Tag Archives: paraprofessionals

Further Questions: Would You Hire Someone with an MLIS for a Paraprofessional Position?

Each week (or thereabouts) I ask a question to a group of people who hire library and LIS workers. If you have a question to ask or if you’d like to be part of the group that answers, shoot me an email at hiringlibrariansATgmail.

Would You Hire Someone with an MLIS for a Paraprofessional Position? (E.g. assistant, clerk, page)? If so, under what circumstances? If not, why not? Bonus: if you have *opinions* about the term paraprofessional, please feel free to air them here.


Amy Tureen (she/her/hers), Head, Library Liaison Program, University Libraries, University of Nevada, Las Vegas: 

Of course I would hire someone with an MLIS for a paraprofessional position! People apply for jobs for all sorts of reasons, it’s not my role as a supervisor to gate keep or second guess why someone with an MLIS would want a paraprofessional role.

As for the term itself, I have no particular feelings about it one way or another. In the context of “professional” versus “paraprofessional” the term “paraprofessional” means the role does not require a professional licensure, whereas “professional” means that some form of industry-specific professional accreditation, whatever it may be in a given field, is required. Some people mistakenly assume that the use of the word “professional” implies a skill level, rather than an accreditation required for a role, so I certainly wouldn’t mind changing both “paraprofessional” and “professional” to terms that are less easily misunderstood and/or weaponized.


Gregg Currie, College Librarian, Selkirk College: I have hired candidates into paraprofessional positions.  My college is relatively rural, and for reasons I’m not entirely sure of it has always been a much greater struggle to attract library technicians.  If I post for a full time permanent librarian I get 30 or 40 applicants.  For a library technician position I’m lucky to get 3 or 4 people with a library technician diploma.  So often it is just out of necessity. 

While hiring someone overqualified does have the potential for problems, my experience has been very positive.  Sometimes it is giving a librarian actual experience in an academic library that will help them move up and on in a couple of years, another time it was librarian taking a part time paraprofessional position as a way to ease into retirement. 

As long as one is clear about job duties and boundaries, it can work out well.


Alison M. Armstrong, Collection Management Librarian, Radford University: Absolutely!

In general, a lot of people are overqualified for the positions they are in. Libraries are no different. The job market has shifted recently but your location and local library options may be limited since most libraries have more staff positions than librarian positions.

Our library has had several staff members who hold an MLIS, including me, over the years. I was in a staff position while I worked toward my MLIS and, for a time had my degree until I was hired in my current position. I would have had to move if this position wasn’t open when it was.

I personally prefer the term “staff” versus “paraprofessional”. While paraprofessional indicates a level of work that is assisting professional workers, to me, it sounds like the position is in relation to someone else, which bothers me. In reality, however, my staff member’s position is a fairly true “assistant” in that her work is assisting me in my work.

I have had a couple of staff members in that position who have had their MLIS and one who was working on his Master’s in IT. I knew that they likely wouldn’t be in the position long term, which was fine. While they worked for me, they were able to do some higher level work however, that is a fine line to walk. While staff members may be capable of doing higher level work, you want to make sure they are not doing what would be considered professional level work for staff level pay. So while I try hard to not exploit workers by labeling work as “experience” for them, I do have conversations with them about work and what they are interested in and whether there is higher level work that they would want to work on. While I don’t want to exploit them, I also want to make sure they are getting some job satisfaction if they have something they want to pursue. The one working on his Master’s in IT was able to use his Access database skills to create a usage statistics database for us. (Sadly, when he left, there wasn’t time/staff for it to continue to grow.)

A great example of this is with one of my staff members who had her MLIS and I saw a need to document library liaison training and we wrote a training handbook together. She was interested in training so she took on the role of introducing the handbook at a collection development retreat to library liaisons. It was shortly after that event that she was hired an instruction librarian. After she had moved onto a librarian position, we were able to collaborate on a book based on the work we did on our handbook, which was great.

Of course, there is potential for judgement and/or resentment. For the staff person I co-authored a book with, she and I had graduated together. She could have been frustrated about not having a librarian position and take it out in various ways, trying to undercut me, out-shine me, sabotage me, etc. but, thankfully, she didn’t.

In my experience, around two years is a good amount of time if the person is actively looking for a librarian position for them to find something and move up. After two years, it can feel frustrating and they may start feeling stuck. It might be useful to be aware of that and have some honest conversations. In the end, I want my staff members to do their best and if they want to move up (or, move on), I will do whatever I can to support them. Knowing the future goals of your staff is helpful so you can try to help them achieve them.

