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Library Director opportunity at the Oberlin Public Library

Posted by on Aug 11, 2022 in Blog, Government and Public Sector, Public Libraries, Talent Acquisition | Comments Off on Library Director opportunity at the Oberlin Public Library

Library Director opportunity at the Oberlin Public Library

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 Oberlin Public Library in Oberlin, Ohio are seeking a forward-thinking, strategic leader as its next Director. This hands-on, mission-oriented leadership position will plan, implement, and administer all aspects of the operation of the Oberlin Public Library. The new Director will provide strategic leadership and possess a strong orientation towards vision, customer service, staff training and development, innovation, intellectual freedom, and increasing community collaboration.

About Oberlin Public Library

The Library is committed to its mission of informing, educating, inspiring, and entertaining. They strive to create an environment where civic engagement, learning, and literacy thrive.

Not only does the Oberlin Public Library serve the residents of Oberlin, they play a role as a regional library and service smaller communities nearby in Lorain County and other counties as well. They are actively involved in supporting the community in unique ways, such as through The Bridge, a division of the library that serves as  technology resource to address the digital divide. Located near the town square, the Library is an integral part of the community.

About Oberlin, Ohio

Oberlin is an historic community in Northeast Ohio just west of Cleveland. Home to the world-renowned Oberlin College and Conservatory, the town is known for its Midwest charm, progressiveness, and history of civil rights and social justice. A thriving college community with a vibrant town square, Oberlin offers wonderful amenities, numerous cultural and arts activities including several art museums, performing arts centers, outdoor recreation, and the support of its residents and business community. The region offers easy access to Lake Erie, Cleveland, Akron, Lorain, and Toledo.

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 use empirical data to drive change and measure results.
  • 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.
  • 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 $90,000; 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 ryansheehan@oahumanresources.com. Applications will be accepted until the position is filled.

Director of CLEVNET opportunity

Posted by on Jun 23, 2022 in Blog, Government and Public Sector, Public Libraries, Talent Acquisition | Comments Off on Director of CLEVNET opportunity

Director of CLEVNET opportunity

On behalf of our client, CLEVNET, we are seeking exceptional candidates for the Director of CLEVNET position.

Download the position profile here.

This highly visible, mission-oriented, leadership position is responsible for setting the strategic direction of CLEVNET and leading its overall operations and virtual team members. In this multifaceted, challenging role, you will:

  • Manage the development, implementation, application, maintenance, and support of library service and information management software [including integrated library system (ILS), eMedia, and library databases] for CLEVNET member libraries.
  • Collaborate with the CLEVNET Executive Panel and Cleveland Public Library leadership to develop new technical and governance policies and procedures and to launch new initiatives to improve offerings, services, and operations.
  • Oversee third party maintenance agreements, evaluate vendor performance, and participate in specification, selection, acquisition, and evaluation of system hardware and software including negotiating with vendors.
  • Confer and partner with state agencies and strategic partners such as the State Library and OPLIN.

Although the position is primarily a virtual one, this role is based in Northeast Ohio to best facilitate on-site meetings with leadership, customers, and other key stakeholders as required.

A generous compensation package includes competitive base pay with a pay range minimum of $127,000; healthcare benefits including medical, dental, vision, time-off and others offered by the Cleveland Public Library; retirement benefits include participation in the Ohio Public Employees Retirement System public pension plan.

About CLEVNET

Established in 1982, CLEVNET is operated by the Cleveland Public Library and is one of the largest library resource sharing networks in the United States. The consortium includes 47 library systems across 12 different Ohio counties with 12 million items and approximately one million customers. CLEVNET allows library patrons to access the vast collections of every participating library. Additionally, CLEVNET provides critical information technology solutions [network, software, hardware, and general technical support] to its member libraries. CLEVNET is Library Cooperation.

Position Qualifications:

  • 5 to 7 years of experience working with integrated library systems is required.
  • 3 to 5 years of experience directly supervising employees is required.
  • 3 to 5 years of experience working in a consortium or multi-site library system is preferred.
  • Experience working with various application programming systems, scripting languages, relational databases, and tools relevant to libraries is required.
  • Experience researching, assessing, and implementing technical tools is required.
  • Experience with ILS application processing interfaces is preferred.
  • Experience working with the complexity of multiple library systems and their management is preferred.
  • Experience in public library, public-sector, and a union environment is preferred.
  • A Master’s degree in Library Science is required.

