Hiring, Evaluating & Replacing Library Directors

Report
YOU WANT US TO DO WHAT?!
HIRING, EVALUATING & REPLACING
LIBRARY DIRECTORS
A GUIDE FOR LIBRARY BOARDS
Janis Stubbs
Board basics
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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 DON’T’s
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Don’t rush the process
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Don’t assume internal candidate is superior
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Don’t hire a new director based on what the old
director was like
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Don’t be cheap!
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Don’t delay
The Process
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Your budget
Bump in salary for acting director?
 Travel expenses, meals
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Library needs
Board brainstorming session
 Issues facing new director
 Who is your ideal candidate?
 Staff input
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Who will sit on the search committee?
Soliciting Applicants
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A current, formal job description for the position
Creating an ad that will attract attention from
good candidates
 Budget,
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community, salary range
Ad placement
 Apply
electronically or snail mail?
 Who receives applications?
Where to advertise
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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
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Headhunters
Current staff
Staff from neighboring libraries
Ask around!
Once You Have Applicants
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Create a packet of information for applicants
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Determine how to screen applicants
 Checklist
for the basics
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Compile list of interview questions
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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
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After first round
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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
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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…
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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
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Purpose:
Understanding board expectations
 Provides motivation and feedback
 Helps the board understand library operations
 Keeps job description current
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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
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Basis for the review
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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
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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
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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 isn’t wonderful…
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Establish improvement plan
Adhere to library policy
Do not let personality conflicts influence the
evaluation
Keep everything confidential
Resources
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http://ldb.njstatelib.org/ldb_files/imported/Trustees/L
ibrary%20Director%20Performance%20Appraisal.pdf
http://www.baycountylibrary.org/wpcontent/uploads/LibraryDirectorEvaluationPolicy-311.pdf
http://www.lrs.org/documents/field_stats/Employee_E
valuations.pdf
http://midhudson.org/trustee/dir_eval.htm
Replacing the library director
Replacing a library director
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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
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Do you involve staff? Do you listen to staff if they
come to you?
Where to begin
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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
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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
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Inform municipal officials/ask for help
Make sure everything is legal
 Consult
library attorney
 Check New Jersey employment law
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Allow director to resign?
Keep a tight lid on everything
Employee deserves respect throughout process
Avoid the potential for lawsuits
The actual event
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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
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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!
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Questions
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????
Janis Stubbs
Assistant Director/District Consultant
Delaware County Library System
340 N. Middletown Rd.
Fair Acres Building 19
Media, PA 19063
(610) 891-8622
[email protected]

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