CALVIN BOYER, UNIVERSITY LIBRARIAN
SUSAN RUSSELL, CHAIR, LAUC-I
COLLETTE FORD, CHAIR, LIBRARY REVIEW COMMITTEE


RE: Statement of Criteria - Advancement to Librarian, Step V
Documentation for Advancement, Librarian, Step IV

I have received and reviewed your comments regarding the proposed statement for advancement to Librarian, Step V, and the question of the appropriate documentation for advancement to Librarian, Step IV. I am in agreement that the LAUC document "Criteria for Advancement to Librarian, Step V" be adopted effective January 1, 1990.

With the adoption of the "Criteria," I am in agreement with you, effective with the current review cycle, that advancement from Librarian, Step III to Step IV, should be considered a normal merit increase requiring documentation only since the last merit increase. I also recommend it is appropriate to use the "Short Form" in preparing such files. The Form has been modified to reflect this revision.

If you have any questions about this memo, please contact Ginger Birkholm, Officer of Academic Personnel, extension 5103.


William H. Parker
Associate Executive Vice Chancellor

WHP:BLR:mkw

Attachment

cc:Barbara Davia
Ann Rimmer/

bcc: AP

Xc: LAUC-I Academic Librarianship Committee

Librarians whose careers and continuing achievements can be regarded as distinguished are elibible for advancement to the highest step of the Librarian Series, which is presently Librarian Step V. Evaluation is based on the following:

1. Career history of outstanding service to the library, the University, and the profession.

2. Significant achievement in the period since attaining Step IV.

3. Not less than three years of service at Step IV, except in unusual cases.

While there is no one pattern of what may be considered a distinguished career, there is a two-fold emphasis on considering credentials of those eligible for advancement to Step V.

1. The candidate must have a record demonstrating sustained growth since reaching step IV of significant achievement in fulfilling responsibilities to the library, to the University, and to the profession which is of the highest quality and level.

2. The candidate's total career history prior to advancement to advancement to Step V must show a cumulation of accomplishments of a distinguished order, and these accomplishments may occur at any point in a person's career.

Distinguished achievement may be judged on the local, regional, statewide, national, or international level. Distinguished achievement in the primary area of responsibility (criterion I) is expected. In addition, distinguished accomplishments must occur in any one or more areas of professional/subject specialization or service, scholarly and applied research, teaching, instruction, mentoring, administration, editorial, publication, or professional society activities as determined by individual career paths. Achievements are evaluated on:

1. Impact and significance on the University or on the profession.

2. Creativity, originality, or insight in the execution of professional activities, publication, library services, etc.

3. Durability of influence over time.

7/6/89rev

LIBRARIANS ASSOCIATION OF THE UNIVERSITY OF CALIFORNIA

POSITION PAPER NO. 1

CRITERIA FOR APPOINTMENT OR PROMOTION TO THE RANKS OF ASSOCIATE LIBRARIAN AND LIBRARIAN AND ADVANCEMENT TO LIBRARIAN STEP V.

2. The Assistant Librarian rank is the basic entry level for professional librarians. An appointee may remain in this rank for a maximum of six years, a period which is considered sufficient for an appointee to demonstrate professional competence and a potential for further professional growth.

3. Section 360-10b states: "A candidate for merit increase or promotion in this series shall be judged on the basis of the first of the following criteria, and, to the extent they are relevant, on one or more of the last three." The first criterion is professional competence and quality of service within the library. Outstanding service within the library is the primary and absolutely essential consideration in any merit or promotion review. However, for a librarian to be considered for promotion or appointment above the Assistant level, recognition should also be accorded to performance in other areas as well; e.g., professional activity outside the library, university and public service, research and other activity. Furthermore, as is stated in Section 360-10b: "In the consideration of individual candidates, reasonable flexibility shall be exercised in weighing the comparative relevance of these criteria."

4. The promotion from Assistant to Associate Librarian is a major and critical step for librarians of the University of California. It is that review which normally awards career status and documents that the librarian has the potential for continued growth, which is the prerequisite for promotion to the rank of Librarian. The promotion from Associate to Librarian differs in that it documents that the librarian has realized this potential through demonstrated superior professional ability and attainment. The Librarian rank, Step V is reserved for those librarians whose careers and continuing achievements can be regarded as distinguished.

5. While the Academic Personnel Manual states that "there is no obligation on the part of the University to promote an Associate Librarian to the rank of Librarian solely on the basis of years of service" (360-17b(3)), the potential for advancement to the rank of Librarian is open to all members of the Librarian series. Although it is improbable that every librarian appointed to the series will achieve promotion to the rank of Librarian, there is nothing to preclude this possibility in the Academic Personnel Manual itself. It is the merit of the individual librarian which will determine whether a promotion is deserved. There should be no quotas, either with regard to the number of librarians in the Librarian rank, or to the amount of money in the budget, for a promotion recommendation should be made solely on the individual merits of the librarian under review. The same considerations apply to advancement to the top step of the Librarian rank.

6. Section 210-4e(2) states: "An appointee will be eligible for promotion only if there are demonstrated superior professional skills and achievement. For some, promotion may involve a position change; for others, promotion may not necessarily involve position change but will depend upon increased responsibility as well as growing competence and contribution in the same position. The assumption of administrative responsibilities is not a necessary condition for promotion." This statement is interpreted to mean that promotion is an opportunity open equally to librarians with or without administrative responsibilities.

7. A review for promotion or appointment to the rank of Librarian should give full consideration to the total career of the candidate. This is interpreted to be the spirit of Section 360-10c, which states: Promotion shall be justified by demonstrated superior professional skills and achievement, and, in addition, demonstrated professional growth and accomplishment and/or the assumption of increased responsibility. The assumption of administrative responsibility is not a necessary condition for promotion."

8. Advancement from Step IV to Step V of the Librarian rank should be predicated upon a career history of outstanding service, capped by significant achievement in the period since attaining Step IV.

9. The peer review systems in practice at each campus are evolving a concept of excellence, and while this concept is not precisely defined, efforts toward a common understanding continue. Uniform interpretation of the criteria for promotion is essential in order for equity to be achieved for all librarians in the University, and LAUC should continue to work toward this goal. Procedural matters, i.e., the kind of review structures utilized for promotion and appointment, are properly left to each division. It is the criteria and the documentation that must be standardized, not the peer review structure.

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Originally adopted in January 1978. Revised version incorporating relevant revisions to the University of California Academic Personnel Manual adopted December 1988. Final corrected version issued July 14, 1989.

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