ACRL News Issue (B) of College & Research Libraries 2 4 3 Appendixes to Model Statement of Criteria and Procedures for Appointment, Promotion in Academic Rank, and Tenure for College and University Librarians* A PP E N D IX A D es criptio n o f a M odel C o n tra ct * 1. AAUP B u lletin 5 3 :4 3 7 -3 8 (W in ter 1 9 6 7 ). W hen a consensus is reached to make an of­ fer to an individual the crucial consideration is that the candidate be given an unequivocal let­ ter of appointment, complete in all respects which are listed below. I f the following matters have not been stated and agreed upon in the preliminary correspondence prior to the issu­ ance of an offer, each should be clearly stated in the letter of appointment or the contract: ( 1 ) a commitment as to whether the offer at hand is official or tentative; (2 ) if tentative, the nature of further consid­ eration is explained, as well as the approximate date when a binding offer can b e expected; ( 3 ) the initial rank; ( 4 ) the length of appointment; ( 5 ) the amount of credit toward the proba­ tionary period for prior service, and the total length of the probationary period (cred it for prior service plus the probationary period at the appointing institution); ( 6 ) the amount of the annual salary and col­ lateral benefits; ( 7 ) the length of annual service expected for the stated salary and benefits ( e.g., 2 semes­ ters, 3 quarters, 2 trimesters, 11 months, e tc .); ( 8 ) the prospect, or lack of it, for academic appointment during the summer session, and the approximate salary terms for summer teach­ ing; (9 ) the academic responsibilities; ( 1 0 ) the date when the appointee is expect­ ed to report and the approximate date of his final annual duties under the appointment; and ( 1 1 ) detailed references to the provisions in the institution’s by-laws and regulations which have a bearing on his appointment. Specific information on the numbered items set forth above is of value both to the faculty candidate and to the appointing institution. Many later misunderstandings can be avoided * The Model Statem ent was published in C R L N ew s, Sept. 1973. by inclusion of all terms of the appointments. Regardless of who signs the letter of appoint­ ment, information on these terms should be giv­ en to the appointee. A P P E N D IX B P rocedures fo r T e r m in a tio n , D ism issa l, E t c . A. Adequate cause for a dismissal will be re­ lated, directly and substantially, to the fitness of the faculty member in his professional ca­ pacity as a librarian. Dismissal will not b e used to restrain faculty members in their exercise of academic freedom or other rights of American citizens. B. Dismissal of a faculty member with continu­ ous tenure, or with a special or probationary appointment before the end of the specified term, will be preceded by: ( 1 ) discussion b e­ tween the faculty member and appropriate ad­ ministrative officers looking toward a mutual settlement; ( 2 ) informal inquiry by the appro­ priate faculty committee which may, failing to effect an adjustment, determine whether in its opinion dismissal proceedings should be under­ taken, without its opinion being binding; ( 3 ) a statement of charges, framed with reasonable particularity by the appropriate institutional of­ ficer. C. A dismissal, as defined in A, will be pre­ ceded by a statement of reasons, and the indi­ vidual concerned will have the right to be heard initially by the appropriate faculty com­ mittee. Members deeming themselves disquali­ fied for bias or interest shall remove themselves from the case, either at the request of a party or on their own initiative. 1 ) Pending a final decision by the hearing committee, the faculty member will b e sus­ pended, or assigned to other duties in lieu of suspension, only if immediate harm to himself or others is threatened by his continuance. B e­ fore suspending a faculty member, pending the ultimate determination of his status through the institution’s hearing procedures, the administra­ tion will consult with the Faculty Committee on Academic Freedom and Tenure (o r whatever 244 the title it may have) concerning the pro­ priety, the length, and the other conditions of the suspension. A suspension which is intended to be final is a dismissal, and will be treated as such. Salary will continue during the period of suspension. 2 ) The hearing committee may, with the consent of the parties concerned, hold joint pre- hearing meetings with the parties in order to ( a) clarify the issues, ( b ) effect stipulations of facts, ( c ) provide for the exchange of docu­ mentary or other information and (d ) achieve such other appropriate prehearing objectives as will make the hearing fair, effective, and ex­ peditious. 