HBCU LIBRARY ALLIANCE LEADERSHIP INSTITUTE PROJECT

LIBRARIANS @ NORTH CAROLINA CENTRAL UNIVERSITY

April 4 - 8, 2008Morehouse College Leadership Center

Theodosia T. Shields, Ph. D.Victoria Silver, Librarian

Presenters

PERFORMANCE APPRAISAL INSTRUMENTfor

ABSTRACT

Librarians at North Carolina Central University are considered EPA (Exempt from State Personnel Act) non-faculty. Currently, the library faculty are subject to an annual performance review conducted by the Director of Library Services. The instrument used for this review is the NCCU Faculty Workplan. This workplan is designed to assess the duties and responsibilities of the teaching faculty. Upon review and research, librarians at NCCU will develop an instrument that will more adequately assess the duties and responsibilities of exempt non-faculty. This presentation will highlight the steps used in developing this instrument.

FACULTY WORKPLAN

HBCU PROJECT MEETING

• Dr. Shields and Victoria’s strategy meeting

• Discussed Topics

Session 1

• HBCU Alliance Library Project Supervisors and Department Heads

• Handouts Faculty Evaluation Forms Duke, N.C. State, UNC, NCCU

• Reading Assignment Beliefs About Performance Appraisals G. Edwards Evans, A How-To-Do-It Manual for Librarians, Performance Management and Appraisal

Library Performance, A Case Study Junlin Pan, Northern llinois University, U.S. and Gaoyin Qian, City University of New York, U.S.

Session 2• Attendance Dr. Shields, Victoria and Nine Librarians

• Ice Breaker Exercise

• Discussed pros and cons of the performance appraisal

• Presentations Recorder, Flip Chart, Discussion

SUGGESTED CRITERIA

Knowledge/Technical Knowledge/Job KnowledgeQuality of Work/Quantity of WorkDecision-MakingAccountabilityCooperation/Working RelationshipInitiative/Dependability

SUGGESTED CRITERIA

Professional ResponsibilityCommunication/Oral/Team-WorkingLeadership/Administration Leadership Self-DevelopmentTeachingOrganization PlanningResearchCustomer Service

Session 3 – Working Lunch• Recap of Session 2• Presentations• Team-Building Exercise

Break-Out Session

• Two Groups Odd Numbers Even Numbers

• Criteria

• Ratings

Criteria –Even Number Group

•Knowledge Communication Skills •Teamwork

Productivity•Accountability

•Leadership Problem Solving/Decision-

Making

RATINGSOutstanding Very Good

GoodMarginalDeficient

Criteria – Odd Number Group•Job Knowledge

•Quality of Work•Accountability

ProfessionalismInitiative/Leadership

Management•Customer Service Professional

Development•Working

Relationship/Teamwork

RATINGSOutstanding Very Good

GoodFairPoor

SESSION 4FINAL CRITERIA and RATINGS

CUSTOMER SERIVCE – provide prompt and friendly service to internal and external customers.

JOB KNOWLEDGE – degree to which the employee understands the job elements required to perform work assignments properly.

TEAM WORK/WORKING RELATIONSHIP – maintains harmonious workingrelations, support and respect of others..MANAGEMENT (if applicable) - employees supervised demonstrate productivity, competence and high morale.

INSTRUCTIONAL SERVICE (if applicable) – provides users with the skills and knowledge necessary to locate and extract the information they need as students and long-life learners.

CRITERIAQUALITY of WORK - thoroughness, accuracy and dependability of work results. Performs assigned duties accurately and thoroughly with only minimal errors.

QUANTITY of WORK – amount of work accomplished in relations to the workload in a given period of time.

LEADERSHIP - effectively makes decisions within scope of assigned position, and uses resources wisely.

ACCOUNTABILITY – takes responsibility for fulfilling job duties.

PROFESSIONAL DEVELOPMENT – demonstrates commitment to maintaining a high level of professional awareness; participates in professional activities and/or academic community activities as appropriate.

RATINGSOUTSTANDING

Highest level of performance; this rating is given to any employee who consistently does far more than expected for the position. (i.e. Provides leadership, fosters teamwork, highly productive, innovative, responsive and generates top quality work for NCCU).

VERY GOODPerformance consistently meets the requirement standards, or objectives of the job. (i.e. Shows initiative and versatility, works collaboratively, has strong technical & interpersonal skills or has achieved significant improvement in these areas).

RATINGS

Meets all the relevant job performance standards. (i.e. Meets standards on a consistently basis).

MARGINALEmployee generally is doing the job at a minimal level, and improvement is needed to fully meet expectations. (i.e. Seldom exceeds and often falls short of desired results).

GOOD

POORPerformance fails to meet the defined expectations at the level expected for employees. (i.e. Performance is consistently below requirements and meets few or none of the standards/objectives).

WHAT’S NEXT

Self-EvaluationSubmitted to Provost for approval

Draft Document

QUESTIONS???