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LFA Bylaws Revised and Approved April 2007

UNIVERSITY OF ARIZONA

Library Faculty Assembly

BYLAWS (Revised April 2007)

Article I. Name and Functions

Section 1. Organization and Name

Librarians and other academic professionals at the University of Arizona Library are appointed as Professionals and are governed by Chapter 6-301 of the Arizona Board of Regents Policy Manual and by Chapter 4 of the University Handbook for Appointed Personnel (UHAP, second edition 1995). According to UHAP Preface, "Academic Professionals shall mean non-faculty employees who are involved with research or teaching programs who require academic freedom and who report to a person below the level of vice president, including but not limited to librarians, cooperative extensionists, and researchers." Librarians and other academic professionals are voting members of the general faculty and are eligible to hold offices and serve on faculty committees (Constitution of the General Faculty of the University of Arizona, Article II, in force, 1992). Accordingly, the collegial governing body for librarians and other academic professionals at the University of Arizona Library shall be called the Library Faculty Assembly, and its Bylaws shall refer to these librarians and other academic professionals as faculty in the general sense.

Section 2. Functions

A. To participate actively in setting and achieving the Library's policies and goals and to support its Mission Statement.

B. To create a problem-solving environment which will cut across organizational and team lines.

C. To advocate a library structure which supports the roles and responsibilities of library faculty.

D. To develop and maintain policy and procedure for Library Faculty continuing status and promotion.

E. To support and advance the development and professional involvement of the Library Faculty.

F. To address issues the Dean of Libraries wishes to bring before it.

G. To evaluate the effectiveness of the Dean of Libraries according to procedures outlined in the Standing Rules.

Article II. Membership

Section 1. Qualifications for Membership

Membership shall comprise all persons on the staff of the University Library with Academic Professional appointments. Academic professionals with the rank of Assistant Librarian, Associate Librarian, or Librarian (or the equivalent of these ranks for non-librarians) have full membership, which includes the right to vote in LFA elections, hold office and serve on LFA standing committees.

Academic professionals with temporary appointments have Adjunct rank; they are welcome to attend meetings and participate in discussions. They are eligible to serve on ad hoc committees, but they may not vote on LFA matters or serve on standing committees.

In addition, the Assembly will grant membership on a one-year basis to as many as three Staff Governance Association representatives selected by the Staff Governance Association, and will add the names of these individuals to the Library Faculty Assembly listserv. They can participate in discussions at LFA meetings and vote on issues put to a vote of the membership. They are not eligible to serve on LFA standing committees, but they may be appointed to LFA ad hoc committees.

Article III. Elected Offices

Section 1. Chairperson

A. The Assembly shall elect a chairperson by a simple majority of all votes cast. Any member with continuing status, except the Dean of Libraries and the Associate Dean of Libraries, is eligible to serve as Chairperson of the Library Faculty Assembly.

B. Term of office shall be for one year. If the post is vacated before the term has expired, the Secretary will call a special meeting at which LFA will determine whether to fill the balance of the term by conducting a special election or by selecting the person who received the next highest votes in the previous election.

C. The duties of the Chairperson will be to set the agenda, conduct meetings of the Assembly, confer with officers and members about matters of concern to Library Faculty, appoint members to positions as indicated by the Assembly's Bylaws and Standing Rules, and appoint an LFA member to represent LFA to any selection team responsible for hiring an LFA-elegible employee or filling a position with an administrative appointment. The Chairperson may call for progress reports on actions passed by the Assembly and will issue an annual report at the end of their term of office which will include reports from committee chairs.

Section 2. Secretary

A. The Assembly shall elect a Secretary by a simple majority of all votes cast. A Secretary shall be elected from the entire membership, excluding the Dean of Libraries and the Associate Dean of Libraries.

B. Term of office shall be for one year.

C. The secretary shall keep minutes of meetings, circulate minutes to all members of the Library Faculty Assembly no later than ten calendar days following the meeting, and maintain such other records as are deemed appropriate. The secretary shall be responsible for keeping current the roster of members.

D. If the secretary is absent, the chairperson shall appoint a temporary secretary.

Section 3. LFA Cabinet Member

A. The Assembly shall elect a member by simple majority vote to serve on the Library Cabinet. The individual elected may not be a Cabinet member in any other capacity.

B. The term of office shall be for one year. If a vacancy occurs, the Chairperson will appoint an LFA non-Cabinet member to serve the duration of the term.

C. The duties of the LFA Cabinet Member will be to participate fully as a Cabinet Member and request from LFA any information s/he needs to serve effectively, and regularly report as appropriate, the issues and decisions of Library Cabinet.

Section 4. SGA Liaison and Alternate

A. The Assembly shall elect by simple majority of all votes cast any member, except the Dean of Libraries and the Associate Dean of Libraries, as liaison to the Staff Governance Association.

B. The person receiving the next highest vote will serve as the alternate, and will act as the Liaison on request of the elected Liaison or the LFA Chairperson.

