Info Career Trends July 1, 2005 vol. 6, no. 4 ISSN 1532-0839 Published by Lisjobs.com - http://www.lisjobs.com E-mail: editor@lisjobs.com In This Issue (Getting What You're Worth): 1) Editor's Note 2) Career Q&A From the Library Career People (health sciences librarianship, transferable experience, resume advice) 3) Knowledge is Power for Salary Equity 4) The Second Time's the Charm: Moving On From Your First Professional Position 5) How to Get What You Are Worth 6) ALA-APA 7) Know Your Worth: Are Librarians "Highly-Paid Clerks?" 8) What's Online? Recommended Resources 9) But I Want To Hold It In My Hand! Reviews: Fundamentals of Library Supervision and Conflict Management for Libraries 10) Administrivia, Copyright, Subscription and Removal Instructions ======== Editor's Note Who wouldn't like to be paid more? As librarians, though, the contributions we make to our workplaces and to our larger society are unfortunately not always reflected in our paychecks. This issue's articles offer a number of ways to help bridge this gap, from individual salary negotiations to tackling broader societal issues. Their writers' words provide food for thought, as we reflect both on our individual worth and that of our larger profession. If you're feeling especially reflective, consider contributing your thoughts to an upcoming issue of Info Career Trends. I'm currently seeking writers for two issues: January 2006 ("Keeping Connected"), and March 2006 ("Creating Community"). Find more information on these themes and contributor guidelines at http://www.lisjobs.com/newsletter/theme.htm ; send your queries to editor@lisjobs.com. Not convinced you should write for me? Check out my July Library Link column on "Library Literature and the Gift Economy" for more reasons to contribute your voice to the library literature: http://www.emeraldinsight.com/rpsv/librarylink/published/perish/july 2005.htm OR http://makeashorterlink.com/?G42024A5B . - Rachel (editor@lisjobs.com) ======== *** ADVERTISEMENT *** Better Edit! http://www.betteredit.net Social science and LIS articles and dissertations. APA, MLA, Chicago. "Very thorough, gives me peace of mind."--LIS client Free APA help! Send your questions to me: Laurie Rendon laurie@betteredit.net ======== Career Q&A From the Library Career People (librarycareerpeople@lisjobs.com) Q: I am completing my MLS and will be looking for a job in a health sciences setting. Can you give me any advice on how to begin my search and what to emphasize on my resume? Thanks. SM: As you probably know, there are many different types of health sciences libraries in a variety of settings – clinical, academic, and public. Health sciences librarianship can be a very diverse, exciting, fast-paced, and progressive field, especially if you enjoy working with digital resources. Health sciences librarians generally deal with the most current, up-to-date information possible, much of which is online. The magnitude of information in the biomedical field alone grows by staggering amounts every day. For an example, take a look at the primary bibliographic database for the biomedical world, MEDLINE ( http://www.pubmed.gov ), with its more than 12 million citations. Where to Begin? The roles of health sciences librarians can vary tremendously, depending on the type of institution or setting they work in. They may all work with similar materials and resources and deal with the same publishers and vendors. Depending on their clientele, though, they are probably in very different roles doing very different things. You already know that you are interested in the health sciences. So, you have the "what" down, but how about the "where" and the "who?" Are you interested in working with physicians, residents, nurses, and other medical staff in a clinical setting, or working with the public in a consumer-health setting, or working with students or researchers in an academic/research setting? Think about what kind of patrons you might like working with and what type of environment you want to work in. The duties of a clinical librarian in a hospital can be quite different from those of a reference librarian in a university health sciences library. What to Emphasize? If you have a background in the sciences, took a health sciences library course, have experience with medical terminology, or are just very interested in the field, be sure to state this in your resume or cover letter when applying for jobs in a health sciences setting. Many jobs may not require that you have a health sciences background or experience, but it definitely helps if you do. At the very least, show that you have an interest in the subject area and that you are motivated to learn. You may want to take a class in medical terminology, a health sciences/medical reference class, or perhaps attend a mini-med school ( http://science.education.nih.gov/home2.nsf/DC+Area+Programs/+Mini- Med+School/8897CB1EE4CD0CE485256FFC006B2460 OR http://makeashorterlink.com/?M3491374B ). One of the best aspects of the biomedical/health sciences field is that so much of the information and tools are online, and some of it is free - like PubMed ( http://www.pubmed.gov ), MedlinePlus ( http://medlineplus.gov ) and PubMed Central ( http://www.pubmedcentral.nih.gov ). More... For more information about the field of health sciences librarianship as well as professional development opportunities, visit the Medical Library Association's web site ( http://www.mlanet.org ) and join the electronic discussion list MEDLIB-L ( http://listserv.acsu.buffalo.edu/cgi- bin/wa?SUBED1=medlib-l&A=1 OR http://makeashorterlink.com/?K4595474B ). You can find job postings on both the web site and the discussion list. The National Library of Medicine has a NLM Fellow program ( http://www.nlm.nih.gov/about/training/associate/proginfo.html ), which is "...designed to prepare librarians for future leadership roles in health sciences libraries and in health services research." They also have an Informationist program ( http://www.nlm.nih.gov/ep/GrantInformationistF37.html ). Informationists are "...information specialists who have received graduate training and practical experience that provides them with disciplinary background both in medical or biological sciences and in information sciences/informatics." Do your research before you start looking for jobs to try to determine what type of health sciences library you want to work in, and what type of health sciences librarian you want to be. Good luck! Other Resources: Find Out What it Takes to be a Medical Librarian: http://www.mlanet.org/career/career_explore.html MLA Chapters: http://www.mlanet.org/chapters/chapters.html Find a Mini-Med School in Your Area: http://science- education.nih.gov/home2.nsf/DC+Area+Programs+Mini- Med+School/33AE0968ECE91CDD85256FFC006B245D?OpenDocument&Highlight=0 ,mini-med OR http://makeashorterlink.com/?L2895274B Medical/Health Sciences Libraries on the Web: http://www.lib.uiowa.edu/hardin/hslibs.html Q: I just finished my MLIS degree and need to start some serious job hunting. I am seeking advice about my resume and previous job experience. I feel a bit intimidated that many of my classmates were already working in libraries as aides, library assistants, etc. I know I have transferable experience, but I want to make it work for me in my resume. Much of my background is basic administrative clerical, e.g., secretarial, administrative assistant. This has given me many good skills, especially with computers, and also in working with people in a variety of settings. I actually temped for many years, and don't want this to look bad on my resume. I have two internships under my belt, and I worked in a library in high school. Please advise. Are there any good librarian-oriented resume services online that I can hire to critique my resume? Or should I just get the books and do it on my own? TA: It's good for you to start thinking about your job experience and transferable skills while you begin your search. For those reading this column who may still be in school, let me make a pitch that you, too, should be thinking about your job search strategy and skill sets. You may think you have plenty of time because you haven't even graduated. Keep in mind, though, that the typical academic search takes anywhere from six to nine months - so start thinking, looking, and applying now! However, back to our reader's questions... While having previous library experience is always a plus, it isn't necessarily a deal- breaker if you have other experience to draw on that you can show directly relates to the job for which you are applying. (Another note to those still in school: I know we've said this at least a hundred times, but it bears repeating. Get as much experience as possible while you are in school. It will be a practical supplement to the theory you learn in the classroom and will look excellent on your resume. Use field experiences, independent studies, student assistant experience, etc., to build your library experience. This makes for a better-rounded applicant, and, when given two candidates who are more or less equal, search committees are more likely to select the candidate with experience over the candidate without.) And again, back to the reader's questions. There are three areas to address: transferable skills, including your temporary experience on your resume, and using resume services. Transferable Skills When you are applying for positions, always look for transferable skills. You may not have experience as a library aide or assistant, but you may have experience that relates to the position for which you are applying. You mentioned computer skills and the ability to work with a diverse clientele, both of which are incredibly important in today's library. If you are able, draw direct parallels between your experience and the experience that is called for in the vacancy announcement. For each of the positions listed on your resume, emphasize the need for organization, flexibility, and communication that the job required. Also be sure to mention the different types of clients or constituents that you served, and, if applicable, the different settings in which you worked. To highlight your computer skills, I would include a separate "Technical Skills" section on your resume (toward the end, after your professional experience and before your references), and list the computer skills, databases, and programs that you feel are relevant to the position. Your cover letter is also a good place to state your case, explaining what makes you the best candidate for a given job. Use your cover letter as a bridge between the vacancy announcement and your resume, stating your interest in a position and demonstrating how you meet each of the required qualifications. Draw on all of your experience, in the classroom and in the workplace, in a library, or in another setting. Including Temporary Experience On Your Resume Temporary employment can be a valuable experience in a number of ways. First, it pays the bills! Secondly, you get firsthand experience at a number of jobs, in a variety of settings. You also have the benefit of working with a diverse clientele from position to position. The ability to jump right in, learn a new job and have the flexibility to adapt to a number of situations are all extremely valuable assets. But you are right to be a little concerned about how a number of temporary positions will look on your resume. You don't want to be mistaken for a "job hopper." I would recommend listing your time with the temp agency, as opposed to placement-by-placement. For example, you could list your experience with the "ABC Temp Agency" from January 2000 to December 2000, with a brief description of your various placements, duties and responsibilities. I would caution against listing each placement as a separate item on your resume; the short durations of employment may raise red flags to folks who take a superficial glance. Just keep in mind that it's all about the spin - be sure you are able to explain how your temp experience was valuable, the skills you gained, and the benefit your experience will bring to the potential employer. Resume Services As for resume services, there are a lot of excellent (and free) services that you can take advantage of before spending good money on a fee service. Take a look at the following list for articles on resumes and cover letters: Career Lab articles on resumes: http://www.careerlab.com/resume.htm Info Career Trends: http://lisjobs.com/newsletter/ LISCareer.com section on Job Hunting: http://www.liscareer.com/jobhunting.htm Monster.com Resume Center: http://resume.monster.com New Members Round Table Resume Review Service Job Hunting Resource Guide: http://www.geocities.com/nmrtrrs/resume.html ALA's New Members Round Table (NMRT) also provides a resume reviewing service, by mail, e-mail and on site at the ALA annual and midwinter conferences. The NMRT Resume Reviewing Committee schedules librarians from all types of settings (public, academic, school media centers, etc.), and the reviewers are available to sit down with you to review your resume materials, offer feedback and suggestions, and answer any questions you may have. They also have career materials available at the resume reviewing site for you to view while you visit. If you are attending the conference, the resume service is free of charge. If you would like to have your resume and cover letter reviewed at any point throughout the year by mail or e-mail, you must be a member of NMRT. (NMRT membership is only $10 a year; probably much less than resume service, and you receive additional member benefits.) Visit the NMRT Resume Review Service web site to learn more about their services: http://www.geocities.com/nmrtrrs/ . *** 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. ======== *** ADVERTISEMENT *** Information Professionals. Enter your business profile in ISMP free of charge. ISMP will help you target CEO's, research pros, competitive analysts and others. Promote your services to companies looking to hire or outsource work. Visit http://www.ismp.info and submit your free listing today. Published by Information Today, Inc. 143 Old Marlton Pike, Medford, NJ 08055 609-654-6266 or 800-300-9868 ======== Knowledge is Power for Salary Equity by Barbara J. Arnold (bjarnold@wiscmail.wisc.edu) ALA, the ALA-APA, and former ALA President Mitch Freedman have campaigned to improve the employment status and salaries of library workers. Topics near and dear to all of our hearts, these are complicated issues that involve comparable worth or occupational leveling, salary equity, and economic development. Some myths work against library worker morale, and there are steps we all can take to be sure our work is recognized and that pay scales and benefit packages reflect our contributions to society. ALA's Efforts The Campaign for America's Libraries, a five-year effort launched by the ALA during National Library Week 2001, touts the value of libraries using the unified @your library(TM) brand. ALA claims to have reached 10,000 libraries in all 50 states with messages to increase awareness of library programming, increase library use and impact funding for libraries. Maurice J. "Mitch" Freedman, director of the Westchester Library System in New York and 2001-2002 ALA President, used his presidential pulpit to bring attention to library salaries, established the Better Libraries Task Force, and continues to publish and speak out on these issues. Freedman and Dorothy Morgan, business manager of the Liverpool Public Library in New York and 2000-2001 president of the ALA Library Support Staff Interest Round Table, are being honored with the American Library Association- Allied Professional Association's first Dynix-ALA-APA Award for Outstanding Achievement in Promoting Salaries and Status for Library Workers. On January 27, 2003, the ALA-APA produced a presenter's training manual: The Campaign for America's Librarians: Advocating for Better Salaries and Pay Equity. The section called "Toolkit" is full of mobilizing messages, statistics, and resources to enable library workers of all types. There are sample letters to the editor, quotable quotes, answers to tough questions, and even some success stories. The section titled "Building the Case" indicates that, to obtain better salaries, librarians need to use several different strategies and tactics. Here is where things get more complicated. Factoring the Facts Multiple factors affecting salaries for librarians are national compensation data, the state of the economy in a given region, the cost of living, and the demand and supply of qualified candidates for job openings. Publications and resources from the Bureau of Labor Statistics ( http://www.bls.gov ) are most informative and useful in thinking about equitable pay. The BLS National Compensation Survey publishes information on wage rates by occupation using a process called "point factor leveling" to determine the overall work level of jobs. The knowledge guide for librarian, museum curator, and archivist jobs is very similar to the one for professional education and professional medical jobs, but there is some bias in the guide for professional legal jobs. Two points we may wish to clarify in future surveys: the knowledge guide for Professional Legal indicates jobs that "require a college degree and completion of specialized legal training" (p.5), while the statement for Professional Librarians only says a four year degree (p.6). The first section of knowledge points for librarians states: "Knowledge permits the employee to carry out recurring assignments while learning the establishment's goals and needs" (p.32), while in the legal section it says: "Knowledge permits the employee to carry out assignments using well established principles, practices, and precedents" (p.26) - a statement that I think implies more judgment and responsibility. Many of us, especially the new generation of librarians, would rightfully assert that little of what we do daily is the same old work. We are reinventing ourselves along with new technologies and new generations of customers. In the next round of analysis (2006), the Standard Occupational Classification (SOC) system will include 800 occupations. Perhaps we can have some career specializations for corporate, law, and health sciences librarianship added, along with more detail on the information literacy (teaching) components of most library jobs. The March 2002 BLS Monthly Labor Review lists the hourly earnings for full-time workers based on the compensation survey for 2000. The highest paid are airline pilots and navigators, followed by physicians. In the 43 occupations with hourly earnings in the top 10%, 38 were in the professional major occupational group and 22 were teaching positions, including economics and psychology teachers. Librarians ranked 95, after editors and reporters and urban planners, but ahead of architects and computer programmers. Agricultural, private households, and federal government workers are not included in the National Compensation Survey. Equal Pay For...? Dr. Warren Farrell, who served on the National Organization for Women (NOW) board of directors, has recently published Why Men Earn More: The Startling Truth Behind the Pay Gap - and What Women Can Do About It (AMACOM, 2005). He asserts that the myth that women only make 76 cents for every dollar a man makes needs to be revisited and examined in a new light. The April 15, 2005 review from "Business Wire" says that there are three startling truths in his research: 1. Men don't earn more money for the same work, but for different work - more hazardous, more technical fields, more traveling and moving. 2. Women now earn more than men for the same work, but male doctors, lawyers, and accountants do earn more because they don't work at their jobs in the same way. Men tend to work more hours, in private practice, or in big firms instead of nonprofits. Women in medicine tend to avoid specialties with uncontrolled hours (e.g., cardiac surgeon). 