Library Division Manager

J  o  b    D  e  s  c  r  i  p  t  i  o  n

Job Information

Title:

Library Division Manager

Market Range:

MR20

Approved Date:

1/28/2021 5:01:52 PM

FLSA:

Exempt

EEO Code:

PROFESSIONALS

Career Level:

M2

Career Level Description:

Management Level 2

Job Code:

100503

Job Family:

Library

Sub Family:

Library Operations

Primary Purpose

The purpose of the Library Division Manager is to work with the Director and Deputy Library Director to provide leadership, as well as both tactical and strategic planning for the system resource managed. Library Division Managers work with peers, Library Managers and Library Supervisors to implement programs and initiatives for customers and staff. Additionally, the Library Division Manager supervises Library Managers and other higher level staff at Regional, Community, Special Libraries or in System Services including providing coaching, mentoring and performance evaluations.

Library Division Managers focus on one of five resources for the library system:

• Collection Development Services - selection, materials management and disposal

• Customer Experience for Adults or Youth - Core programs, special events, program of service at all libraries

• Digital Infrastructure- ILS system, library technology, and library awareness (marketing).

• Facilities and Operations- CIP, facility maintenance, and emergency management (security, fire drills, etc.)

• Staffing - Recruitment, evaluations, and staff engagement (including training).

•

Provide leadership and planning for system resource: Meet regularly with Library Directors to discuss vision for system resource; Utilize planning tool to create short-term goals related to resource; Research trends and ideas related to system resource; Lead committees and projects relevant to system resource.

2

20%

•

Participate on Administrative Team: Meet regularly with Directors and other Senior level staff to discuss tactical and strategic planning; Participate in system decision-making; Participate in meetings with Community Services Administrative staff to determine system direction.

4

20%

•

Oversees the implementation of programs, services and initiatives for patrons and staff: Work with groups of peers and managers to create and implement new programs, services, training and system-wide initiatives; Track statistics and gather feedback to evaluate success of programs and initiatives.

1

30%

•

Supervise Managers/Higher Level Staff (ex. Business Analyst, Systems Supervisor, IT Specialists, Senior Resource Librarians): Meet regularly with individuals to set goals and to offer coaching, mentoring and feedback; Complete performance reviews; Participate in interviewing and selecting managers; Complete administrative tasks related to supervision, including Pcard purchase review and mileage reimbursements.

3

30%

Position(s) may perform other duties in addition to the above as assigned by management.

*IMPORTANT* In the event of an emergency, as determined by the County Manager or designee, participation in preparedness and response operations should be expected. Employee may be required to fill a temporary assignment in a role different from standard duties, work hours and/or work location in preparation for, during and after the emergency. Employee may also be required to participate in relevant exercises and regular preparedness training.

Career Level Dimensions

Career Level:

M2

Career Level Description:

Management Level 2

•

Fully accountable for implementing operational plans for a Work Group with measurable contribution on Division results.

•

May have budget accountability.

•

Responsible for making moderate improvements of processes, systems or standards to enhance performance of the Work Group.

•

Supports and utilizes the innovations of others to improve on solutions, approaches and technologies.

•

Communicates within and outside the Work Group, and may communicate with other parties within the Division.

•

Sometimes requires ability to influence others outside of own job area on policies, practices and procedures.

•

Manages professionals. Leads, directs and reviews the work of team members in order to accomplish operational plans and results.

•

Has hiring, firing, promotion, performance and reward authority for direct reports.

•

Requires practical knowledge in leading and managing the execution of processes, projects and tactics within one job area. Typically has advanced knowledge and skills within a specific technical or professional discipline with understanding of the impact of work on other areas of the organization.

