[CODE4LIB] Job: Systems Engineer (Drupal Environment) at AIM Library & Information Staffing

[jobs]

Work onsite at a high tech Fortune 500 company providing library systems
support on a one year AIM contract position with benefits!

  
**JOB DESCRIPTION**  
  
• Implement and manage a broad range of technology-based systems and services

• Knowledge and experience with server environments essential; responsiblities
also include ongoing maintenance of library servers and related technology

• Experience with Drupal or practical knowledge of other CMSs with the ability
to learn new systems quickly

• Ensure 24/7 accessibility, functionality and stability for a global employee
base

• Identify and implement cutting-edge software, including cloud and mobile
technologies

  
**Other responsibilities include:**  
• uploading MARC records and enabling access to e-books

• gathering analytics regarding mobile access, cloud computing

• developing and deploying QR codes

• maintaining library intranet

  
**Qualifications:**  
• 5 years related IT experience

• Experience with Drupal (ver. 6 and 7) highly desired or other CMS
experience, including developing and maintaining sites, understanding
intricacies of features implementation, Views arguments, and modules analysis
and research

• Extensive server maintenance skills and significant experience in
implementing web-based applications

• Excellent communication skills to work successfully across business teams
and with vendors

• IT support of library systems a plus

  
-  
**AIM Library & Information Staffing  
www.aimusa.com

877-965-7900 **



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[CODE4LIB] Job: Head, Digital Research & Publishing at University of Iowa

[jobs]

The University of Iowa Libraries seeks a dynamic, innovative, and accomplished
professional for the position of Head, Digital Research & Publishing (DRP).
Review of applicant materials will begin on February 18, 2013; applications
will be accepted until the position is filled. Start date is negotiable.
Appointment will be made at the Specialist Librarian (II) or Expert Librarian
(III) level, depending on qualifications. Salary ranges: Specialist Librarian
$47,133 - $59,987; Expert Librarian $57,502-$73,184. To help facilitate your
application process, note the requisition number #62182.

  
Formerly Digital Library Services, DRP was recently redefined with a mission
to explore ways that academic libraries can best leverage digital collections,
resources, and expertise to support faculty, research staff, and student
scholars in their own research and scholarly activities. Specifically, DRP
collaborates on interdisciplinary scholarship built upon digital collections,
offers publishing services to support sustainable scholarly communication,
engages the community through participatory archive initiatives, explores new
technologies such as geospatial applications and linked open data, and
oversees the University's institutional repository.

  
Reporting to the Associate University Librarian for Information Technology,
the Head of DRP has direct administrative responsibility for the department's
strategic planning, staffing, and daily operations. This position serves as a
senior advisor to library management and interacts extensively with other
campus units and library departments on issues related to digital research and
publishing. The successful candidate must be able to work collaboratively,
think strategically, lead effectively, negotiate solutions among diverse
stakeholders with competing interests, and articulate the evolving role of a
modern academic library.

  
Specific responsibilities include:

  * Manage all aspects of the department, from strategic planning to daily 
operations.
  * Supervise and mentor staff.
  * Plan and manage projects: define goals, develop budgets and timelines, 
effectively coordinate staff and technology resources, maintain vendor 
contacts, and work with subject specialists, IT professionals, designers, and 
public relations staff.
  * Identify and pursue relevant funding opportunities.
  * Oversee locally created digital repositories (Iowa Digital Library and Iowa 
Research Online).
  * Work collaboratively with faculty to promote and support digital publishing 
and open access.
  * Develop and oversee programming and engagement activities, typically in 
collaboration with campus partners.
  * Build awareness of and support for the management and preservation of 
digital publications and related materials including research data.
  * Monitor trends in digital scholarship and digital library programs to 
ensure that Iowa adopts new and emerging technologies for the benefit of campus 
scholars and for the public good.
  * Participate in developing and helping to shape the library's strategic plan.
  * Encourage experimentation and risk-taking in digital scholarship projects 
as part of professional growth and innovative service to faculty and students.
  * Contribute to the profession through research, publishing, teaching, and/or 
service.
  * Participate in and contribute to relevant library and University-wide 
activities and committees.
  * Represent the University Libraries in campus-wide and inter-institutional 
initiatives.
Required Qualifications:

  * Advanced degree (master's or above) in a field related to the position 
(e.g., MLS from an ALA-accredited institution, MA with a certificate in digital 
humanities, PhD in a related discipline with a digital collections emphasis).
  * Excellent written and oral communication skills.
  * Experience planning and managing projects and project teams.
  * Demonstrated knowledge of emerging trends in digital scholarship.
  * Demonstrated ability to work creatively in a rapidly changing environment.
  * Demonstrated ability to work in a team-based setting where consultation, 
flexibility, collaboration and cooperation are essential.
  * Demonstrated commitment to diversity in the workplace or community.
  * Demonstrated understanding of the mission of a research university and the 
mission and functions of a large research library.
  * Three or more years of professional experience plus demonstrated evidence 
of achievement in professional development that will enhance the candidate's 
value to the Libraries, the University, the profession, or the scholarly 
community.
  * Three years of experience plus demonstrated involvement in professional 
development to qualify as Specialist [II] Librarian.
  * Six years of experience plus evidence of continuing achievement in 
professional development, particularly at a national level, to qualify as 
Expert [III] Librarian.
Desired Qualifications:

  * Ability to articulate the value 

[CODE4LIB] Job: Institutional Repository Coordinator at Vanderbilt University

[jobs]

The Institutional Repository Coordinator assists with developing, maintaining,
and promoting Vanderbilt University's institutional repository: Discover
Archive. As a member of a scholarly communications team, the IR Coordinator
will provide support for students, faculty, and staff members who would like
to archive content in the IR. The IR Coordinator will assist the Director for
Scholarly Communications with campus outreach, analyzing citations of open
access publications and promoting the scholarly benefits of open access
publication.

  
Key Functions and Expected Performances:

  
Bibliography, bibliographic assistance and instruction (45%)

  * Develop and maintain a bibliography of all faculty publications
  * Assist students, faculty, and staff with understanding the self-archiving 
process
  * Support students with the deposit of electronic theses and dissertations
  * Support students, faculty, and staff with self-archiving materials in the IR
  * Develop and promote lists of top journals with favorable self-archiving 
policies
Participation in library-wide IR development (15%)

  * Assist with the development and maintenance of the IR software
  * Coordinate with technical services to facilitate metadata standards for 
objects in the IR
  * Consult with library liaisons to identify "grey literature" for potential 
preservation in the IR
  * Flag potential copyright violations for review by the Director for 
Scholarly Communications
Participation in campus-wide activities (15%)

  * Support the records management program by depositing appropriate 
institutional records
  * Maintain records of copyright licenses, permissions, and assignments
  * Assist the Director for Scholarly Communications with the promotion of Open 
Access Week
Research and Development (15%)

  * Study the effect of depositing articles in institutional repositories on 
scholarly citations
  * Research alternative methods of citation analysis, including altmetrics
  * Analyze the patterns of faculty deposits in disciplinary repositories such 
as arXiv, PubMedCentral, and SSRN



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Re: [CODE4LIB] Group Decision Making (was Zoia)

[Karen Coyle]

I want to support Deborah on how the "bits add up." I will totally admit 
to being on a hair-trigger (to use a US-gun-centric expression) about 
certain social interactions because of a long history (I'm now in my 
mid-60's) of incidents that have created an unfortunate shit pile of 
stuff that I have had to deal with in my life. A person who has dealt 
with sexism or racism has had experiences that long precede a single 
interaction with you. You might consider this to be "overly sensitive", 
but I have to assure you that it really piles on. From the boss you 
praised me with "We are lucky to have hired you. If you were a man we'd 
have to be paying to twice as much;" to the professor who I spoke to 
after class who later referred to me as a "young man with a good idea" 
(because women obviously couldn't have "good ideas"); to the time I was 
chased by a car-ful of men on my way home from the library in college 
and had to save myself by jumping onto a doorstep of a house and hoping 
that someone would answer the door (a friend of mine found herself in 
the same situation and was raped by the guy who answered the door); and 
the fact that I had to put myself through college because a 1960's 
conservative family didn't think that education was important for 
women I could fill tomes with these examples. Each time we interact 
with someone, we are interacting with their entire self, their entire 
past. Yes, many of us are sensitive. We should see that as a good thing, 
because sensitivity is what brings about change.


