Writing telework policies in public libraries
By Cari Dubiel
In part one of this blog series, we explored factors to consider regarding remote work in public libraries. In this article, we’ll move on to the practicalities of writing a telework policy if you choose to pursue one.
First, there are legal considerations: state and federal employment law, nondiscrimination, and workers’ compensation. Especially since some staff will not be eligible if they are front-line, it is important to be clear and equitable about who can work remotely and why. Consult with a lawyer before beginning to draft.
Clearly state the expectations of an employee working from home. The employee must be aware of the hours worked and account for them in some way, usually by keeping a journal of what has been done. Document how you would like the employee to communicate with staff at the main site: chat, email, phone, or a combination. The employee should also comply with policies enforced onsite, including code of conduct, attendance, and confidentiality.
The policy should also discuss what equipment and Internet connection is to be used by the employee and what the library is responsible for. For example, the library should not take responsibility for damage to the employee’s home workspace.
Ad hoc arrangements may also be considered. For example, you may allow an employee to work from home at the discretion of administration. If the employee has collection development, program development, or administrative duties, it may be feasible for them to work remotely if they are unable to get to work that day.
Even if telework is not possible for your library, make sure to keep up on trends in the private sector. According to data analyzed by law firm Kastner Westman & Wilkins, many employers are offering hybrid arrangements and flexibility to attract candidates. A Gallup poll conducted in March 2022 showed that 59% of employees surveyed preferred two or three days in the office and two working from home. You can think about what makes your library a great place to work and encourage flexibility in other areas. For example, maybe your employees have flexibility to leave early or come in late as long as they are not working the desk. These arrangements can work as procedure rather than policy and can be flexible in their own right.
In part three of this series, we’ll interview public library administrators to find out how they successfully wrote and implemented their policies.
Cari Dubiel is a public library expert with 20-plus years of experience. Having worked from the ground up as a Shelver to her current management position with the Twinsburg Public Library, Cari understands the operational aspects of public libraries from both a staff and administrative perspective. Cari has managed projects such as technical services workflow development, software evaluation and implementation, collection development analysis, employee onboarding and training, and website usability. She holds a bachelors’ degree from Hiram College and a Master’s in Library and Information Science from Kent State University. She is also an adjunct faculty member at KSU in the iSchool program. She presents frequently for PCI Webinars and has also presented for NEO-RLS, OLC, and public library staff development days. A former Library Liaison to the National board of Sisters in Crime, Cari is very active in the publishing industry. She is represented by Lynnette Novak of the Seymour Agency and is the lead editor for Writing Bloc Books.
How to choose the best candidate for the job: a guide to an effective selection process
When you have several qualified candidates, it can be difficult to choose the best one for the job. However, by following a few simple tips, you can make an informed decision and select the right candidate for your organization.
- Review each candidate’s qualifications: Review each candidate’s qualifications, including their education, experience, and skills, to determine if they meet the job requirements.
- Assess their personality and fit: Assess each candidate’s personality and fit with the team and company culture. Look for candidates who demonstrate the necessary traits and qualities to work well with others and excel in the position. Factors that can define a company culture are the industry it is in, the customers or clients, operations tempo, and short- versus long-term goals and strategies.
- Use objective criteria: Use objective criteria to evaluate each candidate, such as their performance on pre-employment assessments, their references, and their past job performance. Avoid making subjective judgments based on personal biases or opinions.
- Consider their potential: Consider each candidate’s potential to grow and develop in the position. Look for candidates who have a track record of learning quickly and adapting to new challenges.
- Look for passion and motivation: Look for candidates who are passionate and motivated about the job and the company’s mission. They are more likely to be engaged and productive employees.
- Evaluate their communication skills: Evaluate each candidate’s communication skills, both verbal and written. Effective communication is critical to success in most jobs.
- Take your time: Don’t rush the decision-making process. Take the time to carefully evaluate each candidate and seek feedback from other team members and stakeholders.
By following these tips, you can ensure that you select the best candidate for the job among several qualified applicants. Want to learn more? Contact us to learn how we can help with your recruiting and talent acquisition needs.
