Rules and Procedures of the Professional Library Staff of Princeton University and Other Provisions of Concern to These Staffs

Introduction

Disclaimer

Particular rules and procedures set forth in this document may be changed, supplemented, or rescinded from time to time by appropriate action of the board of trustees, or the body responsible for a matter in question. Such changes are effective as set forth upon enactment. Copies of the most recent rules and procedures may be obtained from the Office of the Dean of the Faculty. In addition, the most recent edition of the bylaws of the University's trustees may be obtained from the Office of the Vice President and Secretary.

The rules and procedures set forth in this document are not intended to address all aspects of employment with the University. The statements set forth in this document are not intended as contractual duties or obligations of the University. This document is not intended to create any legal rights between the University and its staff nor is it intended to confer any legal benefits to university staff.

Equal Opportunity Policy

Princeton University subscribes to a policy of equal opportunity. The University believes that commitment to principles of fairness and respect for all helps create a climate that is favorable to the free and open exchange of ideas, and the University seeks to reach out as widely as possible in order to attract the ablest individuals as students, faculty, and staff. For these reasons, decisions concerning admission to University academic and other programs, as well as employment decisions in all University departments and offices, are made on the basis of an individual's qualifications to contribute to meeting Princeton's educational objectives and its institutional needs. In applying this policy, the University is committed to the principle of not discriminating against individuals on the basis of personal beliefs or characteristics such as political views, religion, national or ethnic origin, race, color, sex, sexual orientation, gender identity or expression, age, marital status, veteran status, or disability unrelated to job or program requirements.

In addition to the general policy just defined, Princeton also has specific legal obligations as a recipient of federal financial assistance and as a federal contractor. These obligations include the development and implementation of a plan to undertake appropriate forms of affirmative action to employ women, people of color, people with disabilities, and protected veterans. Princeton's affirmative action plan is available to employees and job applicants upon request for review between 10 a.m. and 3 p.m. at the Office of the Vice Provost for Institutional Equity and Diversity, Princeton University, 205 Nassau Hall, Princeton, NJ 08544 or (609) 258-6110. You must schedule an appointment to view the affirmative action plan.

The University president and provost are responsible for overseeing the implementation of this equal opportunity policy and the affirmative action plan. The vice provost for institutional equity and diversity is responsible for monitoring University practices and procedures to ensure compliance with our policy and federal, state, and local laws and regulations, including Section 504 of the Rehabilitation Act, Title IX of the Education Amendments of 1972 and Title VI of the Civil Rights Act of 1964. Inquiries regarding these matters should be directed to the Office of the Vice Provost for Institutional Equity and Diversity, Princeton University, 205 Nassau Hall, Princeton, NJ 08544 or (609) 258-6110.

Preface

The University Library has always occupied a central position in Princeton's educational program. In the first printed catalogue of the Library, which he compiled in 1760, President Samuel Davies emphasized the role of the Library for both Officers and Students, "to lead them beyond the narrow Limits of the Books to which they have been confined in their stated Studies and Recitations, that they may expatiate at large through the boundless and variegated Fields of Science."

This concept of independent study and its dependence upon the Library was restated four years later by Samuel Blair in his Account of the College of New Jersey: "In the instruction of youth care is taken to cherish a spirit of liberty, and free inquiry…” For this reason students were "allowed the free use of the college library, that they may make excursions beyond the limits of their stated studies, into the unbounded and variegated fields of knowledge and, especially, to assist them in preparing their disputations, and other compositions."

In this view of a library the Professional Staff assumes a central role, one which has become increasingly important in light of the exponential rate of growth of information in print and other forms since the time of Samuel Davies and Samuel Blair. Since its founding over 250 years ago, the library system at Princeton has grown from a collection of 474 volumes in one room of Nassau Hall to holdings in 15 buildings throughout the campus. The combined collections total more than six million printed works, five million manuscripts and two million non-print items, and increase at the rate of about 10,000 volumes a month. Today the library provides networked computers across campus for access to a wide variety of electronic resources, including its catalogs, indexes, reference tools, full text electronic books, electronic journals, numeric data, digital maps and images. Through its activities in acquiring, organizing and disseminating these resources, the Professional Library Staff is placed in active partnership with the Faculty and the Professional Research and Technical Staffs in the teaching and research programs of the University.

This revised edition of the Rules and Procedures of the Professional Library Staff of Princeton University defines the basic information of immediate interest and concern to members of the professional library staff and to other officers of instruction and administration. General information on the University's regulations may be found in Rights, Rules, Responsibilities. Additional information of interest to professional staff may be found on the Office of the Dean of the Faculty and the Office of Human Resources websites.

This is a “University Confidential” document in the sense that no portion of it is to be published without the permission of the president of the University or distributed outside the Princeton University community.

Chapter I: Governance of the University

A. The Board of Trustees

The Corporation now known as The Trustees of Princeton University had its origin in a Charter, granted under King George the Second on October 22, 1746. The Charter, which has been amended several times, now states: "The purposes of the corporation are the conduct of a university not for profit, including colleges and schools affiliated therewith, in various branches within or without the State of New Jersey, both graduate and undergraduate; the promotion, advancement, evaluation and dissemination of learning by instruction, study and research in the humanities, religion, social sciences, natural sciences, engineering and applied sciences; the awarding of certificates, diplomas and degrees; and engagement and participation in projects of instruction, study and research for the benefit of national, state, and local governments and for the general public welfare."

All the powers of the Corporation are vested in the Board of Trustees. A copy of the Board of Trustees Bylaws, which explains in detail the responsibilities of the Board, its organization, and the duties and responsibilities of academic and corporate officers, may be obtained from the Office of the Vice President and Secretary of the University.

1. Membership

The Bylaws specify that the Board shall be composed of not less than twenty-three nor more than forty Trustees, of whom the Governor of the State of New Jersey and the President of the University are Trustees ex officio during their respective terms of office.

2. Meetings

The Board meets four times a year. Much of the business of the Board is conducted through its committees, which meet more frequently. The standing committees of the Board include an Executive Committee, which has, with few exceptions, all the powers and duties of the Board between meetings of the Board. Other standing committees have responsibilities pertaining to finance, to academic matters, to campus real estate, to university resources, to student life, health and athletics.