Listen. Ask questions if you don't understand. And have respect for the 
experiences of others.


kc



On 1/27/13 5:34 PM, Fitchett, Deborah wrote:

I'm not creating any categories. Whether or not "unintentional harassment" is "actual harassment", 
it's still worth bothering with. Even if it's "a minor thing" it's still worth bothering with. Even if 
someone only harasses me "a little" because I'm a woman, it still decreases my enjoyment of the community 
we're participating in simply because I'm a woman and that's still worth bothering with.

Because all the hundreds of "unintentional" and "minor" and "little" bits of 
harassment add up. They really, really add up, you know? That one time some guy tried to rape me actually 
wasn't as impactful (for me personally; mileage varies a lot on this kind of thing) as the hundreds of times 
guys merely honked/whistled/catcalled when I'm walking along the street.

No-one's trying to treat every situation as equivalent, except perhaps you. The code of conduct 
allows admins/helpers/whoever to take the precise nature of the situation into account and choose 
an appropriate response. So excluding types of situations from even being considered as problems is 
unnecessary - and it's *really* counterproductive, because those types of "minor" 
situations, in the aggregate, are as great a barrier to the inclusion of underrepresented groups as 
any single "major" event.

Deborah

-Original Message-
From: Code for Libraries [mailto:CODE4LIB@LISTSERV.ND.EDU] On Behalf Of Gary 
McGath
Sent: Monday, 28 January 2013 1:45 PM
To: CODE4LIB@LISTSERV.ND.EDU
Subject: Re: [CODE4LIB] Group Decision Making (was Zoia)

Miscommunication, error, and harassment are all legitimate concerns.
Sometimes one person says something and another person hears it as offensive 
where no offense was intended. Sometimes people say things based on assumptions 
that they should have questioned but didn't.
Sometimes they set out to dominate or hurt another person. These are three 
different things, and treating them as equivalent is more likely to make the 
situation worse than to help.

Creating the category of "unintentional harassment" diminishes the nature of actual harassment. If 
the statement "I was harassed" means only "someone said something with good intent that made 
me feel bad,"
then harassment is a minor thing, not worth bothering with. When words are stretched, 
they're stretched in both directions; if harassment has nothing to do with intent, then 
it's a relatively minor issue, and people who harass in the normal sense of the word can 
hide behind the dilution of the term. If the stretched meaning of the word becomes 
normal, they can say, "Hey, what's the big deal? All I did was harass her a 
little."

Speech that "offends" simply on the basis that someone claims to be offended is a fourth 
category apart from miscommunication, error, and harassment. If it's a private conversation and 
someone says "Stop talking to me, hanging around me, etc.," that request should be 
respected regardless of the reason. But if we're talking about public speech, a requirement to stop 
amounts to granting anyone's emotions a veto on other people's public statements, and I've already 
discussed the problem with that.

On 1/27/13 4:27 PM, Fitchett, Deborah wrote:

There's a reason the code isn't oriented around intent: which is that it's perfectly 
possibly to think one's an upstandin

[CODE4LIB] Job: Systems Librarian at Colgate University

[jobs]

Colgate University Libraries seeks a creative and user-oriented librarian to
serve as Systems Librarian. Reporting to the Head of Digital Initiatives and
Resources, this person will share leadership and responsibility for planning,
developing, integrating, implementing, and maintaining the digital systems and
services through which the Libraries support users in finding and using
information. The primary focus will include (but not be limited to) the
Libraries' integrated library system (currently Innovative Interfaces/III),
interlibrary services system, the Dematic Library Automated Storage and
Retrieval (LASR) system, and digital publishing platforms.

  
The successful candidate will collaborate with librarians, staff,
technologists, and faculty in a cutting edge library and technology facility.
The person will have a strong philosophical and functional grounding in
library services and the provision of technical and patron support in a
library setting.

  
Qualifications: An ALA-accredited master's degree or an equivalent master's
degree, plus two years' experience working in a library setting. All
librarians are expected to lead and work in a collaborative environment, to
possess a strong public service orientation, to communicate effectively, to
manage projects efficiently, and to work some evening, weekend, and holiday
hours.

  
The successful candidate will possess the best combination of the following:

  * Strong organizational, interpersonal, and project management skills; 
excellent oral and written communication skills; adaptability, creativity, and 
an aptitude to learn new technological tools and techniques
  * Experience and interest in providing user (preferably patron) support, 
reference service, and information literacy instruction
  * Working knowledge of an ILS (Innovative Interfaces Millennium/Sierra 
preferred but not required)
  * Proficiency with one or more programming or scripting languages and HTML/CSS
  * Familiarity with the MARC cataloging format
  * Working knowledge of the database technologies used to store, manipulate, 
and query structured data
  * Proficiency with standard desktop software and hardware
  * Familiarity with current and emerging trends, standards and technologies, 
and the intellectual curiosity to investigate, advise, and collaboratively 
implement new technology solutions
Additional information about Colgate University, the Colgate Libraries, and
the full job description can be found at
http://exlibris.colgate.edu/joinus.html

  
Application procedure: Letters of application should contain a discussion of
candidate's interest in developing as a teacher in an undergraduate, liberal-
arts college that emphasizes close student-faculty interaction. Candidates
will need to upload a letter of application, curriculum vita, and provide
email addresses for three references, including current supervisor. Official
transcripts will be required of candidates selected for an on-campus
interview. Review of application materials will begin on February 25, 2013 and
continue until the position is filled.

  
Colgate is a highly selective private liberal arts university located in
Hamilton, NY, and is an EO/AA employer. Developing and
sustaining a diverse faculty, staff, and student body further the university's
educational mission. Women and minorities are encouraged to
apply. Applicants with dual career considerations can find postings of other
employment opportunities at http://www.upstatenyherc.org



Brought to you by code4lib jobs: http://jobs.code4lib.org/job/5837/

[CODE4LIB] Job: Residency Program Librarian (2 openings) at University of Iowa

[jobs]

The UI Libraries is excited to announce two entry-level Librarian Residency
opportunities. The purpose of the University of Iowa Libraries' Residency
Program is to interest entry-level librarians who are members of historically
underrepresented groups in professional learning and service at the University
of Iowa Libraries and, ultimately, in a career in academic librarianship.
Residency positions come with two-year appointments and include benefits
coverage plus funding to support professional development activities.
Residents are also provided with a generous allowance for moving expenses.

