ANNUAL FACULTY EVALUATION PROCESS
IN THE UNIVERSITY LIBRARIES
I.
Basis of Evaluation
A. Each faculty member is responsible for having a thorough knowledge of the
applicable sections of the Faculty Handbook and the Records Retention Policy. The
annual faculty evaluation process is the basis of management decisions with respect
to reappointment, mid-tenure, tenure, promotion, and merit increments.
B. All faculty are evaluated during the spring semester using the standard Affirmative
Action Plan Evaluation Form. Requests for weightings other than 60-30-10 must be
approved by the Dean at the beginning of the evaluation year. Link to form: Request
for Change in AAP Weighting Factors. Requests for changes must be submitted by
the first week in January.
C. Each faculty member is responsible for inputting their professional data, goals, and
activities for the calendar year into the Digital Measures software and printing a
copy for their supervisor and library administration. Updated information must be
completed before annual evaluations each year. Only that part of the Annual Faculty
Report (AFR) which concerns the year under consideration is used in the
Affirmative Action Plan (AAP) and supervisory evaluation process.
D. The annual (calendar year) evaluation is based on a number of important activities
and factors including, but not limited, to the following:
1. the faculty member's job responsibilities, goals, and the accomplishment of
these goals;
2. the evaluation of activities in the areas of job performance, professional
development, research, and scholarly activity;
3. service to the University; and
4. subjective criteria such as productivity, communication ability, adaptability,
use of technology, rapport with others, and the like.
E. As part of his/her annual evaluation, each faculty member is required to have the
following documents to present to their supervisor:
1. Annual goals statement, using Digital Measures, correlating to the
departmental goals, and/or libraries objectives. These statements should
include action plans for meeting each goal.
2. The appropriate Digital Measures documentation of activities.
3. A completed AAP Self-evaluation Form: Self-Evaluation Fillable Form
F. Each faculty member assumes the responsibility of scheduling a meeting with his or
her supervisor for the purpose of coming to agreement on the goals and action plans.
When librarians have more than one supervisor, the Dean will name one as primary
supervisor. Goal Statements will be sent with the Supervisor’s Evaluation to the
appropriate library administrator.
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G. When necessary, the supervisor may schedule a mid-year or more frequent meeting
to review progress and discuss possible modifications in goals and action plans.
Anytime such a discussion occurs, the supervisor will write a summary of the
meeting, which both the librarian and the primary supervisor will sign, date, and
send to the appropriate library administrator. The evaluated librarian may attach a
written comment, if there is a disagreement with the supervisor’s summary. These
statements are incorporated in the AFR.
II.
Job Performance
Levels of job performance are graded on a scale of 0-10 for each of the categories used in
the Affirmative Action Plan (AAP). The following definitions describe the interpretation
to be used:
Performance is exemplary, exceeds requirements, and obtains
the best possible results as measured against national
professional standards.
Performance consistently fulfills requirements; work is
frequently beyond that expected as measured against national
professional standards.
10
Excellent
7.5
Very good
5.0
Adequate
Performance is consistently adequate and satisfactory, as
measured against national professional standards.
2.5
Needs
improvement
Performance occasionally meets requirements; while work is
not totally unacceptable, performance is below that which is
expected as measured against national professional standards.
1.0
Unsatisfactory
Performance is consistently unacceptable; seldom meets
position requirements; exhibits major performance problems as
measured against national professional standards.
No
performance
Position requirements are not met.
0
III. Professional Development and University Service Activities
A. The list of professional development and University service activities listed in the
Faculty Handbook and on the Self-Evaluation Form is not intended to be inclusive.
Other activities may be added as agreed upon by faculty and the appropriate
administrator. Activity levels and points listed are suggestions and are not binding.
While criteria are not cumulative, additional activities or the quality and substance
of a single activity may justify a higher level. An activity or accomplishment may
only be counted in one category unless there are clearly delineated multiple
components.
B. Proper documentation of activities, showing the level of participation, is the
responsibility of the reviewee. Itemizing and characterizing the activities at the
appropriate level is beneficial to the reviewee, so that a fair evaluation can be made.
Quantity/quality of work completed will determine the number of points awarded.
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The philosophy behind this documentation is that of professional achievement, as
expressed by professional organizations.
C. The faculty member should read and sign the AAP evaluation form. If the faculty
member wishes to prepare a written rebuttal of the AAP evaluation, it should be
submitted within ten days directly to the Dean of University Libraries to become a
part of the permanent file.
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