SECTION 4: CRITERIA FOR APPOINTMENT, PROMOTION AND PERFORMANCE ASSESSMENT

4.1   Introduction
4.2   Definitions
4.3   Professional Responsibility - Librarians
4.4   Professional Responsibility - Curators
4.5   Professional Responsibility - Archivists
4.6   Scope - Librarians
4.7   Scope - Curators
4.8   Scope - Archivists
4.9   Complexity, Impact and Independence - Librarians
4.10  Complexity, Impact and Independence - Curators
4.11  Complexity, Impact and Independence - Archivists
4.12  Professional Growth, Service, Scholarship and Innovation - Librarians
4.13  Professional Growth, Service, Scholarship and Innovation - Curators
4.14  Professional Growth, Service, Scholarship and Innovation - Archivists
4.15  Requirements of Academic Staff by Rank
         4.15.1  Assistant Librarian
         4.15.2  Associate Librarian
         4.15.3  Librarian
         4.15.4	 Assistant Curator
	 4.15.5	 Associate Curator
	 4.15.6	 Curator
	 4.15.7	 Assistant Archivist
	 4.15.8	 Associate Archivist
	 4.15.9	 Archivist
4.16   Annual Appraisal
4.17   Guidelines for Career Progress, Merit and Promotion
4.18   Criteria for Appointment with Tenure

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4.1	INTRODUCTION
4.1.1	Criteria respecting performance of academic staff in Information Resources are to be determined in accordance with the particular duties and responsibilities of the position. (95.03.31)
4.1.2	Section 4 is a statement of those criteria as established by Information Resources. (83.04.29)
4.1.3	This section contains a full description of the factors which are to be measured in determining rank. These factors, which consist of profiles of each rank, are meant as guidelines only and are to be used in the initial definition of a rank, and for promotion. Years of experience are not defined for each rank. It is expected that experience will be evaluated for its quality and relevance to each individual's situation. (01.10.05)
4.1.4	It is not intended that any two positions at the same level be identical. The proportions of Scope, Complexity, Impact and Independence will vary along with Professional Growth, Service, Scholarship and Innovation within the goals of both Information Resources and the individual. (97.09.26)
4.1.5	In the definition of each rank, it is assumed that external contacts (i.e. with faculty, staff and students; other libraries, museums, and archives; the Community at large) are present. The breadth and impact of external contacts will increase with the rank; however, some level of external contact is present in all ranks. (03.12.12)
4.1.6	The following definitions serve to clarify the concepts used, especially those relating to management. Throughout, the criteria include a broad definition of management, including the management of human and other resources, to accomplish Information Resources objectives. The basic processes of management apply to all ranks and are appropriate to both traditional line and staff functions. It is assumed that, although the broad management component increases in proportion and importance as the rank increases, there are a variety of roads to Librarian, Curator, or Archivist not limited strictly to increased management responsibility. (03.12.12)
4.1.7	Information Resources will adhere to the criteria set in Section 7.0 Leaves of Absence, GPC Manual, regarding assessment of academic staff on leave during the assessment period. (03.11.28)
4.2	DEFINITIONS
4.2.1	Accountability: a personal liability for both actions taken and responsibility held and the requirement to justify decisions and activities.
4.2.2	Administration: the application of procedures to support the achievement of Information Resources goals.
4.2.3	Goals: the translation of Information Resources objectives into individual and unit plans of action. Goals are defined as realistic and achievable within a certain period of time. (95.03.31)
4.2.4	Line Position: a position held by a person with direct authority and responsibility.
4.2.5	Management: the design and operation of a variety of systems, procedures and processes to bring together human and other resources to accomplish the goal of providing access to information resources needed by users. Management involves six basic processes applicable to all levels of unit operation: planning and goal setting, allocation of resources, organization, control, implementation, and evaluation. (03.12.12)
4.2.6	Objectives: a statement of the fundamental strategy for Information Resources which outlines in clear and measurable terms its overall purpose and mission.
4.2.7	Position: (1) a defined package of responsibilities performed by an individual librarian, curator or archivist; (2) a numbered position for budget allocation purposes. (03.12.12)
4.2.8	Principal Evaluator: Director or appropriate Associate Director, Assistant Director, Branch Head or Head. (01.04.20)
4.2.9	Rank: the defined level of an individual librarian, curator or archivist within the Information Resources classification system. Rank depends on the factors of professional responsibility, professional growth, service, scholarship, innovation and experience. (03.12.12)
4.2.10	Staff Position: a position of a consultative or advisory nature, usually without direct line management responsibilities.
4.2.11	Title: a brief description of the responsibilities associated with a position.
4.3	PROFESSIONAL RESPONSIBILITY - LIBRARIANS
4.3.1	Librarians' responsibilities are diverse and may include the development and evaluation of library resources/collections, the provision of subject specialized reference services, the acquisition, bibliographical control, storage and preservation of library resources/collections, the management of human resources, the effective control and management of fiscal and material resources, the development and implementation of a variety of information systems and the provision of instruction in the exploitation of in-house resources or other resource networks. Librarians are actively involved in Information Resources and other University governance, in service activities internal to the organization and externally to the profession and the community, and are committed to ongoing professional development and scholarship. (04.03.26)
	Librarians exercise independence and autonomy in defining and executing their responsibilities in the context of their role and position in the University. Although each position requires a particular mix of responsibilities and each individual brings to that position unique skills and talents, there are certain factors which can be measured in common for all positions. As the number and complexity of these factors increase along with the scope of the position, the librarian's rank would also be expected to rise. (04.03.26)
	Generally, a librarian's rank within the system is dependent upon: (04.03.26) Scope Complexity, Impact and Independence Professional Growth, Service, Scholarship and Innovation (97.09.26)
4.4	PROFESSIONAL RESPONSIBILITY - CURATORS
4.4.1	The responsibilities of curators are diverse and may include the organization and coordination of exhibitions, the care and development of collections, the documentation and interpretation of the collections, the organization and presentation of programming. Curators are actively involved in Information Resources and other University governance, in service activities internal to the organization and externally to the profession and the community, and are committed to ongoing professional development and scholarship. (01.10.05)
	Curators exercise independence and autonomy in defining and executing their responsibilities in the context of their role and position in the University. Although each position requires a particular mix of responsibilities and each individual brings unique skills and talents to that position, there are certain factors which can be measured in common for all positions. As the number and complexity of these factors increase along with the scope of the position, the curator's rank would also be expected to rise.