C. The duties of the Liaison will be to attend Staff Governance Association meetings and inform each association about the actions and initiatives of the other.

Section 5. Election Protocol

A. There shall be at least two candidates nominated for each position to be filled.

B. Voting shall be by secret ballot.

C. Individuals shall not be elected to the same office for more than two consecutive terms.

Article IV. Meetings

Section 1. Time, Place, and Authority

A. The Library Faculty shall meet at least six times per year. It can also meet in special sessions at the request of the chairperson, the Dean of Libraries, upon written request of five members of the Faculty, or as otherwise stipulated by the LFA Bylaws and Standing Rules.

B. Time and place of the meetings shall be determined and announced by the chairperson.

C. The conduct of the meeting shall follow the current edition of Robert's Rules of Order.

Section 2. Agenda

A. Any member of the Assembly may ask that an item be placed on the agenda.

B. The chairperson shall be responsible for preparing the agenda.

Section 3. Quorum

A. A majority of all Library Faculty Assembly members shall constitute a quorum.

B. Approval of any proposal submitted to the Library Faculty Assembly requires endorsement by a majority of those voting, except for changes in these Bylaws. (SEE Article VI)

Article V. Committees

Section 1. Standing committees shall include the following:

A. Promotion and Continuing Status

B. Bylaws and Standing Rules

C. Committee on Committees

D. Compensation Committee.

Section 2. The number and type of members of standing committees shall be specified in the Standing Rules. Ad hoc (temporary) committees may be established as needed. The members of ad hoc committees may include anyone the Library Faculty Assembly Chairperson chooses to appoint.

Section 3. Neither the Dean of Libraries nor the the Associate Dean of Libraries are eligible to serve on LFA Standing Committees.

Section 4. Members of the standing and ad hoc committees may be elected at large, or appointed by the chairperson, as specified in the Standing Rules. In order to encourage a wide participation, overlapping membership should be avoided insofar as possible.

Section 5. The chairperson of the Faculty Assembly shall issue a written charge for each committee and task force.

Section 6. Standing committee membership shall be for one year unless otherwise specified. Standing committees must present a written annual report to the Chairperson.

Article VI. Amendments

Section 1. The Bylaws may be amended by vote of two-thirds of the membership. Each member shall receive a written copy of any proposed amendment, with notice, at least seven days prior to the day votes are due.

Section 2. A proposal to amend these Bylaws may be initiated by written petition from any member. Petitions shall be submitted to the Bylaws and Standing Rules Committee which will present them to the membership for discussion and voting.

Article VII. Library Governance Structures

Section 1. The Dean of Libraries

A. Selection

The Dean of Libraries is appointed by the University President upon recommendation of a search committee which is appointed by the Provost. When a vacancy occurs for the position of Dean of Libraries, the Library Faculty Assembly Chairperson shall request LFA representation on the search committee.

B. Responsibilities and Duties

The Dean of Libraries is directly responsible to the University Administration. The Dean of Libraries establishes library goals, formulates and administers library policy and budget, plans library development and represents the Library in general University planning. Responsibilities of this position include leadership in strengthening the Library and its programs.

C. Performance Evaluations and Five Year Reviews

The Dean of Libraries will undergo an administrative evaluation with respect to performance, professional development, and future potential at least once every twelve months in accordance with the policies and procedures in University Handbook for Appointed Personnel, UHAP 5.08.01-5.08.04. In addition, the Dean of Libraries will be reviewed with regard to the progress of the Library and the role of the Dean of Libraries in this development at least once every five years. This review, which will involve input from the Library Faculty Assembly, will be conducted in accordance with procedures outlined in UHAP 5.09; the Library Faculty Assembly will nominate and elect any LFA representative(s) who may serve on a review committee.

Section 2. Library Cabinet

A. The Library Cabinet provides leadership in establishing direction and vision for the University Library as outlined in the Library Cabinet Mission Statement.

B. The members of the Library Cabinet include the Team Leaders, the Dean of Libraries, designated Assistant Deans and Assistants to the Dean, and designated members of the Library Faculty Assembly and the Staff Governance Association.

Section 3. Staff Governance Association

A. The Staff Governance Association is the advocacy group for all classified staff in the University Library.

B. All library classified staff are members of the Staff Governance Association. To foster communication, the Library Faculty Assembly will elect liaison to the Staff Governance Association and the Staff Governance Association may appoint or elect liaison(s) to the Library Faculty Assembly.

Article VIII. Appointment, Retention, Continuing Status and Promotion

Section 1. Appointment

A. General Criteria for Appointment - Members of the Library Faculty shall hold a relevant professional degree, e.g., a Master's degree from a library school accredited by the American Library Association, or other relevant Master's degree.

At the time of hire, the Dean of Libraries, in consultation with the Promotion and Continuing Status Committee, will assign rank and set the calendar for the retention and continuing status review. These will be determined by comparable library and/or related professional experience, and will be based on demonstrated professional achievements at a level consistent with Library Faculty rank definitions.