3. Women who work 44 hours a week make twice as much as those who work 34 hours a week. His research indicates that there are 80 fields where women earn more than men. High pay includes tradeoffs: less scheduling flexibility, less personal fulfillment, less safety, and less proximity to home. What YOU Can Do There is a promising note in a February 11, 2004 BLS press release on 2002-2012 employment projections. Jobs in the education, health services, professional, and business services sector are projected to grow twice as fast as the overall economy. Librarians should be able to capitalize on this period, and should negotiate the best starting salaries they can obtain. I made the mistake once early in my career of accepting one salary in a university unit when a colleague hired at the same time asked for - and got - $1,000 more a year than I did. Over the next five years, with across-the-board percentage salary increases, his annual income moved lot farther ahead of mine. In areas with ALA-accredited schools, the job market will always be very competitive, and salaries may reflect that employers' market. People tend to go to library school because there is one where they live, and they want to stay there when they graduate. Moving away for your first job may allow you to command a higher starting salary. Once you have the first two to three years of professional experience, you may be able to move back. New SLIS graduates that have been successful in finding employment in Madison, WI have developed new specialties while they were students working in area libraries or information centers. Whether in digital library projects, web page accessibility, or geographic information systems, they have cutting-edge expertise. They can command higher starting salaries and have employment opportunities opened for them. Don't overlook or gloss over the fringe benefit packages associated with compensation offers, either. In 1996, SLA commissioned a publication by Ernst & Young, LLP, Unlocking the Door to Higher Compensation: Your Key to the Salary Maze. It still is a powerful information tool for negotiating equitable pay. Retirement and health insurance may not be priorities in a younger professional's job search, but fringe benefits can make all the difference in the long run. The Big Picture One other thing librarians can do to improve their employment status and salaries is to become involved in community or state economic development campaigns. If public and school librarians can facilitate the development of higher-paying knowledge-based businesses, tax revenues will increase, property values will increase and governmental resources will grow. Make sure you know the information needs of the small business owners in your community. Help connect them to government resources, statistical reports and trends literature. Help the Chamber of Commerce with information packages that will encourage young families and entrepreneurs to move into your community. Demonstrate clearly the value of library services you provide to local decision makers. Everyone benefits when the economic base of an area grows at a stable, positive rate. When searching for a new job, pay attention to employment projections and statistical information, compensation surveys and salary reports. Research the salary and benefits packages available to other workers in similar jobs in your employment region. Inform yourself on issues related to the cost of living and working conditions. If you are going to have to live in another community in order to afford housing costs, negotiate a higher salary to compensate for the time and commuting costs. Knowledge is power. If you put your knowledge to work, we can all achieve better salary equity. Barbara J. Arnold is Admissions and Placement Adviser, Sr., UW- Madison School of Library and Information Studies. Barbara is currently working to put a conference program together for the Wisconsin Library Association Annual Conference in La Crosse on the efforts to develop a knowledge based economy in Wisconsin and advocacy for improving salaries for library workers in the state. Serving on an advisory committee for the Dean of the UW-Madison College of Letters and Science, she learned about the titles of and salaries paid to other people on the campus working in jobs similar to hers. She is looking into writing the justification for a title change for her position to Student Services Program Coordinator, which could lead to a raise. Knowledge is power. ======== *** Need some encouragement on writing for publication? http://www.lisjobs.com/pub4lib/ ======== The Second Time's the Charm: Moving On From Your First Professional Position by Christine Borne (christineborne@yahoo.com) You may be thinking: "I can't even find a first job, let alone a second one." If so, print this article and tuck it away for later. I once got a good piece of advice: stay in a job until there is nothing more you can learn from it. Although I had many valuable experiences at my first job, after a year and a half, I realized that my opportunities for professional growth were limited, and I decided to move on. Weighing All the Factors Some factors that affected my decision about what kind of second job I should look for: * I wasn't opposed to relocating. Although I had no children and owned no property, I had a significant other who was also a librarian, so smaller locales with fewer library jobs were out of the question. * I had enough money to finance a long-distance move, if my new employer did not provide relocation assistance. Some factors you may want to consider before you start looking: * What is it at your job that you wish you could change? Prioritize your answers. For example: if you can't live with eight vacation days, then make it a point not to accept any job that offers eight vacation days (or fewer). * What changes are you expecting in your life? Taking a job at $25K while saving for a row house in Boston won't work - unless you are an investment genius! * Don't feel obligated to stick with what you studied in library school. If you thought you'd like YA, but have since realized that you prefer reference, apply for jobs accordingly. * Pick two geographic regions you wouldn't mind living in, and look for jobs there first. You may want to consider how many library schools are within driving distance of your destination, which will affect the number of applicants for any given position. Although it's not totally scientific, try http://www.findyourspot.com to check out areas you might enjoy living in. * If you feel like taking a risk, pick the place you want to move to, and move there. If it's meant to be, an opportunity will arise. Avoiding Pitfalls * If you hate your current job, don't apply for jobs willy-nilly - even if you think that "anything would be better than this!" Your aim should be to land a gig that you like. Remember, you have a job now, so you can afford to be choosy. * Don't make enemies at your current job. The supervisors of today are the references of tomorrow. * Don't apply for jobs in places where you would be unhappy. If you hate humidity, don't take a job in Florida. * Remember that $50,000 in Seattle and $50,000 in Cleveland are two very different salaries. Check out relocation calculators such as http://www.homefair.com to compare. However, don't get too hung up on this: only you know your financial needs. If you have no debt, $40,000 on the Jersey Shore might be OK. Interviewing Issues When you get an interview, make sure to think about the following issues: * Does the employer provide relocation assistance? If