Markesan Public Library Circulation Policy
Loan Period of Material
Books, magazines, audio materials, and CDs are due in 3 weeks.
High Demand & New Books are due in 2 weeks. (revised & approved 8/22/19)
DVDs are due in 1 week.
Generally, reference material does not circulate. Upon request, some “Library Use Only” items may be checked out for 3 days upon the discretion of the library staff.
Interlibrary loan items coming from outside the Winnefox Automated Library Service (WALS) are to be returned to the Markesan Public Library by the date determined by the library staff.
Material Limits
There is a total limit of 100 items per card, which is enforced by the computer.
There is a limit of 14 locally owned DVDs per card at a time enforced by staff. Items received as holds from other libraries may be in addition to the 14 owned by our library.
The library director may establish a special loan period or item limit for materials, which are temporarily in great demand.
Patrons may request a longer checkout time prior to check out in special circumstances such as vacation.
Renewal of material
Material may be renewed twice on line by the patron or by library staff if there are no reserves for it. Another renewal may be permitted at the discretion of Library staff for special circumstances. In the spirit of a shared system, multiple renewals of materials owned by other libraries are discouraged.
ILL (items outside of WALS) may be renewed in special circumstances, if arrangements are made with the owning library by Library staff.
Overdue Notice
A patron may not have more than 20 overdues, or the computer will block checkout.
For those patrons who have supplied an email, computer generated correspondence will be done by email.
Pre-due notices are sent at 3 days before an item is due for 21 day loans.
Pre-due notices are sent at 1 day before an item is due for 7 day loans.
Overdue notices are sent at 5 and 15 days after the due date.
Bill notices are sent at 30 days after the due date.
For those patrons who have not supplied an email address, correspondence will be done by regular mail.
At 10 days overdue, a computer generated overdue notice is sent to the patron by mail. The notice states that library material is overdue and should be returned.
At 30 days overdue, a computer generated bill is sent to the patron stating library material is 30 days overdue, considered lost, and patron should pay replacement costs or return items and pay fines to restore library privileges.
At approximately 60 days overdue, Library staff will verify overdue status on computer and check the shelves for the items. The Library will notify the patron of replacement cost, shipping and processing fees, and that failure to return library material is considered theft according to Wisconsin State Statue 643.51 and City of Markesan Ordinance 185.
The non returned library material will remain on the patron’s record until returned or appropriate replacement cost and additional fees are paid.
The type of material will determine the replacement cost. In some cases, an exact item replacement may be accepted from the patron. A $2.00 shipping and processing fee will be assessed to each item.
If the lost book is found by the patron after replacement cost has been paid, director will use discretion to determine if refund will be given in exchange for the lost item. Any refund will be less the overdue charge. Refunds must be given to adults in person and adults must sign the receipt.
The patron is responsible for managing library material due dates. The Library does not receive copies of email or mailed notices. The Library receives monthly reports detailing patrons with recently lost and long overdue accounts.
Fines
There is no grace period.
The maximum fine accumulation is $10.00. The computer will allow checkout at $9.99.
Fine schedule
The video and DVD fine is $.50 cents per day, per item, up to a maximum fine of $5.00 per item.
All other material is $.05 per day, per item, up to a maximum of 3.00 per item.
Patrons may not use another’s card to evade fines.
Fines must be paid in full before card is renewed. (Patron records expire once a year.)
Damaged material
Material that is damaged to the point that it is not suitable for use will be charged the replacement cost plus a $2.00 shipping and processing charge.
Library staff will determine whether the damage is from normal use or misuse.
DVDs will be examined upon check out and return. If the DVD is in need of resurfacing, a charge of $1.00 will be assessed. If the DVD is damaged beyond repair, replacement cost plus a $2.00 shipping and processing charge will be assessed.
Reserve Material
A patron may place a reserve for items either on the public computer, online from another location, or they may request staff to place the reserve.
Reserves will stay in place until filled or removed by staff or by the patron.
Patron will be notified by phone or by email when the item arrives.
Material will be held for 7 days. If the item is not picked up, the hold will be removed and the material will be sent back.
A patron may have a maximum of 50 items on reserve.
The abuse of material reserve service will result in the loss of this privilege.
Implementation and Review
Exceptions to the above policies may be granted by the Director or designated staff (in the absence of the Director) for good cause.
Approved 6/20/2019
Markesan Public Library Disaster Policy
Severe Weather Guidelines
General Principals
Remain calm.
Stay away from windows.
Use good judgement. Think before you act.
A “watch” is issued when conditions become favorable for severe weather. Monitor weather conditions by internet or by listening to a local radio station.
A “warning” is issued when severe weather is occurring or is imminent. The Emergency Weather Alert Radio with SAME Technology (Specific Area Message Encoding) will activate. The preprogramed warning area includes Green Lake, Columbia, and Marquette counties.
When the severe weather warning is issued, begin evacuation to shelter area in lower level.
Notify patrons of the warning for severe weather. The Library is considered CLOSED for service. Adults must either evacuate to lower level or they may leave the building. Do not use elevator. The entry doors are left open to allow people to seek shelter.
Unaccompanied minors must stay in the Library unless directed otherwise by parent or legal guardian. Law enforcement may be called to assist if necessary.
The shelter area is on the lower level, on either side of the elevator and also the lower level restrooms. This area has emergency lighting when power is lost. Patrons who are unable to use stairs must move to upper level restroom.
If time and situation allows, take a portable phone and a portable radio with you to the lower level.
Depending on the situation (i.e. distance from the severe weather, number of staff on duty, etc.) staff may use discretion to choose to stay upstairs to direct new arrivals to shelter area.
The city “siren” will sound when the city is in the projected path of severe weather. Everyone in the building must evacuate to designated shelter area immediately.
Do not use elevator.
Library may resume regular activities at the discretion of staff when it appears that severe weather has passed.
Fire:
Do not panic, but do not under-estimate the potential danger to customers or staff represented by a fire. At the first indication of smoke or flame, investigate the situation to determine location and extent of the fire. If the fire can obviously be contained and extinguished quickly and safely by staff, proceed to do so. However, if there is any doubt about whether the fire can be controlled, immediately call 911 or the fire department and then clear the building. When clearing the building ask staff and patrons to meet at the Horicon Bank entrance across the street from the library to do a head count and to help identify if anyone is yet in the library.
The time to think about fires is before they happen. Familiarize yourself with the type, location, and application of the fire extinguisher(s) in the building. Orient all staff and volunteers to this information. If you share a building with another agency and it occasionally initiates fire drills, library staff should respect those training exercises and respond as they would in the case of a real fire.
Health emergencies:
Staff members should exercise caution when administering first aid of even a minor nature because of the safety of the injured individual and the potential liability of the staff member. Without specialized training it is not advisable for staff to undertake more than keeping the sick or injured patron comfortable and protected from needless disturbance until medical help can be obtained. Since each case is unique, staff members should use their own judgement to do what is prudent and reasonable.
There is an AED located under the front desk.
The Rescue Squad/Police (911 if available) should be called immediately in the event of any serious problem.
No medication, including aspirin, should ever be dispensed to the public.
Bomb threats:
Keep the caller on the line as long as possible. Ask the caller to repeat the message and try to write down every word spoken by the person.
If the caller does not indicate the location of the bomb or the time of possible detonation, ASK FOR THIS INFORMATION.
Pay particular attention to peculiar background noises such as motors running, background music and any other sounds which may indicate where the location from which the call is originating.
Listen closely to the voice (male, female), voice quality (calm, excited), accents and speech impediments.
Immediately after the caller hangs up, call the police. Clear the building. The police will handle the actual bomb search.
Snow storms:
The Library will follow the recommendation and actions of the city (or village) between 8:30 a.m. and 5:00 p.m., Monday through Friday. Closing during other days and hours will be at the discretion of the Library Director.
As a rule of thumb, the Library will close when the school district closes. The Library Director may use his/her discretion beyond this rule and may give staff the same discretion when staff works alone.
Epidemics & Other Disasters:
In cases of epidemics when the community is infected with wide-spread illness or the staff is infected with wide-spread illness, the Library Director may at his/her discretion close the library or reduce services in the short term to maintain the safety of the staff and the public. If possible, the Library Director will first attempt to consult with the Library Board President. Longer closures (more than a week) require the decision of the Library Board, unless a quorum of board members cannot be achieved. When a quorum of board members cannot be achieved due to the disaster the Library Director has the right to close the library for a longer period (more than a week) until a quorum of board members can be achieved.
Other types of disasters which follow the above rule of emergency closure, include any that severely compromise the availability of staff or render the building unsafe. (insect infestations, community wide disaster, carbon monoxide, etc.) When the building is unsafe and in need of immediate closure, the most senior staff member present at the time can close the library for a day.
The Library will follow the public health orders or any orders issued by the city, state and/or federal government when issued that include library closure or reduction of its services.
In disasters when the building is intact, the library may be repurposed by the city as a place of shelter or food distribution or in some other necessary capacity.
During an extended closure, the Director will set a schedule for seeing to the critical needs of the facility (boiler and building checks, book drop, payroll and banking considerations). The library will also continue to provide information services for the public, such as digital reference, online materials access and expansion of other online resources when possible. The library will also work with the city to provide information to the public about the ongoing disaster, the available resources, and the city’s response.
