Common use of Criteria for Advancement Clause in Contracts

Criteria for Advancement. The criteria below apply to advancement of a pre-candidate to candidate. To advance, an individual must be assessed as highly competent in the area of professional performance and knowledge, and at least competent in the other two areas. Evidence of the levels of competence required would include, but not be limited to, the following characteristics of performance: a) Demonstrated fulfilment of assigned responsibilities and duties; b) Indications of increasing ability to act independently and creatively; c) Increasing interest in and capacity for improving the overall effectiveness of a unit’s operations; d) Demonstrated potential for long-range planning and the ability to identify problems, assess alternative solu- tions and consequences of recommendations; e) Demonstrated capacity to work harmoniously with colleagues and Library users; f) Some evidence of increasing competence in a subject area; g) Successful completion of and/or participation in work-related courses and/or institutes; h) Dependability and reliability in the execution of responsibilities; i) Need for a decreasing amount of direction as experi- ence increases; j) Understanding of Library policies and ability to inter- pret those policies when required; k) Effective participation in Library task forces, commit- tees, etc.; effective representation of Library interests and problems to non-Library groups, committees or University officials; l) Membership in a professional or subject-related association; m) Promise of further growth in a specific position, in general professional knowledge and, if pertinent, in a subject area.

Criteria for Advancement. The criteria below apply to advancement of a pre-candidate to candidate. To advance, an individual must be assessed as highly competent in the area of professional performance and knowledge, and at least competent in the other two areas. Evidence of the levels of competence required would include, but not be limited to, the following characteristics of performance: a) Demonstrated fulfilment of assigned responsibilities and duties; b) Indications of increasing ability to act independently and creatively; c) Increasing interest in and capacity for improving the overall effectiveness of a unit’s operations; d) Demonstrated potential for long-range planning and the ability to identify problems, assess alternative solu- tions and consequences of recommendations; e) Demonstrated capacity to work harmoniously with colleagues col- leagues and Library users; f) Some evidence of increasing competence in a subject area; g) Successful completion of and/or participation in work-work- related courses and/or institutes; h) Dependability and reliability in the execution of responsibilities; i) Need for a decreasing amount of direction as experi- ence increases; j) Understanding of Library policies and ability to inter- pret those policies when required; k) Effective participation in Library task forces, commit- tees, etc.; effective representation of Library interests and problems to non-Library groups, committees or University officials; l) Membership in a professional or subject-related associationassoci- ation; m) Promise of further growth in a specific position, in general professional knowledge and, if pertinent, in a subject area.