more than money: recruiting and retaining library it staff
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More Than Money: Recruiting and Retaining Library IT Staff
Janet Crum, Head, Library Technology Services, Northern Arizona University, janet.crum@nau.edu @crumj
Aaron Dobbs, Scholarly Communications, eResource Development, and Web Librarian, Shippensburg University of Pennsylvania, awdobbs@ship.edu @awd
Bill Helman, Information Technology Librarian, Towson University, whelman@towson.edu, @thinkpol
Kelly Sattler, Head of Web Services, Michigan State University, sattler9@mail.lib.msu.edu, @ksattler
LITA Forum, Nov. 14th, 2015 $$$
$$$
All meeple images by Caig, modified under CreativeCommons
Topics for today: Overview – the why and what of the research Demographics – who’s responded so far Recruitment factors – what attracts good talent Retention factors – what keeps them Gender and retention – one way to break out the data Wrap up and discussion
???
Overview
What we did, why we did it and who’s responded so far.
The Questions
“How should we be recruiting for library IT jobs?”
“How do we keep good people once we get them?”
Why We’re Interested
We wanted to provide management with evidence to support decisions on pay, benefits, and organizational culture.
As well as to provide feedback on how to improve the overall workplace not just for IT, but for all library staff too.
Research!
photo by flickr user ubarchives
Please take the survey: https://www.surveymonkey.com/r/B2RVW77
Primary household income earner
Plenty of library experience with same employer
Works in higher ed, lives in the US
Has a spouse or domestic partner
White male. Late 30’s/early 40’s
Demographics
photo by flickr user kalexanderson
Not a librarian, doesn’t supervise anyone
Please take the survey: https://www.surveymonkey.com/r/B2RVW77
RecruitmentWhat factors encourage library IT staff to accept a position?
How people found their library IT job
Already working there Online Knowing someone
41%
35%30%
45%
39%
30%
All respondents Past 3 years
Social media platforms used
YouTubeTwitter
PinterestOther / Already work here
None, because none existed back thenNone, because I don't use Social Media
LinkedInGoogle +
GlassdoorFacebook
0% 10% 20% 30% 40% 50%
<= 3 yearsAll respondents
Meet and Interrogate Majority of people (81%) when interviewed got to meet their future
teammates Almost all were able to ask questions of the perspective employer (95%-
98%) This influenced their decision to take the job at least somewhat (74%-84%) Stated reasons it didn’t influence a person’s decision:
• Needed a job• Didn’t know better/too young• Responsibilities added
without interview
• I am “the team”• Went by description alone• Already familiar with
environment/people
Our Recruitment Factors Salary Opportunities for promotion
and/or professional growth and development
Prestige/reputation of institution Insurance benefits for self/family Tuition benefits for self/family Perceived job security Organization’s mission and values
Paid time off (vacation, sick leave, etc.)
Diversity of Workforce Location of work site (city,
climate, housing options, etc.) Flexible hours/alternative work
schedules/telecommuting Perception of employer as family-
friendly (childcare, parental leave, etc.)
Top 3 influencing factors for accepting the job*
All Respondents:1. Salary2. Insurance benefits3. Perceived job security
Respondents who started <=3 years:1. Salary2. Opportunities for
promotion/growth/development3. Location of work site
*Reporting based on overall score of our stated factors. Factors were ranked and weighted by rank.
Other factors had significant influence
The people met during the interview / work climate Job description - what I wanted to do Needed a job Already working there / personal investment Supervisor Changed job for family Spouse already worked there / job opportunity for spouse Training opportunities Dissatisfaction with previous job
Retention
What factors encourage library IT staff to stay in a position?
