Adw: Notes from the Labor WG call 2019-07-01

2019-10-13T22:38:41Z

Notes from the Labor WG call 2019-07-01

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'''DLF WG on Labor in Digital Libraries, Archives and Museums: Valuing Labor Subgroup'''

Meeting minutes: July 1, 2019

'''''Salaries'''''

Facilitator: Liz Caringola

Note-takers: Liz Caringola, Sandy Rodriguez

[https://wiki.diglib.org/Labor/Valuing-Labor/2019-Calls Complete 2019 schedule]

== Discussion ==

Arts + All Museums Salary Transparency 2019
* [https://www.inquirer.com/news/art-museum-salaries-transparency-spreadsheet-20190618.html (background information from The Philadelphia Inquirer)]

[https://dpeaflcio.org/programs-publications/issue-fact-sheets/library-workers-facts-figures/ DPE AFL-CIO Library Professionals: Facts & Figures] (see section “Library Worker Earnings and the Wage Gap”)

Living wage
* [http://livingwage.mit.edu/ MIT Living Wage Calculator]

Researching public salaries
* For California: [https://www.sacbee.com/news/databases/state-pay/article229468549.html Sacramento Bee Salary Database]
* [https://ucannualwage.ucop.edu/wage/ University of California salary database] (search Librarian, not Archivist)
* [https://salaryguide.dbknews.com/ UMD salary database] (search “LIBR” to just see salaries in the Libraries)
* [https://www.utah.gov/transparency/ For Utah] (state and local government entities)

Researching private salaries
* [https://trust.guidestar.org/topic/guidestar-nonprofit-compensation-report Guidestar]: publishes salary information for non-profit institutions
* [https://www.glassdoor.com/index.htm Glassdoor]
* Perhaps it is even more important for workers at private institutions to self-report in the surveys below?

Salary surveys
* [https://publications.arl.org/ARL-Annual-Salary-Survey-2017-2018/ ARL Annual Salary Survey]
* [https://www2.archivists.org/sites/all/files/WArS-SAA-Salary-Survey-Report.pdf 2017 WArS/SAA Salary Survey]
* Library Salaries Inequity Resource List (features self-reported salaries under “Voluntary Payscale Information”)
* [https://www.surveymonkey.com/r/RRCLTSN AMIA Field Survey] (currently underway and focused on moving image archives)
* [https://docs.google.com/spreadsheets/d/14_cn3afoas7NhKvHWaFKqQGkaZS5rvL6DFxzGqXQa6o/edit#gid=0 Arts + All Museums Salary Transparency 2019_View Only] (includes art museums, historical societies, etc.) - feel free to request edit access from the owner & add your salary, if applicable; there’s also valuable info in the tabs

Additional topics discussed
* Individual negotiation vs. collective negotiation
** For individual
*** [https://salary.aauw.org/ AAUW Salary Negotiation Programs]
*** Counter offer as expedited promotion
*** Other things to negotiate besides salaries (i.e. moving expenses, more vacation time, professional development funding)
* Cost of living
** Is it strategic disadvantage for long-term salary growth to take a lower paying job even if somewhere with a lower cost of living?
** Wages are not keeping pace with the extremely high cost of living in cities like San Francisco and New York
* Compression
** Definition: “Compression is when you have small differences in pay regardless of experience, skills, level, or seniority. You see this when the starting salaries for your new employees in a particular job title are too close to the wages of your existing workers. In really awful circumstances, the starting salaries might even exceed what your current employees are earning.” ([https://www.payscale.com/compensation-today/2011/07/pay-compression –PayScale])
* Equity
* Ranking/classifications
** Do not always correspond to salary differences
* Raises including merit and cost-of-living increases
** Eligibility difference with contract workers (i.e. term limited workers not qualifying for cost-of-living increases)
* Who in institution oversees salary issues
** Budget Committees
** Unions
** HR (sometimes impose constraints that are out of the control of hiring managers)
* Types of arguments for collective approaches:
** Compression
** Compare to peer institutions (i.e. based on salary surveys)
** Compare to comparable positions within the institution
** Recruitment (making salaries competitive to help bring on new staff)
** Reducing pay inequality
** Reducing turnover/attrition
** Within broader diversity/equity/inclusion iniatives
* Strategies for collective approaches:
** Professional organizations advocating on behalf of workers
*** Requiring salaries on job postings
**** [https://www.change.org/p/american-library-association-joblist-ala-joblist-ala-joblist-must-require-employers-to-post-their-salary-band Petition: ALA Joblist must require employers to post job salaries]
**** [https://ncph.org/wp-content/uploads/2019/03/Best-Practices-for-Job-Postings.pdf Best Practices in Public History: Job Postings]
**** [https://www.southwestarchivists.org/archival-pay-and-saa-some-modest-proposals/ Article on Society of Southwest Archivists blog re: proposals for SAA]
**** [https://nationalempnetwork.org/salary-range-on-museum-job-postings-letter-writing-campaign/ National Emerging Museum Professionals Network, Salary Range on Museum Job Postings Letter Writing Campaign]
** Advocacy Toolkits (discussed at Collective Responsibility forum)
** Make visible and put in writing salary rules/processes within one’s own institution for greater transparency

Labor/Valuing-Labor/2019-07-01 - Revision history

Adw: Notes from the Labor WG call 2019-07-01