Reasonable accommodation will be made for disabled persons covered by the Americans with Disabilities Act [ADA] in accordance with its requirements.

To Apply

To be considered for this position, please submit your resume and a cover letter [including salary requirements] via email to: ryansheehan@oahumanresources.com. Applications will be accepted until the position is filled.

 

Salary budget increases continue to accelerate

Posted by on Jun 2, 2022 in Best Practices, Blog, Compensation Consulting, Compliance, HR Consulting, Human Resources consulting | Comments Off on Salary budget increases continue to accelerate

Salary budget increases continue to accelerate

Back in September 2021 we shared that HR/Compensation professionals were expecting a 3.30% increase to salary budgets for 2022. In January 2022 we provided an update that increases were approaching 5.0%. WorldatWork.org, the Total Rewards Association, has recently completed a new survey and is showing increases are now expected to be over 5.0% for the first time in more than 20 years. The last time they were 5% or more was in 1991.

Additionally, they discovered that the average pay increase for job switchers in 2021 was about 8% overall and over 12% in some sectors. The existing labor shortage combined with an uptick in employee resignations, a trend known as ‘the Great Resignation,’ and resulted in many organizations scrambling for workers.

To mitigate the expense of recruiting replacements for employees who depart for greener pastures, consider these tactics:

  • Consider providing extra financial support for employees who commute by car or drive as part of their job duties. This support can be delivered in the form of gas cards, parking vouchers or passes for public transportation to encourage its use.
  • If increasing your merit budget is not feasible at this time, consider doing a mid-year assessment to determine if a second pay adjustment is needed.
  • This is an important time to identify personnel in non-executive roles who are mission critical and/or top performers and prioritize them for a generous enough raise to retain them.
  • While there are always exceptions, in general, lower-wage employees are the ones most affected by inflation, and the dollar value of their salary increase generally results in a minimal impact on purchasing power. As such, focus salary increase dollars on those who are most impacted.
  • Allocating more of the budget to pay increases for lower-paid employees can do more than just promote retention, it can help differentiate your organization as one that prioritizes fair compensation practices and shows you appreciate your employees.

Retaining top talent needs to be a priority in 2022. Your employees have options, and many are willing to leave one career for another if it means more competitive pay. 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.

Empowering Budgets for Small Libraries

Posted by on May 24, 2022 in Best Practices, Blog, Government and Public Sector, HR Consulting, Human Resources consulting, Public Libraries | Comments Off on Empowering Budgets for Small Libraries

Empowering Budgets for Small Libraries

By Asha Vyas

A budget is more than just a series of numbers on a page; it is an embodiment of our values. President Barack Obama.

A well-planned budget reflects your library’s community footprint. The process to create this real-world, library-mission-focused budget happens all year long. It’s more than just a planning tool for Directors, Fiscal Officers, and Boards; it’s an educational tool for staff and the community. Simple shifts can help ensure an accurate, relevant accounting of expenses to create an effective budget while also serving as a tool to educate and inform.

Accurately Record Expenses 

A commitment to accurately recording all expenses will not only make the budget process easy it will also provide guidance for your strategic plan. Both the Director and Fiscal Officer should purposefully categorize each expense into the correct account. Ensuring expenses are categorized correctly will set your library up for positive public perception and accurate long-term budgeting. For example, even small hardware or software costs for public use should not be expensed into an overhead account like office supplies. Further, if it’s a fixed asset, like laptops for the public, make sure there is an expense category that represents technology for patron services. This habit supports a positive return on investment [ROI]. An ROI is a reflection of the stewardship of library funds. It is a real number for the public, voters, and donors to see the value of their dollars in action. An accurate budget will show a clear picture of where the money is going. That clear picture, especially over several years, provides the needed information to guide your long-term strategic plan.

Involve Staff in the Process

Personnel costs are and will continue to be libraries’ largest expense. Thoughtful budgeting based on past spending and future plans will allow room for pay increases, job training, and growth. Including staff in the budget process will educate these employees. Helping your staff understand how to categorize expenses will ensure that everyone has a stake in the process and empowers employees to spend with the library’s mission and budget in mind. The dissemination of basic budget information to librarians, for example, could help them refine their collection development to ensure the community has the resources it needs. Additionally, explaining a budget shift, like moving dollars from physical materials to digital materials, will allow staff to educate the public on new options and fresh services.

