 It is my pleasure to welcome you to the Better Salaries with Better Data Workshop. This is an enticing introduction to the ARL Annual Salary Survey and we want to make it enticing because it's always hard to look through publications that have a lot of tables with numbers. So we hope with today's webcast we'll give you a good perspective of how to approach this kind of information for better decision making. The webcast that we're doing today is the first of four webcasts planned this year, featuring work related to the data we collect through the ARL Annual Salary Survey. And before we go too far let me say thank you to all of you who are joining us here today and mention again the logistics of this session. Everyone will be muted to cut down on background noise. We do welcome questions and we want you to type your questions and we stand ready to answer all that we do not answer as well as the ones we answered during the webcast. They'll be available to the attendees after the webcast. We have the ARL libraries for a number of years now and with the people who submit the salary survey data to us. And I'm also very happy to have here with me today as my co-presenter, my colleague Shanika Moris, who has been working with these data point goals in today's webcast. We want to give you an overview of the salary survey. We also want to give you snapshots and look at some of the trends in the data. We will also discuss recent changes to the survey and other webcasts, the other three webcasts that are scheduled later in the year. And we plan to do three of the survey and brief overview of the data collection. We'll give you a snapshot of some of the results from 2011-12 and talk what we did with the 2012 salary survey. And a sneak peek, as Shanika put it there, for that we have in our hands this year. The publication is not out yet, but we'll share with you some information and hope to take Q&A from you. So we do, and this Paul specifically asks you, the follow-up there you have, and the Paul should be the majority of the people who are watching the webcast have, so hopefully what we'll cover will help you understand, understand the performance of research libraries and their contribution to research, teaching, scholarship and community service. And we have, that collects institutional data about the two publications you are seeing here as we did on June 5th, 2012, and that webcast is available on YouTube if you want to find out more about that publication. Today we will talk about the publication on the right side, the salary survey. The salary survey goes back to 1972-73. Paul question for you, let me, here we ask you to coordinator whether you are assisting a survey coordinator with the data submission, so it's just to, whether you are just interested in the library and I'm going to take a look at the, and we have the majority of the people attending the webcast are helping survey coordinators with the data submission, but the majority, 56% of the audience is just interested in the salary survey information. Thank you for answering our Paul, and there is a difference, there's a big distinction between the AERL statistics as a PDF publication or as a print publication and the AERL statistics website, because the AERL statistics website is home to a number of different surveys and it is the home of the AERL salary survey as well, because this is the website through which we collect the data to give you a sense of what else that website includes. It includes a series of annual publications and surveys that describe collections, expenditures, staffing and service activities and among those is the academic health sciences library statistics, the academic law library statistics. We even pull data together and we create series of data without actually surveying libraries, for example, the university and library total expenditures series is something we, existing information on library expenditures from our AERL statistics survey and pulling into our interface data from the NCS, the National Center for Education, where they collect data on university characteristics and budgets and in this case we take from NCS and in particular the IPADS data collection within NCS, IPADS stands for Integrated Post-Secondary Education Data Service, it is a series of surveys the Department of Education has to collect data on institutions of higher education and one of these surveys has information on university expenditures and we pull that information from NCS IPADS into our interface and into the resources we make available to our member libraries. Now the AERL annual salary survey is one of the surveys, as we said, housed in this interface, a couple of other surveys, the source of that, Carla Stoffel from the University of Arizona established and it had a lot of interest, it's not done annually, it's periodic, it's being collected every couple of years, we ask people to tell us whether their funds are coming from student fees or from other sources in direct costs or what are their allocation sources their funds are coming from. We did used to have a test bed for testing new supplementary statistics, we don't have that this year, it's been other years before when we did not have supplementary statistics and we also house there an older data collection series called the AERL Preservation Statistics that a few years ago, so we have some historical series there. The website includes also a directory of survey contacts and people who are familiar with these resources in our member libraries, so we can create a community and be in touch with one another. History of the two flagships, the AERL Statistics goes and the Salary Survey does not go, one wonders how much the average salary was in 1908, the Salary Survey goes back to 1967 and that was the year when the Association of Research Libraries conducted the first of what has become the AERL Annual