3. Statement of Policy on Delegation of Authority

(Adopted by the Board of Trustees, 24 October 1969; amended April, 1992)

Resolution on Delegation of Authority

In order to clarify the actual practice and procedures followed in the governance of the University, the Board of Trustees declares its intent, in matters of policy as well as of operations, to continue to delegate broad authority to the President and, through the President, to the Officers of the Administration, the Faculty, and the Students as more specifically set forth below. While the Trustees may and do delegate authority in wide areas, they cannot either delegate it irrevocably or consign to any other parties their final responsibilities under the law and the terms of the Princeton Charter.

Policy initiative in almost all areas usually rests with the President and various members of the resident University community. Beyond this there have evolved, generally speaking, three modes by which Trustees share or delegate powers and responsibilities in University operations and decision-making, normally acting through Board committees.

a. Oversight and general review:

In areas relating most directly to the academic mission of the University, the Trustees have made the broadest delegations of authority to the President, other Administrative Officers, and to the Faculty. In these areas, the Trustees exercise their responsibilities primarily through appropriate review of the integrity and effectiveness of the procedures of the University. In electing members of the Faculty, the Trustees are guided almost entirely by the recommendations of the President and Faculty Advisory Committee on Appointments and Advancements. In matters of curriculum, the creation and abolition of courses, the establishment of requirements for degrees, the prescription of academic procedures, and in most matters within the purview of the University Research Board, the Trustees have delegated their authority to the President and Faculty, to be exercised through the appropriate bodies and officers of the University. Procedures for recruiting undergraduate students, including criteria for admission, are the responsibility of the President, the Dean of the College, and the Dean of Admission, acting pursuant to policies determined with the advice of Faculty committees on admission, subject to the general review of the Trustees. Similar oversight is also exercised by the Trustees over recruiting and admission of graduate students, which is the primary responsibility of the Graduate School, acting with the advice of academic departments. Oversight of student life and discipline, including the formulation of rules of conduct and dormitory regulations, has been delegated to the President and Faculty to be exercised through various Faculty and student groups in accordance with duly constituted procedures.

The functioning of the Library is supervised by the Librarian under the direction of the central administration, with the advice of Faculty and student committees, the Trustees' concern being directed to the overall quality of the Library and the effectiveness of its operations. Likewise, in the areas of health and athletics the Trustees exercise general oversight. Requirements for physical space and services are formulated by the Administration with the advice of departments and subject to general review by the Trustees. The Administration has responsibility for on-going plant operations about which it reports regularly to the Board.

b. Prior review and approval:

It is assumed that major changes in policy and any substantial new claims on funds will be brought to the Trustees for review and approval before final decisions or commitments are made. The preparation of the annual budget proceeds through a complex process under the direction and supervision of the President and other members of the Administration. Trustees review the development of the budget at various stages in the process, leading to their final approval. The Trustees exercise a prior review and approval in such matters as the allocation of a significant proportion of the University's resources, the setting of priorities for development, changes in instructional method of broad bearing for the institution, the determination of tuition and fees, steps to be taken to improve the social and living conditions of students, plans calling for new construction, the establishment or abolition of departments or schools, changes in admissions policies affecting sizable categories of potential students, and changes in relations with outside educational and social institutions and governmental agencies.

c. Authority directly exercised:

In matters concerning financial health and physical properties, the Trustees participate directly in the formulation of policy and the conduct of the business of the University. The Princeton University Investment Company oversees the investment of University funds and supervises the management of the real estate of the Corporation, not related to campus needs, under the general control of the Board and the Committee on Finance. Through the Committee on University Resources, the Trustees establish fund-raising policies, approve major development programs, help to identify important sources of potential financial support, and raise funds. Through the Committee on Grounds and Buildings, and with the advice of the President and other resident members of the University with relevant interests and competence, the Trustees actively supervise long-range physical planning, the determination of architectural styling and landscaping, and the general condition of the University's physical plant.

In addition to what has been indicated above, it is understood more generally that the Board may contribute advice and criticism to the shaping of academic programs and the conduct of the affairs of the University. If the Board is to assess general policies wisely, it must be fully and currently informed and be alert and sensitive to particular conditions and requirements. Members of the Board often have experience and competence that can be helpful to the University in its dealing with specific problems, and their advice is most valuable in the early consideration of new policies.

In the normal course, it is the stated intent of the Trustees to continue the general arrangements described above. Modifications of these arrangements may from time to time be adopted in order to improve the University's pursuit of its essential missions and to give the Trustees the benefit of wider points of view in the exercise of the power and authority vested in the Board by the law and the Charter of the University.

4. Recommendations of the Faculty on the Selection of the President

a. There should be at least one Faculty representative from each Division of the University and at least one non-tenured member of the Faculty on a committee elected to advise the Board of Trustees in any future search for a President of the University.

b. Representatives of the student body, and at least one elected member of the staff, should participate in consideration of candidates for President of the University.

c. The members of the Faculty, student body, and staff so consulted by the Board of Trustees should be elected by a procedure which will insure, insofar as that is possible, that they represent such diversity of opinion as may exist within the student body and the Faculty.

B. The Academic Officers of the University

The Charter as amended designates the President of the University as the chief executive and academic officer of the Corporation. A current list of the academic and corporate officers of the University is contained in the Bylaws and appended resolutions, as well as the current University Register. The academic officers include the Provost, the Dean of the Faculty, the Dean of the Graduate School, the Dean of the College and such other academic officers as the Board may elect. The corporate officers include the President, the Senior Vice President for Administration, the Treasurer, the Vice President and Secretary, and such other corporate officers as the Board may elect. The academic and corporate officers are elected by the Board on the nomination of the President, continue in office at the pleasure of the Board during terms of five years from the date of taking office, are eligible for re-election, and receive such compensation as the board may direct. Officers of the University serve, ex officio, and without vote, on committees of the Board as elected by the Board pursuant to the provisions of the Bylaws. The duties and responsibilities of the President and some of the academic officers are described below.

1. The President

The President is charged with the general supervision of the interests of the University and has special oversight of the various departments of instruction. The President presides at all academic functions, whenever present, and represents the University before the public.

In the absence or disability of the President, the Board or its Executive Committee may appoint an Acting President, to have the powers and duties of the President. If no such appointment is made, the Provost has the powers and duties of the President.

The President is a member of all standing committees of the Board of Trustees and is chair of the Committee on Honorary Degrees.

The President is ex officio chair of the Faculty Committee on Committees, the Faculty Advisory Committee on Appointments and Advancements, and the Faculty Advisory Committee on Policy, and by custom, has the right of sitting with any Faculty Committee.

The President is an ex officio member of the Council of the Princeton University Community, its Executive Committee, and its Committee on Governance, and is the presiding officer at meetings of the Council and of the Executive Committee.

