LIBRARIAN PERSONNEL
HANDBOOK
OF
POLICIES PROCEDURES & PRACTICES
The purpose of the Librarian Personnel Handbook (referred to in
this document as the Handbook) is to bring together all the various
policies, procedures, regulations, and practices relating to personnel matters
which affect librarians of
The information included in this Handbook has
been derived from a variety of sources, including: the MSU Faculty
Handbook; selected policies and procedures relating to librarians from
the Library's Policies and Procedures
Manual; the Library Faculty Bylaws;
documents from the Library's files, including those relating to rules and
provisions of the continuing appointment system, the affirmative action
program, travel guidelines, etc; and, specific information issued by several
University offices and departments.
The Library administrative staff, in consultation
with the Steering Committee of the Library Faculty Assembly, is responsible for
changes in the Handbook that do not affect the Library
Faculty Bylaws. When an amendment to the Bylaws requires
revision of the Handbook, the Bylaws Committee, in consultation with the
Library administrative staff, is responsible for revising the Handbook
to bring it into conformity with the amended Bylaws.
Chapter
1: General
Academic Policies
Michigan State University Libraries affirm the
policy of the University in its dedication to a policy of equal opportunity and
non-discrimination with respect to its employees. This policy was reasserted by
the Board of Trustees at its February, 1970 meeting:
"The Board of Trustees of Michigan State
University reaffirms its commitment to a policy of no discrimination on the basis
of race, creed, ethnic origin, or sex and establishes the following procedures
to prevent such discrimination in accordance with due process within the
University community. In doing so, the Board recognizes that it is not enough
to proclaim that we do not discriminate against minority groups. The University
must also strive actively to build a community in which opportunity is
equalized and use its facilities and human resources to develop the skills and
opportunities of the members of all groups so they may play responsible and
productive roles in society. This policy is relevant to all aspects of the
University including the choice of contractors and suppliers of goods and
services."
Affirmative Action
Status of Librarians in the University Community
Section 1.1.1.1. of the Michigan State University
Bylaws for Academic Governance states:
"The regular faculty of
Persons appointed as librarians carry faculty status
within the University community with respect to academic governance as defined
in the MSU Bylaws for Academic Governance. Regular librarians are appointed
under the librarian continuing appointment system rather than under the tenure
system applicable to teaching, research, and service faculty. The term library
faculty used within the Libraries and in the Library
Faculty Bylaws refers to those individuals appointed as regular and
temporary librarians in the MSU Libraries pursuant to the procedures of the
librarian continuing appointment system.
Librarian Appointments
Librarian appointments are academic appointments
made by the Provost upon recommendation of the Director of Libraries. All
librarians are appointed to positions with the academic rank of Librarian I,
II, III, or IV.
Regular librarians are appointed in the librarian
continuing appointment system. Temporary librarians are not appointed under the
rules of continuing appointment. Their appointments are short-term, usually
limited to one year or less. The termination date of the appointment is always
specified in the terms of the appointment.
Appointment, Reassignment, Reappointment, Continuing Appointment, and Promotion Recommendations
Library Personnel decisions are based on
recommendations formulated with the objective of building a progressively
stronger Library system, in accordance with the principle of excellence and the
goals of equal opportunity and affirmative action. Professional growth is
systematically encouraged in individual librarians.
Deliberations which result in Library personnel
recommendations for reassignment, reappointment, continuing appointment, and
promotion follow Library-formulated criteria, procedures, and guidelines which
are consistent with University-wide policies. These serve the objective of
improving the academic strength and quality of the Libraries, taking into
account the mission of the Libraries, program needs related to the mission, and
available resources. This Handbook and the Library
Faculty Bylaws describe the processes that result in these
recommendations.
The final recommendation for all Library personnel
actions is the responsibility of the Director, who has the special obligation to
build a strong Library system. The Director makes these recommendations taking
into consideration library academic governance, peer review, supporting data,
personnel needs of the Libraries, and other relevant factors. The Office of the
Provost reviews for final approval all recommendations for appointments,
reappointments, continuing appointments, promotions, and changes of status for
librarians selected for positions posted internally.
