Coffeyville Public Library Policy Manual 1

Coffeyville Public Library
Policy Manual
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MISSION STATEMENT......................................................................................................................................... 5
Introduction....................................................................................................................................................... 6
Employment Policies .......................................................................................................................................... 7
Equal Employment .................................................................................................................................................... 7
Nepotism ................................................................................................................................................................... 7
Immediate Family ...................................................................................................................................................... 7
No Smoking ............................................................................................................................................................... 7
Non-Harassment Policy ............................................................................................................................................. 7
Injury/Workman Compensation ................................................................................................................................ 8
Alcohol and Drugs ..................................................................................................................................................... 8
Weather Conditions................................................................................................................................................... 8
Fair Labor Standards ................................................................................................................................................. 9
Standards of Conduct and Corrective Action ............................................................................................................. 9
Personnel Records/ Job Evaluations ........................................................................................................................ 10
Recruitment ............................................................................................................................................................. 10
Job Classifications .................................................................................................................................................... 10
Work Week/ Time Sheets/ Pay Periods ................................................................................................................... 10
Mandatory Deductions ............................................................................................................................................ 11
Overtime .................................................................................................................................................................. 11
Employee Benefits ............................................................................................................................................ 12
Holidays ................................................................................................................................................................... 12
Vacation .................................................................................................................................................................. 12
Health Insurance ..................................................................................................................................................... 13
Sick Leave ................................................................................................................................................................ 13
Materials Selection Policy ................................................................................................................................. 18
Selection of Material ............................................................................................................................................... 18
Challenge to Materials ............................................................................................................................................ 18
Service Policy .................................................................................................................................................... 20
Patron Registration ................................................................................................................................................. 20
Circulation ............................................................................................................................................................... 20
Overdue, Lost and Damaged Items ......................................................................................................................... 21
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Public Computers..................................................................................................................................................... 22
Guidelines for Patron Use Computers / Internet ..................................................................................................... 22
Meeting Room ......................................................................................................................................................... 23
Other Services .......................................................................................................................................................... 24
Other Patron Information........................................................................................................................................ 24
Bulletin Board .......................................................................................................................................................... 25
Miscellaneous Policies ...................................................................................................................................... 26
Confidentiality ......................................................................................................................................................... 26
Patron Behavior....................................................................................................................................................... 26
Unattended Children ............................................................................................................................................... 27
Closing due to building malfunction ........................................................................................................................ 27
Trustee Bylaws.................................................................................................................................................. 29
Article I
Name and Authorization ....................................................................................................................... 29
Article II
Members ............................................................................................................................................... 29
Article III
Officers................................................................................................................................................. 29
Article IV
Meetings .............................................................................................................................................. 29
Article V
Trustee/Director/Staff Relationships .................................................................................................... 30
Article VI
Amendments ....................................................................................................................................... 30
Appendix .......................................................................................................................................................... 31
Acknowledgment of Reading Personnel Policy by Applicant .............................................................................. 32
Job Descriptions ................................................................................................................................................ 33
Coffeyville Public Library Strategic Plan ............................................................................................................. 34
Expression of Concern for Library Materials....................................................................................................... 37
Donor Acceptance Agreement ........................................................................................................................... 38
Library Bill of Rights .......................................................................................................................................... 39
The Freedom to Read Statement ....................................................................................................................... 40
Ethics Statement for Public Library Trustees ...................................................................................................... 44
Code of Ethics of the American Library Association ............................................................................................ 45
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MISSION STATEMENT
The Coffeyville Public Library is a comfortable and welcoming place where residents can understand
how to find, evaluate, and use information from a variety of sources and connect to community
resources and services.
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Introduction
This personnel policy will acquaint you with the policies, rules and benefits that apply to employees at
Coffeyville Public Library. It is your responsibility to read and be familiar with the contents of this
manual.
The Board of Trustees Coffeyville Public Library reserves the right to create and modify library policies.
Employees will be notified of amendments and new policies.
This employee personnel policy manual supersedes all previous personnel policies and management
memos which may have been issued on subjects covered herein. If you are uncertain about any policy
or procedure, please check with the Director.
Unless otherwise stated, the word “Library” throughout this manual applies to the Coffeyville Public
Library.
Employees of Coffeyville Public Library are “employees-at-will.” Either the Library or the employee may
terminate the employment relationship at any time, either with or without cause, and also with or
without notice. For reasons of continuity in the workforce, it is recommended that the employee give
notice of two weeks, when possible.
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Employment Policies
Equal Employment
Coffeyville Public Library maintains a policy of nondiscrimination with employees and applicants for
employment. No aspect of employment with us will be influenced in any manner by race, color, religion,
gender, age, national origin, disability, sexual orientation or any other basis prohibited by law.
Nothing in the previous paragraph is meant to limit or expand the Library’s obligation pursuant to all
state, local and federal law, rules and regulations, in all phases of employment including, but not limited
to, recruitment, hiring, training, promotion, compensation, benefits, transfer and dismissal.
Nepotism
No person may be supervised by a member of his/her immediate family as defined below.
Immediate Family
Immediate family, as used under Nepotism, Sick Leave, Funeral Leave or elsewhere in this manual, may
include spouse, domestic partner, children, grandchildren, grandparents, parents, siblings, or other
relatives living in the same household, as well as comparable step-family members and in-laws.
No Smoking
Coffeyville Public Library is committed to providing a safe and healthy atmosphere and promoting the
health and well-being of its employees, volunteers and patrons.
The use of tobacco products, which include but are not limited to, smoking (e.g. cigarettes, pipes, cigars,
etc.) and/or using smokeless tobacco (e.g. snuff, chew, etc.), are prohibited anywhere on the property.
Non-Harassment Policy
Coffeyville Public Library will not tolerate the harassment of one employee by another. The following
employment practices are a part of our non-harassment policy:
No employee may engage in comments, jokes, or name calling that is vulgar, offensive, or profane, or
that may insult someone’s religion, race, gender, disability, age, sexual orientation or national origin.
Any employee who violates this policy will be subject to disciplinary action, up to and including
termination of employment.
The Library will not tolerate sexual harassment in any form. No supervisor or employee shall threaten
or imply that an employee’s refusal to submit to sexual advances will adversely affect the employee’s
employment, evaluation, pay, promotion, job assignment, or any other aspect or condition of
employment. Any employee who violates this policy will be subject to disciplinary action, up to and
including termination of employment.
Sexual harassment includes, but is not limited to:
1. Touching or making improper or prepositional advances;
2. Abusive, vulgar language or gestures of a sexual nature;
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3. Suggestive jokes or comments about an employee’s body or wearing apparel;
4. Display or sexually suggestive cartoons, pictures, or photographs.
Any employee who believes the actions or comments of another employee constitute unwelcome
harassment may report the situation to the Director or President of the Board of Trustees. In its efforts
to prevent discrimination or harassment of any kind, the Library will maintain an open-door policy. All
complaints will be promptly and confidentially investigated. The complaining employee will be advised
of the result of the investigation.
It is our policy to maintain an environment free of intimidation, insult, and harassment based upon race,
religion, gender, age, national origin, sexual orientation or disability. Any such incident should be
reported promptly to the Director or President of the Board of Trustees for investigation and resolution.
No one will be retaliated against for either filing a good-faith complaint or participating in an
investigation of harassment. Retaliation against anyone who registers a good-faith complaint is strictly
prohibited and will not be tolerated. Any employee who feels he or she has be retaliated against should
immediately report such conduct to the Library Director or the President of the Board of Trustees
Injury/Workman Compensation
Any injury, however slight, occurring on the job must be promptly reported to the Director. This is for
your own protection under Kansas Worker’s Compensation regulations and a requirement under the
Occupational Safety and Health Act. Should you fail to notify the Library of an on-the-job accident and
you later suffer complications from the accident, you may lose your benefits.
Alcohol and Drugs
The use, possession, sale, transfer, purchase, or being under the influence of illegal drugs or intoxicants
or controlled substances by employees at any time on Library premises, in library vehicles, or while on
library business is prohibited.
If the Library has reason to believe that an employee is in violation of this policy, the Library reserves the
right to test such employee. Any employee who violates this policy or refuses to submit to a test will be
subject to disciplinary action, including termination of employment.
Any employee who is lawfully using a prescription drug that may have the side effect of impairing the
employee’s perceptions while on duty, or that may in any way inhibit or limit the employee’s ability to
perform his or her job, must provide notice to the Library Director that he or she is taking the
prescription drug before going on duty. Employees may be held off work while taking such drugs. Any
employee held off work due to use of prescription medications may use accrued sick leave or comp time
(if any) to cover the leave period; otherwise, the leave shall be unpaid.