	Generally, a curator's rank within the system is dependent upon: (04.03.26) Scope Complexity, Impact and Independence Professional Growth, Service, Scholarship and Innovation (01.10.05)
4.5	PROFESSIONAL RESPONSIBILITY - ARCHIVISTS
4.5.1	The responsibilities of archivists are diverse and may include: the appraisal, acquisition, arrangement, description, storage and protection of private and institutional records the integration of records management practices into the business operations of the University, the development and implementation of records systems for paper and electronic records, and the development and implementation of policies for retention and disposition of institutional records (04.03.26) the provision of reference, research and advisory services relating to the archival and information management programs (04.03.26) the provision of instruction in recordkeeping literacy, records management procedures, and access to and use of archival resources (04.03.26) the creation and maintenance of public programs and services the management of human resources and the effective control and management of fiscal and material resources (04.03.26)
	Archivists exercise independence and autonomy in defining and executing their responsibilities in the context of their role and position in the University. Although each position requires a particular mix of responsibilities and each individual brings unique skills and talents to that position, there are certain factors which can be measured in common for all positions. As the number and complexity of these factors increase along with the scope of the position, the archivist's rank would also be expected to rise.
	Generally, an archivist's rank within the system is dependent upon: Scope Complexity, Impact and Independence Professional Growth, Service, Scholarship and Innovation (03.05.02)
4.6	SCOPE - LIBRARIANS
	Each librarian holds a unique and distinct set of responsibilities, within a common framework. These responsibilities may include, but are not limited to, the following: (03.11.28)   Administration/Management Develops the Library's mission, goals and objectives in the context of the University's mission Aligns staff and fiscal resources in support of goals and objectives Ensures organizational effectiveness Develops efficient and effective processes Leads and develops staff Ensures that staff are fully trained and participate in an ongoing program of development and learning Manages library resources effectively Develops library programs and services with continuous evaluation and realignment Provides support and opportunities for ongoing staff development and learning Information Management/Provision Researches client needs Designs, implements and manages effective systems for access to information Provides expert guidance and consultation Develops guides to information Ensures effective bibliographic access through adherence to standards Evaluates and integrates new access tools Ensures collection development in support of institutional needs in the context of regional cooperation Manages the physical collection to ensure preservation and continued access Seeks out and evaluates new information sources Plans for appropriate dissemination of information Maintains awareness of new developments and new information technologies and integrates what is suitable Teaching/Instruction Designs and delivers programs of instruction in information literacy in a variety of formats Partners with computing and media experts in developing instruction Educates clients to manage information Outreach Establishes and maintains close contact and communication with academic and information service partners Emphasizes collaboration and sharing of expertise among all information partners Strengthens partnerships with faculty by becoming involved in curriculum development Seeks opportunities for collaboration in research projects Investigates and implements cooperative arrangements externally Develops resource sharing partnerships Leadership Seeks active involvement in information policy development and information technology application Makes strategic choices in information services Accepts accountability for the information services provided Accepts responsibility for ongoing professional development Strives to expand information frontiers on behalf of our clients and the profession Scholarship/Service Seeks active participation in Information Resources and University committees, task forces, etc. Actively contributes to professional organizations Contributes to scholarship (97.09.26)
4.7	SCOPE - CURATORS
	Each curator holds a unique and distinct set of responsibilities, within a common framework. These responsibilities may include, but are not limited to the following:   Administration/Management Contributes to the development of the Museum's mission, goals and objectives in the context of the University's mission Aligns staff and fiscal resources in support of goals and objectives Ensures organizational effectiveness Develops efficient and effective processes Leads and develops staff Ensures that staff are fully trained and participate in an ongoing program of development and learning Manages museum resources effectively Develops museum programs and services with continuous evaluation and realignment Provides support and opportunities for ongoing staff development and learning Information Management/Provision Originates, curates, organizes and coordinates exhibitions Presents written exhibition proposals which outline the scope, intention, timelines, costs and related data for potential exhibitions Conducts appropriate research for the production of the exhibition Develops appropriate events related to the exhibition Promotes the exhibition Supervises the effective and appropriate installation of the exhibition Develops exhibition catalogues Provides expert guidance and consultation relating to museum artifacts Acquires works for the collection through purchase Evaluates donations to determine their desirability for the collection Manages and assesses the physical collection to ensure preservation and continued access Documents artifacts in the collection through photographic, cataloguing and other records Seeks, collects, records and annotates relevant primary and secondary source materials on artifacts in the collection Plans for appropriate dissemination of information Maintains awareness of new developments and integrates what is suitable Teaching/Instruction Creates and delivers instruction of formal, numbered University of Calgary courses Delivers informal teaching, including guest lectures and exhibition tours for formal numbered University of Calgary courses, as well as other post secondary institutions Seeks Adjunct Professor relationships with Faculties on campus Supervises, serves on committees of, and acts as external examiner for graduate students in several Faculties Delivers lectures, speeches, and arranges exhibition tours for community groups and educational organizations Participates in selection committee work for community groups and educational organizations Outreach Establishes and maintains close contact with academic and museum partners Strengthens partnerships with faculty Seeks opportunities for collaboration in research projects Prepares and delivers exhibition and museum tours for user groups from the University of Calgary and from the community Leadership Particpates in museum policy development Makes strategic choices in museum services Accepts accountability for services provided Accepts responsibility for ongoing professional development Strives to expand museum frontiers on behalf of clients and the profession Scholarship/Service Participates in Information Resources and University committees, task forces, etc. Actively contributes to professional organizations Contributes to scholarship Emphasizes collaboration and sharing of expertise among all partners (01.10.05)
