ARL Annual Salary Survey 2014–2015

Kyrillidou, Martha; Morris, Shaneka

University Library Questionnaire and Instructions · 139 8 Functional Specialist sub-codes. Starting with the 2004-05 Salary Survey, the ARL Statistics and Assessment Committee adopted a proposal from the ACRL Personnel Administrators and Staff Development Officers Discussion Group to break down the Functional Specialist category. For each position which would have been labeled FSPEC prior to 2004-05, instead please use one of the five sub-codes (ARCH, ASSESS, CTL, MEDIA, PRES) to describe that position. If you cannot determine which sub-code to use, please use the FSPEC code. Subject Specialist sub-codes. Starting with the 2014-2015Salary Survey, the ARL Statistics and Assessment Committee adopted the following codes into the Annual Salary Survey data collection: HFA, SCI, SBS, and AREA. For each position which would have been labeled SSPEC prior to 2013-14, instead please use one of the four sub-codes (HFA, SCI, SBS, or AREA) to describe that position. If you cannot determine which sub-code to use, please use the SSPEC code. These codes were formerly collected every 5 years. Use these codes to indicate non- supervisory main and/or branch library staff who specialize in one of the subject areas (either a sub-field, or the entire area) indicated in the “job codes” section. Do not add codes for staff in these positions who have broader, other, or mixed subject responsibilities (e.g. more than one field specialty) but do include subject specialists who also have some (i.e. 50% or less) general or other assignments. NOTE: The AREA sub-code captures the responsibilities of library professionals with country, geographic area or language specialization. Law and Health Sciences librarians are not included under the AREA sub-code unless these individuals have a country, geographic area or language specializations. 5.Please indicate “Sex” with the letter M or F, indicating male or female, respectively. 6. “OEOCat” minority status code, for U.S. university libraries only, should be indicated with one of the following code numbers. (Leave blank if a Canadian library): 1 =Black 2 =Hispanic 3 =Asian or Pacific Islander 4 =American Indian or Native Alaskan 5 =Caucasian/Other 7. “YrsExp,” or total years of professional experience. For most professional staff members this will mean counting the years since the MLS degree was awarded. When counting, do not subtract interim periods when an individual was not engaged in professional library employment if these periods are short in relation to the overall professional career. Count an academic year contract period as a full year. Be sure to include professional experience in previous positions and in other institutions. The figure should be rounded off to the nearest whole number for example, a position with 14.5 years of experience would appear as 15.

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University Library Questionnaire and Instructions · 139 8 Functional Specialist sub-codes. Starting with the 2004-05 Salary Survey, the ARL Statistics and Assessment Committee adopted a proposal from the ACRL Personnel Administrators and Staff Development Officers Discussion Group to break down the Functional Specialist category. For each position which would have been labeled FSPEC prior to 2004-05, instead please use one of the five sub-codes (ARCH, ASSESS, CTL, MEDIA, PRES) to describe that position. If you cannot determine which sub-code to use, please use the FSPEC code. Subject Specialist sub-codes. Starting with the 2014-2015Salary Survey, the ARL Statistics and Assessment Committee adopted the following codes into the Annual Salary Survey data collection: HFA, SCI, SBS, and AREA. For each position which would have been labeled SSPEC prior to 2013-14, instead please use one of the four sub-codes (HFA, SCI, SBS, or AREA) to describe that position. If you cannot determine which sub-code to use, please use the SSPEC code. These codes were formerly collected every 5 years. Use these codes to indicate non- supervisory main and/or branch library staff who specialize in one of the subject areas (either a sub-field, or the entire area) indicated in the “job codes” section. Do not add codes for staff in these positions who have broader, other, or mixed subject responsibilities (e.g. more than one field specialty) but do include subject specialists who also have some (i.e. 50% or less) general or other assignments. NOTE: The AREA sub-code captures the responsibilities of library professionals with country, geographic area or language specialization. Law and Health Sciences librarians are not included under the AREA sub-code unless these individuals have a country, geographic area or language specializations. 5.Please indicate “Sex” with the letter M or F, indicating male or female, respectively. 6. “OEOCat” minority status code, for U.S. university libraries only, should be indicated with one of the following code numbers. (Leave blank if a Canadian library): 1 =Black 2 =Hispanic 3 =Asian or Pacific Islander 4 =American Indian or Native Alaskan 5 =Caucasian/Other 7. “YrsExp,” or total years of professional experience. For most professional staff members this will mean counting the years since the MLS degree was awarded. When counting, do not subtract interim periods when an individual was not engaged in professional library employment if these periods are short in relation to the overall professional career. Count an academic year contract period as a full year. Be sure to include professional experience in previous positions and in other institutions. The figure should be rounded off to the nearest whole number for example, a position with 14.5 years of experience would appear as 15.

