Library Director Bootcamp: Getting the Skills You Need—Part 2 (November 2017)
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This document summarizes a library director bootcamp session on personnel. The session covered interviewing, compensation, benefits, onboarding and training, evaluating and disciplining employees, and personnel policies. Key topics included appropriate interview questions, developing job descriptions and salary schedules, common benefits offered, legal requirements around ADA, FMLA and other employment laws, and using personnel policies in day-to-day operations. Attendees engaged in group discussions on handling difficult personnel situations and legal compliance areas they want more information on. The goal was to increase participants' confidence in addressing human resources and personnel issues in their libraries.
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Library Director Bootcamp: Getting the Skills You Need—Part 2 (November 2017)
- 1. October 2, 2017 Library Director Bootcamp SESSION 2: PERSONNEL
- 2. Who are we? 2 Kate Hall Kathy Parker Executive Director Library Director Northbrook Public Library Glenwood-Lynwood Public Library District
- 3. Why are we here? 3 You Who are you? • A library staff member • A library manager • Interim Director • New library director (less than 1 year) • Currently a library director (few years) • A well seasoned director (director for 10+ years)
- 4. What are we covering today? 4 Personnel
- 5. What are we covering today? 5 Personnel Who has received formal training on managing HR issues? • I am not 100% sure what HR even means. • Nope. Nada. Zilch. • I have attended a workshop here and there. • I have taken some pretty intense courses. • I am a certified HR professional.
- 6. PERSONNEL: Interviewing 6 Before the Interview Think before you act
- 7. Did You Know? 7 Which questions are appropriate to ask in an interview? How many children do you have? Does your religion prevent you from working certain days of the week? How are you qualified for this position? Have you ever sued or collected unemployment from a former employer?
- 8. PERSONNEL: Interviewing 8 Before the Interview Think before you act During the Interview Listen before you speak
- 9. PERSONNEL: Interviewing 9 Before the Interview Think before you act During the Interview Listen before you speak After the Interview Review all the data before you decide
- 10. PERSONNEL: Interviewing Interview Evaluation Record Name Date of Interview Position Interviewed for Candidate is Internal Candidate External Candidate Relationship to Job Requirements Evaluation Factors: 1 = Outstanding 2 = Average 3 = Below Average 4 = Unacceptable Evaluation Factor Comments Skill Development (Skill, Education) Relevant Experience Work-Related Accomplishments Technical Ability Knowledge of Industry Communication Skills OVERALL RATING I recommend this candidate be considered: A Strong Candidate A Possible Candidate A Possible Candidate for Other Position(s)(Please explain below.)* Of No Further Interest Other * Suggested other positions:
- 11. Did You Know? 11 What is not included in a salary schedule? • How much you should pay a specific person • The salary ranges for each position in the library • Different grades based on the type of job being performed • Job Titles for positions in the library
- 12. PERSONNEL: Compensation Job Descriptions What do your employees do at work?
- 13. PERSONNEL: Compensation Job Descriptions What do your employees do at work? Benchmarking Who are you similar to?
- 14. PERSONNEL: Compensation Job Descriptions What do your employees do at work? Benchmarking Who are you similar to? Review What does the data show you?
- 15. PERSONNEL: Compensation Job Descriptions What do your employees do at work? Benchmarking Who are you similar to? Review What does the data show you? Finalize How are you going to implement?
- 16. PERSONNEL: Compensation Job Descriptions What do your employees do at work? Benchmarking Who are you similar to? Review What does the data show you? Finalize How are you going to implement? Rinse & Repeat So this means you are done, right?
- 17. Making Connections 17 What kind of increase do you do at your library? • COLA (Cost of Living Adjustment) • None • Merit • COLA & Merit • I have no clue
- 18. PERSONNEL: Benefits MEDICAL DENTAL VISION
- 19. PERSONNEL: Benefits LIFE INSURANCE EMPLOYEE ASSISTANCE PROGRAM PENSION
- 20. PERSONNEL: Benefits TIME OFF SCHOOL PROFESSIONAL MEMBERSHIPS & CE
- 21. Group Discussion: What other benefits do your libraries offer that are out of the ordinary? 21
- 22. PERSONNEL: Onboarding & Training Onboarding Library Wide What do new employees need to know about the Library in general?
- 23. PERSONNEL: Onboarding & Training Onboarding Library Wide Onboarding by Department What do new employees need to know about the Library in general? What procedures and practices do employees need to know about their department?
- 24. PERSONNEL: Onboarding & Training Onboarding Library Wide Onboarding by Department Training for the Long Haul How can you set employees up for success now and in the future? What do new employees need to know about the Library in general? What procedures and practices do employees need to know about their department?
- 25. PERSONNEL: Onboarding & Training Onboarding Library Wide Onboarding by Department Training for the Long Haul How can you set employees up for success now and in the future? Training on Something New What should you do when you are making a change? What do new employees need to know about the Library in general? What procedures and practices do employees need to know about their department?
