Adopted by the Bloomington Library Faculty on May 22, 2012; Implemented on January 1, 2013.
Amendments to change pronouns approved December 9, 2019. Updated to correct dead links, November 22, 2020 and November 10, 2025. Future amendment by vote of Bloomington Library Faculty.
“The principle of tenure imposes reciprocal responsibilities on the University as a body politic and on the faculty member and librarian. In order to meet its responsibilities to its students and to society, the University must attract and retain faculty and librarians of outstanding quality. To that end the University provides academic freedom and economic security, which are implicit in the principle of faculty and librarian tenure….Librarians, on their part, are obligated to maintain high standards of performance in librarianship, professional development/research/creative activities, service, and professional conduct”(Faculty and Librarian Tenure (BOT-11).
“A librarian in the academic community is responsible for the collection, dissemination and preservation of information and source materials and for services in support of the teaching, research and general learning functions of the University. A librarian instructs and assists in finding and evaluating information, wherever it may be located. A librarian is entrusted with the responsibility of ensuring the availability of information and ideas, no matter how controversial, so that teachers may freely teach and students may freely learn. A librarian is a member of a profession explicitly committed to intellectual freedom and the freedom of access to information for present and future generations, following the Code of Ethics of the American Library Association and its Library Bill of Rights” (Academic Apointee Responsibilities and Conduct (BOT-15) section A.1). A librarian must have a master’s degree from an American Library Association accredited library school or the equivalent professional credentials, or a graduate degree in other professional or scholarly fields where appropriate.
Indiana University expects that a librarian will, first and foremost, excel in the position held at Indiana University. Librarians who excel will want to share their accomplishments with others through professional activities. The primary indicator of excellence is impact. What impact does the librarian have on the library, the university, and the profession as a whole? How has the librarian enhanced the reputation of Indiana University? As a librarian approaches full rank, demonstrated impact beyond the institution is expected.
Indiana University's policy on faculty tenure ensures academic freedom and economic security for its faculty. The policy was approved by the Faculty Council and the Trustees of Indiana University in 1969. (See Faculty Tenure (BL-ACA-E2). A similar policy for librarians was approved initially in 1972 and revised subsequently in 2009 (see Tenure for Librarians (BL-ACA-E4)).
All of the foregoing principles, policies, and procedures relating to tenure are applicable in all libraries on the Bloomington campus. The granting of tenure to a Bloomington librarian is specific to the IUB campus. Any subsequent changes affecting the geographic locus of one’s tenured appointment must be agreed to in writing by the campus involved and the tenured librarian. SeeFaculty and Librarian Tenure (BOT-11).
Performance of librarianship duties, professional development/research/creative activities, and service to the profession, university, and community are long standing University promotion criteria for librarians. See Faculty and Librarian Tenure (BOT-11).
The primary difference in the assessment of accomplishments for tenure and the assessment of accomplishments for promotion is that tenure is a more forward-looking decision. The evaluation of a candidate for both tenure and promotion takes into account past achievements. However, in the case of tenure those achievements are used to evaluate future promise whereas in the case of promotion those achievements are used to evaluate distinction and stature in one’s field.SeeIUB Principles and Policies on Tenure and Promotion.
In the promotion and/or tenure process, each of the three criteria will be evaluated using one of four categories:
Unsatisfactory
Satisfactory
Very Good
Excellent
“After the appropriate probationary period, tenure shall be granted to those faculty members and librarians whose professional characteristics indicate that they will continue to serve with distinction in their appointed 3 roles” (Faculty and Librarian Tenure (BOT-11)).
See Faculty Tenure (BL-ACA-E2) for campus policies regarding the probationary period and Third Year Review Policy and Procedures for IUB Librarians for policies specifically for IUB librarians.
A candidate for tenure must be judged “excellent” in the performance criterion and be judged at least satisfactory in the criteria of professional development, research and/or creativity, and service. An exception to this is the balanced case. For a balanced case to be successful, all three criteria must be judged to be at least “very good.”
Categories for the assessment of each criterion are found in sections X, XI, and XII of this document.
“A faculty member or librarian who applies for early tenure should be forewarned that a candidate for tenure should expect only one full review. A faculty member or librarian who requests early tenure shall be notified of any negative recommendation concerning his or her request at any time prior to a final decision by the President. A faculty member or librarian may withdraw his/her request for early tenure at any time prior to a final decision by the President” (Faculty Tenure (BL-ACA-E2)).