4.8	SCOPE - ARCHIVISTS
	Each archivist holds a unique and distinct set of responsibilities within a common operating environment. These responsibilities may include, but are not limited to, the following:   Administration/Management Develops or contributes to the development of the unit's mission, goals and objectives in the context of the University's mission Aligns human and fiscal resources in support of goals and objectives Ensures organizational effectiveness Develops efficient and effective processes Information and Collection Management Develops and monitors records management and archives programs and services Researches the historical and contemporary context of records, record creators, organizational cultures and recordkeeping systems to provide the basis for appraisal and acquisition decision making Maintains awareness of new developments in archival science and translates these into best practices Maintains awareness of new developments in information technologies and applies information technology to information management as appropriate Develops and implements guidelines for the protection of records needed to preserve the university as a financial and legal entity in the event of a disaster Develops disaster recovery plans Designs and implements policies and procedures to integrate records management practices into the business operations of the university Analyzes, develops and implements records systems Promotes accountable recordkeeping practices to ensure compliance with legislation related to records and to provide protection and support for the university in the case of litigation (04.03.26) Develops and implements a records retention and disposition program for institutional records to ensure the protection of University information assets and to comply with government legislation regarding records retention and disposition (04.03.26) Ensures collection development in support of the unit's mandate, the university's research strategies and teaching strengths in the context of regional cooperation Applies record-focussed research analysis in bringing a body of archives under full management Designs, implements and manages effective systems for access to information Arranges and describes records according to archival principles and professional descriptive standards Protects the University's information assets by preserving archival records according to established standards Provides informed reference service for archival records without compromising accepted standards for their security or preservation Ensures effective access to University of Calgary theses Teaching/Instruction Designs and delivers programs of instruction: in recordkeeping literacy and records management practices on access to and use of archival holdings (04.03.26) Provides expert guidance and consultation relating to archival and records management policies and procedures (04.03.26) Creates and delivers lectures within formal, numbered University of Calgary courses Collaboration/Outreach Seeks opportunities for collaboration on research initiatives Encourages research interests and alerts researchers to resources through the development of physical and virtual exhibits, webpages, databases, newsletters and other communications Identifies potential donors Establishes and maintains close contact with University clients and private donors Strengthens partnerships with faculty by being involved in curriculum development Prepares and hosts archives tours for user groups from the University of Calgary and the community Leadership Provides leadership in information policy development and the application of information technology to information management Accepts accountability for the services provided Accepts responsibility for ongoing professional development Acquires and develops an in-depth knowledge of the theoretical and practical aspects of records management and archives Strives to expand knowledge and practice in the field through specialized research into archival functions and processes Provides leadership to staff Ensures that staff are fully trained and participate in an ongoing program of development and learning Scholarship/Service Seeks active participation in Information Resources and University committees, task forces, etc. Actively contributes to professional organizations and other cultural and heritage bodies Contributes to scholarship (03.05.02)
4.9	COMPLEXITY, IMPACT AND INDEPENDENCE - LIBRARIANS
4.9.1	Complexity Complexity includes the breadth and degree of difficulty of the responsibilities identified in Section 4.6, Scope - Librarians. Complexity is defined as problem solving (responsibility for recognizing, defining and resolving matters arising from the work situation) and/or management.
4.9.1.1	Specific factors include: requirement for in-depth analysis coordination of activities level of planning contribution to policy development establishment of policy requirement for innovation level of procedures discharged formulation of procedures level of problem solving responsibility for initiating change responsibility for managing change complexity of problems addressed number and complexity of relationships
4.9.2	Impact Impact includes the magnitude, accountability and level of contact of the position on the unit, the Library, Information Resources, the University (faculty, staff and students), and the external community. The complexity of responsibility (involving subject and bibliographic) and volume of activity are considered. (95.03.31)
4.9.2.1	Specific factors include: frequency and level of contacts responsibility for decision making accountability for personal decisions accountability for decisions of others size and relative importance of units of responsibility within the goals of the Library, Information Resources, and University (95.03.31) accountability for effective utilization of resources, including human ones
4.9.3	Independence Independence implies the degree of freedom and action (required and given) in carrying out the responsibilities of the position.
4.9.3.1	Specific factors include: level of supervision/guidance required for the position level of authority given level of initiation of projects, communications, expected
4.10	COMPLEXITY, IMPACT AND INDEPENDENCE - CURATORS
4.10.1	Complexity Complexity includes the breadth and degree of difficulty of the responsibilities identified in Section 4.7 Scope - Curators. Complexity is defined as problem solving (responsibility for recognizing, defining and resolving matters arising from the work situation) and/or management.
4.10.1.1	Specific factors include: requirement for in-depth analysis coordination of activities level of planning contribution to policy development establishment of policy requirement for innovation level of procedures discharged formulation of procedures level of problem solving responsibility for initiating change responsibility for managing change complexity of problems addressed number and complexity of relationships
4.10.2	Impact Impact includes the magnitude, accountability and level of contact of the position on the unit, the Museum, Information Resources, the University (faculty, staff and students), and the external community. The complexity of responsibility (involving subject and bibliographic) and volume of activity are considered. (01.10.05)
4.10.2.1	Specific factors include: frequency and level of contacts responsibility for decision making accountability for personal decisions accountability for decisions of others size and relative importance of units of responsibility within the goals of the Museum, Information Resources, and University (01.10.05) accountability for effective utilization of resources, including human ones
4.10.3	Independence Independence implies the degree of freedom and action (required and given) in carrying out the responsibilities of the position.
