Effective Strategies for Managing and Evaluating Library Staff
Explore a comprehensive guide on managing and evaluating library staff, covering topics like new hires, setting high expectations, addressing employee problems, costs of retention, tools to modify behavior, and effective strategies to maintain a productive work environment. Learn about key considerations such as screening applicants, providing training, and implementing performance improvement plans to enhance staff performance and reduce turnover costs.
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Managing and Evaluating Library Staff Jennifer Doderer, Director, Human Resources, Ocean County Library
New Hires: Job application AND a resume from each candidate 90 days probation in Personnel manual; can extend it only if State Library Sort applications into 2 or 3 piles: No, Maybe and Interview NO red flags: comments, sloppy, misspellings, breaks Phone Interview: weed out ones that look good on paper Interviews: only need to actually interview 5-6 at most
High expectations of good employees should be spelled out: Detailed job description Goals for coming year Regular / Virtualstaff meetings Coaching sessions Daily E-mail / BLOGS
IF YOURE HAVING PROBLEMS WITH AN EMPLOYEE: Things to check: Did you provide an orientation for them? Do they know what their job entails, i.e. do they have a job description, list of duties? Do they need training / retraining (see Free or Inexpensive Training) Document retraining! Do they have the tools they need, i.e. space, supplies, computers, time, quiet environment?
Costs to keep them: (Cavaiola, p.12) Higher rates of absenteeism Undermining loyal employees commitment to the organization Creating a sense of malaise / depression High turnover / retraining costs Higher levels of stress with related accidents Resistance to new management directives they will undermine you with a passive/aggressive campaign Legal fees, litigation, including high settlement fees
TOOLS TO MODIFY BEHAVIOR INCLUDE: The Personnel Manual Coaching / Counseling sessions Evaluations annual and interim (quarterly, weekly), if needed Progressive Discipline Performance Improvement Plan (PIP) with consequences (demotion or termination)
Strategies: Use a progressive discipline plan Document, document, document and do it to everyone that is misbehaving Treat everyone the same Cross-train, reschedule everyone. It will get them out of their comfort zone and away from their enablers. Also it will add depth to your organization. Keep em busy and out of trouble!!
Evaluations What do I include? Adaptability Communications Conflict Resolution Customer Service Dependability Job Knowledge Supervisors - add: Judgment Cost Conscious/ Budgeting Problem Solving Delegation Quality Leadership Team Work Managing People Planning and Organization
Dealing with FMLA, NJFLA Stay within the law, use your HR person Use a labor attorney if things get rough Document everything, all the time Have the right forms & require them to be filled out correctly and completely Excessive absences vs. Sick leave abuse Have the right leave policies require earned leave the be used up before going to unpaid Prevent "Stacking" of Leave
Free or Inexpensive Training: LibraryLinkNJ www.librarylinknj.org The NJ State Library www.njstatelib.org The New Jersey Library Association www.njla.org Web Junction - Learning Center http://www.webjunction.org click on the Find Training tab New Jersey Civil Service Commission (HRDI) Statewide Super Supervisor classes, levels I, II, and III http://librarylinknj.org/content/super-library-supervisor-workshop- series-2013
Resources: Bramson, Robert. Coping with difficult people. Garden City, NY: Anchor Press, 1981. Cavaiola, Alan A., and Lavender, Neil J. Toxic coworkers: how to deal with dysfunctional people on the job. Oakland, CA: New Harbinger Publications, Inc., 2000. Dobson, Michael, and Dobson, Deborah Singer. Coping with supervisory nightmares: 12 common nightmares of leadership and what you can do about them. Mission, KS: SkillPath Publications, 1997. Documentation and discipline handouts, shared courtesy of Kathleen Carr, Human Resources, Ocean County Library from Super Supervisor Course Software from KnowledgePoint: Performance Now, and Descriptions Now, available from www.cdwg.com. They take purchase orders Google sample library job descriptions. Maine St. Lib. has some good ones: http://www.maine.gov/msl/mrls/resources/jobdesc.shtml http://www.ogletreedeakins.com/publications/2008-06-03/new-jersey-paid-family- leave-law-fact-sheet http://www.state.nj.us/treasury/pensions/epbam/additional/fmla-overview.htm Marian R. Bauman 732-775-8241 x 1-301 mbauman@neptunepubliclibrary.org
