External Review for Promotion and Tenure · 73
University of Pittsburgh
08/16/2006 04:06 PM ULS Guidelines for Faculty Librarians (revision, 2003)
Page 6 of 15 http://www.library.pitt.edu:8000/manuals/prc.html#review17
Each letter received must be placed in the candidate's file, and must be accompanied by the following information (in the form
of an annotated list of all the letters): name and institution of the reviewer a summary of the reviewer's credentials whether the
candidate or the review committee provided the reviewer's name a description of the relationship, if any, between the candidate
and the reviewer. The file should identify which individuals, if any, were solicited for reviews but did not provide them, and for
what reasons.
In accordance with the University of Pittsburgh Policy #07-06-05, "Access to Employee Personnel Files," University of
Pittsburgh Faculty Handbook, July, 2002, letters solicited by a review committee from persons who are not current University
of Pittsburgh employees will not be made accessible to the faculty librarian under review.
All of these materials will be used by the full PRC when conducting Level II reviews, with access to the file in the Director's
office by appointment. Faculty librarians may review this file according to procedures stated in the University of Pittsburgh
policy, #07-06-05.
Return to Top.
IV. GENERAL QUALIFICATIONS FOR EXPECTATION STREAM
APPOINTMENTS
A. Credentials. The faculty librarians of the ULS consider the MLS or the MLIS degree from an ALA-accredited (or an
approved foreign equivalent) program to be the required professional credential for librarians. 5 A minimum of three years of
service at the previous rank or its equivalent is required before an individual is eligible for appointment at, or promotion to, the
next rank.
B. General evaluation guidelines. The following three general areas will be reviewed and examined in evaluating an
individual's eligibility for appointment at, or promotion to, a particular rank and for expectation of continuing employment: job
performance, professional development and contributions, and service within the ULS, University, and community. Eligibility
depends on a record of achievement in all three areas. [Note: the percentage distribution of effort stipulated in the librarian's
annual performance appraisals may change from year to year however, for the peer review process, the librarian must
demonstrate significant accomplishments within all three areas.] All qualifications and criteria described within these guidelines
apply to faculty librarian appointments made prior to and following the approval date of this document.
1. Job performance. The quality of the job performance is considered the basis of any review. A librarian's performance will be
evaluated in terms of the responsibilities delineated in his or her current job description and/or any previous job descriptions
that may apply to the period under review. Performance will also be assessed for evidence of the development of traits such as
independence, initiative, creativity, and leadership capabilities in carrying out job responsibilities and working within the
context of the unit and ULS goals. Teaching or membership on a committee within ULS or the University by virtue of one's job
responsibilities and/or by appointment of one's supervisor or the Director is normally considered as part of job performance.
Membership on the PRC and its subcommittees is considered part of job performance, because it is not optional. In general,
then, appointed tasks fall within Job Performance volunteered tasks fall within Service.
2. Professional development and contributions. Research, scholarship, and creative activity are essential activities of the
faculty librarian. In addition to evidence of independence, initiative, creativity and leadership capabilities, the evaluation of
professional development and contributions will include consideration of any training or course work to acquire or upgrade
skills or knowledge undertaken within or beyond the ULS, as well as professional activities beyond the ULS. The latter may
include, but are not limited to, attendance at conferences, active participation in professional organizations or programs,
research, publishing, editorial assignments, teaching or co-teaching college or university level courses, or consulting. 6 Teaching
or consulting with compensation outside the ULS is generally considered as professional activity.
For research and publications, the PRC review process generally views the content as more important than the medium, quality
more important than quantity, peer-reviewed activity more important than non-peer-reviewed efforts, and national contributions
more important than local or in-house ones. The same standards are used to evaluate printed as well as electronic and/or web-
based content. The following are examples of research and publication efforts in ascending order of importance: creating
computer applications non-refereed articles authorship of book or software reviews preparation of annotated bibliographies
creating a Web site participation in national committees grants received presentation at a national meeting chair of a national
professional committee editorship of a journal or online archive editorship of a book articles in refereed publications
authorship of a book. 7 It is acknowledged that the items listed in the previous sentence do not constitute a clear ascending
continuum -therefore, it is in all cases the responsiblility of the librarian to provide the PRC with information with which to
verify the relative significance of the publication or creative effort. This information might include, but would not be limited to:
http://www.library.pitt.edu:8000/manuals/prc.html#review17
University of Pittsburgh
08/16/2006 04:06 PM ULS Guidelines for Faculty Librarians (revision, 2003)
Page 6 of 15 http://www.library.pitt.edu:8000/manuals/prc.html#review17
Each letter received must be placed in the candidate's file, and must be accompanied by the following information (in the form
of an annotated list of all the letters): name and institution of the reviewer a summary of the reviewer's credentials whether the
candidate or the review committee provided the reviewer's name a description of the relationship, if any, between the candidate
and the reviewer. The file should identify which individuals, if any, were solicited for reviews but did not provide them, and for
what reasons.
