Info Career Trends January 2, 2004 vol. 5, no. 1 ISSN 1532-0839 Published by Lisjobs.com - http://www.lisjobs.com E-mail: editor@lisjobs.com In This Issue (Balancing Career and Family): 1) Editor's Note 2) Career Q&A From the Library Career People 3) Alternative Work Arrangements: Exploring Your Options and Making It Work 4) Developing a Career As a Freelance Storyteller 5) Sequencing Librarians 6) Part-time Librarian, Full-time Parent 7) We're Not In Kansas Anymore, Toto ... Or, How To Combine a Career and Family Life by Telecommuting 8) What's Online? Recommended Resources 9) But I Want To Hold It In My Hand! Print Resources 10) Administrivia, Copyright, Subscription and Removal Instructions ======== Editor's Note Today's theme, balancing work and family, is one near-and-dear to my own heart - I'm struggling with similar issues to those of many of today's contributors, balancing part-time work with full-time child care and with writing and other professional activities. Inspired by today's contributors' stories of staying professionally active while balancing family responsibilities, I'd like also to take this opportunity to announce several professional developments of my own: First, I welcome any of you to indulge your own need for professional involvement by visiting Sarah Johnson's and my new career development weblog for librarians and information professionals. Beyond the Job ( http://librarycareers.blogspot.com ) contains calls for papers, conference information, career and job advice, and other professional development links and resources. RSS feed available. Sarah and I have also combined the job postings from our two major library careers sites, Lisjobs.com and Library Job Postings on the Internet. This combination brings you the largest single collection of library job ads online - searchable, browsable by date, or accessible via RSS. If you used our old job listings, please update your bookmarks and subscriptions: http://www.lisjobs.com/jobs/ Lastly, my new book, The Librarian's Guide to Writing for Publication, is being released by Scarecrow Press this month. Purchase a copy for yourself or your library, and get ideas on furthering your own career by writing for the profession. Sample chapters, table of contents, and ordering info at http://www.lisjobs.com/pub4lib/ . Alert readers will notice that each of my professional developments relate to - well - *your* professional development! I hope you will make use of these ideas and resources in a mutually-reinforcing commitment to career success. If one of the above resources helps you, I'd love to hear about it. ICT is also seeking contributors to two upcoming issues: May (continuing education) and July (diversity). Please see descriptions of upcoming themes and contributor guidelines at http://www.lisjobs.com/newsletter/theme.htm . Also needed: a one- time book reviewer with a background in art librarianship. E-mail queries to editor@lisjobs.com. - Rachel (editor@lisjobs.com) ======== *** ADVERTISEMENT *** The METRO Magnet: Attracting Library Staff to METRO NY http://www.metro.org/magnet The Metropolitan New York Library Council (METRO) now connects it members, representing over 1200 libraries of all types, with job seekers looking for positions in New York City and Westchester County libraries. Visit the METRO Magnet for targeted access to a qualified pool of applicants; to search and apply for local jobs; for information about exciting opportunities available in area libraries; and for details about relocating to and living in the METRO area. ======== Career Q&A From the Library Career People (librarycareerpeople@lisjobs.com) Q: I completed my MLS in May of 2003. Both before that time and since, I have taken on increased responsibilities at the special library where I work (in a non-professional position), most of which are at the professional level. I have been at this library for almost 2.5 years. I really like my workplace and would like to continue here as a professional. How exactly do I get my employer to give me what I want - a promotion? (Sooner, rather than later, because I won't wait forever.) I am working on a document that demonstrates my worth (from my past reviews, accomplishments, etc.) and I plan to present this to the head of the library. My current boss is very supportive of me and would like to see me promoted into a professional position, but this usually happens when a position is "open" and currently there are none. I think the situation warrants either my promotion or the creation of a new position, especially since I will be filling in for my boss - in a professional capacity - when she is on leave (for a year). Please help. SM: It sounds like you have already made up your mind and have started to implement a good plan. Creating a document that demonstrates your worth and discussing it with the higher-ups at your library is an excellent idea and a sign that you are not content with the status quo. Many academic librarians are required to do just that, document and demonstrate professional activity both during work and outside of work, for promotion and tenure. So this is good practice for you. In my experience, it has always been my immediate boss who lobbied for me and procured my raises and promotions, which makes sense because he knew my work better than the director. Since your boss is supportive of you, I would try to engage her help as much as possible. Her words and opinion will mean a lot to her superiors and she should be involved in your discussion with them, if possible. If you do not have much contact with the head of the library, she may not be aware of everything that you have accomplished while working there or of your desire to move into a professional position. However, she cannot be surprised, considering you recently completed your MLS. In fact, I am a little surprised that your employers did not approach you after you finished the degree to discuss your future in the library. This could be a sign that you have a losing battle on your hands. Unfortunately, there is only so much you can do. Some employers, as much as they would like to, cannot create new positions. It is possible that they only have budgeting for a certain number of positions. This is the case in the small academic/special library that I work in. So it may be unfeasible to think (or hope) that they will be able to create one for you, even if they want to; you may have to wait until one opens up. But, like you said yourself, don’t wait forever. If your employer does not give you