Academic professionals on year-to-year appointments shall be assigned a rank as above. Persons with year-to-year appointments are ineligible for continuing status, but are eligible for promotion. The Library may hire academic professionals in a temporary capacity; these appointments are for a specified length of time, which may be for less than a year. Academic professionals with temporary appointments will automatically be assigned Adjunct rank. Those with Adjunct rank are not eligible for continuing status or promotion.

Library Faculty members are appointed as librarians or as curators, not as reference librarians, catalog librarians, etc. Assignment to a specific position within a specific Team(s) is made at the time of hire. However, a situation may develop in which it may be necessary for a librarian or a curator with or without continuing status to be transferred from one position or Team(s) in the Library to another.

B. Ranks for Librarians - The ranks for librarians are intended to recognize professional and scholarly growth.

Assistant Librarian

Appointment at this rank requires expectation of successful overall performance in the three main areas of librarianship--position effectiveness, scholarship, and service to the University and the profession. The librarian demonstrates an understanding of appropriate library methods, tools and systems and exhibits knowledge of one or more subject areas and/or languages as appropriate to the position. Such an individual possesses the ability to perform a variety of professional tasks and the ability to function independently within a team(s).

Associate Librarian

Appointment at or promotion to this rank requires excellent overall performance at the Assistant level. In addition, the Associate Librarian demonstrates special knowledge and skills necessary to perform complex work, qualities of leadership and initiative, and the ability to assume considerable responsibility in assigned areas, evidence of scholarship, and participation in professional activities.

Librarian

Appointment at or promotion to this rank requires outstanding performance in all aspects of assigned responsibilities as well as widely recognized achievements and contributions to the profession. Appointment at or promotion to the Librarian rank is not a reward for long service but a recognition of superior contributions with every expectation of continuing contributions at the highest level of professional standards.

Adjunct Librarian

This rank is reserved for librarians who are hired on temporary, but not year-to-year, contracts. These librarians are hired to do a specific job for a specific length of time. They are not required as a part of their appointment to participate in activities relating to scholarship or service.

C. Ranks for Curators

The ranks for curators are intended to recognize professional and scholarly growth. The structure is divided into three ranks. Appointment or promotion to each rank is determined according to the following definitions:

Assistant Curator

Appointment to this rank requires expectation of successful overall performance in the three main areas of curatorship--position effectiveness, scholarship, and service to the University, and the profession. The curator demonstrates an understanding of appropriate curatorial methods, tools, and systems; demonstrates an understanding of museum policies and ethics as established by the American Association of Museums; and possesses knowledge of one or more subject specializations as appropriate to the position (e.g., history of photography or museum education). Such an individual possesses the ability to perform a variety of professional tasks and the ability to function independently under general direction.

Associate Curator

Appointment at or promotion to this rank requires excellent overall performance at the Assistant level. In addition, the Associate Curator demonstrates special knowledge and skills necessary to perform complex work, qualities of leadership and initiative, and the ability to assume considerable responsibility in assigned areas, scholarship, and participation in professional activities.

Curator

Appointment at or promotion to this rank requires outstanding performance in all aspects of assigned responsibilities as well as widely recognized achievements and contributions to the profession. Appointment at or promotion to the Curator rank is not a reward for long service but a recognition of superior contributions with every expectation of continuing contributions at the highest level of professional standards.

Section 2. Developmental/Retention Reviews

A. Third Year review (Second and Fourth Year review for those hired before June 2004 who elected a 2- and 4-year review)

While an individual's progress towards continuing status can be reviewed at any time, each librarian who is classed as continuing eligible shall be formally reviewed by the Promotion and Continuing Status Committee in the third year (second and fourth year for those hired before June 2004). This review shall be similar to the continuing status review but normally shall not require outside letters of reference. Documentation shall include: a) the curriculum vitae; b) job description(s); c) the candidate's personal statement; d) letter(s) from the individual's team leader(s)*, e) and letters from other Library employees. Other documentation may be included as deemed appropriate by the P & CS Committee. The review shall take into consideration position effectiveness and development in the areas of scholarship and service. A letter on an individual's progress toward achieving continuing status and a decision to retain as continuing-eligible shall be sent to the individual by the Dean of Libraries based on the letter, recommendation and documentation submitted by the Promotion and Continuing Status Committee. The contents of the letter will be discussed with the candidate during a meeting with the Dean, a member of the P & CS Committee and the appropriate team leader(s).

* During the review of any individual who reports directly to the Dean, in place of a team leader's or supervisor's letter, a letter from the individual's peer group (Cabinet) will be substituted. Cabinet will choose at least two of its academic professional members. This small group will solicit input from Cabinet and the candidate's functional team, and any cross-functional team(s) as appropriate, based on criteria outlined by the P & CS Committee. They will synthesize this feedback in a letter to the P &CS Committee.

