[{"data":1,"prerenderedAt":517},["ShallowReactive",2],{"document-library-director-job-description-D11670":3},{"document":4,"label":23,"preview":11,"thumb":24,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":25,"breadcrumb":29,"related":33,"customDescModule":176,"customdescription":6,"mdFm":177,"mdProseHtml":516},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":15},"JOB DESCRIPTION LIBRARY DIRECTOR Brief description The position of library director consists of administering libraries and performing related library services. It also consists of working in a variety of settings, including public libraries, schools, colleges and universities, museums, corporations, government agencies, law firms, non-profit organizations, and healthcare providers. Tasks Direct and train library staff in duties such as receiving, cataloging, and equipment use; Direct the expenditure of library funds and allocation of resources; Ensure the level of patron service, and patron satisfaction meets the library's goals and objectives; Establish priorities, procedures and general practices for the library; Evaluate performance and provide direction in the development of departmental goals; Implement the mission and goals of the library as set by the library board; Negotiate contracts for library services, materials, and equipment; Plan, organize, coordinate and direct the library's service programs; Prepare annual budget documentation and justification for approval by the board; Provide input into the architectural planning of library facilities. 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The Corporation may, in its sole discretion, increase or reduce the duties, or modify the title and job description, of the Employee from time to time, and any such increase, reduction or modification shall not be deemed a termination of this Agreement. ACCEPTANCE OF EMPLOYMENT Employee accepts employment with the Corporation upon the terms set forth above and agrees to devote all Employee's time, energy and ability to the interests of the Corporation, and to perform Employee's duties in an efficient, trustworthy and business-like manner. DEVOTION OF TIME TO EMPLOYMENT The Employee shall devote the Employee's best efforts and substantially all of the Employee's working time to performing the duties on behalf of the Corporation. The Employee shall provide services during the hours that are scheduled by the Corporation management. The Employee shall be prompt in reporting to work at the assigned time. NO CONFLICT OF INTEREST Employee shall not engage in any other business while employed by the Corporation. Employee shall not engage in any activity that conflicts with the Employees duties to the Corporation. Employee shall not provide any service or lend any aid or assistance to any party that competes with the services offered by the Corporation. Employee shall not provide any services to clients or prospective clients of the Corporation outside of the provision of services for the Corporation, whether such services are provided with or without compensation or remuneration. CORPORATION PROPERTY Employee acknowledges and agrees that while employed by the Corporation the Employee may be provided with use of computer equipment and other property of the Corporation. The use and possession of the such items shall be subject to any policies, requirements or restrictions established by the Corporation. Such items may only be used in performance of the Employee's duties for the corporation. On request of the Corporation, the Employee shall immediately deliver any such items to the Corporation. Upon termination of employment, Employee shall have the affirmative duty to return any such item to the Corporation whether a request is made or not. The obligation to return Corporation property shall extend and include any and all work product, client property, proprietary rights, intangible property, and all other property of the corporation regardless of the form or medium. COMPENSATION The Corporation shall pay the Employee such hourly compensation as determined by the Corporation. Payment shall be at the same time as the Corporations usual payroll to other employees. BONUS & BENEFITS Payment of any bonuses shall be at the complete discretion of the Corporation. No guarantee or representation that any bonuses will be paid has been made to the Employee. Standard benefits that are provided to other non-management employees shall be offered to the Employee, subject to the Corporation's policies and the terms and conditions of such benefits. WITHHOLDING All sums payable to Employee under this Agreement will be reduced by all federal, state, local, and other withholdings and similar taxes and payments required by applicable law. QUALIFICATIONS OF EMPLOYEE The employee shall satisfy all of the qualification that are established by the Corporation. TERM OF AGREEMENT There shall be no guaranteed term of employment. Employer acknowledges and agrees that Employee shall be an \"At Will\" Employee and that Employee's employment may be terminated at any time by the Corporation, with or without cause. FEES FROM EMPLOYEE'S WORK The Corporation shall have exclusive authority to determine the fees, or a procedure for establishing the fees, to be charged to clients by the Corporation for services that are provided by the Employee. All sums paid to the Employee or the Corporation in the way of fees, in cash or in kind, or otherwise for services of the Employee, shall, except as otherwise specifically agreed by the Corporation, be and remain the property of the Corporation and shall be included in the Corporation's name in such checking account or accounts as the Corporation may from time to time designate. CLIENTS AND CLIENT RECORDS The Corporation shall have the authority to determine who will be accepted as clients of the Corporation, and the Employee recognizes that such clients accepted are clients of the Corporation and not the Employee. All client records and files of any type concerning clients of the Corporation shall belong to and remain the property of the Corporation, notwithstanding the subsequent termination of the employment. POLICIES AND PROCEDURES The Corporation shall have the authority to establish from time to time the policies and procedures to be followed by the Employee in performing services for the Corporation. This may include, but is not necessarily limited to, employment policies, computer use policies, Internet access policies, email policies, and all other policies, procedures, directives, and mandates established by the Corporation, whether or not in written form or formally adopted. Employee shall abide by the provisions of any contract entered into by the Corporation under which the Employee provides services. Employee shall comply with the terms and conditions of any and all contracts entered by the Corporation. TERMINATION Employee acknowledges and agrees that Employee is an \"at will\" employee of the Corporation. As such, no term of employment is created hereby and employee may be terminated at any time in the sole discretion of the Corporation, whether there exists any cause for termination or not. CREATIONS AND INVENTIONS Employee acknowledges and agrees that any and all work product of the Employee that is conceived or created during the Employee's employment with the Corporation is the exclusive property of the Corporation. This shall include any and all copyrights, trade secrets, confidential information, patents, trademarks, trade dress, ideas, concepts, plans, business plans, business concepts, techniques, inventions, drawings, artwork, logos, graphics, web pages, databases, software, programs, CGI's, plug ins, applications, brochures, inventions, marketing plans and concepts, and all other ideas and work product of the Employee. The Employee acknowledges and agrees that all creations shall be \"works made for hire\" as defined in the [ACT OR CODE]. Notwithstanding the fact that this material may be considered to be a work made for hire, Employee agrees, during Employee's employment and thereafter, which covenant shall survive any termination of the employment relationship, to execute any and all documents requested by the Corporation to confirm the Corporation's ownership and control of all such material, including but not limited to assignments of copyright, confirmations of work for hire status, waivers of proprietary rights, copyright application, and any other documents requested by Corporation. RESTRICTIVE COVENANTS","Employment Agreement_At Will Employee","7","https://templates.business-in-a-box.com/imgs/1000px/employment-agreement_at-will-employee-D541.png","https://templates.business-in-a-box.com/imgs/250px/541.