It is also important to recognize that some people have re-considered their positions in all kinds of careers. Some people willing to take a pay cut and a lower position that requires less responsibility and the opportunity to “leave work at work” and forgo some of the daily headaches that can come with upper management positions.

So, someone my look “overqualified” on paper, but they may be looking to get a foot in the door or just get in a position they will enjoy while they look for the right thing. Alternatively, they may be looking to scale back and want a better work-life balance.

If you have an MLIS and are hired in a staff position, I would encourage you to talk to your supervisor (maybe not on day one – but as you build rapport) about what you want to do in the future (assuming this information didn’t come through in the interview – if it did, build on it). After you have learned the position and are on top of everything, you might see areas in which you could contribute – maybe to a committee, or to a project that you would enjoy. Just make sure you don’t feel like you are being exploited because it is important to recognize those feelings early before it affects how you feel about your work.


Celia Rabinowitz, Dean of Mason Library, Keene State College: I currently have two staff members with an MLS in PAT positions. These are salaried Professional/Administrative/ Technical positions. They are Access Services Manager and Systems Manager. Neither requires the MLS and neither is a library faculty member or has the title “librarian”. I also had an MLS-holder in my ILL coordinator position which is an hourly-benefitted non-exempt position. That person was an alum (former library worker) and stayed in the position for about two years before finding a job that compensated her for her credentials.

In two cases the hire had an MLS before starting the job. In one case the person earned their MLS while working here and continues in the same position. The degree did provide the opportunity for the person’s salary to increase. In all cases we selected the right person for the job knowing they were over-qualified. We knew the ILL staff member needed a full-time job with benefits, she was familiar with the library, and campus, and we hoped that she would eventually find something else (which she did). The other two individuals in the more skilled positions may be here longer even though they are not recognized or compensated as library faculty.

I would consider hiring someone with an MLS again for any position for a number of reasons. Jobs are not easy to find, individuals may be re-entering the workforce, needing to say in the geographical area, or more interested in a staff position than in being library faculty with all of the work that entails. My biggest concern with almost any staff hire these days is that people do ask about opportunities for advancement and my staff has been reduced to the degree that there are even fewer opportunities than in the past for changing positions at least inside the library. And, I am also unable to send any staff off for professional development (budget was eliminated about five years ago). So I would like to get those two PATs to ACRL, ALA, or other conferences and would be happy to do that but have no resources. That has implications and consequences that go beyond just helping them stay connected to the profession.

I am not a fan of the term “paraprofessional.” I’m not sure I have a reasonable substitute other than just saying staff member. The college makes clear distinctions between the PAT staff and the Operating Staff (those hourly paid full-time folks). The status gap is really between faculty and staff. I am a staff member, not a faculty member. So we refer to library faculty and to staff. There are differences between expectations for PATs and Op Staff folks including level of education, workloads, etc. People are aware of those and we don’t refer to people as either PATs or Op Staff unless it’s necessary. So I don’t use the term paraprofessional at all. I think it would add confusion and isn’t necessary.


Anonymous: We have hired multiple staff with an MLIS for paraprofessional positions. In my department, they are all library assistants. Two have been at the university for decades, two are recent hires. For the latter, both want or need to stay in the area. I can’t promise promotions, but if they are interested in moving up, I will work with them to give them the opportunity to do so. I believe that, if someone with an MLIS wants a library job and decides to apply for a paraprofessional position, that’s their decision. But I have one librarian in my department who strongly disagrees. They regularly mentor MLIS students to only apply for librarian positions. I have told them that making such a pronouncement doesn’t account for an individual’s life situation.

I have worked as a page, a paraprofessional, and a professional in librarianship. I’m not sure that any of the wording for positions that don’t require an MLIS is adequate or fair. The responsibilities of these positions have changed SO much in the last decades that the title needs to change with it. Calling them an assistant or paraprofessional feels incomplete.


Donna Pierce, Library Director, Krum Public Library: I am currently considering doing this very thing! I have had part-time people with their MLS working in “paraprofessional positions” – though in a small library we wear so many hats the lines really blur! I would look for someone who is willing to gain experience in libraries even though the position doesn’t require a degree. In the case I am considering the person actually was a director at one time, took time off due to family health issues and is wanting to get back into library work but not necessarily as a director. My biggest factor, with all new hires, is how well they will work with current staff and are they willing to do anything that is needed.

