Nice article Guardian. It is often the public (and non-union) workers who find themselves at the mercy of the less “by-the-book” types, it seems. In the case of the Boise Public Library it is too bad that the current Director is an entirely home-grown product, one who has never worked anywhere other than at that library and does not meet the minimum recommend qualifications of the State, in that he lacks a graduate degree in Library/Information Science. While Boise has had some outstanding Directors during the current incumbent’s employment there, he, and the Library, would have benefited from having someone with wider experience in a greater number of settings at the helm.

I’m sorry to say that Ada County shares some of the same problems being reported by Boise City employees. Some male employees receive undeserved salary increases merely because they are buddies with my male colleagues. Poor or even despicable performance by these same buddies (and one former female supervisor who had an average 74 percent turnover rate of her employees for 12 years running!) is ignored because of the personal relationships.

Unfortunately, Ada County does not have mandatory performance evaluations for all employees, or some of these issues would rise to the surface a lot sooner, before crises finally arise and are addressed.

In a recent example, a female employee had been receiving inappropriate e-mail messages for EIGHT YEARS from one or more male Ada County coworkers. Many of these messages were increasingly vulgar and demeaning to women. Some of the messages were originated by the department head himself. The employee didn’t speak up for that long time period because she was so fearful of retaliation. I knew ten years ago that this department head was a terrible supervisor who promoted a hostile work environment demeaning particularly to women, but he is one of the “buddies” who receives special treatment, so my concerns are either met with combativeness or are simply dismissed entirely by my colleagues.

When the work environment for the female employee who had been receiving the inappropriate e-mail messages had become so hostile that she had little left to lose, she finally filed a complaint. The investigation that ensued revealed that virtually every employee who has left that department in recent years has commented on the hostile “Good Ol’ Boys” environment and the retaliatory behavior that would ensue when employees spoke up about problems or concerns. The writing was on the wall, but only the Human Resources people and I were bothering to read it.

Humm
In the probation case she seems to be saying people are being defrauded. In this story there seems to be accusations of sex descrimination. Im not sure but I think those are both violations of Idaho Code.

Wow, Sharon, those are some very pointed and serious allegations. I’ll be watching this closely.

Would religion, perhaps be an issue, in regards to promotion, pay increase!

Hmmm … experience has taught me that the moment someone claims “discrimination against women” I should be VERY suspicious. I know as many men who have been discriminated against by women as women by men. Probably more, and have myself felt the sting. I need SPECIFIC allegations to make any judgments.

Having said that, it comes as absolutely no surprise that there are deep problems in the “good ol’ boy” (or “good ol’ girl”) networks at the County. My own daughter held a good job with the County and left for lower pay elsewhere due to incompetent and discriminatory practices by supervisors politically appointed.

Thanks for your insight, Sharon, and I’m hoping folks will take notice next election day.

I’m amused by the argument that people with Master of Library Science degrees are over-qualified by one who admits to her own abject ignorance of what the job entails. In the age of Google, I can think of no greater need than for an authoritative, educated and skilled reference professional upon whom to address questions and who gives me confidence in the answer.

Nan Emouse…will this answer your question??? From the US Dept. of Labor…Occupational Outlook Handbook, 2010-2011 Edition:

The traditional concept of a library is being redefined from a place to access paper records or books to one that also houses the most advanced electronic resources, including the Internet, digital libraries, and remote access to a wide range of information sources. Consequently, librarians, often called information professionals, combine traditional duties with tasks involving quickly changing technology. Librarians help people find information and use it effectively for personal and professional purposes. They must have knowledge of a wide variety of scholarly and public information sources and must follow trends related to publishing, computers, and the media to oversee the selection and organization of library materials. Librarians manage staff and develop and direct information programs and systems for the public and ensure that information is organized in a manner that meets users’ needs.

