Librarians= Appraisal Program

UNIVERSITY OF MISSOURI-KANSAS CITY  UNIVERSITY LIBRARIES

LIBRARIANS’ APPRAISAL PROGRAM

1. INSTRUCTIONS AND PROCEDURES  The Librarians’ Appraisal Program includes:  Establishment of goals for the appraisal period (librarian and immediate supervisor).  Self-appraisal of results (librarian).  Administrative review.  Administrative decision on merit increases.

2. PURPOSES OF THE APPRAISAL PROCEDURE  To provide a factual basis for appraisal of performance.  To provide a clear appraisal of performance of all job-related activities.  To recognize the librarian’s value to the organization.  To define acceptable job performance levels.  To define needs and opportunities for growth and development of the librarian.  To determine necessary changes for improved job performance.  To provide the basis for salary review.  To set goals for future performance in relation to the needs of the organization and the librarian.

3. GUIDELINES FOR THE APPRAISAL PROCEDURE  Each librarian completes the following:  Standard cover sheet.  Position description.  Completed appraisal form (below) and ratings for appraisal period.  Goals and objectives for the next year (Jointly finalized with immediate supervisor).  The entire packet should be given, in advance of the deadline, to supervisor.  Each immediate supervisor completes the following sections:  Supervisor’s Comments form.  Ratings (“supv” column of appraisal form).  Goals and objectives for the next year (Jointly finalized with librarian).  Adequate time for the appraisal interview should be scheduled. Adequate notice should be given for the time and place of the appraisal interview.  Following the appraisal interview, the librarian and the supervisor have an opportunity to make any appropriate additions or changes to the appraisal content. The librarian has an opportunity to submit additional comments and documentation.

4. OUTLINE FOR LIBRARIAN  Using form, write goals, objectives, interdependency (people or resources necessary to meet objective), and criteria for success at the beginning of the appraisal period.  At the end of the appraisal period, provide concise information on results for each objective and an appraisal rating.  List other activities, other considerations that affected performance, and an overall rating.  Submit to supervisor.  The job description and anticipated special projects should be used when establishing goals. The following categories may provide additional assistance when establishing goals:  Knowledge of work assignment  Quality of work  Productivity  Interpersonal/communication skills  Supervision and training of staff (if applicable)  Research, creative activities/professionally related service activities

5. RATING CRITERIA (Place appropriate letter in box under either “Self” or “Supv” in Rating section)  O: Outstanding: Consistently exceeded job requirements as stated in the job description and goals and objectives.  E: Exceeded: Frequently exceeded job requirements as stated in the job description and goals and objectives.  M: Met: Consistently fulfilled job requirements as stated in the job description and goals and objectives.  N: Did not meet: Performance needs improvement to consistently fulfill job requirements as stated in the job description and goals and objectives. Immediate commitment and action to improve job performance is expected. Goals for improvement and development of a plan for positive action are to be developed and accomplished by the next appraisal period.  NA: Not applicable: Available for use as appropriate.

6. FORMS  Cover sheet  Appraisal Form  Supervisor’s Comments  Administrative Review  Sample Appraisal Form

Revised 2/25/04