This section has information for tenure-track (non-instructional) library faculty evaluation processes.
Note: Information for tenure-track instructional faculty is contained in a separate section.
Tenure-Track Library Faculty (Asst. or Senior Asst. Librarian)
As part of the retention, tenure, and promotion processes, tenure-track library faculty (senior assistant librarian) are reviewed annually until the point of review for tenure and promotion to associate librarian. For the odd-numbered years (Years 1, 3 and 5), tenure-track library faculty receive a periodic review to receive formative feedback on their file and progress towards tenure. The periodic review takes place at about the start of the third week of the spring term. It is reviewed by the library peer committee and the university library dean. The file for the periodic review for tenure-track library faculty does not require evidence for each of the accomplishments to be uploaded for consideration.
Interfolio Instructions for Tenure-Track Library Faculty Periodic Review
Another important part of the retention, tenure, and promotion processes for tenure-track library faculty (senior assistant librarians) is the performance review. Performance reviews are generally conducted for the even numbered years (Years 2, 4, and 6). These reviews are typically scheduled during early to mid-fall term. The performance review file is reviewed by the library peer committee, the university library dean, and the provost. The 6th year performance review is for consideration for tenure and promotion to associate librarian. Those tenure-track library faculty who were hired with one-to-two years of service credit towards tenure have a shorter time to the tenure and promotion review accordingly. Tenure-track library faculty wishing to be considered for early tenure and promotion to associate librarian should consult with the Faculty Handbook for criteria and notify the University Library Dean’s Office of their intent to be reviewed earlier than the normal timeline.
This section has information for tenured (non-instructional) library faculty evaluation processes. The term tenured library faculty is also interchangeable with the terms “associate librarian” or “full librarian” or “permanent librarian” as used in the collective bargaining agreement and faculty handbook.
Note: Information for tenured instructional faculty is contained in a separate section.
Interfolio Instructions for Tenure-Track Library Faculty Performance Reviews
Tenured (Associate or Full Librarian)
This section has information for tenured (non-instructional) library faculty evaluation processes. The term tenured library faculty is also interchangeable with the terms “associate librarian” or “full librarian” because these library faculty have already earned tenure.
As part of the retention, tenure, and promotion processes, tenured library faculty (associate and full librarians) are reviewed every five years. For associate librarians wishing to be considered for promotion to full librarian, please see the performance review section below. The periodic review for tenured library faculty is intended to provide ongoing feedback on their librarian performance, professional achievements, and contributions to the university. The periodic review takes place at about the start of the third week of the spring term. It is reviewed by the library peer committee and the university library dean. The file for the periodic review for tenured library faculty does not require evidence for each of the accomplishments to be uploaded for consideration.
For associate librarians who are ready to submit a file for consideration for promotion to full librarian, a performance review (complete with evidence) is required. Performance reviews for consideration for promotion to full librarian are typically conducted five years after tenure and promotion to associate librarian. If an associate librarian does not wish to be considered at year five, they would submit a periodic review. The associate librarian could opt to submit a file the following year or years after that. It is incumbent upon the faculty to notify the dean’s office when they would like to submit their file. Performance reviews are typically scheduled during mid-fall term. The performance review file is reviewed by the library peer committee, university library dean, and provost.
Interfolio Instructions for Tenured Library Faculty Performance Reviews
Temporary Library Faculty
This section has information for temporary (non-instructional) library faculty evaluation processes. The term “temporary library faculty” is meant to be inclusive of those library faculty on a temporary appointment who support colleges as liaisons, provide student support, or work in collections and archives. The educational performance of these types of temporary library faculty assignments, while different, must be reviewed.
As part of the appointment and retention processes, temporary library faculty are reviewed at different frequencies based on the type of appointment. Temporary library faculty with one-year appointments are reviewed annually, prior to another one year or initial three-year appointment. Temporary library faculty with three-year appointments are reviewed every three years, prior to a subsequent three-year appointment being offered. These evaluations are designed so that peers and administrators can determine if the temporary library faculty is doing their job satisfactorily and meeting the needs of students.
Interfolio Instructions for Temporary Library Faculty Periodic Review
Temporary library faculty are eligible for review for a range elevation (pay increase) if:
- they have no more service-based salary increases (SSI) eligibility and have served five years in their current range.
- In addition, temporary librarian faculty unit employees who have not exhausted SSI eligibility by the beginning of the academic year may qualify for eligibility for range elevation based on sufficient full-time adjusted service (FTAS). FTAS is defined as the average time base (FTE) worked over the year, divided by 0.8, and up to a maximum of 1.0 for that year.
For individuals working in more than one department at a campus, eligibility is determined separately for each department. FTAS should be added up for every year from the point where the faculty member entered the current range. Individuals with six or more years of FTAS in their current range as of the beginning of the academic year shall be eligible for range elevation review.
The FTAS process to apply for range elevation will remain in effect through the conclusion of the current collective bargaining agreement on June 30, 2024, and will apply to academic and fiscal years 2021/2022, 2022/2023, and 2023/2024. Eligibility for range elevation via FTAS will continue to be based on FTAS earned by the conclusion of the prior Spring semester.
Applications for range elevation should include evidence of professional librarian responsibilities as well as evidence of currency in the faculty member's field reflective of the entire time the faculty has been in the current range (5-6 years or more.)
A terminal degree will be considered a requirement for consideration of elevation to ranges C or D if appropriate to the faculty member’s assignment, based on the faculty member's performance of the essential duties of the position, and if specified as a requirement for employment in the faculty member's appointment letter.
Interfolio Instructions for Temporary Library Faculty Range Elevation Reviews