Faculty Performance Improvement Plan

Updated 5/9/11

As part of its Strategic Plan, the Eastman School of Music states that one of its major goals is to “create a rich and rewarding environment for faculty and staff that encourages continuous improvement and professional development and that attracts the highest quality new employees.” The Eastman Community Music School further recognizes that to provide outstanding musical education, it must attract and retain highly qualified and motivated faculty.

To that end, it is a priority of the Community School to administer a faculty assessment process that promotes job satisfaction, recognizes and rewards good performance, and clearly states the expectations we have of one another.

Assessment of the school’s success – including review of faculty performance – is an ongoing process that requires collegial, honest, and timely communication. This is especially true when it appears that a faculty member is having difficulty meeting any of the expectations outlined in the ECMS Faculty Assessment Process.

The purpose of this policy is to provide a framework under which such communication should take place. Its intent is to honor and balance the interests of faculty, administration, and students.

We understand that great schools maintain high standards and expectations of their faculty. As a teaching institution, we feel that the administration should support the growth and development of the faculty.

Consequently, our initial efforts to address performance issues will be informal. Our faculty are professionals at the highest level, and it is our belief that any possible concerns can be fully addressed by ongoing, timely communication or coaching that: clarifies how observed behavior is different from that which is expected; and identifies how the faculty member and administration can support each other in addressing the concern.

If an informal approach does not produce the desired results, we may observe the following process.

Guidelines (corrective actions may include, but are not limited to):

• A verbal warning to clarify the standards of acceptable conduct or performance, and consequences if the problem is not corrected.

• A written warning which states the nature of the misconduct or performance deficit, what change is required, and the possible consequences if the problem is not corrected.

• In the event the performance gap persists, the Associate Dean will meet with the appropriate university representatives to consider options. If dismissal is recommended, the Associate Dean will seek approval from the Eastman School of Music’s senior administration. Upon that approval, the faculty member will be terminated.

The above process is meant as a guideline, and will be substantially followed in all appropriate situations. ECMS reserves the right to depart from the process, however, when, in the opinion of the school, such is necessary and appropriate; for example, when a faculty member’s performance or behavior is so deficient that more immediate action is deemed necessary. No final action will be taken against a faculty member without giving him or her some form of notice of the reason, and a chance to respond. Temporary suspension or other interim action may be taken summarily at the school’s discretion.