I like the term “paraprofessional” as it lets people know that the person has experience but not necessarily the education. (And education does not mean they can do the job better than someone with experience!)


Jennie Garner, Library Director, North Liberty Library: We’ve hired candidates with MLS degrees to fill part-time support staff positions multiple times. As long as they are able/willing to work the required hours and interview well, we are happy to welcome them to our team. There is no guarantee, just because a candidate possesses an MLS, that they have practical knowledge of day-to-day library work or the skills that sometimes requires. Having new staff at various levels of education and experience can further bring new eyes to our operations. I ask new staff to bring forward questions about why we work the way we do and offer new approaches that may help further operational goals. Some of our best services have come from new staff with innovative ideas at all levels.

It is often a win-win situation when we hire an employee with formal library training and are able to offer someone the chance to hone their library experience. The reality is that working in a library and developing those soft skills often differs from the training we receive in grad school coursework. As part of onboarding, all new staff spend time with each full-time staff person to help them gain insight into the work we do and the services we provide. Additionally, I ask new staff members if they have particular areas of interest and encourage them to share that with us if they’d like cross train. If someone is interested in youth services, collection development, or other areas of librarianship, we try to offer them opportunities to perform tasks related to those positions. My goal as an administrator is to create a learning environment and give staff prospects for growth. Helping someone achieve new skills adds to a positive work culture.

We don’t use the term paraprofessional. All of our staff members are expected to deliver professional customer service and are able assist our patrons with their needs. Patrons care about receiving good service and I’d hazard a guess that they consider all of our staff to be librarians. In 25+ years of library work, I’ve never had a patron ask to speak only to someone with an MLS. We regularly receive compliments from patrons about our staff – part-time and full-time with various backgrounds and education levels.


Laurie Phillips, Associate Dean of Libraries, J. Edgar & Louise S. Monroe Library, Loyola University New Orleans: Well, we have both hourly positions and administrative (professional staff) positions that are not librarians (or library faculty). We have applicants with an MLIS for both. They often think that it’s a stepping stone to becoming library faculty. I can say that sometimes it is, sometimes it isn’t. We will consider someone with an MLIS for either type of staff position, but more likely for a professional staff position. In fact, we’ll soon have a position open for which we fully expect to receive applications from people with an MLIS. For hourly staff, it’s less likely that there is mobility within the organization and I think we’re pretty aware that someone with an MLIS wouldn’t stay long in one of these positions. If someone with an MLIS has no academic library experience, it’s possible, but I think we’d be more wary. For professional staff positions, it needs to be clear why the position is not library faculty. I don’t want someone to be angry or resentful about their status when they have the degree. 


Heather Backman, Assistant Director of Library Services, Weymouth (MA) Public Libraries: I would consider hiring someone with an MLIS for a paraprofessional position, but they would need to make a good case for their planned longevity in the role as part of their initial application (this is what cover letters are for!) and during the interview. I don’t feel great about that on one level, knowing that the job market for degreed people is often tight. But the unfortunate reality is that as a manager, I need to do my best to avoid frequent turnover, and I would expect that most MLIS holders would greatly prefer a higher-paid, degree-required position and would probably keep job searching. If my new hire leaves before or just as they are starting to hit their stride in the job, that’s a lot of time and energy we’ve invested in hiring and training someone – not to mention the burden on other team members who may have had to carry a heavier workload while the position was not filled or the person was still learning the job – that has now gone to waste. Unless it becomes clear that someone I hire is just not the right fit, I hope that new employees will stay with us for at least a couple of years, so an MLIS holder applying for a non-degree-required position would have to convince me that they would want to stay for that amount of time.

And yes, I *do* have opinions about the term “paraprofessional”! I do not like the divides that can exist in our profession between degreed and non-degreed workers, and I think the term is often used to emphasize the difference between people’s education in a negative way. The ability to pursue higher education is often a function of privilege and resources rather than talent, intelligence, or hard work. The people I’ve worked with, by and large, have done solid work, contributed meaningfully to their libraries, and demonstrated commitment to customer service and giving patrons a great experience regardless of whether they wanted or had been able to earn an MLIS. I prefer to refer to people who work at my libraries as “[department] staff” or “the team” rather than “librarians” and “paraprofessionals”, to emphasize that all have equal value as workers. If there’s a real, meaningful need to talk about people according to their educational level I’ll say something like “(non-)degreed positions/staff.”


