"Performance Evaluation of Library Personnel"
Performance Evaluation of Library Personnel STATEMENT Written with brainstorming and group review by the Partakers of the Fifth MLLS Colloquium: Lourdes Tiscareño, Clara Orizaga, Daniel Sanabria, José Segoviano Hernández, Jesús Lau, Diana González y Martha Castro Boca del Río, Veracruz, México September 17th, 2007 The partakers at the Fifth Colloquium on Management and Leadership in Library Science (MLLS) “Performance Evaluation of Library Personnel”, who gathered to discuss strategies to implement performance evaluation systems, declare and identify, after a group discussion, the following challenges, opportunities and strategies on the subject: A. Challenges for creating a Personnel evaluation program. The main challenges identified during the gathering, to be overcome by libraries and their parental institutions, were: 1. Making authorities aware of the importance of personnel evaluation programs. 2. Subjectivity of evaluation instruments in use 3. Bias in the selection of evaluated colleagues —not all participate 4. Lack of job descriptions and updating of existing ones 5. Problems due to intervention of unions in the establishment of evaluation processes, and lack of commitment in those established 6. Institutional policies that could be obstacles to the follow-up of evaluations 7. Lack of clarity in the genesis, goals and objectives of evaluation programs 8. Requirement of economic stimuli and motivation for evaluation programs 9. Need of integral tools, designed specifically for library personnel 10.Limited organizational awareness on the benefits of performance evaluation B. Opportunities to create and strengthen an efficient work environment. Academic, administrative, operative and managing staff of libraries has the following opportunities on performance evaluation: 1. Counting on an integral evaluation plan 2. Obtaining reliable information to make decisions 3. Evaluating personnel in different departments to determine opportunity areas for problem solving oriented training 4. Creating professional and life plans for the personnel 5. Improve activities, process performance and goal achievement 6. Fostering moral and economic stimuli to promote personal growth among the work team 7. Improve personnel self esteem 8. Counting on tools to justify financing projects 9. Re-target the performance evaluation model to the teaching- learning system of the parent institution 10.Administrating libraries in a holistic way, with all the processes acting as catalysts of personal and organizational performance C. Strategies aimed at overcoming challenges and taking opportunities to create an effective and efficient work environment in libraries. The proposals to achieve an appropriate environment for effectual work in libraries were: 1. Propose relevant authorities to establish an evaluation system. Improve user service with motivation and feedback to personnel 2. Propose, in the midterm, a National Performance Evaluation Model specially tailored for librarians 3. Count on objective and reliable instruments, aligned with institutional quality goals 4. Convince and negotiate with the union the benefits of an evaluation system 5. Adapt the institutional evaluation system to the specific characteristics of the library 6. Design an integral stimuli plan that contemplates motivation, development and professional growth of human resources 7. Spread the benefits and results of the evaluation among participant parties 8. Provide evaluation result based training 9. Keep the evaluation system up to date, and in line with the institutional mission 10.Use the evaluation as a requisite to assign personnel according to skills and requirements of the position Conclusions: This statement is directed to all the members of library institutions, as well as their parent institutions. We believe that the implementation of performance evaluation programs within the planning, organization and strategic management of libraries will make possible to offer improvement and more relevant information services to users. The partakers of the Fifth MLLS Colloquium