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Bibliotecarios en la escena universitaria: evaluacin, ascenso, y derecho de permanencia

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Goals are set by faculty or AP with the advice and consent of the supervisor ... College & Research Libraries News, 66(9), 668-676. McReynolds, R. (1997) ... – PowerPoint PPT presentation

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Title: Bibliotecarios en la escena universitaria: evaluacin, ascenso, y derecho de permanencia


1
Bibliotecarios en la escena universitaria
evaluaciĆ³n, ascenso, y derecho de permanencia
  • By
  • Jeanette M. Mueller-Alexander
  • Arizona State University Libraries
  • Tempe, Arizona, USA
  • September 16-18, 2007
  • Boca del Rio, Veracruz, Mexico

2
3 Systems of Employment
  • Classified System, Professional Class
  • e.g. US Civil Service
  • Faculty Status
  • Librarian is a faculty member
  • Academic Professional Status
  • Librarian is NOT a faculty member but treated
    very similar to faculty

3
Academic Professional
  • are nonclassified employees who are involved
    with research or teaching programs, have advanced
    degrees and/or specialized training, require
    professional and intellectual freedom, and report
    to a person below the level of senior vice
    president and provost or vice president.
  • ACD 50503 Academic categories

4
Why seek faculty like status?
  • In 1937, Philip O. Keeney was fired over
    censorship of the contents of the University of
    Montana Library.
  • He and his wife, who was also fired, were
    disliked for their political beliefs.
  • He tried to form a branch of the AAUP (faculty
    union) at the University
  • In 1939, reinstated by Montana Supreme Court

5
Why seek faculty like status?
  • Faculty status protects against hiring and firing
    based on
  • Selection of material added to the library
    collection
  • Library Policies
  • Research in controversial areas
  • Support of unpopular theories
  • Political or religious beliefs or activities

6
Employment Systems Common Features
  • Annual Performance Review
  • Promotion Process
  • Job Security

7
Annual Performance Review
  • Sets goals and determines if goals are met.
  • Classified System
  • Goals are set by supervisor
  • Evaluation is determined by supervisor

8
Annual Performance Review
  • Sets goals and determines if goals are met.
  • Faculty and Academic Professional System
  • Goals are set by faculty or AP with the advice
    and consent of the supervisor
  • Evaluation is written by faculty or AP and
    commented on by supervisor

9
Promotion Process
  • Classified System
  • Each rank has set levels of administrative
    responsibility. There are pay grades within each
    rank.
  • To move up the ranks, must apply for new position
    with more responsibility and higher rank.
  • Rigid hierarchical system.

10
Promotion Process
  • Faculty or Academic Professional
  • There are at least 3 ranks
  • Assistant
  • Associate
  • Full
  • There are no pay grades. Pay increases are merit
    based.
  • Promotion is based on job performance,
    research/professional development, and service.
  • Administrative responsibilities are a separate
    contract and not connected with promotion or
    tenure in the faculty or AP ranks.
  • Self-governing, collegial system.

11
Job Security
  • Classified System
  • Must pass probationary period often 6 months 1
    year for professionals
  • Can be terminated at any time before probation
    ends
  • After probation ends, must go through formal
    process with documentation to terminate employment

12
Job Security
  • Faculty or Academic Professional on tenure
    track
  • Must pass probationary period of a maximum 6
    years.
  • Can be given a terminal 1 yr contract in any year
    if there is no progress towards promotion and
    tenure. Poor annual reviews and/or probationary
    reviews are major factors.
  • Failure to achieve tenure results in a terminal 1
    year contract.
  • After probation ends, must go through formal
    process with documentation to terminate
    employment. Poor annual reviews can trigger a
    post-tenure review.

13
Types of AppointmentsAcademic Professional
  • Continuing Appointment
  • Probationary appointment with continuing status
  • Multi-year appointment
  • Year to year appointment
  • ACD 50503 Academic categories

14
Level of Job Security
  • Year to Year least secure appointment -- can be
    terminated each year
  • Vulnerable to fiscal crisis
  • Multi-year can be terminated for
    non-performance at the end of the contract
  • Probationary with continuing status most often
    terminated with a final 1 yr contract if
    probation is not passed in year 6
  • Continuing Appointment most secure appointment
    -- must stop performing to trigger a post
    continuing appointment review. Have up to 3 years
    to improve before termination.

