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EVALUATION CRITERIA: TEAM LEADERS

OVERVIEW

To ensure that the programs they oversee effectively serve the needs of the Library and the University, team leaders will meet the specific expectations and responsibilities detailed in their individual position descriptions as well as the performance expectations developed for the areas they oversee. (Performance expectations for Collection Management, Instruction, and Reference & Information Services are detailed in the Performance Expectations documents developed for each of these programs.)

Team leaders are evaluated by both the evaluation criteria developed for {faculty} members of their respective teams and by the following additional criteria:

I.       KNOWLEDGE OF ROLE

To meet their responsibilities, team leaders will possess expert knowledge of the current theories, issues, and practices associated with the programs they oversee. Their advice and counsel is sought and they willingly share their expertise.

To function effectively as members of the WSU faculty, team leaders must understand the rights and responsibilities of their faculty status, as described in the University's Policies & Procedures Manual and the WSU Faculty Handbook. They are expected to fulfill the responsibilities of their positions in an ethical, professional manner.

II.      LEADERSHIP

Team leaders are expected to articulate and support the values of higher education, the mission and goals of the University, the Library, and the programs they oversee. They must have a vision of what the Library and their programs should be and be able to articulate that vision to others. Team leaders will create an environment within their teams that is conducive to accomplishing Library and team goals. They initiate ideas and projects, involve team members in the decision making process, and work with the team to constructively resolve problems.  They treat others with respect and serve as role models. They are sensitive to team members' needs and help members of the team to accomplish their goals and maximize their potential.

III.    MANAGEMENT

          A.       Planning

To develop goals and objectives for the programs they oversee, team leaders will identify available options for achieving goals, choose wisely among the options, involve team members in the planning process, and promote and develop support for plans. They will also ensure that the goals and objectives developed by the team are consistent with the Library's strategic goals and objectives, and will share team goals with other team leaders.

To meet their various responsibilities, team leaders will consistently demonstrate a positive work ethic and employ excellent planning and time management skills.

        B.         Communicating

To function effectively in their role as team leader, team leaders will demonstrate excellent interpersonal and communication skills and consistently approach issues in a collegial, problem-solving manner.

      C.         Organizing

Team leaders will develop, codify, and communicate team policies and procedures and assist in the development of Library policies and procedures. They participate in hiring, training, and evaluating team members and delegate appropriate responsibilities and tasks to team members.

        D.         Overseeing

To ensure that policies, procedures, laws, and regulations are followed, and that goals are accomplished, team leaders will effectively allocate available resources.

        E.         Evaluating

To ensure effective performance, team leaders will evaluate programs, policies, procedures, and performance. They will work with team members to set meaningful, achievable, and accountable goals. Personnel evaluation will be accurate, fair, and consistent.

 

METHOD OF EVALUATION

Criterion 1, 2, and 3 are evaluated by the University Librarian by examining information contained in the Faculty Activities Report and Team Annual Reports, by direct observation, and by input received from team members, other team leaders, and relevant members of the Library and University community.

The University Librarian regularly attends team and Library Council meetings, which afford additional opportunities to assess the knowledge, skills, and performance of team leaders.

The evaluation of team leaders focuses, whenever possible, on accomplishments and takes into consideration the accomplishments of the team as well as the contributions made by the team leader. Output measures will be used wherever they effectively document accomplishments.

The University Librarian maintains a file of notes on input received from team members, faculty, and colleagues, and on direct observations and meets regularly with team leaders to discuss these inputs and observations. The frequency of the meetings vary, depending upon need.

The University Librarian summarizes the results of these observations and discussion in an annual written review.

(The above evaluation criteria was reviewed and agreed to by Team Leaders, 11/21/95)

Updated December 14, 2004 . Please send comments to Ludwig Possie Web Administrator.
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