4.10.3.1	Specific factors include: level of supervision/guidance required for the position level of authority given level of initiation of projects, communications, expected (01.10.05)
4.11	COMPLEXITY, IMPACT AND INDEPENDENCE - ARCHIVISTS
4.11.1	Complexity Complexity includes the breadth and degree of difficulty of the responsibilities identified in Section 4.8 Scope - Archivists. Complexity is defined as problem solving (responsibility for recognizing, defining and resolving matters arising from the work situation) and/or management. (03.05.02)
4.11.1.1	Specific factors include: requirement for in-depth analysis coordination of activities level of planning contribution to policy development establishment of policy requirement for innovation level of procedures discharged formulation of procedures level of problem solving responsibility for initiating change responsibility for managing change complexity of problems addressed number and complexity of relationships (03.05.02)
4.11.2	Impact Impact is a measure of the magnitude, accountability and influence of the position on the unit, the department, Information Resources, the University (administration, faculty, staff and students), and the external community. The complexity of responsibility and volume of activity are considered. (03.05.02)
4.11.2.1	Specific factors include: frequency and level of contacts responsibility for decision making accountability for personal decisions accountability for decisions of others size and relative importance of units of responsibility within the goals of the archives, Information Resources, and University accountability for effective utilization of resources, including human resources (03.05.02)
4.11.3	Independence Independence implies the degree of freedom and action (required and given) in carrying out the responsibilities of the position. (03.05.02)
4.11.3.1	Specific factors include: level of supervision/guidance required for the position level of authority given level of initiative expected (03.05.02)
4.12	PROFESSIONAL GROWTH, SERVICE, SCHOLARSHIP AND INNOVATION - LIBRARIANS
4.12.1	Professional Growth Librarians have the right and responsibility to continue to improve themselves in their profession by keeping abreast of developments in library and information science and other relevant academic disciplines. Evidence of individual achievements in this area would include: acquisition of additional qualifications (e.g. certificates, diplomas, degrees) completion of programs of continuing education acquisition of a new language development of a new skill to enhance professional performance a self-directed program of readings participation in library or subject related conferences, workshops, seminars, etc. acquisition of skills through experiential learning (03.12.12)
4.12.2	Service Librarians are expected to participate actively in the administrative and scholarly affairs of the Library, Information Resources, University, profession and community. Contributions in the following areas would be recognized: (03.12.12)
4.12.2.1	Service to the Library Active participation, for example, in: Library Council library committees task forces selection committees teams ad hoc committees (95.03.31)
4.12.2.2	Service to the University Active participation, for example, in: University committees task forces study groups faculty councils General Faculties Council Senate Board of Governors search committees policy making and planning bodies
4.12.2.3	Service to the Profession Active participation in professional library organizations on a local, regional, provincial, national or international level.
4.12.2.4	Service to Scholarship Active participation in organizations related to academic disciplines.
4.12.2.5	Service to the Community Service to an organization or community association which is not limited to service as a librarian. Consulting or other remunerative service will be considered on its own merits and on its contribution to the University.
4.12.3	Scholarship and Innovation (Research, Publications, Creative Activities) Librarians have a responsibility to contribute to the development of the creative, intellectual process which is scholarship. Acknowledgement is also given to innovation which is a key element contributing to the effectiveness of the Library. Evidence of individual achievements in these areas would include: (03.12.12)
4.12.3.1	Value to the Profession publication of books, journal articles, bibliographies, book reviews, guides to the subject literature, literature reviews entry of information into refereed databases (87.02.27) contributions to an edited book editing a professional newsletter or journal participation as a contributor or speaker at professional workshops or conferences
4.12.3.2	Value to the Library presentations describing operational activities to staff external to one's own unit (95.03.31) entry of information into refereed databases (87.02.27) pathfinders/guides to the subject literature contributions to an edited book editing a newsletter or journal participation as a contributor or speaker at professional workshops or conferences introduction of a new resource (97.09.26) implementing a significant change to existing practices (97.09.26)
4.12.3.3	Value to the University preparation of bibliographies, pathfinders, computer programs, instructional and audiovisual materials which provide assistance in using the collection support of, or development of, courses and programs including collection assessment substantial participation in the work of others (for example preparation of bibliographies, advice on research tools, direction of appropriate study, etc.)
4.12.3.4	Value to other Libraries presenting and/or communicating descriptions of operational activities preparation and communication of manuals describing library policy and procedures preparation of bibliographies, pathfinders, computer programs, instructional and audiovisual materials which provide assistance in using the collection consultation on the appropriateness of particular local systems/ procedures/practices for other libraries
4.12.3.5	Value to the Community extending the results of research and innovative practices through leadership of, and participation in consortial projects that expand access to information resources to the broader community development of resource-sharing models to benefit the broader community through direct and coordinated access provision innovation in provision of information services and resources for community members preparation of bibliographies, pathfinders, computer programs, instructional and audiovisual materials which provide assistance in using the collection preparation and communication of metadata, guides, presentations, exhibitions and/or virtual exhibits and/or digitized copies/images of unique and rare materials for research and cultural purposes throughout the broader community creation and presentation of public lectures on information resources, information literacy and research techniques consultation on advances/developments in the various skills, tools, techniques and systems for the acquisition, management, delivery and preservation of information resources (05.04.22)
4.13	PROFESSIONAL GROWTH, SERVICE, SCHOLARSHIP AND INNOVATION - CURATORS
4.13.1	Professional Growth Curators have the right and responsibility to continue to improve themselves in their profession by keeping abreast of developments in museum and other relevant academic disciplines. Evidence of individual achievements in this area would include: (03.12.12) acquisition of additional qualifications (e.g. certificates, diplomas, degrees) completion of programs of continuing education acquisition of a new language development of a new skill to enhance professional performance a self-directed program of readings participation in museum or related conferences, workshops, seminars, etc. acquisition of skills through experiential learning (01.10.05)
4.13.2	Service Curators are expected to participate actively in the administrative and scholarly affairs of the Museum, Information Resources, University, profession and community. Contributions in the following areas would be recognized: (03.12.12)
4.13.2.1	Service to the Museum Active participation, for example, in: Library Council museum committees task forces selection committees teams ad hoc committees (01.10.05)
4.13.2.2	Service to the University Active participation, for example, in: University committees task forces study groups faculty councils General Faculties Council Senate Board of Governors search committees policy making and planning bodies (01.10.05)
4.13.2.3	Service to the Profession Active participation in professional museum organizations on a local, regional, provincial, national or international level. (01.10.05)
4.13.2.4	Service to Scholarship Active participation in organizations related to academic disciplines. (01.10.05)
4.13.2.5	Service to the Community Service to an organization or community association which is not limited to service as a curator. Consulting or other remunerative service will be considered on its own merits and on its contribution to the University.
