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The aim of this paper is to examine the versatility of the MLIS degree through the lens of special libraries in terms of education, core competencies and benefits. Special libraries show the value of the Master of Library and Information Science (MLIS) degree in preparing professionals to work across institutional boundaries in non-library and non-educational organizations and bring their services to the populace in sometimes unexpected places.

The authors first conducted a literature review of special librarians and their skillsets, as well as how to properly define “special library”. They then examined different MLIS programs geared toward special libraries and how library schools prepare special librarians to benefit their organizations.

The conclusion drawn is that possession of an MLIS degree lends a special librarian more credence in the execution of their duties because they have been educated in how to best benefit their institution. While additional subject expertise is an advantage to the special librarian, the skills learned in MLIS degree programs provide an essential foundation.

This is a collaborative view that brings together outside research regarding various types of special libraries and the librarians that work in them in an effort to illustrate the value of the MLIS degree in an original way.

This chapter explores differences in fringe, distant, and remote rural public library assets for asset-based community development (ABCD) and the relationships of those assets to geographic regions, governance structures, and demographics.

The author analyzes 2013 data from the Institute of Museum and Library Services (IMLS) and U.S. Department of Agriculture using nonparametric statistics and data mining random forest supervised classification algorithms.

There are statistically significant differences between fringe, distant, and remote library assets. Unexpectedly, median per capita outlets (along with service hours and staff) increase as distances from urban areas increase. The Southeast region ranks high in unemployment and poverty and low in median household income, which aligns with the Southeast’s low median per capita library expenditures, staff, hours, inventory, and programs. However, the Southeast’s relatively high percentage of rural libraries with at least one staff member with a Master of Library and Information Science promises future asset growth in those libraries. State and federal contributions to Alaska libraries propelled the remote Far West to the number one ranking in median per capita staff, inventory, and programs.

This study is based on IMLS library system-wide data and does not include rural library branches operated by nonrural central libraries.

State and federal contributions to rural libraries increase economic, cultural, and social capital creation in the most remote communities. On a per capita basis, economic capital from state and federal agencies assists small, remote rural libraries in providing infrastructure and services that are more closely aligned with libraries in more populated areas and increases library assets available for ABCD initiatives in otherwise underserved communities.

Even the smallest rural library can contribute to ABCD initiatives by connecting their communities to outside resources and creating new economic, cultural, and social assets.

Analyzing rural public library assets within their geographic, political, and demographic contexts highlights their potential contributions to ABCD initiatives.

This follow‐up report of 133 job advertisements for systems librarians in American Libraries during 1996‐1997 compares the results of a content analysis of job advertisements and a survey of employers and newly hired systems librarians. The report shows that, although a majority of employers are satisfied with their newly hired systems librarians, they indeed have higher expectations for the positions in terms of qualifications and responsibilities. There is a great gap between job advertisements and reality in regard to systems librarians’ education requirements, work experience, job responsibilities, and areas of knowledge and skills. The types of libraries, to a certain extent, influence systems librarians’ actual qualifications and job responsibilities.

Recent rapid changes in the LIS profession have forced realignment of organisational structures. Professional staff are no longer guaranteed opportunities for advancement, and the rate at which career plateaux are attained within LIS is accelerating. LIS professionals must, therefore, be proactive in seeking out continuing professional development. The Management of Library and Information Services programme offered via distance learning at the University of Wales Aberystwyth is the solution for many professionals to acquire both the skills and the academic credentials necessary to compete in the changing LIS marketplace.

Although there is great potential for diversity, library and information science (LIS) is a relatively homogenous profession. Increasing the presence of librarians of color may help to improve diversity within LIS. However, recruiting ethnic minorities into LIS has proven to be difficult despite various initiative including scholarships, fellowships, and locally focused programs. The central questions explored in this research can be divided into two parts: (1) Why do ethnic minorities choose librarianship as a profession? (2) What would motivate members of minority groups to join a profession in which they cannot see themselves?

