Type of Appointment: Full Time, At-Will

Job Classification: Administrator II

Anticipated Hiring Range: $5,053 - $11,620 per month (Compensation is commensurate with experience and qualifications)

Work Schedule: Monday - Friday 8:00 AM - 5:00 PM


THE DEPARTMENT:

The Library Administrative Office (LAO) is the primary administrative office for the University Library and includes two library administrators and four administrative staff. The LAO team oversees all aspects of library administration including: general administrative support for five library departments; building security and safety; emergency preparedness; facilities management; financial and budgetary operations; fundraising and development; human resources; public relations, marketing, and outreach; staff development and training; and strategic planning.

DUTIES AND RESPONSIBILITIES:

Provides oversight and coordination of internal library operations.

• Coordinates with all Library units to continually improve user services.
• Serves as the primary library administrator, in the absence of the Dean.
• Assists the Dean in the management and oversight of all Library operations.
• Serves as the Dean’s designee on various committees and at university functions as requested by the Dean of the Library. 
• Advocates for library initiatives, services, and partnerships by developing strong relationships with campus constituents and campus administrators.
• Works in collaboration with internal and external patrons (i.e., students, faculty, staff, and community members).
• In collaboration with library personnel, maintains, creates, and implements policies and procedures for library services and programs.
• Works with Library Administration personnel to expand student engagement with the library.
• Has a front-line role in communicating and enforcing library policies, guidelines, and procedures.
• Assists the Dean of the Library in developing annual reports.
• Anticipates, initiates, and responds to environmental changes and keeps abreast of trends that impact higher education and the library profession to ensure that the Library and the University achieve their goals.
• Provides recommendations for improvements in library services and operations through customer satisfaction assessment and usage.
• Oversees assessment efforts, data collection, compilation, and reporting to various groups (e.g., ACRL, the Chancellor's office, et al.) and internal program reviews to incorporate into decision-making and budgeting.

Management and Leadership

• Provides direct oversight of the Access Services and Library Technology Services units under the direction of, and in collaboration with, the Dean.
• Provides indirect oversight of Collections, Acquisitions & Resource Discovery Services (CARDS).
• Cultivates a motivated, empowered, dedicated, and inclusive work environment that encourages knowledge of, respect for, and development of skills to engage effectively with a diverse population of students, faculty, and staff.
• Supports the Dean in fostering an inclusive environment that promotes student success and equitable library access.
• Encourages and supports professional and career development for staff and faculty.
• Facilitates cross-divisional collaboration and engagement among library staff.
• Ensures effective personnel coverage for Library functions.
• Responsible for overseeing recruitment, hiring, and training of staff and student assistant personnel in collaboration with the Dean and appropriate unit heads.
• Collaborates with unit heads in the recruitment, orientation, and training of Library staff and faculty.
• Responsible for overseeing employee disciplinary processes, ensuring compliance with all university policies and collective bargaining agreements, in coordination with and under the guidance of the Dean.

Personnel

• Serves as the HEERA manager and supervisor responsible for staff in CARDS and LTS units, and student assistants in the Library. 
• Coordinates with appropriate university departments to manage recruitment of staff and student employees.
• Establishes a process to ensure that periodic feedback and annual evaluations are provided to all staff and student assistants according to university policy and timelines.
• Provides guidance for operations and supporting services such as orientation and training for student employees, librarians and staff.
• Provides strategic direction for the professional development of librarians, staff and student employees.
• Review and provide recommendations to the Dean on staff hiring.
• Provides the Dean with annual budget requests for student employees, adjunct faculty, and committee driven budgets such as the Outreach Committee.

Strategic Planning

• Assists the Dean of the Library in developing strategic plans.
• Participates in strategic planning through implementation of long- and short-term goals and operational plans in collaboration with the Library’s faculty and staff.
• Ensures that the Library’s and Academic Affairs’ goals align with and support the overall mission, vision, and goals of Cal Poly Pomona, understanding the issues facing higher education and academic libraries.
• Promotes and encourages commitment to achieve strategic plans and communicates strategic initiatives.
• Collaborates with Library Faculty to identify and implement strategic goals consistent with the Library’s vision.

Community, University and Other Partnerships

• Identifies community needs and forms strategic alliances both internally and externally.
• Works with internal and external partners to achieve University goals, ensuring alliance with its mission.
• Builds community support through effective negotiation and relationships.
• Represent and attend meetings and events related to alumni relations, community relations, and fundraising projects as requested.
• Works with the Dean, Library Administration, and University Advancement staff on alumni relations, community relations, and fundraising projects.
• Participates in meetings, task forces, and work groups as assigned.
• Develops relationships with local and system-wide colleagues.

