----- Original Message ----- From: "Info Career Trends Newsletter" <[EMAIL PROTECTED]> To: <[EMAIL PROTECTED]> Sent: Saturday, March 01, 2003 12:13 PM Subject: [Info Career Trends Newsletter] March 1, 2003 issue
Info Career Trends March 1, 2003 vol. 4, no. 2 ISSN 1532-0839 Published by Lisjobs.com - http://www.lisjobs.com E-mail: [EMAIL PROTECTED] Salary Self-Empowerment by Cybele Merrick ([EMAIL PROTECTED]) As information professionals, librarians are in a privileged position when it comes to negotiating for raises at work. Although (especially at the entry level) we work in an underpaid profession, our training affords us an advantage: we are adept at research. We can use this skill to base our salary negotiations on sound evidence. Every librarian must make her or his case for a raise. The value added to one's organization, the dedication and creativity brought to one's work, collegiality - all are key. But making a case based on what others are earning is equally important. Successful Strategies A few years ago, I started to realize that I was somewhat underpaid. Although I wasn't really looking to change jobs, I had been keeping my eye on the help-wanted ads and scanning the library e-mail lists. I could see that the salary ranges for open positions - positions that I certainly qualified for - were higher than what I was making. So, I decided to meet with my supervisor and ask for a raise. The figure I was aiming at was a substantial increase over what I was making: about eleven percent. I learned through the grapevine that this was not a customary salary increase within my organization, so I knew I would need a solid ground on which to build my case for a raise. I took the advice offered by Deborah M. Kolb and Ann C. Schaffner on salary negotiation. One of their key points is to learn as much as possible about others' salaries, in your library, field, region, and organization. I am a solo librarian - the first librarian to work in my organization - so I had no fellow librarians at work to benchmark against. So, I turned outside the organization. Searching and Researching For several weeks I took notes on the qualifications sought and the salaries offered for positions that were comparable to mine, in terms of experience, qualifications and skills. I concentrated on positions in urban settings that had a social science, government, or public policy focus, like my current job. The New York Times, library e-mail discussion lists, and Sarah L. Nesbeitt's site, http://www.libraryjobpostings.org , were my primary sources for information. I also got my hands on a recent copy of the Special Libraries Association's annual salary survey through interlibrary loan. At work, I report to the organization's director of research, so the fact that SLA's salary survey is a real research document was key. The SLA survey lists salaries by a host of measures: years of experience, geographic region, business sector, primary responsibility and so on, all in a language that resonated with my boss. (Other library organizations publish similar annual surveys for their members.) Convincing and Clinching the Deal Kolb and Schaffner also urge librarians to "recognize your value, and make it visible." Prior to meeting with my boss, I drew up a list of my accomplishments since my last raise. These included new projects I had started in the library, collaborative work I had done with other departments, professional activities, and continuing education. Having done this preparatory work, I felt more confident going into the meeting. At the meeting itself, I began to make my case by citing my accomplishments and value to the organization. Frankly, I was surprised by how calm I was! The preparation I had done was paying off. Next, I presented the evidence I had gathered about the gap between what I was making and what my peers were earning. I showed her relevant pages from the SLA survey, and also gave her a sampling of the job announcements that I had collected from the newspaper and web sites. With this information, I was able to make an ultimately compelling case for an increase. And my supervisor used the material I had provided when she, in turn, sought final approval for the salary increase. Especially in our current tough economic times, it is crucial to use all the tools at our disposal when negotiating a raise. The answer is not to hunker down and hope that the bad times pass. Even in this environment, hard work should be rewarded. Making your case armed with facts, backed up by research, cannot guarantee a raise - but at least you can negotiate confidently, secure in the knowledge that you know what you are worth. ADDITIONAL RESOURCES (some available online at: http://www.lisjobs.com/advice.htm#stats ) Kolb, Deborah M. and Ann C. Schaffner. "Negotiating What You're Worth." Library Journal 126(17): 52-3. ARL Annual Salary Survey (Washington, DC: Association of Research Libraries, annual). SLA Annual Salary Survey: A Research Publication of The Special Libraries Association (Washington, DC: SLA Publishing, annual). ALA Survey of Librarian Salaries (Chicago: Office for Research and Office for Library Personnel Resources, ALA, annual). Cybele Merrick is the librarian at the Vera Institute of Justice, a New York-based nonprofit that works with government to make its policies fairer, more humane, and more efficient. She has an MS in Library Science from Pratt Institute, and MA in English and BA in English and History from Columbia University. ======== *** Find a library job! http://www.lisjobs.com Love the newsletter? Make a PayPal donation to its upkeep: https://www.paypal.com/xclick/business=rachel%40lisjobs.com ======== Don't Let Your