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.