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IU Jacobs School of Music |
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Personnel Matters Faculty Summary Reports, Salary-Setting, Salary Reviews Faculty Summary Reports and salary-setting By January 15 of each spring semester, faculty are expected to report their teaching, service, and research/creative activities for the calendar year just ending on the annual Faculty Summary Report form (please see below under item (1) for information on obtaining the form). The setting of individual faculty salaries in the Jacobs School of Music is connected to the evaluation of these reports; the procedures outlined below were approved by the School of Music Council in November 1999 and revised in December 2005. Faculty salary increases in the School are merit-based. The Budgetary Advisory Committee is charged by the Council with advising on all financial matters, including the setting of salaries, and its role in the process is described below. Final authority in salary setting rests with the dean. Annual Faculty Evaluation Procedure 1) Faculty members should
complete the Faculty Summary Report (FSR) and submit one copy to their
department chairs by the usual January 15 deadline. Faculty may use either the
standard-format FSR form (University format), or the special version designed
for music performance faculty (School of Music format). Both forms are online
and can be downloaded at
www.music.indiana.edu/admin/dean/reports.shtml 5) Faculty members may submit an evaluation of their department chair’s contributions to the Dean by February 15. Upon request by the department chair, the Dean will make available comments submitted by faculty in the department. 6) The Dean will review the FSRs with chairs’ comments, and will schedule private, individual meetings with each department chair for discussion of the FSRs and chair’s comments. 7) The Dean will make preliminary salary decisions based upon FSRs and interviews with department chairs and present a tentative list of salaries to the Budgetary Advisory Committee for advice and review. 8) At the beginning of the fall semester, the senior faculty member of the Budgetary Advisory Committee (the chair of the Salary Review Committee) will make a report to the School of Music Council on the previous year’s activities of the two committees in terms of salary setting and salary review. Salary reviews In 2003 the School of Music Council charged the four elected faculty representatives to the Budgetary Advisory Committee to serve as a Salary Review Committee. Faculty who have concerns about their salary may ask this committee to review their salaries under the policies and revised procedures outlined below (reported to the Council in July 2005): 1) The four elected faculty representatives of the Budgetary Advisory Committee are charged by the School of Music Council to act as the School’s Salary Review Committee. 2) The longest-serving elected faculty representative (typically the representative serving in his or her fourth year) will act as chair of the committee. 3) A faculty member requesting a salary review in any given year must do so no later than September 15 of that year. 4) The chair of the Salary Review Committee will invite the faculty member requesting the review to provide the committee no later than October 15 with (a) a detailed letter setting forth the reasons for the review request; (b) a list of School of Music faculty with whose salaries the faculty member believes he or she should be compared; and (c) a copy of the faculty member’s updated curriculum vitae. By submitting a salary review request, the faculty member thereby gives the Salary Review Committee access to his or her Faculty Summary Reports for the period under review. 5) The committee will not consider letters written on behalf of the faculty member requesting the salary review. 6) In making salary comparisons the committee is not limited to salaries identified by the faculty member requesting the review, but may also consider the salaries of other School of Music faculty. The salaries of faculty outside the School of Music will not be considered. 7) The committee will not consider a faculty member’s request for a review if the salary was reviewed in the previous two years. 8) The committee will not consider requests for salary reviews that are based on outside offers of employment, administrative appointments, etc. 9) The committee will give the relevant department chair an opportunity to assess the salary review request. The committee will also consider the chair’s annual evaluation of the faculty member’s Faculty Summary Report. 10) The ex-officio members of the committee (the dean, executive associate dean, and director of budget and finance) may participate in the review, but they will not take part in the final discussion and vote, which will be the responsibility of the four elected faculty representatives alone. 11) If a committee member is from the same department as the faculty member requesting the review, that committee member will not participate in the discussion, the vote, or the final recommendation to the dean. 12) After the discussion and vote, the chair of the Salary Review Committee will make a recommendation to the dean, and will report the committee’s conclusions to the faculty member by April 1. 