David Baldwin

The Library Compensation Handbook

A Guide for Administrators, Librarians and Staff

• Gebundenes Buch

Produktbeschreibung

Often the largest budget item in libraries, employee compensation is a vital, heavily discussed issue. This book provides library managers with essential information about establishing and maintaining a compensation system that meets the needs of library employees and furthers organizational goals. Written for library employees who want to know how salaries are determined and what opportunities are available to influence compensation, this book offers answers to virtually every question about compensation, policies, and practices. Major sections include: . Introduction . Basic Library Compensation Management . Developing an Internal Library Job Structure . Developing a Library Pay Structure . Pay for Performance . Performance Appraisals & Pay . Library Staff Pay Strategies . Librarian Pay Strategies . Wage Gap & Pay Equity . Addressing Pay Issues in Libraries . Indirect Compensation . Laws Affecting Library . Compensation . Income Replacement Programs . Compensation Administration in Libraries . Glossary

Produktdetails

• Verlag: Libraries Unlimited
• Seitenzahl: 272
• Erscheinungstermin: 30. März 2003
• Englisch
• Abmessung: 235mm x 157mm x 19mm
• Gewicht: 551g
• ISBN-13: 9781563089701
• ISBN-10: 156308970X
• Artikelnr.: 22367010

Autorenporträt

David Baldwin has been providing consulting in the business intelligence sector for 22 years. His experience includes Tableau training and consulting, developing BI solutions, project management, technical writing, and web and graphic design. His vertical experience includes financial, healthcare, human resources, aerospace, energy, education, government, and entertainment industries.

