Winnetka-Northfield Public Library District

Compensation Policy

Purpose

The Compensation Policy of the Winnetka-Northfield Library District shall provide a consistent and effective method to compensate Library District employees, in accordance with its By-laws.

Policy

The Winnetka-Northfield Library District provides compensation that responds to and reflects the quality of its employees and the services they provide. The Library District will provide compensation that is appropriately competitive with the local and regional public library market and that rewards its employees for their performance and contributions to the success of the organization.

Objectives

• To attract, retain, and motivate qualified employees
• To establish and apply salary rates pertinent to position classifications
• To recognize and reward individual ability and performance
• To control payroll costs and compensation expenditures
• To comply with all federal, state, and local laws regarding employment and compensation

Hiring

When determining a starting salary rate for a new employee, management will consider the following:

• The established pay grade for the position
• The library district's annual budget for salaries and benefits
• The knowledge and skill level of the applicant
• Market competitiveness
• Organizational importance of the position

Salary Adjustments

Salary adjustments are determined by

• an employee's level of performance
• an employee's salary level within the position's pay grade range
• the library district's annual budget for salaries and benefits
• the compensation policies of other library organizations
• the compensation policies of other local government agencies

The Library District evaluates its employees and reviews their wages and salaries annually. All salary adjustments for employees other than the Library Director require the approval of the Library Director. The Library's Director's compensation level is established and controlled by the Library District's Board of Trustees.

Merit increases in wages and salaries may be granted to employees who have sustained good performance or improved performance over a period of time. They are based on a supervisor's written appraisal of the employee's performance relative to expectations and the achievement of goals and objectives. These appraisals occur annually, but more frequent appraisal meetings may be conducted.

An employee who has reached the maximum salary or wage within his or her pay grade will not receive additional increases. At the discretion of the Library Director, such employees may receive a monetary bonus, based upon merit, at the time of their performance appraisal.

A market adjustment is a change in the employee's salary to bring it closer to competitive salary levels. The Library District will regularly benchmark its salaries and wages against competitive agencies.

Procedures and Responsibilities

All salary recommendations and adjustments must be approved by the Library Director. Employees shall not be advised of a salary increase until the employees' supervisor has obtained formal approval.

Unauthorized discussion of salary information for all positions other than one's own is not permitted.

An employee's manager or supervisor is responsible for

• Evaluating the employee's performance according to the job responsibilities outlined in the appropriate job description
• Discussing opportunities for growth within the organization
• Initiating salary recommendations, including adjustments
• Communicating with the employee regarding job performance and salary adjustments

The Library Director is responsible for

• Evaluating the performance of all department managers and others within the Administrative Services Department
• Reviewing and approving all performance appraisals
• Reviewing and approving all requests for salary and wage adjustments

The Business Office staff is responsible for

• Maintaining all personnel files
• Maintaining all payroll records
• Ensuring the security and confidentiality of all files and records

Nothing in this Compensation Policy alters in any way the Library District's policy of employment at will whereby either the employee or the Library District can terminate the employment relationship at will, with or without cause, with or without reason, and with or without notice at any time as long as there is no violation of applicable law.

Adopted: May 16, 2011

Page last updated on: May 18, 2011