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Revised: 09/12/2025
Effective Date: FY26
Next Review Date: September 2026 (FY27)
Reviewed & approved by Director and Personnel Committee
 

These guidelines supplement AA/PPS No. 04.02.20 Tenure and Promotion Review as well as College of Fine Arts and Communication Tenure and Promotion Policy. Consult the AA/PPS and CoFAC Policy for additional information.

Mission of the School of Theatre, Dance, and Film

The mission of the School of Theatre, Dance, and Film is to prepare the next generation of artists, educators, entrepreneurs, and scholars. The Department promotes the advancement of knowledge through creative and scholarly research. 

Faculty Activities to Promote the Mission

To carry out the departmental mission, faculty are hired who have the potential for outstanding achievement.  Faculty achievements fall into three categories:  teaching, creative/scholarly research, and service.  To qualify for reappointment, tenure, or promotion, a faculty member should contribute significantly in all three areas.

1.  Teaching

It is expected that each member of the faculty will excel in teaching, demonstrating competence in his/her content area, enthusiasm for teaching and the ability to stimulate students to achieve at the highest levels possible.  See “Teaching activities,” “Activities related to teaching,” and criteria for evaluating teaching in Faculty Annual Evaluation Procedures for Performance & Merit.

2.   Creative/Scholarly Activity

It is expected that each member of the faculty will pursue professional activities appropriate to his/her field of specialization. Professional activity is an important means by which faculty establish credibility and gain respect within the profession and academic ranks. 

As the University moves towards Research 1 status, it is increasingly important that tenured and tenure-track faculty establish significant and sustained research agendas that have national and international impact, however work completed at Texas State University will still impact the professional portfolio.  Faculty are encouraged to investigate how work completed at Texas State can be parlayed into national and/or international presentations, publications, or similar. 

Faculty applying for promotion and/or tenure should document significant “refereed” activities.In disciplines such as theatre/dance history, theory and criticism, or playwriting, “refereed” means that the creative/scholarly work has been peer-reviewed and selected for publication.  In the case of disciplines such as performance, choreography, direction, and design, activities will be considered “refereed” if the participant is invited to participate through a competitive process, the creative product is supported by or associated with a professional organization, and/or the creative product is exhibited at the invitation of a professional organization. 

See “Creative/scholarly activities,” “Activities related to creative/scholarly,” and criteria for evaluating creative/scholarly activities in Faculty Annual Evaluation Procedures for Performance & Merit.

While creative work on departmental productions that is of professional quality is given equal weight with regional work for the annual evaluation, it is important to note that those seeking tenure and/or promotion will be expected to have significant credits from outside of the university.   

Creative/scholarly work that is “in progress” will not be considered in evaluation for tenure or promotion. 

3. Service

Tenure and tenure-track faculty are expected to demonstrate a sustained commitment to university and professional service.

See “Departmental service,” “College and University Service,” “professional service,” “International service in a professional capacity,” “Community service in a professional capacity,” and criteria for evaluating service in Faculty Annual Evaluation Procedures for Performance & Merit.

Criteria and Procedures for Annual Review, Reappointment, Tenure and Promotion

University-wide criteria and procedures for appointment, reappointment, promotion, and tenure are set forth in AA/PPS No. 04.02.01: Development/Evaluation of Tenure-Track Faculty and AA/PPS No. 04.02.20: Tenure and Promotion Review.

Criteria and procedures specific to the School of Theatre, Dance, and Film are outlined in this document. 

1. Procedures for Annual Review and Reappointment of Untenured Faculty

Beginning with the candidate’s first year of employment, the Personnel Committee will complete an annual review of teaching, creative/scholarly, and service. See policies and procedures outlined in the School of Theatre, Dance, and Film faculty evaluation procedure. 

The Director and Personnel Committee should observe first year tenure-track faculty member’s performance in the classroom at least two times during the academic year to assess his/her strengths and weaknesses as a teacher. The candidate should receive written feedback, with specific recommendations for improvement, if needed, within two weeks of each observation.  In subsequent years prior to tenure, the Director and Personnel Committee should observe the candidate’s teaching at least once each year.

The candidate on the normal probationary clock is evaluated once each year.  The Personnel Committee and Director should give the candidate a clear indication of progress towards tenure and promotion with every review. 

In the third year, the Personnel Committee will conduct a summative review of the faculty member’s progress towards tenure and promotion. 

Upon completion of the annual review by the Personnel Committee, the committee will vote and make a recommendation to the Director concerning reappointment. 

For further details, please refer to AA/PPS No. 04.02.01: Development/Evaluation of Tenure-Track Faculty.

2. Process and Procedures for Application for Tenure and/or Promotion

Following the timeline detailed in the College of Fine Arts and Communication Tenure and Promotion Policy, faculty must notify the Associate Dean for Faculty and Research and their Chair/Director of their intent to apply for tenure and/or promotion as soon as possible, and no later than April 15.  Faculty who fail to inform the Director by the specified deadline will not be considered in the next year’s cycle. 

The candidate must meet with the Chair/Director and subsequently submit a complete research portfolio via Faculty Qualifications by the CoFAC specified deadline.  This portfolio will be sent to no fewer than four selected outside evaluators, who will review only the candidate’s creative/scholarly research activities.  The complete dossier, consisting of updated Faculty Qualifications and supplemental PDFs as specified by CoFAC policy must be submitted via Faculty Qualifications by the date in October identified in the Tenure and Promotion Calendar, published by Faculty and Academic Resources (FAR) every year.  This dossier will include documentation to support activities in teaching and service as well as the creative/scholarly portfolio.  See CoFAC policy for complete timeline.

As detailed in CoFAC policy, materials should be contained in 4 PDFs.  Documentation should be arranged and presented in the order of categories prescribed by the Texas State Vita.

The dossier for tenure and/or promotion to Associate Professor should include: 

1. Narrative descriptions of achievements for each of the three areas: teaching, creative/scholarly, and service (These narratives should feature highlights of the candidate’s achievements and put the candidate’s work into context for evaluators from areas outside theatre and dance and should not exceed three pages.)
2. Current Vita in Texas State format
3. Course syllabi for all courses taught at Texas State during the probationary period
4. Student evaluations for all courses taught at Texas State during the probationary period
5. Cumulative grade sheets for all courses taught at Texas State during the probationary period
6. Tenure review letters from Director (submitted by the director via Faculty Qualifications)
7. Annual faculty evaluations from Personnel Committee and Director
8. Internal teaching observations from Texas State faculty
9. Evaluations from outside independent reviewers selected and solicited by the Director from a list of options prepared by the candidate.  (submitted by the reviewer via Faculty Qualifications.)
10. Other supporting materials you deem appropriate (such as copies of publications, design portfolio images, reviews etc.)

Note: When a faculty member has teaching assignments in two or more areas, professional activity in their primary specialization is more important and is required for tenure and promotion.  In the candidate’s vita, however, inclusion of activities in a secondary area is encouraged.  Activities in both the primary and secondary areas are evaluated for quality as well as quantity and the importance of the publication/creative venue.

The dossier for promotion to Professor should include:

1. Narrative descriptions of achievements for each of the three areas: teaching, creative/scholarly, and service (These narratives should feature highlights of the candidate’s achievements and put the candidate’s work into context for evaluators from areas outside theatre and dance and should not exceed three pages.)
2. Current Vita in Texas State format
3. Course syllabi for all courses taught at Texas State since promotion to Associate Professor
4. Student evaluations at Texas State since promotion to Associate Professor
5. Cumulative grade sheets for all courses taught at Texas State since promotion to Associate Professor
6. Tenure review letters from Director (submitted by the Director via Faculty Qualifications)
7. All Faculty Evaluations from Personnel Committee and Director since promotion to Associate Professor. 
8. Internal teaching observations from Texas State faculty
9. Evaluations from outside independent reviewers selected and solicited by Director from a list prepared by the Personnel Committee and approved by the candidate. (Submitted by the reviewer via Faculty Qualifications)
10. Other supporting materials you deem appropriate (such as copies of publications, design portfolio images, reviews etc.) 

