ULS FACULTY LIBRARIAN PEER REVIEW AND MENTORING Margarete Bower Chemistry Library

UNIVERSITY LIBRARY SYSTEM  Faculty Librarians  Master’s in Library Science required  Staff  No library degree required  Public services, technical services, and administrative support

MODELS FOR ACADEMIC LIBRARIANS  Full Faculty Status  Same review criteria and professional ranks as academic faculty  Tenure  Academic Status  Equally rigorous evaluation and review criteria  “Expectation of continuing employment”  Staff Status  Usually on a contract basis

Standards and Guidelines of the Association of College and Research Libraries (a division of the American Library Association) delinestopic.htm delinestopic.htm  Includes:  Guidelines for Academic Status for College and University Librarians  Standards for Faculty Status for College and University Librarians

OUTSIDE THE PEER REVIEW PROCESS  Search Committees  Annual Reviews  Librarian  Writes a self-assessment for previous year’s work and accomplishments  Job performance, professional development, service  Suggests goals for the coming year  Supervisor  Writes review letter  Provides guidance to librarian working toward the next peer review  Review meeting

ULS PEER REVIEW PROCESS Guidelines for Faculty Librarians: Appointment, Review, Promotion, and Appeal

FACULTY LIBRARIAN RANKS EXPECTATION STREAM  Librarian I  Entry level; no prior experience required; M.L.S. required  Librarian II  At least 3 years experience; demonstrated progress in job  Librarian III  At least 3 years as Librarian II; consistent high-level accomplishment; evidence of continuing growth  Librarian IV ( optional )  At least 3 years as Librarian III; performance exceeds standards for Librarian III; authoritative knowledge; superior professional leadership and contributions

NON-EXPECTATION STREAM LIBRARIANS  Temporary Appointments  Special Projects

PEER REVIEW SCHEDULE  Appointment – Peer review if “expectation” is granted with appointment  Third-year review – Reappointment and promotion from Librarian I to II  Sixth-year review – Expectation of Continuing Employment and promotion to Librarian III  Promotional review to Librarian IV – At least 3 years after Librarian III (optional review)

PEER REVIEW COMMITTEE (PRC)  Nine members  Two-years terms  Alternate electing five members and four  All have “Expectation of Continuing Employment”

REVIEW CRITERIA  Credentials – degree, time of service in position  Job Performance  Professional development and contributions  Service

REVIEW MATERIALS  Faculty librarian’s dossier  Resume  Job descriptions  Personal narrative statement  Examples of work done  Unsolicited letters from faculty, colleagues, etc.  Any other documentation supporting the review

 Administrative Personnel File - maintained in the director’s office  Resume  Job descriptions  Annual reviews  Supervisor’s letter  All review committee reports  Letters solicited by the review committee

 Outside evaluation letters  Solicited by the PRC  Librarian may suggest three names  “Internal” letters – from the University outside the ULS Evaluate librarian’s work and interactions  “External” letters – from ARL librarians if possible Evaluate professional contributions based on a packet of material sent by the PRC  Personal Interview – not done routinely

TWO-LEVEL REVIEW  Level I Committee (5 members)  Librarians with expectation  Same department or related jobs (excludes supervisors and supervisees)  Access to the librarian’s dossier  Report goes to the administrative file  Level II Committee  Full Peer Review Committee (excludes supervisors and supervisees)  Access to librarian’s dossier, administrative file, supervisor’s letter, Level I committee report, and any solicited evaluation letters  Report goes to the administrative file

 Committees can request further information or clarification from the librarian if needed  Review is based on:  Past accomplishments  Potential for meeting criteria for the next review  Potential for continued professional growth and contributions

KEY ROLES  Librarian  Be aware of timeline  Prepare the dossier  Write a narrative statement  Suggest names of outside reviewers if requested  Supervisor  Mentor librarian  Write evaluation letter for the review

 Chair of PRC  Manage the process for all reviews done  Consult with Director to set up review committees  Consult with Director to select outside evaluators  Solicit outside evaluation letters  PRC review coordinator  Member of PRC  Contact person for librarian, supervisor, and Level I committee  Write PRC report

 ULS Director  Approve Level I review committee selection  Approve outside evaluators  Receive Level I and Level II committee reports  Review the dossier and administrative file  Make a recommendation to the Provost

Schematic Process for a Sixth-Year Review Level I Dossier Level II Report Dossier Administrative File Supervisor letter Evaluation letters ULS Director Provost Report

MENTORING  Supervisor has primary responsibility  PRC Ad Hoc Mentoring Committee  PRC members who just finished their PRC term  One-year term  Open meetings  Review dossiers and narrative statements  Guidelines for dossiers and narrative statements  Writing and Speaking Support Group