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#541.xml",{"title":90,"description":6},"employment agreement_at will employee",[92,94,97],{"label":18,"url":93},"human-resources",{"label":95,"url":96},"Hire an Employee","hire-employee",{"label":98,"url":99},"Legal Agreements","business-legal-agreements","/template/employment-agreement_at-will-employee-D541",{"description":102,"descriptionCustom":6,"label":103,"pages":104,"size":105,"extension":10,"preview":106,"thumb":107,"svgFrame":108,"seoMetadata":109,"parents":110,"keywords":114,"url":115},"EMPLOYMENT AGREEMENT FOR AN EXECUTIVE This Employment Agreement for an Executive (the \"Agreement\") is made and effective this [Date], BETWEEN: [EXECUTIVE NAME] (the \"Executive\"), an individual with his main address at: AND: [COMPANY NAME] (the \"Company\"), an entity organized and existing under the laws of the [STATE/PROVINCE], with its head office located at: Recitals In consideration of the covenants and agreements herein contained and the moneys to be paid hereunder, the Company hereby employs the Executive and the Executive hereby agrees to perform services as an Executive of the Company, upon the following terms and conditions: TERM The Company hereby employs Executive to serve as [position] and to serve in such additional or different position or positions as the Company may determine in its sole discretion. The term of employment shall be for a period of [NUMBER] years (\"Employment Period\") to commence on [DATE], unless earlier terminated as set forth herein. The effective date of this Agreement shall be the date first set forth above, and it shall continue in effect until the earlier of: The effective date of any subsequent employment agreement between the Company and the Executive; The effective date of any termination of employment as provided elsewhere herein; or [NUMBER] year(s) from the effective date hereof, provided, that this Employment Agreement shall automatically renew for successive periods of [NUMBER] years each unless either party gives written notice to other that it does not wish to automatically renew this Agreement, which written notice must be received by the other party no less than [NUMBER] days and no more than [NUMBER] days prior to the expiration of the applicable term. Duties and Responsibilities Executive will be reporting to [IDENTIFY]. Within the limitations established by the By-laws of the Company, the Executive shall have each and all of the duties and responsibilities of that position and such other or different duties on behalf of the Company, as may be assigned from time to time by [identify what person or body may assign additional responsibilities]. Location The initial principal location at which Executive shall perform services for the Company shall be [location]. Acceptance of Employment Executive accepts employment with the Company upon the terms set forth above and agrees to devote all Executive's time, energy and ability to the interests of the Company, and to perform Executive's duties in an efficient, trustworthy and business-like manner. Devotion of Time to Employment The Executive shall devote the Executive's best efforts and substantially all of the Executive's working time to performing the duties on behalf of the Company. The Executive shall provide services during the normal business hours of the Company as determined by the Company. Reasonable amounts of time may be allotted to personal or outside business, charitable and professional activities and shall not constitute a violation of this Agreement provided such activities do not materially interfere with the services required to be rendered hereunder. QUALIFICATIONS The Executive shall, as a condition of this Agreement, satisfy all of the qualification that are reasonably and in good faith established by the Board of Directors. Compensation Base Salary Executive shall be paid a base salary (\"Base Salary\") at the annual rate of [salary], payable in bi-weekly installments consistent with Company's payroll practices. The annual Base Salary shall be reviewed on or before [DATE] of each year, unless Executive's employment hereunder shall have been terminated earlier pursuant to this Agreement, starting on [agreed upon date] by the Board of Directors of the Company to determine if such Base Salary should be increased for the following year in recognition of services to the Company. In consideration of the services under this Agreement, Executive shall be paid the aggregate of basic compensation, bonus and benefits as hereinafter set forth. Payment Payment of all compensation to Executive hereunder shall be made in accordance with the relevant Company policies in effect from time to time, including normal payroll practices. Bonus From time to time, the Company may pay to Executive a bonus out of net revenues of the Company. Payment of any bonus compensation shall be at the sole discretion of the Board of Directors or the Executive committee of the Board of Directors and the Executive shall have no entitlement to such amount absent a decision by the Company as aforesaid to make such bonus compensation. Executive shall also be entitled to a bonus determined as follows: [DESCRIBE] Benefits The Company shall provide Executive with such benefits as are provided to other senior management Of the Company. Benefits shall include at a minimum (i) paid vacation of [NUMBER] days per year, at such times as approved by the Board of Directors, (ii) health insurance coverage under the same terms as offered to other Executives of the Company, (iii) retirement and profit sharing programs as offered to other Executives of the Company, (iv) paid holidays as per the Company's policies, and (v) such other benefits and perquisites as are approved by the Board of Directors. The Company has the right to modify conditions of participation, terminate any benefit, or change insurance plans and other providers of such benefits in its sole discretion. The Executive shall be reimbursed for out of pocket expenses that are pre-approved by the Company, subject to the Company's policies and procedures therefore, and only for such items that are a necessary and integral part of the Executive's job functions. NonDeductible Compensation In the event a deduction shall be disallowed by the Internal Revenue Service or a court of competent jurisdiction for federal income tax purposes for all or any part of the payment made to Executive by the Company or any other shareholder or Executive of the Company, shall be required by the Internal Revenue Service to pay a deficiency on account of such disallowance, then Executive shall repay to the Company or such other individual required to make such payment, an amount equal to the tax imposed on the disallowed portion of such payment, plus any and all interest and penalties paid with respect thereto. The Company or other party required to make payment shall not be required to defend any proposed disallowance or other action by the Internal Revenue Service or any other state, federal, or local taxing authorities. Withholding All sums payable to Executive under this Agreement will be reduced by all federal, state, local, and other withholdings and similar taxes and payments required by applicable law. Other Employment Benefits Business Expenses Upon submission of itemized expense statements in the manner specified by the Company, Executive shall be entitled to reimbursement for reasonable travel and other reasonable business expenses duly incurred by Executive in the performance of his duties under this Agreement. Benefit Plans Executive shall be entitled to participate in the Company's medical and dental plans, life and disability insurance plans and retirement plans pursuant to their terms and conditions. Executive shall be entitled to participate in any other benefit plan offered by the Company to its Executives during the term of this Agreement (other than stock option or stock incentive plans, which are governed by Section 3(d) below). Nothing in this Agreement shall preclude the Company or any affiliate of the Company from terminating or amending any Executive benefit plan or program from time to time. Vacation Executive shall be entitled to [agreed upon number of time] weeks of vacation each year of full employment, exclusive of legal holidays, as long as the scheduling of Executive's vacation does not interfere with the Company's normal business operations.","Employment Agreement Executive","12",97,"https://templates.business-in-a-box.com/imgs/1000px/employment-agreement_executive-D543.png","https://templates.business-in-a-box.com/imgs/250px/543.