Promotion and Tenure Workshop May 2005

1. Promotion and Tenure Workshop May 2005 PURPOSE CRITERIA Lou Malcomb 5/2005 malcomb@indiana.edu

2. Role of Tenure in Academic Libraries   The principle of tenure imposes reciprocal responsibilities on the University as a body politic and on the faculty member and librarian. To that end the University provides academic freedom and economic security, which are implicit in the principle of tenure…. Librarians, on their part, are obligated to maintain high standards of professional service, research and creativity, and performance in the development of library services and the communication of information and knowledge to others. (Indiana University Academic Handbook, 2001, p.63).

3. Principles for promotion and tenure of librarians • A librarian in the academic community is responsible for the collection and dissemination of information and materials and for services in support of the teaching, research, and general learning functions of the University. • A librarian is obligated to keep abreast of the latest developments in the profession and with processes and services to improve library service. Indiana University expects that a librarian will, first and foremost, excel in the position held at Indiana University. Librarians who excel will want to share their accomplishments with others through professional activities.

4. General criteria for tenure Tenure shall be granted to those librarians whose professional characteristics indicate they will continue to serve with distinction in their appointed roles. • A candidate for tenure must • excel in performance • be satisfactory in the areas of professional development, research and/or creativity, and service. Criteria for the assessment of each area are found in sections F, G, and H of the Library Faculty Handbook.

5. General criteria for Promotion Promotion to any rank is a recognition of past achievement and a sign of confidence that the individual is capable of greater responsibilities and accomplishments. Criteria for the assessment of each area are found in sections F, G, and H of the Library Faculty Handbook.

6. Criteria for assessment of performance Excellent. The librarian rated excellent is proficient in the performance of professional responsibilities. There is evidence that the librarian thinks critically about his or her area of responsibility. The librarian uses professional experience, knowledge of appropriate research, and creativity to solve problems, improve services, and innovate. There is evidence of demonstrated impact on identified constituencies, the libraries, the specific campus, or the university.

7. Professional development, research and/or creativity • Satisfactory. The librarian rated satisfactory demonstrates a definite continuing program of relevant professional development. • Beyond satisfactory.The librarian who has progressed beyond satisfactory demonstrates a definite continuing program of relevant professional development, marked by some degree of continuity and connection between individual activities. • Excellent. The librarian rated excellent demonstrates a definite continuing program of relevant professional development, marked by focused pursuit of professional expertise and significant scholarly contributions. The librarian must demonstrate evidence of distinguished contributions to the university, profession, or community. Quality is considered more important than mere quantity.

8. Criteria for assessment of service • Satisfactory: demonstrates a definite continuing commitment to service that reflects favorably on the university and the libraries. • Beyond satisfactory: demonstrates a definite continuing commitment to service that reflects favorably on the university and the libraries, marked by increased levels of responsibility. • Excellent: demonstrates a definite continuing commitment to service that reflects favorably on the university and the libraries, marked by a high level of responsibility and significant impact. The librarian must demonstrate evidence of distinguished contributions to the university, profession, or community. Quality is considered more important than mere quantity.

9. PROMOTION v. Tenure Remember from earlier slide: Promotion to any rank is a recognition of past achievement and a sign of confidence that the individual is capable of greater responsibilities and accomplishments.

10. Promotion from Affiliate Librarian to Assistant Librarian • This promotion is based primarily on evidence of excellent performance. • A promising beginning of professional development, research and/or creativity and service is expected.

11. Promotion from Assistant Librarian to Associate Librarian Excellent performance is the primary criterion. Professional development, research and/or creativity and service are secondary criteria. The candidate must demonstrate continued improvement beyond the satisfactory level in one and be satisfactory in the other.

12. Promotion from Associate Librarian to Librarian Promotion is based upon achievement beyond the level required for associate librarian.  The librarian must demonstrate exceptional achievements in performance.  Professional development, research and/or creativity and service are secondary criteria. The librarian must demonstrate excellence in one of the two areas and be at least satisfactory in the other area. The librarian’s performance and contributions to the secondary area must be carefully documented so that the quality is unquestionable and extraordinary in relation to peers.

13. The balanced case • In exceptional cases, a librarian may be tenured or promoted based on excellent performance and a presentation of balanced strengths across the other two areas of professional development, research and/or creativity, and service. In such cases, where neither of these two areas reaches the appropriate level of distinction when considered separately, the consideration of the two areas together show a level of distinction appropriate to the rank under review. The balanced case may be particularly suitable for librarians whose professional development, research and/or creativity and service activities are very closely intertwined. • The balanced case (see UFC Circular U13-94) will not compromise current criteria for performance and may be applied only to professional development, research, and/or creativity and service. Criteria for the assessment of each area are found in section E. of the Library Faculty Handbook.

14. DOES your Dossier present the Evidence?