1. More Than Money: Recruiting and Retaining Library IT Staff Janet Crum, Head, Library Technology Services, Northern Arizona University, janet.crum@nau.edu @crumj janet.crum@nau.edu@crumj Aaron Dobbs, Scholarly Communications, eResource Development, and Web Librarian, Shippensburg University of Pennsylvania, awdobbs@ship.edu @awdawdobbs@ship.edu@awd Bill Helman, Information Technology Librarian, Towson University, whelman@towson.edu, @thinkpol whelman@towson.edu@thinkpol Kelly Sattler, Head of Web Services, Michigan State University, sattler9@mail.lib.msu.edu, @ksattlersattler9@mail.lib.msu.edu@ksattler LITA Forum, Nov. 14 th, 2015 $$$ All meeple images by Caig, modified under CreativeCommons

2. Topics for today:  Overview – the why and what of the research  Demographics – who’s responded so far  Recruitment factors – what attracts good talent  Retention factors – what keeps them  Gender and retention – one way to break out the data  Wrap up and discussion ???

3. Overview What we did, why we did it and who’s responded so far.

4. The Questions “How should we be recruiting for library IT jobs?” “How do we keep good people once we get them?”

5. Why We’re Interested  We wanted to provide management with evidence to support decisions on pay, benefits, and organizational culture.  As well as to provide feedback on how to improve the overall workplace not just for IT, but for all library staff too.

6. Research! photo by flickr user ubarchives Please take the survey: https://www.surveymonkey.com/r/B2RVW77https://www.surveymonkey.com/r/B2RVW77

7. Primary household income earner Plenty of library experience with same employer Works in higher ed, lives in the US Has a spouse or domestic partner White male. Late 30’s/early 40’s Demographics photo by flickr user kalexanderson Not a librarian, doesn’t supervise anyone Please take the survey: https://www.surveymonkey.com/r/B2RVW77https://www.surveymonkey.com/r/B2RVW77

8. Recruitment What factors encourage library IT staff to accept a position?

9. How people found their library IT job

10. Social media platforms used

11. Meet and Interrogate  Majority of people (81%) when interviewed got to meet their future teammates  Almost all were able to ask questions of the perspective employer (95%- 98%)  This influenced their decision to take the job at least somewhat (74%- 84%)  Stated reasons it didn’t influence a person’s decision: Needed a job Didn’t know better/too young Responsibilities added without interview I am “the team” Went by description alone Already familiar with environment/people

12. Our Recruitment Factors  Salary  Opportunities for promotion and/or professional growth and development  Prestige/reputation of institution  Insurance benefits for self/family  Tuition benefits for self/family  Perceived job security  Organization’s mission and values  Paid time off (vacation, sick leave, etc.)  Diversity of Workforce  Location of work site (city, climate, housing options, etc.)  Flexible hours/alternative work schedules/telecommuting  Perception of employer as family- friendly (childcare, parental leave, etc.)

13. Top 3 influencing factors for accepting the job* All Respondents: 1.Salary 2.Insurance benefits 3.Perceived job security Respondents who started <=3 years: 1.Salary 2.Opportunities for promotion/growth/development 3.Location of work site *Reporting based on overall score of our stated factors. Factors were ranked and weighted by rank.

14. Other factors had significant influence  The people met during the interview / work climate  Job description - what I wanted to do  Needed a job  Already working there / personal investment  Supervisor  Changed job for family  Spouse already worked there / job opportunity for spouse  Training opportunities  Dissatisfaction with previous job

15. Retention What factors encourage library IT staff to stay in a position?

16. Compensation (Importance)

17. Compensation (Satisfaction)

18. Benefits (Importance)

19. Benefits (Satisfaction)

20. Work/Life Balance (Importance)

21. Work/Life Balance (Satisfaction)

22. Location (Importance)

23. Location (Satisfaction)

24. Personal Growth (Importance)

25. Personal Growth (Satisfaction)

26. Org Culture (Importance)

27. Org Culture (Satisfaction)

28. Leadership/Management (Importance)

29. Leadership/Management (Satisfaction)

30. Retention by Gender How does gender influence factors that encourage people to stay in their jobs?

31. Results by Gender: Financial Factors and Benefits  Financial factors  Retirement contributions rated more highly 1 by men  Paid time off (vacation, holidays, sick leave) rated more highly by women  Benefits  Carryover or payout of vacation/sick time rated more highly by women  Tuition benefits for self/family rated more highly by men 1 "Rated more highly"="more likely to rate as important or very important

