The procedures described below are illustrative only and provide a
general overview of the annual faculty review process. The information
is intended to aid Library faculty in understanding the process and
not as a guarantee of procedure. Every situation is unique, which may
necessitate variations in procedure.
II. General Description
The objectives of the annual review process are that it be:
1. Understood by all participants.
2. Perceived as fair.
3. Regarded as an accurate assessmentof each faculty member's performance
in librarianship, professional service, scholarship/creative activity,
and program involvement.
Library faculty are expected to meet the specific expectations and
responsibilities detailed in their individual position descriptions
as well the general performance expectations developed for the programs
in which they participate (Cataloging, Collection Management, Instruction,
Faculty are also expected to participate actively in professional
service and scholarship/creative activity. The level of participation
will vary from individual, depending upon overall Library responsibilities,
professional goals, and personal interests.
III. Evaluation Process
A. Library faculty are evaluated annually by
the evaluation criteria developed for each of the programs in which
they have assigned responsibilities. Evaluations are based on the information
provided in the Faculty Activity Record and supplementary documentation.
B. The Faculty Activity Record (FAR) is an
important document that serves as an integral part of the evaluation
process. It records activities and program improvements and documents
how the year's goals were met. It also chronicles activities in a way
that will be useful in developing tenure and promotion dossiers.
Faculty Activity Records for the previous calendar year will be completed
and forwarded to the University Librarian by the end of the first week
in January. Copies of FARs will be made and distributed to relevant
C. Narrative evaluations will be written by
team leaders for faculty participating in the programs they oversee.
Narrative evaluations will:
a. Indicate the level of performance in the area for which faculty
have assigned responsibilites.
b. Assess both the QUALITY and QUANTITY of work.
c. Indicate whether performance expectations and goal were met.
d. Include, where appropriate, specific recommendations for improvement.
Team leaders will meet individually with faculty to discuss the narrative
evaluation and determine goals for the coming year.
D. The University Librarian will evaluate the
performance of team leaders, the collection management, faculty liaison,
and subject specific instruction performance of subject bibliographers,
and the professional service, scholarship/creative activities of all
faculty. She will meet individually with faculty to discuss the evaluations
and to finalize goals for the coming year.
E. Faculty will review and discuss their evaluations
with relevant team leaders and the University Librarian and will have
the opportunity to make a written response to the evaluation, should
they wish to do so.
F. A copy of the FAR and the written evaluation
are placed in the faculty member's personnel file. A copy of the written
evaluation will be forwarded to the Provost.
IV. Salary Increases
The Legislature allocates annually a percentage of the University's
budget for satisfactory performance increases. The amount varies from
year to year, but is most often between three and five percent. The
intent is that the money be used to reward satisfactory performance
rather than an across the board, cost of living increase. All faculty
whose performance was satisfactory during the previous year will receive
this increase. If an individual's performance was not satisfactory,
the University Librarian may recommend to the Provost that the satisfactory
performance increase not be awarded.
For the past several years, approximately one percent of the Library's
total faculty salary budget has been made available for merit salary
increases. The intent is that the money be used to reward meritorious
performance, which is defined as performance that exceeds expectations.
The amount of the merit salary increase that will be awarded to a
faculty member is determined by the University Librarian, in consultation
with the Provost, and is based on the overall performance of the faculty
member during the previous year.
The University allocates annually an amount of money to address faculty
salary equity. The amount and the procedure varies from year to year.
For the past three years, a formulaic approach has been used to determine
faculty salary equity. The formula includes numerous factors; the
most significant being market data supplied by the College and University
Personnel Association (CUPA), rank, number of years in rank, and highest
During the annual budgeting process, data indicating actual faculty
salary, market salary, formula salary, and plus/minus equity for each
faculty member is provided to the University Librarian. Whatever equity
money that is made available to the Library is then used to increase
the salaries of faculty whose salaries show a minus equity, assuming
their overall performance has been satisfactory. If an individual's
performance has not been satisfactory, the University Librarian may
recommend to the Provost that equity funds not be awarded.
In Spring 1995, the Faulty Senate Salary, Benefits, Budget, and Fiscal
Planning Committee was given the broad charge to, "Explore salary
schedules and other alternatives for determining starting salaries
and other compensations and make recommendations to the Faculty Senate."
A sub-charge of the Committee is to, "Identify the most reasonable
and comparative factors in making appropriate equity adjustments."
Depending upon the findings of the Committee and the recommendations
it makes to the Faculty Senate, the process for addressing faculty
salary equity may change.
State Legislature convenes and budgets for the various institutions
of higher education are presented.
Faculty Activity Records are completed and forwarded to the University
Librarian. Copies of the completed FAR's are made and forwarded to
relevant team leaders.
Narrative evaluations and suggested goals of the coming year are
drafted by team leaders and the University Librarian.
Team leaders and the University Librarian meet individually with
faculty to discuss the evaluations and to finalize goals.
Faculty wishing to provide written responses to the written evaluations
will do so before the end of February.
State Legislature concludes its work and budgets for the various
institutions of higher education are finalized.
Preliminary base budget amounts are determined and distributed to
each college and the Library.
University Librarian meets with the Provost to determine merit and
equity salary adjustments for Library faculty and staff.
University budgeting process concludes and the budgets of each of
the academic units is finalized.
Copies of faculty evaluations are forwarded to the Provost.
Human Resources Department forwards to the Library copies of faculty
and staff "contracts" for the coming year, which includes
salary and benefit information.
"Contracts" are distributed to faculty and staff.