so, how does it work? * Benefits! Some might discourage asking about this, but benefits (or lack thereof) can really make or break a job, I was offered two jobs at once, and, although one paid significantly more, its vacation time didn't meet my needs. The other's did, and, since that was my priority, I took it. * How does the library encourage professional growth? * What challenges do new employees typically face? * If your interview requires you to travel, are travel expenses paid? If an employer won't pay your travel expenses, don't go, unless you highly suspect you would like living there – again, be choosy. On the other hand, there are situations in which you might accept a job sight unseen. If you are an ambitious type, and a particular library has an unparalleled reputation, this might trump your need for a livable place. (For a while, at least – second jobs aren't forever, either!) * Don't get hung up on online travel sites. Find the lowest price you can online, and then call ten travel agents from the Yellow Pages and ask if they can get you a lower price. It works! * Don't forget to use your AAA (or comparable) discount for rental cars and lodging. * If you do use an online service, beware of sites like http://www.hotwire.com that don't allow you to select travel times. This can be problematic for your interview schedule. The site I like best is http://www.cheapair.com – their Fare Tracker notifies you by e-mail when a flight's price changes. CheapAir also includes budget carriers such as AirTran, which many of the other popular travel sites don't. One tip: once you find the flight you're looking for, avoid paying the "agent fee" by going directly to the airline's site and buying your ticket there instead. Also, sign up for the Smarter Travel Last Minute Airfares newsletter ( http://www.smartertravel.com ). Choose your preferred departure airport and get a weekly list of discounted last-minute fares. * Track down another librarian in the area who might be able to put you up. Obviously, don't do this if you're uncomfortable with the idea of staying with someone you don't know, but I've found librarians to be friendly and accommodating people who know the value of a dollar. (If you ever interview in Central Jersey, e-mail me: christineborne@yahoo.com). Evaluating Offers * Try to negotiate the salary – especially if you get more than one offer at once. * Ask to be put in contact with another new employee - preferably one who is on his or her second job, too. Compare notes about transitioning. * Be frank with your new boss. Tell him or her what your frustrations were at your old job and how you'd like things to be different. Good bosses value the perspective new employees bring. Above all, remember that you're much wiser now than when you started your library career. Don't expect things to be perfect, and remember that thoughtful experience builds thoughtful leaders! Christine Borne is a Senior Librarian at the Ocean County Library in Toms River, New Jersey, as well as the editor of nexgenlibrarian.net. ======== *** Love the newsletter? Make a PayPal donation to its upkeep: https://www.paypal.com/xclick/business=rachel%40lisjobs.com ======== How to Get What You Are Worth by Mary Pergander (mpergander@excite.com) Oh, happy day! You've interviewed for a good job, and they have called to offer you the position. Now, they are going to make you the perfect offer of your dreams, right? Hold on! Whenever you are being offered a new position, remember the True Objective: The EMPLOYER wants to get the best person possible, for the least (yet fair) money. YOU want the best salary and benefit package possible, for work you truly want to do. It isn't the employer's role to get you the best package possible - that is YOUR responsibility! So, here are a few tips to help that happen... What Are You Worth? First, do a little experiment. Write down your current salary, or, if you are unemployed, the salary you expect to obtain in your next job. Got it? Now, write down a number that is DOUBLE the first number. In other words, if the first number is $30,000, write down $60,000. Look carefully at the doubled number. Are you worth that much? Can you imagine yourself being paid that much money? Are your skills and experiences worth that much to you or to an employer? How does it feel to imagine making that amount? Now, take your original number again, and add just ten percent to it. In other words, $30,000 becomes $33,000. How does that number look to you? Are you worth that much? Can you imagine your next employer paying you that amount? Chances are, the doubled number made you somewhat (or very) uncomfortable. The ten percent higher figure, in comparison, seems doable. The salary package an employer offers is a result of several factors. The one you can control is the value you put on yourself, and you can do that by being your own best advocate. Carefully think through the work- and non-work-related skills and experiences you offer an employer. Even for entry-level positions, you might have more than entry-level qualifications that are of value. Remember also that the "starting" salaries listed in employment ads DON'T mean there isn't room to negotiate! What Can You Negotiate? If you have done your initial homework well and are reasonably confident that you and the employer will have similar salary ranges in mind, avoid mentioning ANY numbers in the interview process. Wait to discuss salary expectations until you know the employer wants to hire YOU! Be careful not to assume that you know what the employer is going to offer you - even if a starting salary appeared in print. And, when negotiating, don't confuse "starting offer" with "only" or "best" offer! When an employer contacts you to discuss an offer, use the following steps to get the best possible package: 1) Thank them for their interest in you and confirm your desire to come to a mutually agreeable arrangement. 2) Be certain you clearly understand the job requirements. Confirm this with a statement like, "Now, as I understand it, my responsibilities in this job would include..." 3) Avoid stating your salary expectation until they state a number first. 4) When they give a number, BE PATIENT. Thank them for their offer. Confirm again that you are confident that you can come to an agreeable arrangement. Ask for time to consider the offer. Also, ask any clarifying questions you have: "Is that per week or per month?" 5) When you call back to respond to the offer, review what YOU bring to the table: "It seems my experience writing grants will be of value in this position, and my business contacts from three years volunteering at the Chamber of Commerce will be of value to the library in the fundraising projects for next year." 6) Reiterate that you want to accept the job, but that you were expecting more than the initial offer. 