Library Faculty/Staff Recruitment and Retention Diversity Team

Printer-friendly versionPrinter-friendly version
Team ID: 
College / Administrative Unit: 
University Libraries
Date Started: 
March 1998
To improve the processes involved in attaining diversity of the faculty and staff recruited and retained in the libraries.
Desired Results: 

Recommended establishing a minority networking program

Recommended establishing a minority mentoring program

Recommended establishing a cap on the committee workload (and other Service workloads) expected of staff

Find and share examples of why having a diverse staff is useful and important

June 2000: The Libraries' Faculty/Staff Recruitment and Retention Diversity Team has completed its work, transmitted the final recommendations to Nancy Eaton, Dean of Libraries, discussed in several administrative/advisory venues, and signed-off. The measures to document outcomes from our recommendations are statistical in nature and will be compiled by the Libraries' Human Resources Office (Nancy Slaybaugh, Manager) and incorporated routinely into The Libraries' Diversity Strategic Planning Documents.

--The Libraries Office of Human Resources should annually provide a report to the Dean on recruiting.
--The Libraries should annually take a diversity statistical 'snapshot' of its workforce.
--The Libraries Office of Human Resources should supply statistical documentation of the path from part-time to full-
time employment within the Libraries.
--The Libraries' part-time employees should be counted in the statistics on diversity hiring that are reported to the
university administration.

--The Libraries should build and maintain a human resources web site.
--Current PSU diversity opportunity programs should be publicized to all the Libraries faculty and staff at all locations.
--All Libraries faculty business cards should carry a statement on the reverse side regarding our diversity recruitment
and retention goals.
--The Libraries should establish minority contacts in the local community who would be willing to help publicize job
--The Libraries should ask its current employees who are members of under-represented groups for help in
developing personal/community contacts for recruiting.
--The Libraries should publicize the success of its minority internship programs in professional library media.
--Announcements of vacancies (faculty or staff) should always include wording that implies our interest in hiring for
--The Libraries should systematically talk with its wage employees about the possibility of their going on to pursue a
career in libraries.
--Libraries' recruiters will go on to the second (wider, more diverse) round of applicants whenever the first round
does not create a strong pool of applicants.
--The Libraries' HR office should systematically follow up on getting job applicants to self-identify as to minority
--The processes of recruitment should be expedited. The duration of the process from the close of advertising to
the first interview be limited to 4 weeks for faculty and 2 weeks for staff positions.
--Libraries search committees and/or screening committees should ascertain that the finalists who are recommended
to fill vacancies are favorable to diversity.
--Search committees/screening committees/supervisors in the Libraries should affirm on a checklist that they have
completed basic procedures in the interest of diversity.

--When a faculty position is advertised, copies of the ad should be emailed to library schools using the LIS listservs.
--All job ads should be submitted to the ARL minority recruiting listserv and the ARL Career Resources website.
--Strive to raise the profile of Penn State in the mind of the LIS deans, faculty and placement officers.
--Aggressively publicize availability of scholarships for undergraduates who plan to pursue careers in librarianship.
--Reinstate the internship program with funds from the Minority Professional Entry Program.
--Establish and maintain recruitment relationships with library schools. Specific attention should be given to those
LIS programs that graduate a high number of minority librarians.
--Establish relationships with residency programs at other libraries.
--Establish relations with ALA Spectrum program.
--Whenever possible, job postings should be written so that there are opportunities at the entry level.
--Target the fixed-term, non-tenure track faculty positions being created at Campus College Libraries locations to
attract entry-level minority graduates.
--The Libraries should institute tracking of graduates of the minority internship program to determine which choose
to pursue a degree in LIS
--Establish a graduate scholarship to a LIS program followed by a residency in the Libraries.
--Establish a post-graduate residency program

--Develop a network of mentors to guarantee success and provide a quality experience for employees from under-
represented groups.
--Create a brochure or flier that explains the vital role of student employees within the Libraries, explain the types
of jobs available, and the method of applying for positions.
--Identify and participate in existing work-study and/or part-time employment job fairs currently being held at UP
and the Penn State Campuses.
--Consult with the CC Libraries to offer employment to transfer students.
--Develop a Libraries job fair to be held each fall and spring semester.
--Establish a minority recruitment training program for employees responsible for hiring.
--Become more pro active in presenting the Libraries as a great place to work with a wide range of positions
--Define and develop library positions for the disabled.

--Building a diverse workforce in 'everyone's job', but the Libraries needs a locus of leadership.

Robert Seeds
  • Nancy Eaton, Sponsor
  • Robert Seeds, Leader
  • Jack Gido, Facilitator