PM 87-06, Revised
President John A. Brownell
Policies and Procedures for Reappointment, Tenure
And Promotion of University Library Faculty
[Supersedes PM 81-14 and PM 83-10]
I. The University Library Committee on Reappointment, Tenure, and Promotion (hereinafter referred to as the Committee):
A. This Committee is equivalent to a school RTP committee, and there is no other level of peer review committee.
1. The Committee shall consist of three tenured full-time University
Library faculty in Unit Three (excluding those whose responsibility in
a given annual RTP cycle includes writing RTP recommendations to be
considered by the Committee). No person shall serve on the
Committee during the year in which she/he is to be reviewed by the
Committee. In promotion considerations, committee members must
have a higher rank than those being considered for promotion.
2. The Committee shall be elected by the University Library faculty (Unit Three) holding regular full-time appointments (including joint appointees) at the beginning of fall semester. In the event sufficient qualified members of the University Library faculty are not available, all those eligible may serve, and if there are not enough eligible members to constitute a full committee, tenured full-time faculty from outside the University Library shall be elected to make a committee of sufficient size. The University Librarian* shall consult with each eligible member of the University Library faculty to determine her/his willingness to serve. The election shall be conducted by secret ballot through the Office of the University Librarian*.
3. A quorum shall consist of three members of the Committee. If any member is unable to participate because of illness or other serious reason, a replacement shall be chosen in accordance with paragraph 2 above.
4. At its first meeting in the fall semester, the Committee shall elect its Chairperson and inform the University Librarian* of its choice.
*Current title is Dean, University Library
II. Procedures for Reappointment, Tenure, and Promotion
A. A list of faculty members who are eligible for consideration for reappointment, tenure, or promotion will be provided by the Dean of Faculty Affairs** to the University Librarian*, who will notify eligible faculty, heads of appropriate units, and the Committee.
B. Each faculty member who has completed the period of pre-tenure service, who has reached the top salary step of her/his rank, and who possesses the terminal degree must be considered each year for promotion, except that a library faculty member may withdraw from consideration.
C. The University Librarian* and the head of the faculty memberís unit shall prepare written evaluations.
In separate meetings with the University Librarian* and the unit head, the faculty member shall be provided a copy of the evaluation, and the evaluation shall be discussed. The faculty member shall sign the original copy of the evaluation acknowledging that a copy of the evaluation shall be placed in the faculty memberís personnel file. In the event this procedure is logistically impractical, a note on the evaluation shall so indicate.
If the faculty member refuses to sign the evaluation, the evaluator will certify that a copy was given to the faculty member and discussed with him/her.
D. The Committee will review the official personnel file of each faculty member being considered for reappointment, tenure, or promotion, including the cumulative annual Supplementary Information Forms filed by the faculty member and other relevant materials. The Committee will evaluate each faculty member in the light of the criteria set forth below and will prepare a written report of its evaluation and recommendations, which will be forwarded to the personnel file.
E. The Committee shall submit to the Dean of Faculty Affairs** its recommendations for promotion in a listing by priority order.
F. In the event of disagreement between the Committee and the University Librarian*, the Committee will request evaluation of the faculty member by the University RTP Committee with a copy of the request to the concerned faculty member, who may choose to withdraw from the promotion process. Disagreement is defined as a difference in opinion about whether the faculty member should be retained, granted or not granted tenure, or promoted or not promoted.
*Current title is Dean, University Library
**Currently, Associate Vice President for Faculty Affairs
Criteria For Reappointment, Tenure and Promotion
of University Library Faculty
I. Criteria for Evaluation
The criteria for evaluation are successful performance of professional assignment;
scholarship, creative activity, or professional growth; and effective functioning in the
institution and in the community. The three criteria are interrelated, but individuals
achieve distinction in various ways and degrees; therefore, circumstances may justify
placing greater weight on a candidateís outstanding achievements in one or another
area. However, since providing excellence in access and instruction is the primary
function of the University Library, successful performance of professional assignment
shall be the most important criterion for promotion.
II. Degree Requirements
A masterís degree in Library Science is normally required of all library faculty at
California State University, Dominguez Hills for reappointment, tenure, and
promotion and is the terminal degree.
III. Professional Performance Illustrations
The following list of particulars is illustrative of professional achievement but is not
exhaustive. Not every illustration must be used; illustrations may be adapted to fit the
needs of individual departments or units within the University Library, and other
evidence may be added. It is essential that the evidence be relevant to the University
Library, the University, the CSU System, and/or the profession.
