What do library professionals and Elvis fans have in common?
all getting older and there's no one taking our place.
Yes, Elvis would
have been 67 in January and a recent New York Times cover story
reports that his biggest fans are now in their 70s1.
We in the library profession today are not quite that elderly yet, but
recent reports based on census data and the Monthly Labor Review
point out that more than 25 percent of us will reach the age of 65 by 2009,
while 58 percent will achieve that status by 20192.
According to Stanley
Wilder, assistant dean at the University of Rochester Libraries, who has
been studying the aging patterns of our profession for over 7 years, "In
demographic terms, librarianship in North America is a profession apart.
Librarians are, as a group, substantially older than those in comparable
professions, and they are aging at a much faster rate."3
He notes that 63 percent of librarians are over 45 years of age, versus
39 percent in comparable professions, according to Census and CPS data.
And our problem is being compounded: Only 12 percent of librarians fit
in the 25-34 year age range, versus 25 percent in that range in comparable
The news about
our aging profile has certainly hit what appears to be a "fever pitch"
in our own trade publications. And, surprisingly, we don't seem to be the
only ones worrying. Our coming shortages and demographics have also hit
the mainstream press. Witness The Washington Times' Sunday article
from July 2000 entitled "A Lack of Librarians Is One for the Books." The
subtitle of the article puts its finger on the problems: "Retirements,
pay, image thin ranks."5 And, Laura
Bush certainly brought the situation into major headlines with her support
for the $10 million special IMLS (Institute of Museum and Library Services)
fund earmarked specifically toward improving the recruitment and education
The Nursing Shortage and Us
For a fascinating
look at this entire topic, try tuning into a 32-minute streaming video
produced by the Association of Research Libraries (ARL) and recorded on
November 17, 2000. This film features Stanley Wilder who presents his latest
research into "Generational Change in Librarianship," studies based on
a careful and ongoing long-term analysis of ARL salary survey data as well
as basic census data4.
Among other findings,
Wilder notes that 91 percent of ARL directors were 50 years or older in
1998 (up from 63 percent in 1990). In fact, almost 30 percent were over
60 in 1998, and he projected 30 vacancies would open by 2003 (a large number
for this group of 122 libraries). He also takes a look at how we're shifting
positions inside the traditional research library. No surprises there
the number of catalogers declined 63 percent between 1990 and 1998, while
the number of "functional specialists" was up 54 percent in the same period.
What's a functional specialist in ARL terms? Among the jobs in this category
are systems librarians and technologists, who represented 61 percent of
telling comparison looks at the traditional careers for "young women,"
defined as nursing, elementary education, and librarianship. Using Census
data from 1970 and comparing to 1990, Wilder finds that the number of women
under 30 choosing "librarianship" declined 9 percent in the 20-year period,
while the overall growth in the profession rose 62 percent. Similarly,
for nursing, the overall gain was 120 percent, but only 31 percent among
women under 30. For elementary teaching, the overall gain was 106 percent,
but the number of women under 30 declined 16 percent in the same period.
Wilder looks at lawyers (overall gain of 179 percent, women under 30 up
131 percent) and doctors (overall gain of 106 percent, women under 30 up
388 percent). The theory, naturally, is that young women who traditionally
supported the relatively low-paying careers represented by nursing, teaching,
and librarianship now have other options and are exercising them. The theme
is echoed in an April 14, 2002, article in the Toledo Blade: "Careers
dominated by women see shortages; new approaches needed to finding nurses,
What Are We Doing About It?
Surveying the Professional Associations
So, the problem
is real, but what can we do about it? I set out to survey five professional
associations and to seek out "best practices" amongst our own colleagues.
What follows comprises thumbnail sketches, in alphabetical order, based
on interviews, e-mail exchanges, Web sites, publications, and more.
director of the Law Library at the University of Colorado Boulder and current
president of the American Association of Law Libraries (AALL), confirms
that law librarians suffer from the same "graying" issues as their counterparts.
She feels strongly that now is the time to promote the field and ourselves,
to improve our "public perception," rather than remaining, as she characterizes
it, "quietly competent." She wonders aloud what major development could
"grab the attention" of the public and notes that currently in some states,
failure to conduct proper legal research is cause for malpractice. Now,
surely, that fact should get us some attention!
Joyce A. McCray
Pearson, law librarian and associate law professor at the University of
Kansas School of Law Library, chairs the AALL Recruitment Committee. She
worries about the perception that technology may render the legal library
profession obsolete. She notes that some academic directors in law libraries
have struggled to also become managers of technology at their institutions
in order to preserve their current positions. Pearson pointed us to remarks
by Patrick E. Kehoe, professor of law and director of the library, American
University Law School:
If we ourselves
don't really believe in the future worth of our profession, who else will?