Librarian positions focus on one of three aspects of library work: user services, technical services, and administrative services. Librarians in user services, such as reference and children’s librarians, work with patrons to help them find the information they need. The job involves analyzing users’ needs to determine what information is appropriate and searching for, acquiring, and providing the information. The job also includes an instructional role, such as showing users how to find and evaluate information. For example, librarians commonly help users navigate the Internet so they can search for and evaluate information efficiently. Librarians in technical services, such as acquisitions and cataloguing, acquire, prepare, and classify materials so patrons can find it easily. Some write abstracts and summaries. Often, these librarians do not deal directly with the public. Librarians in administrative services oversee the management and planning of libraries: they negotiate contracts for services, materials, and equipment; supervise library employees; perform public-relations and fundraising duties; prepare budgets; and direct activities to ensure that everything functions properly.

In small libraries or information centers, librarians usually handle all aspects of library operations. They read book reviews, publishers’ announcements, and catalogues to keep up with current literature and other available resources, and they select and purchase materials from publishers, wholesalers, and distributors. Librarians prepare new materials, classifying them by subject matter and describing books and other library materials to make them easy to find. Librarians supervise assistants, who enter classification information and descriptions of materials into electronic catalogs. In large libraries, librarians often specialize in a single area, such as acquisitions, cataloguing, bibliography, reference, special collections, or administration. Therefore, good teamwork is important.

Librarians also recommend materials. Many analyze collections and compile lists of books, periodicals, articles, audiovisual materials, and electronic resources on particular subjects. They collect and organize books, pamphlets, manuscripts, and other materials in a specific field, such as rare books, genealogy, or music. In addition, they coordinate programs such as storytelling for children and literacy skills and book talks for adults. Some conduct classes, publicize services, write grants, and oversee other administrative matters.

Many libraries have access to remote databases and maintain their own computerized databases. The widespread use of electronic resources makes database-searching skills important for librarians. Librarians develop and index databases and help train users to develop searching skills. Some libraries are forming consortiums with other libraries to allow patrons to access a wider range of databases and to submit information requests to several libraries simultaneously. The Internet also has greatly expanded the amount of available reference information. Librarians must know how to use these resources and inform the public about the wealth of information they contain.

Librarians are classified according to the type of library in which they work: a public library; school library media center; college, university, or other academic library; or special library. Librarians in special libraries work in information centers or libraries maintained by government agencies or corporations, law firms, advertising agencies, museums, professional associations, unions, medical centers, hospitals, religious organizations, or research laboratories. They acquire and arrange an organization’s information resources, which usually are limited to subjects of special interest to the organization. They can provide vital information services by preparing abstracts and indexes of current periodicals, organizing bibliographies, or analyzing background information and preparing reports on areas of particular interest. For example, a special librarian working for a corporation could provide the sales department with information on competitors or new developments affecting the field. A medical librarian may provide information about new medical treatments, clinical trials, and standard procedures to health professionals, patients, consumers, and corporations. Government document librarians, who work in a variety of depository libraries in each of the States, preserve and disseminate government publications, records, and other documents that make up a historical record of government actions.

Some librarians work with specific groups, such as children, young adults, adults, or the disadvantaged. In school library media centers, librarians—often called school media specialists—help teachers develop curricula and acquire materials for classroom instruction. They also conduct classes for students on how to use library resources for research projects.

Librarians with computer and information systems skills can work as automated-systems librarians, planning and operating computer systems, and as information architects, designing information storage and retrieval systems and developing procedures for collecting, organizing, interpreting, and classifying information. These librarians analyze and plan for future information needs. (See the section on computer scientists elsewhere in the Handbook.) Automated information systems enable librarians to focus on administrative and budgeting responsibilities, grant writing, and specialized research requests, while delegating more routine services responsibilities to technicians. (See the section on library technicians and library assistants elsewhere in the Handbook.)

More and more, librarians apply their information management and research skills to arenas outside of libraries—for example, database development, reference tool development, information systems, publishing, Internet coordination, marketing, Web content management and design, and training of database users. Entrepreneurial librarians sometimes start their own consulting practices, acting as freelance librarians or information brokers and providing services to other libraries, businesses, or government agencies.

Work environment. Librarians spend a significant portion of time at their desks or in front of computer terminals; extended work at video display terminals can cause eyestrain and headaches. Assisting users in obtaining information or books for their jobs, homework, or recreational reading can be challenging and satisfying, but working with users under deadlines can be demanding and stressful. Some librarians lift and carry books, and some climb ladders to reach high stacks, although most modern libraries have readily accessible stacks. Librarians in small settings without support staff sometimes shelve books themselves.