what you want, start searching for a professional position elsewhere. With your current boss leaving, this is definitely the time to make things happen. You do not want to be weighed down with more responsibility and more work with the same pay and same non- professional role. This is a crucial time - you have ambition, aptitude, and, most likely, student loans, and you are anxious to begin your professional career. Start looking elsewhere! You have an MLS and you have years of great experience; you should be working as a professional librarian. Don’t stay too long in a non-professional position if you can find a professional position elsewhere. This may reflect poorly on your resume. Remember, even though you may not want to leave, there is always the possibility of coming back once that professional position opens up. Many new librarians move away to obtain that first position, and, after a few years, move back "home." As for looking into how to write a performance plan or how to begin documenting your professional activities, you may want to check out what other institutions are doing (or requiring their librarians to do) and see what guidelines and competencies exist to assist you in your career planning. Several university libraries have information on the web about librarian performance reviews. The University of Michigan Library Human Resources Department provides a description of their performance review process for librarians and also defines and provides good examples of goals ( http://www.lib.umich.edu/hr/lib/staff_manual_perform_lib.html ). The Special Libraries Association (SLA) has developed Competencies for Special Librarians of the 21st Century (revised in 2003) ( http://www.sla.org/content/SLA/professional/meaning/comp.cfm ). TA: I couldn’t agree with Susanne more. First, and foremost, engage your supervisor and keep her involved in every step of this process. If your library is anything like the “typical” library, it’s all about the hierarchy. It sounds like she is already supportive of your efforts and this will lend a great deal of credibility to your negotiations. Her support and knowledge of the organization will be a real asset when you are working your way up. Secondly, as Susanne points out, now is exactly the right time to start your job search. You have recently finished your degree and have some valuable experience; start looking for professional positions inside and outside of your current organization. You may find your dream job - just not where you expected. The word that you are “looking” may get around your workplace. If they are unable to put you into a professional position, you can at the very least argue for a temporary increase in salary while you assume additional responsibilities during your supervisor’s leave of absence. Your employer will likely want to keep you instead of having a vacancy on top of the extended leave of absence. Also, consider the experience you will gain assuming the additional duties. You will come out a year later more valuable to the organization (helped see them through a tough year), and more marketable to others (new responsibilities, new skills...). Unfortunately, your argument of “they should just create a position for me” isn’t one that is likely to work. Libraries are generally limited by external agencies (universities, governments, businesses, etc.) and the structures and restrictions imposed by these parent institutions. Creating any position, much less a new position for a current employee, is difficult. It is my opinion that doing anything in an organization should be for the benefit of the entire organization, not just one person. Having said that, however, I don’t believe you should just surrender to the status quo. Keep working hard and proving yourself to the organization. Continue to look for professional positions inside and outside of your current organization. And, most importantly, continue to look for opportunities to build on your strengths and experience. Ask for special projects. Take on new responsibilities. In the end, you’ll be marketable to someone, even if it isn’t your current employer. In addition to checking a specific institution’s home page for vacancy announcements and monitoring professional e-mail lists, I would recommend the following web sites when looking for professional employment: Association of Research Libraries Career Resources: http://db.arl.org/careers/index.html Chronicle of Higher Education: http://chronicle.com/jobs/ Lisjobs.com: http://www.lisjobs.com/jobs/ Society of American Archivists Online Employment Bulletin: http://www.archivists.org/employment/index.asp Special Libraries Association Career Services: http://sla.jobcontrolcenter.com/search.cfm Q: I have over 12 years experience with public libraries. I stayed in one place for 11 years. Since they would not promote me, I left to get a promotion with another place - which lasted 8 months. What do I say when I go on an interview about my last job? I never bad- mouth my supervisor when I interview, but they still want to know what happened. My boss was an autocrat. I also believe my age (53) is a hindrance, even though I am willing to relocate. It seems like experience doesn't count for anything. I believe in participatory management, which I do not think most library administrations believe in despite what management books say! I have an interview in a couple weeks for a branch manager job. What am I doing wrong? TA: I’m of the opinion that the power is all in the spin. First and foremost, take a positive approach. In any interview, it is always best to focus on your strengths. Talk about your strengths and your qualifications for the position. Describe the experience you have gained in your 12 years of working in public libraries. Don’t talk about your age - talk about your life experience. Look for transferable skills - if you worked somewhere prior to your work in libraries, look at the experience gained there and relate it to the position for which you are applying. Your willingness to relocate is also an asset. If someone asks why you left your first position, don’t say it was because they wouldn’t promote you. Take a more proactive position: say that you were looking for an advancement opportunity. If you are asked why you didn’t stay longer than eight months in your next position, simply say that you realized it was not a good fit and you wanted to pursue something more in line with your career goals, such as managing people, managing collections, or managing services. Keep