Julie Todaro, Dean, Library Services, Austin Community College: 

Would You Hire Someone with an MLIS for a Paraprofessional Position? (E.g. assistant, clerk, page) If so, under what circumstances? If not, why not? Our goal is to find the best match for the job AND given the fact that there is no such thing as “overqualified” in HR terminology – we do not exclude applicants – given level of education. Interestingly, many people do not understand that a master’s in librarianship or information science, etc. does NOT prepare you for every job in the organization. For example – having worked on a circulation desk prepares you for circulation desk work NOT the master’s. And this applies to professional positions as well – that is, your systems personnel positions might require (given the software or hardware expertise needed or the level of knowledge needed) additional education or experience in technology rather than library and information science education or training.

(And I am adding the heading/question)…..Are there any examples of problems when someone with an expanded or additional or different degree has been hired in a position other than the one that is the best match for their credentials?

Sadly yes, I have seen examples where additional or different education can cause problems and – I should say it doesn’t always happen…but….besides the usual accreditation issues for academic libraries….

  • We are in a profession where many consider themselves for most of our positions – and understandably so – in a “helping” profession. It is difficult; therefore, when someone who has been educated or trained to be in that helpful mindset is then not allowed or supported for providing a specific service.
  • In the absence of well-defined public services desks, users not reading or understanding signage, single service or one-stop desks, no name tags OR “name only” name tags or a lack of distinguishing other clothing or designation, clients or patrons are upset when it isn’t clear what some can and can’t do at near or similar desks.
  • Understandable resentment builds up when someone ends up doing some or many parts of other people’s roles and responsibilities when they may well be being paid significantly less.
  • Administrators do not “see” vacancies or “need” as readily when multiple levels of people populate desks.
  • Users often identify everyone in a library they see behind a public service desk – a “librarian” and this might communicate people are NOT doing what they are supposed to be doing if people are having to wait for someone to come out to assist when it appears that someone is already there….
  • If managers let others – no matter the credentials – perform tasks that are not in their position description – issues of “keeping current,” “staff development,” “training,” etc. are problematic as not everyone can or should be trained on everything.
  • Tech issued to librarians (iPads, laptops, etc.) – for example – might not be available to all employees, therefore, staff – with credentials different from their position requirements – will not get issued technology to assist users.

And finally our HR department follows strict guidelines for placement on scales. If we hired someone – with a master’s – for a librarian position who had been in a classified position before at another location or even internally – because is they were not hired to work as a librarian before, their placement on the scales is not counted as “professional experience after the master’s degree.” So – for us – it doesn’t help the candidate get placed higher, thus get a salary bump.

Bonus: if you have opinions about the term paraprofessional, please feel free to air them here.

From the list above it’s clear why I don’t offer these experiences – but here are general thoughts as well. Although I have no specific control over my institution’s official titles, we do not use that term in my institution either formally or informally. But it isn’t enough to say “I don’t like it” or “my experiences have shown…” so the “why” of that isn’t as clearly explained…but here is a list with additional information focusing on terminology.

  • There are several definitions for “paraprofessional” so users, clients or patrons may very well see them in a wide variety of ways and – given people’s experiences – previous work with those considered paraprofessionals cause confusion.
  • Many people view “para” as a “lesser” term for a designation.
  • A number of definitions or phrases in definitions are not particularly complimentary. For example some include:
  • an unlicensed person
  • a person who can work in the field but is not a “fully qualified” professional
  • Many definitions as well as postings say assists a professional in “daily tasks” which most may see as boring, repetitive roles and responsibilities.
  • Basic templates for designing postings are lengthy and confusing with much ambiguity as to professional vs. paraprofessional.
  • Our profession has much ambiguity among professional roles and responsibilities, and having another category of uncertainty may cause confusion in compensation, etc.

So – I am not a fan of “too-generic” titles or two specific ones…functional titles should correspond to what HR “counts” as rational for making compensation decisions.


We’d love to hear your thoughts here in the comments, over at Mastodon @hiringlibrarians@glammr.uson Twitter @HiringLib, or left in the attic of your childhood home. If you have a question to ask people who hire library workers, or if you’d like to be part of the group that answers them, shoot me an email at hiringlibrariansATgmail.

