KU Libraries: Post-Tenure Review Criteria and Procedures for The University of Kansas Libraries
In accordance with Board of Regents requirements, Article 7, section 4 of the Faculty Senate Rules and Regulations, and the University Policy on Post-tenure Review, the University of Kansas Libraries has adopted these expectations and procedures for conducting post-tenure review.
All KU Libraries tenured faculty.
In accordance with Board of Regents requirements, Article 7, section 4 of the Faculty Senate Rules and Regulations, and the University Policy on Post-tenure Review, the University of Kansas Libraries, hereafter referred to as the Libraries, has adopted these expectations and procedures for conducting post-tenure review. Post-tenure review is a process for periodic peer evaluation of faculty accomplishments and future directions in the areas of professional performance, scholarship, and service.
Post-tenure review must be conducted in a manner that respects the rights of faculty members involved, including academic freedom, tenure, and due process. In addition, all those involved in the evaluation process must recognize that it is a confidential personnel matter and take appropriate steps to protect confidentiality.
Post-tenure review is conducted on a seven-year cycle and covers the period since the last comprehensive review, which may be consideration for promotion and/or tenure, the award of a distinguished professorship, or a previous post-tenure review. Some years may be excluded from the period in accordance with the University policy and the review may be postponed if the faculty member is on leave during the year of review. The Dean of the Libraries will notify faculty members scheduled for post-tenure review no later than March 15 in the spring semester preceding the academic year of review.
All tenured library faculty members must meet academic responsibilities in the areas of professional performance, scholarship, and service. Unless otherwise specified by the job description or differential allocation of effort, the ordinary allocation of effort is 80% professional performance, 10% scholarship, and 10% service.
The Libraries has defined its standards and expectations for professional performance, scholarship, and service in its annual evaluation processes. The expectations for post-tenure review are consistent with these standards, with overall productivity commensurate to the seven-year period under review. The following specific criteria shall apply for purposes of post-tenure review.
Criteria for Meeting Expectations in Professional Performance in Librarianship
Given the nature and diversity of librarians’ professional assignments, a specific list of professional performance standards is not possible; neither is it possible to list specific examples of required documentation to support the standard being met. Nonetheless, where appropriate, the librarians will provide documentation.
Library faculty professional responsibilities are individually differentiated and it is impossible to enumerate all possible minimum standards of performance. However, broad demonstrations of the following allow supervisors and administrators in the Libraries to mark accomplishments and demonstrate that library faculty meet the minimum standards of professional performance. At minimum a tenured librarian will:
- Demonstrate ongoing progress in understanding the needs of library users in a research university in the assigned areas of responsibility and specialization.
- Participate in and contribute to discussion and decision-making on a broad range of library and related academic issues – beyond the assignment.
- Show progress in keeping abreast of current developments in the field of library and information science and apply this information in identifying and addressing the complex issues that arise in the Libraries.
- Monitor developments in related professional fields or academic disciplines as appropriate.
- Work consistently with initiative and independence to apply the intellectual bases of library and information science, in addition to other relevant knowledge (e.g., in a discipline), to the identification and resolution of complex issues associated with the performance of the librarian’s responsibilities.
- Offer guidance to colleagues to identify and resolve issues in related areas of specialization.
- Demonstrate the ability to make sound decisions within the full range of responsibilities that make up the assignment, within a broader understanding of the assignments of colleagues in related areas of the Libraries.
- Apply skills, knowledge, and abilities to responsibilities that range from the traditional services of acquiring, accessing, and preserving resources to broader emerging areas in information literacy instruction and scholarly communication.
Criteria for Meeting Expectations in Research and Creative Activity
Librarians are expected to engage in research/scholarly activities. The standard annual assignment for research/scholarly activities typically comprises 5 to 20 percent of a librarian’s assignment. The wide range of librarians’ assignments at KU and the demands of 12-month appointments lead to broad variations in the type and amount of research/scholarly activities in which they engage. Librarians are expected to pursue a program of scholarship yielding high quality results, which include those works subject to peer assessment. In this way, library faculty will contribute to enhancing the profession of librarianship or a related area of specialized subject area in which they conduct research/scholarly activities. All tenured library faculty are expected to engage in consistent and sustained research/scholarly activities.
Criteria for Meeting Expectations in Service
It is a natural outgrowth of a librarian’s professional performance that he or she will participate in service activities that contribute to KU Libraries, to the University of Kansas, or to professional organizations at the local, regional, national, or international level.
Librarians’ service is evaluated on the basis of quality and is demonstrated by the level of contribution and the significance or impact of the service. Contributions that require a substantial effort and produce significant results will be rated more highly. The librarian’s service should reflect continued growth and leadership over time. Evidence of service may include, but is not limited to, actively participating in library, university, state, regional, national, or international professional committees and task forces; serving as the chair of a committee or task force, or as an office of a local, state, regional, national, or international professional organization, providing consulting services to or planning programs or conferences for professional organizations; mentoring new faculty or mentoring within the profession; or making presentations to community groups or civic organizations.
