SPEC Kit 344: Talent Management · 49
Three staff groups with three performance assessment processes and timelines. Many long-term employees in the
support staff group are at the top of their job scales not many opportunities for promotion.
Time consuming. Making sure all supervisors and employees see this as an opportunity.
Time consuming. Consistent application of performance ratings across libraries/departments.
Time consuming. Due at a busy time of year. Inflated ratings and not really dealing effectively with performance issues.
Timely completion by supervisors for classified employees.
Timely submission of reviews. Developing appropriate annual goals.
Understanding and equitable applications of rankings. Timing.
COMPETENCIES
The purpose of this section is to discover if your library uses competencies for talent management related systems and programming.
For this section, a competency is defined as a behavior, skill, or attribute an individual needs to be successful in his/her job.
Competencies focus on how an employee does their job, not what they do (i.e., functional responsibilities).
27. Has your library identified competencies for its employees? N=50
Yes 31 62%
No 19 38%
If no, please briefly explain why your library doesn’t use competencies. Then continue to the next
screen. N=14
Have long incorporated competencies into the career path for librarians, less often with other positions.
It hasn’t been the highest priority.
It is not part of the performance evaluation systems used by the campus.
Librarians do not like to be categorized in any way, so that they can be compared.
Library has wanted to shorten the process.
Necessity for collective bargaining on these issues makes it difficult.
The university system is working to establish core competencies so it is not the right time to establish library
specific competencies.
These have been used on an ad hoc basis. We have not coordinated practices or required their use.
This hasn’t been an issue of concern.
Under development
We are exploring options for pursuing this in FY15 some departments and positions have established competencies, but
there is not yet an institutional approach.
We do, but we have not organized our approach into a competency-based system. Needs some time and attention from
library human resources and others.
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