Hiring, Evaluating & Replacing Library Directors - A Guide for Boards
Board basics for hiring a great library director, with tips on the hiring process, soliciting applicants, advertising, recruiting sources, screening, and conducting interviews.
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Presentation Transcript
YOU WANT US TO DO WHAT?! HIRING, EVALUATING & REPLACING LIBRARY DIRECTORS A GUIDE FOR LIBRARY BOARDS Janis Stubbs
Board basics Board members have one employee: the director. Most important job the board has is to hire a great director. Successful boards let the director run the library and supervise staff.
Hiring the Director 5 DONTs Don t rush the process Don t assume internal candidate is superior Don t hire a new director based on what the old director was like Don t be cheap! Don t delay
The Process Your budget Bump in salary for acting director? Travel expenses, meals Library needs Board brainstorming session Issues facing new director Who is your ideal candidate? Staff input Who will sit on the search committee?
Soliciting Applicants A current, formal job description for the position Creating an ad that will attract attention from good candidates Budget, community, salary range Ad placement Apply electronically or snail mail? Who receives applications?
Where to advertise New Jersey Library Association (www.njla.org) Pennsylvania Library (www.palibraries.org) New York Library Association (www.nyla.org) Drexel University (www.cis.drexel.edu/jobs/) Rutgers University (www.scils.rutgers.edu/placement/) Possibly Clarion University and University of Pittsburgh Newspapers Professional journals (e.g. jobs.libraryjournal.com)
More recruiting sources Headhunters Current staff Staff from neighboring libraries Ask around!
Once You Have Applicants Create a packet of information for applicants Determine how to screen applicants Checklist for the basics Compile list of interview questions Decide how the interviews will proceed
Interviewing Make sure interviewers stick to the script same questions for every candidate No illegal questions Same ratings system for every candidate Don t make the interview too long Leave time for questions Allow for some spontaneity but keep it moving
After first round Narrow to one or two choices Second interviews if needed More specific questions Discussion of salary and benefits Meet with staff/board/municipal officials?
The Outcome Search committee makes its choice Decision goes to full board Board president makes formal offer Candidate formally accepts Other candidates notified Establish probationary period and process to monitor Clearly communicate expectations
When all is said and done Thank staff for hard work during search Celebrate! Have a reception at the library Invite staff, Friends, municipal officials and community Make new director feel welcome Make yourselves available for questions or concerns Congratulate yourselves for a successful outcome
Evaluating the Library Director Purpose: Understanding board expectations Provides motivation and feedback Helps the board understand library operations Keeps job description current Who does it? Standing personnel committee or committee appointed for this purpose Tell director who is participating Full board should see the results and sign off on final evaluation
Basis for the review For new directors, evaluation should come at the end of established probation period For continuing directors, annual evaluation Should be based on previously established goals and objectives Evaluation should be unofficially year-round; no surprises
How to conduct the review Start with the director s self-evaluation Use director s job description Have a set of criteria to use for assessment Evaluation should be both written and verbal
Points to consider Does the director s performance match the goals set the previous year? How are relationships with staff, elected officials, the community? Is the director a good financial steward? Is there a strategic plan for the library? If not, is it being discussed and worked on? How about supervisory skills? Good delegator? Ready to try new things? Does the director keep up with current trends? Memberships in professional organizations like ALA, NJLA?
If the evaluation isnt wonderful Establish improvement plan Adhere to library policy Do not let personality conflicts influence the evaluation Keep everything confidential
Resources http://ldb.njstatelib.org/ldb_files/imported/Trustees/L ibrary%20Director%20Performance%20Appraisal.pdf http://www.baycountylibrary.org/wp- content/uploads/LibraryDirectorEvaluationPolicy-3- 11.pdf http://www.lrs.org/documents/field_stats/Employee_E valuations.pdf http://midhudson.org/trustee/dir_eval.htm
Replacing a library director Document, document, document! Determine whether director is causing problems or has problems Start with performance evaluation Difficult to gauge daily performance since board members aren t at the library every day Do you involve staff? Do you listen to staff if they come to you?
Where to begin Do SOMETHING! Do not let problems worsen Adhere to library personnel policy Follow union/civil service contract or regulations Disciplinary action Formulate written plan of corrective action Verbal and/or written warning, suspension
Reasons for termination Insubordination Ignoring board policies or doing the opposite of them Excessive tardiness, absenteeism Drugs or alcohol on the job Harassment Theft Sleeping on the job Verbal or physical abuse
How to proceed Inform municipal officials/ask for help Make sure everything is legal Consult library attorney Check New Jersey employment law Allow director to resign? Keep a tight lid on everything Employee deserves respect throughout process Avoid the potential for lawsuits
The actual event Be prepared Be sensitive to timing Choose neutral site Be honest; stick to facts Keep it short Don t argue Final paycheck? Benefits issues? Leave immediately? If possible, end on positive note
Afterwards Do other employees know? How will you tell them? Say nothing publicly Plan who will serve in the interim Salary adjustments? Don t delay starting search for new director Think about how to answer candidates who ask why there is a vacancy Look to the future; stay positive!
Conclusion Today you ve learned Good strategies for hiring a new director Effective ways to evaluate a director Why and how to terminate an unsuccessful director Now celebrate what good board members you are!
Questions ???? Janis Stubbs Assistant Director/District Consultant Delaware County Library System 340 N. Middletown Rd. Fair Acres Building 19 Media, PA 19063 (610) 891-8622 jstubbs@delcolibraries.org