32. Results by Gender: Location and Work/Life Balance  Location – all factors differing by > 5% favored by women  State/province, proximity to family, population size, recreational opportunities, and climate.  Work/Life Balance - all factors differing by > 5% favored by women  Number of hours expected to work, flexible hours/alternative work schedules, telecommuting, onsite fitness/wellness programs, private space for nursing mothers

33. Results by Gender: Personal Growth  Rated more highly by men  Opportunity to be creative/innovative – rated more highly by men  Rated more highly by women  IT staff involved in strategic planning, idea generation, treated as valuable partners, not just brought in to accomplish tasks – rated more highly by women  Mentoring programs – rated more highly by women

34. Results by Gender: Environment/Organizational Culture, Leadership/Management  Environment and organizational culture - all factors differing by > 5% favored by women  Work space, diverse workforce, diverse senior management, relationship with coworkers, affinity groups, environmental sustainability/recycling, type of organization  Leadership and management  Men and women differed by > 5% on only one factor: Recognition/appreciation for my work, which was favored by women

35. Overall importance by Gender  More important to men  Work/life balance  Personal growth  More important to women  Work environment/organizational culture  Leadership/management – more important to women  Least-important factors – no variance of > 5% by gender for items ranked 6 or 7.

36. !!! Discussion / Questions ??? $ < Y! X > $?

37. Please take the survey: https://www.surveymonkey.com/r/B2RVW77https://www.surveymonkey.com/r/B2RVW77 Slides will be posted to the LITA Forum site after the conference. Special thanks to the members of our team who couldn’t be here Mark Dehmlow, Program Director, Information Technology, Hesburgh Libraries, University of Notre Dame Lisa O'Hara, Head, Discovery & Delivery Services, University of Manitoba Libraries Stephanie Walker, Dean of Libraries and Information Resources, University of North Dakota photo by flickr user walkingsf

38. Appendix A closer look at the data used in this presentation.

39. Appendix Recruitment

40. How people found their Library IT job All respondents (342): Method % *Method (Other)% Internal posting (if you were already employed at the institution before taking the position) 19.6 Reassigned/institution reorg/promotion 3.8 Listserv/Mailing list/discussion board 17.8 Newspaper ad/print ad any publication 2.3 Invitation to apply by a colleague/manager 17.5 Friend/Spouse/Relative shared it 2.0 Institutional website 14.3 invitation from a person who is at the institution 1.2 Invitation to apply by a former colleague/manager 6.1 job listing website / Neo-gov / state website 1.2 Professional Publication 4.7 Other library association job center 0.6 University placement program, job fair, etc. 2.9 Friend from library school / professional network 0.6 Social Media 1.8 referral / referral by social media (twitter) 0.6 Invitation to apply by a recruiter/headhunter 1.5 took initiative - gave resume to institution 0.3 ALA Placement Center 0.9 unemployment office 0.3 *The percentage is adjusted to include “other” comments that matched with what we meant the category to represent.

41. How people found their Library IT job Those who started within the past 3 years (57): Method % *Method (Other)% Internal posting (if you were already employed at the institution before taking the position)24.3Reassigned/institution reorg/promotion4.1 Institutional website18.9Friend/Spouse/Relative shared it2.7 Listserv/Mailing list/discussion board16.2invitation from a person who is at the institution2.7 Invitation to apply by a colleague/manager16.2Friend from library school / professional network1.4 Invitation to apply by a former colleague/manager6.8Newspaper ad/print ad any publication0.0 Social Media4.1job listing website / Neo-gov / state website0.0 Professional Publication2.7Other library association job center0.0 University placement program, job fair, etc.0.0referral / referral by social media (twitter)0.0 Invitation to apply by a recruiter/headhunter0.0took initiative - gave resume to institution0.0 ALA Placement Center0.0unemployment office0.0 *The percentage is adjusted to include “other” comments that matched with what we meant the category to represent.