My own view is that there is a greater need than ever for individuals with
the kinds of training that we get at library schools. I have seen a lot
of change in libraries in the years I have been active, but I have seen
nothing that renders our training in the techniques and methods of the
organization of information sources less needed than before. Indeed, our
skills are more critical than ever given the increased complexity of sources
available to us. Just look at the number of law and library trained professionals
now commonly found in any academic law library. When I started there was,
at most, one in each library, and many did not even have one double-degreed
person. Even today, there are fewer and fewer law-only trained academic
law librarians. The key is the library science background. I think that
validates my belief that we are not being rendered obsolete.
Pearson noted the
Association's "...excellent scholarship program for persons seeking degrees
in librarianship and law, and AALL's long tradition of presenting continuing
education and even a certain amount of remedial education (such as the
old rotating institutes) to get the skills needed into the workplace."
AALL's Web site
includes a specific, if generic, set of charges for Pearson's Recruitment
The Law Librarian
Recruitment Committee shall encourage qualified candidates to enter the
profession of law librarianship by:
materials describing opportunities in law librarianship.
headquarters to distribute information on law librarianship annually to
library schools, law schools, paralegal programs, bar associations and
other target groups.
from individuals who contact headquarters inquiring about the profession.
preparing career day
programs and materials and making them available to chapter and individual
the Membership and Retention Committee to request funding annually to staff
booths at career conferences, and at meetings of library, legal, paralegal,
and similar organizations.
encouraging and supporting
chapter law librarian recruitment efforts.
the Diversity Committee to provide particular support for law librarian
recruitment efforts directed toward diverse populations.
educating the membership
on the importance of law librarian recruitment and encouraging individuals
to promote law librarianship on a personal level.
developing other methods
to promote law librarianship as a career.
Lynn Ecklund, president
for 2001-2002 of the Association of Independent Information Professionals
(AIIP), was honest in saying that AIIP hasn't really addressed the "graying"
issue in an official way and has no formal demographic data on the topic.
In fact, in answer to the question, "Are you part of this trend?" her response
was, "Maybe not."
Members of AIIP
are traditionally not new to the profession, but pursuing a second or even
later career. Some are "gray" already (!), since they retired from other
jobs. AIIP members offer services and specialties ranging from document
delivery to online research, with writing, editing, and thesaurus development
featuring prominently. A common theme among members is that they are all
business owners, independent professionals, as the name states, linked
to the information world in one way or another.
Lynn noted that
the organization gets frequent calls, as many as 10 a week, asking what
it takes to become an information broker, so perhaps recruitment is not
an issue for this group. She did note that AIIP sponsors a volunteer mentor
program, usually with 25-30 enrollees at any one time. From time to time,
the organization has also mounted an "awareness campaign" with library
schools to ensure that future practitioners know about the independent
option, whether they choose it early or late in a career path.
"big daddy" of organizations, the American Library Association (ALA), has
tackled the issue of aging and recruitment with a vengeance! The current
president of ALA is John W. Berry, executive director of the NILRC, a Chicago-area
consortium of community colleges, colleges, and universities. He has made
our graying demographics and recruitment to the field a signature issue
for his term as president, along with related issues of diversity and the
need to serve an increasingly diverse population and recruit minority individuals
into the field. (His third major issue is "equity of access.")
In the February
2002 issue of ALA's trade magazine, American Libraries, Berry summarized
the problem and issued his call to action asking each practicing professional
to become an ambassador, recruiting at least two new librarians a year.
His mantra, "Each One, Reach One," recalls the ALA recruitment campaign
of the late 1980s that also used this theme. In the area of minority recruitment,
ALA still benefits from the Spectrum Initiative of the late 1990s. The
Spectrum scholarship/recruitment program has been "institutionalized,"
using a combination of endowment funding (scholarships) and the ALA operating
budget. While the 1980s campaign was a general recruitment campaign, the
Spectrum program specifically focused on recruitment for diversity.
