Archives For Human Resources

internship-imageOne of my very favorite parts of my job is working with Interns. My library employs three Library Science students as Interns. They work both independently and jointly at the Reference, Readers Advisory, and Youth services desks, and they participate in a variety of projects around the library. For example, they create displays, participate in outreach like school visits, help plan summer reading programs, teach computer classes, lead story times, and a pretty much anything else that interests them.

Interns report to me, the Head of Adult Services, as well as the Head of Youth Services. We manage their schedules and projects and make sure they are offered a variety of opportunities throughout their internship. That said, it is everyone’s job to mentor the Interns. The Librarians work with them at the service desks, share tips, techniques, and advice, and even turn over full projects to Interns. It is beneficial to both the Interns, who get to experience a wide variety of library services and programs as an employee and to the Librarians, who get the fresh perspectives and infectious enthusiasm of new professionals.

When projects are turned over to Interns, we let them make decisions with enough guidance so that they can be successful and also uphold the library’s standards. They often observe computer classes and other events before they lead them, talk about collection philosophy before making weeding and selection decisions, and look at bulletin boards and displays before creating them. We give them all the tools available and then let them run with their ideas. We genuinely want them to be successful, and of course, we want the library to be successful, so we share our experience and knowledge with them without holding back their creativity.

This is often Interns’ very first library job, so we do our best to minimize the fallout of hellomynameistheir failures. They will fail in all the ways Mary mentions in her post Everyone Needs a Librarian in Their Corner, so it is up to us to make sure that those failures are not because we didn’t warn them or stop them from making a mistake we saw coming. Part of the lesson is that “you win some, you lose some” and it is ok to fail. Failure, where Interns are concerned, usually comes in the form of no attendance at a program they planned, a patron asking for a book they weeded right after they weeded it, a typo on a bookmark, or an awkwardly-presented storytime or computer class. (In other words, the same things that we all fail at from time to time!)

Being an Intern is as much about learning to do the job of a professional Librarian as it is about learning to be a good employee. We teach them the importance of showing up to work on time, thorough communication, and asking for help when help is needed. They are never treated as “minions” or “lackeys.” They are our future colleagues, and we respect their input and appreciate their drive. We provide them with as many learning opportunities as possible, and we also provide moral support for both their graduate studies in library science and the projects they take on at our library. There is no “us and them” between the professional staff and the Interns – they are “us!”

We provide them with networking opportunities as well. They are encouraged to attend conferences, workshops, webinars, staff in-services, and cooperative level meetings. When they go into the library world for their first professional job after their Internship, they will have already been introduced to our colleagues and shown an interest in an area of specialty. Internally, too – anything they see happening at the library that they want to get involved with is fair game, no matter what department it comes from. Any idea they have for something new will be considered the same way any new service, program, or collection is considered from other staff. We hope that they will form relationships with staff members across departments to become well-rounded professionals when they finish their internship.

It is crucial that we spend time supporting and mentoring the next generation of professionals. Our library is fortunate to be in a position where we can pay for three student Internships at any given time. We are honored to give back to the profession! Interns bring so much to us, keeping us updated in trends in librarianship that are being taught in library schools, inspiring us to do our very best work as good role models, and just generally being helpful.

This Library Lost & Found series dissects job ads for library leadership positions. We analyze library job postings from the perspective of building your career. We’re also interested in how to write a great job description that will attract the best candidates.

The Story Center Director – you guessed it – directs the Story Center at MCPL, supporting digital, oral and written storytelling for Kansas City and beyond.

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circulation diagram with title

Even if you’re not actively job hunting, reading job ads is a great way to prepare for the next step in your career.

Job postings convey a whole lot of information: what you’d do on the job, the experience and knowledge the hiring manager wants in a candidate, and (ideally) a sense of the organization and working environment. You can also get a great feel for current trends in librarianship.

This Library Lost & Found series dissects job ads for library leadership positions. We analyze library job postings from the perspective of building your career. We’re also interested in how to write a great job description that will attract the best candidates.

Today I’m analyzing a job posting I found on ALA Joblist for a Library Director for Miles Community College in Miles City, Montana.

Title

Library Director is a refreshingly straightforward title. When I see “library” at a college, I can guess that they’ll have a substantial onsite book collection. When colleges have a “learning commons” or “information resource center” rather than a library, I wonder how much they depend on ILL for print materials.

Reporting Structure

The Library Director reports to the Vice President of Academic Affairs for Miles Community College. That’s a fairly high level for the library to sit; the Library Director is just two steps down from the college president!

This also reflects the small scale of the college, which reports enrollment of 390 students full-time equivalency (FTE) for Fall 2016.

