Job Library

Standard Job Description

A standard job description describes work at a high level and connects UW job titles to similar job titles in the market. It is a general set of responsibilities, without regard to any specific employee, that describes the work an employee performs and their role and impact to the organization.

Salary information for jobs outside of salary ranges 15-35 is located on the UW System Compensation Appendices webpage.

Click here for the TTC Salary Ranges

Title Details
Job TitleLibrary/Archive Manager I
Job CodeLM012
Scaled JobNo
Salary Grade23
Family NameLibraries, Archives, and Museums
Sub Family NameLibraries, Archives, and Museums: Multi-Functional Support
Job Overview
Job SummaryParticipates in long term strategic planning, and solves complex issues which may impact more than one unit or service and may supervise staff. Collaborates across units and initiates input on policies and procedures, typically through committee work, to advance services and operations and assists in continual service improvement and innovation.
Job Responsibilities
  • May supervise unit personnel. May hire, train, coach, and evaluate employees to manage and improve performance
  • Oversees day-to-day management of unit operations, services, and space
  • Communicates the strategic direction of the department as determined by leadership
  • Designs, develops, and provides leadership on projects, programs, procedures, and services
  • Resolves complex issues which may impact policies and procedures within the unit
  • May manage the operating budget
  • Collaborates with other managers to develop and implement initiatives and technological enterprises which directly affect the libraries
  • Advances librarianship/archives at the campus, local, and state level through committee participation
Additional Information
Employee CategoryAcademic Staff (AS)
Supervision RequiredNo
FLSA ExemptExempt
Education*Master's Degree - Preferred Minimum
FLSA Threshold Exemption

*All preferred education can be fulfilled with comparable experience, unless education is listed as required for the job.

Scaled Jobs in the Library

The title and salary structure continues the idea of creating additional job titles for some jobs found systemwide or university-wide based on a small, medium, and large designation. We call this scaling. If there is a scaled job available, universities should choose that job for their employees.

  • Scaling is not title progression.
  • Scaling is a type of further refining the market pricing for a job.
  • For example,

    Title

    TTC Title

    ASSOC DIR, ATHL/L

    Athletics Assoc Dir

    ASSOC DIR, ATHL/M

    Athletics Assoc Dir (B)

    ASSOC DIR, ATHL/S

    Athletics Assoc Dir (C)

Key

Institution Scale
System A – no ( )
Milwaukee A – no ( )
Eau Claire (B)
La Crosse (B)
Oshkosh (B)
Platteville (B)
Stevens Point (B)
Stout (B)
Whitewater (B)
Green Bay (C)
River Falls (C)
Parkside (C)
Superior (C)

Scale is based on the size and budget of a university.

(Inst)

(Inst) typically designates institution-wide or systemwide scope and a non-institution version of the same job title typically indicates use at a School/College/Division/Department-level.

Minimum Education Requirements

The minimum preferred education represent the systemwide shared minimum elements of each job description. When posting for an open position, universities can add additional requirements or preferences to their specific recruitment.