Note: When a faculty member has teaching assignments in two or more areas, professional activity in their primary specialization is more important and is required for tenure and promotion.  In the candidate’s vita, however, inclusion of activities in a secondary area is encouraged.  Activities in both the primary and secondary areas are evaluated for quality as well as quantity and the importance of the publication/creative venue.

3. General criteria for Tenure and Promotion

In all cases, tenure and promotion will be granted based on clearly documented evidence of high-quality teaching, sustained peer-reviewed creative/scholarly activity and effective service.  Faculty working towards tenure and/or promotion must have a record of consistently exceeding expectations on annual faculty evaluations.

Achievement in all areas is important but teaching and creative/scholarly carry more weight than service.  Service alone will never justify tenure or promotion to a higher rank. 

At no level of appointment will longevity alone be adequate justification for promotion.

The School of Theatre, Dance, and Film recognizes that high professional and ethical standards on the part of the faculty contribute significantly to a healthy, supportive learning environment for students.  All faculty members are expected to contribute to and promote a standard based on teamwork, collaboration, communication, and respect for each other and the students we serve.  Faculty, including candidates for reappointment, tenure, and/or promotion, must:

1. Have collegial relationships with colleagues and work cooperatively in department, college, and university activities;
2. Work effectively and fairly with diverse student constituencies and observe university policies pertaining to students;
3. Adhere to published professional standards of department, college, university, and theatre/dance disciplines.

A. Criteria for Tenure and Promotion to Associate Professor

Individuals who enter as Associate Professors may apply for tenure without promotion, whereas Assistant Professors applying for tenure must also apply for promotion to Associate Professor with the expectation that both tenure and promotion will either be granted or denied; i.e., there should not be any tenured Assistant professors.

For faculty being reviewed for tenure, the evaluation will consider all the candidate’s accomplishments but should emphasize the time period from the initial date of appointment to a tenure-track position at Texas State to the present.

Candidates must demonstrate evidence of:

1. sustained excellence in teaching.  Documented evidence will be required, including evaluation by peers and students;
2. achievement of significant recognition and stature at a regional and/or national level in their primary area of creative/scholarly research;
3. service to department, college, and/or profession;
4. sustained collegiality; and
5. potential for future growth as evidenced by sustained activity

B. Criteria for Promotion to Professor

For faculty being reviewed for promotion, the evaluation will consider all the candidate’s accomplishments but should emphasize the time period from the last promotion to the present.

Candidates must demonstrate evidence of:

1. sustained excellence in teaching.  Documented evidence will be required, including evaluation by peers and students;
2. achievement of significant recognition and stature at the national and/or international level in their primary area of creative/scholarly research;
3. evidence of sustained commitment to service to department, college, university, and/or profession;
4. sustained collegiality; and 
5. potential for future growth as evidenced by sustained activity

4. Review of Applications by the Faculty and Director

The Director will call a Personnel Committee meeting to review and vote on candidates going up for tenure and/or promotion based on University published tenure/promotion calendar.  In cases of tenure, only tenured faculty members may vote; in cases of promotion, only faculty members of equal or higher rank to the rank of promotion may vote. (That is, in cases of promotion to Professor, only faculty how have attained the rank of Professor may vote.) Faculty members applying for both tenure and promotion must receive a separate vote on each issue: one vote for tenure and a separate vote for promotion.

Personnel Committee members must review each candidate’s dossier prior to voting.  Whenever possible, Personnel Committee members should read the publications of the candidate and/or attend the candidate’s performances. 

After a formal vote has been taken by the Personnel Committee, appropriate procedures will be followed as outlined in AA/PPS No. 04.02.20.  

It should be noted that tenure and promotion are not guaranteed even if a candidate meets all the criteria found in this document and is approved by the Personnel Committee as well as the Director. Tenure and promotion are the prerogative of the President.  Consequently, decisions at the departmental and college levels are not binding at the Provost and President levels. 

Revised: 09/12/2025
Effective Date: FY26
Next Review Date: September 2026 (FY27)
Reviewed & approved by Director and Personnel Committee
 

These guidelines supplement AA/PPS No. 04.02.21 Non-Tenure Line Faculty Promotion Review.

I. Purpose

The purpose of this document is 1) to clarify school policies and procedures regarding recommendations for appointment to faculty of practice status, 2) to define responsibilities of faculty of practice, 3) to clarify evaluation criteria for faculty of practice, and 4) to clarify policies and procedures regarding recommendations for promotion for faculty of practice.

II. Document Review

This document must be reviewed, and revised if necessary, every five years by a committee that includes tenured faculty and faculty of practice. It must be approved by the school personnel committee, the chair, the college dean, the Provost and Vice President of Academic Affairs, and the University Attorney. The school director is responsible for providing all faculty with a copy and assuring that it is fully implemented.

III. Academic Rankings and Titles

The academic ranks and related titles in faculty of practice appointments are:

1. Assistant Professor of Practice
2. Associate Professor of Practice
3. Professor of Practice

This series of ranks provides an opportunity for faculty of practice to seek advancement and promotion.  

IV. Procedures for Appointment to Faculty of Practice

1. Faculty of Practice is a non-tenure-track appointment that provides a route to advancement for individuals who are pursuing a career in higher education from established professional careers and who may or may not have a terminal degree. In the School of Theatre, Dance, and Film, this appointment is reserved for individuals with extensive professional experience and sustained accomplishments of note in the creative arts that complement and enhance the goals of the school. This might include significant credits at venues or with organizations of national or international stature, substantial research published in peer-reviewed journals, or noteworthy publication of original works.
2. All Faculty of Practice appointments are subject to a national search via PeopleAdmin, or current University hiring portal, and appointed school committee.

V. Titles and Rank Upon Initial Appointment

All appointments will recognize the individual’s professional background and contributions as well as the potential to provide education, creative/scholarly engagement, and service in relevant areas of professional practice. Rank will be limited to the option(s) available at the time of the search and search committee’s confirmation of appropriate rank based on the qualifications of the selected applicant.

1. Assistant Professor of Practice
   1. Demonstrates current and contemporary competence in professional practices;
   2. Documents five or more years of significant professional experience and sustained accomplishments of note in the creative arts;
   3. Shows commitment to sustained development of professional connections;
   4. Continues to engage in creative/scholarly work through professional presentations, performances, publications, or similar contributions;
2. Associate Professor of Practice
   1. Demonstrates current and contemporary competence in professional practices;
   2. Documents ten or more years of significant professional experience and sustained accomplishments of note in the creative arts at the regional or national level;  
   3. Shows commitment to sustained development of professional connections.
   4. Continues to engage in creative/scholarly work through professional presentations, performances, publications, or similar contributions;
   5. Demonstrates leadership in the area of practice.
   6. Provides documented recognition by peers for professional contributions (e.g. by awards, reviews, internal or external peer critiques, etcetera).
3. Professor of Practice
   1. Demonstrates current and contemporary competence in professional practices;
   2. Documents fifteen or more years of significant professional experience and sustained accomplishments of note in the creative arts at the national or international level;
   3. Shows commitment to sustained development of professional connections;
   4. Continues to engage in creative/scholarly work through professional presentations, performances, publications, or similar contributions;
   5. Demonstrates sustained leadership in the area of practice.
   6. Demonstrates sustained engagement in relevant professional organizations;
   7. Provides documented recognition by peers for professional contributions (e.g. by awards, reviews, internal or external peer critiques, etc.).

VI. Terms of Appointment

Faculty of practice are annual appointments subject to annual performance and reappointment review and contingent upon satisfactory performance review, continuity of funding, and departmental need.

1. Faculty of Practice may be appointed to a specific term, not to exceed five years, subject to annual review.
2. A faculty member may be reappointed in the practice track for additional terms, contingent on satisfactory performance review, continuity of funding, and departmental need.