Although the criteria for evaluation of teaching faculty may be used for reference,
the criteria for evaluating librarians must be especially tailored to meet the
characteristics of the library profession; the requirements, organization and
mission of the campus library; and the qualities and responsibilities appropriate
for academic librarians. Both the professional environment and work of librarians
are different from those of teaching faculty because of the special nature of a
library, which is a cooperative and sequential enterprise involving interdependent
departments and interrelated functions. In addition, the work of librarians
requires the application and continued acquisition of knowledges [sic] and
abilities unique to the profession of librarianship. The factors used in the
assessment of librarians for professional competence and advancement must
capture these unique professional/academic elements and responsibilities. (FSA
78-64, Personnel Plan for Librarians, p. 12.)
A. Evidence of professional performance. Such evidence as the following will be
B. Evidence of scholarship, creative activity, or professional growth. Such evidence as the following will be considered:
C. Evidence of effective functioning in the institution and in the community. Such evidence as the following will be considered:
interdisciplinary, school, university, and system-wide committees.
those of a purely social nature) through such activities as speeches,
consultantships [sic], and committee memberships.
PM 87-06, Supplement No. 1 8/22/88
President John A. Brownell
University Library Faculty RTP Policies, Procedures, and Criteria:
Instructional Media Faculty RTP Criteria
The Academic senate has recommended that specific criteria be used in the evaluation of Instructional Media faculty. I am pleased to adopt the recommendation (FPC 88-05) as campus policy, effective immediately. During the RTP review of Instructional Media faculty, the policies and procedures set out in the first section of the original PM 87-06 shall be followed. The RTP criteria for Instructional Media faculty shall be as follows.
CRITERIA FOR THE REAPPOINTMENT, TENURE, AND PROMOTION OF INSTRUCTIONAL MEDIA FACULTY
I. Evidence of professional performance. Such evidence as the following will be
Application of special knowledge of current developments to the production of
Planning and implementing improved or innovative procedures or services.
Making and implementing sound decisions.
Effective supervision of others.
Evaluation of existing mediated materials or electronic media for acquisitions or
Development or improvement of tools for making Instructional Mediaís facilities
more accessible to students and faculty.
Designing, creating, and producing media programs for curricular use and for
university public relations projects.
Effectiveness in planning, organizing, and scheduling requests and related work.
Coordination with Instructional Media production staff on upgrading production
skills, purchasing new equipment, obtaining supplies, and budget allocations.
Developing and implementing training and career development plans for colleagues
and staff as they relate to Instructional Media goals.
Working effectively with other faculty to design and develop instructional materials.
Coordination of production activities with other organizational units.
Teaching performance, as outlined in the Faculty Handbook (for faculty teaching
courses offered by Instructional Media).
II. Evidence of scholarship, creative activity, or professional growth. Such evidence
as the following will be considered.
Significant research and innovation resulting in publications and reports, or, if
unpublished, clearly resulting in benefit to the operations or stature of Instructional
Active participation, through papers, panels, symposia, etc., in meetings and
conferences of professional organizations.
Significant activity in the leadership of professional organizations, such as holding
office, committee membership, etc.
Major editorial responsibilities for publications or programming which have local,
state, or national distribution and which shall serve informational needs.
Effective sharing of research findings and innovations, consulting experience, and
related activities with colleagues and students.
Acquisition of significant awards, commissions, prizes, honors, fellowships, or grants.
Preparation, writing, and submission of grant proposals.
Effective sharing of knowledge acquired by attending professional meetings,
seminars, and workshops, investigating approaches used by other institutions, and
conducting literature searches.
Training in related areas, such as telecommunications, computer technology,
communications, media arts, administration, human relations, and foreign languages.
Attainment of additional knowledge and expertise through course work, degrees,
specialized training, travel, or other means.
Production or consulting on mediated program materials to include writing,
producing, photography, editing, sound, and directing beyond duties required.
Acquisition and sharing of knowledge that supports the transfer of new and changing
telecommunications-related knowledge to the campus community.
III. Evidence of effective functioning in the institution and in the community. Such
evidence as the following will be considered.
Effective participation and contribution as a member of departmental,
interdisciplinary, school, university-wide, and system-wide committees.
Effectiveness in student advisement.
Availability for consultation with students.
Representation of the university in community groups or agencies (other than those of
a purely social nature) through such activities as speeches, consultanships, and
Participating in student activities as sponsor or advisor.
Teaching courses offered outside of Instructional Media.
Involvement in professional activities that support the advancement of
telecommunications and utilization of media at the campus level and beyond.
Creation of instructional and/or informational programming or other material that is
directed at community audiences through such outlets as the university cable
television channels, broadcast media, or print media.
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Last updated 07/29/2008, by Ruby Martinez.