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Sherry GottNovember 9, 2013To: Professor Kathy Bailey-Mercurio

Re: Corporate Culture of the Taylorsville Public Library ______________________________________________________________________________

Professor Kathy Bailey-Mercurio authorized the writing and sending of this report, which provides information regarding the corporate culture of the Taylorsville UT branch of the Salt Lake County Library System, and the work of librarians. The purpose of this report is to describe working for this entity, and to encourage anyone in need of a great career path to consider applying for work at this branch.Thank you for the confidence shown by making this request, and authorizing this work.

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Library ScienceTHE CORPORATE CULTURE OF THE SALT LAKE COUNTY LIBRARY

SYSTEM: TAYLORSVILLE UT BRANCH

SHERRY L. GOTT

ENGLISH 2100

PROFESSOR KATHY BAILEY-MERCURIO

SALT LAKE COMMUNITY COLLEGE

NOVEMBER 9, 2013

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Table of ContentsAbstract.....................................................................................................................................- 3 -

Introduction................................................................................................................................- 4 -

Methodology..............................................................................................................................- 5 -

Research...............................................................................................................................- 5 -

Personal Interview and Addendum....................................................................................- 5 -

On-line Research...............................................................................................................- 5 -

Writing....................................................................................................................................- 5 -

Limitations..............................................................................................................................- 5 -

Results......................................................................................................................................- 6 -

Working Environment........................................................................................................- 6 -

Workplace..........................................................................................................................- 6 -

Dress Code........................................................................................................................- 6 -

Daily Routine, Teamwork and Seasonal Flow...................................................................- 6 -

Policies and Procedures........................................................................................................- 7 -

Job Requirements (Education), Pay Scale, and Benefits..................................................- 7 -

Corporate Communications...............................................................................................- 8 -

Performance Reviews and Incentives................................................................................- 8 -

Opportunities.........................................................................................................................- 8 -

Projected Growth...............................................................................................................- 8 -

Projects..............................................................................................................................- 9 -

Discussion of Results..............................................................................................................- 10 -

Conclusion...............................................................................................................................- 11 -

References..............................................................................................................................- 12 -

Addendum……………………………………………………………………………………………. -14 -

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AbstractAn analysis of the corporate culture of the Taylorsville, UT, branch of the Salt Lake County Library System reveals a work environment suitable to most temperaments. This corporate culture was examined through personal observation and an interview with the library manager. The library’s policies, culture, work environment, and opportunities to create and implement projects make it a vital part of the community it serves. Employment as a library staff member offers great job satisfaction. A librarian with a master’s degree in Library Science has many professional opportunities besides work within a public system. A recommendation is made for the potential of the library as an interesting and rewarding place to work.

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IntroductionIf someone were to ask what the oldest profession is, chances are the replies would not include Librarian. However, the profession of librarian is indeed very, very old. It goes back farther than the Middle Ages; at least as far as the Library at Alexandria. This report primarily describes the corporate culture of the Taylorsville, UT branch of the Salt Lake County Library System (SLCoLib), and secondarily, it describes the career of a librarian. The purpose of this report is to advocate becoming a librarian, and to encourage the reader to utilize this library’s many services.Libraries and librarians are a vital part of the Taylorsville, UT, community, even though they are frequently taken for granted because the services provided are fundamentally free. Libraries and librarians play a critical role in the education of the general public, and may even be seen as an adjunct of the public school system, offering a wealth of information which can enhance a person’s ability to think critically, research vast amounts of both printed and digital knowledge and resources to enrich every area of life. Librarians can direct people as they research such diverse subjects as home improvements, cooking, hobbies, algebra, foreign languages, self-improvement, spiritual growth, entrepreneurship, Boy Scout merit badges and physical exercise. Librarians are trained to lead us through these offerings, all at no cost to us.

