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Using the Power of Salary Information

Using the Power of Salary Information

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Using the Power of Salary Information

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  1. Using the Power of Salary Information Pay Study Results and Toolkit ACADEMIC LIBRARIES

  2. Agenda • Background information ………………………… 3 • Pay Equity ……………………………………….. 6 • Compensation – the basics …………………… 11 • The database …………………………………... 16 • How to use the database ……………………… 32 • What now? What you need to learn ………… 37 • What now? Making the case …………………. 43 • Practice …………………………………………. 60 • Statewide comparisons for pay equity ………. 62 • Definition of Terms …………………………….. 69 • Other resources Funded by the Institute of Museum and Library Services under the provisions of the federal Library Services and Technology Act as administered by the State Library of North Carolina, a division of the Department of Cultural Resources. NCLA Pay Equity Study

  3. Background • A Pay Equity Task Force was organized by NCLA to investigate pay equity issues for North Carolina library positions. • A project Steering Committee was formed; members included public and academic library staff, NCLA officials, and consultants. The goals now is • To educate librarians, library staff and library customers regarding the role and value of the modern librarian so that they may be compensated fairly. NCLA Pay Equity Study

  4. Project Steering Committee Members • Beverley Gass, Guilford Technical Community College, Project Manager • Jenny Barrett Boneno, Forsyth County Public Library • Pauletta Brown Bracy, School of LIS, North Carolina Central University • Robert Burgin, President, NCLA, Fiscal Manager • Keith Burkhead, Guilford Technical Community College • Evelyn Council, Fayetteville State University • Jennie Hunt, Greensboro College • Connie Keller, Elon University NCLA Pay Equity Study

  5. What Did We Do? GOALS • To develop an easy-to-use accessible database you can use to compare your library’s pay rates to the pay rates of the same jobs in other North Carolina academic libraries, and • To compare library jobs to comparable jobs in your college or institution…to assess pay equity. NCLA Pay Equity Study

  6. PAY EQUITY NCLA Pay Equity Study

  7. What is Pay Equity? Evaluating and compensating jobs based on the skill, effort, responsibility and working conditions required, not on the people who hold the jobs (men or women). Similar terms: • Comparable Worth • Equal Pay for Work of Equal Value NCLA Pay Equity Study

  8. How do women rank? • Women are traditionally, and continue to be, undervalued in the workforce • On average earn 75¢ per $1 for men • Gap larger for women of color • Flows through to affect pension, perpetuating the inequity Reflects society’s undervaluing the work of women relative to traditional male work – regardless of whether the job holder is a man or women in a female dominated profession (like librarian  ) NCLA Pay Equity Study

  9. Pay Equity All benefit, men and women, when there is pay equity “A high tide raises all boats” NCLA Pay Equity Study

  10. What about in North Carolina? How do library jobs compare to similar jobs in the college or university? • That’s what we wanted to learn. • That’s what we want to help you assess in your institution. • That’s why we created a web-based database … that you can access. NCLA Pay Equity Study

  11. So before we begin, a little primer about COMPENSATION NCLA Pay Equity Study

  12. What is Compensation? Everything employees perceive to be of value resulting from the employment relationship - a mix of salary, bonus, benefits and the work environment NCLA Pay Equity Study

  13. Base pay Differential Pay Weekends, evenings, holidays Short and long term incentive pay Cash recognition Legally required benefits Worker’s comp Social security Unemployment insurance Other benefits Health insurance Short and long term disability Deferred pay Pension Paid time off Tuition reimbursement Unpaid leave Non-cash recognition Perks, including free parking Compensation & Benefits NCLA Pay Equity Study

  14. Financial (“Show me the money”) Direct compensation (usually dollars) Indirect compensation (usually benefits) Non-financial Public recognition Feedback Coaching/mentoring Pleasant work group Opportunity Quality of work life Job tasks Culture/leadership Learning opportunities More than $ NCLA Pay Equity Study

  15. Compensation Philosophy • Goals and objectives • Definition of your marketplace • Target level of competitiveness • Pay Equity Considerations: • Internal and external equity • Salary vs benefits/intangibles • Local, state, regional, national markets • Benchmark jobs • Budget process for library and college/university • What’s been happening (compensation) in the institution NCLA Pay Equity Study

