Policies

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 candidate must electronically submit a limited dossier of teaching and, if appropriate, notable service contributions and/or professional development activities related to teaching 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 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. Evaluations solicited by the Director from two outside independent reviewers selected from a list prepared by the candidate and the Director. (Outside reviewers will evaluate accomplishments related to teaching and select related service contributions and/or professional development activities as appropriate);
9. Evidence of professional development related to teaching including creative / scholarly activity that advances skills in the assigned teaching area; 
10. 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.