The Library Board values its staff and their safety and well-being. In general, city and library personnel policy will be followed. But the board has the right to make special policy or motions or provisions regarding staff pay, hours, duties, use of sick leave, use of vacation leave, remote work, etc. in response to a mandatory shutdown or a limiting of services.
Reopening the library and reinstating services will be at the Library Director’s discretion, according to when the library and its resources (including staff) is deemed safe to the public again and reopening follows whatever city, state and/or federal orders that may be in place. Again, the Library Director will consult with the Library Board President when possible first.
In all cases, when the Library Director is temporarily unable to perform his/her duties or permanently unable to perform duties, the Library Board President can make decisions or delegate that duty to the next senior staff member available to be in charge.
Approved 5/21/2020
Equipment Usage Policy
Library equipment for public use may be used with the assistance of library personnel. Any damage to library equipment due to misuse will be the patron’s responsibility.
Telephone
a. Telephone use is discouraged, but may be used briefly for local calls
Photocopier
a. Patron must have material ready for the librarian to photocopy.
b. The cost per copy is 10 cents. When both sides of the paper are copied, this is considered two copies. Color copies are 25 cents.
c. A librarian may limit the amount of copies a patron can print
d. If the librarian determines the copy is of acceptable quality, the patron must pay for the copy.
Fax Machine
a. Only library personnel may operate the fax machine.
b. The cost for sending the first page is $2.00 with each additional page being $1.00. An additional charge may be added to the above amounts for sending international or other difficult-to-reach numbers. 1-800 numbers and local numbers will be free.
Microfilm machine
a. Patron must should check in with a librarian before each session.
b. Library personnel will help locate, load, and rewind film for new users. Patron can then proceed unassisted thereafter.
c. Microfilm must be rewound after each viewing.
d. There is a 1 hour time limit, per session, if other patrons are waiting to use the machine.
e. Microfilm cannot be checked out of the library
The public-use computer has a separate policy
Approved 3/17/2020
Markesan Public Library Grievance Procedure
Grievance Procedure. This policy is intended to comply with Section 66.0509, Wis. Stats., and provides a grievance procedure addressing issues concerning workplace safety, discipline and termination. This policy applies to all employees covered under Section 66.0509, Wis. Stats., other than police and fire employees subject to Section 62.13(5), Wis. Stats. An employee may appeal any level of discipline under this grievance procedure. For purposes of this policy, the following definitions apply:
"Employee discipline" includes all levels of progressive discipline, but shall not include the following items:
Placing an employee on paid administrative leave pending an internal investigation;
Counseling, meetings or other pre-disciplinary action;
Actions taken to address work performance, including use of a performance improvement plan or job targets;
Demotion, transfer or change in job assignment; or
Other personnel actions taken by the employer that are not a form of progressive discipline.
"Employee termination" shall include action taken by the employer to terminate an individual's employment for misconduct or performance reasons, but shall not include the following personnel actions:
Voluntary quit;
Layoff or failure to be recalled from layoff at the expiration of the recall period;
Retirement;
Job abandonment, “no-call, no-show”, or other failure to report to work; or
Termination of employment due to medical condition, lack of qualification or license, or other inability to perform job duties.
"Workplace safety” is defined as conditions of employment affecting an employee’s physical health or safety, the safe operation of workplace equipment and tools, safety of the physical work environment, personal protective equipment, workplace violence, and training related to same.
Any written grievance filed under this policy must contain the following information:
The name and position of the employee filing it,
A statement of the issue involved,
A statement of the relief sought,
A detailed explanation of the facts supporting the grievance;
The date(s) the event(s) giving rise to the grievance took place,
The identity of the policy, procedure or rule that is being challenged;
The steps the employee has taken to review the matter, either orally or in writing, with the employee’s supervisor; and
The employee’s signature and the date.
Steps of the Grievance Procedure
Employees should first discuss complaints or questions with the Library Director. Every reasonable effort should be made by the Director and employees to resolve any questions, problems or misunderstandings that have arisen before filing a grievance.
Step 1 – Written Grievance Filed with the Library Director. The employee must prepare and file a written grievance with the Library Director within five (5) business days of when the employee knows, or should have known, of the events giving rise to the grievance. The Library Director will investigate the facts giving rise to the grievance and inform the employee of his/her decision, if possible within ten (10) business days of receipt of the grievance. In the event the grievance involves the Library Director, the employee may initially file the grievance with the Library Board President, who shall conduct the Step 1 investigation.
Step 2 – Review by Library Board President. If the grievance is not settled at Step 1, the employee may appeal the grievance to the President of the Markesan Public Library Board of Trustees within five (5) business days of the receipt of the decision of the Library Director at Step 1. The Library Board President will review the matter and inform the employee of his/her decision, if possible within ten (10) business days of receipt of the grievance.
Step 3 – Impartial Hearing Officer. If the grievance is not settled at Step 2, the employee may request in writing, within five (5) business days following receipt of the Library Board President’s decision, a request for written review by an impartial hearing officer. The Markesan Public Library Board Executive Committee shall select the impartial hearing officer. The hearing officer shall not be an employee of City of Markesan. In all cases, the grievant shall have the burden of proof to support the grievance. The impartial hearing officer will determine whether the Markesan Public Library acted in an arbitrary and capricious manner. This process does not involve a hearing before a court of law; thus, the rules of evidence will not be followed. Depending on the issue involved, the impartial hearing officer will determine whether a hearing is necessary, or whether the case may be decided based on a submission of written documents. The impartial hearing officer shall prepare a written decision. If there is a cost for the Impartial Hearing Officer, the cost will be split equally between the two parties.
Step 4 – Review by the Library Board If the grievance is not resolved after Step 3, the employee or the Library Board President shall request within five (5) business days of receipt of the written decision from the hearing officer a written review by the Markesan Public Library Board of Trustees. The Library Board shall not take testimony or evidence; it may only determine whether the hearing officer reached an arbitrary or incorrect result based on a review of the record before the hearing officer. The matter will be scheduled for the Library Board’s next regular meeting. The Library Board will inform the employee of its findings and decision in writing within ten (10) business days of the Library Board meeting. The Library Board shall decide the matter by majority vote and this decision shall be final and binding.
An employee may not file a grievance outside of the time limits set forth above. If the employee fails to meet the deadlines set forth above, the grievance will be considered resolved. If it is impossible to comply with the deadlines due to meeting notice requirements or meeting preparation, the grievance will be reviewed at the next possible meeting date. An employee will not be compensated for time spent in processing his/her grievance through the various steps of the grievance procedure.
Approved 10/20/2011
Holiday Pay
The employee eligible for holiday pay is the director. Holiday pay will be available on those days in which the Library will be closed as listed on the Hours of Operation as approved by the Board of Trustees
To determine Holiday time hours available to use per day, compute the Weekly Average hours from the Previous Year (WAPY), rounded to the nearest hour. Then divide this amount by 5 to determine the time available to use each day.
If the employee has not been in the position enough time to determine WAPY, use the amount budgeted for that position.
Approved 10/20/2004
Hours of Operation
Hours Year-Round – 45 per week (subject to change by action of the library board)
Holiday Schedule
New Year’s Eve – Closed at Noon
New Year’s Day – Closed
Good Friday- 10-12
Memorial Day – Closed
July 4th – Closed
Labor Day – Closed
Thanksgiving Day – Closed
Christmas Eve Day – Closed
Christmas Day – Closed
Adjustments to these holiday hours may be made by the Library Board at a meeting preceding the holiday.
Amended: 1/17/2019
Markesan Public Library – Incident Report
Name of person filling out this report__________________________________
Date and time of filling out this report__________________________________
Date and time of incident____________________________________________
Describe what happened. Try to include who, what, where, and how, as it applies to the incident.
Follow up:
Name of person who did follow up___________________________________
Date and time of follow up_________________________________________
Describe nature of the follow up. Include any decisions or changes as a result.
***
Markesan Public Library Computer Policy
The Markesan Public Library provides computers with basic office programs, scanner, and access to the Library’s online catalog.
The Markesan Public Library provides access to the Internet and has no control over its subject matter. Providing access to electronic information does not imply sponsorship or endorsement by the Library.
Individuals accept responsibility for respecting what is appropriate for a public setting. Parents or legal guardians accept responsibility for their minor children’s use of the Internet at the Library.
Computer Use Guidelines
Use of the computer is on a first-come, first-served basis. Library staff reserves the right to limit computer time during times of high demand. All public computers are filtered. Parents/Legal Guardians acknowledge that computer filters will not catch all inappropriate websites.
The Markesan Library upholds and affirms the right and responsibility of the parent or guardian to determine and monitor the children’s use of all library materials and resources, including the internet. It is the responsibility of the parent or guardian to determine what is appropriate for children under their supervision. Minors six years old and under must be accompanied (within visual view of the computer screen) by a parent or guardian, older sibling, or babysitter.
Only one person per computer except parent, older sibling, or babysitter with child.
You may bring your own memory storage device. You may purchase storage devices from the Library as supplies are available.
Wireless users, both inside the building and outside the building, are expected to follow the Library’s Computer Guidelines, especially as it pertains to what is appropriate for a public setting. Library staff cannot troubleshoot individual problems or accept liability for your equipment. Wireless users do not connect to the Library printers. For safety concerns, using extension cords in walkways is not allowed.
