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Public Library Statistical Report

Help for completing the annual Oregon Public Library Statistical Report.

Part 9 - Fines and Fees

If your library does not charge or collect fines on any of the material types listed below, please select this dropdown menu option where applicable: $0.00 - we don't charge late fees.

9.01 Daily overdue fine for adult materials.

9.02 Daily overdue fine for children's materials.

9.03 Daily overdue fine for other materials. If you have other fines on material types other than Adult or Children's, please list the amount here and include a note about the type of material in the next question.

9.04 Notes on finesPlease include the material type(s) applicable to fines in Question 9.03, or any other information regarding your library fines here (optional, free-text box).

9.05 Fee for an interlibrary loan (formerly 7.13).

9.06 Annual fee for non-resident individual patrons (formerly 7.14A).

9.07 Annual fee for non-resident households (formerly 7.14B).

Part 9 - Salary survey (optional)

The following section for library salary ranges (Questions 9.50 - 9.59) is optional, however the Oregon library community often finds this information extremely helpful when determining local compensation and when negotiating a starting wage when hiring new staff.

Please report your library's hourly salary ranges (low and high) for the positions (or closest equivalent positions at your library) listed below, effective for the upcoming fiscal year. If a position has a fixed amount rather than a range, please enter the same amount for both high and low.

For salaried employees, approximate an hourly wage using the following formula:

Annual Salary ÷ Number of Weeks Paid Per Year ÷ Scheduled Hours Per Week = Hourly Equivalent.

EXAMPLE: Librarians are paid $50,000 per year to work 40 hours per week, with two weeks paid vacation. Their hourly equivalent pay would be ($50,000 ÷ 52 weeks) ÷ 40 hours/week = $24.04 (rounded to the nearest cent).

We realize your library might not have all the positions listed below, or it might have many, many more. We're attempting to make reporting this data as simple as possible while trying to capture the best snapshot of annual salary data statewide. Read through these basic position descriptions and align your library's positions to your best ability. If your library does not have an equivalent position listed, simply leave those fields blank: 

  • Director: the position responsible for managing the day-to-day operations of the library; in some areas this might also be designated Library Manager
  • Supervisory Librarian: a librarian position that supervises other library staff (e.g., Youth Services Manager; Public Services Manager, etc.), and usually requires a MLS/MLIS.
  • Non-supervisory Librarian: a librarian position that does not supervise other library staff, but usually requires a MLS/MLIS.
  • Library Assistant: this can include a number of positions with a range of assigned responsibilities, requiring some specialized training or experience, but not requiring a MLS/MLIS.
  • Library Clerk: this can also include a range of positions with assigned responsibilities that require little or no specialized training or experience (Library Page; Circulation Clerk, etc.).

9.50 Director hourly salary low

9.51 Director hourly salary high

9.52 Supervisory Librarian hourly salary low

9.53 Supervisory Librarian hourly salary high

9.54 Non-supervisory Librarian hourly salary low

9.55 Non-supervisory Librarian hourly salary high

9.56 Library assistant hourly salary low

9.57 Library assistant hourly salary high

9.58 Library Clerk hourly salary low

9.59 Library Clerk hourly salary high