VII. Responsibilities

1. Faculty members appointed as faculty of practice are expected to meet a set of professional responsibilities that include teaching, creative/scholarly activity, and service, with the emphasis on teaching and creative/scholarly.
2. Teaching:
   1. It is expected that each member of the faculty will excel in teaching, demonstrating competence in their content area, enthusiasm for teaching, and the ability to stimulate students to achieve at the highest levels possible.
   2. In the classroom, faculty of practice are expected to share professional expertise and practical application in their specific area of expertise.
3. Creative/Scholarly: Faculty of Practice are expected to maintain connections with the professional world through annual creative/scholarly work that is relevant to their specific area of expertise and commensurate with rank and title.
4. Service: Faculty of Practice are expected to serve internal and external constituents affiliated with the School of Theatre, Dance, and Film. This might include activities such as committee membership, program coordination, establishment and maintenance of internships, recruitment of students and faculty, public advocacy, grant-writing, or fund-raising activities.

VIII. Evaluation of Faculty of Practice

Faculty of Practice are evaluated on effective teaching and creative/scholarly engagement, and service. In addition, they are evaluated on the performance of responsibilities appropriate to their rank and on activities for which they have been assigned workload credit. (See School of Theatre, Dance, and Film Work Load Policy for details about work load for faculty of practice.)

1. Teaching: All faculty are evaluated in the area of teaching by the same criteria. (For details, see the School of Theatre, Dance, and Film Faculty Annual Evaluation Procedures for Performance and Merit.)
2. Creative/Scholarly Activities (see Annual Evaluation Policy) LINK
3. Faculty of Practice have creative/scholarly research requirements that are specific and unique to their rank.  See School of Theatre, Dance, and Film Faculty Annual Evaluation Procedures for Performance and Merit for detail.
4. Service: Faculty of practice are expected to participate in service appropriate to their rank and the needs of their academic area, school, college, and/or university. Service in the community, to professional organizations, and other work assigned by the Director also counts towards this requirement. 

As part of service to the university, full-time faculty are expected to attend one graduation over a 12-month period.

IX. Promotion of Faculty of Practice

A. Procedure for Application for Promotion

Eligible faculty must notify the school director in writing of the intent to apply for promotion no later than May 1. Faculty who fail to inform the director by May 1 will not be considered in the next year’s cycle.

The candidate must electronically submit a complete creative/scholarly portfolio to the Director by May 31. The complete dossier is due via Faculty Qualifications by the date in October identified in the Tenure and Promotion Calendar, published by Faculty and Academic Resources (FAR) every year.   

The dossier for promotion should include:

1. Narrative descriptions of achievements for each of the three areas: teaching, creative/scholarly, and service (these narratives should not exceed three pages per area and should feature highlights of the candidate’s achievements and put the candidate’s work into context);
2. Current Vita in Texas State format;
3. Course syllabi for all courses taught at Texas State during the probationary period;
4. Unsigned student evaluations for all courses taught at Texas State during the probationary period;
5. Cumulative grade sheets for all courses taught at Texas State during the probationary period;
6. Annual faculty evaluations from Personnel Committee and Director;
7. Internal teaching observations from Texas State faculty;
8. Evaluations from two outside independent reviewers selected by the Director from a list prepared by the Personnel Committee and approved by the candidate. (Outside reviewers will evaluate creative/scholarly accomplishments only); see AA/PPS No. 04.02.21 04.01d
9. Other supporting materials that the candidate deems appropriate (such as copies of publications, design portfolio images, reviews, internal/external critiques, awards, etcetera).

B. General Criteria for Promotion

1. Typically, faculty of practice spend five years in rank before being eligible for promotion. The year in which the promotion is reviewed will count as one of the years in rank. At no level of appointment will longevity alone be adequate justification for promotion.
2. In all cases, promotion will be granted based on clearly documented evidence of high-quality teaching, sustained peer-reviewed creative/scholarly activity, and effective service. Faculty working towards promotion must have a record of meeting and/or exceeding expectations on annual faculty evaluations.
3. Achievement in all areas is important, but teaching and creative/scholarly carry more weight than service. Service alone will never justify promotion to a higher rank. 

C. Criteria for Promotion to Associate Professor of Practice

For faculty being reviewed for promotion, the evaluation will consider all the candidate’s accomplishments but should emphasize the time period from appointment to Assistant Professor of Practice to the present.

1. Evidence of sustained excellence in teaching. Documented evidence will be required, including evaluation by peers and students;
2. Clear documentation that the candidate has sustained and relevant accomplishments with a regional and/or national impact in their primary area of creative/scholarly research;
3. Evidence of service to school, college, and/or profession; 
4. Strong evidence of collegiality; and
5. Evidence of sustained development of professional connections.

D. Criteria for Promotion to Professor of Practice

For faculty being reviewed for promotion, the evaluation will consider all the candidate’s accomplishments but should emphasize the time period from the last promotion/appointment to the present.

1. Evidence of sustained excellence in teaching;
2. Documented evidence that the candidate has achieved significant recognition and stature with a national and/or international impact in their primary area of creative/scholarly research;
3. Evidence of sustained commitment to service to school, college, university, and/or profession;
4. Evidence of sustained collegiality; and
5. Evidence of sustained development of professional connections.

E. Review of Applications for Promotion

In mid-November as dictated by the University promotion calendar, the Director will call a Personnel Committee meeting to review materials and vote on candidates being considered for promotion. Only Personnel Committee members at an equivalent or higher rank to the rank of promotion may vote. If the vote is favorable, the candidate’s dossier, with letters of support from the Personnel Committee and the Director, will be sent to the Dean. The request will be reviewed by the College Review Group in January. If the vote is favorable, appropriate materials, including letters from the College Review Group and the Dean, will be sent to the Provost.

It should be noted that promotion is not guaranteed even if a candidate meets all the criteria found in this document. Promotion of Faculty of Practice is the prerogative of the Provost. Consequently, decisions at the school and college levels are not binding at the Provost level.  Faculty denied promotion may reapply in subsequent years.

Revised: 09/12/2025
Effective Date: FY26
Next Review Date: September 2026 (FY27)
Reviewed & approved by Director and Personnel Committee
 

These guidelines supplement AA/PPS No. 04.02.21 Non-Tenure Line Faculty Promotion Review.

I. Purpose

The purpose of this document is 1) to clarify departmental policies and procedures regarding recommendations for appointment to faculty of instruction status, 2) to define responsibilities of faculty of instruction, 3) to clarify evaluation criteria for faculty of instruction, and 4) to clarify policies and procedures regarding recommendations for promotion for faculty of instruction.

II. Document Review

This document must be reviewed, and revised, if necessary, every five years by a departmental committee that includes tenured faculty and faculty of instruction. It must be approved by the departmental personnel committee, the Director, the college dean, the Provost and Vice President of Academic Affairs, and the University Attorney. The school director is responsible for providing all faculty with a copy and assuring that it is fully implemented.

III. Academic Rankings and Titles

The academic ranks and related titles in faculty of practice appointments are:

1. Assistant Professor of Instruction
2. Associate Professor of Instruction
3. Professor of Instruction

This series of ranks provides an opportunity for faculty of instruction to seek advancement and promotion.  

The title of lecturer may be used for per-course or FTE appointments, usually temporary or emergency. The title of senior lecturer is restricted to individuals employed in this rank prior to September 1, 2024.

IV. Procedures for Appointment to Faculty of Instruction

1. Faculty of instruction is a non-tenure-track appointment that is aligned with Texas State University’s commitment to enhancing its capacity and productivity with teaching, learning, and instructional contributions. In the School of Theatre, Dance, and Film, this appointment is reserved for individuals with expertise in teaching theatre, dance, and/or film that complements and enhances the goals of the school. This might include sustained excellence in teaching young adults and/or adults in secondary education, pre-professional, or professional settings.
2. New faculty who qualify are considered for a faculty of instruction position as a condition of their hire based on rank posted at the time of the search. 
    