Weather Conditions
In the event the Library is closed for weather conditions, the Director will notify all employees and KGGF
radio. All employees will be paid regularly scheduled hours. Employees who miss regularly scheduled
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hours due to weather conditions when the library is open may choose to use vacation, unpaid leave or
make up the missed hours in accordance with the leave policies.
The Coffeyville Public Library will close due to inclement weather when the Director determines that the
public cannot enter or leave the library safely.
All employees will be paid regularly scheduled hours if the library has an emergency closing as described
in the service policy as building malfunction.
Fair Labor Standards
1. Posted Notices: Notices relating to federal, state or local regulations will be posted by the staff
lounge area. It is the responsibility of each employee to read these notices.
2. Child Labor: The Coffeyville Public Library will comply with the Child Labor provisions of the Fair
Labor Standards Act and related Kansas Statutes.
3. Breaks: Employees working 4 consecutive hours are authorized one 15-minute rest break, and
those working 8 hours a day are authorized two 15-minute rest breaks. Breaks are not
cumulative, cannot be carried over to another day, and may not be taken during the first or last
hour of work.
Standards of Conduct and Corrective Action
Violations of our policies and procedures may result in one of the following forms of corrective action:
verbal reprimand, written reprimand, probation status, termination.
Although there is no way to identify every possible violation of standards of conduct, the following is a
partial list of infractions that may result in corrective action:
1. Falsifying an employment application, time sheet, or personnel or other library document or
record.
2. One or more absences without notification. Three consecutive days of absence without
notification will be considered job abandonment.
3. Breach of confidentiality.
4. Unauthorized use of library material, time, equipment, or property.
5. Unauthorized possession of library property, carrying weapons or explosives, or engaging in
illegal activities on the library premises.
6. Engaging in acts of dishonesty, fraud, theft, or sabotage.
7. Substandard job performance.
8. Disorderly conduct that may endanger any employee or property on library premises.
9. Insubordination.
10. Threatening, intimidating, coercing, using abusive language, or interfering with the performance
of other employees.
11. Intentionally damaging or destroying Library property.
12. Negligence in observing fire prevention and safety rules.
13. Violation of the Library’s policy on alcohol and drugs use.
This list is intended to be representative of the types of activities that may result in disciplinary action. It
is not intended to be comprehensive and does not alter the employee-at-will relationship between the
employee and the Library.
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Personnel Records/ Job Evaluations
It is the employee’s responsibility to notify the Director of changes in address, telephone number,
and/or family status (births, marriage, death, divorce, legal separation, etc.) as income tax status, health
insurance and retirement status may be affected by these changes. This up-to-date information will
enable the Library to keep accurate personnel records. This responsibility includes employees on leave
of absence.
Job evaluations are conducted once a year on the employee’s hiring anniversary date. Copies of the
evaluation are placed in the personnel file. The Board will conduct a written evaluation of the Director
at least once a year on the Director’s anniversary date.
Recruitment
Recruitment to fill open positions will be made through open application. Positions may be advertised
in the Coffeyville Journal, SEK Library System Newsletter, Emporia State University School of Information
Management, KANLIB-L, professional journals, or job services as needed, and as appropriate to the
position.
Job Classifications
Full Time Employee: One employed to work a normal work week of 20 or more hours on a regular and
continuing basis, including all leaves and holidays.
Part Time Employee: One employed to work on a regular and continuing basis as stated in the position
description at less than 20 hours a week.
Temporary Employee: One employed to work on a temporary and/or limited time basis.
Volunteers: A part-time, non-paid, scheduled position that does not displace paid staff. The Library
Director or a person appointed by the Director should be responsible for the volunteer program which
should include:
1. General library orientation and identification of responsibilities
2. Job induction which includes an understanding of the responsibilities and the channels of
communication
3. In-service training
4. Scheduling work week to mesh with paid staff schedules
5. Recognition program for the volunteers
Work Week/ Time Sheets/ Pay Periods
The work week is defined as any consecutive seven days ending on Sunday.
An accurate time sheet noting hours worked, vacation and sick leave, and compensatory time earned
and taken will be kept by the Director for every employee. Accurate time sheets noting hours worked
and leave used will be the responsibility of each employee, to be signed and turned in to the Director.
Libraries are obligated to pay the current minimum wage.
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Pay periods shall be bi-weekly, with payday on Fridays for a total of 26 paydays in a calendar year. If
payday should fall on a holiday the pay date will occur on the previous workday.
Mandatory Deductions
The Library is required by law to make certain payroll deductions from wages paid, e.g., federal and
state taxes, social security, child support and other garnishments. The Library will comply with all laws
regarding payroll deductions.
Kansas Public Employees Retirement System (KPERS). An employee who works 1,000 hours or more (20
hours a week) K.S.A. 74-4901 et seq. Employee and employer contributions, benefits, policies, and
procedures are determined by KPERS.
Overtime
This section applies to employees who are not exempt from the overtime provisions of the Fair Labor
Standards Act.
Non-exempt employees may not exceed 40 hours worked in a week without advance approval from the
Director. Non-exempt employees shall receive 1.5 times the regular rate of pay for each hour worked in
excess of 40 hours in a work week.
An employee may be allowed to choose compensatory time in lieu of additional wages for extra hours
worked. The calculation of compensatory time shall be at the applicable overtime rate. An employee
may accumulate up to 20 hours of unused compensatory time. If this limit is reached, an employee
must be paid in cash for additional accrued hours or else must use some compensatory time before any
additional overtime hours may be compensated in the form of compensatory time.
Compensatory time off may not be taken in increments of less than four hours unless a lesser increment
down to a one hour minimum is approved by the Library Director. The Director must allow for the use
of accumulated compensatory time within a reasonable period following the employee’s request to take
time off unless the operation of the Library would be unduly disrupted by the employee’s absence from
work.
An employee is entitled to receive cash compensation for all unused accumulated compensatory time
when their employment is terminated.
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Employee Benefits
Employees whose usual work schedule is for fewer than 20 hours per week receive only those benefits
mandated by law or regulation: Social Security, Medicare, Workers’ Compensation, and Unemployment
Insurance. Such employees are not entitled to holiday pay, vacation, sick leave and other benefits.
Employees who work 1000 hours a year will be enrolled in KPERS. Other employees receive benefits as
outlined in this handbook.
Holidays
Regular paid holidays are: New Year’s Day; President‘s Day; Good Friday Memorial Day;
Independence Day; Labor Day; Veteran’s Day; Thanksgiving Day, Christmas Eve; Christmas Day.
Employees will be paid for the number of hours regularly worked on the day on which the holiday
occurs.
The Library will close at 6:00 p.m. on the day before Thanksgiving and at 1:00 p.m. on New Year’s Eve.
When the library closes early non-exempt employees may take vacation time or make a schedule
adjustment to make up the time.
If a holiday falls on an employee’s day off, one day will be added to vacation time.
Vacation
The Library provides paid vacation time to staff based on years of service:
1. 1-3rd year – 2 weeks
2. 4 – 9th year – 3 weeks
3. After 9 years – 4 weeks
Employees hired before August 4, 2008 will be under the previous vacation schedule. All other
employees will fall under this schedule.
The Director shall receive 20 paid vacation days per year, accruing from start date, for the first five years
of service; 25 days thereafter.
Vacation days may be taken after the first six months of service. Vacation time during the first calendar
year of employment shall be prorated based on months of service and may be carried over into the next
calendar year.
As a matter of courtesy, vacation days should be scheduled with the Director at least two weeks in
advance. The employee should make arrangements with other Staff to cover meal hours and night work
during their absence. The Director must be informed of the arrangements at the time of scheduling the
vacation days.
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Staff members are allowed to take vacation time one-half day increments. Vacation days are to be
taken within the calendar year. The Board of Trustees may allow the carry-over of a limited number of
days in special circumstances. Otherwise, excess vacation days will be forfeited.
Any full time regular employee who terminates their service either voluntarily or involuntarily shall
receive pay for any accumulated vacation available at the time of the termination.
Health Insurance
Employee health insurance is provided by the Library Board under the City of Coffeyville health plan.
Full-time staff who work 20 or more hours a week are eligible for coverage. Employees will pay a
required monthly match assigned by the Library Board for such coverage. A life insurance policy is
provided by the Library Board to employees covered by the health insurance plan.
Sick Leave
Regular attendance is everyone's responsibility. Employees are expected to report to their assigned
work area as scheduled, on-time and prepared to work. If an employee is unable to report to work due
to illness or for emergency reasons, she or he is expected to personally call the Director or library staff
by 8:00 a.m. Not notifying the Director can result in disciplinary actions.
Sick leave will accumulate at the following rate per month: 8 hours for 20 hour workers and up
Sick leave must be earned before it can be taken. Sick leave may be used as it is accrued. 1040 hours
(twenty six weeks at 40 hours a week) is the maximum number of sick hours that can be accumulated.
