Library Personnel

37. The library employs sufficient staff to meet service needs. That staff includes a paid library director.  Appendix C provided the minimum hours of paid staffing by library service level.  At least 2 hours per week is paid time for the library director for administrative duties.

38. Library personnel pursue an ongoing program of continuing education activities, including technology training as discussed in the Technology Skills and Core Competencies Resource Page. The library pays registration, salary and travel expenses for attendance at approved continuing education activities. The library board provides appropriate monetary or other incentives and recognition for completion of approved continuing education goals.

39. The library maintains and pays for a personal membership for the library director in the Kansas Library Association annually.

40. The library director has completed a state and/or system approved program of library training after appointment.

41. All employees are paid no less than the minimum wage as required in the Fair Labor Standards Act, and other provisions of the FLSA are complied with. Employees are paid for all hours worked; failure to do so is a violation of federal law and may result in fines.

42. The library expends a minimum of 65% of its annual budget for library personnel compensation. Compensation includes salaries and wages as well as employee benefits that will include Social Security and Medicare, and may include KPERS or other retirement programs, medical, dental, life, disability, workers compensation insurance, Kansas unemployment compensation, and other employee benefits.

43. The base (starting) salary for the library director is at or above the minimum salary level identified for the appropriate service level and educational background.  Minimum salary rates are provided as Appendix A of these standards.  Library boards should consider the following factors:

  • These are entry level salaries; library boards are urged to consider prior experience, education, and skills in setting actual salaries.
  • In applying these rates to current library directors, library boards should also consider the library director’s length of service and performance.

44. The library board annually conducts a written evaluation of the library director’s performance.

45. An annual salary increase is provided to the library director, subject to the annual performance evaluation. Factors that library boards are encouraged to consider in setting salary increases include but are not limited to:

  • The quality of the library director’s performance.
  • Success in meeting goals established by the library board.
  • The library director’s length of service in the position.
  • Attainment of major continuing education goals and accomplishments.
  • Increases in the cost of living.

46. The library director or appropriate administrative staff annually conducts a written evaluation of the performance of all other library employees.  The library director annually recommends to the library board salary increases for other library employees.

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