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8.1 Performance Plans and Evaluation
All Library employees will receive regular performance evaluations from their supervisor/manager to record recent job performance, set goals and objectives, recognize accomplishments, and note particular strengths and/or deficiencies. Performance evaluations will be conducted annually, at a minimum. Additional performance evaluations may be conducted during the course of employment due to specific problems with the employee’s performance or behavior. Performance appraisals shall also serve to assist the employee in improving performance and behavior as necessary. Performance plans may be subject to periodic adjustments.
8.1.1 Performance Plans for new employees
When a newly hired employee completes his/her probationary period, his/her supervisor/manager will work with the employee to create a performance plan. Employees who have been transferred, promoted, or demoted into a new position will also write a performance plan. The plan is documented in a form provided by the Human Resources Department and details the employee’s professional goals, work not stated in the job description, areas for improvement, and major tasks.The employee will use the performance plan over a 12-month period or the remainder of the fiscal year.
8.1.2 Performance Evaluations
During June of each year the employee’s progress will be reviewed based on the goals stated in the performance plan. Employees participate in the evaluation process. Expectations or
goals in the performance plan that have not been met can result in counseling. Supervisors/managers should not wait for performance evaluation periods to address employee behavior or performance issues. Performance evaluation results may impact merit increase eligibility.
8.1.3 Merit Increases
Merit increases are available when recommended by the Executive Director and authorized by the Board as budget permits. Merit increases are typically granted to eligible employees on the first full pay period in August. To be eligible for a merit increase, employees must:
Meet or exceed expectations set in their performance plan, as documented in their
performance evaluation.
Have successfully completed the initial six month probationary period.
Policy Amended- Library Board Approval May 19, 2014
8.2 In-service Training
An in-service training program is designed to encourage professional and personal development. It includes an orientation program for new employees and ongoing training programs for current staff. Training expectations are included in staff performance plans. Some training may be mandated by a manager or the Executive Director. Supervisors/managers are responsible for ensuring that employees understand their assigned duties, are trained to conduct these duties competently, and are informed of new plans and policies.
Employees are notified of upcoming training opportunities through email. Employees can contact the Training Manager in the Human Resources Department for information as well. Prior to registering for training, employees are required to clear attendance with their supervisor/manager. Employees who sign up for training are required to attend all sessions except under exigent
circumstances. Staff participation in committees, conferences, and department staff meetings is an excellent method of in-service training, and provides the benefit of cooperative thinking in Library planning and policy information. Supervisors/managers are responsible for encouraging and supporting employee participation in committee work while balancing the needs of the
department.
8.3 Educational Opportunities
The Library benefits when employees seek formal and informal educational opportunities to improve personally or professionally. If an employee is enrolled in formal training or coursework for their personal development, the Library may make certain accommodations to support the employee. Supervisors/managers may attempt to arrange department schedules to accommodate the employee. If an employee is selected to receive formal training or education for their Library duties, the respective ELT Member may approve paid leave for the employee to attend courses. Supervisors/ managers will support the employee through schedule accommodations. The Library may pay for such training as approved by the respective ELT Member.
8.3.1 Tuition Reimbursement
The Library supports employee development by offering tuition reimbursement to employees who complete education. Tuition Reimbursement is neither an employee right nor a guaranteed benefit. Approval is dependent on available funds and management discretion. Human Resources will administer this benefit. Full-time and part-time employees are eligible for the tuition reimbursement program if they:
Have been employed with the Library for at least one year.
Pursuing an undergraduate degree, or Master’s Degree, from an educational institution accredited by one of the national or regional accreditation councils recognized by U.S. Department of Education - http://ope.ed.gov/accreditation/Search.aspx
Employees pursuing an undergraduate degree are eligible to receive 100% if full time or 50% if part time of tuition reimbursement up to the IRS limit. Employees pursuing a Master of Library Science degree, or a master’s degree that is library career related, are eligible for 100% of tuition reimbursement up to the IRS limit. Employees pursuing a Master’s degree in a non-library career related field are eligible to receive 50% if full time or 25% if part-time of tuition reimbursement up to the IRS Limit.
Employees pursuing other library work related educational opportunities such as community classes, language learning classes, etc, may be eligible on a case by case basis, up to 50% for full time or 25% for part time staff. The IRS limit is the amount of money an employer can reimburse for educational expenses as a tax-free fringe benefit to their employees.
Policy Amended- Library Board Approval August 24, 2020
8.4 Professional Meetings and Conferences
Employees are encouraged to attend meetings and conferences sponsored by professional organizations if it benefits the Library. Employees should discuss their requests with their supervisor/manager for the following fiscal year during the budget planning period (usually by December in the prior fiscal year). If approved in the budget, the employee must coordinate attendance with their supervisor/manager well in advance of the event. The Library travel coordinator will assist the employee in registering for the conference and in booking the employee’s transportation and lodging. The employee will also receive a per diem as prescribed in the travel policy, Section 4.17.
8.5 Professional Affiliations
Employee membership in professional associations is encouraged but not mandatory except when membership or certification is required for the employee’s Library duties. Professional membership dues that provide licensing, certification, and resources that are required for an employee to maintain credentials listed in the job description will be reimbursed.