V. Titles and Rank Upon Initial Appointment

All appointments will recognize the individual’s teaching background and contributions as well as their potential to provide robust and consistent curricular support and service in relevant areas of the School of Theatre, Dance, and Film. Rank will be limited to the option(s) available at the time of the search and search committee’s confirmation of appropriate rank based on the qualifications of the selected applicant.

1. Assistant Professor of Instruction – Initial appointment to the rank of assistant professor of instruction may be extended to an individual with the following qualifications:
   1. Meets the faculty qualifications of the hiring unit as stated in individual job description; 
   2. Demonstrates current and contemporary competence in the content area they will be assigned to teach;
   3. Documented effective teaching and learning contributions in traditional classrooms and/or practical settings as necessitated by their content area; and
   4. Exhibits the potential for continued professional growth in support of instructional assignment.
2. Associate Professor of Instruction – Initial appointment to the rank of associate professor of instruction may be extended to an individual with the following qualifications:
   1. Meets the faculty qualifications of the hiring unit as stated in individual job description; 
   2. Demonstrates current and contemporary competence in the content area they will be assigned to teach;
   3. Documents more than five years of full-time effective teaching and learning contributions at the university level in traditional classrooms and/or practical settings as necessitated by their content area;
   4. Documents contributions to advancements in curriculum, pedagogy, course delivery, or similar innovation; and
   5. Exhibits the potential for increased leadership in teaching and instructional activities.
3. Professor of Instruction – Initial appointment to the rank of professor of instruction may be extended to an individual with the following qualifications:
   1. Meets the faculty qualifications of the hiring unit as stated in individual job description; 
   2. Demonstrates current and contemporary competence in the content area they will be assigned to teach;
   3. Documents more than ten years of full-time effective and sustained teaching and learning contributions at the university level in traditional classrooms and/or practical settings as necessitated by their content area; 
   4. Documents contributions to sustained advancements in curriculum, pedagogy, course delivery, or similar innovation; and
   5. Documents recognition for leadership and contributions in teaching and instructional activities (e.g., awards).

VI. Terms of Appointment

Faculty of instruction are annual appointments subject to annual performance and reappointment review and contingent upon satisfactory performance review, continuity of funding, and departmental need.  

1. Faculty of instruction may be appointed to a specific term, not to exceed five years, subject to annual review.
2. A faculty member may be reappointed in the instruction rank for additional terms, contingent on satisfactory performance review, continuity of funding, and departmental need.
3. A Faculty of Instruction may be appointed based on a history of 75% FTE, but must retain 100% FTE for future terms.

VII. Responsibilities

Faculty members appointed as faculty of instruction are expected to meet a set of professional responsibilities that include teaching and service, with the emphasis on teaching.  Some appointments may have non-classroom assignments that garner workload credit as assigned by the Director.

1. Teaching: It is expected that each member of the faculty will make significant contributions to teaching, learning, instruction, and practical application in the classroom, laboratory, field sites, supervision of students, and other areas appropriate to the teaching discipline. 
2. Service: Faculty of instruction are expected to serve internal and external constituents affiliated with the School of Theatre, Dance, and Film. This might include activities such as course or program coordination, professional outreach, committee membership, and/or other service aligned with instructional activities and outcomes.

VIII. Evaluation of Faculty of Instruction

Faculty of instruction are evaluated annually on effective teaching and service. In addition, they are evaluated on the performance of responsibilities appropriate to their rank and on activities for which they have been assigned workload credit. (See School of Theatre, Dance, and Film Work Load Policy for details about work load for faculty of instruction.)

1. Teaching: All faculty are evaluated in the area of teaching by the same criteria. (For details, see the School of Theatre, Dance, and Film Faculty Annual Evaluation Procedures for Performance and Merit.)
2. Service: Faculty of instruction are expected to participate in service appropriate to their rank and the needs of their academic area, school, college, and/or university. Service to professional organizations as related to assigned instruction area and other work assigned by the Director also counts towards this requirement. 

As part of service to the university, full-time faculty are expected to attend one graduation over a 12-month period.

IX. Promotion of Faculty of Instruction

A. Procedure for Application for Promotion

Eligible faculty must notify the Director in writing of the intent to apply for promotion no later than May 1. Faculty who fail to inform the Director by May 1will not be considered in next year’s cycle.

The final complete dossier for promotion should include:

1. Narrative descriptions of achievements for each of the two areas: teaching and service (these narratives should total no more than three pages per area and should feature highlights of the candidate’s achievements and put the candidate’s work into context);
2. Current vita in Texas State format;
3. Course syllabi for all courses taught at Texas State during the most recent five years;
4. Student evaluations for all courses taught at Texas State during the most recent five years;
5. Cumulative grade sheets for all courses taught at Texas State during the most recent five years ;
6. Annual faculty evaluation letters from Personnel Committee and Director from the most recent five years ;
7. Internal teaching observations from Texas State faculty;
8. Evidence of professional development related to teaching including creative / scholarly activity that advances skills in the assigned teaching area; 
9. Other supporting materials that the candidate deems appropriate.

B. General Criteria for Promotion

1. Typically, faculty of instruction spend five years in rank before being eligible for promotion. The year in which the promotion is reviewed will count as one of the years in rank. At no level of appointment will longevity alone be adequate justification for promotion.
2. In all cases, promotion will be granted based on clearly documented evidence of  quality teaching, instructional innovation, and effective service. Faculty working towards promotion must have a record of consistently exceeding expectations on annual faculty evaluations.
3. Achievement in all areas is important, but teaching carries more weight than service. Service alone will never justify promotion to a higher rank. 

C. Criteria for Promotion to Associate Professor of Instruction

For faculty being reviewed for promotion, the evaluation will consider all the candidate’s accomplishments but should emphasize the time period from appointment to assistant professor of instruction to the present. Required materials include:

1. Documented evidence of sustained excellence in teaching, including evaluation by peers and students;
2. Evidence of service to school, college, and/or profession as related to instruction; 
3. Strong evidence of collegiality; and
4. Evidence of professional development related to teaching (including but not limited to workshops, course and/or curriculum modifications, trainings, and/or participation in creative/scholarly work related to teaching assignment). 

D. Criteria for Promotion to Professor of Instruction

For faculty being reviewed for promotion, the evaluation will consider all the candidate’s accomplishments, but should emphasize the time period from the last promotion/appointment to the present. Required materials include:

1. Evidence of sustained excellence in teaching and commitment to the development of academic programs in the school;
2. Evidence of sustained commitment to service to school, college, university, and/or profession as related to instruction;
3. Evidence of sustained collegiality; and
4. Evidence of professional development related to teaching and/or contributions to the professional development of peer faculty (including but not limited to presenting or participating in workshops, course and/or curriculum modifications, providing or taking trainings, and/or participation in creative/scholarly work related to teaching assignment). 

E. Review of Applications for Promotion

In mid-November as dictated by the University promotion calendar, the Director will call a Personnel Committee meeting to review materials and vote on candidates being considered for promotion. Only Personnel Committee members at an equivalent or higher rank to the rank of promotion may vote. If the vote is favorable, the candidate’s dossier, with letters of support from the Personnel Committee and the Director, will be sent to the Dean. The request will be reviewed by the College Review Group in January. If the vote is favorable, appropriate materials, including letters from the College Review Group and the Dean, will be sent to the Provost.

It should be noted that promotion is not guaranteed even if a candidate meets all the criteria found in this document. Promotion of Faculty of Instruction is the prerogative of the Provost. Consequently, decisions at the school and college levels are not binding at the Provost level. 

Revised: 11/22/2024
Effective Date: 1/01/2025
Reviewed & approved by Director and Personnel Committee
 

I. Purpose

As stated in AA/PPS No. 04.02.10, “the purposes of annual faculty evaluation are to provide guidance for self-development; to identify, reinforce, and share the strengths of faculty; and to identify opportunities for strengthening the role and contributions of faculty members. The evaluation also provides information that may be used in tenure and promotion recommendations, in the awarding of performance and merit raises, and in decisions regarding the retention of faculty or of tenure itself.”