Twenty-five percent of librarians work part time. Public and college librarians often work weekends, evenings, and some holidays. School librarians usually have the same workday and vacation schedules as classroom teachers. Special librarians usually work normal business hours, but in fast-paced industries—such as advertising or legal services—they can work longer hours, when needed.

EDITOR NOTE–We appreciate the information, but please either summarize or offer readers a link. Comments are getting much longer than the original stories.

Nan Emouse,

“The Nan Emouse dost protest too much, methinks!” Surprising that you have such negative reactions to librarians and you use the mental slip ‘creep’ in your latest diatribe. (A telling slip? Did an evil librarian do you wrong at some point in your life?) The bulk of librarians I have ever known have been kind, helpful, knowledgeable, a bit introverted, but always concerned with helping people find what they need from the library. In your world books will order themselves, prepare themselves to be shelf-ready (a bigger job than most even realize), catalog themselves, index themselves, repair themselves, set up interlibrary loans and hop into envelopes to send themselves to other locales as interlibrary loan books and more. If the public can fend entirely on their own without librarians, then libraries would also no longer need directors or managers of any sort, (also usually endowed with MLS degrees) because the entire enterprise will just take care of itself. Get rid of them and buy more books too! There would be big savings at those levels. Let the minions do it all (nice put down, by the way, of hard working library pages and a few volunteers. People really like to be referred to as minions….Here let me look up a Wikipedia definition of the term: “A minion is a follower devoted to serving his/her master relentlessly.” Gosh. Really? Here is another definition from another on-line source: “An obsequious follower or dependent; a sycophant.” Oh, oh, and one more: “…a servile or fawning dependant…” Nice. Very nice.

Nan Emouse – I think unfair work practices (even just the perception of them) make for a sad workplace no matter the gender of the individuals involved. Why have a degree in any subject really? All one has to do is learn and become proficient on their own and then just do it. Then ‘credential creep’ would be a non-issue and there wouldn’t be some of the great divides that exist today in the work world, no matter if it is at a library, a university, or some other entity. ‘Minions’ both male and female will continue to do the bidding required by adminstration (whether they are properly credentialed or not) to keep the business wheels turning (but they still won’t like being labeled minions most likely.) I have grasped your point on whether a Masters in Library Science should be a requirement — in most libraries full librarian positions do require that degree. But requirements can be changed and job descriptions rewritten – especially in a municipal entity supported by the taxes of the citizens in a city. Something to ponder perhaps. Ever thought of running for the library’s board of directors?

I’m not exactly proud to make this post anonymously, but I’m a library employee and can’t afford to lose my job. I am also concerned about the library’s long-standing habit of turning completely unqualified people into librarians with the stroke of a pen, then summarily terminating the employment of good, degreed librarians, with a history of stellar performance and public service, to make room for even more homegrown facsimiles that won’t question/challenge the current “powers-that-be.” One can only hope this practice never takes root in, say, the medical profession.

But an equal concern of mine, and others, is the library’s long-standing habit of employing people who have relationships with other library employees. It exists to this day, but at times over the past 20 years this practice has been downright rampant. Husbands, wives, parents, sisters, brothers, opposite- and same-sex lovers, children, aunts, and uncles – you name it – the library has employed them all. . .at the same time. Two girls, sisters, worked at the same time their mother did, on and off for years! They’d leave for college, travel or other obligations, and then miraculously be hired back during the summer or whenever they needed the work.

Even the current director and his wife worked here for many years at the same time, but in their defense, they did meet at the library and then marry. Still, the current director worked as the homegrown assistant director for a very long time while his wife was still an employee. It was only after he was appointed to be the homegrown director that his wife finally took her leave.

The point is this. . .if this overwhelming propensity to hire people related to other library employees passes the stink test, even under the strictest interpretation of “nepotism,” you simply have to ask. . .is it right? Are hiring decisions being made on the basis of qualifications, skills, experience, etc., or are truly qualified candidates being passed over in favor of applicants who have a relationship with another library employee?

It’s a question that deserves an answer.