2. The Provost

The Provost is the general deputy of the President in the supervision of the University. As the chief academic and chief budgetary officer of the University, under the President, the Provost is responsible for long-range planning and for the coordination of the administrative and support functions of the University with its academic purposes. When requested, the Provost either accompanies the President or represents the President at meetings of Trustee Committees and of the Board.

The Provost chairs the Academic Planning Group and meets with the Faculty Advisory Committee on Appointments and Advancements, the Faculty Advisory Committee on Policy, and as necessary with the Faculty Committee on the Library and Computing, the Faculty Committee on University Computing, and the University Research Board.

The Provost is an ex officio member of the Council of the Princeton University Community and presides at its meetings in the absence of the President. The Provost normally meets with the Executive Committee of the Council and is its presiding officer in the absence of the President, and the Provost is chair ex officio of the Council's Committee on Priorities.

The Provost has administrative oversight of the Office of the Vice President for Computing and Information Technology, the University Library, the Office of the Registrar, the Art Museum, and the Princeton Plasma Physics Laboratory.

3. The Dean of the Faculty

The Dean of the Faculty has administrative oversight of the departments and programs of instruction and of all such matters as pertain to the effectiveness and well-being of the Faculty, the Professional Research Staff, the Professional Technical Staff, and the Professional Library Staff. He or she may be authorized by and in the name of the President to make appointments to these Professional Staffs.

The Dean of the Faculty is an ex officio member of the Council of the Princeton University Community's Committee on Rights and Rules and Priorities Committee, and serves as secretary of the Faculty Advisory Committee on Appointments and Advancements and the Faculty Advisory Committee on Policy. The Dean of the Faculty is an ex officio member of the Faculty Committees on the Course of Study, the Graduate School, the Library, and University Computing, and meets with the Committee on Committees, and as needed, with the University Research Board.

4. The Dean of the Graduate School

The Dean of the Graduate School has administrative oversight of graduate studies, of the curriculum of the Graduate School, of graduate student affairs, and of the Graduate College.

The Dean of the Graduate School is ex officio chair of the Faculty Committee on the Graduate School.

The Dean of the Graduate School is an ex officio member of the Faculty Committees on Public Lectures, Library, Schedule, and University Computing, and of the University Research Board, and meets with the Faculty Advisory Committee on Appointments and Advancements, and as needed, with the Faculty Advisory Committee on Policy.

5. The Dean of the College

The Dean of the College has administrative oversight of undergraduate studies, of admission to the undergraduate College, of the curriculum of the College, and of the services and agencies designed to promote the academic development of undergraduates. The Dean of the College is also charged with the application and enforcement of the rules and standards relating to under graduate scholarship, standing, and attendance in the University.

The Dean of the College is ex officio chair of the Faculty Committees on the Course of Study, Examinations and Standing, and Undergraduate Admission and Financial Aid. The Dean of the College is an ex officio member of the Council of the Princeton University Community, the Faculty Committees on Discipline, Public Lectures, Schedule, Undergraduate Life, University Computing, and meets with the Faculty Advisory Committee on Appointments and Advancements and, as necessary, with the Faculty Advisory Committee on Policy.

6. The Chair of the University Research Board

The Chair of the University Research Board, whose rank is equivalent to that of Dean has administrative oversight of organized research activities throughout the University, is responsible for dealing with questions of policy in the acceptance and administration of research grants and contracts, and has general supervision over the application of duly established policy in this area.

7. The Dean of the School of Engineering and Applied Science

The Dean of the School of Engineering and Applied Science has Administrative oversight of the School of Engineering and Applied Science.

8. The Dean of the Woodrow Wilson School of Public and International Affairs

The Dean of the Woodrow Wilson School of Public and International Affairs has administrative oversight of the Woodrow Wilson School of Public and International Affairs.

9. The Dean of the School of Architecture

The Dean of the School of Architecture has administrative oversight of the School of Architecture.

C. Excerpts from the "Rules and Procedures of the Faculty"

1. Membership

a. The Faculty consists of the President, the Academic Officers, the Professors, the Associate Professors, the Assistant Professors, and when on full-time appointment as such, the Lecturers and the Instructors. All members of the Faculty are entitled to vote at meetings of the Faculty and in any circumstances where votes of the Faculty are taken.

b. When on full-time appointment, holders of visiting appointments and members of the Professional Library, Research and Technical Staffs are entitled to attend each meeting of the Faculty but they are not entitled to vote, except that members of the Professional Staffs who are assigned teaching duties and given the additional designation of "Lecturer with the rank of Professor" or "Lecturer with the rank of Associate Professor" are entitled to vote during the period of such additional designation.

c. Professors, Associate Professors, Assistant Professors beyond their first term appointments, and members of the University Staff designated as holding rank equivalent to that of members of the Faculty, shall be elected by the Board upon the recommendation of the Academic Affairs Committee. Assistant Professors in their first term appointment, Lecturers, Instructors, holders of visiting faculty appointments, and members of the Professional Library, Research and Technical Staffs are appointed by the Dean of the Faculty on behalf of the President, subject to review by the Academic Affairs Committee and by the Board.

d. A member of the Faculty may not substitute or appoint anyone to perform his or her teaching duties who is not a member of the Faculty, unless prior approval is obtained from the Chair of the department or from the Dean of the Faculty.

2. The Committee on the Library and Computing

The Committee on the Library and Computing consists of ten elected Faculty members, with at least two from each division of the University; two members appointed by the President, one of whom may be a member of the Professional Research Staff; and the Provost, Librarian, Dean of the Faculty, Dean of the Graduate School, Dean of the College, and Vice President for Computing and Information Technology, ex officio. The Provost serves as chair. Appointment and elected members shall serve for three year terms, but no such member may serve more then two consecutive terms. Each year sufficient appointments shall be made to assure that the membership requirements listed above are met.

The Committee advises the President on the operation and development of the Library, particularly in relation to educational policy, and on all matters involving University computing and related information services. The Committee works closely with the Librarian and the Vice President for Computing and Information Technology on planning and resource allocation for both educational and research purposes, and reviews policies governing the use of library and computing facilities. The Committee shall normally consult widely with departmental representatives whenever significant changes in library or computing services or policies are being considered.

The chair of the Committee presents a report to the Faculty at least once a year on all such matters as in the judgment of the Committee may seem to require a Faculty action or regarding which the Faculty should be informed.

