anytown public library a presentation to local officials based on information provided by the north...

Anytown Public Library

A Presentation to Local Officials

Based on information provided by theNorth Carolina Library Association

Funded by the Institute of Museum and Library Services under the provisions of the federal Library Services and Technology Act as administered by the State Library of North Carolina, a division of the Department of Cultural Resources

An Introduction:

The following presentation is designed to serve as a template for use by library systems in presenting data and findings to County Commissioners, Town Councils or other funding bodies.

The examples of data included are illustrative of the types of data libraries may want to include; however, users should be sure to tailor the findings included in their own presentations to meet their needs. (continued on next page)

For example, if the library system is attempting to achieve pay equity with positions in the local county government, data on those comparisons should be included. The comparisons would be different if the library is comparing itself to other surrounding library systems or to teachers working for the local board of education.

Users should modify and tailor the entire presentation to fit their own particular situation.

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Anytown Public Library: Compensation Study

• Agenda for Meeting with Local Officials– Introduction and Background

• What we did, Goals

– Presentation of Survey Findings• Methodology

– Recommendations/Requests– Your questions

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NCLA Salary Survey • Salary survey

– Process and methodology• Libraries & Municipal Governments

– Who was included?• Independent consultant• Funded by the Institute of Museum and Library

Services• Analysis

– Our library compared to other libraries– Our library compared to municipal positions; pay equity– Our library compared to educators’ salaries

• Recommendations

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NCLA Salary Survey• Who participated

– Survey sent to all public libraries (79) and local governments (110) in the state.

• 62 completed surveys were received from public libraries

• 50 completed surveys received from local governments

– Data for 11 libraries and 56 local governments added from University of North Carolina’s Institute for Government Service’s (IGS) database

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NCLA Salary Survey

• Who participatedStatistics of Respondents: Local Jurisdictions – n=50

F/T P/T Budget Pop.

Mean 758 110 $142,425,428 111,240

Median 463 63 $63,048,642 57,000

Low 55 9 $42,000 4,149

High 5,079 638 $1,235,506,233 850,178

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NCLA Salary Survey

• Who participatedStatistics of Respondents: Libraries – n=62

F/T P/T Budget Pop.

Mean 89 61 $15,997,236 124,629

Median 18 23 $1,339,366 86,516

Low 2 1 $69,788 4,900

High 433 118 $36,947,113 796,372

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NCLA Salary SurveyPositions surveyed: Public Library Survey

– library director – library division

manager– senior librarian– librarian– circulation

supervisor– library associate

– bookmobile driver

– circulation clerk– technical

processing clerk– systems

administrator– computer

technician– web master

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NCLA Salary Survey

– finance director– public health director – information

technology director– county engineer – senior planner – civil engineer– solid waste truck

driver– tax clerk– office assistant

– zoning code enforcement officer

– building maintenance worker

– recreation program supervisor

– GIS technician– planner– Systems

Administrator – PC tech – web master

Positions surveyed: Local Government Survey

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A “primer”

• What we’ll be showing you1. Our library jobs compared to the

same jobs in other libraries2. Our library jobs compared to similar

jobs in surrounding local government

Example:Anytown Public Library’s salaries compared to Select Libraries

Introduction:

The following section provides examples of data comparisons typical of those included in a presentation to officials at the completion of analysis of salary data available in the from the Pay Equity project database.

In the examples, Anytown Library compares the pay of their positions to the pay of a group of other employers (library and government) in the geographic region. (continued on next page)

The tables show a comparison of Anytown’s actual salaries to the actual salaries of the positions at these other employers, both at the median and the average. In addition, the tables show a comparison of Anytown’s minimum and maximum pay to the median of the minimum and maximum for each position in the selected employers (market).

Users should modify and tailor the entire presentation to fit their own particular situation.

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Anytown Public Library: Salary Comparisons• Data included for identified market:

– Davidson County Public Library– Forsyth County Public Library– Greensboro Public Library– High Point Public Library– Randolph County Public Library– City of Greensboro– City of High Point– Forsyth County– Davidson County– Randolph County

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Salary Comparisons:Anytown Library vs Select Libraries