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Further Questions: What education or experience requirements do you have for paraprofessional positions in your library?

This week we asked people who hire librarians

What education or experience requirements do you have for paraprofessional positions in your library? Of course, these will vary by position but what would you say is important for those pursuing paraprofessional roles, either for their career or while in library school?

Laurie PhillipsFor many of our staff positions, we require either a bachelor’s degree or two years of college and two years of library experience. Most of our exempt staff positions require a bachelor’s degree. Experience varies widely from position to position.

– Laurie Phillips, Associate Dean for Technical Services, J. Edgar & Louise S. Monroe Library, Loyola University New Orleans

J. McRee Elrod

We of course only hire cataloguers. We prefer those with cataloguing experience. With many library schools no longer requiring cataloguing, we find recent library tech graduates have more cataloguing skills than some recent MLIS graduates. We will not hire directly from library schools, unless and until ALA requires cataloguing for library school accreditation.
– J. McRee (Mac) Elrod, Special Libraries Catalouging

Cathi AllowayParaprofessional positions at our library usually require a minimum of 2 years of post-secondary education.  The most successful paraprofessionals have come to us with some prior retail or customer service experience.  They understand and have experienced the stress of working with  a very wide variety of people, and can handle difficult customers.  Personal attributes such as curiosity, a desire to learn and a customer-pleasing orientation – those are the most important attributes, and “emotional intelligence” is just as important as book learning in a busy library situation.

– Catherine Alloway, Director, Schlow Centre Region Library

Celia RabinowitzI always follow the minimum qualifications we have set.  When a position becomes available it is always a good time to review those minimum education and experience qualifications.  My previous institution was in a rural area where it would be unlikely that we would find a lot of people with prior library experience so we usually listed this as desired.  We almost never had anyone in library school or with an MLS apply for a paraprofessional position.  Most of our positions required a high school diploma (full-time circulation assistants and supervisors, or technical services folks).  We did hire a student in library school as a part-time reference librarian.  We had a digital media center and we needed trained and educated staff there.  At my new library we do have an Access Services staff member who completed a MILS while in a paraprofessional job.  She has significant responsibility for staff and services.
The MLS-in-a-paraprofessional job is a contentious issue these days, I know.  My advice for folks in library school or with a MLS and looking is to match your qualifications to the job.  If you are in library school you have a great opportunity to begin to apply what you are already learning.  Think about what you can offer, and what a job can provide you (beyond that much-needed paycheck).  Depending on the size of the library or library system there can be good ways to move up and to take on added responsibilities that might be good career moves.
– Celia Rabinowitz,  Dean of Mason Library at Keene State College in Keene, NH.

At my library it varies between a high school diploma, an associate’s degree and a college degree depending on the rank but also years of library experience are considered. In public services we require customer service experience and prefer library experience and supervisory experience. Beyond that it will vary a lot depending on the position, some will need reference experience, staff training experience, or project management experience. For entry level positions, working in a library as a student assistant is very helpful (or a volunteer or a part time clerk) when applying for a full time paraprofessional position.

While in library school, I highly encourage students to get ANY library position so you can start those networking relationships early. Very few libraries are hiring for professional positions that do not require library experience (paid or unpaid).

– Julie Leuzinger, Department Head, Eagle Commons Library, University of North Texas

Marleah AugustineI hire for a few paraprofessional roles. One of them is a part-time PR Coordinator, and for that we focus heavily on knowledge of social media and other tools, willingness to learn, and excitement about the library, as well as standard experience with various software programs (Adobe and Microsoft especially) and any experience with photography, journalism, graphic design, and/or video creation and editing.

We also have what we call support staff, those who work the desk and do shelving, work with patrons, make telephone calls for request availability, basic reference, etc – basically a part-time combination of pages/clerks and reference librarians. For that, I specifically look for customer service experience as well as experience with office-related tasks like keeping files in order. I also ask questions in the interview that involve giving scenarios of something that might happen in the library and see how the candidate responds, as well as asking about the process they would use to find similar books if a patron really liked something by a particular author. These are not so much related to experience, but they are very important for getting a clear picture of how a candidate works.

Some of those things that I look for are a more natural ability — the ability to really identify what a person is seeking, the ability to determine which resource is going to be the best for the patron and not just the one the candidate thinks is the best to use, etc. That being said, a lot of this can also be learned from either educational experiences or job experiences. Some people flinch at adding their fast food experience to a professional resume, but it lets me know that you were able to work on a team and that you likely dealt with unhappy customers. So, no matter what your past experience, look at how you can best sell it in the context of the job for which you are applying.

