- Follow state and federal laws in recruiting, hiring, and terminating employees.
- Maintain current staff compensation policies and provide wages and benefits that reflect community and market standards.
- Use written job descriptions to hire, develop goals, and conduct performance evaluations.
- Employ a library director who, minimally, has a college degree, and preferably a Master’s Degree in Library and Information Science or the equivalent.
- Ensure enough staff to provide quality community and customer (or patron) service.
- Recruit and select staff to represent community demographics, especially focusing on cultural and multilingual diversity while avoiding discrimination.
- Schedule paid staff to offer library services to all library patrons during open hours.
- Create human resource policies or an Employee Handbook for employee orientations. Review for updates at least every two years.
- Adopt a staffing plan that addresses job descriptions, competencies, organizational development, and succession planning.
- Ensure all library employees are proficient in carrying out the library’s values, philosophy, management, and operational practices.
- Reimburse staff and board members who attend professional development offerings.
- Allocate funding for staff development.
Human Resources Checklist – FUTURE-FOCUSED
- Provide in-house and continuing education activities for staff, trustees, and volunteers.
- Provide funding and time for staff to participate in ongoing development opportunities during the year, with participation tied to annual plans and review.
All Human Resources Overview Video
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