Compensation (Importance)
Salary Retirement Vacation Professional development Sick time Parking/travel costs Sabbaticals0%
10%
20%
30%
40%
50%
60%
Very Important
Important
Somewhat Important
Little Importance
Unimportant
Compensation (Satisfaction)
Sick time Vacation Retirement Parking/travel costs Salary Professional development Sabbaticals0%
10%
20%
30%
40%
50%
60%
70%
80%
Great ExtentSufficientlySomewhatVery LittleNot / Not Offered
Benefits (Importance)
Insurance Vacation Carryforward Materinty/Paternity Leave
Tuition Remission Job Security On-site Childcare0%
10%
20%
30%
40%
50%
60%
Very ImportantImportantSomewhat ImportantLittle ImportanceUnimportantTotals
Benefits (Satisfaction)
Insurance Vacation Carryforward Materinty/Paternity Leave Tuition Remission Job Security On-site Childcare0%
10%
20%
30%
40%
50%
60%
70%
80%
Great ExtentSufficientlySomewhatVery LittleNot / Not Offered
Work/Life Balance (Importance)
Hours/Week Flexible Schedule Telecommuting Onsite Wellness/Fitness Job Sharing Private Space for Nursing Mothers0%
10%
20%
30%
40%
50%
60%
70%
Very ImportantImportantSomewhat ImportantLittle ImportanceUnimportantTotals
Work/Life Balance (Satisfaction)
Hours/Week Flexible Schedule Onsite Wellness/Fitness Telecommuting Private Space for Nursing Mothers
Job Sharing0%
10%
20%
30%
40%
50%
60%
70%
80%
Great ExtentSufficientlySomewhatVery LittleNot / Not Offered
Location (Importance)
State/Province Proximity to family Length of Commute
Population Size Afordable Housing Quality of Public Schools
Convenient Public Transportation
Recreational Opportunities
Climate0%
10%
20%
30%
40%
50%
60%
Very ImportantImportantSomewhat ImportantLittle ImportanceUnimportantTotals
Location (Satisfaction)
Length of Commute State/Province Proximity to family Recreational Opportunities Population Size Convenient Public Transportation
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
50%
Great ExtentSufficientlySomewhatVery LittleNot / Not Offered
Personal Growth (Importance)
Variety
of Pro
jects
Opportunity
to Le
arn New
Skills
Involve
ment in
Strat
egic P
lanning
Opportunity
to le
ad projec
ts
Opportunity
to be in
novative
/creati
ve
Career/
Promotion paths
New Sh
iny Stuff
On the J
ob Autonomy
Mentorin
g Progra
ms0%
10%
20%
30%
40%
50%
60%
70%
80%
Very ImportantImportantSomewhat ImportantLittle ImportanceUnimportantTotals
Personal Growth (Satisfaction)
Variety
of Pro
jects
Opportunity
to Le
arn New
Skills
Involve
ment in
Strat
egic P
lanning
Opportunity
to lea
d projects
Opportunity
to be in
novative
/creati
ve
Career/
Promotion paths
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
Great ExtentSufficientlySomewhatVery LittleNot / Not Offered
Org Culture (Importance)Tr
eate
d wi
th R
espe
ct by
colle
ague
sHa
ving n
eede
d re
sour
ces
Dive
rse S
enio
r Man
agem
ent
Relati
onhs
ips w
/ cow
ork
ers
Perc
eived
Fina
ncial
Stab
ility o
f Org
Wor
k Spa
ce
Miss
ion/
Goals
/Valu
esOr
g Typ
e (no
n-pr
ofit,
etc.)
Supp
ort f
or Su
stain
abilit
y
Dive
rse W
orkf
orce
Oppo
rtuni
ties t
o ha
ve fu
n OT
J
Affini
ty gr
oups
bas
ed o
n ra
ce/c
ultu
re/b
ackg
roun
d
Pres
tige o
f ins
tituti
onSu
ppor
t for
volu
ntee
ring
0%
10%
20%
30%
40%
50%
60%
70%
Very ImportantImportantSomewhat ImportantLittle ImportanceUnimportant
Org Culture (Satisfaction)Or
g Typ
e (no
n-pr
ofit,
etc.)