3 ) Service of notice of hearing with specific charges in writing will be made at least twenty days prior to the hearing. The faculty member may waive a hearing or may respond to the charges in writing any time before the hearing. I f the faculty member waives the hearing, but denies the charges against him or asserts that the charges do not support a finding of ade­ quate cause, the hearing tribunal will evaluate all available evidence and rest its recommenda­ tion upon the evidence in the record. 4 ) The committee, in consultation with the President and the faculty member, will exercise its judgment as to whether the hearing should be public or private. 5 ) During the proceedings, the faculty mem­ ber will be permitted to have an academic ad­ visor and counsel of his choice. 6 ) At the request of either party or the hear­ ing committee, a representative of a responsible educational or professional association shall be permitted to attend the proceedings as an ob­ server. 7 ) A verbatim record of the hearing or hear­ ings will be taken and a typewritten copy will be made available to the faculty member with­ out cost, at the faculty member’s request. 8 ) The burden of proof that adequate cause exists rests with the institution and shall be sat­ isfied only by clear and convincing evidence in the record considered as a whole. 9) The hearing committee will grant ad­ journments to enable either party to investigate evidence as to which a valid claim of surprise is made. 10) The faculty member will be afforded an opportunity to obtain necessary witnesses and documentary or other evidence. The adminis­ tration will cooperate with the hearing commit­ tee in securing witnesses and making available documentary and other evidence. 11) The faculty member and the adminis­ tration will have the right to confront and cross- examine all witnesses. W here the witnesses can­ not or will not appear, but the committee de­ termines that the interest of justice require ad­ mission of their statements, the committee will identify the witnesses, disclose their statements, and if possible provide for interrogatories. 12) In the hearing of charges of incompe­ tence, the testimony shall include that of quali­ fied faculty members of this or other institu­ tions of higher education. 13) The hearing committee will not be bound by strict rules of legal evidence which is of probative value in determining the issues involved. Every possible effort will be made to obtain the most reliable evidence available. 14) The findings of fact and the decision will be based solely on the hearing record. 15 ) Except as such simple announcements as may be required, covering the time of the hearing and similar matters, public statements and publicity about the case by either the fac­ ulty member or the administrative officers will be avoided so far as possible until the proceed­ ings have been completed, including considera­ tion by the governing board of the institution. The president and the faculty member will be notified of the decision in writing and will be given a copy of the record of the hearing. 16) I f the hearing committee concludes that adequate cause for dismissal has not been es­ tablished by the evidence in the record, it will so report to the president. I f the president re­ jects the report, he will state his reasons for do­ ing so, in writing, to the hearing committee and to the faculty member, and provide an oppor­ tunity for response before transmitting the case to the governing board. If the hearing commit­ tee concludes that adequate cause for a dismis­ sal has been established, but that an academic enalty less than dismissal would be more ap­ ropriate, it will be so recommended with sup­ orting reasons. D. Action by the Governing Board I f dismissal or other severe sanction is recom­ mended, the president will, on request of the aculty member, transmit to the governing oard the record of the case. T he governing oard’s review will be based on the record of he committee hearing, and it will provide op­ ortunity for argument, oral or written or both, y the principals at the hearings or by their epresentatives. The decision of the hearing ommittee will either be sustained, or the pro­ eeding returned to the committee with specific bjections. The committee will then reconsider, aking into account the stated objections and eceiving new evidence if necessary. The gov­ rning board will make a final decision only af­ er study of the committee’s reconsideration. . Procedures for Imposition of Sanctions Oth­ r than Dismissal 1) If the administration believes that the onduct of a faculty member, although not constituting p p p f b b t p b r c c o t r e t E e c 24 5 adequate cause for dismissal, is suffi­ ciently grave to justify imposition of a severe sanction, such as suspension from service for a stated period, the administration may institute a proceeding to impose such a severe sanction; the procedures outlined in A-C above shall gov­ ern such a proceeding. 