7) Pause 8) They may either ask what salary you are looking for, or they may increase their offer at this point - or neither! Regardless, proceed to clarify the benefits of the position: "As I understand it, this position is eligible for health insurance - is that correct?" 9) Consider the entire package - salary offer and benefits (as well as the job opportunity itself) as one complete offer. Is tuition reimbursement offered? How much is that worth to you? CAUTION: Know the crucial difference between health insurance being available and being a paid benefit. The difference can be $5000 to $6000 per year! When is it time to stop negotiating and give your final answer? Consider: What is your gut telling you? What is your heart telling you? What is your mind telling you? Whatever you decide, give the employer your answer graciously. Whether yes or no, follow up immediately with a written thank-you note. If you accept the job and package, be certain to get the details in writing. It is also acceptable to write your understanding of the agreement and send it along, asking if it is correct. Success in getting the best possible package is as much a result of doing your own inner homework as it is of your knowledge of the job market and employer. Use both to get the best possible package when you next change jobs. Mary Pergander has been the Library Director at Lake Bluff Public Library in Lake Bluff, Illinois since October 2002. Previously, she held an administrative level position in another field. Mary has had extensive hiring experience, and is passionate on the subject of teaching individuals the skills needed to improve their livelihoods. ======== *** Have technology responsibilities in your library? Check out The Accidental Systems Librarian! Information and links online at http://www.lisjobs.com/tasl/ . ======== ALA-APA by Jenifer Grady (jgrady@ala.org) This is a great time to give a quick introduction to the ALA-Allied Professional Association (ALA-APA). ALA-APA is a relatively newW organization that was created by the American Library Association. It has two missions and its own web site, http://www.ala-apa.org , where you can find information on all its activities. ALA-APA's missions are: 1. Certification of individuals in specializations beyond the initial professional degree. 2. Direct support of comparable worth and pay equity initiatives, and other activities designed to improve the salaries and status of librarians and other library workers. Myths and Facts There are some common misperceptions about ALA-APA. One is that it supports only one group: only librarians, or only support staff, or only ALA members. ALA-APA, also called APA (not to be confused with the American Psychological Association), was created by ALA in 2002 as a service to ALA members and others in the library community. This includes all library workers, as well as trustees and employees. Any person or entity that is affected by or affects library workers' salaries, status, or certification efforts are its stakeholders, as well as others who are committed to its missions. ALA-APA has no membership. Many have asked if they can join ALA-APA. The organization, although it was created to be like a professional or trade association, has no members. ALA-APA gladly accepts donations, which is discussed later in this article. Some have thought that ALA-APA is a union. ALA-APA is not a union, but supports unions as one of many ways that library workers have been able to increase their salaries. Cases that are covered in the Advocating for Better Salaries and Pay Equity Toolkit (free download at http://www.ala-apa.org/toolkit.pdf ) and the ALA-APA newsletter, "Library Worklife: HR E-News for Today's Leaders," show examples of both non-union and union successes in salary negotiations. In addition, ALA-APA encourages individuals to negotiate when possible to raise their own salaries, and it is hosting a program at the ALA Annual Conference to teach you how to do this. Another cause for confusion is the relationship between ALA and ALA- APA. ALA and ALA-APA are separate, independent, legal organizations. They are tied together by fully interlocked governing bodies. The governing body of the ALA-APA is the ALA-APA Council, whose members are those individuals concurrently serving on the ALA Council. Within the policies established by the ALA-APA Council, the ALA-APA is managed by the Board of Directors, whose members are those individuals concurrently serving on the ALA Executive Board. ALA- APA, for logistical reasons, is housed within ALA headquarters in Chicago, IL. Finally, folks want to know how ALA-APA will survive, since it has no membership and was established with a loan from ALA - which must be repaid. Its revenue sources include donations, individual and non-ALA-member subscriptions to Library Worklife, library-related salary survey sales, and, eventually, certification fees. Achievements and Activities Now, for those of you who want to know what ALA-APA has been and is doing, there is a lot going on. At the 2005 ALA Annual, ALA-APA will host several exciting programs on topics such as Negotiating a Better Salary, Outsourcing, Communication Skills for Managers, and How to Conduct a Pay Equity Study. We are co-sponsoring a program called "How Do I Know It's Discrimination" with the ALA Office for Diversity. At the Conference, the first winners of the Dynix-ALA-APA Award for Outstanding Achievement in Promoting the Salaries and Status of Library Workers will be named, and two focus groups will be held to talk about what ALA-APA can do for you. The Dynix-ALA-APA Award is being given this year to Maurice J. "Mitch" Freedman, of the Westchester Library System (NY), and Dorothy Porter, of the Liverpool Public Library (NY). Both were given high praise by their colleagues ( http://www.ala-apa.org/dynixwinner.html ). ALA-APA initiated National Library Workers Day (NLWD), which is the Tuesday of each National Library Week. NLWD was first held in 2004, and participants celebrate the theme "libraries work because we do" by hosting parties, games, and tours of the library for patrons and friends. It can also be a time to remind financial decision makers of pay inequities between librarianship and similar fields, or between library workers and non-library workers with similar responsibilities. ALA-APA publishes a monthly electronic newsletter called "Library Worklife: HR E-News for Today's Leaders" ( http://www.ala-apa.org/newsletter/newsletter.html ), which includes articles on career advancement, certification, human resources practice, pay equity, recruitment, research, and work/life balance, as well as a dedicated section for support staff concerns. All are invited to subscribe to and write for the newsletter. All ALA organizational members receive the newsletter as a benefit, if ALA has an e-mail contact for the organization. The first certification, the Certified Public Library Administrator program, will be launched soon. This