Add Steps VI through IX to the Librarian rank. Move the step of indefinite service to Librarian Step VIII and move the distinguished designation to Librarian Step IX.
Effective July 1, 2000, Librarians Step V at the prescribed review period (3 years) or longer would be considered eligible for a July 1, 2000 increase based on the adjusted ranges via the usual review process. For this group, Steps VI-IX would be considered advancements subject to the usual review process. This group would retain the distinguished designation for the remainder of their UC careers.
Effective July 1, 2000, Librarians Step IV at the prescribed review period (3 years) or longer would be considered eligible for a July 1, 2001 increase based on the adjusted ranges via the usual review process.
The University established the Librarian Series in 1962. It was revised in 1971 and Step V was added in 1974. The University uses the Librarian Series for non-senate academic appointees who provide professional services in the University libraries in support of the University's educational, research, and public service functions. These services include selection and development of resources; bibliographic and physical control of collections for their broadest use; reference and advisory services; development and application of specialized information systems; library administration and management; and research. The salary range is $32,292 - $73,560 (effective 10/1/98). It is administered among the following ranks: Assistant Librarian I-VI; Associate Librarian I-VII; Librarian I-V. Librarian IV is an indefinite step. Librarian V is a distinguished step.
In the 80s and 90s, UC librarian numbers shrank by 20% as positions were cut after resignations and the early retirement of senior librarians. At the same time, Librarian responsibilities increased in response to the demands of new technology and the impact of new academic programs coupled with the escalating numbers of faculty, students and staff who depend on librarians to help them navigate increasingly complex electronic systems.
There are precedents within the University for adjusting academic series and salary ranges to maintain continuous reward systems and provide adequate career growth. There is currently a proposal under review to expand the Professorial Salary Ladder by adding Step IX. Step VI was added in 1969; Step VII in 1972; and Step VIII in 1988. The Professional Research series is also currently undergoing review to expand the salary range by adding Step IX. In 1999 the University adjusted the Assistant and Associate University Librarian series salary scales. It is clear that the University views taking these kinds of actions as reasonable ways to provide career growth and a continuous reward system.
The Librarian Series has not been expanded since 1974. As a consequence it lacks adequate career growth opportunity and a continuous reward system. Librarians appointed at the lowest step, with a typical progression through the ranks, reach the top of the salary scale in 21 years or less, while service in this series is frequently much longer. Experienced, knowledgeable and productive librarians are topped out in salary, often at mid-career, with no further career growth opportunities.
This problem is exacerbated when, to offer salaries acceptable to qualified candidates, initial appointments are made at mid and upper ranks. Since 1994, 81% of librarians were hired at the Associate Librarian (45%) and the Librarian (36%) rank. Of the 473 appointees in the Librarian Series, 65% are concentrated at the Librarian rank. Of that 65%, 127 are concentrated at the rank of Librarian IV. Furthermore, appointees to the Librarian Series are ineligible for other University compensation programs such as off-scale or above-scale salary or the salary differential housing allowance.
In terms of recruitment and retention, since 1994, the libraries have had to reopen 16 of 86 positions posted due to inadequate candidate pools. Nineteen first-choice candidates rejected offers. Thirty-six librarians resigned.
In consideration of this proposal to expand the Librarian Series, California academic institutions, UC comparison-eight institutions and the members of the Association of Research Libraries (ARL) are relevant comparable market groups for UC librarians.
Of the 36 librarians who resigned and remained in the library field, 43% chose to work in other California academic institutions that offer more career growth opportunities.
A detailed investigation of the comparison-eight institutions' librarian compensation plans reveals a lack of uniformity of librarian classifications, ranks and steps. Due to this lack of uniformity, the only relevant data gleaned from the comparison-eight institutions for librarians is the salary at the top step of their ranges.
On average, UC librarians appear to fare better than their ARL comparators in annual salary surveys. However, the UC librarian salary average is inflated because 65% of UC librarians are concentrated at the highest rank with 40% at Step IV creating a skewed distribution pattern. The 1998-99 ARL Salary survey reports the salary range for librarians as $30,000 to $89,999. The UC librarian top step salary is 18% lower that those reported in the 1998-99 ARL Salary survey.
The University has not expanded the Librarian Series salary scale since 1974. The current salary scale does not provide a continuous reward system or adequate career growth. Appointees to the series are topped out in terms of salary with 20 years or more of the most productive time remaining in their career. When looking at the upper steps of the salary scale, University compensation for librarians lags behind other relevant comparable market groups. To work around the low salary scale, the majority of initial appointments are at mid and upper ranks. This strategy serves to further truncate careers. This proposal presents a reasonable plan for addressing the current inadequacies of the series.
Association of Research Libraries, Annual Salary Survey, 1998-99, Tables 13, 22, Washington, D.C. 1999.