What Can We Learn From Performance Assessment? The System and Practice in an Academic Library
Title
What Can We Learn From Performance Assessment? The System and Practice in an Academic Library
Description
The purpose of this study is to promote a better understanding of performance assessment (PA) as a managerial means via analyses and discussion of the system and practice in an academic library.
One existing PA system of a university library is presented. Descriptive analyses of two specific system‐inherent problems, respectively: weighting scheme of the evaluated criteria and disqualification of the immediate supervisor as rater, are conducted. The purpose of PA is addressed with reference to PA and pay linkage. Circular supervision as an effective element to ultimately eliminate individual errors in an administration is discussed.
The PA system and practice of CL are flawed. First, the weighting scheme of the evaluated categories is so allocated that the least measurable category has the overriding power. Second, the most qualified evaluator (the direct supervisor) is deprived of the numeric rating vote. Third, the end ratings from the PA lead to unfair merit compensation decisions and salary inequity. Finally, the system lacks a circular supervision mechanism to eliminate undefeatable power in the administration.
With concrete examples and data, this study brings to light some serious problems that exist in a PA system. Via in‐depth analyses and discussion of specific issues, it touches upon circular supervision, a core element in a sound administration that needs to be adequately addressed.
One existing PA system of a university library is presented. Descriptive analyses of two specific system‐inherent problems, respectively: weighting scheme of the evaluated criteria and disqualification of the immediate supervisor as rater, are conducted. The purpose of PA is addressed with reference to PA and pay linkage. Circular supervision as an effective element to ultimately eliminate individual errors in an administration is discussed.
The PA system and practice of CL are flawed. First, the weighting scheme of the evaluated categories is so allocated that the least measurable category has the overriding power. Second, the most qualified evaluator (the direct supervisor) is deprived of the numeric rating vote. Third, the end ratings from the PA lead to unfair merit compensation decisions and salary inequity. Finally, the system lacks a circular supervision mechanism to eliminate undefeatable power in the administration.
With concrete examples and data, this study brings to light some serious problems that exist in a PA system. Via in‐depth analyses and discussion of specific issues, it touches upon circular supervision, a core element in a sound administration that needs to be adequately addressed.
Creator
Pan, Junlin
Guoqing, Li
Source
Library Management. [Bradford, West Yorkshire] MCB University Press, 27 (6/7, 2006)
Date
2006-07-01
Rights
This resource may be copyright-protected. You may make use of this resource, with proper attribution, for educational and other non-commercial uses only. Please contact Chinese American Librarians Association (http://www.cala-web.org) for permission to reproduce.
Format
text
Language
eng
Type
Journal Article
Identifier
https://doi.org/10.1108/01435120610702440
Date Issued
2006
Extent
pages 460-469
Position: 192 (485 views)
Collection
Citation
Pan, Junlin and Guoqing, Li, “What Can We Learn From Performance Assessment? The System and Practice in an Academic Library,” CALASYS - CALA Academic Resources & Repository System, accessed April 19, 2026, http://ir.cala-web.org/items/show/668.