Once approved for appointment as a regular
librarian, a librarian is eligible for the following:
1) to apply for posted positions of any ranking level within the Library system;
2) for reassignment to
other positions within the Library system;
3) for consideration for
reappointment for another required probationary period after successful
completion of a first probationary period;
4) for consideration for
continuing appointment status after successful completion of all required
probationary periods;
Temporary librarians are
eligible to apply for posted positions and for reassignment to other positions
in the Library system.
Definitions
The following Library
personnel actions are all preceded by consultative or peer review processes.
The definitions below apply to these terms as they are used in this Handbook
and in the Library Faculty Bylaws.
Appointment is the selection of an individual to fill a vacant or newly established
posted position through a search and selection process which follows the
University's planning and hiring procedures.
Reassignment refers to a situation where a regular or temporary librarian changes
positions within the library system, takes on significant new or additional
responsibilities, or takes on a full-time or partial interim assignment.
Reappointment may be granted through the reappointment, continuing appointment, and
promotion process to give a regular librarian another required probationary
period, prior to eligibility for continuing appointment.
Continuing appointment status may be awarded to a regular librarian through
the reappointment, continuing appointment, and promotion process upon
successful completion of all required probationary periods. Continuing
appointment status eliminates the terminal date of the librarian's appointment.
Once achieved, continuing appointment status is not affected by reassignment.
Promotion is an elevation in ranking of a regular librarian within the position
he/she occupies.
Appointment Period
Librarian appointments, regular
and temporary, may be on an annual (AN) or academic year (AY) basis. The
University's commitment for continuing appointment, however, is limited to the
academic year. The current interpretation is as follows:
"Effective January 1, 1982, all new appointments,
including those on an annual year (AN) basis, in the tenure system; the
specialist job security system; and the librarian continuing appointment
system, will involve the University making a continuing basic employment
commitment to academic year (AY) appointments only. This policy is to insure
that any individual employment commitment to annual appointment (AN) status is
justified by current unit missions, programmatic needs, and the related
responsibilities of individual faculty and academic staff members. If unit
missions and programmatic needs change, the annual appointment status may no
longer be appropriate and, consequently, the individual would then change to
academic year status which is the basic employment commitment for academic personnel
systems designated above. (This policy applies exclusively to individuals
appointed or changed to an AN status on or after January 1, 1982.)" --From
the statement "Academic Personnel System Appointments: Basic Employment
Commitment on an Academic Year Basis," Office of the Provost, December 6,
1981.
Dismissal for Cause
Librarians with continuing
appointment, librarians in the continuing appointment system who have not yet
attained continuing appointment, and temporary librarians may be dismissed for
incompetence or for gross violation of professional ethics. The MSU statement
on professional ethics reads as follows:
"The University is a community of scholars
dedicated to the advancement of knowledge. Among the functions of a University
is the establishment of a proper intellectual integrity among the faculty,
between the faculty and the students, and between the faculty and the national
and international academic community. This intellectual integrity is fostered
by the creation of an environment of personal interaction and mutual trust
whereby its members are mindful of their responsibilities to maintain standards
of competence, and a proper attitude of objectivity, industry, and cooperation
with their associates within and without the University community. However, if
the community is to be sustained it is necessary for it to take action when
commonly held standards of conduct are violated. Thus disciplinary action up to
and including dismissal may be undertaken for cause, with dismissal being reserved
for the most serious of cases. Dismissal or the threat of dismissal may not be
used to restrain faculty members in their exercise of academic freedom.
"A tenured faculty member may be dismissed for
cause including but not limited to (1) intellectual dishonesty; (2) acts of
discrimination, including harassment, prohibited by law or University policy;
(3) acts of moral turpitude; (4) theft or misuse of University property; (5)
incompetence; (6) refusal to perform reasonable assigned duties; (7) use of professional
authority to exploit others; (8) violation of University policy substantially
related to performance of faculty responsibilities; (9) conviction of
violation(s) of law(s) which are substantially related to the fitness of
faculty members to engage in teaching, research, service/outreach and/or
administration."
