It sounds like it’s time for a compensation and classification study! These are studies that are regularly done in some sectors, sometimes by outside auditors and sometimes by the Human Resources department, that analyze an organization’s structure and determine what job classifications and titles are necessary. There are many reasons why job titles and compensations can get out of alignment with current business practices and market rates. A compensation and classification study, when carried out, will eliminate outdated job titles, identify what core job duties belong in what positions and how they should be compensated, and make sure that people are being compensated equitably.
That said, compensation and classification studies can take a not-insignificant amount of time and resources to complete. If those are in short supply in your library, you should still work with your Human Resources department to take a careful look at the “librarian” and “researcher” job descriptions, as well as what the core activities of your unit are. It sometimes happens that the weekly or daily reference desk shift is thought of as the most intellectual part of library work, and therefore the more highly compensated, when in reality there is a great deal of intellectual work that goes on behind the scenes when developing public services and programs. What does each job title actually do? Is it that the “librarians” are also in charge of developing bibliographic instruction curricula and public programming, and that the “researchers” are in charge of surveys and data analysis? Or something else? And is the distinction still relevant for the library and its parent organization?
If there are distinct duties attached to the different job descriptions, then you might then start reframing the narrative about what working a shift on the reference desk actually means in the grand scheme of your library’s mission. In many libraries these days it’s not uncommon for all professional staff, regardless of classification, to take a turn at the reference desk. This is a point that you can start making in your staff meetings, while also highlighting all the different kinds of work that your staff do in order to support the work that everyone does at the reference desk. It’s important for all stakeholders, both library staff and those in the HR department, to have a crystal-clear understanding of how the two different roles serve the organization. You should also consider updating your position descriptions if you’re able to do so.
Whatever your process is, the most important part should involve asking your staff about their work, and listening. It may be that there is no real difference between the duties of the different pay grades, or there was a difference once but nobody was held accountable for delivering on all areas of their job, or that people with longer tenures have the “higher” job classification, and that people are doing the same job for different pay. If so, it’s perfectly understandable that people would be upset at the different job titles and rate of pay–I would be too. Thank you for your commitment to workplace equity!
Sarah Quimby, Head of Acquisitions and Resource Management, St. Olaf
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