serve, the committee circulates his/her statement to the full-time faculty along with a mail ballot on the question, containing the simple alternatives YES and NO.
• If a simple majority of those eligible to vote, vote to reappoint the incumbent, the committee informs the dean of Visual and Performing Arts that the department recommends the incumbent's reappointment. If the vote is tied, the tie is reported.
• If the person recommended is unacceptable to the administration, the committee initiates the procedures below for appointment of a new chair.
3.2  Appointment of a New Chair
• The Faculty Affairs Committee implements these procedures if (1) the incumbent chair succumbs, resigns, or is unwilling to serve an additional term; (2) the incumbent's reappointment is not recommended by a simple majority of the department; or (3) the reappointment of the incumbent is denied by the dean.
• The committee asks the members of the full-time faculty if they are willing to serve as chair.
• Having established a list of those willing to serve as chair, the committee prepares a mail ballot on which each full-time faculty member has the opportunity to nominate up to three names from the list.
• The final candidates for chair are the larger of the following two groups: the three persons receiving the most nominations or all persons receiving nominations from one-third of those faculty voting.
• The committee arranges an interview with each final candidate at a time and place convenient to the faculty.
• Using mail ballots, the committee conducts ballotting (including run-offs) to result in one candidate's receiving a majority of the votes of those eligible to vote. Ballots shall include the option "None of the Above." Ballots will be tallied by a committee member who is not a candidate.
• The committee notifies the faculty of the recommendation.
• The committee forwards the name of this candidate to the dean.
• If the administration finds this candidate unacceptable, steps 6, 7, and 8 are reiterated with this candidate's name eliminated.

 

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4.1Tenure and Promotion Criteria
The criteria to be considered in personnel decisions within the Department of Music shall be those which pertain to the effectiveness of the music faculty in performing their prescribed duties as well as those qualities, which, in the opinion of the Department, are important in relating the accomplishments of the music faculty to the objectives of the University.

There are four general categories of positions within the Department:

• Research/Publication
• Teaching, Classsroom/Studio/Ensemble
• Creative Endeavor, Performance and Conducting
• Administration, Chair/Music Therapy Director
Understanding that individuals in the positions of the Department may well have curricular and musical activities that bridge the above categories, the following criteria are intended to provide general guidelines only.

4.1.1 Teaching
The primary mission of the department is to provide excellent teaching.

4.1.1.1  Types of activities include:
• Classroom teaching.
• Studio instruction
• Ensemble directing.
• Lab teaching and supervision.
• Student teacher supervision
• Advising
• Administrative Duties associated with teaching.
• Music Therapy Director
• Music Education Coordinator
• Area Coordinators
• Instrumental Ensembles
• Choral Activities
• Piano Proficiency/Secondary Piano
• Music History
• Applied Brass and Percussion
• Applied Keyboard
• Applied Strings
• Applied Voice
• Applied Woodwinds
• Presenter at:
• Workshops related to teaching
• Conferences
• Master Classes
• Clinics
4.1.1.2  General Criteria
4.1.1.2.1 Quality of guidance and stimulation of student intellectual and artistic growth.
4.1.1.2.1.1 Means of demonstrating competence include but are not limited to the
                                     following:
• Evidence of acceptable results in maintaining student interest, as reflected in student, peer and outside evaluations.
• Evidence of acceptable results in students’ perceptions of learning, as reflected in student, peer and outside evaluations.
• Evidence of acceptable results in student achievement, as reflected in peer and outside evaluations.
• Examination results
• Preparation for sequential courses in the music curriculum
• Performance juries
• Other student performances
• Student performances at auditions, competitions and festivals
• Upper division examinations and recitals
• Ensemble performances
• Internships and student teaching
• Music education and music therapy lab activities
• Noteworthy success of recent alumni


  4.1.1.2.1.2 Means of demonstrating excellence include but are not limited to:

• Evidence of excellent results in stimulating and expanding student interest, as reflected in student, peer and outside evaluations.
• Evidence of excellent results in student perceptions of learning, as reflected in student, peer and outside evaluations.
• Evidence of excellent results in student achievement, based upon peer and outside review of:
• Examination results
• Preparation for sequential courses in the music curriculum
• Performance juries
• Upper division examinations and recitals
• Ensemble performances
• Other student performances
• Student performances at auditions, competitions and festivals
• Internships and student teaching
• Music education and music therapy lab activities
• Noteworthy success of recent alumni
4.1.1.2.2Scholarly and artistic inquiry which leads to development and strengthening of course content and curricula.
4.1.1.2.2.1 Means of demonstrating competence, as reflected in student, peer and outside evaluation, include but are not limited to:
• Evidence of consistent concern for maintenance of course quality.
• Evidence of awareness of new course materials.
• Maintenance of course syllabi and content.
• Unpublished pedagogical materials.
• Student evaluations indicate an acceptable rating regarding student learning and course content.