Salary Survey and it has been published annually since 1972-73 and I can tell you in 1972-73 the average, the median salary was in the range of you know in the west 13,000 or central 12,000 or east 13,000 in the south area it was 11,700 and the beginning salaries were less than 10,000 at that time so it's interesting to look at some of these historical perspectives we all feel reached this way. The annual Salary Survey, the latest iteration of it, the 2012-2013 report salaries for more than 13,000 professional positions in AERL member libraries and these data are used to determine whether salaries are competitive, whether they are equitable across institutions and personal characteristics and whether they are keeping up with inflation and the Survey also tracks minority representation in AERL U.S. libraries not the Canadian ones because they consider diversity in slightly different ways. The survey also reports separate data for Canadian AERL libraries and separate data for AERL Health Sciences libraries and AERL Law libraries and also there is a section for AERL Non-University Libraries in that survey. All information and it's slightly different for University Libraries and Non-University Libraries. For University Libraries that institutional information covers beginning professional salary, but would you pay a higher professional? This is not the salary of any one specific person, it's the advertised beginning professional salary. In that part, part one, we also, for University Libraries we also collect information on the rank structure that the library has. Some libraries have a three level rank structure, some have four levels, some have five levels. These are the most popular types of levels libraries have, AERL libraries have, there are libraries though that have fewer than three levels and more than five. The institutional information in terms of the Non-University Libraries also captures beginning professional salary and captures median salary information. Now in part two where we collect the data for individuals, but in an anonymous way of course, we capture there for the University Libraries the demographic and salary data for each employee. We use a standardized list of job codes and this year for the first time we did collect working job titles to ground and see how the working job titles map the new categories we developed. And on the Non-University Libraries side, the individual data comes, get captured in a summary way by capturing the distribution of employees across different salary ranges. With the current salary survey, it's a criteria for determining professional status vary among libraries. There is no attempt to define the term professional. This often comes as a request from the field, how do you define a professional? We let every library decide how that would work for their environment. So each library reports salaries of those staff members it considers professionals irrespective of faculty status or membership in a collective bargaining unit. And it includes when appropriate staff that are not librarians in the strict sense of the word professionals like computer experts and system satellites and budget officers can be included in the salary survey. Now the data, as I alluded, is collected in an anonymous way and the salary survey data are highly confidential and the road data of course are not made available on the summary data and aggregated data are made available. To protect confidentiality, we do not publish any statistic that includes fewer than four people reporting on a specific characteristic. Shanika is available to tell us a little bit more about that part. Thank you so much, Martha, for that great introduction and discussion of the history and data collection methods for the ARL salary survey. My name is Shanika Morris and I'm the statistics editorial assistant for the Association of Research Libraries and I serve as one of the points of contact on the statistics and assessment team here at ARL. The ARL salary survey collects a treasure trove of data that can be used for benchmarking and for promoting higher salaries for library professionals. And before we get started looking at some of the data, I want to direct your attention to the following slide which provides two example personas that I'd like you to keep in mind during this portion of the presentation. I'd like to note that these examples were created for illustration purposes only and that any resemblance to real or fictitious individuals is purely coincidental. So first, I'd like to introduce you to Lisa Librarian. She is our female non-minority prototypical librarian with 15 years of professional experience. She's the head of circulation in her library and her rank is librarian three. In her fictitious library has a four-level ranking system. Her salary is $80,500 a year in U.S. dollars and she works in a library in Canada. Our second prototype is Larry Librarian. He is a male minority librarian with five years of professional experience and his fictitious job is as a cataloger and metadata librarian with a salary of $51,000 a year. And Larry works at a library in North Central U.S. We'll revisit Lisa and Larry at the end of the presentation. So in this portion of the webcast, we'll focus on the 2011-12 data highlighting salary comparisons from a number of different perspectives. We will examine the following questions. Who works in ARL libraries? What do they do? Where do they work and how much do they earn? So let's dive into the data. This map shows the dispersion of ARL libraries in the United States and Canada and the personnel snapshot for the 2011-12 salary survey is shown on this slide. The 2011-12 salary survey reported data for 13,956 professional staff members in ARL university and non-university libraries and of these 1,672 professional staff members worked in the 72 medical and 72 law libraries. In the demographics