your answers relevant to your experience and to the position for which you are applying. It is very wise of you to not speak negatively about your former supervisor in an interview. Speaking ill of past employers doesn’t reflect well on you, and it sends the message to the potential employer that if you speak negatively about one employer, you may speak negatively about them. Now let’s address your question about participatory management. Every library is different, and, frankly, there are some that do not welcome input on management decisions from everyone. Keep in mind that you are interviewing them as much as they are interviewing you. I firmly believe that no one should come into a new position and institute change as their first item on the “To Do” list. I think you need to learn a job before you change it. But if participation is something that is important to you, ask about it during the interview. Ask how often staff are invited to participate in major decisions. Do support staff employees serve on library-wide committees and task forces? Are there opportunities for asking questions and providing feedback? If this is something that is important to you, you can inquire about it in the interview. ALA’s Human Resource Development and Recruitment (HRDR) web page links to various support staff web pages that you may find interesting in your path of career development: http://www.ala.org/Content/NavigationMenu/Our_Association/Offices/Hu man_Resource_Development_and_Recruitment/Careers_in_Libraries1/Caree rs_in_Libraries.htm OR http://makeashorterlink.com/?R56245FC6 . ALA’s Library Support Staff Interests Round Table http://www.ala.org/Content/NavigationMenu/Our_Association/Round_Tabl es/LSSIRT/LSSIRT.htm OR http://makeashorterlink.com/?Z138251E6 also has activities and resources you may be interested in pursuing. Their online newsletter is available at: http://www.ala.org/Content/NavigationMenu/Our_Association/Round_Tabl es/LSSIRT/Benefits_and_Services/NewsletterFebMar2003.pdf OR http://makeashorterlink.com/?A248121E6 . SM: Librarianship can be a very competitive field, and self- promotion is extremely important when attempting to move up the ranks. There are many positions in many libraries that are “dead- ends” - that will never result in promotion. Most librarians need to move around in order to get ahead, gaining experience in different places and hopefully acquiring promotions and different skills along the way. Library managers understand this, perhaps more so than others. Diversity on your resume will help you in the long run and will entice future employers. You left a dead-end position for a promotion at a different library. That shows that you are motivated and determined, and that you have relevant skills and experience to get promoted. And experience definitely counts, just make sure that your resume and your cover letter accurately reflects it. If you feel uncomfortable during an interview, or as if the interviewer is not treating you fairly because of your age or your previous library experience, then perhaps the position you are interviewing for is not one you would want. Keep interviewing until you find the position that fits you. Being willing to relocate should make it a little easier to find that ideal position. As Tiffany mentioned, keeping a positive attitude about the profession, and especially about your experience and skills, will help you immensely. Good luck! The Public Library Association’s (PLA) web site ( http://www.pla.org ) is a good place to look for information on career development, e- learning opportunities, and advocacy for public librarianship. For tips on interviewing, writing cover letters and more check out the Job Hunting section of LIScareer.com ( http://www.liscareer.com/jobhunting.htm ). Writing Resumes That Work: A How-To-Do-It Manual for Librarians ( http://www.neal-schuman.com/db/0/160.html ), by Robert R. Newlen, provides useful advice on how to create a resume and how to keep it up-to-date, using real resumes from different types of librarians. Have a question for the Library Career People? E-mail it to librarycareerpeople@lisjobs.com, and you could see it answered in an upcoming column. Sorry, we cannot provide personal responses. About the Authors Tiffany Allen is currently serving as the Assistant Personnel Librarian at the University of North Carolina at Chapel Hill. Prior to her work in academic librarianship, Tiffany worked in a variety of libraries, including a small non-profit library and a large corporate research library. Susanne Markgren is Reference Coordinator and Web Librarian at the Levy Library, Mount Sinai School of Medicine, in New York City. Her career experience encompasses a variety of positions in different types of libraries, including public, special, and academic. ======== *** Post your resume online: http://www.lisjobs.com/resumes.htm ======== Alternative Work Arrangements: Exploring Your Options and Making It Work by Susan Silver (ssilver@lib.usf.edu) Part-time work, leaves of absence, flex time, job sharing, telecommuting. These are the new work buzzwords. What do these terms mean, and can these types of arrangements work in libraries? Why alternative work arrangements? There are many reasons librarians may want or need an alternative work arrangement. Raising children, caring for an aging family member, or pursuing an education are just a few. The Bureau of Labor Statistics (BLS) reports that in 2002, 23.8 percent of employed persons in the U.S. worked part-time. BLS also reported that 19.8 million persons did some work at home as part of their job, and 29 million full-time workers reported that they had flexible work schedules - double the number reported ten years earlier. Clearly, alternative work arrangements are a growing trend. As an academic librarian, I have renegotiated my work arrangement several times. I have worked part-time, had a flextime schedule, taken two leaves of absence and currently telecommute several hours each week. Several years ago, I attended a panel presentation on work/life balance at an ALA conference. The panelists discussed their "family friendly" situations, which included telecommuting and flextime. It was exciting to hear about all these wonderful arrangements, yet my enthusiasm was curbed when, during the discussion period, some librarians in the audience recounted personal experiences of being turned down when they proposed an alternative work arrangement. Some who did successfully arrange an alternative work schedule were treated as pariahs