4.1.1.2.2.2 Means of demonstrating excellence, as reflected in student, peer and outside evaluation, include, but are not limited to:

• Evidence of innovative teaching or redesign of current methods.
• Evidence of continuing self evaluation of course content.
• Evidence of significant inquiry and research in new methods relevant to the area.
• Published pedagogical materials.
• Student evaluations indicate outstanding ratings regarding student learning and course content.
4.1.1.2.3  Scholarly and artistic inquiry which leads to development and strengthening of teaching methods and techniques.
4.1.1.2.3.1 Means of demonstrating competence as reflected in student, peer and outside evaluations include, but are not limited to:
• Evidence of consistent concern for maintenance of course quality and effective teaching methods.
• Evidence of awareness of new methods and research in teaching area.
• Student evaluations indicate an acceptable rating regarding instructor’s ability to communicate and student learning.


4.1.1.2.3.2 Means of demonstrating excellence as reflected in student, peer and outside evaluations include, but are not limited to:

• Evidence of innovative teaching or redesign of current methods.
• Evidence of continuing self-evaluation of course presentation and content.
• Evidence of significant research and inquiry into new methods.

Student evaluations indicate an outstanding rating regarding instructor’s ability to communicate and student learning.
4.1.1.2.4 Professional growth and cognizance of new developments in the areas of specialization.         4.1.1.2.4.1 Means of demonstration competence as reflected in student, peer and outside evaluations include, but are not limited to:
• Continued attendance at professional conferences and workshops.
• Demonstrated awareness of new developments in areas of specialization.
4.1.1.2.4.2Means of demonstrating excellence as reflected in student, peer and outside evaluations include, but are not limited to:
• Presenter at professional conferences, workshops and/or in-services related to teaching.
• Responsible for development of new courses and improvement of current curricula and syllabi.

Demonstration of highly effective current teaching methods, or innovative teaching methods.
4.1.2  Creative Endeavor/Scholarship/Research
Research or Creative Endeavor, appropriate to the discipline.
4.1.2.1  Types of activities include but are not limited to:
4.1.2.1.1 Public performances
• Recital performance
• Chamber performance
• Director of university ensemble
• Director of non-university ensemble
• Ensemble performer
• Guest soloist
• Guest director
4.1.2.1.2 Articles, essays or books published or in progress
4.1.2.1.3 Compositions, arrangements, transcriptions and editions performed or published.
Compositions, arrangements, transcriptions and editions published.
4.1.2.1.4 Public presentation of papers in the discipline at conferences, conventions, or other public venues.
4.1.2.1.5 Master Classes and Workshops

4.1.2.2  General Criteria
4.1.2.2.1   Quality of Public Performances.
4.1.2.2.1.1 Means of demonstrating competence include but are not limited to the following:

• Demonstration of acceptable public performance, as determined by peer and outside evaluation.
• Performance for local community groups and organizations.
• Performance in local venues such as the Fort Wayne Civic Theater or the Brown Bag and Baroque series.
• Performance on IPFW Faculty Artist Series.

Demonstration of acceptable public performance as director or university ensemble.
4.1.2.2.1.2 Means of demonstrating excellence include but are not limited to the following:
• Demonstration of outstanding public performance, as determined by peer and outside evaluation.
• Performance for or with area professional music organizations, such as the following:
• IPFW Faculty Artist Series based on outside evaluation.
• Soloist with Fort Wayne Philharmonic
• Performance for or with professional musical organizations on the regional or national level.

Juried performances as director of university ensemble, or ensemble performances above and beyond the expectations of the course and based on outside evaluation.
4.1.2.2.2    Quality of articles, essays, monographs, book chapters or books published or in progress.
4.1.2.2.2.1 Means of demonstrating competence include but are not limited to the following:
• Unrefereed publication of article, essay or book.
• Evidence of work in progress.
4.1.2.2.2.2 Means of demonstrating excellence include but are not limited to the following:
• Refereed publication by an established periodical or publishing house.