Relati
onhs
ips w
/ cow
ork
ers
Perc
eived
Fina
ncial
Stab
ility o
f Org
Trea
ted
with R
espe
ct by
colle
ague
s
Wor
k Spa
cePr
estig
e of i
nstit
ution
Miss
ion/
Goals
/Valu
esHa
ving n
eede
d re
sour
ces
Dive
rse W
orkf
orce
Supp
ort f
or vo
lunt
eerin
gOp
portu
nitie
s to
have
fun
OTJ
Affini
ty G
roup
sDi
vers
e Sen
ior M
anag
emen
tSu
ppor
t for
Susta
inab
ility
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
50%
Great ExtentSufficientlySomewhatVery LittleNot / Not Offered
Leadership/Management (Importance)Tr
ust i
n Di
rect
Supe
rviso
r
Dire
ct Su
pev L
isten
sTr
eate
d wi
th re
spec
t by d
irect
supe
rviso
rDi
sagr
eem
entsw
/sup
ervis
or o
kDi
rect
Supe
rviso
r und
ersa
nd IT
wor
kDi
rect
Supe
rviso
r car
es ab
t mys
ucce
ss
Clea
r Exp
ecta
tions
Trus
t in
Sr Ld
rshp
Lib Ld
rshp
und
ersta
nd IT
wor
kTr
eate
d wi
th re
spec
t by s
r ldr
shp
Reco
gniti
on/A
ppre
ciatio
n fo
r Wor
kSr
Ldrs
hp ca
res a
bout
my s
ucce
ssRe
gular
Com
m fr
om Sr
Ldrs
hp
Evalu
ation
Pro
cess
0%
10%
20%
30%
40%
50%
60%
70%
80%
Very ImportantImportantSomewhat ImportantLittle ImportanceUnimportant
Leadership/Management (Satisfaction)Tr
eate
d with
resp
ect b
y dire
ct su
perv
isor
Dire
ct Su
pev L
isten
sDi
sagr
eem
entsw
/sup
ervis
or o
k
Dire
ct Su
perv
isor u
nder
sand
IT w
ork
Trus
t in
Dire
ct Su
perv
isor
Dire
ct Su
perv
isor c
ares
abt m
ysuc
cess
Trea
ted
with re
spec
t by s
r ldr
shp
Regu
lar C
omm
from
Sr Ld
rshp
Reco
gniti
on/A
ppre
ciatio
n fo
r Wor
kSr
Ldrs
hp ca
res a
bout
my s
ucce
ss
Clea
r Exp
ecta
tions
Lib Ld
rshp
und
ersta
nd IT
wor
k
Trus
t in
Sr Ld
rshp
Evalu
ation
Pro
cess
0%
10%
20%
30%
40%
50%
60%
Great ExtentSufficientlySomewhatVery LittleNot at All
Retention by GenderHow does gender influence factors that encourage people to stay in
their jobs?
Results by Gender: Financial Factors and Benefits
Financial factors Retirement contributions rated more highly1 by men Paid time off (vacation, holidays, sick leave) rated more highly by
women Benefits
Carryover or payout of vacation/sick time rated more highly by women
Tuition benefits for self/family rated more highly by men
1"Rated more highly"="more likely to rate as important or very important
Results by Gender: Location and Work/Life Balance
Location – all factors differing by > 5% favored by women State/province, proximity to family, population size, recreational
opportunities, and climate. Work/Life Balance - all factors differing by > 5% favored by women
Number of hours expected to work, flexible hours/alternative work schedules, telecommuting, onsite fitness/wellness programs, private space for nursing mothers
Results by Gender: Personal Growth Rated more highly by men
Opportunity to be creative/innovative – rated more highly by men Rated more highly by women
IT staff involved in strategic planning, idea generation, treated as valuable partners, not just brought in to accomplish tasks – rated more highly by women
Mentoring programs – rated more highly by women
Results by Gender: Environment/Organizational Culture, Leadership/Management
Environment and organizational culture - all factors differing by > 5% favored by women
Work space, diverse workforce, diverse senior management, relationship with coworkers, affinity groups, environmental sustainability/recycling, type of organization
Leadership and management Men and women differed by > 5% on only one factor:
Recognition/appreciation for my work, which was favored by women
Overall importance by Gender More important to men
Work/life balance Personal growth
More important to women Work environment/organizational culture Leadership/management – more important to women
Least-important factors – no variance of > 5% by gender for items ranked 6 or 7.
!!!
Discussion / Questions
???$ < Y!X > $?