  
Residency appointments are available in one of four specialties: Archives;
Health Sciences Librarianship; Scholarly Communication/Collections, and
Undergraduate Services. Final candidates will go through an interview process.
Start date of June 1, 2013.

  
Required Qualifications:

  * Graduate degree from an ALA-accredited program in Library and Information 
Science on or by May 31, 2013
  * General knowledge of physical and digital information resources
  * Demonstrated commitment to diversity in the workplace or community
  * Excellent written and oral communication skills
  * Ability to work in a team environment
  * Demonstrated interest in professional development and contribution
Additional qualifications for specialties:

  
The Archivist position encompasses a full range of professional activity in
two archival settings, the University Archives and the Iowa Women's Archives.
The position involves working under the supervision of the Head, Special
Collections & University Archives. Responsibilities include processing
collections, participating in acquisitions and outreach activities,
coordinating digitization efforts, assisting with user services tasks, and
working with colleagues in other departments in the library and across campus
on collaborative projects and events. Desired qualifications: Demonstrated
knowledge of or experience in archival studies, and familiarity with systems
such as Archon.

  
The Clinical Education Librarian position involves working under the
supervision of the Head, Health Sciences Education & Outreach, Hardin Library
for the Health Sciences. The Hardin Library for the Health Science's Education
unit plans, promotes, and provides information services that support the needs
of residents, faculty, researchers, staff and students in all the assigned
liaison departments in five health sciences colleges and the University of
Iowa Hospitals and Clinics. Responsibilities for this position include develop
and conduct tailored library education sessions for all assigned liaison
departments, work with faculty to learn about needs of students with the goal
of preparing sessions that are useful and can be integrated into the
curriculum, assists patrons with research and information management tools and
skills through individual and small group consultations, and investigate new
technologies that would enhance access to the changing information needs of
members of the health sciences campus. Desired qualifications: Familiarity
with health sciences resources such as PubMed; demonstrated knowledge of or
experience in instruction, reference, and outreach.

  
The Scholarly Communications/Collections position involves working under the
supervision of the Associate University Librarian, Collections and Scholarly
Communication. Responsibilities include usage analysis of digital and physical
collections, fund management for one or more collections areas, assistance
with Open Access Week events planning, electronic resource licensing, and
electronic resource management. Desired qualifications: Familiarity with
issues related to open access and scholarly communication; interest in
collections analysis, especially in terms of usage of e-resources; coursework
in collection management.

  
The Undergraduate Services position involves working under the supervision of
the Head, Research & Library Instruction. Responsibilities include working at
a centralized information desk, including monitoring chat service, instruction
to undergraduates, creating LibGuides, and collaborating on outreach
activities with the Undergraduate Services Librarian and the Learning Commons
Coordinator. Desired qualifications: Demonstrated knowledge of or experience
in instruction, reference, and outreach.

  
Please submit a resume, cover letter and the names/contact information of
three professional references. Please specify your preferred area of interest
in the cover letter (or first and second choices) along with a substantial
paragraph describing your skill set for serving a clientele of diverse
backgrounds. To help facilitate your application process, note the requisition
number -- 62068.



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[CODE4LIB] Job: Librarian, Utah Geological Survey at Utah

[jobs]

This position functions as the information manager of the Utah Geological
Survey (UGS) Library using library skills and GIS knowledge. The incumbent
applies library science principles and practices, including
reference/research, cataloging, circulation, collection development, serials,
and digitization projects. In addition, the incumbent writes articles for the
UGS newsletter and may create informational products to help answer some of
the most frequently asked questions (e.g., a GIS map that correlates
publications with geographic locations, and/or a guide that lists publications
on a certain subject.) The incumbent serves a variety of patrons, including
the Department of Natural Resources employees, researchers, and the public.
For more information about the UGS, go to http://geology.utah.gov For library
details and catalog, click on the "Library" button or access the library
directly at http://dnrlibrary.utah.gov



Brought to you by code4lib jobs: http://jobs.code4lib.org/job/5833/

[CODE4LIB] Job: Discovery Solutions Catalog Specialist at EBSCO Publishing

[jobs]

The Discovery Solutions Catalog Specialist is responsible for providing all
aspects of support (including but not limited to creating, testing,
customizing, and providing customer support) for EBSCO Publishing's loading of
custom institution databases such as customer catalogs and institutional
repositories as part of EBSCO Discover Service (EDS) and OPAC on EBSCOhost.

  
Primary Responsibilities:

  
Support EDS custom institution databases and customers by providing initial
set-up, and continued support. Initial set-up and support may include but is
not limited to:

  * Working closely with EBSCO Publishing Team members and the customer to 
obtain all necessary set-up information
  * Mapping customer catalog fields to EP field definitions
  * Development of custom mapping
  * QA testing
  * Working with Production and Database Designer
  * Maintain documentation on custom institution databases support processes, 
including creating internal and external FAQ's as needed
  * Respond to all customer queries within 24-48 hours and document all 
communications in NetCRM
  * Work closely with the Discovery Solutions Coordinator and/or Sales to 
provide support for questions pertaining to EBSCO Publishing's Discovery 
Solutions Services, such as EBSCO Discover Service (EDS), OPAC on EBSCOhost, 
EBSCOhost Integrated Search (EHIS), and AtoZ with Link Source
  * Assist in training team members as necessary
  * Assist Customer Relations team with workflow as necessary
  * Understand the technical environment, products serviced and systems used at 
EBSCO Publishing, and by our customers
  * Other areas of responsibility as deemed necessary for the proper support of 
customers and EBSCO Publishing's Discovery Solutions Services, such as EBSCO 
Discover Service (EDS), OPAC on EBSCOhost, EBSCOhost Integrated Search (EHIS), 
and AtoZ with Link Source
Requirements:

  * Bachelors Degree, or comparable work experience
  * Microsoft Requirements:
  * Excel: 1+ to 2 years required
  * Outlook: 1+ to 2 years required
  * PowerPoint: >1 year required
  * Word: 1+ to 2 years required
Preferred Qualifications:

  * Experience in data analysis and processing strongly preferred
  * MLS or MLIS preferred
  * Library industry related experience a plus
  * 1-2 years experience supporting customers using Web-based services, 
preferred
  * XML familiarity a plus
  * Excellent verbal and written communication
  * Positive attitude & team player
  * Excellent time management, multi-tasking, strong analytical abilities, and 
proven troubleshooting skills
About EBSCO Publishing: What We Offer

  
EBSCO Publishing is a leading provider of research databases for public
libraries, colleges, universities, schools, hospitals, medical institutions,
corporations and government institutions worldwide. The EBSCO Publishing
Campus is located in Ipswich, Massachusetts along the banks of the Ipswich
River. We are just minutes from the MBTA train stop and we provide 75%
commuter rail reimbursement. EBSCO Publishing offers a competitive employee
benefits package including Blue Cross Blue Shield health insurance, dental
insurance, vision, short and long term disability, life insurance, and a
retirement savings & profit sharing plan. Considered one of the top places to
work in Massachusetts, EBSCO Publishing also offers a subsidized cafeteria,
free coffee, an on-site fitness center with classes, and tuition
reimbursement.

