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A guide to creating positive, clear employee standards

A guide to creating positive, clear employee standards. Back in Circulation Again A Conference for managers in public and academic libraries 1998 Laura Preston Kimberly Taylor. Serving the Suburban Minneapolis, Mn Metropolitan Area 500 sq. mi. service area 40 Cities 16 School Districts

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A guide to creating positive, clear employee standards

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  1. A guide to creating positive, clear employee standards Back in Circulation Again A Conference for managers in public and academic libraries 1998 Laura Preston Kimberly Taylor

  2. Serving the Suburban Minneapolis, Mn • Metropolitan Area • 500 sq. mi. service area • 40 Cities • 16 School Districts • Population: 700,000 • Educational Level • 90%+ have 12 years or more education • 30%+ have 16 years or more education

  3. 26 libraries + 1 Readmobile • 3 Area (regional) Libraries • 23 Community Libraries • 1997 Circulation: 10.6 million items • Holdings: 2.1 million items + electronic resources • 1998 Operating Budget: $28.1 million

  4. Staffing: 456.7 FTE • 634 people • Professional 195.06 FTE • 241 people • Support 261.65 FTE • 393 people

  5. A guide to creating positive, clear employee standards The Process:

  6. 1. Supervisor’s Forum

  7. 2. Create Mission Statement 1. Supervisor’s Forum

  8. 2. Create Mission Statement 1. Supervisor’s Forum 3. Sub-group formed

  9. 2. Create Mission Statement 1. Supervisor’s Forum 4. Madison conference 3. Sub-group formed

  10. 2. Create Mission Statement 1. Supervisor’s Forum 4. Madison conference 5. Mission statements workshop 3. Sub-group formed

  11. 2. Create Mission Statement 1. Supervisor’s Forum 4. Madison conference 5. Mission statements workshop 3. Sub-group formed 6. Missions & Performance Expectations Team formed

  12. 2. Create Mission Statement 1. Supervisor’s Forum 4. Madison conference 5. Mission statements workshop 3. Sub-group formed 6. Missions & Performance Expectations Team formed 7. Concept formulated

  13. 2. Create Mission Statement 1. Supervisor’s Forum 4. Madison conference 5. Mission statements workshop 3. Sub-group formed 6. Missions & Performance Expectations Team formed 8.Evaluation of Existing Data 7. Concept formulated

  14. Hennepin County Library • Mission Statement • The Library promotes full and equal access to information and ideas, the love of reading, the joy of learning, and engagement with the arts, sciences and humanities.

  15. 2. Create Mission Statement 1. Supervisor’s Forum 4. Madison conference 5. Mission statements workshop 3. Sub-group formed 6. Missions & Performance Expectations Team formed 9a. Concept for new EPR formulated to be part of document 8.Evaluation of Existing Data 7. Concept formulated 9. Preparation of document

  16. 2. Create Mission Statement 1. Supervisor’s Forum 4. Madison conference 5. Mission statements workshop 3. Sub-group formed 6. Missions & Performance Expectations Team formed 9a. Concept for new EPR formulated to be part of document 8.Evaluation of Existing Data 7. Concept formulated 9b. Data Gathered from appropriate resources 9. Preparation of document

  17. 2. Create Mission Statement 1. Supervisor’s Forum 4. Madison conference 5. Mission statements workshop 3. Sub-group formed 6. Missions & Performance Expectations Team formed 9a. Concept for new EPR formulated to be part of document 8.Evaluation of Existing Data 7. Concept formulated 9b. Data Gathered from appropriate resources 9. Preparation of document 9c. Library Human Resources

  18. 2. Create Mission Statement 1. Supervisor’s Forum 4. Madison conference 5. Mission statements workshop 3. Sub-group formed 6. Missions & Performance Expectations Team formed 9a. Concept for new EPR formulated to be part of document 8.Evaluation of Existing Data 7. Concept formulated 9b. Data Gathered from appropriate resources 9. Preparation of document 9d. Preparation of new EPR document 9c. Library Human Resources

  19. 2. Create Mission Statement 1. Supervisor’s Forum 4. Madison conference 5. Mission statements workshop 3. Sub-group formed 6. Missions & Performance Expectations Team formed 9a. Concept for new EPR formulated to be part of document 8.Evaluation of Existing Data 7. Concept formulated 9b. Data Gathered from appropriate resources 9. Preparation of document 9d. Preparation of new EPR document 9ca. Library Human Resources 10. Draft document completed 10a. Draft of new EPR document completed