snapshot, we see that the average overall salary in university libraries was $74,429 per year and the average years of experience was 17.4. Law and medical libraries were not included in the calculation of these two statistics. The 2011-12 data show that salaries for women in ARL university libraries have not yet met parity with that of men. In 2011-12, the overall salary for women was 96.22% of that of men for the 115 ARL university libraries. The gender pay gap exists among minority librarians as well. In 2011-12, the overall salary for female minorities in ARL libraries was 93.34% of that of male minorities in ARL libraries. The average salary of the 112 ARL university library directors was $208,787 in 2011-12. And the average years of experience for ARL university library directors was 33.3. Again, the salaries of law and medical library directors were not included in the calculation of these statistics. The next slide shows compensation data for the entire data set, including law and medical libraries. And on this slide, we see that the average salary for all ARL university libraries, including law and medical libraries, was $74,737 per year. And the median salary in 2011-12 was $68,407 per year. Canadian ARL libraries had the highest average salary of $89,778 per year in U.S. dollars. And our non-university libraries had the highest median salary at $95,046 per year. The next slide shows salary distribution by rank and rank level. And on this side, we see that the majority of professionals work in libraries with a four-step rank structure. And the highest average salary and the greatest figure for years of experience belong to librarians at level five in libraries with a five-level rank structure. On the next slide, we see the gender distribution in ARL university libraries in 2011-12. In keeping with previous years, the gender distribution was close to a 60-40 split with women comprising 63.6 percent of library professionals in 2011-12. Likewise, the percentages of minority professional staff members in U.S. ARL university libraries is comparable to past year's data. In 2011-12, 14.2 percent of the professional staff in U.S. ARL university libraries, including law and medical libraries, belong to one of the four non-carcation categories for which ARL keeps records. Note that the data for minority professionals comes only from the U.S. ARL university libraries following the Equal Employment Opportunity Commission definitions, Canadian law prohibits the identification of Canadians by ethnic category. Now that we've looked at who works in ARL libraries, let's examine what these librarians do. The following slides show position data for professionals in ARL libraries. The first slide in this section shows university librarians grouped by position with functional specialists being the largest group. We see that women make up the largest proportion of the other professionals group, and the other professionals group includes the following positions, public services, technical services, and professionals in non-supervisory positions in administrative and other units. Next slide shows the distribution of ARL library staff across 10 geographic regions. You'll notice that the region with the largest concentration of ARL libraries, which is the South Atlantic region, doesn't have the largest number of professionals in each of the position categories. Now, when we list beginning professional salaries in ascending order, Boston University and Princeton University comprise the ends of the beginning professional salary range, and Georgia Tech, Ohio State, and UT Austin are all at the median with beginning professional salaries of $46,000. For the students who are joining us for this webcast today, I encourage you to use the ARL salary survey as you prepare to go on the job market as the salary survey publication lists beginning professional salaries for all ARL university libraries. This includes public and private ARL university libraries, making the salary survey publication a great resource for you. The next section of this snapshot addresses our fourth question, how much do they earn by showcasing salary data for ARL university librarians from a number of different perspectives? As mentioned previously, the gender pay gap in ARL libraries is steadily shrinking. The next two slides show average salary by position and gender, and the yellow highlighted cells show the 14 categories where females earn more than their male counterparts. On the next slide, we see the two categories in which women on average have less experience than men, but have higher salaries. And those two categories are head serials and head documents and maps. The red cells indicate the categories for which women on average have more experience than men, but lower salaries, and those four categories are associate director, assistant director, functional specialist, and department head, other. The next two slides show salary data by gender for minority US ARL university librarians. Now, slides 39 and 41 of this presentation contain similar data to these two slides. However, slides 39 and 41 include data from Canadian ARL libraries, so please keep this in mind when comparing the data on these two slides for minority US ARL librarians with the data on slides 39 and 41. We now move on to data that answers the question, where do ARL librarians work? ARL classifies member libraries into the following 10 regions. For the full breakdown of average salaries by position for each geographic region, please see table 25 in the 2011-12 ARL salary survey publication. On this slide, we see that the highest average salaries were found in Canada, followed by New England, with salaries in the Pacific region coming in third. The West South Central region had the lowest average salary. In any case, worth mentioning that the currency exchange rate affects dramatically the