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MethodologyResearch Personal Interview and AddendumThe primary source of information for this report was an interview with Maggie Mills, the director of the Taylorsville, UT branch of the SLCoLibrary (personal communication, September 4, 2013). Mrs. Mills has extensive experience as a both a public Librarian in various communities, as well as within the private sector. She holds a MLS (Master of Library Science) degree from the University of Kentucky, and is well qualified to provide information regarding the profession of Librarian. Mrs. Mills has worked for the SLCoLibrary for nearly 10 years, where she has always been a supervisor. She enjoys interacting with the library patrons and staff, and likes the corporate culture within the county system. Mrs. Mills provided me with a copy of the “Salt Lake County Library System Goals and Objectives”, updated as of 2/08, which is shown as an addendum.On-line ResearchAdditional material for this report was gathered from EBSCO articles, and from internet searches which located information relative to Library Science as a career field.

WritingNotes were taken in shorthand as the interview was taken with Mrs. Mills. The beauty of using shorthand was being able to keep the interview to a manageable length. The difficulty of using shorthand is transcribing it back into English. Skills were overestimated and the difficulty of transcribing was underestimated. The interview was transcribed in longhand, and then typed with the chosen font (selected for readability). A search was conducted to find an appropriate picture to set off the title page. The author met with the Writing Center twice to get assistance with APA formatting.

LimitationsLimited information was found which pertained to work within a public library environment. The author enjoyed the process of learning how to write a report of this type, even though the experience was intimidating. The author has never been required to provide this kind of communication, in her 40+ years of work experience.

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ResultsWorking Environment WorkplaceAs a whole, the environment of the Taylorsville Public Library is very positive. There is an atmosphere of respect among the staff members, as well as between the staff and the patrons. There are no partitions to separate employees into cubicles, and as they rotate between duties during the day there is no apparent problem with “ownership” of an area. The only private office is the Library Manager’s, and it is the only one with a door. The circulation desk separates employees from patrons, and there is an area which is “employees only”, where returned materials are processed and sorted for return to shelves or to originating libraries. The only other private area is the break room which has a refrigerator, microwave, sink, table and chairs. Lunch hours are staggered to provide coverage of the circulation and information desks. Most of the staff members bring lunches, but some employees eat out, and a few live close enough to go home for lunch. Dress CodeThe dress code within the SLCoLibrary is business casual, which means 1. Slacks or skirts with modest blouses for women, 2. Slacks and Polo-type shirts or dress shirts for men, and 3. Jeans for shelvers and custodians. Sleeveless shirts, tank-tops, shorts, or cut-off jeans are not allowed. Friday is casual-dress day, and jeans are permitted. All clothing must be in good repair, and clean, because most of the library staff will interact with the library patrons on a daily basis.Daily Routine, Teamwork and Seasonal FlowThe work is rotated so it does not become monotonous. The morning staff has different responsibilities than the closing staff. People rotate between the front desk and the back office, and they all focus on customer service. Throughout the day people shelve books and DVDs, check in materials, straighten magazines and newspapers, pull holds, empty the return bins, handle sales of used books, complete trainings, create displays and count the money (personal communications, Sept. 4, 2013).

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Most of the staff members do their own jobs, working together as teams only occasionally. Some of the programs (such as the summer reading program) require an all-out team effort. There are some seasonal differences in work flow. Some age groups show a decline in usage during the school year. “Summer is very busy, December is dead, and in January”, according to Mrs. Mills, “we get slammed” (personal communication, Sept. 4, 2013).