4.13.3	Scholarship and Innovation (Research, Publications, Creative Activities) Curators have a responsibility to contribute to the development of the creative, intellectual process which is scholarship. Acknowledgement is also given to innovation which is a key element contributing to the effectiveness of Information Resources. Evidence of individual achievements in these areas would include: (03.12.12)
4.13.3.1	Value to the Profession publication of books, journal articles, abstracts, reviews, exhibition catalogs, guides to the collection editing a professional newsletter or journal contributions to an edited book participation as a contributor or speaker at professional workshops or conferences presentation of seminars, colloquia, workshops activity as a referee (01.10.05)
4.13.3.2	Value to the Museum presentations describing operational activities to staff external to one's own unit contributions to an edited book editing a newsletter or journal participation as a contributor or speaker at professional workshops or conferences implementing a significant change to existing practices publication of handbooks or manuals grantsmanship (01.10.05)
4.13.3.3	Value to the University preparation of guides to the collections in the Museum support of courses and programs through exhibitions or expert assistance (01.10.05)
4.13.3.4	Value to other Museums creation and formal sharing of methods and techniques to guide professional practice preparation and communication of handbooks and manuals describing policies and procedures preparation of exhibition catalogs and other publications which provide assistance in using the collection consultation on the appropriateness of particular local systems/procedures/practices for other museums (01.10.05)
4.13.3.5	Value to the Community creates and facilitates a public exhibition program that encourages life long learning and cultural enhancement within the community and visitors of the community builds, preserves and researches the collections as the region's cultural heritage supports and encourages the work of local and regional artists and cultural producers (01.10.05)
4.14	PROFESSIONAL GROWTH, SERVICE, SCHOLARSHIP AND INNOVATION - ARCHIVISTS
4.14.1	Professional Growth Archivists have the right and responsibility to continue to improve themselves in their profession by keeping current with developments in the archival and information sciences and other relevant academic disciplines, and through professional development. Evidence of individual achievements in this area would include: acquisition of additional qualifications (e.g. certificates, diplomas, degrees) completion of continuing education courses acquisition of a new language relevant to the acquisition mandate development of a new skill to enhance professional performance a self-directed program of readings attendance at or participation in archival or related conferences, workshops, seminars, etc. acquisition of skills through experiential learning (03.05.02)
4.14.2	Service Archivists are expected to participate actively in the administrative and scholarly affairs of the unit, the department, Information Resources, University, profession and community. Contributions in the following areas would be recognized: (03.05.02)
4.14.2.1	Service to Information Resources Active participation, for example, in: Information Resources Council archival committees task forces selection committees teams ad hoc committees (03.05.02)
4.14.2.2	Service to the University Active participation, for example, in: University committees task forces working groups steering committees faculty councils General Faculties Council Senate Board of Governors search committees policy making and planning bodies (03.05.02)
4.14.2.3	Service to the Profession Active participation in professional archival and information science organizations on a local, regional, provincial, national or international level. (03.05.02)
4.14.2.4	Service to Scholarship Active participation in or contribution to scholarship in the fields of archival and information sciences and heritage studies. (03.05.02)
4.14.2.5	Service to the Community Service to an organization or community association which is not limited to service as an archivist. Consulting or other remunerative service will be considered on its own merits and on its contribution to the University. (03.05.02)
4.14.3	Scholarship and Innovation (Research, Publications, Creative Activities) Archivists have a responsibility to pursue and advance scholarship in the profession. Acknowledgement is also given to innovation which is a key element contributing to the effectiveness of the unit. Evidence of academic achievements and innovation in the field would include: (03.05.02)
4.14.3.1	Value to the Profession publication of books, journal articles, book reviews, literature reviews, guides to holdings contributions to an edited book contributions to provincial, regional and national catalogues of archival holdings contributing to or editing a professional newsletter or journal participation as a contributor or speaker at professional workshops or conferences presentation of seminars, colloquia, workshops activity as a referee initiation and execution of an academically competent individual research project or contribution to a research team devising and investigating a complex and authoritative research problem initiating and executing quantitative and qualitative studies such as case studies, surveys, needs assessments, impact studies, performance measures (03.05.02)
4.14.3.2	Value to the Archives presentations describing operational activities to external staff and clients contributions to an edited book contributing, editing or producing a newsletter participation as a contributor or speaker at professional workshops or conferences implementing a significant change to existing practices development or publication of handbooks or manuals grantsmanship record-focussed research analysis applied in order to bring a body of archives under full management research into the historical and contemporary context of records, records creators, organizational cultures, recordkeeping systems and recording media research into archival functions and processes functional and structural analysis of University functions, structures and recordkeeping practices (03.05.02)
4.14.3.3	Value to the University preparation of finding aids, guides, exhibitions, instructional and audio-visual materials which provide assistance in using archival collections support of, or development of, University courses and programs substantial participation in the work of others (for example, advice on research tools, instruction on use of primary resources, direction of appropriate study, etc.) design and development of programs of instruction in recordkeeping literacy and records management for University staff research into electronic recordkeeping systems and applying archival standards to the acquisition and implementation of such systems research into administrative, financial, legal, legislative and archival requirements for records retention development of physical and virtual exhibitions of holdings to encourage research interests or alert researchers to resources analysis, development and implementation of records systems (03.05.02)
4.14.3.4	Value to other Archives presenting and/or communicating description of operational activities preparation and communication of handbooks and manuals describing archival policy and procedures preparation of finding aids, guides, exhibitions, instructional and audio-visual materials which provide assistance in using archival collections consultation on the appropriateness of particular local systems/procedures/practices for other archives creation and formal sharing of methods and techniques to guide professional practice (03.05.02)
4.14.3.5	Value to the Community creation of on-line databases and on-line finding aids, and digitisation of collections that provides access to archival collections creating and facilitating a public exhibition program that encourages life long learning and cultural enhancement within the community identifying and permanently preserving the recorded evidence of society's actions, transactions, values and ideas, that will: contribute to society's understanding of itself ensure society's continuation and development protect the rights of citizens and promote accountability. (03.05.02)
4.15	REQUIREMENTS OF ACADEMIC STAFF BY RANK
4.15.1	Assistant Librarian
4.15.1.1	Scope Appointment to the rank of Assistant Librarian normally will require a mix of professional responsbilities. A combination of skills relating to subject liaison, collection development, reference, library instruction, and/or bibliographic control is usually called for.