The Library may limit the hours of use, require passwords, or apply filters to the wireless access.
Each side (including mistakes) printed from the copy machine is 10 cents; color print is 25 cents each side. Copy machine is meant for personal, low volume use. High volume professional printing needs are better met at a print shop business.
The Library reserves the right to revoke computer use if behavior is disruptive or inappropriate for a library setting or guidelines are not followed.
Internet Misconduct
Name __________________________________________
Date _______________________________
Reason for Warning _____________________________________________________
Second Incident Date ____________________________________________________
Reason for Revocation ___________________________________________________
Result ________________________________________________________________
______________________________________________________________________
______________________________________________________________________
Staff person completing this form ______________________________________________
Approved 6/20/2019
Markesan Public Library Bylaws
Article I
Identification
The name of this organization is the Markesan Public Library, located in Markesan, Wisconsin, existing by virtue of the provisions of Chapter 43 of the Wisconsin Statutes, and exercising the powers and authority and assuming the responsibilities delegated to it under said statute.
Article II
BOARD OF TRUSTEES
Section 1. Numbers and qualifications. The governing body of the library is composed of 7 members as appointed by the mayor of the City of Markesan and representing the City of Markesan Common Council, the school district, the City of Markesan, and the surrounding townships. Green Lake County may appoint up to 5 additional members.
Section 2. Term of Office. The term of office of trustees shall be three years. If a trustee is appointed to serve an unexpired term of office exceeding 18 months, it shall be considered a full term.
Section 3. Disqualifications, Vacancies. Any member who moves out of the political subdivisions he/she represents shall be responsible for notifying the secretary of the board of trustees. Upon receipt of such notification, the position shall be declared vacant. It shall be the duty of the president, or designee, to notify the appointing official of the vacancy, and, by direction of the board, suggest to the appointing official person or persons who may qualify to fill the position. When any trustee fails to attend three consecutive meetings of the board, without prior notification, the board shall appoint a trustee to contact the absent trustee. The board may then contact the appointing authority, requesting the disqualification of the trustee.
ARTICLE III
OFFICERS
Section 1. The officers shall be president, vice-president, secretary, and treasurer, elected from among the appointed trustees at the annual meeting of the board. An officer may succeed him/herself. Vacancies in office shall be filled by vote at the next regular meeting of the board after the vacancy occurs.
Section 2. Nominations for officers will be made from the floor at the May meeting.
Section 3. Officers shall serve a term of one year from the annual meeting at which they are elected and/or until their successors are duly elected.
Section 4. The president shall preside at all meetings of the board, authorize calls for any special meetings, appoint all committees, execute all documents authorized by the board, serve as an ex-officio member of all committees, and generally perform all duties associated with that office.
Section 5. The vice-president, in the event of the absence or disability of the president, or of a vacancy in that office, shall assume and perform the duties and functions of the president.
Section 6. The secretary shall keep a true and accurate record of all meetings of the board, shall issue required notices of all regular and special meetings, and shall perform such other duties as are generally associated with that office. The library director, a member of the staff, or an outside agency may be designated to perform any or all of the above duties.
Section 7. The treasurer shall be the disbursing officer of the board, sign all vouchers for disbursements from the library fund, and perform such duties as generally delegated to the office. The treasurer may be bonded in an amount as may be required by a resolution of the board. In the absence or inability of the treasurer, the duties shall be performed by such member of the board as the board may designate.
Section 8. All withdrawls on accounts held by the Library Board must be co-signed. The president, treasurer, and library director shall be authorized signers on Library held accounts. Two of those three shall be required to co-sign such withdrawals.
ARTICLE IV
MEETINGS
Section 1. Regular meetings shall be held each month, unless the schedule is modified by the Board.
Section 2. The election of officers shall be held at the time of the regular meeting in May of each year.
Section 3. The order of business for regular meetings shall include, but not be limited to, the following items:
call to order
roll call of members, citizens comments
adoption/amendment of agenda
approval of minutes
financial report/action on bills
library director’s report
committee reports
unfinished business
new business
next meeting/adjournment
Section 4. Special meetings may be called by the secretary, or designee, at the direction of the president, or at the request of two trustees, for the transaction of business as stated in the call for the meeting.
Section 5. A quorum for the transaction of business at any meeting shall consist of four members of the board present in person. As allowed by Wisconsin State Statues we authorize the Markesan City Clerk or their designee to pay regular salaries, ordinary, and recurring payments if there is not a quorum present at any regular meeting.
Section 6. Parliamentary Authority. Robert’s Rules of Order, latest revised edition, shall govern the parliamentary procedure of the meetings.
ARTICLE V
COMMITTEES
Section 1. Finance Committee. At the May meeting, the President shall appoint a Finance Committee which shall supervise all Library finances, recommend payment of bills, and review trust documents as needed. Said committee shall consist of two trustees and meet as needed. The committee shall also work in cooperation with the Library Director to prepare an annual budget of expenditures.
Section 2. Ad Hoc Committees. Ad Hoc committees for the study of special problems will be appointed by the president, with the approval of the board, to serve until the final report of the work for which they were appointed has been filed. These committees may also include staff representatives.
Section 3. All committees shall make a progress report to the library board at each of its meetings.
Section 4. No committee will have other than advisory powers unless, by suitable action of the board, it is granted specific power to act.
Section 5. The library director shall serve as an ex-officio member on all standing and ad hoc committees (with the exception of personnel meetings dealing directly with that position).
ARTICLE VI
DUTIES OF THE BOARD OF TRUSTEES
Section 1. Determine the policies of the library and develop the highest possible degree of operating efficiency in the library.
Section 2. Select and appoint a competent library director.
Section 3. Advise in the preparation of the budget, approve it, and make sure that adequate funds are provided to finance the approved budget.
Section 4. Through the library director, supervise and maintain buildings and grounds, as well as regularly review various physical and building needs to see that they meet the requirements of the total library program.
Section 5. Study and support legislation that will bring about the greatest good to the greatest number of library users.
Section 6. Cooperate with other public officials and boards, and maintain vital public relations.
ARTICLE VII
LIBRARY DIRECTOR
The library director shall be considered the executive officer of the board and shall have sole charge of the administration of the library under the direction and review of the board. The director shall be held responsible for the care of the buildings and equipment, for the employment and direction of the staff, for the efficiency of the library’s service to the public, and for the operation of the library under the financial conditions set forth in the annual budget. The director shall attend all board meetings but shall have no vote.
ARTICLE VIII
GENERAL
Section 1. An affirmative vote of the majority of all members of the board present at the time shall be necessary to approve any action before the board. The president may vote upon and may move or second a proposal before the board.
Section 2. Any rule or resolution of the board, whether contained in these bylaws or otherwise, may be suspended temporarily in connection with business at hand, but such suspension, to be valid may be taken only at a meeting at which five of the members of the board shall be present and four of those present shall so approve.
Section 3. These bylaws may be amended at any regular meeting of the board by majority vote of all members of the board provided written notice of the proposed amendment shall have been mailed to all members at least 48 hours prior to the meeting at which such action is proposed to be taken.
These bylaws will be in force upon adoption by the board of trustees of the Markesan Public Library on the 19th day of January 2017.
Approved 1/19/2017
Materials Selection/Collection Policy
Objectives
The purpose of the Markesan Public Library is to provide all individuals in the community with carefully selected books and other materials to aid them in the pursuit of education, information, research, pleasure, and the creative use of leisure time.
Because of the volume of publishing, as well as the limitations of budget and space, the library must have a selection policy with which to meet community interests and needs.
The materials selection/collection development policy is used by the library director in the selection of materials and also serves to acquaint the general public with the principles of selection.
The Library Bill of rights and the Freedom to Read Statement have been endorsed by the Markesan Public Library Board of Trustees and are integral parts of the policy.
Responsibility of Selection
The ultimate responsibility of the selection of library materials rests with the library director who operates within the framework of the policies determined by the Markesan Public Library Board of Trustees. This responsibility may be shared with other members of the library staff; however, because the director must be available to answer to the library board and the general public for actual selections made, the director has the authority to reject or select any item contrary to the recommendations of the staff.
Criteria for Selection
The selection of materials, whether purchased or donated, are considered in terms of the following standards:
a. Insight into human and social conditions.
b. Importance as a document of the times.
c. Relation to existing collection and other materials on a subject.
d. Popular appeal, best seller lists, and local demand.
e. Suitability of material to the community.
f. Attention of critics, reviewers, and the public.
g. Individual merit of each item.
An item need not meet all of the criteria in order to be acceptable. When judging the quality of materials, several standards and combinations of standards may be used. Some materials may be chosen based on a single standard.
The lack of a review or an unfavorable review shall not be the sole reason for rejecting a title which is in demand. Consideration is, therefore, given to the requests of library patrons and books discussed on public media.
The basic policy for juvenile and young adult book selection is to purchase the best current books, and replace and/or duplicate old titles which have proven their value. Books are provided for all levels of readers in all stages of development. Books are selected to satisfy a child’s natural curiosity, widen his/her interests, entertain, inform, and inspire
Interlibrary Loan
Because of limited budget and space, the library cannot provide all materials that are requested. Therefore, interlibrary loan is used to obtain from other libraries those materials that are beyond the scope of this library’s collection.
