CAHSL Salary Survey 2013Lisa AdrianiAnne-Marie KaminskyJune 2013

Background• The aim of the survey is to capture an overview of

the salaries and some benefits of the librarians who work in the health sciences field in the State of Connecticut.

• The survey has been an open business item during

the past year. The proposed questions and format were presented, reviewed and discussed at the March 5th CAHSL meeting. Members’ feedback was then incorporated into the final survey.

What is your annual salary? (Overall results)

Responses Mean Median Minimum Maximum

36 $70,781 $66,331 $29,271 $118,691

How many years have you been in your current position?

Responses Mean Median Minimum Maximum

0-10 Years 21 $66,903 $63,000 $29,271 $118,691

11-20 Years 10 $76,976 $78,250 $37,000 $104,000

20+ Years 5 $74,677 $67,000 $60,278 $95,600

How many years have you been working as a librarian?

Responses Mean Median Minimum Maximum

0-10 Years 10 $60,528 $61,487 $46,000 $84,000

11-20 Years 6 $68,165 $71,500 $29,271 $118,691

20+ Years 14 $81,437 $80,400 $60,278 $104,000

What type of library do you work in?

 Responses Mean Median

Minimum Maximum

Academic 13 $79,969 $80,000 $61,000 $104,000

Hospital (non-teaching) 10 $54,115 $55,514 $29,271 $79,000

Hospital (teaching) 12 $74,140 $65,255 $53,000 $118,691

Other 1

What best describes your title or area of responsibility?

 Responses Mean Median

Minimum Maximum

Director/Manager 8 $82,391 $79,850 $60,000 $118,691Department Head/Assistant or Associate Director 6 $80,072 $77,500 $62,830 $104,000

Reference Librarian/Clinical Librarian 14 $70,355 $66,332 $46,987 $104,000

Solo Librarian 7 $51,797 $50,027 $29,271 $79,000

Other 1        

Do you supervise anyone?

Responses Mean Median Minimum Maximum

Yes 14 $78,633 $77,500 $37,000 $118,691

No 22 $65,784 $62,487 $29,271 $104,000

Salary Resources: Connecticut Department of Labor, Job and Career Connection

• http://www1.ctdol.state.ct.us/jcc/profile.asp?sstrOccupationCode=254021 (Last Updated: February 7, 2012)

Salary Resources: Occupational Outlook Handbook, May 2012

•U.S. Department of Labor, Bureau of Labor Statistics: http://www.bls.gov/ooh/

Areas EmploymentMedian hourly wage

Mean hourly wage

Mean annual wage

National 140,280  $27.49 $57,190.00Connecticut 2,490 $32.36 $32.26 $67,100.00Bridgeport-Stamford-Norwalk 570 $34.32 $34.25 $71,250.00Danbury 80 $33.64 $33.67 $70,040.00Hartford-West Hartford-East Hartford 840 $32.15 $31.76 $66,060.00New Haven 610 $34.32 $33.75 $70,210.00Norwich-New London 170 $26.57 $27.75 $57,710.00Waterbury 80 $30.88 $30.31 $63,050.00Northwestern Connecticut 60 $29.94 $30.18 $62,770.00Eastern Connecticut 80 $26.71 $25.22 $52,450.00

Salary Resources: Connecticut Library Association

Salary Resources: Medical Library Association, Compensation and Benefits Survey 2012

Salary Resources: Medical Library Association, Compensation and Benefits Survey 2012

Salary Resources: Medical Library Association, Compensation and Benefits Survey 2012

Salary Resources: Medical Library Association, Compensation and Benefits Survey 2012

Salary Resources: Medical Library Association, Compensation and Benefits Survey 2012

Does your institution support your professional development?

Responses PercentFully 10 24.40%Partially 27 65.90%Not at all 4 9.80%

What type of professional development does your institution support? Check all that apply.

Answer Options Response Count

Paid professional membership 23Paid Conference Registration 25Pay for Professional Classes or Courses 22

Travel Expenses 25Other (please specify) 8

What type of professional development does your institution support? Check all that apply.

Other (please specify)• Gives us a lump sum and we use it as needed.• Will pay up to $1,000 total annually• paid time off• financial support for professional development is a

case by case decision• not required - or even expected - to use PTO to attend

meetings, conferences, etc. Very supportive of being actively involved in professional association work.

• 80% tuition reimbursement• We get a set amount of funding and you can use it for

these 3 types of expenses.• new limits on conference, classes, travel in FY '13

In your library or organization, what compensation strategy is used to determine pay increases?

Answer Options Response Count

Merit Pay 26

Negotiated by union 6

Job or skill-based 6

All employees receive the same % across the board

9

Market 5

Other 3

In your library or organization, what compensation strategy is used to determine pay increases?

Other (please specify)

• Set goals - whether or not they are met

• Pay for Performance Incentive

• departments get a certain amount to allocate among all their employees, usually based on merit

• Bonuses are given based on performance and/or special project accomplishments

• job grade and salary range set by HR's "surveys" of the hospital industry

Are you a member of AHIP?

Answer Options Response Percent

Response Count

Yes 41.7% 15

No58.3% 21

Are you pursuing an AHIP Membership?

Answer Options Response Percent

Response Count

Yes 32.0% 8

No 68.0% 17

Does your institution require an AHIP membership?

Answer OptionsRespons

e Percent

Response Count

Yes 2.6% 1

No 97.4% 38

AHIP

Does your institution value AHIP designation?

Answer Options Response Percent

Response Count

Yes 34.2% 13

No 65.8% 25

Does your institution value AHIP designation?

Comments• unknown• Not specifically, but I am encouraged to take continuing

education, which is reflected in AHIP• Mutually agreed upon & established goal for this fiscal

year.• This doesn't apply to my situation• I think that my institution only values it because they

know I have it and have explained it.  The primary concern of my administration is competency.  AHIP does not guarantee this nor does the process ensure it.  For the cost involved, I’m not sure I would make it mandatory for an employee in the future. I’d rather make them spend the money used to “buy” the certification to pay for CE classes instead, esp. since the AHIP certification DOES come out of my own pocket.

AHIP