Library Department Chair Evaluation Process
A page within Murphy Library
Library Department Chair Evaluation Process
Procedure
- Occurs 2nd year of a 3-year term
- The director distributes an electronic survey to members of the library department
- Survey administered by library director via online survey instrument
- Measures: the survey has five major sets of questions
- A set of standard items asked in regards to all chairs (5-point - strongly agree/strongly disagree)
- Advances the department toward agreed upon goals.
- Facilitates open and professional communication amongst faculty, staff, and students.
- Assures that personnel and non-personnel resources are utilized effectively to reflect departmental priorities.
- Fairly and equitably mentors faculty and IAS through the retention, tenure, promotion, merit, and/or post-tenure review process.
- Facilitates positive relationships among and between faculty and staff.
- Clearly communicates departmental expectations based on the bylaws for personnel evaluation (career progression, merit, retention, tenure, post-tenure review, promotion).
- A single overall performance item
- Indicate the degree of confidence you hold of your department chair in this role:
- Exceptional confidence – they appear to be doing an outstanding job as chair
- High confidence – they appear to be doing a good job as chair
- Moderate confidence – they appear to be doing an adequate job as chair
- Low confidence – they appear to be doing a weak job as chair
- No confidence – they are doing a poor job as chair
- A set of open-ended comment boxes regarding chair performance
- A set of open-ended comment boxes regarding departmental goals
Follow-up
- Director meets with chair and provides the aggregate data.
- Director relays common themes from survey comments
- Director discusses their professional feedback on the chair’s performance