Sick leave is granted for personal illness, bodily injury, or to keep doctor or dental appointments. Sick
leave is deducted by whole hours. Up to 20 days of sick leave per year may also be used for illness in an
employee’s immediate family. The Director should be notified as soon as medical or dental
appointments are arranged, and the employee should verify that another staff person can cover their
hours, if required.
Full-time regular employees who terminate their employment by retirement, and the beneficiaries of
full-time regular employees who terminate their employment by death, shall be paid up to a maximum
of 30 days of accumulated but unused sick leave at the employee’s regular base rate of pay at the time
of the retirement or death. The unused leave (vacation, sick leave and comp time) to be paid shall not
cause final average salary to exceed the 15% increase allowed by the “Spike Law” which states that a
KPERS member’s final average salary cannot be increased by more than 15% or additional actuarial
liability will be incurred, as set forth by state statutes at this time. In order to meet this requirement,
the number of hours of vacation and/or sick leave will be reduced in order to keep final average wages
below the 15% increase.
Any full-time regular employee who terminates their service either voluntarily or involuntarily by means
other than retirement or death shall not receive pay for any accumulated sick leave not used at the time
of the termination.
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Other Leaves
1. Funeral Leave - Employees suffering a death in the immediate family as defined previously may
take up to three leave days with pay. One day is given for other family members. At the
Director’s discretion, employees may also attend without loss of pay funerals for fellow
employees, former employees, or immediate family of employees when the Library closes for
the funeral.
2. Jury Duty - Employees shall be granted leave with pay when required to be absent to serve as a
court witness and/or on jury duty. Any employee on a jury panel or serving as a court witness
shall return to work for the balance of the day when excused by the court from further
attendance. If the employee receives compensation from the court, said compensation shall be
given to the Library. Mileage checks may be retained by the employee.
3. Maternity Leave - An employee who is pregnant shall, upon the employee’s request, be granted
Maternity Leave without pay; however, the employee may elect to utilize any accrued sick leave
or vacation time if, and to the extent, such leave is available. All privileges and benefits shall be
available to an employee on Maternity Leave without pay status. The employee will be expected
to return to work within a reasonable time after the end of pregnancy. Employees who have
been on leave are required to furnish a statement of fitness to return to work from their
physician.
4. Military Leave - Employees called to military service in the Reserve or National Guard will
receive up to two weeks leave with pay. Employees who are required to spend two weeks
annually or other time periods on active military duty will not be penalized. Reemployment
rights of returning servicemen are guaranteed under the applicable law.
5. Military Duty means training and service performed by an inductee or enlistee in the armed
forces of the United States, including time spent in reporting for and returning from such
training and service. It also includes active duty training as a reservist in the armed forces of the
United States or as a member of the National Guard. The Library will comply with all provisions
of the Uniformed Services Employment and Reemployment Rights Act.
a) Eligibility. Any employee who terminates Library service for military duty shall be placed
on military leave without pay. Such leave shall extend through 30 days after his or her
release from Library service. If not accepted for military duty, the employee shall be
reinstated to his or her present position without loss of status or reduction in pay (see
K.S.A. 73-213 et seq.).
b) Restoration. An employee returning from military duty leave shall be entitled to
employment in the position he or she would have held had he or she remained
continuously employed by the Library, and not rendered military service, provided he or
she makes timely application for reinstatement under the law. In addition, the former
employee must be physically and mentally capable of performing the duties of the
position involved.
c) Vacation and Sick Leave. Upon restoration to Library service, all unused vacation and
sick leave credits accumulated prior to the military leave shall be restored unless the
employee had been paid for unused vacation leave at the time of his or her induction or
enlistment.
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6. Leave of Absence - An employee who has exhausted both sick leave and vacation time may be
granted a leave of absence without pay for up to 3 months upon approval by the Director
7. Family and Medical Leave Act Provisions
a) In accordance with Family and Medical Leave Act of 1993, as amended in 2009, any
qualifying employee will be granted up to 12 weeks of unpaid family and medical leave.
Such leave is available as the result of the birth, adoption, or placement of a child for
foster care, to care for a spouse, child, or parent with a serious health condition, or due
to the employee’s own serious health condition, or due to a qualifying military exigency.
Up to 26 weeks of unpaid leave is available for military caregiver leave on a one-time
basis per FMLA regulations. FMLA leave shall be calculated on a rolling 12 month basis.
Where possible, employees are required to provide at least 30 days notice before
beginning to take leave.
b) Use of paid leave. Employees on FMLA leave shall utilize their accrued sick leave,
vacation leave, and personal day(s) to cover any period of Family and Medical Leave
concurrently with their FMLA leave, and shall convert to unpaid leave for any remaining
portion of the twelve week allowance once all accrued paid leave is exhausted; except,
that a maximum of twenty (20) days of paid sick leave for regular full-time employees,
shall be available when FMLA-covered leave is used to provide care for a family
member, or to spend time with a child following the child’s birth, adoption, or
placement with the family.
c) Eligibility. An employee must have worked for the Library at least 12 months and for a
minimum of 1,250 hours during the previous year. Where a husband and wife work for
the Library, the total number of weeks leave to which both are entitled to will be limited
to 12 weeks during any 12 month period, if the leave is used to care for a child after
birth, to care for a child after adoption or following placement in foster care, or to care
for an employee’s parent with a serious health condition. Where leave is requested as a
result of a serious health condition, the employee will provide the Library a certification
statement issued by a health care provider. Should there be a question of the validity of
the certification provided by the employee, the Library may, at its own expense, require
an opinion from a second healthcare provider. Where there is a conflict between the
two opinions, the Library may pay for the opinion of a third provider. The opinion of the
third provider is binding on both the employee and Employer.
d) Restoration. An employee returning from FMLA-covered leave will be entitled to return
to their position or to a position with equivalent benefits, pay and other terms and
conditions of employment.
e) Vacation and Sick Leave. Employees on unpaid family leave will not accrue any vacation,
or sick leave benefits; however, during the time period when the employee is utilizing
accrued sick leave, vacation leave, or personal days, the employee will accrue said
benefits.
f) Health Insurance Coverage. The Library will continue to provide health care coverage
under the same conditions as prior to the leave. Where the employee fails to return
from leave, the Library can recover the premium(s) that have been paid on behalf of the
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employee to maintain health care coverage. If failure to return to work is due to
continuation, recurrence or onset of a serious health condition beyond the employee’s
control, the employee will not be liable for health care premiums paid while on family
leave. In such cases, a certification issued by a health care provider will be required.
Other Benefits
Library staff are granted the privilege of half-price off the fees for photocopying, meeting room rental,
overdue interlibrary loan fines, and faxes.
Staff may place book orders through the Director, and any discount will be passed on to the staff.
Appropriate taxes will be collected.
In appreciation of staff loyalty, the Board will grant the employee’s birthday off with pay in lieu of other
staff recognition. Requests for different days must be approved prior to the birthday by the Director.
Employee Paid Optional Benefits
The Library may offer certain optional plans in which employees may participate at their own expense.
Payroll deduction is offered for these plans. Currently, these optional plans include KPERS optional
group life insurance, a retirement plan with the ING Company, and through the city dependent life
insurance and a flex medical plan. The Director will notify the staff when open enrollment is available.
Continuing Education
The Coffeyville Public Library Board of Trustees supports the guidelines in the current edition of
Standards for Kansas Public Libraries. The Board of Trustees of Coffeyville Public Library supports the
continuing education policy of the Kansas State Library. Library staffs, Trustees, volunteers and Friends
of the Library are encouraged to participate in learning experiences that contribute directly or indirectly
to improved library service to the users of the Coffeyville Public Library. Library staff will be paid their
regular salary while participating in continuing education. In addition, library staff will be reimbursed for
continuing education expenses as outlined: When the Board of Trustees asks Friends, volunteers or
Trustees to participate in continuing education; these participants shall be reimbursed at the federal
mileage rate for volunteers.
To encourage lifelong learning for professional development, the Board encourages staff to participate
in programs sponsored by the Southeast Kansas Library System plus college courses, professional
conferences and meetings, online courses and webinars and locally sponsored programs and training
seminars that relate to professional concerns, professional skills, organizational skills, or interpersonal
skills. The library will pay or reimburse the staff member for the educational expenses as outlined.
a. Mileage at the Federal mileage rate
b. Meals at conferences only
c. Registration
d. Cost of housing
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After completion of each recognition level the participating staff member will be awarded a bonus from
the Coffeyville Public Library Foundation:
Level 1
Level 2
Level 3
Level 4
Level 5
Level 6
30 hours of CE credit
60 hours of CE credit
120 hours of CE credit
200 hours of CE credit
400 hours of CE credit
600 hours of CE credit
$ 50.00
$100.00
$150.00
$200.00
$250.00
$300.00
Receipt and Acknowledgement
A copy of the Personnel Policy/Employee Handbook Receipt and Acknowledgement is found in the
appendix.