The MSU Faculty
Handbook (pp. 46-51) contains the procedures to be followed if a librarian
is to be considered for dismissal. These procedures stipulate that gross
misconduct or incompetence will be determined by a representative body of the
librarian's peers. The Director of Libraries submits a recommendation for
dismissal to the Provost.
Resignations
Librarians planning to resign should give at least
sixty days' notice in writing to the Director of Libraries. Letters of
resignation should include information regarding the last day to be worked as
well as the termination date. A forwarding address should be left with the
Libraries Human Resources Office so the final check can be delivered. The
Library is required to send the resignation form to the Provost's Office at
least thirty days in advance of the librarian's last working day at the
University.
Librarians may contact the University's Benefits
Office for information concerning the possible extension and conversion
privileges of their Staff Benefits Programs. Identification cards and keys
should be turned over to the Library Main Office.
The Libraries Human Resources Office will contact
the librarian to offer an exit interview. The librarian may choose to meet with
the Director, the Associate Director of Libraries Human Resources, or
Assistant/Associate Director of their Division.
Grievances
Any librarian may initiate a grievance alleging a
violation, misinterpretation, or misapplication of existing policies,
legislation, or accepted standards of fairness applicable in a unit of the
Library, the Library as a whole, or the University. Informal resolution of a grievance
should be attempted through discussion with appropriate Library administrators,
and/or the Faculty Grievance Official of the University prior to initiating a
formal grievance.
Procedures for grievances are included in Appendix
III of the Library Faculty Bylaws.
Other University Policies
Policy on Sexual Harassment
The University policy on sexual harassment was
issued by the Office of the President on September 1, 1992. In part, the policy
states:
"Sexual harassment is reprehensible and will
not be tolerated at
"The University prohibits sexually harassing
behavior, including that made unlawful by Title VII of the Civil Rights Act of
1964, Title IX of the Educational Amendments of 1972 and the Elliott-Larsen
Civil Rights Act. University policy and the law also prohibit retaliation
against persons who report sexual harassment."
The policy also addresses confidentiality,
prohibited acts, examples of sexual harassment, seeking assistance or filing a
complaint, and awareness. The complete policy is available in the MSU Faculty
Handbook on pages 10.8 - 10.10.
Policy on Drugs and Alcohol
The University policy on drugs and alcohol was
approved by the Board of Trustees on October 12, 1990. In part, the policy
states:
"Consistent with state and federal law,
The complete policy is available in the MSU Faculty
Handbook on pages 16-17.
Policy on a Smoke-Free Workplace
The University policy on a smoke-free workplace was
approved by the Board of Trustees on July 16, 1993. In part, the policy states:
"1) Smoking will not be permitted in any closed
space, regardless of location, except specifically designated private
residential space and hotel rooms. Smoking will not be permitted near exits and
entrances of buildings, except at a reasonable distance or unless otherwise
designated.
"2) Cigarettes and other tobacco products will
not be sold on university grounds.
"3) This smoke-free policy applies to all
The complete policy is available in the MSU Faculty
Handbook on pages 15-16.
Ergonomics Policy
The University policy on ergonomics was developed by
Human Resource Services in December 1993. The policy states:
"
Several general principles guide MSU efforts in the
ergonomic area, including the following:
1. Immediately after hiring a new employee or making
significant changes in assigned responsibilities of an employee in place, supervisors
should determine the adequacy of the employee's familiarity with ergonomic
principles and practices applicable to the new job responsibilities and locale.
When needed, training should be provided.
2. Employees receiving ergonomics training should be
encouraged to consider the applicability of training content to activities
undertaken outside of the workplace.
3. When employees are provided unfamiliar or
significantly changed tools, equipment, or work stations, the training in the
use of the tool, equipment, or work station should routinely address ergonomics
issues.