by their coworkers, who felt that they were given preferential treatment. I left the meeting with mixed emotions. Why can some librarians successfully negotiate alternative work schedules while others cannot? Why are some supervisors and co-workers resistant? While there is certainly much written on this topic in the business literature, surprisingly, there seems to be little written in the library literature about these arrangements and how they might work in libraries. What are the options? * Part-time work. Many libraries are open evenings and weekends and hire librarians to work on a part-time basis to cover operating hours. Part-time librarians are generally paid less on a pro-rated basis than their full-time counterparts and often are not eligible for benefits, such as health insurance and vacation time. Despite these drawbacks, part-time work is highly desirable for many librarians who do not wish to work full time. * Flexible scheduling. Flexible scheduling or flextime usually involves some kind of alternative work schedule that falls outside of core work hours. It may involve longer workdays but fewer days worked per week, or scheduled hours outside of a normal 9-5 workday. For example, a flextime schedule might include evening or weekend hours with time off during the week. * Telecommuting. In recent years, telecommuting has become a much more viable option for librarians. Given technological advances, work normally done in offices, such as report writing, cataloging, creating user aids, designing web pages, and even virtual reference assistance, can easily be done from a well-equipped home office with a PC and Internet access. Tasks that require software can be done if the library or librarian is willing to purchase the software for a home computer. In some libraries, virtual private networking is available, so personal files from the librarian's work PC can be accessed from outside the network. * Job sharing. This normally involves two colleagues dividing their responsibilities, workload, workweek, pay and benefits evenly to perform as a single employee. This is probably the most difficult arrangement to negotiate, as there must be two librarians at an equal level in rank and pay, who are able to do the same job and have compatible schedules. * Leaves of absence. This is an arrangement where, for a negotiated period of time, usually weeks or months, the librarian will not be working at all. Most leaves of absence are unpaid. Leaves of absence are quite common in most workplaces, and personnel departments generally outline policies and procedures for them. Beginning the process Any successful negotiation starts with good planning. Many libraries have no policy, procedure, or precedent for alternative work arrangements. Your first step is to do some research and find out what the procedures and guidelines are, or if they even exist. If possible, your planning should involve drafting a formal or informal proposal. Here are some things to think about as you begin the process. Know what you want before you ask. Don't go your supervisor and say "I'd like to talk about changing my situation," and then expect your supervisor to offer up alternatives. Have a clear idea of what you want. If you are interested in flexible scheduling, state that. Details, details, details. Have a clear, articulated plan for how you will get your work done, and, if necessary, offer to be accountable at a higher level than if you were working on-site. If you are proposing telecommuting, offer to document your telecommuting time. Explain your home office setup as part of the proposal. Include a defined time period and a date on which you and your supervisor will revisit the plan. Positive presentation. Present your plan as a win/win for both you and your library. Explain the benefits to both the library and to you personally. Be flexible as possible. Demonstrate your flexibility by offering to come in during hours you are not working for important occasions. Stay connected to what is happening at work by checking e-mail from home. Attend staff meetings if possible, and, if the technology is available, attend meetings via conference call. Prepare for some backlash from co-workers. Some coworkers will interpret any form of alternative work arrangement as special treatment. They may complain they are taking up the slack for you. Be firm that you are doing this with the library's approval. Encourage others to also take advantage of the same opportunity. Participate in the social life of your library, even if it means coming to work during your day off or after hours. Show appreciation to both your coworkers and your supervisor. Library managers need to recognize that the rewards for offering flexible working arrangements will be more productive, loyal employees. By taking advantage of these opportunities, librarians will be able to achieve a greater level of work/life balance. Susan Silver is an Associate University Librarian at the University of South Florida Tampa Library. She can be reached at ssilver@lib.usf.edu. ======== *** Find a library job! http://www.lisjobs.com ======== Developing a Career As a Freelance Storyteller by Cynthia Orr (orr.cynthia@att.net) Like Xena the Warrior Princess, librarians have many skills - and some of these can lend themselves to a freelance career. Storytelling is one of the most likely candidates: since it involves a public performance, it must be scheduled in advance. This makes it a good fit for someone balancing work and family; simply schedule the babysitter immediately upon receiving a booking! Libraries and other organizations do use freelancers for storytelling and other programs. Just because you’ve been a successful storyteller in a library setting, however, doesn’t mean you’ll be successful as a freelancer. Never underestimate the power of the institution behind you. I once knew a librarian whose story times at the library were very heavily attended. She knew many mothers and fathers and caregivers in the community on a first-name basis, and occasionally performed at birthday parties and other small events after work. She was a good storyteller, and received many compliments. She made the mistake of believing that it was her skill alone that filled the sessions at the library, and quit her job to begin a freelance career. She was quite surprised when her sessions at a local fine arts center had low attendance. It turned out that parents had brought their children to her story times in the library because they were sponsored by the library, and because they were free. They were not willing to pay for her sessions when she was no longer with the library, and quickly transferred their allegiance to her replacement. You can be a successful freelance storyteller, but you will either have to be better than the local librarians, or offer a different kind of program. So, assuming that you are a spectacular storyteller, how do you go about developing a freelance career? 