  
About the Customer Satisfaction Department

  
When you join EBSCO Publishing as a Discovery Solutions Catalog Specialist,
you will contribute your skills to the Customer Satisfaction Department in
Ipswich, MA. This department provides technical support,
relationship management and customer training. Other
professionals working in the Customer Satisfaction Department include
technical support representatives, customer account specialists, operations
support, training specialists, catalog specialists and more.

  
Please apply online at www.ebscohost.com/careers1/jobs.php?detail=8914.

  
EBSCO Publishing is an equal opportunity employer and welcomes diversity in
the workplace. EOE M/F/H/V



Brought to you by code4lib jobs: http://jobs.code4lib.org/job/5831/

[CODE4LIB] Job: Discovery Sales Engineer at EBSCO Publishing

[jobs]

EBSCOhost databases and discovery technologies are the most-used, premium
online information resources for tens of thousands of institutions worldwide,
representing millions of end-users. EBSCO Discovery Service™ (EDS) creates a
unified, customized index of an institution's information resources, and an
easy, yet powerful means of accessing all of that content from a single search
box. The ability to create these custom solutions is achieved by harvesting
metadata from both internal (library) and external (database vendors) sources,
and creating a pre-indexed service of unprecedented size, speed, and
customization.

  
The Discovery Sales Engineer (DSE or a.k.a. Sales Engineer) is the primary
technical resource for the field sales force. The DSE is responsible for
actively driving and managing the technology evaluation stage of the sales
process, working in conjunction with the sales team as the key technical
advisor and product advocate. The DSE must be able to
articulate technology and product positioning to both business and technical
users.

  
The ideal candidate must be self-motivated with a proven track record in a
software, information, library sales support role and knowledge of
technology. The DSE must be comfortable in the dynamic
atmosphere of a technical organization with a rapidly expanding customer base.
Must possess strong presentation skills and be able to communicate
professionally in written responses to emails and RFIs/RFPs. Organized and
analytical, able to eliminate sales obstacles through creative and adaptive
technical approaches.

  
The individual in this position can work remotely and live anywhere in the
United States.

  
Primary Responsibilities:

  * Regional authoritative expert on technology aspects of platform 
functionality, markets, trends and flow feature information from the field into 
Product Management.
  * Establish strong relationships with regional Sales and customer support 
teams, as well as existing and prospective customers.
  * Create and manage Sales support tools
  * Author and assist with documentation to support the regional pre-sales 
process
  * Provide regular updates to Discovery Service Engineering management, 
keeping the flow of information and lines of communication open.
Requirements:

  * Minimum three(3) years of progressive experience in Consulting, Product 
Management, Sales or related field.
  * Minimum three(3) years of experience and excellence in presenting 
technology, Internet, or software application products to internal and external 
audiences and various levels of Management.
  * Minimum 2 years experience with EBSCOhost products
  * B.S. in computer science, library science, or a related field
  * Fluency in written and spoken English
  * Ability to travel approx. 50% within to regional and international locations
Preferred Qualifications:

  * Expertise in Integrated Library Systems (ILS) products and protocols (e.g. 
Z39.50, OpenURL, NCIP).
  * Experience with institutional repository software and standards (e.g. 
OAI-PMH).
  * Experience with portal software (e.g. VuFind, Sharepoint) and programming 
with Application Programming Interfaces (API) in a web application language 
(e.g. PHP, Ruby, Java, C#, ASP.Net).
  * Proficiency in HTML and JavaScript development.
  * Proficiency in large data file analysis (e.g. MARC, XML) and manipulation.
  * Ability to clearly and concisely communicate thoughts and ideas in person, 
over the telephone, and in written correspondence to small and large groups and 
to different management levels and departments within organizations.
  * Experience and strong technology skills in a variety of Internet 
technologies, with an ability to rapidly learn and adapt to new technology.
  * Ability to multi-task and work independently is critical, while maintaining 
team involvement and meeting deadlines and deliverables. Extremely organized, 
detail oriented, and accurate; with strong problem solving and analytical 
skills.
  * Previous experience with the interface usability habits of universities and 
research institutions' various types of users such as students, researchers, 
faculty, and librarians.
About EBSCO Publishing: What We Offer

  
EBSCO Publishing is a leading provider of research databases for public
libraries, colleges, universities, schools, hospitals, medical institutions,
corporations and government institutions worldwide. The EBSCO Publishing
Campus is located in Ipswich, Massachusetts along the banks of the Ipswich
River. We are just minutes from the MBTA train stop and we provide 75%
commuter rail reimbursement. EBSCO Publishing offers a competitive employee
benefits package including Blue Cross Blue Shield health insurance, dental
insurance, vision, short and long term disability, life insurance, and a
retirement savings & profit sharing plan. Considered one of the top places to
work in Massachusetts, EBSCO Publishing also offers a subsidized cafeteria,
free coffee, an on-site fitn

[CODE4LIB] Job: Lead Web Developer at Victoria and Albert Museum

[jobs]

The V&A is the world's greatest museum of art and design, holding in excess of
1 million objects. Each year over 2 million people visit
V&A museums and there over 11 million web visits. The V&A's ambition is to
provide the leading digital experience for art and design on the web and
mobile.

  
The Digital Media department's purpose is to deliver a world-leading web
experience that reflects the depth and breadth of the V&A's collections and
engages visitors with art and design, whether directly through our branded
Museum products and services sites, or indirectly through syndicated data
publishing. Our digital services assume open data as
standard as far as possible and our development environment uses predominantly
open-source software.

  
The Digital Media Department is a small team consisting of the Head of
Digital, the Digital Content Delivery Manager, the Lead Web Developer, a Web
Developer, the Senior Content Editor, two Content Editors and an Admin
Assistant. The team works very closely with departments across the Museum
especially Information Systems Services and Collections Management Department.

  
** Purpose of job**  
  
Working with the Digital Content Delivery Manager you will be responsible for
leading the development of digital services delivered by the Museum's web
applications. You will be responsible for managing the
development process to implement enhancements, changes and inter-system
integration work, as prioritised by the Digital Content Delivery Manager.

  
You will be responsible for ensuring a seamless web experience is provided for
users from the portfolio of underlying web platforms and managed services that
together deliver digital content to our visitors on the web and mobile
devices. You will be responsible for ensuring technical
consistency and best practice, developing and integrating new enhancements and
keeping up to date with evolving web standards and accessibility.

  
You will work with the Digital Content Delivery Manager to create and maintain
web applications within a dynamic and integrated environment that is data-
driven, modular and scalable. You will manage the permanent Web Developer and
contract developers as required and will maintain the consistent day-to-day
operation of the web applications, as well as the development process that
improves them.

  
The delivery of content, products and services by the Digital Media department
is based upon a data-driven model. The underlying
foundation is a core data-publishing function that collates content and media
from a number of authoritative systems and makes this accessible to our end-
user services via structured data output served by several
APIs. You will be responsible for maintaining and
developing this core data engine, and the related front-end interfaces that
convert that data into user services. These include the
main website, Search the Collections and What's On as well as other web-
technology based services including mobile mapping and digital labels.

  
You will also be responsible for integration with other modular services that
may be provided by third parties and for ensuring our content is available via
data distribution to other Museum partners.