Annual evaluation affords the faculty member the advantage of open communication lines and specific feedback regarding his/her performance.  Additionally, the evaluation affords the tenure-track faculty member an assessment of progress towards tenure and/or promotion.
Annual evaluation provides an opportunity for the school director to meet formally with each faculty member for the purpose of setting specific professional development goals and evaluating progress towards attaining previously set goals.
Annual evaluation of faculty is the responsibility of shared governance, a duty of the school director, personnel committee, and college dean. (AA/PPS No. 04.02.10).
 

II. Document Review

This document must be reviewed, revised if necessary, and re-approved every three years by a committee that includes the Director and representatives from tenured faculty, tenure-track faculty, faculty of practice, and faculty of instruction. It must be approved by the personnel committee, the Director, the College Dean, the Provost and Vice President for Academic Affairs, and the University Attorney. The school director is responsible for providing all faculty with a copy of the policy and ensuring that it is fully implemented.  It is the responsibility of each faculty member to prepare and upload all of their own evaluation materials.

III. Policies and Procedures for Submission of Materials

All faculty will be evaluated annually during the spring semester in accordance with university policy.  Tenured and tenure-track faculty, as well as Faculty of Practice, are evaluated on performance in three areas: teaching, creative/scholarly, and service.  Faculty of Instruction, Senior Lecturers, and Lecturers are evaluated on teaching and service.  They are also evaluated on creative/scholarly in cases where release time is granted for it.

In December, the Director will send the faculty an outline for the Faculty Activities Report, along with instructions for submission of portfolio materials.  For evaluation purposes, only activities from January 1 through December 31 of the previous year will be considered.

For faculty who are classified as half-time, three-quarter time, or full-time, the faculty evaluation portfolio shall consist of: 

1. the school’s Faculty Activities Report;
2. all course syllabi;
3. grade compilations for each course (without student names);
4. all current student evaluations with comments from EvaluationKit;
5. signed peer teaching observations (if applicable);
6. updated curriculum vitae in Texas State format; 
7. brief narrative summaries that highlight achievements and place work in context for those;
8. outside their area of expertise (not to exceed 250 words);
9. and other items deemed necessary by the Personnel Committee and Director.

In addition, all faculty may include other items they deem appropriate.  These may include outside and internal evaluations of creative/scholarly research, copies of publications, images of production work, reviews, and/or video clips of performances, productions, films, etc.

The evaluation portfolio will be submitted electronically as PDF attachments in the annual evaluation portal. 

It is the responsibility of each faculty to submit a complete evaluation portfolio, with all required items, via Faculty Qualifications by the specified deadline.  This includes student evaluations.  Faculty must encourage students to complete these and should consider setting aside 20 minutes of classroom time for each course at the end of the semester for completion of this task.
 

IV. Criteria for Faculty Performance

A. Teaching

It is expected that each member of the faculty will excel in teaching, demonstrating competence in his/her content area, enthusiasm for teaching, and the ability to stimulate students to achieve at the highest levels possible.

1. Teaching activities:
   
   1. Courses carrying workload credit
   2. Labs carrying no credit
   3. Assigned workload related to significant supervision/mentoring of students in shops and/or facilitating production work alongside students
   4. Internship supervision
   5. Independent study courses
   6. Mentoring or supervision of curricular and co-curricular projects
   7. Graduate exit exam or thesis committee work
   8. Supervision of undergraduate Honors thesis
   9. Participation in SoTDF proficiency evaluations, juries, and/or BFA reviews of student work
2. Activities related to teaching:
   1. Development of an original course 
   2. Significant redesign of an existing course
   3. Preparation for a course that the faculty member has never taught
   4. Curriculum program development
   5. Professional development related to teaching
   6. Grant activities related to teaching
   7. Involvement of students in research activities
   8. Integration of research into teaching content and methodologies
   9. Sponsorship of field trips
   10. Use of external guest speakers
3. Teaching activities are evaluated on:
   1. Adherence to university standards for syllabi
   2. Evidence of rigor and impartiality in the assessment and grading of student work
   3. Peer evaluations
   4. Student evaluations
   5. Supplemental texts, class materials, and technological implementations
   6. Teaching honors and awards
   7. Student achievements (e.g., awards, internships, grants, honors, employment)
   8. Integration of research into teaching content and methodologies

Note:  While grade compilations and student evaluations can supply important indications of course rigor, impartiality, and teaching effectiveness, the Personnel Committee will treat this information with appropriate caution and as just two of many factors in the determination of teaching effectiveness.  The Committee will consider class size, subject matter, and type of student population before drawing conclusions from this data.

In order to achieve “Meets expectations” for teaching, faculty are expected to meet the following standards:

1. Syllabi contain clear learning outcomes using Bloom’s Taxonomy, a weekly plan for classes, a list of current resources (required and/or suggested), and transparent evaluative standards.
2. Establishment of regular office hours for which the modality matches course delivery modality (1 hour/course section)
3. Attend classes and be prompt in starting class
4. Demonstrate a strong record of positive student response on evaluations
5. Receive peer evaluations that show command of subject area, preparation for class, rapport with students, use of appropriate teaching methods, willingness to assist students, sensitivity to diversity in the classroom, and professional decorum.

In order to achieve “Exceeds Expectations” for teaching, faculty will excel in all of the areas above and in addition will demonstrate exceptional achievement in more than one of the following areas:

1. Individual mentorship of students outside the classroom
2. Demonstrate an exceptional record of positive student response on evaluations
3. Exceptional peer teaching reviews
4. Evidence of student/alumni achievements (internships, employment, grants, awards, etc.)
5. Use of innovative teaching methods
6. Enhancement of teaching skills through attending relevant workshops
7. Teaching awards and honors
8. Grants related to teaching

Faculty will be considered for “Does Not Meet Expectations” when they are deficient in any of the standards described in the “Meets Expectations” section.  Faculty must receive a peer teaching evaluation before being given a “Does Not Meet Expectations” assessment.  In addition, the Personnel Committee is encouraged to seek additional materials in these cases.  The Director will meet with any faculty member receiving this assessment and will assign a faculty teaching mentor.  Failure to improve in areas of concern by the end of the fall semester of the following year may result in the termination of contract.

B.  Creative/Scholarly Research. 

It is expected that each tenured and tenure-track faculty member will pursue professional activities appropriate to his/her field of specialization. Professional activity is an important means by which faculty establish credibility and gain respect within the profession and academic ranks. As the University moves towards Research 1 status, it is increasingly important that tenured and tenure-track faculty establish and maintain significant research agendas that have national and international impact, however work completed at Texas State University will still impact the professional portfolio.  Faculty are encouraged to investigate how work completed at Texas State can be peer-reviewed and/or parlayed into national and/or international presentations, publications, or similar.

Tenured and tenure-track faculty should document significant “refereed” activities. In disciplines such as theatre/dance history, theory and criticism, or playwriting, “refereed” means that the creative/scholarly work has been peer-reviewed and selected for publication, presentation, or production.  In the case of disciplines such as performance, choreography, direction, design, and devised work, activities will be considered “refereed” if the participant is invited to participate through a competitive process, the creative product is supported by or associated with a professional organization, and/or the creative product is exhibited at the invitation of a professional organization or institution.  

Faculty of Practice are expected to maintain connections with the professional world through continued engagement in creative work and are evaluated on these efforts.

Faculty of Instruction and Senior Lecturers who are given workload release for creative/scholarly work will be evaluated on the work that has been approved by the school.

Faculty of Instruction and Senior Lecturers who are not given workload release for creative/scholarly work are not evaluated in this area but are expected to remain current in the professional standards and practices of their teaching field. 