  16. About the Database NCLA Pay Equity Study

  17. Participants • Data represents academic libraries and colleges, community colleges and universities state-wide • 73 academic libraries and 26 human resources offices of colleges/universities responded • The North Carolina Board of Education Department of Public Instruction, Public School Salary Schedules for Fiscal Year 2006 – 2007 and Local Salary Supplements were also reviewed NCLA Pay Equity Study

  18. library director chief public service librarian chief technical services librarian library information technology services director reference specialist librarian senior librarian library technician circulation clerk computer support specialist building maintenance worker library technical processing clerk systems analyst instructor assistant professor faculty with master’s degree faculty with master’s degree + 30 credits Positions Included in the SurveyAcademic Library NCLA Pay Equity Study

  19. dean (humanities or undergraduate programs) chief financial officer chief, enrollment management director, continuing education director, administrative computing senior accountant systems analyst sr. electrical/electronic engineer counselor student activities officer buyer programmer analyst, supervisor continuing education specialist PC technician cashier building maintenance worker instructor (IT department) assistant professor faculty with master’s degree faculty with master’s degree + 30 credits Positions Included in the SurveyCollege/University NCLA Pay Equity Study

  20. The database includes: • Demographics: • For each participating academic library or institution • # of full-time employees • # of part-time employees • Budget • Enrollment NCLA Pay Equity Study

  21. Data with depth! • Each Academic Library/Institution reported the following for each position: • Hours worked per week • # of full-time and part-time employees in the position • Average pay of incumbent(s) in the position • Hiring rate (if any) for the position • Minimum and maximum of the pay range for the position • Longevity pay (if any) for the position NCLA Pay Equity Study

  22. And…. • The library or institution’s title for each position • The education and experience required for the position • The Fair Labor Standards Act (exempt/non-exempt) status of the position • A degree of match rating • An indication of how closely the position matches the description provided in the survey instrument NCLA Pay Equity Study

  23. Equivalent PositionsFor comparative purposes, the following positions may be matched. These are examples only – other matches could certainly be made based on the individual requirements of the systems. A comparison to teachers, principals and superintendentswas also made. NCLA Pay Equity Study

  24. Equivalent Positions (cont’d.) NCLA Pay Equity Study

  25. Equivalent Positions (cont’d.) NCLA Pay Equity Study

  26. What can you do with this data? • It’s customizable • Administrators: You can compare your jobs with other academic libraries and colleges and universities statewide for • Compensation and budget planning • Updating salary plans • HR planning • Assessing pay equity • “Making a case” to ….. NCLA Pay Equity Study

  27. What can you do with this data? • Library employees: You can use this data for: • Obtaining salary information • Negotiating your salary • Planning your career • Determining where you might want to work • Planning your future • Planning your retirement • Job satisfaction NCLA Pay Equity Study

  28. You Can Compare: • The pay of positions in your library to the “equivalent” positions in your college or university to assess pay equity • The pay of positions in your library to matching positions in other academic libraries • The pay of positions statewide or by individual institution – select the libraries you want; peers, aspirants, others; choose your own market! Select the libraries you want! • The database does the calculations – users only have to enter position titles and school name. • Comparisons are made in dollars and percentages • Comparisons also provided as mean or median (see definitions on slide 70) NCLA Pay Equity Study

  29. Examples: Question • Catawba College wants to compare the salary of their chief public service librarian to the salaries of other chief public service librarians in the State as well as to the chief of enrollment management in their own school Findings • Use the website to learn that the chief public service librarian at Catawba earns 15.6% less than her counterparts state wide (actual pay) • Catawba College also discovered that their chief public service librarian earn 96.5% less than the chief of enrollment management in their own schoolNote: you might choose to match this, or any, job to others in your institution. It will depending on a variety of factors including culture, scope and responsibility of positions, internal equity, etc. NCLA Pay Equity Study

  30. More Examples: Question East Carolina University’s library wants to compare the salary of their IT positions to those of the IT positions in the school in general: Findings • Use the website to discover that the Computer Support Specialist working in the library at East Carolina University earns 12.4% less than the Computer Technician at college (median of actual pay) NCLA Pay Equity Study

  31. More Examples: Question Asheville-Buncombe Technical Community College wants to compare its Librarians and Circulation Clerks to comparable positions in the college Findings • Use the website to create the table on the next slide. NCLA Pay Equity Study

  32. Use the website to learn the following about Asheville-Buncombe Technical Community College: More Examples: NCLA Pay Equity Study

  33. Using NCLA’s Pay Equity Study to help your library Here’s How YOU CAN DO IT! (Use the database, that is) NCLA Pay Equity Study