Consider Outside Resources

As the library needs change, consider outside resources. Not many libraries needed a technology specialist 30 years ago. Now, most patrons would appreciate help with their e-reader or phone. Employing these and other niche specialists to provide support and services is a luxury for some institutions. Often, outside services can be more cost-effective and provide the same internal and patron support. Examples of outside resources are cleaning services, maintenance, benefits administration, information technology, recruiting, month-end financials, policy development, and strategic planning. An accurate budget can be used to evaluate the cost-benefit of these services. Remember, outside services could be ongoing or a one-time project like assistance with budget prep, workforce strategy, or grant writing. Outside resources are also excellent temporary help while the library searches for additional in-house personnel.

A perq to educating your staff, board, and the public is transparency, and transparency fosters trust. Libraries are traditionally ‘safe spaces’ and implementing budget education as a deliberate part of your management plan encourages transparency and collaboration from all library partners. What message does your library’s budget send? Used correctly, a budget doesn’t restrict you; it empowers you.

Asha Vyas is a Staff Accountant with Your Part-Time Controller, LLC. Your Part-Time Controller [YPTC] provides customized accounting and financial management services for over 1,200 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.

It’s our FIFTEENTH Anniversary!

Posted by on Apr 26, 2022 in Anniversary, Blog | Comments Off on It’s our FIFTEENTH Anniversary!

It’s our FIFTEENTH Anniversary!

It’s our fifteenth Anniversary. We couldn’t have made it this far without a great team of Amanda, Alex, Heather, Cody, Melissa, Ryan, and all the others who have been a part of our success over the years.  And of course, thank you to all of our great CLIENTS…you’re the best!

Here is the song The 15th by Wire…one of my favorite bands.

Mark

Library Director search for the Cuyahoga Falls Library

Posted by on Apr 25, 2022 in Blog, Government and Public Sector, Public Libraries, Talent Acquisition | Comments Off on Library Director search for the Cuyahoga Falls Library

Library Director search for the Cuyahoga Falls Library

On behalf of our client, the Cuyahoga Falls Library, we are seeking exceptional candidates for a new Director opening.

This highly visible, mission-oriented leadership position will plan, implement, and administer all aspects of the operation of the Cuyahoga Falls Library. As the chief administrative officer of the Library, the Director is also responsible for maintaining effective and mutually beneficial relationships with the Library’s community partners, valued employees, and Board of Trustees. In addition, it is expected that the Director will provide strategic leadership and possess a strong orientation towards service and innovation to meet the new challenges and changing needs of the Library’s customers and the larger community.

Cuyahoga Falls Library connects people with the world of ideas, information, and imagination, to inspire, enrich, and support the community. To learn more about the Cuyahoga Falls Library, click here.

Position Qualifications:

  • Experience with most aspects of Library operations, including public services/educational programming and outreach, technical services, technology, Human Resources management, facilities management, vendor management, and budget/fiscal management is required.
  • Experience with strategic planning and leading organizational growth is required.
  • Experience building strong, collaborative work groups focused on attaining superior results is required.
  • Experience collaborating and partnering with Trustees/Board members, community partners, and other key stakeholders is required.
  • Experience articulating, aligning, and furthering a public-serving organization’s goals, mission, and vision is required.
  • 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 is required.
  • Experience in a management position within a public library is preferred.
  • A Master’s degree in Library Science is preferred although other relevant Master’s level disciplines will be considered.

A generous compensation package includes competitive base pay; healthcare benefits including medical, dental, vision, and others; retirement benefits include participation in the Ohio Public Employees Retirement System public pension plan, and many others.

To Apply:

To be considered for this position, please submit your resume and a cover letter [including salary requirements] via email to: ryansheehan@oahumanresources.com. Applications will be accepted until the position is filled.

Supervising employees with special skills: tips for administrators and Trustees

Posted by on Apr 16, 2022 in Best Practices, Blog, Government and Public Sector, HR Consulting, Human Resources consulting, Leadership, Public Libraries, Training and Development, Training and Development Consulting | Comments Off on Supervising employees with special skills: tips for administrators and Trustees

Supervising employees with special skills: tips for administrators and Trustees

By Cari Dubiel

It’s impossible to know exactly what a direct report is doing at a given moment—and this task is even more daunting in the arena of special skills. Most Directors have an MLIS and a library background but have to supervise information technology, building, and public relations professionals. On the other side, Trustees’ skills run the gamut, but they don’t often have library backgrounds and must supervise the Director and Fiscal Officer.

