Appendix G - Personnel – Personnel Policy Issues

Personnel policies must address the following statements:

  1. Personnel procedures
    • Recruitment - Selection
    • Appointment - Performance evaluation
    • Promotions/demotions - Grievance procedures
    • Personnel records - Resignation and dismissals
    • Retirement - Outside employment/dual employment
    • Volunteer program
    • Probationary period
    • Discipline
  2. Salaries and position classifications
    • Job descriptions - Salary schedules
    • Organization chart - Pay periods
  3. Benefits
    • Insurance (health, life, disability)
    • Retirement plan (Social Security, state, Employee Assistance Programs, private)
    • Worker’s Compensation
    • Credit Union
  4. Conditions of work
    • Hours
    • Political activity
    • Substance abuse
    • Personal telephone calls/email
    • Attendance
    • Use of library equipment
    • Confidential records
    • Harassment
    • Emergency closings
    • Drug free environment
    • Family at work
    • Smoke free environment
    • Personal appearance
    • Safety
  5. Staff development
    • Orientation
    • In-service training
    • Formal education
    • Continuing education opportunities
    • Professional affiliations and meetings
    • Travel expenses
  6. Vacation and leave
    • Vacation
    • Sick leave
    • Personal day
    • Disability leave
    • Leave without pay
    • Holidays
    • Personal leave
    • Professional and education leave
    • Jury duty
    • Reserve military duty
    • Emergency/funeral leave
    • Maternity and paternity leave
    • Unauthorized leave
    • Bereavement
    • Compensatory time
    • Overtime
    • Family medical leave

Code of Ethics of the American Library Association

As members of the American Library Association, we recognize the importance of codifying and making known to the profession and to the general public the ethical principles that guide the work of librarians, other professionals providing information services, library trustees and library staffs.

Ethical dilemmas occur when values are in conflict. The American Library Association Code of Ethics states the values to which we are committed, and  embodies the ethical responsibilities of the profession in this changing information environment.

We significantly influence or control the selection, organization, preservation, and dissemination of information. In a political system grounded in an informed citizenry, we are members of a profession explicitly committed to intellectual freedom and the freedom of access to information. We have a special obligation  to ensure the free flow of information and ideas to present and future generations.

The principles of this Code are expressed in broad statements to guide ethical decision making. These statements provide a framework; they cannot and do not dictate conduct to cover particular situations.

  1. We provide the highest level of service to all library users through appropriate and usefully organized resources; equitable service policies; equitable access; and accurate, unbiased, and courteous responses to all requests.
  2. We uphold the principles of intellectual freedom and resist all efforts to censor library resources.
  3. We protect each library user's right to privacy and confidentiality with respect to information sought or received and resources consulted, borrowed, acquired or transmitted.
  4. We recognize and respect intellectual property rights.
  5. We treat co-workers and other colleagues with respect, fairness and good faith, and advocate conditions of employment that safeguard the rights and welfare of all employees of our institutions.
  6. We do not advance private interests at the expense of library users, colleagues, or our employing institutions.
  7. We distinguish between our personal convictions and professional  duties and do not allow our personal beliefs to interfere with fair representation of the aims of our
  8. institutions or the provision of access to their information resources.
  9. We strive for excellence in the profession by maintaining and  enhancing our own knowledge and skills, by encouraging the professional development of co-workers, and by fostering the  aspirations of potential members of the profession.

Adopted by the ALA Council, June 28, 1995

Employee Performance Evaluation

  • Employee Name:
  • Job Title:
  • Period Covered:
  • From: To: Evaluation Date:
  • This is a:
    • Scheduled Evaluation
    • Unscheduled evaluation by request of employee
    • Unscheduled by request of supervisor

Adapted from Stueart, Robert D & Barbara B. Moran, Library and Information Center Management, 5th ed., 1998 Libraries Unlimited

  1. List Below Primary Job Responsibilities. Comment on each area of responsibility. Assign one of the five evaluation terms (Unacceptable, Marginal, Satisfactory, Commendable, Superior) to each area of responsibility.

Use of Instructions and Constructive Criticism:

Does employee readily accept and use suggestions, instructions and constructive criticism to improve performance?

Performance Evaluation Factors

  1. Knowledge of Work:  Necessary knowledge of the elements of work assignments. Demonstration: Learns, understands and retains the elements of work assignments. Remembers instructions of job task without repeated orders from supervisor.
    1. Unacceptable (  ); Marginal (  ); Satisfactory (  ); Commendable (  ); Superior (  )
    2. Comments and evaluation
  2. Quantity of Work:  The progress made on tasks that result in the expected quantity of work. Demonstration: Meets the established standards for required quantity of work. Uses time effectively and efficiently.
    1. Unacceptable (  ); Marginal (  ); Satisfactory (  ); Commendable (  ); Superior (  )
    2. Comments and evaluation
  3. Quality of Work:  The extent to which work meets the required standards for quality. Demonstration: Organizes and checks work to meet required standards or objectives. Thoroughly and accurately accomplishes job duties. Results are consistently dependable.
    1. Unacceptable (  ); Marginal (  ); Satisfactory (  ); Commendable (  ); Superior (  )
    2. Comments and evaluation:
  4. Adaptability: The capacity to adapt to new situations. Demonstration: Readily copes and adapts to changes in routines, work load, work assignments and new situations.
    1. Unacceptable (  ); Marginal (  ); Satisfactory (  ); Commendable (  ); Superior (  )
    2. Comments and evaluation:
  5. Initiative: The capacity to undertake and perform job duties independently but with appropriate and responsible usage of supervisory support. Demonstration: is a self-starter but also seeks supervisory assistance and guidance when necessary. Contributes new ideas or improved methods to the work process
    1. Unacceptable (  ); Marginal (  ); Satisfactory (  ); Commendable (  ); Superior (  )
    2. Comments and evaluation:
  6. Dependability: Reliability in following assigned work schedules and attendance standards. Demonstration: Regularly follows assigned schedules, meets attendance standards and satisfactorily completes assignments in a timely manner. Can be relied upon.
    1. Unacceptable (  ); Marginal (  ); Satisfactory (  ); Commendable (  ); Superior (  )
    2. Comments and evaluation
  7. Personal Conduct: The standards of personal behavior established to maintain effective job performance including contributing to a safe and healthful work environment. Demonstration: Regularly complies with the standards of personal behavior including a satisfactory working relationship with others. Is safety conscious.
    1. Unacceptable (  ); Marginal (  ); Satisfactory (  ); Commendable (  ); Superior (  )
    2. Comments and evaluation

Director’s Summary comments:

Recommendations for accomplishment of development needs and training:

 

Mutually established performance goals and objectives:

 

Library Director’s signature: ____________________________ Date:

Employee’s Summary Comments:

Carefully consider all the factors before giving your comments on the performance evaluation received.

 

Your signature indicates that you have discussed this evaluation with your supervisor. It does not necessarily indicate agreement with content.

Employee Signature: ___________________________________ Date: