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Smathers Libraries Career Development Handbook

IV. A. 2. Annual Performance Evaluations

The purpose of the annual performance evaluation is to foster the professional growth of the individual faculty member and the improvement of the department and the Libraries. The evaluation process is a collaboration between the faculty member and their supervisor which provides a way to document contributions, chart career progress, and plan for the future. Faculty members gain a better understanding of institutional expectations and how to meet them. For the department, this process provides a series of evaluative benchmarks and constructive ongoing feedback, which will maximize the faculty member’s contributions to the departmental team and to unit goals. Ultimately, performance evaluations are a collaborative tool which serves to coordinate faculty and the institution, and to facilitate useful development and change.

  1. Purpose
    1. to document contributions to the programs of the libraries
    2. to contribute to planning of the libraries
    3. to assess the nature and extent of performance of assigned duties as outlined below

  2. Time
    1. At least once annually
    2. Supervisor or department chair should submit completed evaluations to the appropriate 2nd level supervisor no later than April 15.

  3. Criteria (see Chapter Two, Section C for details)
    1. performance of professional responsibilities
    2. professional development and scholarship
    3. service to the library, the university, the State, the community and the profession

  4. Documentation    NOTE: Library personnel files, including annual performance evaluations are retained in the Library HR Office and are available to library faculty during normal business hours. The annual evaluation will include the following documents:
    1. annual evaluation cover sheet
    2. annual assignment with goals
    3. annual activity report
    4. current vita
    5. annual performance evaluation letter by the supervisor or department chair
    6. if there are performance deficiencies the supervisor shall provide written constructive feedback designed to assist the faculty member in improving his/her performance
    7. response by librarian, where applicable

  5. Evaluative Performance Statements
    Library faculty should be evaluated on the three criteria used for tenure and promotion:   professional responsibility and working relationships; professional development and scholarship; service to the Libraries, the University, the State, and the profession. Every annual evaluation must include a statement at the end of each "criterion entry" that describes the overall performance of that criterion. A summary statement of the overall performance must conclude the evaluation.
     
    Faculty who meet the criteria for the appropriate rank as outlined in the Career Development Handbook are working at a high level and their letter of evaluation will contain the statement, "achieves the criteria."
     
    It is expected that most faculty will fall into this category.
     
    Faculty, who consistently work above expectations for their rank as outlined in the Career Development Handbook, will receive a letter of evaluation which contains the statement, "exceeds the criteria."
     
    Faculty, who do not meet the criteria for the appropriate rank as outlined in the Career Development Handbook, will receive a letter of evaluation which contains the statement, "needs improvement in (one or more areas)".
     
    In addition, progress toward tenure and/or promotion should be addressed, as appropriate.

Note: Merit, discretionary, and bonus awards are based on accomplishments as documented in the faculty member's performance evaluation. In order for all faculty to be considered equitably and competitively for these awards, it is critical that all evaluations be completed and submitted on or before the deadlines. A faculty member's failure to submit complete annual performance documentation (see D above) by the established deadline will result in a negative evaluation letter and denial of merit, discretionary or bonus awards. A supervisor's failure to complete his or her staff evaluation letters by the established deadline will also result in a negative evaluation letter and denial of merit, discretionary or bonus awards.

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