Berry is convinced
that these critical issues for the profession can be overcome. He feels
strongly that we need to make the public more aware of librarianship as
a career and to that end has created a "Recruitment and Diversity Task
Force." That group just completed one of its major goals by sponsoring,
organizing, and broadcasting ALA's First National Town Hall Meeting on
"Recruitment @your library." (See the related sidebar on page 92 for notes
from that meeting.)
independent divisions also face the challenge of the graying problem. Most
have statements and action plans up on their various Web sites. For example,
the Association of College & Research Libraries (ACRL) through its
Personnel Administrators and Staff Development Officers Discussion Group
formed an Ad Hoc Task Force on Human Resources Issues in Academic Libraries.
This Recruitment, Retention and Restructuring Task Force issued the following
Preliminary Draft #4 on January 15, 2002:
Again, the ideas proposed
seem obvious and a bit like mom and apple pie. Perhaps more fundamental
to the issue at hand is the ALA Presidential Task Force on the Status of
Librarians, created by previous ALA president Nancy Kranich during her
2000-2001 term. This group was appointed to "...address the concerns about
status and related salary issues that had been a recurring topic over the
last 25 or more years." Its final report, discussed at an open session
at ALA's 2002 Midwinter Meeting, appears on the Web site
media campaigns of paid advertisements and public service announcements
to enhance the image of the profession.
Highlight the different
types of jobs performed by librarians to get people excited about the variety
of job prospects and possibilities in all types of libraries.
Market the information
technology aspects of the profession and the need for lifelong learning
and problem-solving skills.
Get people excited
about the profession of librarianship.
from all disciplines in more direct ways. Target a wide variety of academic
programs and disciplines.
programs. Meet the needs of students by packaging programs differently.
Partner with and encourage
strong library technician programs. Many people are more interested in
technology rather than librarianship.
Recruit support staff
that are presently working in your library.
Participate in campus
activities that let you recruit younger kids to the profession. Get involved
in Girl Scouts and Brownie troops to introduce librarianship at a very
Continue to use high-profile
individuals such as Laura Bush and Bill Gates to promote libraries and
Support the $10 million
bill proposed by Laura Bush to provide scholarships and programs for library
The group's findings
were not surprising. Libraries were seen as a "social good and community
asset," but the library customer could not differentiate between the service
provided by a professional and that of a support staff member. The report
To the public,
therefore, there is not a clear sense of what values a professional librarian
brings to the information transaction. In many other professions the roles
of professional (lawyers, doctors, nurses) are clearly differentiated from
those of supporting staff (paralegals, medical technicians, licensed practical
nurses). This is not to say that the role of these supporting staff is
not extremely important. It is only to say that the roles of librarians
and supporting staff are different, but that the difference is not easily
perceived by the library customer.
The issue of some
form of certification figures very largely in the Task Force's recommendations,
which include the following (paraphrased):
ALA is channeling
its efforts in this general area through its newly formed 501©6
affiliated organization and expects very high levels of press and attention
during the coming year, thanks to the efforts of incoming 2002-2003 ALA
president Mitch Freedman. Freedman, the executive director of the Westchester
Library System, has made salaries a signature topic for his year as ALA
president. His Task Force on Better Salaries and Pay Equity has already
announced open sessions at ALA's June meeting in Atlanta, continuing to
provide broader discussion of the closely related topics of status and
salary. ALA, despite a reputation for being large and sometimes ineffectual,
seems to be "on a roll" with this issue.
That ALA continue
its national campaign to educate the general public about the role of librarians,
linking wherever possible to the "@your library" campaign currently underway.
That ALA try to consolidate
the various "disparate activities" on the topics of status and salaries
which are already underway in its chapters, divisions, and within itself.
That ALA develop quantitative
and qualitative measures which can demonstrate the value of libraries and
That ALA study the
impact of certification on salaries and perceptions of status for librarians.
Carla Funk, executive
director of the Medical Library Association (MLA), definitely sees the
graying pattern among MLA members. She notes that the 1998 MLA salary survey
showed that during the preceding 10 years the number of members in their
30s had declined by half, the number in their 40s had increased from one-third
to almost one-half, and those in their 50s had increased from one-fifth
to one-third. The 2001 MLA Salary Survey showed over 40 percent of respondents
as 50-59 years old. For the last 5 years, MLA's annual meeting Placement
Center has listed almost twice as many positions as applicants. Previously,
the applicants had always outnumbered the jobs.
In 2001, MLA's
current president Carol Jenkins, director of the Health Sciences Library
at the University of North Carolina at Chapel Hill, appointed her Task
Force to Plan Recruitment for the Twenty-First Century Workforce. She told
me that she really wanted to make this "a bigger issue," to raise its level
of prominence among the various challenges typically facing the organization
so it was "not just a matter of creating a new brochure."
