SPEC Kit 344: Talent Management · 29
Not all librarians here have tenure or permanent status.
Reputation of the institution seems to be the strongest factor.
We have not measured the impact of retention strategies and/or local circumstances with enough detail to answer this
question. We can make general statements, but not about the impact of specific actions.
10. Which of the following positions are typically difficult to retain in your organization? Check all that
apply. N=41
Information technology positions 26 63%
Librarian positions 11 27%
Executive management positions 8 20%
Library support positions (i.e., paraprofessional, library assistants, etc.) 8 20%
Functional specialist positions (e.g., copyright, scholarly communication, data management, etc.) 7 17%
Other position 3 7%
Please specify the other position(s) that are typically difficult to retain. N=3
Administrative support
No positions are ‘typically difficult’ to retain turnover seems to occur in waves, e.g., we lost two AUL’s recently, but
those positions had been filled for many years.
Rare materials and special collections professionals
Comments N=10
Early career librarians are the most difficult to retain, often able to leverage their position to obtain promotional
opportunities at other institutions. Once established at mid-career level, retention is typically less of a challenge.
For the past 5+ years, we have been fairly successful in our retention efforts. However, due to six years of no raises
by the state, and an improving economy nationwide, we are now experiencing a sudden wave of our librarians being
recruited by other universities. This seems to be across the board, rather than affecting any specific category of position.
IT positions are not faculty and are sometimes better compensated than faculty positions. IT professionals are in a
different union.
Most library staff stay at the university for a long time, if not the duration of their careers. Staff in information
technology positions may seek advancement within other university units. Librarians may be recruited for advanced
positions in other organizations.
Most of our turnover is in the librarian ranks, but we do not have a high rate of turnover.
Our greatest retention challenge is in our IT positions. However, our retention rate even in IT is above the average.
Support positions represent the next greatest challenge. This is sometimes because MLS holders are seeking a
professional position and one is not open.
Overall we have not had issues with retention. We have very low turnover rate except for retirements of long-term
employees. Even our deans stay for a decade or more before moving on.
Not all librarians here have tenure or permanent status.
Reputation of the institution seems to be the strongest factor.
We have not measured the impact of retention strategies and/or local circumstances with enough detail to answer this
question. We can make general statements, but not about the impact of specific actions.
10. Which of the following positions are typically difficult to retain in your organization? Check all that
apply. N=41
Information technology positions 26 63%
Librarian positions 11 27%
Executive management positions 8 20%
Library support positions (i.e., paraprofessional, library assistants, etc.) 8 20%
Functional specialist positions (e.g., copyright, scholarly communication, data management, etc.) 7 17%
Other position 3 7%
Please specify the other position(s) that are typically difficult to retain. N=3
Administrative support
No positions are ‘typically difficult’ to retain turnover seems to occur in waves, e.g., we lost two AUL’s recently, but
those positions had been filled for many years.
Rare materials and special collections professionals
Comments N=10
Early career librarians are the most difficult to retain, often able to leverage their position to obtain promotional
opportunities at other institutions. Once established at mid-career level, retention is typically less of a challenge.
For the past 5+ years, we have been fairly successful in our retention efforts. However, due to six years of no raises
by the state, and an improving economy nationwide, we are now experiencing a sudden wave of our librarians being
recruited by other universities. This seems to be across the board, rather than affecting any specific category of position.
IT positions are not faculty and are sometimes better compensated than faculty positions. IT professionals are in a
different union.
Most library staff stay at the university for a long time, if not the duration of their careers. Staff in information
technology positions may seek advancement within other university units. Librarians may be recruited for advanced
positions in other organizations.
Most of our turnover is in the librarian ranks, but we do not have a high rate of turnover.
Our greatest retention challenge is in our IT positions. However, our retention rate even in IT is above the average.
Support positions represent the next greatest challenge. This is sometimes because MLS holders are seeking a
professional position and one is not open.
Overall we have not had issues with retention. We have very low turnover rate except for retirements of long-term
employees. Even our deans stay for a decade or more before moving on.