The Board of Trustees of the Fort Vancouver Regional Library District is responsible for providing and maintaining quality public library services for the citizens of the regional library district.
To meet this responsibility, the Board selects and appoints a competent, qualified Library Executive Director who shall be the manager of library operations on behalf of the Board and under its review and direction.
The Library Executive Director shall be responsible for the administration of and planning for all library programs in the district. This shall include staff and organizational structure, appropriate collections, operational systems, budget, facilities and equipment, and procedures to assure quality patron service, excellent community relations and optimum circulation of library materials in so far as possible within the budget appropriations.
To set direction, monitor and review library performance, and to fulfill the obligations of the public trust, the Board establishes the following personnel policy:
- EMPLOYMENT:
It is the responsibility of the Board to employ a Library Executive Director, who shall employ necessary staff within budget constraints.
To meet this responsibility, the Board will:
- Select and appoint a Library Executive Director.
- Direct the Library Executive Director, to assure that authorized staff will be responsible for the development and maintenance of a Personnel Manual for all employees that includes but is not limited to Hiring and Conditions of Employment, Discipline and Dismissal, Benefits and other employment related issues to be administered by the Library Executive Director.
- Review and approve the Union Contract, which includes Hiring and Conditions of Employment, Discipline and Dismissal, Compensation and other employment related issues to be administered by the Library Executive Director.
- Adopt an Affirmative Action Policy that covers all aspects of non-discrimination, the administration of which is vested in the Library Executive Director.
- Adopt an Equal Employment Opportunity policy that covers all aspects of non-discrimination, the administration of which is vested in the Executive Library Director.
- Review union grievances before the arbitration step and other complaints filed against the Library in which there are allegations of violation of contract, policy, or civil rights.
- Direct that complete employment record files shall be maintained in accordance with the Public Records retention schedules determined by the Washington State Archivist.
- Direct that no contract or agreement be made outside the normal practices authorized by the Board, Library Executive Director, or designees of the Library District.
- DUTIES
It is the responsibility of the Board to prescribe the duties of the Library Executive Director as may be necessary.
It is the responsibility of the Library Executive Director to prescribe the duties of the library staff.
The Library Executive Director will maintain a classification plan that will be reviewed regularly by the Board.
- COMPENSATION
It is the responsibility of the Board to establish employee compensation. Board policy is to maintain a compensation package that is equitable internally and that is comparable with those received by employees in other comparable libraries in the state, local businesses and governmental entities, in so far as possible within budget constraints.
To meet this responsibility, the Board will:
- Set the compensation of the Library Executive Director.
- Adopt an annual budget that covers personnel costs.
- Authorize the Library Executive Director to administer the salary schedule and the conditions of payment of all employees.
- Review and approve the Union Contract, a section of which includes the total compensation package to be administered by the Library Executive Director.
- Provide benefits (e.g. group medical, dental, vision, sick and vacation leave) to eligible employees, subject to budget constraints.
- Monitor and control disbursement of funds through board action. No funds will be disbursed without Board approval. Board approval may be on an after-the-fact basis because of the difference between payroll and board meeting dates.
- Review all union grievances before the arbitration step, and other complaints filed against the Library in which there are allegations of violation of contract, policy, or civil rights.
- Direct that no employees vacation balance exceed 240 hours (prorated for part time employees) at the end of each calendar year without the approval of the Library Executive Director.
- REMOVAL OF EMPLOYEES
To meet this responsibility, the Board will:
- Establish a contract with the Library Executive Director that includes criteria for removal.
- Direct the Library Executive Director, to assure that authorized staff will be responsible for the development and maintenance of a Personnel Manual for all employees that includes but is not limited to Hiring and Conditions of Employment, Discipline and Dismissal, Benefits and other employment related issues to be administered by the Library Executive Director.
- Review and approve the Union Contract, a section of which includes Discipline and Dismissal to be administered by the Library Executive Director.
- Review all union grievances before the arbitration step and other complaints filed against the Library in which there are allegations of violation of contract, policy, or civil rights.
Board Approved: Original Policy November 15, 1982
Amended April 14, 2003 (and combined with the Personnel Policy for Top Level Managers, Department Heads, Supervisors, Librarians and Administrative Staff)
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