General Policy

A.  WELCOME

Welcome!  The Stevens County Library welcomes you to the staff.  Good employee relations require plans and policies. This manual contains information you will need to know to do your job to the best of your ability.  Please take the time to read it carefully.  Thank you.

B.  STATEMENT OF GENERAL POLICY

The Stevens County Library operates to provide efficient and effective library services to the community and area.  Providing quality service and access to information is a priority.  High standards of efficiency, effectiveness, and loyalty are required of the staff.  A work environment in which employees can contribute in the most effective manner is the responsibility of every person on the staff.  Employees are encouraged to express themselves concerning improvement of work methods and working conditions.  Common goals shared by all staff members must remain as priorities.  These goals are patron satisfaction, equal access of information to all, and the timely supply of appropriate information.  Achievement of these goals requires cooperation among staff members

C.  MISSION STATEMENT

The mission of the Stevens County Library is to provide resources and services necessary to meet the evolving educational, recreational, technological, and informational needs and interests of the community.

D.  HISTORY

The Stevens County Library was formed in 1914 by the young people of Stevens County and the Hugoton Woman's Club.  It was housed in empty buildings, churches, courthouse and newspaper office before the first permanent facility was built as an N. Y. A. project in 1934.  The present building was completed in 1961, expanded in 1976, expanded again in 1985, and enlarged and remodeled in 2000.

The Stevens County Library is affiliated with The Southwest Kansas Library Systems, which was established in 1965 by the Kansas Legislature to provide services to libraries in the twenty-one counties in the southwest corner of Kansas.  "The System" operates under the authority of the K. S. A. 75-2547 to 75-2552.

E.   AUTHORITY

The information contained in this personnel policy manual applies to all employees of the Stevens County Library.  Its contents are not to be interpreted as a contract between the Library and any of its employees.  This personnel policy is not intended to and does not constitute any sort of contract employment, either expressed or implied.  Although these policies do not constitute any type of employment contract, all employees are expected to be knowledgeable of such policies and abide by such policies.

The Board of Trustees of the Stevens County Library expressly reserves the right to change any of their policies without prior notice, including those covered here, at any time.  Employees will be notified of any changes by appropriate means.  Amendments or new policies will be effective on dates determined by the Board of Trustees.  Only the Board of Trustees in consultation with the Director have the authority to change any policy.  Final interpretation of policy resides with the Board of Trustees.  This policy supersedes all previous personnel policies.

The Board of Trustees of the Stevens County Library assigns the responsibility to direct the Library Director for supervision of the work force.  This supervision includes the responsibility to hire, lay off, and terminate personnel; to schedule the staff; to authorize procedures; and to carry out the customary functions of management.  The director will be responsible for carrying out the personnel policies of the Board of Trustees.

 F.   POSTED NOTICES

Required notices relating to federal, state or local employment regulations will be posted in the business office.  It is the responsibility of each employee to read these notices.

G.  CONFIDENTIALITY OF PERSONNEL RECORDS

All requests for information about current or former library employees should be referred to the Director.  This includes requests for verification of employment, credit checks, government investigations and routine references.  Supervisors should not discuss current or former employees or answer questions concerning such, no matter how harmless these questions appear to be.  The institution will comply with the right to privacy provisions and Kansas open record statutes, which require that only hire date, term of employment, position and verification of salary within range need be disclosed.  Additional employee information disclosable in accordance with State and Federal law may be released at the discretion of the Director upon receipt of a proper request.  All requests for employment references must be referred to the Director and must be submitted on official letterhead of the requesting entity.