15
Which type of Appointment?
  • Determined at the time of the creation of the
    position
  • Continuing appointment is for positions
  • That need Intellectual Freedom protections
  • Collection Development
  • Bibliographic Instruction
  • Original Cataloguing
  • Public Services
  • Are paid with permanent recurring monies

16
Academic Status vs Classified
  • Classified
  • Job performance is most important
  • Research/Professional Development and Service is
    optional. May or may not be encouraged.
  • Annual Review is 1 document, 1 page long
  • Academic
  • Job performance is important
  • Research/Professional Development and Service are
    required.
  • Annual Review packet requires 6 documents
  • Stays within the Library
  • Additional reviews and documents required for
    probationary status, promotion, and tenure.
  • Reviewed by 4 levels in the Library or academic
    unit, then
  • Reviewed by 3 levels in the University, including
    the President
  • Can take 10 months to complete the process

17
Academic Professional Review
  • Job Performance
  • Professional Development and Contribution
  • Continuing education
  • Professional Participation
  • Research and/or Dissemination
  • Teaching
  • Consulting
  • Service
  • ASU libraries Librarians' handbook
  • Retention, continuing appointment, and promotion
    criteria

18
Academic Professional Review Documents
  • Current job description
  • Current curriculum vita
  • Goal statement for the evaluation period
  • Activity report (self-evaluation) for the
    evaluation period
  • Annual Performance Review Checklist (Annual
    performance evaluation and cover sheet.2007)
  • Written Evaluation by the Primary Evaluator
  • Merit Level Rating (Annual performance
    evaluations merit level ratings and
    definitions.2007)

19
Sample Job Description
  • COLLEGE University Libraries, Arizona State
    University
  • DEPARTMENT Reference Services
  • NAME
  • TITLE Reference Librarian/Business Bibliographer
  • POSITION SUMMARY
  • Serves as Reference Librarian/Business
    Bibliographer for W. P. Carey School of Business
    departments Economics, Information Systems,
    Marketing, and Health Management and Policy and
    the non-departmental areas of International
    Business and Small Business. The following
    areas of responsibility for these subjects
    include reference service, collection
    development, faculty liaison, specialized public
    services (database searching, orientation and
    instruction, specialized reference), and
    department management. Participates in
    professional development and service activities.
    Reports to the Head of Government Documents and
    Social Sciences Services.

20
Sample Job Description (cont.)
  • ESSENTIAL FUNCTIONS
  • Reference Fulfills an assigned share of
    reference desk service, including evenings,
    weekends and occasional holidays maintains a
    current working knowledge of general reference
    tools in the social sciences, humanities, fine
    arts, education and business develops and
    maintains the reference collection in assigned
    subject areas.
  • Faculty Liaison Maintains current awareness of
    curriculum and research needs and interests in
    assigned subject areas incorporates knowledge of
    these needs and interests into other job
    responsibilities as appropriate provides a
    channel of information between the University
    Libraries and the academic units.
  • Instruction and Orientation Provides specialized
    instruction and orientation, including tours,
    lectures and individual consultation develops
    instructional programs and materials in
    conjunction with LIST prepares written guides
    and other materials to facilitate access to
    collections and resources in areas of subject
    specialty participates in general orientation
    activities as needed.
  • Collection Development Devotes nine hours a week
    to the selection, liaison, and formal assessments
    of information and materials covering the areas
    of Economics International Business Small
    Business Marketing Health Administration and
    Policy, and Community Resources and Development.
    The business related information collected has a
    special focus on the areas of intensive
    collecting taxation and auditing services
    management purchasing and logistics management
    financial aspects of the health industry, and
    total quality management. Maintains active
    liaison with faculty so as to properly coordinate
    their needs with Library goals and priorities.
    Keeps abreast of resources and developments in
    electronic formats. These duties are performed
    in cooperation with the other Bibliographers in
    the related fields of business, accounting,
    finance, supply chain management, information
    management, political science and public
    administration.
  • Specialized Reference Develops expertise in
    assigned subject areas and maintains current
    knowledge of research tools and trends in these
    subjects provides specialized reference and
    research assistance in assigned subject areas,
    including identification of specialized sources
    and consultation on development of research
    strategies maintains current awareness of new
    technologies, databases and search techniques in
    assigned areas participates in programs to
    develop, assess or implement new technologies in
    assigned subject areas assists with specialized
    resources in other subject areas when
    appropriate.
  • Department Responsibilities Contributes to
    departmental governance and operations fulfills
    specific reference department responsibilities as
    assigned.
  • Professional Activities Maintains current
    awareness of advances in academic librarianship
    and reference service participates in library
    governance serves on committees and other
    task-forces as appropriate engages in
    professional development and contribution and in
    service activities beyond direct position
    responsibilities as required by the criteria for
    the promotion and continuing appointment of
    academic professionals in the University
    Libraries.
  • Other Performs other duties as assigned.