Qualifications

•

Master's degree in Librarianship or related field: MLS, MLIS, MIS, ML from an ALA accredited program or NC program

•

Three years of professional public library experience, including one year of public library management experience

•

Equivalent education and experience are NOT accepted

An individual must be able to perform each essential duty satisfactorily to perform this job successfully. The requirements listed above are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Competencies

Attention to Detail

Thoroughness in accomplishing a task through concern for all the areas involved, no matter how small. Monitors and checks work or information and plans and organizes time and resources efficiently.

Communication

Creates an atmosphere in which timely and high-quality information flows smoothly up and down, inside and outside of the organization; encourages open expression of ideas and opinions.

Project or Program Management

Structures and directs others’ work on projects or programs.

Coaching & Mentoring

Works to improve and reinforce performance of others. Facilitates their skill development by providing clear, behaviorally specific performance feedback, and making or eliciting specific suggestions for improvement in a manner that builds confidence and maintains self-esteem.

Team Leadership

Willingly cooperates and works collaboratively toward solutions that generally benefit all involved parties; works cooperatively with others to accomplish organizational objectives. Manages staff in ways that improve their ability to succeed on the job.

Relationship Building

Builds constructive working relationships characterized by a high level of acceptance, cooperation, and mutual respect.

Integrity

Act with honesty, transparency and respect in our interactions with co-workers and those we serve. Adhere, without exception, to laws, policies, procedures and professional standards.

Accountability

Establish high-quality standards for work. Add value. Measure results and hold self and others accountable for making progress toward desired outcomes. Take a logical and data-driven approach to decision-making.

Diversity

Believe that different backgrounds and experiences strengthen the organization and produce better results. Value inclusion across race, gender, age, religion, identity and experience, and strive to reflect in our workforce the diversity of our community.

Collaboration

Foster a work culture in which different ideas and opinions are encouraged and expected. Listen carefully and speak thoughtfully. Work together toward shared goals with mutual respect and cooperation.

Continuous Improvement

Continuously improve work processes and products. Provide a safe environment to be innovative and creative and try new things. When things don't go as planned, use it as an opportunity to learn, regroup and begin again. Provide time and resources for individuals to grow and develop both personally and professionally.

Wellness

Take proactive steps to be physically fit and healthy, emotionally strong, financially secure and socially fulfilled, while inspiring and empowering others to do the same.

Service Orientation

Commit to making a difference within the community. Actively engage in and enjoy our work. Deliver services that exceed expectations, with courtesy, politeness and sensitivity to the experiences, concerns and feelings of all co-workers and customers.

ADA Checklist

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions

Standard ADA Selection:

Office Environment

Standing

X

Walking

X

Sitting

X

Lifting/Carrying 0-10 pounds

X

Lifting/Carrying 10-20 pounds

X

Lifting/Carrying 20-50 pounds

X

Lifting/Carrying 50-100 pounds

X

Pushing

X

Pulling

X

Climbing

X

Balancing

X

Stooping

X

Kneeling

X

Crouching

X

Crawling

X

Reaching

X

Handling

X

Grasping

X

Fingering

X

Feeling

X

Talking

X

Hearing

X

Visual Perception

X

Repetitive Motions

X

Eye/Hand/Foot Coordination

X

Memorization/Concentration

X

Learning/Knowledge Retention

X

Preparing/Analyzing Numerical Figures

X

Use of Interfaced Commmunication Devices (Phone, Computer, Radio etc.)

X

Analyzing/Examining/Testing Data

X

Emotional/Behavioral Self-Regulation

X

Interacting with Others

X

Comprehension

X

Organization

X

Decision Making

X

Comprehension

Understand complex problems and collaborate to explore alternative solutions

Organization

Organize and prioritize the work schedules of others to manage multiple tasks and/or projects

Decision Making

Make decisions that have significant impact on a department's credibility, operations and/or services

Communication

Communicate in-depth information for the purpose of interpreting and/or negotiating

Extreme cold

X

Extreme heat

X

Humid

X

Wet

X

Noise

X

Hazards

X

Temperature Change

X

Atmospheric Conditions

X

Vibration

X

Computers/Monitors

X