Gifts and Donations
The library accepts gifts of books and other materials with the understanding that they will be added to the collection only if needed. If they are not needed because of duplication, condition, or dated information, the director can dispose of them as he/she sees fit. The same criteria of selection which are applied to purchased materials are applied to gifts. Memorial gifts of books or money are also accepted with suitable bookplates placed in the book. Specific memorial books will be ordered for the library on the request of a patron. Book selection will be made by the director if no specific book is wanted. We encourage and appreciate gifts and donations.
Gifts of money, real property and/or stock will be accepted if conditions attached are acceptable to the Library Board of Trustees. These gifts will be administered by the Trustees.
Personal property, art objects, portraits, antiques and other museum objects will be accepted or rejected on the basis of artistic quality, suitability to the purpose and decor of the library, and the availability of space for their display. The library director will present an evaluation of the object to the Library Board of Trustees who will then decide to accept or reject the gift.
Weeding
Materials which are no longer useful in the light of stated objectives of the library, or are damaged, soiled, or obsolete, will be systematically removed from the collection according to accepted professional practices. Such materials will be destroyed or disposed of according to the discretion of the library director.
Problem Areas
The Markesan Public Library recognizes that some materials are controversial and that any given item may offend some patrons. Selection of materials will not be made on the basis of anticipated approval or disapproval, but solely on the basis of the principles stated in this policy
The collection must contain the various positions expressed on important and complicated issues, including unpopular or unorthodox positions. The public library does not promote particular beliefs or views. It provides a resource where the individual can examine issues freely and make his or her own decision.
Selection of adult material will not be limited by the possibility that books may inadvertently come into the possession of minors. Responsibility for the reading of minors rests with their parents and legal guardians. The library staff will, however, encourage and advise children and young adults with the selection of materials relating to their particular needs and age requirements.
Library materials will not be marked or identified to show approval or disapproval of their contents, and no library material will be sequestered except to protect it from injury or theft.
The library will not attempt to furnish materials needed for formal courses of study offered by elementary and secondary schools and by institutions of higher learning. The public library has materials for self-study, but is not primarily designed to furnish reading required for academic study.
Approved 4/10/1996
Markesan Public Library – Meeting Room Policy
1. The Library has first priority in Meeting Room use.
2. Community service groups and non-profit groups may use the meeting room at no charge. Others may use the room for a fee of $25.00 payable to the Markesan Public Library. Fee must be collected prior to room use.
3. Prior to use, groups must fill out a Meeting Room Users’ Information Form and make arrangements regarding building lock up.
4. All groups are expected to set up and replace the furniture to original arrangement.
5. Leave the area clean. Any stains, spills, or damaging requiring attention are to be reported to library staff before leaving or the next business day. Clean up and repairs will be charged to the user.
6. There is no smoking in the meeting room, building, and grounds at any time.
7. If it seems inappropriate, the Library Director may defer room use permission to Markesan Public Library Board of Trustees (or to an executive board member if time is constrained). The Library reserves the right to refuse use of the room.
8. The number of people using the meeting room may not exceed capacity as determined by code depending on the orientation and arrangement of the furniture: tables and chairs – 49 persons; chairs arranged in rows - 105 persons; no furniture and occupants standing - 147 persons.
9. Any group may be charged appropriate additonal fees if Library Staff time is needed for room use.
10. Use of the meeting room may be revoked if rules are broken.
Board Approved 7-21-2011
Personnel Policy
Management Policy: The duly appointed library board shall have all management rights, authorities, and responsibilities as stated in Wisconsin Statutes, Chapter 43.
The library board shall select, appoint, and when necessary for valid reasons, dismiss the director of the library.
The board shall establish all other positions, and all wage ranges and benefit levels for all library staff. Positions on the Library staff, with the exception of the custodian and story hour person, are classified in according to the guidelines presented in the publication, Position Classification for Wisconsin Public Libraries.
The library board shall provide an effective orientation for new directors to assure that the director understands a) the policies and processes related to the daily operation of the library, b) reporting and budgetary requirements that assure accountability and compliance with the law, c) the expectations of the board in regard to administrative processes and protocol, particularly as they relate to conducting effective and efficient board meetings, and d) rules and requirements for state certification and any assistance which is provided by the Library to acquire and maintain appropriate certification.
The library board shall conduct annual appraisals of the library director’s performance, at which time personal and management goals can be discussed and negotiated.
Administrative Policy: The person appointed as library director shall be charged with the sole administration of the library.
The director shall be responsible to the library board in matters pertaining to and concerning the library; be present at monthly board meetings and prepare and present such reports and meeting documents as requested.
The director shall maintain financial records in an efficient manner; present periodic reports to the library board and to the municipal governing body; prepare the draft of the annual budget to be presented to the library board, and assist trustees with presentation of the adopted request for appropriation to the municipal governing body.
The director will select, appoint, supervise and direct, and when necessary for valid reasons, dismiss the library staff of the library. The director shall hold regular meetings with staff and/or volunteers for training and interpreting board policy.
The director will be responsible for preparing annual performance assessments for library staff and volunteers.
The director shall have the responsibility over collection development for all materials in the library; this includes selection, ordering, processing, weeding, and inventory of the collections according to the guidelines in the policy.
The director will recommend changes in or additions to the library policies as needed.
The director will perform preparatory work to assist the board with regular library planning.
Salaries
A job classification (job descriptions) and salary schedule has been adopted by the library board: see “Markesan Public Library – Wage Range.” The plan is subject to regular revision so that it will remain equitable for both the library and the staff.
Health and Insurance Policy
Employees eligible for state retirement will be eligible to participate in the health insurance plan offered with the City of Markesan.
Vacation Policy
See: “Vacation Accrual Schedule”
Holiday Policy
See: “Holiday Pay”
Sick Leave
See: “Sick Pay”
Leave of Absence: Leaves of absence without pay may be granted to library employees for the following, but not limited to: maternity, adoption, illness, travel, or graduate or certification training. All leaves are considered on a case-by-case basis and must be approved by the director. The library board must approve a leave of absence for the director.
Requests for leave should be submitted in writing well in advance of the time when the leave is to begin, except in the case of an emergency. Written requests should indicate both a beginning and ending date for the leave. Vacation time must be used before an unpaid leave will be approved for reasons other than maternity, adoption, or military training.
In some instances it may be necessary to deny requests for leaves of absence. Leaves are a privilege and can be granted only if the best interests of the library can be maintained.
Bereavement Leave: "See Bereavement Leave"
Military Leave: Leave will be considered on a case-by-case situation, to comply with federal regulation.
Jury Duty: In the event of a library employee is called for jury duty, the library will release him/her and assure no loss of wages. If fees and expenses paid to jurors do not equal or exceed wages normally paid by the library, these fees can be turned in to the library board and the employee will be paid their wages as usual. An employee may be asked to provide verification of participation in jury duties.
Work Schedule Policy: Major changes in the director’s schedule or other circumstances may not be made without approval of the library board. Requests for such shall be made in writing to the library board.
Requests for changes in the posted work schedule shall be made in writing to the library director. In the case of unexpected short-term illness, staff should make arrangements for the appropriate substitute coverage and notify the director. Requests for short periods of unpaid time off (1-14 days) shall be made in advance as soon as practical. Every attempt to honor such requests will me made whenever possible, but not guaranteed.
Meetings, Conventions, and Workshops: The director, staff, and trustees attending continuing education opportunities to aid the library shall be allowed expenses at the discretion of the library board according to the amount appropriated in budget for such. The director, staff, and trustees are encouraged to attend and participate in continuing education activities.
Disciplinary Policy: An employee of the Markesan Public Library may be dismissed for any action or behavior that causes the Library’s image or operation to be diminished. This includes but is not limited to: incompetence, insubordination or insolence, dishonesty, falsification of records, misconduct, inattention to assigned duties, unapproved or excessive absences or habitual tardiness, making false statements, smoking in Library building, disclosure of confidential information, unprofessional behavior, or disregard to safety procedures. Normally termination would be a final step, which would follow:
A Substandard Performance appraisal,
Verbal and/or written warnings,
Suspension, and/or
Extended probation
It is important that complete and clear records be maintained of all disciplinary processes for the protection of the employee and the library. The Library wants each employee to be successful in his/her job to serve in the operation of the Library and will work with employees to eliminate deficiencies.
While notice of intent to terminate can be expected, the Markesan Public Library reserves the right to dismiss any employee without notice in cases involving theft, drug, or alcohol abuse, criminal activity, or in instances of significant misconduct.
Resignation and Retirement Policy: A library employee wishing to resign or retire from employment must notify the library director; the library director must notify the library board. The library requests a minimum notice of two weeks. For the library director a notice of at least one month is preferred.
The employee must submit a written resignation statement giving the exact date that employment is to be terminated. Between the time of notice and the time when employment ends a final performance appraisal will be conducted.
If the employee is entitle to benefits (such as earned, unused vacation) a lump sum payment can be made to the employee.
