Class Description and Minimum Qualifications for H3G - Librarian

Class Description

Valid as of: July 2018

This class series uses three levels in the Professional Services Occupational Group and describes library programs and services work. Positions in this series apply the theories, concepts, principles, methods, and practices of library science in selecting, acquiring,
cataloging, classifying, circulating, and maintaining library collections of books, serials, maps, and other media and in providing reference, bibliographic, and advisory services.

Professional work is analytical and evaluative in nature. Decisions require the creative and conceptual application of theory and principles of a professional occupational field. A professional field is one in which knowledge is gained by completion of an advanced course of study resulting in a college degree or equivalent specialized experience. The professional nature of the work and the factors determine the level within this series.

Librarian I

Concept of Class

This class describes the intermediate level. Positions operate independently in performing assignments that are limited to phases of a fully operational professional assignment or which may be designed to provide continued training and experience. Work requires determining
solutions to practical problems using specified professional standards and established criteria. Judgment is used to select and apply existing guidelines to solve problems and accomplish the assignment. Work at this level involves maintaining collections by examining book reviews and publisher catalogs to select and order materials, selecting the materials to be removed from
collections, preparing summaries of acquisition, completing original cataloging and classifying new materials following established guidelines, reviewing and revising copy cataloging done by other library staff, conducting research and creating bibliographies for patrons; and reporting figures on materials in collections, items on order, usage statistics, and services provided to patrons.

Some assignments will not move beyond this level.

Factors

Allocation must be based on meeting all of the three factors as described below.

Decision Making -- The decisions regularly made are at the operational level, as described here. Within limits set by the specific process, choices involve deciding what operation is required to carry out the process. For example, within limits set by the acquisition, circulation, classification, and cataloging processes, positions at this level may determine which classification and catalog numbers are assigned to newly acquired material. Positions may also determine which materials are circulated and which are held for reference, or which references are consulted to obtain information for a reference inquiry. This includes determining how the operation will be completed. By nature, data needed to make decisions are numerous and variable so reasoning is needed to develop the practical course of action within the established process. Choices are within a range of specified, acceptable standards, alternatives, and technical practices.

Complexity -- The nature of, and need for, analysis and judgment is patterned, as described here. Positions study technical information to determine what it means and how it fits together in order to get practical solutions to problems and tasks. Guidelines in the form specified processes, techniques, and methods exist for most situations. Judgment is needed in locating and selecting the most appropriate of these guidelines which may change for varying circumstances as the task is repeated. For example, when providing reference services, this position may use judgment in determining what information sources are used in creating subject bibliographies for patrons. This selection and interpretation of guidelines involves choosing from alternatives where all are correct but one is better than another depending on the given circumstances of the situation.

Line/Staff Authority -- The direct field of influence the work of a position has on the organization is as an individual contributor. The individual contributor may explain work processes and train others. The individual contributor may serve as a member of a collaborative problem-solving team. This level may include positions performing supervisory elements that do not fully meet the criteria for the next level in this factor. Note: some positions may lead or supervise others; however, those subordinate positions are not professionals so the position does not meet all of the criteria for a higher level of Line/Staff Authority in this class series.

Librarian II

Concept of Class

This class describes the fully operational professional. Positions operate independently in performing the full range of professional tasks. Work requires the use of discretion and creativity within limits of theory and principles of the profession; management’s program objectives; law and regulations; and, general systems and guidelines. Judgment is used in the adaptation and skilled application of guidelines to solve the full range of problems related to the assignment. An employee in this class must anticipate and analyze the impact and consequences of decisions made. Positions may serve as a resource to others or a specialist in the professional field. Positions in this class may determine the processes and procedures for how the library or sections thereof will operate. This work includes establishing priorities and standards, planning and implementing processes and procedures such as those covering disaster recovery, donation, access, circulation, reserves, automation, cataloging and classification standards, materials preservation, interlibrary loan and reference, establishing new services, preparing budgets and monitoring the expenditure of funds. 

This class differs from the Librarian I on Decision Making and Complexity. Some assignments will not move beyond this level.

Factors

Allocation must be based on meeting all of the three factors as described below.

Decision Making -- The decisions regularly made are at the process level, as described here. Within limits set by professional standards, the agency’s available technology and resources, and program objectives and regulations established by a higher management level, choices involve determining the process, including designing the set of operations. At this level positions decide new services and collections to meet changing needs and how the service will be implemented. For example, in planning a new collection, this position may consider the type and format of materials to be included, sources for obtaining materials, cost, database enhancements and equipment needs, and time frames for processing new materials into circulation. The general pattern, program, or system exists but must be individualized. 