The employee handbook was reviewed and revised 8/13/2013
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Materials Selection Policy
Selection of Material
Public libraries are authorized by K.S.A. 12-1219 et. seq. to acquire books and other materials by
purchase, gift or exchange. The library seeks to provide informational, educational, and recreational
materials for users of all ages. The board delegates responsibility for book selection to the Director, and
to those staff members to whom he/she delegates the responsibility.
The Library endorses the Library Bill of Rights adopted by the American Library Association. It is
included in the appendix.
The Library recognizes that many books are controversial and that any given item may offend some
patrons. Selections will not be made on the basis of any anticipated approval or disapproval, but solely
on the merits of the work in relation to building collections and to serving the interests of patrons.
Materials are evaluated as a whole and not on the basis of a particular passage or passages. Standard
book selection tools will be used in the selection of materials.
Responsibility for the reading of children rests with their parents and legal guardians. Selection will not
be inhibited by the possibility that adult books may inadvertently come into the possession of children.
Children’s books will be selected with the age and educational level of the children in mind.
The following general criteria are considered in selecting materials:
a.
b.
c.
d.
e.
f.
Strength of the existing collection in particular areas.
Reputation of the author, publisher, or producer
Reviews of the item
Suitability of subject, style and reading level for the intended audience
Current appeal and popular demand
Value of materials in relation to durability
Recommendations from the public are welcome.
Donated materials are accepted with the understanding that they may be added to the Library’s
collection, sold, or disposed of as the Director determines is appropriate. The Library will not appraise
the value of donated books or other items. A copy of the donor’s acceptance agreement is found in the
appendix.
Challenge to Materials
In the event a patron requests that a specific work in the collection be removed from the library, the
following action will be taken:
a. The librarian and the patron will discuss the patron's reasons for the request, and the librarian
will explain the library’s materials selection policy. If the patron wishes to pursue the matter,
he/she will be provided with a copy of this policy and a reconsideration form.
b. The patron will fill out in full the reconsideration form.
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c. Upon receipt of the signed form, the Director will examine the material in question, the issues
raised, and the circumstances involved. He/she will then make a decision to remove or retain
the material in question.
d. The Director will respond in writing to complainant within two weeks of receipt of the form, and
will inform the individual of the availability of a board hearing.
e. If the complainant desires a board hearing, the material reconsideration form, and other
relevant material such as book reviews will be presented to the board at its next regular
meeting.
f. The board will review the materials and the reconsideration form listing the patron's objections.
The Board will make a final resolution of the matter with the guidelines for selection in mind.
Materials will remain in circulation while under challenge until a decision to remove them from the
collection is made.
A copy of the reconsideration form is found in the appendix.
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Service Policy
Patron Registration
1. Residents of Coffeyville are the primary population served by the Library. Borrowing privileges
are also extended to residents of Kansas counties which participate in a regional system of
cooperating libraries. Minors age 5 to 17 will be issued cards after obtaining the signature of a
custodial parent or legal guardian agreeing to be responsible for materials checked out on the
card. Anyone with a valid college ID is exempt from the requirement of obtaining a parent’s or
guardian’s signature.
2. Two forms of identification, one showing the current address, are required at the time of the
initial registration. A computer-use permission card shall be signed by a parent or legal
guardian for any minor under age 18 if the parent or legal guardian wishes to allow the child to
use the library’s computers. A copy of the Library regulations for material circulation and
computer use must be given to each applicant. Signature on Library Card indicates acceptance
of rules and regulations.
3. Businesses or institutions may be issued an institutional card. The application must be signed by
the owner, manager, or director of the institution and a list of employee(s) responsible for the
use of the card will be kept on file. The institution or business will be responsible for any lost or
damaged materials.
4. Non-residents of the Southeast Kansas Library Systems may purchase a one (1) year individual
or household card for $5.00.
5. Each patron receives a Library card. Library cards issued by other Sek-n-Find libraries will be
accepted for use in checking out materials.
6. A Kansas Library Card may be issued to patrons on an annual basis if the patron is a member of
good standing with our library and lives in Kansas.
7. Violating Library rules may result in the cancellation of the library card, and materials restricted
to in-house use only. Willful damage to library materials or equipment may result in
replacement costs charged to the patron, and loss of all privileges.
Circulation
1. Patrons may check out a total of 15 books and periodicals at a time. In addition they may check
out a total of 5 DVD’s, videos, audiobooks, CD’s, vertical file material and CD-Rom’s.
2. Loan periods are as follows:
a. 3 weeks use: books, cassettes, CD’s, audio-visuals
b. 1 week use: periodicals, videos, DVD’s, CD-Rom’s, vertical file
c. 1 day use: Reference materials, equipment
3. All items may be renewed once unless a reserve is on them.
4. Reserves will be accepted on all circulating materials. The patron will be notified when the
material is available. Patrons must pay postage if a reserve notice is mailed. Reserves will be
held for 72 hours after notification.
20
Overdue, Lost and Damaged Items
1. Borrowers assume responsibility for items checked out on their cards. If items are lost or
damaged beyond normal wear, the borrower will be charged. Fees paid are for damage to
Library property and do not constitute a purchase of the item.
2. Borrowers will be notified of overdue materials. The patron will be liable for all expenses
incurred if the City Code or the Library Materials Protection Act (KSA 21-3702) is invoked.
Borrowers who have overdue materials or late fees whose value totals $50 or more will receive
up to three written notices from the library via the United States Postal Service or e-mail. If
there is no response to the library's requests for return of materials the debt will be sent to a
collections agency and/or the Kansas Setoff Program. Any administrative fees associated with
debt collection will be charged to the patron.
3. Fines per day for overdue materials are:
a. 10 cents, with a maximum of $10.00 per item
b. 50 cents on Interlibrary Loans, with a maximum of $10.00 per item
4. Children age 13 and younger may pay their fine by reading in the Library under the supervision
of Library staff. Each minute read will pay for 10 cents of a fine.
5. Long overdue materials with accumulated fines in excess of $ 10.00 will result in the loss of
borrowing privileges until materials are returned and fines paid. In-house use of materials will
not be affected. Materials overdue more than three months will be considered lost, and charges
for replacement will be assessed.
6. Replacement cost will be charged for items lost or damaged beyond reasonable wear to the
extent that the Library no longer chooses to keep them in the collection. If the item is no longer
in print, the charge will be the greater of either the original cost of the item or:
a. $25.00 for hardback adult books
b. $20.00 for children’s hardback books
c. $15.00 for nonfiction paperbacks
d. $10.00 for fiction paperbacks
e. $25.00 for DVD/BLU, CD’s, and Video Games
f. $35.00 for audiobooks
A replacement of the same title, or material on the same subject of equal literary value, may be
accepted in lieu of the monetary charge, at the discretion of the Director.
7. Refunds for lost materials will be made when the item is returned within 6 months of payment
and is in good condition. Receipt for the payment of the material or the cancelled check should
accompany the request for refund. The accumulated fine will be deducted from the refund.
8. If a patron’s home has been damaged by fire or natural disaster and such incident is properly
documented, the patron is not required to pay for library material lost or damaged in the
disaster.
9. If library materials are stolen from a patron’s home or automobile, the patron will not be held
responsible for the items provided a copy of the police report is submitted to the library.
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Public Computers
The Coffeyville Public Library endeavors to develop collections, resources and services that meet the
cultural, informational, recreational, and educational needs of Coffeyville’s diverse service area The
Library does not monitor the information accessed through the Internet, and cannot be held responsible
for its content. It is understood that no filter technology can find or eliminate all illegal sites, or sites
individuals may find personally offensive. Library patrons use the Internet at their own risk.
Parents or Legal Guardians, are responsible for the Internet information selected and/or accessed by
their children. A permission card must be signed by the parent or legal guardian of any minor, age 17 or
younger, before a minor can use a computer. The permission will be noted in the minor’s patron record.
It is recommended that children under 12 years old be accompanied by an adult who will remain with
them while the child uses the computer.
Library staff are available to assist the patron in accessing the Internet and in learning the basics of
software programs. Staff cannot provide in-depth training in using computer software or the Internet
during the regular work cycle. Patrons are advised to check the Library collection for books, videos, or
CD’s that can help them learn more about using specific software programs or the Internet, or to attend
computer education workshops.
Guidelines for Patron Use Computers / Internet
1. Patrons must have a current SEKnFIND Public Library card to use public access computers.
Computer use guidelines must be read and acknowledged that they are understood. Guest
passes may be given to visitors.
