Our latest success story highlights our talent acquisition and recruiting services and how we have successfully helped library trustees when they need to appoint a new library director.
Cuyahoga Falls Library is a public library located in northeast Ohio, located between Cleveland and Akron. Their mission is to connect people with the world of ideas, information, and imagination by providing access and professional guidance to resources that inform, entertain, and enrich. We were fortunate to have met the retiring library director, Valerie Kocin, through our work with the Ohio Library Council. We had visited the library in the past and saw the important role it plays in Cuyahoga Falls in helping revitalize this community. When the board learned of Val’s upcoming retirement, they contacted OA to help find her replacement.
Board of Trustees President Deborah Ziccardi was our partner on the project. She said:
Organizational Architecture was recommended to us because of their knowledge of Ohio’s public library landscape and their successes with other library director searches. Beyond that OA’s project team included a professional librarian who has experience in large and small library systems, including working as a library director herself.
They guided us throughout the process with defining/refining the role of the library director, developing materials to help communicate the opportunity effectively to those who may be good candidates, and facilitated our decision-making process.
They provided weekly updates with their activities and the progress of their candidate screening process. They provided us with a slate of candidates that all had the ability to do the job and at the same time brought unique skills and experience to the table. We were impressed with the quality of the candidates and how OA guided us as we considered each one of them.
The Board is excited to start its work with our new Director who started in September. We appreciate their assistance.
Being the talent acquisition and recruitment service partner on this project was gratifying to us on many levels. We had the opportunity to help the library system in which OA team member Heather Brown lives. We got to work with friend, colleague, and librarian Heather Muller who was immensely helpful in deepening our knowledge of the role of the library director as well as library operations. And as always, Ryan Sheehan leveraged his twenty-plus years of experience in recruiting and strategic HR leadership to source, screen, and recommend a slate of high-quality candidates to the trustees while ensuring the candidate experience was open, honest, and fair.
Organizational Architecture is the trusted partner for more than twenty public libraries for human resources consulting, recruiting, performance management, and leadership development. If you need help in any of these areas, contact us and check out other public library updates to learn more.
The 2022 Ohio Library Council Convention and Expo is going to be held at Glass City Center in Toledo Ohio September 28 to 30 2022. OA will attend again as an exhibitor and sponsor and we are excited to be part of this event!
The Ohio Library Council is the statewide professional association which represents the interests of Ohio’s public libraries, their trustees, Friends and staff. The membership of the OLC is composed of public library systems, library trustees, Friends of the Library groups, library staff members, other library institutions, and library-related commercial vendors.
OA became an Associate Member of OLC in 2019. After our work helping OLC select its Executive Director, we wanted to deepen our relationship with them because of the valuable resources they provide which helps us become more effective helping our public library clients.
If you will be at the conference, stop by our booth! We can share how we have helped many of Ohio’s public libraries with Human Resources consulting, recruitment, other public library HR consulting projects.
By Cari Dubiel
In recent years, materials challenges have ramped up in frequency and are even covered in mainstream media. All types of libraries are affected by this new wave, but it has hit school and public libraries the hardest. If your library hasn’t looked at its collection development policy in years, it’s time to do so.
A fresh collection development policy should include elements that may not have been present in past policies. As the materials landscape changes to include new formats…and old formats are aged out…policies need to include them. A recent news story covered a challenge against hoopla, a streaming platform for libraries [yes, it’s spelled with a lower-case ‘h’]. Hoopla includes books by many independent authors, which is great for access to high-quality indie works. However, without a review process, inaccurate and harmful items can slip through, and librarians may discover these materials in their collections without warning.
My recommendations for your update:
- Study a strong collection development policy. How do you know if it’s strong?
- Comes from a reliable source like ALA or one of its divisions.
- Includes a mission statement and philosophy of collection development.
- Includes clear definitions of what will be collected. Popular interest materials? Special collections? Items with professional reviews from Kirkus, Booklist, or Library Journal?
- Includes criteria for de-selecting or ‘weeding’ the collection.
- Think about relevant criteria for your type of library using the above questions.
- As detailed above, include digital formats and platforms. Each of these should be subject to the same criteria as your print and audiovisual materials.
- Include actions for gifts and donations to the library, particularly if those items do not meet the criteria you have laid out.
- Include a provision for collecting materials by local authors.
- Make sure you provide a process for evaluation of materials challenges. Most libraries will gather an ad hoc committee of professional librarians, who make a recommendation to the Director. If the Director agrees, the recommendation will be given to the Board, which can also veto it if they choose.
Your material challenge form should include the following questions:
- Ask for patron name, address, phone number, e-mail address
- Does the patron represent themself or an organization?
- Ask for item name and description
- What brought the material to the patron’s attention?
- Has the patron reviewed the entirety of the material?
- What is the concern about the material?
- Has the patron investigated any resources regarding the material? Has the patron read any favorable reviews of the material?
- What are the redeeming qualities of the material?
For more on this topic, seek a webinar presented by Stephanie Sendaula. She presents them live, and there is also a recording on YouTube here.
