I have said that this system was formally adopted by the board. This is not necessary, nor is it the best plan. A system of this kind is best regarded simply as an aid to the librarian in making recommendations for appointment or promotion. In making such recommendation, the librarian must, of course, satisfy himself that his candidates are fit, and it is proper that he should adopt any system that commends itself to him for ascertaining that they are so. The board is, of course, the final authority. It could override any system that it might adopt, just as easily as it could go over the head of the librarian’s recommendation; and it is better for its own dignity that a departure from the system should take the latter form, rather than the former. I regard it as quite sufficient, therefore, when a librarian grades his staff, that he should simply report to his board that he is about to make certain dispositions and require certain tests to aid him in making proper recommendations for appointment and promotion, and that his recommendations in future will be guided by these arrangements. The authority of the board and its ability to reject his recommendations have not been touched, and its disposition to trust him and accept his advice will be surely increased as it sees that he is adopting plans to improve that advice and give it force. This grading of the New York Free Circulating staff has been dwelt on at length, although very simple, because it formed the basis of the other gradings, now to be described. The application of a similar system to the staff of the Brooklyn Public Library took place early in 1899, at a time when, owing to a crisis in the affairs of the library, it had temporarily ceased to do work. It had only four library assistants, and yet the probabilities were strongly in favor of an immediate and rapid expansion, such as actually did take place not long after. Expediency, therefore, pointed to the organization of the staff on the supposition that it would soon be of considerable size.