Policies and ProceduresJob Requirements (Education), Pay Scale, and BenefitsThere are several different types of employees within the SLCoLibrary. 1. There are hourly workers, which range in age from 16 up, who handle routine clerical duties and janitorial work. Clerical duties include shelving books and periodicals. There are no specific educational criteria for clerical employees, but they need to have good reading and number skills to learn the Dewey Decimal System. 2. The staff at the Taylorsville branch includes three assistant librarians (one part-time and two full-time) and four librarians (three full-time and one part-time). The designation “librarian” denotes someone who has an actual master’s degree in Library Science, usually from an institution with an American Library Association accreditation. (Mrs. Mills indicated one of the best schools for this degree is North Texas) (personal communication, Sept. 4. 2013).The pay scale is the same for full-time and part-time clerical employees, with the main difference in pay being the number of hours worked and the pay band. Clerical employees earn from $2.00-$5.00 per hour less than management. Most people in management within the Library system have a college degree, usually a MLS (personal communication, Sept. 4, 2013.) Insurance benefits (including maternity, family medical leave, short-term disability and long-term disability pay) are primarily for full-time employees. Vacation benefits are available for both full-time and part-time employees, but paid vacation hours accrue faster for full-time staff members. (http://admin.slco.org/uploadedFiles/box/fHR/compensationDocs/COM_SalaryPlanCCR2013.pdf ) The staff members are very good about covering the work flow if one of them needs time to attend a school program or take a child to the doctor (personal communication, Sept. 4. 2013), even though this is not strictly considered a “job benefit”.

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Corporate CommunicationsThere are weekly mandatory staff meetings where updates and important changes are communicated. (Mrs. Mills states, good-humoredly, “The staff meetings occasionally are more eating, and less meeting, especially during the holidays” (personal communication, Sept.4, 2013).Intranet updates come from the county, and also from the library which has its own staff intranet. There is also a staff portal for emails. In this way, the Salt Lake County can relay information regarding changes in policy, trainings, job openings, etc. Performance Reviews and IncentivesPerformance reviews are held once a year or as needed. There are quarterly conversations to inquire how the employees are meeting their goals for the year. There may also be a one on one discussion if a need is identified by the supervisor or if required trainings are not achieved. Very seldom is any form of discipline or performance improvement plan needed because most of the people working in the Library are very satisfied with their work, and their performance reflects this satisfaction (personal communication, Sept. 4, 2013).There is no program to provide incentives for the employees, and according to the director, most of the employees are self-directed and work there because they really like it. Mrs. Mills mentioned the stress level is about 5 on a scale of 1-10 (personal communication, Sept. 4, 2013).There are no organized sports or other events provided on-site or off-site, either through the library system or the county.

OpportunitiesProjected GrowthThis report is primarily concerned with the corporate culture of the Taylorsville Branch of the SlCoLibSys but the author feels it important to include information reflecting the projected growth for employment for Librarians as a whole. This rate is only 7% over the next 10 years (Bureau of Labor Statistics, 2012-2013 edition), but states there are other job prospects for them. “Increasingly, librarians are found working outside any kind of library, yet bringing the skills, ethics, and connection to the greater field of librarianship to bear in roles such as knowledge management, data mining, or competitive intelligence. Be flexible in the type of institution you’ll work for. Libraries aren’t the only organizations that hire librarians,” says Block (Schwartz, M., March 20, 2013).

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ProjectsA major function of the library is the programming (a form of curriculum) it provides for the patrons (http://www.slcolibrary.org/le/lesp/index.htm#top). This takes the form of classes, the summer reading program, monthly movies, the monthly book clubs for youth and adults, the pre-school programs, etc. (The link provided will take you to the SLCoLib website displaying current programming.)Mrs. Mills indicated creativity is encouraged in the development and implementation of the various classes which are offered at the library, ranging from the different reading groups to finance, gardening, and cooking classes. Each of the Librarians is expected to advance suggestions for programming (curriculum), to encourage library use and to increase the satisfaction of each patron. The library staff is encouraged to design and create displays calling attention to these programs (personal communications, Sept.4, 2013). There is a strategic plan created between library administration and members of the community focusing on the different age groups using the library (see the addendum). The programs are developed within the framework of this strategic plan. Please note the link above includes information regarding the current need for Library Board Members.