Grievance Procedure: It is the intent of the Markesan Public Library that every employee shall have the opportunity to express concerns relating to the physical surroundings in which the employee works, procedures and conditions of the specific position, relationships with fellow workers or supervisors, and library rules as they apply to staff. A concern or grievance should follow the procedure below:
If possible, discuss the problem with the director. In the case of the director having a concern, this should be discussed with the board president
If the director is part of the concern, or if the board president is part of the director’s concern, the concern/grievance should be submitted in writing for the library board and be delivered to the director, who will deliver the concern, during closed session, to the full board at the next or a special board meeting.
The board’s representative will respond to the employee within five (5) days of the board meeting at which the issue is discussed, either providing a determination, solution, or a strategy for how the board will address the issue over time.
Equal Opportunity Employment Policy: It is the policy of the Markesan Public Library to provide an equal employment opportunity for all qualified persons. Equal employment opportunity shall be according to the provisions of State and Federal laws and regulations.
Drug-Free Workplace Policy: In compliance with the Drug-Free Workplace Act of 1988, the unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance is prohibited while performing work for the Markesan Public Library, whether that work is carried out in the workplace building or not. All employees shall abide, as a condition of employment by the terms of this notice shall notify the library director or board within five (5) days of any criminal drug statute conviction for a violation occurring in the workplace.
Failure to comply with the above requirements shall be grounds for appropriate personnel action against such employee up to and including termination, or such employee may be required to satisfactorily participate in a drug abuse assistance or rehabilitation program.
Sexual Harassment Policy: Harassment on the basis of sex is a violation of Title VII (federal law) and Statute 111.36(b) (state law). Sexual harassment, either verbal or physical, is an unlawful employment practice and will not be tolerated by the Markesan Public Library. The Markesan Public Library accepts and adheres to all definitions and procedures outlined in the law as regards sexual harassment. Any employee who engages in sexual harassment will subject themselves to disciplinary action up to and including discharge.
*3-16-2005 (updated Bereavement/Funeral Leave 7/16/2020)
Registration Policy
Eligibility for service and registration
All borrowers must be registered and must have a library card to borrow library materials or use the computers.
Patron must pay fines and fees incurred from other Winnefox Automated Library Service (WALS) libraries.
Patrons must fill out a registration form to apply for a new library card. There is no charge for the first library card. Replacement of lost cards is $1.00. $.75 for the credit card size and $ .25 for the key chain size.
Identification showing current address is required. A driver’s license or student ID is preferred; however, any other official ID or recent non-personal piece of mail may be accepted.
Applicants under 13 years old must have a parent or guardian give their consent on the application form before a new card can be issued.
The library shall recognize and honor the cards of other WALS libraries.
Patrons may not use another patron’s card in order to evade fines.
All library cards expire after three years one year. In order to renew a library card, patrons must clear all outstanding fines and bills made against card whether from the Markesan Public Library or other WALS libraries. Name, address, and phone numbers will be verified at this time.
Any changes in name, address, phone number shall be updated as soon as possible after the time of change.
The use of the library and its services may be denied for due cause. Such cause may be failure to return material, pay penalties, destruction of library property, disturbance of other patrons or any other objectionable conduct on the library premises.
Confidentiality
The library recognizes that records identifying the names of library users and circulation records are confidential in nature. They may not be disclosed except to persons acting within the scope of their duties in the administration of the library, or by persons authorized by the individual to inspect such records, or by order of a court of law.
Any problems or conditions relating to the privacy of a patron through the records of the Markesan Public Library which are not specified in the policy statement shall be referred to the Library Board and/or legal counsel, the Library Director shall issue a written decision as to whether to heed the request for information.
Approved 5/21/2015
Challenged Materials
Challenged Materials
Although materials are carefully selected, there can arise differences of opinion regarding suitable materials.
If a patron of the Markesan Public Library requests that material which is a part of the permanent collection be withdrawn or restricted, the following procedure is to be followed.
The patron will be asked to complete the Recommendation of Reconsideration Form and submit it to a library staff member. The staff member will also give the complainant a copy of the Markesan Public Library Selection Policy. The staff member must immediately sign and date the form. The staff member must then save the original for the Director and give a photocopy of the form to the patron.
The Director of the Markesan Public Library will then review the material and contact one library board member to also review the material. The Director will then arrange an interview with the patron who filed the complaint as soon as possible. If the patron is not satisfied with the interview with the Director, he/she may request a public hearing with the Board of Trustees of the Markesan Public Library. Any decision made by the Board of Trustees following the interviews and/or hearing will be final.
Updated and approved: 12/15/2022
Request for Reconsideration:
Markesan Public Library
Name________________________Date_____________
Address______________________Phone___________
City_________________________State______ZIP_______
Resource on which you are commenting:
_____Book
_____Audio-visual Resource
_____Magazine
_____Content of Library Program
_____Newspaper
_____Other
Title:_________________________________________
Author/Publisher or Producer/Date:___________________
Please answer the following questions, if you need more room you may use the back of this form and/or attach additional sheets.
To what do you object? Please be as specific as possible.
Have you read or listened or viewed the entire content? If not, what parts?
What do you feel the effect of the material might be?
For what age group would you recommend this material?
In its place, what material of equal or better quality would you recommend?
What do you want the library to do with this material?
Additional comments:
Approved 4/15/21
Rules of Conduct
General rules of behavior are designed to protect the rights of library patrons, to outline for staff members acceptable and appropriate behavior on the part of patrons, and to preserve library materials and facilities.
RULES
Any behavior that disrupts or hinders public use of the Library is prohibited on Library property. This includes, but is not limited to, loud boisterous behavior, verbal or physical harassment, running, and fighting.
Parents or legal guardians are responsible for the behavior of their minor children in the Library.
Eating or drinking is permitted only when specifically approved as part of a program in the Library meeting room.
Smoking, chewing tobacco or similar products is not permitted inside any enclosed area of the building.
Patrons shall not send, receive, or display on computer screens any text or graphics which may reasonably be construed to be obscene.
Patrons shall refrain from using language or gestures which a reasonable person would find inappropriate for use in a public library.
Bicycles should be parked in the bicycle rack provided. Roller skating and skate boarding are not permitted in the Library. Wagons and strollers may not be left obstructing an entry or exit.
No pets or animals of any kind, with the exception of assistive animals or animals being trained as assistive animals, are allowed in the Library unless they are part of an official library program.
Consumption of alcoholic beverages is not permitted on Library property. Unless specifically approved as part of a library function or program.
Appropriate apparel, including footwear, should be worn in the Library. All patrons must wear shoes at all times.
Patrons are not allowed in non-public areas of the Library unless conducting official library business or as part of a library tour.
Failure to comply with these rules may result in the loss of Library use privileges.
PROCEDURES
When possible, staff will first educate individuals about our behavior policy before taking stronger measures. Repeat misconduct or severe offenses (even a single event) may result in individuals being banned from the library from a day to a week to a year, to permanently. An incident report will be filled out by staff and filed. When a child is banned, staff will send a letter home to the child’s guardian.
Young children:
The Markesan Library encourages visits by young children and it is our desire to make this important visit both memorable and enjoyable for the child. Library staff is not expected to assume responsibility for the care of unsupervised children in the library.
Therefore, it is library policy that all children under age 10 must be accompanied by a parent or designated responsible person while in the library. Also, if the young child is attending a library program, we require the parent/responsible person to remain in the library throughout the program.
Disruptive children:
Children of all ages are encouraged to use the library for homework, recreational reading, and program attendance. The library staff realizes that the library will be noisier at busy times and that children by nature can cause more commotion. However, children (whether with parents or not) who are being continually disruptive will be given a warning that he/she must settle down or will be asked to leave the library. If after warning/s the child continues to be disruptive, he/she will be asked to leave the library. If the child needs to contact a parent, they may do so and then wait with a staff person until the parent arrives.
In cases where:
the child appears to be a danger to herself/himself or others
the child appears to be threatened by others
the child appears to be ill or upset
Library staff will attempt to contact the parent or guardian of the child. In the event that the parent or guardian cannot be located, staff will contact the Markesan Police Department or Green Lake County Sheriff’s Department. In the case of an emergency staff will call 911. An incident report will be filled out by staff.
Disciplinary Procedure:
Inappropriate conduct will be addressed with a response proportionate to the severity of the conduct.
Staff members are expected to deal with problems they encounter or alert other staff. Any staff member has the right to ask other staff for assistance and should provide assistance when requested.
The staff person in charge is expected to have a greater awareness of policy and willingness to step in and serve as a resource in helping other staff deal with problems.
Library staff that follow policy and act in their best judgment in confronting a person who violates board approved policies and rules will be supported by the staff person in charge.
Response to problems, proportionate to the severity of behavior:
Any staff member may issue a verbal warning or may refer a problem to the staff person in charge.
The staff person in charge may evict a patron for violations of library rules or policies. Eviction will be from the library building as a whole, not just an area, and is for the balance of the day.
Any staff member may stop someone from using equipment if the use violates rules or policy. The staff person in charge may bar patrons from using the equipment for a period of time or permanently.
Any staff member observing serious criminal behavior should contact the staff person in charge who will contact the police or contact the police themselves when they are supervising the library alone.
