Using the Power of Salary Information

1. Using the Power of Salary Information Pay Study Results and Toolkit

2. Agenda • Background information ………………………… 3 • Pay Equity ……………………………………….. 6 • Compensation – the basics …………………… 11 • The database …………………………………... 16 • How to use the database ……………………… 32 • What now? What you need to learn ………… 37 • What now? Making the case …………………. 43 • Practice …………………………………………. 60 • Statewide comparisons for pay equity ………. 62 • Definition of Terms …………………………….. 69 • Other resources Funded by the Institute of Museum and Library Services under the provisions of the federal Library Services and Technology Act as administered by the State Library of North Carolina, a division of the Department of Cultural Resources. NCLA Pay Equity Study

3. Background • A Pay Equity Task Force was organized by NCLA to investigate pay equity issues for North Carolina library positions. • A project Steering Committee was formed; members included public and academic library staff, NCLA officials, and consultants. The goals now is • To educate librarians, library staff and library customers regarding the role and value of the modern librarian so that they may be compensated fairly. NCLA Pay Equity Study

4. Project Steering Committee Members • Beverley Gass, Guilford Technical Community College, Project Manager • Jenny Barrett Boneno, Forsyth County Public Library • Pauletta Brown Bracy, School of LIS, North Carolina Central University • Robert Burgin, President, NCLA, Fiscal Manager • Keith Burkhead, Guilford Technical Community College • Evelyn Council, Fayetteville State University • Jennie Hunt, Greensboro College • Connie Keller, Elon University NCLA Pay Equity Study

5. What Did We Do? GOALS • To develop an easy-to-use accessible database you can use to compare your library’s pay rates to the pay rates of the same jobs in other North Carolina libraries, and • To compare library jobs to comparable jobs in your local government…to assess pay equity. NCLA Pay Equity Study

6. PAY EQUITY NCLA Pay Equity Study

7. What is Pay Equity? Evaluating and compensating jobs based on the skill, effort, responsibility and working conditions required, not on the people who hold the jobs (men or women). Similar terms: • Comparable Worth • Equal Pay for Work of Equal Value NCLA Pay Equity Study

8. How do women rank? • Women are traditionally, and continue to be, undervalued in the workforce • On average earn 75¢ per $1 for men • Gap larger for women of color • Flows through to affect pension, perpetuating the inequity Reflects society’s undervaluing the work of women relative to traditional male work – regardless of whether the job holder is a man or women in a female dominated profession (like librarian  ) NCLA Pay Equity Study

9. Pay Equity All benefit, men and women, when there is pay equity “A high tide raises all boats” NCLA Pay Equity Study

10. What about in North Carolina? How do library jobs compare to similar jobs in our city or county? • That’s what we wanted to learn. • That’s what we want to help you assess in your local area. • That’s why we created a web-based database … that you can access. NCLA Pay Equity Study

11. So before we begin, a little primer about COMPENSATION NCLA Pay Equity Study

12. What is Compensation? Everything employees perceive to be of value resulting from the employment relationship - a mix of salary, bonus, benefits and the work environment NCLA Pay Equity Study

13. Base pay Differential Pay Weekends, evenings, holidays Short and long term incentive pay Cash recognition Legally required benefits Worker’s comp Social security Unemployment insurance Other benefits Health insurance Short and long term disability Deferred pay Pension Paid time off Tuition reimbursement Unpaid leave Non-cash recognition Perks, including free parking Compensation & Benefits NCLA Pay Equity Study

14. Financial (“Show me the money”) Direct compensation (usually dollars) Indirect compensation (usually benefits) Non-financial Public recognition Feedback Coaching/mentoring Pleasant work group Opportunity Quality of work life Job tasks Culture/leadership Learning opportunities More than $ NCLA Pay Equity Study

15. Compensation Philosophy • Goals and objectives • Definition of your marketplace • Target level of competitiveness • Pay Equity Considerations: • Internal and external equity • Salary vs benefits/intangibles • Local, state, regional, national markets • Benchmark jobs • Budget process for library and city/county • What’s been happening (compensation) in city/ county NCLA Pay Equity Study

16. About the Database NCLA Pay Equity Study

17. Participants • Data represents libraries and governments state-wide • 62 public libraries and 50 governments responded • 11 other public libraries and 56 governments were added from UNC’s Institute for Government Services 2006 database • The North Carolina Board of Education Department of Public Instruction, Public School Salary Schedules for Fiscal Year 2006 – 2007 and Local Salary Supplements were also reviewed NCLA Pay Equity Study

