Common use of Criteria for Advancement Clause in Contracts

Criteria for Advancement. The criteria below apply to advancement of a librarian and archivist from Candidacy to continuing appointment, as well as promotion from the rank of Assistant Librarian to Associate Librarian. To qualify for a continuing appoint- ment or for promotion to the rank of Associate Librarian, an individual must be assessed to have at least high compe- tence in the area of professional performance and know- ledge and at least high competence in one other area. Evidence of the levels of competence required would in- clude, but not be limited to, the following characteristics of performance: a) Demonstrated excellence in fulfilment of position responsibilities and duties; b) Obvious ability to act independently and creatively in the position and by so doing to enhance the ability of the Library to fulfill its objectives; c) Clear understanding of policies; ability to justify and interpret Library policies to staff and users; d) Significant contributions in the form of analysis, xxxxx- xxxxx, planning, advice and/or counsel, suggestions, and actions which improve the operations of a specific Library unit; e) Provides leadership in fostering effective interpersonal relationships both within the Library and within the community of users; consistently sensitive to user needs and coordinates execution of responsibilities with others affected; f) Demonstrated planning ability; long-range planning ability and/or the ability to define Library objectives and goals will be considered in terms of ability to set objectives, to allocate resources consistent with system-wide goals and resources, and to shape Library policies, i.e., planning ability based on thorough analy- ses and evaluations of needs and constraints as well as the ability to gain commitment of persons affected by the changes planned for; g) Evidence of growth in librarianship and/or subject area; awareness of trends in the profession; h) Successful completion and/or participation in job-relat- ed courses, institutes and the like; i) Publications or other presentations in librarianship or other subject areas. When publications or other pres- entations are being considered, the content and form of such materials is considered rather than the number of titles or descriptive phrases on any curriculum vitae; j) Representing York or providing leadership in local, regional, national or international organizations devot- ed to librarianship and/or subject areas; k) Effective participation in Library and University task forces, committees and the like. When assessing a can- didate’s contribution in service, mere membership on committees or service in a position is not enough. The quality of service is considered in terms of thorough- ness and consistency of planning and performance, ori- ginality of ideas, leadership and quality of end product; l) Effective representation of Library interests and prob- lems to non-Library groups, committees or University officials, when such representation is normally not part of position responsibilities; m) Other professional contributions to the academic or general community.

Criteria for Advancement. The criteria below apply to advancement of a librarian and archivist from Candidacy to continuing appointment, as well as promotion from the rank of Assistant Librarian to Associate Librarian. To qualify for a continuing appoint- ment appointment or for promotion to the rank of Associate Librarian, an individual must be assessed to have at least high compe- tence competence in the area of professional performance and know- ledge knowledge and at least high competence in one other area. Evidence of the levels of competence required would in- cludeinclude, but not be limited to, the following characteristics of performance: a) Demonstrated excellence in fulfilment of position responsibilities and duties; b) Obvious ability to act independently and creatively in the position and by so doing to enhance the ability of the Library to fulfill its objectives; c) Clear understanding of policies; ability to justify and interpret Library policies to staff and users; d) Significant contributions in the form of analysis, xxxxx- xxxxx, planning, advice and/or counsel, suggestions, and actions which improve the operations of a specific Library unit; e) Provides leadership in fostering effective interpersonal relationships both within the Library and within the community of users; consistently sensitive to user needs and coordinates execution of responsibilities with others affected; f) Demonstrated planning ability; long-range planning ability and/or the ability to define Library objectives and goals will be considered in terms of ability to set objectives, to allocate resources consistent with system-system- wide goals and resources, and to shape Library policiespoli- cies, i.e., planning ability based on thorough analy- ses analyses and evaluations of needs and constraints as well as the ability to gain commitment of persons affected by the changes planned for; g) Evidence of growth in librarianship and/or subject area; awareness of trends in the profession; h) Successful completion and/or participation in job-relat- ed courses, institutes and the like; i) Publications or other presentations in librarianship or other subject areas. When publications or other pres- entations pre- sentations are being considered, the content and form of such materials is considered rather than the number num- ber of titles or descriptive phrases on any curriculum vitae; j) Representing York or providing leadership in local, regional, national or international organizations devot- ed to librarianship and/or subject areas; k) Effective participation in Library and University task forces, committees and the like. When assessing a can- didate’s contribution in service, mere membership on committees or service in a position is not enough. The quality of service is considered in terms of thorough- ness and consistency of planning and performance, ori- ginality originality of ideas, leadership and quality of end productprod- uct; l) Effective representation of Library interests and prob- lems to non-Library groups, committees or University officials, when such representation is normally not part of position responsibilities; m) Other professional contributions to the academic or general community.