The Library Board delegates authority to the Director to ban people from the Library for a period of time. If that person is unavailable, the staff person in charge may temporarily ban an individual until the supervisor can reach a decision. As a result of this decision, individuals may be banned for a limited time, indefinitely, or permanently. The length of the ban, rendered within 30 days of the offense, will depend on the following factors:
Severity of offense
Repeated offenses
Safety of staff and patrons
Pending legal charges
When an individual is banned they will receive formal notification which will be shared with the Police Department, the Library Board and the parents of the offender, if a minor. Should a banned individual return to the library in violation of the ban, they will be asked to leave. If the individual becomes disruptive staff will contact the Police. Formal notification will include reasons and the time period for the ban.
If the banned individual disagrees with the ban, they may submit a written appeal to the Library Director for reconsideration. If the banned individual is a minor the written appeal must include their parent or guardian’s signature. After receiving the written appeal the Director will address the appeal within 30 days and may modify the ban. Modification may include changing the length or conditions of the ban.
If the banned individual is not satisfied with the Library Directors decision after the written appeal was reviewed and acted on, they may submit a written appeal to the Library Board to be reviewed at the next scheduled Board meeting. After the Board has reviewed their written appeal, the individual and/or parent (if minor) will be allowed five minutes to speak on their behalf to the Board. Minors must be accompanied by their parent or guardian. The Library Board will issue a written decision within ten days after the meeting. The Library Board has the power to affirm, reverse or modify the banning period or conditions.
The Library staff will communicate disciplinary actions with all staff by filing a written incident report and communicating through electronic resources. Disciplinary actions beyond verbal warnings will be documented by library staff.
Approved 1/16/2020
Security Camera Video Policy
The Markesan Public Library is committed to ensuring the privacy and confidentiality of all persons using the library’s materials, resources, or services while promoting a safe environment for library users.
Recordings from library security cameras shall be kept for a period of at least 30 days before being erased.
Any recordings which may indicate the identity of any individual who borrows or uses the library's documents or other materials, resources, or services shall be treated as confidential and will only be released as permitted under Section 43.30 of Wisconsin Statutes:
By subpoena or other court order
To staff of the library or library system acting within the scope of their duties
Upon the request of a law enforcement officer who is investigating criminal conduct alleged to have occurred at the library.
To law enforcement officers who have been requested by the library to provide assistance.
Any recordings showing streets, sidewalks, and other public rights of way which do not indicate the identity of any individual using the library's materials, resources, or services shall be considered as ordinary, non-confidential, public records and subject to release as open records pursuant to Section 19 of Wisconsin Statutes.
Approved 1/19/2017
Sick Leave
The employee eligible for sick leave is the Director. The employee will receive three sick days per year. Sick time may be used in full or half day increments. Sick days may accumulate up to 60 days.
To determine the sick time hours available to use per day, compute the Weekly Average hours from the Previous Year (WAPY). Divide the WAPY by five. If the employee has not been in the position enough time to determine the WAPY, use the amount budgeted for that position.
Unused sick leave days will not be paid to employees upon termination of employment, except in retirement. Upon retirement under WRS eligibility rules, the employee may convert accumulated sick leave, at current rate of compensation, to be used to pay for health insurance premium. In the event that health insurance is not a provided benefit, the retiree’s first day of retirement may be after accumulated sick time has been used.
Approved 2/20/2019
Vacation Accrual Schedule
Vacations will accrue on an annual basis beginning on the employee’s start date. After the first partial year, the annual year will be from January to December. Employees eligible for vacation are those in the position of director, acting director and library assistant II. Vacation accrues for the years you hold the above positions. Vacations must be used in one calendar year.
To determine vacation time available to use, compute Weekly Average hours from the Previous Year (WAPY), rounded to the nearest hour. Then, use the chart below to determine the total hours available for the year. Vacation time may be used only with prior approval of Director. A minimum of 3 hours per day must be used. Maximum hours used per day may not exceed the WAPY divided by 5.
| Completed years of Service | Vacation Allowance | Hours Available |
| 1 year | 1 week | 1 x WAPY |
| 2-7 years | 2 weeks | 2 x WAPY |
| 8-15 years | 3 weeks | 3 x WAPY |
| 16-20 years | 4 weeks | 4 x WAPY |
| 21 or more | 4 weeks plus 1 day per year up to 5 weeks | 4+ x WAPY |
Approved 1/17/2019
Bereavement Policy:
The library director shall be granted 2 days bereavement leave for the loss of a close family member equal to (12) hours of time. Close family member is defined as child, child-in-law, step-child, grandchild, parent, parent-in-law, step-parent, sibling. Employees may be allowed time off without pay, for a maximum of 3 days when necessary to attend a funeral for a remote family member. In addition, with the Department Head’s approval (or Library Board President in regards to library director’s leave), additional time off without pay as may be granted in special circumstances in connection with any provisions of this section. Employees may, with the Department Head’s approval (or Library Board President in regards to library director’s leave), use any available comp time, sick time, or vacation leave as necessary.
Approved 7/16/2020
Volunteer Policy
Purpose: The Markesan Public encourages individuals and groups to volunteer their time and efforts at the Library.
Definition of Volunteer:
A volunteer is a person who performs tasks and services for the Markesan Public Library without receiving financial compensation.
Volunteers may or may not be members of the Friends of Markesan Public Library.
Children under the age of 18 may only work as volunteers with the consent of a parent or legal guardian. Children under the age of 18 may volunteer if the event is in collaboration with another organization, i.e. Girl Scouts, National Honor Society, etc.
Children under the age of 12 must volunteer in the company of a parent or guardian.
Library volunteers support and supplement but do not supplant or replace library staff work.
Volunteer application process:
Volunteers must complete a job application prior to performing reoccurring volunteer work at the library. Application forms may be waived in the case of event volunteers or assisting in a single library program, etc.
Volunteers must possess a skill which is of use to the library.
The library reserves the right to deny volunteer opportunities to any person.
Reading skills are necessary for the majority of library tasks.
Court ordered community service volunteers are accepted at the discretion of the Library Director.
Volunteers will be subject to a background and/or reference check.
The library may inform a volunteer at any time and for any reason that the volunteer may no longer volunteer at the library. The library need not specify a reason.
The volunteer may inform a Library at any time and for any reason that the volunteer will no longer volunteer at the library. The volunteer need not specify a reason.
Volunteer Guidelines:
Record accurately all volunteer time and activity, if needed.
Comply with all library policies and procedures.
Wear appropriate attire.
Behave professionally and reflect a positive customer service attitude toward library customers and employees.
Not distract others by excessive talking, being loud, rowdy, or other inappropriate behavior.
Show up for assigned hours. Perform assigned tasks as requested. Perform tasks correctly.
Supervisor Responsibilities:
Recruit & interview volunteers.
Screen Volunteers by calling references and/or conducting a criminal record check.
Provide orientation, tour, job description & training.
Ensure that volunteers are given appropriate assignments.
Ensure that volunteers are receiving effective and professional supervision.
Keep written records & statistics, as needed.
Plan to recognize and reward volunteers’ completion of assigned tasks and contribution to the library.
Handle evaluations, problems and conflicts.
Approved 12/15/2016
Library Assistant I - Job Description
Responsibilities of Position:
Under general supervision, perform clerical and other library work as required.
Examples of Work:
1. Performs circulation desk procedures, such as check-in and check-out materials, etc., including collecting fines and other money.
2. Registers patrons, records data, issues cards.
3. Performs interlibrary loan procedures.
4. Does typing, filing, processing, repairing, or reconditioning of library material.
5. Assists patrons with reference, readers advisory, bibliographic, and other patron assistance services.
6. Shelves library material and reads shelves.
7. Picks up, sorts and routes mail, shelves new periodicals.
8. Assists with library programs and displays.
9. Performs light housekeeping duties, including trash on collection day.
10. Assists patrons with mechanical operations of library equipment.
11. Manages rotating collections and perform interlibrary loan procedures.
12. Assist with entering of acquistion information into the data base.
13. Performs opening and closing procedure as necessary.
14. Performs other related duties as required.
Knowledge and Abilities:
1. Working knowledge of library procedures, services, and material.
2. Ability to communicate effectively and work well with staff and public in person or on the telephone.
3. Ability to sort and file efficiently in alphabetic or number order, and to develop a working understanding of the Dewey Decimal system of library materials arrangement.
4. Ability to maintain a positive, professional, and confidential attitude with staff and public.
5. Ability to operate library business machines properly, use computer software and automated data base.
6. Ability to perform moderately heavy physical work.
7. Ability to maintain patron and library confidentiality.
8. Willingness to maintain skills in above-mentioned areas through active participation in appropriate education classes.
9. Ability to complete tasks with a minimal supervision.
Physical demands of Position:
1. Standing, walking, stooping, kneeling and crouching.
2. Climbing: ascending and descending short footstool.
3. Bending, twisting, and reaching.
4. Talking and hearing; using the telephone.
5. Far vision at 20 feet or further; near vision at 20 inches or less.
6. Lifting and carrying: up to 50 pounds.
7. Pushing and pulling: object weighing 60-80 pounds on wheels.
8. Handling: picking up and shelving library material.
Skill Requirements:
1. Communication Skills: effectively communicate ideas and information both in written and oral form.
2. Reading Ability: effectively read and understand information contained in memoranda, reports and bulletins.
3. Ability to Comprehend and Follow Instructions: effectively follow instructions from supervisor, verbally and in written form.
4. Mathematical Ability: calculate basic arithmetic problems (addition, subtraction, multiplication and division) without the aid of a calculator.