9 ongoing activities employers can use to build a strong talent pipeline
As the job market becomes increasingly competitive, it’s more important than ever for employers to have a strong pipeline of qualified talent. This means not only filling current job openings, but also planning ahead for future growth and expansion. To achieve this, employers must be proactive in their recruitment strategies and develop ongoing activities to attract and retain top talent.
Here are some ongoing activities that employers can do to always have a full pipeline of qualified talent:
- Build and maintain a strong employer brand: Develop a reputation as an employer of choice in your industry. This can involve showcasing your company culture, employee benefits, and career growth opportunities through your website, social media, and other marketing channels.
- Cultivate relationships with educational institutions: Establish partnerships with colleges and universities to recruit talented students and recent graduates. Consider hosting campus events and offering internships, co-ops, and apprenticeships.
- Leverage employee referrals: Encourage your current employees to refer qualified candidates for open positions. Offer incentives for successful referrals.
- Utilize online job boards and career fairs: Post your job openings on reputable job boards and attend career fairs to connect with potential candidates.
- Develop a talent network: Keep in touch with candidates who are not currently a fit for your open positions but could be in the future. Use email campaigns and social media to stay top-of-mind with these candidates.
- Use recruitment software: Implement an applicant tracking system (ATS) and other recruitment software to streamline your recruitment process, manage candidate data, and analyze your hiring metrics.
- Embrace diversity and inclusion: Create a welcoming and inclusive workplace culture to attract a diverse pool of talent. Consider partnering with community organizations and participating in diversity-focused recruiting events.
- Conduct ongoing training and development: Offer training and development opportunities to your current employees to help them grow and advance within your organization. This can help reduce turnover and create opportunities for internal promotions.
- Monitor industry trends: Stay up-to-date with industry trends and changes in the labor market to adjust your recruiting strategies as needed.
Bonus tip: Recruiting for passive candidates can provide significant value to employers looking to build a strong talent pipeline. Passive candidates are individuals who are currently employed and not actively seeking new job opportunities, but who may be open to exploring new opportunities if they are presented with the right opportunity. By recruiting for passive candidates, employers can tap into a pool of talent that may not be visible through traditional job postings or recruitment methods. These candidates often have valuable skills and experience that can benefit a company, and may be more likely to be a good fit for a role and remain committed to a new employer. Additionally, by establishing relationships with passive candidates, employers can build a talent network that can be leveraged in the future as the company continues to grow and expand.
By implementing these strategies, employers can stay ahead of the competition and ensure they have a qualified pool of candidates ready to fill open positions.
Want to learn more? Contact us to learn how we can help with your recruiting and talent acquisition needs.
Job Opportunity: Executive Director for Hussey-Mayfield Memorial Public Library
The trustees of the Hussey-Mayfield Memorial Public Library [HMMPL] in Zionsville, Indiana are seeking a dynamic, visionary leader as the library’s next Executive Director. This multi-faceted, mission-driven leadership position will plan, implement, and administer all aspects of the operation of the Library. The new Executive Director will provide sound strategic management and possess a strong orientation towards innovation, inspiration, and increasing community connectivity and collaboration.
The Executive Director operates with a high level of independence but reports directly to a seven-member Board of Trustees. The Library has a generous Foundation with a $4 million dollar endowment and an active Friends group that provides additional grants and funding each year.
Learn more about the opportunity here.
About the Library and Community
HMMPL serves as a valuable community resource by encouraging the joy of reading, lifelong learning, and the exploration of creativity, information, and knowledge for all ages and cultures in an equitable manner.
HMMPL is a growing library serving more than 37,500 Central Indiana residents who live in Eagle, Union, and Worth townships of Boone County. The Library serves patrons of all ages, and currently has the second highest circulation rate per capita in the state. The main branch is located in Zionsville, Indiana with a new branch opening in Whitestown, Indiana in the fall of 2023. The adjacent towns are recognized as two of the fastest growing areas in the state, boasting beautiful outdoor amenities, a thriving downtown, highly-ranked school systems, and a population growing in diversity.
