HR-05 Staff Development and Performance Appraisal - Policy Sections 1-2 and Appendix A

Aug 31, 2026

Trillium Public Library sets policy requirements for staff development, training approval, and employee performance appraisal. Professional development supports skill growth and evolving library needs through funded conferences, workshops, and ongoing in-service training, with eligibility tied to the Board’s Strategic Plan and the employee’s role. Performance appraisal uses scheduled evaluations, clear expectations, objective and fair decisions affecting compensation and promotion, and structured feedback, including documentation of concerns and action plans. Appendix A provides a sample annual appraisal form covering achievements, development plans, and performance.

LanguageEnglish

CategoryResumes

FormatDOCX

Pages7

Reading Time3 min

AccessFree to download

Section 1: Professional Development and Training

Section 2: Performance Appraisal

Appendix A: Annual Employee Performance Appraisal

Trillium Public Library Employees’ work performance and achievements contribute to the operational, and overall success of the library. Professional development allows employees to enhance their skills and meet the evolving needs of the library. Acceptable work performance includes not only skills to perform specific tasks but also demonstrating interpersonal skills, computer and internet skills, customer service skills, and engagement in self-directed learning. This policy replaces sections of the former Trillium Public Library Policy HR-11 titled Professional Development, Performance and Discipline, and provides a framework for staff development and training activities. Section 1: Professional Development and Training The Trillium Public Library supports the on-going education and training of all permanent employees through their participation at conferences, workshops and courses with designated funding in the annual budget. All decisions will be based on the applicability of the education and/or training to the achievement of the Board’s Strategic Plan. The CEO shall consider the employee’s experience and job description, budgetary limitations, succession needs, and the employee’s annual staff development goals which are set with employee input. Employees may, on occasion, be required to participate in training or in-service education opportunities to ensure they are current with leading edge library practices. Employees shall be compensated for attendance at such training or education at their regular hourly rate of pay, with consideration made for travel time. Ongoing training and education may include in-service training on technology, readers’ advisory, reference, cataloguing, customer service delivery, supervision and management, health and safety, and other best library practices. Any employee who is interested in a specific job-related training or education session, workshop or conference must submit a written request two (2) months in advance. Shorter periods for such requests may be entertained based on availability of funds and scheduling implications. The training and/or education must be appropriate to the position or in keeping with the Library’s projected succession needs. Following attendance, a report stating the benefits to the employee and/or to the Library may be requested. Sharing of the report at a staff meeting may also be requested by the CEO. All applications for education and training opportunities should be discussed with the CEO prior to registration. Costs will not be considered if attendance is not approved by the CEO in advance. To be reimbursed for expenses, employees must submit original itemized receipts (see HR-06 Payment for Job-Related Expenses). HR-05 – Staff Development and Performance Appraisal(continued) Section 2: Performance Appraisal While the term ‘performance review’ suggests a focus on the past, performance reviews also focus on on-going performance improvement and professional development. The policy and process ensure objective and fair decision-making regarding compensation within the pay grade, promotion, disciplinary action, and termination; and ensures that expectations and performance standards are met. Initial evaluations must take place at the end of the first three (3) months of employment. A successful evaluation at this stage is necessary for continued employment and progression from probationary status. Ongoing evaluations may take place during the probationary period to assist employees experiencing problems and to improve their performance. After the initial evaluations, the library has an annual performance review system which is designed to: allow for open and ongoing communication between the employee and CEO or supervisor align employee performance objectives with library goals establish a clear understanding and agreement on job responsibilities and the competencies required to fulfill the job allow for regular feedback on performance determine what an

FAQs

What does Appendix A include for annual employee performance appraisal?

Appendix A provides a sample annual performance appraisal form, including employee information fields and sections for employee achievements, an employee development plan (goals and training for the forthcoming year), and employee performance details.

Aug 31, 2026

Upload by Bill Black