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Discussion of Results

After analyzing the information provided by Mrs. Mills, and reviewing the statistics provided by the Bureau of Labor Statistics, it appears the Salt Lake County Library System provides both opportunities and a positive working environment. There are opportunities to plan curriculum and projects which engage library patrons. There is enough work to stay busy during the day and to grow and develop skills in serving the public. The atmosphere is relaxed and pleasant, as evidenced by the business casual dress code, and the willingness of staff and management to help an employee who may need to adjust their schedule due to family needs. The pay and benefits are on a par with most other corporate environments. A library staff member can contribute to the curriculum offered through the library and grow as they participate in county training programs.The overall conclusion drawn from the information provided is whether a person wants to work part-time and earn a supplementary income, or get their advanced degree and work in management at a substantially higher income, the Taylorsville Public Library offers someone both an employer and a workplace willing to accommodate a hard-working individual’s personal and professional requirements.

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ConclusionTo summarize, the culture of the Taylorsville branch of the SLCoLibrary is upbeat and lively. It provides a great work atmosphere. There is no time to get bored or complacent because there is always work to be done. From the time the staff begins to arrive and puts out the daily papers and new magazines, to the time the doors close and the lights go out in the evening, there is a steady stream of people who come to utilize the computers, the reading areas, participate in the programming, and get help with research projects. Whether it is helping a young person figure out how to attach a resume with an on-line job application, or helping a shy youngster find a book to help complete a merit badge, the librarians and other staff members are ready and willing to offer their assistance. The study done of this library is important because it serves to remind one of the enormous value the library is to the community with the number of services it provides, and the diversity of the population using it. From senior citizens to working adults, and from mothers to college students, kindergarten students, preschoolers and toddlers, the Taylorsville branch of the Salt Lake County Library System is very important to the community it serves. The residents of Taylorsville utilize its facilities well, but there is always room for additional patrons. Library Science is a field offering great diversity, and it is a field very much worth pursuing. In addition to work within a library, there is work available in conserving, archiving, digitizing, and preservation. A librarian makes many choices every day regarding materials to offer to patrons, and the best ways to educate patrons on services available both in terms of physical collections as well as on-line resources. It is a field which can provide years of satisfaction to the person who chooses to pursue it.As a result of the observations made and the interview conducted, as well as a life-long interest in libraries, the author recommends a career with the public library system as a hybrid opportunity to teach, provide customer service, and enjoy personal daily interactions with the community. The opportunity to research the field of Library Science in general and the culture of the Taylorsville library in particular, is very much appreciated; thanks for providing it. For any additional information, please contact the author directly: Sherry Gott sherrylgott@gmail.com or sgott@bruinmail.slcc.edu 801-419-7204.The Librarian can be seen as a tour guide, a site map, or a good friend. Get to know one today!

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ReferencesBureau of Labor Statistics, U.S. Department of Labor, Occupational Outlook Handbook,

2012-2013 Edition, Librarians, on the Internet at http://www.bls.gov/ooh/education-training-and-library/librarians.htm (visited October 01, 2013)

(http://admin.slco.org/uploadedFiles/box/fHR/compensationDocs/COM_SalaryPlanCCR2013.pdf

(http://www.slcolibrary.org/le/lesp/index.htm#top ) Schwartz, M. (March 20, 2013) How to Become a 21st Century Librarian, Library Journal

Retrieved from http://lj.libraryjournal.com/2013/03/careers/how-to-become--a-21st-century- librarian/

http://www.google.ca/imgres?start=184&biw=1024&bih=610&tbm=isch&tbnid=dbwcrDVbeDAleM:&imgrefurl=http://wallpaperpassion.com/download-wallpaper/19563/house-on-the-rock-library-wallpaper.html&docid=Grkmte8MeNyq3M&imgurl=http://wallpaperpassion.com/upload/19563/house-on-the-rock-library-wallpaper.jpg&w=1920&h=1080&ei=ZQN_UovhK6auyAHY34DICg&zoom=1&ved=1t:3588,r:84,s:100,i:256&iact=rc&page=15&tbnh=167&tbnw=268&ndsp=16&tx=170&ty=83

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Addendum

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