QUALIFICATIONS:

• Master's Degree - ALA (American Library Association) accredited Master's degree or accredited international equivalent
• 3 years of progressive higher education administrative and/or leadership experience in higher education libraries or in an academic setting.
• Driver License, Valid and in State Valid CA Driver's license with insurance.
• Knowledge of emerging technologies and trends in higher education, with the understanding of implications that they have for the academic library environment. Command of emerging trends in higher education and library administration with evidence of providing scholarly resources, data, and/or digital collections in support of teaching, learning, scholarship, and student success. Demonstrated effectiveness in cultivating diversity, equity, and inclusion among faculty, staff, and students.
• Knowledge of budgeting in a complex state fiscal environment
• Experience making effective decisions with sound analytical ability, good judgement, and strong operational focus.
• Ability to apply forward-thinking and creative thought with high ethical standards to develop strategic vision.
• Strategic planning, budgeting, and assessment experience
• Demonstrated leadership experience and evidence of past initiatives implemented at an academic or research library

Out of State Work

The California State University (CSU) system is a network of twenty-three public universities providing access to a quality education through the support of California taxpayers. Part of CSU’s mission is to prepare educated, responsible individuals to contribute to California’s schools, economy, culture, and future. As an agency of the State of California, the CSU’s business operations almost exclusively reside within California. The CSU Out-of-State Employment Policy prohibits hiring employees to perform CSU-related work outside California. For more information, go to the California State University Out-of-State Employment Policy.

Background Check

Cal Poly Pomona will make a conditional offer of employment to final job candidates, pending the satisfactory completion of a background check (including a criminal records check). The conditional offer of employment may be rescinded if the background check reveals disqualifying information, and/or it is discovered that the candidate knowingly withheld or falsified information. In determining the suitability of the candidate for the position, Cal Poly Pomona will give an individualized assessment to any information that the applicant submits for consideration regarding the criminal conviction history such as the nature, gravity and recency of the conviction, the candidate’s conduct, performance or rehabilitation efforts since the conviction and the nature of the job applied for. For more information, go to the California State University Background Check Policy.

CSU Classification Salary Range

The CSU Classification Standards for this position are located on the CSU Classification Standards website. The CSU Salary Schedule is located on the CSU Salary Schedule website. The classification salary range for this position according to the respective skill level is: minimum $5,053 and maximum $16,221 per month. Please refer to the anticipated hiring range for the appropriate salary rate for this particular position.

Employment Eligibility Verification

Cal Poly Pomona hires only individuals lawfully authorized to work in the United States. In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire. For more information, go the I-9 Acceptable Documents website.

University Driving Requirement

Positions that require driving for university business by using a personal or state vehicle must comply with the Authorized University Driver Policy. Driving records are monitored and evaluated by the Risk Management Department. The Risk Management Department evaluates a good driving report based on the following criteria. The driver must: 1. Have a valid California or other State Driver’s license. 2. Have no more than 3 motor vehicle violations or been the cause of 3 accidents in a 12-month period (or any combination of 3 thereof) 3. Not have more than 3 DMV Points, if their license is Class C or, 4. Not have more than 5 DMV Points, if their license is Class A, B, or C with endorsements. For more information, go to the Authorized University Driver Policy.

Outside Employment Disclosure

Executive and Management Plan Personnel employees must disclose all current outside employment at the time of hire as a precondition of hire and at the following times after hire: annually in July, within 30 days of accepting outside employment, and upon their manager’s request. For more information, go to the Outside Employment Disclosure policy.

Child Abuse/Neglect Reporting Act (CANRA)

The person holding this position is considered a “mandated reporter” under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083 as a condition of employment. Read more at the California Child Abuse and Neglect Reporting Act policy.

Security & Fire Safety

In compliance with state and federal crime awareness and campus security legislation, including The Jeanne Clery Disclosure of Campus Security Policy and Crime Statistics Act, California Education Code section 67380, and the Higher Education Opportunity Act (HEOA), Cal Poly Pomona’s Annual Security Report and Annual Fire Safety Report are available for viewing at the Cal Poly Pomona’s Annual Security Report and Cal Poly Pomona’s Annual Fire Safety Report.

Pay Transparency Nondiscrimination

As a federal contractor, Cal Poly Pomona will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. For more information, see the Pay Transparency Nondiscrimination Provision poster.

Reasonable Accommodation

We provide reasonable accommodations to applicants and employees with disabilities. Applicants with questions about access or requiring a reasonable accommodation for any part of the application or hiring process should contact the ADA Coordinator by email at ADACoordinator@cpp.edu. For more information, go to Employment Notices.

Equal Employment Opportunity

Consistent with California law and federal civil rights laws, Cal Poly Pomona provides equal opportunity in employment without unlawful discrimination or preferential treatment based on race, sex, color, ethnicity, or national origin. Our commitment to equal opportunity means ensuring that every employee has access to the resources and support they need to thrive and succeed in a university environment and in their communities. Cal Poly Pomona complies with Title VI of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, the Americans with Disabilities Act (ADA), Section 504 of the Rehabilitation Act, the California Equity in Higher Education Act, California’s Proposition 209 (Art. I, Section 31 of the California Constitution), other applicable state and federal anti-discrimination laws, and CSU’s Nondiscrimination Policy. We prohibit discriminatory preferential treatment, segregation based on race or any other protected status, and all forms of discrimination, harassment, and retaliation in all university programs, policies, and practices.

Other Notices

For other important employment notices, we invite you to visit Cal Poly Pomona’s Employment Notices web page.