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Rippey Public Library Personnel Policy Approved Monday, June 29, 2015

The personnel policy for the Rippey Library approved Monday, June 29, 2015

Personnel Policies Rippey Public Library

The Rippey Public Library Board of Trustees will advertise, screen and hire the Librarian.  The job description will be as comprehensive as possible.  Discrimination on the basis of sex, sexual orientation, national origin, race, or ethnicity will be prohibited.

The Library Board will establish policies to be administered by the Librarian.  The Librarian is directly responsible to the Library Board.  Other staff or volunteers are the responsibility of the Librarian.

The Librarian (if not already certified) will be provided paid training time with the Regional Library.  Hopefully, as a vacancy occurs and a new librarian is hired, the Librarian leaving will be available to help train the new.  Starting wages will be determined by the Library Board of Trustees.

As this is a part-time position, no benefits will be provided.  Paid vacation of one week (after one year of employment) for the Librarian will be arranged with the approval of the Library Board.  The Librarian will receive paid holidays on days the library normally would be open.  (See list of Paid Holidays on separate policy).

A yearly review of the Librarian by the Library Board will occur.

The Librarian will fulfill the duties of the Librarian (see separate policy: Duties of the Librarian).  With approval of the Library Board and sufficient funds, an Assistant to the Librarian may be hired (see separate duties: Duties of the Assistant to the Librarian).

All patrons shall be given courteous, friendly and prompt service.

Termination and Dismissal

The Librarian will give the Library Board of Trustees two weeks written notice of the termination of employment.  Exceptions will be considered on an individual basis by both the Librarian and the Board.

Hiring carefully, communicating well, nurturing positive working relationships, and evaluating effectively will eliminate most chances of termination.  The Librarian would be dismissed for serious infractions of board policy, violation of the law, or very poor performance coupled with an unwillingness or inability to improve.  Reasons for dismissal must be carefully documented.  Biases and personalities are not factors in any dismissal decisions.  All reasons for dismissal must be communicated in written form.

The person being considered for dismissal may request in writing a hearing with the Library Board.  Such a hearing will occur within 10 days of written dismissal charges.  The Library Board will then make a final decision.  Upon release or retention of the employee, all written documentation pertaining to the Library is the business of the Library and the City of Rippey.  These materials shall remain in the Library.

Library Conduct

Employees may not accept monetary or other considerations of value for services provided while serving the Rippey Public Library.

Good taste and judgment in attire, grooming, and language is expected by all Library staff.

Staff Development

The Rippey Public Library Board of Trustees encourages all staff to continue their development through special training and library professional activities.  The Library Board will provide available funds, as available, for educational reimbursement with proof of completed training.  The Librarian will be reimbursed up to 15 hours of paid wages per year.  Expenses for additional time or training will be the responsibility of the Librarian. 

Reviewed and updated by the Library Board of Trustees
Monday, June 29, 2015