College and Research Libraries LEWIS C. BRANSCOMB Tenure for Professional Librarians on Appointment at Colleges and Universities This paper is another in the series of statements drafted by a member of the Committee on Academic Status of the University Libraries Section of the Association of College and Research Libraries~ and ap- proved by the committee as preliminary reports to elicit comment. Readers, reactions are invited and may be sent to the chairman of the committee. Fallowing possible revision and final approval by the committee~ it is expected to submit all statements to ACRL for en- dorsement and publication in monographic form. Current members of the committee are R. B. Downs~ William H. ]esse~ Robert H. Muller~ David C. Weber, and Lewis C. Branscomb~ chairman. pROFESSIONAL LffiRARIANS are involved in intellectual and other tasks that can be performed only in an atmosphere of freedom. Examples of such tasks are: ( 1) the selection of publications, includ- ing determination of what to discard from an existing collection and what to accept or reject from donors; ( 2) the de- termination of restrictions of circulation or access with regard to controversial library materials; ( 3) the determination of the degree of prominence in the shelv- ing of selected library materials; ( 4) de- termination of exhibit programs involv- ing controversial subjects; ( 5) the em- ployment of staff members alleged to have or who express nonconformist opin- ions, habits, manners, or appearance; Dr. Branscomb is Director of Libraries and Professor of Library Administration, The Ohio State University . ( 6) the issuing of bibliographies that might include controversial publications; ( 7) the planning or design of well thought out but possibly unorthodox li- brary facilities; ( 8) the defense of li- brary policies in the face of unjust accu- sations; ( 9) publishing of articles or books and delivery of speeches in de- fense of the principles of free speech and the unhampered pursuit of truth, etc.; ( 10) the use of defensible, but unortho- dox classifications, subject designations in catalogs, or labels for books; ( 11) the adoption of promising but untried meth- ods of operation or management; and ( 12) the advising of students as to what to read or study. Freedom in the performance of such tasks means the absence of fear of dis- missal or reprisal in the event that the performance happens to arouse the dis- pleasure or disapproval of governing au- /297 298 I College & Research Libraries • July, 1965 thorities, pressure groups, or other self- appointed guardians over mass com- munications. Permanent or continuous tenure for professional librarians at colleges and universities is essential for the free and untrammelled performance of such tasks just as freedom is essential for the fac- ulty involved in classroom teaching or research. It implies freedom to carry on the work of the library, conduct research, and engage in extramural activities. It also implies a sufficient degree of job security to make the profession attractive to men and women of ability. Without · these indispensable conditions, the pro- fessional staff of a library cannot fulfill its · obligations to its institution and to society. The · privileges of tenure are ob- vious, but there are obligations which must accompany tenure such as speak- ing and writing with accuracy, the exer- cise of appropriate restraint, respect for the opinions of others, and an indication that the librarian is not an institutional spokesman when speaking as a citizen. The terms and conditions of every ap- pointment should be stated in writing and be in the hands of the institution and of the librarian in advance of the execution of the appointment. THE ACHIEVEMENT OF TENURE An institution in which librarians have been accorded faculty rank and title ranging from instructor through full pro- fessor on an equal basis with the class- room faculty will appropriately include the professional librarians under the same provisions for achieving tenure as other members of the faculty. This usu- ally involves a period of probation ranging from three years to seven years at the level of instructor or assistant pro- fessor, and somewhat shorter periods for the top ranks, with periodic evaluations of the performance of a given faculty member. Professional librarians achieve tenure as to professorial rank, but not as to administrative position or individual assignment. During the period of probation the decision may be made in any year that the library staff member's contract will not be renewed. Notice of nonreappoint- ment, or of intention not to recommend reappointment to the governing board, should be given in writing in accordance with the following standards. 1. Not later than March 1 of the first academic year of service, if the appoint- ment expires at the end of that year; or, if a one-year appointment terminates during an academic year, at least three months in advance of its termination. 2. Not later than December 15 of the second academic year of service, if the appointment expires at the end of that year; or, if an initial two-year appoint- ment terminates during an academic year, at least six months in advance of its termination. 