7 Performance Appraisals and Review Process
7.1 Introductory Period
-revised 03.26.2024; effective 04.01.2024
Employment is on an "at-will" basis. No employment contract is offered at this or any other time.
At-will employment means that both employers and employees maintain a working relationship for as long as it suits both parties, and either party can terminate the working relationship without providing justification. Employers can terminate at-will employees for any reason, as long as it is not illegal.
All employees serve a six (6) month introductory period. Employees may be dismissed with or without cause at any time during the introductory period or at any other time. At the end of six months a performance review may be made, and the employee may become a regular employee or be dismissed with notice.
In the event a determination is made by the Director to remove an employee for cause, written notice of such decision will be given to the employee. In accordance with § 39‐3‐17 (3) of the Mississippi Code of 1972, Annotated, the notice will also inform the terminated employee that he/she may request a hearing before the Administrative Library Board of Trustees to present matters relevant to the termination decision, including any reasons alleged by the employee to be the reason for the action. See 10.3 Notice to Employee/Opportunity for Hearing.
7.2 Core Competencies
Approved 12.10.2020
Work Ethic: Is productive, diligent, conscientious, timely, honest, and loyal. Conscientiously abides by rules, regulations, policies, and procedures.
Service Orientation: Seeks to understand the needs and expectations of patrons and strives to meet or exceed those needs. Treats patrons with respect, responding to requests in a professional manner.
Communication: Concisely and accurately answers questions, explains, or conveys information to the public. Demonstrates effective oral and written communication skills. Uses proper English grammar, punctuation, and spelling. Writes in a succinct and organized manner that is appropriate for the intended audience or purpose.
Self-Management Skills: Effectively manages emotions and maintains a positive attitude. Works effectively and cooperatively with others to achieve goals. Treats all people with respect, courtesy, and consideration. Remains open to new ideas and approaches. Promotes cooperation and teamwork.
Customer Relations: Understands the mission of the Library and applies this understanding while interacting with patrons. Positively promotes the important of library services.
Library Technology: Proficient in operating computer equipment, searching the Internet to locate credible information, and locating resources housed in online databases. Operates telephone in a courteous manner. Proficient in operating standard office equipment.
Professional Maturity: Manages conflicts and works to defuse extreme emotional situations. Knows when to refer an issue to another support level, including notifying police or medical personnel. Maintains confidentiality. Abides by standards, professional guidelines, and departmental policies. Follows appropriate lines of communication.
Resource Management: Demonstrates ability to plan, prioritize and organize tasks ensuring deadlines are met.
7.3 Job Descriptions
Each Library position has a written job description that focuses on the essential functions of the job. The job description includes (1) position title and general summary, (2) essential job duties or “functions,” (3) nonessential duties, (4) supervisory authority, (5) special working conditions, and (6) minimum qualifications.
7.4 Appraisal and Review
All employees must meet established performance standards. A performance appraisal and review process takes place at least once a year. The purpose of the appraisal is to improve the quality and quantity of services, develop employee skills, motivate better performance, and increase communication between management and staff members. Informal evaluation of staff takes place throughout the year and will be referenced in the formal Performance Appraisal and Review. The Performance Appraisal and Review Process may be used to identify employees for training and retention or separation on the basis of performance and/or conduct. At the beginning of the appraisal period, the employee is given the job description for his/her position and specific performance standards for those duties and is informed of any changes in duties and performance standards during the appraisal period. Performance appraisals are administered in a fair and consistent manner with the employee's job performance for the entire appraisal period considered and reviewed. Employees are informed during the Performance Appraisal and Review session of areas of deficient work performance and needed improvement. Employees are required to cooperate with the Performance Appraisal and Review Process. During the appraisal/review session, the supervisor will document the appraisal and both parties will sign an acknowledgment that the employee’s duties and performance were discussed.
Reviewed 03.18.2025