Anytown Public Library

1
Anytown Public Library

• A Presentation to Local Officials
• Based on information provided by the
• North Carolina Library Association
• Funded by the Institute of Museum and Library
  Services under the provisions of the federal
  Library Services and Technology Act as
  administered by the State Library of North
  Carolina, a division of the Department of
  Cultural Resources

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An IntroductionThe following presentation is
designed to serve as a template for use by
library systems in presenting data and findings
to County Commissioners, Town Councils or other
funding bodies. The examples of data included
are illustrative of the types of data libraries
may want to include however, users should be
sure to tailor the findings included in their own
presentations to meet their needs. (continued on
next page)
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For example, if the library system is attempting
to achieve pay equity with positions in the local
county government, data on those comparisons
should be included. The comparisons would be
different if the library is comparing itself to
other surrounding library systems or to teachers
working for the local board of education.Users
should modify and tailor the entire presentation
to fit their own particular situation.
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Anytown Public Library Compensation Study

• Agenda for Meeting with Local Officials
• Introduction and Background
• What we did, Goals
• Presentation of Survey Findings
• Methodology
• Recommendations/Requests
• Your questions

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NCLA Salary Survey

• Salary survey
• Process and methodology
• Libraries Municipal Governments
• Who was included?
• Independent consultant
• Funded by the Institute of Museum and Library
  Services
• Analysis
• Our library compared to other libraries
• Our library compared to municipal positions pay
  equity
• Our library compared to educators salaries
• Recommendations

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NCLA Salary Survey

• Who participated
• Survey sent to all public libraries (79) and
  local governments (110) in the state.
• 62 completed surveys were received from public
  libraries
• 50 completed surveys received from local
  governments
• Data for 11 libraries and 56 local governments
  added from University of North Carolinas
  Institute for Government Services (IGS)
  database 

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NCLA Salary Survey

• Who participated

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NCLA Salary Survey

• Who participated

Statistics of Respondents Libraries n62
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NCLA Salary SurveyPositions surveyed Public
Library Survey

• library director
• library division manager
• senior librarian
• librarian
• circulation supervisor
• library associate

• bookmobile driver
• circulation clerk
• technical processing clerk
• systems administrator
• computer technician
• web master

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NCLA Salary Survey
Positions surveyed Local Government Survey

• finance director
• public health director
• information technology director
• county engineer
• senior planner
• civil engineer
• solid waste truck driver
• tax clerk
• office assistant

• zoning code enforcement officer
• building maintenance worker
• recreation program supervisor
• GIS technician
• planner
• Systems Administrator
• PC tech
• web master

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A primer

• What well be showing you
• Our library jobs compared to the same jobs in
  other libraries
• Our library jobs compared to similar jobs in
  surrounding local government

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ExampleAnytown Public Librarys salaries
compared to Select Libraries
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IntroductionThe following section provides
examples of data comparisons typical of those
included in a presentation to officials at the
completion of analysis of salary data available
in the from the Pay Equity project database.In
the examples, Anytown Library compares the pay of
their positions to the pay of a group of other
employers (library and government) in the
geographic region. (continued on next page)
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The tables show a comparison of Anytowns actual
salaries to the actual salaries of the positions
at these other employers, both at the median and
the average. In addition, the tables show a
comparison of Anytowns minimum and maximum pay
to the median of the minimum and maximum for each
position in the selected employers
(market).Users should modify and tailor the
entire presentation to fit their own particular
situation.
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Anytown Public Library Salary Comparisons

• Data included for identified market
• Davidson County Public Library
• Forsyth County Public Library
• Greensboro Public Library
• High Point Public Library
• Randolph County Public Library
• City of Greensboro
• City of High Point
• Forsyth County
• Davidson County
• Randolph County

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Salary ComparisonsAnytown Library vs Select
Libraries
No match no comparable job at Anytown
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Salary ComparisonsAnytown Library vs Select
Libraries
No match no comparable job at Anytown
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Salary ComparisonsAnytown Library vs Select
Libraries
No match no comparable job at Anytown
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Salary ComparisonsAnytown Library vs Select
Libraries
No match no comparable job at Anytown
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ExampleAnytown Public Librarys salaries
compared to Local Government Comparable Positions
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Salary ComparisonsAnytown Library vs Anytown
Local Government
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Salary ComparisonsAnytown Library vs Anytown
Local Government
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Salary ComparisonsAnytown Library vs Anytown
Local Government
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Salary ComparisonsAnytown Library vs Anytown
Local Government
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Example 2 Dogwood County Public Library to
Dogwood Local Government
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Salary ComparisonsLibrary vs Local Govt.
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Salary ComparisonsLibrary vs Local Government
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Salary ComparisonsLibrary vs Local Government
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Salary ComparisonsLibrary vs Local Government
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Statewide Comparisons

• North Carolina Libraries
• Local Governments

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Statewide Salary ComparisonsLibraries vs. Local
Government
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Statewide Salary ComparisonsLibraries vs. Local
Government
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Statewide Salary ComparisonsLibraries vs. Local
Government
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Statewide Salary ComparisonsLibraries vs. Local
Government
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Statewide Salary ComparisonsLibraries vs. Local
Government
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Statewide Salary ComparisonsLibraries vs. Local
Government
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FINDINGS in Your County