Position Qualifications and Compensation
Qualified candidates will possess:
- Three or more years of experience in library operations management; multi-site management experience preferred.
- Experience in fiscal oversight of an annual budget, and the ability to advocate for public library funding and support.
- Experience collaborating and partnering with trustees, civic/community partners, local businesses, and other key stakeholders.
- Experience leading change and rapid organizational growth. Prior experience with large capital improvement/construction projects, and/or opening a new facility is preferred.
- Experience implementing policies and upholding the principles of intellectual freedom to ensure free, equitable, and confidential access to information for all people of the community.
- A Master’s degree in Library Science.
A generous compensation package includes competitive starting annual salary of $90,000 – $100,000; healthcare benefits include time-off, medical, dental, vision, pension plan, and more.
To be considered for this position, please submit your resume and a cover letter [including salary requirements] to: email@example.com. Applications will be accepted until the position is filled.
What areas of HR will AI affect the least in the next 5 years
While there are many potential benefits to using artificial intelligence [AI] in HR administration, it’s important to recognize that there are also limitations to what AI can do. AI can provide valuable insights and automate repetitive tasks, but it cannot replace the human touch and expertise required for effective HR management. In this post, we’ll explore some of the areas where AI may fall short in HR administration and the potential risks and challenges associated with relying too heavily on AI.
Even though AI is likely to have a significant impact on many areas of HR in the next 5 years, there are some areas that may be affected to a lesser extent. These may include:
- Employee relations: AI is unlikely to replace the human touch required for effective employee relations, such as handling grievances, mediating conflicts, and providing emotional support.
- Strategic planning: While AI can provide insights and analytics to support strategic planning, human decision-making and expertise will still be required to make informed strategic decisions that align with the organization’s goals.
- Diversity and inclusion: While AI can help to reduce bias in recruitment and other HR processes, it cannot fully address the complex social and cultural factors that contribute to diversity and inclusion. Human understanding and sensitivity will still be required to create and maintain a diverse and inclusive workplace.
- Legal compliance: AI may assist in identifying potential legal risks, but human expertise will still be required to navigate complex legal regulations and ensure compliance.
AI can provide significant benefits to HR administration, it’s important to recognize its limitations and potential risks. AI cannot replace human judgment and expertise, and there are potential risks associated with relying too heavily on AI for critical HR functions. By recognizing the limits of AI and using it as a tool to augment human decision-making, HR departments can work more efficiently and effectively while also maintaining a human-centered approach to management.
Want to learn more how we help our clients with their HR challenges? Our success stories and case studies tell our story from the clients’ perspective. When you’re ready, contact us to learn how we can help with your HR consulting and project needs.
How will AI change HR?
Artificial intelligence [AI] has become an increasingly popular tool for businesses looking to streamline their operations and improve efficiency. One area where AI has the potential to make a significant impact is HR administration. By automating repetitive tasks and providing valuable insights, AI can help HR departments work more efficiently and effectively. In this post, we’ll explore some of the ways that AI is changing HR administration and the benefits it can provide.
AI has the potential to significantly change HR administration in several ways, including:
- Streamlining recruitment: AI-powered tools can help HR departments streamline recruitment by automating tasks such as candidate sourcing, resume screening, and scheduling interviews. This can save HR professionals significant amounts of time and enable them to focus on more strategic tasks.
- Improved candidate matching: AI can also help to match candidates to job roles more accurately, by analyzing resumes and job descriptions to identify key skills and qualifications. This can help to reduce bias in the recruitment process and improve the overall quality of hires.
- Enhancing employee engagement: AI-powered chatbots can be used to provide employees with instant support and feedback on HR-related queries. This can help to improve employee engagement and satisfaction, by providing quick and efficient resolution to their issues.
- Predictive analytics for retention: HR departments can use AI to analyze data on employee performance, engagement, and turnover rates to identify patterns and predict which employees are at risk of leaving. This can help HR professionals take proactive steps to retain valuable employees and reduce turnover.
