No – DEI contributions or the DEI impact of a librarian’s activity may be discussed or highlighted in the librarian’s self-evaluation or by reviewers (such as RIs, department or unit heads, outside letters, etc.) who contribute to the review dossier, but it is not required. When discussed, such activity and achievement should be evaluated and credited; but a decision to omit such discussion (whether by the candidate or any reviewer contributing to the dossier) is not a deficiency in the dossier.

Examples stated in the MOU (Article 4 section C.2) are not exhaustive but simply illustrate some forms of contributions or impact that could be recognized. The listed DEI activity examples might typically be associated with a librarian’s primary duties (evaluated under “criterion a,” as described in Article 4 section C.2.a), but the DEI aspect of a librarian’s activities “should be given due recognition and can be evaluated and credited in all of the librarian criteria.

As with evaluation of librarian achievement in any of the criteria, “reasonable flexibility is to be exercised in weighing the comparative relevance” of the criteria. Accordingly, DEI-related contributions or impact via membership, activity, or participation, such as consulting or achievement via awards or other recognition, in library or other professional or scholarly organizations, meetings and conferences can be evaluated and credited under criterion b (Article 4 section C.2.b).

Accordion Sample DescriptionThe “abbreviated” nature of the review refers to the documentation, not the timing, of a review. Abbreviated reviews have long been recognized in the MOU’s provisions about Personnel Review Procedures (Article 5, paragraph B): “Service at the top of the Associate Librarian or Librarian rank may be of indefinite duration, therefore, an abbreviated review may be conducted every two (2) years for Associate or three (3) years for Librarian.” The new MOU (Article 5, paragraph E.2.c) provides more detail to the above description by defining it as a type of review that (1) can occur upon mutual agreement of the University and a top-of-scale Librarian or Associate Librarian; (2) is available when no merit increase, promotion, or career status is sought; and (3) is based on a review file that “will consist of streamlined documentation in accordance with campus guidelines and procedures specific to such cases.”

A few campuses have previously established local procedures and guidelines about abbreviated reviews and the streamlined documentation. At Merced, local procedures simply state maximum lengths for the self-evaluation and RI’s statements: “An abbreviated review contains a self-review consisting of a narrative no more than 2 pages in length, a Review Initiator review that is no more than 1 page in length, and does not include letters of evaluation.” At Berkeley, the term “special review” is used in the Berkeley Procedures for any review where no merit advancement, promotion, or career status is sought (Section II.C.2.e) The procedures note that at the top of the Associate and full Librarian ranks, “a review must be conducted according to the stated schedule, but the review may be brief” (Section VI.B.1). The Library HR Department at Berkeley has also issued guidelines for librarian self-evaluations noting that in any special review, “The self-evaluation is brief and supporting documentation is normally not included.”

The same criteria for evaluation of all librarian reviews apply in the case of an abbreviated review (see Article 4 section C.2): criterion a plus at least one of criteria b, c, and/or d.

Both of the bottom salary points on the old Assistant and Associate scales (salary points effective July 1, 2023 to Oct. 31, 2024, listed in the first left-hand columns of the current salary scale chart) transition to salary increment 1 on the respective ranks’ new salary scales (salary points effective November 1, 2024, in the boxed columns of the current salary scale chart). This change is automatic and independent of any review action. The salary “starting point” for review purposes, for Assistant and Associate librarians previously in the first two salary points of the rank is increment 1 on the corresponding rank’s current salary scale (salary points effective November 1, 2024, in the boxed columns of the current salary scale chart). Any salary/merit advancement resulting from a review of such a librarian will be an advancement from that starting point on the new salary scale to a higher salary point on the new scale.

All other salary points from the old scale (salary points effective July 1, 2023 to Oct. 31, 2024, listed in the first left-hand columns of the current salary scale chart) transition directly across the row on the salary scale tables for each respective salary point (see current salary scale chart). Thus, the increment number changes, and the dollar amount increases, at each salary point: a librarian at the previous third salary point on either the Assistant or Associate scale moves “across” to salary increment 1 on the respective ranks’ new salary scales, the fourth point moves to increment 2, the fifth point moves to increment 3, etc. This change is automatic and independent of any review action. The librarian’s “starting point” for review purposes is based on the increment according to the current salary scale (salary points effective November 1, 2024, in the boxed columns of the current salary scale chart). Any salary/merit advancement resulting from a review of such a librarian will be an advancement from that starting point on the new salary scale to a higher salary point on the new scale.

An Assistant Librarian in potential career status and starting at the current increment 3 (previously the fifth point on the July 1, 2023-October 31, 2024 scale) is eligible for promotion review during the current review cycle [if scheduled for a review]. Upon successful promotion review, such a candidate will be placed as an Associate Librarian with career status, at the current salary increment 1 on the Associate scale. An Assistant Librarian in potential career status and starting at the current increment 4 (previously the sixth point on the July 1, 2023-October 31, 2024 scale) is eligible for promotion review during the current review cycle [if scheduled for a review]. Upon successful promotion review, such a candidate will be placed as an Associate Librarian with career status, at the current salary increment 2 on the Associate scale. Promotion eligibility for any other librarian, and promotion eligibility during any subsequent review cycles during the term of the current MOU (which runs until January 1, 2029), are governed and calculated according to that MOU and current salary scales. For further explanation of the above cases for Assistant Librarians previously at the fifth or sixth salary points and now at increments 3 or 4 of the Assistant scale, read further below. Assistant Librarians previously at the fifth or sixth salary point on the old salary scales were in salary overlap with the old Associate salary scale and thus would have been eligible for promotion review in the current cycle (the academic review cycle culminating in a review action that will be effective as of July 1, 2025) but for the new contract’s removal of two points at the bottom of the Associate scale. If granted promotion, such an Assistant Librarian would also “receive an increase of at least two (2) salary points above their previous salary amount at the Assistant Librarian rank” (Article 13, section F). An Assistant Librarian at the fifth or sixth increment, therefore, would have been promoted to the equivalent salary point on the Associate scale (i.e., the first or second point, respectively) and would also have received an increase of at least 2 points (thus the third or fourth salary point, respectively) on the old Associate Librarian scale. Promotion would also result in conferral of career status. Assistant Librarians previously at the fifth or sixth salary point on the old scale are now moved to increments 3 and 4 (respectively) of the new Assistant scale, independent of any review. These current increments on the Assistant scale do not overlap with current salaries at the Associate rank (due to the elimination of two bottom salary points on the Associate scale). This situation is contrary to the position these Assistant Librarians were in under the old contract, during the majority of the 2-year period that would be under review in this review cycle. To address the situation of this specific category of Assistant Librarians, the University agreed with UC-AFT that these librarians retain their eligibility for promotion review for this review cycle only. All other aspects of review are governed by the current MOU and review eligibility is calculated according to the current (as of November 1, 2024) salary scales.

The new contract clarifies that the University may initiate an off-cycle review. One situation in which the University may initiate an off-cycle review is to convert a temporary appointment of a librarian into a potential-career appointment before the end date of the temporary appointment. Local procedures specific to such situations have yet to be developed. The review called for in such a situation may be similar to an appointment review (which has no specific cycle), or could be an off-cycle version of a standard advancement review.

Other aspects of off-cycle reviews have not changed.