AGENDA:

1. Approval of minutes
2. Elections
3. Committee Reports
4. Comments from Sarah regarding the review process

1. May 3, 2000 minutes approved

2. Elections: LAUC elections are June 9, 2000. The nominating committee for the local election is Sylvia Curtis, Sylvelin Edgerton, Eric Forte, Susan Lentz and Catherine Nelson. Sylvia asked for nominations from the floor and received none. The slate for LAUC-SB:

Vice Chair, Chair/Elect: Beverly Ryan
Chair, Committee on Advancement and Promotion (CAP): Andrea Duda
Chair, Committee on Appointments, Assignments, & Reassignments (CAAR): Sherry DeDecker
Vice Chair, Chair/Elect, Committee on Professional Development (CPD): Patrick Dawson
Secretary: Eunice Schroeder

The slate for LAUC-UC:
Vice-President (President-elect): Keri Botello (LA) & Deborah Murphy (SC)
Secretary: Patrick J. Dawson (SB) & Carolyn Kopper (D)

3. Committee Reports

CPD (Lueck) Travel requests are due by June 9, 2000.

Remainder of committee reports submitted in writing due to time constraints.

CAAR (Llamas) Interviews for Asian-American Studies Librarian will be held May 31, 2000 and June 2, 2000.

4. Comments from Sarah regarding promotion

Her comments on the review process are based on looking at this from a UCSB point of view. She is impressed with the review process as it focuses on the contribution of a person's job to the University and how well they do it. From the reviews she has read so far, we are on the correct track. She supports the current process as it is defined in the APM.

The LAUC White paper (Position Paper No. 1, Criteria for Appointment or Promotion to the Ranks of Associate Librarian and Librarian and Advancement to Librarian Step V) is useful because #5 says there is no quota about promotions. Librarians value what they can contribute to the University, i.e. tying collection development to research of the department, automated systems that support the work of the university.

Key Issues:
Associate to Librarian
Librarian IV to V

Librarian V: moved significantly beyond job performance in terms of: leadership, major publications, national organizations, leading a project. Sarah prefers the term leadership because it can include a wide variety of efforts; no two people will have identical paths to Step V. Many UC committee memberships are tied to the job, so membership is not automatically an indicator of a distinctive or extra
commitment to leadership. Examples of leadership include influential publications, invitations to present at conferences, awards, initiation of a grant project, holding national office, member of an important board, chairing a special university-wide initiative. Service and contribution to the profession and the university are more important at this level than at the lower steps where job performance is more crucial. There must be growth since achieving step IV.

It can take a long time to have a record of leadership that says distinguished. The balance of criteria shifts to external factors rather than job performance, however, a person would not gain Step V if job performance were lacking in some way documented during the review.  If a person does not gain Step V on the first try, there is not necessarily any permanent negative implication; they just may need
more time to make a contribution.

Associate to Full Librarian:
This promotion is the point at which one hopes to see a full "flowering" of job performance, criteria #1. The person has demonstrated a high level of competence in every aspect of their job description, significant involvement internally in the library, and a high degree of professional independence.  The person should also show progress in some way in areas of professional activity and university service, though these would not yet be as fully developed.  This
person can also be described as an initiator, proactive pursuer.

The promotion from Association to Librarian reflects a high level of success in job performance, then for promotion at the Librarian level we look to see whether more development has occurred with the other factors.  However, all the criteria are taken into consideration at each promotional review.  The balance and mix may shift.

External letters in a review tend to focus on one aspect. Encourage people when seeking external letters to select people who among them can comment on all criteria. Different kinds of letters from different types of people, not just all librarians or faculty.

A librarian who is interested in promotion should be initiating ways to grow and develop, and soliciting advice for improvement. It is equally if not more essential that supervisors provide feedback at each review step and ask the librarian if they do want promotion and suggest ways they can do it.  LAUC also has a valuable role to play as the central peer group for librarians.

Sarah is interested in comments about these issues from people who have served on review committees.  She does not intend for these remarks to be taken as a formal position statement, nor as reflecting an official consensus of the UL's.