- 26. Group Discussion: What training do you do in your Library? 26
- 27. Ongoing PERSONNEL: Evaluating & Disciplining 27
- 28. Annual Ongoing PERSONNEL: Evaluating & Disciplining 28
- 29. Discipline Annual Ongoing PERSONNEL: Evaluating & Disciplining 29
- 30. Discipline Annual Ongoing Terminations PERSONNEL: Evaluating & Disciplining 30
- 31. Pulse Point 31 Who has fired an employee? How have you felt after? • Elated • Nauseous • Terrified • Sad • All of the above
- 32. 2 Minute Mental Break 32
- 33. Group Discussion: Who has ever worried they were doing something illegal without knowing? 33
- 34. Did You Know? 34
- 36. Did You Know? ADA Americans with Disabilities Act FLSA Fair Labor Standards Act EEOC Equal Employment Opportunity Commission FMLA Family Medical Leave Act DOL Department of Labor FICA Federal Insurance Contributions Act
- 37. PERSONNEL: Terms to Know ADA Americans with Disabilities Act https://www.ada.gov
- 38. PERSONNEL: Terms to Know ADA Americans with Disabilities Act https://www.ada.gov EEOC Equal Employment Opportunity Commission https://www.eeoc.gov/
- 39. PERSONNEL: Terms to Know ADA Americans with Disabilities Act https://www.ada.gov EEOC Equal Employment Opportunity Commission https://www.eeoc.gov/ DOL Department of Labor https://www.dol.gov/
- 40. PERSONNEL: Terms to Know ADA Americans with Disabilities Act https://www.ada.gov FLSA Fair Labor Standards Act https://www.dol.gov/wh d/foremployers.htm EEOC Equal Employment Opportunity Commission https://www.eeoc.gov/ DOL Department of Labor https://www.dol.gov/
- 41. PERSONNEL: Terms to Know ADA Americans with Disabilities Act https://www.ada.gov FLSA Fair Labor Standards Act https://www.dol.gov/wh d/foremployers.htm EEOC Equal Employment Opportunity Commission https://www.eeoc.gov/ FMLA Family Medical Leave Act https://www.dol.gov/gen eral/topic/benefits- leave/fmla DOL Department of Labor https://www.dol.gov/
- 42. PERSONNEL: Terms to Know ADA Americans with Disabilities Act https://www.ada.gov FLSA Fair Labor Standards Act https://www.dol.gov/wh d/foremployers.htm EEOC Equal Employment Opportunity Commission https://www.eeoc.gov/ FMLA Family Medical Leave Act https://www.dol.gov/gen eral/topic/benefits- leave/fmla DOL Department of Labor https://www.dol.gov/ FICA Federal Insurance Contributions Act https://www.ssa.gov/em ployer/
- 43. Making Connections 43 ANSWER TRUE OR FALSE 1. I have never seen a copy of my job description. 2. Your job description has been updated in the last 10 years. 3. Your job description has your job title and who you report to. 4. The educational requirements for the position have been listed. 5. The job description has been tailored to an individual person. 6. Physical requirements are listed. 7. Every task that you perform is listed on the job description.
- 44. PERSONNEL: Job Descriptions Physical Requirements Job Responsibilities Qualifications Summary Heading
- 45. Group Discussion: How can or do you use personnel policies in your day to day operations? 45
- 49. PERSONNEL: Personnel Policies GENERAL DISCLAIMER 1 of 2 This handbook is designed to acquaint you with the ABC Public Library (“the Library”) and provide you with information about working conditions, employee benefits and some of the policies affecting your employment. You are responsible for reading, understanding and complying with all provisions of the handbook. It describes many of your responsibilities as an employee and outlines the programs developed by the Board of Library Trustees to benefit employees. The employee handbook cannot anticipate every circumstance or question about policy. As situations arise that are not addressed in the handbook, the need may arise to change policies described in the handbook. The Library therefore reserves the right to revise, supplement, deviate from or rescind any policies or portion of the handbook from time to time as it deems appropriate, in its sole and absolute discretion. The Library will make an effort to notify you of such changes as they occur. The employee handbook is not intended to create a contract of employment. Rather, it is simply intended to describe the Library’s policies and procedures, employee benefits, and general guidelines. Employment and compensation can be terminated, with or without cause, and with or without notice, at any time at the option of either the employee or the Library. No representative of the Library, other than the Board of Trustees has the authority to enter into any agreement for a specified period of time or to make any agreement contrary to the foregoing. Any such agreement must be by individual agreement, in writing and signed by you and the President of the Board of Trustees. No one has the authority to make verbal statements of any kind at any time which, are legally binding on the Library or the Library Board of Trustees.
- 50. PERSONNEL: Personnel Policies GENERAL DISCLAIMER 2 of 2 Federal, state or local laws or regulations shall supersede these stated policies, until corrections can be published, in the following instances: If any of the policies are or become in conflict with federal, state or local laws or regulations; If any omissions or inclusions cause conflict with federal, state or local laws or regulations; or If typographical or printer error should cause conflict with any federal, state or local laws or regulations. Some of the subjects described herein are covered in detail in official policy documents, e.g., benefit plans. You should refer to these documents for specific information, since the handbook only briefly summarizes the Library’s policies, procedures and benefits. Should there be any questions as to the interpretation of the policies or benefits listed in this handbook, the final explanation and resolution will be at the sole and absolute discretion of the Library Board of Trustees, subject to federal, state and local laws.
- 55. PERSONNEL: Personnel Policies 55 Benefits General Disclaimer Money Equal Employment Technology Property Conduct 55
- 56. PERSONNEL: Personnel Policies 56 Benefits General Disclaimer Miscellaneous Money Equal Employment Technology Property Conduct 56
- 57. What did we cover today? 57 Personnel
- 58. Pulse Point 58 Are you more confident in thinking/talking/ understanding HR and personnel issues? • I feel like I am now an HR expert! • I am feeling reasonably confident, but want to look at the additional resources • I feel like I at least know what to watch out for now • I still feel completely lost • PLEASE HELP ME!!!!!!
- 59. Questions 59