You may find yourself in this situation as a new Director or Trustee. Or maybe you’re having a challenging time with an employee whose skills you don’t completely understand. Maybe the person is underperforming, or maybe you’ve hired someone new. Whatever the case, here are some strategies to help you.

  • Learn – but not too much. You don’t have to go diving into network management or web design. But it is important to have a basic understanding of each person’s job. Look for beginning texts or articles; even a simple Google search [as long as the source is reliable] may be useful. Try LinkedIn Learning for video courses…if you’re in Ohio, the state has a subscription. This work will also help you to develop job descriptions.
  • Drop the ego. Even when you research your employees’ skills, you won’t know everything about what they do. Don’t pretend to understand what they’re doing. Allow them to explain what they’re doing and actively listen so you can learn more.
  • Be open and curious. Engage in open dialogue with your team members, either about projects, workload, or daily tasks. Talk through these and discuss current procedures and operations. You provide the direction, after all, but it’s the employee who brings the ability to enact it.
  • Set clear boundaries. Together with the employee, set benchmarks for success. If an employee is underperforming, you’ll often know due to feedback from other managers and teams. Employees with special skills work for internal customers, so if their work isn’t up to par, the frontline staff will recognize this. You need to hold the employee accountable, but again, you can engage in an open dialogue with them over why they’re not meeting these benchmarks. The employee might also need tools or resources from you.

Managing specialized employees is a constant process and requires both diligent monitoring and trust in your employees. Put forth the effort to be with them along the way, and you’ll get to know their work better while also gaining a more faceted view of your library or organization.

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.

Client success story – Preble County District Library

Posted by on Apr 12, 2022 in Best Practices, Blog, Compensation Consulting, Government and Public Sector, HR Consulting, Human Resources consulting, Public Libraries, Success Stories | Comments Off on Client success story – Preble County District Library

Client success story – Preble County District Library

Having worked with over a dozen public libraries across Ohio, we’ve come to appreciate the unique circumstances of each library system. Working with Preble County District Library recently, we learned how rural systems are meeting the challenges of attracting and retaining talent.

Preble County District Library is a public library located in beautiful southwest Ohio. The library cooperates with local resources and organizations to provide public, research, academic, and school library resources.

The Library is a consolidation of seven small, independent libraries located in Camden, Eaton, Eldorado, New Paris, West Elkton, West Alexandria, and West Manchester, Ohio. They share their catalog with four county school systems. Preble County District Library: Helping you to connect to the world.

Library Director Lauren Robinson was our partner on the project. She said

Our county is large geographically but smaller from a population standpoint. To make sure we are able to serve as many of our county residents as possible, our six branches are distributed across the county to make it easier for people to reach us.

 

Like many libraries we are challenged by a competitive local labor market. We not only compete with other libraries for talent, but really any other type of organization that hires. To know where we stand, we asked OA to work with us on our first compensation study in many years.

 

They started by analyzing the pay system and structure that we have been using and offered recommendations on how to improve it. This included developing a custom pay structure for us that was more in line with current practice and most importantly, easy for us to update over time.

 

Then they completed a full benchmarking of all of our positions using both broader-based survey data as well as information more specific to library positions. They provided job-level information to show how we compared to the market, and where we have to focus our efforts to be competitive.

 

Throughout the process they kept us apprised of their work, checked in frequently, and provided information on best practices and tools to use to ensure we stay competitive. OA has worked with many library management teams as well as their trustees and have made themselves available to us even after the project ended. We truly appreciate their assistance.

Comparing one library to another in terms of compensation practices is always a good idea. But competition for both library professionals and support staff is not only coming from other libraries…every other employer in your area is fighting for talent. It is important to balance comparable data from libraries with compensation data from the broader economy to get a true understanding of the cost of labor in your region. Additionally, once you have the benchmark data, you still need to decide how you are going to apply it, and what tools you will use to administer your compensation program in a fair and consistent manner.

Organizational Architecture is the trusted partner of over a dozen of Ohio’s public libraries for compensation, recruiting, performance management, and leadership development. If you need help in any of these areas, contact us and check out other public library success stories to learn more.