Current Memorial Library job descriptions and staff CVs and resumes are on Teams, linked below.
All library staff complete timecards in HR's J1 system, to be approved by their supervisor.
All library staff are evaluated annually. Technically librarians would be evaluated on the same schedule as faculty members (in August), but Memorial Library has adopted the practice of using the staff schedule (evaluations in October).
Most recently raise pool information is sent to the Library Director in early November by Kim Melton, Director of Budget & Student Financial Services. The email provides instructions about how to update the raise pool spreadsheet as well as information about funds available. Before finalizing recommendations made via the spreadsheet, the Library Director may wish to discuss the recommendations and possible additional funds available with the Provost.
The raise pool is typically a set percentage of the department's total salaries, excluding the director's salary. Raise percentages are allocated based on general merit. For example, in 2022 the general merit percentage was 4.75% of total salaries, with an additional .25% set aside for the Provost's use. There may be other parameters included in this process. For example, in 2022 the model was based on addressing the salaries of lower paid staff and was calculated on everyone receiving a minimum raise of $2,080 or 5%, whichever is greater.
There are no college-wide guidelines for how merit percentages are allocated. The Library Director has full discretion on making these recommendations, although library staff typically have discussed the recommendations as a group before the director makes the recommendations.
Faculty Compensation Reports in 2014 and 2022 have included recommendations for librarian salary targets.
Revisions to the U.S. Department of Labor’s rule defining and delimiting exemptions for professional employees under the Fair Labor Standards Act were scheduled to go into effect at the end of 2016. The determination of exempt/nonexempt status for professional librarians would be based on a duties test for learned professionals. Berry librarians argued that all met the Department of Labor's definition of “bona fide teachers.” The college accepted the argument, but the rule change was ultimately not implemented.