2) I f the administration believes that t conduct of a faculty member justifies imposition of a minor sanction, such as a reprimand, it shall notify the faculty member of the basis of the proposed sanction and provide him with an opportunity to persuade the administration that the proposed sanction should not be imposed. A faculty member who believes that a major sanction has been incorrectly imposed under this paragraph, or that a minor sanction has been unjustly imposed, may petition the faculty grievance committee for such action as may be appropriate. F . Terminal Salary or Notice I f the appointment is terminated, the faculty member will receive salary or notice in accord­ ance with the following schedule; at least three months, if the final decision is reached by March 1 (o r three months prior to the expira­ tion) of the first year of probationary service; at least six months, if the decision is reached by December 15 of the second year (or after nine months but prior to eighteen months) of probationary service; at least one year, if the decision is reached after eighteen months of probationary service or if the faculty member has tenure. This provision for terminal notice or salary need not apply in the event that there has been a finding that the conduct which jus­ tified dismissal involved moral turpitude. On the recommendation of the faculty hearing committee or the president, the governing board, in determining what, if any, payments will be made beyond the effective date of dis­ missal, may take into account the length and quality of service of the faculty member. A PPEN D IX C A Gen era l A cademic L ibrary Grievance P rocedure M o d el* 1 ) These procedures deal with grievanc relating to individual rights, benefits, working conditions, appointment, reappointment, ten­ ure, promotion, and reassignment and which are within the jurisdiction of the library to re­ solve. * This model is based in large part on the “Re­ vised Grievance Procedures; California State Colleges” in “The California State Colleges; Adoption of a Systemwide Grievance Proce­ dure.” AAUP Bulletin 5 4 :3 6 5 -7 0 (Sept. 1968). h e 2 ) Any Library Faculty member who be­ lieves that an injustice has been done to him/ her, by administrative or faculty action within the library may initiate grievance procedures. 3 ) Informal discussion between persons di­ rectly involved in a grievance shall precede the submission of a formal request for a hearing e and should be encouraged at all stages. Efforts should be made by all parties to resolve the grievance through informal means. 4 ) Provisions shall be established whereby a formal grievance procedure may be initiated by the aggrieved party in any grievance not re­ solved by informal means. 5 ) A Library Faculty grievance committee shall be established with its composition and membership determined by majority vote of the Library Faculty. The committee may range in size from three to seven members, depending on the size of the faculty, with two or more persons designated as alternate members. No individual who has participated directly in any decision on the issue grieved shall be eligible to serve on the committee hearing the case. Should a conflict be apparent, an alternate member shall replace the committee member involved in the decision according to proce­ dures established by the Library Faculty. 6 ) The committee shall decide whether or not there are sufficient grounds to hear a case and whether or not to accept written statements in lieu of personal appearances by witnesses. If a decision is made not to hear a case, the committee shall notify the aggrieved party in writing as to the reasons for its action. 7) All grievance hearings shall be open only to participants, their representatives, and to persons presenting information to the grievance committee or being questioned by the griev­ ance committee. 8 ) At any point in the proceedings prior to the time at which the committee meets to con­ sider its decisions, the aggrieved party may withdraw the grievance with the consent of the grievance committee. 9 ) In reaching its decision, the committee shall not consider or review any document or other material to which both parties in the grievance are not afforded access. 10) Cases must receive prompt attention. s The library and Library Faculty should devel­ op a schedule of time limitations to insure that undue delays will not be imposed on the pro­ ceedings. 