Please take the survey: https://www.surveymonkey.com/r/B2RVW77Slides will be posted to the LITA Forum site after the conference.Special thanks to the members of our team who couldn’t be here
Mark Dehmlow, Program Director, Information Technology, Hesburgh Libraries, University of Notre DameLisa O'Hara, Head, Discovery & Delivery Services, University of Manitoba LibrariesStephanie Walker, Dean of Libraries and Information Resources, University of North Dakota
photo by flickr user walkingsf
Appendix
A closer look at the data used in this presentation.
Appendix
Recruitment
How people found their Library IT jobAll respondents (342):Method % * Method (Other) %
Internal posting (if you were already employed at the institution before taking the position)
19.6Reassigned/institution reorg/promotion
3.8
Listserv/Mailing list/discussion board 17.8 Newspaper ad/print ad any publication 2.3
Invitation to apply by a colleague/manager 17.5 Friend/Spouse/Relative shared it 2.0
Institutional website 14.3 invitation from a person who is at the institution 1.2
Invitation to apply by a former colleague/manager 6.1 job listing website / Neo-gov / state website 1.2
Professional Publication 4.7 Other library association job center 0.6
University placement program, job fair, etc. 2.9 Friend from library school / professional network 0.6
Social Media 1.8 referral / referral by social media (twitter) 0.6
Invitation to apply by a recruiter/headhunter 1.5 took initiative - gave resume to institution 0.3
ALA Placement Center 0.9 unemployment office 0.3
*The percentage is adjusted to include “other” comments that matched with what we meant the category to represent.
How people found their Library IT jobThose who started within the past 3 years (57):Method % * Method (Other) %
Internal posting (if you were already employed at the institution before taking the position) 24.3 Reassigned/institution reorg/promotion 4.1
Institutional website 18.9 Friend/Spouse/Relative shared it 2.7
Listserv/Mailing list/discussion board 16.2 invitation from a person who is at the institution 2.7
Invitation to apply by a colleague/manager 16.2 Friend from library school / professional network 1.4
Invitation to apply by a former colleague/manager 6.8 Newspaper ad/print ad any publication 0.0
Social Media 4.1 job listing website / Neo-gov / state website 0.0
Professional Publication 2.7 Other library association job center 0.0
University placement program, job fair, etc. 0.0 referral / referral by social media (twitter) 0.0
Invitation to apply by a recruiter/headhunter 0.0 took initiative - gave resume to institution 0.0
ALA Placement Center 0.0 unemployment office 0.0
*The percentage is adjusted to include “other” comments that matched with what we meant the category to represent.
Social Media Platforms UsedSocial Media Platform ( all respondents) % Social Media Platform (<=3 years) %None because none existed when I was performing my search
40Other: None, I already worked here (17 of 18)
38
Other 29 LinkedIn 32
Facebook 15 Facebook 30
LinkedIn 12 Twitter 19
None because I don’t use social media 11 Glassdoor 17
Twitter 9 None because I don’t use social media 6
Glassdoor 8 YouTube 4
YouTube3 None because none existed when I was
performing my search4
Google + 1 Google + 0
Pinterest 1 Pinterest 0
Got to meet the team and ask questions
All respondents % <=3 years %
Met the team members they’d be working with 81 Met the team members they’d be working with 81
Met other future, relevant collegues 67 Met other future, relevant collegues 68
Was able to ask questions of perspective employer95 Was able to ask questions of perspective
employer98
All respondents % <=3 years %
