Library Director Bootcamp: Getting the Skills You Need, Part 2 (Nov. 2018)

1. October 2, 2017
Library Director Bootcamp
SESSION 2: PERSONNEL

2. Who are we?
2
Kate Hall Kathy Parker
Executive Director Retired Library Director
Northbrook Public Library Glenwood-Lynwood
Public Library District

3. What are we covering today?
3
Personnel

4. What are we covering today?
4
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.

5. PERSONNEL: Interviewing
5
Before the Interview
Think before you act

6. Did You Know?
6
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?

7. PERSONNEL: Interviewing
7
Before the Interview
Think before you act
During the Interview
Listen before you speak

8. PERSONNEL: Interviewing
8
Before the Interview
Think before you act
During the Interview
Listen before you speak
After the Interview
Review all the data before you decide

9. 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:

10. Did You Know?
10
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

11. PERSONNEL: Compensation
Pay Grade FLSA Job Title
Range
Minimum
Range
Midpoint
Range
Maximum
1 NE Programming Aide $16,773 $20,967 $25,160
NE Shelver $9.22 $11.52 $13.82
NE Summer Reading Assistant
2 Reserved for future restructuring $18,868 $23,585 $28,303
3 Reserved for future restructuring $21,225 $26,531 $31,838
4 NE Circulation Clerk $23,876 $29,845 $35,814
NE Security Monitor
NE Technical Services Clerk
5 NE Acquisitions Assistant $26,859 $33,573 $40,288
NE Youth Services Program Assistant
6 NE Cataloging Assistant $30,213 $37,767 $45,320
NE Library Assistant $16.60 $20.75 $24.90
NE Maintenance Worker
7 NE Administrative Assistant $33,987 $42,484 $50,981
NE Circulation Supervisor $18.67 $23.34 $28.01
NE Staff Accountant
8 NE Auditorium Coordinator $38,232 $47,790 $57,349
NE Graphic Designer $21.01 $26.26 $31.51
NE Programming Coordinator
9 NE Cataloging Librarian $43,008 $53,760 $64,512
NE Librarian
NE Marketing and Communications Supervisor
10 E Assistant Department Manager $48,380 $60,475 $72,570
NE Maintenance Manager $26.58 $33.23 $39.87
11 E Circulation Manager $54,423 $68,028 $81,634
E Human Resources Manager $29.90 $37.38 $44.85
12 E Department Manager $61,220 $76,525 $91,831
$33.64 $42.05 $50.46
Northbrook Public Library
Pay Grade Assignments
Based on a 35 Hour Workweek
Effective: May 1, 2018

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. 2 Minute Mental Break
27

28. Ongoing
PERSONNEL: Evaluating & Disciplining
28

29. Annual
Ongoing
PERSONNEL: Evaluating & Disciplining
29

30. Discipline
Annual
Ongoing
PERSONNEL: Evaluating & Disciplining
30

31. Discipline
Annual
Ongoing
Terminations
PERSONNEL: Evaluating & Disciplining
31

32. Pulse Point
32
Who has fired an employee?
How have you felt after?
• Elated
• Nauseous
• Terrified
• Sad
• All of the above

33. Did You Know?
33

34. Did You Know?
ADA
FLSA
EEOC
FMLA
DOL
FICA

35. 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

36. PERSONNEL: Terms to Know
ADA
Americans with
Disabilities Act
https://www.ada.gov

37. PERSONNEL: Terms to Know
ADA
Americans with
Disabilities Act
https://www.ada.gov
EEOC
Equal Employment
Opportunity Commission
https://www.eeoc.gov/

38. 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/

39. 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/

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/
FMLA
Family Medical Leave Act
https://www.dol.gov/gen
eral/topic/benefits-
leave/fmla
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/
FICA
Federal Insurance
Contributions Act
https://www.ssa.gov/em
ployer/

42. Making Connections
42
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.

43. PERSONNEL: Job Descriptions
Physical Requirements
Job Responsibilities
Qualifications
Summary
Heading

44. Group Discussion: How can or do you use
personnel policies in your day to day operations?
44

45. PERSONNEL: Personnel Policies
45
45

46. PERSONNEL: Personnel Policies
46
Benefits
46

47. PERSONNEL: Personnel Policies
47
Benefits
General
Disclaimer
47

48. 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.

49. 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.

50. PERSONNEL: Personnel Policies
50
Benefits
General
Disclaimer
Equal
Employment
50

51. PERSONNEL: Personnel Policies
51
Benefits
General
Disclaimer
Equal
Employment
Conduct
51

52. PERSONNEL: Personnel Policies
52
Benefits
General
Disclaimer
Money
Equal
Employment
Conduct
52

53. PERSONNEL: Personnel Policies
53
Benefits
General
Disclaimer
Money
Equal
Employment
Technology
Conduct
53

54. PERSONNEL: Personnel Policies
54
Benefits
General
Disclaimer
Money
Equal
Employment
Technology Property
Conduct
54

55. PERSONNEL: Personnel Policies
55
Benefits
General
Disclaimer Miscellaneous
Money
Equal
Employment
Technology Property
Conduct
55

56. What did we cover today?
56
Personnel

57. Pulse Point
57
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!!!!!!

58. What Now? Join us on Facebook
58
Find us on Facebook by searching Library Director Bootcamp

59. Questions
59