Senate
(As approved, click here)
TO: Fort Wayne Senate
FROM: Faculty Affairs Committee
Elaine Blakemore, Chair
SUBJECT: Proposed amendments to SD 90-3 (Criteria for Librarian Promotion and Tenure)
DATE: January 22, 2003
Whereas, changes have occurred in the Indiana University Librarians’ Library Faculty Handbook and in the Indiana University Academic Handbook in the criteria for promotion and tenure for librarians since SD 90-3 was approved; and
Whereas, The Library Council and the Senate Faculty Affairs Committee have approved the attached changes to SD 90-3;
Be it Resolved, that the Senate approve the SD 90-3 as modified.
Approving Not
Approving Absent
L. Beineke
E. Blakemore
M. Codispoti
S. Hannah
S. Hartman
D. Oberstar
N. Younis
TO: Faculty
Affairs Committee
and
Fort Wayne Senate
FROM: Library Council,
Ken
Balthaser, Chair
DATE: November 22, 2002
SUBJECT: Proposed amendments to SD 90-3 (Criteria for Librarian Promotion
and Tenure for Librarians)
DISPOSITION: To the Presiding Officer for implementation
Whereas, changes have occurred in
the Indiana University Librarians' Library Faculty Handbook and in the
Indiana University Academic Handbook in the criteria for promotion and
tenure for librarians since SD 90-3 was approved; and
Whereas, it was necessary for the
Library Council to incorporate those changes into SD 90-3;
Be it Resolved, that the Senate
approve the following changes to SD 90-3.
Library Council:
Approving Disapproving
T. Adkins
S. Arvin
M. Baden
K. Balthaser
M. Codispoti
L. Griffin
P. Sandstrom
S. Skekloff
C. Truesdell
J. Violette
Senate Document SD 90-3
(Supersedes SD 88-40)
(Approved, 10/8/1990)
CRITERIA FOR LIBRARIAN PROMOTION AND TENURE FOR
LIBRARIANS
Senate Document SD 90-3
Approved 10/8/1990
The Authority for Library Tenure and
Librarian Ranks (delete
underline)
Library tenure is granted to librarians
at Indiana University based on the authority of a statement approved by the
Board of Trustees on June 30, 1972 which reads, in part, "a person
appointed as a professional librarian (delete underline)in the Indiana University Library System shall have Library
(delete underline) tenure after the same probationary period that is
applicable to the faculty." Also, the Academic Handbook of Indiana
University states that "full-time librarians are appointed in ranks
analogous to and modeled on faculty ranks. These are: Librarian, Associate
Librarian, Assistant Librarian, and Affiliate Librarian. The status of
librarians holding titles under this rank system is closely analogous to that
of full-time faculty." titles for librarians are: "Librarian,
Associate Librarian, and Assistant Librarian" (pg. 59).
Indiana University distinguishes
between faculty and librarians in the granting of tenure and in the ranks which
librarians hold. The university also recognizes that there are differences in
the nature of the professional duties of librarians and faculty by establishing
different criteria for librarians' promotion and tenure. The
criteria upon which librarians in the and approved by the I.U. library
faculty, March, 1989.
LIBRARIAN TENURE
The Principle of Tenure for Librarians (delete underline)
The principle of tenure imposes
reciprocal responsibilities on the university as a body politic and on the
librarian. The university has the responsibility of maintaining the principles
of academic freedom. To discharge this responsibility the university provides
tenure in order that librarians may be secure In their
professional work. The librarian is obligated to maintain high standards of
professional conduct, research and creativity, and performance in the
development and organization of library services and in the communication of
information and knowledge to others.
Criteria for Tenure (delete underline)
After the appropriate probationary
period, tenure shall be granted to those faculty members whose professional
characteristics indicate they will continue to serve with distinction in their
appointed roles. Tenure considerations must take into account the mission of
the particular unit and the individual librarian's contribution to that
mission. The balanced case (see UFC
Circular U13-94) will not compromise current criteria for performance and may
be applied only to professional development and service. A candidate for tenure should excel in
performance and be satisfactory in the following two categories: professional
development and service.
1.
Professional development
2.
Service
Criteria (delete underline) for
Promotion
The criteria for promotion are (1)
performance, (2) professional development, and (3) service. Promotion considerations
must take into account differences in mission among campuses, among schools
within some campuses and individual librarian's contributions to the
school/campus mission. The relative weight attached to the criteria above must
vary accordingly. Promotion to any rank is a recognition
of achievement in the present rank and a confidence that the individual is
capable of greater responsibilities and accomplishments. The balanced case (see UFC Circular
U13-94) will not compromise current criteria for performance and may be applied
only to professional development and service.
Performance (delete underline)
A librarian must be, first and
foremost, an effective librarian in the position held at Indiana University.