Librarians in tenure-track appointments on the Indiana University, Bloomington campus will be in one of three ranks:
Assistant Librarian
Associate Librarian
Librarian
(Classification of Academic Appointments (BOT-06) Section A.2).
Promotion to any rank is recognition of past achievement and a sign of confidence that the individual is capable of greater responsibilities and accomplishments. In all cases the candidate’s total record in rank at IUB should be assessed by comprehensive and rigorous peer review. When considered for promotion the individual will be assessed in regard to all three criteria. Favorable action should result when the individual has demonstrated a level of competence and distinction appropriate to the proposed rank. Categories for the assessment of each criterion are found below.
It shall be the privilege of any librarian to submit a recommendation for the promotion of any librarian, including one’s self. (see Procedures for Faculty Promotion Recommendations (BL-ACA-E18)). Recommendations for promotion for someone other than oneself will be submitted to the Executive Associate Dean.
Performance is the primary criterion. A librarian must be judged to be “excellent” in performance in order to be promoted to Associate Librarian.4
Professional development, research and/or creativity and service are secondary criteria. The candidate must be judged at least “satisfactory” in both secondary criteria.
Alternatively, a dossier can be submitted as a balanced case. For such a case to be successful, all three criteria must be judged to be at least “very good.”
If an assistant librarian is granted tenure, the librarian will be promoted to the associate rank when granted tenure.
Promotion to Librarian is granted to the most accomplished librarians.
Performance is the primary criterion. A librarian must be judged to be “excellent” in performance in order to be promoted to Librarian.
Professional development, research and/or creativity and service are secondary criteria. The librarian must be judged to be “excellent” in one of these two secondary criteria and be judged at least “satisfactory” in the other criterion.
Alternatively, a dossier can be submitted as a balanced case. For such a case to be successful, all three criteria must be judged to be at least “very good.”
“In exceptional cases, a candidate may present evidence of balanced strengths that promise excellent overall performance of comparable benefit to the university”(Faculty and Librarian Promotions (BOT-14) s.v. Librarian Promotions: Criteria for Promotion). In such cases the consideration of the three criteria together shows a level of distinction appropriate to achieve tenure and/or promotion. The balanced case may be particularly suitable for librarians whose performance, professional development, research and/or creativity and service activities are very closely intertwined. (A successful balanced case requires the assignment of the category “very good” to all three criteria. (See IUB Principles and Policies on Tenure and Promotion, p. 12).
“A librarian will continually develop, maintain, and make improvements to standard and specialized information resources and library services in support of the teaching, research and general learning functions of the University. A librarian will cooperate with the teaching and research faculty to develop library collections in support of the curricular offerings of the academic community. A librarian will strive to generate a proper respect for academic intellectual freedom in the discharge of the librarian's professional obligations to the patron, the University, and the community at large. A librarian will strive to care for and preserve library information resources. A librarian accepts the responsibility for the care and preservation of library materials” (Academic Appointee Responsibilities and Conduct (BOT-15), sections II.9 - II.13).
Performance, a librarian’s achievements in fulfilling the responsibilities of their specific position(s), is the most important factor in the promotion and/or tenure of a librarian. The libraries on the Bloomington campus are complex, and the responsibilities of individual librarians can vary considerably. Thus, performance comprises many different areas of responsibilities. This great variety of responsibilities is a strength of the libraries, one that allows for the development of significant in-depth expertise in very specialized fields.
The librarian judged to be “unsatisfactory” fails to achieve the category of “satisfactory.” The category of “unsatisfactory” for the criterion of performance is unacceptable for promotion to any rank and/or tenure.
The librarian judged to be “satisfactory” demonstrates some knowledge and skills required for the position(s) under consideration. The category of “satisfactory” for the criterion of performance is unacceptable for promotion to any rank and/or tenure.
For tenure and/or promotion to Associate Librarian, the candidate demonstrates a level of knowledge and skills beyond that expected from a “beginner” in the position(s) during the time period under consideration.
For promotion to Librarian, the candidate demonstrates an intermediate level of knowledge and skills required by the position(s) during the time period under consideration, beyond that of a “beginner,” but well below the level of mastery.