  20. 2. Create Mission Statement 1. Supervisor’s Forum 4. Madison conference 5. Mission statements workshop 3. Sub-group formed 6. Missions & Performance Expectations Team formed 9a. Concept for new EPR formulated to be part of document 8.Evaluation of Existing Data 7. Concept formulated 9b. Data Gathered from appropriate resources 9. Preparation of document 9d. Preparation of new EPR document 9c. Library Human Resources 10. Draft document completed 10a. Draft of new EPR document completed 11. Input/Revision/ Approval of document by Supervisor’s Forum

  21. 2. Create Mission Statement 1. Supervisor’s Forum 4. Madison conference 5. Mission statements workshop 3. Sub-group formed 6. Missions & Performance Expectations Team formed 9a. Concept for new EPR formulated to be part of document 8.Evaluation of Existing Data 7. Concept formulated 9b. Data Gathered from appropriate resources 9. Preparation of document 9d. Preparation of new EPR document 9c. Library Human Resources 10. Draft document completed 11a.Support Staff Input Rec’d 10a. Draft of new EPR document completed 11. Input/Revision/ Approval of document by Supervisor’s Forum

  22. 2. Create Mission Statement 1. Supervisor’s Forum 4. Madison conference 5. Mission statements workshop 3. Sub-group formed 6. Missions & Performance Expectations Team formed 9a. Concept for new EPR formulated to be part of document 8.Evaluation of Existing Data 7. Concept formulated 9b. Data Gathered from appropriate resources 9. Preparation of document 9d. Preparation of new EPR document 9c. Library Human Resources 10. Draft document completed 11a.Support Staff Input Rec’d 10a. Draft of new EPR document completed 11. Input/Revision/ Approval of document by Supervisor’s Forum 12a. Revisions made to draft EPR document 12. Revisions made to draft core job expectations document

  23. 2. Create Mission Statement 1. Supervisor’s Forum 4. Madison conference 5. Mission statements workshop 3. Sub-group formed 6. Missions & Performance Expectations Team formed 9a. Concept for new EPR formulated to be part of document 8.Evaluation of Existing Data 7. Concept formulated 9b. Data Gathered from appropriate resources 9. Preparation of document 9d. Preparation of new EPR document 9c. Library Human Resources 10. Draft document completed 11a.Support Staff Input Rec’d 10a. Draft of new EPR document completed 11. Input/Revision/ Approval of document by Supervisor’s Forum 12a. Revisions made to draft EPR document 12. Revisions made to draft core job expectations document 13..Mission Statements & Employee Performance Standards Document finalized

  24. 2. Create Mission Statement 1. Supervisor’s Forum 4. Madison conference 5. Mission statements workshop 3. Sub-group formed 6. Missions & Performance Expectations Team formed 9a. Concept for new EPR formulated to be part of document 8.Evaluation of Existing Data 7. Concept formulated 9b. Data Gathered from appropriate resources 9. Preparation of document 9d. Preparation of new EPR document 9c. Library Human Resources 10. Draft document completed 11a.Support Staff Input Rec’d 10a. Draft of new EPR document completed 11. Input/Revision/ Approval of document by Supervisor’s Forum 13a. Revised EPR document is finalized 12a. Revisions made to draft EPR document 12. Revisions made to draft core job expectations document 13..Mission Statements & Employee Performance Standards Document finalized

  25. 2. Create Mission Statement 1. Supervisor’s Forum 4. Madison conference 5. Mission statements workshop 3. Sub-group formed 6. Missions & Performance Expectations Team formed 15. Concept for new EPR formulated to be part of document 8.Evaluation of Existing Data 7. Concept formulated 16. Data Gathered from appropriate resources 9. Preparation of document 17. Preparation of new EPR document 16a. Library Human Resources 10. Draft document completed 11a.Support Staff Input Rec’d 10a. Draft of new EPR document completed 11. Input/Revision/ Approval of document by Supervisor’s Forum 13a. Revised EPR document is finalized 12a. Revisions made to draft EPR document 12. Revisions made to draft core job expectations document 13..Mission Statements & Employee Performance Standards Document finalized 14. Finalized document approved by Supervisor’s Forum

  26. Support Staff Supervisor • Mission Statement • HCL Support Staff Supervisors create and promote, through training, direction and leadership, an environment where staff have the skills and knowledge to provide quality library service to the organization and the community.

  27. Support Staff • Mission Statement • HCL Support Staff, through mutual respect and cooperation, use their skills and knowledge to provide quality library service to the organization and the community.

