Library Staff policies

Policy for the Evaluation of the Library Director

The Board of Trustees will evaluate the Library Director annually. The evaluation will contain the following steps, the first step beginning in January.

Step 1: All Board members will complete the evaluation form and forward the completed form to the Personnel Committee within three weeks.
Simultaneously, the Library Director will complete the same form as a self-evaluation. The Director’s self-evaluation will include a review of the current year’s goals and recommendations for the coming year.

Step 2: Once all forms are returned to the Personnel Committee, they will generate three documents.

  1. The Personnel Committee will collect all responses and make one compiled version.
  2. The Personnel Committee will compare the compiled Board responses to the Director’s self-evaluation and identify strengths and weaknesses.
  3. The Personnel Committee will write an executive summary outlining the Director’s strengths and weaknesses as identified in the evaluations.

Step 3: The three documents outlined in Step 2 will be presented to the Board of Trustees in Executive Session for discussion and comments.

Step 4: Personnel Committee will incorporate Board comments and suggestions as necessary in the documents.

Step 5: The Board President and at least one me mber of the Personnel Committee will present the evaluation to the Library Director. The Library Director will present any comments or concerns back to the Board in writing. These comments will be placed in his/her personnel file.

Step 6: The Library Director will revise next year’s goals as needed based on the discussion conducted in Step 5. Finalized goals will be provided to the Board of Trustees.

Step 7: A mid-year evaluation will be conducted in early July between the Board President, one or more Personnel Committee members and the Library Director. The purpose of this mid-year evaluation is two-fold. One purpose is to re-evaluate the appropriateness of the Library Director’s goals; the other purpose is to check the progress toward completion of the stated goals.



Policy on Library Director’s Personnel Authority

Personnel management is an administrative responsibility of the Library Director.

The Library Director establishes job descriptions for all library personnel and modifies them from time to time as the functions and needs of the library change.

Personnel management is an administrative responsibility of the Library Director.

The Library Director establishes job descriptions for all library personnel and modifies them from time to time as the functions and needs of the library change.

The Board of Trustees will approve the job description for the Library Director.

A list of library staff positions describing duties, accountability and qualifications of each position, as well as a summary highlighting changes from the previous year, shall be provided to the Library Board on an annual basis.


Adopted October 19, 2000, Reviewed and affirmed 2/15/2018

Policy on Library Operations in a Declared Local Emergency

Citizens perceive the Library as a safe haven and may turn to the Library in times of emergency.

When an emergency arises within the community, careful consideration should be made to determine if continuing library services will  help or hinder the response and recovery of the community and its citizens.

Public Health Emergency

During a declared local public health emergency the library will continue operations as long as an adequate number of employees are available to maintain operations and provide services. Library operations may be supplemented  with volunteers and operations and / or hours may be reduced or restructured to accommodate reduced staffing
Work schedules:Schedules may be adjusted so that the library can continue to operate. The adjustments will depend on the severity of the emergency and the types of services deemed to be essential.

Work duties: During the emergency, employees may be assigned duties outside of their normal functions. These temporary work assignments will not change the employee’s grade or pay status. An employee with a disability or a chronic medical condition may request to use accrued leave in these circumstances if such absence is a medical necessity due to the conditions of the emergency and re-assigned duties, (e.g. an employee without an underlying medical condition who “wants to remain at home” may be asked instead to undertake duties that do not require contact with the public or exposure to emergency conditions).

Emergency Closures

The library will close without advanced notice if ordered to do so by Public Health or Emergency Management officials or, if in the opinion of the Board of Trustees, the closure is prudent to limit risk to the staff and the public. If such a  closure occurs , the employee will be paid for the first seven days of closure based on their scheduled work week for that pay period . Benefits and accruals of leaves for those employees regularly scheduled for 20 or more hours will continue.

If the Library is closed to the public, some operations may, of necessity continue, and some employees may be expected to work.

Employee Absences

An employee who is unable to work regular or re-scheduled hours

  • because the employee is under individual public health investigation, supervision or treatment related to an extreme public health emergency; or,
  • because the Library is acting in accordance with an extreme public health emergency order during the period of emergency,

is expected to use all available paid leave before requesting leave without pay.

Employees who must be absent to care for an ill immediate family member(s) (child, spouse, or parent) are covered under the Maine Family Sick Leave and are entitled to use earned paid time off for absences from work to care for  their ill family members.

The child may be an adult child and there is no requirement that the “immediate family member” actually live with the employee. Maine’s Public Health Emergency Leave law requires that an employer grant a reasonable and necessary leave from work, with or without pay, to an employee in an “extreme public health emergency” under certain conditions.

If the Library is open and schools are closed and / or child care is unavailable, the circumstances will be reviewed on a case by case basis upon request for leave.

In the event of a prolonged closure, the situation will be re-evaluated.

This policy applies only to emergencies declared by local Public Health or Emergency Management officials or the Library Board of Trustees.

§636. Family sick leave

PL 2005, C. 383, §23 (NEW)
§875. Employment leaves for caregivers and persons affected by extreme public health emergency


Policy approved 1/21/2010