This individualization requires analysis of data that is complicated. Analysis is breaking the problem or case into parts, examining these parts, and reaching conclusions that result in work processes. This examination requires the application of known and established theory, principles, conceptual models, professional standards, and precedents in order to determine their relationship to the problem. For example, this position may apply library principles, models, and professional standards in developing local databases, preservation guidelines, disaster recovery plans, collection development policies, or original cataloging. New processes or objectives require approval of higher management or the agency with authority and accountability for the program or system.

Complexity -- The nature of, and need for, analysis and judgment is formulative, as described here. Positions evaluate the relevance and importance of theories, concepts, and principles in order to tailor them to develop a different approach or plan to fit specific circumstances. For example, this position may tailor cataloging and classification standards to in order to complete original cataloging of theses, computer programs, books, and other materials. While general policy, precedent, or non-specific practices exist, they are inadequate and are therefore relevant only through approximation or analogy. In conjunction with theories, concepts, and principles, positions use judgment and resourcefulness in tailoring the existing guidelines so they can be applied to particular circumstances and to deal with emergencies.

Line/Staff Authority -- The direct field of influence the work of a position has on the organization is as an individual contributor. The individual contributor may explain work processes and train others. The individual contributor may serve as a member of a collaborative problem-solving team. This level may include positions performing supervisory elements that do not fully meet the criteria for the next level in this factor. Note: some positions may lead or supervise others; however, those subordinate positions are not professionals so the position does not meet all of the criteria for a higher level of Line/Staff Authority in this class series.

Librarian III 

Concept of Class

This class describes the work leader or the staff authority. Work leaders exercise some control over the continual work product of others. Staff authorities possess a unique level of knowledge and expertise in a professional field that is needed by the agency to support its
overall mission. Agency management routinely relies on the essential consultation of the authority before deciding broad, critical program and policy direction. The consultation provided is accepted as fact and not refuted on its technical merit, even if management does not act on it for political or budgetary reasons. Staff authorities are authorized to take action and issue expert opinions that provide direction for further action by others. Authorities design strategy, systems, processes, guidelines, rules, and standards that are mission critical and directly impact the agency’s ongoing operation and broad program or policy. Staff authority is delegated by agency management, beyond the immediate supervisor, and has direct influence and impact agency-wide, including clients.

This class differs from the Librarian II on Line/Staff Authority and possibly Complexity.

Factors

Allocation must be based on meeting all of the three factors as described below.

Decision Making -- The decisions regularly made are at the process level, as described here. Within limits set by professional standards, the agency’s available technology and resources, and program objectives and regulations established by a higher management level, choices involve determining the process, including designing the set of operations. At this level positions decide new services and collections to meet changing needs and how the service will be implemented. For example, in planning a new collection, this position may consider the type and format of materials to be included, sources for obtaining materials, cost, database enhancements and equipment needs, and time frames for processing new materials into circulation. The general pattern, program, or system exists but must be individualized. This individualization requires analysis of data that is complicated. Analysis is breaking the problem or case into parts, examining these parts, and reaching conclusions that result in work processes. This examination requires the application of known and established theory, principles, conceptual models, professional standards, and precedents in order to determine their relationship to the problem. For example, this position may apply library principles, models, and professional standards in developing local databases, preservation guidelines, disaster recovery plans, collection development policies, or original cataloging. New processes or objectives require approval of higher management or the agency with authority and accountability for the program or system.

Complexity -- The nature of, and need for, analysis and judgment is formulative, as described here. Positions evaluate the relevance and importance of theories, concepts, and principles in order to tailor them to develop a different approach or plan to fit specific circumstances. For example, this position may tailor cataloging and classification standards to in order to complete original cataloging of theses, computer programs, books, and other materials. While general policy, precedent, or non-specific practices exist, they are inadequate and are therefore relevant only through approximation or analogy. In conjunction with theories, concepts, and principles, positions use judgment and resourcefulness in tailoring the existing guidelines so they can be applied to particular circumstances and to deal with emergencies.

OR

The nature of, and need for, analysis and judgment is strategic, as described here. Positions develop guidelines to implement a program that maintains the agency’s mission. Guidelines do not exist for most situations. In directive situations, positions use judgment and resourcefulness to interpret circumstances in a variety of situations and establish guidelines that direct how a departmental/agency program will be implemented.