1) Take care of business. You’ll need business cards, a varied repertoire of programs, a brochure, invoices, and a standard contract. You are going into business for yourself, and you need to take a businesslike approach. 2) Remember that you are a professional. This is something that sets you apart from the local freelance clown. Locate as many storytelling and performing organizations as you can and join them. Take classes, read extensively, and keep up professionally. Join ALA and your state organization and attend conferences. You should be an expert in storytelling, so offer to speak and write on the subject. The librarians who attend your sessions and read your articles are potential customers. List your credentials and memberships on your brochure. 3) Develop a marketing plan, and remember that selling your services is just as important as delivering a great show. Tailor your programs to the needs of the community. And if there isn’t enough need in the community to keep you busy, widen your sights to other areas. It seems obvious, but selling is about delivering something the customer needs (not, as many salespeople seem to think, about why you’re a good guy and need to make a sale). Tailoring your program includes understanding that something that works great with 15 kids might be a disaster if the venue is expecting to have 100 kids. And again, this has to be about the customers having a great experience — the librarians who hired you, the parents who are pleased, and especially the kids - who should have a wonderful, safe time. A program including a pinata might be great for a private birthday party, but a disaster with 200 kids at a library. 4) Evaluate your competition and observe the needs of your potential customers. One way to do this is to go to as many area library summer reading programs as you can to see what kinds of freelancers they have booked and what kinds of programs their own staff produce. Find out far in advance what the theme of their next summer reading program is going to be, in every library you see as a potential customer. If the theme is "the sea," for instance, think about developing programs about pirates or sea chanties. Most libraries have their regular staff handle routine story times, but summer reading programs are a big deal, and they often use freelancers to supplement their staff for these programs. Most area libraries tend to pick the same summer reading theme, but not always. Be sure to check the yellow pages or state library directory to find library systems in your area. Often several independent library systems exist in the same county or city, and they each book their own programs. Even different branches of the same system sometimes book their own programs independently. Many states have a statewide theme, so think of how often you could repeat the same program across the state if you plan well. Make sure the local children's librarians know - well in advance — what programs you offer and how much they will cost. This may be easier than it seems, since librarians are very helpful people. Introduce yourself to as many as you can and they'll tell you the going price and what they need. Typically, summer reading programs are booked in March, with the theme picked earlier than that. 5) Branch out from storytelling in order to offer something unique. Some of the most successful programs I've seen use skills that most children's librarians don't have. I've hired magicians, jugglers, singers, balloon twisters, clowns and ventriloquists. If you can, for instance, develop a magic program that fits the theme of the summer, you have a good chance of getting bookings. Maybe there's a magician in your neighborhood who is well-known and already does this. If so, think of something else instead. Can you juggle? The key to success as a freelancer is to be prepared, know the market and the competition, be good at what you do, deliver a program that meets the need at a price the market will bear, and then get out there and sell. If they like you, they'll not only call you again and again, they’ll sing your praises to their colleagues. Cynthia Orr is Collection Manager for the Cleveland Public Library and has over 30 years of public library experience in the areas of collection development, public service and management. She is a frequent speaker on the topic of readers' advisory service, and was the co-founder of a web-based resource called BookBrowser, which was recently sold to Barnes & Noble.com. ======== Love the newsletter? Make a PayPal donation to its upkeep: https://www.paypal.com/xclick/business=rachel%40lisjobs.com ======== Sequencing Librarians by C.J. Woodworth Wong (Catherine.Wong@quinnipiac.edu) Until recently, the term Sequencing had little meaning to me - unless "DNA" was placed in front of it! Sequencing is a term used to describe the process where a person gets education, starts a career, and then takes time away from full-time employment to care for small children - later re-entering the work force. The term used in this way was coined by Arlene R. Cardozo in her 1986 book, Sequencing (in Sanders and Bullen, 1992). Biologically speaking, it is much easier to have children when you are younger. Full-time employment, however, can be accomplished well into old age. If it is financially possible, many people are choosing to balance work and family by sequencing. To help you decide if you are financially able to stay home, you may want to calculate the costs ( http://www.2work-at-home.com/stayhome.shtml ) of childcare and of hidden extras you may have when working (such as convenience foods, work clothing, and commuting costs). Even after making the commitment to stay home, parents may still have questions and uncertainty about their decision. There are many benefits to sequencing, but also concerns. I recently posted a family career balance survey to several library e-mail lists and bulletin boards. Several librarian stay-at-home parents answered the survey; some of those responses appear below: * What about the career I've been working so hard on? Every person who