position of Canadians and US figures. Right now, the currency exchange is pretty much on a par, one for one, more or less. Ten years ago, it was 1.5 to 1, so the Canadian salaries were at the other end of the scale, 10 years ago. It's interesting to see the Canadians being on the high end of the scale in the recent years. The following two slides group ARL university libraries into three institutional types, public, private, and Canadian. In keeping with what Martha just mentioned about how the exchange rate has changed over time, the yellow highlighting shows that the highest average salary for each specified position is held by the Canadian region, with the exception of two position categories, library director and assistant director. So this concludes the snapshot of the 2011-12 ARL salary survey data, and I'll turn it back over to Martha to share about the revisions to the 2012-13 ARL salary survey. I noticed that we have one question. Do we want to take that question now or wait until the end, Martha? Yes, we can take it now. Why do you use average versus medium? It's Brian K. from Florida asking us that question. Shanika, do you want to say something? Well, actually the salary survey presents both averages and medium. In the bulk of the body tables we do present the average salary, but I think it's the first four tables of the salary survey. We present median salary data, and not to this level of granularity, looking at all the different positions by median. I think what Brian is getting at is that the median salary actually represents the 50th percentile for any given statistic, and it's also a statistic that can give you more descriptive data about any collection of data. Martha, your thoughts? I think both the average and the median figures are useful to look at and take into account. They both describe in general terms your distribution, if there is one number that you can use to describe your distribution, this could be the average, this could be the median. There are certain pros and cons for using medians and for using averages. As Shanika mentioned, the median is the 50th percentile, so it is less likely to be affected by outlying figures, by outliers. If you have outliers that are on the one end or on the other end, very high salaries, very low salaries, it might be better to look at the median instead of the average. On the other hand, the average is calculated in a way that takes into account all the information in all of your data. So in that sense, you're not excluding or disregarding any type of information in the data when you use the average. Both average and median figures are good to take a look at. This was very good. Thank you, Keith. One more question I see there. Is there any interest to explore median salaries compared to the cost of living on each region? Actually, we do have CPI data, the Consumer Price Index included in the publication. I think it tables one through four include the CPI data. Currently, we don't have a comparison of the median salary data with any cost of living indicators by region. Yeah, it's not in the publication. There is actually a resource we have made available on the Web that was developed by a colleague in an area library a number of years ago where she had adjusted the average and the median institutional salaries by cost of living, and we didn't put that on the Web. Again, this is a good information that we would be happy to update. If any of you updates it and wants to share it with us, we'll put it on the Web site. It would be something useful to do, so thank you for pointing that out. Let me see, do we have others? Okay, I think we can move on with a section now on the 2012-13 ARL salary survey. In particular, about the revision process that we implemented. Beginning in 2011, the salary survey categories for the university libraries were revised and modernized through an extensive review process that was led by a specially appointed task force. The ARL board appointed the task force on reviewing the ARL statistics, the ARL annual salary survey, and the ARL supplementary statistics. And the proposed changes were reviewed by the ARL directors who were all interviewed before the revisions were implemented. There was also a vetting process through the ARL board and extensive feedback received by the survey coordinators. Now the recommendations were forwarded to the ARL board in October 2011, and the revised survey forms were approved and were in the field collecting data this past summer. In May 2012, we posted the new surveys and we were collecting the data. The revised 2012-13 ARL salary survey was given with a certain guiding, the revising process was done with a certain guiding principles behind it. The main principle was to focus on what's important, to modernize where needed, and to streamline as needed. And the goal was to enhance the utility of these annual surveys for the 21st century research library environment. These are historical annual data collection efforts that have a lot of legacy. And a lot of history behind them. So this was a major revision process and with a clear focus on increasing the utility of these surveys. So the main aspect of the revision on the salary survey focused on the job categories and the job codes we used. And a number of categories were over-bloated over the years. Everybody was putting people under the functional specialist category because they didn't quite fit in any other group. And there were fewer and fewer, you know, traditional catalogers in some of the other categories. So we did develop a new category, a job code schema that introduced, in addition to the functional specialist, two other specialist groups. The administrative specialist that provides critical organizational support that is institutional in nature and this can include people in the finance department or the personnel department. This is one of the