While Napoli was certainly an innovative thinker in terms of collection management, he was a trailblazer when it came to technology. It is because of Napoli’s leadership that SJCPL was the first public library in the United States and the second in the world to have a web page.

1996 SJCPL Homepage

Therefore, it is no surprise that when asked about the future of libraries, Napoli sees technology continuing to play a major role in how libraries serve their communities. He states that while technology is changing too rapidly for him to try and predict very far into the future, “I would guess that the digital age and the wearable computer, all­ in­ one, personal device for communicating with everyone everywhere at anytime will accelerate unabated.” While he recognizes the importance of embracing new technologies, he believes that equally as important is a knowledgeable staff who can guide patrons through the rapidly changing online environment.

Napoli is rather excited when he speaks of the role technology will play in public libraries in the future. Perhaps because he has already seen firsthand how libraries have learned to adapt when facing an uncertain future. This is apparent in the chapter he wrote for The Evolving Virtual Library II: Practical and Philosophical Perspectives, published in 1999, in which he posed the question. “What does the future hold when the most creative minds in the world can talk to each other, instantly and constantly, at any time and can share their thoughts with the rest of the world? No one can tell. Everything will certainly move even faster as this creativity feeds on itself.”

Donald Napoli in 1978

As Mr. Napoli reflects on his many years of experience working in public libraries, he advises those facing new ideas to “be very excited about it yourself and you will spread that excitement to those around you. Immerse yourself in the excitement of the new initiatives. Let them become your energy!” Although he is optimistic about the future of libraries he knows that there will still be challenges ahead. When asked what advice he would give to someone considering a career working in libraries his advice is encouraging, yet realistic. “Go for it! Embrace the pain!”

It is because of constant evolution of thoughts and ideas that he has conditioned his staff to not be afraid of change. It is this ability to adapt that allowed Napoli to retire with a happy heart, knowing that SJCPL will continue to thrive despite his absence. It also helps that he has turned the reins over to long­time assistant director, Debra Futa, who he is quick share credit with for many of SJCPL’s successful initiatives. “She knows what she is doing, is very excited about the future, as uncertain as it is, and is ready to lead the way. This is the day I’ve been waiting for and it is a pure joy to see her excitement. She already is and will continue to be a great leader!”  Ed. note:  Look for an interview with Don Napoli in the July/August 2015 issue of “Public Libraries.”

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As both an employee and an employer, this made me pause. I did some brief research to see legal requirements, I found nothing substantive. The general rule seemed to be the policies of the institution. But what happens when there is no such policy in place? Turning to the Internet and the opinions of the masses was not much more enlightening. I read numerous pages on how to write a letter to your supervisor (be sure to spell check!) But nothing about professional protocol and fair play as related to giving notice of intent to retire. Common knowledge seemed to suggest that one should give a pay period’s notice. Our pay period is bi-weekly. Is it reasonable to expect that  a vital, professional employee lets administration know that he or she will be retiring two weeks?  The administrator within me started to have heart palpitations.

In thinking about such situations I had suggested to my colleague that a least a month’s warning and ideally three months would be my desire as a manager. But then the employee in me started to question this. Three months for a retirement I could accept, but for simply changing jobs?  Of course, this issue is influenced by circumstance. In our situation, our library is small in both physical size and staffing.  The absence of anyone in the mix for even a few hours can send us into a scheduling nightmare with work at a standstill. To lose a key player?  The heart palpitations started again.

We would need to place an ad, interview, hire, and then train. Is it a reasonable expectation that the leaving employee would be present for this process and participate? If not, how does that person’s work get done? Is it fair that another employee do two full time jobs in this interim period?  Or that no one  can go on vacation or get ill while this transition process is occurring? In a large library system, there are interims, more staff to cover, agencies that can be sought for assistance. In small and rural libraries the entire staff maybe two or four individuals. I am struck by this too, not only the difference between the small/rural and large/urban library,but the nature of the library versus other professional institutions.  A school or hospital would not find itself in this predicament.

I do not have an answer to this, but it does keep me up at night. While the simple solution is to make the policy, the question of what is a fair and reasonable amount of notice is not answered by this path.

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