2. The Library complies with state and federal laws for public access computer terminals. We have
a particular awareness of Kansas laws relating to obscenity (K.S.A. 21-4301; 21-4301a, and 214301c) and federal laws on copyright (U.S. Code, Title 17), the Children’s Internet Protection Act
(CIPA) and the Neighborhood Children’s Internet Protection Act (NCIPA). The Library and Library
users must comply with these laws. CIPA and NCIPA are laws adopted by Congress to protect
children and others as they use the Internet from a computer located in a public Library or
public school. The Library will comply with suggestions found in CIPA and NCIPA to incorporate
Technology Protection Measures (TPM) in the Library computer system. The reliability of this
technology is questionable and the Library cannot be held responsible for prohibited
information that may be displayed or for useful information that may be blocked. The Library
realizes that any filtering scheme or other TPM can inhibit research. For this reason, all
computers in the Library will have a TPM in place but the ability to turn off or circumvent the
TPM will be available by special request from any patron with a valid reason to do so. The
decision to circumvent the TPM and the circumstances upon which unfiltered computer access
will be available will be at the Library Director’s discretion. The applicant may appeal the Library
Director's decision by petitioning the Library Board. The Library Board's decision will be final.
The Library agrees to purchase and/or maintain subscriptions to online information services that
serve a wide variety of areas of education and research, for children and adults.
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3. Misuse of the computer or Internet access will result in the loss of computer privileges for three
months for a first offense, six months for a second offense, nine months for a third offense, and
a year for a fourth offense. Any succeeding offense will result in total loss of computer
privileges.
4. Computers are available on a first-come basis. Patrons will log into the computer via the Libki
Open Source Kiosk Management System installed on each terminal using their library card.
Patrons caught using a card other than their own or not using the Libki system will be given a
copy of this policy and asked to log in using their own card. If a patron is caught a second time
the patron will lose computer privileges for one week, one month for a third offense, and one
year for a fourth offense. Any succeeding offense will result in a total loss of computer
privileges. Patrons may use the computers for one hour. If no one is waiting for a computer,
patrons may request additional time from library staff.
5. Communications via the Internet are not assumed to be private or privileged information.
Patrons are encouraged not to use their full names or give out any personal information on any
communications on the Internet.
6. Patrons may not use their own software programs or save any material to the hard drive of a
public computer. Earphones can be checked out at the circulation desk. Any attempt to change
Library settings on the computer, or to add to or delete from the Library programs, will result in
loss of computer privileges.
7. Users wishing to use e-mail should establish their own accounts with one of the free e-mail
providers, and may use Library Internet computers to access their e-mail account. E-mail is
available only to those having their own accounts. The Internet access computers may not be
used to send threatening, obscene, abusive, or harassing messages, or for any illegal purposes.
8. Patrons may download information to a word processing or spreadsheet program and may save
it to their own devices.
9. Damage to the computer and/or software caused by misuse or improper handling by the patron
will be charged to that patron. Deliberate introduction of a virus by a patron will result in total
loss of computer privileges, and any expenses incurred will be charged to the patron
10. Printing of material is available for a fee.
11. No more than two people should be at a computer at one time.
12. The library assumes no responsibility for the safety for equipment, wireless device
configuration, security, or data files resulting from connection to the library’s wireless access.
13. Free wireless access is available in the library. Wireless networks are not secure.
Policy revised January 2014.
Meeting Room
1. The Library meeting room may be scheduled at the main circulation desk. Fees for this service
are available at the desk. CPL Foundation members may receive special consideration. One
person must be designated responsible for the keys and cleaning of the room after the meeting.
2. Keys will be returned to the circulation desk or in the book drop behind the Library immediately
following the meeting.
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3. Groups are limited by the Fire Code to 60 persons present in the room. Arrangement of the
tables and chairs is left to the individual meeting hosts.
4. The host group can make no charges for admission to meetings or classes held in the room.
5. No alcoholic beverages can be served in the room.
6. No smoking is allowed in the Library building or grounds. eCigarettes are considered to be the
same as cigarettes.
7. Each group is responsible for cleaning the kitchen area, vacuuming the carpet clean of debris,
and cleaning food from tables and chairs.
8. Each group is responsible for any damage done to the room while assigned to them. Damage
should be reported immediately to facilitate repair. Paints, inks or other staining liquids are
prohibited.
9. Thermostat is set to provide a constant 72 degrees. A request for any change must be made to
the staff at the circulation desk.
Other Services
1. Items not owned locally, or missing, may be requested on Interlibrary Loan. Patrons who are
registered with the Library to do so may request Interlibrary Loan materials from home via their
computer.
2. The staff of Coffeyville Public Library will offer reference assistance to patrons needing help in
using the library, finding materials they need, and in locating information. Such assistance may
be rendered in-house, over the telephone, or by e-mail.
3. Information about organizations, activities, meetings, or events may be posted on the library's
bulletin board. Only one copy of any item may be posted on the bulletin board. Dated items
will be removed after the event they publicize is past. Items not pertaining to a specific date
may be removed after one month on the bulletin board
4. Photocopy and fax services are provided to the public. Fees for these services are available at
the circulation desk.
5. Reader-printers are provided for the use of patrons doing research with microforms. Microform
copying is available for a fee.
6. Temporary exhibits may be accepted for display in the Library. Permanent exhibits that cannot
be used as part of a circulating collection or historical research archives may not be accepted.
7. Patrons may call or e-mail requests, and materials will be prepared by the staff for pickup.
Other Patron Information
1. Any person who is disruptive or verbally abusive to patrons or staff, or who exhibits
inappropriate behavior for a public venue will be told to leave the Library. Police will be called if
necessary.
2. Children left at the Library and unattended by parent or guardian are not the responsibility of
the Library or the Staff.
3. Smoking or using smokeless tobacco in the Library is prohibited by state law.
4. Food and drink are not permitted in the computer use areas.
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5. Only companion dogs for the disabled, and animals used in Library programs are allowed in the
library.
6. Roller skates, skateboards, bicycles and other outdoor equipment are prohibited inside the
Library
Bulletin Board
1. Maximum Size will be 36” by 48”
2. Maximum length of time material may be posted is 30 days with exceptions granted by the
director.
3. Dated items will be removed after the event they publicize is past.
4. Items for dated events may be posted no earlier than 30 days before the scheduled event.
5. Local (within 25 miles) materials are given priority
6. General local community activities take precedent; space for all other activities is on a first come
first serviced basis.
7. All notices, posters and free literature must be approved and placed on the bulletin board or in
the display racks by library staff. Material left for posting or distribution without authorization
from the library staff will be discarded.
8. Items will be posted or made available on an equitable basis, subject to space, regardless of the
beliefs or affiliations or the individuals or groups represented.
9. Materials that support or oppose any current or pending ballot measure or political candidate
will not be accepted.
10. In general, items devoted solely to the sale advertising, solicitation or promotion of commercial
products or services will be confined to the bulletin barrel.
11. Posting a notice or placement of materials in a display rack does not imply endorsement by
library staff or Board of Trustees.
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Miscellaneous Policies
Confidentiality
Information regarding an individual’s use of the library shall be regarded as confidential. As permitted
by K.S.A. 45 221 (a) of the Kansas Open Records Act, the records which libraries are NOT required to
disclose are:
a. (#23), records of patron registration and circulation which pertain to identifiable individuals;
b. (#4) personnel records and performance ratings; however, employee names, positions, salaries,
and length of service are designated as public information;
c. (#6) letters of recommendation or reference;
d. (#7) library, archive and museum materials, if restrictions have been imposed as conditions of a
contribution;
e. (#12) building security information;
f. (#14) correspondence between the library and a private individual;
g. (#30) Public records containing information of a personal nature where the public disclosure
thereof would constitute a clearly unwarranted invasion of personal privacy.
Such records shall not be made available to anyone other than the cardholder or those who have signed
to accept responsibility for items checked out on the card, except pursuant to a court order or
subpoena.
This policy shall not be construed as to prevent the library from pursuing the return of, or payment for,
overdue library materials.
The enforcement of such subpoena or search warrant shall wait upon the Board’s legal counsel to
determine if such process is in proper form and shows good cause for its issuance. Any threats or
unauthorized demands shall be reported to the appropriate legal counsel.
If the court order is a search warrant issued under the USAPATRIOT Act, the recommendations for a
regular search warrant still apply. However, any court order issued under this Act prohibits any
disclosure that a warrant has been served or that records have been produced.
Under the Kansas Open Records Act, KSA 45-215 et. seq., the Board will appoint a Freedom of
Information Officer whose purpose is to respond to inquiries relating to the act. The Board has
appointed the Library Director to assume this office.
Patron Behavior
Those whose conduct is disruptive to library operations and other patrons' use of the library may have
the privilege of using the library abridged or denied to the extent necessary to deal with the problem.
