Library Workforce Issues Now and in the Future

Joanne Gard MarshallAlumni Distinguished Professor

University of North Carolina at Chapel HillSchool of Information and Library Science

Cheryl A. ThompsonProject Manager, WILIS studies

UNC Institute on Aging

Aging Workforce Interest GroupUNC Institute on Aging

Chapel Hill, NCDecember 15, 2009

The changing workforceo Most of the projected growth in the US labor

force between 2000 and 2050 will be composed of workers aged 55 and over.

o Workers aged 55 and over will account for a larger share of the US labor force (12.9% in 2000; 18.8% in 2050).

Source: Toosi, Mitra. “A century of change: the US labor force, 1950-2050.” Monthly Labor Review, May 2002, Bureau of Labor Statistics

Workforce challenges

Source: He, Wan, et. al. US Census Bureau. 65+ in the United States: 2005.

Rapid growth of older population

Increased health concerns in later years

Need for flexible work arrangements for older workers

Need for ongoing training and support

Implications of an older workforce Labor shortages Skill and talent shortages Lost knowledge Need for policy reform Need to value and retain older workers

Source: Center for Workforce Preparation, U.S. Chamber of Commerce. “The Voice of Business on the Mature Workforce: A Summary Report of the Pre-White House Conference on Aging Event Held June 15, 2005”

Factors affecting the LIS workforce

Baby boomer aging More late entrants Lower hiring rates, 1980s/1990s Occupational stability More women in LIS field

LIS as an aging workforce In 2000, median age of the U.S. labor force

was 39.3 years

In 2004, average age of U.S. nurses was 46.8 years

The WILIS median age of working LIS grads was 50.0 years

LIS workforce issues◦ Aging workforce and succession planning◦ Recruitment and retention◦ Diversity in the profession◦ Career patterns of LIS graduates◦ LIS program planning

WILIS 1 project goal: to build a comprehensive understanding of educational, workplace, career, recruitment and retention issues facing LIS graduates

How can this type of survey help LIS stakeholders prepare for the workforce changes that are occurring?

How are NC LIS leaders responding to workforce challenges?

Background

North Carolina – a profile

oDemographics (Source: US Census Bureau, 2004-2007)

•Population – 9,069,370 (2007 est.)•51.0% Female•74.0% White, 21.7% Black, 6.7% Hispanic•12.2% 65 years or older

•Median household income – $40,863•Education

•78.1% of adults (25+) are high school graduates•22.5% of adults (25+) have a bachelor’s degree or higher

oNumber of libraries (Source: National Center for Education Statistics)

•Public – 383 service outlets, 40 bookmobiles (2005)•School – 1,877 public school library/media centers (2000)•Academic – 125 in post-secondary degree-

granting institutions (2006)

WILIS is a collaborative research partnership of the UNC Chapel Hill School of Information and Library Science and the UNC Institute on

Aging, funded by the Institute of Museum and Library Services through its Librarians for the 21st Century Program.

WILIS 1 is a comprehensive study of the career patterns of graduates of LIS programs in North Carolina since 1964.

WILIS 2 is a project to develop a shared recent graduates survey that may be used by all LIS programs.

The WILIS studies

WILIS 1

Appalachian State University Library Science Program

Central Carolina Community College Library and Information Technology Program

East Carolina University Department of Library Science and Instructional Technology

North Carolina Central University School of Library and Information Sciences

UNC Chapel Hill School of Information and Library Science

UNC Greensboro Department of Library and Information Studies

Participating LIS programs

Project advisory committee

Survey development and scope

2 study phases◦ Graduates of university-based LIS programs (1964-2007) (n=7,566)

◦ Graduates of community college-based LIS program (2000-) (n=58)

Research Design and Methods

Education Career outline Job detail (up to 5

jobs) Life and work Overall career Continuing

education Trends in LIS

• Job before LIS program• Job after LIS program• Current/Last job• Longest job• Highest-achieving job

Results

Response rate – 35% (n=2627) Demographic composition

◦ 82% female◦ Average age 50, sd. 12◦ 11% non-white◦ 76% live in Southeastern US, but all 50 states and

14 countries are represented Employment status

◦ 76% employed; 20% retired

Average salary◦ Librarians - $51,952◦ Non-librarians - $73,471

Overview

Respondents by graduation year

1964-1973 13%1974-1983 20%1984-1993 21%1994-2003 33%2004-2007 13%Total 100%

N=2627

Respondents by degreeBachelor’s degree – library science(BLS, BSLS)

2% (N=59)

Bachelor’s degree – information science(BSIS)

.4% (N=10)

Master’s degree – library science(MA, MLS, MSLS, MLIS)

89% (N=2369)

Master’s degree – information science(MSIS, MIS)

6% (N=165)

Dual Master’s degrees(MLS/MIS)

.2% (N=6)

PhD – information and library science 2% (N=44)

Total 100%

N=2653

Which of the following best describes your current job?