4. Ergonomic features of equipment, tools, and work
stations (whether existing or under consideration for acquisition,
construction, or renovations) should be evaluated. The employee(s) who will be
working with the aforementioned should participate in the evaluation.
5. Ergonomics training and improvement efforts by
administrative units should receive appropriate programmatic and budgetary
support. The efforts should be continuous, to ensure periodic reconsideration
of ergonomic issues in light of environmental change and recent research. As
will all such unit-level activities, a unit's intentions, priorities, and
results achieved are properly discussed within the context of the annual
APP&R or SSPP&R process, which permits MAU-level review and
reinforcement.
In short, routine and widespread consideration of
ergonomic issues should be institutionalized as a natural component in the
conduct of University affairs.
Implementation of this policy is a shared
responsibility of various administrative units and of all University employees.
In particular:
1. Training - Departments/MAUs are responsible for
ensuring provision of ergonomic education in their units. For example,
employees working with video display terminals or highly repetitive tasks
should have training in the fundamentals of ergonomics and cumulative trauma
disorders (CTD) risk factors. Supervisors should have training in how they can
work with employees to reduce the risk of injuries and illnesses. Units that
provide primary training in the use of tools or equipment (such as MSU Computer
Laboratory and Administrative Information Services in the case of terminals and
personal computers) are responsible for routinely incorporating ergonomics
concepts within such training.
2. Work Station Design - Incorporation of ergonomics
principles in work site construction or renovation planning, is a shared
responsibility of all participating units, including the University Architect,
Physical Plant, and Facilities Planning & Space Management. For this
purpose, the work station should be considered to include furniture, electronic
and other tools, lighting, and other environmental features. Departments/MAUs
are responsible for individual work stations, once established. Each job-site
should provide an appropriate fit between the worker, the technology, and the
working environment. Employees should be empowered to share in the
responsibility for the safety of their workplace with their supervisor or
appropriate others.
3. Job Design - With leadership from departments and
MAU, supervisors are responsible for ensuring appropriate work methods. When
considering an employee's regular job assignment, both pace or work and job
flow should be reviewed to avoid excessively repetitive work for any one
employee and his/her specific position.
4. Medical Management - Employees suffering from
job-related cumulative trauma disorders will have access to medical treatment
and rehabilitative processes through the Workers' Compensation Program. In
these cases, ergonomic accommodations or improvements may be coordinated by the
Workers' Compensation Division. However, work station modifications and
equipment cost decisions are line responsibility, both financially and
administratively.
5. Individual Compliance - Employees are responsible
to follow ergonomic policies and to follow work practices directed or
recommended for ergonomic purposes.
Applies to:
Hazard Communication Standard
In part, the policy states:
It is the policy of
To this end, the Office of Radiation, Chemical and
Biological Safety (ORCBS) has developed and implemented the Michigan State
University Hazard Communication Standard in accordance with the requirements of
the Occupational Safety and Health Administration (OSHA). This law, commonly
called the Michigan Right-To-Know Law (MRTKL) was enacted in 1987. It established
a mechanism by which all employees are entitled to basic safety information
regarding hazardous chemicals in their work environment.
There are four main requirements of the Michigan
Right-To-Know Law. They are:
1) To develop a written plan to meet the
requirements of the Right-To-Know law
2) To provide, to all employees that work with
hazardous chemicals, safety education and training. . . .
3) To provide availability and use of Material
Safety Data Sheets (MSDS). . . .
4) To label all containers of hazardous
chemicals. . . .
Summary
All individuals performing work with hazardous
chemicals must accept a shared responsibility for operating in a safe manner
once they have been informed about the extent of risk and safe procedures for
their activities. The primary responsibility for providing chemical safety
education and training, pertaining to the Michigan Right-To-Know Law, rests
with individual supervisors.
The Office of Radiation, Chemical and Biological Safety
is available to assist departments, supervisors, employees and students with
their requirements under the Michigan Right-To-Know Law. Refer to the MSU
Right-to-Know Manual as a primary source of guidance and safety information. If
a manual is not readily available within your department, contact the Office of
Radiation, Chemical and Biological Safety, C124 Engineering Research Complex,
phone 355-0153, fax 353-4871.
The complete policy is available in the MSU Faculty
Handbook on pages 114-116.
return to index
return to beginning of Chapter 1
Chapter 2: Continuing Appointment System
"The Provost of Michigan State University in
recognition of the essential contributions of librarians in academic programs,
appoints, upon recommendation of the Director of Libraries, librarians at those
professional levels (Librarian I-IV) which do not involve an immediate award of
continuous appointment status. The President approves, upon recommendation of
the Director of Libraries and the Provost, appointments of librarians at the
professional level (Librarian IV) which confers immediate continuous
appointment status to those librarians who exhibit strong evidence of the
capacity for sustained professional growth.
Continuing appointment as used in this statement,
assures a librarian that she/he will not be dismissed due to capricious action
by the Library administration nor will dismissal be used as a restraint on the
librarian's exercise of academic freedom. Continuous appointment does not
guarantee employment if positions are not funded, if there are gross violations
of University or Library policies, if the librarian refuses to perform
reasonable assigned duties or fails to fulfill contractual obligations, or if
the librarian is no longer renders satisfactory performance in his or her
professional capacity at the University."
Relation to Academic Freedom
Continuing appointment status is awarded to
librarians upon the successful completion of probationary period(s) in a
process involving peer evaluation. The rights and responsibilities which flow
from continuing appointment are those commonly associated with the appointment
of faculty and follow the provisions detailed in such documents as the Bylaws
for Academic Governance and the MSU Faculty
Handbook. In general, the provisions of the continuing appointment system
parallel those of the tenure system. They differ in the norms and standards of
evaluation, but are identical in their foundation and rationale: the affording
of academic freedom protection based upon the public interest in ready access
to and unfettered exchange of information in the interest of research,
instruction, and public service.
Operating Principles
The operating principles of the continuing
appointment system parallel those of the tenure system as listed in the MSU Faculty
Handbook. The following have been adapted for the Libraries:
1. Appointment periods for continuing appointment
purposes are calculated from July 1 of the calendar year in which the
appointment is effective.
2. A librarian granted a leave of absence will have
his/her appointment period extended appropriately.
3. Librarians serving abroad with one of
a. A librarian without continuing appointment whose
initial appointment to Michigan State University is to an overseas assignment
of six months or more will have his/her appointment period under the continuing
appointment system extended by a period equal to the duration of his/her
overseas assignment.
b. Any other librarian without continuing
appointment who serves abroad on a Michigan State University project may have
his/her appointment period under the continuing appointment system similarly
extended only with the concurrence in writing of the individual involved and
the Director of Libraries, the Provost, and the President. Such agreement
should be reached prior to departure for the overseas assignment.
4. A librarian who is not to be recommended for
reappointment by the Director of Libraries must be notified in writing by the
Director by December 15 preceding the expiration of his/her appointment. Copies
of the notification are to be sent to the Provost. Upon written request of the
librarian, the Director of Libraries shall transmit in writing the reasons for
not recommending further appointment.
5. If the librarian who was recommended by the
Director of Libraries is not reappointed, or if proper notification as stated
in 4. is not given, an extension of one year is automatic; and the librarian
shall consider this arrangement as official notification of separation from the
University at the end of the one-year extension.
6. A librarian may not be transferred out of the continuing
appointment system during or immediately after an appointment under the terms
of the continuing appointment system, except as approved by the University
Committee on Faculty Tenure upon written petition of both the librarian and the
Library as a department. Subsequent appointment in the continuing appointment
system requires approval of the University Committee on Faculty Tenure.
7. Foreign nationals (non-citizens of the
8. Questions about the interpretation of the
continuing appointment regulations, or about the solution of continuing
appointment problems arising from situations not specifically covered in these
regulations, are referred to the University Committee on Faculty Tenure. The
Committee, after thorough study, submits its recommendations to the President
of the University, the Provost, or other appropriate administrative officer or
body.