  34. How to Use the Website: • Go to • • Dig into the data! NCLA Pay Equity Study

  35. How to Use the Website: • The academic reports buttonallows you to download the database and save to your computer as an Excel file or use on-line and also provides a list of all of the job descriptions used during the survey process • The instructions buttonprovides instructions for downloading the data • Once the data is downloaded, there is a step-by-step guide to using the database in the “Instructions” tab of the spreadsheet NCLA Pay Equity Study

  36. Let’s get started! Use the website to gather & analyze data ….

  37. What does the data tell you? • Analysis • Comparison to college/university jobs • Comparison to other academic library jobs Note: Cautions … 2006 data … ratios are probably the same or very similar, but dollar amounts have most likely increased. NCLA Pay Equity Study

  38. WHAT NOW?Part I NCLA Pay Equity Study

  39. What are your goals? You might not have looked at all of the data yet, but what is it you want?? NCLA Pay Equity Study

  40. What You Need to Learn • What is the compensation philosophy of your college or university? • How are jobs priced? • How does the college/university define its labor market for: • Exempt jobs (from the provisions of the Fair Labor Standards Act – FLSA) • Non-exempt jobs • Management jobs • What is the budgeting process? • What else do you need to know? NCLA Pay Equity Study

  41. Stakeholders • Whose cooperation do I need?Whose compliance do I need? • Whose opposition would keep me from accomplishing my goals? …..try to see the world from their perspective NCLA Pay Equity Study

  42. Possible Stakeholders/Allies • Library Director • Trustees • President • Chancellor • Dean • Provost • Human Resources official • Faculty Senate • Employee Senate • Department Chair • Student Government Association • Members of other predominantlyfemale professions in the college (e.g., counselors) NCLA Pay Equity Study

  43. Who do you need to talk to? • Who? • About what? • When? • Why? • Keep your message brief and consistent NCLA Pay Equity Study

  44. What Do I Do Now?Part 2: Making the Case NCLA Pay Equity Study

  45. Library Staff: Use the Data to • Make a case to your supervisor and library director/dean; show them the numbers! • Be a 1 person crusader … • Form a committee to delve into the data • Talk to an NCLA committee person for training or help if needed • Partner with NCLA for action! • Participate in LSTA funded NCLA programs on influence and how to negotiate + NCLA Pay Equity Study

  46. Administrators: Use the data to • Make a case to college/university officials • Ensure your library’s job descriptions are well written and reflective of actual duties • Include professional levels duties required of, and performed by, nonprofessional staff • Stress IT responsibilities • Stress supervisory responsibilities including volunteers, students, and pages • Have senior library staff serve on college compensation committees to ensure that the institution’s HR personnel are fully aware of the scope and depth of library jobs NCLA Pay Equity Study

  47. Tell Your Story • Talking points • Speeches, news releases, interviews • Trustees,local media, talk shows • Role of library in educating and supporting students and faculty • Media contacts • Letters to editor – faculty, board member,, students NCLA Pay Equity Study

  48. Be Proactive! • Ensure job descriptions are well written, reflect actual duties, and include professional duties required • Stress IT responsibilities, data base usage, supervision • Use same language as broader institution • Update your institution regularly to reflect changes in knowledge, skills, abilities and technology • Serve on compensation committees and • Ensure that HR staff are fully aware of the scope and depth of library jobs. NCLA Pay Equity Study

  49. Be Proactive! • We need to teach women to negotiate salaries, including their starting salary. This is not common (7% for women v 57% of males[1]) and makes a negative impact on their salaries throughout their careers. • Educate public,students, faculty, officials and others about the role and contribution of library personnel as well as the education and experience required. • Librarians must speak out, not downplay, their role in education, information literacy, etc. • Capitalize on advocacy materials prepared by ALA-APA. • [1] Babcock, Linda & Laschever, Sara. Women Don’t Ask: Negotiation and the Gender Divide (Princeton University Press, 2003) NCLA Pay Equity Study

  50. Talking points • Shouldn’t have to choose between paying fair salaries and buying books • Starting salaries for X (position) are x% higher than librarians who also have bachelor’s or master’s degrees • Who will take the place of retiring librarians? • Can’t live on love alone! • Libraries work because library workers make them work! • Today’s librarian is a tech savvy, info expert who can enrich the learning process of any library user – from pre-school to grad student to retiree! From Advocating for Better Salaries and Pay Equity Toolkit NCLA Pay Equity Study