Current job

MSLSN=1801

MSISN=132

Library setting, using LIS skills 80% 21%

Library setting, NOT using LIS skills .2% 1%

Non-library, using LIS skills 9% 51%

Non-library, NOT using LIS skills 5% 13%

Self-employed 3% 7%

Other 3% 7%

Current job by type of library

Special

Academic

Public

School (K-12)

0% 5% 10% 15% 20% 25% 30% 35%

16%

31%

20%

33%

Working in LibrariesN=1515

Other

Research agency/institute

Government

Medical/Pharm. research

IT

Education

0% 5% 10% 15% 20% 25% 30% 35% 40%

32%

5%

7%

7%

15%

34%

LIS graduates are also working in…

N=231

Do you expect to leave your current employer in the coming year?

Definitely will not leave within a year

Chances are very slight that I will leave within the year

Uncertain as to whether I will leave within the year

Chances are quite good that I will leave within the year

Will definitely leave within a year

50%

27%

15%

6%

3%

N=1917

Retention

Workforce projectionsHow many are likely to leave the full time

workforce? (if intentions hold true)

5 years from now (2013), 49% of those 62+ are likely to have left – 12% of workforce

10 years from now (2018), 63% of those 62+ are likely to have left – 23% of workforce

Retirement 25% will definitely be working full-time

after 62 (N=1912)

8% will definitely be working full-time after 65 (N=1458)

23% will definitely NOT be working full-time after 65 (N=1458)

Workforce projectionsWhat types of libraries will experience the most

retirements?

Of those who will likely retire 10 years from now (2018) (n=357)◦ 43% are school librarians (n=154)◦ 23% are public librarians (n=81)◦ 25% are academic librarians (n=88)◦ 9% are special librarians (n=34)

78% are from NC, SC, GA, and VA, but the other 22% are distributed across the US

Keeping up to date with the LIS field

91% of respondents consider conferences and workshops somewhat or very important

70% of respondents consider formal CE courses somewhat or very important

Average number of hours of formal CE or training taken in the last 12 months - 11.4 (sd 23.0)

Continuing education

Technology

Management

Finance

Communication and marketing

Development of subject expertise

0% 20%

40%

60%

80%

100%

91%

69%

56%

66%

84%

Continuing education interests

n=2194

Overall, I am satisfied with LIS as a career

Strongly disagree

Disagree

Agree

Strongly agree

0% 10% 20% 30% 40% 50% 60%

1%

4%

50%

45%

N=1580

Career satisfaction

Snapshot of the LIS profession

Retention

Career aspirations

Professional engagement

Continuing education needs and interests

LIS program evaluation and planning

Using the data: evidence to support LIS stakeholders

Keys to retaining and motivating staff◦ Adequate salary/benefits◦ Career progression opportunities◦ Support for continuing education◦ Mentorship◦ Recognition◦ More flexible work arrangements

Job sharing Phased retirement Flexible schedules Leave opportunities (e.g., caregiving, professional

development) Teleworking

Using the data: evidence to support LIS stakeholders

Implications

Unique retention challenges for LIS

Older workforce• Bridge jobs / Recareering• Meaningful work vs. career development• Workplace accommodations for aging workers

Unique retention challenges for LIS

Retirement and retention• Retirement and replacement• Organizational knowledge retention• Pension policy

Flexibility for re-hire Flexibility related to benefits

Visit our website at http://www.wilis.unc.edu◦ Short reports highlighting results

Detailed overview Recent graduates Comparisons by work setting Impact of race, gender, and age

Upcoming issues of Library Trends on workforce topics and trends◦ November 2009◦ November 2010

For more information…

The WILIS 1 and 2 studies were supported by grants from the Institute of Museum and Library Services. The primary research team from the School of Information and Library Science at UNC Chapel Hill and the UNC Institute on Aging consisted of:

Joanne Gard Marshall, Lead Principal Investigator Victor W. Marshall, Co-Principal Investigator Jennifer Craft Morgan, Co-Principal Investigator Deborah Barreau, Co-Investigator Barbara Moran, Co-Investigator Paul Solomon, Co-Investigator Susan Rathbun Grubb, Research Scientist Cheryl A. Thompson, Project Manager

Acknowledgements