Creative/scholarly activities:

1. Designing scenery, lighting, costumes, sound, projections, properties, or special effects
2. Directing
3. Choreographing
4. Film Production
5. Collaboration on devised work
6. Serving as Artistic Director or Producer for concerts or productions
7. Performing
8. Vocal coaching 
9. Dialect coaching and design
10. Technical direction
11. Execution of the technical elements of design work (scenery, costumes, lighting, sound, projections, properties, scenic painting, or special effects)
12. Voice-over or voice recording
13. Dramatic writing published or produced
14. Dramaturgical work
15. Editing films or videos
16. Book publication
17. Book chapter, introduction, or preface
18. Book review
19. Article in a refereed academic or professional journal
20. Editor of a nationally, regionally, or state-recognized professional, trade, or practitioner journal
21. Conference paper, presentation, lecture, panel, or workshop

Activities related to creative/scholarly:

1. Grants (applied for and/or received)
2. Invited presentations, panels, speeches, or lectures at universities, professional meetings, conventions, or conferences 
3. Published photos, videos, reviews, etc. of creative/scholarly work in digital and/or print editions of books and periodicals
4. Invited exhibition or screening of previously executed creative/scholarly work
5. Awards or honors
6. Professional development related to research
7. Active membership in professional organizations 

Creative/scholarly activities are evaluated on:

1. The local, regional, national, or international reputation of the venue, producing organization, host institution, or publication
2. Quantity of work completed
3. Significance and quality of work as evidenced in:
   1. Critical response found in reputable digital and/or print journals, books, and newspapers
   2. External peer reviews
   3. Citations in other books, journals, and articles
4. Enhancement of the reputation of the school, college, and university
5. Significance of grants awarded
6. Significance of awards or honors

Completing a dissertation is a condition of employment, not an artifact related to expectations of continued performance.

For the annual evaluation process, significant research and/or preparation for creative/scholarly work that is “in progress” will be given consideration appropriate to the magnitude of the project.   Please note that creative/scholarly work that is “in progress” is not considered in tenure and promotion decisions.

Evaluation of creative/scholarly activities for Faculty of Instruction and Senior Lecturers:

In order to achieve “Meets Expectations” for creative/scholarly work, Faculty of Instruction and Senior Lecturers receiving workload release are expected to meet the following standards:

1. Creative work is performed at Texas State University or at a local professional venue for which the release was given.  Scholarly work is published in a journal with local reputation; 
2. Work is completed in the semester for which the workload release is approved; 
3. Work contributes to the overall effectiveness and quality of school production, event, or instruction; 
4. Work enhances the reputation of the school; 
5. Quality of work meets professional standards; 
6. and Faculty demonstrate a willingness and ability to create a positive collaborative work environment and show respect for the ideas and needs of other faculty, staff, and students.

In order to achieve “Exceeds Expectations” for creative/scholarly work, Faculty of Instruction and Senior Lecturers receiving workload release will excel in all of the areas above and in addition will demonstrate exceptional achievement in more than one of the following areas:

1. Work receives regional, national, or international recognition
2. Work is in excess of what was approved for workload release
3. Work is of exceptional quality as validated by critical reviews, external peer reviews, and/or internal peer reviews.
4. Significant grant awarded related to faculty member’s research agenda
5. Significant honor or award

Faculty of Instruction and Senior Lecturers receiving workload release will be considered for “Does Not Meet Expectations,” when they are deficient in any of the standards described in the “Meets Expectations” section.

Evaluation of creative/scholarly activities for Faculty of Practice: 

In order to achieve “Meets Expectations,” Faculty of Practice are expected to meet the following standards:

1. Creative work is performed on the Texas State campus or at a regional professional venue.
2. Work continues to enhance connections with the professional world
3. Work enhances the reputation of the school
4. Quality of work meets professional standards
5. Faculty demonstrate a willingness and ability to create a positive collaborative work environment and show respect for the ideas and needs of other faculty, staff, and students

In order to achieve “Exceeds Expectations” for creative/scholarly work, Faculty of Practice will excel in all of the areas above and in addition will demonstrate exceptional achievement in more than one of the following areas:

1. Creative work is performed at a national, or international venue 
2. Work receives regional, national, or international recognition
3. Work is of exceptional quality as validated by critical reviews, external peer reviews, and/or internal peer reviews.
4. Significant student involvement in work
5. Significant grant award related to faculty member’s research agenda
6. Significant award or honor

Faculty of Practice will be considered for “Does Not Meet Expectations,” when they are deficient in any of the standards described in the “Meets Expectations” section.

Evaluation of creative/scholarly activities for Tenured and Tenure-Track Faculty:

In order to achieve “Meets Expectations” for creative/scholarly work, tenured and tenure-track faculty are expected to meet the following standards:

1. Faculty complete the equivalent of one significant creative/scholarly work per year (e.g. an article in a major peer-reviewed publication, creative work on a full-length performance piece, choreography of two smaller dance pieces, artistic direction of an event with multiple professional participants)   
2. Creative work is performed at a professional venue with a regional reputation or within the School of Theatre, Dance, and Film. Scholarly work is published in a peer-reviewed publication with a regional reputation.
3. Work is of professional quality as validated by critical reviews, external peer reviews, and/or internal peer reviews
4. Work enhances the reputation of the school.
5. Faculty demonstrate a willingness and ability to create a positive collaborative work environment and show respect for the ideas and needs of other faculty, staff, and students

In order to achieve “Exceeds Expectations” for creative/scholarly work, tenured and tenure-track faculty will excel in all of the areas above and in addition will demonstrate exceptional achievement in more than one of the following areas:

1. Faculty complete the equivalent of more than one significant creative/scholarly works per year
2. Creative work is performed at a venue with a significant national or international reputation.  Scholarly work is published in a peer-reviewed publication with a national or international reputation.
3. Work is of exceptional quality as validated by critical reviews, external peer reviews, and/or internal peer reviews.
4. Work enhances the reputation of the university
5. Significant student involvement in work
6.  Significant grant award related to the faculty member’s research area
7. Significant award or honor

Tenured and tenure-track faculty will be considered for “Does Not Meet Expectations,” when they are deficient in any of the standards described in the “Meets Expectations” section.

Faculty working towards application for tenure and/or promotion must have a record of consistently exceeding expectations.  

It should be noted that tenured and tenure-track faculty are expected to demonstrate a sustained trajectory of excellence in their area of creative/scholarly work.  

While tenured and tenure-track faculty doing creative work at Texas State University can earn “Meets Expectations” or “Exceeds Expectations”, the university expects that a substantial portion of work will be done at outside professional venues.

All appointments will recognize the individual’s teaching background and contributions as well as their potential to provide robust and consistent curricular support and service in relevant areas of the School of Theatre, Dance, and Film. Rank will be limited to the option(s) available at the time of the search and search committee’s confirmation of appropriate rank based on the qualifications of the selected applicant.

1. Assistant Professor of Instruction – Initial appointment to the rank of assistant professor of instruction may be extended to an individual with the following qualifications:
   1. Meets the faculty qualifications of the hiring unit as stated in individual job description; 
   2. Demonstrates current and contemporary competence in the content area they will be assigned to teach;
   3. Documented effective teaching and learning contributions in traditional classrooms and/or practical settings as necessitated by their content area; and
   4. Exhibits the potential for continued professional growth in support of instructional assignment.
2. Associate Professor of Instruction – Initial appointment to the rank of associate professor of instruction may be extended to an individual with the following qualifications:
   1. Meets the faculty qualifications of the hiring unit as stated in individual job description; 
   2. Demonstrates current and contemporary competence in the content area they will be assigned to teach;
   3. Documents more than five years of full-time effective teaching and learning contributions at the university level in traditional classrooms and/or practical settings as necessitated by their content area;
   4. Documents contributions to advancements in curriculum, pedagogy, course delivery, or similar innovation; and
   5. Exhibits the potential for increased leadership in teaching and instructional activities.
3. Professor of Instruction – Initial appointment to the rank of professor of instruction may be extended to an individual with the following qualifications:
   1. Meets the faculty qualifications of the hiring unit as stated in individual job description; 
   2. Demonstrates current and contemporary competence in the content area they will be assigned to teach;
   3. Documents more than ten years of full-time effective and sustained teaching and learning contributions at the university level in traditional classrooms and/or practical settings as necessitated by their content area; 
   4. Documents contributions to sustained advancements in curriculum, pedagogy, course delivery, or similar innovation; and
   5. Documents recognition for leadership and contributions in teaching and instructional activities (e.g., awards).