Market Median

Actual Pay

Anytown Median Actual

PayVariance to

Anytown

Library Director $85,381 $74,281 -13%

Librarian $40,287 $38,313 -4.9%

Library Division Mgr. $50,960 $48,361 -5.1%

Circulation Supervisor $40,422 $40,907 +1.2%

Library Branch Mgr. $47,457 No match

Library Associate $32,677 $31,010 -5.1%

Circulation Clerk $24,526 $21,289 -13.2%

Bookmobile Driver $30,518 $32,959 +8%

Systems Admin. $54,195 $49,046 -9.5%

PC Technician $36,691 $29,059 -20.8%No match = no comparable job at Anytown

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Market Average

Actual Pay

Anytown Average Actual

PayVariance to

Anytown

Library Director $86,014 $75,434 -12.3%

Librarian $41,752 $40,124 -3.9%

Library Division Mgr. $43,886 $35,855 -18.3%

Circulation Supervisor $44,592 $49,765 +11.6%




Bookmobile Driver $28,930 $29,595 +2.3%

Systems Admin. $59,225 $58,574 -1.1%

PC Technician $39,835 $34,258 -14%No match = no comparable job at Anytown

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Market Range

Minimum

Anytown Range

Minimum

Variance to

Anytown

Library Director $60,331 $50,316 -16.6%

Librarian $33,142 $31,849 -3.9%

Library Div. Mgr. $41,707 $41,415 -0.7%

Circ. Supervisor $32,250 $33,282 +3.2%


Library Associate $27,081 $27,244 +0.6%

Circulation Clerk $20,560 $19,121 -7%


Systems Admin. $40,781 $37,682 -7.6%

PC Technician $32,250 $28,703 -11%

No match = no comparable job at Anytown

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Market Range

Maximum

Anytown Range

Maximum

Variance to

Anytown

Library Director $96,767 $75,478 -22%

Librarian $48,160 $43,200 -10.3%

Library Div. Mgr. $56,955 $49,551 -13%

Circ. Supervisor $43,000 $38,012 -11.6%





Systems Admin. $58,716 $45,564 -22.4%

PC Technician $43,000 $32,766 -23.8%No match = no comparable job at Anytown

Example:Anytown Public Library’s salaries compared to Local Government Comparable Positions

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Salary Comparisons:Anytown Library vs Anytown Local Government

Library Director Finance Director Difference$98,107 $83,332 +15%

Public Health Director Difference

$84,342 +13%

IT Director Difference

$82,296 +16%

County Engineer Difference

No match

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Librarian Senior Planner Difference

$44,088 No match

Civil Engineer Difference

No matchZoning Code Enforcement Officer Difference

$39,882 +9.5%Recreation Program Supervisor Difference

$59,002 -34%

Planner Difference

$44,833 -1.7%

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Library Div. Mgr. County Engineer Difference

$53,718 No match


No match

Senior Planner Difference

No match

Circ. SupervisorRecreation Prog. Supv. Difference

$39,942 $59,002 -48%

Planner Difference

$44,833 -12.3%

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Library Associate

Zoning Code Enforcement Officer Difference

$34,441 $39,882 -15.7%

Planner Difference

$44,833 -30.2%Circulation Clerk Tax Clerk Difference$28,269 $21,955 +22.3%

Office Clerk Difference

No matchSystems Administrator

Systems Administrator Difference

$59,873 $39,466 +34%

Example 2: Dogwood County Public Library to Dogwood Local Government

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Salary Comparisons:Library vs Local Gov’t.

Library Director Finance Director Difference$98,107 $112,994 -15.2%


$84,342 +14%


$93,663 +4.5%


$70,728 +28%

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Salary Comparisons:Library vs Local Government

Librarian Senior Planner Difference

$44,088 $69,512 -58%


$57,358 -30.1%Zoning Code Enforcement Officer Difference


$58,630 -33%

Planner Difference

$44,833 -1.7%

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Library Div. Mgr. County Engineer Difference$53,718 $70,728 -32%


$57,358 -6.8%


$69,512 -29.4%


$39,942 $58,630 -47%

Planner Difference

$44,833 -12.3%

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Library Associate


$34,441 $38,959 -13.1%

Planner Difference

$44,833 -30.2%Circulation Clerk Tax Clerk Difference$28,269 $24,700 +12.6%


$27,791 +1.7%Systems Administrator


$59,873 $54,563 +8.9%

Statewide Comparisons

North Carolina Libraries &Local Governments

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Statewide Salary Comparisons:Libraries vs. Local Government

Library Director Finance Director Difference$61,737 $67,650 -9.6%


$78,209 -26.7%


$63,572 -3%


$76,338 -23.7%

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Statewide Salary Comparisons:Libraries vs. Local GovernmentLibrarian Senior Planner Difference$36,951 $47,164 -27.6%


$52,937 -43.3%Zoning Code Enforcement Officer Difference


$35,778 +3.2%

Planner Difference

$38,378 -3.9%Systems Administrator Difference

$48,393 -31%

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Library Div. Mgr. County Engineer Difference$47,200 $76,338 -61.7%


$52,937 -12.2%


$47,164 +0.1%


$33,469 $35,778 -6.9%

Planner Difference

$38,378 -14.7%

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Library Branch Manager Senior Planner Difference

$38,331 $47,164 -23%

Planner Difference

$38,378 +0.1%


$52,937 -38.1%Library Associate


$27,898 $36,327 -30.2%

Planner Difference

$38,378 -37.6%

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Circulation Clerk Tax Clerk Difference$22,548 $24,338 -7.9%


$24,934 -10.6%Bookmobile Driver

Solid Waste Truck Driver Difference

$24,416 $26,077 -6.8%Building Maintenance Worker Difference

$24,097 +1.3%

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Systems Administrator


$45,399 $48,393 -6.6%

Webmaster Webmaster Difference

$46,492 $52,791 -13.5%

PC Technician PC Technician Difference

$35,455 $39,466 -11.3%

FINDINGS in Your County

An Example

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Findings: Library ComparisonPositions more than 3% below market

