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Memorial Library Staff Information

Job Descriptions, CVs & Resumes

Current Memorial Library job descriptions and staff CVs and resumes are on Teams, linked below.

Timecards

All library staff complete timecards in HR's J1 system, to be approved by their supervisor.

  • Salaried staff (librarians) submit monthly timecards primarily to report leave. The expectation is that these timecards will be complete by June 30, so librarians may be asked to submit their final timecard before the end of the fiscal year.
  • Hourly-paid staff submit biweekly timecards to report time worked as well as leave. HR issues a payroll schedule with due dates for both the employee and the supervisor. 

Annual Performance Evaluations

All library staff are evaluated annually. Technically librarians would be evaluated on the same schedule as faculty members (in August), but Memorial Library has adopted the practice of using the staff schedule (evaluations in October).

  • Once Human Resources sends notification that the staff evaluation period is open, the Library Director sets a deadline and steps for the evaluation process.
  • Librarians are evaluated using a rubric based on promotion guidelines. They submit an annual self-report to their supervisor using the linked form. Staff submit an annual self-review via the HR system.
  • The supervisor reviews the self-evaluations, prepares a draft supervisor evaluation, shares the draft with the employee, and schedules a meeting for an in-person evaluation.
  • Based on the conversation, the supervisor finalizes the evaluation, either in the HR system or by having both librarian and supervisor sign a finalized version of the evaluation document.
  • Completed evaluations are forwarded to the Provost, either automatically by the HR system or in the form of the signed evaluation document.
  • Employees are responsible for maintaining their own final evaluation copies. Copies are not maintained by the director's office.

Annual Raise Pool Recommendations

Most recently raise pool information is sent to the Library Director in early November by Kim Melton, Director of Budget & Student Financial Services. The email provides instructions about how to update the raise pool spreadsheet as well as information about funds available. Before finalizing recommendations made via the spreadsheet, the Library Director may wish to discuss the recommendations and possible additional funds available with the Provost. 

The raise pool is typically a set percentage of the department's total salaries, excluding the director's salary. Raise percentages are allocated based on general merit. For example, in 2022 the general merit percentage was 4.75% of total salaries, with an additional .25% set aside for the Provost's use. There may be other parameters included in this process. For example, in 2022 the model was based on addressing the salaries of lower paid staff and was calculated on everyone receiving a minimum raise of $2,080 or 5%, whichever is greater.

There are no college-wide guidelines for how merit percentages are allocated. The Library Director has full discretion on making these recommendations, although library staff typically have discussed the recommendations as a group before the director makes the recommendations.

Faculty Compensation Reports

Faculty Compensation Reports in 2014 and 2022 have included recommendations for librarian salary targets.

Salary Data Resources

Fair Labor Standards Act Proposed Revisions, 2016

Revisions to the U.S. Department of Labor’s rule defining and delimiting exemptions for professional employees under the Fair Labor Standards Act were scheduled to go into effect at the end of 2016. The determination of exempt/nonexempt status for professional librarians would be based on a duties test for learned professionals. Berry librarians argued that all met the Department of Labor's definition of “bona fide teachers.”  The college accepted the argument, but the rule change was ultimately not implemented.