4.15.1.2	Complexity Responsible for achieving goals through the application of established policies and procedures, and for the evaluation of the results.
4.15.1.3	Impact Primary impact is on the immediate unit. Accountable for actions and decisions in specified areas of responsibility. Knowledge and understanding of Library and University goals are developed.
4.15.1.4	Independence Within the scope of the position, sets goals and performs within generally established policies and procedures, in consultation with the Principal Evaluator and others as appropriate.
4.15.1.5	Professional Growth, Service, Scholarship and Innovation Professional growth, service, scholarship and innovation concentrates on individual development, professional strengths and areas of expertise. (02.04.19)
4.15.2	Associate Librarian
4.15.2.1	Scope Appointment to the rank of Associate Librarian normally will require a mix of professional and management responsibilities. Substantial knowledge of professional theory and practice is required. (02.04.19)
4.15.2.2	Complexity Responsible for coordinating, interpreting and contributing to the development of library policy and procedures. Responsible for analyzing and resolving complex assignments requiring analytical ability and resourcefulness. (02.04.19)
4.15.2.3	Impact Primary impact remains on the immediate unit, but actions and decisions will often affect the entire Library and other academic units. Knowledge and understanding of Library and University goals are expected. Contacts outside the immediate unit are frequent and at a significant level. Accountable for interpreting decisions, actions and activities within the scope and objectives of the Library. (02.04.19)
4.15.2.4	Independence Within the scope of Library mission and policy, sets goals, chooses methods of accomplishment and determines appropriate priorities, time frames, and allocation of resources. Consults with the Principal Evaluator and others as appropriate. (02.04.19)
4.15.2.5	Professional Growth, Service, Scholarship and Innovation There will be evidence of professional growth, service, scholarship and innovation, contributing both to individual development and the needs and requirements of the organization and the library profession. (02.04.19)
4.15.3	Librarian
4.15.3.1	Scope Appointment to the rank of Librarian requires advanced professional knowledge, theory and practice with strong skills in management, planning, policymaking and goal setting. Librarians at this rank may have significant administrative responsibilities or be called upon to direct a unit. Librarians holding non-administrative posts must have advanced knowledge and expertise in assigned areas. (02.04.19)
4.15.3.2	Complexity Responsible for developing, coordinating, implementing and interpreting Library policy and procedures and for discharging broadly defined and far-reaching assignments. A high degree of innovation, resourcefulness and analytical ability is necessary. (02.04.19)
4.15.3.3	Impact Wide-ranging impact on management and planning affecting the Library, University and other bodies will occur. Contacts outside the unit and the Library are frequent and at a significant level with substantial results expected. A thorough knowledge and understanding of Library and University goals and their interaction are required. Accountable for actions and decisions that may result in a significant impact on the Library's resources, good will or the ability to meet its goal. (02.04.19)
4.15.3.4	Independence Within the scope of Library and University mission and policies, analyzes, evaluates and implements policy that guides the direction of the Library. Determines priorities and allocates resources in order to achieve Library and University objectives. Consults with Principal Evaluator and others as appropriate. (02.04.19)
4.15.3.5	Professional Growth, Service, Scholarship and Innovation Evidence of continuing professional growth, service and scholarship is required. Meaningful participation in provincial, national or international bodies is expected. Librarians holding non-administrative posts are expected to demonstrate scholarly contributions to further librarianship or related academic disciplines. (02.04.19)
4.15.4	Assistant Curator
4.15.4.1	Scope Assistant Curator is an entry level rank. This rank is designed to provide (a) a learning situation under supervision and (b) an opportunity to carry out a wide variety of basic professional duties, depending on the nature and objectives of the Museum.
	Assistant Curator will normally include general professional responsibilities especially those relating to the functions of coordinating exhibitions, the publication of exhibition catalogues, the development and care of the collection of artifacts, the compilation of primary and secondary source material relating to the collection and exhibits, and publicizing exhibitions and collections. (01.10.05)
4.15.4.2	Complexity Directly responsible for planning and scheduling own work and for achieving goals through the application of established policies and procedures. Most problems are solved by the application of basic professional skills, including analytical techniques. Supervision of support staff may also be carried out, depending on the needs of the Museum. (01.10.05)
4.15.4.3	Impact Primary impact is normally within the Museum. Accountable for actions and decisions in specified areas of responsibility. Wider impact is guided by a senior curator. (01.10.05)
4.15.4.4	Independence Within the scope of the position, has independence to set goals and perform within generally established policies and procedures. Initially, direct supervision of the individual is required. (01.10.05)
4.15.4.5	Professional Growth, Service, Scholarship and Innovation Professional growth, service, scholarship and innovation concentrate to a high degree on individual needs to develop the strengths required to operate effectively in the Museum environment. (01.10.05)
4.15.5	Associate Curator
4.15.5.1	Scope Associate Curator is an intermediate professional rank. Associate Curator will normally include a mix of professional responsibilities usually requiring a combination of skills relating to the coordination of exhibitions, the publication of exhibition catalogues, the development and care of the collection of artifacts, the compilation of primary and secondary source material relating to the collection and exhibitions, and publicizing exhibitions and collections. (01.10.05)
4.15.5.2	Complexity Responsible for carrying out general assignments, for achieving goals through the application of established policies and procedures, and for evaluation of the results. Problem solving assignments, usually clearly defined, but complex, require professional skills for determining procedures, and reporting and evaluating results. Supervision of support staff may also be carried out, depending on the needs of the Museum. (01.10.05)
4.15.5.3	Impact Primary impact is on the Museum; however, frequent contacts at the professional level outside the Museum would be expected. Accountable for actions and decisions in specified areas of responsibility. (01.10.05)
4.15.5.4	Independence Has latitude to set work goals, to choose methods of accomplishment, and to determine appropriate time frames on the basis of varied assignments given or approved. Receives general supervision, but is free to establish goals and set priorities within the defined scope of the position, in consultation with the Director, Nickle Arts Museum, and any other supervisor as appropriate. (03.11.28)
4.15.5.5	Professional Growth, Service, Scholarship and Innovation Professional growth, service, scholarship and innovation concentrate on developing individual strengths while at the same time developing areas of expertise that contribute to the effective meeting of Museum objectives. (01.10.05)
4.15.6	Curator
4.15.6.1	Scope At the rank of Curator, the individual requires substantial knowledge of professional theory and practice and will normally include a full mix of professional duties, including the organization and coordination of exhibitions, publishing of exhibition catalogues, the development and care of the collections of artifacts, the compilation of primary and secondary source material relating to collections and exhibitions, and publicizing collections and exhibitions. (04.03.26)