new specialist categories. And the second specialist category is the digital specialist category, defined as providing technical support and expertise needed to maintain services that are digital in nature. Now, these new specialist categories include some new subcategories. For example, under administrative specialist, we have a DEV category specifically for development and advancement specialists. And similarly, under the digital specialist category, we have more specified functions coded as scholar, for example, for anyone with scholarly communications responsibility. And the definition includes the notion that this person works and promotes open access, provides advice on copyright issues and fair use. IR is another digital specialist subcategory. IR standing for institutional repository curator. DGACQ, the digital acquisitions person. This person acquires e-resources and manages licensing and electronic resources. And we have also a DGQR, a person who creates and curates digital collections in sciences, social sciences and humanities, including data management issues across multiple disciplines. And the few more here that we have the assess group, code, job code for assessment management information systems and planning positions. And we also have a CTL code for coordinator, team leader, non-supervisory responsibility category. Now, a couple of these, this last one especially didn't receive a lot of code, so we are looking into probably minor adjustment for next year. The one category that has a lot of people this year is the subject specialist. And we've had a couple of different discussions and feedback from the survey coordinators as to whether we need to refine subject specialists into possibly the humanities, the social sciences or the sciences. And another subject specialist category that some area of directors expressed interest in seeing possibly as standing on its own is the subject specialty in relation to different language expertise, the language specialist. So some of what we see in the data will definitely inform any adjustments we may need to do in the survey form this summer. And Martha, I wanted to mention that the last two subcodes on that slide are actually new subcodes under functional specialists? Yeah, let me put that slide back there, the SS and the CTL. The SS and the CTL, they're indented because they're subcodes, but they are subcodes for the functional specialist category, not the digital specialist category. So I just wanted to clarify that. And we did manage to get the functional specialist as not being the most popular category this year, right, Shanika? It's the subject specialist that is the most popular this year. So I think the refinement has given us a bit more granularity, which will be assessed, by the way, and evaluated in relation to the working job titles that we have. So this is another piece of information we will be using to see what adjustments we need to make. And we did have not only a new job category schema, but we did have a new submission method this year. We are now collecting the salary survey through the aerostatistics.org website. It was implemented for the first time this past summer. And our hope and goal is to integrate the two flagship data collection efforts, the Aero Statistics and the Salary Survey, under this portal. We also think that this portal will give us some ability to do some salary survey data analytics like we do with the Aero Statistics. Not as granular as the Aero Statistics due to, again, confidentiality purposes, but definitely at some aggregation level. So now that we have the 2012, 13 data in our hands, Shanika will tell us what the trends look like. All right. So let's take a sneak peek at the 2012, 13 salary survey. All right. As we can see on our personnel snapshot, the 2012, 13 salary survey reported data for 13,895 professional staff members in ARL University and non-university libraries. And of these, 1,661 professional staff members worked in the 72 medical and 77 law libraries. And on the next slide, we see that the average overall salary in ARL University libraries rose to $75,660 in 2012, 13 while the average years of experience was 17.3 years, a slight decrease compared to the 2011, 12 data. Law and medical library salaries were not included in the calculation of these two statistics. This snapshot shows that salaries for women in ARL libraries have not yet met parity with that of men in keeping with past year's data. In 2012, 13, the overall salary for women was 95.85% that of men for the 115 ARL University libraries showing a slight increase in the pay gap, which was 96.22% in 2011, 12. We see the same pattern in the gender pay gap among minority librarians. In 2012, 13, the overall salary for minority women was 91.54% of that of minority men in the 115 ARL University libraries excluding Canadian libraries because the minority data are only collected for the U.S. ARL University libraries. The pay gap for minorities by comparison was 93.34% in 2011, 12. The average salary of the 112 ARL library directors rose to $217,820 with an average of 34.1 years of experience for the 112 ARL library directors. Both of these statistics increased this year and the salaries of law and medical library directors were not included in the calculation of these two statistics. The next slide shows the compensation data snapshot for the entire data set including law and medical libraries and we see that the average and median salaries for the entire data set rose to $75,937 and $69,259 respectively. The average salary for Canadian ARL libraries rose to $90,933 per year and the median salary for non-universities rose to $95,158 reflecting the highest overall median salary. The next slide shows salary distribution by rank and rank level. In keeping with the 2011-12 data, the majority of professionals work in libraries with four-step rank structure