Chapter II: Governance of the Library

According to the resolution on Delegation of Authority passed in October 1969 by the Trustees, “The functioning of the Library is supervised by the Librarian under the direction of the central administration, with the advice of Faculty and student committees, the Trustees' concern being directed to the overall quality of the Library and the effectiveness of its operations.”

A. Faculty and Central Administration

1. Faculty Committee on the Library and Computing

Under the Rules and Procedures of the Faculty, the Faculty Committee on the Library and Computing "advises the President on the operation and development of the Library, particularly in relation to educational policy.” See section I.C.2 for the membership and responsibilities of this committee.

2. University Administration

The University Librarian reports to the Provost, who has general responsibility for the University Library. For personnel matters relating to the Professional Library Staff, the Librarian reports to the Dean of the Faculty.

B. Library Administration

1. University Librarian

Pursuant to a resolution adopted by the Trustees, the University Librarian is responsible, under the Provost, for "the administration of the Library, and for the development, care, and safekeeping of the University’s collections of books, manuscripts, and related objects."

2. Administrative Staff

The Deputy University Librarian is responsible for sharing general administrative duties with the University Librarian and for the execution of any specific assignments which might be made.

An Associate University Librarian normally heads each department of the University Library. In addition to carrying out the administrative responsibilities inherent in this position, each Associate University Librarian is charged with the responsibility of assisting the University Librarian in the general administration of the University Library.

The Human Resources Librarian is responsible, under the University Librarian, for carrying out personnel policies and procedures relating to the effectiveness and well-being of all Library employees.

C. Library Advisory Groups

The professional library staff meeting together or through its various committees advises the University Librarian on specific policies and issues. For a current listing of advisory groups, refer to the “Library Committees and Groups” page, found on the Library Human Resources website: (http://library.princeton.edu/hr/).

Chapter III: The Professional Library Staff

A. Membership

The professional library staff consists of the University Librarian, the Deputy University Librarian, the Associate University Librarians and the members of the ranks of professional librarians. Members of the professional research and technical staffs employed in the Princeton University Library should consult the Rules and Procedures for the Professional Research and Technical Staffs at Princeton University.

B. Meetings

Meetings of the professional library staff are held as needed to provide a forum for the University Librarian to report to the professional library staff, to discuss issues of concern to the professional library staff and for staff members to report on important issues. The University Librarian, or in his or her absence, the Deputy University Librarian, serves as chair of the meetings. The agenda for the meeting is set by the University Librarian.

Within departments, there are regularly scheduled meetings of staff in which topics of importance to the department and the Library are discussed.

C. Committees

The standing committees of the professional library staff are: the University Librarian’s Advisory Committee, the Promotion, Continuing Appointment and Review Committee, and the Committee on Committees and Elections. Other committees may be established by the University Librarian to consider and investigate specific matters as the need arises.

1. The University Librarian’s Advisory Committee

The University Librarian’s Advisory Committee consists of members of the professional library staff or professional research and technical staffs appointed by the University Librarian, selected from a slate of candidates put forth by the Deputy and Associate University Librarians. The members are appointed for two-year terms. The University Librarian convenes this committee as needed and may charge this committee to meet, discuss, and make recommendations on a variety of matters of importance to the Library. In addition, the Committee may propose to the University Librarian various topics to be explored, and it may propose agenda items for professional staff meetings. The Committee acts in an advisory and consultative capacity to the University Librarian.

2. Promotion, Continuing Appointment and Review Committee

The Committee reviews the recommendations submitted by the Deputy and the Associate University Librarians and makes recommendations to the University Librarian regarding continuing appointment and promotion of the members of the ranks of professional librarians. It also periodically reviews the forms used for personnel review and the guidelines and procedures of the performance review process.

The Committee also reviews all requests for leaves associated with research, study, and other professional activities.

The University Librarian chairs the Committee and transmits to the Dean of the Faculty his or her own recommendations, those of the Committee, and also opinions submitted by individual members that differ from the majority opinion of the Committee.

The Promotion, Continuing Appointment and Review Committee consists of voting members and non-voting members. The Human Resources Librarian, the University Librarian, and the Assistant Dean of Faculty are permanent non-voting members.

The voting members serving on the Committee are: five elected representatives of the professional library staff. To be elected to the Committee, one must have been a member of the professional library staff for three or more years, and be at a rank of Librarian III, Librarian or Senior Librarian, with continuing appointment.

The Committee's membership follows a pattern of staggered terms to provide continuity. For the professional library staff, two or three members will be elected every year for two-year terms. In order to encourage and ensure broad participation, no member may serve more than two consecutive terms. The Deputy University Librarian, the Associate University Librarians, and those Librarians seeking promotion to the rank of Senior Librarian should not accept nomination to the Committee.

The elected members of the professional library staff should represent each of the library departments. If in exceptional circumstances it is impossible to create a committee fitting the above criteria, it shall be possible to have more than two persons from the same department serving on the committee.

3. Library Committee on Committees and Elections

The Library Committee on Committees and Elections consists of five elected members of the professional library staff. Members of this Committee serve for two years and may not be nominated for any other elected position within the professional library staff for the duration of their terms. To avoid any conflict of interest, those librarians seeking promotion or pending review by the Promotion, Continuing Appointment and Review Committee may not serve on the Committee on Committees and Elections for the year immediately preceding their promotion/review.

The Committee is responsible, under the direction of the Assistant Dean of the Faculty, for the supervision of procedural matters pertaining to the election of new members of standing committees; the election of the CPUC representative; the filling of unexpected vacancies in elected offices; the election of members of new standing committees and ad hoc committees (if so directed by the University Librarian); and the holding of special elections as necessary. In drawing up slates of nominees, the Committee observes all prescribed restrictions governing the composition of staff committees with the goal of securing broad distribution and fair representation of all departments and ranks within the Library. All librarians, including those on part-time appointment, are eligible for membership on committees. The Committee conducts the elections, counts the ballots, and announces the results of the election to the Library Staff.

D. Representative to the Council of the Princeton University Community

A member of the professional library staff represents this group on the Council of the Princeton University Community (CPUC). An election is held annually, and the elected individual then serves as the alternate on CPUC for the next academic year and the representative on CPUC for the following year.

Chapter IV: The Relationship between a Member of the Professional Library Staff and the University

A. Appointments and Advancements

1. Selection of New Staff Members

In the interest of locating the best qualified staff members and in accordance with the University’s commitment to equal opportunity and affirmative action, new appointments to the professional library staff are made after a thorough search has been conducted to locate the most qualified applicant for the position. Searches are documented by the Search Report Form submitted to the Dean of the Faculty as part of the initial appointment recommendation.