program is for librarians with three or more years of supervisory experience, and will be based on satisfying seven of nine standards or competencies. ALA-APA will be publishing what was previously the ALA Librarian Salary Survey and a new Support Staff Salary Survey. The Support Staff Salary Survey is in development. Some of your libraries may have received the Librarian Salary Survey. We ask that you to complete this to ensure that the data we can all use to make changes in the field is accurate. Getting Involved We are promoting a "Give $5 in '05" campaign, and the library community is encouraged to give $5 or a multiple of $5, either via the secure ALA-APA web site, their ALA renewal forms, or by mail. Donors who give $25 or more will receive a gift. ALA-APA has produced a 10.5-minute video called "Working @ Your Library: For Love or Money," highlighting the work done by all library workers, why it is important to raise our salaries, and how this can be done. You may also download the free "Advocating for Better Salaries and Pay Equity Toolkit," which is full of ideas that staff can use to develop strategies, at http://www.ala-apa.org/toolkit.pdf . Finally, there are subcommittees under the Standing Committee on the Salaries and Status of Library Workers that would benefit from volunteers. This committee does incredible work in support of ALA- APA's salaries and status mission. The subcommittees are focused on a variety of topics, including academic libraries, diversity, research, support staff, and unions. Consider this your invitation to get involved with an organization that is dedicated to elevating the profession at all levels. Contact me if you have any questions or concerns. Jenifer Grady, MSLS, MBA, Director, ALA Allied Professional Association, American Library Association, 50 E. Huron Street, Chicago, IL 60611. Phone: 312-280-2424 or 800-545-2433, x2424. E- mail: jgrady@ala.org. Web: http://www.ala-apa.org. Library Worklife newsletter: http://www.ala-apa.org/newsletter/newsletter.html . ======== *** Post your resume online! See http://www.lisjobs.com/resumes.htm for details. ======== Know Your Worth: Are Librarians "Highly-Paid Clerks?" by Socorro Maria Pelayo (pelayo007@sbcglobal.net) More than once in my new career as a librarian, I have overheard comments referring to my position as that of a "highly-paid clerk." When I hear this, my immediate thought is, "How can anyone believe that? Do people even know the qualifications and skills required of their local librarian?" As librarians, often we find ourselves in positions where our professionalism is questioned. Altering people's perceptions about a librarian's worth begins with us. Anyone browsing the coursework of a given SLIS web site (e.g., http://slisweb.sjsu.edu/classes/coursedesc.htm ) soon realizes that librarians are highly trained professionals whose intellectual competency is gained through difficult coursework. Working toward the coveted master's, many library students spend their final semester researching and reviewing scholarly and professional LIS literature on their selected topics, critically examining the literature, and producing lengthy scholarly papers about the field and related emerging issues. The process, beginning with topic selection and research, moving through organizing material, and finally writing the paper, is designed to test our ability to think, write critically, and communicate knowledge. Are these the skills and accomplishments of a "clerk?" When our professionalism and worth is questioned, this is a reminder that one of the greatest challenges we have as librarians is to know, value, and convey our worth to employers and the public. How do we communicate our worth to present and future employers, using it to negotiate for jobs, promotions, higher salaries, and benefits? Do you know your worth? The first step is to review and assess your skills and accomplishments. Inventorying Skills A skills inventory requires patience, focus and a thorough review of all experience. At a local job club, I discovered "skills clustering," a practical way to inventory skills. It involves assessing and evaluating skills acquired through education, present and past employers, and volunteer activities, skills which are used in performing our duties and responsibilities. To get started, I followed a useful exercise, which requires preparation time up- front, but is easy to maintain through career or job responsibility changes. Steps to identifying skills: 1. Brainstorm about past education, training, and work, including both paid and volunteer. 2. Create a written list of each item. 3. Organize main categories of skills and insert samples of relevant items under each category. After assessing all my demonstrated skills and creating my list, I ended up with many categories. For example, research is one of my main categories. Organized under research are samples of my research subjects, like immigration, human rights, medicine, law, social science, business, and employment. Clustering skills is a handy tool for me. As time passes I am able to add other skills to the cluster. It is easy to select among the various categories when I am customizing resumes and writing letters of application, or when I am preparing for job interviews. I select from the list relevant skills for each circumstance. When potential employers list research as a desired skill in job announcements, I insert relevant research experience into my resume and cover letter - customizing it to their requirements. Most importantly, inventorying my skills into clusters has helped me to recognize and value all the knowledge I have acquired, an intangible asset at the root of my intellectual and human capital. Identifying Accomplishments At the local job club, a former training and development manager, Gene Nealon,* liked to point out that people are reluctant to talk about their achievements because they think of it as "bragging." Gene reminded us to focus on our accomplishments and past successes in order to help us to express them clearly to employers. Employers want to know what you have already done, and hence what you can do for them. After examining, revising and developing several years of training material, Gene was able to share with us the following four-step approach. 1. Identify and list your accomplishments before writing a resume. 2. Write your accomplishments using action verbs. Describe what you did, show the result of the action, and quantify the result. What resulted from your action? Did the employer benefit from the action? Did patrons benefit from the action? For example, did you initiate, participate, and successfully conclude a project in your library that encouraged more patrons to use your facility? Quantify the result. Don't say, "local attendance increased." DO say, "local attendance was increased by seventeen percent within six months." 