Staffing Sustainability Module Unit 3 Staffing Brian W

Staffing Sustainability Module, Unit 3, Staffing Brian W. Keith and Laurie N. Taylor

Learning Objectives for this Unit At the end of the session, participants will be able to… ● Understand key roles and positions in library publishing units ● Identify similarities and differences between staffing models across several library publishing programs ● Identify when library publishing activities can be completed in house and when contracting may be necessary ● Write effective and inclusive position descriptions that encourage diverse applicants to apply ● Understand the importance of diverse voices in both editorial and advisory boards.

Position Types in Library Publishing Programs • Professional Librarian • Other Professional • Support or other paraprofessional (exempt and non-exempt) • Temporary workers (e. g. , hourly student workers) • Interns (paid and unpaid)

Professional Librarian Appointment Types • Tenured faculty • Non-tenured faculty • Tenured (or similar) staff • Non-tenured staff

What do people do? • Project management, and program management • Metadata processing • Sales and accounting • Submission to institutional or other repository • Assignment of permanent URL • Online presentation for access • Digital preservation • Outreach events and activities • Activities targeting integration with research and teaching • Activities targeting public scholarship, broader impacts, public engagement

Activity • Analyze a library publishing program’s staffing model • What position types are present in this organization? • What appointment types does this organization have for librarians? • What staffing gaps do you see in this program?

Staffing Models Continued • • • Internal External Outsourcing Collaboration Employees vs. Contractors

Workflow Example: University of Florida • Journal publishing, with the OJS Service Team • Library. Press@UF

Guidelines for Recruiting Academic Librarians Required Qualifications: • Be specific. Ask for the minimum or a range. For example, a posting should state “at least one year of experience” not “some experience”. • Limit the qualifications to those that can be clearly assessed, quantifiably or qualitatively, and are necessary for the performance of the work. • Clearly communicate any bona fide physical requirements. Be very cautious when considering physical requirements as these must be directly related to specific job duties.

Determining Required/Minimum and Preferred/Desired Qualifications Preferred Qualifications: • Include those qualifications that would make the transition for the new employee easier. • Look at the skills of all employees working in the unit and think in terms of complementing those skill sets. • Keep in mind long-term strategic goals. • Further reading: ACRL Guidelines, 2017 http: //www. ala. org/acrl/standards/recruitingguide

Shoe Sounds Flickr: dave Flickr: Neil Moralee

Analyzing Position Descriptions ● Pick a job from the Library Publishing Coalition Job Board: https: //librarypublishing. org/category/resources/job-board/ • Does the position clearly specify required versus preferred qualifications? • How does the position description welcome a diverse applicant pool? • Do any of the requirements create unnecessary barriers to qualified applicants from diverse or non-traditional backgrounds?

Types of Governance ● Editorial Board ● Advisory Committee ● Diversity in Boards and Committees

Governance Example: The Baldwin Library of Children’s Literature Scholar’s Council • Read the governance proposal: http: //ufdc. ufl. edu/IR 00004909/00001 • Discuss and identify the levels of authority, responsibility, and accountability for each of the stakeholders. • Discuss how governance addresses supports, or provides checks for these for the different stakeholder groups. • How does effective governance improve the likelihood of achieving sustainable operations? • What arguments would be successful with the different stakeholders?