LIS 605 Library Management: Human Resource Management

Human Resource Management: Position Description

This assignment was to write an original job description for a professional library position. The description had to include the position title, information about the fictional library, responsibilities and duties, position reporting structure, inclusivity and diversity language, qualifications, salary and benefits, equal opportunity policy statement, diversity hiring statement, and contact information. To complete the assignment, I had to research other library position descriptions, what the description needed to include, and what each section required. 

Human Resource Management: Position Evaluation Forms

This assignment was to create two different forms based on the position description I created. The first form is an employee's self-evaluation form, and the second form was the employer's evaluation form of the employee. The self-evaluation form needed to include areas for the employee to list and comment on job responsibilities, duties, accomplishments, professional development activities, and service activities related to work. There also needed to be questions for the employee to answer and comment on.  The employer's evaluation form needed to include a rating system to show satisfaction/dissatisfaction with the employee's performance, space for improvement or additional comments, and recommendations for future performance or professional development. Both forms are intended to document, review, and discuss the employee's performance, job satisfaction, and plans for the future, and for both parties to provide guidance and feedback. 

REFLECTION:

Being able to write job descriptions and assessments as a library professional, especially in my role as a branch manager, is essential because it helps to clearly define the expectations, responsibilities, and qualifications for each library position. A well-written job description can attract the right candidates during hiring and set a foundation for training and performance evaluations. I have already had the opportunity to hire for a couple of positions in my library. The job descriptions served as the foundations for the interviews I conducted. The conversations focused on the key responsibilities and qualifications for the positions I sought to fill. I assessed each candidate's strengths, expertise, and suitability for the role by aligning my questions with the required skills outlined in the job descriptions. The process highlighted any gaps in their experience, allowing me to compare candidates objectively and make well-informed hiring decisions that met the needs of the branch. The process of writing job descriptions and conducting interviews directly supports training new employees by providing a framework for their responsibilities, expectations, and serves as a guide for training. 

As the branch manager, I have been involved in creating our employee evaluation forms and writing yearly employee evaluations. My library system recently evaluated the evaluation forms to ensure they are structured, fair, and aligned with the system's mission and goals. We wanted to create forms to standardize the process and consistently measure employee performance across many areas, such as job knowledge, customer service, technical skills, and so on. The new forms support productive discussions and clear criteria for feedback, setting goals, and professional development during the employee reviews. Being part of creating new employee evaluation forms also helps me perform the employee reviews in a way that is meaningful and relevant to the employees I work with.