3. List your accomplishments chronologically as a way of ferreting out some valuable past achievements. What did you do in the past three months? The three months before that? What did you do in the three months prior to that? 4. Identify key talents. Your list of accomplishments will help you to identify key talents that you have used in achieving goals. Some talents will appear more frequently than others, so choose ten or twelve from your list. Then, select seven or eight key talents which reflect your inimitable gifts, add them to your resume, and refer to them in your interview. Continue to update your inventory of accomplishments and skills. Knowledge of your accomplishments prepares you to discuss your value to present and future employers. As librarians, if we do not know and appreciate our worth, there is no way we can negotiate a salary increase, convince an employer that we are best qualified for a position, or push for a promotion. Create your list. Review your skills and accomplishments. It will not be the list of a clerk, but maybe you can get the first part of that overheard comment in there - highly-paid. Well deserved pay that comes from hard work, research, and knowing your worth. Always Running Gene Nealon always remarked that employers look for valuable people whose demonstrated skills and accomplishments are indicators of competence. Also, they look for intangible assets such as: a warm and welcoming attitude, excellent client relations and customer service skills, loyalty, enthusiasm, intellectual curiosity, creativity, and someone who is a team player. Gene knew this firsthand, since he owned several companies. Gene's parting words for job searchers: "Every morning in Africa a gazelle wakes up. It knows that it must run faster than the fastest lion, or it will be killed. Every morning a lion wakes up. It knows it must outrun the slowest gazelle or it will starve to death. It doesn't matter whether you are a lion or a gazelle. When the sun comes up, you had better be RUNNING." *Gene Nealon, my dear friend and mentor, passed away in December 2004. Socorro Maria Pelayo was an attorney before going to library school. Recently, she completed an assignment as a reference librarian at Notre Dame de Namur University in Belmont, CA. Currently she works as an independent researcher for attorneys, and is designing and developing a database on Spanish and Mexican land grants in California. Next, she will be creating a database on national and international human rights resources. ======== *** Find yourself with management responsibilities? Check out The Accidental Library Manager! http://www.lisjobs.com/talm/ ======== What's Online? Recommended Resources ALA-APA http://www.ala-apa.org Compensation for Support Staff (ALA) http://www.ala.org/ala/hrdrbucket/3rdcongressonpro/compensation.htm FAQs About Pay Equity and Fair Compensation http://slisgroups.sjsu.edu/alumni/jobseekers/FAQs_ABOUT_PAY_EQUITY_A ND_FAIR_COMPENSATION.pdf OR http://makeashorterlink.com/?N23521B5B The Librarian's Taboo: Negotiating Salaries http://www.aallnet.org/products/pub_sp0409/pub_sp0409_Salaries.pdf Making the Connection: How Salaries Affect Recruitment in Libraries http://www.dynix.com/institute/seminar/index.asp?sem=20050412 Mitch Freedman Interview (Oct. 2001) http://www.newbreedlibrarian.org/archives/01.05.oct2001/interview1.h tml OR http://makeashorterlink.com/?V25523B5B MONEYTALKS e-mail discussion list http://www.ala-apa.org/salaries/moneytalks.html Salary Negotiation Workshop - Real Audio Format - by UIUC's Leigh Estabrook http://leep.lis.uiuc.edu/rafiles/auditorium/lis000nov19_03_1.ram ======== *** Professional development opportunities: http://librarycareers.blogspot.com ======== But I Want To Hold It In My Hand! Print Resources Giesecke, Joan and Beth McNeil. Fundamentals of Library Supervision. ALA Fundamentals Series. Chicago: ALA Editions, 2005. ISBN 0-8389- 0895-0. $42.00 ($37.80/ALA Members). Purchase from Amazon.com: http://www.amazon.com/exec/obidos/ASIN/0838908950/librarisjobsearc/ Are you a new supervisor who, like me, didn't take enough management electives in library school? If so, this book is a good place to start building your management knowledge base. At only 166 pages, it is the Cliff's Notes for library personnel management. You'll find a solid overview of the major areas a new supervisor needs to master, including communication skills, diversity, hiring, managing performance, and managing meetings. Each chapter begins with a brief outline, followed by an overview of major concepts in clear, concise prose. My only complaints? First, a section on the "challenges" posed by generational differences reads like a litany of negative stereotypes. Second, a list of recommended reading at the end of each chapter would make the book much more useful. Nevertheless, this book provides a good introduction to personnel issues for new supervisors. To develop broader and deeper expertise, also consider one of the other recent books on library management, such as Pixey Anne Mosley's Transitioning from Librarian to Middle Manager or Rachel Singer Gordon's The Accidental Library Manager. Janet Crum ( http://www.ohsu.edu/library/staff/crumj ) is Head, Library Systems & Cataloging at Oregon Health & Science University in Portland. --- Montgomery, Jack G. and Eleanor I. Cook. Conflict Management for Libraries: Strategies for a Positive, Productive Workplace. Chicago: ALA Editions, 2005. ISBN 083890890X. $42.00 ($37.80/ALA Members). Purchase from Amazon.com: http://www.amazon.com/exec/obidos/ASIN/083890890X/librarisjobsearc/ Conflict Management for Libraries should be required reading for all library school students and for librarians everywhere. The book is creatively organized in three parts. The first part covers the many types of conflict possible in libraries, and dispels the myth that libraries are peaceful, serene settings. Part Two includes seventeen case studies from real libraries, followed by the authors' analyses as well as those of two experts in conflict resolution. The final section of the book suggests strategies for "managing conflict before it manages you." The authors have crafted a practical and well developed manual for conflict management within the library environment based on a survey the authors conducted in 2000; over 500 library employees responded. The authors warn readers that ignoring and avoiding conflict is to invite disaster - because the longer things fester, the harder they are to overcome. This book is not sugar-coated at all, and the authors point out that sometimes the situation is so bad the only option is to leave. A well-written and -researched must read; highly recommended for everyone! Lisa A. Ennis is a reference librarian at the University of Alabama at Birmingham's Lister Hill Library of the Health Sciences. ======== 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. 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