Such conduct includes, but is not limited to, the following:
a. damaging library property
b. threatening or harassing patrons or staff members
c. possession of a weapon unless in performance of official duties
26
d.
e.
f.
g.
h.
i.
j.
k.
eating or drinking in unauthorized areas
smoking within the library building
playing of audio equipment so that others may hear it
talking loudly enough to disturb others
body odor so offensive as to disturb others
soliciting or selling items without prior approval of the Library
anything which may be reasonably expected to result in injury to self or others
any illegal activity
Patrons indulging in improper conduct may be asked to cease that conduct, to move to another location
or activity, or to leave the library. Severe or recurring problems may be dealt with by barring use of the
library to the individual involved, or by making library use conditional. In general, the least restrictive
means which effectively deals with the conduct should be employed. Minor problems should be dealt
with by the staff member observing it; more serious or recurring problems should be handled by the
Director. Only the Director or Library Board may bar an individual indefinitely from use of the library.
Unattended Children
The library does not provide care or supervision of children, except to the extent needed to uphold
library rules of conduct and use, and does not accept responsibility for such care. Parents or other
caregivers are responsible for their children's behavior. Children under the age of eight may not be left
unattended in the library, except during scheduled library-sponsored programs. Children age eight and
older may be left unattended providing they are mature enough to stay alone and observe proper
conduct. Such children are subject to the same rules of conduct as other patrons with the same
consequences, including being asked to leave the library.
Children left unattended in the library in violation of this policy may be considered a child in need of
care, and the matter referred to the Police Department, the Department of Social and Rehabilitation
Services, or other authorities.
Closing due to building malfunction
1. The Coffeyville Public Library will close when the heating and/or air-conditioning are inoperable:
a. In summer, when the indoor temperature in all public areas of the building reaches 85° or
higher for a period of more than two hours.
b. In Winter, when the indoor temperature in all public areas of the building falls below 60° for
a period of more than two hours.
c. Exceptions will be made if the emergency is in the process of being corrected and the repair
personnel have the parts needed to correct the problem. The library will remain open if the
repair personnel anticipate correcting the problem in less than two hours.
2. The Coffeyville Public Library will close in cases of water or electrical emergencies when either is
being turned off for extended periods of time or for unknown reasons ceases to operate
properly.
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a. The Coffeyville Public Library will close whenever the water is off for a period of two
hours and it is not known when service can be resumed.
b. The Coffeyville Public Library will be closed whenever the electricity is off for more than
one hour and it is not known when the service can be resumed.
c. Exceptions will be made if the emergency is in the process of being corrected and the
repair personnel have the parts needed to correct the problem. The library will remain
open if the repair personnel anticipate correcting the problem in less than one hour.
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Trustee Bylaws
Article I
Name and Authorization
This organization shall be called the Board of Trustees of the Coffeyville Public Library, existing by
provision of K.S.A. 12-1222 with powers and duties as provided by K.S.A. 12-1225.
Article II
Members
Section 1. The Board of Trustees, as provided by K.S.A. 12-1222, shall consist of seven members
appointed for four-year terms by the mayor with the approval of the city commission. The
mayor shall serve as an ex officio member. No person who has served two consecutive fouryear terms shall be eligible for further appointment until two years after the expiration of the
second term.
Section 2. Any Trustee not fulfilling the duties of the office, or having more than three
concurrent unexcused absences may be recommended for replacement.
Article III
Officers
Section 1. The officers shall be a president, a vice president, a secretary, and a treasurer, who
shall have the powers normally associated with such offices. Officers shall serve a term of one
year from the annual meeting at which they are elected, and until their successors are elected.
At the pleasure of the Board, the offices of Secretary and Treasurer may be combined in any
given election. The Board shall also appoint a representative to the Board of the Southeast
Kansas Library System for two-year terms as needed.
Section 2. The treasurer shall be bonded to the Board in such sums as required by law, the cost
of said bond to be paid by the Board.
Article IV
Meetings
Section 1. The regular meetings shall be held each month at a date and time prescribed by the
Board. This shall usually be the first Tuesday of the month at 5:15 p.m. The May meeting shall
be designated the annual meeting, for the purpose of the election of officers. Notice of
meetings shall be given to each member no less than three days before the meeting. Four
members shall constitute a quorum.
Section 2. Special meetings may be called by the president or upon the request of a majority of
board members. Notice of such meeting, specifying the purpose of the meeting, shall be given
to each member no less than seven hours before the hour of the meeting.
Section 3. The order of business at regular meetings shall be as follows:
a. Call to order
b. Read and approve minutes of the last meeting
c. Presentation and approval of bills
d. Director’s report
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e. Unfinished business
f. New business
g. Adjournment
Article V
Trustee/Director/Staff Relationships
Section 1. The Board shall employ a director who shall be the administrative officer under the
direction and review of the Board. He/she shall have executive responsibility for the
employment and direction of the staff, for the operation of the library under the financial
conditions set forth in the annual budget, and may be designated Clerk of the Board to perform
such responsibilities as are delegated by the Board.
Section 2. The director shall provide an annual report of the operations, finances, and services
of the library to the Board.
Article VI
Amendments
These bylaws may be amended at any regular meeting of the Board by a majority of those present,
providing that such proposed amendment shall first be submitted at a regular meeting of the Board and
sent to those not present.
These bylaws of the Coffeyville Public Library are hereby approved and implemented this Fourth day of
October, 1995. All previous bylaws are forthwith null and void. Jayne Dodder, President
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Appendix
Approval by Board of Trustees
This policy is approved by the Coffeyville Public Library Board of Trustees on
____________________________________.
President________________________
Member_______________________
Vice-President____________________
Member_______________________
Secretary________________________
Member_______________________
Treasurer________________________
Date_________________________
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Acknowledgment of Reading Personnel Policy by Applicant
On becoming an employee of the Coffeyville Public Library, the staff member must sign a statement
acknowledging having read the Personnel Policy. See receipt below:
Handbook Receipt and Acknowledgment
Do not sign your name on this receipt until you completely read and understand the contents of
the handbook, and have satisfied yourself with answers to any questions you may have
concerning it.
I agree that my at-will employment and compensation can be terminated with or without cause, and
with or without notice, at any time, at the option of either the Library or myself. I understand that
neither the Personnel Policy/Employee Handbook nor any other written or oral statements by
Coffeyville Public Library or its representatives are contracts of employment. No one other than the
Director or the governing Board of Coffeyville Public Library has any authority to enter into any
agreement for employment for any specified period of time, or to make any agreement contrary to the
foregoing, and no such agreement has been made.
I agree to the policies contained in this Handbook.
I acknowledge that I have read, reviewed, and understand the contents of the Coffeyville Public Library
Employee Handbook.
_________________________________
Employee
_______________
Date
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Job Descriptions
The following descriptions include, but are not limited to, the basic requirements for the assigned
position:
Director: M.L.S., or equivalent with 3 years experience.
Duties: Hire and supervise staff; order library materials; keep library accounts and tax reports; payroll
and human resources management; compile budget materials for Board action; plan meeting agenda
with Board President; act as Board clerk when required; public relations; write grants; plan programs;
attend regional and state library meetings; reference and circulation work as needed; schedule staff
working hours; plan new services; agent for CPL Foundation; other work as required by Board.
Technical Services: B.A., with 20 hrs library science, or 3 years library experience.
Duties: Catalog materials; maintain catalog; process materials for circulation; process interlibrary loan
requests; package materials for shipping; inventory and weed collection; reference and circulation work
as needed; other work as assigned by Director
Library Assistant: 20 college hours, or 2 years library experience.
Duties: Patron-centered circulation and reference work; keep circulation and patron records; supervise
patron computer usage; process overdue notices; plan programs; create displays, develop booklists and
bookmarks; accept interlibrary loan requests; schedule meeting room, computer time, and equipment;
plan story hours and summer reading programs; assist in inventory and weeding; empty book drops and
check in materials; other work as required by Director
Shelver: Experience helpful; knowledge of Dewey System required.
Duties: Shelve library materials (books, magazines, non-print, newspapers); empty book drops; read
shelves, shift shelves as needed; assist at desk when requested; bundle newspapers/magazines; other
work as required by Director or Staff
Page: Knowledge of Dewey System
Duties: Arrange library materials on the shelves, according to classification number, alphabetically by
author or by date. Assist in checking materials in and out. Assist patrons in finding information and in
the use of special equipment. Assist in general maintenance of library collection, display areas, and
appearance. Assist other staff as needed. Perform other duties as requested by the Library Director.
Custodian: Knowledge of general maintenance and repair required.
Duties: Maintenance and repair of plumbing, furniture, equipment, carpet cleaning, general
housekeeping tasks, yard work; other duties as assigned by Director.
