In concluding, it may be well to call attention again to the fact that such schemes as these are designed to aid an appointing body or officer, not to control him. They would be of little value to a municipality desiring to limit a political mayor’s power for evil, or to a mayor wishing to keep his board of library trustees within bounds, or to a board anxious to curb its librarian’s propensity to appoint personal favorites. Such a plan pre-supposes that appointment and promotion for the good of the service are desired, and it serves to bring this about so far as it may. A board, or a librarian, could depart from it or violate its provisions in a dozen ways. What, then, is the use of it? In a small staff, it has no uses. It would be as silly to grade such a staff and make rules for its promotion as it would be for a housekeeper with a cook and one maid to call the former Class A and the latter Class B, and draw up rules for their appointment and promotion. But as soon as the size of the staff exceeds that at which the officer in charge can know each member and her work with intimate personal knowledge, then something of the kind becomes imperative. The members of such a staff are better satisfied that they are being treated with uniform justice, and that merit is properly recognized, if it is done in some systematic way like this, and the officer on whose recommendation appointments and promotions are made runs much less risk of making mistakes. Every librarian should, I believe, examine himself to make sure that his present scheme of service, whatever it may be, is sufficient for these purposes and adapted to secure their attainment smoothly and satisfactorily. EFFICIENCY RECORDS IN LIBRARIES In the foregoing article the present writer gave the result of his experience in formulating and establishing systems of service in four large libraries, and, incidentally, stated his conclusion that such systems should always remain in the control of the library authorities.