B. Calendar

In accordance with the provisions of UHAP Chapter 4, individuals will be notified before the end of their sixth year whether continuing status is to be granted or a terminal contract will be issued. Length of service is determined as follows: individuals whose initial appointment is during the period July 1 through December 31 will be considered as serving a full fiscal year; individuals whose initial appointment is during the period January 1 through June will have service calculated from the following July 1. That is, service less than six months prior to the beginning of the new fiscal year on July 1 will be ignored in determining the year of review for second, fourth and continuing status reviews.

Retention/developmental reviews will be conducted in the third year (4th and 2nd for those hired prior t oJune 2004 who elected 2-and 4-year review) prior to the mandated continuing status review year. Appropriate adjustments will be made to this schedule to accommodate time granted for prior service.

Section 3. Continuing Status

A. Definition

Continuing status is an institutional commitment to continuous employment to be terminated only until retirement, resignation, dismissal for just cause, or termination for budgeting reasons or educational policy change as outlined in the UHAP Chapter 4.10.05 and ABOR Policy Manual 6-301. The purpose of continuing status is to protect the professional and intellectual freedom of the librarian and to provide a staff whose professional competence will ensure the continued development of the Library. " ‘Professional and intellectual freedom’ shall mean the right and responsibility to exercise judgment within the standards of the employee's profession. Professional and intellectual freedom is defined as 'academic freedom' for those employees involved in teaching and/or research." (ABOR Policy Manual 6-301, p. 56-57, revised 8/1/96)

Continuing status is not granted lightly nor automatically upon completion of the probationary period but is based on excellent performance and the promise of continued excellence and professional growth. Excellence at the University of Arizona Library is characterized by a breadth of knowledge and skills as well as expertise in a subject discipline or area of librarianship. An excellent librarian is one who succeeds in a wide variety of responsibilities and who displays leadership both within his or her home team(s) and on Library-wide cross-functional teams. It is also critical that the librarian demonstrate qualities which extend beyond the requirements of a particular job and that support the University's missions of teaching, research, and service. Normally, individuals will be reviewed for continuing status in their sixth year (less any time granted for prior service).

B. Criteria

Librarians shall be evaluated for continuing status in three interrelated areas: 1) Position effectiveness; 2) Scholarship; 3) Service. Of these, position effectiveness is foremost. Contributions in scholarship and service are also important and should demonstrate continuing professional development and growth. In all areas, the focus is on quality.

1. Position Effectiveness. The primary requirement for continuing status is performance at an excellent level in assigned responsibilities. The criteria for an individual candidate are to be applied in relation to specific responsibilities as detailed in the position description(s). These responsibilities will include contributions to the Library's strategic efforts to meet our customers' educational and information needs, which is the Library's highest priority work. In recommending a candidate for continuing status, the appropriate criteria listed below are to be considered. Emphasis will be placed on how the candidate has contributed to the work of the teams on which he or she has served and to the Library as a whole.

It is expected that every candidate would develop expertise in one or more of the following areas:

a. Demonstrated effectiveness in collection assessment and management including selection of materials and provision of access to information services.

b. Demonstrated effectiveness in bibliographic and/or systems organization and control by means of classification, cataloging, database management, and systems development.

c. Demonstrated effectiveness in developing self-sufficient users, through formal and informal instruction and creation of end user tools.

d. Demonstrated effectiveness in the facilitation, administration and management of the University Library, and team(s) within the Library.

e. Demonstrated effectiveness in building communication links with the University Community through needs assessment and connection development including promoting the library and its resources.

It is expected that all candidates will have met the following criteria:

f. Ongoing contributions to the Library's strategic planning efforts. These can be defined as any activities which directly move the Library forward in its goal of meeting customer needs and continuously improving Library customer services, such as annual plan projects, process improvement teams, ownership and/or participation in team strategic objectives.

g. In an academic library position, professional and interpersonal skills must be considered in judging a librarian's position effectiveness.

Factors to be considered are:

1. Ability to work effectively with others in a diverse team-based environment;

2. Flexibility; ability to grow and contribute in a changing environment;

3. Effective communication at all levels;

4. Analytical skills and ability to contribute new thoughts and participate in collaborative problem solving and decision-making;

5. Creativity, originality, and ingenuity in the many technical and human situations encountered in professional service;

6. Ability to instruct and coach others fairly;

7. Ability to accept and delegate authority and responsibility, including taking leadership roles in Library work;

8. Ability to give and accept constructive criticism;

9. Independence of judgment and initiative;

10. Willingness to contribute to the planning and decision-making processes where appropriate;

h. Demonstrated professional growth and development achieved through relevant continuing education and learning activities.