Yes 44 Yes 47
Somewhat 30 Somewhat 37
No 25 No 16
Which influenced their decision to take the job …
Influencing factors for accepting the job
Factors All respondents (%) <=3 years (%) Rank (all/3yr)
Diversity of Workforce 3.72 4.00 12 / 12
Flexible Hours/alt work schedules/telecommuting 6.93 7.21 7 / 8
Insurance benefits for self/family 8.24 7.79 2 / 5
Location of work site (city, climate, housing opts,…) 8.05 8.33 4 / 3
Opportunities for promotion/growth/development 7.78 8.57 6 / 2
Organization's mission and values 6.45 7.25 8 / 7
Paid time off (vacation, sick time, etc.) 7.98 7.65 5 / 6
Perceived job security 8.19 7.98 3 / 4
Perception of employer as family-friendly 4.98 5.03 11 / 11
Prestige/reputation of the Institution 5.49 5.09 10 / 10
Salary 9.54 9.73 1 / 1
Tuition benefits for self/family 5.71 5.14 9 / 5
Influencing factors for accepting the jobfrom the comments
Factors cited in comments # of respondents
People met during interview / work climate 19
Job description – what I wanted to do 15
Needed a job 14
Already working there / personal investment 10
Supervisor 7
Changed job for family 6
Spouse already worked there 4
Training opportunities 4
Dissatisfaction with previous job 4
Promotion 3
Wanted to work in a library 3
Reputation of colleagues 2
Appendix
Retention by Gender
Financial factors - by genderFinancial Factors Rated Important or Very Important
Female Male Transgender Other
# % # % # % # %
Compensation 85 73.91% 100 70.42% 1 50.00% 1 100.00%
Retirement contributions 75 65.22% 102 71.83% 1 50.00% 1 100.00%
Paid vacation/holidays 82 71.30% 92 64.79% 1 50.00% 1 100.00%
Paid sick leave 73 63.48% 76 53.52% 1 50.00% 1 100.00%
Paid sabbaticals 13 11.30% 13 9.15% 1 0.00% 1 0.00%
Professional development funds 62 53.91% 77 54.23% 2 100.00% 0 0.00%
Cost of parking/transport 23 20.00% 23 16.20% 0 0.00% 1 100.00%
Benefits factors - by genderBenefits Rated Important or Very Important
Female Male Transgender Other# % # % # % # %
Insurance benefits for self/family 85 73.91% 100 70.42% 1 50.00% 1 100.00%
Payout or carry over for unused vacation 55 47.83% 56 39.44% 1 50.00% 1 100.00%
Maternity/paternity leave 31 26.96% 34 23.94% 1 50.00% 0 0.00%
Tuition benefits for self/family 33 28.70% 55 38.73% 1 50.00% 1 100.00%Job security (including tenure or union) 81 70.43% 98 69.01% 1 50.00% 1 100.00%
On-site childcare 11 9.57% 12 8.45% 1 50.00% 0 0.00%
Location factors – by genderBenefits Rated Important or Very Important
Female Male Transgender Other# % # % # % # %
State / province 73 63.48% 67 47.18% 2 100.00% 0 0.00%Proximity to family 57 49.57% 61 42.96% 2 100.00% 0 0.00%Population size 34 29.57% 27 19.01% 0 0.00% 0 0.00%Affordable housing 71 61.74% 88 61.97% 1 50.00% 1 100.00%Quality of public schools 42 36.52% 55 38.73% 1 50.00% 0 0.00%Recreational opportunities 54 46.96% 57 40.14% 1 50.00% 1 100.00%Climate 41 35.65% 43 30.28% 1 50.00% 1 100.00%Length of commute 79 68.70% 93 65.49% 1 50.00% 1 100.00%Convenient public transportation 37 32.17% 49 34.51% 0 0.00% 1 100.00%
Work/life balance factors – by gender
Work/Life Balance Factors Rated Important or Very ImportantFemale Male Transgender Other
# % # % # % # %Number of hours expected to work each week 85 73.91% 96 67.61% 2 100.00% 1 100.00%Flexible hours/alternative work schedules 77 66.96% 100 70.42% 2 100.00% 1 100.00%Telecommuting 48 41.74% 49 34.51% 2 100.00% 0 0.00%Job sharing 8 6.96% 11 7.75% 1 50.00% 0 0.00%Onsite fitness/wellness programs 23 20.00% 16 11.27% 1 50.00% 0 0.00%Private space for nursing mothers 21 18.26% 11 7.75% 1 50.00% 0 0.00%
Personal growth factors – by genderPersonal Growth Factors Rated Important or Very Important