stays home has this question, and finding the answer for you will take some time and soul searching. Keep in mind that you are in good company if you do decide to stay home. Kristin Rowe-Finkbeiner ( http://www.mothering.com/15-0-0/html/15-6- 0/juggling-career-and-home.shtml OR http://makeashorterlink.com/?X1C8221E6 ) reported that both Madeline Albright and Sandra Day O'Connor spent time as stay-at-home moms, and they managed to do pretty well after their time away from full- time employment. You may have a short period after giving up your job when you will feel resentful (or just sad about missing your old colleagues and life), but that will probably pass as you get used to your new role. It helps if you can find other stay-at-home parents in a similar situation to talk to. Joining new parent groups is a good place to find new friends and will help you feel less isolated. There also is an online community for librarian stay-at-home parents that offers support: http://groups.yahoo.com/group/librariansahm/ . * How can I stay active in librarianship and keep my skills up-to- date during my employment lapse? It is a good idea to stay professionally active and keep your skills up-to-date while you stay home. There are many ways to do this. The following are some of the quotes from the survey and will give you an idea of what others are doing to stay active: - "E-mail discussion lists, blogs, writing for the profession, maintaining a web site for librarians, giving presentations, reading the literature, working part-time." - "I plan to review books for professional magazines, do consulting if possible, and maybe have a regular part time job." - "Contact with colleagues, belonging to PUBYAC listserv, keeping up to date with local happenings through the daily newspaper." - "I wrote book reviews for School Library Journal. I told stories/puppet telling at my sons' preschool. I read children's literature. I was PTA room mother, cub scout den leader, etc." - "Read a lot." - "Mainly through e-mail lists and attending a couple of conferences a year. The solo vacation really helps me out." - "Staying a member of the professional organizations, reading the journals, email lists, volunteering at the library, taking an update class (if it has been years) when the time is near to return." - "I really did not because my major goal in life was in raising a family. However, looking at it from hindsight, I would have tried to keep active in some way. Keep up certification, do part-time work or something so that when my children no longer needed me at home, I would be at more of an advantage in seeking employment." - "I didn't. I had some serious catching up to do when I finally returned." - "Read journals and keep active in library lists. Volunteer to design web pages for organizations you are involved with. Do your best to keep up with new technologies as they are developed." * Will I be able to find a job after taking time out? Just as any other job search, your ease in finding employment will likely depend on your specialization, geographical location, and the job market. If a future employer is negative about your staying home, then perhaps this is not the work environment for you. Some former at-home librarian parents reported finding a job relatively easily after a lapse, while others said it took some time. Some librarians reported that they took part-time employment to build up their resume before looking for full-time employment. Several survey respondents recommended that, if you have been unemployed for quite some time, it might be a good idea to take some refresher courses. "Brush up on your technical skills. Join community and state library associations. Network with former co- workers," advised a former stay-at-home librarian mom. Staying active and keeping your skills up-to-date will help you find employment when the time comes. Related Reading Mothers and More: The Network for Sequencing Women ( http://www.mothersandmore.org ) Sanders, D. and M.M. Bullen. 1992. Staying Home: From Full-Time Professional To Full-Time Parent. Little, Brown and Company, New York, New York. Shontz, P. 2003. A Librarian without a Library: Staying Professionally Active While Unemployed. ( http://www.liscareer.com/shontz_activeunemployment.htm ) Wong, C.J.W. (In press). "The Juggling Act: Balancing Family and Your Library Career." In The Librarian's Career Guidebook ( http://www.liscareer.com/shontz_careerbook.htm ). (P. Shontz, ed.). Scarecrow Press, Lanham, Maryland. Catherine J. Woodworth Wong has a M.S. in biological sciences and a M.S. in library and information science. She has worked as a biology instructor and as a reference and science librarian in various colleges and universities. Since becoming a mother she is working from home teaching online biology courses, as the Executive Co- Director of the Phi Sigma Biological Sciences Honor Society, on her web site for science librarians ( http://www.sciencelibrarian.org ) and creating a zine ( http://www.organicfamilymagazine.com ). ======== Have technology responsibilities in your library? Check out The Accidental Systems Librarian! Information and links online at http://www.lisjobs.com/tasl/ . ======== Part-time Librarian, Full-time Parent by Janet Clapp (clapp@charter.net) One of the advantages of library work is that many libraries are open evenings and weekends. For the librarian who wants to be home with children during the day, this opens up part-time opportunities in the profession that would not be available in the traditional 9-5 world. A more recent development in librarianship, virtual reference, allows librarians to work from home serving patrons' information needs. In order to remain home with my children, I use these options to pursue my career part time - but wholeheartedly. Balancing work and family is never easy, but can be mutually beneficial. When I visit the library with my children, I experience the same service as any other patron. Believe me, the view is different from the other side of the desk. When I am working, I keep that perspective in mind. My professional use of the reference interview helps me to communicate better with my children. They tell me more when I ask open questions like: "What did you enjoy most about school?" instead of closed questions like: "Did you have fun today?" When I am tired of listening to whining, going to work can be a pleasant change of pace. On the other hand, after dealing with difficult patrons for a while, my children seem especially precious. My time is divided