Infopeople Webcast Series:
This presentation is the property of its rightful owner.
Sponsored Links
1 / 33

Infopeople Webcast Series: Strengthening the Library Workforce: Finding, Keeping, and Developing Great Employees PowerPoint PPT Presentation


  • 108 Views
  • Uploaded on
  • Presentation posted in: General

Infopeople Webcast Series: Strengthening the Library Workforce: Finding, Keeping, and Developing Great Employees. Effective Library Job Descriptions An Infopeople Webcast . December 19, 2005 12:00 noon to 1:00 p.m. Presenter: Paula M. Singer, PhD [email protected]

Download Presentation

Infopeople Webcast Series: Strengthening the Library Workforce: Finding, Keeping, and Developing Great Employees

An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.


- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -

Presentation Transcript


Infopeople webcast series strengthening the library workforce finding keeping and developing great employees

Infopeople Webcast Series: Strengthening the Library Workforce: Finding, Keeping, and Developing Great Employees


Effective library job descriptions an infopeople webcast

Effective Library Job DescriptionsAn Infopeople Webcast

December 19, 2005

12:00 noon to 1:00 p.m.

Presenter: Paula M. Singer, PhD [email protected]


Agenda job descriptions

Agenda: Job Descriptions

  • Why Important

  • How to Write

  • What to Include

  • Compliance


Why job descriptions are important

Why Job Descriptions are Important

Help applicants, employees, supervisors, and HR

  • Clarify responsibilities

  • Understand what’s needed

  • Prevent misunderstandings

  • Objective and impersonal

  • May describe expected outcomes


And what are they exactly

And What are They, Exactly?

  • Most important features

  • Required tasks, knowledge, skills, abilities, responsibilities, and reporting structure

  • Physical requirements (ADA compliance)


Components of a job description

Job title

Exemption status

Reporting relationships

Summary

Essential duties & responsibilities

Nonessential duties

7.Job requirements

8. Supervisory responsibility

9. Working conditions and physical demands

10. Disclaimer statement

11. Dates and approvals (supervisor and HR)

Components of a Job Description


1 job title

1. Job Title

  • Realistic, descriptive

  • Acceptable and “politically correct”

  • Avoid title inflation

  • Consider internal and external status issues

    Published resources can help

    www.ala.org/ala/ors/reports/librarysupportstaffjobtitles/ libsupjobtitles.htm


Infopeople webcast series strengthening the library workforce finding keeping and developing great employees

10

PR Specialist

PR Specialist

Senior Staff Librarian

Senior Librarian

Sr Catalog Librarian

Sr Librarian

Program Specialist, Children’s Services

Senior Librarian

Automated Systems Librarian

Senior Librarian

Community Network Specialist

Coordinator, YA Services

Coordinator, Sub Pool

Senior Librarian

Senior Librarian

Senior Librarian


2 exemption status

2. Exemption Status

Pertains to Fair Labor Standards Act (FLSA)

  • Exempt:

    • not subject to overtime pay requirements

  • Non Exempt

    • 1 ½ x hour over 40

      http://www.dol.gov/elaws/esa/flsa/scope/screen9.asp


Exempt

Exempt

  • Executive

  • Administrative

  • Professional

    • Learned: Requires highly advanced knowledge & education

    • Creative: Artistic, creative or original

    • Computer: Application, design, development, analysis and/or modification of systems, networks, database, and/or programs


3 reporting relationships

3. Reporting Relationships

… reports to the Circulation Supervisor


4 job summary

4. Job Summary

1, not more than 2 sentences

Performs professional librarian services by assisting customers in locating and using library resources & providing timely and accurate information and answers to research questions; develops and presents programs; selects/orders materials as directed; performs other duties as assigned.


5 essential duties

5. Essential Duties

  • ADA Compliance

    To be successful

  • knowledge, skill, and/or ability required

    Note: Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions


Characteristics of essential functions

Characteristics of Essential Functions:

  • % of Time = more than 20%

  • Frequency = Performed regularly – daily, weekly, monthly

  • Importance = Impacts other parts of the job as well as other jobs, and there is no one else to do it


6 non essential duties

6. Non-essential Duties

  • Nice to have


Level cutters

“Level Cutters”

  • Information which differentiates one level of the position from another

  • Sample level cutters:

    Education/TrainingContacts with Others

    Work ExperienceSupervisory Responsibility

    Technical ProficiencyWorking Conditions

    Computer SkillsComplexity

    Mental EffortIndependent Judgment

    Direction Received


Examples

Examples:

Library Associate I and II

  • Level I: Entry level work assisting customers in performing reference searches and locating materials; requires Bachelor’s degree and no previous experience.

  • Level II: Assists customers in performing reference searches and locating materials; oversees an assigned program such as Head Start; trains Library Assistants; requires Bachelor’s degree and 3 or more years of public library or related experience.


7 job requirements

7. Job Requirements

To be successful

  • Education

  • Experience

  • Specific skills

  • Competencies


8 supervisory responsibility

8. Supervisory Responsibility

Supervises all circulation clerks in the branch


9 working conditions and physical requirements

9. Working Conditions and Physical Requirements

  • May be required to lift up to 25 pounds

  • May be assigned to the Central Library or to a Branch


Disclaimer and sign offs

Disclaimer and Sign-Offs

  • Approved by:

EMPLOYEE & SUPV BUY IN

Disclaimer: other duties as assigned


How to get this info

How to Get this Info

  • Job Analysis: process of collecting relevant, work related information as to the nature, scope & responsibilities of your library’s jobs.

    HOW?

  • Direct Observation

  • Individual Interviews

    • Open-ended to highly structured

  • Questionnaires

  • Group Interviews

  • Work Diary or Log


General guidelines in drafting job descriptions duties responsibilities

General Guidelines in Drafting Job Descriptions – Duties & Responsibilities

  • Include - 5% +

  • Present in logical order

  • Write in standard format: use present tense, action verbs

    Typically contains three parts:

  • oVerb - should be action-oriented

  • oObject - what the verb is performing action on

  • oPurpose - what result is achieved?  


Verb object purpose

Verb/object/purpose

  • Example: Library Clerk: Assist customers by locating and retrieving materials and demonstrating and providing instruction in the use of library equipment, including computers.

  • Identify essential functions of the job

  • Focus on the job itself – NOT any specific individual who might fill the job


Tip on language values

Be smart!

City/County/University

“Right” terminology

Customize to your values

Tip on Language* Values


Infopeople webcast series strengthening the library workforce finding keeping and developing great employees

Developing a

Job Worth Hierarchy

Salary Survey

Exchanges

Job Descriptions

Assigning Employees to

Appropriate Jobs

Recruiting

Organizational

Design

Legal Defense

Establishing

Performance

Standards

Establishing Career Paths/

Succession Planning


Think beyond the job

Think beyond the job

  • Think tasks and responsibilities / library goals

  • Determine which competencies and skills are necessary


The future of job descriptions narrow

+ Pro

Clearly outline expectations

Determine compensation levels

Address legal issues

Address union concerns

Guide employees in “other duties as assigned”

- Con

Lack flexibility

May not promote job growth, development

May get outdated quickly

No time to maintain them

Too narrow; not enough focus on pitching in wherever needed

The Future of Job Descriptions? Narrow


Additional resources

Additional Resources

Handouts:Job Analysis Questionnaire

Job Description

Designing a Compensation Program for your Library, by Paula Singer (ALA)


Thank you

THANK YOU!

Paula M. Singer, Ph.D.

The Singer Group, Inc.

12915 Dover Road

Reisterstown, MD 21136

410-561-7561

[email protected]

www.singergrp.com


  • Login