Dream Job Be Just a Dream by Smiti Gandhi ([EMAIL PROTECTED]) Finding a job can be a daunting task. Trying to find a job that is the best fit for you can be even more challenging - yet it's a dream worth pursuing. All it requires is a more focused and aggressive job search strategy, tempered with ingenuity and creativity. Here are some suggestions for finding that "perfect" job you've always dreamed of. Know Your Strengths Honestly evaluate your strengths. Make a list of skills you have to offer, tasks you are good at, and things you enjoy doing. List the responsibilities and tasks you hope to have and skills you would like to acquire in your perfect job. This will ensure that you have a professional development plan and don't stagnate in your "ideal" job after the initial euphoria fades. Know Your Limitations Critically assess your weaknesses and limitations. Your family obligations may restrict your job search to a certain geographic area, or times of the day/week. You may prefer to live near the beach, commute as little as possible, or live in a large cosmopolitan city. Maybe you're accustomed to a certain lifestyle and need a minimum salary to maintain it. Also consider the kind of work you dislike doing. Some people don't relish public speaking, having to constantly interact with people, giving storytimes, or working with children. Understand the work environment you thrive in and are likely to give your optimal performance in. Autonomous work environments, which allow employees to define and control their work responsibilities, may appeal to some. Others may need more structured environments where step-by- step directions are provided. Some people work best in large institutions, while others thrive in smaller, more intimate environments. Prioritize your preferences and understand clearly what your ideal job must have, what you are willing to accept, and where you may be willing to compromise if the right opportunity comes along. Know What Kind of Job You Want This is the most crucial step in the process, and probably the most difficult one. Finding the right niche is impossible if you don't know what kind of job you want. The ideal job is the one that allows you to do what you want to do. First, narrow down the area of expertise you want to focus on - reference, cataloging, collection development, interlibrary loan, distance learning, children/young adult services, systems librarianship, or a specialized subject area you're interested in. Then, explore the types of libraries - public, community college, university, corporate, or specialized - that have jobs relating to that expertise. If you're not sure about the area to focus on or the type of library you'd like to work in, explore different options by volunteering, taking part-time jobs, or doing internships or freelance work. Internships and part-time opportunities can boost your confidence and reinforce other people's perception of your ability to get the job done. When I first became a librarian, I didn't know what area to specialize in or which kind of library would be the "best fit" for my interests and skills. So, I explored different opportunities. I worked as a reference librarian in public, academic, and corporate libraries. I even tried cataloging and children's librarianship. Through these experiences I discovered I was happiest in an academic or research/corporate library environment where I served college students and professionals and used my reference, research, instruction, and writing skills. Have a Plan It's easier to chalk out a route if you have a destination. Learn more about the kinds of jobs available in the types of libraries you want to work at. Read their job ads to increase your awareness of the skills, qualities and qualifications they are looking for. See if these match up with your skills, qualities, and qualifications. Try to bridge any gaps you observe through continuing education courses, professional development opportunities, and other avenues. Gather a broad range of professional experiences and transferable skills. If you have specific libraries in mind, research them thoroughly so that when you make the initial contact you can impress the managers with your knowledge. Talk to friends and colleagues about their work experiences there. Get Out and Get Noticed No matter how good you are, nobody's going to come to you, tap you on the shoulder and say: "You're the perfect person for this job, and we'd like to hire you!" Even though you may possess all the skills and qualifications your preferred employer needs, you still have to market yourself and make them aware of your existence, interest, strengths and accomplishments. Create a marketing plan for yourself. Make yourself visible. Join professional associations, attend and participate in conferences and workshops. Take the initiative to contact people and talk to them. A word of caution here: merely making yourself visible to people in your field doesn't always help. Visibility can work to your disadvantage if you create a negative impression. Your goal must be to impress people you meet, so that they are willing to hire you. Be the Best You Can Remember that you won't be the only person applying for a job, even if it's the "perfect" job for you. There will be other applicants, and you must be able to beat out the competition to get the job. You have to distinguish yourself from other candidates and stand out in the interviewer's mind. Not only must your qualifications be impressive, but you must possess excellent interviewing skills as well. If your resume falls short in certain areas, e.g., you are applying for a reference librarian position in a university library, and