18. Public Library Library Director Library Division Manager Senior Librarian Librarian Circulation Supervisor Library Associate Bookmobile Driver Circulation Clerk Technical Processing Clerk Systems Administrator PC Technician Web Master Government Finance Director Public Health Director Information Technology Director County Engineer Senior Planner Civil Engineer Solid Waste Truck Driver Tax Clerk Office Assistant Zoning Code Enforcement Officer Building Maintenance Worker Recreation Program Supervisor GIS Technician Planner Systems Administrator PC Tech Web Master Positions Included in the Survey NCLA Pay Equity Study

19. The database includes: • Demographics: • For each participating jurisdiction or library • # of full-time employees • # of part-time employees • Budget • Population NCLA Pay Equity Study

20. Data with depth! • Each Library/Government reported the following for each position: • Hours worked per week • # of full-time and part-time employees in the position • Average pay of incumbent(s) in the position • Hiring rate (if any) for the position • Minimum and maximum of the pay range for the position • Longevity pay (if any) for the position NCLA Pay Equity Study

21. And…. • The library or jurisdiction’s title for each position • The education and experience required for the position • The Fair Labor Standards Act (exempt/non-exempt) status of the position • A degree of match rating • An indication of how closely the position matches the description provided in the survey instrument NCLA Pay Equity Study

22. Equivalent PositionsFor comparative purposes, the following positions may be matched. These are examples only – other matches could certainly be made based on the individual requirements of the systems. A comparison to teachers, principals and superintendentswas also made. NCLA Pay Equity Study

23. Equivalent Positions (cont’d.) NCLA Pay Equity Study

24. What can you do with this data? • It’s customizable • Administrators: You can compare your jobs with other libraries and local government statewide for • Compensation and budget planning • Updating salary plans • HR planning • Assessing pay equity • “Making a case” to local officials and funders NCLA Pay Equity Study

25. What can you do with this data? • Library employees: You can use this data for: • Obtaining salary information • Negotiating your salary • Planning your career • Determining where you might want to work • Planning your future • Planning your retirement • Job satisfaction NCLA Pay Equity Study

26. You Can Compare: • The pay of positions in your library to the “equivalent” positions in your local jurisdiction to assess pay equity • The pay of positions in your library to matching positions in other/ peer library systems • The pay of positions statewide or by individual jurisdiction – select the libraries you want; choose your own market! • The database does the calculations – users only have to enter position titles and jurisdiction name. • Comparisons are made in dollars and percentages • Comparisons also provided as mean or median (see definitions on slide 69) NCLA Pay Equity Study

27. Examples: Question • Wake County wants to compare the salary of their librarians to librarians in other parts of the State as well as to County positions Findings • Use the website to learn that Librarians in Wake County earn 28.6% less than Librarians in Chapel Hill (actual pay) • Wake County also discovered that their Librarians earn 6.6% more than Planners and 48% less than Web Masters in Wake County Government. NCLA Pay Equity Study

28. More Examples: Question Greensboro Public Library wants to compare the salary of their IT positions to those of the IT positions in the local government: Findings • Use the website to discover that the Web Master in Greensboro Public Library earn 11.4% less than the Web Master at the City of Greensboro (median of actual pay) • Greensboro Public Library also discovered that their PC Techs earn 12.4% less than PC Techs at the City of Greensboro (median of actual pay) NCLA Pay Equity Study

29. More Examples: Question High Point Library wants to compare its Librarians and Circulation Supervisors to other local/regional library systems Findings • Use the website to select a group of comparators (the market) – in this case: • Davidson County Public Library • Forsyth County Public Library • Greensboro Public Library • Randolph County Public Library NCLA Pay Equity Study

30. Use the website to learn the following: High Point’s higher pay rates may be partially attributed to the fact that 2 of the 4 comparator systems require only BS degrees for their librarians More Examples: NCLA Pay Equity Study

31. Use the website to learn the following: High Point has a slightly lower minimum but a higher maximum, allowing for more growth in the job. Other systems require varying amounts of education, so individual comparisons may be indicated. More Examples: NCLA Pay Equity Study

32. Using NCLA’s Pay Equity Study to help your library Here’s How YOU CAN DO IT! (Use the database, that is) NCLA Pay Equity Study

33. How to Use the Website: • Go to • http://www.nclaonline.org/payequity/results/index.php?s=1 • Dig into the data! NCLA Pay Equity Study

34. How to Use the Website: • The public reports buttonallows you to download the database and save to your computer as an Excel file or use on-line and also provides a list of all of the job descriptions used during the survey process • The instructions buttonprovides instructions for downloading the data • Once the data is downloaded, there is a step-by-step guide to using the database in the “Instructions” tab of the spreadsheet NCLA Pay Equity Study

35. Let’s get started! Use the website to gather & analyze data ….

36. What does the data tell you? • Analysis • Comparison to municipal jobs • Comparison to library jobs Note: Cautions … 2006 data … ratios are probably the same or very similar, but dollar amounts most likely increased. NCLA Pay Equity Study

37. WHAT NOW?Part I NCLA Pay Equity Study

38. What are your goals? You might not have looked at all of the data yet, but what is it you want?? NCLA Pay Equity Study

39. What You Need to Learn • What is the compensation philosophy of the City/County? • How are jobs priced? • How does the local jurisdiction define its market for: • Exempt jobs • Non-exempt jobs • Management jobs • What is the budgeting process? • What else do you need to know? NCLA Pay Equity Study

40. Stakeholders • Whose cooperation do I need?Whose compliance do I need? • Whose opposition would keep me from accomplishing my goals? …..try to see the world from their perspective NCLA Pay Equity Study

41. Possible Stakeholders/Allies • Library Director • Library Trustees • Staff Association • City/County/Municipality • Finance director • Human Resources director • City/County/Town Manager • Council / Commissioners • Other predominantly female professions in the city/county (i.e., teachers, social workers) NCLA Pay Equity Study

42. Who do you need to talk to? • Who? • About what? • When? • Why? • Keep your message brief and consistent NCLA Pay Equity Study

43. What Do I Do Now?Part 2: Making the Case NCLA Pay Equity Study

44. Library Staff: Use the Data to • Make a case to your supervisor and library director; show them the numbers! • Be a 1 person crusader … • Form a committee to delve into the data • Talk to an NCLA committee person for training or help if needed • Partner with NCLA for action! • Participate in LSTA funded NCLA programs on influence and how to negotiate + NCLA Pay Equity Study

45. Administrators: Use the data to • Make a case to local officials • Ensure your library’s job descriptions are well written and reflective of actual duties • Include professional levels duties required of, and performed by, nonprofessional staff • Stress IT responsibilities • Stress supervisory responsibilities including volunteers, students, and pages • Have senior library staff serve on local government compensation committees to ensure that local government HR personnel are fully aware of the scope and depth of library jobs NCLA Pay Equity Study

46. Tell Your Story • Talking points • Speeches, news releases, interviews • Trustees, Friends, local media, talk shows • Role of library in community • Media contacts • Letters to editor – faculty, board member, community members (customers) NCLA Pay Equity Study

47. Be Proactive! • Ensure job descriptions are well written, reflect actual duties, and include professional duties required • Stress IT responsibilities, data base usage, supervision • Use same language as local jurisdiction • Update your jurisdiction regularly to reflect changes in knowledge, skills, abilities and technology • Serve on local government compensation committees and • Ensure that local government HR are fully aware of the scope and depth of library jobs. NCLA Pay Equity Study

48. Be Proactive! • We need to teach women to negotiate salaries, including their starting salary. This is not common (7% for women v 57% of males[1]) and makes a negative impact on their salaries throughout their careers. • Educate public about the role and contribution of library personnel as well as the education and experience required. • Librarians must speak out, not downplay, their role in education, information literacy, etc. • Capitalize on advocacy materials prepared by ALA-APA. • [1] Babcock, Linda & Laschever, Sara. Women Don’t Ask: Negotiation and the Gender Divide (Princeton University Press, 2003) NCLA Pay Equity Study

49. Talking points • Shouldn’t have to choose between paying fair salaries and buying books • Starting salaries for X (position) are x% higher than librarians who also have bachelor’s degrees • Who will take the place of retiring librarians? • Can’t live on love alone! • Libraries work because library workers make them work! • Today’s librarian is a tech savvy, info expert who can enrich the learning process of any library user – from pre-school to grad student to retiree! From Advocating for Better Salaries and Pay Equity Toolkit ala-apa.org NCLA Pay Equity Study

50. Action Plan NCLA Pay Equity Study