I’m less picky regarding education requirements — experience and knowledge are a much better reflection of which candidate will be successful in most cases, I think.
– Marleah Augustine, Adult Department Librarian at Hays Public Library

 

Thank you as always to our contributors for their time and insight.  If you’re someone who hires librarians and are interested in participating in this feature, please email us at hiringlibrariansquestionsATgmail.com.

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Further Questions: Does Library Support Staff Certification Give Candidates an Edge?

This week someone on Twitter inspired me to want to know more about a new-ish program from the ALA-APA.  This week I asked people who hire librarians library support staff:

What value do you see in the Library Support Staff Certification (LSSC) program? Would it give an edge to candidates? Have you ever hired someone with this certification?

Marleah AugustineI’ve never had any experience with the certification program, but I have read a bit about it. I do think it would give candidates an edge, because it would show that this isn’t “just another part-time job” and would show the candidate’s level of commitment. That being said, I wouldn’t NOT hire someone just because they didn’t have the certification. It would simply be one more piece that would help me make a hiring decision.

– Marleah Augustine, Adult Department Librarian at Hays Public Library

I have not seen the Library Support Staff Certification on any resume that I have personally reviewed and I do not know anyone who has one so I do not know that I can speak to the benefit of the certificate or if it would give a candidate an edge overall.

There really is no substitute for on the job experience and that is what I am looking for when I hire support staff; however, if I was looking at external candidates, and both candidates had the same level of minimum and preferred qualifications that I listed on the job description and the same amount of time working in libraries, this certificate would give them an edge over another candidate.

– Julie Leuzinger, Department Head, Eagle Commons Library, University of North Texas Libraries

Alison M. Armstrong Collection Development & Cataloging Specialist McConnell Library Photo by Lora Gordon/Radford UniversityWhen I was a paraprofessional, I took several of the ALCTS courses both before and after I got my MLIS and I see them as very beneficial. I haven’t taken any of the other courses. I don’t necessarily see the need for the certificate for a lot of staff positions, particularly in this economy, because the paraprofessionals out there are generally overqualified for the positions they are in and funding for training is limited.  It certainly would make a paraprofessional more marketable though and, personally, if a candidate had an LSSC, they would definitely be moved up in my pile of applicants. If I had not been hired in my current position after getting my MLIS, I would have strongly considered working toward the LSSC to try to set myself apart.

I currently supervise my former position and encourage my staff person to take the courses. In my opinion, they offer some supplemental information to what is learned in school. For people who have an MLIS but didn’t focus in this particular area, it is good training for them.  The ALCTS courses are nice in that there is a discussion forum which brings in diverse levels of experiences, knowledge and perspectives. I don’t think we have had applicants who have an LSSC but, my experience has been limited.  As someone who plans to be an instructor of one of the ALCTS courses, I am a huge cheerleader of them.

– Alison M. Armstrong, Collection Management Librarian, McConnell Library, Radford University

I actually have never had an applicant who claimed to have this certification. I have had employees who have taken some of the classes, specifically those from DACC in NM when I worked there. It would give an edge if all other factors were equal. However, having some real library experience would be preferable to the qualification for me. I also emphasize hiring for talent rather than skills. People can always learn new skills, but they must have enthusiasm, initiative, and the capability to learn. We can always encourage them to take classes later. Depending on the hiring system involved, applicants might get an edge for having these college credits, but it probably wouldn’t matter that they are in library-specific classes. I don’t think there is a critical mass of people out there with the certification at this point.

– Anonymous

Jonathan Harwell

I’m interested in the ALA-APA’s certification.  I’ve worked with ALA-APA for years, and would definitely see this qualification as an asset for a staff candidate.  I have at least one current staff member who’s interested in doing this certification, and that would be one factor that would help me to advocate for higher merit increases for those individuals.  I have yet to meet anyone who has this certification, however.

– Jonathan H. Harwell, Head of Collections & Systems, Olin Library, Rollins College

Sherle Abramson-BluhmI think that there is always value in gaining knowledge and this is one way to do that. I believe it might be a way for someone interested in the field to get a bit of formal education before investing in the full Masters Degree. I hire staff in print acquisitions (ordering, serials and monograph receiving, cat-on receipt) and have no positions which require a degree.  I have not hired someone with the certification. I think it would be a factor in considering a candidate, but would not weigh more than experience.  My biggest concern is that with the entry level pay that these positions are compensated, I am not sure it would be worth the expense to the individual.

