TITLE E-Resource Strategist
CLASSIFICATION NUMBER 5207
IMMEDIATE SUPERVISOR Director, Resource Management and Discovery
The E-Resource Strategist leads the Libraries’ efforts to ensure that students, teachers, and researchers have convenient access to a range of electronic resources and content. The E-Resource Strategist guides the development of sustainable departmental policies and procedures and evaluates and optimizes workflows to leverage FOLIO.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor’s degree is required; a Master’s degree is preferred.
Experience: At least one year of experience supporting the management and/or acquisition of electronic resources is required. Experience reading, negotiating, and managing license agreements is required. Experience troubleshooting electronic resource access issues is preferred. Experience using an Electronic Resource Management System such as CORAL is preferred.
Skills: Excellent verbal and written communication skills, interpersonal skills, and decision-making skills are required. A high level of technology proficiency including information systems such as library service platforms is required. The ability to analyze and evaluate data in order to produce reports and recommendations for decision-making purposes is required. The ability to manage details associated with the implementation of complex policies and procedures is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required. Demonstrated knowledge of current standards, best practices and emerging trends in electronic resources and technical services is preferred. Familiarity with current e-resource standards and protocols (e.g., KBART, COUNTER, and SERU) is preferred.
Other: The scope of the position occasionally requires evening and/or weekend work to address access issues or conduct electronic resource maintenance.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Manages the Library’s electronic resources, including resource acquisition, implementation, renewals, ongoing assessment, and annual review.
2. Creates and shares reports regarding electronic resource usage and various assessment measures.
3. Negotiates license agreements to reach favorable terms in consultation with University Legal Affairs and Compliance and Procurement Services and provides support for inquiries related to interpretation of license terms.
4. Ensures the accurate recording and maintenance of all administrative data related to the Library’s electronic resources (including contracts, license terms, and perpetual access agreements).
5. Manages financial resources, within budget limits, in accordance with University guidelines under the guidance and supervision of the Director, Resource Management and Discovery and assistance from the Accounting Specialist by planning, developing, and monitoring assigned budgets.
6. In collaboration with Library Information Technology and public service teams, establishes proactive approaches to mitigating electronic access issues to provide the best possible patron service.
7. Promotes the growth, development, and marketing of the Libraries’ electronic resources and develops and implements effective communication strategies to reach students, academic departments, and other stakeholders.
8. Notifies vendors of renewal and cancellation decisions and ensures timely communications with appropriate user communities on new or cancelled resources.
9. Contributes to the development and implementation of local workflows and documentation to support the management of electronic resources.
10. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
11. Remains competent and current through self-directed professional reading, developing professional contacts with colleagues, attending professional development courses, and attending training and/or courses as directed by the Director, Resource Management and Discovery.
12. Supports the overall operation of the University Libraries and contributes to the Libraries’ success by performing all other duties as assigned.
The E-Resource Strategist is supervised by the Director, Resource Management and Discovery
OFFICE OF HUMAN RESOURCES
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 2 - 900 Points: Entry-level professional knowledge of the principles, concepts, practices, and methods of non-technical administrative and managerial functions. Knowledge permits the employee to carry out basic recurring tasks and routine portions of assignments or to carry out less demanding professional elements of assignments in areas including communications, social sciences, art and design, education, and related functions while gaining in familiarity with the University's policies and goals, business practices and/or accounting systems. This level of knowledge permits the employee to schedule and carry out the steps of a limited operation or project to complete stages of a multi-phase project. Knowledge at this level is typically acquired through a combination of formal education and/or training and experience that includes a requirement for a college degree in an unspecified field or a specific background in a non-technical area. Knowledge requirements may also include a limited amount of related work experience.
Factor 2: Supervisory Responsibility
Level 1 - 50 Points: Typically, little, if any, supervision of others is required. The job may require irregular but occasional responsibility to direct the work of student workers and/or temporary or part-time workers. The nature of supervision is largely confined to assigning tasks to others and does not include a full range of supervisory responsibilities. The amount of time spent on directing the work of others is normally a small portion of total work time.
Factor 3: Interactions with Others
Level 3 - 250 Points: The purpose of interactions is to advise or counsel others to solve recurring and structured problems, and/or to plan or coordinate work efforts with other employees who are working toward common goals in situations where relationships are generally cooperative. Interactions are moderately structured and routine and may involve employees in different functions, students, and/or the general public. These types of interactions require normal interpersonal skills.
Factor 4: Job Controls and Guidelines
Level 2 - 250 Points: The employee carries out a group of procedures using the general methods and desired results indicated by the supervisor. Typically, standard operating procedures, handbooks, and/or reference manuals exist for most procedures, but the employee must select from the most appropriate of several guidelines and make minor adjustments to methods. Unforeseen situations are normally referred to others for resolution. Assignments are related in function and objective, but processes, procedures, or software varies from one assignment to another. Based on the assignment, the employee uses diverse, but conventional, methods, techniques, or approaches. Employees in jobs at this level may perform work that is moderately complex, but normally performed within a fairly narrow and specific functional area.
Factor 5: Managerial Responsibility
Level 3 - 850 Points: Work involves providing significant support services to others both within and outside of the department that substantially influences decision-making processes. Work activities are complex and others rely on the accuracy and reliability of the information, analysis, or advice to make decisions. Work activities have a direct, but shared, impact on further processes or services, affect the overall efficiency and image of the department, and may have material impact on costs or service quality within the cost center. Incumbents may be responsible for identifying areas of need and for developing proposals that request funding to fulfill those needs.