and the highest average salary and the highest figure for years of experience belong to librarians at level five in libraries with five level rank structures. Statistics regarding the gender distribution for 2012-13 and the percentages of minority professional staff members in U.S. ARL libraries will be included in the upcoming 2012-13 ARL salary survey publication. So stay tuned. Now, remember Lisa and Larry are prototypical librarians for this webcast. Let's look at their profiles in light of the data we just examined. I just want to reiterate one more time that Lisa and Larry are fictional examples created for illustration purposes only and that any resemblance to real or fictitious individuals is purely coincidental. So in examining Lisa's profile, our question becomes how can the ARL salary data be used to benchmark Lisa's salary, which as shown on this slide is $80,500 a year in U.S. dollars. When we look at the data, we see that Lisa's salary is a bit less than the average salary for her geographic region, but she earns more than the average salary for female heads of circulation and that she earns more than the average salary for professionals at her rank level in libraries with comparable ranking systems. Her years of experience at 15 years of experience is less than the average is listed on this slide. It would seem that Lisa's salary may be on par with the salaries of librarians in her region, but we need to take a more nuanced look at the data to be sure. Please join us for the second and third webcasts in this series to be held on May 21 and September 10, respectively. These webcasts will showcase how the salary survey data can be used locally to make a case for better salaries and how to develop equitable salary structures using the salary survey data. You don't want to miss these webcasts. Now let's turn our attention to Larry. So looking at Larry's profile, we ask what can the ARL salary survey data reveal about salary trends for ethnic minorities in librarianship? And so on this slide we've put together a comparison of the snapshot slides from the presentation for men only, and we also have data from 2011-12 for years of experience. And we can immediately discern that every statistic on this slide for the first table has increased in comparison to the 2011-12 data with the exception of the years of experience statistics. Larry's salary is less than the average salary for his geographic region, but he earns more than the average salary for male minority catalogers with five to nine years of experience. Larry's years of professional experience at five years is less than the averages listed on this slide. It would seem that there could be a trend of increasing salaries and representation for minorities in ARL libraries. However, we would need to look at a longer trend line to be sure. Please join us for the final webcast in this series to be held on November 5th, which will examine changes in age and race ethnicity demographics over time in the ARL salary survey. You don't want to miss this webcast. I'll turn the presentation back over to Martha for her concluding thoughts. I'm actually going to jump to this slide that shows the three additional webcasts Shanika mentioned to you. The May 21st one features three directors of ARL libraries, Carla Stoffel from the University of Arizona, Arnold Hirschen from Case Western University, and Jeffrey Terziak from Washington University of St. Louis talking about how they have used and they are using the salary information to get from us what we call a peer, a peer customer report, a peer group customer report, and using that into their institutions. The September 10th webcast will feature Brian Keith who has used and developed a methodology to establish and maintain an equitable salary structure for faculty librarians at the University of Florida and our colleague Judy Rutenberg will also join him to talk about ARL's agenda regarding human resources and human resources issues in the transformative environment. The November 5th webcast that Shanika just mentioned on age and race ethnicity will feature Stanley Wilder and Mark Puente. Mark Puente is our colleague here at ARL. Stanley Wilder is a director at the University in, no, it's not one of the Carolinas. I don't want to make a mistake. Okay, so we hope to see many of you there. There are questions I see that are coming in. Let me go there and see what we have. Okay, we have a thank you and when will the 12-13 full report be available? Okay, let's close on that note. Shanika, when do we estimate that to be available? Well, given the changes to the job codes and the revision, the tables as you can imagine will look quite different this year. There will be more categories and a more granular presentation of the data in the functional specialist and in the new digital specialist and administrative specialist categories. So I don't have a concrete tentative date. I know that's a paradox at this point, but we do expect it to be ready soon. Well, we will be out before the new survey goes out, of course, but we've also made tables available to ARL libraries and we will be making more tables available to ARL libraries as we look at the distribution of the data in the new job categories and synthesizing them in new and different ways. So I do estimate, even with all the sample tables that we are sending out, that by May we will have the final set of tables out on the Web. I see one more question there. Let's see what that is about. Will there be a URL to watch the Webinar for those? Yes, the Webinar will be available on YouTube and we will send the URL out so anybody can watch it. And thank you very much to all of you for joining us today. Please, if you are a survey coordinator, give us your data and work with us and we'll turn it back into nice tables that will be useful to you and to the rest of our community. Thank you.