ways. The Shiloh Museum’s personnel policy recognizes those differences and is designed to
complement but not replace the City of Springdale’s personnel policy. This policy is designed to be
used as a part of new employee orientation and as a guide to the director in the performance of his
administrative duties.
1. Employee classification. Employees fall into five categories:
Permanent: a. Full-time employees (40 hours). All full-time employees are expected to
work a 40-hour week. An eight-hour day is customary except when
weekend rotation of hours (Saturday) necessitates adjustment.
Benefits include vacation, sick leave, and health insurance. …show more content…
4. Conventions and Seminars. Employees are encouraged to attend workshops and seminars
dealing with their job, the object being to promote knowledge and to maintain contact with others in
their field to provide for an exchange of ideas. When any convention, seminar, class, or workshop
is attended by one or more staff members, a written report to the museum board shall be submitted
covering the highlights of the topics discussed and how these can be applied to the benefit of the
museum. A more complete outline of the sessions shall be prepared for all those staff members
unable to attend and filed at the museum. (If material covered is quite extensive, a staff meeting
covering topics discussed would suffice.)
5. Nondiscrimination and Affirmative Action Statement. It is the policy of the museum to provide
equal employment opportunity to all persons without regard to race, color, creed, age, national
origin, or sex. In addition to recruitment, selection and advancement, this policy of
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nondiscrimination applies to all aspects of employment relationship, including but not limited to:
compensation, benefits, layoff, recall, transfer, and termination. Physical handicap may be …show more content…
In order to
promote this policy, a positive, continuing program is in effect to provide equitable representation
and distribution of minorities and women through the personnel from all segments of the
community for all job levels and actively supports the development of employees for internal
advancement. The museum periodically reviews and audits its personnel policies and employment
activities to assure compliance with this nondiscrimination and affirmative action policy.
6. Recruitment. Applications for any vacant position shall be solicited by the director. After initial
screening, a minimum of three candidates (if possible) for any permanent, full-time position shall be
interviewed before the position is filled. When filling the position of director, the personnel
committee of the board of trustees shall solicit applications and conduct interviews. The assistance
of the mayor of the City of Springdale will be requested in this process. The museum prohibits the
permanent hiring of members of the immediate family of staff members or family of museum board