you don't have a subject master's degree, or haven't served on professional associations/committees, acknowledge your limitations in the interview and talk about how you plan to overcome these shortcomings. Ask interviewers about qualities they find impressive in candidates and try to relate them to your strengths and skills. Demonstrate your knowledge of current issues and trends relating to librarianship. Most of all, let your passion and enthusiasm for your profession and work come across in the interview. Putting It All Together According to the old adage, there is no such thing as a "perfect" job. However, you can find a job that "best" fits your interests, talents and skills and excites you about the prospect of rolling out of bed every morning and going in to work. Finding such a job will require the five P's: Patience, Planning, Positive attitude, being Proactive, and being Persistent. Smiti Gandhi received her MLIS from the University of South Florida. She currently works as a Reference Librarian at Valencia Community College in Orlando, Florida, and has previously worked in public, academic and corporate libraries. ======== Have technology responsibilities in your library? Check out The Accidental Systems Librarian! Information and links online at http://www.lisjobs.com/tasl/ . ======== Hiring Reference Librarians: Insights From Some Law Library Directors by Rhonda Hankins ([EMAIL PROTECTED]) Twelve directors of academic law libraries around the United States recently participated in an informal survey about what they look for in hiring reference librarians. Though some admitted to occasionally hiring on a whim, directors generally use routine questions to evaluate job candidates. Learning the opinions of some of the leaders in the profession may be the key to success for recent graduates looking for their first job, or for established librarians hoping to climb the managerial ladder. The insights and analysis provided by these directors also shed light on the nature of the profession, so even those who are not job hunting may find their comments interesting and relevant. The Resume Not surprisingly, all of the directors who participated in this survey agreed that the resume and accompanying cover letter should be free of typographical, spelling, and grammatical errors. Many directors stated that even one mistake of this nature on a resume disqualified a candidate from further consideration. In addition, the consensus is that resumes should be chronological and that any and all gaps should be explained. Roger Jacobs, dean of Kresge Library at Notre Dame Law School, advises prospective job candidates that "if you took off two years to meditate or sail around the world, tell me, don't let me imagine you were in prison or drug rehab." Faye E. Jones, director of the Gordon D. Schaber Law Library at the University of Pacific said that a particularly impressive resume includes language from the job description in highlighting previous experience, skills, or interests. Tailoring the resume to the job in this way shows a high level of interest and makes the resume stand out. "I am looking for enthusiasm, commitment, maturity, and teamwork skills as well as strong teaching and communication skills," Jones continued, "and successful resumes show me all of those things." A number of the directors said that they preferred candidates to give contact information for references either in the resume or on a separate page that accompanies the resume. "References are important," emphasized Robert C. Berring, Jr., director of Boalt Hall Law Library at The University of California at Berkeley. "Why anyone ever puts 'references available on request' escapes me," he said. James S. Heller, director of Marshall-Wythe Law Library at the College of William & Mary noted that he contacts references before inviting candidates to interview. The Recommended Credentials Most of the directors who participated in the survey indicated a preference for candidates who had degrees from good, accredited schools. "A high class ranking, law review or graduating from a library school and/or law school with an excellent reputation would be credentials that would get my attention," noted Judith F. Anspach, Associate Dean of Information Resources, Deane Law Library at Hofstra University Law School Library. Even candidates with the right degrees, however, would do themselves a favor to make sure that they also have the necessary skills and knowledge to excel. For example, Kent McKeever, director of The Arthur W. Diamond Law Library at Columbia University, strongly advises students to take cataloging - whether or not it is part of the core curriculum. "The concepts learned there are transportable into any information processing task," he explained. He also recommends that all students who want to be reference librarians take a basic personnel management class, since professional library jobs beyond the opening level positions almost always involve supervising staff. For people who already have their MLS, continuing education courses in these areas would be appropriate. In fact, according to Jacobs, a typical weakness of reference librarian candidates is a lack of aggressiveness in further developing skills and a too narrow focus on only the reference functions of a library. In addition to formal education, most directors also want to see relevant job experience on the resume. And, according to Kaufman, prospective reference librarians would strengthen their candidacy by learning every job in the library because "that experience gives you an understanding of the tasks, services, and politics associated with library endeavors." Because instruction