ITEM NUMBER: 6.02b a-b
CHAPTER 6: Library Board
CODE: Procedure
COMPUTER ID: LIB-2b
Title: Library Director Evaluation and Grievance Procedure
Effective Date: 11-01-2021
Authorized By: Library Board of Trustees
Date of Last Revision: 11-2021
The Marathon County Public Library Board is responsible for the hiring, supervision and
evaluation of the Library Director.
Evaluation
Annually, the Library Board will complete a performance evaluation of the Library
Director that will be based on an assessment of how well goals and expectations were
met and the regular performance of the Library Director.
Areas to be considered by Library Board members when evaluating the Library
Director (as recommended by the Association of Library Trustees, Advocates,
Friends and Foundations. Tools for Trustees: Tip Sheet #6, pg. 3):
Staff relationships and management
Board relationship
Financial responsibility and oversight
Overall quality of library services
Community relations
Facilities management
The Library Board will actively discuss areas of concern with the director as issues
come up to allow the Library Director to appeal or improve areas before the annual
evaluation.
When considering the Library Dir
need additional information. The Library Board Personnel Committee, at any time, may
request a copy of any of previous performance evaluations from
the Marathon County Employee Resources Director to inform any decision on
ITEM NUMBER: 6.02b b
Complaint & Grievance Procedure
Purpose:
This complaint and grievance procedure is established to alert the Library Board to the
reasons for employee complaints against the Library Director and to provide effective
means for resolving them. The purpose of this procedure is to treat employees fairly and
equitably, and to provide employees with fair means to seek redress of alleged
violations, misinterpretations or inequitable applications of the Marathon County Public
mployee discipline,
termination, or workplace safety.
Procedure:
If a library employee has a complaint and has failed to reach a viable resolution directly
with the Library Director, or there is a justifiable reason as to why the employee cannot
discuss the complaint directly with the Library Director, a written complaint may be filed
with the Marathon e Resources Director. If a complaint is filed with
the Marathon s department, the Library Board requires the
The Library Board Personnel Committee will decide to meet in a closed session at the
next board meeting or meet in a special closed personnel meeting (as allowed by the
provision in Wisconsin Statute 19.85(1)) to discuss if any action needs to be taken. The
Personnel Committee will then review the complaint and decide if the complaint has
merit.
The Personnel Committee will then recommend a solution or disciplinary action if
needed, such as: admonition, reprimand, training, a performance improvement plan,
suspension, or removal.
Once the recommendation is made, the Library Director has fourteen (14) calendar
days from the day they are notified to appeal. Within sixty (60) calendar days, the
Personnel Committee will review the appeal, seek outside counsel if necessary, and
make its final decision.
The
appeal. A grievance can be deemed settled and dismissed at the completion of any step
in the grievance procedure if all parties concerned are mutually satisfied. All settlements
shall be documented in writing and signed by the employee(s) in question.
CHAPTER 6: Library Board
CODE: Procedure
COMPUTER ID: LIB-2b
Title: Library Director Evaluation and Grievance Procedure
Effective Date: 11-01-2021
Authorized By: Library Board of Trustees
Date of Last Revision: 11-2021
The Marathon County Public Library Board is responsible for the hiring, supervision and
evaluation of the Library Director.
Evaluation
Annually, the Library Board will complete a performance evaluation of the Library
Director that will be based on an assessment of how well goals and expectations were
met and the regular performance of the Library Director.
Areas to be considered by Library Board members when evaluating the Library
Director (as recommended by the Association of Library Trustees, Advocates,
Friends and Foundations. Tools for Trustees: Tip Sheet #6, pg. 3):
Staff relationships and management
Board relationship
Financial responsibility and oversight
Overall quality of library services
Community relations
Facilities management
The Library Board will actively discuss areas of concern with the director as issues
come up to allow the Library Director to appeal or improve areas before the annual
evaluation.
When considering the Library Dir
need additional information. The Library Board Personnel Committee, at any time, may
request a copy of any of previous performance evaluations from
the Marathon County Employee Resources Director to inform any decision on
ITEM NUMBER: 6.02b b
Complaint & Grievance Procedure
Purpose:
This complaint and grievance procedure is established to alert the Library Board to the
reasons for employee complaints against the Library Director and to provide effective
means for resolving them. The purpose of this procedure is to treat employees fairly and
equitably, and to provide employees with fair means to seek redress of alleged
violations, misinterpretations or inequitable applications of the Marathon County Public
mployee discipline,
termination, or workplace safety.
Procedure:
If a library employee has a complaint and has failed to reach a viable resolution directly
with the Library Director, or there is a justifiable reason as to why the employee cannot
discuss the complaint directly with the Library Director, a written complaint may be filed
with the Marathon e Resources Director. If a complaint is filed with
the Marathon s department, the Library Board requires the
The Library Board Personnel Committee will decide to meet in a closed session at the
next board meeting or meet in a special closed personnel meeting (as allowed by the
provision in Wisconsin Statute 19.85(1)) to discuss if any action needs to be taken. The
Personnel Committee will then review the complaint and decide if the complaint has
merit.
The Personnel Committee will then recommend a solution or disciplinary action if
needed, such as: admonition, reprimand, training, a performance improvement plan,
suspension, or removal.
Once the recommendation is made, the Library Director has fourteen (14) calendar
days from the day they are notified to appeal. Within sixty (60) calendar days, the
Personnel Committee will review the appeal, seek outside counsel if necessary, and
make its final decision.
The
appeal. A grievance can be deemed settled and dismissed at the completion of any step
in the grievance procedure if all parties concerned are mutually satisfied. All settlements
shall be documented in writing and signed by the employee(s) in question.