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Scope: This document outlines performance expectations for staff at the A-E levels (non-exempt and exempt) in Library Technical Services. The guidelines here do not apply to academic staff.
For academic RTE 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: Xin Li / Jason Kovari
Unit: Senior Management Team
Date last reviewed: January 4, 2019 November 2023
Date of next review: November 2024January 2020
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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 inclusiveness 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," University resources concerning performance management are available online athttphttps://hr.cornell.edu/career/s4s performance levels.pdf people-leaders/employee-engagement/performance-people-leaders
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B. Quantitative Measures
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LTS staff may have a temporary or permanent split in assignments between different LTS positions (reporting to different supervisors within LTS) or between different CUL positions, one of which is a LTS position. In these cases, depending on the division of time between the two positions or how related the activities are, the supervisors should mutually decide how to proceed with the annual performance review and the setting of of goals for the coming year; whether one review with input from both supervisors is appropriate or if separate reviews would better serve the individual staff member and LTS/CUL. Before the review period begins the supervisors and the staff member with a dual assignment should discuss the plan for the staff member’s annual review. In cases when it is decided to have one performance dialogue and one written appraisal, input from both supervisors should always be part of the process.
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If a staff member is asked to participate in a special project by his/her their supervisor or department manager, the amount of time devoted to the activity, as a percentage of overall effort, should be determined at the onset of the project. The expected duration of the project should also be noted. Staff members are responsible for keeping their supervisors apprised of any changes in the amount of time devoted to such projects or in changes in the length of their duration.
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