The librarian judged to be “very good” demonstrates a definite continuing program of relevant performance, marked by some degree of continuity and connection between individual activities. Quality is considered more important than mere quantity. The category of “very good” for the criterion of performance is unacceptable for promotion to any rank and/or tenure, except for a dossier submitted as a balanced case.
For tenure and/or promotion to Associate Librarian, the candidate demonstrates an intermediate level of knowledge and skills required by the position(s) during the time period under consideration, beyond that of a “beginner,” but below the level required to be judged “excellent.”
For promotion to librarian, the candidate demonstrates sustained significant development of the knowledge and skills required for the position(s) during the time period under consideration.
The librarian judged to be “excellent” is greatly accomplished in the performance of professional responsibilities. There is evidence that the librarian thinks critically about their area of responsibility. The librarian uses professional experience, knowledge of appropriate research, and creativity to solve problems, improve services, and innovate. There is evidence of demonstrated impact on identified constituencies, the libraries, the campus, or the university.
For tenure and/or promotion to Associate Librarian, the candidate must demonstrate continued growth and the development of expertise in the knowledge and skills required for 5 the position(s) during the time period under consideration. For tenure, the candidate must demonstrate likelihood that they will continue to develop in their appointed position.
For promotion to Librarian, the candidate must demonstrate continued growth and exceptional achievements in performance, proving that they are a first-class, productive librarian. The candidate must demonstrate mastery of the knowledge and skills required by the position(s) during time period under consideration. It is expected that they are a proven leader locally and beyond in the area(s) of librarianship represented by their position(s).
The assessment of quality of performance is based on the merits of each case as documented by the dossier. The list below provides some indicators by which to judge the quality of performance. The list is not exhaustive, nor are the indicators meant to be equally weighted for each librarian. Not all indicators will apply to every librarian.
“A librarian who is responsive to the demands of the profession keeps abreast of the latest developments in Librarianship and makes original contributions through professional development/research/creative activities Assessment of the quality of professional development/research/creative activities is based on evidence of the impact of such work on the development of the librarian and the advancement of the profession, among other factors” (Faculty7 and Librarian Promotions (BOT-14).
If professional development, research/creative activities is the secondary criterion for promotion to Librarian, the candidate must demonstrate a continued growth in professional contributions which has enhanced the reputation of the university. Activities in this criterion fall into two general types: those focused on advancing the education and knowledge of the individual librarian (e.g., academic coursework, workshops, etc.) and those focused on the sharing of research and expertise (e.g., publication, participation on panels, etc.).
“Assessment of the quality of professional development/research/creative activities is based on evidence of the impact of such work on the development of the librarian and the advancement of the profession, among other factors” (Faculty and Librarian Promotions (BOT-14).
The librarian judged to be “unsatisfactory” fails to achieve the category of “satisfactory” and, therefore, fails to meet the minimal requirement for promotion and/or tenure.
Standards for assigning categories for professional development, research and/or creativity:
The librarian judged to be “satisfactory” demonstrates a definite continuing program of relevant professional development. Quality is considered more important than mere quantity.
For tenure and/or promotion to Associate Librarian, the candidate demonstrates continued growth and accomplishment in one or more areas of professional development, research, and/or creativity. For tenure the candidate must demonstrate that (s)he will continue to develop an even stronger record in this criterion.
For promotion to Librarian, the candidate demonstrates a record of significant accomplishment in one or more areas of professional development, research, and/or creativity.
The librarian judged to be “very good” demonstrates a definite continuing program of relevant professional development, marked by some degree of continuity and connection between individual activities. Quality is considered more important than mere quantity. To be tenured and/or promoted on the basis of a balanced case, all three criteria must be judged to be “very good.”
For tenure and/or promotion to Associate Librarian, the candidate demonstrates a record of significant accomplishment in one or more areas of professional development, research, and/or creativity. For tenure the candidate must demonstrate that (s)he will continue to develop in this criterion.
For promotion to librarian, the candidate demonstrates a record of sustained significant accomplishment in one or more areas of professional development, research and/or creativity, resulting in a reputation for expertise in the area(s).
The librarian judged to be “excellent” demonstrates a definite continuing program of relevant professional development, marked by focused pursuit of professional expertise and significant scholarly contributions. The librarian must demonstrate evidence of distinguished contributions to the university, profession, or community. Quality is considered more important than mere quantity.
