Collection Management Division

George A. Smathers Libraries

Performance Standards Bulletin 4.2

July 26, 1989

Criteria and Evaluation Procedures for
the Distribution of Merit Pay
Department of Collection Management

Salary increases in recognition of merit represent a significant tangible way in which distinguished service to the Library and the University may be acknowledged. Library faculty shall be considered for merit awards based on 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 University 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.

Areas of Performance

1. First Criterion: Performance of professional responsibility and working relationships. There should be evidence that the employee has mastered his or her job, performs it effectively, and is committed to the University's mission. The Libraries of the University of Florida subscribe to the philosophy that sound working relationships are integral to effective job performance. The highly interactive nature of research libraries and research institutions requires that library faculty be able to work effectively with a wide variety of staff in all areas of the Library and the University as well as with faculty and students. Employees must achieve distinction in this criterion. Among the considerations are the following:

1.1 Mastery of Job Responsibilities

• evidence that the employee understands how his/her work contributes to the goals of the Department
• evidence that the employee understands what is expected of him/her and whether s/he is meeting those expectations
• evidence that the employee understands the systems, programs, policies and constituencies with which s/he has to deal in order to complete assignments and that the work is performed with skill and dedication
• evidence that the employee exercises independent judgement effectively to the degree commensurate with the position's responsibilities

1.2 Effectiveness at Fulfilling Responsibilities

• evidence of increasing effectiveness and a high level of performance during the year
• evidence of high quality products (projects, publications, reports, grant proposals, response to service requests)
• evidence of ability to establish priorities and to make effective use of time (including other people's time)
• evidence of success at interdepartmental, interdivisional, institutional, and interagency collaboration [this is also a working relationship]
• evidence of ability to plan, brainstorm, draft, consult, and present potential projects, procedures, etc. [this is also a working relationship]
• evidence of initiative and creativity in improving service to users and/or in developing programs

1.3 Commitment to University, Library, Research Librarianship

• evidence of a constructive approach to planning and problem solving
• evidence of efforts to further the performance and successfully support the mission of the unit, department, the Library and the University [this is also a working relationship]

1.4 Development of Good Working Relationships

• evidence that the employee treats others with understanding, dignity and respect
• evidence that the employee strives for understanding of performance expectations and both encourages and considers staff participation in decisions that affect the work place
• evidence that the employee communicates effectively

2. Second Criterion: Professional development and scholarship. There should be evidence of commitment to and accomplishment in research librarianship. Documented activities demonstrating that the employee's experience has led to a broad understanding of the field, that s/he has mastered a part of it, and that there have been intellectual development and contributions beyond those called forth by routine daily assignments are important considerations. Among the considerations are the following:

2.1 Scholarly Achievement

• evidence that the employee has made published scholarly contributions to the field, with extra weight being given to the publication of monographs or substantial articles in juried journals
• evidence that the employee's expertise has been recognized by colleagues through invitations to prepare papers for presentation at professional societies, or to prepare demonstrations and/or exhibits, for a professional audience
• evidence that the employee has developed original computer software or successful adaptations of software for the Libraries of the University of Florida, the SUS, or other professional uses
• evidence that the employee has developed original uses of other technologies to solve library problems
• evidence that the employee has developed in-house library documents, printed or audiovisual instructional aids and/or other works of exceptional quality which demonstrate his/her mastery of some aspect of the discipline of librarianship
• evidence that the employee has successfully completed course work in a subject field appropriate to his or her assignments and that this has improved the quality and effectiveness of his/her work.

2.2 Grants and Other Funding

• evidence that the employee has identified areas where the Library might qualify for outside funding from either public or private sector sources and developed successful proposals
• evidence that the employee has helped a professional organization develop a grant for funding bibliographic projects to benefit all research libraries or staff of research institutions
• evidence that the employee has been awarded CLR, ARL, or national library fellowships, internships, study leaves, or a UF sabbatical which resulted in a benefit to the discipline of librarianship.

3. Third Criterion: Service to the Library, the University and the profession. There should be evidence of an employee's strong service orientation to the Library, the University and the profession. Among the considerations are the following:

• evidence that the employee has provided leadership and significant service to the Library by participating on and contributing to committees or task forces, with particular emphasis being given to service on major library-wide committees and on serving in a leadership role
• evidence that the employee has contributed to the achievement of the Library's mission by providing major constructive suggestions and criticisms of a library-wide nature that have resulted in improvements in library operations

3.2 Service to the University

• evidence that the employee has provided substantive service to the University through participation on university-wide committees, task forces, senates, or research teams, or through planning university programs

3.3 Service to the Profession

evidence that the employee has made a substantial contribution to the work of a relevant professional organization (e.g. holding major office, planning programs, serving on committees, task forces, or panels)