– Sherle Abramson-Bluhm, Head, Print Acquisitions, University of Michigan

I haven’t had any applications from candidates with the certification.   However, if I saw it on a resume it would definitely move that candidate to the top of the pile.  To me, it signifies a person who is interested in libraries as a long-term career (good for reducing staff turnover) and who has gained insight into the operation of libraries beyond the routine duties that many staff members are limited to.  It indicates potential for growth and promotion.

– Anonymous

I think the value of the LSSC program works in two directions – value to the candidates and value to libraries.
I think value to the candidates is derived from multiple aspects: from the content of the work they do to either in courses or through self-study and preparing a portfolio, from the experience of going through the certification process and identifying and reflecting on their learning, and then from the credentialing that certification represents.   I don’t know if it is the case or not because I have not had the opportunity to speak with any candidates who have completed certification, but would hope that the accomplishment provides personal satisfaction as well as contributing to the candidate’s sense of professional identity, and affirming their feeling valued by the rest of the profession.

The value to libraries is similarly derived from multiple aspects:  from the content of the training and self-study that support staff receive and undertake and then take back to their libraries, from the boost that having employees taking on professional development brings to the organization, and from having the competencies themselves articulated and then certified.  I think having a pathway that explicitly recognizes and certifies the knowledge and abilities that support staff contribute is important for the profession.

It could give an edge to candidates if all else were equal, but opportunities to participate vary so widely that it wouldn’t necessarily.  We have not hired anyone with this certification at our library, nor do I recall ever seeing an applicant who had it, but we have a very small staff and very few support staff openings.  It may also be more typically held by applicants to school or public libraries.

If the question is about whether it is “worth it” to pursue LSSC certification, I would encourage candidates to do so if they have the intrinsic motivation to seek such a credential, and if it will be meaningful to them irrespective of whether it will provide any hiring edge or salary benefit.  At least in academic libraries I think those benefits cannot be relied on or maybe even considered as possibilities, so it has to be worth it to the candidate just because they want to do it for their own learning and satisfaction.

– Ann Glannon, Associate Director, Wheelock College Library, Boston, MA

I have never hired someone who has been through the certification program, but I have hired people with a library technician AA degree, and all three were rather a disaster. At the time of hiring, I thought the degree would give the person an edge, but it did not.  These experiences come from two previous libraries, not my current institution.  In one case the person didn’t seem to know more than someone would have who had had library experience, and I was disappointed in what I might call library service values. Things like getting cards filed quickly (this was back in the days of card catalogs) so users could find the books I cataloged or responding to users as invitingly as I would have wished.  In two other cases, the library assistants seemed to have the knowledge from the classes they took, but the work just didn’t get done as efficiently as we needed to be successful. It wasn’t just our expectations, as the replacements were extremely successful. These were people without the library technician degree but had library experience (in one case circulation, particularly ILL and the other was cataloging). Maybe it’s just bad luck, but it’s three out of three.

Who goes for the certification?  If they have good experience and good references, I would go with them and probably wouldn’t give the certification any boost. I have been extremely lucky hiring fabulous library assistants, so I think experience, interview, and references tell me more than certification.

– Anonymous

bonnie smithTo my knowledge we have never had anyone apply for a position with this certification yet. But the certification is well regarded and would definitely be noticed and considered a plus. We are always looking for staff who can fit right in and get started on the job at hand. This certification means that less time is spent on training during the first phases of employment. With a better understanding of how libraries function, from a broad perspective, individuals in this program can better serve patrons and feel more confident about their service.

– Bonnie Smith, Assistant Program Director for Human Resources, University of Florida, George A. Smathers Libraries

 

I think the library support staff certificate has it’s value but how valuable would come out in an interview.   Probably a reason to interview someone.

– Jan Wilbur, Library Director, Mondor/Eagen Library/Information Commons, Anna Maria College

Thank you as always to our contributors for their time and insight. If you’re someone who hires librarians and are interested in participating in this feature, please email me at hiringlibrariansATgmail.

Thank YOU for reading! When you’re not strong/I’ll be your friend/I’ll help you comment.

*edited 8/10/2013 to add Jan Wilbur’s response

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