Shiloh Museum Case Study

The Shiloh Museum differs from other City of Springdale departments in a number of important

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.
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
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