Evidence of excellence of material as indicated by peer and outside evaluation.
4.1.2.2.3 Quality of compositions, arrangements, transcriptions or editions performed or published.
4.1.2.2.3.1 Means of demonstrating competence include but are not limited to the following:
• Performance of unpublished composition, arrangement or transcription.
• Unrefereed publication.

Evidence of work in progress.
4.1.2.2.3.2 Means of demonstrating excellence include but are not limited to the following:
• Performance of published composition, arrangement or transcription.
• Refereed publication.

Publication by an established publishing house.
4.1.2.2.4 Quality of public presentation of papers in the discipline.
4.1.2.2.4.1 Means of demonstrating competence include but are not limited to thefollowing:
• Presentation at local meeting of a professional organization in the discipline.
Participation as a member of a panel presentation for an area professional organization.
4.1.2.2.4.2 Means of demonstrating excellence include but are not limited to the  following:
• Presentation at state, regional, national, or international professional organization in the discipline.
• Chair of panel at a state, regional, national or international professional organization.
• Participation as a member of a panel presentation at a state,  regional, national, or international professional organization.

Evidence of excellence of papers in the discipline as indicated by peer and outside evaluation.
4.1.2.2.5 Quality of master classes and workshops.
4.1.2.2.5.1 Means of demonstrating competence include but are not limited to thefollowing:
• Presenter for an on-campus event.
• Presenter for an area professional organization.

Evidence of acceptable level of presentation as indicated by peer and outside evaluation.
4.1.2.2.5.2 Means of demonstrating excellence include but are not limited to the following:
• Presentation at state, regional, national, or international professional organization in the discipline.

Evidence of excellent level of presentation as indicated by peer and outside evaluation.
4.1.3   Service
4.1.3.1     Activities may include, but are not limited to the following:
4.1.3.1.1  Departmental
• Music department committees and subcommittees.
• Student recruiting
• Public relations presentations
• Participating in departmental special programs

Miscellaneous non-curricular contributions
4.1.3.1.2  School of Visual and Performing Arts
• School committees

Participating in school-wide special programs such as Career Day, etc.
4.1.3.1.3  University.
• University Faculty Senate
• University committees

University special programs
4.1.3.1.4  Community activities that are related to the mission of the Department, Schooland University.
• Community Arts Academy
• Membership on civic/community boards, committees, etc.

Other off-campus activities
4.1.3.1.5  Professional.
• Membership and participation in professional organizations, workshops, conferences and conventions.

Other professional service appropriate for the faculty member in the department.
4.1.3.2 To establish competence in service, in accordance with department and campus guidelines, a faculty member should:
• Participate in appropriate activities and necessary committee work of the Department, College of Visual and Performing Arts and University.
• Participate in appropriate activities in the community and in professional organizations.
4.1.3.3 To establish excellence in service, in accordance with department and campus guidelines, a faculty member should (in addition to criteria listed in 4.1.3.2 above):
Display leadership in academic and other University affairs.
Make a significant contribution in a leadership position to a professional,  technical, or scholarly society or artistic organization in northeast Indianaand/or at the state, regional, or national level.
 