C. Service

Promotion eligible faculty are expected to devote time, energy, and professional expertise in service to school, college, and/or university committees.  Service in the community, to professional organizations, and other work assigned by the Director will also count towards this requirement.  Tenure and tenure-track faculty are expected to demonstrate a sustained commitment to university and professional service.

As part of service to the university, full-time and promotion eligible faculty are expected to attend one graduation over a 12-month period.

Part-time faculty are expected to meet minimal SoTDF service assignments commensurate with their teaching load.

School service:

1. Administration of SoTDF programs, productions, and procedures
2. Substantial and sustained recruitment responsibilities
3. Significant and/or sustained fund-raising responsibilities
4. Substantial audition responsibilities for program placement 
5. SoTDF committees as assigned by the Director
6. Student academic advisement
7. Supervision of staff or student assistants
8. Supervision of student organizations
9. Supervision of equipment/facilities
10. Supervision of student participation in conferences, festivals (KC/ACTF, USITT, ACDA)

PLEASE NOTE: Attending meetings and joining a class as a guest are not service.  While many service activities involve meetings, simply attending meetings is not a service.  You can list your membership in a particular program area, however, ideally you would highlight your specific contributions to this area in your listing or your narrative. 

Professional service:

1. An officer in a professional organization
2. Committee member in a professional organization
3. Referee for a journal or member of an editorial board
4. Event planner (convention, conference, festival)
5. Convention or conference respondent or critic 
6. Adjudication of professionally sponsored events within your area of expertise (international, national, regional, or statewide competitions)

International service in a professional capacity:

1. Workshops
2. Master classes
3. Consulting
4. Presentations
5. Adjudication of student work

Community service in a professional capacity:

1. Member of community arts organization
2. Contribution of professional services in public schools, churches, or service clubs
3. Workshop in public schools
4. Exhibitions and/or creative/scholarly contributions for community benefit
5. Consulting 
6. Adjudication of community events related to your area of expertise

Service is evaluated on:

1. Commitment to service as evidenced by attendance at and preparation for meetings/assignments
2. Significance, time-commitment, and number of committees/assignments
3. Leadership responsibilities

In order to achieve “Meets expectations” for service, faculty are expected to meet the following standards:

1. Provide service to the school and/or college
2. Prepare for and be actively engaged in meetings
3. Complete service obligations to the school, college, or university in a thorough and timely fashion
4. Demonstrate a willingness and ability to create a positive collaborative work environment, showing respect for the ideas and needs of others

In order to achieve “Exceeds expectations” for service, faculty will excel in all of the areas above and in addition will demonstrate exceptional achievement in more 
than one of the following areas:

1. Fulfill leadership roles on SoTDF, college, and/or university committees
2. Serve on time-intensive committees or projects
3. Serve on multiple committees
4. Serve on committees at the university level
5. Fulfill leadership roles for professional organizations at a regional, national, or international level
6. Provide significant community service in a professional capacity

Faculty will be considered for “Does Not Meet Expectations”, when they are deficient in any of the standards described in the “Meets Expectations” section.

V. Merit and Performance Assumptions

Because of the variance in areas of focus within the SoTDF and because quality of work is difficult to quantify, there will always be a subjective element to these decisions.  While this document attempts to clarify and make more transparent the evaluative process, ultimately the Personnel Committee and Director are entrusted with making, to the best of their abilities, informed and fair judgements about the annual evaluation materials submitted by faculty.

The Personnel Committee must often weigh quantity against quality and may decide that someone who quantitatively meets performance standards did so in a manner that is not qualitatively worthy of merit.  For example, the committee may determine that one person’s teaching of three sections was better than another person’s teaching of four.

It should also be noted that while each of the areas are valued, teaching and creative/scholarly are weighted equally and more heavily than service.

VI. Eligibility For Retention and Merit Increase

The annual evaluation of faculty is the direct source for decisions regarding the retention and re-appointment of faculty as well as merit increases.  In evaluating performance, the Personnel Committee, Director, and college Dean will consider the faculty member’s contributions in the context of school, college, and institutional needs and the faculty member’s past performance and career path.  (AA/PPS No. 04.02.10 and AA/PPS No. 04.02.11)

As part of the evaluative process, the Personnel Committee will recommend to the Director that a faculty member be considered for no merit or merit based on evaluations of teaching, creative/scholarship, and service.  Ultimately, merit is an assessment of one’s overall contribution (both in terms of functioning and in terms of prestige) to the school and to the university.

When the Director is asked to make recommendations to the Dean of Fine Arts and Communication regarding merit and performance salary increases, the Director will examine all Faculty Activities Reports, portfolio materials, and the recommendations from the Personnel Committee.  Based on the above input, and exercising administrative judgement, the Director will make specific monetary recommendations for performance and merit increases to the dean. 

VII. Personnel Committee Evaluation and Director’s Statement

After a review of a faculty member’s portfolio, the Personnel Committee will submit an evaluation through Faculty Qualifications or some other method prescribed by the university. The evaluation will include a recommendation for performance and merit.

The Director will then submit a statement summarizing his/her own evaluation of the faculty member through Faculty Qualifications or some other method prescribed by the university.  The evaluation will include a recommendation for performance and merit.

If a faculty member, including tenured professors, receives Does Not Meet in any assessed category, a short-term development plan will be created that includes benchmarks for returning to satisfactory performance.

Once posted, faculty members must go to Faculty Qualifications to read and certify their evaluations. Faculty who believe their accomplishments have been overlooked or undervalued may, within five working days, request a meeting with the Director.  At this meeting, the Director will explain the reasons for the level of merit or for denying merit, and the faculty member may ask the Director to reconsider the preliminary decision.  After reconsidering the accomplishments of all faculty who request a review of their activities, the Director will proceed to make final merit recommendations to the dean.

This evaluative process must be completed by March 1.

VIII. University Policy and Procedures

University policy and procedures for faculty evaluation are covered in AA/PPS No. 04.02.10 Performance Evaluation of Faculty and Post-Tenure Review.

Faculty are also urged to read (as appropriate to their rank): AA/PPS No. 04.02.01: Development and Evaluation of Tenure-Track Faculty, AA/PPS No. 04.02.20: Tenure-Line Faculty Tenure and Promotion Review, and AA/PPS No. 04.01.23: Faculty of Practice Appointments.

Revised: 11/16/2024
Effective Date: 1/01/2025
Reviewed & approved by Director and Personnel Committee
 

I. Purpose

The purpose of the school’s workload policy is to accurately document faculty responsibilities and set guidelines for the fair and equitable distribution of faculty workload, while also supporting responsible stewardship of university resources. College and university workload policies may supersede those of the school.  The distribution of workload credits is always contingent on the school’s ability to meet its fundamental teaching obligations and budgetary constraints.  The director will make every effort to arrange teaching assignments and allocate resources so that assigned time can be awarded in accord with school, college, and university policies. University workload policies are delineated in AA/PPS No. 04.01.40.

II. Document Review

This document must be reviewed, revised if necessary, and reapproved every five years.  Guidelines are developed by a school committee that includes the director and representatives from the tenured faculty, the tenure-track faculty, the faculty of practice, and the faculty of instruction.  It must be approved by the school personnel committee, the director, the college dean, and the provost.

III. Faculty Responsibilities and Workload Allocation

As per AA/PPS No. 04.01.40, all full-time faculty carry a minimum of twelve workload credits per fall and spring semesters. Workload credits represent financial resources allocated by the university. Workload credits may be earned for teaching, conducting creative/scholarly activities, and assigned service responsibilities that serve the school’s mission and require a time commitment that warrants the awarding of workload credits.

