Technical Services Division
Transition Team
FAQ For Expression of Interest in TSD Positions
1. How do I submit my "Expression of Interest" form?
*****Once you have completed the "interest" form, please drop it off at the Director's Office by the date indicated in the instructions that accompany the form.
2. Why do people have to apply for a job if they are happy where they are?
*****Each staff member should fill out an "Expression of Interest" forms for each position in which they are both interested doing and feel qualified to perform. This is the best way to advise the Placement Committees about your own interests. The new structure will offer many new opportunities for advancement. We expect that some individuals will wish to take this opportunity to make an advancement. That means that positions that are currently occupied will be vacated. The Transition Team urges each staff member to read over the job descriptions and express interest in all positions for which they feel qualified.
3. Why does everyone have to re-interviewed for their own job/and or why does everyone have to have a search committee?
*****The placement committees will interview only if there is more than one qualified applicant indicating interest in that position. The exception is the production group
leaders, where everyone who expressed interest will be
interviewed.
4. Is there an interview for each position applied for?
*****See number 3
.
5. If someone else got the job presently held by you, isn't that 'just moving bodies around'?
*****The Placement Committees will try to match staff to positions based on the qualifications and experience provided on the "Interest" form.
6. Why take so much time out of work time to do all of this?
*****TSD's organization is changing so that it will be able to meet new challenges. The changes give each staff person the opportunity to take a look at what's available to them in the new organization, evaluate their skills and decide where they would like to fit in. This does require effort on the part of staff, but the effort will be worthwhile.
7. Do present promotions or reclassifications apply?
***** If you have been promoted or your job has been upgraded, the classification that you have now is your classification. You would be eligible for positions at your grade level or above.
8. What happens to people's senority? Will they carry that with them to new job?
*****If by seniority this person means number of years in state employment, then yes.
9. Will there be a probation period, as in a new employment?
*****If you are awarded a job that will be upgraded or a position above your current classification, there will be the usual probationary period that is required by the University.
10. If someone else does 'my' job better than me, will I be out of a job?
*****Anyone can request placement in any position that interests them and for which they are qualified. The Transition Team encourages staff to examine the job descriptions closely and decide what skills and experience they have that may apply. You may request placement in as many positions as you think you are qualified. You should also indicate your first preference, second preference, etc.
11. Who is on the placement committees?
*****The formulation of the Placement Committees has not yet been completed for each group. Thus far, two are complete or near completion. The Production Group Leader's Placement committee consists of: Jane Williams, Chair, Pearl Coleman, Julia Wisniewski, Donna King, Sue Koutsky, Carlen Ruschoff, Ex-officio, Desider Vikor, Ex-officio.
The Faculty Placement Committee includes: Carlen Ruschoff, Chair, Cindy Todd, Alesia Wilson, Christine McCarthy, and one position to be filled.
In forming each committee, the Transition Team's goal is to invite individuals from various areas within TSD who will be working with those expressing interest and individuals from outside of TSD who are likely to interact with these staff members. As the Placement Committees are finalized, the membership will be announced.
12. How will PRD's be affected?
*****PRDs would be rewritten to reflect the new job descriptions for each position.
13. Is this another new state employment application to fill out?
*****No.
14. What classifications really apply?
*****The classification as listed on the new job descriptions.
15. What happens to those who do not apply for any jobs?
*****The Director of Technical Services will decide which position you fit best.
16. Will any jobs be upgraded?
*****Some of the classified positions (LTI-III) may be upgraded because of a change in the position description and the complexity of the work being done in that position.
17. There are a lot of LTIII's in TSD who do not have bachelor's degrees. They were hired and/or upgraded with much experience which equaled the b. degree. Therefore, also the LTII's don't have them either. Are we really being fair to all in the standards/requirements of these groups?
*****The minimum requirements that are included in each job descriptions have been carefully thought through. The requirements for degrees and experience are in line with the needs of the position. Key words to look for include: "required" "desirable" and "preferred." Required means that you must possess the degree or years of experience. Both "desirable" and "preferred" indicate that candidates with the experience or degree listed, will get preference for the position over those who do not have these qualifications.
18. Will supervisors be able to participate in the process of selection of their staff?
*****The TSD transition was constructed to support the most inclusive, equitable and objective process possible for expression of interest and placement in positions. The placement committees are charged to carry out this process and can do it most effectively if they can work with a
division-wide view on the categories of positions for which they are responsible. The committees are likelier than individual supervisors to have this division-wide view. However, the committees will have the right to consult with former and potential supervisors in their deliberations.
19. Will staff get more pay for extra work assigned?
******All job descriptions will be reviewed according to University guidelines. Classification levels will be determined based on the qualifications required to perform the work and the complexity of the work. In some cases the redrafting and review of job descriptions will result in upgrades. In others, the duties may be broader than they were before. This meets the request heard at the working group stage that staff be cross trained as much as possible.
20. What if the Placement Committee assigns me to a job that has a lower classification level than I have now?
*****Most likely, you will retain your current class and salary.
21. What if I decide to express interest in a job that has a lower classification than I have now? For example, I am an LTII and I want to express interest in a position that is an LTI?
*****If a person chooses to express interest in a position that carries a lower classification, it will be considered a voluntary demotion and the individual's salary and classification will be reduced.
22. If I do not see my current job in the list of job descriptions, does that mean that my job, and myself, has been eliminated?
*****No one will be fired or laid off as a result of the transition process. The Blue Ribbon Committee concentrated on the work loads and work flows of TSD when they proposed a new organizational structure, and the Transition Team followed this model when composing job descriptions. The BRC and Transition Team never discussed individual employees. If you do not see your current job title, it is because the BRC and Transition Team shifted and/or combined various work responsibilities into totally new job descriptions and titles. Also, please see FAQ # 10.
23. Will work schedules be M-F only?
*****Work schedules will be set by the employee with their team leader. In general, we have not scheduled staff to work in TSD on weekends because of locked doors and other security issues.
24. When Adaptive Cataloging and Database Maintenance merge, will DM move to where Rapid Cat is now? Or will the two groups stay separate.
*****The two groups will be located near one another, but where is not yet known. Space planning should begin in earnest in February. The Director's Office will try to keep everyone informed throughout the planning period.
25. Where is Serial Adds going?
*****Although the lion's share of the tasks of Serials Adds will be merged into the work responsibilities of the Bindery Team, the Continuing Publications Team in Acquisitions, Adaptive Cataloging Team, and Database Maintenance will also carry some of the responsibilities.
26. Where are authority people going?
*****The work of authorities will be incorporated into the job task of the original catalogers. A coordinating team for authorities led by our authority experts will also be in place to assist with training and developing policies and procedures.
27. Where is Help Desk going?
*****Help Desk duties are incorporated in the work of the Database Maintenance Team.
28. If after getting the position of my choice, I find that I do not like my supervisor, may I apply for another position if I am not happy with my supervisor?
*****Anyone may apply for open positions within the Division. However, after the placement process is complete there will be very few open positions in TSD. Any personal difficulties or problems between an employee and her or his supervisor should be dealt with through the regular channels; the transition process will not change this.
29. How many people will be on the Database Maintenance Team?
*****The Database Maintenance Team will have 1 LTIII , 2 LTIIs and student assistants.
30. From a personnel perspective, how do exempt positions compared to faculty and nonexempt positions?
*****Basically nonexempt employees are paid by the hour while exempt and faculty are paid by the job. Nonexempt staff fall under the protection of the Fair Labor Standards Act and are paid a premium for time worked over forty hours per week. Faculty and exempt staff are expected to work the hours necessary to complete assignments on a schedule that satisfies the requirement of the job. A full-time commitment normally requires 80 hours every two weeks.
Exempt and nonexempt employees have classifications that are determined by the nature of the duties and responsibilities of their position. A faculty member's rank is independent of their job assignment. Their rank reflects their professional accomplishments and expected level of contribution to the Library. Since Faculty rank is focused on the individual, promotion in place is possible. Nonexempt and exempt staff classifications are position oriented. Therefore, promotions require a significant change in duties and responsibilities.
Exempt employees earn annual leave at the same rate as faculty, 22-25 days per year depending upon length of employment. Exempt staff are not eligible for permanent status. They are considered employed on an at-will basis. Depending upon length of service, Exempt staff may be involuntarily separated with one to 12 months notice.
Regardless of appointment type, health and tuition benefits are the same. Faculty and exempt staff may choose between TIAA-CREF and the State's retirement plan for their primary pension plan. TIAA-CREF is not a primary pension plan option for Nonexempt staff.
These are some of the major differences in different type of appointments. (See http://www.usmh.usmd.edu/ppex for a collection of exempt staff policies.)
31. What are the salary and benefit issues if the reclassifications don't go through?
*****The Transition Team believes that the proposed classifications of the job/position descriptions accurately reflect the duties and responsibilities of the positions. Although we support and will defend our recommendations, the ultimate decision regarding appropriateness of classification rests with Campus Personnel. The salary and benefits associated with the positions we offer will have to be consistent with the type of appointment (i.e. exempt, nonexempt) approved by Campus Personnel.
32. What impact does the Library's budget crisis have on TSD reorganization?
*****From the Transition Team's perspective, little has changed. The Dean and LEC remain supportive of Program Review. We are still moving forward with the process. There is an implied expectation that the reorganization be accomplished without an increase in personnel costs. This has been an assumption from the beginning. There now is an expectation that, once the in-house placement process has been completed, the remaining vacant lines will be frozen through the close of the fiscal year.
33. What about the confidentiality of the information I'm providing to the placement committee(s)?
*****All members of the Placement Committees understand that the information they deal with must be keep strictly confidential. Committee members will only discuss information regarding applicants at committee meetings, and they will not reveal any personal information to anyone outside of the committee.
34. Why were the Placement Committees composed of people from within TSD? Would it have been fairer to have them composed entirely of people from outside the division?
*****The Placement Committees require the expertise of Technical Services staff to best evaluate job descriptions and applicants' qualifications. Every attempt was made to balance membership in regards to levels of staff and inclusion of people from outside TSD.
35. Can staff ask to be placed in another department?
*****When a position is posted, staff can apply.
36. What criteria were used by the placement committees?
*****The qualifications listed in job descriptions were matched to applicants' abilities and qualifications to identify the best candidate.
37. Will I be expected to do higher level work now while awaiting a decision on an upgrade?
*****No.
Revised March 21, 2002
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© 2001 University of Maryland Libraries
Last Revised: December 4, 2001, 2001
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