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#543.xml",{"title":6,"description":6},[111,112,113],{"label":18,"url":93},{"label":95,"url":96},{"label":98,"url":99},"employment agreement executive","/template/employment-agreement-executive-D543",{"description":117,"descriptionCustom":6,"label":118,"pages":119,"size":9,"extension":10,"preview":120,"thumb":121,"svgFrame":122,"seoMetadata":123,"parents":125,"keywords":124,"url":128},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: JOB OFFER FOR [DESCRIBE] Dear [CANDIDATE NAME]: Congratulations! [Company name] is excited to offer you the position of [job title] with an expected start date of [day, month, year] at a starting salary of [dollar amount] per [hour, year, etc.]. You can expect to receive payment [weekly, biweekly, monthly, etc.], starting on [date of first pay period]. We must wrap up a few more formalities, including the successful completion of your [background check, drug screening, reference check, etc.]. As the [job title], you will report to [manager/supervisor name and title] at [workplace location] from [hours of day, days of week]","Job Offer Letter Long","1","https://templates.business-in-a-box.com/imgs/1000px/job-offer-letter-long-D12769.png","https://templates.business-in-a-box.com/imgs/250px/12769.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12769.xml",{"title":124,"description":6},"job offer letter long",[126,127],{"label":18,"url":93},{"label":95,"url":96},"/template/job-offer-letter-long-D12769",{"description":130,"descriptionCustom":6,"label":131,"pages":132,"size":9,"extension":10,"preview":133,"thumb":134,"svgFrame":135,"seoMetadata":136,"parents":138,"keywords":137,"url":145},"Employee Performance Review Standard Operating Procedure Department: Human Resources Purpose: Before doing the performance review, it's important that managers have already set up goals to their employees. Indeed, performance reviews are valuable for both the employee and the employer. It's a chance for managers to give praise for exceptional work and guidance for any shortcomings. Managers and supervisors should take this opportunity to have an open discussion about the future of the company and the potential for employee growth. Frequency: Quarterly Procedure: Set up goals for employees. Share with the employee how your organization will assess performance. Prepare the meeting. Establish the purpose of the performance review meeting conversation. Be specific and transparent in the meeting. Review the relevant parts of the performance review form. Discuss ideas for development/action plan. Agree upon specific actions to be taken by each of you. Summarize the performance review meeting conversation. Definition/Explanation: Goal: It is imperative that the employee knows exactly what is expected of his or her performance. Your periodic discussions about performance need to focus on these significant portions of the employee's job.","How to Review Employee Performance","3","https://templates.business-in-a-box.com/imgs/1000px/how-to-review-employee-performance-D12595.png","https://templates.business-in-a-box.com/imgs/250px/12595.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12595.xml",{"title":137,"description":6},"how to review employee performance",[139,142],{"label":140,"url":141},"Business Plan Kit","business-plan-kit",{"label":143,"url":144},"Business Procedures","business-procedures","/template/how-to-review-employee-performance-D12595",{"description":147,"descriptionCustom":6,"label":148,"pages":132,"size":9,"extension":10,"preview":149,"thumb":150,"svgFrame":151,"seoMetadata":152,"parents":154,"keywords":153,"url":159},"NON-DISCLOSURE AGREEMENT (NDA) This Non-Disclosure Agreement (the \"Agreement\") is made and effective [DATE], BETWEEN: [YOUR COMPANY NAME] (the \"Disclosing Party\"), a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] AND: [RECEIVING PARTY NAME] (the \"Receiving Party\"), an individual with his main address located at OR a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] WHEREAS, Receiving Party has been or will be engaged in the performance of work on [DESCRIBE]; and in connection therewith will be given access to certain confidential and proprietary information; and WHEREAS, Receiving Party and Disclosing Party wish to evidence by this Agreement the manner in which said confidential and proprietary material will be treated. NOW, THEREFORE, it is agreed as follows: NON-DISCLOSURE OF CONFIDENTIAL INFORMATION Both Parties understand and agree that each Party may have access to the confidential information of the other party. For the purposes of this Agreement, \"Confidential Information\" means proprietary and confidential information about the Disclosing Party's (or it's suppliers') business or activities. Such information includes all business, financial, technical, and other information marked or designated by such Party as \"confidential\" or \"proprietary.\" Confidential Information also includes information which, by the nature of the circumstances surrounding the disclosure, ought in good faith to be treated as confidential. For the purposes of this Agreement, Confidential Information does not include: Information that is currently in the public domain or that enters the public domain after the signing of this Agreement. Information a Party lawfully receives from a third Party without restriction on disclosure and without breach of a non-disclosure obligation. Information that the Receiving Party knew prior to receiving any Confidential Information from the Disclosing Party. Information that the Receiving Party independently develops without reliance on any Confidential Information from the Disclosing Party. Each Party agrees that it will not disclose to any third Party or use any Confidential Information disclosed to it by the other Party except when expressly permitted in writing by the other Party. Each Party also agrees that it will take all reasonable measures to maintain the confidentiality of all Confidential Information of the other Party in its possession or control. TERM The term of this Agreement is [number] of [years/months] from the date of execution by both Parties. TITLE The Receiving Party agrees that all Confidential Information furnished by the Disclosing Party shall remain the sole property of the Disclosing Party. DISCLAIMER","Non Disclosure Agreement Nda","https://templates.business-in-a-box.com/imgs/1000px/non-disclosure-agreement-nda-D12692.png","https://templates.business-in-a-box.com/imgs/250px/12692.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12692.xml",{"title":153,"description":6},"non disclosure agreement nda",[155,156],{"label":98,"url":99},{"label":157,"url":158},"Confidentiality Agreements","confidentiality-agreement","/template/non-disclosure-agreement-nda-D12692",{"description":161,"descriptionCustom":6,"label":162,"pages":163,"size":164,"extension":10,"preview":165,"thumb":166,"svgFrame":167,"seoMetadata":168,"parents":169,"keywords":174,"url":175},"Employee Handbook Understanding employment at [YOUR COMPANY NAME] Revised on [DATE] Prepared By: [YOUR NAME] [YOUR JOB TITLE] Phone 555.555.5555 Email info@yourbusiness.com www.yourbusiness.com Table of Content Table of Content 2 Welcome to [YOUR COMPANY NAME]! 