11) The grievance committee shall submit its report, with recommendations for settlement of the case, to the librarian or the chief ad­ ministrative officer of the library, whichever shall pertain. The decision of the dean of li­ braries, except in rare instances and for com­ pelling reasons, should concur with the judg­ ment of the grievance committee. In the event 246 that his/her decision is not in accord with the grievance committee’s judgment, the compel­ ling reasons for this shall be stated in detail to the grievant and to the grievance committee. 12) An aggrieved person may appeal to th appropriate officer of the institution thru proper channels if the dean of libraries does not con­ cur with the recommendations of the grievance committee. The decision of the appropriate in­ stitution shall be final in all cases. APPENDIX D A M o d e l G r i e v a n c e P r o c e d u r e D e v e l o p e d f o r a S p e c i f i c A c a d e m i c L i b r a r y This is a model for a library at a medium size college. There are twelve professional librarians with faculty status and rank on the staff. A standing advisory committee of the Library Fac­ ulty has developed a grievance policy and pro­ cedure in consultation with the director of the library. The president of the college has accept­ ed the grievance procedure as an affirmative method of achieving the resolution of conflict within the library. D e f i n i t i o n s 1. A “grievance” shall mean any claim of in­ justice committed against any librarian or group of librarians with regard to his/her rights, benefits, working conditions, ap­ pointment, reappointment, tenure, promo­ tion, or reassignment. 2. An “aggrieved party” or “grievant” is the person or persons making the claim. 3. A “party in interest” is the person or per­ sons making the claim and any person who might be required to take action or against whom action might be taken in or­ der to resolve the claim. 4. A “working day” is any weekday, Monday through Friday, when the library staff is normally at work. G r i e v a n c e P o l i c y Any faculty member at the library may initi­ ate a request to resolve a grievance if he/she feels an injustice has been done with regard to his/her individual rights, benefits, working conditions, appointment, reappointment, ten­ ure, promotion, or reassignment. A Library Grievance Committee consisting of three members, and two alternate members shall be selected by majority vote of the Library Faculty, through a preferential ballot, to serve on an annual basis effective July 1 of each year. The director of the library shall not serve on the committee nor vote for membership on the committee. The chairman of the Library Grievance e Committee shall be selected by the mem­ bers of the committee. If a member of the committee is directly involved in a grievance case brought to the committee, he/she shall be replaced by an alternate member for the duration of the committee’s proceedings on that case. A formal grievance procedure shall be initi­ ated through a written statement and request to the committee from the aggrieved party. The committee may, at this point, request any supporting documentation from all parties in interest which would serve to define the scope and nature of the grievance. The committee shall decide whether or not to hear the case, but may refuse to hear a case only by the unan­ imous consent of its members. If the committee refuses to hear a case, the reasons for its action must be transmitted to the grievant in writing. When a grievance is heard by the commit­ tee, any party in interest may submit docu­ ments and other materials related to the case, interview witnesses, and otherwise make a full presentation of information to the committee. At any point in the proceedings prior to the time at which the committee meets to consider its decision, the aggrieved party may withdraw the grievance with the consent of the commit­ tee. In reaching its decision, the committee shall not consider or review any document or other material to which the parties in interest are not afforded access with sufficient time for response. Failure at any step in this procedure to com­ municate the decision on a grievance within the specified time limit shall permit the aggrieved party to proceed to the next step. Failure at any step of this grievance procedure to appeal a grievance to the next step within the specified time limit shall be deemed to be acceptance of the decision rendered at that step. The time limits may be extended in any specific instance by mutual written agreement. In the event that a grievance occurs from the action of the director of the library, the griev­ ance procedure contained herein shall com­ mence at the point of origin as the first step. No reprisals of any kind shall be taken by the college or any employee thereof against any party in interest, any witnesses, any members of the Library Grievance Committee, or any other participant in the grievance procedure by reason of such participation. G r i e v a n c e P r o c e d u r e Prior to initiating the first step of this proce­ dure, the aggrieved party must seek to resolve the grievance through informal discussion with the appropriate department head, comparable immediate supervisor, or the director of the li­ brary, whomever took action which led to the grievance. 