between librarianship and parenting, so I make the most of every moment. Finding Work That Fits Your Schedule Before looking for a job, consider what is feasible. How many hours a week of work can you handle in addition to everything you do at home taking care of your children? Discuss possibilities with your spouse, and how you all will need to adjust. Keep in mind that work time cannot take place simultaneously with playtime, especially if your children are young. Some people find it difficult to adjust to being pulled strongly in two different directions. It can take time to find the balance between the profession and parenthood that works for you. You can often find part-time jobs listed in the local newspaper, as well as consortium or statewide library newsletters, e-mail lists, and joblines. If you are unknown at area libraries, meet the director and submit a resume. Even if part-time positions are not currently available, they may open in the future, and they may not be advertised. If you work full-time now but wish to continue as part-time or job-share, make a plan about how you would handle your current duties. Presenting detail shows commitment and thought and enables your supervisor to see the possibility that it will work. Be willing to try something new. I had never heard of virtual reference when my children were born, but it now works best for me because staffing is needed 24/7. I can work when my children sleep. If you work in public or special libraries, consider moving to academic libraries, which are often open later into the evenings. Organization and Discipline: Keys to Success When trying to juggle a career and children, organization and discipline are critical. Be disciplined about working when it is work time. At the end of your shift, list the tasks or goals you need to accomplish when you begin again. Your mind is then free to focus on enjoying your children. If you are flexible in your work hours, make a schedule that suits you, even if it changes from week to week. Post it for the family and stick to it. In both parenting and librarianship, understand your priorities and let the smaller things go. If you work part-time or telecommute, communication is important in keeping you connected to your colleagues and the institution. If there are staff meetings, try to attend on occasion, or get notes from someone else about what was discussed. Use phone, e-mail or instant messaging to keep in touch with other staff members and your supervisor. Be sure to read memos, staff newsletters, or other written communications. Attending relevant conferences and workshops can inspire you, but choose those that use your time most effectively. Keep up with the profession by reading professionally. Working from home adds another dimension to consider - physical space. You need an office you can close off from sticky fingers and howling tantrums, even if it is a corner of your bedroom or the laundry room. Hang a sign on the door when you are working, so children (and spouse) understand when you are not to be disturbed. Also, working from home does not mean working while tending the children. Both get short-changed that way. Schedule your hours so another adult can care for the kids, or work while the children sleep or attend school. Rewards Children learn by example, and working part time shows continued commitment to a career. My children see that I have skills and abilities in the world outside the home as well as within it. When I can find a patron the exact information she wants, I feel the satisfaction of a job well done. On the other hand, working only part time enables me to spend more time with my children while they are young. I can volunteer at the school, as a Girl Scout leader, and otherwise participate in activities with my children. When they are grown, I can spend more time moving ahead in my profession without trying to catch up. Part-time librarianship may not suit everybody, but I feel like I have the best of both worlds! Janet Clapp is the mother of a preschooler and a first grader (who wants to be a librarian when she grows up). Janet has worked as a part-time reference librarian in various public libraries, and now works as a virtual reference librarian with Librarians By Request/Tutor.com. ======== *** Advice, articles, and salary information for librarians: http://www.lisjobs.com/advice.htm ======== We're Not In Kansas Anymore, Toto ... Or, How To Combine a Career and Family Life by Telecommuting by Dennie Heye (dennie at heye.nl) In the Netherlands, there was a famous TV commercial a few years ago in which a normal family was shown at the dinner table, portrayed in fifties style. Mother and child were sitting at the table, watching the father cut the meat. The camera would focus on the child, who would ask: "Who is that man that cuts the meat every Sunday?" I'd like to share with you my experiences in trying to avoid becoming such a cliché. I worked full time for the first four years of my career, and focused on getting job experience and building a career. I was a knowledge manager/literature researcher in an IT consultancy firm, serving approximately 150 consultants, who mostly worked at clients' offices. My work therefore was virtual in a way, as most of the research requests would be handled either via e-mail or phone. The research itself consisted almost entirely of using online databases, reachable anyplace, anytime, as long as I had intra- and Internet access. My knowledge management projects were largely conducted in a virtual way via the same tools. These projects involved regular teleconferences with other knowledge managers across the globe, and working out plans and reviews via e-mail. I realized that much of my work could be done from different places than the office, which became a very crowded and distracting place to work. Especially when I needed to create presentations or start a new project, the office was often not the best place to be. There were frequent interruptions, and I was often distracted by phones ringing, colleagues dropping by, or consultants using the library (my workplace) as a place to meet and discuss. I talked to my manager, and we agreed that I would begin working from home for one day per week. He would benefit from a better- motivated, more productive employee, and I would have one day per week to get things done. We never went back on this. Besides being able to complete complex tasks without interruption, I also saved commuting time and was able to be flexible with my working hours. When