SPEC Kit 349: Evolution of Library Liaisons · 33
Policy is not the way we would describe this but each liaison is trusted to identify the most needed services for the
subject that they serve. There is a general or standard position description for public services librarians and the librarian
develops a tailored position description in consultation and in agreement with their supervisor. They choose concepts
from something like a menu of options and have the option to tailor the language further if needed and appropriate.
Provide feedback and other input as appropriate.
Steering committees are used in the department to guide activities and to provide assistance when needed.
Subject librarians were very involved in developing our overarching policy document, the Subject Librarian Framework
(adapted from University of Minnesota’s model).
Technically, the library does not have policies, but has established guidelines. The creation of guidelines is to some
degree informed by the liaisons’ interactions with patrons and programs. That is the level of their participation.
The department heads and Collections Coordinator seek input and guidance from the liaisons at regular meetings. The
attached document is under review by the liaisons.
The following is a quote from the Library Liaison Group charge: “The Library Liaison Group (LLG) fosters coordinated
communication among librarians with formal liaison responsibilities for the purpose of continually improving library
services to campus departments and for nurturing collaborative activities between the library and other units on campus
to strengthen the teaching, learning, and research experiences of faculty, staff, and students. To achieve this purpose,
the LLG will: Establish general guidelines for the liaison program….“
The guidelines were established as the result of a task force, which was comprised of liaisons, and collected feedback
from other liaisons.
The liaison librarians meet with their departmental colleagues, in groups called “Subject Teams” led by collection
managers, and in two major divisional groups (Collections and Public Services), where they discuss practices,
trends, and how to perform their roles and collaborate with faculty and students proactively and effectively in a
changing environment.
The liaison program is being reconceived as part of a library-wide reorganization. The basic parameters are determined
by the administration but liaisons are working as a team going forward to establish policies.
The liaisons are able to provide feedback on the basic liaison job description, and can offer suggestions for new
directions for liaison work.
The Liaisons Team discusses and votes on any proposed changes.
The Librarian’s Employment handbook is reviewed every five years by librarians and administrative representatives. They
also participate in the development and revisions of the job description.
The policies are incorporated into our faculty guidelines. Through the faculty council process, academics contribute to
the guidelines document and ratify the guidelines.
The umbrella description of the liaison librarian job description is broad each liaison in discussion with their director will
identify annual goals (typically in the annual performance review process) and priorities for the coming year. No liaison
will emphasize ALL or even most of the designated functions and services as incorporated in the liaison document. Any
system-wide revision of the liaison concept will be done in consultation with the liaison librarians.
Their department heads oversee liaison activities, and adjustments to policies are discussed in department meetings and
in broader meetings of all library subject specialists.
Policy is not the way we would describe this but each liaison is trusted to identify the most needed services for the
subject that they serve. There is a general or standard position description for public services librarians and the librarian
develops a tailored position description in consultation and in agreement with their supervisor. They choose concepts
from something like a menu of options and have the option to tailor the language further if needed and appropriate.
Provide feedback and other input as appropriate.
Steering committees are used in the department to guide activities and to provide assistance when needed.
Subject librarians were very involved in developing our overarching policy document, the Subject Librarian Framework
(adapted from University of Minnesota’s model).
Technically, the library does not have policies, but has established guidelines. The creation of guidelines is to some
degree informed by the liaisons’ interactions with patrons and programs. That is the level of their participation.
The department heads and Collections Coordinator seek input and guidance from the liaisons at regular meetings. The
attached document is under review by the liaisons.
The following is a quote from the Library Liaison Group charge: “The Library Liaison Group (LLG) fosters coordinated
communication among librarians with formal liaison responsibilities for the purpose of continually improving library
services to campus departments and for nurturing collaborative activities between the library and other units on campus
to strengthen the teaching, learning, and research experiences of faculty, staff, and students. To achieve this purpose,
the LLG will: Establish general guidelines for the liaison program….“
The guidelines were established as the result of a task force, which was comprised of liaisons, and collected feedback
from other liaisons.
The liaison librarians meet with their departmental colleagues, in groups called “Subject Teams” led by collection
managers, and in two major divisional groups (Collections and Public Services), where they discuss practices,
trends, and how to perform their roles and collaborate with faculty and students proactively and effectively in a
changing environment.
The liaison program is being reconceived as part of a library-wide reorganization. The basic parameters are determined
by the administration but liaisons are working as a team going forward to establish policies.
The liaisons are able to provide feedback on the basic liaison job description, and can offer suggestions for new
directions for liaison work.
The Liaisons Team discusses and votes on any proposed changes.
The Librarian’s Employment handbook is reviewed every five years by librarians and administrative representatives. They
also participate in the development and revisions of the job description.
The policies are incorporated into our faculty guidelines. Through the faculty council process, academics contribute to
the guidelines document and ratify the guidelines.
The umbrella description of the liaison librarian job description is broad each liaison in discussion with their director will
identify annual goals (typically in the annual performance review process) and priorities for the coming year. No liaison
will emphasize ALL or even most of the designated functions and services as incorporated in the liaison document. Any
system-wide revision of the liaison concept will be done in consultation with the liaison librarians.
Their department heads oversee liaison activities, and adjustments to policies are discussed in department meetings and
in broader meetings of all library subject specialists.