Title: Library Branch Manager
Organization: Library
Department: City Library
Location: City Library Main Branch
Rate of Pay: $57,372.12
Job Summary
The Branch Manager is responsible for planning, supervision and operation of a branch library.
Competencies
Commitment
Empathy
Initiative
Motivated
Communication
Professionalism
Safety Acumen
Collaboration
Ethical
Citizen Value
Conflict Management
Decision Making
Embracing New Concepts of Service
Employee Development
Flexible
Leadership
Strategic Vision
Key Functions/Knowledge/Skills
- Participates in the personnel process for branch staff, including, but not limited to hiring, supervision and evaluation of staff performance and identification of staff training needs.
- Plans a public service program of reference assistance, reader’s advisory and programming to support the Library’s mission statement.
- Collaborates with Collection Development and Acquisition staff to develop and maintain collections responsive to the community’s information, recreation and education needs.
- Plans and implements effective custodial, maintenance and groundskeeping regimens to ensure branch library facilities and grounds meet established operational and appearance standards.
- Plans and implements food/beverage operations including ordering, storage, and preparation of food products. Ensures compliance with departmental quality standards and health code requirements.
- Maintains awareness of current library trends and developments through professional reading, conference attendance and organization participation.
- Interprets the Library’s policies and procedures to public in a patron-responsive manner as well as to staff.
- Establishes effective communications with community groups, organizations and individuals.
- Ensures compliance with standard operating procedures.
- Uses technology to generate agency reports and library service functions.
- Performs other duties as assigned.
Minimum Education & Experience
Masters of Library Science degree.
Four (4) years post-MLS library experience to include 3 years supervisory experience.
Special Certifications & Licenses
Valid Texas Driver’s License.
Masters of Library Science must be from an ALA institution.
Independence & Judgement
Proficient level of judgment with planning, leading, organizing, recognizing, and resolving issues or problems; requires very little supervision.
Initiative & Ingenuity
Progressive level of specialization requiring a large amount of interpretation and non-standard responses to varied situations; must know where to go for answers (not all sitting there in procedures manual); must take multiple factors into account; control over priorities.
Supervisory & Responsibility
Organizes, plans, and controls the work of assigned employees; coaches and advises subordinates on job performance; responsible for disciplinary actions; participates in hiring and discharge interviews and/or recommendations on hiring and discharge are given substantial weight.
Financial Responsibility
Calculates amounts due, using some judgment; receives and processes larger amounts (several thousand dollars on one day not uncommon); balances receipts and cash from one or more other employees; monitors budget; brings problems to attention of supervisor; has substantive input into overall department budget.
Level & Frequency of Outside Contact
Frequent contact with the public or other organizations; interactions may require obtaining cooperation of people; courtesy and tact are required when dealing with moderately difficult or sensitive issues.
Physical Demands
Office job with little or occasional light physical effort, may require brief periods of muscular exertion, such as standing, lifting, moving, pulling, pushing, etc. Ability to exert up to 20lbs of force occasionally to move objects.
Responsibility for Equipment & Property
Responsible for assigned equipment/property used outside of office; responsible for handing out to and retrieving property/equipment from employees and keeping inventory; use of City vehicle.
Working Conditions
Office job, no adverse conditions.
Other Requirements
The City of Brownsville requires all employees to successfully pass a Drug & Alcohol and a physical examination and a Background Check.
ADA Requirements
The City of Brownsville is an Equal Opportunity Employer. ADA requires the City to provide reasonable accommodations to qualified individuals with disabilities. Prospective and current employees are invited to discuss accommodations.
Benefits
The City of Brownsville offers a comprehensive benefits package designed to support its employees' well-being and future. Employees participate in a robust retirement plan through the Texas Municipal Retirement System (TMRS) City to Employee Matching Ratio 2:1, with eligibility for retirement after 5 years of service at age 60 or 20 years of service at any age.
The City provides exceptional health benefits, including medical, dental, and life insurance plans for employees and their families, along with vision coverage for employees enrolled in health insurance through MetLife. Employees and their dependents can also access care at Frontier Clinic at no cost when covered by the City's health plan. Additionally, pet insurance is available as a voluntary benefit.
Employees have access to deferred compensation plans through Equitable and supplemental insurance options from AFLAC and Colonial Life. Full-time employees accrue 10 sick days and 15 vacation days annually.
The City offers parental leave concurrent with FMLA for eligible employees, longevity pay, and 100% tuition assistance up to $5,000 annually. Furthermore, Brownsville observes 14 holidays per year, plus two floating holidays, giving employees a balanced and rewarding work-life experience.
Starting in fiscal year 2025, employees will have access to flexible scheduling options as part of our commitment to work-life balance.
EEOC Statements
The City of Brownsville does not discriminate on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factors.