21
Sample Job Description (cont.)
  • QUALIFICATIONS
  • Required
  • American Library Association accredited Master of
    Library Sciences/Information degree.
  • Strong background in business or a
    business-related field.
  • Strong interpersonal and communication skills.
  • Experience and/or demonstrated interest in public
    service.
  • Experience and/or training in the use of
    electronic reference resources and other library
    technologies.
  • Preferred
  • Academic training in business.
  • Relevant professional experience.
  • Reference experience.
  • Experience in using business reference sources.
  • Training or experience in collection development,
    and/or library instruction.

22
Sample Goals and Self-Review
  • These goals are all methods by which I can keep
    or expand my expertise and improve my skills to
    meet the Hayden Reference Services Mission
    Critical and the University Libraries Strategic
    Directions.
  • JOB PERFORMANCE
  • A. Reference
  • GOAL Continue working with project leaders in
    the development of virtual reference services
  • Strategy Continue to provide early morning
    email service
  • MET When there are emails, it takes between
    fifteen minutes to two hours to empty the ASKALIB
    folder each morning. Mondays take the longest.
    Average time is about 30 minutes. March 2006 -
    Feb 16, 2007 I answered 877 email reference
    questions for ASKALIB.
  • B. Team Participation
  • GOAL Assist in the redesign of the Subject
    Guides and Course Guide Web pages to Facilitate
    updating.
  • Strategy Continue work with the PHP working
    group. Complete the phase of getting Reference
    input into subject terms.
  • Cancelled Redirected the PHP software project
    was cancelled by LIST. Now in the process of
    converting my subject guides to wiki format as
    appropriate for each guide. Started with the
    Marketing Resources.
  • Function Computer Co-ordinator
  • MET I continue to troubleshoot minor computer
    problems and advise when to go to LIST. I forward
    messages about IT changes to the Hayden reference
    group, both Social Sciences and Humanities.

23
Sample Goals and Self-Review (cont.)
  • C. Collection Development
  • GOAL Work with Departmental Faculty Liaisons
    on the core list of journals and essential
    databases
  • Strategy Update list of core journals owned
    not owned with format notations
  • Strategy Update list of essential databases
  • In Progress Due to the reorganization of the
    University we have had to start over. One
    department changed campuses and is now assigned
    to someone else. Another of my departments is
    trying to compile a list based on their new
    directions.
  • GOAL Storage Project When project is resumed,
    continue to identify books for storage
  • Strategy Cull through a call number list
    identifying classic authors that need to stay and
    sending the rest to storage
  • In Progress While I havent submitted another
    list to the stacks manager for transfer, I did
    approve that the RAND series in Hayden Journals
    which are being transferred as they are
    re-catalogued as part of a special cataloging
    project.
  • D. Bibliographic Instruction
  • Total BI sections 14 - 126 UG, 80 G, 11 F, 15
    O, Teach time 21.1 hrs, Prep time 14.5 hrs
  • GOAL Redesign of the Business Web pages and the
    Class Assignment web pages
  • Strategy Maintain current pages until new web
    design released
  • MET partially I was not able to update every
    single page, I did update all the errors, broken
    links, etc. as I found them. The process takes
    longer since I cannot load pages myself, but must
    submit them to LIST.
  • Strategy Continue working on conversion of web
    pages to database format with the PHP working
    group.
  • Cancelled When the project was cancelled by
    LIST, I began working on a wiki for marketing and
    advertising sources.
  • Strategy Work with Marketing Faculty to
    redesign the guides for MKT302 and integrate it
    into blackboard.
  • MET One of the MKT 302 professors has had me
    build the marketing information pages in
    Blackboard specifically for his sections of 302.
    There are 2-3 sections each semester.
  • Exceeded I was the librarian for a Learning
    Community Class, the same class as offered last
    year. I made several class presentations, met
    with the students as needed and placed all the
    helpful websites and guides on the Blackboard
    pages. I am now assigned to work with a new Film
    Studies class. The class does not use Blackboard.
    All work is done in the class session where the
    other librarian I were introduced and in
    individual meetings with the groups.
  • GOAL Provide instruction for Education classes
    for the next 3 years