The post-tenure review is conducted by the Sabbatical Leave and Post-Tenure Review Committee, which shall be selected as provided in Library Faculty and Professionals Assembly Code of Governance.
The following conditions will restrict a faculty member from serving on the review committee:
- Standing for post-tenure review
- A domestic or familial relationship to library faculty standing for post-tenure review
- Supervising library faculty standing for post-tenure review
- Being supervised by library faculty standing for post-tenure review
Restrictions on membership are defined in the University of Kansas Libraries Code of Governance Article II, Section V, Sabbatical Leave and Post-Tenure Review Committee. A committee member who believes that there may be a conflict of interest should withdraw from the committee. If a faculty member who is undergoing review believes that there is a conflict of interest, he or she may object to the inclusion of a member. If the member declines to withdraw, the remaining committee members shall consider the basis for the alleged conflict and decide the matter. If a committee member withdraws or is removed based on a conflict of interest, the Library Faculty and Professionals Assembly Executive Committee will name a replacement.
Review will be conducted on the basis of a file that documents a faculty member’s professional performance, scholarship, and service. In contrast to evaluation for promotion and tenure, outside reviews of scholarship and copies of publications are not required.
The faculty member under review should provide a brief narrative statement of his or her accomplishments in professional performance, scholarship, and service during the review period as they relate to his or her long-term career path and goals (see template). In addition, the faculty member should submit a current curriculum vitae and a list of additional activities not covered on the curriculum vitae. The Dean will furnish copies of the faculty member’s annual evaluations for the past seven years during the review period.
The committee will review the file and evaluate the faculty member’s overall performance and his or her contributions in the areas of professional performance, scholarship, and service. Applying the expectations defined above, the committee will determine whether the faculty member’s performance in each area, as well as his or her overall performance, meets expectations, exceeds expectations, or fails to meet expectations. In making its evaluations, the committee must bear in mind that (1) faculty members have differing responsibilities and make different kinds of contributions to the mission of the Libraries and the University; (2) a faculty member’s activities vary over time according to his or her strengths, interests, and career path; and (3) innovative work may take time to reach fruition and may sometimes fail.
The committee will prepare a written report summarizing its evaluation. The report should provide a narrative description of the faculty member’s activities, an explanation of the committee’s ratings, and recommendations or suggestions for acknowledgement of contributions and future development of the faculty member. The committee will provide a copy of the report to the faculty member, who may submit a written response for inclusion in the post-tenure review file before it is forwarded to the Dean.
The committee’s report (along with any faculty response) will be provided to the Dean. If the Dean agrees with the report, he or she will indicate that agreement in writing to the faculty member and place a copy in the file. If the Dean disagrees with the committee’s evaluation, he or she shall explain the reasons for any disagreement in writing, with a copy to the faculty member and the committee. The Dean may ask the committee to provide additional information or reconsider the review. If the Dean disagrees with a positive evaluation by the committee, the faculty member may submit a written response. The Dean will forward a summary of post-tenure review outcomes and copies of the files to the Provost.
Relation to Annual Evaluations
The committee report will be considered as part of the annual evaluation process. The Dean will meet with the faculty member to discuss the report. This discussion should concentrate on the future professional development of the faculty member with an aim toward enhancing meritorious work and improving less satisfactory performance, including adoption of a performance improvement plan, if necessary. Any action on the review that is within the scope of the Faculty Evaluation Policy must be taken under that policy.
If a disagreement between the committee and the Dean cannot be resolved or if the faculty member wishes to appeal an evaluation of “fails to meet expectations,” the matter will be handled as an appeal under the KU Libraries Faculty Evaluation Plan.
KU LIBRARIES
FACULTY MEMBER STATEMENT
Post-tenure Review 2016-2017
Save the completed statements in one pdf file for submission as: Lastname, FirstName, Faculty Member Statement.pdf
NAME: (Last Name, First Name MI)
1. Purpose. Post-tenure review is a process for periodic peer evaluation of faculty performance that provides an opportunity for long-term assessment of a faculty member’s accomplishments and future directions in the areas of professional performance, scholarship, and service. It provides a formative and developmental review that facilitates and encourages professional vitality through collaborative discourse concerning the faculty member’s role in the Libraries, the University, and the field. It promotes faculty development and achievement by recognizing and rewarding contributions and accomplishments, identifying the support needed to facilitate faculty success, and addressing performance that needs improvement. Typically, the period under review is comprised of the most recent seven years.
