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San Luis Obispo County, California

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LIBRARIAN III
(BRANCH MANAGER)
Recruitment #1113PM-01011-01

DATE OPENED:     11/4/2013 3:55:00 PM
JOB TYPE:      Open
FILING DEADLINE:     12/20/2013 11:59:00 PM
SALARY:     $4,465 - $5,427/month
WORK LOCATIONS:     
City of San Luis Obispo
Morro Bay/Los Osos/Cayucos
Northern Coast (e.g. Cambria)
North County (e.g. Atascadero/Paso Robles)
South County (e.g. Pismo Beach/Nipomo)
DEPARTMENT:     Library

Click HERE to view benefits

ANNOUNCEMENT UPDATE: CURRENT VACANCIES ARE BRANCH MANAGER AT THE LOS OSOS LIBRARY AND BRANCH MANAGER AT THE NIPOMO LIBRARY.  THE ELIGIBLE LIST RESULTING FROM THIS RECRUITMENT MAY BE USED TO FILL FUTURE LIBRARIAN III BRANCH MANAGER VACANCIES AT OTHER LOCATIONS.

Conditional employment offers are based on successful completion of any pre-appointment background investigation, drug testing, and medical/psychological evaluation.

ABOUT THE POSITION:  The Librarian series perform a variety of professional library work in planning, organizing and implementing programs; may work in any assigned branch; work in book acquisition or in the support services area of the library; and do other related work as required.

Librarian III is the advanced journey level in the series.  Librarian III's, under direction, either have system-wide responsibilities in collection development, reference, audio-visual, children's work or support services, or may be in charge of a regional or large branch library.  Incumbents at this level supervise professional and other staff and aid in providing administrative support in budgeting, planning, and personnel work.

TYPICAL TASKS:

  • Locates and identifies requested material and bibliographical information;
  • Organizes and maintains information files, special indexes, and bibliographies;
  • Explains arrangements and resources of the library and assists patrons in their use;
  • Provides individual reading guidance and book selection;
  • May assist in book selection for the library;
  • May perform public relations activities in the library and in the community;
  • Prepares various materials and documents including reports, surveys, manuals, etc.;
  • Attends and participates in professional group meetings;
  • Does on line searches using a variety of electronic equipment and data bases;
  • Performs circulation desk duties as necessary;
  • Supervises and evaluates the performance of assigned staff; interviews and selects employees; recommends appointments, transfers, reassignments, terminations, and disciplinary actions; assigns employee duties and reviews work to ensure accuracy, completeness, and compliance with established standards, requirements, and procedures.

THE REQUIREMENTS:

Knowledge of:

  • The principles, purposes, and practices of professional library work;
  • Modern library methods, techniques, terminology, and automated systems;
  • Standard reference materials, and library tools;
  • Accepted practices of employee supervision and evaluation.

Ability to:

  • Apply professional knowledge to practical problems on the job;
  • Work with an automated circulation system;
  • Utilize electronic tools for reference;
  • Establish and maintain effective relationships with library users and fellow employees;
  • Respond to and resolve difficult and sensitive patron inquiries and complaints;
  • Conduct group activities;
  • Communicate clearly and concisely, both orally and in writing;
  • Plan, direct, and evaluate the work of subordinate staff as assigned.

MINIMUM QUALIFICATIONS:  Graduation from an accredited four-year college or university with a degree.  In addition, a Master’s in Library Science degree (MLS) or a Master’s in Library and Information Science degree (MLIS), or related library curriculum is required from a school accredited by the American Library Association.  (Two years of professional library experience at a level equivalent to Librarian II or above may be substituted for the required Master’s degree.)  AND Three years of professional library experience at a level equivalent to Librarian I.

LICENSES/CERTIFICATES:  A valid driver license is required at the time of application.  A valid CALIFORNIA driver license is required at the time of appointment and must be maintained throughout employment.

IN ADDITION:  This class specification generally describes the duties and responsibilities characteristic of the position(s) within this class. Duties of a particular position within a multi-position class may vary from the duties of other positions within the class. Accordingly, the essential functions of a particular position (whether it be a multi-position class or a single-position class) will be identified and used by medical examiners and hiring authorities in the selection process. If you have questions regarding the duties or the working conditions of the position, please contact the Human Resources Department.

AGENCY SHOP:  Employees hired into the Public Services, Supervisory and Clerical bargaining units represented by SLOCEA labor contracts are covered by Agency Shop provisions which require that new employees become SLOCEA dues paying members or pay an agency shop service fee in lieu of dues.

NOTIFICATION:  Applicants will be notified 2-4 weeks after the final filing deadline. However, some recruitments may take less or more time depending on the type of exam and number of applicants. Notifications will be posted on-line on the Applicant Status Board for each phase of the recruitment process and will be sent by US mail and/or email.  Therefore, notify the Human Resources Department of any mailing or email address changes for all applications submitted.

SELECTION PROCESS:  The examination process will include a competitive examination consisting of an evaluation of job-related education and experience through one of the following methods of testing:  A) competitive application rating, based solely on application information presented OR B) oral board rating as determined by an interview panel OR C) application screening and an oral board rating OR D) any combination thereof.  In any case, the evaluation will be weighted 100% in determining a candidate's placement on the eligible list.  Applicants are urged to submit sufficiently detailed information in their application materials for proper qualification evaluation.   The hiring department will be provided a list of the top nine ranks of eligible candidates and one additional rank for each vacancy. The hiring department may hire any of the candidates certified to the department.  Veterans and disabled veterans preference points will be assigned when applicable. Please note: any part of this selection process may be waived or changed as deemed appropriate by the Human Resources Department at any point during the recruitment. Eligible lists may be used to fill regular, limited term or temporary positions.

PENSION BENEFIT INFORMATION:  Effective January 1, 2013 the Public Employees' Pension Reform Act of 2013 (PEPRA or AB340), makes substantial changes to public employee pension plans. PEPRA impacts the pension benefits of current employees (employees hired on or before 12/31/12) and all future hires (those hired on or after 1/1/13).  Please refer to our website for additional information including summary of impacts and FAQs at:  http://www.slocounty.ca.gov/hr.htm

Should you have additional questions, please contact Human Resources staff at 805.781.5959 or hr_labor_relations@co.slo.ca.us .  Note:  Those employees with reciprocity who are returning or entering into SLO County employment within a 6 month break in service, may be eligible to enter into the SLO County pension plan that was in existence for new hires as of December 31, 2012 for that bargaining unit.  Contact Pension Trust (805.781.5465 or pension@co.slo.ca.us) for specific questions related to reciprocity.   All other questions should be directed to HR.

OTHER PROVISIONS:  New employees are required to complete an INS Employment Eligibility Verification form to certify citizenship or legal residency and authorization to work. Essential functions of a job for purposes of the Americans with Disabilities Act will be determined prior to the filling of each vacant position. A REASONABLE EFFORT WILL BE MADE TO ACCOMMODATE THE NEEDS OF THE DISABLED AND THE RELIGIOUS NEEDS OF AN APPLICANT. IF YOU REQUIRE SPECIAL ARRANGEMENTS TO PARTICIPATE IN THE RECRUITMENT PROCESS, YOU MUST INFORM THE COUNTY HUMAN RESOURCES DEPARTMENT IN WRITING OF THE TYPE AND EXTENT OF ACCOMMODATION NO LATER THAN THE FINAL FILING DEADLINE.

AN EQUAL OPPORTUNITY/AFFIRMATIVE ACTION EMPLOYER