Cari Dubiel is a public library expert with 20-plus years of experience. Having worked from the ground up as a Shelver to her current management position with the Twinsburg Public Library, Cari understands the operational aspects of public libraries from both a staff and administrative perspective. Cari has managed projects such as technical services workflow development, software evaluation and implementation, collection development analysis, employee onboarding and training, and website usability. She holds a bachelors’ degree from Hiram College and a Master’s in Library and Information Science from Kent State University. She is also an adjunct faculty member at KSU in the iSchool program. She presents frequently for PCI Webinars and has also presented for NEO-RLS, OLC, and public library staff development days. A former Library Liaison to the National board of Sisters in Crime, Cari is very active in the publishing industry. She is represented by Lynnette Novak of the Seymour Agency and is the lead editor for Writing Bloc Books.
We’ve been keeping a close eye on compensation trends throughout the year, with updates in January and June 2022. We have a better picture of what pay increase budgets are looking like going into 2023. Here are some updates…
WorldatWork.org, the Total Rewards Association
- WorldatWork’s 2022-23 Salary Budget Survey revealed that salary increase budgets reached their highest level in 20 years in the United States, rising to an average of 4.1% in 2022 with a 3.8% median.
- In the spring of 2021, U.S. respondents projected that 2022 total salary increase budgets would rise modestly from 2021’s 3.0% average to a 3.3% average while the median prediction [3.0%] showed no change from 2021’s actual median increase of 3.0%.
- The higher predicted 3.3% average suggested that a portion of respondents were anticipating notably higher increase budgets going forward, perhaps as they expected to compensate for pay increases that were delayed or deferred in prior years and to address increasing labor market pressure.
Society for Human Resource Management
- If the inflation rate continues to rise in 2023, employers could be pressured to raise their salary budgets projections next year, although if the economy continues to slow, they may not have sufficient revenues to do so.
- According to pay data and software firm Payscale’s 2022-2023 Salary Budget Survey, U.S. employers report a planned base salary increase of 8.0% to upwards of 5.0% in 2023.
- According to payroll and HR software and services firm ADP’s latest National Employment Report, released Aug. 31, the year-over-year change in annual pay by U.S. employers was up 7.6%. The report used ADP’s aggregated payroll data of over 25 million U.S. employees.
- Growth in hourly wages has exceed salary raises this year. For full-time hourly employees, the Federal Reserve Bank of Atlanta tracked 6.7% hourly wage growthfor the 12 months ending in August.
Economic Resource Institute
- Start of 2022 the salary increase budgeting was typical with a 0.0-3.5% increase.
- Mid-year the world events [e.g., the pandemic, the war in Ukraine, supply chain issues, low employment, and the Great Resignation] have challenged the original 2022 budgets. Now organizations will require a competitive compensation plan and may even warrant a mid-year salary increase.
- With challenging labor markets, organization’s prior compensation decisions are being tested. It is now common to see pay increases of 4.0% or more.
- It is difficult to assess how long this will all last. It is recommended to manage 2022 increases separately, then build out a pay increase management plan that accounts for inflation for the next several years.
- Consider the following for employee retention: Competitive pay for nonexempt and lower-level employees. Provide lump sum payment or one time retention bonus to offset inflation in 2022; Analyze the market competitiveness and consider increase of pay to critical employees, at-risk roles, and high performers instead of increasing pay across-the-board
We haven’t seen this kind of pressure on wages in a generation. If you haven’t checked to see what the competition is paying, including competition from industries outside of your normal peer group such as retail, manufacturing, or logistics you may want to start with an objective market analysis of compensation.
Compensation studies are one of our specialties. We have deep experience with base compensation benchmarking, incentive program development, and total rewards. Check out our updates on workforce strategy and compensation or contact us for other helpful resources.
Organizational Architecture has a very diverse portfolio of clients and we have a long track record of working with all types of organizations, whether they are private-sector companies, public-sector agencies, and even non-profits.
We have had a long-standing relationship with Motogo. Motogo’s mission is to teach kids to solve problems through motorcycles. They do that by bringing back shop class through partnerships with schools and community organizations. They offer quarter long and full semester in-school and out-of-school STEM curriculums, and week-long summer camps for middle school and high school students.
Motogo only started a few years ago but has already worked with many schools and organizations throughout Northeast Ohio.
Over the years we have had an opportunity to work with a number of non-profit organizations, ranging from large agencies and foundations to smaller organizations. We have also worked with professional and trade associations, health care organizations, and community organizations.
Non-profits have the same Human Resources challenges that any other organizations have. But it is important to recognize some of the unique aspects of them. This typically includes:
- Employees who are mission-oriented
- Governance by a board of director or trustees
- Restrictions on how funding can be used
- Broad groups of stakeholders that have a say in how the non-profit fulfills its purpose
There are of course many others. Yet we have found that the services we provide to our private-sector clients are applicable to the non-profit sector. Just like our private-sector clients, our consulting work for non-profits includes:
- Human Resources consulting – We have helped non-profits with their compensation programs, performance management systems, job description development, training, and many others.
- Recruiting and talent acquisition – We have successfully recruited Executive Directors for several organizations, and we can help you find top Finance, Human Resources, Marketing, Operations, and other professionals just as we have for our private-sector clients.