In accordance with the University of Pittsburgh Policy #07-06-05, "Access to Employee Personnel Files," University of
Pittsburgh Faculty Handbook, July, 2002, letters solicited by a review committee from persons who are not current University
of Pittsburgh employees will not be made accessible to the faculty librarian under review.
All of these materials will be used by the full PRC when conducting Level II reviews, with access to the file in the Director's
office by appointment. Faculty librarians may review this file according to procedures stated in the University of Pittsburgh
policy, #07-06-05.
Return to Top.
IV. GENERAL QUALIFICATIONS FOR EXPECTATION STREAM
APPOINTMENTS
A. Credentials. The faculty librarians of the ULS consider the MLS or the MLIS degree from an ALA-accredited (or an
approved foreign equivalent) program to be the required professional credential for librarians. 5 A minimum of three years of
service at the previous rank or its equivalent is required before an individual is eligible for appointment at, or promotion to, the
next rank.
B. General evaluation guidelines. The following three general areas will be reviewed and examined in evaluating an
individual's eligibility for appointment at, or promotion to, a particular rank and for expectation of continuing employment: job
performance, professional development and contributions, and service within the ULS, University, and community. Eligibility
depends on a record of achievement in all three areas. [Note: the percentage distribution of effort stipulated in the librarian's
annual performance appraisals may change from year to year however, for the peer review process, the librarian must
demonstrate significant accomplishments within all three areas.] All qualifications and criteria described within these guidelines
apply to faculty librarian appointments made prior to and following the approval date of this document.
1. Job performance. The quality of the job performance is considered the basis of any review. A librarian's performance will be
evaluated in terms of the responsibilities delineated in his or her current job description and/or any previous job descriptions
that may apply to the period under review. Performance will also be assessed for evidence of the development of traits such as
independence, initiative, creativity, and leadership capabilities in carrying out job responsibilities and working within the
context of the unit and ULS goals. Teaching or membership on a committee within ULS or the University by virtue of one's job
responsibilities and/or by appointment of one's supervisor or the Director is normally considered as part of job performance.
Membership on the PRC and its subcommittees is considered part of job performance, because it is not optional. In general,
then, appointed tasks fall within Job Performance volunteered tasks fall within Service.
2. Professional development and contributions. Research, scholarship, and creative activity are essential activities of the
faculty librarian. In addition to evidence of independence, initiative, creativity and leadership capabilities, the evaluation of
professional development and contributions will include consideration of any training or course work to acquire or upgrade
skills or knowledge undertaken within or beyond the ULS, as well as professional activities beyond the ULS. The latter may
include, but are not limited to, attendance at conferences, active participation in professional organizations or programs,
research, publishing, editorial assignments, teaching or co-teaching college or university level courses, or consulting. 6 Teaching
or consulting with compensation outside the ULS is generally considered as professional activity.
For research and publications, the PRC review process generally views the content as more important than the medium, quality
more important than quantity, peer-reviewed activity more important than non-peer-reviewed efforts, and national contributions
more important than local or in-house ones. The same standards are used to evaluate printed as well as electronic and/or web-
based content. The following are examples of research and publication efforts in ascending order of importance: creating
computer applications non-refereed articles authorship of book or software reviews preparation of annotated bibliographies
creating a Web site participation in national committees grants received presentation at a national meeting chair of a national
professional committee editorship of a journal or online archive editorship of a book articles in refereed publications
authorship of a book. 7 It is acknowledged that the items listed in the previous sentence do not constitute a clear ascending
continuum -therefore, it is in all cases the responsiblility of the librarian to provide the PRC with information with which to
verify the relative significance of the publication or creative effort. This information might include, but would not be limited to:
http://www.library.pitt.edu:8000/manuals/prc.html#review17