2. Scholarship. The candidate's scholarly record must reflect a primary focus on theoretical or applied aspects of librarianship. Contributions can be produced independently or in a collaborative effort. Quality is given highest consideration. Contributions in scholarship should demonstrate continuing professional development and growth. All media chosen to communicate the work are acceptable, but it is expected that the candidate's scholarship record will include some published material. Scholarly works that are not disseminated beyond the campus are evaluated as part of service or position effectiveness. Relevant examples of scholarship include:

a. Presentations at conferences and meetings (including poster sessions and similar activities);

b. Published analytic bibliographies or reviews of significant length which reflect critical thinking;

c. Books, chapters in books, or articles in scholarly or professional journals;

d. Other creative projects that benefit the profession.

3. Service. This component includes professional and scholarly service to the University of Arizona, the library profession and the community. It goes beyond activities which are in the domain(s) of Position Effectiveness and Scholarship as described above. Contributions in service should demonstrate continuing professional development and growth.

a. Service to the Library may include active participation in Library Faculty Assembly offices and committees, library-wide selection teams or similar activities.

b. Service to the University may include active participation on University, college, or non-library departmental committees or the Faculty Senate; teaching, consulting; or similar activities.

c. Service to professional literature of the field should be listed here instead of under scholarship when it is descriptive. Examples in this category would include directories, brief book reviews, indexes or abstracts of books, and editorship. Analytic writings should be listed under scholarship.

d. Service to the profession may include active participation at the international, national, regional, state, or local level in professional and learned societies. Examples of this are as an officer, as a committee chair, or a committee member; moderator of an electronic discussion list; consulting; service as a member of a team of experts, task force, review committee or similar body; public appearances in the interest of the profession.

e. Service to the community is limited to activities directly related to the individual's role as a member of the University of Arizona Library faculty. It may include such areas as serving as a librarian or archivist for a community organization; giving lectures or presentations to local groups; and teaching continuing education courses in the community.

Section 4. Promotion

A. General Statement

Librarians and curators are promoted in rank on the basis of their professional accomplishments through position effectiveness, scholarship, and service.

Year-to-year appointees, librarians and curators, are also eligible for promotion. The criteria for promotion are the same as those described in Section 4.B.

For librarians, promotion to the rank of Associate Librarian is awarded to an Assistant Librarian at the time of achieving continuing status; however, promotion to the rank of Librarian from Associate Librarian is not automatically granted upon the attainment of continuing status. A person with the rank of Associate Librarian may be recommended for promotion to the rank of Librarian at any time subject to the requirements set out below. Promotion to the rank of Librarian is based on achievement rather than years in rank. It requires sustained excellence over a period of years and the promise of continued excellence.

Either the candidate or the candidate's team leader may initiate the promotion process on the candidate's behalf. The documentation and process are similar to that employed for continuing status review outlined in Section 5.B.

B. Criteria for Promotion

The criteria for promotion are based on the definitions of ranks as given in Article VIII Section 1.B and 1.C. Evidence must be provided of substantial and continued development beyond what was accomplished to achieve the present rank.

1. Promotion to Associate Librarian. Promotion to this rank shall require excellent overall performance at the Assistant level. The criteria shall be the same as those for continuing status, as described in Section 3.B.

2. Promotion to Associate Curator. Curators shall be evaluated for promotion to Associate in three interrelated areas: 1) Position effectiveness; 2) Scholarship; 3) Service. Of these, position effectiveness is foremost. Contributions in scholarship and service are also important and should demonstrate continuing professional development and growth. In all areas, the focus is on quality.

a. Position Effectiveness. The primary requirement for promotion to the rank of Associate is performance at an excellent level in assigned responsibilities. The criteria for an individual candidate are to be applied in relation to specific responsibilities as detailed in the position description(s). These responsibilities will include contributions to the Library's strategic efforts to meet our customers' educational and information needs, which is the Library's highest priority work. In recommending a candidate for promotion, the appropriate criteria listed below are to be considered. Emphasis will be placed on how the candidate has contributed to the work of the teams on which he or she has served and to the Library as a whole.

It is expected that every candidate would develop expertise in one or more of the following areas:

1. Demonstrated effectiveness in exhibition conception and curatorship, including the selection of materials to be included in exhibitions, appropriate understanding of and research into objects to be exhibited, effectiveness of exhibition presentation, and organization and presentation of information accompanying exhibitions.

2. Demonstrated effectiveness in understanding the functions and precepts of museum education, serving the educational and research needs of diverse users and audiences, fostering the appreciation of works of art, introducing new users and audiences to the educational and research potential of collections and exhibitions, and building relationships with various academic disciplines and community groups.

3. Demonstrated effectiveness in collection building, including the maintenance of continual awareness of new artists and new scholarship that would affect collection building, study and evaluation of collections, and building artist and donor relationships.

4. Demonstrated effectiveness in interpreting collections through traditional and non-traditional methods, including exhibition texts, gallery talks, guides and publications that present and interpret the collections, etc.

5. Demonstrated knowledge of collection management, including an understanding of museum security standards, cataloging methodologies, and storage and preservation standards appropriate to specific types of art works.