2 4 7 Step 1. ( a ) The grievant may file his/her written grievance to the appropriate depart­ ment head, or comparable immediate super­ visor, not later than fifteen ( 1 5 ) working days following the grievant’s knowledge of the act, event, or commencement of the con­ dition which is the basis of the grievance. ( b ) The aggrieved party shall discuss his/ her grievance with the appropriate depart­ ment head, or comparable immediate super­ visor, who shall attempt to resolve the griev­ ance and shall render a written decision to the grievant within five (5 ) working days of the receipt of the grievance. Step 2. I f the grievance is not satisfactorily re­ solved through Step 1, the grievant may sub­ mit the grievance in writing within seven ( 7 ) working days to the Library Grievance Com­ mittee. The Library Grievance Committee shall decide within ten ( 1 0 ) working days whether or not to hear the grievance case. I f the committee acts to hear the case, all parties in interest may be present during all meetings of the committee except the meet­ ing at which the committee considers its de­ cision. T he decision of the committee shall be submitted in writing to the director of the library, the grievant, and the appropriate department head or comparable immediate supervisor, within twenty-four ( 2 4 ) hours following the close of Committee meetings on the grievance case. T he director of the library, except in rare instances and for compelling reasons, shall concur with the de­ cision of the committee. I f the decision of the director of the library is not in accord with the judgment of the committee, the rea­ sons for the decision shall be transmitted in writing within ten ( 1 0 ) working days to the grievant and to the committee. Step 3. ( a ) I f the grievance is not satisfactori­ ly resolved through Step 2, the grievant may submit the grievance in writing within seven ( 7 ) working days to the director of the li­ brary. ( b ) The aggrieved party shall discuss his/ her grievance with the director of the li­ brary, or his/her designee, who shall at­ tempt to resolve the grievance and shall ren­ der a decision within ten ( 1 0 ) working days of the receipt of the grievance. Step 4. If the director of the library does not concur with the judgment of the committee, the grievant may appeal the decision ren­ dered in step 3, in writing, within seven (7) working days, to the president of the col­ lege. The decision of the president of the college shall be final in all cases. ■ ■ Copies of this article are available from A CRL, 50 E. Huron St., Chicago, I L 60611. The 4-Dollαr. 5-minute. Whole-Earth. Researcher's Computerized * Dream: An Individually Tailored Research Source List. COPZRIGHT sEPTEMBER 1973 ,Nexus Corp. Preliminary Bibliographies with Enlightening Speed! 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Send fo r th e free B A SIS™ packet now. R u s h d e t a ils o f B A - S IS c o m p u t e r b i b li o g r a p h y s e r v ic e . N A M E (P le a s e P r in t ) T I T L E C O M P L E T E M A I L I N G A D D R E S S C I T Y S T A T E Z I P 248 W e w o rk w o n d ers w ith w o o d T h e w a rm th and beauty o f G aylord w o o d fu rn itu re adds im m easurably to the d istin ctive tone and character o f your library's decor. Its tra d itio n a l design is always pleasing … its d u ra b ility pays d ividends in satisfaction over a life tim e o f use. G aylord w o o d fu rn itu re … care fu lly hand made o f k iln dried and seasoned h a rd w o o d s … hand rubbed in yo u r choice o f six finishes, to ble n d w ith y o u r o th e r units. G aylord w o o d fu rn itu re . N o th in g co u ld be fin e r o r more econom ical in the long run. D escriptive in fo rm a tio n and c o lo r samples on request. AYLORD A BROS Y ‚ IN L C O LIBRARY R SUPPLIES D AND EQUIPMENT • SYRACUSE, NY 13201 • STOCKTON. CA 95204 G G New Catalogs on Botany, Conservation, Negroes, & Stamps from G.K.HALL & CO. 70 Lincoln Street Boston, Massachusetts 02111 CATALOG OF THE PHILATELIC LIBRARY OF THE COLLECTORS CLUB New York City The seventy-five year old Collectors Club Library stands in the first rank of the world’s collection of books and periodicals about stamp collecting and postal history. Although its holdings (an estimated 26,000 cards are in the catalog) are naturally strongest in United States philatelic literature, with that of Great Britain a good second, all parts of the world are well covered. In addition to general and specialized handbooks on philatelic sub­ jects, the library contains extensive runs of priced auction catalogs, philatelic membership lists and U.S. government reports. Its comprehensive holdings of world-wide philatelic periodicals is an especially noteworthy feature. Research­ ers, collectors and special libraries will value access to the Catalog of this major research collection. 