Library Assistant I-III (Substitute)(IVC/SC)
Posting DetailsPosition Information Link to job brochure: Classification Title Library Technician Job Category: Short-Term Temporary (non-teaching) Job Open Date: 07/31/2018 Job Close Date: Initial Screening Date Position ID: NBU073118 Job Open ID: NBU073118 Position Title: Library Assistant I-III (Substitute)(IVC/SC) Location 10-Irvine Valley College Department Library Services (IVC-037-087) Term: Short-term Salary Schedule Link: Click here for current Salary Schedules Pay Basis: Hourly Pay Range: LA1 - $20.54/hr; LA2 - $22.67/hr; LA3 - $23.82/hr % of Range: Hours per week: Varies as needed. Work Schedule Varies as needed. Receives Benefits: No Classification Benefits: Position-Specific Benefits: Additional Position Information: Permanent link to posting http://jobs.socccd.edu/postings/9196 Additional Information Summary Description:
The District’s goal as an academic community is to sustain a working environment that is welcoming to all, fosters and celebrates diversity, and promotes and rewards excellence. An exemplary academic community promotes an inclusive environment that best prepares our faculty, staff and students to live, work, and contribute to a global society.
This position is a short-term, temporary, Non-Bargaining Unit assignment, not to exceed 160 days. The assignment is on an as needed basis, and may be shortened or extended.
Once you have submitted an application electronically, the current status of your application will be available to view at any time upon signing in under your personal username and password. Please do not call the Human Resources Office regarding the status of your application.
Under direction from assigned library supervisory or management staff, performs a variety of complex technical and paraprofessional duties in support of various sections/functions of the library; assumes responsibility for the day-to-day operations of assigned functional area such as circulation or technical processing/acquisitions; catalogs library materials; and provides information and assistance to library patrons.Distinguishing Characteristics: Representative Duties:
The duties are typical for this classification. Incumbents may not perform all of the listed duties and/or may be required to perform additional or different duties from those set forth below to address business needs and changing business practices. Please see Job Duties for details.Knowledge of:
Library services, materials, practices, and operating procedures.
Operating characteristics of various desks and functions in a community college library including circulation desk.
Work organization principles and practices.
Principles and practices of providing training, work direction, and guidance to lower-level staff and student workers.
Technical and paraprofessional support duties applicable to a library.
Computerized cataloging, bibliographical and circulation system databases and procedures for entry of information and materials.
Practices and techniques used in library material classification, cataloging, and record maintenance.
Standard cataloging rules and practices.
Principles and techniques used in bibliographic searches; online bibliographic utilities.
Basic reference principles and practices.
Principles and standards of basic library material selection.
Office procedures, methods, and equipment including computers and applicable software applications such as word processing, spreadsheets, and databases.
Principles, practices, and procedures of record keeping.
Basic principles of report preparation.
Principles and practices used to establish and maintain files and information retrieval systems.
Basic principles and techniques used in public relations including methods and techniques of proper receptionist and telephone etiquette.
Basic mathematical and statistical principles.
English usage, grammar, spelling, punctuation, and vocabulary.
Understand the organization and operation of the library and assigned program area, services, and functions as necessary to assume assigned responsibilities.
Understand, interpret, and apply general administrative, office, and operating policies and procedures of the library.
Assist in developing and implementing library goals, objectives, policies, and procedures.
Oversee and participate in the management of assigned library functions.
Assume responsibility for the activities and operations of assigned desk/area.
Perform technical and paraprofessional library tasks in support of assigned library program area or function.
Assist library patrons in response to basic and routine reference and related library questions.
Train, supervise, and evaluate the work performance of assigned staff and student workers.
Establish, review, and revise work priorities.
Plan, schedule, direct, coordinate, and review the work and performance of assigned staff in a manner conducive to proficient performance and high morale.
Ensure efficient and courteous services to library patrons in assigned areas of responsibility.
Analyze problems, identify alternative solutions, project consequences of proposed actions, and implement recommendations in support of goals.
Order, receive, and catalog library materials.
Apply library practices and procedures in the cataloging and processing of library materials.
Operate computerized cataloging, bibliographical, and circulation system utilities and databases.
Isolate and troubleshoot library computer systems.
Conduct complex bibliographic searches and correct errors and conflicts as needed.
Provide assistance and respond appropriately to requests and inquiries from students, staff, faculty, or the public; effectively present information in person or on the telephone.
Deal with irate patrons in a calm manner.
Type or enter data at a speed necessary for successful job performance.
Compile and organize data and information.
Maintain filing systems.
Operate office equipment including computers and supporting word processing, spreadsheet, and database applications.
Adapt to changing technologies and learn functionality of new equipment and systems.
Work under steady pressure with frequent interruptions and a high degree of public contact by phone or in person.
Understand and follow oral and written instruction.
Work with and exhibit sensitivity to and understanding of the varied racial, ethnic, cultural, sexual orientation, academic, socio-economic, and disabled populations of community college students.
Communicate clearly and concisely, both orally and in writing.
Establish and maintain effective working relationships with those contacted in the course of work.
