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Library Technical Services (LTS) is a team of experts central to the Library's mission and its digital future.  We champion innovation, teamwork, productivity, staff development, and problem-solving skills, and we work in an environment of respect, support, and continual learning.  Our divisional priorities promote industry best practices, reflect the Library’s priorities, and will evolve as the role of the Library evolves. Performance measurement is an essential component in determining the progress we make toward these ends. This document sets forth general guidelines for performance measurement that are in harmony with the vision and values of LTS. Staff, supervisors and managers should use the guidelines, along with the staff member's current job description, in developing assignments, in establishing short-term goals, in conducting performance evaluations, and in setting annual performance goals. The supervisors are responsible for keeping staff members' job descriptions current to enable this important process.

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 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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