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incorporating additional research trials using quantitative methods and include more narrowly focused survey questions of the faculty—which would not only provide findings more applicable to other institutions but would also provide a needs assessment model that more institutions could implement.—Anders Selhorst, Guil-ford Technical Community College. There are many human resources handbooks available for all types of employees , and this one is uniquely focused on academic library staff. The author, Gail Munde, explains that she wrote the book to " help demystify HR by providing basic explanations and rationales for the most common and practical applications of HR management in colleges and universities and, consequently, in their academic libraries " (xiii). Broken into six chapters, references at the end of each chapter, a summary, and an index, this handbook also includes helpful tables that summarize often confusing status categories, laws, and performance evaluation criteria. From the very first line of chapter 1, Munde identifies the most basic HR principle—the " position " is the basic unit of all human resource (HR) transactions. She goes on to describe how the position (" box ") is separate from the individual, and how both are never static. Also included in the first chapter are thorough explanations of positions and position management, including FLSA status (the terms and definitions that outline nonex-empt/exempt determination), librarian status, and the principles of position description analysis. In describing the tenure-track or tenured library faculty, Munde clarifies that the common assumption of tenure as a promise of lifetime employment has no basis in law. A helpful table (1.1) summarizes the typical position status categories in academic libraries. Understanding the basic principles of position analysis can increase employee awareness of the point at which the position (box) they inhabit requires a review for various reasons. Munde explains that position analysts are experts in understanding the various comparisons and classification levels that indicate the need for a position reclassification. She adds that when analyzing positions it is important to remember that position histories are records of the position (that is, the contents of the " box "), not of the employee. Chapter 2 outlines basic employment laws, including a table (2.1) that describes relevant federal law and its purpose, and gives a URL for more information. Again, Munde writes not just for the human resource practitioner, but the employee as well. By describing the basic employment laws without using professional jargon, …

college and research libraries/college and research libraries

&lt;b&gt;Gail Munde.&lt;/b&gt; &lt;i&gt;Everyday HR: A Human Resources Handbook for Academic Library Staff&lt;/i&gt;. Chicago: Neil-Schuman, 2013. 182p. paper, $65.00 (ISBN 978-1-55570-798-9). LCCN: 2012-18146.