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Learning Objectives Participants will be able to
Recognize the importance of advocating for staff compensation.
Integrate effective supervision strategies into staff management practices.
Recognize situations which call for legal counsel.
Examine and improve (if necessary) current library hiring and job performance procedures.
Overview
Staffing and Strategic Planning What is compensation? The hiring process Strategies for successful
supervision Managing employee job
performance
DISCLAIMER
The following human resources strategies are guidelines and
general practices. Please do not consider themlegal advice.
Check with your library policies and legal counsel when questions arise.
Caveat
Civil Service Librarian’s Guide to Civil Service:
http://www.nyla.org/index.php?page_id=332
Unions
Staffing and Strategic Planning
5 Year Goals Changing expectations for libraries
and workplaces Checklist of personnel policies
Advocating for Staff Compensation
Working with the Library Board Tie library successes to staff
efforts Give an economic context Examples of similar libraries’
strategies Be open to creative options
Hiring Process Overview
Writing job descriptions Hiring and the ADA Interviewing Making job offers Orientation and training Probationary periods
Writing Job Descriptions
Structuring the position Abilities and skills Sample job descriptions Advertising
Hiring and the ADA
Americans with Disabilities Act Equal opportunities Essential Job Functions Reasonable Accommodations
Interviewing True or False
I notice that you are in a wheelchair. What illness do you suffer from?
Will you be able to arrange for child care?
Will your pregnancy cause you to miss work?
Are you under 18?
Preparing Interview Questions
Open-ended questions Closed questions Scenarios Including other staff members
Conducting the Interview
Follow a set procedure Ask set questions Allow time for candidate questions Tour of the library
What if we can’t find any suitable candidates or everyone turns us down?
Reconsider the most qualified candidate
Review the job description Re-advertise the position Review candidates’ reasons for
declining the position
Orientation and Training
Elements of the Orientation Personnel files Opportunities for meeting staff Interesting early tasks Training
Successful Supervision Overview
Challenges in the small library Checklist for creating a positive &
productive workplace Communication Teambuilding Meetings Training
Checklist for a Positive & Productive Workplace (I) I know what is expected of me. I have the equipment and materials to
do my work right. I understand the library’s mission &
goals and know how my work helps us fulfill them.
Someone cares about me and encourages my development.
My co-workers are committed to doing quality work.
My opinion counts.
Checklist for a Positive & Productive Workplace (II) I have a best friend at work. I have an opportunity to do what I
do best each day. In the past week, I’ve been
recognized for what I’ve done well. In the last six months, I’ve
received feedback on my progress. In the last year, I’ve had
opportunities to learn and grow.
Barriers to Communication
Distractions Irrelevant info and too much detail Jargon Bad timing Mixed messages Personal prejudice and emotional
states
Ongoing Feedback
Daily check-in Keeping everyone “in the loop” Regular meetings with each staff
member Lots of effective feedback
Effective Feedback
Timely Descriptive and specific Emphasize the positive Constructive Active Listening Private v. public feedback
Meeting when staff schedules don’t overlap
Power of everyone being in the same place at the same time once a month
Mini-meetings Designated information spot
Training
Everyone’s work matters Opportunities for continuing
education Matching training to job functions
Training with No Budget
System Meetings Job swapping Mentoring Online Tutorials Grants and scholarships
Managing Employee Job Performance Overview
Annual Performance Evaluations/Reviews
Performance issues/disciplinary action
Terminating Employees Rewarding Employees Caveat: Unions and Contracts
Annual Performance Evaluation
Formal review of year Documents job performance Clarifies expectations Establishes goals Identifies areas for training
Results of a Successful Evaluation
Higher job performance and progress toward library goals
Identifies areas that need improvement
Reassess job activities Establishes criteria for rewards and
disciplinary action
Performance Issues and Disciplinary Action
Standards and expectations Documentation Follow library procedure Don’t wait until the annual review!
Addressing a Problem with an Employee
Are you avoiding confrontation? Steps to take Effective Feedback Plan of Action Follow Up
Disciplinary Action Process
Follow library policy and procedure Verbal warnings Written warnings Coaching Review procedure with employee
Coaching
You are in this together! Develop a plan Training or mentoring Follow up and feedback Document everything
Termination of Employment
The last resort When is it appropriate to fire
someone? Legal Aspects No surprises
What do I do?
Review the disciplinary process Who should inform the employee? The termination meeting Informing the rest of the staff
Rewards for Job Performance
Ongoing positive feedback Checklist for Creating a Positive
Workplace Options for small libraries
Legal Aspects of Employment
Caveat: “Not always so” Federal Laws Children and Teens Minimum Wage and Breaks Consult your legal counsel
Resources
ABLE Human Resources Fundamentals of Library
Supervision. Giesecke, Joan and Beth McNeil. Chicago: ALA, 2005.
Public Librarian’s Human Resources Handbook. Baldwin, David.
Englewood, CO: Libraries Unlimited, 1998.