I switched employers, my new employer was also very enthusiastic about my working from home one day per week. As I now have a 7-month-old daughter, whom I'd like to watch grow up, Wednesday is my "daughter day." I start my workday at 7:00 AM by reading and responding to e-mail, wake up my daughter around 8:00 AM, change her diaper, and feed her. After that my wife wakes up and takes care of her until mid-morning, when I take the stroller and take my daughter shopping for 45 minutes. Then, it's back to more productive behind-the-computer time. Usually I take an hour off in the afternoon to play with her, go for a walk, or read her a story. In the evening, I make up for that time by working an extra hour when she's asleep. Based on my experiences, there are some key success factors you, your colleagues and your boss need to consider when you think about telecommuting: * Commitment and trust from your manager, your team, and yourself Your colleagues, your boss, your family and you need to be committed to telecommuting. It comes down to establishing trust for all parties. Your boss and colleagues need to trust that you will be equally - or even more - productive from home. You need to trust that they will keep in the loop when you are working from home. Gain that trust by agreeing on set days or times when you will telecommute, how and when you will be in touch, and planning meetings that require you to be physically in the office. Your family also needs to understand when you are working and thus not available. * Workplace culture The workplace culture needs to allow you to telecommute. If the culture is focused on self-managing, professional teams which set their own targets, telecommuting should be fairly easy. If you have a manager that only feels you are productive when he or she sees you, you need to bring that to the table. If you are working on projects, the early phases of a project are usually those that require face-to-face meetings. This because they are very interactive and serve to establish trust between project members. If the project has started, and the team members know each other and know who will do what and when, telecommuting is ideal. * Communication and cooperation Everyone should agree how you will communicate when you are telecommuting, including the hardware and software needed: a laptop, mobile phone, access to the corporate computer network and Internet. * Competencies When you are telecommuting, the first thing you need is self discipline. You need to be able to plan your own work and stick to your own planning. Be strict with yourself when you will stop working, as it is often tempting to "go that extra mile" in the evening (or sometimes at night). You need a balance between work and your own life, as telecommuting often blurs that distinction. So, even if telecommuting may seem far away, there is a yellow brick road towards it... Dennie Heye (dennie at heye.nl) is an information scientist at a global energy firm in the Netherlands, working on taxonomies and information architecture. That said, he is still able to dress himself and carry out simple tasks. ======== *** Your ad here: http://www.lisjobs.com/ratecard.htm#newsletter ======== What's Online? Recommended Resources Librarian Stay at Home Moms e-mail list http://groups.yahoo.com/group/librariansahm/ A Yahoo! Group devoted to discussing ways to stay active in librarianship and/or work from home while staying home with children. Also includes parenting and household tips. See also Librarian Parenting at http://groups.yahoo.com/group/libparenting/ , which focuses on general work/family balance issues. LISCareer.com - "Work-Life Balance" http://www.liscareer.com/worklife.htm Articles here address staying professionally active while not working in a library and librarians as working parents. "How Babies Alter Careers for Academics" http://chronicle.com/free/v50/i15/15a00101.htm For those of you in academic libraries -- an interesting but less- than cheery article on how having kids can bump you off the tenure track. ======== But I Want To Hold It In My Hand! Print Resources Crawford, Walt. First Have Something to Say: Writing For The Library Profession. Chicago: ALA Editions, 2003. ISBN 0-8389-0851-9. $29.00. Purchase from Amazon.com: http://www.amazon.com/exec/obidos/ASIN/0838908519/librarisjobsearc/ Welcome to Writing in Walt's World! A senior analyst at RLG with 13 other books and 300 articles under his belt, the columnist of American Libraries' "Crawford Files" offers us his personal advice on writing for the library field. In nineteen short chapters, a useful resources appendix, and selective bibliography, Walt addresses: selecting the right writing publications and sources (refereed journals, magazines, library periodicals, books, electronic discussion lists, book reviews, blogs, and 'zines) building confidence in what you have to say; the necessity of retaining your personality in articles and speeches; navigating the basics of copyright and contracts; interacting with referees and editors; knowing when to go out on your own; and, that writing for speaking is a compositional style in itself! Those looking for instructions on how to write, grammar rules, writing style checklists and a book proposal sample will be disappointed. However, if you are interested in writing library- related nonfiction, you can use this book as a starting point for thinking about if you really have something important to say and how to say it. Reviewed by Zahra M. Baird (zjanmo@hotmail.com), Children's Librarian, Chappaqua Library, Chappaqua, NY. ======== Info Career Trends is copyright Lisjobs.com and Rachel Singer Gordon. Permission is granted to forward this newsletter in its entirety as long as the contents remain unchanged and this copyright message is included. For permission to reprint articles in this newsletter, contact the individual authors. If no author is listed, contact editor@lisjobs.com. If you find this newsletter useful, please consider becoming a voluntary subscriber for $10(USD)/year. Donations are accepted via PayPal: https://www.paypal.com/xclick/business=rachel%40lisjobs.com Or, send a check or money order made out to Rachel Gordon to: PO Box 6931, Villa Park, IL 60181. To subscribe to Info Career Trends, send an e-mail message to imailsrv@lisjobs.com. In the body of the message, type "subscribe infocareertrends [your name]" To unsubscribe from Info Career Trends, send an e-mail message to imailsrv@lisjobs.com. 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