42. Social Media Platforms Used Social Media Platform ( all respondents) %Social Media Platform (<=3 years)% None because none existed when I was performing my search 40 Other: None, I already worked here (17 of 18) 38 Other 29 LinkedIn 32 Facebook 15 Facebook 30 LinkedIn 12 Twitter 19 None because I don’t use social media 11 Glassdoor 17 Twitter 9 None because I don’t use social media 6 Glassdoor 8 YouTube 4 3 None because none existed when I was performing my search 4 Google + 1 0 Pinterest 1 0

43. Got to meet the team and ask questions All respondents %<=3 years% Met the team members they’d be working with 81 Met the team members they’d be working with 81 Met other future, relevant collegues 67 Met other future, relevant collegues 68 Was able to ask questions of perspective employer 95 Was able to ask questions of perspective employer 98 All respondents %<=3 years% Yes 44 Yes 47 Somewhat 30 Somewhat 37 No 25 No 16 Which influenced their decision to take the job …

44. Influencing factors for accepting the job Factors All respondents (%)<=3 years (%)Rank (all/3yr) Diversity of Workforce 3.72 4.0012 / 12 Flexible Hours/alt work schedules/telecommuting 6.93 7.217 / 8 Insurance benefits for self/family 8.24 7.792 / 5 Location of work site (city, climate, housing opts,…) 8.05 8.334 / 3 Opportunities for promotion/growth/development 7.78 8.576 / 2 Organization's mission and values 6.45 7.258 / 7 Paid time off (vacation, sick time, etc.) 7.98 7.655 / 6 Perceived job security 8.19 7.983 / 4 Perception of employer as family-friendly 4.98 5.0311 / 11 Prestige/reputation of the Institution 5.49 5.0910 / 10 Salary 9.54 9.731 / 1 Tuition benefits for self/family 5.71 5.149 / 5

45. Influencing factors for accepting the job from the comments Factors cited in comments # of respondents People met during interview / work climate 19 Job description – what I wanted to do 15 Needed a job 14 Already working there / personal investment 10 Supervisor 7 Changed job for family 6 Spouse already worked there 4 Training opportunities 4 Dissatisfaction with previous job 4 Promotion 3 Wanted to work in a library 3 Reputation of colleagues 2

46. Appendix Retention by Gender

47. Financial factors - by gender Financial Factors Rated Important or Very Important FemaleMaleTransgenderOther #%#%#%#% Compensation8573.91%10070.42%150.00%1100.00% Retirement contributions7565.22%10271.83%150.00%1100.00% Paid vacation/holidays8271.30%9264.79%150.00%1100.00% Paid sick leave7363.48%7653.52%150.00%1100.00% Paid sabbaticals1311.30%139.15%10.00%1 Professional development funds6253.91%7754.23%2100.00%00.00% Cost of parking/transport2320.00%2316.20%00.00%1100.00%

48. Benefits factors - by gender Benefits Rated Important or Very Important FemaleMaleTransgenderOther #%#%#%#% Insurance benefits for self/family8573.91%10070.42%150.00%1100.00% Payout or carry over for unused vacation5547.83%5639.44%150.00%1100.00% Maternity/paternity leave3126.96%3423.94%150.00%00.00% Tuition benefits for self/family3328.70%5538.73%150.00%1100.00% Job security (including tenure or union)8170.43%9869.01%150.00%1100.00% On-site childcare119.57%128.45%150.00%00.00%

49. Location factors – by gender Benefits Rated Important or Very Important FemaleMaleTransgenderOther #%#%#%#% State / province7363.48%6747.18%2100.00%00.00% Proximity to family5749.57%6142.96%2100.00%00.00% Population size3429.57%2719.01%00.00%0 Affordable housing7161.74%8861.97%150.00%1100.00% Quality of public schools4236.52%5538.73%150.00%00.00% Recreational opportunities5446.96%5740.14%150.00%1100.00% Climate4135.65%4330.28%150.00%1100.00% Length of commute7968.70%9365.49%150.00%1100.00% Convenient public transportation3732.17%4934.51%00.00%1100.00%