5 1. Organization Description 6 1.1 Introductory Statement 6 1.2 Customer Relations 6 1.3 Products and Services Provided 7 1.4 Facilities and Location(s) 7 1.5 The History of [YOUR COMPANY NAME] 7 1.6 Management Philosophy 7 1.7 Goals 8 2. The Employment 9 2.1 Nature of Employment 9 2.2 Employee Relations 9 2.3 Equal Employment Opportunity 10 2.4 Diversity 10 2.5 Business Ethics and Conduct 12 2.6 Personal Relationships in the Workplace 13 2.7 Conflicts of Interest 13 2.8 Outside Employment 14 2.9 Non-Disclosure 15 2.10 Disability Accommodation 16 2.11 Job Posting and Employee Referrals 17 2.12 Whistleblower Policy 18 2.13 Accident and First Aid 20 3. Employment Status and Records 21 3.1 Employment Categories 21 3.2 Access to Personnel Files 22 3.3 Personnel Data Changes 23 3.4 Probation Period 23 3.5 Employment Applications 24 3.6 Performance Evaluation 24 3.7 Job Descriptions 25 3.8 Salary Administration 25 3.9 Professional Development 26 4. Employee Benefit Programs 27 4.1 Employee Benefits 27 4.2 Vacation Benefits 27 4.3 Military Service Leave 29 4.4 Religious Observance 29 4.5 Holidays 29 4.6 Workers Insurance 30 4.7 Sick Leave Benefits 31 4.8 Bereavement Leave 32 4.9 Relocation Benefits 33 4.10 Educational Assistance 33 4.11 Health Insurance 34 4.12 Life Insurance 35 4.13 Long Term Disability 35 4.14 Marriage, Maternity and Parental Leave 36 5. Timekeeping / Payroll 40 5.1 Timekeeping 40 5.2 Paydays 40 5.3 Employment Termination 41 5.4 Administrative Pay Corrections 42 6. Work Conditions and Hours 43 6.1 Work Schedules 43 6.2 Absences 43 6.3 Jury Duty 45 6.4 Use of Phone and Mail Systems 45 6.5 Smoking 46 6.6 Meal Periods 46 6.7 Overtime 46 6.8 Use of Equipment 47 6.9 Telecommuting 47 6.10 Emergency Closing 48 6.11 Business Travel Expenses 49 6.12 Visitors in the Workplace 51 6.13 Computer and Email Usage 51 6.14 Internet Usage 52 6.15 Workplace Monitoring 54 6.16 Workplace Violence Prevention 55 7. Employee Conduct & Disciplinary Action 57 7.1 Employee Conduct and Work Rules 57 7.2 Sexual and Other Unlawful Harassment 58 7.3 Attendance and Punctuality 60 7.4 Personal Appearance 60 7.5 Return of Property 61 7.6 Resignation and Retirement 61 7.7 Security Inspections 62 7.8 Progressive Discipline 62 7.9 Problem Resolution 64 7.10 Workplace Etiquette 65 7.11 Suggestion Program 67 Acknowledgement of Receipt 68 Welcome to [YOUR COMPANY NAME]! On behalf of your colleagues, we welcome you to [YOUR COMPANY NAME] and wish you every success here. At [YOUR COMPANY NAME], we believe that each employee contributes directly to the growth and success of the company, and we hope you will take pride in being a member of our team. This handbook was developed to describe some of the expectations of our employees and to outline the policies, programs, and benefits available to eligible employees. Employees should become familiar with the contents of the employee handbook as soon as possible, for it will answer many questions about employment with [YOUR COMPANY NAME]. We believe that professional relationships are easier when all employees are aware of the culture and values of the organization. This guide will help you to better understand our vision for the future of our business and the challenges that are ahead. We hope that your experience here will be challenging, enjoyable, and rewarding. Again, welcome! [PRESIDENT NAME] President & CEO 1. Organization Description 1.1 Introductory Statement This handbook is designed to acquaint you with [YOUR COMPANY NAME] and provide you with information about working conditions, employee benefits, and some of the policies affecting your employment. You should read, understand, and comply with all provisions of the handbook. It describes many of your responsibilities as an employee and outlines the programs developed by [YOUR COMPANY NAME] to benefit employees. One of our objectives is to provide a work environment that is conducive to both personal and professional growth. No employee handbook can anticipate every circumstance or question about policy. As [YOUR COMPANY NAME] continues to grow, the need may arise and [YOUR COMPANY NAME] reserves the right to revise, supplement, or rescind any policies or portion of the handbook from time to time as it deems appropriate, in its sole and absolute discretion. Employees will be notified of such changes to the handbook as they occur. 1.2 Customer Relations Customers are among our organization's most valuable assets. Every employee represents [YOUR COMPANY NAME] to our customers and the public. The way we do our jobs presents an image of our entire organization. Customers judge all of us by how they are treated with each employee contact. Therefore, one of our first business priorities is to assist any customer or potential customer. Nothing is more important than being courteous, friendly, helpful, and prompt in the attention you give to customers. [YOUR COMPANY NAME] will provide customer relations and services training to all employees with extensive customer contact. Customers who wish to lodge specific comments or complaints should be directed to the [TITLE AND NAME OF THE PERSON RESPONSIBLE] for appropriate action. Our personal contact with the public, our manners on the telephone, and the communications we send to customers are a reflection not only of ourselves, but also of the professionalism of [YOUR COMPANY NAME]. Positive customer relations not only enhance the public's perception or image of [YOUR COMPANY NAME], but also pay off in greater customer loyalty and increased sales and profit. 1.3 Products and Services Provided You will find more information about our products and services by reading the [YOUR COMPANY NAME] Corporate Brochures. 1.4 Facilities and Location(s) Head Office: [ADDRESS] [CITY], [STATE] [ZIP/POSTAL CODE] [COUNTRY] 1.5 The History of [YOUR COMPANY NAME] [DESCRIBE THE HISTORY OF YOUR COMPANY HERE] 1.6 Management Philosophy [YOUR COMPANY NAME] management philosophy is based on responsibility and mutual respect. Our wishes are to maintain a work environment that fosters on personal and professional growth for all employees. Maintaining such an environment is the responsibility of every staff person. Because of their role, managers and supervisors have the additional responsibility to lead in a manner which fosters an environment of respect for each person. People who come to [YOUR COMPANY NAME] want to work here because we have created an environment that encourages creativity and achievement. [YOUR COMPANY NAME] aims to become a leader in [DESCRIBE YOUR COMPANY'S FIELD OF EXPERTISE]. The mainstay of our strategy will be to offer a level of client focus that is superior to that offered by our competitors. To help achieve this objective, [YOUR COMPANY NAME] seeks to attract highly motivated individuals that want to work as a team and share in the commitment, responsibility, risk taking, and discipline required to achieve our vision. Part of attracting these special individuals will be to build a culture that promotes both uniqueness and a bias for action. While we will be realistic in setting goals and expectations, [YOUR COMPANY NAME] will also be aggressive in reaching its objectives. This success will in turn enable [YOUR COMPANY NAME] to give its employees above average compensation and innovative benefits or rewards, key elements in helping us maintain our leadership position in the worldwide marketplace. 1.7 Goals [DESCRIBE YOUR COMPANY'S GOALS HERE] 2. The Employment 2","Employee Handbook","34",280,"https://templates.business-in-a-box.com/imgs/1000px/employee-handbook-D712.png","https://templates.business-in-a-box.com/imgs/250px/712.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#712.xml",{"title":6,"description":6},[170,171],{"label":18,"url":93},{"label":172,"url":173},"Company Policies","company-policies","employee handbook","/template/employee-handbook-D712",false,{"seo":178,"reviewer":190,"quick_facts":194,"at_a_glance":197,"personas":201,"variants":226,"glossary":251,"clauses":285,"how_to_fill":336,"common_mistakes":377,"faqs":402,"industries":430,"comparisons":447,"diy_vs_lawyer":460,"jurisdictions":473,"related_template_ids_curated":494,"schema":504,"classification":505},{"meta_title":179,"meta_description":180,"primary_keyword":15,"secondary_keywords":181},"Library Director Job Description Template | BIB","Free library director job description template covering duties, qualifications, reporting structure, and compensation.",[182,183,184,185,186,187,188,189],"library director job description template","library director job description word","library director position description","head librarian job description","library director duties and responsibilities","library director qualifications","public library director job description","library director job posting template",{"name":191,"credential":192,"reviewed_date":193},"Bruno Goulet","CEO, Business in a Box","2026-05-02",{"difficulty":195,"legal_review_recommended":196,"signature_required":196},"medium",true,{"what_it_is":198,"when_you_need_it":199,"whats_inside":200},"A Library Director Job Description is a formal binding document that defines the scope, duties, qualifications, reporting structure, and performance expectations for the senior leadership role overseeing a library system or branch. This free Word download can be edited online and exported as PDF, giving hiring boards and HR departments a legally defensible, ready-to-post position description in minutes.