5. Time management: set priorities in order to meet assignment deadlines.
Working Conditions:
1. Inside work environment.
2. Flexible work hours: may include morning through evening, and weekend hours.
Equipment Used:
Typewriter, calculator, copy machine, personal computer, automated system, printer, fax machine, scanner, telephone, microfilm reader/printer, audio-visual equipment, software programs, others as necessary.
Education and Experience:
1. High school diploma or GED.
2. Library experience or its equivalent in relevant business experience preferred.
Approved November 18, 2010
Library Assistant II - Job Description
Responsibilities of position:
Under general supervision, performs paraprofessional work serving library patrons directly or indirectly. Includes some supervisory and decision-making responsibilities.
Examples of work:
1. Plans, organizes and conducts library services and programs in such areas as circulation, interlibrary loan, technical services, homebound, volunteer or children's services.
2. Assists in training, scheduling, directing and evaluating the work of support staff.
3. Plans special interest displays, programs and projects; prepares routine publicity.
4. Assists patrons with reference questions, readers advisory, database searching, and other patron assistance services.
5. Does typing, filing, processing, withdrawing, of materials.
6. Provides information, recommendations, selection and ordering of material.
7. Assists in the updating of library procedures; collects and organizes statistics.
9. Performs light housekeeping duties, including trash on pick up day.
10. Performs circulation desk procedures such as check-in, check-out, etc. including collection of fines and other money.
11. Registers patrons, records data, issues cards.
12. Picks up, sorts and routes mail, shelves new periodicals.
13. Manages rotating collections and performs interlibrary procedures.
14. Performs other related work as required.
15. Performs opening and closing procedures as necessary.
16. The ability and willingness to fill in for the Library Director as necessary on a temporary basis due to illness, absence, or retirement
Knowledge and Abilities:
1. Knowledge of library operations, services and materials.
2. Ability to make decisions without supervision
3. Ability to direct and supervise the work of others.
4. Ability to communicate effectively and work well with staff and public in person and over telephone to maintain effective public relations.
5. Ability to maintain a positive, professional, and confidential attitude with the public and staff.
6. Ability to operate library business machines properly, use computer software and manage files in automated data base.
7. Ability to understand library policies and procedures and apply them to library operations.
8. Ability to gather statistics, analyze information and write reports.
9. Willingness to maintain skills in above-mentioned areas through active participation in appropriate education classes.
10. Ability to recognize and initiate steps to accomplish tasks without supervision.
Physical demands of position:
1. Sitting, standing, walking, climbing, and stooping.
2. Bending, twisting and reaching.
3. Talking and hearing; use of the telephone.
4. Far vision at 20 feet or further; near vision at 20 inches or less.
5. Lifting, carrying 50 pounds or less.
6. Handling: processing, picking up and shelving books.
7. Fingering: typing, writing, filing, sorting, shelving and processing.
8. Pushing and pulling: objects weighing 60-80 pounds on wheels.
9. Mobility: travel to meetings outside library.
Skill Requirements:
1. Analytical Skills: identify problems and opportunities; review possible alternative courses of action before selecting one; utilize information, resources available when making decisions.
2. Problem-Solving Skills: develop feasible, realistic solutions to problems; recommend actions designed to prevent problems from occurring; refer problems to supervisor when necessary.
3. Planning and Organization Skills: develop long-range plans to solve complex problems or take advantage of opportunities; establish systematic methods of accomplishing goals.
4. Communication Skills: effectively communicate ideas and information both in written and oral form.
5. Reading Ability: effectively read and understand information contained in memoranda, reports and bulletins, etc.
6. Creative Decision-Making: evaluate or make independent decisions based upon experience, knowledge or training, without supervision.
7. Ability to Comprehend and Follow Instructions: effectively follow instructions from supervisor, verbally and in written form.
8. Mathematical Ability: calculate basic arithmetic problems (addition, subtraction, multiplication and division) without the aid of a calculator.
9. Time Management: set priorities in order to meet assignment deadlines.
10. Self-Motivation: accomplish tasks without supervision.
Working Conditions:
1. Inside work environment.
2. Flexible work hours: may include morning though evening, and weekend hours.
Equipment used:
Typewriter, calculator, copy machine, personal computer, automated system, printer, fax machine, scanner, telephone, microfilm reader/printers, audio-visual equipment, microcomputer, software programs, and others as necessary.
Education and Experience:
1. High school diploma or GED, some college preferred.
2. Library experience or its equivalent in relevant business experience preferred.
Approved 11/18/2010
Updated & Approved 10/15/2020
Cleaning Person - Job Description
Responsibilities of position:
Under general supervision of the Library Director, performs cleanup and minor maintenance of the library building, grounds and sidewalk to ensure the comfortable, clean, convenient, and safe operation of the library for both its patrons and staff.
Examples of Work:
1. Performs routine cleaning and/or vacuuming of the library floors including but not limited to: halls, entrances, public areas, rest rooms, staff work areas, storage areas, meeting rooms, stairways, elevator, book drop, and offices.
2. Performs cleaning and/or disinfecting of rest room fixtures such as toilets, sinks, mirrors, grab bars, floors, and baby changing stations. Cleans and/or disinfect other sinks in library such as meeting room and staff work room. Refills supplies.
3. Performs cleaning of windows and glass surfaces such as doors and adjacent windows, display cases, fire extinguisher boxes, grandfather clock, rest room mirrors, photo copier, and computer monitors (special attention depending on type of monitor), light fixtures.
4. Empties trash and recycling receptacles and readies trash and recyclables for pickup. Notifies other staff if not able to take out trash on trash day. Keeps up to date on recycling procedures.
5. Performs cleaning and/or dusting of all flat surfaces including but not limited to all shelves, window sills, computer desks, tables, railing, heat registers, (library and meeting room), counters etc.
6. Maintains an orderly and sufficient supply of cleaning materials and promptly notifies Library Director of reordering requirements.
7. Monitors the condition of the furniture upholstery and shampoo as necessary.
8. Monitors the condition of the building and grounds, repairs as able or reports maintenance needs as necessary.
9. Performs other related duties.
Knowledge and Abilities:
1. Ability to quickly and efficiently carry out cleaning tasks on a regular schedule and with a minimum of supervision.
2. Physical ability to move furniture and equipment, boxes and containers of library material, operate and maintain floor cleaning equipment and do other tasks as assigned.
3. Ability to deal harmoniously with patrons and library staff.
Physical demands of Position:
1. Standing, walking, stooping, climbing using legs and feet.
2. Bending, twisting, and reaching.
3. Grappling, climbing using legs and arms, and balancing.
4. Sitting, kneeling, crouching, and crawling.
5. Talking and hearing; using the telephone.
6. Far vision at 20 feet or further; near vision at 20 inches or less.
7. Lifting and carrying: up to 80 pounds.
8. Handling: sweeping, mopping, dusting, possible snow removal.
9. Pushing and pulling: object weighing up to 150 pounds.
Skill Requirements
1. Communication skills: effectively communicate ideas and information both in written and oral form.
2. Reading Ability: effectively read and understand information contained in memoranda, reports and bulletins, etc.
3. Ability to Comprehend and Follow Instructions: effectively follow instructions from supervisor, verbally and in written form.
4. Mathematical Ability: calculate basic arithmetic problems (addition, subtraction, multiplication and division) without the aid of a calculator.
5. Time Management: set priorities in order to meet assignment deadlines and task schedules with a minimum of supervision.
Environmental/Working Conditions
1. Inside work environment: 75% or more.
2. Hazards: use of commercial/industrial cleaning chemicals. Some climbing involved in upkeep of lighting fixtures and maintenance of interior walls and ceilings.
3. Flexible work hours: early morning, evening, or weekend hours.
Equipment used:
Basic cleaning equipment, including but limited to: brooms, floor buffer, mop and bucket, vacuum cleaner, shovel, and ladder, hand held vacuum, upholstery cleaner, and others as needed.
Education and Experience:
1. High school diploma or GED. (Can be waived per/Director discretion, 16 & older)
2. Previous cleaning experience preferred.
Approved 11/18/2010
Library Page - Job Description
Responsibilities of Position:
Under immediate supervision, shelves library materials, maintains materials in the library collection in a neat and orderly fashion, assists in other support tasks as assigned.
Examples of Work:
1. Performs sorting by alphabet or numbers, including filing.
2. Performs circulation desk procedures such as check in and check out of materials, patron registration, collecting of fines and other petty cash.
2. Arranges returned material on book carts and shelves them in proper order.
3. Shelf-reads and straightens materials on the shelves while shelving and in other assigned areas.
4. Empties book drops and takes returned items to the proper place in check-in.
5. Refers non-directional questions to appropriate staff members.
6. Repairs library materials.
7. Assists with library programs and displays.
8. Performs light housekeeping duties, may include trash on collection day.
9. Performs other related duties as required.
Knowledge and Abilities:
1. Ability to understand and perform routine library procedures.
2. Ability to communicate effectively with staff and public.
3. Ability to sort efficiently in alphabetic or number order, and to develop a working understanding of the Dewey Decimal system of library materials arrangement.