- Personalized learning and development: AI can help HR departments to deliver personalized learning and development opportunities for employees, by analyzing their skills and identifying areas for improvement. This can help employees to develop new skills and progress in their careers, while also supporting the organization’s strategic objectives.
AI has the potential to revolutionize HR administration, by enabling HR professionals to work more efficiently and effectively, while also improving the employee experience and supporting the organization’s strategic goals. However, it’s important to note that AI should be used as a tool to augment human decision-making, rather than replace it entirely.
Our success stories and case studies tell our story from the clients’ perspective…they provide the best endorsement of our capability and work product.
Contact us to learn how we can help with your HR consulting and project needs…we’ll be pleased to share with you how our work has exceeded our clients’ expectations.
Recruiting and talent acquisition services
Although many of our clients are familiar with our human resources consulting projects, we are still surprised that many don’t realize we also help our clients find top talent.
But we do! We have helped many organizations…whether they are for-profit, not-for-profit, or public sector…fill critical roles. Here is a sample of just some of the roles we have helped organizations fill:
- Head of Operations for a manufacturing and assembly company
- Head of Operations for an OTC pharmaceutical company
- Client Relations Associates for a financial services firm
- Head of Human Resources for a utility vegetation management company
- Controller for an insurance brokerage
- Head of Human Resources for a law firm
- Electrical and structural engineers for an engineering and architecture firm
- Executive Director for a state-wide library professional association
- Executive Director for a civil rights organization
- Executive Director for a cultural organization
Public sector / public libraries
- Library Directors
- Fiscal Officers
- Heads of Human Resources
- Department heads
Additionally, we work with clients to develop or refine their talent acquisition strategies. We assess the landscape of your industry’s talent and labor market, review your approaches to engage with potential candidates, and recommend ways to make your sourcing, screening, and selection process more efficient and effective. We give you tools help you select the right person all the time and eliminate the guesswork.
Want to learn more? Contact us to learn how we can help with your recruiting and talent acquisition needs.
How employers are managing compensation challenges in 2023
Many employers are facing challenges in finding the right compensation levels for their employees in 2023, as higher pay is becoming essential for attracting and retaining talent. According to a recent SHRM article, here are some of the strategies they are employing:
Higher Than Expected Pay Increases
Data from consulting firm WTW shows that 70 percent of U.S. employers spent more than they expected to adjust employees’ pay levels last year. In general, compensation budgets are continuing to increase faster than they have in at least 15 years. WTW projects salary increase budgets will grow by an average of 4.6 percent in 2023.
Off-Cycle Pay Adjustments
Employers are making off-cycle pay adjustments to address pay equity and pay compression issues, in addition to making market adjustments for jobs in certain in-demand fields. Getting the right level of base pay is necessary as it is the “table stakes that just allows you into the game,” according to Lori Wisper, managing director with WTW.
Compensation Risk Management
Managing compensation in this environment is about avoiding losses, as the risk and cost of losing workers may be greater than the cost of increasing their pay. Employers can either find ways to reduce the cost of replacing employees or adjust pay upward when the market demands it.
Transparency and Communication
Employers are increasingly having conversations with employees about how and why they make pay decisions, especially as pay transparency laws are becoming more widespread. Front-line managers and HR professionals throughout the organization are important points of contact for employees with compensation-related questions.
Rethinking Compensation Philosophy
An organization’s compensation philosophy can be an important tool for guiding pay decisions and communicating the reasons behind those decisions. An updated compensation philosophy could state what the organization considers to be competitive pay and how it will manage pay compression and identify and pay for critical skills and positions.
Regular communication about the compensation and total rewards philosophy is necessary to build trust and understanding among employees and make the most of what the employer offers. Communication should happen not only when recruiting employees but throughout their tenure.
Compensation studies are one of our specialties. We have deep experience with base compensation benchmarking, incentive program development, and total rewards. Check out our updates on workforce strategy and compensation or contact us for other helpful resources.