\n","Use it when recruiting for a new library director, restructuring an existing leadership role, or establishing a formal performance management baseline for a current director. It is also required when board governance policies or government funding mandates written position descriptions for executive-level staff.\n","Position title and reporting structure, summary of purpose, detailed duties and responsibilities, required and preferred qualifications, compensation range and benefits, performance evaluation criteria, and equal opportunity employment language.\n",[202,206,210,214,218,222],{"title":203,"use_case":204,"icon_asset_id":205},"Public library boards","Recruiting and formally appointing a new library director under board governance","persona-board-member",{"title":207,"use_case":208,"icon_asset_id":209},"Municipal HR departments","Creating a legally defensible position description for a government library role","persona-hr-manager",{"title":211,"use_case":212,"icon_asset_id":213},"Academic library administrators","Defining the executive role overseeing a college or university library system","persona-university-administrator",{"title":215,"use_case":216,"icon_asset_id":217},"Nonprofit executive directors","Hiring a library director for a community or special-purpose library organization","persona-nonprofit-exec",{"title":219,"use_case":220,"icon_asset_id":221},"School district administrators","Documenting duties and qualifications for a district-level library services director","persona-operations-director",{"title":223,"use_case":224,"icon_asset_id":225},"Search committees","Standardizing evaluation criteria and posting requirements for a director search","persona-recruiter",[227,231,234,237,240,243,247],{"situation":228,"recommended_template":229,"slug":230},"Hiring for a large multi-branch public library system","Library Director Job Description (Public)","library-director-job-description-D11670",{"situation":232,"recommended_template":233,"slug":230},"Recruiting a director for a college or university library","Academic Library Director Job Description",{"situation":235,"recommended_template":236,"slug":230},"Appointing a director for a school district library program","Director of Library Services Job Description",{"situation":238,"recommended_template":239,"slug":230},"Hiring a branch manager rather than a system-wide director","Library Branch Manager Job Description",{"situation":241,"recommended_template":242,"slug":230},"Creating a subordinate role to support the director","Assistant Library Director Job Description",{"situation":244,"recommended_template":245,"slug":246},"Defining the overall employment terms once the hire is made","Employment Contract","employment-agreement_at-will-employee-D541",{"situation":248,"recommended_template":249,"slug":250},"Formalizing compensation and evaluation expectations post-hire","Executive Employment Agreement","employment-agreement-executive-D543",[252,255,258,261,264,267,270,273,276,279,282],{"term":253,"definition":254},"Position Description","A formal document specifying the duties, qualifications, reporting relationships, and performance expectations attached to a defined role.",{"term":256,"definition":257},"Reporting Structure","The chain of authority defining who the library director reports to — typically a board of trustees, city manager, or provost — and who reports to the director.",{"term":259,"definition":260},"Essential Functions","The core duties that define the position and cannot be removed without fundamentally changing the role, used to establish ADA accommodation baselines in the US.",{"term":262,"definition":263},"MLIS / MLS","Master of Library and Information Science (or Master of Library Science) — the standard graduate credential required for professional library director roles in most jurisdictions.",{"term":265,"definition":266},"FLSA Classification","Designation under the US Fair Labor Standards Act of whether the role is exempt or non-exempt from overtime pay requirements — most library director roles are classified as exempt.",{"term":268,"definition":269},"Board of Trustees","The governing body with oversight authority over a public or nonprofit library, typically responsible for hiring, evaluating, and dismissing the library director.",{"term":271,"definition":272},"Strategic Plan","A multi-year document aligning the library's programs, staffing, and budget to community or institutional goals — the director is typically its primary author and steward.",{"term":274,"definition":275},"Collection Development","The policy-driven process of selecting, acquiring, maintaining, and weeding library materials across physical and digital formats.",{"term":277,"definition":278},"ADA Compliance","Adherence to the Americans with Disabilities Act requirements for physical access, assistive technology, and equitable service delivery in library facilities.",{"term":280,"definition":281},"At-Will Employment","Employment that either party may end at any time for any lawful reason — the default in most US states, though many library director roles include contractual notice requirements.",{"term":283,"definition":284},"Salary Band","A defined minimum-to-maximum compensation range attached to a position grade, used to ensure pay equity and budget predictability across comparable roles.",[286,291,296,301,306,311,316,321,326,331],{"name":287,"plain_english":288,"sample_language":289,"common_mistake":290},"Position title and department","States the official job title, the department or division, the employing entity, and the employment status (full-time, exempt).","Position Title: Library Director | Department: Library Services | Organization: [CITY/INSTITUTION NAME] | Employment Status: Full-Time, Exempt","Using a working title that differs from the payroll title — this creates classification inconsistencies in HR systems and complicates collective bargaining or equal pay audits.",{"name":292,"plain_english":293,"sample_language":294,"common_mistake":295},"Reporting relationships","Identifies who the director reports to and who the director has direct supervisory authority over.","Reports To: [BOARD OF TRUSTEES / CITY MANAGER / PROVOST] | Direct Reports: Assistant Director, Department Managers, Administrative Staff (total staff: [NUMBER])","Omitting the number of direct reports. Without it, candidates and compensation analysts cannot accurately assess the scope and management complexity of the role.",{"name":297,"plain_english":298,"sample_language":299,"common_mistake":300},"Position summary","A 3–5 sentence overview of the role's purpose, level of authority, and primary areas of accountability.","The Library Director provides executive leadership for all operations, programs, and strategic initiatives of the [LIBRARY NAME]. Reporting to the [BOARD / CITY MANAGER], the Director oversees a staff of [NUMBER], manages an annual budget of $[AMOUNT], and serves as the primary liaison between the library and the [GOVERNING BODY / COMMUNITY].","Writing a summary so generic it could apply to any department head. Quantifying staff size and budget in the summary immediately communicates organizational scope.",{"name":302,"plain_english":303,"sample_language":304,"common_mistake":305},"Essential duties and responsibilities","A prioritized list of the core functions the director must perform — typically 8–14 bullet points organized from strategic to operational.","Develop and implement the library's multi-year strategic plan in alignment with [CITY/INSTITUTION] goals; prepare and administer the annual operating budget of $[AMOUNT]; recruit, supervise, and evaluate department managers; oversee collection development across print and digital formats; represent the library to the [BOARD, CITY COUNCIL, COMMUNITY PARTNERS].","Listing every possible task instead of focusing on essential functions. Overly exhaustive duty lists dilute the document's ADA utility and signal to candidates that scope boundaries are poorly defined.",{"name":307,"plain_english":308,"sample_language":309,"common_mistake":310},"Required qualifications","The minimum