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Coffeyville Public Library Strategic Plan
June 9, 2009 Jennifer Dalton Library Director
Background:
In January 2009 the Library initiated a strategic planning process intended to guide its actions for the
next three to five years. We modeled the process after the Public Library Association’s Strategic Planning
for Results, to facilitate and streamline our public library planning. Thirteen local stakeholders
comprised the Library Community Planning Committee, which met in February 2009. During this
meeting the Committee brainstormed community vision statements; considered relevant strengths,
weaknesses, opportunities, and threats; listed community needs; and prioritized service responses for
the Library intended to meet these needs.
The service responses recommended by the Planning Committee are: Information Fluency; Public
Internet Access; Community Resources and Services; and Physical and Virtual Spaces.
The following pages incorporate these priorities into a new mission statement, goals, and objectives.
Also, we have listed supporting activities that the Library may undertake over the course of the next few
years, understanding that these may vary according to what works best at any given time, and that we
may add other activities not listed.
More information about the planning assumptions, terminology, or process itself is available upon
request at the Library. Also, we are happy to discuss the plan and any other activities or issues.
The members of the community planning committee are: Deloris Gorley, Scott Tatman, Karen Bone,
Jennifer Anderson, Roderick Leupp, Cindy Price, James Grimmett, Fr. Ben Nguyen, Betty Gregory, Sharla
Carpenter, Terri Marshall, Crystal Doss, and Yehosheva Othniel.
Mission Statement:
The Coffeyville Public Library is a comfortable and welcoming place where residents can understand
how to find, evaluate, and use information from a variety of sources and connect to community
resources and services.
Visit a Comfortable Space Goals and Objectives:
1. Residents will have safe and welcoming physical places to meet and interact with others or to sit
quietly and utilize the library resources.
a. Door count will increase by 10% in the next two years.
b. In the next three years, 90% of the patrons who fill out a survey will state that they felt
welcomed and comfortable in the library.
2. Residents will have an attractive and comfortable meeting room for their use.
a. Meeting room use will increase by 10 % in the next 2 years.
34
b. In the next three years, 90 % of the users of the meeting room who fill out a survey will
state that their experience was a positive one.
Possible Action Steps: New carpet, refurbish bathrooms, better lighting, repair front steps, update
meeting room, increased seating for reading, new check-out desk, design small meeting area, increase
marketing of library spaces.
Information Fluency and Connect to the Online World Goals and Objectives
1. Genealogists will locate and evaluate information about their family history.
a. In 2012, 85% of genealogists will find the information they require as reported on a
survey.
2. Seniors will locate information that they need in print and online.
a. 80% of the seniors who participate in workshops will state on a survey that they are
more comfortable with online searching
3. Students will locate accurate information for their school projects
a. 80% of students surveyed will state that they know where to find accurate information
online and in print.
4. Residents will have free computers for their use that have basic software applications and
access to the Internet.
a. In the next year the wait time for a computer will decrease by 10%
5. Residents will find accurate and useful information online.
a. 85% of the participants in computer classes will state on a survey that they learned
something useful.
b. 50 patrons will attend computer classes in the next year.
6. Residents will easily find financial information.
a. 80% of the users of a ‘financial neighborhood’ will state on a survey that they could find
the information they needed.
Possible Action Steps: Computer class for seniors; new public access computers, genealogy workshops;
specialized computer software for automotive, genealogical, resume and other interests, computer
classes for youth, expanded genealogical section; create a financial neighborhood.
Know Your Community Goals and Objectives:
1. Residents will coordinate the activities of their organizations with those of other organizations in
the area.
a. 50% of the organizations in the community information database will update the library
on the plans of their organization.
2. Residents of the community will have information about the activities, organizations and
services of the area.
a. 95% of the patrons who get a new library card will receive a packet of information about
the community.
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Possible Action Steps Packet of community information to be given to new residents when they get a
library card, a list on the website of community organizations with contact information, meeting times
and places, a calendar on the website of community activities, a bulletin board with information about
local nonprofit organizations, a database of community organizations and current contact information.
Public Awareness of the Library Goals and Objectives:
1. Residents will know that the library is a resource with which they can find information to solve
their problems
a. There will be a 10% increase in library material use in the next 2 years.
b. There will be a 20% increase in the website use in the next 2 years.
Possible Action Steps: Increased marketing, participation in the state-wide one book program,
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Expression of Concern for Library Materials
Today’s Date _______________________________
Name of Individual or Group _____________________________________________
Contact Person _______________________________________________________
Phone ___________________________ E-mail ______________________________
Address ______________________________________________________________
City ______________________State _______ Zip Code _______________________
Resource of concern
Book or Magazine
DVD/Video Game
Audio recording/CD
Electronic Information
Title, author, artist ________________________________________________________
Library program
Display/exhibit
Meeting room
Other
Title, date, time, location ___________________________________________________
Have you:
Read the Book or Magazine
Viewed the Video/DVD
Listened to the Audio Recording/CD
Viewed the Electronic Information
Attended the Library Program
Viewed the Display/Exhibit
Attended the Meeting
Other
How did you find out about the resource(s)?
What are your concerns about the resource(s)?
What action do you seek as a result of your concern?
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Donor Acceptance Agreement
This is to acknowledge that (approximately) _______ books or materials have been received by the
Coffeyville Public Library from:
Name___________________________________________
Address_________________________________________
City, State, Zip____________________________________
Phone_______________________
All donated material becomes the property of the Coffeyville Public Library and will be added to the
collection, sold or otherwise discarded as the library chooses.
Donor estimate of value_________________
Acknowledged and agreed to this day__________________
Donor signature_________________________________
Director signature________________________________
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Library Bill of Rights
The American Library Association affirms that all libraries are forums for information and ideas, and that
the following basic policies should guide their services.
I. Books and other library resources should be provided for the interest, information, and enlightenment
of all people of the community the library serves. Materials should not be excluded because of the
origin, background, or views of those contributing to their creation.
II. Libraries should provide materials and information presenting all points of view on current and
historical issues. Materials should not be proscribed or removed because of partisan or doctrinal
disapproval.
III. Libraries should challenge censorship in the fulfillment of their responsibility to provide information
and enlightenment.
IV. Libraries should cooperate with all persons and groups concerned with resisting abridgment of free
expression and free access to ideas.
V. A person’s right to use a library should not be denied or abridged because of origin, age, background,
or views.
VI. Libraries which make exhibit spaces and meeting rooms available to the public they serve should
make such facilities available on an equitable basis, regardless of the beliefs or affiliations of individuals
or groups requesting their use.
Adopted June 18, 1948, by the ALA Council; amended February 2, 1961; amended June 28, 1967;
amended January 23, 1980; inclusion of “age” reaffirmed January 24, 1996.
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The Freedom to Read Statement
The freedom to read is essential to our democracy. It is continuously under attack. Private groups and
public authorities in various parts of the country are working to remove or limit access to reading
materials, to censor content in schools, to label "controversial" views, to distribute lists of
"objectionable" books or authors, and to purge libraries. These actions apparently rise from a view that
our national tradition of free expression is no longer valid; that censorship and suppression are needed
to counter threats to safety or national security, as well as to avoid the subversion of politics and the
corruption of morals. We, as individuals devoted to reading and as librarians and publishers responsible
for disseminating ideas, wish to assert the public interest in the preservation of the freedom to read.
Most attempts at suppression rest on a denial of the fundamental premise of democracy: that the
ordinary individual, by exercising critical judgment, will select the good and reject the bad. We trust
Americans to recognize propaganda and misinformation, and to make their own decisions about what
they read and believe. We do not believe they are prepared to sacrifice their heritage of a free press in
order to be "protected" against what others think may be bad for them. We believe they still favor free
enterprise in ideas and expression.
These efforts at suppression are related to a larger pattern of pressures being brought against
education, the press, art and images, films, broadcast media, and the Internet. The problem is not only
one of actual censorship. The shadow of fear cast by these pressures leads, we suspect, to an even
larger voluntary curtailment of expression by those who seek to avoid controversy or unwelcome
scrutiny by government officials.
Such pressure toward conformity is perhaps natural to a time of accelerated change. And yet
suppression is never more dangerous than in such a time of social tension. Freedom has given the
United States the elasticity to endure strain. Freedom keeps open the path of novel and creative
solutions, and enables change to come by choice. Every silencing of a heresy, every enforcement of an
orthodoxy, diminishes the toughness and resilience of our society and leaves it the less able to deal with
controversy and difference.
Now as always in our history, reading is among our greatest freedoms. The freedom to read and write is
almost the only means for making generally available ideas or manners of expression that can initially
command only a small audience. The written word is the natural medium for the new idea and the
untried voice from which come the original contributions to social growth. It is essential to the extended
discussion that serious thought requires, and to the accumulation of knowledge and ideas into
organized collections.
