155.2 Evaluation of Library Faculty
|Created by: Stephanie Ferguson on 05/12/2008|
|Category: 1 - Academic Affairs; 50 - Faculty Status|
|Originator: Faculty Status Committee|
|Current File: 155.2|
|Adoption Date: 05/12/2008|
|Reviewed for Currency: 11/28/2017|
|Date of Origin: 05/12/2008|
|In Archive? 0|
Furman University uses evaluations of library faculty members as a basis for decisions concerning salary increases. In conjunction with other pertinent data, evaluations are also used in decisions about promotion, renewal of contract, non-renewal of contract, or termination.
Library faculty members at the Associate Librarian and Librarian rank shall be evaluated every other fall based on the two previous contract years. Library faculty members at the Instructor and Assistant Librarian rank shall be evaluated annually. Each library faculty member shall be evaluated on the bases of effective librarianship, professional activity, and institutional service. Also considered are devotion to duty, professional ethics, university citizenship, commitment to inclusivity and diversity, and, as appropriate, community service, and advising and mentoring.
1. Evaluation Criteria:
a. Effective librarianship is the most important criterion. Factors used to evaluate effective librarianship may include performance of primary work responsibilities, goals achieved, supervision of staff and student assistants, service on library committees, liaison responsibilities, collaboration and support of research and teaching, and a willingness to work with students, faculty, and staff.
b. Professional activity is judged on the basis of scholarly or creative activity (File 167.8) that may include: presentations; publications; exhibits; membership and leadership roles in professional societies; attendance at meetings, conferences, and webinars; grants written or received; and professional exchange with colleagues in other disciplines or at other institutions. Other factors to be considered are: development of new library initiatives and further study or projects designed to improve effectiveness as a librarian.
c. Institutional service includes significant service to the library as well as to the university at large. Library faculty will be evaluated on their performance of duties in support of the university, which could include committee work, student advising and mentoring, positions of responsibility, and assistance with university functions.
d. Devotion to duty, professional ethics, commitment to diversity and inclusivity, and university citizenship will be considered (Files 122.1, 137.8). The faculty member's participation in civic, political, cultural, and religious activities in the community may also be taken into account.
2. Evaluation Procedures:
a. Library faculty will be evaluated in the fall by the Assistant Director of their division or the Director of Libraries. Library faculty members at the Associate Librarian and Librarian rank shall be evaluated every other fall based on the two previous contract years. Library faculty members at the Instructor and Assistant Librarian rank shall be evaluated annually.
b. Library faculty in their first year at Furman will be evaluated formally after six months of employment by the Assistant Director of their division or the Director of Libraries.
c. Forms prepared by the Library Faculty will be used for the evaluation process. These will include the library faculty member's self-report as well as his or her supervisor’s evaluation.
d. The library faculty member shall have the opportunity to read his or her supervisor’s evaluation.
e. After completion of the evaluation process, The Director of Libraries will make merit recommendations to the Vice-President for Academic Affairs and Provost.
f. The evaluation of the Director of Libraries as a library faculty member shall be done by the Vice-President for Academic Affairs and Provost.