The supervision exercised by the Library Director is defined as “Library Aides, Work Study Students.” As a candidate, I would be very curious about how many library aides there are, what level of employee they are, and how much the overall function of the library depends on work study students.

Job Duties

The first verb – indeed, the first word – in the responsibilities section is “lead”! This whole bullet point is worth quoting:

Lead the Library in responding to information management problems with technology-based solutions. (Internet, web pages, video technologies and other evolving futuristic technologies).

Way to go, MCC! This tells me that they want a library director who will help the library transform to meet the evolving information needs of current and future students.

There’s a fair amount of budgeting mentioned in the job responsibilities, including “effectively, ethically, and innovatively” managing the budget. The library director will need to get creative with the budget, but ethically creative!

As I scan down the job functions bullet points, I see responsibilities that range from broad (strategic planning, external partnerships) to narrow (cataloging and weeding). That reflects the relatively small scale of this library and organization – the person in this position would need to pitch in on the front lines regularly while also maintaining a long term vision.

Qualifications

This position requires an ALA-accredited Masters in library or information science. The posting also lists quite a lot of competencies. I like when organizations emphasize competencies (or knowledge, as the San Mateo Senior Librarian job posting phrased it) over prior experience. Competencies can be demonstrated in wider variety of ways than past job experience – through class work or volunteer experience, for instance.

I also deeply appreciate how the position spells out what they mean by each competency. For instance:

Delegation – Delegates work assignments; Matches the responsibility to the person; Sets expectations and monitors delegated activities.

A librarian interviewing for this position would want to prepare stories about times they had thoughtfully delegated tasks to a team and the successful results of those assignments as part of the whole project.

The competencies include a great range of leadership skills, from management to communication to strategic planning.

Salary

This job posting does not specify a salary range, which is disappointing. I’m a big fan of salary transparency, especially because salaries for the same job title can vary wildly across organizations. To be fair, Employers often want to reserve that information for optimal bargaining power after recruiting the best possible pool of candidates.

The national average salary for people with the title Library Director is $77,822, according to Glassdoor. Of course, that average includes people in high cost of living locations who have been in that position for a long time, and the person filling this position might be newly jumping to the director level.

My guess for this salary is based on the relatively small size of the library and the eminently affordable cost of living in Miles City (Craigslist shows a sweet 2 bedroom apartment with a garage for just $800!). I would guess that the salary would fall in the $40K range.

Overall

This Library Director job opportunity at Miles Community College would be a great fit for someone who is broadly familiar with all functions of a library and knows how to lead effectively in a tight-knit organization.

I love how well the job posting conveys the day to day responsibilities for this library director – and the potential challenges. The college administration seems to have a clear vision of how they want the library to evolve with the times, while being realistic about resource constraints in a small college. This would be great leadership position for a librarian with experience at a small academic library or a rural public library.


We have no connection with Miles Community College and no insider scoop on this job posting – but we’ll cross our fingers for you if you apply!

No Surprises!

Kevin King —  June 7, 2016 — Leave a comment

h6EABC3B2It is the time of the year when I am neck deep in employee evaluations. This means I need to remind myself of the number one rule when it comes to crafting evaluations – NO SURPRISES! Below are some things to remember to minimize surprises and will help you conduct a (hopefully) stress free and useful evaluation.

  1. Evaluations should be delivered to the employee no later than 24 hours before you meet with them. Not only is this a common courtesy, it will 1) give the employee time to really take in what you have written and 2) prevent them from reading the evaluation during the meeting.
  2. Your direct reports should never read a criticism for the first time during their evaluation meeting. I tell my direct reports that if they find a criticism in their evaluation that is new to them, then I will take it out. It is my responsibility as a manager to make sure I have discussed any issues throughout the year and have given them the tools to correct the problem. My primary tasks as a leader is to help my team succeed!
  3. The evaluation should not contain goals that are old or no longer relevant. Midway through the year, you should have re-visted with the employee their goals and made changes if needed. This will ensure that you are actually evaluating them on the most current priorities.

By following these tips you will not only provide your direct report with a fair and accurate evaluation, but will also start to build trust that will result in higher performance.

circulation diagram with title

Even if you’re not actively job hunting, reading job ads is a great way to prepare for the next step in your career.

Job postings convey a whole lot of information: what you’d do on the job, the experience and knowledge the hiring manager wants in a candidate, and (ideally) a sense of the organization and working environment. You can also get a great feel for current trends in librarianship.

This Library Lost & Found series dissects job ads for library leadership positions. We analyze library job postings from the perspective of building your career. We’re also interested in how to write a great job description that will attract the best candidates.