is becoming increasingly important for law librarians, the ability to communicate easily and clearly is a great asset. Therefore, prior teaching experience - either formal or informal - can also be a bonus for a candidate. However, as Berring makes clear, degrees and experience aren't enough to qualify for jobs as a reference librarian. "If you do not understand cyberspace, no degree on earth will help you," he explained. The comments of other directors also indicate that technological adeptness is an essential skill in today's library. The Interview Mersky emphasized that appearance and presentation are part of professionalism, which means that job candidates should look their best for the interview. "You dress nicely to show respect for the position for which you are interviewing," he explained. "I once hired a reference librarian just because she carried a beautiful briefcase to the interview," Mersky continued, "and though I was disappointed that I never saw that briefcase again after she was hired, I still find a good presentation impressive." The directors generally agreed that successful candidates exhibit interest in and knowledge of the library, enthusiasm for the position, and good communication skills during the job interview, and that they save questions about benefits and retirement packages for the folks in human resources. Though some library directors have tests that they administer to evaluate candidates, most ask probing questions to determine a candidate's breadth of knowledge and probable level of reference skills. "I don't administer a skills test, but I do present hypotheticals that give me an opportunity to assess the candidate's reference skills and their ability to make common sense decisions," explained Anspach. Jones said that she requires a 20-minute presentation followed by a short question/answer session at the on-campus interview. "The presentation gives us an opportunity to assess the candidate's preparation, organization, communication, public presence, ability to respond to questions, and ability to think on his/her feet." "We always ask questions that get at teamwork and communication skills," noted Studwell. "When we ask what the worst job they've had has been, I listen carefully to see how artfully they handle a discussion about someone they worked with that they didn't like or respect." Heller mentioned a number of general questions he usually asks candidates for reference positions, including: Why do you want to work here? Why do you want to be a law librarian? What are your strongest skills? What kind of work do you like to do best? What interesting or difficult problems have you encountered in a prior job, and how did you solve them? What do you look for in a supervisor? Kaufman said she also finds it important to clarify that candidates understand the job description; that they can give examples of successful teamwork; and that they demonstrate that they are "can-do" people. In addition, the directors expect candidates to raise appropriate questions. "I would like to hear questions that indicate that the candidate has an awareness of the place of the law librarian in an academic environment; about developments in research methods; and about the nature of my organization," explained Jacobs. "I love to hear questions about what do I want in a candidate, about the culture of the organization, and about what challenges we face," added Jones. "I also like to hear about any innovations they have introduced in their previous positions," noted Anspach. Moving Up the Managerial Ladder A lot of the advice these directors have for moving up the managerial ladder in a law library reflects conventional wisdom: work hard, find good mentors, take on additional responsibilities, get involved at the national level, and be patient. And probably few would disagree with Jacobs, who recommended that reference librarians who want to move up the managerial ladder might find it useful to "graduate from the University of Washington Law Librarianship Program" and "work for Roy Mersky." The author would like to thank the following law library directors for participating in the survey, which was sent out over lawlibdir on November 12, 2002: Judith F. Anspach, Deane Law Library, Hofstra University School of Law at Hofstra University Law School Library; Robert C. Berring, Jr., Boalt Hall Law Library at The University of California at Berkeley; John Hagemann, McKusick Law Library at The University of South Dakota; James S. Heller, Marshall-Wythe Law Library at the College of William & Mary; Roger F. Jacobs, Kresge Library at Notre Dame Law School; Faye E. Jones, The Gordon D. Schaber Law Library at the University of Pacific; Billie Joe Kaufman, Law Library & Technology Center at Nova Southeastern University; Margaret A. Leary, University of Michigan Law Library; Kent McKeever, The Arthur W. Diamond Law Library at Columbia University; Roy M. Mersky, Jamail Center for Legal Research at The University of Texas School of Law; M. Kathleen Price at New York University Law Library; and, Roberta Studwell, University of Nevada Las Vegas Law Library. A lengthier version of this article was published in the February, 2003 issue of AALL Spectrum. ======== *** Advice, articles, and salary information for librarians: http://www.lisjobs.com/advice.htm ======== Of Interns And Others: Job Hunting Pointers For New Librarians by Abigail Leah Plumb ([EMAIL PROTECTED]) Libraries are changing, and librarians' roles are changing. If you've picked up an issue of any library-related journal recently, or read a library web site recently, you already know all about it. For job seekers, and particularly for new librarians who