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To the Editor of the New York Times
“New York Library Officials’ Pay? Shhh� (Nov. 19, 2006) reveals what we at Local 1930, the New York Public Library Guild, DC 37, AFSCME have always known: when it comes to compensation for the top officials at the New York Public Library, the sky’s the limit. However, when it comes to raises for our members, we are being nickeled and dimed to death. It’s an outrage.
It is insulting to discover the huge salaries management grants itself at
a time when our union is in stalled contract negotiations A 2% increase was due us as of August 1, 2006. Compare Dr. LeClerc’s total annual package worth $813,345 to the starting salary for librarians of $37,043 and entry level clerical positions of $21,666.
NYPL officials’ biggest talent appears to be giving themselves big raises with the complicity of a secretive Board. It is unclear if these compensation packages are funded publicly or privately.
Most branches and the Research Libraries are only open 5 days a week. NYPL management, very successful at getting more money for themselves, has failed to get more money for library services and library staff when the city has a surplus of over two billion dollars.
No wonder they’re keeping so quiet.
Sincerely,
Lynn Taylor,
President, Local 1930
New York Public Library Guild
District Council 37, American Federation of State, County and Municipal Employees
(Local 1930 represents 1675 members that include clerical, technical
Paraprofessionals and Librarians.)
Comment by Lynn Taylor — November 30, 2006 @ 5:28 pm
Spending more never guarantees you get ‘better’. It does make it more likely, but the best aren’t always looking for more money as their primary motivator. For an insight-strapped board which can’t figure out how to get ‘better’ any other way, though, and might not even be sure what the concrete measures of ‘better’ are, it may be the only alternative.
Comment by bill — December 1, 2006 @ 7:12 am
Naturally your Wall Street friends (as opposed to your uptown friends like me) think they themselves earn and deserve the huge incomes they receive and assume that their hugely socially disproportionate income levels indubitably reflect the superior quality of their “contributions” . That is the essential economic ideology of corporate capitalism that serves and rationalizes their private interests. In their case, however, they make their money in the work of making money, that is making the profit-system work for themselves, their firms and those they service.
I’m surprised, however, that you take their counsel on the question of the appropriateness of NYPL’s management compensation without enough grains of salt to fill a salt mine.
After all, It’s no wonder Wall Street denizens think that Paul LeClec and company at NYPL deserve their obscene incomes (revealed to the embarrassment of the NYPL Board) and that it is necessary to pay those rates to attract the quality of management needed for the library. They look at running libraries as doing business.
You know very well, however, that it is precisely looking at libraries as business corporations that may be somewhere at the root of the current crisis of library development. As you yourself have emphasized so many times, libraries are not “businesses” and conceiving them as such leads to an approach to librarianship which is increasingly inimical to the public interest and to the realization of the cultural values of good librarianship.
A system which compensates Paul LeClec “fairly” for his labor by the standards of Wall Street will never embrace economic justice for those who actually make the libraries work, the grossly underpaid librarians and library workers of the NYPL system.
Isn’t there an integral connection between Paul LeClerc and his cohort being paid what they get and the librarians and library workers being paid as little as they get? I think so! As long as the NYPL board and top management have corporate, Wall Street” values to justify their own incomes , they will never cede, without a constant fight, better salaries for workers.
Lynn Taylor is absolutely right. It is scandalous that the greatest talent NYPL’s management has is getting top dollar for their own work, while the fruits of their well-paid labors is managing the ongoing attrition of the very system they oversee.
Mark C. Rosenzweig
ALA Councilor at large
Comment by Mark C. Rosenzweig — December 1, 2006 @ 11:15 am
Executive pay regardless of the field is a matter coming under closer scrutiny. While the individuals in question dwarf my pay by a significant factor (and I am not badly paid), to me there are two scandals in library compensation that need to be addressed: paying a living wage (how DOES one live or commute to NYPL) without beneficent life partners who are making the big bucks elsewhere in the canyons of NYC or a trust fund. The second is the tuition compensation program reported in Hotline as affecting 66 employees in graduate school. Since one cannot recruit entry level employees nationally because of low salaries (in relation to living costs), then the least one should do is to “grow one’s own” for people already established (like in a rent controlled apartment) here. I’d love to compare the travel budgets to the tuition assistance budget at NYPL. Hmmmmmm
We don’t do enough here in New Jersey, but at least we have tuitition assistance up front in terms of our fund raising– one director here ran an ultra marathon of 50.2 miles raising $5,000 for his Friends of the Library, and $5,000 for our system wide scholarship program.
I think the NYPL management needs to look long and hard where the difference between top management and entry level is 8x, when the going rate in these not so poor suburbs of NYC (with plenty of high housing costs as well) is more like 2.5 times.
When I see these problems being more creatively solved, I’ll look with more favor on such large compensation packages.
Comment by Robert W. White — December 1, 2006 @ 11:36 am
Yes, it is a scandal and such disparity should not exist. However, it does and Unionism doesn’t seem to be able to deal with it inside Libraryland, either in the Public Libraries such as this instance at NYPL, or within Academic Libraries such as here at the Universities of California.
This disparity is “old” news to us here at the U.C.’s AND I might add our Union is particular spineless about the disparity between the U.C. executive and line librarians pay and our “raises.” I blogged about this back in March of this year. SEE: http://vitaelibros.blogsource.com/post.mhtml?post_id=295826
Those of you who have “Faculty Rank,” AND Unionism should fall to your knees in thanks. We here at U.C. will just have to take our raises in old Jerry Brown “Psychic dollars” I guess.
We’d actually get a better short term raise if we didn’t HAVE to pay Union dues whether members or not.
So, John Berry, way to go for raising this topic in yet another venue.
John D. Berry, Associate Librarian, U.C. Berkeley
Comment by John D. Berry — December 1, 2006 @ 12:41 pm
As a former NYPL employee, I can remember having to work 2 extra jobs just to try to make ends meet in NYC. I’m not against upper-level management types making a top salary, but perhaps some of that fundraising they do could go more to the staff and less to philanthropically named collections and high-profile acquisitions. And as Lynn points out, a whopping 2% raise usually meant a whopping $1.50 more per paycheck…not even enough for a round trip subway ride to work.
NYPL is a great resource, they just need to realize you need the librarians to help make it run.
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