For tenure and/or promotion to Associate Librarian, the candidate demonstrates a record of sustained significant accomplishment in one or more areas of professional development, research and/or creativity, resulting in a reputation for expertise in the area(s). For tenure the candidate must demonstrate that they will continue to develop in this criterion.
For promotion to Librarian, continued growth, resulting in a national reputation, must be demonstrated if professional development, research and/or creativity is the designated second criterion.
The assessment of quality of professional development, research, and/or creativity is based on the merits of each case as documented by the dossier. The list below provides some indicators by which to judge the quality of professional development, research, and/or creativity. The list is not exhaustive, nor are the indicators meant to be equally weighted for each librarian. Not all indicators will apply to every librarian.
Examples of ways in which some of these indicators can be documented in a dossier:
*The candidate should indicate the status of the publication. Is a book in print, in press, under contract, submitted, etc.? Is an article in print, accepted for publication, submitted, etc.? For journal articles, it is important to note whether or not a journal is refereed or peer-reviewed. The candidate should also supply information about the circulation and readership of all journals in which their work has been published.
Service activities may be rendered to the department, to the University, to professional organizations, to community or governmental bodies, or to other similar institutions. Service may occur at local, state, or national levels. Where service is presented as the secondary criterion of excellence for promotion to Librarian, evaluations from colleagues and external associates in the service activity are of particular importance. These evaluations or other assessments must indicate the contributions and responsibilities of the individual candidate to the service activity and demonstrate either a breadth of significant contributions or exceptional quality in specific areas of endeavor. Assessments of community engagement should include evaluative letters from individuals and groups served by the candidate’s outreach activities.
“Service is the application of a librarian’s knowledge, skills, and expertise to benefit the institution, the discipline, the profession, or the community in a manner consistent with the mission of the university and the specific campus. Assessment of the quality of service is based on evidence of its impact on furthering the goals of the library, the specific campus, the university, the community and the advancement of the profession, and its effect on the development of the individual, among other factors” (Faculty and Librarian Promotions (BOT-14).
The librarian judged to be “unsatisfactory” fails to achieve the category of “satisfactory” and, therefore, fails to meet the minimal requirement for promotion and/or tenure.
The librarian judged to be “satisfactory” demonstrates a definite continuing commitment to service that reflects favorably on the university and the libraries. Quality is considered more important than mere quantity.
For tenure and/or promotion to Associate Librarian, the candidate demonstrates continued growth and accomplishment in service. For tenure the candidate must demonstrate that they will continue to develop an even stronger record in this criterion.
For promotion to Librarian, the candidate demonstrates a record of significant service, a substantial part of which is beyond the local level.
The librarian judged “very good” demonstrates a definite continuing commitment to service that reflects favorably on the university and the libraries, marked by increased levels of responsibility. Quality is considered more important than mere quantity. To be tenured and/or promoted on the basis of a balanced case, all three criteria must be judged to be “very good".
For tenure and/or promotion to Associate Librarian, the candidate demonstrates a record of significant service, a substantial part of which is beyond the local level. For tenure the candidate must demonstrate that they will continue to develop in this criterion.
For promotion to librarian, the candidate demonstrates a record of sustained significant accomplishment in service, resulting in a reputation for expertise in one or more service arena.
The librarian judged to be “excellent” demonstrates a definite continuing commitment to service that reflects favorably on the university and the libraries, marked by a high level of responsibility and significant impact. The librarian must demonstrate evidence of distinguished contributions to the university, profession, or community. Quality is considered more important than mere quantity.
For tenure and/or promotion to Associate Librarian, the candidate demonstrates a record of sustained significant accomplishment in service, resulting in a reputation for expertise in one or more service arenas. For tenure the candidate must demonstrate that they will continue to develop in this criterion.
For promotion to Librarian, continued growth, resulting in a national reputation, must be demonstrated if service is the designated secondary criterion.
The assessment of quality of service is based on the merits of each case as documented by the dossier. The list below provides some indicators by which to judge the quality of service. The list is not exhaustive, nor are the indicators meant to be equally weighted for each librarian. Not all indicators will apply to every librarian.
Examples of ways in which some of these indicators can be documented in a dossier: