Will the brief job descriptions include required qualifications, desired skills/experience, and compensation details before staff members with mapping options are asked to indicate their preferences on the survey? Also, would someone explain the purpose of the feedback survey and how the information will be used?
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Hi, Jessica.
Although I cannot speak to the compensation details, the career tracks document includes minimum education/experience requirements for some of the post-alignment positions.
Since Bobby answered the first part of your question, I'll take a swing ant the compensation part ... As this part of the Alignment lays out where folks get mapped, these should be considered lateral moves with no additional compensation. So, if you're a Lead Librarian now, you will have a choice of four positions into which you can be mapped. Regardless of which you choose, your pay will remain the same.
If -- as part of the Alignment -- you apply for and are appointed into a position that is a promotion, you will get a bump in pay, and we'll have those amounts defined soon.
Of course, the classification and compensation study being done with the Singer Group will have the capacity of changing salary/wage grades, but that will occur after the Alignment.
Let us know if that doesn't help ... thanks.
Thank you, Tim and Bobby. Although many staff members have indicated that they are grateful to have the information so quickly, some have indicated that understanding the information through various documents or drafts has been confusing. I suppose I was hoping that all the relevant information about the job descriptions would be in one document to help everyone make the best decision.
As for the compensation, I'm an idealist, so choosing my position based on my passions, strengths, interests, etc. is great for me, but I know others are more practical or rely on a certain income. I was hoping for those interested, an idea of a compensation range (post-class and comp study) would be available to help them with their decisions. For example, the Lead Librarians have four choices, but will any of the four choices be compensated more or less than the others after the study is complete? Will any of the choices be considered a voluntary demotion or promotion?
Also, will the feedback survey be used for informational purposes or is it asking those with mapping options to choose his or her future position?
Thank you for all of your help.
Thanks for the clarification, Jessica -- it was very helpful. I know that being hip-deep in questions, descriptions, and explanations sometimes makes it harder for me to see the question behind the question ... So, sorry about that!
I think that you're right -- a single document with the job descriptions, the career tracks, and other information to help with the decision-making process might be easier for folks. Our challenge has been time, but I will talk with the Alignment Project Committee (APC) tomorrow to see if this might be something we can pull together.
Regarding the future of compensation, this is tougher -- primarily because we don't know the specifics about how any of the positions will be compensated after the Class and Comp Study. I should be clear though: the Class and Comp Study sets the salary or wage ranges -- not specific salaries. So, unless a person's salary is lower than the minimum of their new grade after the Alignment and the Class and Comp (in which case she will be raised to the minimum), her salary won't change as a result of the mapping. Having said that, it is possible that the four options available to the Lead Librarians will have somewhat different ranges, and therefore different earning potentials. Unfortunately, until the Study is done, we won't know any of those ranges. I think that it is fair to say that each option will have a decent amount of overlap with the others, otherwise we wouldn't have mapped the Lead Librarian positions to all four. Also, none of the mapped options will be voluntary demotions or promotions. Voluntary demotions and promotions will be filled after the initial mapping has been communicated, giving folks an opportunity to try something new or step back into something slightly more familiar, etc.
Lastly, with respect to the preference survey, it will be used to help determine where folks with mapping options (like Lead Librarians, Associate Libraries, Assistant Library Managers, etc.,) will be mapped. While this may not be the position the individual ultimately ends up in (since she could apply for a promotion or take a voluntary demotion), it will help by providing us with information about where she sees herself and would prefer being placed.
I hope that helps ... if not, keep asking, and again, thanks for helping us better explain this stuff by continuing to ask the hard questions!
--Tim
I made a spreadsheet of the job descriptions grouping common, similar and separate job duties. It helps me distinguish the differences between the new jobs. If you want I can email it to you.
Thanks, Cameron ... if you send them, I'll post them for everyone. Thanks again.
--Tim