education, credentials, experience, and skills a candidate must possess to be considered for the role.","Required: ALA-accredited MLIS or MLS degree; minimum [5–7] years of progressive library management experience, including [2–3] years in a supervisory role; demonstrated experience with library budgeting and financial oversight; knowledge of current library technologies and integrated library systems.","Setting education requirements that screen out protected classes without a documented business necessity. In several jurisdictions, requiring a four-year degree for roles where experience can substitute constitutes indirect discrimination.",{"name":312,"plain_english":313,"sample_language":314,"common_mistake":315},"Preferred qualifications","Additional credentials, experiences, or skills that differentiate stronger candidates without being eliminatory.","Preferred: Experience leading a library system serving a population of [NUMBER] or more; demonstrated success in grant writing and community fundraising; fluency in [LANGUAGE] reflecting community demographics; experience with capital project planning or facility renovation.","Conflating required and preferred qualifications into a single list. Search committees then use preferred items as de facto knockout criteria, which can expose the hiring organization to discrimination claims.",{"name":317,"plain_english":318,"sample_language":319,"common_mistake":320},"Compensation, benefits, and schedule","States the salary range or band, key benefits, work schedule expectations, and any residency or travel requirements.","Salary Range: $[MINIMUM]–$[MAXIMUM] annually, commensurate with experience. Benefits: [HEALTH / DENTAL / VISION], [RETIREMENT PLAN], [PAID LEAVE POLICY]. Schedule: Full-time, Monday–Friday with regular evening and weekend availability required. Residency within [JURISDICTION] required / preferred within [TIMEFRAME] of hire.","Omitting a salary range entirely. Salary transparency laws in an increasing number of US states, Canadian provinces, and EU member states now mandate disclosure — and omitting it reduces qualified applicant volume.",{"name":322,"plain_english":323,"sample_language":324,"common_mistake":325},"Physical requirements and working conditions","Describes the physical demands of the role and working environment, establishing an ADA-compliant record of essential physical functions.","The position requires the ability to sit and stand for extended periods, lift and move materials up to [25] pounds, operate standard office equipment, and travel between library branches. Work is performed primarily in a library setting with regular public contact.","Copying physical requirements from a generic template without verifying they reflect the actual role. Inflated physical standards that are not genuine job requirements create ADA liability.",{"name":327,"plain_english":328,"sample_language":329,"common_mistake":330},"Performance evaluation criteria","Identifies the primary outcomes against which the director's performance will be formally assessed, typically annually by the board or appointing authority.","Performance will be evaluated annually by the [BOARD OF TRUSTEES / CITY MANAGER] against: achievement of strategic plan milestones, budget adherence, staff development outcomes, patron satisfaction metrics, and community partnership growth as defined in the annual performance agreement.","Omitting evaluation criteria from the job description entirely. Without documented performance standards, annual reviews become subjective — increasing the risk of discrimination claims and making termination-for-cause decisions harder to defend.",{"name":332,"plain_english":333,"sample_language":334,"common_mistake":335},"Equal opportunity employment statement","A standard non-discrimination clause affirming the organization's commitment to equal opportunity and listing protected classes.","[ORGANIZATION NAME] is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, age, veteran status, sexual orientation, gender identity, or any other characteristic protected by applicable law.","Using an EEO statement that omits classes protected under state, provincial, or local law — for example, omitting sexual orientation or gender identity in jurisdictions where these are explicitly protected.",[337,342,347,352,357,362,367,372],{"step":338,"title":339,"description":340,"tip":341},1,"Enter the employing organization and position details","Replace [ORGANIZATION NAME], [CITY/INSTITUTION NAME], and related placeholders with the full legal name of the hiring entity. Confirm the correct department name matches your HR classification system.","Use the legal name that appears on employment contracts and payroll records — not a brand name or informal department label.",{"step":343,"title":344,"description":345,"tip":346},2,"Define the reporting structure with specifics","Name the exact position or body the director reports to (e.g., Board of Library Trustees, City Manager, or Provost) and list all direct report titles. Add the approximate total staff count to signal organizational scale.","If the director reports to a board rather than an individual, note the board's meeting frequency — this sets expectations for director availability.",{"step":348,"title":349,"description":350,"tip":351},3,"Write a quantified position summary","Draft 3–5 sentences that capture the director's purpose, authority level, budget responsibility, and staff size. Use real numbers wherever possible — dollar amounts and headcounts make the summary more useful for compensation benchmarking.","Check recent salary surveys (ALA, municipal compensation databases) to confirm your budget and staff figures reflect a realistic description of the role.",{"step":353,"title":354,"description":355,"tip":356},4,"List essential duties in priority order","Organize the duty bullets from highest to lowest strategic importance. Lead with planning, budget, and board relations before moving to operational and administrative tasks. Aim for 8–12 bullets — enough to define the role, not so many that the list becomes unmanageable.","Mark the three to five duties that are truly essential functions — the ones that define why the position exists — to support ADA reasonable accommodation analysis.",{"step":358,"title":359,"description":360,"tip":361},5,"Separate required from preferred qualifications","Apply a strict test to required qualifications: is this credential genuinely necessary, or can a strong candidate substitute equivalent experience? Move borderline items to the preferred list to avoid inadvertent screening of protected classes.","Review your required education level against applicable salary transparency and pay equity guidance in your jurisdiction before publishing.",{"step":363,"title":364,"description":365,"tip":366},6,"Insert a compensation range and benefits summary","State the salary band minimum and maximum, key benefits, and any residency or travel requirements. Check whether your state, province, or municipality has enacted a salary transparency law requiring disclosure.","Job postings that include a salary range receive significantly more applications from qualified candidates than those that say 'competitive' or 'DOE.'",{"step":368,"title":369,"description":370,"tip":371},7,"Add performance evaluation criteria","List the three to five outcomes against which the director's first-year performance will be assessed. Tie them to measurable indicators — strategic plan milestones, budget variance, staff turnover rate — rather than subjective traits.","Share the evaluation criteria with the incoming director at the offer stage, not at the first annual review — alignment upfront reduces mid-term disputes.",{"step":373,"title":374,"description":375,"tip":376},8,"Review the EEO statement for jurisdictional completeness","Confirm the equal opportunity statement lists all classes protected under federal, state or provincial, and local law in your jurisdiction. Have HR or legal counsel verify before the first external posting.","In Canada, confirm the statement references the applicable human rights legislation by name (e.g., Ontario Human Rights Code, Canadian Human Rights Act) for publicly funded library employers.",[378,382,386,390,394,398],{"mistake":379,"why_it_matters":380,"fix":381},"Omitting a salary range","Salary transparency laws in Colorado, New York, California, Illinois, and several Canadian provinces now require