4.15.6.2	Complexity Responsibility for coordinating, interpreting, implementing and contributing to the development of museum policy, and/or responsibility for analysing and resolving complex assignments occurring in broadly-defined procedures which involve the solution of many concurrent problems and require imagination, resourcefulness and analytical ability. Supervision of academic and/or support staff may also be required. (01.10.05)
4.15.6.3	Impact Impact is at the policy, planning and management levels whether through actual participation in formal committees or through contributions to the decision-making process. Contacts are wide-ranging and those outside the Museum are frequent and at a high level. A thorough knowledge of, and appreciation for, Museum, Information Resources and University goals and their interaction is expected. Accountable for own actions and decisions as well as for those of others, in the context that failure to meet objectives may result in an important loss of Museum resources, good will, or the ability to meet its goals. (01.10.05)
4.15.6.4	Independence Works independently within the scope of Museum policy to set goals, to choose methods of accomplishment and to determine appropriate priorities, time frames, and allocation of resources. Supervises and consults within own area and throughout Information Resources, as appropriate. (01.10.05)
4.15.6.5	Professional Growth, Service, Scholarship and Innovation Evidence of continuing professional growth, service and scholarship is required with meaningful participation in provincial, national or international bodies. (04.02.26)
4.15.7	Assistant Archivist
4.15.7.1	Scope Entry level professional rank responsible for a mix of professional duties including accessioning, appraisal, arrangement and description, preservation and reference service for archival records, records systems analysis and client training. Provides input regarding the development of implementation strategy for programs and the preparation of business plans. (03.05.02)
4.15.7.2	Complexity Responsibility for carrying out assignments and interpreting and making contributions to the development of policy and practices in relation to the archives. Responsibility for consistently and regularly executing assignments involving procedures which are both complex and highly diverse. (03.05.02)
4.15.7.3	Impact Impact on the archives and the University community. Accountable for interpreting decisions, actions and activities within the scope and objectives of the archives. Assignments frequently carried out in University departments. (03.05.02)
4.15.7.4	Independence Works independently with latitude to set work goals, to choose methods of accomplishments, and to determine appropriate priorities and time frames. (03.05.02)
4.15.7.5	Professional Growth, Service, Scholarship and Innovation Professional growth, service, scholarship and innovation involve individual growth along with participation in and/or contributions to specific groups, organisations, at an advanced level as appropriate. (03.05.02)
4.15.8	Associate Archivist
4.15.8.1	Scope Intermediate professional rank, normally including a full mix of substantial knowledge of professional theory and practice as well as strong skills in planning, development and implementation of operational programs, especially in the context of academic archives, a strong component of management, administration, supervisory, and/or planning and policy development duties, and ability to perform the most difficult archival tasks done in the archives. (03.05.02)
4.15.8.2	Complexity Responsibility for co-ordinating, interpreting, implementing and contributing to the development of archival policy, and/or responsibility for analysing and resolving complex assignments occurring in broadly defined procedures which involve the solution of many concurrent problems and require imagination, resourcefulness and analytical ability. Management responsibility for an operational program may be required. (03.05.02)
4.15.8.3	Impact Impact on the archives and on the University community at the policy, planning and management levels whether through participation in formal committees or through staff contributions to the decision-making process with respect to the institutional record. Contacts are wide-ranging and are normally throughout the University community. A thorough knowledge of and appreciation for the unit and University goals and their interaction is expected. Accountable for own actions and decisions as well as for those of others, in the context that failure to meet objectives may result in an important loss of the unit's resources, good will, or the ability to meet its goals. (03.05.02)
4.15.8.4	Independence Performs complex tasks independently within the scope of the unit's policy to set goals and to choose methods of accomplishment. Determines appropriate priorities, time frames, and allocation of resources in consultation with the division head. Supervises and consults within own program area and throughout the unit, as appropriate. (03.05.02)
4.15.8.5	Professional Growth, Service, Scholarship and Innovation It is expected that a strong component of professional growth, service,scholarship and innovation will be part of activities, contributing both to individual growth and the needs and requirements of the unit. (03.05.02)
4.15.9	Archivist
4.15.9.1	Scope Senior professional rank and the highest classification level, normally including a full mix of extensive professional knowledge, theory and practice, as well as strong skills in management, planning, policy making, and goal setting, especially in the context of academic archives. Accountable for the development, co-ordination and implementation of effective policies, guidelines and procedures to support the archives. (04.03.26)
4.15.9.2	Complexity Responsible for developing, co-ordinating and interpreting archival policy at the planning level and/or responsibility for discharging broadly defined and far reaching assignments requiring a high degree of imagination, resourcefulness and analytical ability, and requiring interpretation and co-ordination of information gathered from various sources. Collaborates with other divisions and communicates with other departments within or outside the University as appropriate. Ability to perform complex tasks and the most difficult archival tasks done in the archives. Management, administrative, and/or supervisory responsibilities will be required. May administer and co-ordinate a functional division. (04.03.26)
4.15.9.3	Impact Wide ranging impact on the management, planning, staffing and co- ordinating functions of the archives. A thorough knowledge of, and appreciation for, the unit and University goals and their interaction is expected. Accountable for actions and decisions both personally and for others, in the context that failure may result in a significant loss of the unit's resources, good will, or the ability to meet its goals. Acts as a resource to senior administration and the campus community in the areas of records management and archives. (04.03.26)
4.15.9.4	Independence Works independently to develop, evaluate and implement archival policy and to determine priorities and allocate resources in order to achieve archival objectives. (03.05.02)
4.15.9.5	Professional Growth, Service, Scholarship and Innovation Evidence of continuing professional growth and service and scholarship is required at a senior level, with participation in national organisations as appropriate. (03.05.02)
4.16	ANNUAL APPRAISAL
4.16.1	The performance of every academic staff member holding a Continuing, Contingent Term, and Limited Term appointment is reviewed annually by the Principal Evaluator. The resulting assessment shall be in writing. (01.04.20)
4.16.2	Purpose a) To assess the individual's performance of assigned duties over the year.   b) To mutually establish professional performance, scholarship and service, goals and standards for the coming year.   c) To determine training and/or development needs and establish plans for addressing same.   d) To assess the individual's career aspirations and potential, and establish plans for addressing same, if possible.