An advanced degree from an accredited graduate school of Library (and Information) Science is required for appointment to the professional library staff. In exceptional cases, normally involving archivist, curatorship, or subject specialist positions, equivalent prior experience or an advanced degree in a discipline other than Library (and Information) Science may be accepted instead of the M.L.(I.)S. Exceptional appointees lacking the M.L.(I.)S. are encouraged to acquire the degree.

Staff members are notified of each open position and a search committee is appointed to screen applications, arrange for interviews and propose a list of candidates to the Librarian. Recommendations for appointment are made by the University Librarian to the Dean of the Faculty.

2. Procedures for Initial Appointments

All appointments to the professional library staff, except that of the University Librarian, are made by the Dean of the Faculty. Candidates are notified in writing of the appointment by the Dean. Initial appointments normally terminate effective July 1. However, librarians who are hired after February 1 may be given a longer initial term of appointment.

3. Staff Review Procedures

a. Annual Performance Review

In late winter, the University Librarian submits to the Dean of the Faculty his or her recommendations on salary advancement, promotion, and reappointment for each member of the professional library staff. Normally, changes in rank and salary take place only as a result of this review and are effective on the following July 1.

The annual performance review process is carried out by the University Librarian with the coordination and advice of the Human Resources Librarian and the appropriate department head. The evaluation process that is part of this review is intended both to advise the University Librarian on recommendations to the Dean of the Faculty and to provide the opportunity for each librarian to review his or her progress and performance during the year with his or her supervisor.

Recommendations for Associate University Librarians and the Deputy University Librarian are made by the University Librarian.

Notification of reappointment, salary, and rank is made in writing by the Dean of the Faculty to each librarian.

b. Review of New Appointments

Monitoring the progress of librarians newly appointed to the professional library staff is the responsibility of the appropriate supervisor. Six months from the date of initial appointment the librarian and the supervisor review the librarian’s performance, i.e., whether the librarian has demonstrated an ability to fulfill the requirements of his/her position, and shows potential for superior contribution to the Library, University, and profession. The results of this review are discussed with the Deputy or appropriate Associate University Librarian.

c. Review of Promotion and Continuing Appointment Recommendations

Continuing appointment may be awarded to those librarians who exhibit excellence in service to the University and strong proven evidence of the capacity for sustained professional growth.

The procedure for promotion and/or continuing appointment typically encompasses the following:

    December 1

  1. The promotion and/or continuing appointment is discussed between the supervisor and the department head.
  2. The supervisor completes a change of status form.
  3. The change of status form, librarian’s resume, position description and supporting documentation are presented to the department head.

Examples of supporting documentation include supervisory recommendation, letters of reference, examples of service to the University, descriptions of professional development activities, and descriptions of service activities related to the library profession at the local, state and national level.

    February and March

  1. Promotion, Continuing Appointment and Review Committee meets to consider promotion and/or continuing appointment.
  2. No later than the end of March, the Committee makes its recommendations to the University Librarian.
  3. University Librarian reviews the Committee’s recommendation and makes his or her recommendations to the Dean of Faculty.

4. Definition of Continuing Appointment

Librarians on continuing appointment serve with the understanding of continued employment, with salary adjustments and promotions when appropriate, until retirement, as long as the services of the Library continue to be of a type and scope requiring their professional skills. Reduction or elimination of specific services of the Library may occur for reasons of financial stringency or as a result of a rearrangement of Library services to meet the needs of Library users or the objectives of the Library. In such instances, librarians on continuing appointment may be terminated with the appropriate notice. Librarians on continuing appointment may be terminated for cause as described in Section B.2 and for disability as described in Section B.3 of this chapter.

5. Part-Time Appointments

The rules, procedures, and other arrangements described in this publication apply in various ways to part-time employees. Those contemplating part-time employment should consult with their supervisors, the Human Resources Librarian, and the Associate Dean of the Faculty for specific questions of concern. In general:

a. All part-time staff members are covered by the rules and procedures governing salary advancement and promotion except that, at the discretion of the University Librarian, a staff member working less than 100% may have the decision for promotion from Associate Librarian to Librarian postponed for up to two years if conditions are such that a decision cannot be made within the normal time. Staff members employed less than 50% time are not eligible for continuing appointment.

b. Normally, those whose appointments are at least five months, at 50% or greater time, are eligible for the same benefits as full-time staff members. Some benefits are prorated based on duty time.

c. With special permission part-time staff members have the benefit of the research leave and other service arrangements described in Section C of this chapter (Chapter IV) and in the Benefits, Compensation, and Resources section of our website.

B. Non-reapppointments, Terminations, and Retirements

1. Notice of Termination or Non-reappointment

Librarians on annual appointment must receive at least three months’ notice of the University’s intention not to reappoint them. Librarians on continuing appointment must, except if terminated for cause, receive at least six months’ notice of termination or equivalent pay, at the option of the University. Time spent and benefits received on temporary disability may count toward satisfaction of this obligation by the University. It is expected that a librarian will give due consideration to the length of time that may be required for the University to fill his or her position when giving notice of resignation.

2. Disciplinary Action and Termination for Cause

A member of the staff may be subject to disciplinary action including but not limited to suspension, dismissal, or salary reduction for cause on the basis of: (a) continuing unsatisfactory performance after due notice; or (b) conduct which is shown to violate the University rules and procedures applicable to a member of the professional library staff or substantially to impair the individual’s performance of his or her responsibilities as a member of the staff. The range of penalties described above is provided so that the penalty may be commensurate with the nature of the offense.

Before any of the above actions are taken, a staff member is entitled to receive from his or her supervisor a statement in writing of the reasons for the proposed action. If the staff member wishes, he or she may receive a hearing under the provisions of the “Grievance Procedures for the Professional Library Staff” (Section D of this chapter).

3. Separation as a Result of Disability

Prior to any decision to terminate a librarian unable to perform the normal duties of his or her job due to disability, reasonable accommodation will be made as long as the librarian can continue to perform the essential functions of the position. The University will also attempt to transfer that person to another position for which he or she is qualified.

4. Retirement

Retirement from the University is a voluntary termination. A member of the staff who wishes to discuss retirement should consult with her or his supervisor, the Human Resources Librarian, and with the Associate Dean of the Faculty. The individual should also consult with the Office of Human Resources for information on the status of his or her benefits upon retirement.