Terms of Appointment
Under the continuing appointment system, librarians
are appointed to positions ranked at four levels: Librarian I, II, III, and IV.
Following are the lengths of appointments at each ranking level and eligibility
for reappointment and continuing appointment status. The individual librarian
will always be notified of upcoming reappointment and continuing appointment
deliberations and must submit a dossier to the Libraries Human Resources Office
for consideration by the RECAP Committee. Probationary appointment periods are
calculated from August 16 of the calendar year in which the appointment is
effective.
Probationary appointment periods are calculated from
August 16 of the calendar year in which the appointment is effective.
Librarian I
1. The initial appointment to a Librarian I position
will be for a probationary period that expires on the fourth August 15 after
the appointment year. To be considered for reappointment to a second three-year
probationary period, the librarian must submit a dossier no later than the
third July 1st after his or her appointment year. The initial
probationary appointment will terminate on its specified end date unless the
librarian is reappointed for a second probationary period.
To be considered for continuous appointment in the
MSU Libraries, the librarian must submit another dossier prior to the second
July 1st of the second probationary period. At this time the librarian
may choose to apply for both Continuing Appointment and Avenue One promotion
within Position to Librarian II.
2. If at any time during the initial probationary
period of the Librarian I appointment, the individual is approved to fill a
posted Librarian II or III position or is approved for promotion within
position (Avenue Two), the changed appointment will be for a period that
expires on the fourth August 15 following the date of the change. If
reappointed upon the conclusion of this period, continuing appointment will be
awarded.
3. If at any time during the probationary periods in
the Librarian I position, the individual is approved for a change of position
to one which has the same ranking, the provisions for probation and continuing
appointment pertinent to the initial appointment at the Librarian I level
apply.
4. During the probationary appointment period,
a Librarian I has the option to request reappointment or reappointment with
continuing appointment prior to the conclusion of the stipulated probationary
appointment period. The librarian is strongly encouraged to consult with
their Assistant/Associate Director prior to requesting early
reappointment. A negative decision on such a request shall not preclude
consideration for reappointment at the time specified upon the first
reappointment.
Librarian II
1. The initial appointment to a Librarian II
position will be for a probationary period that expires on the fourth August 15
after the appointment year. To be considered for reappointment to a second three-year
probationary period, the librarian must submit a dossier no later than the
third July 1st after his or her appointment year. The initial
probationary appointment will terminate on its specified end date unless the
librarian is reappointed for a second probationary period.
To be considered for continuous appointment in the
MSU Libraries, the librarian must submit another dossier prior to the second
July 1st of the second probationary period. At this time the librarian
may choose to apply for both Continuing Appointment and Avenue One promotion
within Position to Librarian III.
2. If at any time during the initial probationary
period of the Librarian II appointment, the individual is approved to fill a
posted Librarian III position or is approved for promotion within position
(Avenue Two), the changed appointment will be for a period that expires on the
fourth August 15 following the date of the change. If reappointed upon the
conclusion of this period, continuing appointment will be awarded.
3. If at any time during the probationary periods in
the Librarian II position, the individual is approved for a change of position
to one which has the same or a lower ranking level, the provisions for
probation and continuing appointment pertinent to the initial appointment at
the Librarian II level apply.
4. During the probationary appointment period,
a Librarian II has the option to request reappointment or reappointment with
continuing appointment prior to the conclusion of the stipulated probationary appointment
period. The librarian is strongly encouraged to consult with their
Assistant/Associate Director prior to requesting early reappointment. A
negative decision on such a request shall not preclude consideration for
reappointment at the time specified upon the first reappointment.
Librarian III
1. The initial appointment to a librarian III
position will be for a probationary period that expires on the fourth August
15th after the appointment year. To be considered for reappointment, the
librarian must submit a dossier no later than the third July 1st after his or
her appointment year. The initial probationary appointment will
terminate on its specified end date unless the librarian is reappointed.
If the librarian is reappointed, continuous appointment will be awarded.