4.1.4 Tenure and Promotion Procedures
In considering promotion and tenure cases, the following procedures will be utilized:
4.1.4.1  The Department of Music Faculty Affairs Committee will oversee the appointment of a subcommittee to prepare an overview of each promotion and tenure case.
• Each subcommittee will be made up of three full-time, tenured or tenure-track faculty members. One member of each subcommittee will be chosen by the candidate for promotion and/or tenure. Two members will be chosen by the Faculty Affairs committee. At least two members must be full-time, tenured faculty. Each subcommittee will elect its own chair.
• Each subcommittee will assist each candidate in revising, strengthening and restructuring the promotion and/or tenure case before it is forwarded to the Department of Music promotion and tenure committee. All Department of Music full-time, tenured and tenure-track faculty will serve as the departmental promotion and tenure committee as a whole.
• Each subcommittee chair will present a summary of each candidate's case in an easily revisable list form headed "pros" and "cons" to the Department of Music promotion and tenure committee. This committee shall conduct an open ballot on each promotion case and on each tenure case. A simple majority of the ballots cast shall constitute a positive recommendation by the committee. Each subcommittee chair shall record the result of the balloting and append it to the case. The department chairperson shall recommend or not recommend each candidate. Within five instructional days of the vote, and before the case is forwarded to the College of Visual and Performing Arts Promotion and Tenure Committee, the department chairperson shall advise the nominee in writing of the outcome of the balloting and of the chairperson's recommendation. The only cases which may not be withdrawn at this time are tenure cases in the penultimate year. The remaining cases shall be forwarded to the School Committee.
4.1.4.2  Outside Review of Tenure and Promotion Cases
• Outside evaluation is required as part of the promotion and tenure case for tenure track faculty and tenured faculty seeking promotion. The number of evaluators used in each case will be consistent with University policy.
• Evaluations will be administered by either engaging a visiting evaluator to listen to concerts and recitals and/or to visit classes or by sending audio/video tapes of each candidate's performances and/or teaching to evaluators. The evaluators will send a written evaluation to the Chair of the Music Department. These evaluations will become part of the promotion and/or tenure case.
• To select evaluators, full-time, tenured and tenure-track music faculty will present names of faculty from comparable institutions to the Chair of the Music Department. The Chair will be responsible for contacting and selecting the evaluator(s). The candidate will not be involved in selecting the evaluator(s).
• Other types of outside evaluation may also be included.
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4.2 ANNUAL REVIEW AND SALARY INCREMENT RECOMMENDATION
4.2.1  Each full-time faculty submits an Annual Report, describing his/her professional accomplishments during the previous calendar year. This document should contain corroborating materials that will be returned to the faculty member. A copy of the report will stay with the faculty member's file. For non-tenured faculty, the cumulative body of annual reports provide a ready resource for preparing a tenure and/or promotion document.
4.2.2  All non-tenured full-time faculty are reviewed annually by an appointed music faculty review committee in the music department. The review is to be forwarded to the faculty member and to the department chair. The chair writes an annual review of the faculty member and this review is forwarded to the faculty member and to the dean.
4.2.3  Tenured faculty are reviewed by an appointed music faculty review committee every three years, or more often, upon their request. The review is to be forwarded to the faculty member and to the department chair.
4.3THE ANNUAL REPORT
4.3.1  This report should provide sufficient material and evidence to enable the department chair and, if required, the music faculty review committee to make an informed evaluation of the activities in research/creative activity, teaching and service accomplished during the previous year.
4.3.2  This report will be due in January, no later than a deadline specified by the department chair.
4.4 Criteria for Merit
Significant contributions in one or more of the areas selected from the Promotion and Tenure Guidelines will be expected. Needs of the department and emphasis by individual faculty may vary from year to year.

4.5Evaluation of Teaching by Students and Instructors
The evidence for effective teaching is most persuasive, especially at stages of review beyond the department and the unit, with evidence obtained from students in a structured format.

The forms to be filed and forwarded are to be completed by the end of the week prior to final exams, and will be composed of: 1) the computer-collated Student Survey Form: 2) the compiled student comments from the Student Survey; 3) the Instructor's Self-Evaluation.

4.5.1  Student Survey
The validity of in-class evaluations is best demonstrated when it is shown that students from each type of instructional setting in which the candidate teaches have been surveyed over a number of years. Four or five sections of each type spread over three or four years may be considered a reliable minimum range of response.
• The Survey Forms are to be: for classes, that established by the College of Visual and Performing Arts; for applied lessons, ensembles and labs, those established and evaluated by the Faculty Affairs committee.
• Student anonymity is to be assured.
• All classes and labs taught must be evaluated each semester.
• All ensembles and private applied lessons must be evaluated once a year. The instructor may choose to be evaluated each semester.
• Process for student surveys must follow these guidelines.
• The instructor is to be absent from the class during the evaluation.
• For classes, labs, and ensembles, a student, selected beforehand, collects and delivers the evaluations directly to the department secretary.
• For applied lessons, the instructor is to distribute the form to the students to be returned to the department secretary. The Applied Coordinators may distribute these forms.
• The collated results are returned to the instructor after final grades are in.
• The chair will review the collated results. For associate faculty, this may be in consultation with the Applied Coordinator.

4.5.2  Instructor's Self-Evaluation
The form is to be established and evaluated by the Faculty Affairs Committee.
4.5.2.1  Included should be any comments the instructor chooses to make regarding:
• Goals for the course(s) and degree of success in attaining them, including new instructional approaches and concepts.
• Comments regarding possible changes to be made.
• General strengths and weaknesses in the course(s)
4.5.2.2  The form is to be completed by the instructor in the last week of class and returned to the department secretary for forwarding with the Student Survey.