It is expected that all candidates will have met the following criteria:

6. Ongoing contributions to the Library's strategic planning efforts. These can be defined as any activities which directly move the Library forward in its goal of meeting customer needs and continuously improving Library customer services, such as annual plan projects, process improvement teams, ownership and/or participation in team strategic objectives.

7. In an academic library position, professional and interpersonal skills must be considered in judging a curator’s position effectiveness.

Factors to be considered are:

a. Ability to work effectively with others in a diverse team-based environment;

b. Flexibility; ability to grow and contribute in a changing environment;

c. Effective communication at all levels;

d. Analytical skills and ability to contribute new thoughts and participate in collaborative problem solving and decision-making;

e. Creativity, originality, and ingenuity in the many technical and human situations encountered in professional service;

f. Ability to instruct and coach others fairly;

g. Ability to accept and delegate authority and responsibility, including taking leadership roles in Library work;

h. Ability to give and accept constructive criticism;

i. Independence of judgment and initiative;

j. Willingness to contribute to the planning and decision-making processes where appropriate;

8. Demonstrated professional growth and development achieved through relevant continuing education and learning activities.

b. Scholarship. The candidate's scholarly record must reflect a primary focus on theoretical or applied aspects of curatorship. Contributions can be produced independently or in a collaborative effort. Quality is given highest consideration. Contributions in scholarship should demonstrate continuing professional development and growth. All media chosen to communicate the work are acceptable, but it is expected that the candidate's scholarship record will include some published material. Scholarly works that are not disseminated beyond the campus are evaluated as part of service or position effectiveness. Relevant examples of scholarship include:

1. Presentations at conferences and meetings (including poster sessions and similar activities);

2. Published analytic bibliographies or reviews of significant length which reflect critical thinking;

3. Books, chapters in books, or articles in scholarly or professional journals;

4. Other creative projects that benefit the profession.

c. Service. This component includes professional and scholarly service to the University of Arizona, the museum profession and the community. It goes beyond activities which are in the domain(s) of Position Effectiveness and Scholarship as described above. Contributions in service should demonstrate continuing professional development and growth.

1. Service to the Library may include active participation in Library Faculty Assembly offices and committees, library-wide selection teams or similar activities.

2. Service to the University may include active participation on University, college, or non-library departmental committees or the Faculty Senate; teaching, consulting; or similar activities.

3. Service to professional literature of the field should be listed here instead of under scholarship when it is descriptive. Examples in this category would include directories, brief book reviews, indexes or abstracts of books, and editorship. Analytic writings should be listed under scholarship.

4. Service to the profession may include active participation at the international, national, regional, state, or local level in professional and learned societies. Examples of this are as an officer, as a committee chair, or a committee member; moderator of an electronic discussion list; consulting; service as a member of a team of experts, task force, review committee or similar body; public appearances in the interest of the profession.

5. Service to the community is limited to activities directly related to the individual's role as a member of the University of Arizona Library faculty. It may include such areas as serving as a librarian or archivist for a community organization; giving lectures or presentations to local groups; and teaching continuing education courses in the community.

3. Promotion to Librarian and Curator

Promotion to this rank shall require outstanding performance in all aspects of assigned responsibilities as well as widely recognized achievements and contributions to the profession.

Candidates must show a higher level of accomplishment than was required at the Associate level and will be evaluated in the following three areas:

a. Position Effectiveness. A candidate shall demonstrate mastery of a major area of librarianship or curatorship and the highest degree of independent responsibility. Substantive contributions will have been made to the Library.

b. Scholarship. Promotion to the rank of Librarian or Curator requires nationally recognized activity in this area such as publication of books or chapters of books, or articles in refereed journals or journals with national circulation; organization and interpretation of major exhibitions; presentation of formal papers at national meetings; editorship; or similar creative projects that benefit the profession.

c. Service. This area includes sustained service to the University, and the profession. It requires outstanding contributions to the University, and to professional organizations at the regional or national level.

Section 5. Implementation and Procedures

In general, the procedures for appointment, reappointment, promotion, granting continuing status, dismissal, or nonretention of a library faculty member shall follow the guidelines as stated in the UHAP Ch. 4, and the ABOR Policy Manual 6.301.

A. Standing Committee on Promotion and Continuing Status.

The Library Faculty shall elect a standing committee of five to advise the Dean of Libraries on any matter concerning retention, continuing status, and promotion. The Committee shall also advise on the assignment of rank and the number of years credit to be given for prior service upon the appointment of a Library Faculty member. The Committee shall base its recommendations on a review of all evidence submitted in accordance with Section V.B and other evidence as the Committee may deem appropriate.