Awareness of the
problem really struck Jenkins when she served as president of the AAHSL
(Association of Academic Health Sciences Libraries) 2 years ago. From that
group's surveys, she discovered that over 50 percent of its directors planned
to retire before the end of the decade and no one could see the young professionals
coming in to fill the ranks. (See the sidebar on page 95 for more information
on AAHSL's Future Leadership Initiative.)
Jenkins' MLA Task
Force is working on a comprehensive plan to bring new individuals into
the profession of medical librarianship. A draft of the plan was presented
to the MLA Board of Directors at the May 2002 annual meeting in Dallas
along with an open forum at that meeting to further discuss the issue.
is enhancing its career Web site. Information includes or will include
career brochures in both English and Spanish for junior high, high school,
and college students; a list of other career resources; career fair materials
including a PowerPoint presentation about the profession; and mentoring
information for mentors and mentorees. MLA has increased distribution of
career materials by 74 percent over the last year.
with AAHSL, MLA's Leadership and Management Section is co-sponsoring a
symposium at the 2002 annual meeting on leadership development strategies
for health sciences libraries. The organization is also participating in
ARL's leadership development initiative as part of ARL's diversity recruitment
Through a minority
recruitment grant from the National Library of Medicine, MLA has increased
the amounts of its student scholarships and more than doubled the number
of applicants for these funds. Each year, MLA also sponsors an ALA Spectrum
scholar interested in working in health sciences librarianship.
approach which MLA is taking focuses specifically on the next generation
of professionals the so-called GenY, born between 1982-2002. MLA's keynote
speaker for its May conference is scheduled to be Bill Strauss, author
of Millennials Rising, a new term for GenY'ers. According to Jenkins,
it is very important that we study this generation predicted as one-third
larger than the Baby Boomers and who many believe will become the next
"great generation." Jenkins asks the right questions: What will "resonate"
with this next group? How can we package our field to get on their radar
as early as possible? What pro-active and positive steps can we take to
inspire them to see health sciences librarianship as a career?
She is optimistic
that, once in the picture, today's career with its exciting uses of technology
and greater on-the-job diversity, will entice these new workers, reported
to prefer collegiality, collaboration, intellectual challenge, and "making
has most recently sponsored the Informationist Conference at NLM, which
explored changes in the practice of health sciences librarianship as well
as the knowledge and skills needed for future practitioners. What exactly
is an "informationist"? Jenkins says that the proposal was put forward
almost 2 years ago in an article in The Annals of Internal Medicine.
Like any other specialist, the informationist is meant to function on clinical
teams, to supply the information needed summarized, validated, and selected
at the exact point that it is required. The informationist is an individual
who can come to this specialty from either side: library or clinical. More
information on this topic is available on MLA's Web site and clearly shows
one development we will all want to follow.
Many SLA members
already perform as "informationists" in their organizations and, indeed,
we read reports that the most successful have taken strong team leadership
positions already. "We're all about change," says Hope N. Tillman, current
president of the Special Libraries Association (SLA) and director of Libraries
at Babson College in Massachusetts. She says that SLA first recognized
the graying/aging trend as early as 1991 as part of a members' needs assessment
underway at the time. She feels that all recent strategic initiatives are
aimed at making sure SLA is the organization of choice for both GenX'ers
and GenY'ers. In fact, SLA has posted on its Web site Mary Ellen Beck's
article, "The ABC's of GenX for Librarians," from Information Outlook's
February 2001 issue.
that many of the "traditional" aspects of the special librarian's job have
little appeal and hopes to serve a growing diversity of needs among future
professionals. Image and branding are of particular concern. She stresses
the importance of "making sure we know who we want to be." She feels that
it is most important that SLA create products and services to meet not
only the needs of current members, but also those of coming members. She
sees SLA's Leadership List as focused on attracting "members of the future."
Above all, Tillman
believes that SLA's strong mentoring program and its smaller specialized
divisions and local divisions offer the true key to continued and future
success for this area of librarianship. As an example, she sent along the
following e-mail to SLA's leadership list from one of its active members
about what the Upper New York State Chapter is doing to attract students:
So...How Are We Doing?
Several weeks ago I responded to a leadership list message and detailed
UNYSLA's plans for attracting students to our chapter's spring meeting.
Proposed enticements included:
the First Upstate Library Student Showcase (students at the three
upstate library schools were encouraged to submit a poster about a project
or internship. Exhibitors attended the meeting for free; non-exhibiting
students paid $15)
Student Resume Book (any student in attendance could submit a
resume; these were collected in a binder)
Student Internship Book (local libraries submitted descriptions
and they were gathered in a binder. In addition, we made a map of upstate
showing where each institution is located and indicated if a contact person
was at the meeting)
our registration forms asked students if they were interested
in networking with librarians from certain types of special libraries.