1 Volume (10 x 14) ISBN: 0-8161-1047-6 Prepublication price: $95.00 Price after Anril 30,1974: $115.00 CATALOG OF THE CONSERVATION LIBRARY Denver Public Library The conservation collection of the Denver Public Library is considered the most comprehensive collection of its kind in the world. It is the official depository of many agencies and organizations and has re­ ceived national honors for its outstanding service to the national conservation move­ ment. The Conservation Library collects information on the environment, no matter what its form — books, pamphlets, govern­ ment documents, tape recordings, photo­ graphs, manuscripts and personal papers. There are approximately 88,600 cards in the catalog. The range of subjects within the collection is broad, with specific strengths in fish and wildlife management and biology, history of the environmental movement and its leaders, economics, and pollution control. Its geographic scope is world-wide, incorporating international conservation information. The collection identifies material found in no other index and provides more specific subject-index­ ing of available conservation material than is found in most existing indexes or cata­ logs. The publication of this catalog will be especially useful to professional and student researchers as well as the active community of professional environmen­ talists. 6 Volumes (10 x 14) ISBN: 0-8161-1113-8 Prepublication price: $350.00 Price after April 30, 1974: $435.00 AUTHOR AND CLASSIFIED CATALOGUES OF THE ROYAL BOTANIC GARDENS LIBRARY The Royal Botanic Gardens Library holds one of the largest collections of botanical works in the world, including the earlier private collections of Dr. W. A. Bromfield, George Bentham and Sir William Hooker. The Library is particularly rich in early botanical books and in works on plant taxonomy and distribution. It also covers economic botany, botanical travel and exploration as well as other disciplines of botany, including plant cytology, physiology and biochemistry. The Author (100,000 cards) and Classified Subject (75,000 cards) Catalogues cover the Library’s hold­ ings of books, pamphlets and reprints. The Classified Catalogue includes an alpha­ betical subject index to its main systematic subject section. The Royal Botanic Gardens is designated a branch of the Public Record Office for the purpose of preserving mate­ rial of its own history. This material ap­ pears in the Author Catalogue. The publi­ cation of these Catalogues will be of in­ valuable assistance to students of botan­ ical history as well as contemporary botanical studies. Author Catalogue: 5 Volumes (10 x 14) ISBN: 0-8161-1086-7 Prepublication price, U.S. & British Isles: $335.00 Price after April 30,1974: $420.00 Classified Catalogue: 4 Volumes (10 x 14) ISBN: 0-8161-1087-5 Prepublication price, U.S. & British Isles: $270.00 Price after April 30,1974: $340.00 DICTIONARY CATALOG OF THE NEGRO COLLECTION OF THE FISK UNIVERSITY The Negro Collection of the Fisk University Library. Nashville, is one of the oldest, most exhaustive and distinguished collections of its kind in the United States. The library’s emphasis is on the Negro in America, Africa and the West Indies. There are currently more than 30,000 cataloged volumes and pamphlets (approximately 90,000 cards) in the collection, dating from the 18th cen ­ tury, with the bulk of the materials dating from the 19th century to the present. The collection also contains bound journals, theses, sheet music, microfilm, recordings, extensive clippings, photographs, reports, oral history tapes and many other items strengthening the library's research value. The library rigorously collects in all sub­ je c t areasto enhance its valuable resources. Through the dictionary catalog format, items are easily located, and the inclusion of subject entries facilitates the identifica­ tion of materials. 