Female Male Transgender Other# % # % # % # %
Variety of interesting projects/assignments 87 75.65% 107 75.35% 2 100 1 100Opportunity to learn new skills 89 77.39% 106 74.65% 1 50 1 100IT staff involved in strategic planning, idea generation - treated as valuable partners, not just brought in to accomplish tasks 88 76.52% 102 71.83% 1 50 0 0Opportunity to lead projects 73 63.48% 85 59.86% 1 50 0 0Opportunity to be creative/innovative 43 37.39% 65 45.77% 1 50 0 0Opportunities for promotion/clear career paths 64 55.65% 79 55.63% 1 50 1 100Availability of advanced/interesting technology or technology initiatives 30 26.09% 30 21.13% 1 50 0 0Autonomy on the job/ability to be self-directed in performing tasks/ initiating projects 59 51.30% 70 49.30% 1 50 0 0Mentoring programs 36 31.30% 32 22.54% 1 50 1 100
Environment and organizational culture – by genderEnvironment and Organizational Factors Rated Important or Very Important
Female Male Transgender Other# % # % # % # %
Mission, goals, and values of the organization 56 48.70% 66 46.48% 2 100 0 0Work space (office, cubicle, etc.) 66 57.39% 74 52.11% 1 50 1 100Having the resources needed to do the job well (people, technology, etc.) 90 78.26% 107 75.35% 2 100 1 100Diverse workforce 42 36.52% 36 25.35% 1 50 1 100Diverse senior management 46 40.00% 35 24.65% 1 50 1 100Relationship(s) with coworkers 82 71.30% 93 65.49% 2 100 1 100Treated with respect by colleagues 85 73.91% 103 72.54% 2 100 1 100
Availability of affinity groups based on race, gender, cultural background, or similar characteristics (e.g. Women in IT) 31 26.96% 18 12.68% 1 50 0 0Prestige of institution 23 20.00% 34 23.94% 0 0 0 0Perceived financial stability of organization 75 65.22% 93 65.49% 1 50 1 100Opportunities to have fun on the job--e.g. social activities, pets at work, celebrations 24 20.87% 34 23.94% 0 0 0 0Encouragement/support for volunteer work 25 21.74% 26 18.31% 1 50 0 0Support for environmental sustainability; recycling 45 39.13% 40 28.17% 0 0 1 100Type of organization (for-profit/non-profit, educational, etc.) 48 41.74% 51 35.92% 1 50 0 0
Leadership and management – by genderLeadership and Management Factors Rated Important or Very Important
Female Male Transgender Other# % # % # % # %
Clear expectations 86 74.78% 108 76.06% 2 100 1 100Evaluation process 57 49.57% 74 52.11% 2 100 1 100Recognition/appreciation for my work 78 67.83% 89 62.68% 2 100 1 100
Access to/regular communication with senior leadership 73 63.48% 84 59.15% 2 100 1 100Direct supervisor who listens to me 88 76.52% 108 76.06% 2 100 1 100Trust in senior leadership 84 73.04% 104 73.24% 2 100 1 100Trust in direct supervisor 88 76.52% 109 76.76% 2 100 1 100Library leadership that understands IT work 83 72.17% 100 70.42% 1 50 1 100Direct supervisor that understands IT work 81 70.43% 105 73.94% 2 100 1 100Treated with respect by senior library leadership 86 74.78% 102 71.83% 2 100 1 100Treated with respect by direct supervisor 89 77.39% 111 78.17% 2 100 1 100Senior leadership that cares about my success 76 66.09% 93 65.49% 2 100 1 100Direct supervisor who cares about my success 88 76.52% 104 73.24% 2 100 1 100
Ability to disagree with my direct supervisor without negative consequences 87 75.65% 106 74.65% 2 100 1 100
What matters most – by gender Important (ranked 1 or 2)
Less Important (ranked 6 or 7)
Retention factors ranked 1 or 2 Female Male Female Male
Compensation 69% 72% 4% 8%
Benefits 46% 42% 15% 14%
Location 22% 22% 36% 32%
Work-life balance 18% 23% 21% 21%
Personal growth 15% 22% 31% 32%
Work environment/organizational culture 17% 8% 48% 47%
Leadership/management 16% 10% 42% 45%
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