Line/Staff Authority -- The direct field of influence the work of a position has on the organization is as a work leader or staff authority. The work leader is partially accountable for the work product of two or more full-time equivalent positions, including timeliness, correctness, and soundness. At least one of the subordinate positions must be a professional level in the same series or at a comparable conceptual level. Typical elements of direct control over other positions by a work leader include assigning tasks, monitoring progress and workflow, checking the product, scheduling work, and establishing work standards. The work leader provides input into supervisory decisions made at higher levels, including signing leave requests and approving work hours. This level may include positions performing supervisory
elements that do not fully meet the criteria for the next level in this factor.

OR

The staff authority is a pacesetter who has a unique level of technical expertise in a field or profession that, as part of the ongoing permanent assignment, is critical to the success of an agency. It is an essential component of the work assignment that has been delegated by management to the position. This authority directly influences management decisions within an agency. For example, management relies on such a position when making decisions regarding the direction that policy or a program should take in the staff authority’s field of expertise. Managers and peers recognize and seek this level of technical guidance and direction regarding the application of a program or system within the agency or to its clients.

Entrance Requirements

Minimum entry requirements and general competencies for classes in this series are contained in the class minimum qualifications document.

For purposes of the Americans with Disabilities Act Amendments Act (ADAAA), the essential functions of specific positions are identified in the position description questionnaires and job analyses.

History of Changes Made to Class Description

The​ ​following​ ​is​ ​a​ ​summary​ ​of​ ​changes​ ​made​ ​to​ ​this​ ​class description.

July 1, 2018

Effective 7/1/18: Update the Class Code of H3G1TX to H3G1XX, H3G2XX, H3G3XX per
administrative updates.

July 1, 2016

Effective 07/01/2016 (SMS). General Professional Study; deconsolidation and abolishment of
General Professional series.

January 1, 2012

Effective 2012. Job Evaluation System Revision project removed the “Purpose of Contact”
from Job Evaluation.

September 1, 1993

Effective 9/1/93 (LLB). Job Evaluation System Revision project. Published as proposed
6/1/93.

January 1, 1975

Created 1/1/75. Librarian I, II, III (A0102, A0104, A0108).

Summary of Factor Ratings

Minimum Qualifications

Valid as of: February 20, 2024

This​ ​document​ ​includes​ ​the​ ​following​ ​levels:
 

LIBRARIAN I (H3G1XX)

Experience Only:
Five (5) years of relevant experience in an occupation related to the work assigned to this position

OR

Education and Experience:
A combination of related education and/or relevant experience in an occupation related to the work assigned equal to five (5) years

LIBRARIAN II (H3G2XX)

Experience Only:
Six (6) years of relevant experience in an occupation related to the work assigned to this position

OR

Education and Experience:
A combination of related education and/or relevant experience in an occupation related to the work assigned equal to six (6) years

LIBRARIAN III (H3G3XX)

Experience Only:
Seven (7) years of relevant experience in an occupation related to the work assigned to this position

OR

Education and Experience:
A combination of related education and/or relevant experience in an occupation related to the work assigned equal to seven (7) years

History of Changes Made to Minimum Qualification

The​ ​following​ ​is​ ​a​ ​summary​ ​of​ ​changes​ ​made​ ​to​ ​this​ ​minimum​ ​qualification.

May 1, 2017 (Whole Document)

• Part of the 2017 MQ Project
• New Format
• Standardized language and made the substitution statements consistent with a year-for-year methodology

May 1, 2017 (H3G3XX, H3G4XX)

Language referring to, “at the agency’s discretion,” was removed

May 1, 2017 (H3G4XX)

Removed ‘additional higher level and/or special experience’ language. Special qualifications can appear as a Special Qualification in the job posting, if justified in the position description and job analysis.

July 1, 2018 (H3G2XX changed to H3G1XX)

Review and correction of the classification codes to align with the 2018-19 pay plan and compensation grades approved by the CHRO

July 1, 2018 (H3G3XX changed to H3G2XX)

Review and correction of the classification codes to align with the 2018-19 pay plan and compensation grades approved by the CHRO

July 1, 2018 (H3G4XX changed to H3G3XX)

Review and correction of the classification codes to align with the 2018-19 pay plan and compensation grades approved by the CHRO

Feb. 20, 2024 (Whole Document)

• New format (updating to adhere to accessibility standards)
• Updated minimum qualifications to align with the Skills-based Hiring initiative