Today I’m analyzing a job posting for a Senior Librarian for San Mateo County Libraries* in California.

Title

Senior Librarian is an unusual job title for public libraries, and it’s part of what drew me into this posting. I wanted to know if this job had leadership responsibilities – or if it was a specialist in library services for senior citizens.

It’s the former: this is a managerial role. The posting explains that the senior librarian is at the “front-line supervisory level in the librarian series.” It sounds like this librarian is responsible for internal management in a library branch – supervising staff, managing service desks, and leading projects.

This person reports to a branch manager, who would take care of external management and administrative responsibilities like budgeting and strategic planning.

Job Duties

Management of staff is the first responsibility listed for this job ad. I really appreciate this realistic assessment of how much time it takes to manage people well. I’m also charmed that they include “mentor” as a responsibility in the management bullet point. This tells me that SMCL values a culture of learning and development.

I like the inclusion of “excellent customer service.” This tells me that the library has a user-centric philosophy, which is a huge plus in my book.

Several of the responsibilities center around providing input to the branch manager as they work on the budget and strategic plan. This job would be a great opportunity to develop the skills needed to take on an even greater leadership role.

Also of note: this position is required to create and implement new programs. That shows a dynamic, evolving organization and a need for candidates to be innovative.

When looking at the job duties in a posting, it’s important to read with an open mind. You can be a great candidate despite not having direct experience doing 100% of the job tasks listed. The hiring manager writes a dream list of everything they want. Candidates will come in the door with strengths and weaknesses in those areas, but very few people will be strong in every single area on the wish list.

Qualifications

There’s a hard requirement for an ALA-accredited MLS. After that, they take an interesting approach to experience required, saying:

Any combination of experience that would likely provide the required knowledge, skills, and abilities is qualifying. A typical way to qualify is three years of experience as a librarian, or a combination of library and supervision experience.

That’s a great way to phrase the requirements. It’s flexible, but also gives a good idea of what they need in the position.

The specifics are divided into knowledge and skills/abilities. I would guess that you could demonstrate knowledge through things like MLS classes or reading up on current trends. The skills/abilities, however, would most likely need to be backed up through on-the-job experience.

Interestingly, they require knowledge of supervision rather than ability, so they would probably be open to someone without supervisory experience if they had thoughtful answers about their managerial philosophy.

Two skills that jump out to me are “Analyze library problems and implement their solutions” and “Learn and grow in a changing environment.” This library doesn’t want someone to keep the status quo – they want someone to come in and change things for the better. If you applied for this job, you would want to have specific stories about solving problems creatively.

Salary

The awesomeness continues: this job ad is super-transparent about the salary range for the position. They even convert it into hourly, weekly, bi-weekly, and monthly, so that you have a point of comparison for whichever way receive your current pay.

It’s always wise to plan for coming in on the low end of a salary range, so let’s say that a decently qualified candidate would make $70,000. That’s a good salary for a librarian – but not great for the high cost of living in California. A quick look at Craigslist shows that a 2 bedroom rental would easily be $3500/month, if not higher, and it would be hard to find a 1 bedroom for under $2000/month. That’s pretty tight on the $70,000 salary, so candidates would want to take a thoughtful look at their budget.

The posting has not even a whisper about benefits – you have to dig. Since library staff are employees of the county, they’re covered under San Mateo County benefits – which look pretty darn good. The health coverage is very affordable and the fringe benefits look great. They help with child care placement and explicitly lay out the amount of funding available for professional development.

Organization

I already saw the organizational values shining through in the responsibilities, but this job posting also includes a glowing description of San Mateo County Libraries:

San Mateo County Libraries are an invaluable community resource, an amazing family, a springboard for opportunities, and our staff are what makes it so special.

The word “champion” appears twice in the first paragraph. This is emphatically a library for people with big ambitions for community service.

The posting also includes some impressive statistics about library circulation and services. The county library system has 12 branches, and it’s not clear to me from the posting in which branch this position would work. That could make a big difference to applicants familiar with the locations.

Overall

The Senior Librarian looks like an amazing entry-level management position. I love that the job posting explicitly frames this as a growth opportunity for librarians to develop supervisory skills.

While the salary is moderate, the fringe benefits seem to support a healthy work-life balance.

The job posting gives me a really good idea of the kind of candidate SMCL wants: librarians with a few years of library work experience who are interested in leading change, improving service, and growing their careers even further.

What questions do you have about library job postings? What makes you consider applying?


*We have no connection with San Mateo County Libraries and no insider scoop on this job posting.