  
Main tasks

  
1. To develop core museum web applications in-house mainly using the Django
python application framework, as well as SymfonyPHP web application frameworks
and Drupal. This will involve building the applications, creating and
maintaining documentation and overseeing the web application development
process, and managing the permanent Web Developer and other developers as
required.

2. To be responsible for technical integration of Museum web applications with
the main content management and other distributed web and digital systems.
This may include creating and developing output templates in the content
systems (Squiz Matrix, Drupal), data integration with Museum systems or third
party services. This will involve extensive consultation with users and
provision of information, instruction and advice on the web application
infrastructure.

3. To work with designers and be responsible for the implementation of designs
created within the overall digital experience.

4. As the developer responsible for the functionality of the Museum's web
services, to advise Museum staff on what functionality it is desirable to
create within the core applications and that which should be provided by
integrated managed services.

5. To be responsible for maintaining optimized performance across the
portfolio of web applications.

6. To provide technical advice to, and liaise with suppliers of underlying IT
infrastructure that supports the web applications and services for which you
are responsible. This will include the Museum IT technical staff (ISSD -
Information Systems Support Department) and other remote managed hosted
services.

7. To assist the Digital Content Delivery Manager in maintaining a general
awareness of new web technologies and to esta

Re: [CODE4LIB] Group Decision Making (was Zoia)

[Fitchett, Deborah]

I'm not creating any categories. Whether or not "unintentional harassment" is 
"actual harassment", it's still worth bothering with. Even if it's "a minor 
thing" it's still worth bothering with. Even if someone only harasses me "a 
little" because I'm a woman, it still decreases my enjoyment of the community 
we're participating in simply because I'm a woman and that's still worth 
bothering with.

Because all the hundreds of "unintentional" and "minor" and "little" bits of 
harassment add up. They really, really add up, you know? That one time some guy 
tried to rape me actually wasn't as impactful (for me personally; mileage 
varies a lot on this kind of thing) as the hundreds of times guys merely 
honked/whistled/catcalled when I'm walking along the street.

No-one's trying to treat every situation as equivalent, except perhaps you. The 
code of conduct allows admins/helpers/whoever to take the precise nature of the 
situation into account and choose an appropriate response. So excluding types 
of situations from even being considered as problems is unnecessary - and it's 
*really* counterproductive, because those types of "minor" situations, in the 
aggregate, are as great a barrier to the inclusion of underrepresented groups 
as any single "major" event.

Deborah 

-Original Message-
From: Code for Libraries [mailto:CODE4LIB@LISTSERV.ND.EDU] On Behalf Of Gary 
McGath
Sent: Monday, 28 January 2013 1:45 PM
To: CODE4LIB@LISTSERV.ND.EDU
Subject: Re: [CODE4LIB] Group Decision Making (was Zoia)

Miscommunication, error, and harassment are all legitimate concerns.
Sometimes one person says something and another person hears it as offensive 
where no offense was intended. Sometimes people say things based on assumptions 
that they should have questioned but didn't.
Sometimes they set out to dominate or hurt another person. These are three 
different things, and treating them as equivalent is more likely to make the 
situation worse than to help.

Creating the category of "unintentional harassment" diminishes the nature of 
actual harassment. If the statement "I was harassed" means only "someone said 
something with good intent that made me feel bad,"
then harassment is a minor thing, not worth bothering with. When words are 
stretched, they're stretched in both directions; if harassment has nothing to 
do with intent, then it's a relatively minor issue, and people who harass in 
the normal sense of the word can hide behind the dilution of the term. If the 
stretched meaning of the word becomes normal, they can say, "Hey, what's the 
big deal? All I did was harass her a little."

Speech that "offends" simply on the basis that someone claims to be offended is 
a fourth category apart from miscommunication, error, and harassment. If it's a 
private conversation and someone says "Stop talking to me, hanging around me, 
etc.," that request should be respected regardless of the reason. But if we're 
talking about public speech, a requirement to stop amounts to granting anyone's 
emotions a veto on other people's public statements, and I've already discussed 
the problem with that.

On 1/27/13 4:27 PM, Fitchett, Deborah wrote:
> There's a reason the code isn't oriented around intent: which is that it's 
> perfectly possibly to think one's an upstanding equitable-minded person but 
> still make offensive comments that do in fact constitute harassment. This is 
> another thing I can say "been there done that" about, in various contexts. I 
> *thought* I was being respectful - but I wasn't. On at least one occasion I 
> was saying something racist; on at least another I was demeaning a friend. 
> Completely unintentionally, but if you accidentally step on someone's foot 
> it's still your responsibility to back off and say sorry the instant you 
> become aware of the fact.
>
> (There may not be a universal objective consensus as to what is or 
> isn't offensive, but nor is there a universal objective consensus as 
> to what someone's intent is. People say "I didn't mean to be offensive 
> therefore I didn't harass you" all the time, sometimes ingenuously, 
> sometimes (as I did) absolutely sincerely, and how are we to tell the 
> two apart? Meantime someone still got hurt.)
>
> So a code of conduct needs to allow for unintentional harassment in a way 
> that protects the person who got hurt without being unduly censorious to the 
> person who hurt. Which this code does: it says ~"If you're asked to stop 
> harassing behaviour you're expected to comply". Because if you didn't intend 
> offense then you'll want to stop as soon as you're aware you've offended. So 
> stop, and everyone moves on. You're not going to be banned for accidentally 
> stepping on someone's foot.
>
> If you persist or if your actions were really egregious then that's another 
> matter and that's why we need to mention other possible sanctions. But these 
> aren't things you're likely to do accidentally, so there's no need to be 
> stresse

Re: [CODE4LIB] Group Decision Making (was Zoia)

[Gary McGath]

Miscommunication, error, and harassment are all legitimate concerns.
Sometimes one person says something and another person hears it as
offensive where no offense was intended. Sometimes people say things
based on assumptions that they should have questioned but didn't.
Sometimes they set out to dominate or hurt another person. These are
three different things, and treating them as equivalent is more likely
to make the situation worse than to help.

Creating the category of "unintentional harassment" diminishes the
nature of actual harassment. If the statement "I was harassed" means
only "someone said something with good intent that made me feel bad,"
then harassment is a minor thing, not worth bothering with. When words
are stretched, they're stretched in both directions; if harassment has
nothing to do with intent, then it's a relatively minor issue, and
people who harass in the normal sense of the word can hide behind the
dilution of the term. If the stretched meaning of the word becomes
normal, they can say, "Hey, what's the big deal? All I did was harass
her a little."

Speech that "offends" simply on the basis that someone claims to be
offended is a fourth category apart from miscommunication, error, and
harassment. If it's a private conversation and someone says "Stop
talking to me, hanging around me, etc.," that request should be
respected regardless of the reason. But if we're talking about public
speech, a requirement to stop amounts to granting anyone's emotions a
veto on other people's public statements, and I've already discussed the
problem with that.