The quality of performance is admittedly difficult to evaluate. This evaluation
is so important that recommendations for an individual's promotion should
include evidence drawn from such sources as supervisor evaluations and others
who have been closely associated with his or her performance or in some other
capacity.
Professional Development (delete underline)
A librarian who is responsive to the
demands of the profession must make contributions through professional
development.
Evidence of professional development
MAY include: list of memberships in professional associations (including
dates); evidence of post-MLS education; copies of conference papers or
lectures; documentation of panel participation at conferences; copies of
research and/or creative publications; summary of fellowships, grants, awards,
and/or other special honors; other evidence of professional development.
The candidate should demonstrate a
definite continuing program of professional development. Quality of
contribution is considered more important than mere quantity.
Service (delete underline)
The librarian is expected to assume
service responsibilities. Fulfilling these obligations enhances the value of
the librarian as a member of the university and library community.
Evidence of service MAY include: list
of service on library committees (for all lists of committee or organizational
service, include a summary of activities and an explanation of the candidate's
contribution); list of service on university committees; list of service on
regional and/or state professional or scholarly organizations; list of service
in national and/or international professional or scholarly organizations; list
of community service; copies of conference and/or workshop
programs (include only pages of direct
relevance); documentation of teaching activities performed for departments or
agencies outside the library; summary of professional consulting projects
(include reports or brief descriptions); other evidence of service.
The evaluation of the service should be
in terms of the effectiveness with which the service is performed, its relation
to the general welfare of the university, and its effect on the development of
the individual foremost as a librarian as well as a member of the university
community. As in professional development, the quality of contribution is
considered more important than mere quantity.
Promotion in Rank (delete underline)
When considered for promotion the
individual should be assessed in regard to all three criteria from the preceding
section. Favorable actions should result when the individual has demonstrated a
level of competence or distinction appropriate to the proposed rank. Failure to
promote may result from unsatisfactory performance in other areas.
It shall be the privilege of any
librarian to submit a recommendation for the promotion of any librarian,
including one's self.
From Affiliate Librarian to Assistant
Librarian
This promotion usually is based
primarily on evidence of good performance. A promising beginning of professional
development and service are expected.
From Assistant Librarian to Associate
Librarian (delete
underline)
Excellent performance is the primary
criterion and must exceed the requirements of operational standards. Professional
development and service are secondary criteria. The candidate must show
continued improvement beyond the satisfactory level in one and be
satisfactory in the other.
If professional development is the
secondary criterion, the librarian should be responsive to the demands of one's
profession by contributing through professional development.
If service to the libraries,
university, profession or community is the secondary criterion, it should be
discharged with merit and should reflect favorable on the university and the
libraries.
From Associate Librarian to Librarian (delete underline)
Superior performance is the primary
criterion. The candidate must show evidence of performance that is achieved
by few others at Indiana University.
This promotion is based upon achievement beyond the level required
for the rank of associate librarian.
If professional development is the
secondary criterion, the librarian must show a continued significant
contribution at the state, regional, or national, or international
level.
If service is the secondary criterion,
the librarian must show a continued significant contribution at the community,
state, regional, or national, or international level.
Performance in the third area must be
at least satisfactory.
Visiting Appointments
The term visiting is used in instances
where, (1) an individual is on leave from another place of employment, or (2)
an individual is employed on a temporary basis. The individual may be engaged
in full-time or part-time duties at Indiana University. Although an individual
may be reappointed as a visiting appointee, the title is not normally used for
more than two consecutive years.
This is not a tenure track
appointment. The visiting appointee may not enjoy all the rights and privileges
of full-time appointees – such as voting rights; eligibility for Faculty
Council membership; sabbatical leaves; and access to research, travel, or other
special funds reserved for full-time faculty.
The university is not obligated to
count service as a visiting appointee as credit toward tenure if the
appointment is later changed to a regular appointment, but exceptions may be
made in regular accordance with the procedures used by the university in making
regular academic appointments.
Adjunct Appointment (non-tenure track)
This title is used when the status
conferred by such a title is deemed important and in a variety of circumstances
ranging from those in which the appointees are contributing their services
gratis, for a limited period and on a part-time basis, to other cases in which
the appointees are compensated for part of their time.
This is not a tenure track
appointment.
Part-time Appointments (non-tenure track)
Individuals holding these positions
devote only part of their time to the duties of a librarian. They may also be
gainfully employed in other activities, either with Indiana University or
elsewhere. Thus a full-time employee of Indiana University may still be a
part-time librarian. A part-time appointee is also appointed at the rank which
would be given were that individual being considered for a full-time position.
When an individual is employed in such part-time on a continuing or recurrent
basis, promotion in rank must go through normal procedures of that unit of the
library.
This is not a tenure track
appointment.