We believe that free communication is essential to the preservation of a free society and a creative
culture. We believe that these pressures toward conformity present the danger of limiting the range and
variety of inquiry and expression on which our democracy and our culture depend. We believe that
every American community must jealously guard the freedom to publish and to circulate, in order to
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preserve its own freedom to read. We believe that publishers and librarians have a profound
responsibility to give validity to that freedom to read by making it possible for the readers to choose
freely from a variety of offerings.
The freedom to read is guaranteed by the Constitution. Those with faith in free people will stand firm on
these constitutional guarantees of essential rights and will exercise the responsibilities that accompany
these rights.
We therefore affirm these propositions:
a) It is in the public interest for publishers and librarians to make available the widest diversity of
views and expressions, including those that are unorthodox, unpopular, or considered
dangerous by the majority.
Creative thought is by definition new, and what is new is different. The bearer of every new
thought is a rebel until that idea is refined and tested. Totalitarian systems attempt to maintain
themselves in power by the ruthless suppression of any concept that challenges the established
orthodoxy. The power of a democratic system to adapt to change is vastly strengthened by the
freedom of its citizens to choose widely from among conflicting opinions offered freely to them.
To stifle every nonconformist idea at birth would mark the end of the democratic process.
Furthermore, only through the constant activity of weighing and selecting can the democratic
mind attain the strength demanded by times like these. We need to know not only what we
believe but why we believe it.
b) Publishers, librarians, and booksellers do not need to endorse every idea or presentation they
make available. It would conflict with the public interest for them to establish their own
political, moral, or aesthetic views as a standard for determining what should be published or
circulated.
Publishers and librarians serve the educational process by helping to make available knowledge
and ideas required for the growth of the mind and the increase of learning. They do not foster
education by imposing as mentors the patterns of their own thought. The people should have
the freedom to read and consider a broader range of ideas than those that may be held by any
single librarian or publisher or government or church. It is wrong that what one can read should
be confined to what another thinks proper.
c) It is contrary to the public interest for publishers or librarians to bar access to writings on the
basis of the personal history or political affiliations of the author.
No art or literature can flourish if it is to be measured by the political views or private lives of its
creators. No society of free people can flourish that draws up lists of writers to whom it will not
listen, whatever they may have to say.
d) There is no place in our society for efforts to coerce the taste of others, to confine adults to the
reading matter deemed suitable for adolescents, or to inhibit the efforts of writers to achieve
artistic expression.
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To some, much of modern expression is shocking. But is not much of life itself shocking? We cut
off literature at the source if we prevent writers from dealing with the stuff of life. Parents and
teachers have a responsibility to prepare the young to meet the diversity of experiences in life
to which they will be exposed, as they have a responsibility to help them learn to think critically
for themselves. These are affirmative responsibilities, not to be discharged simply by preventing
them from reading works for which they are not yet prepared. In these matters values differ,
and values cannot be legislated; nor can machinery be devised that will suit the demands of one
group without limiting the freedom of others.
e) It is not in the public interest to force a reader to accept the prejudgment of a label
characterizing any expression or its author as subversive or dangerous.
The ideal of labeling presupposes the existence of individuals or groups with wisdom to
determine by authority what is good or bad for others. It presupposes that individuals must be
directed in making up their minds about the ideas they examine. But Americans do not need
others to do their thinking for them.
f)
It is the responsibility of publishers and librarians, as guardians of the people's freedom to read,
to contest encroachments upon that freedom by individuals or groups seeking to impose their
own standards or tastes upon the community at large; and by the government whenever it
seeks to reduce or deny public access to public information.
It is inevitable in the give and take of the democratic process that the political, the moral, or the
aesthetic concepts of an individual or group will occasionally collide with those of another
individual or group. In a free society individuals are free to determine for themselves what they
wish to read, and each group is free to determine what it will recommend to its freely
associated members. But no group has the right to take the law into its own hands, and to
impose its own concept of politics or morality upon other members of a democratic society.
Freedom is no freedom if it is accorded only to the accepted and the inoffensive. Further,
democratic societies are more safe, free, and creative when the free flow of public information
is not restricted by governmental prerogative or self-censorship.
g) It is the responsibility of publishers and librarians to give full meaning to the freedom to read by
providing books that enrich the quality and diversity of thought and expression. By the exercise
of this affirmative responsibility, they can demonstrate that the answer to a "bad" book is a
good one, the answer to a "bad" idea is a good one.
The freedom to read is of little consequence when the reader cannot obtain matter fit for that
reader's purpose. What is needed is not only the absence of restraint, but the positive provision
of opportunity for the people to read the best that has been thought and said. Books are the
major channel by which the intellectual inheritance is handed down, and the principal means of
its testing and growth. The defense of the freedom to read requires of all publishers and
librarians the utmost of their faculties, and deserves of all Americans the fullest of their support.
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We state these propositions neither lightly nor as easy generalizations. We here stake out a lofty claim
for the value of the written word. We do so because we believe that it is possessed of enormous variety
and usefulness, worthy of cherishing and keeping free. We realize that the application of these
propositions may mean the dissemination of ideas and manners of expression that are repugnant to
many persons. We do not state these propositions in the comfortable belief that what people read is
unimportant. We believe rather that what people read is deeply important; that ideas can be
dangerous; but that the suppression of ideas is fatal to a democratic society. Freedom itself is a
dangerous way of life, but it is ours.
________________________________________
This statement was originally issued in May of 1953 by the Westchester Conference of the American
Library Association and the American Book Publishers Council, which in 1970 consolidated with the
American Educational Publishers Institute to become the Association of American Publishers.
Adopted June 25, 1953, by the ALA Council and the AAP Freedom to Read Committee; amended January
28, 1972; January 16, 1991; July 12, 2000; June 30, 2004.
A Joint Statement by:
American Library Association & Association of American Publishers
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Ethics Statement for Public Library Trustees
Trustees in the capacity of trust upon them shall observe ethical standards with absolute truth, integrity
and honor.
Trustees must avoid situations in which personal interests might be served or financial benefits gained
at the expense of library users, colleagues, or the institution.
It is incumbent upon any trustee to disqualify himself/herself immediately whenever the appearance of
a conflict of interest exists.
Trustees must distinguish clearly in their actions and statements between their personal philosophies
and attitudes and those of the institution, acknowledging the formal position of the board even if they
personally disagree.
A trustee must respect the confidential nature of library business while being aware of and in
compliance with applicable laws governing freedom of information.
Trustees must be prepared to support to the fullest the efforts of librarians in resisting censorship of
library materials by groups or individuals.
Trustees who accept appointment to a library board are expected to perform all of the functions of
library trustees.
Adopted by the Board of Directors of the American Library Trustee Association, July, 1985.
Adopted by the Board of Directors of the Public Library Association, July, 1985.
Amended by the Board of Directors of the American Library Trustee Association, July, 1988.
Approval of the amendment by the Board of Directors of the Public Library Association, January, 1989.
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Code of Ethics of the American Library Association
As members of the American Library Association, we recognize the importance of codifying and making
known to the profession and to the general public the ethical principles that guide the work of librarians,
other professionals providing information services, library trustees and library staffs.
Ethical dilemmas occur when values are in conflict. The American Library Association Code of Ethics
states the values to which we are committed, and embodies the ethical responsibilities of the profession
in this changing information environment.
We significantly influence or control the selection, organization, preservation, and dissemination of
information. In a political system grounded in an informed citizenry, we are members of a profession
explicitly committed to intellectual freedom and the freedom of access to information. We have a
special obligation to ensure the free flow of information and ideas to present and future generations.
The principles of this Code are expressed in broad statements to guide ethical decision making. These
statements provide a framework; they cannot and do not dictate conduct to cover particular situations.
I.
II.
III.
IV.
V.
VI.
VII.
VIII.
We provide the highest level of service to all library users through appropriate and usefully
organized resources; equitable service policies; equitable access; and accurate, unbiased, and
courteous responses to all requests.
We uphold the principles of intellectual freedom and resist all efforts to censor library
resources.
We protect each library user's right to privacy and confidentiality with respect to information
sought or received and resources consulted, borrowed, acquired or transmitted.
We respect intellectual property rights and advocate balance between the interests of
information users and rights holders.
We treat co-workers and other colleagues with respect, fairness, and good faith, and advocate
conditions of employment that safeguard the rights and welfare of all employees of our
institutions.
We do not advance private interests at the expense of library users, colleagues, or our
employing institutions.
We distinguish between our personal convictions and professional duties and do not allow our
personal beliefs to interfere with fair representation of the aims of our institutions or the
provision of access to their information resources.
We strive for excellence in the profession by maintaining and enhancing our own knowledge
and skills, by encouraging the professional development of co-workers, and by fostering the
aspirations of potential members of the profession.
Adopted June 28, 1997, by the ALA Council; amended January 22, 2008.
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