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Executive compensation in libraries: an oxymoron?

Jeanne Goodrich (Independent library consultant specializing in strategic planning, work flow and work analysis, and organizational design, Jeanne Goodrich Consulting, Portland, Oregon, USA)
Paula M. Singer (Principal Consultant, specializing in compensation consulting, strategic planning, organization design and development, and performance management, The Singer Group, Inc., Reisterstown, Maryland, USA)

The Bottom Line

ISSN: 0888-045X

Article publication date: 1 December 2004



Pay, benefits, perquisites, the work environment and the intrinsic rewards that it offers, all need to be used to attract the executive a library needs and wants. To that end, this article provides an overview of current practices in library executive compensation, with an explanation of various approaches and the provision of ideas for compensation components. This is especially pertinent, as nearly 60 percent of professional librarians will retire, including a large number of library executives, during the next ten to 15 years. Other fields and professions face similarly large numbers of retirements. The competition for top‐quality library executives will be fierce. Both library executives and libraries hiring new executives need to be aware of the variety of compensation approaches available to them.



Goodrich, J. and Singer, P.M. (2004), "Executive compensation in libraries: an oxymoron?", The Bottom Line, Vol. 17 No. 4, pp. 132-136.



Emerald Group Publishing Limited

Copyright © 2004, Emerald Group Publishing Limited

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