24
Sample Goals and Self-Review (cont.)
  • PROFESSIONAL DEVELOPMENT
  • A. Continuing Education
  • GOAL Improve and update business knowledge, web
    design expertise, and database design knowledge
  • Strategy Attend seminars/workshops, as
    schedule permits, to maintain, improve, and/or
    acquire new knowledge and skills needed for this
    professional growth.
  • B. Professional Participation
  • GOAL To improve my knowledge and skills as a
    librarian by
  • Strategy Attend and participate in all
    professional workshops and monthly or annual
    meetings
  • MET Attended 7 workshops and meetings sponsored
    by SLA, ARLA, and Dynix/SIRSI
  • GOAL Be elected or appointed to positions in
    my Professional Associations
  • Strategy Volunteer or accept nominations to
    positions in professional associations.
  • MET I was elected as a Director of the
    Advertising Marketing Division of Special
    Libraries Association.
  • GOAL Host the Transborder Library Forum in
    Tempe in February, 2007.
  • Strategy As Co-Chair, plan the conference and
    work with the committees created.
  • MET The conference starts on Feb 20, 2007
  • C. Research and Publication
  • GOAL Maintain sabbatical research project
  • Strategy Keep searching the Internet and
    updating the web pages
  • MET While the FORO conference planning and the
    reorganization of the Library and the University
    have slowed the level of active searching for new
    web sites, I have been able to do at least one
    update.

25
Sample Goals and Self-Review (cont.)
  • SERVICE
  • A. ASU Committees
  • GOAL Serve on ASU committees
  • Strategy Submit name for committee service.
  • MET I was an Alternate on the AP Grievance
    Committee. I was elected last Spring to the
    Committee as a full member.
  • B. University Libraries Committees
  • GOAL Get elected to a University Libraries
    Committee
  • Strategy Volunteer to run for one of the
    committees.
  • MET I am now Secretary of the Librarians
    Council for FY2006-07
  • C. ARLA (Area Reference Librarians Association)
  • GOAL Continue the distribution list of the
    organization
  • Strategy Keep the Distribution List up to date
    via regular communications with the members
  • MET The distribution list is up to date. New
    names are added and old ones removed as I receive
    the information.
  • D. Special Libraries Association
  • GOAL Serve on an SLA committee

26
With all the reviews and documents required, why
would anyone want to be an academic?
  • Status -- Requires accredited terminal
    professional degree (in the US, it is an ALA
    accredited Masters degree)
  • Professional achievements are recognized and
    rewarded (promotion merit pay increases)
  • Encourages continuous improvement and life-long
    learning (travel research grants available)
  • Intellectual Freedom protection
  • All charges must be investigated by the
    University prior to dismissal or reprimand on
    grounds other than intellectual freedom

27
Which employment status is best?
  • Depends on the organizational structure
  • Public and other governmental libraries often use
    a classified system
  • Any type of academic status requires support of
    the faculty and administration.
  • Organizational history can play a role
  • Professional Association support
  • ALAs ACRL supports academic status

28
Faculty or Academic Professional
  • Faculty status for those who teach courses
  • There is a Library Information School
  • Library offers credit courses in research
  • Status supported by teaching faculty of other
    academic units
  • Usually requires a PhD
  • Academic Professional for those who dont teach
    courses
  • Non-faculty professional status supported by
    teaching faculty of other academic units
  • PhD not required, only terminal professional
    degree

29
What does it take to make the change?
  • Political will to make the change
  • Takes a vote of the Faculty Senate
  • Have well developed policy procedure manuals as
    the foundation for the new status.
  • New ones are created modeled on the existing
    ones.
  • ASUs Creating Administrative Manuals
  • Sufficient numbers of professional staff on firm,
    recurring money to justify the change over time.
  • Willingness to not force existing staff to make
    the change, especially if benefits change.
  • No labor unions
  • Labor unions complicate matters but they are not
    impossible to work with

30
Should the Change be Made?
  • Maybe
  • How many staff have Library degrees or are
    required to have Library degrees?
  • What are the institutional expectations of the
    Library and its services?
  • What is the stance of AMBAC?
  • While ALA and ACRL do support faculty status, it
    is still controversial.