1. Composition and Election. All five members shall have continuing status. Three shall hold the rank of Librarian and two shall be Associate Librarians. All shall be elected to serve two-year terms. Members may not serve more than two terms consecutively. All Library Faculty with the rank of Associate Librarian or Librarian must stand for election to the Committee, with the following exceptions.

a. Librarians and Associate Librarians who are currently serving on the Committee or those who have served on the Committee the previous year.

b. Associate Librarians who are planning to go up for promotion to Librarian during the year that the election is held.

c. Librarians and Associate Librarians who are, or will be, on sabbatical or other extended leave during the year that they would be called upon to serve. If a vacancy occurs, the vacancy will be filled by a special election.

d. The current Chairperson of the Library Faculty Assembly.

e. Any LFA member who is currently serving on the University Promotion and Continuing Status Committee.

2. Operating Rules

After election, the Committee shall establish its own internal guidelines for voting. The documentation solicited by the committee and/or submitted to it in the process of retention, continuing status and promotion reviews is to be treated as confidential material not available to the candidates nor to other librarians or staff except members of the Library Administration. Documentation will be kept in the Library Office in accordance with legal obligations and University regulations.

Only members of the Committee holding the rank of Librarian shall review the documentation and vote on promotion to the rank of Librarian/Curator.

In cases where a conflict of interest exists, the committee member shall absent him/herself from the decision-making process.

3. Creation of Subcommittee on Promotion for Curators.

Whenever an Assistant or Associate Curator shall be seeking promotion, the Committee shall create a subcommittee to advise it. The subcommittee shall consist of two librarians or appropriate faculty member.

B. Evidence in Support of Deliberations on Retention, Continuing Status and Promotion.

The Promotion and Continuing Status Committee each year will provide detailed instructions on what data will be required for its deliberations. The Provost's Guidelines should be examined and followed.

1. In general, the following evidence must be adduced in support of recommendations for retention, continuing status, and promotion:

a. An up-to-date curriculum vitae, including:

1) a current position description;

2) an itemization of one's scholarly attainments as described in the appropriate section above;

3) an itemization of one's service to the Library, the University, one's profession, and the community as described in the appropriate section above;

4) candidate's personal statement which should include a report on significant projects achieved or in progress;

b. An evaluation and recommendation by the individual's supervisor* which shall address the matter of job effectiveness.

*During the review of any individual who reports directly to the Dean, in place of a team leader's or supervisor's letter, a letter from the individual's peer group (Cabinet) will be substituted. Cabinet will choose at least two of its academic professional members. This small group will solicit input from Cabinet and the candidate's functional team, and any cross functional team(s) as appropriate, based on criteria outlined by the P & CS Committee. They will synthesize this feedback in a letter to the P & CS Committee.

c. Other documentation as deemed appropriate by the P & CS Committee.

2. The Promotion and Continuing Status Committee will advise each candidate as to the documents it requires to support its deliberations. Other information or documents deemed germane by the candidate may be supplied.

3. For promotion and continuing status reviews, the following evidence will also be considered:

a. Evaluations of the candidate's job performance, scholarly attainments and service from peers within the Library, other University of Arizona personnel, and qualified individuals at other universities, businesses or government agencies;

b. Annual performance review documents (optional);

c. Other information as deemed relevant by the committee;

d. Material as required by the University Administration.



Chronology of Amendments

7 December 1973

3 July 1974 Article VIII Promotion and Continuing Status

19 February 1975 Amended

4 September 1975 Amended Article VIII, Section 4, Part B, C

12 May 1980 Amended Article VIII, Section 4, Part B

4 November 1980 Amended Article I, Section 3

17 May 1982 Amended

18 December 1985 Adopted the term "continuing status" replacing all occurrences of the term "tenure".

29 July 1987 Amended Bylaws into standardized sequence

17 August 1987 Amended Article X Appointment, Retention, Continuing Status and Promotion

13 October 1987 Amended Article V, Section 1, Part B; Amended Article V, Section 3

24 November 1987 Amended Article X, Section 3, Part 2

29 July 1988 Amended Article I, Section 1; Article II, Section 1; Article X, Section 3 A.

18 May 1992 Amended Article X, Section 5.

5 October 1992 Amended Article I, Section 1; Article II, Section 1; Article III, Section 1-2; Article V, Section 1-3; Article VII, Section 3; Article X, Section 1; Replaced all occurrences of "University Librarian" with "Dean of Libraries".

September 1995 Amended article 19 December 1995 Article VII. Appoint Retention, Continuing Status. Section 1,; all material about curators added. A, replaced appropriate with relevant, changed department to teams. C. Ranks for Curators added. Section 2. Developmental Retention Reviews ; curator added, candidate's personal statement added, supervisors changed to team leaders. Ballot of revisions passed in January 1996. LFA Bylaws Committee Report (1992-93) July 1993.

May 1997. Amended Article VIII, Section 2. Developmental/Retention Reviews. Documentation amended to include letters from Library employees and other documentation as deemed appropriated by the P & CS Committee. Statement that the contents of the letter will be discussed with the candidate during a meeting with the Dean, a member of the P & CS Committee and the appropriate team leader (s). Statement following the asterisk concerning the review of team leaders added. Article VIII, Section 5, B. Evidence in support of deliberations... 1, a, 4, changed to include candidate's personal statement. 1, b amended to include statement after asterisk in parallel with Article VIII, Section 2. Article VIII, Section 5, B, 1, c amended by deletion of annual performance review and substitution of documentation as deemed appropriate by the P & CS Committee.