On 1/27/13 4:27 PM, Fitchett, Deborah wrote:
> There's a reason the code isn't oriented around intent: which is that it's 
> perfectly possibly to think one's an upstanding equitable-minded person but 
> still make offensive comments that do in fact constitute harassment. This is 
> another thing I can say "been there done that" about, in various contexts. I 
> *thought* I was being respectful - but I wasn't. On at least one occasion I 
> was saying something racist; on at least another I was demeaning a friend. 
> Completely unintentionally, but if you accidentally step on someone's foot 
> it's still your responsibility to back off and say sorry the instant you 
> become aware of the fact.
> 
> (There may not be a universal objective consensus as to what is or isn't 
> offensive, but nor is there a universal objective consensus as to what 
> someone's intent is. People say "I didn't mean to be offensive therefore I 
> didn't harass you" all the time, sometimes ingenuously, sometimes (as I did) 
> absolutely sincerely, and how are we to tell the two apart? Meantime someone 
> still got hurt.)
> 
> So a code of conduct needs to allow for unintentional harassment in a way 
> that protects the person who got hurt without being unduly censorious to the 
> person who hurt. Which this code does: it says ~"If you're asked to stop 
> harassing behaviour you're expected to comply". Because if you didn't intend 
> offense then you'll want to stop as soon as you're aware you've offended. So 
> stop, and everyone moves on. You're not going to be banned for accidentally 
> stepping on someone's foot.
> 
> If you persist or if your actions were really egregious then that's another 
> matter and that's why we need to mention other possible sanctions. But these 
> aren't things you're likely to do accidentally, so there's no need to be 
> stressed.
> 
> Deborah
> 


-- 
Gary McGath, Professional Software Developer
http://www.garymcgath.com

Re: [CODE4LIB] Group Decision Making (was Zoia)

[Cary Gordon]

I think that whatever the powers that be or not be decide or come to
consensus upon should be incorporated in the How to Hack Code4Lib wiki
page and that the page should serve as the canonical touchstone for
the community.

That page is concise and to the point, both laudable qualities in my opinion.

Cary

On Sun, Jan 27, 2013 at 2:50 PM, Shaun Ellis  wrote:
> If you didn't intend offense, then I think the fear is in being publicly
> labeled a *ist in front of your peers when you would be more than willing to
> comply when made aware or approached in private.  Public humiliation like
> that would be a form of punishment that may be undue. I get what you're
> saying, and I think everyone on all sides of the issue has made excellent
> points.
>
> It seems to me that any party hosting a "meat-space" event, has the right to
> implement, interpret, and enforce their own anti-harassment policy since
> they are the authority in that context.  Perhaps the one on GitHub can be
> used as boilerplate.
>
> I think Ian's idea of the "statement of belief" or "etiquette guidelines" is
> possibly more appropriate for online spaces, since in some cases there is no
> clear or actual authority.  Even when a fora has an admin (or perhaps
> @helpers in the IRC), it adds much more responsibility and visibility to
> their role than they may have signed up for.  Unlike a conference, it's year
> round responsibility to deal with any issues that may arise.
>
> I also like Jason's idea of highlighting/promoting the guidelines in online
> fora to make sure they are widely read.  For example, the wiki does have
> some basic guidelines in this area that might be worthy of their own
> "sticky" page:
> http://wiki.code4lib.org/index.php/How_to_hack_code4lib#Don.27t_be_sexist.2Fracist.2F.2Aist
>
> -Shaun
>
>
>
> On 1/27/13 4:27 PM, Fitchett, Deborah wrote:
>>
>> There's a reason the code isn't oriented around intent: which is that it's
>> perfectly possibly to think one's an upstanding equitable-minded person but
>> still make offensive comments that do in fact constitute harassment. This is
>> another thing I can say "been there done that" about, in various contexts. I
>> *thought* I was being respectful - but I wasn't. On at least one occasion I
>> was saying something racist; on at least another I was demeaning a friend.
>> Completely unintentionally, but if you accidentally step on someone's foot
>> it's still your responsibility to back off and say sorry the instant you
>> become aware of the fact.
>>
>> (There may not be a universal objective consensus as to what is or isn't
>> offensive, but nor is there a universal objective consensus as to what
>> someone's intent is. People say "I didn't mean to be offensive therefore I
>> didn't harass you" all the time, sometimes ingenuously, sometimes (as I did)
>> absolutely sincerely, and how are we to tell the two apart? Meantime someone
>> still got hurt.)
>>
>> So a code of conduct needs to allow for unintentional harassment in a way
>> that protects the person who got hurt without being unduly censorious to the
>> person who hurt. Which this code does: it says ~"If you're asked to stop
>> harassing behaviour you're expected to comply". Because if you didn't intend
>> offense then you'll want to stop as soon as you're aware you've offended. So
>> stop, and everyone moves on. You're not going to be banned for accidentally
>> stepping on someone's foot.
>>
>> If you persist or if your actions were really egregious then that's
>> another matter and that's why we need to mention other possible sanctions.
>> But these aren't things you're likely to do accidentally, so there's no need
>> to be stressed.
>>
>> Deborah
>>
>> -Original Message-
>> From: Code for Libraries [mailto:CODE4LIB@LISTSERV.ND.EDU] On Behalf Of
>> Ian Walls
>> Sent: Saturday, 26 January 2013 3:24 AM
>> To: CODE4LIB@LISTSERV.ND.EDU
>> Subject: Re: [CODE4LIB] Group Decision Making (was Zoia)
>>
>> My concern over the anti-harassment policy is part of the definition of
>> "harassment", particularly:
>>
>> "It includes offensive verbal comments or non-verbal expressions related
>> to gender, gender identity, gender expression, sexual orientation,
>> disability, physical appearance, body size, race, age, religious beliefs,
>> sexual or discriminatory images in public spaces (including online)".
>>
>> I'm sure that no one in the community would intentionally "threaten
>> another person or group, or produce an unsafe environment", but the policy
>> does not seem to be oriented around intent, but rather the reaction of the
>> person or group who feels offended.  People can be offended by all variety
>> of material, and there is no universal, objective consensus as to what is
>> and is not offensive.  This translates roughly to:
>>
>> "I am offended by something you said, therefore you harassed me".
>>
>> This makes me uncomfortable, because even though I can control my own
>> behavior and treat others with respect, I cann

Re: [CODE4LIB] Group Decision Making (was Zoia)

[Wilhelmina Randtke]

"we wouldn't have to worry about coding up rules that work for every
conceivable situation"

I agree with Ian Wells here.

It's a bad idea to try and cover every possible situation.  Formal
structure locks in something before it's tried and almost always that mean
the wrong thing is locked in.  Detailed restrictions on behavior are a bad
idea because they aren't effective at preventing bad behavior and later,
when you understand problem behaviors better or when new problems arise,
it's difficult to change a complex detailed policy.  A loose policy ends up
being easier to apply and enforce.

What should be covered concretely is how to handle a complaint.  If
complaints are handled well, then bad situations are more likely to be
dealt with, and misunderstandings or not-so-bad situations are more likely
to get to a point where the person who was offended can have closure, feel
like they were listened to, and move on without leaving the group.