The title of Emeritus Librarian may be bestowed upon librarians at the time of their retirement from the University after at least ten years of service. The title is conferred at the discretion of the University Librarian and with the approval of the Dean of the Faculty.

C. Other Service Arrangements

1. Moving and Relocation Expenses

New appointees to the professional library staff may be provided with a contribution toward the cost of moving furniture and personal effects to the Princeton area in accordance with the policies approved by the Dean of the Faculty.

2. Leaves of Absence

a. Research Leaves

Members of the professional library staff holding the rank of Librarian or higher are eligible for research leaves with pay. These leaves typically last between one and three months, but six months is the maximum time allowed at full pay.

All requests for research leaves are submitted to the Promotion, Continuing Appointment and Review Committee and to the department head level or higher. These requests should describe the applicant’s proposed research program and its purposes and be accompanied by a statement from the appropriate Deputy or appropriate Associate University Librarian indicating support of the application in terms of its scholarly merit, of its benefit to the department, and of its impact on the department during the individual’s absence. Committee recommendations are transmitted to the University Librarian who then makes a recommendation to the Dean of the Faculty. Approval of research leaves will be dependent upon the quality of the proposed program and financial considerations relating to the Library. Such activities should normally be funded from grants, contracts or fellowships.

b. Paid Periods of Absence

Refer to the Benefits, Compensation, and Resources section of the Dean of the Faculty's website.

c. Leaves Without Pay

Staff members who take a leave without pay, other than an approved Family and Medical Leave, may or may not be guaranteed employment at the end of the leave period. Where reemployment cannot be guaranteed, efforts will be made to provide the same or comparable employment. It is important that the agreements for every such leave include a written understanding of the terms and conditions of the leave and subsequent return.

Staff members contemplating leaves of absence without pay should initially discuss their plans with their supervisor and the appropriate Deputy or appropriate Associate University Librarian. Following this discussion, the staff member should submit a formal request to the University Librarian indicating the purpose and duration of the leave.

All leaves without pay must be approved by the Dean of the Faculty. Requests for Family and Medical Leave, parental leaves, and leaves for other family obligations are submitted to the University Librarian who recommends to the Dean of the Faculty. All other leaves are reviewed by the Promotion, Continuing Appointment and Review Committee, which recommends to the University Librarian who recommends to the Dean of the Faculty.

The individual’s formal leave request should be supplemented by a statement by the Deputy or appropriate Associate University Librarian submitted directly to the University Librarian indicating the extent of support of the leave, arrangements which might be made in the department should it be granted, and the potential benefits of the leave to the department and the Library.

If such leaves are for the purpose of scholarship, the University will continue coverage under the Health Care Plan, Long Term Disability Insurance Plan, Life Insurance Plan, Health Benefit Expense Account Plan, Dependent Care Expense Account Plan, Children’s Educational Assistance Plan, and Staff Educational Assistance Plan, provided the member pays his/her regular contributions, if applicable, when due. The member will be sent a billing packet for direct payment of the applicable contributions. The University will not make contributions to the Princeton University Retirement Plan during the member’s leave of absence without pay and the member cannot make pretax contributions to the Tax Deferred Annuity Plan.

For Family and Parental Leave, Military Leave and Leave for Religious Observances, refer to Office of Human Resources Policy and Procedure Manual available at: http://www.princeton.edu/hr/policies.

d. Outside Professional Activities

The general propriety of outside professional activities by members of the Princeton University professional library staff is recognized, subject to responsibility for timely and successful completion of the contract with which the individual is involved and the fulfillment of his/her other University responsibilities.

The term “outside” refers to professional activities not directly associated with the fulfillment of an individual’s teaching, research, and administrative commitments to the University. Such activities generally make use of the individual’s expertise and often bring professional benefits to the individual and the University. These activities may or may not involve compensation. A member of the professional library staff may, with the consent of his or her supervisor and the University Librarian, devote up to four 8 to 12-hour days out of all the days in one month to outside professional activities without prior approval of the Dean of the Faculty, provided that not more than two 8 to 12-hour days are for professional consulting activities. For professional library staff, there are two types of outside professional activities, which are defined as follows:

1) Professional development, contributions to research and scholarship and advancement of librarianship activities

Members of the professional library staff are encouraged to be active in professional organizations and to engage in independent research, writing, and activities which advance the goals of scholarship and the library profession, including classroom teaching at Princeton University. Members of the professional library staff may also occasionally be invited to teach in one of the academic departments of the University.  Those who take on this additional responsibility, on the recommendation of the department chair and with the approval of the University Librarian and the Dean of the Faculty, temporarily take on the additional title of "Lecturer." These activities do not include staff training and attendance at conferences. Attendance at meetings of professional library associations and learned societies is encouraged.

2) Professional consulting activities

When consulting professionally, the individual should make sure that it does not adversely affect his or her independence, or the integrity of the University. For example, an individual may not accept a regular and continuing position with significant responsibility for the management of an outside enterprise. Also, an individual may not become a regular and continuing employee of any outside organization, either part-time or full-time, or accept any outside position that would tend to create conflicts of interest with the position in the University. Any request for an exception to this policy must be approved by the University Librarian and the Dean of the Faculty. Exceptions are rarely granted and only in the most unusual circumstances.

Time devoted to professional consulting activities, including teaching courses at other universities, may not exceed the equivalent of two calendar days per month without prior approval of the immediate supervisor, the University Librarian and the Dean of the Faculty. The duty terms for part-time service may be obtained from the Office of the Dean of the Faculty.

The following principles and procedures must be applied to decisions on outside professional activities in both categories mentioned above:

  • The primary obligation of members of the professional library staff is to fulfill their responsibilities to the Library. This obligation is not merely to work during particular hours on particular days, but is professional in character. No other work activity may be undertaken, whether gainful or not, which conflicts with this obligation.
  • Before undertaking outside professional activities, individuals should be convinced that the activities contribute: (a) to teaching and scholarship at Princeton, (b) to communicating and applying special knowledge outside the University, and/or (c) to furthering the common good.
  • In outside professional activities, whether compensated or not, an individual shall not: (a) violate the University's patent policy, (b) permit an outside agent to have a preferred position with respect to information emanating from University activities, and/or (c) negotiate or influence the negotiation of contracts between the University and organizations with which they have consulting or other significant relationships.
  • In outside activities, whether professional in nature or not, an individual shall not commit University materials, facilities, students, or personnel for the gain or benefit of an outside enterprise. However, limited use may be made of materials, facilities, and secretarial assistance for service to professional societies in the individual's discipline and in connection with nonpartisan public service. The University Librarian and the Dean of the Faculty shall be kept informed of such activities. Questions arising out of special circumstances shall be reviewed by the Dean of the Faculty.
  • An individual shall inform the University Librarian, in writing, of all outside professional activities as part of the regular report on scholarly and other activities. An individual shall also consult with his or her direct supervisor whenever considering significant new outside professional activities and obtain the approval of the University Librarian. The University Librarian shall consult with the Dean of the Faculty concerning any exceptions to these rules and forward for consideration any special circumstances that may arise.
  • Only the Dean of the Faculty may approve exceptions to, or exemptions from these rules, concerning outside professional activities.

