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Smathers Libraries Career Development Handbook

III. 1.  Criteria and Evaluative Procedures for the Distribution of Salaries

Department/Unit Name

Salary increases are funded from a variety of sources and with a variety of requirements. For example, funds for annual increments can come from the Legislature labeled ATB (across the board), discretionary, merit, market adjustment, or compression adjustment. ATB, market adjustment, and compression adjustment funding is allocated as dictated by the Legislature. Merit funding is allocated according to the following criteria which was developed by library faculty in the mid-1980's. Wishing to recognize merit, the libraries use the merit criteria for all performance evaluations.

Salary increases in recognition of merit represent a significant tangible way in which distinguished service to the University Libraries and to the University of Florida may be acknowledged. Library faculty shall be considered for merit awards based upon excellence above the normal requirements in the performance of assigned duties. Particular consideration shall be given to the value of the employee’s contributions to the Libraries, effectiveness of working relationships with staff members and library users, and adherence to accepted standards of professional behavior.

Meritorious achievement shall be determined by the supervisor’s evaluation of performance including the areas listed on the following pages. Prior to the annual evaluation a report of accomplishments shall be prepared by that employee and presented to the supervisor for the purpose of merit determination in accordance with University procedures.

  1. PROFESSIONAL RESPONSIBILITY

    1. Performance of Assigned Duties.
      1. Evidence that there exists an understanding and support of department, library and University goals and objectives.
      2. The enthusiasm with which assignments and tasks are accepted and performed as evidenced by a willingness to eagerly carry out whatever the job requires.
      3. The ease with which the library faculty member effectively carries out the job responsibilities without close supervision.
      4. Evidence of effectiveness as a supervisor or administrator of assigned units within the department.
      5. Demonstrated creativity and resourcefulness in executing responsibilities and solving problems.
      6. Personal initiative exercised by the employee to identify opportunities for the department and library advancement and improvement, followed by action to bring about positive results.
      7. Quantity of work.
      8. Quality of work.
      9. Particular consideration will be given for performance of temporary assignments at the request of the library administration which would not normally be assigned to the position (and for which time off from other assigned duties may not have been arranged).

    2. Working Relations.
      1. Ability to communicate effectively.
      2. Effectiveness in dealing with faculty, staff, students, and other library patrons.
      3. Receptiveness to constructive criticism and suggestions.
      4. Effectiveness in promoting harmony and cooperation between library system employees, departmental units, etc.


  2. PROFESSIONAL SERVICE

    1. Service at the library and university levels.

      Evaluation shall include consideration of any noteworthy service on committees, tasks forces, study groups; recognized contributions to the research of others; significant contributions to administrative or professional studies or as a member of research teams; effective promotion and marketing of library services; substantive liaison work with student groups; achievement in applying and interpreting computer applications in information services.

    2. Participation in Professional Organizations.

      Evaluation shall include consideration of the extent and quality of involvement in professional associations with attentions to exceptional activity in those associations, such as offices held, programs planned, papers delivered, committee assignments and attendance at meetings.

    3. Other External Activities (on a local, state, and regional level)

      These are based on professional expertise in accord with the mission of the University. Evaluation shall include consideration of efforts to inform others outside of the university community of information services and resources through effective demonstrations, instructional activities, or other presentations; consultative work; productive networking efforts; significant reference and research assistance.

  3. PROFESSIONAL DEVELOPMENT AND SCHOLARSHIP

    1. Continuing Education Activities.
    1. Evaluation shall include consideration of classes attended and grades received, as appropriate; success with degree-related coursework and the obtainment of another degree; attendance at work-enhancing seminars, workshops and conferences, and the quality of participation at those events.

    2. Publications and Other Creative Efforts in One’s Field of Expertise.

      Evaluation shall include consideration of publications, with attention to their substance and quality as evidenced in reviews; noteworthy creative endeavors, such as performances and exhibits, of professional relevance; original computer software or successful adaptation of software for professional uses; creative use of other technologies for professional aims; in-house library documents, printed or audiovisual instructional aids and other works of exceptional quality.

    3. Grants and Other Funding.

      Evaluation shall include consideration of awards or exemplary attempts to obtain the awarding of grants or other funding for professional development and service activities.

    4. Sabbaticals and Internships.

      Evaluation shall include consideration of the immediate activities and potential rewards of the sabbatical, internship or other leave in terms of contributions to professional development and service.

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