During the annual evaluation process, all faculty will be evaluated on the performance of responsibilities appropriate to their rank and activities for which they have been assigned workload credit.  For additional details, please see the School of Theatre, Dance, & Film Faculty Evaluation Procedures for Performance and Merit.

A. Workload for Full-time Tenure-line Faculty

Tenure-track and tenured faculty in the School of Theatre, Dance, & Film are required to meet a set of professional responsibilities that include teaching, creative/scholarly research, and service.  All tenured and tenure-track faculty are eligible to receive three research activity credits each fall and spring semester, and for most faculty, the remaining nine credits per semester are earned through teaching.  

Tenured and tenure-track faculty may, on occasion, be granted, with permission of the director of the school and dean of the College of Fine Arts and Communication, a maximum of three additional workload credits per semester for significant creative/scholarly activities outside the school.

Tenured faculty may petition for release from creative/scholarly obligations to take on additional teaching or service responsibilities.  To receive best consideration, these petitions must be submitted to the director one year in advance, by September 15 for the following fall semester and by January 15 for the following spring semester.  Faculty may petition for a year of release but must resubmit for additional years.  These petitions will be reviewed and approved by the director and the personnel committee.  

In addition, tenured and tenure-track faculty are expected to fulfill service and/or administrative responsibilities.  When service and/or administrative responsibilities demand significant time commitments, they may warrant a three to six-workload credit release. 

B. Workload for Full-time Faculty of Practice.  (carry forward)

Faculty of Practice in the School of Theatre, Dance, & Film are required to meet a set of professional responsibilities that include teaching and creative/scholarly activity, and service.  Most faculty of practice teach four classes (12 workload credits) per semester.  The faculty of practice may request one 3-credit release (typically equivalent to one class) for one fall or spring semester.  However, faculty of practice must maintain strong connections with the profession and, to that end, may petition for the release of up to 3 additional workload credit hours of teaching per year to pursue significant creative/scholarly activities outside the school.  Creative/scholarly releases should not exceed three workload credit hours of teaching per semester.  These petitions should be submitted to the director one year in advance, by September 15 for the following fall semester and by January 15 for the following spring semester.  Faculty may petition for one semester of release and must re-submit for additional semesters. 

C.    Workload for Full-time Faculty of Instruction

All faculty of instruction are required to meet a set of professional responsibilities, including teaching and service. For most faculty of instruction and senior lecturers at Texas State, the twelve workload credits per semester are fulfilled by teaching.  Workload release(s) may be granted, with the permission of the director of the School and the dean of the College of Fine Arts and Communication, when assigned student supervision, practical/field/laboratory teaching, or assigned service/administrative duties warrant the awarding of these credits.  Faculty of instruction may, on occasion, be granted, with permission of the director of the school and dean of the College of Fine Arts and Communication, a maximum of three workload credits per semester for significant assigned creative/scholarly activities related to instruction.  To receive best consideration, petitions for release from teaching workload should be submitted to the director one year in advance, by September 15 for the following fall semester and by January 15 for the following spring semester.  Faculty may petition for one semester of release and must resubmit for additional semesters.

NOTE: University Supported Workload Release for Nontenure Line Faculty
The University, through the Faculty Senate, may provide opportunities for Nontenure Line Faculty Workload Release (NLFWR), which allows full-time nontenure-line faculty to receive up to a 6-workload credit reduction of their normal teaching load (at full pay and benefits) to pursue creative/scholarly projects or teaching improvement. 

IV. Assigning of Workload Credit

A. Teaching

Based on the needs of the School of Theatre, Dance, & Film and with the dean's approval, the director assigns workload credits to each faculty member.  In general, faculty should assume that three workload credits are equivalent to 140-160 hours of work per semester.  

In the case of atypical petitions for workload release, the director may consult with the personnel committee.  The director will include one or more faculty of a rank comparable to the applicant when seeking consultation for petitions from non-tenure track faculty.

In all cases, fundamental teaching obligations and the budgetary constraints of the school must be taken into consideration when making decisions regarding workload assignments.

1. Teaching
   1. Workload credit hours for specific courses are detailed in the “calculation codes” spreadsheet; however, most classes indicate both the contact hours and workload hours via the second digit of the course number
   2. The majority of lecture classes have 3 contact hours and earn 3 workload credits. 
   3. Dance technique classes that are 1-credit classes typically earn 2 workload credits.  Dance technique classes that are 2-credit classes typically earn 3 workload credits.
   4. The standard workload formula for lab courses in the School of Theatre, Dance, & Film is based on contact hours.  Three contact hours are equivalent to one workload credit.  In most cases, workload credit for lab classes is capped at 3 per semester for any faculty member. 
   5.  The director may grant up to six workload credits per semester to a faculty member who coordinates multiple laboratory sections.
   6. Individual instruction classes are defined as courses in which the instructor meets one-on-one with individual students on a weekly or biweekly basis and the student receives instruction specifically tailored to the individual’s needs (e.g., private voice lessons, internships, and independent studies). 
      • Internships and Independent Studies may earn .5 workload credits per student.
      • Private voice lessons earn .6 workload credits per student.
   7. Workload credit for stacked or cross-listed classes (classes offered by the same instructor at the same time) will be granted for only one of the two classes.  The workload for this arrangement is based on the calculation code assigned to the course with the highest number of academic credit hours.
   8. Additional workload credit may be assigned each semester in recognition of the preparation and management of a course section with large enrollment when no instructional assistants are assigned, and educational learning outcomes and writing expectations merit the credit. 
   9. A maximum of three workload credit hours per semester may be earned for assigned mentorship of multiple student designers, technicians, directors, actors, choreographers, stage managers, and dramaturgs working on co-curricular productions.
   10. Unpaid workload over the standard 12 workload credits can be accrued for up to 4 regular semesters and used with director’s approval.
2. Creative/Scholarly Research
   1. Due to the size and complexity of the School of Theatre, Dance, and Film, workload credit may be assigned for the wide array of creative/scholarly research endeavors. See the School of Theatre, Dance, & Film Faculty Evaluation Procedures for Performance and Merit for a list of applicable activities.
   2. Up to six workload credit hours may be awarded for significant creative/scholarly activity.  The size, complexity, and variability of time commitment of the endeavor will be taken into account when granting these credits.  For work off-campus, the reputation of the sponsoring organization will be considered.
      1. Tenured and tenure-track faculty. 
         All tenured and tenure-track faculty receive three research activity credits each fall and spring semester.  Due to university and school policies requiring tenure-track faculty to establish research agendas extending beyond Texas State University, tenure-track faculty in their first or second years who are asked to perform creative/scholarly work within the school, may receive an additional three workload credits.
      2. Full professors are encouraged to embrace school production assignments.  Although they generally will not be given additional workload credit hours, on-campus work fulfills obligations for their three creative/scholarly workload credits and will be part of their annual evaluations.
      3. Faculty of practice.
         Faculty of practice are expected to maintain strong connections with the profession and, to that end, may petition for release of up to three workload credit hours of teaching per semester to pursue significant creative/scholarly activities outside the school. 
      4. Faculty of Instruction 
         For faculty of instruction, a workload release of three credits may be granted, with the permission of the director of the school and the dean of the College of Fine Arts and Communication, when assigned service activities warrant the awarding of these credits
3. Service
   1. Heads of degree programs appointed by the director may be allocated three to six workload credits when there is significant recruitment or advisement and no proportionate student hires to support this.
   2. A maximum of three workload credit hours per semester may be earned for assigned significant program curriculum development.
   3. A maximum of three workload credit hours per semester may be earned for extensive committee work at the school, college, or university levels that is above and beyond the service expectations of rank.
   4. A maximum of three workload credit hours per semester may be earned for significant leadership assignments in prominent national organizations. 
   5. Additional workload credits may be granted by the director and the dean for specific service and administrative assignments as described in AA/PPS No. 04.01.40.

V. Modification of Guidelines

These guidelines may be modified depending on school needs and school, college, and university budget constraints.