Quality of performance in the area of the librarian’s assigned responsibility is the most important and essential criterion for promotion in rank and continuing contract. Performance is defined as the fulfillment of the responsibilities of the librarian’s primary assignment and growth beyond the minimum requirements of that assignment. The ability to carry out competently and independently the full range of library functions pertaining to the librarian’s particular assignment must be demonstrated and confirmed through assessment. In addition, certain characteristics are common to the evaluation of the job performance of every librarian regardless of rank.
Factors that may be considered in evaluating the performance of primary responsibilities include, but are not limited to, the following:
- Consistency of performance;
- Ability to innovate (particularly, development of high quality innovative services); initiative;
- Planning, organization, and implementation of positional and professional responsibilities;
- Leadership in addressing current issues and future trends in areas of expertise; effective organizational skills;
- Constructive response to criticism and suggestions;
- Dependability, accuracy, and the ability to relate job functions to the more general goals of the Libraries and the University;
- Professional commitment; adaptability and flexibility in approaching situations and individuals;
- Effective communication skills;
- Sound judgment and quality of decision making;
- Creative approaches to problem solving; and leadership.
If an area of the librarian’s assigned responsibility is teaching, the librarian’s ability and effectiveness as a teacher of workshops, credit and/or non-credit courses, and course-related or independent instruction is based upon qualifications found in the Miami University Libraries Teaching Evaluation Plan (See Appendix I.).
Evidence of growth beyond the minimum requirements of the primary assignment may be indicated by, but is not limited to, the following:
- Willingness and ability to take on new or more complex responsibilities, e.g., assuming a responsibility at the request of one’s supervisor or offering to take on a responsibility which would benefit the department and library.
- Meaningful participation in departmental or library-wide goal setting, e.g. offering constructive suggestions and analysis in meetings; showing willingness to assist in implementation of decisions; active participation in library committees, teams, clusters, or other groups; and library initiatives.
- Initiating new projects, procedures, or services which contribute to departmental or library goals, e.g. development of a new procedure that facilitates the processing of materials.
- Attainment of a specific job-related goal such as:
- Continuing education activities, e.g., participation in a non-degree program through formal courses;
- Completion of an advanced degree or certificate in an academic discipline;
- Acquisition of job-related skills, e.g., foreign language, statistical analysis, computer programming, or scripting.