D. Grievance Procedures

It is expected that most job-related problems will be resolved by bringing them to the attention of the staff member’s supervisor, or where appropriate, the supervisor’s supervisor. If a satisfactory resolution is not obtained, the staff member may discuss the issues and the grieving process with the Office of the Dean of Faculty. A copy of the grievance procedure is available on the Office of the Dean of the Faculty's website at http://dof.princeton.edu/policies-procedure/policies/grievance-procedures.

Chapter V: The Ranks of the Professional Library Staff

A. Senior Librarian

1. Definition

The rank of Senior Librarian is awarded to individuals with outstanding leadership qualities and a high level of expertise in their assigned areas of responsibility in the library and who exhibit outstanding achievement in their professional endeavors. Their responsibilities are such that a high level of creativity and independence in planning, organizing, and administering is essential to the successful accomplishment of their responsibilities. They have made outstanding contributions to the Library and to the profession, which are recognized at regional, national, or international levels. These librarians may hold either administrative or non-administrative positions.

2. Criteria for Promotion or Appointment to Rank

Promotion or appointment to the rank of Senior Librarian is contingent upon maintaining a high level of performance of job-related duties and responsibilities as a Librarian or an equivalent rank. Appointment to the Senior Librarian rank from outside is normally reserved for those who have had the equivalent of at least five years of relevant professional experience.

In addition, to be appointed or promoted to the rank of Senior Librarian, an individual will ordinarily meet the following criteria:

  • Have a minimum of five years of professional library experience at the rank of Librarian or its equivalent. Experience at another institution may count toward the five-year total. In exceptional cases promotion or appointment may be made earlier.
  • Have made significant new accomplishments reflecting greater professional growth or contribution than at the rank of Librarian. The accomplishments will be judged in terms of outcomes, results, and impact. Also, significant evidence of regional, national or international recognition is expected at this rank.

3. Reappointment

Senior Librarians appointed from outside and those promoted to this rank without continuing appointment may, provided that their performance continues to meet the requirements for this rank, be offered three consecutive annual reappointments if promoted or appointed between July 1 and December 31, and four consecutive annual reappointments if promoted or appointed on or after January 1.

4. Continuing Appointment

At the end of the appropriate period, Senior Librarians without this status are considered for continuing appointment. Should continuing appointment not be recommended during the prescribed period, the librarian is not reappointed. If, for unusual reasons, such as illness or other exceptional circumstances, the University Librarian in consultation with the Promotion, Continuing Appointment and Review Committee cannot make a recommendation on continuing appointment during this time, then it will be recommended to the Dean of the Faculty that a single additional one-year appointment should be made. The librarian will be considered for continuing appointment during the next annual evaluation cycle and if not granted continuing appointment will not be reappointed for the succeeding year.

A Senior Librarian who becomes the parent of a child by birth or adoption  will be automatically granted a one-year extension of term by the Dean of the Faculty. . The Senior Librarian’s service may be extended by one year for each child, including twins and other multiple births or adoptions. This policy applies to both men and women, and includes same-sex domestic partnerships which are recognized by the University.

Extensions are available to all Senior Librarians without continuing appointment before the final year of their term. Notifications of  such extensions should be made by the Senior Librarian’s supervisor to the Dean of the Faculty as soon as possible after the childbirth and/or adoption, but in no case later than September fifteenth of the year in which a recommendation on the Senior Librarian's reappointment or continuing appointment must be made.

B. Librarian

1. Definition

The rank of Librarian is a career rank; that is, an individual may remain at this rank indefinitely after being granted continuing appointment. Librarians have achieved a high level of competence in their area of responsibility, and duties are generally performed independently and with initiative. The librarians at this rank should have recognized knowledge and skills, and may hold either administrative or non-administrative positions. Librarians develop areas of specialization which will enhance their value as members of the library staff, and participate regularly in professional and/or University activities.

2. Criteria for Promotion or Appointment to Rank

Promotion or appointment to the rank of Librarian is contingent upon maintaining a high level of performance of job-related duties and responsibilities. In addition, to be appointed or promoted to the rank of Librarian, an individual will ordinarily meet the following criteria:

  • Have a minimum of 3 years of professional library experience at the rank of Associate Librarian or its equivalent. Experience at another institution may count toward the 3-year total.
  • A successful candidate will be expected to have significant accomplishments in at least three of the following areas. "Significant accomplishment" means more than activity, participation, or membership. The accomplishments will be judged in terms of outcomes, results and impact.
     
    1. Innovative contributions to library operations, procedures and functions that transcend specific job-related work assignments. Contributions in this area should result in significantly increased efficiency of operations, or enhanced service to patrons.
    2. Demonstrated leadership ability. Supporting documentation must be explicit in describing what resulted from the individual’s leadership and the impact it had.
    3. Service to the profession and/or the University. Supporting documentation must be explicit in describing the impact of this service on profession and/or University.
    4. Research and publications. Publications will be judged on the excellence of scholarly work or professional impact.
    5. Professional and educational development through formal courses, seminars, workshops, and conferences. These activities should go beyond training necessary to stay current for one's job and should have a demonstrated impact on the Library, the University or the profession. If an educational program allows a candidate to become generally recognized as an expert in some important aspect of the Library's work, it could qualify as significant. Completion of an advanced degree, such as a master's or doctorate in a relevant field, would also qualify.

3. Reappointment

A librarian promoted to the rank of Librarian is normally reappointed to a three-year term effective July 1. During the final year of the reappointment, the librarian is considered for continuing appointment.

4. Continuing appointment, Criteria for Continuing Appointment and Extensions

Continuing appointment is awarded to those librarians who exhibit excellence in service to the University and strong proven capacity for sustained professional growth.