haven't experienced a more traditional professional position firsthand, hearing all about the whirlwind changes can be thoroughly intimidating. As a recent library school graduate myself, I know all too well how confusing all this talk of flux can be when you're looking for a job. As a recent interviewer, I've also seen firsthand the mistakes candidates make during the application process. Libraries are changing, and I wonder if library schools aren't giving out a lot of outdated advice. I'd like to provide a brief glimpse at the view from behind the desk, and give you a little ammo for your internship or first-job interviews. * Know what the library's like. While looking for work, I frequently found job ads that were minimal, or verging on the cryptic. As an interviewer, I was continually surprised by candidates who didn't seem to have a clear idea of fundamentals: what was our area of specialty, for example? A quick Google search will reveal this, in the case of my library. However, an e-mail message or phone call to ask such questions is also well within the boundaries of good form. Don't make assumptions. Do ask the interviewer beforehand. Do ask your buddies or professors. Do look it up in a directory or other reference. As a budding information professional, you might as well place your research skills front and center. * Sell your library enthusiasm. I know, I know. Producing a seemingly endless stream of cover letters is hardly conducive to feelings of excitement and good cheer. But, if you don't want to work in a library, I certainly don't want you to work in mine. Highlight your library skills and your library interests in your cover letter. Highlight them more in the interview. Don't talk about your secretarial skills or your coursework in primatology or your marketing savvy unless you can relate them to the particular job. Do articulate why you want to be a librarian, and make your reasons relevant to the particular job. If the job primarily requires database searching and web development, your love of books is pleasant but largely irrelevant. * Look professional. Suits are expensive, and when you're still in school, a job-hunting wardrobe can just about break the bank. While I imagine that many colleagues take a different approach, I tell candidates up front that the interview will be informal. I don't see any reason for you to bother with business-formal attire, if I never do myself, but I still want to see you looking professional. Your really old signed Sonic Youth T-shirt is great, but, in the library world, hipness is not a primary hiring consideration. To me, an ironed shirt and brushed hair demonstrate that you care about your presentation, and speak to your ability to adapt to a new environment - even if it's "only" a paraprofessional position. * Think on your feet - or fake it real good. When you're preparing feverishly for an interview, the idea of a left-field question can be terrifying. But remember all those articles in American Libraries and all those ALA sessions (and the first paragraph of this article) about the changing role of the librarian? Sometimes that role changes on a daily basis. The only consistent thing about my job is that it constantly surprises me, and I need to know that you can hit a moving target. Do prepare broadly for the interview. Do have some talking points. Don't be afraid to think out loud. I'd far rather you consider carefully and talk around a question intelligently than that you mumble "I don't know" without any followup. When you're bitterly spending another unemployed day scanning the job ads, you're hardly feeling empathy for the poor interviewer - who, after all, already has a job. But consider the following: if I've invited you for an interview, I'm already prepared to be impressed. When you're interviewing in a "new library", you have a lot of opportunities to impress, since I'm looking for a broad spectrum of useful skills. By following these guidelines in presenting yourself, you're making my job easier, but you're also communicating your qualifications and enthusiasm, and showing the interviewer as explicitly as possible just what you have to offer. Abigail Leah Plumb graduated from the University of Michigan School of Information but ten short months ago. She is now the librarian and information specialist at Lippincott Williams & Williams, a medical publisher in New York. What's Online? Recommended Resources ALA Better Salaries/Pay Equity Task Force Research/Resources Working Group, Working Bibliography http://www.mjfreedman.org/researchbibliography.pdf Freedman Special Presidential Task Force on Better Salaries & Pay Equity http://www.mjfreedman.org/tfhome.html MONEYTALKS e-mail discussion list http://www.mjfreedman.org/moneytalks.html Lisjobs.com Statistics and Articles on Library Salaries http://www.lisjobs.com/advice.htm#stats APA http://www.ala.org/hrdr/ala_apa.html Advocating for Better Salaries and Pay Equity Tool Kit http://www.ala-apa.org/toolkit.pdf UC Current LIS Clips: Recruiting New Professionals http://www.lis.uiuc.edu/clips/2003_02.html Equal Pay Day http://www.bpwusa.org/content/FairPay/EqualPayDay/equalpayday.htm --- This email is certified Virus Free, Processed in 17.827091 secs Protected by Qmail anti-virus system PowerSecure Version 1.0 http://www.indosolution.com/?powerid=produklist -- ~~~~~~ MAILING LIST JARINGAN PERPUSTAKAAN LINGKUNGAN HIDUP ~~~~~~~~~~~~~ Posting = [EMAIL PROTECTED] Berhenti = Kirim Email kosong ke mailto:[EMAIL PROTECTED] Berlangganan = Kirim Email kosong ke mailto:[EMAIL PROTECTED] Administrator = mailto:[EMAIL PROTECTED] Website http://www.jplh.or.id ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