Depending on their responses, we seated the students with appropriate individuals
at lunch (for the first time we used assigned seating at lunch. Board members
anchored tables of six, and then everyone else was seated with people who
were neither from their institution nor from their locale)
three students (one from each library school) acted as "shadows"
for our three speakers. This entailed: interacting with the speaker before
the meeting; sitting with that person at lunch; introducing the speaker;
and being available to help with handouts, etc. The three students were
very pleased to participate in this way and one said she felt "honored"
to have been chosen.
What actually happened?
Well, Thursday night we held our board meeting and followed it with
an ISLD dinner. Several students attended the meal. (The balloons were
Friday's student turnout was stupendous 21 registered students,
10 exhibits, more than a dozen resumes, and more than a dozen internships
for their perusal. Student involvement pushed our overall attendance to
an all-time high (at least for recent meetings). We even held our breaks
in the student showcase room, so there was always a mass of people circulating
through the exhibits. Our evaluations contained the following representative
comments (from both students and others):
"[The Showcase] was a good opportunity to talk to the students,
see what their interests and projects are."
"I really liked having a poster in the showcase. I thought it
was great. I probably wouldn't have made the trip except to
"Having students introduce the speakers was a great idea."
"I feel a lot better about going to meetings like this in the
future...now that I know what they are about." (student comment)
At least one of the student attendees even asked for an SLA membership
We'll see what the student exhibitor who agreed to write about her
meeting experience for our next chapter newsletter has to say...!
A key lesson learned from this experience was the importance of
faculty support. The Director of the Syracuse University MLIS program held
"how to do a poster" sessions for the SU students and encouraged them to
submit particular projects. Her interest and unflagging enthusiasm was
crucial; indeed, we only had exhibits from SU students. If we hold future
Showcases, we'll seek similar support from the Albany and Buffalo faculty.
Our board has also discussed holding "how to do a poster" sessions as local
area meetings all professionals would benefit from learning this skill,
not just the students. We might even involve past student exhibitors as
presenters at the LAM. (Additionally, one evaluation remark suggested that
the faculty liaisons at each library school organize student transportation
to the meeting.)
At our summer board meeting we'll be discussing holding the Showcase
as a yearly event and will certainly pursue other means to attract student
We look forward to hearing from others RE the student "appeals"
they are experimenting with.
The proof of all
of these various efforts will undoubtedly lie in the pudding. Only the
coming years and future census demographics can provide firm evidence of
their success or failure. However, I have been struck by several "running
themes" evident in each organization's approaches:
As I reflected on
the first two themes, I realized that I myself offer a perfect example
of how the local connection and mentoring can work. Why did I become a
librarian? I never intended to, but found myself working as a paraprofessional
in the Serials Department at the University of Illinois at Urbana-Champaign
Library (a serials claimer, to be exact!). I had wanted to become a secondary
teacher of English and French, but when I graduated in the early '70s,
the market for those was filled. I tried desperately to win a position
at the University Press, but unfortunately, had no seniority or experience.
Motivating and mobilizing
the local connection
Mentoring and facilitating
entry into the profession
organizations to create a clearer message about the opportunities we offer
Improving our unfortunate
image (an old war horse of an issue, but still there)
Increasing our salaries
When my first mentor,
my boss at the library, suggested getting an MLS across the street, she
made her offer one that "couldn't be refused." She would hire me back as
an LTA (Library Technical Assistant) graduate student, which would ensure
a tuition waiver and a salary more or less equal to what I earned at the
time. I could work half-time and earn the master's degree in a single year.
A free master's degree who could refuse!? As it turned out, when my year
was over, I was offered a professional position by the library in a newly
forming Library Automation department and my next mentor was, in fact,
my next boss, who invited me to my very first ALA Midwinter in Chicago.
Books and Boring
Elisa Topper, assistant
dean at Dominican University's Graduate School of Library and Information
Science, told a telling tale during the ALA National Town Hall Meeting
on Recruitment. Attending a high school career day in the Chicago area
recently, she asked two young women what they thought about a career in
libraries. Their answer came in two words: "Books and boring."
