Board Policies

Human Resources

Human Resources

The Board recognizes that building and maintaining its human resources is critical to fulfilling its vision, mission, and value statements. All human resources policies are in accordance with the Act, the Regulations, required relevant legislation, and other statutory requirements.

The Board delegates its authority to the Chief Executive Officer for the management of the Library’s human resources function.

Approval: Janet Hutchinson, 2015. Statutory: Yes.

Conditions of Employment

Conditions of employment for staff whose positions fall within the scope of the Canadian Union of Public Employees (CUPE), including working hours, are detailed in the signed Collective Agreement between the Board and CUPE Local 1169. The Board must ratify any amendments to the collective agreement.

Conditions of employment for staff whose positions are covered by the Management and Administrative Support Staff Association (MASSA), including working hours, are detailed in the signed Terms of Agreement between the Board and MASSA. The Board must approve any amendments to the terms of agreement.

Conditions of employment for Exempt Management positions, including working hours, are established separately and administered by the Chief Executive Officer.

Conditions of employment for the Chief Executive Officer, including working hours, are established separately and administered by the Board.

Approval: Janet Hutchinson, 2015. Statutory: Yes.

Job Descriptions

The Board will ensure job descriptions exist for all positions at the Library. Job descriptions will include qualifications required.

Job descriptions shall be revised and updated as required to ensure they reflect the work carried out, or when new positions are created.

Job descriptions shall be accessible to all staff.

Approval: Janet Hutchinson, 2015. Statutory: Yes.

Performance Appraisals

The Board believes that effective performance management and recognition programs are vital to creating a culture that supports the delivery of excellent Library service to Calgarians.

The Library’s performance recognition and enhancement program is designed to ensure regular, timely, and focused communication between supervisors and their staff, and shall occur in accordance with the objectives and procedures outlined in relevant Administrative Policies.

The Board maintains a separate performance appraisal program for the Chief Executive Officer and is responsible for conducting the Chief Executive Officer’s annual performance appraisal.

Approval: Janet Hutchinson, 2015. Statutory: Yes.

Staff Orientation and Training

The Board recognizes the importance of knowledgeable and skilled staff. Within the limits of budget and in accordance with organizational priorities, the Library provides formal staff orientation and training programs and supports attendance at library conferences, workshops, and other work-related learning and development activities.

Financial assistance for these activities is provided within budgetary limits as outlined in the relevant Administrative Policies.

Approval: Janet Hutchinson, 2015. Statutory: Yes.

Grievance Procedure

All unionized Library staff have access to a grievance procedure as outlined in the signed Collective Agreement between the Board and the Canadian Union of Public Employees (CUPE) Local 1169.

In the case of Management and Administrative Support Staff Association (MASSA) staff and Exempt Managers, grievances are referred in writing to the Chief Executive Officer for investigation and resolution. If not resolved within specified time frames, grievances will be referred to the Board.

Approval: Janet Hutchinson, 2015. Statutory: Yes.

The Role of Volunteers

The Board acknowledges that volunteer involvement adds to the capacity of the Library and provides volunteers with opportunities for personal growth and contribution to the community. Volunteers play a vital role in enhancing connections between the Library and the communities it serves, and free Library staff to carry out the activities for which they are uniquely qualified, trained, and suited.

Volunteers are required to participate in orientation and training sessions. Activities of Library volunteers are carried out under the general supervision of Library staff, according to their task.

Volunteers are required to comply with all relevant Board Policies, Administrative Policies, and standards of conduct established for volunteers. Performance feedback must be provided on a regular basis and as required.

The Board shall formally recognize the contributions of volunteers.

Approval: Janet Hutchinson, 2015. Statutory: No.