4. Ability to follow directions.
5. Ability to perform moderately heavy physical work.
6. Ability to maintain a regular work schedule.
7. Ability to maintain patron and library confidentiality.
Physical demands of Position:
1. Standing, walking, stooping, kneeling and crouching.
2. Climbing: ascending and descending short footstool.
3. Bending, twisting, and reaching.
4. Talking and hearing; using the telephone.
5. Far vision at 20 feet or further; near vision at 20 inches or less.
6. Lifting and carrying: up to 50 pounds.
7. Pushing and pulling: object weighing 60-80 pounds on wheels.
8. Handling: picking up and shelving library material.
Skill Requirements:
1. Communication Skills: effectively communicate ideas and information both in written and oral form.
2. Reading Ability: effectively read and understand information contained in memoranda, reports and bulletins.
3. Ability to Comprehend and Follow Instructions: effectively follow instructions from supervisor, verbally and in written form.
4. Mathematical Ability: calculate basic arithmetic problems (addition, subtraction, multiplication and division) without the aid of a calculator.
5. Time management: set priorities in order to meet assignment deadlines.
Working Conditions:
1. Inside work environment.
2. Flexible work hours: morning through evening and weekend hours.
Equipment Used:
Book carts, book return bins, personal computers, automated circulation system, copy machine, fax machine, video rewinder, printers, telephone, dvd and video player, calculator and other as needed.
Education and Experience:
1. Education equivalent to sophomore in high school.
2. Eligible for a Child Labor permit, if required.
Board approved 11/18/2010
Library Director – Position Description
Title: Library Director
Responsibilities of Position:
Administers the overall programs of library service offered to the community in accordance with the policies, goals and objectives of the Library Board.
Duties/Examples of Work:
Prepares Library Board agenda with the cooperation of the Library Board President and notifies Library Board of scheduled meetings. Submits monthly reports to the Board.
Develops the annual library budget proposal with the cooperation of the Library Finance Committee for review by the Library Board and participates in its presentation to municipal officials. Expends funds within established procedure.
Develops, submits and implements the library policies and long-range goals and objectives to the Library Board for review, approval and update.
Works with the Library Board to implement board-approved capital improvement projects.
Plans, supervises, and conducts the work of the library, relating goals and objectives to community needs.
Recruits, selects, hires, trains, supervises, evaluates and terminates library staff and/or volunteers. Schedules library employees and/or volunteers and assigns routine duties. Plans and conducts regular staff meetings.
Works with municipal, county, and state government officials to meet the needs of the library.
Serves as chief consultant to the Library Board in regard to legal and technical matters and library choices. Conducts ongoing evaluation of existing library programs, services, policies and procedures, and submits recommendations for improvement to the Library Board.
Participates in fund raising in conjunction with the Library Board and Friends of the Library.
Participates in grant writing applications to improve library services.
Represents the library at the system level and as a member of professional library organizations. Fosters cooperation with the local public schools and their library.
Acts as spokesperson for the library in the community and is active in local organizations.
Supervises building and grounds maintenance and repairs.
Maintains library statistics and prepares the annual report.
Plans, supervises and conducts or delegates the following:
the operation of library services and programming
the providing of reader's advisory, reference and other patron assistance services
the registration of patrons, data recording and issuing of patron cards
the cataloging and processing of materials for circulation
the entering of acquisition information into database
the preparation, repairing and reconditioning of materials
the library's ongoing collection development plan and supervises the selection, purchase and withdrawal of library materials in accordance with that plan
the library's public relations plan, including development of promotional materials and projects, including maintenance of the library's home page, and Social Media.
the implementation of circulation desk policies; performance of desk procedures and
the performance of interlibrary loan procedures.
Maintain an atmosphere within the library that is friendly, yet conducive to study and reading.
Maintains reasonable technological proficiency as it supports library services.
Performs other duties as required by the Library Board.
Knowledge and Abilities:
Knowledge of library techniques, methods and procedures as they apply to small public library administration.
Ability to work independently and make decisions following established policy
Knowledge of the community in which the library is located. Understanding of the unique nature of rural and/or small communities and their libraries.
Ability to organize, plan and direct the growth and development of the library.
Ability to establish a positive working relationship with the library trustees, staff and volunteers, the library system and member libraries, local service organizations, township, city, county and state officials and the general public.
Ability to gain a working understanding of current and developing technologies as they relate to public library operations and services.
Ability to use computer software and manage computerized files.
Ability to use library equipment, including but not exclusive to keyboarding, calculator, microfilm/microfiche reader/printer, fax machine, telephone, desk top computers, laptop computers, tablets, copy machines, printers, scanner, projectors, cassette players, videocassette players, cameras, and building systems such as security and heating/air conditioning.
Skill Requirements
Analytical Skills: identify problems and opportunities; review possible alternative courses of action before selecting one; utilize information and resources available when making decisions.
Problem-Solving Skills: develop feasible, realistic solutions to problems; recommend actions designed to prevent problems from occurring; refer problems to supervisor when necessary.
Planning and Organization Skills: develop long-range plans to solve complex problems or take advantage of opportunities; establish systematic methods of accomplishing goals.
Communication Skills: effectively communicate ideas and information both in written and oral form.
Reading Ability: effectively read and understand information contained in memoranda, reports and bulletins, etc.
Creative Decision-Making: evaluate or make independent decisions based upon experience, knowledge or training, without supervision.
Ability to Comprehend and Follow Instructions: effectively follow instructions from Library Board, system office, and state departments.
Mathematical Ability: calculate basic arithmetic problems (addition, subtraction, multiplication and division) without the aid of a calculator.
Time Management: set priorities in order to meet assignment deadlines.
Self-Motivation: accomplish tasks without supervision.
Physical Demands of the Position:
Sitting, standing, walking, climbing and stooping.
Bending, twisting and reaching.
Talking and hearing; use of the telephone.
Far vision at twenty feet or further; near vision at twenty inches or less.
Lifting and carrying: fifty pounds or less.
Handling: processing, picking up and shelving books.
Fingering: typing, writing, filing, sorting, shelving and processing.
Pushing and pulling: objects weighing 60-80 pounds on wheels.
Mobility: travel to meetings outside the library.
Environmental Working Conditions
Inside work environment. Inspection of outside of buildings and grounds.
Flexible work hours; including evening and weekend hours.
Education and Experience
Maintain appropriate or minimum grade certification as required by Wisconsin Department of Public Instruction for municipal libraries based on population.
Certification includes minimum prerequisite of 54 semester credits, half of which shall be in the liberal arts and sciences.
Complete Library Education Requirements as required by Wis. Dept. of Public Instruction for initial certification: Basic Public Library Administration, Advanced Public Library Administration, Organization and Management of Collections, Public and Community Services.
Participates in and successfully completes continuing education credits as required for re-certification; 100 hours over each 5 year period following initial certification.
Approved 1/17/2019
Story Time Person
Temporary until filled permanently
Responsibilities of Position:
Under administrative supervision, provides Story Time programs.
Duties / Examples of Work:
Plans, coordinates, and conducts story hour programs.
Creates displays as it pertains to story hour.
Recommends material for purchase to support story hour programs and services.
Follows and carries out library policies and procedures as applicable to Story Time.
Performs light housekeeping as needed, in particular after story hour sessions.
May be asked to perform other duties as assigned by the library director as it pertains to story hour.
Knowledge and Abilities Required for the Position:
Ability to be an effective storyteller, reader, and activity director.
Ability to communicate with people, especially children.
Ability to develop and implement programs for children and their parents or care givers.
Familiarity with authors, books and library materials.
Ability to gather statistics, analyze information, and write reports in regards to children’s programming.
Ability to use computer software and manage computer technology.
Willing to travel to programs and to meetings outside library if requested.
Working knowledge of English grammar and spelling.
Physical Demands of Position:
Ability to work in confined spaces.
Bending/twisting and reaching.
Far vision at 20 feet or further, and near vision at 20 inches or less.
Fingering: keyboarding, writing, filing, sorting, shelving, and processing.
Handling: processing, picking up and shelving books, using art supplies.
Lifting and carrying: 50 pounds or less.
Pushing, pulling: objects weighing 60-80 pounds on wheels.
Sitting, standing, walking, climbing and stooping.
Talking and hearing; use of the telephone.
Skill Requirements:
Analytical Skills: identify problems and opportunities; review possible alternative courses of action before selecting one; utilize information resources available when making decisions.
Communication Skills: effectively communicate ideas and information both in written and verbal form.
Creative Decision-making: effectively evaluate or make independent decisions based upon experience, knowledge, or training, without supervision.
Mathematical Ability: calculate basic arithmetic problems (addition, subtraction, multiplication, and division) without the aid of the calculator.
Problem-solving Skills: develop feasible, realistic solutions to problems; recommend actions designed to prevent problems from occurring; and refer problems to the library director when necessary.
Reading Ability: effectively read and understand information contained in memoranda, reports, bulletins, budgets, etc.
Time Management: set priorities in order to meet assignment deadlines.
Environmental / Working Conditions:
Flexible hours to meet the demands of children’s programming.
Willingness and ability to work days, evenings, and weekends
Generally inside work environment.
Equipment Used:
Examples: Audiovisual equipment, book truck, calculator, computer hardware and software, copy machine, digital camera, fax machine, telephone system/TDD/TTY, and typewriter.
Education and Experience:
High School diploma or GED.
Experience working with children or storytelling preferred.
Approved 12/13/2018