- Temporary HR contractors // Fractional HR – Maybe you have a need for temporary assistance with recruiting, onboarding, and other HR projects. A fractional HR professional can help.
By Asha Vyas
Interactions with co-workers and patrons are an unavoidable part of any library job. Like it or not, we cannot work tucked safely in a tower of floor-to-ceiling books. Practicing and teaching empathetic leadership will strengthen your organization and contribute to positive experiences for library patrons and co-workers alike.
What is empathetic leadership? Simply put, it’s acknowledging others’ perspectives in an authentic way. A key component of being authentic is engaging with others.
To begin this process, take a look at the number of connections you have. Look for ways to increase your connections and authentically foster those connections using a positive mindset. Lean in, ask leading questions, learn, and respond with information-based advice or answers.
Empathy doesn’t come naturally to everyone. Here are a few actionable tips to develop empathy:
- Be curious and ask open-ended questions.
- Stay neutral and focus on offering recommendations, and solutions. Don’t make assumptions.
- Actively listen more than you speak and accept the reality – you’re not going to be able to solve every issue or accommodate every need, but some form of connection and understanding is key to empathy.
This is a managerial skill that trickles down in a positive way. Library employees can use this strategy to foster relationships with co-workers and patrons. They can offer solutions like a new way to do something. For example, checking out digital materials or an audiobook rather than waiting for the physical material or recommending an adult read a children’s book to gain a fundamental understanding of a topic. Empower your staff to look for solutions and make them part of the voice of the community library. After experiencing the stressors of the pandemic and juggling responsibilities, remember that colleagues and patrons want to feel understood and noticed.
What are some additional ways to practice empathy within your organization?
Encourage collaboration and engagement with colleagues:
- Create an internal newsletter to share information and recognize co-workers for recent professional and personal accomplishments like creating a new display, patron complements, and work anniversaries.
- Offer to collaborate with a co-worker on a new initiative like hosting an event or a new service.
- Initiate in-house training on areas in which others seem to struggle and implement staff mentoring for simple items or formal training – like Linkedin Learning – for broader topics [Excel, anyone?].
Leadership is a process and effective leaders earn respect by what they do, not the authority they are given. Foster empathetic leadership within your community library by reaching out, finding connections, and building relationships. These relationships form the basis for a strong community library.
Asha Vyas is a Training Content Specialist with Your Part-Time Controller, LLC. Your Part-Time Controller [YPTC] provides customized accounting and financial management services for over 1200 nonprofits nationwide. Since 1993, YPTC has built transformative, personalized solutions based on clients’ financial needs, including cash flows, funding streams, financial concerns, and internal control challenges. YPTC is committed to educating organizations through webinars and resources that provide relevant takeaways and best practices. To learn more about YPTC and browse our content, visit www.yptc.com.
Ohio is home to some of the nation’s best libraries. Here is your chance to lead one.
Download the position profile here.
The trustees of the Ritter Public Library in Vermilion, Ohio are seeking a visionary leader as its next Director. This highly visible, mission-oriented leadership position will plan, implement, and administer all aspects of the operation of the Ritter Public Library. In addition, the new Director will provide strategic leadership and possess a strong orientation towards intellectual freedom, service, innovation, and community collaboration to meet the new challenges and changing needs of the Library’s customers and the larger community.
About Ritter Public Library
The Library’s mission is to enrich, empower, entertain. It provides the residents of the Vermilion Local Schools district with a variety of books, movies and music; computers and access to the Internet; educational and entertaining programs and classes; and other materials and services.
The Ritter Public Library is in the middle of the town’s central district and is architecturally noteworthy for being the first Ohio library to earn the LEED Gold Award for leadership in energy and environmental design. Built in the 1950s, the Library has gone through several major renovations with the most recent in 2010. Learn more here.
About Vermillion, Ohio
Vermilion is a lakeside community in Northeast Ohio located between Toledo and Cleveland. Situated on Lake Erie and the Vermilion River, it has a vacation resort feel, with cottages, marinas, shops, and ongoing festivals and events. It is also notable for having the highest-rated Zagat restaurant in Ohio, Chez Francois Restaurant, offering fine dining with French cuisine.
Ideal candidates will have:
- Experience with most aspects of Library operations.
- Experience with strategic planning and leading organizational growth.
- Experience building strong, collaborative work groups focused on attaining superior results.
- Experience collaborating and partnering with Trustees/Board members, community partners, and other key stakeholders.
- Ability to implement policies and uphold the principles of intellectual freedom to ensure free, equitable, and confidential access to information for all people of the community.
- Experience in a management position within a public library is preferred.
- Experience working collaboratively with collective bargaining units is preferred.
- A Master’s degree in Library Science is strongly preferred although other relevant Master’s level disciplines will be considered.
A generous compensation package includes competitive base pay with a pay range minimum of $80,000; healthcare benefits include time-off, medical, dental, vision, pension plan, and more.
To be considered for this position, please submit your resume and a cover letter [including salary requirements] to email@example.com. Applications will be accepted until the position is filled.