2024 Oregon Public Library Statistical Report Guide

This year, Questions 901 - 903 have changed to Yes/No questions about fines based on materials' age categories (Question 903 has changed from Other Library Materials to Young Adult Materials. If your library has a fine schedule based on patron types (age categories) rather than on material type, please answer the intent of these questions to the best of your ability (i.e., Do children accrue fines at your library? If Yes, then answer Yes for Question 902 and so forth). Please add any contextual information to the notes field (Question 904) - this is optional.

901 Daily overdue fine for adult materials.

902 Daily overdue fine for children's materials.

903 Daily overdue fine for young adult materials.

904 Notes on fines. Please include any information regarding your library fines here (optional, free-text box).

905 Fee for Interlibrary Loan.

906 Annual fee for non-resident patrons. If your library has different fees for non-resident cards (individual vs. household), please report the individual non-resident card fee only.

The following section for library salary ranges (Questions 950 - 959) 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.).

950 Director hourly salary low

951 Director hourly salary high

952 Supervisory Librarian hourly salary low

953 Supervisory Librarian hourly salary high

954 Non-supervisory Librarian hourly salary low

955 Non-supervisory Librarian hourly salary high

956 Library assistant hourly salary low

957 Library assistant hourly salary high

958 Library Clerk hourly salary low

959 Library Clerk hourly salary high