-Wilhelmina Randtke

On Fri, Jan 25, 2013 at 12:46 PM, Ian Walls wrote:

> +1
>
> Perhaps, instead of a policy document (which is inherently rules-based), we
> have a statement of belief and a pledge to stand by it (which is more of a
> good-faith social contract).  Those of us who believe in it could sign it
> in
> some way, perhaps through GitHub  This way we'd still have a document to
> point people at, but we wouldn't have to worry about coding up rules that
> work for every conceivable situation.
>
> A basic statement of belief:
>
> We don't believe that people should harm each other.
>
> The basic situations we'd need to cover are:
>
> a) I am harmed by someone - a pledge to speak up, either to the person
> directly or to someone else in the community
> b) someone is harmed by me - a pledge to review my behavior and take
> appropriate action (apologize, or explain why I feel the behavior is
> justified)
> c) someone is harmed by someone else - a pledge to be willing to listen to
> both parties, and form our opinions of the situation in light of the
> statement of belief
>
> Do you all think something like this would work for the whole community?
>
>
> -Ian
>
> -Original Message-
> From: Code for Libraries [mailto:CODE4LIB@LISTSERV.ND.EDU] On Behalf Of
> Jonathan Rochkind
> Sent: Friday, January 25, 2013 1:25 PM
> To: CODE4LIB@LISTSERV.ND.EDU
> Subject: Re: [CODE4LIB] Group Decision Making (was Zoia)
>
> >  The best way, in my mind,
> is to somehow create a culture where someone can say: "you know, I'm not ok
> with that kind of remark" and the person spoken to can respond "OK, I'll
> think about that."
>
> I think that's a really good to try to create, Karen says it just right.
> Note that "OK, I'll think about it" is neither "No, you must be mistaken"
> nor "Okay, I will immediately do whatever you ask of me."  But it does need
> to be a legitimate actual "I'll think about it", seriously.
>
> The flip side is that the culture is also one where when someone says "you
> know, I'm not ok with that kind of remark", it often means "And I'd like
> you
> to think about that, in a real serious way" rather than "And I expect you
> to
> immediately change your behavior to acede to my demands."
>
> Of course, what creates that, from both ends, is a culture of trust.  Which
> I think code4lib actually has pretty a pretty decent dose of already, let's
> try to keep it that way. (In my opinion, one way we keep it that way is by
> continuing to resist becoming a formal rules-based bueurocratic
> organization, rather than a community based on social ties and good faith).
>
> Now, at some times it might really be neccesary to say "And I expect you to
> immediately stop what you're doing and do it exactly like I say."  Other
> times it's not.  But in our society as a whole, we are so trained to think
> that everything must be rules-based rather than based on good faith trust
> between people who care about each other, that we're likely to asume that
> "you know, i'm not ok with that remark" ALWAYS implies "And therefore I
> think you are an awful person, and your only hope of no longer being an
> awful person is to immediately do exactly what I say."  Rather than "And I
> expect you to think about this seriously, and maybe get back to me on what
> you think."  So if you do mean the second one when saying "you know, i'm
> not
> ok with that remark", it can be helpful to say so, to elicit the
> self-reflection you want, rather than defensiveness.  And of course, on the
> flip-side, it is obviously helpful if you can always respond to "you know,
> i'm really not okay with that"!
>   with reflection, rather than defensiveness.
> 
> From: Code for Libraries [CODE4LIB@LISTSERV.ND.EDU] on behalf of Karen
> Coyle
> [li...@kcoyle.net]
> Sent: Friday, January 25, 2013 12:22 PM
> To: CODE4LIB@LISTSERV.ND.EDU
> Subject: Re: [CODE4LIB] Group Decision Making (was Zoia)
>
> On 1/24/13 3:09 PM, Shaun Ellis wrote:
> >
> >
> > To be clear, I am only u

Re: [CODE4LIB] Group Decision Making (was Zoia)

[Shaun Ellis]

If you didn't intend offense, then I think the fear is in being publicly 
labeled a *ist in front of your peers when you would be more than 
willing to comply when made aware or approached in private.  Public 
humiliation like that would be a form of punishment that may be undue. 
I get what you're saying, and I think everyone on all sides of the issue 
has made excellent points.


It seems to me that any party hosting a "meat-space" event, has the 
right to implement, interpret, and enforce their own anti-harassment 
policy since they are the authority in that context.  Perhaps the one on 
GitHub can be used as boilerplate.


I think Ian's idea of the "statement of belief" or "etiquette 
guidelines" is possibly more appropriate for online spaces, since in 
some cases there is no clear or actual authority.  Even when a fora has 
an admin (or perhaps @helpers in the IRC), it adds much more 
responsibility and visibility to their role than they may have signed up 
for.  Unlike a conference, it's year round responsibility to deal with 
any issues that may arise.


I also like Jason's idea of highlighting/promoting the guidelines in 
online fora to make sure they are widely read.  For example, the wiki 
does have some basic guidelines in this area that might be worthy of 
their own "sticky" page:
http://wiki.code4lib.org/index.php/How_to_hack_code4lib#Don.27t_be_sexist.2Fracist.2F.2Aist 



-Shaun


On 1/27/13 4:27 PM, Fitchett, Deborah wrote:

There's a reason the code isn't oriented around intent: which is that it's perfectly 
possibly to think one's an upstanding equitable-minded person but still make offensive 
comments that do in fact constitute harassment. This is another thing I can say 
"been there done that" about, in various contexts. I *thought* I was being 
respectful - but I wasn't. On at least one occasion I was saying something racist; on at 
least another I was demeaning a friend. Completely unintentionally, but if you 
accidentally step on someone's foot it's still your responsibility to back off and say 
sorry the instant you become aware of the fact.

(There may not be a universal objective consensus as to what is or isn't offensive, but 
nor is there a universal objective consensus as to what someone's intent is. People say 
"I didn't mean to be offensive therefore I didn't harass you" all the time, 
sometimes ingenuously, sometimes (as I did) absolutely sincerely, and how are we to tell 
the two apart? Meantime someone still got hurt.)

So a code of conduct needs to allow for unintentional harassment in a way that protects 
the person who got hurt without being unduly censorious to the person who hurt. Which 
this code does: it says ~"If you're asked to stop harassing behaviour you're 
expected to comply". Because if you didn't intend offense then you'll want to stop 
as soon as you're aware you've offended. So stop, and everyone moves on. You're not going 
to be banned for accidentally stepping on someone's foot.

If you persist or if your actions were really egregious then that's another 
matter and that's why we need to mention other possible sanctions. But these 
aren't things you're likely to do accidentally, so there's no need to be 
stressed.

Deborah

-Original Message-
From: Code for Libraries [mailto:CODE4LIB@LISTSERV.ND.EDU] On Behalf Of Ian 
Walls
Sent: Saturday, 26 January 2013 3:24 AM
To: CODE4LIB@LISTSERV.ND.EDU
Subject: Re: [CODE4LIB] Group Decision Making (was Zoia)

My concern over the anti-harassment policy is part of the definition of 
"harassment", particularly:

"It includes offensive verbal comments or non-verbal expressions related to gender, 
gender identity, gender expression, sexual orientation, disability, physical appearance, 
body size, race, age, religious beliefs, sexual or discriminatory images in public spaces 
(including online)".

I'm sure that no one in the community would intentionally "threaten another person 
or group, or produce an unsafe environment", but the policy does not seem to be 
oriented around intent, but rather the reaction of the person or group who feels 
offended.  People can be offended by all variety of material, and there is no universal, 
objective consensus as to what is and is not offensive.  This translates roughly to:

"I am offended by something you said, therefore you harassed me".

This makes me uncomfortable, because even though I can control my own behavior 
and treat others with respect, I cannot anticipate the reactions of others with 
sufficient accuracy to compensate for the risk of the sanction.
Therefore for any interaction in Code4Lib under this policy, I have the wonder 
if something I've said may be misinterpreted or read into in such a way as to 
produce offense.  Very stressful, and a deterrent to participating in the 
community.