Inhaltsangabe

CONTENTSCONTENTSCONTENTSIntroduction xi1Basic Library Compensation
Management 1Compensation System Philosophy 1Compensation Defined 4Influence
of Free-Market Economy on Salaries 4Organizational Compensation Objectives
5Organizational Compensation Reference Groups 6Compensation Control
7Importance of Compensation to Libraries and Employees 7Historical
Background 8Wages and Salaries 8Developing a Pay Structure 9Library
Compensation Management 10Administrative Organization 10Bibliography
132Developing an Internal Library Job Structure 15Job Analysis 15Job
Evaluation 16Job-Evaluation Systems 17Sample Point-Factor System 20Problems
with Job-Evaluation Systems 28Classification Method for Librarians 29The
System in Practice 29Summary 30Appendix 30Note 43Bibliography 433Developing
a Library Pay Structure 45Salary Ranges and Grades 45Job- or Skill-Based
Pay 46Components of Pay Structure 51Decisions Relating to Pay Structure 51A
Conventional Salary Structure 52Broad-Banding 53Minimums and Maximums
53Number of Pay Grades 53Compa-Ratio 54Forces Affecting Salary Structure
57Conventional Structure or Broad-Banding? 57Checking Up 58Individual Wage
Determination 58Progressing through a Salary Range 60Problems and Risks of
Salary Management 61Bibliography 644Pay for Performance 67Determining
Individual Pay 67Performance-Based Pay Systems 68Pay for Performance in
Practice 69Merit Pay Defined 70History of Merit Pay 70Variations among
Merit-Pay Plans 71Measures of Performance for Merit Pay 71Full Cost of
Merit Added to the Base 72Federal Study on Performance Appraisal for Merit
Pay 72Problems with Merit-Pay Systems 76Problems in Relating Pay to
Performance 76Poorly Managed Merit-Pay Systems 77Positive Aspects of Pay
for Performance 77Suggestions for Implementing Merit Pay 77Pay Secrecy
79Notes 79Bibliography 795Performance Appraisals and Pay 83Effects of
Performance Appraisal 84Appraisal Process 84Measuring Performance:
Performance Appraisal Formats 84Appraiser Errors 86Criticisms of
Performance Appraisals 87Benefits of Performance Appraisals
89Distinguishing between Meets and Exceeds Expectations 89Conducting a
Self-Directed 360 Assessment 90Administrative Support for Appraisals
94Bibliography 946Library Staff Pay Strategies 97Increasing Proportion of
Professional Staff 97Rewards in the Public Sector 98On What Basis Should
Raises Be Given? 99Why Is One Employee Better Than Another? 99Improving
Staff Performance 99Successful Pay for Performance 100Skill-Based Pay
100Competency-Based Pay 100Planning a Competency-Based Pay System 101Group
Pay Plans 102Gainsharing 103Performance Appraisal 104Performance Management
104Sample Performance-Management Policy 105Sample Staff-Appraisal Form
112Bibliography 1187Librarian Pay Strategies 121Market 121Salary Surveys
122National Average Salaries for Librarians 122Faculty Rank, Status, and
Tenure for Librarians 123Performance Evaluation 124Performance Appraisal
for Faculty Librarians 124Performance Management 124Determining Faculty
Raises Based on Merit 125Salary Review 126Appendix 126Notes 134Bibliography
1348Wage Gap and Pay Equity 137Pay Equity 137Wage Gap 139Gains in the Pay
Gap 139Changes in the Wage Gap 140Developing a Pay-Equity Campaign 141Pay
Equity in Minnesota 142Identifying Wage Discrimination Based on Sex
142Performing a Workforce Analysis 143Identifying Sex-Segregated Jobs
143Determining When a Job Class Is Predominantly Male or Female 144Fixing
the Problem 148Writing a Pay-Equity Report 149The Pay-Equity Report
150Distribution of Pay-Equity Funds 152Pay Equity Is Everyone's Concern
152Notes 153Bibliography 1539Addressing Pay Issues in Libraries
157Librarians' Salaries 157Teaching Faculty Salaries and Distribution
158Gaining Equity 159Sources of Data 160A Supportive Group 161Writing a
Report 161Conducting Salary Studies 161Presenting a Pay-Equity Case
162Responding to Individual Salary Concerns 162Making Salaries a Priority
163Staff Salaries 163Asking for a Raise 164Library Staff Concerns
164Library Support Staff Salary Survey 165Raising Average Staff Salaries to
Local Market Salaries 166Selecting Salary Surveys 166Salary Surveys on the
Internet 167Developing Your Own Salary Survey 168Outside Offers 168Summary
169Notes 169Bibliography 16910Indirect Compensation 173What Are Indirect
Pay Benefits? 174Employee Indirect Compensation 174Employee Services
179Costing of Indirect Compensation 180The Benefits and Services Package
181Indirect Compensation Administration 182The Costs of Benefits
183Changing Employee Indirect Compensation 183Indirect Compensation as Part
of Compensation 184Note 184Bibliography 18411Laws Affecting Library
Compensation 189History of Compensation Laws 189Child Labor Laws 189Wages
and Salaries 190Exempt Employees under the Fair Labor Standards Act
190Exempt versus Nonexempt 192Violations of Wage and Hour Laws 192Minimum
Wage 194Overtime 194Requirements for Exempt Positions 194What Do We Call
Them? 197Payment of Wages 197Prevailing Wage Act 197Equal Pay Act 198The
Civil Rights Act 198Understanding Discrimination 199Ethnic Discrimination
200Sex Discrimination 201Sexual Orientation 202Disabled Workers 202Age
Discrimination 203National Origin Discrimination 204Religious
Discrimination 204Jury Duty, Witness Duty, and Voting Time 204Scenario 1:
Performance Appraisals 205Scenario 2: Merit Decisions 206Summary 207Notes
207Bibliography 20812Income Replacement Programs 209When Compensation Is
Interrupted 209Understanding the Risk 209Workers' Compensation 210Civil
Lawsuits 214Social Security Disability Insurance 215Unemployment Insurance
216Jobless Workers Not Applying for Benefits 218Other Income Replacement
Options 218Notes 219Bibliography 21913Compensation Administration in
Libraries 223Library Compensation 223Salary Policy 224Job Evaluation
225Salary Structure 226Salary Surveys 226Salary Increases 227Types of
Salary Increases 228Problems with Pay Increases 228Professional
Compensation 229Compensation Goals 230Compensation Controls 231Pay
Satisfaction 232Integrating Management by Objectives and Merit 232Trust and
Compensation 234Bibliography 235Glossary 237Index 245