disclosure in job postings. Omitting it also suppresses qualified applicant volume and invites pay equity scrutiny.","Research comparable roles using ALA salary surveys and municipal compensation benchmarks, then publish a minimum-to-maximum band that reflects the position grade.",{"mistake":383,"why_it_matters":384,"fix":385},"Conflating required and preferred qualifications","When preferred qualifications appear in the same list as required ones, search committees treat them as knockout criteria, narrowing the applicant pool in ways that may disproportionately exclude protected classes.","Maintain strict separate sections for required and preferred qualifications and apply a documented business-necessity test to every required item before posting.",{"mistake":387,"why_it_matters":388,"fix":389},"Excluding performance evaluation criteria","A job description without performance standards leaves the director without a clear success definition and leaves the board without documented grounds for corrective action or termination-for-cause.","Add an evaluation clause linking annual review outcomes to specific, measurable milestones — strategic plan progress, budget adherence, and community engagement metrics.",{"mistake":391,"why_it_matters":392,"fix":393},"Using a generic physical requirements clause","Physical requirements copied from a generic template without validation may include demands that are not genuine job functions, creating ADA liability if a candidate is screened out on those grounds.","Review physical requirements with your HR team or legal counsel against the actual working conditions and essential functions of the specific library director role.",{"mistake":395,"why_it_matters":396,"fix":397},"Failing to specify who the director reports to","Ambiguous reporting lines create governance disputes — particularly in public library systems where the director may technically report to both a board and a city manager with conflicting authority.","Name the single primary reporting authority explicitly and document any secondary accountability relationships (e.g., 'administratively to the City Manager; programmatically to the Board of Trustees') to prevent overlap conflicts.",{"mistake":399,"why_it_matters":400,"fix":401},"Publishing without legal or HR review","A job description posted publicly is a legal document — misclassifying the role (exempt vs. non-exempt), omitting protected classes from the EEO statement, or setting discriminatory qualification thresholds all create enforceable liability.","Route the final draft through HR and, for senior public-sector roles, legal counsel before posting. A 30-minute review catches the compliance gaps most costly to correct after the hire.",[403,406,409,412,415,418,421,424,427],{"question":404,"answer":405},"What is a library director job description?","A library director job description is a formal document that defines the duties, qualifications, reporting structure, compensation, and performance expectations for the executive role leading a library system or branch. It serves as the foundation for recruiting, hiring, onboarding, and evaluating the director, and functions as a legal record of the role's scope for classification, compensation equity, and ADA compliance purposes.\n",{"question":407,"answer":408},"What qualifications are typically required for a library director?","Most library director roles require an ALA-accredited Master of Library and Information Science (MLIS) or Master of Library Science (MLS) degree, plus 5–7 years of progressive library management experience including at least 2–3 years in a supervisory capacity. Larger systems typically also require demonstrated experience with budget management, strategic planning, and community or board relations. State library certification requirements may add further credentialing obligations.\n",{"question":410,"answer":411},"Does a job description have legal standing?","Yes. A published job description is a legal document in several important respects. It establishes the essential functions of a role for ADA reasonable-accommodation analysis. It documents qualification standards that must be applied consistently and without discriminatory intent. It may define the scope of duties relevant to FLSA exempt/non-exempt classification. Courts and regulators have used job descriptions as evidence in employment discrimination, wrongful termination, and wage claims, so accuracy and consistency with actual practice matter.\n",{"question":413,"answer":414},"Who typically hires a library director?","For public libraries, the hiring authority is usually the library's board of trustees, sometimes in coordination with a city or county manager. For academic libraries, the hiring authority is typically a provost or VP of academic affairs supported by a faculty search committee. For school districts, a superintendent or assistant superintendent typically oversees the hire. Nonprofit and special libraries vary by governance structure.\n",{"question":416,"answer":417},"Should the job description include a salary range?","Yes, and in an increasing number of jurisdictions it is legally required. Colorado, New York City, California, Washington, Illinois, and several Canadian provinces mandate salary range disclosure in job postings for covered employers. Beyond legal compliance, including a range typically increases qualified applicant volume and reduces candidate attrition at the offer stage. Use ALA salary surveys and municipal compensation benchmarks to set a defensible band.\n",{"question":419,"answer":420},"Is a library director an exempt or non-exempt position?","In the US, library directors are almost universally classified as exempt under the FLSA executive or administrative exemption, given their salary level and primary duties of managing the organization and directing staff. However, the exemption must be validated against current FLSA salary thresholds and the actual duties of the specific role. Misclassification as exempt when the role does not meet the threshold exposes the employer to back overtime liability.\n",{"question":422,"answer":423},"What is the difference between a job description and an employment contract?","A job description defines the role's scope, duties, and qualifications — it is a position-level document that may be used for multiple hires. An employment contract is a bilateral agreement between the employer and a specific individual, setting the legally binding terms of that person's employment including compensation, benefits, confidentiality, and termination. The job description typically becomes an exhibit or reference document within the employment contract, but the contract governs the individual relationship.\n",{"question":425,"answer":426},"How often should a library director job description be updated?","Review the job description annually as part of the director's performance evaluation cycle, and update it any time the role materially changes — new reporting relationships, budget responsibility shifts, or expanded service area. An outdated job description that no longer matches the actual role creates classification risk and weakens the evidentiary value of the document in any future employment dispute.\n",{"question":428,"answer":429},"What should the performance evaluation section include?","The evaluation section should identify the specific outcomes against which the director will be assessed — typically strategic plan milestone achievement, budget variance, staff development metrics, patron satisfaction scores, and community partnership growth. Tie each criterion to a measurable indicator and specify the review cadence (typically annual, conducted by the board or appointing authority). Vague criteria like \"demonstrates leadership\" are difficult to apply consistently and harder to rely on in a termination-for-cause situation.