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Managing and Evaluating Library Staff by Jennifer Doderer, Acting Director, Human Resources, Ocean County Library.

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Presentation on theme: "Managing and Evaluating Library Staff by Jennifer Doderer, Acting Director, Human Resources, Ocean County Library."— Presentation transcript:

1 Managing and Evaluating Library Staff by Jennifer Doderer, Acting Director, Human Resources, Ocean County Library

2 New Hires: Job application AND a resume from each candidate 90 days probation in Personnel manual; can extend it only if State Library Sort applications into 2 or 3 piles: No, Maybe and Interview NO – red flags: comments, sloppy, misspellings, breaks Phone Interview: weed out ones that look good on paper Interviews: only need to actually interview 5-6 at most

3 High expectations of good employees should be spelled out: Detailed job description Goals for coming year Regular / Virtual staff meetings Coaching sessions Daily E-mail / BLOGS

4 Things to check: Did you provide an orientation for them? Do they know what their job entails, i.e. do they have a job description, list of duties? Do they need training / retraining (see Free or Inexpensive Training) Document retraining! Do they have the tools they need, i.e. space, supplies, computers, time, quiet environment? IF YOU’RE HAVING PROBLEMS WITH AN EMPLOYEE:

5 Costs to keep them: ( Cavaiola, p.12) Higher rates of absenteeism Undermining loyal employees’ commitment to the organization Creating a sense of malaise / depression High turnover / retraining costs Higher levels of stress with related accidents Resistance to new management directives – they will undermine you with a passive/aggressive campaign Legal fees, litigation, including high settlement fees

6 TOOLS TO MODIFY BEHAVIOR INCLUDE: The Personnel Manual Coaching / Counseling sessions Evaluations annual and interim (quarterly, weekly), if needed Progressive Discipline Performance Improvement Plan (PIP) with consequences (demotion or termination)

7 Strategies: Use a progressive discipline plan Document, document, document – and do it to everyone that is misbehaving Treat everyone the same Cross-train, reschedule everyone. It will get them out of their comfort zone and away from their enablers. Also it will add depth to your organization. Keep ’em busy and out of trouble!!

8 Evaluations Adaptability Communications Conflict Resolution Customer Service Dependability Job Knowledge Judgment Problem Solving Quality Team Work Supervisors - add: Cost Conscious/ Budgeting Delegation Leadership Managing People Planning and Organization

9 Dealing with FMLA, NJFLA Stay within the law, use your HR person Use a labor attorney if things get rough Document everything, all the time Have the right forms & require them to be filled out correctly and completely Excessive absences vs. Sick leave abuse Have the right leave policies – require earned leave the be used up before going to unpaid Prevent "Stacking" of Leave

10 Free or Inexpensive Training: The NJ State The New Jersey Library Association Web Junction - Learning Center click on the Find Training tab New Jersey Civil Service Commission (HRDI) Statewide Super Supervisor classes, levels I, II, and III series-2013 series-2013

11 Resources: Bramson, Robert. Coping with difficult people. Garden City, NY: Anchor Press, 1981. Cavaiola, Alan A., and Lavender, Neil J. Toxic coworkers: how to deal with dysfunctional people on the job. Oakland, CA: New Harbinger Publications, Inc., 2000. Dobson, Michael, and Dobson, Deborah Singer. Coping with supervisory nightmares: 12 common nightmares of leadership and what you can do about them. Mission, KS: SkillPath Publications, 1997. Documentation and discipline handouts, shared courtesy of Kathleen Carr, Human Resources, Ocean County Library from Super Supervisor Course Software from KnowledgePoint: Performance Now, and Descriptions Now, available from They take purchase Google “sample library job descriptions.” Maine St. Lib. has some good ones: leave-law-fact-sheet leave-law-fact-sheet Marian R. Bauman 732-775-8241 x 1-301

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