I. Hiring of Library Director The Board of Trustees will be responsible for hiring a qualified Director to manage the day-to-day operation of the Library. When filling the vacancy of Library Director the following will be considered: a. Education; b. Experience on computer, fax and copier; c. Experience in administration of a public library or management or supervisory experience; d. Ability to explain how his/her experience and talent can be used as Director of the Library; e. Willingness to become involved in the community and ability to be Comfortable in relations with the public of all ages; f. Commitment to continuing education; g. Enthusiasm for Librarianship. II. Salaries The Library Director will be scheduled to work 30 hours a week. The starting rate for all new employees will be established on the basis of the prospective employee’s overall qualifications, as determined by the Board. Movement in wages will be based on the employee’s performance, evaluated on an annual basis. Wage actions will most often be taken at the beginning of the fiscal year. An increase in wages will be given at the completion of Library Certification. III. Probation Period A probation period of six months will be made by the Library Board on the performance of the Director to determine if his/her employment is to be continued. Following probation, performance reviews will be made at least once each year. IV. Director’s Job Description 1. Works with Library Board of Trustees. 2. Plans and directs staff. 3. Hires temporary staff. 4. Orients and trains new staff and volunteers. 5. Orders books and other library materials. 6. Catalogs, classifies, and processes library materials. 7. Serves at circulation desk/registers patrons. 8. Supervises the physical upkeep of the collection. 9. Plans all library programs and tours. 10. Keeps all records of financial data. 11. Handles library public relations. 12. Keeps all records of library operations. 13. Prepares annual report for the board, city, county, region and state. 14. Works with the Board of Trustees for budget, goals, and policies. 15. Attends board meetings, some city meetings, county meetings, and continuing education classes. 16. Operates photo copier. 17. Handles interlibrary loan through SILO, orders, prepares and mails back loaned books. 18. Handles Open Access and mails back books. 19. Decorates library. 20. Calls patrons on overdue books. 21. Writes Newspaper articles. 22. Operates FAX machine. 23. Helps Friends of the Library with Book Fair. 24. Uses computer for indexing, processing books, Interlibrary loan location, and circulation. 25. Assists patrons on Internet. 26. Answers reference questions using library materials, online databases and regional reference. V. Assistant Librarian’s Job Description 1. Catalogs, classifies, and processes library materials. 2. Serves at circulation desk/registers patrons. 3. Operates photo copier. 4. Handles Interlibrary loan through SILO, orders and prepares books to send back. 5. Handles Open Access. 6. Calls patrons on overdue materials. 7. Operates FAX machine. 8. Uses computer for indexing, processing materials, Interlibrary loan location, and circulation. 9. Attends continuing education classes. 10. Assists on Internet. VI. Benefits for the Library Director Meetings/Workshops: The Library Director is required to attend County meetings, City Council meetings, if library business is being discussed, or any continuing education classes that are of value to maintain the library. When the director is required to attend City Council meetings, he/she shall be paid at a rate of $25.00 per meeting. The Library Director and staff will receive regular wages, for total hours of attendance, registration fees and mileage at current city rate for attending meetings or workshops. Holidays: The Library Director will be paid for the following holidays at the same rate and number of hours worked in a normal work day: New Year’s Day, Memorial Day, Saturday before Easter, Independence Day, Labor Day, Veteran’s Day, President’s Day, Thanksgiving Day, the day after Thanksgiving, Christmas day, and the day after Christmas. If a holiday falls on a Saturday, it will be observed the prior Friday, and if a holiday falls on Sunday, it will be observed the following Monday. The Library will be closed on these days. Jury Duty: Compensation will be paid for days missed to serve on jury duty. The difference between jury pay and regular wages will be paid. Sick Leave/Personal Day: The library director shall be allowed six (6) paid sick days per year. The sick days may be accumulated up to thirty (30) days. If an employee is absent from work due to illness or injury for a period exceeding three (3) days, he/she shall present a written verification by his/her physician of illness or injury upon returning to work. Sick days may be used as personal days. Emergency Leaves: The Library Director shall be granted three (3) days off with pay from employment to attend funerals involving his/her immediate family members- defined as spouse, son, daughter, parents, brother, sister. One (1) day for grandparents. When the Library Director is required to appear in court on business for the Library, he/she shall be paid regular base rate of hourly pay, plus mileage at the current city rate. Vacation: Hours of vacation are equivalent to the number of hours worked per week. Employees may use their vacations as they wish. They can take one day at a time or take it all at once. They shall use up all vacation time each year. Employees shall not accrue vacation time. Vacation: Year one (1) 1 week From second (2nd) through fourth (4th) year 2 weeks From fifth (5th) through tenth (10th) year 3 weeks After tenth (10th) year 4 weeks Maternity/Paternity Leave: The Library Director may use unused vacation time or sick leave time for maternity or paternity leave. If additional time is desired, leave without pay may be requested. VII. Discipline 1. An employee who fails to maintain proper standards of conduct shall be subject to disciplinary action up to and including discharge. Examples of violations that may result in disciplinary actions include but are not limited to: neglect of duty, disobedience of orders, willful misconduct, and failure to properly perform the duties of the library director. 2. With just cause the Library Director may discharge an employee. 3. Grievance procedures for staff: When a grievance first arises, the staff member should approach the Library Director. If no satisfactory solution is found or if the staff member feels that his/her problems have not been considered fairly, a staff member may request a hearing before the Board of Trustees. A duplicate copy of the request shall be sent to the Library Director at the same time as to the Board of Trustees. 4. Termination of service Resignation: A letter of resignation is to be presented to the Board of Trustees at least four (4) weeks in advance. Dismissal: If it is necessary to dismiss the Library Director or staff member, a warning in writing is to be submitted to the employee giving his/her two (2) weeks to improve the situation. If dismissal must follow, a one (1) week notice is given.