So, perhaps the
fourth running theme above remains our central problem. Or, maybe the last
issue is the most important. I was struck by a "Letter to the Editor" which
appeared in the April 2002 issue of American Libraries. Written
by Robert J. Slater, chair of the Science Department at Forest Hill High
School in West Palm Beach, Florida, the letter put it bluntly:
As much as I would
love to be a librarian, I cannot earn a decent living wage in the profession.
Salaries for librarians are even less than public schoolteachers (of which
I am one), even though I have an MLS degree from an ALA-accredited program.
If we continue to portray ourselves as bun-wearing spinsters dressed in
tweed (I'm a male with a shaved head and don't even own tweed!), librarianship
will never be considered as a professional career.... Let's drop all the
cliches and start promoting librarians as well-educated information specialists.
It's not just for widows and spinsters anymore.
Rating Our Efforts
Advisor, my own publication, asks its reviewers to assign ratings to
the Web products and services they examine and use. We rate on a scale
of 1 to 5, with 5 as highest. Scores derive from four criteria: content,
searching, pricing, and contract flexibility. A mathematical composite
is also calculated.
If I were to rate
the five organizations I studied in this article, I would have to give
everyone a "5" for effort. I would give MLA the top score for creativity
and for its Web presentation. AIIP would score for clarity and simplicity.
ALA would win for sheer exuberance, especially for its telecasting efforts
to reach its far-flung members. And SLA would win for grass-roots campaigning.
The real top honors,
however, would have to go to each professional in the field, who every
day has to demonstrate the value of our service. The graying of the profession
is fundamentally a symptom of a very serious set of issues in front of
us, ones we cannot afford to ignore. Our professional organizations are
doing their best to get us moving, to promote us and the possibilities
our field offers. But it is definitely an uphill battle because, at the
heart of it, the populations we serve, whether in business, education,
medicine, law, or the general public, still do not understand what
we do and we have not made our value clear to them.
There is a chance
that the graying of the profession is really the changing of the profession,
and that this trend is not bad, but rather good and normal. The medical
profession's "Informationist" may be the right answer to serve a particular
information need and serve it successfully. Stanley Wilder sums it up well
in his video. He says the real problem for us is not to preserve titles
or methods, but rather to pass our values on to those who follow us. He
has documented the large influx into our profession that occurred in the
1960s and 1970s, and feels that we are due now for the "next wave." Jobs
will undoubtedly differ. Our innovations and investments in technology
have made it possible for us to reduce or eliminate certain familiar library
positions. But others are rapidly rising to take their place, perhaps with
new and more creative titles. As Wilder says, "The kids are alright"
we just have to make it possible for them to succeed.
National Town Hall Meeting: "Recruitment @your library"
This free, live
satellite teleconference program on April 26, 2002, marked a first for
ALA. It featured six speakers with reports on several programs currently
underway to address the general issue of recruiting. The broadcast originated
from Chicago, where a small, live audience was on hand to ask questions
and help spark discussion. Here in Denver, where I attended, roughly 20
of us gathered in a multimedia classroom on the University of Colorado
at Denver's downtown campus. An 800 number (as well as a fax number) was
available to collect questions or comments from remote locations.
ALA president John
W. Berry kicked off the session and introduced keynote speaker, Camila
A. Alire, member of the ALA Executive Board, dean emeritus of the Colorado
State University Libraries, and former president of REFORMA, who presented
an overview of the recruitment crisis. She particularly stressed the need
to recruit librarians who reflect the diversity of the communities they
serve, observing that our future voters, leaders, and workers all comprise
a part of this growing constituency. Based on census data comparing 1990
to 2000, Alire noted that the U.S. Latino population is up 57 percent,
while African Americans are up 16.2 percent, Native Americans, 15.3 percent,
and Asian/Pacific Islanders are up 60.9 percent. When asked how we can
recruit bright minority individuals who will have a wide choice of options,
Alire emphasized mentoring.
Nick Buron, coordinator
of Young Adult Services at the Queens Borough Public Library, then gave
an overview of the innovative Library Page Fellows Program which Queens
Borough has run for 2-1/2 years. Buron characterized this program as "formalizing
informal mentoring." The program focuses on library pages, ages 17-21 years
old, and runs for 15 weeks, 2 hours per week. During this time, volunteer
librarians each mentor a page in a one-on-one ratio. The goal is to explore
areas of librarianship; the program features four seminars and field trips
to visit different types of libraries. For example, the latest Page Fellows
visited the New York Stock Exchange Library. Pages receive a $250 stipend
at the end of the program, along with a dinner featuring a keynote speaker.