4.16.3	Guidelines
	The annual appraisal process consists of an appraisal of the individual's performance over the past year and the establishment of individual goals for the upcoming year. Individual goals and assignments are based on the University's mission, Information Resources' plan and the unit's objectives. (03.12.12)
	The following guidelines apply: a) Appraisal   Appraisals are conducted at least annually for all staff.   Responsibility for appraisals rests with the Principal Evaluator.   It is the responsibility of the Principal Evaluator to seek written appraisals from other evaluators. Written appraisals from other appropriate sources may be considered. These written appraisals shall be made available to the Principal Evaluator, with a copy to the staff member, not less than seven days in advance of the assessment meeting. (01.04.20)   Input provided shall be incorporated into the written documentation prepared by the Principal Evaluator. (97.09.26)   Appraisals are based on clearly defined duties and goals.   Appraisals should refer to specific and demonstrated results or outputs.   b) Goals   Individual goals and assignments are to be aligned with the University's mission, Information Resources' plan, and the unit's objectives. Individual goals are mutually established by the individual and the Principal Evaluator, prior to the commencement of the appraisal year. (03.12.12)   Other supervisors will be consulted. (97.09.26)   Established goals must be realistic, measurable and attainable within the time frame. (97.09.26)   The goals document will be reviewed during the course of the year by the individual and Principal Evaluator, if requested by either party, to ensure that goals are still appropriate and to make changes where required. Both parties will sign and date revisions to the document. (97.09.26)   Weighting of criteria to be applied to an individual's performance in the coming year is mutually established by the individual and the Principal Evaluator, within the following guidelines:   Professional Performance  65-90% Scholarship                        5-15% Service                              5-20% (95.03.31)
4.16.4	The status and performance of every academic staff member holding a remunerated full-time or part-time Limited Term appointment of twelve months or more that expires on June 30 or a Contingent Term appointment of more than twelve months shall be reviewed annually, in writing, in the established manner. This shall include the final year of the appointment.
4.16.5	Every academic staff member holding a full-time or part-time Limited Term appointment of less than twelve months, while not eligible for the usual annual assessment process, may request a written assessment from the Principal Evaluator at any time during the last two months of the term of the appointment. The request should be in writing. The assessment will be provided by the Principal Evaluator to the appointee prior to the termination date of the appointment. The Principal Evaluator will also offer the appointee an opportunity to discuss the assessment which will then be entered into the personnel file of the appointee. (97.09.26)
4.17	GUIDELINES FOR CAREER PROGRESS, MERIT AND PROMOTION
4.17.1	Assumptions a) Increased rigour is embedded in the definition of each ascending rank.   b) The merit system is dependent upon the performance criteria as defined, and allows individuals to progress more rapidly within a rank than simple career progress increments would allow.   c) The majority of academic staff members merit a career progress increment. This, by definition, limits the number of increments available to reward merit. However, where evidence of career progress cannot be provided, an increment of 0.0 should be awarded to indicate unsatisfactory performance.   d) Progress within the ranks is based on increments reflecting career progress and performance.
4.17.2	Guidelines for career progress/merit
4.17.2.1	The increment pool for Information Resources is set annually by the Board of Governors. An appropriate amount is withheld by the Director of Information Resources for career progress/merit for those who report to the Director. (01.04.20)
4.17.2.2	The Principal Evaluator's recommendation of merit should be supported through the annual assessment by appropriate documentation to assist the Information Resources Promotions Committee in reviewing the equitable assignment of merit across the board. (03.11.28)
4.17.2.3	The award of increments shall be interpreted according to the GPC Manual, section 6.5: Interpretation of Increments. (03.11.28)
4.17.2.4	The following guidelines are intended to encourage a high degree of camparability and clarity in the merit and assessment process:

Nomenclature	Description	Increment
UNSATISFACTORY	Failure to meet basic requirements* of rank and position.	0.0
SATISFACTORY CAREER PROGRESS	Meets basic requirements* of rank and position.	0.4
MERITORIOUS
Good Performance	Demonstrated performance at rank and position with indication of initiative and accomplishments.	0.6 - 0.8
Very Good Performance	Demonstrated performance at rank and position with significant initative and accomplishments.	1.0
Exceptional Performance	Demonstrated performance beyond the expectations of rank and position with major initiative and accomplishments accruing to the organization and the profession at large.	1.2+

	* Requirements are defined as Professional Performance, Scholarship, and Service. Professional Performance takes into consideration assigned duties, responsibilities and goals. (See Handbook, Clause 4.16.3 b) 5.) (03.11.28)
4.17.3	Guidelines for promotion
4.17.3.1	It is expected that where the promotion is between the ranks of Assistant and Associate evidence of substantial Scholarship and Service may not be required. In promoting to the rank of Librarian, Curator or Archivist, evidence of excellence in all appropriate areas of the stated performance criteria is expected. (03.12.12)
4.17.3.2	While upward movement within a rank reflects career progress and is based on the past year's performance only, promotion to a higher rank must reflect additional factors, responsibilities, as well as a demonstrated record of Professional Growth, Service, Scholarship and Innovation as appropriate to the level. The complete career record of the applicant will be considered. (03.12.12)
4.18	CRITERIA FOR APPOINTMENT WITH TENURE
4.18.1	Minimum criteria for renewal of an Initial Term Appointment or for Appointment With Tenure shall be demonstrated professional performance in accordance with the requirements of rank; demonstrated performance in scholarship and/or service. The Appointment Review Committee shall consider these factors in light of the candidate's demonstrated achievements, primarily those at the University of Calgary, current work-in-progress and potential of continuing service to Information Resources, the University and the individual's profession. (03.12.12)

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