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For academic staff, the current job description, as well as the latest version of Cornell University Library Procedure 28 (Evaluation Procedures for Academic Staff), will serve as the terms of reference for performance. Procedure 28 is available online.
Contact:Jim LeBlancXin Li
Unit: Senior Management Team
Date last reviewed: 11/02/2017 January 4, 2019
Date of next review: January 2020November 2018
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The guidelines are intended to strike a balance between the department's need to be a highly productive operation and its increasingly important role as a team-based, innovative learning organization. To reflect both objectives, some performance measures are quantified, while others are more qualitative in nature. The mix of quantifiable and qualitative performance measures may vary over time and among positions. The relative importance of the two measures may also be adjusted in accordance with changing departmental needs. In no case should either qualitative or quantitative measures be the sole factor in determining a staff member's level of performance. For all staff, the ability to work effectively with colleagues in an atmosphere of of inclusiveness and fairness, mutual respect and dignity is an essential component of satisfactory performance. Accuracy, dependability and timeliness in carrying out duties are also critical. Regular attendance is one measure of a staff member's dependability and is necessary to meet the performance expectations fully. General definitions of staff performance levels should be taken from the Cornell Office of Human Resources document "Staff performance levels: general definitions," available online at http://hr.cornell.edu/career/s4s performance levels.pdf
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