Personnel

This policy covers library staff employment.

Personnel Policy


  1. Management Policy
    1. The library board shall select, appoint and, if necessary for valid reasons, dismiss the director.
    2. The board shall establish all other positions and all wage and benefit levels for all library staff.
    3. The library board shall provide orientation for a new director to assure that the director understands:
      1. the policies and processes related to the daily library operation.
      2. reporting and budgetary requirements that assure accountability and compliance with the law.
      3. the expectations of the board in regard to administrative processes and protocol, particularly as they relate to conducting effective and efficient board meetings
      4. rules and requirements for state certification and assistance which is provided by the library to acquire and maintain appropriate certification
    4. The library board shall conduct annual appraisals of the library director's performance, at which time personal and management goals can be discussed and negotiated.
  2. Administrative Policy - The person appointed as library director shall be charged with sole administration of the library.
    1. The director shall be responsible to the library board in matters pertaining to and concerning the library.  The director shall be present at board meetings and prepare and present such reports and meeting documents as requested following current by-laws
    2. The director shall maintain financial records in an efficient manner, present periodic reports to the library board and to the county governing body, prepare the draft of the annual budget to be presented to the library board, and assist the trustees with the presentation of the adopted request for appropriation to the county governing body.
    3. The director will maintain staff training and keep the staff informed on board policies.
    4. The director will be responsible for preparing performance assessments of library staff.
    5. The director shall have the responsibility for collection development for all materials in the library, including selection, ordering, processing, weeding and inventory of the collections according to library guidelines.
    6. The director will recommend changes in or additions to library policies and by-laws and the routine operation of the library schedule.
    7. The director, with the full cooperation of the bookmobile driver/coordinator, shall have the responsibility of the daily scheduling and routine maintenance of the bookmobile and its efficient operation.   The board members will be consulted if unusual expenses or changes are to be made concerning bookmobile operation.
  3. Salaries  - Salaries will be adopted by the library board.  The plan is subject to yearly revision at the November board meeting so that it will remain equitable for both the library and the staff.  While salaries will reflect levels of responsibility and experience required of the position, they will predominately be based on economic realities.
  4. Health and Life Insurance
  5. Vacation Policy
  6. Holiday Policy
  7. Show Days
  8. Sick Leave/Sick Leave Conversion
  9. Meetings, Conventions, Workshops  -  The director, staff and trustees attending continuing education opportunities which aid the library, shall be allowed reasonable expenses at the discretion of the library board according to the amount appropriated in the budget for such activities.  The staff, director and trustees are encouraged to attend and participate in continuing education.
  10. Disciplinary Policy - An employee of the Woodbury County Library including its branch libraries may be dismissed for action or behavior that causes the library's image or operation to be diminished.  This includes but is not limited to:  incompetence, misconduct, inattention to assigned duties, or unapproved absences from work.  Normally termination would be a final step which would follow:
    1. performance appraisal
    2. verbal or written warnings
    3. suspension and/or
    4. extended probation
    5. termination
    • It is important that complete and clear records be maintained regarding disciplinary processes for the protection of the employee and the library organization.  The library wants each employee to be successful in his/her job and will work with employees to eliminate any deficiencies.  While notice of intent to terminated can be expected, the Woodbury County Library reserves he right to dismiss an employee without notice in cases involving theft, drug or alcohol abuse, criminal activity, or in instance of misconduct.
  11. Resignation and Retirement - A library employee wishing to retire or resign from employment must notify the director or library board as soon as possible.  The library does request a minimum of notice of two weeks.  For the library director, a notice of at least one month is preferred.  The employee or director must submit a formal, written resignation statement giving the exact date that employment is terminated.
  12. Grievance Procedure - It is the intent of the Woodbury County Library that every employee shall have the opportunity to express concerns relating to the physical surroundings in which the employee works and procedures and conditions of the specific position.  Relationships with fellow workers or with the supervisor and the library rules as they apply to the staff are issues which the library board members acknowledge.  A concern or grievance should follow a set procedure.
    1. If possible, discuss the problem with the director.  In case the director is having a concern, this should first be discussed with the board president or other board members. 
    2. If the director is part of the problem or if the board president is part of the director's problem, the concern or grievance should be submitted in writing for the library board members.  The concern may be addressed during closed session or to the full board at the next regular or special board meeting.
    3. The board's representative will respond to the employee within five working days of the board meeting at which time the issue will be discussed, either providing a determination, solution or strategy as to how the board will address the issue over time.
  13. Drug Free Work Place - The Woodbury County Library will abide by the Drug Free Workplace Act which states the unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance is prohibited while performing work for the Woodbury county Library, whether that work is carried out in the workplace building, branch libraries or bookmobile.  All of the employees shall abide, as a condition of employment, by terms of this notice and shall notify the director or board within five (5) days of any criminal drug statue conviction for a violation occurring in the workplace.  Failure to comply shall be grounds for appropriate personnel action against such employee including immediate termination.
  14. Sexual Harassment Policy - Harassment on the basis of sex is a violation.  Sexual harassment, either verbal or physical is an unlawful employment practice and will not be tolerated by the Woodbury County Library.  The library accepts and adheres to all definitions and procedures outlines in the law as regards to sexual harassment.  Any employee who engages in sexual harassment will subject themselves to disciplinary action including immediate termination.