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5.1  Matters subject to grievance procedure include concerns of both Administration and Faculty. Faculty concerns include matters of compensation and working conditions under the immediate administrative purview of the department, including but not limited to: salary increments and other compensation; allotment of professional travel funds; office space assignments; equipment allocations; course assignments; course loads; annual and other performance reviews; reprimands; recommendations for promotion, tenure, and sabbatical leave; and general professional conduct. Administrative concerns include but are not limited to fulfillment of professional responsibilities in teaching, advising, committee assignments, administrative assignments, and research.
5.2  Grievances may be submitted as follows:
5.2.1  By any individual full-time or part-time faculty member against the Chair, the Faculty Peer Review Committee, or the Promotion/Tenure/Sabbatical Leave Committee. No individual faculty member may file a grievance against another individual faculty member except as specified herein.
5.2.2  By the Chair against any full-time or part-time faculty member. It is understood that certain persons are eligible to submit both administrative and faculty grievances due to their retention of faculty status while in administrative positions.
5.3  For each grievance to be resolved, an ad hoc committee shall be constituted as follows:
5.3.1  The complainant shall file written notice of intent to submit a grievance with the Chair of the Faculty Affairs Committee. In case that person is a party to the grievance, the written notice shall be filed with a committee member designated by the Committee Chair.
5.3.2  The written notice shall include the following: an explicit statement of the complaint, the grounds for the complaint, and an outline of the pertinent evidence to be submitted. If the complainant chooses to exercise the right to counsel, the name of the counsel should also be included, but failure to do so at this juncture does not constitute waiver of right to counsel.
5.3.3  Ordinarily, notice of intent to submit a grievance shall be filed within fourteen (14) days of the event which has given rise to the grievance, excluding academic vacation periods but not weekends or holidays during regular semesters.
5.3.4  The committee Chair (or delegate) shall immediately forward a copy of the notice of intent to the party or parties against whom the grievance is being submitted.
5.3.5  With the assistance of the committee Chair (or delegate), a Grievance Committee shall be constituted of one department member nominated by the complainant, one by the respondent(s), and one agreeable to both parties. Unless serious conflict of interest can be shown, no department member should refuse to serve on a Grievance Committee to which he/she has been duly named.
5.4  Duties of the ad hoc Grievance Committee:
5.4.1  The Committee shall meet within seven (7) days of its constitution to begin consideration of the complaint.
5.4.2  The Committee shall notify both parties to the grievance of the date of its first meeting, so that both complaint and response may be submitted in time for consideration by the Committee and both parties.
5.4.3  The Committee shall determine whether hearings are necessary, or whether the grievance may be resolved on the basis of information presented. The Committee may issue its decision on the basis of material submitted, may call the parties together for a negotiated or compromise settlement, or may determine that hearing of further evidence is necessary.
5.4.4  The Committee shall make precise records of all its actions, and copies of such records shall be given to all parties involved.
5.4.5  The Committee's records shall include a statement of its findings and the reasons thereof.
5.5  Hearing Procedure:
5.5.1  Either party to a grievance has the right to be represented by counsel of his/her own choosing.
5.5.2  Hearings may be open only with written consent of both parties to the grievance.
5.5.3  Both parties shall have the right to full presentation of their cases.
5.5.4  The Grievance Committee shall have the right to request any evidence, written or oral, from either party, provided such evidence is within the power of subpoena of the Committees or committees which handle such matters for the faculty of Indiana University-Purdue University at Fort Wayne. If, during a hearing procedure, such evidence is denied, the Committee may declare its inability to resolve the grievance and recommend that any further action thereupon be undertaken through the grievance procedure established within the University, and if the grievant wishes shall notify another appropriate Committee or committee of its action and the reasons therefor.
5.5.5  Either party to a grievance shall have the right to request relevant evidence as outlined above. The Committee may regard refusal to provide such evidence as sufficient grounds for finding in favor of the party to whom evidence is denied, or it may declare its inability to resolve the grievance, as outlined above.
5.5.6  In closed session after the hearings are completed, the Committee shall meet to make its decision.
5.6  Miscellaneous:
5.6.1  Decisions of an ad hoc Grievance Committee may be appealed only through the grievance procedures established within the University.
5.6.2  Members of an ad hoc Grievance Committee may not discuss the complaint, the hearing process, or the resolution with any person not involved in the complaint, nor with parties to the complaint outside the formal hearing process.