The program will graduate its 117th page this June, and 77 percent of fellows
say they have learned "a lot" about the roles and responsibilities of a
librarian. Prior to enrolling, most express the position, "I don't want
to be a librarian." Of interest, most library mentors volunteer to do it
Elisa Topper, assistant
dean of the Graduate School of Library and Information Science at Dominican
University (the only remaining library school in Chicago), reviewed Dominican's
collaboration with the Chicago Public Schools to offer a "Cohort Program"
to help fill in the shortage of librarians in the school system. Offered
on weekends, the program had seven courses required for the school's endorsement.
Of the 19 cohort members, 17 went on to earn their full MLS. Dominican
also offers a similar program with the Alliance Library System, based in
central Illinois, and has worked with the Follett Corporation to train
library sales people. She also discussed ALA's Spectrum Initiative, aimed
at recruiting minority individuals into the field. In fact, one of her
Spectrum students was in the TV audience and spoke enthusiastically about
the program. "It's hard to fail when you have so much support," were his
project coordinator for Staff Development at the Chicago Public Library,
described CPL's "grow your own" approach to recruiting through two programs.
The Library Education Program focuses on current full-time employees and
offers them paid leave and tuition reimbursement for the pursuit of the
MLS from an ALA-accredited program. Candidates apply formally and must
submit letters of support from a CPL librarian. CPL also has a FLI (Future
Librarian Interact) program that invites current and future master's students
to share experiences and attend professional meetings in the area, including
the Book Expo and ALA's Annual Conferences. Naimah advised those wanting
to mount similar programs to look at current library support staff who
are service-oriented and show a willingness to learn. She cautioned against
applying too much pressure, for fear that the candidate might be scared
Annie Marie Ford,
personnel librarian at the University of Illinois at Chicago, discussed
the library's Academic Resident Librarian Program, a postgraduate effort
extended to new librarians to introduce them to the field and to encourage
retention and growth. This program aims to allow new librarians the opportunity
to gain firsthand experience in a mentored setting. An Associates Program
is also available directed to support staff looking to gain an MLS at the
University of Illinois at Urbana-Champaign. Tuition for this program is
reimbursed and the completion rate is running at 100 percent, with five
graduates in 1999, six in 2000, 11 in 2001, and 16 currently enrolled (including
four minority candidates).
Curt B. McKay,
assistant dean at the Graduate School of Library & Information Science
at the University of Illinois at Urbana-Champaign, finished the session's
presentations with a review of three innovative programs, all aimed at
making the degree more attainable for interested individuals. A "Fridays
Only" option helps those who can work out a weekly schedule. A "Weekend"
program is aimed at school media degree candidates. LEEP is the school's
distance-education option. Both LEEP and Friday's Only attract 100 new
students to each program each year a good number for a 2-year program.
And through LEEP, the university also reaches international students. LEEP
begins with a 10-day onsite session (called the "boot camp"), which includes
all the technology training required, but then allows degree candidates
to remain in their geographic locations and jobs. The program gets rave
reviews from graduates, and one even pointed out that her new employer
hired her largely because of the discipline and drive she had shown in
completing her master's in this manner.
Lipscomb Project Manager
The Future Leadership
Initiative was undertaken to promote recruitment and development of first-class
leaders in academic health sciences libraries. Activities in the areas
of recruitment, education, training and mentoring, and research were identified.
AAHSL has published
online a guide to recruiting and selecting directors. It is aimed at assisting
administrators and search committees with the process, but we believe its
discussion of the health sciences environment and multifaceted roles of
the position will also be useful for current and future directors.
To identify and
cultivate future directors, a continuing education course for potential
directors is being offered at this year's Medical Library Association annual
meeting, emphasizing career paths and strategies for developing skills.
AAHSL also plans to provide scholarships for participation in educational
In addition, AAHSL
plans to pilot an internship/mentoring program in 2002-2003, pairing a
small group of interns with AAHSL directors. The program will include shadowing
a director at the host institution for a short period, online study and
discussion, and a meeting of participants.
The task force
is conducting research on the parameters of the issue in academic health
sciences libraries and on qualities needed by future AAHSL leaders. We
have collected data on retirement plans of current directors and information
on potential directors, including their interest and readiness to pursue
this career path, and on the ages of AAHSL librarians. We plan to evaluate
the importance of director attributes in the academic health sciences library
setting. AAHSL is also co-sponsoring a leadership symposium at the Medical
Library Association annual meeting, with the goal of discussing key leadership
issues and developing agendas for future action.[Information about these
activities appears at http://www.aahsl.org/]
21st Century Librarian
Recruitment and Education:
The White House Proposed
Initiative to Recruit and Educate Librarians
the Institute of Museum and Library Services Web page.]