6 Volumes (10 x 14) ISBN: 0-8161-1055-7 Prices to be announced. • Prices 10% higher outside the United S tates e x c e p t w h e r e noted o th erw is e. C o m p lete ca talog o f p u b lica tio n s available upon request. G.K.HALL&CO. 70 Lincoln Street Boston, Massachusetts 02111 New F o r '73 Twayne's World Authors Series Dr. S y lv ia E. B o w m a n , G e n e r a l E d ito r The Twayne World Authors Series (T W A S) offers a com prehensive survey of the outstanding writers o£ the various national literatures and provides critical-analytical studies of their works. A m ong those covered are the writers of Eastern European, Latin A m erican and A frican nations as well as those of Canada, India, Japan, C hina, Scandinavia, Germany, France, the Netherlands, Switzerland, Italy, Greece, Spain, Russia, A ustralia, New Zealand and the literature of classical Latin origins. The scope of T W A S, which now numbers 278 titles, compliments the U n ited S ta tes and English A u t h o r s S eries, thus giving full dimension to the Twayne literature program. For a com plete description of the entire Twayne program, please write for our latest Catalogue. A ll titles $5.95 ------------------------ AUSTRALIA------------------------ MARJORIE BARNARD and M. BARNARD ELDERSHAW By Louise E. Rorabacher. ---------------------------- CHINA--------------------------- LIU TSUNG-YÜAN By William H. Nienhauser, Jr., Charles Hartman, William Bruce Crawford, Jan W. Walls, and Lloyd Neighbors. ---------------------------FRANCE-------------------------- MICHEL BUTOR By M ichael Spencer. LAMARTINE By Charles M. Lombard. LECONTE DE LISLE By Robert T. Denommé. PIERRE LOTI By Michael G. Lerner. GUY DE MAUPASSANT By A lbert H. Wallace. --------------------------GERMANY------------------------ MARTIN BUBER By Werner Manheim. GOTTFRIED A. BÜRGER By William A. Little. PAUL CELAN ’ By Jerry Glenn. GERMAN DADAIST LITERATURE By Rex IV. Last. ADALBERT STIFTER By Margaret Gump. THEODOR STORM By Arthur T. Alt. -------------------------- GREECE--------------------------- PETROS BRAILAS-ARMENIS By Evangelos M outsopoulos. ------------------ LATIN LITERATURE------------------- SENECA By A nna L. M otto. -------------------------- NIGERIA-------------------------- WOLE SOYINKA By Eidred D. J↔nes. ------------------------ ROMANIA------------------------- ION LUCA CARAGIALE By Eric D. Tappe. ------ RUSSIAN AND SOVIET LITERATURE------ VASILY ZHUKOVSKY By Irina Semenko. ----------------------------- SPAIN--------------------------- ANTONIO BUERO VALLEJO By Martha T. Hals FERNÁN CABALLERO By Lawrence H. Klibbe. GUILLEN DE CASTRO By William E. Wilson. JUAN DE LA CUEVA By Richard F. Glenn. LUCAS FERNANDEZ By John Lihani. LUIS DE GÓNGORA By David W. Foster and Virginia R. Foster. MANUEL TAMAYO Y BAUS By Gerald Flynn. CRISTÓBAL DE VILLALÓN By Joseph J. Kincaid. -------------------------- SWEDEN-------------------------- PAR LAGERKVIST By R obert Donald Spector. ----------------------- WEST INDIES----------------------- V. S. NAIPAUL By R obert D. Hamner. ey A ll titles $5.95 A ll p rices 10% h ig h e r o u ts id e th e U.S. A c o m p le t e c a ta lo g u e o f p u b lic a tio n s is a v a il a b le u p o n requ est. Twayne Publishers, Inc. G. K. HALL & C O ., A gent 70 Lincoln S treet • Boston, M assachusetts • 02111 G. K. Hall Announces a New Service for Libraries Computext Book Guides G.K.HALL & CO . THE BOOK GUIDES 70 Lincoln Street Boston, Massachusetts 02111 … Providing monthly guides to all English language and French language monographs and new serial titles a c­ quired by The Library of Congress in the following sub­ je c t areas: • BUSINESS & ECONOMICS • LAW • CONFERENCE PUBLICATIONS • MEDICINE • GOVERNMENT PUBLICATIONS • TECHNOLOGY Current Access Librarians, academ icians and professional people with in terests in any or all of th ese fields will now have current a cc e ss to all books and serials cataloged by The Library of Congress as they are provided via the LC MARC (MAchine Readable Cataloging) computer tape distribution system.____________________________________ Bibliographic Information Complete Library of Congress bibliographic information is provided for each title in a main entry arrangement. Further a cc e ss is provided, in additional listings, by Area Studies, CIP (Cataloging In Publication) and Series entries. Furthermore, a Subject Index and cumulating Title Index to all entries are provided._____________________________ Monthly Publication The Guides will be published separately for each su bject area, in 12 monthly issues plus in annual cumulations. Publication of each of the Guides will com m ence with January 1974 issues, except for the L a w Book Guide which commenced publication in January 1973. Monographs in languages other than F rench and English, as w ell as new serial title entries, will be provided as they becom e in te­ gral parts of the MARC data base. P l e a s e w r it e n o w f o r d e s c r i p t i v e m a t e r i a l a n d p r i c i n g in fo r m a t i o n . You w ill f in d th is to be a u n iq u e m o n t h ly p e rio d ic a l s e r v ic e o fferin g a c o m p re h e n s iv e a n d c u r r e n t b ib lio g ra p h y a n d i n d e x fo r a ll p u b lic a tio n s c a t a l o g e d b y T h e L i b r a r y o f C o n g r e s s in t h e s e a r e a s o f s p e c ia liz a tio n .