Senior Instructor (Full-Time)

Position description

The school currently limits the number of Senior Instructors, who have full-time status, to 16. Senior Instructors carry a load of 20 hours or more of teaching/administration. On top of their regular paid teaching/administrative assignments, they are required to perform a list of additional duties for the school within the scope of their salary. These are salaried positions and include UR benefits.

  • Are salaried based on projected load
  • Are on five-year contracts
  • Are paid over 12 months
  • Have their studios filled first
  • Receive full-time UR benefits
  • Senior instructors’ salaries will not be adjusted down during the contracted year absent a material change in load or in situations of financial exigency.
  • Senior instructors’ projected teaching loads will be adjusted annually either up or down, based on teaching load history. If their projected load is not met, their future projected load will adjusted downward and may remain at that level.
  • Will be eligible for additional compensation for overload, but this should be the exception not the rule.
  • Senior instructors must recruit to maintain a consistent 20 hour load (or higher) or will be reclassified as part-time or TAR status
  • Senior instructors are required to perform a list of additional duties within the scope of their salary

Full-time Senior Instructors – Service to School above and beyond teaching / administrative assignments

Leadership:

  • Adhere to the goals and values of the ECMS
  • Required to attend and contribute to the Senior Leadership Committee meetings throughout the year
  • Required to attend departmental meetings
  • Required to attend full faculty meetings
  • Required to attend and help lead the school’s jury and exam process
  • Required to be jurors on the annual Honors Jury
  • Required to help in hiring faculty as needed
  • Required to mentor to ECMS interns as needed
  • Required to serve on extra committees up to 15 hours per year
  • Required to attend and participate in the annual commencement ceremonies

Recruitment:

  • Senior Instructors are required to advocate for the ECMS and recruit to fill their teaching loads. They may do this in any way they choose and will be required to report on these activities in advance of contract renewal time each year. Examples might include – performing in schools, master classes in schools, taking their students out into the community for performances, or through publications / CDs etc.
  • Senior Instructors are required to attract students to the school to retain their teaching loads. The Associate Dean will track the numbers of requests for vs. the number of students sent to the instructor by the school.
  • Encourage their students to participate in ensembles / classes and the diploma program in the ECMS

Administrative / Faculty Development:

  • Complete annual Peer Interaction Report/Cohort Groups
  • Complete Annual Activities Report
  • Stay on top of Student Registrations, input Grades on time and remain responsive to administrative requests

Model Best Practice Teaching:

  • Complete Required Studio Classes
  • Encourage Student Performances on Recitals and attend those recitals
  • Complete Mid-semester reports
  • Complete and share with all students their Student-Teacher Information Packet
  • Be available for out-of-class meetings with students

 

Senior Instructor Appointments

Hiring Process

Promotion of an internal Part-time faculty member to Senior Instructor

When a request occurs from a Part-time Instructor to be promoted to Senior Instructor or a nomination for such a promotion has been made:

  • The associate dean will determine if one of the 16 Senior Instructor positions is open
  • The associate dean will determine if the Part-time instructor making the request has maintained sufficient and consistent teaching load over a period of 2 years to warrant consideration for promotion.
  • The SLC will determine whether or not the school should use one of the 16 Senior Instructor positions for this particular instrument. If not, then the request is denied.
  • If all of the above requirements have been met, then the candidate will submit a resume and a completed “Position Application Form” to the SLC for consideration.
  • The SLC will review the case and may request observations as well as an interview/audition and will ultimately determine to:
    • Accept the request, or
    • Share a list of concerns regarding the applicant’s work and establish a time-line to revisit their request, or
    • Broaden the applicant pool by advertising the position (see next column), insuring the internal candidate be considered at the final stage of the application process

Hiring a Senior Instructor – internal or external candidates

In the vast majority of cases, the ECMS promotes faculty from within. However, in rare instances, the SLC may recommend to the associate dean that the school advertise an opening for Senior Instructor to the extended area to broaden the applicant pool. In such cases, the school will consider both internal and external candidates.

  • The associate dean will determine if the school can afford an additional Senior Instructor and if one of the 16 full-time positions is open.
  • If the associate dean elects to move forward, the SLC will appoint a 5 person, ECMS search committee (at minimum) to include the chair of the relevant department.
  • The SLC will approve the initial job description that will form the basis for the advertisement.
  • Ads may indicate: strong internal candidate identified, if that is the case.
  • Ads may be placed in appropriate publications and will go to all ESM / ECMS / RPO related faculty and performers. Efforts will be made to attract a diverse pool of candidates.
  • Any candidate expressing interest will be required to complete a “Position Application Form”
  • The search committee will establish procedures for reviewing /observing the work of candidates.
  • The search committee will bring its recommendation back to the SLC.
  • The SLC will then deliberate on the recommendation and accept or reject the recommendation.
  • Any candidate that is recommended would then go forward to an interview process with the ECMS Associate Dean to negotiate a contract.
  • For internal candidates, the associate dean will determine if sufficient and consistent teaching load has been maintained for a period of at least 2 years to warrant consideration for immediate promotion.
  • For external candidates and internal candidates with insufficient load, an appropriate waiting period will be determined for the purpose of building a teaching load.

Last updated: January 25, 2012