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CUYAHOGA COUNTY PUBLIC LIBRARY

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Denice Barkey

on 26 July 2016

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Transcript of CUYAHOGA COUNTY PUBLIC LIBRARY

Cuyahoga County Public Library (CCPL) serves more than 500,000 people in the greater suburban Cleveland area with 28 branches and one administration office.
CCPL Administration Office is located at 2111 Snow Road, Parma, OH
CUYAHOGA COUNTY PUBLIC LIBRARY
CUYAHOGA COUNTY PUBLIC LIBRARY
27 branches & 1 administrative office
Serving 47 communities with over 500,000 residents
$67 million annual budget
Collection over 3 million
Circulation 20 million
Fourth busiest library system in US (measured by circulation)
CUYAHOGA COUNTY PUBLIC LIBRARY
1922 CCPL established
1924-1925 8 branches and 49 classroom libraries opened
1955-1965 20 branches added
A
CHIEVEMENTS
CCPL has been named the number one library in the United States by the Hennen's American Public Library Ratings 2010.
A member of OhioLINK, a consortium of 85 colleges and universities, providing an additional 11 million items to cardholders.
CUYAHOGA COUNTY PUBLIC LIBRARY
CUYAHOGA COUNTY PUBLIC LIBRARY
MISSION AND VISION
1. Be at the center of community life.
2. Create an environment where reading, lifelong learning and civic engagement thrive.
3. To be the most convenient public library in the nation, recognized for exceptional customer service.
4. Improve the quality of life in Cuyahoga County.
5. Fostering a community of enthusiastic readers.
6. Strengthening the economic vitality of our region.
7. Being recognized as an essential community asset and innovative library industry leader.
Extensive Rules & Policies
CUYAHOGA COUNTY PUBLIC LIBRARY

Individualized service assists with:
Locating materials
Computer services
Community programming
Free Homework Centers in 10 communities
Personal connections with patrons
Unattended children
Patrons with special needs
Flexible borrowing policies
CUYAHOGA COUNTY PUBLIC LIBRARY
Bookstores
Local brick & mortar locations
Online booksellers
Community Centers
Other recreation venues
Continually adapting environment and digitalization of information
Community members who don't see library's benefit
Information saavy millenials
Elderly community members overwhelmed by speed of technology changes within library

Most employees receive paid vacation time, sick leave, and different types of personal leave.


CUYAHOGA COUNTY PUBLIC LIBRARY
A Desirable Place to Work
CUYAHOGA COUNTY PUBLIC LIBRARY


Typical large public library system
Multi-faceted organization
Our team works (or hopes to work) in the public library sector.

CUYAHOGA COUNTY PUBLIC LIBRARY

CUYAHOGA COUNTY PUBLIC LIBRARY
CUYAHOGA COUNTY PUBLIC LIBRARY
CUYAHOGA COUNTY PUBLIC LIBRARY
CUYAHOGA COUNTY PUBLIC LIBRARY
CUYAHOGA COUNTY PUBLIC LIBRARY
CUYAHOGA COUNTY PUBLIC LIBRARY
Available on library's website including information on:
Obtaining a library card
Borrowing Policies
Specific "benefit" policies available for senior citizens and educators












*Adherence to specific policies may vary by branch





Consumers include:
Children
Preschoolers
School-aged
Teens
Adults
Divisions:
Branch Services
Executive Division
Human Resources
Information Technology
Literacy and Learning
Marketing
Operations
Technical Service
Departments:
Adult Programming
Cataloging
Collection Development
Finance
Info Tech Literacy
Youth Literacy and Outreach
Youth Programming

CCPL’s Organizational Structure:
Many Equal Divisions, Departments, and
Branches with Underlying Hierarchical Structure
Administration:
Branches:
Administration Building
Bay Village
Berea
Brecksville
Brooklyn
Chagrin Falls
Garfield Heights
Gates Mills
Maple Heights
Mayfield
Middleburg Heights
North Olmsted
Olmsted Falls
Orange
Parma Heights
Parma-Snow
Solon
South Euclid-Lyndhurst
Strongsville
Warrensville Heights