• An Example

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Findings Library ComparisonPositions more than
3 below market

• Median Actual Pay
• library director
• librarian
• library division manager
• library associate
• circulation clerk
• systems administrator
• PC technician

• Average/ Actual Pay
• library director
• librarian
• library division manager
• library associate
• circulation clerk
• PC technician

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Findings Library ComparisonPositions more than
3 below market

• Range Minimum
• library director
• librarian
• circulation clerk
• systems administrator
• PC tech

• Range Maximum
• library director
• librarian
• library division manager
• circulation supervisor
• library associate
• circulation clerk
• systems administrator
• PC tech

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Findings Government ComparisonPositions more
than 3 below market

• Median Actual Salary
• library director vs finance director
• librarian vs senior planner, civil engineer and
  recreation program supervisor
• library division manager vs county engineer and
  civil engineer
• circulation supervisor vs recreation program
  supervisor and planner
• library branch manager vs senior planner and
  civil engineer
• library associate vs zoning code enforcement
  officer and planner
• circulation clerk vs tax clerk and office clerk
• bookmobile driver vs solid waste truck driver
• All IT positions

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Implications

• Comparisons to surrounding libraries at or above
  market however,
• Several key positions significantly behind all
  comparable local government positions
• Librarian
• Library Division Manager
• Circulation Supervisor
• Consider impact on recruiting and retention when
  developing pay and pay ranges for these positions
  as compared to local government

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Recommendations

• Update salary ranges to reflect market (both
  library and local government)
• Ensure pay equity of comparable positions in
  local government by adjusting pay ranges as well
  as actual pay (consider performance, length of
  service, position in range of incumbents)

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Salary Structure Revision/ Update

• Ensure all pay ranges (minimum to maximum) are
  competitive with selected survey respondents and
  internally equitable
• Make classification adjustments/ upgrades of
  individual positions as necessary to reflect
  findings

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Recommendations Implementation Plan

• Ensure all employees at least at minimum of new
  grade
• Review impact of new salary structure on internal
  equity (salary compression) make adjustments as
  necessary
• Bring salaries closer to range midpoint (market
  value) based on criteria of value to Anytown
  Library
• Target or phase-in implementation over 1 yr to 18
  months if necessary depending on available budget
• We will work with you to help sell the
  importance of fair pay!

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Final Thoughts

• Libraries and governments should not have to
  choose between paying fair salaries and buying
  books
• A bachelors degreed Library Associate at Anytown
  Public Library is paid 34,441. Why is a
  bachelors degreed Recreation Program Supervisor
  in local government worth an average of 24,000
  more?
• A masters degreed Librarian at Anytown Public
  Library is paid 44,088. Why is a Senior Planner
  with a Masters degree worth 15,000 more?
• Who will take the place of retiring librarians?

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Final Thoughts

• Cant live on love alone! Library Boards need to
  not take for granted library employees love of
  the job.
• Libraries work because library workers make them
  work!
• Todays librarian is a tech savvy, info expert
  who can enrich the learning process of any
  library user from pre-school to grad student to
  retiree! Todays librarian is also a marketable
  commodity whose skills are a fit in many
  employment settings.
• From Advocating for Better Salaries and Pay
  Equity Toolkit ala-apa.org

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Next Steps

• Review financial impact of recommendations
• Board approval at next meeting
• Communications to employees

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Definitions of Terms
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Salary Comparisons Definition of Terms

• Mean/Average an arithmetic average derived by
  adding a set of numbers and then dividing the sum
  by the number of items in the set
• Median the middle item in a set of
  hierarchically ordered data points containing an
  odd number of items or the average of the two
  middle items if there is an even number of data
  points.
• Minimum the median of the minimum of all pay
  ranges reported for the position
• Maximum the median of the maximum for all pay
  ranges reported for the position
• Range Minimum the median minimum of the pay
  range or grade to which positions are assigned
  in the market
• Range Maximum the median maximum of the pay
  range or grade to which positions are assigned in
  the market
• Actual Salary (Average) the average of the
  actual salaries paid to incumbents in the
  position
• Actual Salary (Median) the statistical median
  of the actual salaries paid to incumbents in the
  position
• Labor Market the labor markets for libraries
  and other organizations are identified and
  defined by a combination of geography (local,
  regional, national), industry (e.g. librarian),
  education and experience required. The labor
  market will vary depending on the level and type
  of position.

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Definitions

• Equal Pay for Equal Work and Pay Equity
• The Equal Pay Act of 1964 prohibits paying
  different wages to men and women performing the
  same job. Persons performing equal work must
  receive equal pay.
• Enacted to eliminate discrimination in private
  industry.
• Applies to all employers and labor organizations.
  
• Jobs in question must be essentially the same,
  and require substantially equal skill, effort,
  responsibility and working conditions.

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Definitions

• Pay Equity
• Defined by the National Committee on Pay Equity
  as evaluating and compensating jobs based on
  skill, effort, responsibility and working
  conditions, not on the people who hold the jobs
  (men or women).
• Also known as Comparable Worth and Equal Pay for
  Work of Equal Value.
• On average, women employed full-time earn 75 to
  each 1 earned by men. Larger gap for women of
  color.
• Affects pension earnings, thus perpetuating
  inequity into retirement.