LFA Bylaws amendments passed in Oct. 1992:

Temporary librarians were given rank of "Adjunct Librarian": -No longer eligible to vote on LFA matters; -No longer eligible to serve on LFA Standing Committees. YES=50 NO=3

Eligibility to serve as an LFA officer or on Standing Committees: -No one above position of dept. head may serve in these positions. [Now obsolete in new organization!] YES=52 NO=1

LFA Affirmative Action Committee was finally abolished. YES=52 NO=1

References to "Librarians" (in general) were changed to "librarians and other academic professionals" so as not to exclude the non-librarian APs on our staff. YES=52 NO=1

References to "University Librarian" were changed to "Dean of Libraries". YES=52 NO=1

Language concerning review of the Dean of Libraries was added to conform to UHAP policies and procedures. YES=52 NO=1

After these amendments were passed, it was decided by the LFA Officers (Tom M., and Chestalene P.) to reissue a revised version of the Bylaws. (It was felt that LFA members would need an up-to-date copy of the Bylaws to work with when the time comes to revise them to conform to the new organization.) The revised Bylaws were issued by the LFA Secretary last Fall attached to the Minutes of the Oct. 21, 1992 meeting.

Suggested revisions for the future: -References to "department head" need to be redefined, and it needs to be decided who is now eligible/not eligible to serve as LFA officers and on standing committees.

Articles VIII. Ad Group, and IX. Librarian's Council will be obsolete in the new organization and should be deleted. Definition of the new "Library Cabinet" and the role of the LFA Chair in it should be added.

June 1998 Amended the following:

A. Cosmetic changes:

1. “Library” will replace every use of “Dean’s” Cabinet.

2. Substitution of word “sent” for “made” and “letter” for “report” in Article VIII, Section 2A. Second and Fourth Year.

3. The words “any individual who reports directly to the Dean” have been suggested to replace the words “team leader” in Article VIII, Section 2.A. and Section 5.B.1.b.

4. All discussion or mention of curators was taken out of all sections that relate to Developmental/Retention or Continuing Status reviews. LFA voted over a year ago to recommend that the curator positions remain year-to-year positions instead of becoming continuing eligible positions. The two curator positions in the library are year-to-year appointments. To avoid confusion, the wording about promotion to the Associate level for curators was moved from Section 3. Continuing Status to Article VIII, Section 4. Promotion. The wording has remained the same as it was in Section 3, with a few exceptions (changing the word “librarians” to “curators”).

B. Changes of content:

1. The major content changes are in sections that deal with the definition of continuing status for librarians (Article VIII, Section 3.A.) and the criteria for position effectiveness, scholarship and service for librarians (Article VIII, Section 3.B) and curators (Article VIII, Section 4.B.2). The wording in the Article VIII, Section 3.B and Article VIII, Section 4.B.2 is primarily the same, the words “curators” and “museum” have been substituted in some cases for the words “librarians” and “library.” These changes need to be voted on at the same time for both the librarians and curators.

2. There are also some content changes in Section 5. Implementation and Procedures.

December 1998 amendments that were approved by membership of the LFA:

  1. Changes were made in Article VIII, Section 3, A as suggestd by Elizabeth Ervin, Vice Provost for Academic Personnel. These changes have the effect of making the LFA By-laws congruent with the language in the University Handbook for Appointed Personnel, Uhap 4.10.05. Assurance of Appointment. “An individual who holds a continuing status appointment is assured that the President shall offer an appointment for each succeeding fiscal or academic year until retirement, resignation, dismissal for just cause, or termination for budgetary reasons or educational policy change.”

    B. Changes were made in Article VIII, Section 5, A, 1. Part e was added to exempt any LFA member who is currently serving on the University Promotion and Continuing Status Committee from standing for election to the Library’s Promotion and Continuing Status Committee.

    C. Other editorial changes were made on pages 1, 6, 8, 12, 14, 16 and 20.

October 2006 Amended the following

Article V, Section 1. Compensation Committee established by vote of LFA membership.

April 2007 Amended tthe following

Article VIII, Section 5 A. Standing Committee on Promotion and Continuing Status.

The Library Faculty shall elect a standing committee of FIVE seven to advise the Dean of Libraries on any matter concerning retention, continuing status, and promotion. The Committee shall also advise on the assignment of rank and the number of years credit to be given for prior service upon the appointment of a Library Faculty member. The Committee shall base its recommendations on a review of all evidence submitted in accordance with Section V.B and other evidence as the Committee may deem appropriate.

Article VIII. Section 5 B.

Evidence in Support of Deliberations on Retention, Continuing Status and Promotion had a link to the Provost’s Guidelines for Continuing Status and Promotion for Academic Professionals. inserted.