HBCU LIBRARY ALLIANCE LEADERSHIP INSTITUTE
PROJECT
PERFORMANCE APPRAISAL INSTRUMENT
for
LIBRARIANS @ NORTH CAROLINA CENTRAL
UNIVERSITY
Presenters
Theodosia T. Shields, Ph. D.
Victoria Silver, Librarian
April 4 - 8, 2008
Morehouse College Leadership Center
ABSTRACT
Librarians at North Carolina Central University are
considered EPA (Exempt from State Personnel Act) nonfaculty. Currently, the library faculty are subject to an
annual performance review conducted by the Director of
Library Services. The instrument used for this review is the
NCCU Faculty Workplan. This workplan is designed to
assess the duties and responsibilities of the teaching
faculty. Upon review and research, librarians at NCCU will
develop an instrument that will more adequately assess the
duties and responsibilities of exempt non-faculty. This
presentation will highlight the steps used in developing this
instrument.
FACULTY WORKPLAN
HBCU PROJECT MEETING
•
Dr. Shields and Victoria’s strategy meeting
•
Discussed Topics
Session 1
•
HBCU Alliance Library Project
Supervisors and Department Heads
•
Handouts
Faculty Evaluation Forms
Duke, N.C. State, UNC, NCCU
•
Reading Assignment
Beliefs About Performance Appraisals
G. Edwards Evans, A How-To-Do-It Manual for Librarians, Performance
Management and Appraisal
Library Performance, A Case Study
Junlin Pan, Northern llinois University, U.S. and Gaoyin Qian, City
University of New York, U.S.
Session 2
•
Attendance
Dr. Shields, Victoria and Nine Librarians
•
Ice Breaker Exercise
•
Discussed pros and cons of the performance
appraisal
•
Presentations
Recorder, Flip Chart, Discussion
SUGGESTED CRITERIA
Knowledge/Technical
Knowledge/Job Knowledge
Quality of Work/Quantity of Work
Decision-Making
Accountability
Cooperation/Working Relationship
Initiative/Dependability
SUGGESTED CRITERIA
Professional Responsibility
Communication/Oral/Team-Working
Leadership/Administration
Leadership Self-Development
Teaching
Organization Planning
Research
Customer Service
Session 3 – Working Lunch
• Recap of Session 2
• Presentations
• Team-Building Exercise
Break-Out Session
•
Two Groups
Odd Numbers
Even Numbers
•
Criteria
•
Ratings
Criteria –Even Number Group
•Knowledge
Communication Skills
•Teamwork
Productivity
•Accountability
•Leadership
Problem Solving/Decision-Making
RATINGS
Outstanding
Very Good
Good
Marginal
Deficient
Criteria – Odd Number Group
•Job Knowledge
•Quality of Work
•Accountability
Professionalism
Initiative/Leadership
Management
•Customer Service
Professional Development
•Working Relationship/Teamwork
RATINGS
Outstanding
Very Good
Good
Fair
Poor
SESSION 4
FINAL CRITERIA and RATINGS
CUSTOMER SERIVCE – provide prompt and friendly service to internal and
external customers.
JOB KNOWLEDGE – degree to which the employee understands the job
elements required to perform work assignments properly.
TEAM WORK/WORKING RELATIONSHIP – maintains harmonious working
relations, support and respect of others.
.
MANAGEMENT (if applicable) - employees supervised demonstrate productivity,
competence and high morale.
INSTRUCTIONAL SERVICE (if applicable) – provides users with the skills and
knowledge necessary to locate and extract the information they need as students
and long-life learners.
CRITERIA
QUALITY of WORK - thoroughness, accuracy and dependability of work
results. Performs assigned duties accurately and thoroughly with only minimal
errors.
QUANTITY of WORK – amount of work accomplished in relations to the
workload in a given period of time.
LEADERSHIP - effectively makes decisions within scope of assigned position,
and uses resources wisely.
ACCOUNTABILITY – takes responsibility for fulfilling job duties.
PROFESSIONAL DEVELOPMENT – demonstrates commitment to maintaining
a high level of professional awareness; participates in professional activities
and/or academic community activities as appropriate.
RATINGS
OUTSTANDING
Highest level of performance; this rating is given to any employee
who consistently does far more than expected for the position.
(i.e. Provides leadership, fosters teamwork, highly productive,
innovative, responsive and generates top quality work for NCCU).
VERY GOOD
Performance consistently meets the requirement standards, or
objectives of the job. (i.e. Shows initiative and versatility,
works collaboratively, has strong technical & interpersonal
skills or has achieved significant improvement in these areas).
RATINGS
GOOD
Meets all the relevant job performance standards.
(i.e. Meets standards on a consistently basis).
MARGINAL
Employee generally is doing the job at a minimal level, and
improvement is needed to fully meet expectations. (i.e.
Seldom exceeds and often falls short of desired results).
POOR
Performance fails to meet the defined expectations at the level
expected for employees. (i.e. Performance is consistently below
requirements and meets few or none of the standards/objectives).
WHAT’S NEXT
Draft Document
Self-Evaluation
Submitted to Provost for
approval
QUESTIONS???