2. Statement of Professional Performance Philosophy and Goals (500 words regarding the most recent seven years)
- Provide a brief description of your philosophy, practices, and major interests in the exercise of the profession.
- What are your goals for professional development in professional performance?
- Describe past accomplishments and future objectives specific to these goals.
- If applicable, identify any perceived barriers to or necessary resources for the accomplishment of objectives in professional performance.
3. Statement of Program of Research/Scholarship/Creative or Artistic Performance (500 words regarding the most recent seven years)
- Provide a brief description of your program of research/scholarship/creative or artistic performance.
- What are your goals for professional development in research?
- Describe past accomplishments and future objectives specific to these goals.
- If applicable, identify any perceived barriers to or necessary resources for the accomplishment of scholarship objectives.
4. Statement of Service Performance (500 words regarding the most recent seven years)
- Provide a brief description of your professionally-related service performance.
- What are your goals for professional development in service?
- Describe past accomplishments and future objectives specific to these goals.
- If applicable, identify any perceived barriers to or necessary resources for the accomplishment of service objectives.
5. Statement of Additional Activities not covered by your CV (500 words regarding the most recent seven years)
6. Attach current curriculum vitae.
Faculty Member’s Signature:
Date:
KU LIBRARIES
COMMITTEE EVALUATION REPORT
Post-tenure Review 2016-2017
(Save the completed statements in one pdf file for submission as: Lastname, FirstName, “Unit Name” Committee Report.pdf.)
FACULTY MEMBER’S NAME:
1. PURPOSE. Post-tenure review is a process for periodic peer evaluation of faculty performance that provides an opportunity for long-term assessment of a faculty member’s accomplishments and future directions in the areas of professional performance, scholarship, and service. It provides a formative and developmental review that facilitates and encourages professional vitality through collaborative discourse concerning the faculty member’s role in the Libraries, the University, and the field. It promotes faculty development and achievement by recognizing and rewarding contributions and accomplishments, identifying the support needed to facilitate faculty success, and addressing performance that needs improvement. Typically, the period under review is comprised of the most recent seven years.
2. EVALUATIVE SUMMARY. Provide a brief summary for acknowledgement of contributions and accomplishments of the faculty member’s productivity, as well as suggestions for future development.
[Text Box: Insert summary letter here (may continue to additional pages, if needed).]
3. UNIT REVIEW COMMITTEE EVALUATION.
Overall professional performance record:
_____Exceeds Expectations
_____Meets Expectations
_____Fails to Meet Expectations
Overall research, scholarship, creative, or artistic record:
_____Exceeds Expectations
_____Meets Expectations
_____Fails to Meet Expectations
Overall service record:
_____Exceeds Expectations
_____Meets Expectations
_____Fails to Meet Expectations
4. Committee Chairperson (Print name): Date:
Committee Chairperson’s Signature:
5. I acknowledge receipt of this Post-tenure Review Committee Report. The faculty member may submit a written response to the Committee Report for inclusion in the post-tenure review file.
Faculty Member’s Signature:
Date:
KU LIBRARIES
DEAN EVALUATION SUMMARY
Post-tenure Review 2016–2017
(Save the completed statements in one pdf file for submission as: Lastname, FirstName, “name of unit” Chair or director eval summary.pdf.)
FACULTY MEMBERS NAME:
DEAN EVALUATION:
Overall professional performance record:
_____Exceeds Expectations
_____Meets Expectations
_____Fails to Meet Expectations
Overall research, scholarship, creative, or artistic record:
_____Exceeds Expectations
_____Meets Expectations
_____Fails to Meet Expectations
Overall service record:
_____Exceeds Expectations
_____Meets Expectations
_____Fails to Meet Expectations
Dean’s Signature: Date:
NOTE: If the Dean disagrees with the committee’s evaluation, he or she will explain the reasons for any disagreement in writing, with a copy provided to the faculty member and the review committee. A copy of this letter also becomes part of the review file kept in the Dean’s Office.
I acknowledge receipt of this Post-tenure Review Dean Evaluation Summary.
Faculty Member’s Signature:
Date:
Office of the Dean
KU Libraries
1425 Jayhawk Blvd.
Watson 502
Lawrence, KS 66046
785-864-8357
07/03/2024: Converted from linked PDF page to live text page.
11/08/2019: Procedure uploaded to the Policy Library.
05/2016: Changed to clarify restrictions on membership on the review committee, incorporate a meeting with the Dean into the process, clarify the review period and word count of reviewees' narratives in Appendix A, correct typos and update to 2016-2017 dates.
09/2015: Updated to reflect 2015-2016 dates.
05/2015: Changed to reflect the transfer of Post-Tenure Review from Library Committee on Promotion and Tenure to the Sabbatical review and Post-Tenure Review Committee. This change was approved by ballot.
05/01/2014: Approved by FLFPA by ballot.