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 6.1 Staff Assignment Policy
6.1.1 Teaching Load
6.1.1.1 Tenured fulltime faculty may choose either Option I (18 teaching hours plus 6 hours of Research/Creative Endeavor per academic year), or Option II (24 teaching hours per academic year) except where defined differently by School or University policy.
6.1.1.1.1 Tenured faculty who choose Option I must document their required research and creative endeavor activities each year.
6.1.1.2 Untenured tenure-track fulltime faculty are required to pursue Option I.  Their teaching load will be 18 hours, plus 6 hours of research/creative endeavor per academic year.
6.1.1.3   Untenured non tenure-track fulltime faculty have teaching loads of 24 hours per academic year.
6.1.1.4   Half-time tenure track faculty holding the rank of assistant professor will teach 9 hours per academic year with 3 additional hours of research/creative endeavor.
6.1.1.5   Half-time tenure track faculty holding the rank of instructor, or half-time non tenure track faculty teach 12 hours per academic year.
6.1.2 Teaching Assignments
6.1.2.1 The department will offer its core curriculum classes and all other music degree classes required for graduation on a timely basis.
6.1.2.2   Unless specified otherwise, teaching credit will be based on the number of student contact hours (not to exceed 3 hours credit for ensembles).
6.1.2.2.1   Weekly 1 hour applied lessons will receive .66 credits.  6.1.2.2.2   Weekly ½ hour applied lessons will receive .33 credits.
6.1.2.2.3   Student teaching supervision will receive .50 credit per student.
6.1.2.2.4    Teaching of Music Education Methods and Materials courses (M337, M338 and M339) and their corresponding Lab/Field Experience sections (M317, M318, and M319) shall receive 3 hours credit.
6.1.2.2.5    Teaching of the music therapy joint practicum seminar courses L254, L353, L354, and L423, and the psychiatric practicum course seminar L421 shall receive 1 hour credit for the collective class contact hour.  Teaching of the advanced practicum seminar (L423) shall receive 1 hour credit when enrollment surpasses two or when concurrent inclusion in either the joint     seminar or practicum seminar is not feasible.
6.1.2.2.6   Supervision of individual students enrolled in music therapy practicum courses and upper-level clinic courses (X052-X055) shall receive .66 credits per student placement.
6.1.2.2.7   Credit for supervising other 0 credit courses or practica will be assigned based on student contact hours and the above formulas at the chair’s discretion.
6.1.2.3    No credit will be assigned for Upper Division Examinations.
6.1.2.4    Credit in team-taught courses will be divided proportionally among the involved faculty.
6.1.2.5    Independent Study
Supervision of independent study courses may be treated as evidence of teaching excellence; however, under current procedures, it constitutes an uncompensated overload. For this reason, the department neither encourages nor, in most instances, discourages supervision of these courses.  Application to supervise an independent study course should be made by means of the departmental form available for that purpose. Approval by the  department Chair is required.
Applications for independent study are expected to contain a detailed, explicit plan of work.  Courses that duplicate regular courses offered in the same or the next semester are discouraged.
6.1.2.6      Summer Teaching Policy
Summer teaching assignment decisions will be based on program needs, faculty interest, potential enrollement and available funding.  The assignments shall be made so as to provide equal opportunity for fulltime and half-time department faculty members to participate in the summer school program.

 6.1.3 Reassigned Time
The Chair may grant four kinds of reassigned time:
6.1.3.1  Research and Creative Endeavor
• The normal course load reduction as set forth in 6.1.1 above.
• Additional course load reductions may be granted by the chair for other significant research and creative endeavor proposals.
6.1.3.2  Departmental Program Development, special projects, or significant professional service.
6.1.3.3  Funded Activity Underwritten by Non-Departmental Budgets, including research, journal editing, service, extra-departmental teaching, and post-doctoral education.
6.1.3.4  Discharge of Administrative Responsibilities
Due to the nature and scope of responsibilities, the following positions may receive reassigned time for the discharge of administrative responsibilities (job description guidelines to be on file.)
6.1.3.4.1  Director of Music Therapy: reassigned time may range from 3 to 6 credit hours per academic year.
6.1.3.4.2  Coordinator of Music Education: reassigned time may range from 3 to 6 credit hours per academic year.
6.1.3.4.3  Music Coordinator of the Community Arts Academy: reassigned time may range from 2 to 4 credit hours per academic year.
6.1.3.4.4  Ensemble Directors of Major Ensembles (Wind Ensemble, University Singers, IPFW Community Orchestra) may receive reassigned time as requested by the ensemble director and approved by the Chair.  Reassigned time may range from 2 to 4 credit hours per academic year.
6.1.3.4.5  Directors of Opera Ensemble, Jazz Ensemble, Chamber Singers and other chamber ensembles may receive reassigned time as requested by the ensemble director and approved by the Chair.  Reassigned time may range from 2 to 3 credit hours per academic year.
NB: Reassigned time will normally be taken from the teaching load unless requested otherwise by the faculty member, and will be based upon the availability of additional resources and personnel to accommodate the reduction.  The department chair in consultation with the faculty member will review the projected teaching load and determine actual load based upon departmental goals, objectives, and needs, and upon the weight and nature of special projects or assignments.