Criteria for Advancement. The criteria below apply to advancement of a librarian and archivist from Candidacy to continuing appointment, as well as promotion from the rank of Assistant Librarian to Associate Associ- ate Librarian. To qualify for a continuing appoint- ment appointment or for promotion to the rank of Associate Librarian, an individual must be assessed to have at least high compe- tence competence in the area of professional performance and know- ledge knowledge and at least high competence in one other area. Evidence of the levels of competence required would in- clude, but not be limited to, the following characteristics of performance: a) Demonstrated excellence in fulfilment of position responsibilities responsi- bilities and duties; b) Obvious ability to act independently and creatively in the position and by so doing to enhance the ability of the Library to fulfill its objectives; c) Clear understanding of policies; ability to justify and interpret inter- pret Library policies to staff and users; d) Significant contributions in the form of analysis, xxxxx- xxxxxevaluation, planning, advice and/or counsel, suggestions, and actions which improve the operations of a specific Library unit; e) Provides leadership in fostering effective interpersonal relationships rela- tionships both within the Library and within the community of users; consistently sensitive to user needs and coordinates coordi- nates execution of responsibilities with others affected; f) Demonstrated planning ability; long-range planning ability and/or the ability to define Library objectives and goals will be considered in terms of ability to set objectives, to allocate resources consistent with system-wide goals and resources, and to shape Library policies, i.e., planning ability based on thorough analy- ses analyses and evaluations of needs and constraints as well as the ability to gain commitment of persons affected by the changes planned for; g) Evidence of growth in librarianship and/or subject area; awareness of trends in the profession; h) Successful completion and/or participation in job-relat- ed related courses, institutes and the like; i) Publications or other presentations in librarianship or other subject areas. When publications or other pres- entations presentations are being considered, the content and form of such materials is considered rather than the number of titles or descriptive phrases on any curriculum vitae; ; j) Representing York or providing leadership in local, regional, national or international organizations devot- ed devoted to librarianship librarian- ship and/or subject areas; k) Effective participation in Library and University task forces, committees and the like. When assessing a can- didate’s contribution in service, mere membership on committees or service in a position is not enough. The quality of service is considered in terms of thorough- ness and consistency of planning and performance, ori- ginality of ideas, leadership and quality of end product; l) Effective representation of Library interests and prob- lems to non-Library groups, committees or University officials, when such representation is normally not part of position responsibilities; m) Other professional contributions to the academic or general community.

Criteria for Advancement. The criteria below apply to advancement of a pre-candidateto candidate librarian and or archivist from Pre-Candidacy to continuing appointment, as well as promotion from the rank of Assistant Librarian to Associate LibrarianCandidacy. To qualify for a continuing appoint- ment or for promotion to the rank of Associate Librarianadvance, an individual must be assessed as highly competent to have at least high compe- tence competence in the area of professional performance and know- ledge knowledge, and at least high competence competentcompetence in one the other areatwo other areas. Evidence of the levels of competence required includes would in- cludeinclude, but is not be limited to, the following characteristics of performance: a) Demonstrated excellence in fulfilment of position assigned responsibilities and duties; b) Obvious Indications of increasing ability to act independently and creatively in the position and by so doing to enhance the ability of the Library to fulfill its objectivescreatively; c) Clear understanding Demonstrated capacity to work flexibly and effectively with colleagues to meet evolving needs and responsibilities of policies; ability to justify the organization, at both a unit/department level and interpret Library policies to staff and userssystem- wide; d) Significant contributions in the form Demonstrated capacity to work harmoniously with colleagues and Library users and promise of analysis, xxxxx- xxxxx, planning, advice and/or counsel, suggestions, and actions which improve the operations of a specific Library unit; e) Provides leadership in fostering effective interpersonal relationships both within the Library Libraries and within the community of users; consistently sensitive to user needs .; e) Demonstrated Increasing interest in and coordinates execution capacity for improving the overall effectiveness of responsibilities with others affecteda unit’s operations; f) Demonstrated planning ability; potential for long-range planning ability and/or and the ability and capacity to define Library objectives identify problems, assess alternative solu-tions and goals will be considered in terms consequences of ability to set objectives, to allocate resources consistent with system-wide goals and resources, and to shape Library policies, i.e., planning ability based on thorough analy- ses and evaluations of needs and constraints as well as the ability to gain commitment of persons affected by the changes planned forrecommendations; g) Evidence Some eEvidence of growth increasing competence in librarianship and/or a subject and “functional” area; awareness of trends in the profession; h) Successful completion of and/or participation in jobwork-relat- ed courses, institutes and the likerelated courses and/or institutes; i) Publications or other presentations Dependability and reliability in librarianship or other subject areas. When publications or other pres- entations are being considered, the content and form execution of such materials is considered rather than the number of titles or descriptive phrases on any curriculum vitaeresponsibilities; j) Representing York or providing leadership in local, regional, national or international organizations devot- ed to librarianship and/or subject areasNeed for a decreasing amount of direction as experi- ence increases; k) Understanding of Library policies and ability to inter- pret those policies when required; l) Effective participation in Library and University task forces, committees and the like. When assessing a can- didate’s contribution in servicecommit- tees, mere membership on committees or service in a position is not enough. The quality of service is considered in terms of thorough- ness and consistency of planning and performance, ori- ginality of ideas, leadership and quality of end product; l) Effective etc.; effective representation of Library interests and prob- lems problems to non-Library groups, committees or University officials, when such representation is normally not part of position responsibilities; m) Other Membership and active participation in a professional contributions or subject-relatedassociation; n) Promise of further growth in expertise and knowledge pertinent to the academic a specific position;, in general professional knowledge and, if pertinent, in asubject area. o) Evidence of an identified research area and work towards building a scholarly profile through publications or general communitypresentations, or clear identification of work-in-progress.;