Branch Manager
Public Services Librarian III
Education: MLS degree
Children’s Department Head and Adult Department Head
Public Services Librarian II or III
Education: MLS degree
Assistant Librarians
Title: Public Services Assistant I or II
Education: Bachelor’s degree (PSAI) or one-half credits completed toward MLS (PSAII)
Teen Department Head
Public Services Librarian I
Education: MLS degree
Pages
Education: No diploma necessary
Circulation Supervisor
Education: High school diploma
Circulation Clerks
Education: High school diploma
CCPL Branch Level Hierarchical Structure
CCPL’s Workforce: Bargaining Unit
Uniform service includes:
Materials access and requests
Free access to computer services
Passport service
FAX & Photocopies availability
System-wide programs include all branches
Set borrowing policies
Diversity of Experience, Skills, and Knowledge
Accounting Clerk
Branch Clerk
Career Center Counselor
Catalog Assistant
Cataloger
Circulation Supervisor
Collection Development Assistant
Collection Development Clerk
Collection Development Lead Clerk
Collection Development Specialist
Communications Coordinator
Contract Project Assistant
Delivery Driver I, II
Development Analyst
Development Assistant
Electronic Equipment Technician
Electronic Resources Assistant
Environmental Services Assistant
Environmental Services Coordinator
Grant Writer
Graphic Designer
HVAC Mechanic
Internet Specialist
Lead Cataloger
Lead Receiving Assistant
Maintenance Worker
Marketing Clerk
Marketing Coordinator
Mechanic
Media Operator
Media Services Supervisor
Music Cataloger
Order Entry Clerk
Page
Printing Equipment Operator
Processing Clerk
Production Coordinator
Programming Specialist
Public Services Assistant I, II
Public Services Librarian I, II, III
Purchasing Agent
Purchasing Assistant
Receiving Assistan
Returns Clerk
Serials Specialist
Shipping/Receiving Clerk
Sorter
Subject Specialist
Systems Supervisor
Systems Support Technician
Technology Trainer
Web Content Coordinator
Youth Literacy & Outreach Clerk
Youth Services Clerk
Management Staff
Bargaining Unit Employees
Contractors
Branch managers and administrators are not part of the union. Management and Bargaining Unit negotiate a
contract every three years.
CCPL's Workforce
Most library staff are part of the bargaining unit and required
to pay dues to SEIU, the Service Employees
International Union.
Outside contractors are hired for building and
other special projects. One notable former
contractor was Nancy Pearl, hired to
promote CCPL's Reconnect with Reading Initiative.
CCPL’s Workforce: Management
Diversity of Experience,
Skills, and Knowledge
Administrative Manager
Adult Programming Specialist
Adult Services Manager
Assistant Finance Director
Assistant Marketing Director
Assistant Operations Director
Branch Services Director - East
Branch Services Director – West
Catalog Manager
Deputy Director
Development Specialist
Director or Literacy and Learning Division
Executive Director
Executive Division Manager
Foundation Consultant
Human Resources Director
Human Resources Specialist

IT Literacy Specialist
Information Technology Director
Maintenance Manager
Marketing Director
Materials Processing Manager
Network Engineer
Operations Director/Fiscal Officer
Project Superintendent
Security Coordinator
Security Specialist
Server Administrator
Shipping/Receiving Manager
Technical Services Director
Technology Support Manager
Youth Literacy and Outreach Manager
Youth Programming Manager

Other Non-Bargaining Unit Staff
Homework Center Coordinators and most pages
are not part of the bargaining unit.

Starting salaries are on par with Cleveland Public Library system and higher than neighboring Lorain and Medina County Libary systems.

Competitive Pay
Qualified and Passionate Employees
Paid Benefits
State Retirement Program
CCPL is part of the Ohio Public Retirement System
Due to a tight job market and high competition, employees tend to be highly qualified and dedicated.
Overall High Job Satisfaction
While there is some tension between Bargaining Unit and Management, especially about allocation of funds during negotiations, and there are some tensions among staff at a few branches, CCPL is generally congenial. There are also tensions at times regarding the requirement that staff pay into a political union.

Service Types
The library is a public agency governed by an appointed Board of Trustees.
Competition & Challenges
Organizational Significance
www.cuyahogalibrary.org
Full transcript