6.1.4  Responsibilities of the Department Chair

6.1.4.1  Department Chair will receive 18 hours administrative time annually as determined by the Dean of VPA.  The Chair is expected to teach the equivalent of 6 credit hours during each calendar year at the discretion of the Dean.
6.1.4.2  It is recognized that the policies relating to teaching assignments (section 6.1 above) are firm guidelines along which the department Chair must exercise discretion and judgment.
 6.2 Faculty Absence from Scheduled Classes
6.2.1  Instructors are expected to meet their classes on the day and time and in the room designated in the Schedule of Classes. If temporary room or time changes are made, they should be announced in advance both to the students and to the department secretary. No permanent room or time changes can be made without permission of the department Chair.
6.2.2 From time to time faculty may be away from campus during the academic term for professional purposes (e.g., presenting a conference paper, service on a system committee). Since such absences from class are normally known well in advance, faculty are expected to arrange for a substitute instructor or alternative classroom activity and to notify the department chair of the arrangements made.
6.2.3 Occasionally, the ravages of disease or the malevolence of nature may result in an unexpected faculty absence from class. Under these circumstances, the faculty member should notify the department chair.
6.3  Syllabi
Faculty will provide syllabi for all courses (including applied lessons) to students and to the department office. Syllabi should be distributed during the first class meeting.

6.4  Faculty Schedules and Office Hours
Faculty will schedule, post and maintain office hours. A copy of each full-time, part-time and associate faculty member's schedule will be provided to the department office.

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7.1 Student Advising
Student advisees, matriculating on degree programs in Music Education, Music Therapy, Music and an Outside Field, and Music Performance will be assigned by the chairperson to appropriate tenured or tenure-track faculty members for advising on a regular basis. Faculty advisors will be familiar with the university's academic regulations, with department and school requirements for graduation, and with certification requirements in areas such as professional education and music therapy. Although no faculty load credit is assigned for advising, it will be noted that time spent in advising is an important element in a faculty member's instructional responsibilities.

7.2 Grades
Faculty will familiarize themselves with the statements concerning grades and grading policy in the IPFW Bulletin and the most recent edition of the Indiana University Academic Handbook.

Grade appeals (see below) most frequently occur when the instructor has not clearly stated a grading policy or has changed the policy during the semester. Faculty will provide students with a written statement (presumably on the course syllabus) detailing the factors that will determine their final grades and will treat the statement as a contractual understanding with the students, to be altered only with their knowledge and agreement.

7.3  Exemption without Credit or Credit by Examination
Students may seek exemption without credit by contacting the chairperson of the department. If the requisite conditions are met, and recommendation is made in writing to the department chairperson by the coordinator of the area in which the course is located, the departmental chairperson will then write a memorandum approving such exemption. If exemption is approved, the student will be required to substitute the correlative number of credit hours in another music course(s).

Students may also seek credit by examination (see the current  IPFW Bulletin for definition of terms and campus procedures appropriate for "Special Credit").

7.4  Cheating and/or Plagiarism
The Indiana University Academic Handbook and IPFW's own academic regulations (see the most recent version of Fort Wayne Senate Document SD 89-28--IPFW Code of Student Rights, Responsibilities, and Conduct--and the current IPFW Bulletin) define these terms and the campus procedures appropriate for dealing with them.

Before charging a student with plagiarism or cheating, the faculty person may wish to consult with the department chair. Before imposing any penalty, the faculty person must meet informally with the student, within ten days of discovering the alleged misconduct, in order to allow the student to present a defense or explanation.

If the faculty person chooses to notify the student by letter, he/she may wish to use the general form suggested by the Indiana University Counsel:

Dear Mr/Ms_____________: I have a paper entitled "____________" 1 test, submitted by you to me in partial fulfillment of the requirements of (Course Number), section ______. I have read your paper/test, and my present belief is that it is not entirely your own work, as required by the standards of the course. Please make an appointment to see me immediately so that we can discuss this situation. (Pending our discussion and a resolution of the matter, I am recording an Incomplete as your grade in this course.)* Very truly yours,  _______________  * If at semester's end. Please note that the word "plagiarism" is not recommended for use.

