PASDO Disc. Group, Session I, minutes 2010 Annual
ACRL Personnel Administrators & Staff Development Officers Discussion Group
2010 Annual Meeting Agenda
Saturday, June 26, 2010
1. Welcome and Introductions
* Llama Emerging Trends Discussion Group will be held on Saturday, 1:30 – 3:30.
* Organization Development Discussion Group will be held Sunday at 4 pm.
* Llama Women Administrator’s Discussion Group will be held Sunday from 10:30 – 12.
* ACRL Personnel Administrators & Staff Development Officers Discussion Group will hold its second meeting on Monday at 10:30 – 12.
3. Updates: Impact of the Economy
Only 2 or 3 people submitted a report on the status via the Web form Jerome Offord created, however, there continues to be interest in this topic, so we will do a round robin discussion.
* Ohio University: Three years ago, posted 10-12 positions/year. This year, only posted 2 jobs. Eliminated 8 hourly positions the year before. Staffing now at 90 positions (was at 113 staff). They are holding on to professional positions, moving people around, mostly professional staff. Training has increased.
* U of Iowa: They are “choking” with support staff. Have 80 professional staff; 100-110 support staff, with average age of 50. Only filled 1 vacant support staff position in last 10 years. Losing professional positions that are vacant. Are not permitted to layoff staff. Closed 4 branch libraries, but kept assistants and will reassign them. University offered some early retirement packages, but only ½ opted for it at the libraries.
* Purdue: Faculty, exempt professionals and 103 non-exempt staff [IS THIS TOTAL #?] As part of a 2% reversion, have given back some positions and holding some positions vacant. No increased to budget. After Admin approves filling a position, they take the vacancies to planning and operations council to determine priorities. Two Visiting Professional positions in Special Collections (with outside funding) were converted to administrative professional positions. Clerical staff taking on new roles with training. They are facing the position where need someone, train then, then if they fail, what do you do? Promise from Deans – no one loses their job. Training and Development became a real focus. Redefining roles and job descriptions. Created a new personnel position.
* U. Pittsburgh: 120 staff, 66 faculty/librarians. Held, merged positions, had to do layoffs. Senior staff met with department heads to look at functions. Managers were very forthcoming. Laid off 7 staff members last year, 2 took retirement. Combined two departmental libraries and closed 1.
* Emory: State system and schoolteachers have had furloughs. Emory, a private institution, has had no furloughs, a mandate from the President. They are identifying areas of excellence University-wide and preserving them. Have to cut back because of the drop in endowments. Can get good money for collections and positions, but it is hard to sell increases for operational cost inflation. They have used up to $1 million in collections and salaries to cover operations. Had to give back $400K plus 2%. Went through a project like the U. of Pitt. There was a lay off -- 27 positions (3 librarians and 24 staff) -- and are not filling. Covered their health insurance for 6 months. Also received salary for a year and staff received severance packages based on the length of their experience. This layoff was accomplished in a two-hour period! Knew another cut was coming, sot hey cut back more than they needed to. Are now hiring 5 new staff. There is much anger from the staff. It has fractured the fabric of Emory. Just starting to build excitement again there.
* U Kansas: Two years ago, had 2 layoffs in one of the units. Staff felt it was a violation of an implied trust.
* U. Minnesota: Laid off two support staff in IT. Received a retirement incentive. Every vacant position submitted with an analysis submitted to the Provost for approval before posting. Now, the Director of the Library handles the approvals. They are not posting their residency positions. Going through reorganization – and starting to hire again. There was a three-day furlough University wide. Some exceptions in critical service areas. Furlough amounted to a 1.15% salary reduction. There were no days off for salaried staff – expected to work through the furlough period or take annual leave.
* U Kentucky: No raises for two years. Budget from state. Staff who make less than $70K received $1000 one time payment; $70-75K and up received $500 one time payment. Eliminated one grant position. Already gave up vacant positions. Currently have 2.5 staff vacancies.
* Temple: Hard freeze on hiring in Fall 2008. For 1-1/2 years, exceptions went to President. At time of freeze, library had just launched 5 national searches, which were pulled back. Were able to do 2 searches. Starting to emerge. Decision level is with Provost now (still a freeze). Received approval to run another search this week. They are looking at capacity of organization to run multiple searches.
* U South Florida: Conducted three concurrent searches – very difficult. Looking at budget every quarter to see influence of oil spill.
* U California (system): $305 million cuts. Voluntary separation program. START program: furloughs based on salaries. Average is 16-18 day furloughs in one year. Four bargaining units in library. Temporary layoffs (clerical staff) – average is 13 days, and must take them all at the same time. There is also an RIT – reduction in time program for AFSME members, who received a cut of 5% in their salaries. Another program, UPTI is a 15-day furlough that protects benefits; RIT reduces benefits. Faculty on furloughs too, being creative with how their furloughs are applied. Furlough programs are ending.
* Texas State: Held back 5% from state appropriations; raises given (or what that gone?) Next biennium, preparing for 10% cut over two years in state appropriations. Library has student fee. There is a hiring freeze on faculty and non-funded positions. Conservative approach to travel and operating costs. Positions approval delegated to the President. Thinking is that the oil-spill will continue to influence conservative spending.
4. Other Discussion
* Majority of participants in this Discussion Group (90%) have MLS degrees. In the past, it fluctuated from 1/3 – 2/3.
5. Coordinators for 2010-2011
Melissa Laning nominated and accepted. Will seek a co-chair.
6. Topics for discussion at Midwinter meeting
Discuss at second meeting on Monday, June 28.