13) The dean retains sole responsibility for salary setting, and will make the final decision. Outside Employment The primary responsibility of full-time faculty members is to Indiana University and to the Jacobs School of Music. Other professional activities such as research contracts, performance or clinic engagements and consultations may not interfere with the teaching, service, research, and creative activities expected on campus. This responsibility extends not only to the teaching of scheduled classes and lessons, but also to participation on committees, availability to students and other faculty members during reasonable office hours, and, in general, to the shared endeavor of maintaining and enhancing the excellence of the Jacobs School of Music. Regular teaching, even part-time, at another institution during the academic year may be construed as a conflict of interest or commitment. This is not only discouraged, but may be in violation of the laws of the State of Indiana and the conditions of employment at Indiana University. Questions concerning this issue should be directed immediately to the dean of the Jacobs School of Music. For the same reason, performance faculty members are expected not to teach private students not enrolled through the Jacobs School of Music either on university property or off campus. Sabbatical Leave From the time of appointment to a tenure track position, faculty members are entitled to apply for a sabbatical leave every seventh year. The purpose of the sabbatical is to provide concentrated time for research/creativity activity which will eventually benefit the university in terms of enhanced teaching and reputation of its faculty. Sabbaticals can be taken for one semester at full pay or for two semesters at half pay. Application for sabbatical leave must be made in the fall of the year prior to that in which the sabbatical is planned and must contain a proposal for the project to be undertaken during the leave. Sabbatical projects are reviewed by a university-wide committee, and approval is not automatic; ultimate approval of the sabbatical leave is based upon both the quality of the proposal and the ability of the school to accommodate the individual's teaching and service responsibilities. Applications for sabbatical leave are available from the Office of the Dean of the Faculties, Bryan Hall 111, and online at www.indiana.edu/~deanfac/download/download.html#lea Because the School of Music operates within difficult space limitations, faculty members on sabbatical leave must be prepared to relinquish their studios or offices for the period of the leave. The policy below was approved in October 2005 for divided sabbatical leaves, beginning with leaves approved for fall 2006. (1) Faculty approved for a one-semester sabbatical leave at full pay may take it as a full-semester leave, or may divide the leave into two parts. (2) Full-year sabbatical leaves at half pay may not be divided. (3) For purposes of a divided one-semester sabbatical leave, the Office of the Dean of the Faculties defines the total number of days that may be taken as a leave as eighty (80) non-weekend days. (4) The one-semester sabbatical may be divided into two separate periods of leave, each period to be forty (40) consecutive non-weekend days. (5) Both parts of the sabbatical leave must be scheduled and completed within an 18-month period, counting from the beginning of the semester of the academic year in which the first period of sabbatical leave has been scheduled. (6) Consistent with policies governing all forms of sabbatical leave for Indiana University faculty on 10-month appointments, no portion of a divided sabbatical leave may take place outside the regular fall and spring semester. Absence from Campus Faculty members are encouraged to engage in prestigious professional activities such as performances, lectures, conferences, etc., which enhance the individual's reputation, but not at the expense of on-campus teaching and service responsibilities. Provision must be made for the rescheduling of lessons and classes or for volunteer substitutions by colleagues. If the accumulated approved absences are more than 15 days of the semester--even if replacements have been arranged--then a percentage of salary will be deducted. Application for approval must be made to the dean at least two weeks before the planned absence. Forms are available in the dean’s office, and online at www.music.indiana.edu/faculty/pdf/absencerequest.pdf It is important that, during the time when school is in session, the school know where faculty members are, how they can be reached, and when they will return, in order to address inquiries appropriately. In the case of short-term illness, the department chair and associate dean for instruction’s office should be notified as soon as possible so that messages can be left for students. For extended illnesses (surgery, etc.), the departmental chair and dean should be notified as soon as possible so that provision can be made to find substitutes, and university medical-leave procedures can be initiated. Travel Funds A limited amount of travel funding is available to help defray the expenses of faculty members who attend professional conferences, etc. For travel within the United States and Canada, the Jacobs School of Music faculty Travel Funding Committee establishes deadlines each year for applications and determines the amount and number of awards. Given the very limited nature of the funds available, faculty are encouraged to find other sources of funding (publishers, sponsors, etc.) so that as many faculty as possible may be helped. Support for travel to deliver papers at international professional conferences (or comparable activities) is available through the Overseas Conference Fund, administered by the office of the dean for international programs (Bryan Hall 205, 855-8669, www.indiana.edu/~intlprog/). |