The research was conducted through semi-structured, qualitative interviews of 32 ethnic minority students from one of four ethnic minority groups (African American, Asian American, Hispanic/Latino, and Native American) currently enrolled in an LIS graduate program. Eleven themes emerged from the data: libraries, librarians, library work experience, LIS graduate program, career plans and goals, education and family, support, mentors, ethnicity and community, acculturation, and views of diversity.

The findings seem to support many assumptions regarding expectations and career goals. The findings related to libraries, librarians, mentors, and support illustrate that many recruitment initiatives are starting in the right place. However, the most noteworthy findings were those that centered on identity, acculturation, and diversity because they dealt with issues that are not often considered or discussed by many in the profession outside of ethnic minority organizations.

An investigation of 133 job advertisements for systems librarians in American Libraries in 1996‐1997 was conducted to examine the increasingly important role that systems librarians play in the ever‐changing information environment, and to identify the knowledge, skills and qualifications of systems librarians expected by employers in various types of libraries. The results show that although systems librarians in different types of libraries may play different roles and have different emphases in their duties, the responsibility and knowledge requirements for them are generally expanding. Systems librarians are not only technology experts but also managers and coordinators. Positions for systems librarians in most academic and public libraries require at least one year of work experience. Employers expect systems librarians to have a strong computer and network background. Over two‐thirds of the position in public and academic libraries and more than half of the openings in other libraries require MLIS/MLS degrees.

This chapter provides a current and changing demographic profile of academic librarians working in a research library that is a member of the Canadian Association of Research Libraries (CARL). Also examined is the changing mix of librarian and other professional staff. The profile is derived from the wealth of data generated from the 8Rs Studies, conducted in 2003–2004 and 2013–2014, respectively. The results show that the retirement and recruitment of librarians, alongside the restructuring of some roles and the attrition of others, have resulted in a noteworthy turnover of CARL library staff and a slightly larger, younger, more diverse, and more highly educated librarian workforce.

Archival studies have long been a critical part of information education around the world. This paper attempts to provide a worldwide overview of archival education among main information schools worldwide and find out their similarity and differences to suggest measures for the development of archival education.

Quantitative research is conducted including ten elements of the iSchools' archival education which are (1) geographical distribution, (2) names of degrees, (3) names of concentration/specialization, (4) names of academic units offering the programs, (5) levels of academic units offering the programs, (6) study mode, (7) credit requirement for program completion, (8) percentage of required credits, (9) capstone requirements and (10) other accreditations. Programs among different regions are compared.

The study found that 43 out of 96 iSchool members from 13 countries/regions offer a total of 45 master's level archival education, and most of them are from North America. Both similarities and differences among the schools are identified and discussed.

This study’s findings suggest that iSchools may explore the possibility of organizing more conferences and forums to exchange ideas on archival studies and education issues. The iSchool community could contribute to this traditional field by attracting more members worldwide and cooperating with other accreditation organizations of archival education.

Most research on archival education focuses on just regional or country-based issues, and scant research explores a global view.

Since 2005, various public and private sector institutions have been offering a postgraduate degree in Library and Information Management (LIM) in Pakistan and a good number of professionals working in different sectors have got MPhil degree. However, locally, no study has been conducted to measure the impact of higher education on the job performance of information professionals (IPs) in any aspect. The purpose of this paper is to measure job performance of MPhil degree (18 years of education) holder IPs.

It is a quantitative study based on the theoretical framework of job performance comprised of its four constructs, i.e. task performance, contextual performance, counterproductive work behaviors (CWB) and adaptive performance. An adopted self-administered questionnaire was used to collect data from professionals who have graduated from any LIM schools of the Punjab province with at least one-year work experience after completion of MPhil degrees. For the purpose of the present study, demographic information like age, job experience and library context was also asked about to explore their impact on job performance.

Findings revealed that MPhil degree has a significant positive impact on the job performance of IPs. The professionals reported a significant positive change in their CWB regarding experience after getting a degree. Furthermore, results revealed that professionals were capable of technical skills but needed training regarding time management, teamwork and improving emotional intelligence.

This is the first study reported from Pakistan on the subject. The results of the study may help the LIM schools to review their MPhil programs for the desired results. It may also help organizations to encourage their personnel for higher education.