Having a section of the policy to deal with misunderstandings and inadvertent 
offense would go a long way towards alleviating my fear of banned for what 
would appear to me as

Re: [CODE4LIB] Group Decision Making (was Zoia)

[Fitchett, Deborah]

There's a reason the code isn't oriented around intent: which is that it's 
perfectly possibly to think one's an upstanding equitable-minded person but 
still make offensive comments that do in fact constitute harassment. This is 
another thing I can say "been there done that" about, in various contexts. I 
*thought* I was being respectful - but I wasn't. On at least one occasion I was 
saying something racist; on at least another I was demeaning a friend. 
Completely unintentionally, but if you accidentally step on someone's foot it's 
still your responsibility to back off and say sorry the instant you become 
aware of the fact.

(There may not be a universal objective consensus as to what is or isn't 
offensive, but nor is there a universal objective consensus as to what 
someone's intent is. People say "I didn't mean to be offensive therefore I 
didn't harass you" all the time, sometimes ingenuously, sometimes (as I did) 
absolutely sincerely, and how are we to tell the two apart? Meantime someone 
still got hurt.)

So a code of conduct needs to allow for unintentional harassment in a way that 
protects the person who got hurt without being unduly censorious to the person 
who hurt. Which this code does: it says ~"If you're asked to stop harassing 
behaviour you're expected to comply". Because if you didn't intend offense then 
you'll want to stop as soon as you're aware you've offended. So stop, and 
everyone moves on. You're not going to be banned for accidentally stepping on 
someone's foot.

If you persist or if your actions were really egregious then that's another 
matter and that's why we need to mention other possible sanctions. But these 
aren't things you're likely to do accidentally, so there's no need to be 
stressed.

Deborah

-Original Message-
From: Code for Libraries [mailto:CODE4LIB@LISTSERV.ND.EDU] On Behalf Of Ian 
Walls
Sent: Saturday, 26 January 2013 3:24 AM
To: CODE4LIB@LISTSERV.ND.EDU
Subject: Re: [CODE4LIB] Group Decision Making (was Zoia)

My concern over the anti-harassment policy is part of the definition of 
"harassment", particularly:

"It includes offensive verbal comments or non-verbal expressions related to 
gender, gender identity, gender expression, sexual orientation, disability, 
physical appearance, body size, race, age, religious beliefs, sexual or 
discriminatory images in public spaces (including online)".

I'm sure that no one in the community would intentionally "threaten another 
person or group, or produce an unsafe environment", but the policy does not 
seem to be oriented around intent, but rather the reaction of the person or 
group who feels offended.  People can be offended by all variety of material, 
and there is no universal, objective consensus as to what is and is not 
offensive.  This translates roughly to:

"I am offended by something you said, therefore you harassed me".

This makes me uncomfortable, because even though I can control my own behavior 
and treat others with respect, I cannot anticipate the reactions of others with 
sufficient accuracy to compensate for the risk of the sanction.
Therefore for any interaction in Code4Lib under this policy, I have the wonder 
if something I've said may be misinterpreted or read into in such a way as to 
produce offense.  Very stressful, and a deterrent to participating in the 
community.

Having a section of the policy to deal with misunderstandings and inadvertent 
offense would go a long way towards alleviating my fear of banned for what 
would appear to me as no reason.


-Ian

-Original Message-
From: Code for Libraries [mailto:CODE4LIB@LISTSERV.ND.EDU] On Behalf Of 
Fitchett, Deborah
Sent: Thursday, January 24, 2013 10:32 PM
To: CODE4LIB@LISTSERV.ND.EDU
Subject: Re: [CODE4LIB] Group Decision Making (was Zoia)

When I quote ~"you're spoiling our fun" it's at the level of a paraphrase of 
one aspect of a synthesis of actual responses. It wasn't by any means the whole 
conversation; I don't recall if it was even the whole of any one person's 
response; but it was one prominent theme that came out of the response to 
people speaking up about problems with Zoia, and that prominence can be 
offputting. Mitigating this was that an even more prominent theme was "Okay, 
let's fix things". But this isn't maths and they don't cancel out:
they're both there.

This all said, I actually don't want to talk about Zoia. I don't want to sound 
like I'm stomping on people when all I want to say is that this dynamic exists 
(here, everywhere). And talking about Zoia also feels like a distraction from 
the question I asked and I think Karen was getting at, which is again: going 
forward, how do we react when we're having fun and we're made aware that 
someone else is being hurt by the thing we find fun?

I doubt we need a standard operating procedure but it's something really worth 
thinking about in advance of when it happens. Because it's hard, when that 
happens (having been there) : one wants to be

Re: [CODE4LIB] Bootstrap

[Lin, Kun]

Hi Ron,

Thanks for the comparison. Choosing a Framework is not an easy task as once you 
start to build on it, it is really difficult to make a move.

Thanks
Kun 
Catholic University of America

-Original Message-
From: Code for Libraries [mailto:CODE4LIB@LISTSERV.ND.EDU] On Behalf Of Ron 
Gilmour
Sent: Saturday, January 26, 2013 9:53 PM
To: CODE4LIB@LISTSERV.ND.EDU
Subject: Re: [CODE4LIB] Bootstrap

And if you're really in the mood to shop around ...

Which Is Right for Me? 22 Responsive CSS Frameworks and Boilerplates 
Explainedby
Joshua Johnson

Ron Gilmour
Web Services Librarian
Ithaca College Library



On Sat, Jan 26, 2013 at 9:43 PM, Gabriel Farrell  wrote:

> Another front-end framework that's been gaining traction is Foundation 
> ( http://foundation.zurb.com/). It might be worth comparing with 
> Bootstrap as you make your decision.
>
>
> On Sat, Jan 26, 2013 at 9:29 AM, Danaye Gebru  wrote:
>
> > A similar alternative to Twitter Bootstrap is Gumby,  
> > http://gumbyframework.com/  . I've used 
> > it
> to
> > build SLU's Library newsletter website in drupal 6, 
> > http://libraries.slu.edu/newsletter .
> >
> > On Fri, Jan 25, 2013 at 3:47 PM, Ron Gilmour 
> wrote:
> >
> > > I used Twitter Bootstrap for the development of the Ithaca College
> > Library
> > > website . It has a lot of great features 
> > > and
> > is
> > > pretty easy to modify.
> > >
> > > At the risk of shameless self-promotion, I'll mention that I'm 
> > > giving a talk on the process of responsive web development at this 
> > > event.
> > > The presentation will include some stuff about Bootstrap.
> > >
> > > Ron Gilmour
> > > Web Services Librarian
> > > Ithaca College Library
> > >
> > >
> > >
> > >
> > >
> > > On Fri, Jan 25, 2013 at 3:59 PM, Lin, Kun  wrote:
> > >
> > > > Hi Everyone,
> > > > Has anyone try to use Bootstrap for web develop before? How is 
> > > > the framework? Does it works well?
> > > >
> > > > Thanks
> > > > Kun Lin
> > > >
> > >
> >
> >
> >
> > --
> > Danaye Gebru
> > Technology Coordinator
> > Pius XII Memorial Library
> > Saint Louis University
> > 3650 Lindell Blvd.
> > St. Louis, Missouri 63108
> > Tel. 314-977-6772
> > Email dge...@slu.edu
> >
>