All new employees will receive such training as deemed necessary for the proper fulfillment of the requirements of their positions. The Director will be directly responsible for training; however, the Director may delegate the responsibility for training to another staff member as necessary. Most training for new employees will be on-the-job. The Director will provide all written materials and other assistance necessary to familiarize the new employee with the job. The initial training period should not exceed the probationary period except for workshops and additional training programs which may be deemed necessary. The employee will sign an agreement that he/she is satisfied with the training.
The Board encourages and expects staff members to develop job skills by formal and informal methods.
Regional staff meetings are held as called by the Director and attendance is required.
Documentation of (lack of) participation in professional development events/outlets will be part of any employee’s evaluation record.
To further the skills of library staff and/or to fill staffing shortages, the Director may temporarily or permanently reassign an employee to another CJRL branch. When such reassignments occur on a temporary basis, the employee is due mileage reimbursement for mileage incurred in excess of their normal commute. Meal purchases (as opposed to reimbursement) may also be provided at the discretion of the Director.
SEE ALSO STAFF DEVELOPMENT PLAN
SEE ALSO REIMBURSEMENT RATES AND GUIDELINES
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