 
After discussing the situation with the student, the faculty person may deem it proper to impose a penalty. This may take several forms: (1) a lower or failing grade for the assignment in connection with which misconduct occurred, (2) an injunction to repeat or supplement the assignment, or (3) a lower or failing grade for the course. After the faculty person determines the penalty, he/she must write a complete report, with all particulars spelled out, including the exact nature of the penalty. A copy of this report should go to the student, to the chairperson of the Department of Music and of the student's major department, to the Deans of the College of Visual and Performing Arts and of the student's school or division, and to the Vice Chancellor for Student Affairs. This report should inform the student that he/she may appeal to the department chair and, subsequently, to higher administrators, as outlined under "Grade Appeals" below, if dissatisfied with actions taken at the departmental level.

7.5  Grade Appeals
The appeals process can be used by any student who has evidence or believes that evidence exists to show that a course grade was assigned as a result of prejudice, caprice, or computational error. In appealing, the student must support in writing the allegation that an improper decision was made and must specify the remedy sought. During an appeal, the burden of proof is on the student, except in cases of alleged academic dishonest, in which case the instructor must address the allegation.

Timing of Appeals: An appeal must be initiated no later than the week of the fall or spring semester immediately following the session in which the decision was made. Each successive step in the appeals procedure must be initiated within three calendar weeks of the completion of the prior step.

Steps in the Appeal Process:

7.5.1  Course instructor: The student must make an appointment with the instructor to discuss the matter. (If the instructor is unavailable, the department chair shall authorize an extension of time or allow the student to proceed to Step 2.)
7.5.2  Department: If the matter has not been resolved at Step 1, the student must make an appointment with the chairperson of the department, who will direct the student procedurally in making an appeal to the departmental Student Affairs Committee. This procedure is as follows: The student shall request the departmental Student Affairs Committee to receive evidence and to make a recommendation. Alternates, appointed by the departmental chairperson, shall serve when regular members of the committee are involved in assigning the grades under appeal. After receiving written documents and oral testimony relevant to the appeal, and after providing due process and complying with the time limits described above, the Student Affairs Committee will vote on whether or not the appeal is valid, and if deemed valid, will recommend what remedy is to be provided. A written statement of findings and recommendations will be given to the appellant, the instructor, the chairperson of the Department of Music, and the Vice Chancellor for Student Affairs. At this point, (1) the instructor may change the appealed grade, (2) the student may withdraw the appeal, or (3) the student may proceed to Step 3.
7.5.3  Academic Appeals Subcommittee: If the matter has not been resolved at Step 2, the student must make an appointment with the Dean of the School, who will direct the student procedurally in submitting the case to the campus Academic Appeals Subcommittee.

Grades may be changed only by a university authority upon the decision of the campus Academic Appeal Subcommittee or by the instructor any time prior to the decision of the Academic Appeals Subcommittee.

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 8.1 University Travel
All full-time, half-time and associate faculty are eligible for reimbursement of expenses (see guidelines below) for attending professional conferences. The maximum amounts of reimbursement are determined annually and are based on the funds for travel available in the department's budget. Preference will be given to full-time faculty who are involved in professional activity at the event. Such involvement might include presenting papers or workshops, performances, or serving as an organizational officer.
8.1.1  Full-time faculty travelling to conferences may be reimbursed for
•  transportation
• lodging
• subsistence
• registration fees.

8.1.2  Half-time faculty travelling to conferences may be reimbursed for
•  transportation
• lodging
• registration fees.
8.1.3  If funds are available, associate faculty may be reimbursed for
•  transportation
• registration fees.
8.1.4  University regulations govern the amount reimbursable in some categories. Consult the department secretary for current regulations.

8.1.5
All full- or half-time faculty who travel to professional meetings or on other university business, whether or not they request reimbursement, must complete the "Authority to Travel" form available in the department office. (Completion of this form is necessary to activate the university's liability coverage for faculty.) This form should be submitted to the department chair no later than two weeks prior to the commencement of travel.

8.2 Faculty Artist Series
This series is a primary means by which the IPFW music department maintains its reputation for professional performance in the northeastern Indiana area. It also Provides the university and the music department with community outreach of the highest quality, as well as being an integral part of the educational environment for the IPFW students. The broadcast of this series on WBNI-FM further expands and enhances all of these goals.

IPFW music department full-time and associate applied music faculty will be the performers on this series. Guest performers may be included when appropriate music faculty are not available.

The annual series, including scheduling and personnel, will be approved annually by the full-time music faculty.

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