2. If at any time during the probationary periods
in the Librarian III position, the individual is approved for a change of
position to one with the same or a lower ranking level, the provisions for probation
and continuing appointment pertinent to the initial appointment at the
Librarian III level apply.
3. A Librarian III has the option of
requesting reappointment with continuing appointment at any point prior to the
conclusion of the stipulated probationary appointment period. The
librarian is strongly encouraged to consult with their Assistant/Associate
Director prior to requesting early reappointment. A negative decision on
such a request shall not preclude consideration for reappointment at the time
specified upon the first reappointment.
Librarian IV
1. The initial appointment to a Librarian IV
position will be for a probationary period that expires on the fourth August 15th
after the appointment year. To be considered for reappointment, the librarian
must submit a dossier no later than the third July 1st after his or her
appointment year. The initial probationary appointment will terminate on
its specified end date unless the librarian is reappointed. If the
librarian is reappointed, continuous appointment will be awarded.
2. If at any time during the probationary period in
the Librarian IV position, the individual is approved for a change of position
to one with the same or a lower ranking level, the provisions for probation and
continuing appointment pertinent to the initial appointment at the Librarian IV
level apply.
3. An individual appointed to a Librarian IV
position may be appointed with continuing appointment by the Director of
Libraries following discussion with the RECAP committee.
4. Individuals appointed as Librarian IV have
the option of requesting reappointment with continuing appointment at any point
prior to the conclusion of the stipulated probationary appointment
period. Librarians are strongly encouraged to consult with the Director
prior to requesting early reappointment. A negative decision on
such a request shall not preclude consideration for reappointment at the time
specified upon the first reappointment.
FOOTNOTE: Consideration of such requests shall
occur at the time normally devoted to reviews for reappointment.
Guidelines for Position Ranking
When the rank of a new position is determined, or
when a change in ranking for an existing vacant position is considered, the
Divisional Director, in consultation with the appropriate Divisional body or
bodies, develops a detailed position description and recommends to the Director
a ranking level for the position. It is the responsibility of the Director and
the Divisional Director to ensure consistency within the Libraries in the
ranking of positions.
A wide variety of skills, competencies, and
educational backgrounds are required to develop an effective Library program.
The appropriate Divisional body (or bodies) considers the unique requirements
and responsibilities of each position in their deliberations regarding position
ranking.
Minimum criteria for the ranking of the library
positions are listed below:
Librarian I:
a. Education: Master's degree in library or
information science from an ALA-accredited program.
b. Experience: No professional experience required.
c. Previous research, scholarly, or professional
activities: Desired.
d. Responsibility: Responsible for a special interest
area or activity. May involve directing the work of clerical staff.
Librarian II:
a. Education: Master's degree in library or
information science from an ALA-accredited program.
b. Experience: A minimum of three years of
successful library professional experience. Specialized background/knowledge
that satisfies the requirements of the position.
c. Previous research, scholarly, or professional
activities: Active involvement in research, scholarly, or professional
activities.
d. Responsibility: Responsible for an interest area
or activity requiring specialized competence. May involve supervising or
directing the work of professional or clerical staff.
Librarian III:
a. Education: Master's degree in library or
information science from an ALA-accredited program.
b. Experience: A minimum of five years of successful
library professional experience. Specialized background/knowledge that
satisfies the requirements of the position.
c. Previous research, scholarly, or professional
activities: Contributions to the advancement of the profession and/or
activities related to inquiry and research.
d. Responsibility: Responsible for an interest area
requiring highly specialized competence and/or directs complex or interrelated
operations. May involve supervising or directing the work of professional or
clerical staff.
Librarian IV:
a. Education: Master's degree in library or
information science from an ALA-accredited program.
b. Experience: A minimum of seven years of successful
library professional experience. Specialized background/knowledge that
satisfies the requirements of the position.
c. Previous research, scholarly, or professional
activities: Major contributions to the advancement of the profession and/or activities
related to inquiry and research.
d. Responsibility: Directs a major library program which involves several operating units and exercises responsibility beyond these units affecting overall library goals and objec