What are effective ways to evaluate your library staff and colleagues?

2 Choose appropriate methods and tools for evaluation

When evaluating library staff and colleagues, you need to choose appropriate methods and tools for collecting and analyzing data. Performance appraisal is a formal process of assessing individual staff members based on predefined criteria. Peer observation is a collaborative and formative process of observing and reflecting on the work practices of peer colleagues. Surveys are a quantitative and qualitative method of gathering feedback from library users, staff, or stakeholders on various aspects of library services. Focus group is a qualitative method of engaging a small group of library users, staff, or stakeholders in a moderated discussion on a specific topic or issue related to library services. All these methods can provide valuable insights into the perceptions, opinions, and experiences of the participants.

3 Apply ethical and professional standards for evaluation

When you evaluate your library staff and colleagues, you need to ensure the validity, reliability, and credibility of your evaluation by adhering to ethical and professional standards. This includes informing the evaluated staff and colleagues about the purpose, scope, methods, and outcomes of your evaluation and obtaining their consent to participate. Furthermore, you must protect their privacy and anonymity, as well as handle data securely. Additionally, you must treat them with respect and dignity, avoiding any bias or discrimination. You should also be transparent about your evaluation process, results, and recommendations. Finally, you should acknowledge their contributions and achievements while acknowledging their strengths and areas for improvement.

4 Provide constructive and timely feedback for evaluation

Evaluating library staff and colleagues is an important and challenging task, particularly when it comes to providing constructive and timely feedback. This two-way communication should be based on specific and observable behaviors, actions, or outcomes, supported by evidence such as data, examples, or quotes. Additionally, feedback should be positive and balanced, recognizing strengths and achievements as well as areas for improvement. It should also be supportive and respectful, expressing appreciation and empathy. Finally, the feedback should be realistic and actionable, suggesting attainable goals for improvement.

5 Follow up and monitor the evaluation outcomes

The final step of evaluating your library staff and colleagues is to follow up and monitor the evaluation outcomes. This means ensuring that the evaluation results and recommendations are implemented, communicated, and evaluated. To do this, you must develop and implement action plans with clear and measurable objectives, timelines, responsibilities, and indicators of success. Additionally, you should communicate the progress and achievements of the action plans to the evaluated staff and colleagues, as well as other stakeholders. Finally, you should evaluate the impact and effectiveness of the action plans on performance, development, satisfaction, quality, efficiency, and innovation through various methods such as surveys, interviews, observations or tests.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?