• Median Actual Pay– library director– librarian– library division

manager– library associate– circulation clerk– systems

administrator– PC technician

• Average/ Actual Pay– library director– librarian– library division

manager– library associate– circulation clerk– PC technician

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Findings: Library ComparisonPositions more than 3% below market

• Range Minimum– library director– librarian– circulation clerk– systems

administrator– PC tech

• Range Maximum– library director– librarian– library division

manager– circulation supervisor– library associate– circulation clerk– systems

administrator– PC tech

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Findings: Government ComparisonPositions more than 3% below market

• Median Actual Salary– library director vs finance director– librarian vs senior planner, civil engineer and recreation

program supervisor– library division manager vs county engineer and civil

engineer– circulation supervisor vs recreation program

supervisor and planner– library branch manager vs senior planner and civil

engineer– library associate vs zoning code enforcement officer

and planner– circulation clerk vs tax clerk and office clerk– bookmobile driver vs solid waste truck driver– All IT positions

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Implications• Comparisons to surrounding libraries at or

above market; however, • Several key positions significantly behind all

comparable local government positions– Librarian– Library Division Manager– Circulation Supervisor

• Consider impact on recruiting and retention when developing pay and pay ranges for these positions as compared to local government

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Recommendations

• Update salary ranges to reflect market (both library and local government)

• Ensure pay equity of comparable positions in local government by adjusting pay ranges as well as actual pay (consider performance, length of service, position in range of incumbents)

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Salary Structure Revision/ Update

• Ensure all pay ranges (minimum to maximum) are competitive with selected survey respondents and internally equitable

• Make classification adjustments/ upgrades of individual positions as necessary to reflect findings

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Recommendations – Implementation Plan• Ensure all employees at least at minimum of

new grade• Review impact of new salary structure on

internal equity (salary compression); make adjustments as necessary

• Bring salaries closer to range midpoint (market value) based on criteria of value to Anytown Library

• Target or phase-in implementation over 1 yr to 18 months if necessary depending on available budget

• We will work with you to help “sell” the importance of fair pay!

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Final Thoughts• Libraries and governments should not have to

choose between paying fair salaries and buying books

• A bachelor’s degreed Library Associate at Anytown Public Library is paid $34,441. Why is a bachelor’s degreed Recreation Program Supervisor in local government worth an average of $24,000 more?

• A master’s degreed Librarian at Anytown Public Library is paid $44,088. Why is a Senior Planner with a Master’s degree worth $15,000 more?

• Who will take the place of retiring librarians?

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Final Thoughts• Can’t live on love alone! Library Boards need

to not take for granted library employees’ love of the job.

• Libraries work because library workers make them work!

• Today’s librarian is a tech savvy, info expert who can enrich the learning process of any library user – from pre-school to grad student to retiree! Today’s librarian is also a marketable commodity whose skills are a fit in many employment settings.

From Advocating for Better Salaries and Pay Equity Toolkit ala-apa.org

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Next Steps• Review financial impact of

recommendations• Board approval at next meeting• Communications to employees

Definitions of Terms

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Salary Comparisons: Definition of Terms• Mean/Average – an arithmetic average derived by adding a set of

numbers and then dividing the sum by the number of items in the set• Median – the middle item in a set of hierarchically ordered data points

containing an odd number of items or the average of the two middle items if there is an even number of data points.

• Minimum – the median of the minimum of all pay ranges reported for the position

• Maximum – the median of the maximum for all pay ranges reported for the position

• Range Minimum – the median minimum of the pay range or grade to which positions are assigned in the market

• Range Maximum – the median maximum of the pay range or grade to which positions are assigned in the market

• Actual Salary (Average) – the average of the actual salaries paid to incumbents in the position

• Actual Salary (Median) – the statistical median of the actual salaries paid to incumbents in the position

• Labor Market – the labor markets for libraries and other organizations are identified and defined by a combination of geography (local, regional, national), industry (e.g. librarian), education and experience required. The labor market will vary depending on the level and type of position.

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Definitions• Equal Pay for Equal Work and Pay Equity

– The Equal Pay Act of 1964 prohibits paying different wages to men and women performing the same job. Persons performing equal work must receive equal pay.

– Enacted to eliminate discrimination in private industry.

– Applies to all employers and labor organizations. – Jobs in question must be essentially the same, and

require substantially equal skill, effort, responsibility and working conditions.

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Definitions• Pay Equity

– Defined by the National Committee on Pay Equity as evaluating and compensating jobs based on skill, effort, responsibility and working conditions, not on the people who hold the jobs (men or women).

– Also known as Comparable Worth and Equal Pay for Work of Equal Value.

– On average, women employed full-time earn 75¢ to each $1 earned by men. Larger gap for women of color.

– Affects pension earnings, thus perpetuating inequity into retirement.

anytown public library a presentation to local officials based on information provided by the north...

Documents

anytown public library

local government survey

surrounding library

federal library services

library services analysis

ncla salary survey positions

public libraries

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