Why Public Libraries?

Public librarianship is a profession unlike any other. Staff are ad-hoc social workers, they served as First Restorers during the COVID-19 Pandemic, and they fight mis/disinformation in the midst of what the World Health Organization has called an infodemic. At the same time, public library staff are seen as villains for standing up to book-banning efforts, they face abuse and low pay, and they worry about their safety.

We need to know more about the work of public librarianship to ensure that communities continue receiving these essential services while also avoiding staff burnout and turnover. 

What’s A Work Routine?

Routine work is. . . well . . . routine! These are the things you do regularly, and you do it mostly the same way each time. This might include shelving, processing holds, programming, working the reference desk, assisting patrons with technology, or HR paperwork.

How Do Routines Work?

Every routine comes with a set of sheet music that suggests how the work should be completed. But just like with a musical performance, workers have flexibility in how they actually perform the routine. PLRP wants to know what’s in the sheet music and how library staff actually perform it.

What’s An Identity Standard?

An identity standard defines who a staff member is expected to be and what that means, and these standards are part of a routine’s sheet music. This includes:

• Role: What does it mean that a staff member works in a library?
• Group: What does it mean that a staff member is gay, straight, Black, has a disability, etc.?
• Unique: What does it mean that a staff member is a unique person distinct from others?

While each member of staff has their own standards and definitions for what these mean, the people around them also have standards and definitions. For instance, library management has standards for what it means to work in a library. Patrons have standards for what a staff member’s group identities mean. Colleagues have standards for staff as unique people.

What’s The Problem?

Problems can arise in library work routines when:

• The routine’s sheet music is written differently for certain staff based on who they are, and this difference causes added stress.
• The performance of a routine suggests that a staff member isn’t who they think they should be or isn’t who others think they should be — leading to emotional distress.

How Do Staff Work Around Routine Problems?

Because of staff ability to improv, they can change how they perform the routine in an effort to work around any obstacles. This includes efforts to fix discrepancies between who they are expected to be and who routine performance suggests they are. This may resolve, increase, or add new discrepancies. It may also ease or worsen emotional distress.

The PLRP is interested in the workarounds staff employ and the outcomes of these workarounds. Some routine workarounds are likely to be healthier for staff than others, including those that reduce emotional distress, increase satisfaction with work, and validate a staff member’s sense of self.

What Does This Mean For Library Administration?

Informed by these findings, library administration can devise ways to support staff efforts to engage in healthy workarounds while reducing or eliminating the need for staff to engage in unhealthy workarounds. This might include official policies, shifts in culture and climate, or the development of supporting work relationships. These are known as contextual supports.

What Is The Project’s Timeline?

The project runs from August 2023 to July 2026.

Year 1: Collect and analyze stories of public library staff across the United States as they engage in routine work. 

Year 2: Hold workshops with staff and management at sites across the country to determine concrete steps for moving forward—informed by Year 1 findings.

Year 3: Design professional development, informed by Years 1 and 2, for public library staff and management.

What Methods Are Being Used In The Project To Learn About Routine Work?

The project’s primary method is audio diaries, in which staff follow a series of prompts designed to get them talking about frustrations they faced in routine work, how they worked around those frustrations, and the outcomes of those workarounds. Follow-up interviews enable the project team to ask additional questions about these diaries.

Who Is Funding The Project?

The PLRP is funded by a grant from the Institute of Museum and Library Services’ Laura Bush 21st Century Librarian Program. The full narrative provides more details about the project and how funds are allocated.

How Can I Get Involved?

The project team is currently recruiting public library staff to participate in the study. Find out more, or email the project PI, Darin Freeburg (darinf@mailbox.sc.edu).