\n",[431,435,439,443],{"industry":432,"icon_asset_id":433,"specifics":434},"Public libraries","industry-government","Director reports to a board of trustees and often a municipal manager simultaneously, requiring explicit dual-accountability language and board meeting attendance expectations.",{"industry":436,"icon_asset_id":437,"specifics":438},"Academic libraries","industry-professional-services","Role typically carries faculty or administrative rank, requires integration with academic governance processes, and includes scholarly communication and research support responsibilities.",{"industry":440,"icon_asset_id":441,"specifics":442},"K-12 school districts","industry-education","Position often titled Director of Library Services and includes curriculum alignment duties, state library certification requirements for staff, and coordination with instructional technology departments.",{"industry":444,"icon_asset_id":445,"specifics":446},"Nonprofit and special libraries","industry-nonprofit","Director assumes fundraising and grant-writing responsibilities absent in government contexts, and reporting structure flows directly to an executive director or nonprofit board rather than a public body.",[448,450,452,456],{"vs":245,"vs_template_id":246,"summary":449},"A job description defines the role's scope, duties, and qualifications at the position level. An employment contract is a binding bilateral agreement with a specific individual covering compensation, confidentiality, IP, and termination terms. The job description feeds into the contract but does not replace it. Once a director is selected, an employment contract should be executed before day one.",{"vs":249,"vs_template_id":250,"summary":451},"An executive employment agreement covers the same territory as a standard employment contract but adds enhanced severance, change-of-control provisions, and heavily negotiated non-compete terms appropriate for C-suite-level hires. A library director role at a large system warrants an executive agreement rather than a standard at-will contract given the scope of authority and typical board-negotiated compensation.",{"vs":453,"vs_template_id":454,"summary":455},"Offer Letter","job-offer-letter-long-D12769","An offer letter confirms the role, compensation, and start date to secure the candidate's acceptance. It is not a comprehensive legal document and typically lacks the duty detail, qualification standards, and performance criteria of a job description. Both documents are needed: the job description posts the role and defines scope; the offer letter closes the hire.",{"vs":457,"vs_template_id":458,"summary":459},"Performance Review Template","employee-performance-review-D13399","A performance review document evaluates the director against agreed criteria after hire. A job description establishes those criteria before hire. The two documents should reference each other directly — the job description's evaluation criteria clause should mirror the performance review's scoring dimensions — to create a consistent, defensible record across the employment lifecycle.",{"use_template":461,"template_plus_review":465,"custom_drafted":469},{"best_for":462,"cost":463,"time":464},"Library boards and HR departments creating a standard position description for a single-branch or small-system director role","Free","30–60 minutes",{"best_for":466,"cost":467,"time":468},"Public or academic libraries in jurisdictions with salary transparency laws, state library certification requirements, or complex dual-reporting governance structures","$300–$800 (HR consultant or employment counsel review)","1–3 days",{"best_for":470,"cost":471,"time":472},"Large multi-branch systems, unionized library environments, or director searches with significant compensation negotiation and executive contract implications","$1,000–$3,500","1–2 weeks",[474,479,484,489],{"code":475,"name":476,"flag_asset_id":477,"note":478},"us","United States","flag-us","Library directors at public institutions are typically government employees subject to state civil service laws, FLSA exempt classification rules, and ADA essential-functions documentation requirements. Salary range disclosure is now legally required in Colorado, New York, California, Washington, Illinois, and several other states. Non-compete clauses are generally unenforceable against public employees in most states and should be omitted from public library director descriptions.",{"code":480,"name":481,"flag_asset_id":482,"note":483},"ca","Canada","flag-ca","Canadian library directors at publicly funded institutions are subject to provincial human rights codes, pay equity legislation, and employment standards minimums that vary by province. Ontario's Pay Transparency Act and British Columbia's Pay Transparency Act both require salary range disclosure in postings. Quebec requires that job postings for provincially regulated employers be available in French. The job description should reference the applicable human rights code by name in the EEO statement.",{"code":485,"name":486,"flag_asset_id":487,"note":488},"uk","United Kingdom","flag-uk","UK public library employers must comply with the Equality Act 2010, which requires that job descriptions not include criteria that indirectly discriminate against protected characteristics without objective justification. The Equality and Human Rights Commission recommends publishing salary ranges to support gender pay gap compliance. Library directors at local authority libraries are typically graded under National Joint Council (NJC) pay scales, and the job description should reference the applicable grade band.",{"code":490,"name":491,"flag_asset_id":492,"note":493},"eu","European Union","flag-eu","The EU Pay Transparency Directive (effective 2026) requires employers with 100 or more employees to disclose salary ranges in job postings. GDPR applies to personal data collected during recruitment, including candidate applications referencing the job description. Member state implementations vary — Germany, France, and the Netherlands each have domestic equal treatment and works council consultation requirements that may apply when creating or materially revising a director-level position description.",[246,250,454,495,496,497,498,499,500,501,502,503],"how-to-review-employee-performance-D12595","non-disclosure-agreement-nda-D12692","employee-handbook-D712","independent-contractor-agreement-D160","remote-work-agreement-D13282","employee-dismissal-letter-D508","fixed-term-contract-D13225","strategic-planning-template-D13857","organizational-chart-D12674",{"emit_how_to":196,"emit_defined_term":196},{"primary_folder":93,"secondary_folder":506,"document_type":507,"industry":508,"business_stage":509,"tags":510,"confidence":515},"job-descriptions","form","schools-and-education","all-stages",[511,512,513,514],"hiring","leadership","education","job-description",0.92,"\u003Ch2>What is a Library Director Job Description?\u003C/h2>\n\u003Cp>A \u003Cstrong>Library Director Job Description\u003C/strong> is a formal position document that defines the scope of authority, essential duties, required qualifications, reporting relationships, compensation expectations, and performance evaluation criteria for the executive role responsible for leading a library system. Unlike an informal job posting, a properly drafted library director job description carries legal weight: it establishes the essential functions used for ADA accommodation analysis, documents the qualification standards that must be applied consistently across all candidates, and anchors the annual performance review process. This template is available as a free Word download, editable online and exportable as PDF, giving boards, HR departments, and search committees a legally defensible and recruiter-ready document from the outset.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Hiring a library director without a formal, written position description creates compounding risk at every stage of the employment lifecycle. During recruitment, undefined qualification standards expose the hiring organization to equal opportunity complaints when different evaluators apply different criteria to different candidates. During employment, a director without documented performance expectations has no clear accountability framework — and the board or appointing authority has no defensible basis for corrective action. At termination, a missing or outdated job description weakens a for-cause dismissal and may transform a legitimate performance separation into a contested wrongful termination claim. Salary transparency laws in a growing number of US states, Canadian provinces, and EU member countries now impose legal disclosure obligations that a properly maintained job description satisfies automatically. This template closes all of those gaps in under an hour, providing a structured, jurisdiction-aware starting point that HR counsel can review and boards can adopt with confidence.\u003C/p>\n",1778773455794]