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138 · ARL Annual Salary Survey 2014–2015 7 and the professionals who actually carry out the analysis, programming, etc., use HDCOMP to define that intermediate level. Professionals who carry out programming should be listed as digital specialists (DIGITALSPEC). Special note concerning Assistant Department Heads. Assistant Department Heads who are responsible for major units and spend the bulk of their time in supervision and revision of the work of others should also be listed as “Head, Other Department/Service/Agency.” See additional sub-codes below for Head, Cataloging, and Head, Other Department. However, Assistant Head positions responsible for small units or for supervision only in the absence of the Department Head should be reported as non-supervisory or specialist positions as appropriate. Head, Acquisitions Department. Use HDACQ for all of the following positions: (a) head of a department that is responsible for the selection of material (or management of selection activities carried out on a basis encompassing more than a single organizational unit), but not responsible for the placement of orders, payment of invoices, etc. (b) head of a department responsible for the placement of orders, maintaining on-order files, payment of invoices, etc., but not responsible for selection decisions (c) head of a department responsible for both the selection decisions (or coordination of selection activities) and for acquiring the material. Libraries that split these two functions between two departments should report more than one professional with the position HDACQ. If someone is both HDACQ and HDCAT, report such positions under HDCAT. Specialists. These are of four kinds: Administrative Specialists may provide critical organizational support that is institutional in nature (e.g., Finance or Personnel, etc.) Digital Specialists provide technical support and expertise needed to provide and maintain services that are digital in nature Functional Specialists are archivists and curators, media specialists or experts in preservation, or may coordinate or lead a team or program (e.g. Coordinator of Information Commons) Subject Specialists build collections, but may also provide specialized research and reference assistance, including specialized instruction and faculty liaison, and specialized services like GIS Specialists may not be, strictly speaking, professional librarians (i.e., have an MLS). The “specialist” category would generally not be used for someone with significant supervisory responsibilities. (See also note under Assistant Department Head, above.) Administrative Specialist sub-codes. BUSI and HUMRES were formerly part of the Functional Specialists category, ADMIN was a general category that has been narrowed in focus, and DEV is a new category. Digital Specialist. These sub-codes include three that were formerly part of the Functional Specialist category and four new sub-codes meant to capture some of the new positions in libraries that are the result of an increased digital presence. The new SS sub-code captures the work of those Digital Specialists that are also subject specialists for example digital specialists with subject expertise in humanities, social sciences or sciences this category includes digital humanities, science data specialists, etc.

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ARL Annual Salary Survey 2014–2015 resources

140 · ARL Annual Salary Survey 2014–2015 9 8. Indicate “Rank” using the following system of codes: 0 The library director. Some systems also use 0 for assistant and/or associate directors. 1 Lowest level in the rank structure, such as an entry-level position. 2-8 Successively higher levels for example, 5 indicates a higher rank than 2. 9 Rank cannot be determined, or, the individual is outside the organization’s rank structure. NOTE: These codes are meant to be guides only. Do not recode your rank system into an 8 level system if your rank system does not have eight levels. Please code each employee with his or her actual rank at your institution. When coding the library director as "0", do not add or subtract a level to or from your ranking system. Responses concerning rank should be limited to professional librarians, and other professionals who occupy the same ranks as librarians. Leave the rank column blank for professionals who do not occupy these ranks or if the column is not applicable. For example, if the Library Business Officer holds a rank typically used for university administrators but not for librarians, do not supply a rank code for that individual, even if you have included salary and other data. If multiple ranking structures are used for librarians and these structures are substantially different and not equivalent, enter individual rank information only for that group which represents the largest fraction of “rank-and-file” librarians. The maximum number of ranks reported here must not exceed the maximum number of rank- levels reported in Part I for individual data under Rank structure. When counting the total number of rank levels, include ranks that may be unoccupied at the present time due to circumstances like unusually high turnover, hiring freezes, etc. 9. “Percent” is used to determine if an employee works full-time or part-time. All full-time employees have Percent =1.00, i.e., they work 100% of a full-time schedule. If percent is less than 1.00, then the employee works that fraction of a full-time schedule. For example, a 65% time appointment would be entered as 0.65. Calculate the percent appointment by dividing the amount of time an employee works by the amount considered to be the norm for full-time employment at your institution. For example, if a full-time appointment at your institution is 12 months at 40 hours per week: o A 9-month part-time appointment has Percent =9/12, or 0.75. o An appointment at 30 hours per week has Percent =30/40, also 0.75. o An appointment at 30 hours and 9 months has Percent =0.75 x 0.75 =0.56. o Enter Percent with two decimal points. Code full time employees with dual appointments or shared responsibilities at 100% if these individual work a full-time schedule. Such individuals should be listed on the salary survey only once.

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Page 11Salary Survey Trends 2014–2015 click to expand contents

Page 23Salary Levels for Staff in ARL Libraries click to expand contents

Page 29ARL Nonuniversity Libraries click to expand contents

Page 33ARL University Libraries click to expand contents

Page 67US ARL University Libraries click to expand contents

Page 87Canadian ARL University Libraries click to expand contents

Page 99ARL University Medical Libraries click to expand contents

Page 115ARL University Law Libraries click to expand contents

ARL Annual Salary Survey 2014–2015 resources

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ARL Annual Salary Survey 2014–2015 resources

ARL Annual Salary Survey 2014–2015 resources