FY2003 Budget Request submitted to Congress in early February 2002 proposes
a $10 million initiative to educate and train librarians. Anticipating
the loss of as many as 68 percent of the current cohort of professional
librarians by 2019, the initiative will be designed to "help recruit a
new generation of librarians." The President's proposed initiative recognizes
the key role of libraries and librarians in maintaining the flow of information
that is critical to support formal education; to guide intellectual, scientific,
and commercial enterprise; to strengthen individual decisions; and to create
the informed populace that lies at the core of democracy. If Congress approves
the budget request, IMLS must be able to move ahead quickly to disburse
these new resources to the greatest effect.
This Web page [www.imls.gov/grants/library]
is designed to be a resource that will continue to develop as the initiative
takes shape. IMLS invites members of the library community and other interested
individuals or organizations to use these documents and provide comments
and further suggestions. Comments should be sent to Stephanie Clark at
firstname.lastname@example.org by June 1, 2002.
[Note: This extensive
list appears at http://www.imls.gov/grants/library/pdf/bs2-22.pdf.]
Mary Jo Lynch.
"Reaching 65: Lots of Librarians Will Be There Soon," American Libraries
(March 2002), pp. 55-56 (pre-publication copy received 2/19/02).
Evan St. Lifer.
"The Boomer Brain Drain: The Last of a Generation," Library Journal
(May 1, 2000), pp. 38-42.
John W. Berry,
"Addressing the Recruitment and Diversity Crisis," American Libraries
(February 2002), p. 7.
Faces Shortage of Librarians: Key Facts and Figures from the American Library
Association" (last updated 10/29/01).
Brief facts under
the headings: Retirement; Library schools and graduates; Librarians in
the field. Source: Mary Jo Lynch, ALA Office for Research and Statistics.
IMLS has electronic copy.
Linda W. Braun,
"New Roles: A Librarian by Any Name," Library Journal, (February
2002), p. 46-50 [http://libraryjournal.reviewsnews.com/index.asp?layout=article&articleid=CA191647].
for Information Professionals. Comprehensive "Webography," Joe Ryan, GSLIS
U. Syracuse; 1995 to the present [http://web.syr.edu/~jryan/infopro/index.html].
staff.com; extensive information resources for library workers [http://www.librarysupportstaff.com/libjourn.html].
Trends in Library
Paraprofessional Employment (Fast Facts, from Library Research Service),
February 29, 2000. Colorado information [http://www.lrs.org/documents/fastfacts/165paraprotrend.pdf].
of Labor, Bureau of Labor Statistics, Handbook of Occupational Outlooks
Development and Recruitment (ALA) [http://www.ala.org/hrdr/sitemap.html].
are also posted at this site for the following areas and topics: Salaries,
academic libraries, public libraries, school libraries, library education,
distance education, scholarships, placement, diversity, rural/geographically
underserved, and the image of librarians/librarianship
1. "Elvis Lives! (As a Marketing Effort, Anyway),"
York Times, April 21, 2002, p. 1, 22 (National Edition).
2. "Key Facts and
Figures from the American Library Association," ALA, 10/29/01, and "President's
Message: Addressing the Recruitment and Diversity Crisis," by John W. Berry,
Libraries, February 2002, p.7.
3. "The Changing
Profile of Research Library Professional Staff," by Stanley Wilder, Assistant
Dean, University of Rochester Libraries. ARL Bimonthly Report, Issue 208/209
Change in Librarianship," a video clip by Stanley Wilder on the age demographic
shifts in ARL libraries
5. "A Lack of Librarians
Is One for the Books," by Andrea Billups, The Washington Times,
July 23, 2000, p. C5 (Final Edition).
6. "Careers Dominated
by Women See Shortages; New Approaches Needed to Finding Nurses, Librarians,
Teachers," by Karen McPherson, Toledo Blade, April 14, 2002 [http://www.toledoblade.com/apps/pbcs.dll/article?Site=
is president of The
Company, which publishes The Charleston Advisor; Critical Reviews of Web
Products for Information Professionals, and The Charleston Report;
Business Insights into the Library Market. She holds an MLS from the
University of Illinois at Urbana-Champaign and a small business certificate
from the Harvard Business School. She has worked in both libraries and
corporations. Prior to becoming a publisher, she was president of The CARL
Corporation which introduced UnCover to the library market in 1988. Her
email address is: email@example.com