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Rank: Member
Groups: Member
Joined: 3/11/2008
Posts: 22
Points: -31
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(First, let me clarify that by "promotion" I mean moving into management, not promotion of rank while in the same position.)
I work in a regular librarian position (ie not management) in a small department in public services at a relatively medium-sized, private academic library. My supervisor, the department head, has just given notice (not unexpectedly as we've known for some time her family would be moving out of the area). She was the interim department head, but has been here for well over a year without a formal search.
There are three possibilities for this position: 1) a restructuring with another department (unlikely even though it'd probably be a good idea); 2) a formal posting of and search for the department head position; or 3) they'll ask me to take the job on, probably as interim (this has been mentioned in the past as one possibility), and then do a search for a new entry level librarian. (They probably won't leave either position unfilled.)
So, given that I might be offered this position, I want to have some ideas in mind of what to negotiate for, just in case. I'd love to hear from folks who have been in a similar situation.
So, what I'd want to ask for:
1. A raise. But how much? My salary right now is entry level, based also on my rank, but I don't want these additional responsibilities without getting a raise. But I have no idea what other folks here make, and I'm not sure I'll be able to find out before then. I did negotiate when I started, but I'm still not sure how my current salary compares to others'. Should I have a target amount in mind by dollar? By percentage? What percentage is appropriate? I'll look up ARL statistics, but we're not even close in size to an ARL.
2. To have the position be permanent, not interim. I suspect they know if they want more or not, so I'd rather not have the "interim" qualification linger forever. It'd be better for my resume not to have it... right?
3. I'm tempted to ask for some facilities changes to our office space but I'm not sure how feasible that really is.
4. Someone in my library negotiated for additional annual (unpaid) vacation time, which is tempting. :)
Any other ideas, suggestions, etc? And is there any way to make sure any of this stuff sticks without a formal contract?
Thanks.
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Rank: Advanced Member
Groups: Member
, Negotiation - Moderator
Joined: 1/31/2008
Posts: 61
Points: 189
Location: Oregon
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1. Have a frank conversation with your colleague who is leaving the position, and ask her salary. Tell her (as she probably knows) that you think you are likely to be her replacement, and I would ask her many of these questions & see what she thinks. I suppose this depends on your relationship with her, but if she's leaving, it shouldn't matter.
2. Seems like a good idea to me to get away from being "interim," though it could mean that making you permanent in this position would require advertising the position, which could put you competing against outsiders when you already have an inside track on this position. All depends on local policies & politics. Again, chatting up the food chain, so to speak, should give you a better idea of what's realistic.
3. Doesn't hurt to ask, just don't get your heart set on anything major, and since it seems like you are likely to hang around here for the long haul (if things work out well), then you could always bide your time, and revisit office space issues once other people move on and things are again in flux.
4. Again, doesn't hurt to ask. If someone else got it, at least you know it's on the table. However it might have come at the expense of something else that person had really wanted.
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Rank: Advanced Member
Groups: Management - Moderator
, Member
Joined: 1/2/2008
Posts: 348
Points: 922
Location: Cleveland, Ohio
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Does your organization have a set salary scale or policies on how raises are implemented? If so, you negotiating power may be limited. I agree with the other poster. Often, interim cannot be removed without posting the job and going through the entire hiring process. Again it depends on your organization's policies. Facility changes? Becareful with how many suggest you have. If you are trying to get a raise, a title you want, etc. A recommendation for a facility change maybe the one suggest they act on and the others do not happen. It sounds like you need to talk to someone you trust within the organization to see what your policies even permit in terms of raises, negotiations, interim titles, etc.
Brian C. Gray Head of Reference & Engineering Librarian Kelvin Smith Library Case Western Reserve University http://blog.case.edu/bcg8bcg8@case.edu
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Rank: Member
Groups: Member
Joined: 3/11/2008
Posts: 22
Points: -31
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My institution does have some policies on salaries, but very little published. We librarians are faculty and our salaries are based more on our rank and years of experience rather than position. But of course rank may have little do with position (a senior librarian might not be in management; a newer librarian with lower rank could be a department head).
I can't speak to my employer who is leaving about salary (reasons too complicated to explain here)... and I have spoken to one person at my library whom I trust, who is also a department head. But unfortunately I'm not closer to have any idea of what to ask for. In fact, this other person feel strongly she should have asked for more with her promotion. She didn't do a great job advocating for herself.
My school is private and doesn't always post positions when people are promoted, so there are no procedural problems with taking away the "interim" descriptor. They can do it if they want to.
Any more concrete ideas on salary issues? Thanks for the advice so far.
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Rank: Advanced Member
Groups: Management - Moderator
, Member
Joined: 1/2/2008
Posts: 348
Points: 922
Location: Cleveland, Ohio
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Have you looked at the various salary surveys (ALA, SLA, etc.)? If you have a public institution near to you that posts their salaries, it might help you come up with some ideas. In many organizations, especially in these economic times, you can negotiate a raise but often the amount is fairly standard and predetermined.
Brian C. Gray Head of Reference & Engineering Librarian Kelvin Smith Library Case Western Reserve University http://blog.case.edu/bcg8bcg8@case.edu
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