31
Supporting documents online
  • Academic affairs policies and procedures manual
    (ACD). (2007). Retrieved August 8, 2007, from
    http//www.asu.edu/aad/manuals/acd/index.html
  • ACD 50503 Academic categories. Retrieved
    8/9/2007, 2007, from http//www.asu.edu/aad/manual
    s/acd/acd505-03.html
  • ACD 50611 Post-tenure review. Retrieved
    8/9/2007, 2007, from http//www.asu.edu/aad/manual
    s/acd/acd506-11.html
  • ACD 50709 Post-continuing appointment review.
    Retrieved 8/9/2007, 2007, from http//www.asu.edu/
    aad/manuals/acd/acd507-09.html
  • ACRL -. Retrieved 8/9/2007, 2007, from
    http//www.acrl.org/ala/acrl/index.cfm
  • ACRL - A guideline for the appointment,
    promotion, and tenure of academic librarians.
    Retrieved 8/9/2007, 2007, from http//www.acrl.org
    /ala/acrl/acrlstandards/promotiontenure.cfm
  • ACRL - ACRL standards guidelines. Retrieved
    8/9/2007, 2007, from http//www.acrl.org/ala/acrl/
    acrlstandards/standardsguidelines.cfm
  • ACRL - white papers and reports. Retrieved
    8/9/2007, 2007, from http//www.acrl.org/ala/acrl/
    acrlpubs/whitepapers/whitepapersreports.cfm

32
Supporting documents online (cont.)
  • Annual performance evaluation and cover sheet.
    (2007). Retrieved August 8, 2007, from
    http//www.asu.edu/lib/admin/forms/AnnPerfEvalCv.d
    oc
  • Annual performance evaluations merit level
    ratings and definitions. (2007). Retrieved August
    8, 2007, from http//www.asu.edu/lib/admin/forms/A
    PMeritLev.doc
  • ASU libraries Librarians' handbook contents.
    Retrieved 8/9/2007, 2007, from http//www.asu.edu/
    lib/library/lc/handbook/index.html
  • ASU libraries Librarians' handbook Retention,
    continuing appointment, and promotion criteria.
    Retrieved 8/9/2007, 2007, from http//www.asu.edu/
    lib/library/lc/handbook/E2.html
  • Creating administrative manuals (CAM). Retrieved
    8/10/2007, 2007, from http//www.asu.edu/aad/manua
    ls/cam/index.html
  • Librarians' handbook. (2007). Retrieved August 8,
    2007, from http//www.asu.edu/lib/library/lc/handb
    ook/index.html
  • Probationary review cover sheet. (2007).
    Retrieved August 8, 2007, from http//www.asu.edu/
    lib/admin/forms/ProbRevCov.doc
  • Promotion and/or continuing appoaintment cover
    sheet. (2007). Retrieved August 8, 2007, from
    http//www.asu.edu/lib/admin/forms/PromConApptCov.
    doc

33
Article References
  • Church, G. M. (2002). In the eye of the beholder
    How librarians have been viewed over time. The
    Reference Librarian, (78), 5-24.
  • A guideline for the appointment, promotion, and
    tenure of academic librarians Approved at ALA
    annual conference, june 2005.(2005). College
    Research Libraries News, 66(9), 668-676.
  • McReynolds, R. (1997). Trouble in big sky's ivory
    tower The montana tenure dispute of 1937-1939.
    Libraries Culture, 32(2), 163.
  • Ruess, D. E. (2004). Faculty and professional
    appointments of academic librarians Expanding
    the options for choice. Portal, 4(1), 75-84.
  • Threat to tenure forecast Union power
    seen.(1975). Library Journal, 100(12), 1174-1174.
  • Welch, J. M. (2006). Loosening the ties that
    bind Academic librarians and tenure. College
    Research Libraries, 67(2), 164-176.

34
Contact Information
  • Jeanette M. Mueller-Alexander
  • Business Reference Librarian
  • Hayden Library
  • Arizona State University
  • P.O. Box 871006
  • Tempe, AZ 85287-1006
  • USA
  • Phone 1-480-965-3084
  • Fax 1-480-965-9169
  • Email mue_at_asu.edu
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