3. At least twelve months before the expiration of an appointment after two or more years in the institution. The staff member has an equal responsi- bility to fulfill his contract and to pro- . vide his institution with a written notice of intent to resign on the same time schedule as that followed by the institu- tion. If the decision is made not to grant tenure, the staff member is so notified at least a year before the end of the proba- tionary period; if appropriate, the li- brary may assist him to find another po- sition ·for which he is better qualified. It is assumed automatically that a per- son has achieved tenure at the end of the trial period if he has not been offi- cially notified in writing that his contract will not be renewed. During the proba- tionary period librarians have the same academic freedom that all other mem- bers of the library staff and of the class- room faculty enjoy. TERMINATION FOR CAUSE Upon the achievement of tenure, the librarian leaves the employ of the insti- tution only through voluntary resigna- tion, retirement, death, or dismissal for cause. Dismissal for cause may be based upon incompetence, moral turpitude, or (Continued on page 341 ) -· t t- ACRL President's Report, July, 1965 I 341 These are but a few of the activities of PROFESSIONAL LIBRARIANS various committees chosen from the annual reports submitted to the president and to the executive secretary. Other committees have been equally active and their work constitutes a major contribution. One al- ways runs the risk in selecting a few items for comment of overlooking the more im- portant. Participation in the meetings of the ACRL Board of Directors as vice-president in 1963-64 made obvious the difficulties im- posed by the size of the board. In an effort to achieve a more effective relationship, the Planning and Action Committee undertook certain changes which would reduce the number of members. First, the Teacher Ed- ucation Libraries Section, by vote of , its members is being discontinued this year. Second, the proposed amendment to Article V of the constitution would eliminate the past chairmen of sections from membership on the board. Another proposed amendment provides for chapters to be organized. This would encourage the establishment of new chap- ters, and legalize the existence of some still active from earlier efforts in this :field. Such action was recommended by the ACRL Committee on Organization in its Report of June 1960, but never implemented. One other action this year has been ac- complished through the Publications Com- mittee, that is, the determination of terms of office of each of the editors of ACRL publications. The legislative Advisory Committee to the President has had an important part in support of the proposed Higher Education Act of 1965. As president of ACRL, I ap- peared before the House Subcommittee on Education in support of this legislation in March 1965. Along with me were Robert Downs, John Scott, and Jean Lowrie. At the hearings before the Senate Subcommittee on Education, Edmon Low and Morris Gel- fand were our representatives. Altogether the year has been one of con- siderable activity, and one which shows progress and promise for even greater par- ticipation on the part of ACRL in the Amer- ican Library Association and its program.- Archie L. MeN eal. • • (Continued from page 298) grave misconduct inimical to the best interest of the institution. In all cases where the facts are in dispute, charges in writing are presented to the library staff member, and the matter is consid- ered by a committee of his peers. Any- one against whom charges have been made is given due notice, is presented with the written charges and is allowed a reasonable opportunity to reply. The rights of representation, submission of evidence, and the introduction of wit- nesses shall be granted to both the insti- tution and the person charged, and a full record of the hearings shall be kept. The committee shall make findings of fact, and such recommendations as it may deem appropriate shall be submitted to the president of the institution. A profes- sional librarian on continuous appoint- ment who is dismissed for reasons not involving moral turpitude shall receive his salary for at least a year from the date of notification of dismissal, whether or not he is continued in his duties at the institution. Termination of a continu- ous appointment because of financial ex- igency should be demonstrably bona fide . The administrative officer's right to dismiss a staff member for a particular cause may be lost if he fails to inform his staff member of the unsatisfactory nature of his services and does not take the prescribed action within a reasonable time. While the above statements are rec- ommended for adoption by library ad- ministrations where professional librar- ians are accorded faculty rank and title, in institutions where librarians are under another system, -the library administra- tion is advised to establish a tenure pro- cedure similar in nature and principle to that described above. The foregoing statements represent an effort to formal- ize the best current practice, rather than a marked departure from present prac- tice. ••