Any combination of education and experience that would likely provide the required knowledge and abilities is qualifying.Education/Training:
Equivalent to two years of college level course work in library science or a related field.Experience:
Four years of increasingly responsible technical and clerical library.License or Certificate: Conditions of Employment:
The conditions herein are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions.Work Environment:
Work is performed in a library; subject to noise from office equipment operation; frequent interruptions and contact in person with students, staff, and others. At least minimal environmental controls are in place to assure health and comfort. Positions may be required to work some weekend and evening hours; may be required to adjust work schedule to meet library needs.Physical Demands:
Primary functions require sufficient physical ability and mobility to work in a library; to stand or sit for prolonged periods of time; to frequently stoop, bend, kneel, crouch, reach, and twist; to lift, carry, push, and/or pull light to moderate amounts of weight; to operate library and office equipment requiring repetitive hand movement and fine coordination including use of a computer keyboard; and to verbally communicate to exchange information. Vision: See in the normal visual range with or without correction. Hearing: Hear in the normal audio range with or without correction.Additional Position Information:
Upon hiring, Payroll requires that you present your original Social Security Card for IRS purposes. This requirement is in no way connected to completion of the I-9 form for employment eligibility purposes.
Contingent/conditional job offer: Any NBU job offer that is received is contingent upon successful completion of the Human Resources pre-employment process, as well as approval by the Vice Chancellor of Human Resources or Board approval. The Human Resources hiring process may include, but is not limited to, successful completion of Live Scan fingerprinting, background checks, reference checks, TB testing, as well as completion of new hire paperwork.
It is the employee’s responsibility to incur the cost of any testing required for the position, and there will be no reimbursement for this expense. The fee is approximately $70.
Failure to successfully complete any portion of the hiring process will invalidate any conditional job offer received.
Falsification of, or omission on, any SOCCCD pre-employment paperwork may result in withdrawal of any conditional job offer or termination of employment.
NBU at-will employment: After successful completion of the requirements of Section A, an individual may be employed by the South Orange County Community College District as a short-term, temporary NBU employee. Employment will be on an “if and as needed” basis, as determined by the District.
NBU employment is at-will, and either party may terminate this working relationship at any time. Neither party shall be required to provide any reason for the separation. NBU employees shall not have reemployment rights or recourse to petition to be reinstated.
Single worksite restriction: NBU employees are limited to working in a single position in one department/site. Interpreters and models are exceptions to single site employment.
Work schedules: Department/Division managers, administrators, and/or supervisors shall determine the work schedule of NBU employees to include the number of days and hours worked per week and the start and stop times.
160 day restriction: NBU employees will not work more than 160 days (in any combination of NBU positions) no matter how many hours per day they work. It is the employee’s responsibility to monitor and track the amount of days that they work to ensure they do not exceed the 160 day limit. It is the employee’s responsibility to notify their supervisor and Human Resources immediately if they are approaching the 160 day limit. NBU positions are not part of the Classified service and that by working less than 160 days of a college year, NBU employees are not entitled to any employment.
Substitutes: Substitutes may work for a permanent Classified employee who is on leave, or a vacant Classified permanent position. Substitutes in a vacant Classified position may work a maximum of 90 working days in the position during the recruitment process. NBU employees who substitute for Classified positions may not necessarily meet the minimum qualifications for the position and may, or may not, assume all of the job duties and responsibilities of the position. By substituting for a vacant Classified position, there is no guarantee that the substitute will be selected to interview for the vacant permanent position if posted, or selected for the position if interviewed. Substituting for a Classified position also does not entitle a NBU employee to any future consideration for the same or other positions. Substitutes must complete the online application process during the specified time frame to apply for any permanent Classified position at www.socccdjobs.com.
•Please note that all NBU positions are paid once per month. The NBU pay period runs from the 15th of one month to the 14th of the next. They are paid the month after on the 10th.
•Rate of Pay: NBU employees must inquire with their supervisor as to the rate of pay that they will receive. They must have agreed to the rate, prior to accepting and beginning any current or future NBU assignment. Questions regarding rate of pay must be directed to their supervisor. NBU employees are paid according to departmental budgets, the skill set/level of expertise required for the assignment as determined by the supervisor/department/division, and various other factors, not longevity.
•Classified substitutes will be paid at the first step of the Classified Salary Schedule range of the position that they are substituting for. Exceptions may be paid for previous Classified employees.
•Holidays/Jury Duty: NBU employees are not paid for holidays or other time not worked (i.e. Jury Duty).
•California Sick leave: NBU employees are eligible for California Sick leave per AB1522. Information regarding AB1522 will be sent to all new hires after the new hire paperwork session.
•Overtime: Time and one-half is paid for all hours worked over 40 in one week, per FLSA guidelines.
•Shift pay does not apply to NBU employees.
•Retirement information: NBU employees may not work more than 960 hours from June 15th – June 14th. NBU employees who work more than 1000 hours per fiscal year are required to contribute to the California Public Employees’ Retirement System (CalPERS), through payroll deduction of about 7-9%. The District does not intend to employ NBU employees for more than 1,000 hours during any fiscal year. The exception to this requirement is that if a NBU employee is currently contributing to PERS from another agency, they will be required to contribute to CalPERS while employed at SOCCCD. Once an employee joins CalPERS, all future assignments will also have CalPERS deducted. It is the employee’s responsibility to inform their supervisor of their CalPERS status for current and future assignments.
Administrative termination: NBU employees who have not worked in a six month period will be administratively terminated due to inactivity. In order to be rehired, the employee must recomplete the hiring process.
Campus Crime and Safety Awareness: Information regarding campus crime and safety awareness can be found at www.saddleback.edu or www.ivc.edu. Paper copies are available in Human Resources upon request.
Mandated reporter: The South Orange County Community College District recognizes the responsibility of its staff to report to the appropriate agency when there is a reasonable suspicion that an abuse or neglect of a child may have occurred. Mandated reporters include faculty, district leadership staff, and classified staff, including Non-Bargaining Unit (NBU) employees.Additional Classification Information: Position Specific Benefits: Job Duties Documents Needed for Applying Required Documents
- Resume / CV
- Cover Letter
- Other Doc
Required fields are indicated with an asterisk (*).