Financials
Hiring, Firing, & Evaluating Staff
Trustee/Director Relationship
Insurance
Legal and Liability
Library Director Bootcamp
Hiring, Firing, & Evaluating Staff
Trustee/Director Relationship
Insurance
Legal and Liability
Library Director Bootcamp
Financials
Sample Budget 1
Sample Budget 2*
Timeline for Budget
Timeline for Budget and Tax Levy
3 Easy Ways to Cut Nonprofit Costs
Hiring/Firing/Evaluating
Personnel Policies
Circulation Clerk Job Description + More Examples*
Page Job Description* More examples*
Librarian Job Description
Library Director Job Description* + More Examples*
Organizational/Hierarchy Chart*
Interview Evaluation 1
Interview Evaluation 2*
New Hire Checklist*
Termination Checklist*
Exit Interview* (for resignation and termination)
Trustees/Director Relationship
Trustee Orientation
Roles and Responsibilities for Board vs. Director vs. Friends
Director's Report Template
Director's Report Sample*
Insurance - Building & More
Maintenance Annual Checklist
Maintenance/Service calls Spreadsheet
Library Cleaning Checklist
Contract spreadsheet*
Types and insurances and descriptions*
Legal & Liability
General Policies
(see more on the Sample Policies Page Including EEO rules for hiring)
General Document Retention Guidelines:
Minutes (including formal audits), Charter, Stocks and Bonds info: Retain Permanently.
Payroll, bills, contracts, conflict of interest statements, internal audits, deposit slips, cash books, advertisements (including online): Retain 7 at least Years.
Property records: Retain at least 7 Years after interest in the property has ended.
Workers Comp and injury reports not filed to worker comp: Retain 5 at least Years.
Employee info, including unemployment contributions, and insurance contributions: Retain at least 4 Years.
Employee leaves of absence and I-9 forms: Retain at least 3 Years. ADA accommodation requests: Retain at least 2 Years.
Job applications, Job postings, and other hiring-related paperwork: Retain at least 1 Year.
Personnel records only dealing with hire and firing and promotions: retain at least 1 year after employment ends.
Complaints and Mandated Reporter incidents: Retain 2 years beyond the statute of limitations.
Personnel records are subject to more and more requests for verification, some of the statutes of limitations are now 15+ years; others are last 5 employers. I recommend keeping those files indefinitely. I’ve had requests for employment verification going back into the 90’s.
Library Director Bootcamp
Slides from the ALA Webinar offered to the district in November and December 2017
Session 1
Session 2
Session 3
Resources from the Multi District Workshop in July 2018
Handouts
Additional Resources
Sample Budget 1
Sample Budget 2*
Timeline for Budget
Timeline for Budget and Tax Levy
3 Easy Ways to Cut Nonprofit Costs
Hiring/Firing/Evaluating
Personnel Policies
Circulation Clerk Job Description + More Examples*
Page Job Description* More examples*
Librarian Job Description
Library Director Job Description* + More Examples*
Organizational/Hierarchy Chart*
Interview Evaluation 1
Interview Evaluation 2*
New Hire Checklist*
Termination Checklist*
Exit Interview* (for resignation and termination)
Trustees/Director Relationship
Trustee Orientation
Roles and Responsibilities for Board vs. Director vs. Friends
Director's Report Template
Director's Report Sample*
Insurance - Building & More
Maintenance Annual Checklist
Maintenance/Service calls Spreadsheet
Library Cleaning Checklist
Contract spreadsheet*
Types and insurances and descriptions*
Legal & Liability
General Policies
(see more on the Sample Policies Page Including EEO rules for hiring)
General Document Retention Guidelines:
Minutes (including formal audits), Charter, Stocks and Bonds info: Retain Permanently.
Payroll, bills, contracts, conflict of interest statements, internal audits, deposit slips, cash books, advertisements (including online): Retain 7 at least Years.
Property records: Retain at least 7 Years after interest in the property has ended.
Workers Comp and injury reports not filed to worker comp: Retain 5 at least Years.
Employee info, including unemployment contributions, and insurance contributions: Retain at least 4 Years.
Employee leaves of absence and I-9 forms: Retain at least 3 Years. ADA accommodation requests: Retain at least 2 Years.
Job applications, Job postings, and other hiring-related paperwork: Retain at least 1 Year.
Personnel records only dealing with hire and firing and promotions: retain at least 1 year after employment ends.
Complaints and Mandated Reporter incidents: Retain 2 years beyond the statute of limitations.
Personnel records are subject to more and more requests for verification, some of the statutes of limitations are now 15+ years; others are last 5 employers. I recommend keeping those files indefinitely. I’ve had requests for employment verification going back into the 90’s.
Library Director Bootcamp
Slides from the ALA Webinar offered to the district in November and December 2017
Session 1
Session 2
Session 3
Resources from the Multi District Workshop in July 2018
Handouts
Additional Resources
Copyright 2018