  28. Support Staff Expectations

  29. Support Staff Expectations • Approachability

  30. Support Staff Expectations • Approachability • Communication Courtesy

  31. Support Staff Expectations • Approachability • Communication Courtesy • Teamwork

  32. Support Staff Expectations • Approachability • Communication Courtesy • Teamwork • Personal Job Responsibility

  33. Old Evaluation Form • Organizational Skills • Personal Adaptability • Personal Motivation • Occupational Knowledge • Cognitive Skills

  34. Old Evaluation Form • Outstanding • Highly Commendable • Fully Capable • Needs Improvement • Unsatisfactory

  35. New Evaluation Form

  36. New Evaluation Form

  37. New Evaluation Form • Approachability • Communication Courtesy • Personal Job Responsibility • Teamwork

  38. New Evaluation Form • Exceeds (expectations) • Meets (expectations) • Needs Improvement • Unacceptable

  39. 2. Create Mission Statement 1. Supervisor’s Forum 4. Madison conference 5. Mission statements workshop 3. Sub-group formed 6. Missions & Performance Expectations Team formed 9a. Concept for new EPR formulated to be part of document 8.Evaluation of Existing Data 7. Concept formulated 9b. Data Gathered from appropriate resources 9. Preparation of document 9d. Preparation of new EPR document 9c. Library Human Resources 10. Draft document completed 11a.Support Staff Input Rec’d 10a. Draft of new EPR document completed 11. Input/Revision/ Approval of document by Supervisor’s Forum 13a. Revised EPR document is finalized 12a. Revisions made to draft EPR document 12. Revisions made to draft core job expectations document 15. EPR submitted to Library Human Resources 13..Mission Statements & Employee Performance Standards Document finalized 14. Finalized document approved by Supervisor’s Forum

  40. 2. Create Mission Statement 1. Supervisor’s Forum 4. Madison conference 5. Mission statements workshop 3. Sub-group formed 6. Missions & Performance Expectations Team formed 9a. Concept for new EPR formulated to be part of document 8.Evaluation of Existing Data 7. Concept formulated 9b. Data Gathered from appropriate resources 9. Preparation of document 9d. Preparation of new EPR document 9c. Library Human Resources 10. Draft document completed 11a.Support Staff Input Rec’d 10a. Draft of new EPR document completed 11. Input/Revision/ Approval of document by Supervisor’s Forum 13a. Revised EPR document is finalized 12a. Revisions made to draft EPR document 12. Revisions made to draft core job expectations document 15. EPR submitted to Library Human Resources 13..Mission Statements & Employee Performance Standards Document finalized 16. Forwarded to County Personnel Dept. for Approval 14. Finalized document approved by Supervisor’s Forum

  41. 2. Create Mission Statement 1. Supervisor’s Forum 4. Madison conference 5. Mission statements workshop 3. Sub-group formed 6. Missions & Performance Expectations Team formed 9a. Concept for new EPR formulated to be part of document 8.Evaluation of Existing Data 7. Concept formulated 9b. Data Gathered from appropriate resources 9. Preparation of document 9d. Preparation of new EPR document 9c. Library Human Resources 10. Draft document completed 11a.Support Staff Input Rec’d 10a. Draft of new EPR document completed 11. Input/Revision/ Approval of document by Supervisor’s Forum 13aRevised EPR document is finalized 12a. Revisions made to draft EPR document 12. Revisions made to draft core job expectations document 15. EPR submitted to Library Human Resources 13..Mission Statements & Employee Performance Standards Document finalized 16. Forwarded to County Personnel Dept. for Approval 17. Completed Mission Statements, Employee Performance Standards & New EPR Document submitted to the Library’s Administrative Committee for Approval 14. Finalized document approved by Supervisor’s Forum

  42. 2. Create Mission Statement 1. Supervisor’s Forum 4. Madison conference 5. Mission statements workshop 3. Sub-group formed 6. Missions & Performance Expectations Team formed 9a. Concept for new EPR formulated to be part of document 8.Evaluation of Existing Data 7. Concept formulated 9b. Data Gathered from appropriate resources 9. Preparation of document 9d. Preparation of new EPR document 9c. Library Human Resources 10. Draft document completed 11a.Support Staff Input Rec’d 10. Draft of new EPR document completed 11. Input/Revision/ Approval of document by Supervisor’s Forum 13a.Revised EPR document is finalized 12a. Revisions made to draft EPR document 12. Revisions made to draft core job expectations document 15. EPR submitted to Library Human Resources 13..Mission Statements & Employee Performance Standards Document finalized 16. Forwarded to County Personnel Dept. for Approval 17. Completed Mission Statements, Employee Performance Standards & New EPR Document submitted to the Library’s Administrative Committee for Approval 14. Finalized document approved by Supervisor’s Forum 18. Entire document submitted to Cluster & Area Library Managers Group for Feedback and Approval

  43. Supervisor’s Forum Web Page

  44. Mission Statements

  45. With Positive, Clear Employee Standards, you too can tell your staff……..

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