50. Work/life balance factors – by gender Work/Life Balance Factors Rated Important or Very Important FemaleMaleTransgenderOther #%#%#%#% Number of hours expected to work each week8573.91%9667.61%2100.00%1 Flexible hours/alternative work schedules7766.96%10070.42%2100.00%1 Telecommuting4841.74%4934.51%2100.00%00.00% Job sharing86.96%117.75%150.00%00.00% Onsite fitness/wellness programs2320.00%1611.27%150.00%00.00% Private space for nursing mothers2118.26%117.75%150.00%00.00%

51. Personal growth factors – by gender Personal Growth Factors Rated Important or Very Important FemaleMaleTransgenderOther #%#%#%#% Variety of interesting projects/assignments8775.65%10775.35%21001 Opportunity to learn new skills8977.39%10674.65%1501100 IT staff involved in strategic planning, idea generation - treated as valuable partners, not just brought in to accomplish tasks8876.52%10271.83%15000 Opportunity to lead projects7363.48%8559.86%15000 Opportunity to be creative/innovative4337.39%6545.77%15000 Opportunities for promotion/clear career paths6455.65%7955.63%1501100 Availability of advanced/interesting technology or technology initiatives3026.09%3021.13%15000 Autonomy on the job/ability to be self- directed in performing tasks/ initiating projects5951.30%7049.30%15000 Mentoring programs3631.30%3222.54%1501100

52. Environment and organizational culture – by gender Environment and Organizational Factors Rated Important or Very Important FemaleMaleTransgenderOther #%#%#%#% Mission, goals, and values of the organization5648.70%6646.48%210000 Work space (office, cubicle, etc.)6657.39%7452.11%1501100 Having the resources needed to do the job well (people, technology, etc.)9078.26%10775.35%21001 Diverse workforce4236.52%3625.35%1501100 Diverse senior management4640.00%3524.65%1501100 Relationship(s) with coworkers8271.30%9365.49%21001 Treated with respect by colleagues8573.91%10372.54%21001 Availability of affinity groups based on race, gender, cultural background, or similar characteristics (e.g. Women in IT)3126.96%1812.68%15000 Prestige of institution2320.00%3423.94%0000 Perceived financial stability of organization7565.22%9365.49%1501100 Opportunities to have fun on the job--e.g. social activities, pets at work, celebrations2420.87%3423.94%0000 Encouragement/support for volunteer work2521.74%2618.31%15000 Support for environmental sustainability; recycling4539.13%4028.17%001100 Type of organization (for-profit/non-profit, educational, etc.)4841.74%5135.92%15000

53. Leadership and management – by gender Leadership and Management Factors Rated Important or Very Important FemaleMaleTransgenderOther #%#%#%#% Clear expectations8674.78%10876.06%21001 Evaluation process5749.57%7452.11%21001 Recognition/appreciation for my work7867.83%8962.68%21001 Access to/regular communication with senior leadership7363.48%8459.15%21001 Direct supervisor who listens to me8876.52%10876.06%21001 Trust in senior leadership8473.04%10473.24%21001 Trust in direct supervisor8876.52%10976.76%21001 Library leadership that understands IT work8372.17%10070.42%1501100 Direct supervisor that understands IT work8170.43%10573.94%21001 Treated with respect by senior library leadership8674.78%10271.83%21001 Treated with respect by direct supervisor8977.39%11178.17%21001 Senior leadership that cares about my success7666.09%9365.49%21001 Direct supervisor who cares about my success8876.52%10473.24%21001 Ability to disagree with my direct supervisor without negative consequences8775.65%10674.65%21001

54. What matters most – by gender Important (ranked 1 or 2) Less Important (ranked 6 or 7) Retention factors ranked 1 or 2FemaleMaleFemaleMale Compensation69%72%4%8% Benefits46%42%15%14% Location22% 36%32% Work-life balance18%23%21% Personal growth15%22%31%32% Work environment/organizational culture17%8%48%47% Leadership/management16%10%42%45%