Smathers Libraries Career Development Handbook

Table of Contents

Ranks & Appointments

Evaluation & Review

Professional Development

Forms

III. A. 2. Annual Performance Evaluations

Note:   Merit, discretionary, and bonus awards are based on accomplishments as documented in the faculty member's performance evaluation for the current year.  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 below) 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.

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. Supervisors or department chairs should submit completed evaluations to the appropriate division director no later than May 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
   
   1. annual evaluation cover sheet
   2. annual assignment with goals
   3. annual activity report
   4. current vita
   5. evaluation by the supervisor or department chair
      
   6. 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 should include a statement at the end of each "criterion entry" that describes the overall performance of that criterion.
   
   
   • Achieves expectations with distinction as outlined in the criteria.
     
     
   • Exceeds expectations with distinction as outlined in the criteria.
     
     
   • Needs improvement in one or more areas of the criteria.

   In addition, progress toward tenure and/or promotion should be addressed, as appropriate. A summary statement of the overall performance should conclude the evaluation.

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