A librarian appointed to the rank of Librarian from outside the library staff is considered for continuing appointment during his or her fifth year if hired between July 1 and December 31, and sixth year if hired after December 31. The exception to this rule is Associate University Librarians who are not eligible for continuing appointment because their positions are administrative. Librarians may be considered for promotion prior to their final year of reappointment. If the promotion is denied, the Librarian may be reviewed again in their final year.

A Librarian who becomes the parent of a child by birth or adoption will be automatically granted a one-year extension of term by the Dean of the Faculty. The Librarian’s service may be extended by one year for each child, including twins and other multiple births or adoptions. This policy applies to both men and women, and includes same-sex domestic partnerships which are recognized by the University.

Extensions are available to all Librarians without continuing appointment before the final year of their term. Notifications of such extensions should be made by the Librarian’s supervisor to the Dean of the Faculty as soon as possible after the childbirth and/or adoption, but in no case later than September fifteenth of the year in which a recommendation on the Librarian’s promotion to continuing appointment must be made.

5. Termination or Non-reappointment

If continuing appointment is not recommended during the prescribed period, the librarian is not reappointed. If, for unusual reasons such as illness or other exceptional circumstances, the University Librarian in consultation with the Promotion, Continuing Appointment an Review Committee cannot make a recommendation on continuing appointment during this time, then it will be recommended to the Dean of the Faculty that a single additional one-year appointment should be made. The librarian will be considered for continuing appointment during the next annual evaluation cycle and if not granted continuing appointment will not be reappointed for the succeeding year.

Librarians on continuing appointment may be terminated only for reasons described in Section B of Chapter IV.

C. Associate Librarian

Associate Librarian is the initial and probationary rank which provides an opportunity for librarians to develop advanced professional skills and explore opportunities for development in areas of specialization which will enhance their value as members of the professional library staff and for participation in professional and/or University activities. An Associate Librarian normally works under specific supervision of a more experienced librarian, with whom he/she shares responsibility for improving services and resolving operational problems.

1. Criteria for Appointment to Rank

For appointment to the rank of Associate Librarian an individual must meet the following criteria: Possess a master's degree in Library (and Information) Science from a program accredited by the American Library Association, or in exceptional cases, an advanced degree in a relevant discipline other than Library (and Information) Science.

2. Appointment and Extensions

All initial appointments and extensions at this level terminate effective July 1. Associate Librarians with start dates between July 1 and December 31 will normally receive one multi-year appointment terminating two years from the July 1 following the start date and those with start dates on or after January 1 will receive one multi-year appointment terminating three years from the July 1 following the start date. All candidates for the rank of Librarian must have acquired a minimum of three years of professional library experience by the time of their promotion.

An Associate Librarian who becomes the parent of a child by birth or adoption shall be granted a one-year extension of term upon request to the Dean of the Faculty. The Associate Librarian’s service may be extended by one year for each child, including twins and other multiple births or adoptions. This policy applies to both men and women, and includes same-sex domestic partnerships which are recognized by the University.

Extensions are available to all Associate Librarians before the final year of their term. Notifications of such extensions should be made by the Associate Librarian’s supervisor to the Dean of the Faculty as soon as possible after the childbirth and/or adoption, but in no case later than September fifteenth of the year in which a recommendation on the Associate Librarian’s promotion to Librarian must be made.

3. Promotion

Associate Librarians are normally considered for promotion during their final year of appointment at this rank. This consideration is based on the librarian’s performance of his or her responsibilities and demonstrated potential for growth. Associate Librarians may be considered for promotion prior to their final year of reappointment. If the promotion is denied, the Associate Librarian may be reviewed again in their final year.

4. Non-reappointment

If promotion to Librarian is not recommended during the final year of reappointment, the librarian will not be reappointed. If, for unusual reasons such as illness or other exceptional circumstances, the University Librarian, in consultation with the Promotion, Continuing Appointment and Review Committee, cannot make a recommendation on promotion at this time, then it will be recommended to the Dean of the Faculty that a single additional one-year appointment should be made. The librarian will be considered for promotion during the next annual evaluation cycle. If promotion is not recommended at that time, the librarian will not be reappointed for the succeeding year.

D. Librarian III

Librarians appointed to the rank of Librarian III before January 1, 2004 may continue to hold that rank according to the provisions of their original appointment as stated in the Rules and Procedures of the Professional Library Staff of Princeton University dated Fall, 1986. No additional appointments to this rank will be made but librarians who hold the rank of Librarian II on January 1, 2004 may choose to be considered for promotion to this rank under the 1986 criteria.

E. Librarian II

Librarians appointed to the rank of Librarian II before January 1, 2004 may continue to hold that rank according to the provisions of their original appointment as stated in the Rules and Procedures of the Professional Library Staff of Princeton University dated Fall, 1986. No additional appointments or promotions will be made to this rank.

F. Visiting Senior Librarian, Visiting Librarian, and Visiting Associate Librarian

Librarians from other institutions who visit the University to work for limited periods before returning to their home institutions are appointed, either with or without salary, to the visiting rank equivalent to the regular rank for which they would normally be qualified. Visiting appointments are made for specific periods of up to one year. Such visitors may be reappointed for succeeding periods so long as the total term of appointment does not exceed three calendar years.

Appendix

Council of the Princeton University Community (CPUC)

The CPUC has authority to:

  • consider and investigate any question of University policy, any aspect of the governing of the University, and any general issue related to the welfare of the University; and to make recommendations regarding any such matters to the appropriate decision-making bodies of the University or to the appropriate officers of the University;
  • make rules regarding the conduct of resident members of the University community, which rules shall be binding on them; but the Council may delegate authority to make rules, and, with respect to matters mainly of concern to a particular group within the University community, the authority to make rules shall normally be delegated to a body representing that group or shall be exercised in a manner otherwise acceptable to the members of that group;
  • oversee the making and the applying of rules regarding the conduct of resident members of the University community, whether such rules shall have been made by other bodies within the resident University community, or by the Council itself, or by officers of the University; such oversight shall be exercised for the purpose of insuring that such rules protect the rights of individuals and the legitimate interests of the University, and that they are clear in meaning, fair, enforceable and in conformity with the law;
  • adopt such bylaws and rules of procedure as are necessary or convenient for the exercise of its authority.

The membership of the Council includes one representative from the Professional Library Staff. The method of selecting this member is described in section III.D. The Council carries out its mandate through a number of standing committees which include council members and other members of the University Community. Members of the Professional Library Staff are often called upon to serve on these committees.