Libraries
by Ann Wolpert

Public Services
by Steve Gass

Collection Services/ Information Resources
by Diane Geraci and Marilyn G. McSweeney

Administrative Services
by Keith Glavash

Technology Planning and Administration
by MacKenzie Smith

PDF version of entire Libraries report

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MIT Libraries
Annual Report FY 2007-2008

Administrative Services

Highlights of the Year

From an administrative perspective, the following highlights of Fiscal Year 2008 stand out:

• Budgetary support from the Institute remained strong and responsive, extending to actions in the area of compensation, which began to help the Libraries address long-standing challenges of staff recruitment and retention.
• Following a 22-month vacancy a new Associate Director for Information Resources (formerly Collection Services) came on board with a somewhat redefined directorate, allowing movement forward on a number of structural and programmatic fronts.
• Elements of a digital library program were assembled - staff hired, workflows and processes designed, resources allocated - setting the stage for building more digital collections in the year ahead.
• Academic Media Production Services completed its first full year as a part of the Libraries, marked by technical innovation, customer satisfaction, and business success.

Budget and Finance

Continued strong budget support from the Provost in the form of recurring additions to the collections base allowed the Libraries to purchase more digital content, meet the full needs of serials inflation, and begin to restore strength in energy-related disciplines in support of the Institute’s Energy Initiative.  Responding to the Libraries’ need to harden the infrastructure of its digital library program, two new positions were added on a recurring basis.  Also, in addition to non-recurring discretionary funds, the Provost granted continued temporary funding in support of scholarly publication reform and open-access activities.  This strong commitment by the Institute has made it possible for the Libraries to make substantial progress on many fronts.  The Libraries’ rebalancing effort succeeded in its financial goal for the Institute and has caused no problems or unexpected consequences within our budget lines.  Most of the changes took place in monograph funds.

Human Resources

Staffing and Recruitment

The Libraries experienced a moderate level of staffing activity in FY08. Sixteen Administrative Staff positions were filled, representing a 50% increase in hiring and recruitment activities from the previous year. All but two of these positions were filled as a result of a serious search process; two searches were waived due to the presence of very strong internal candidates with specialized skills.

As in FY07, only half of these vacancies were librarian positions, pointing up the dynamic and highly collaborative landscape of libraries. Six positions were posted as term appointments, in some cases designated for specific projects with end dates and in other cases in order to allow greater flexibility in responding to future staffing needs. Two of the non-librarian term appointments - a programmer position and a project manager position - are focused on the planning, development and implementation of projects associated with DOME, the current embodiment of the Libraries’ digital library program. Other appointments in the technical realm included the Head of the Software Development Group and a junior Unix Systems Administrator. Of the eight librarian positions filled, four filled empty posts in the Rotch Library. One particularly notable appointment was our long-awaited Associate Director for Information Resources, who joined the staff in April after an 18-month search conducted with the assistance of Isaacson, Miller, an executive search firm.

There was very little recruitment activity among the Sponsored Research Staff in FY08. A Project Librarian was identified to support the Mellon-funded Architecture Visual Resource Network Project, which is being led by the Society of Architectural Historians. This three-year term appointment will begin in the new fiscal year.

Twenty-one Support Staff positions were filled in FY08, a full fifth of the total Support Staff in the Libraries. This figure is down only slightly from FY07, and represents a typical year for support workforce staffing. One-third of these openings were posted as term positions - again, an effective way to allow flexibility as staffing needs evolve in response to new initiatives and services. It does not appear that this strategy hinders the Libraries’ ability to attract and hire excellent Support Staff. Rather, these positions are seen by local library school students as excellent opportunities to gain valuable pre-professional experience as they work toward the MLS degree. Nearly all of the vacancies were Library Assistant positions, with just two Administrative Assistant appointments. Applicant pools for Support Staff positions remain strong, with many applicants possessing solid library experience or pursuing library science degrees.

The MITemps program continues to be a valuable resource enabling the Libraries to maintain a standard of high quality service and carry out short-term projects in the face of staff vacancies and student recruitment shortages.  It is important to note that this program is simply the administrative means by which the Libraries hires non-student, non-term, non-permanent staff; it can be used to hire either support- or professional-level staff.  In FY08 the Libraries employed about one dozen “associates” through the MITemps program, both as Library Assistants and Librarians.

Affirmative Action and Diversity

The tables below show snapshots of the current staff profiles in the Libraries and in Academic Media Production Services. It is worth noting that underrepresented minorities account for 12% of the total Libraries’ staff, up from 10% in FY07 where it had hovered for several years.  This increase is particularly encouraging when considering that several recent hires have demonstrated an interest in librarianship as a career.

In FY08 approximately 17% of the 250-plus applicants for Administrative Staff positions were identified as possible underrepresented minorities. This is a slight increase over last year and a significant percentage when compared to earlier years. Unfortunately, about three quarters of these URM applicants did not meet the basic education or experience qualifications of the positions for which they applied. In many cases, hiring managers contacted the applicants by telephone to confirm their qualifications. Five URM applicants were invited to campus for interviews, resulting in one hire. Another URM applicant was also hired into a term position associated with the DSpace Foundation.

Of the 21 Support Staff hired in FY08, four (nearly 19%) are underrepresented minorities. Equally significant is the fact that three of these new hires are either enrolled in library school or have expressed an interest in attending.  One, in fact, has a degree in Physics - an exciting prospect for feeding the sci-tech librarian pipeline.

The MIT Libraries have renewed and strengthened their commitment to recruiting and developing a diverse workforce as demonstrated by our participation in a number of initiatives of direct benefit to MIT as well as to the library profession as a whole. At the annual meeting of the American Library Association (ALA) in June 2008, one MIT librarian “graduated” from the Association of Research Libraries (ARL) Leadership and Career Development Program (LCDP). This 18-month program prepares mid-career librarians from underrepresented racial and ethnic groups to take on increasingly demanding leadership roles in ARL libraries. Funding for this librarian’s participation (approximately $10K) was provided by the MIT Libraries to cover tuition, travel, meeting registrations, etc. As this particular librarian’s participation in the program drew to a close, the MIT Libraries strongly endorsed and supported the nomination of another MIT librarian for the program. We recognize this as a unique and exciting opportunity for librarians to develop leadership skills as well as for the MIT Libraries to support academic research libraries in developing a more diverse professional workforce.

To help raise our profile as an active supporter of diversity initiatives in the profession, the Libraries joined with other institutions in two sponsorships in FY08. This year marked the tenth anniversary of the American Library Association’s Spectrum Scholar Program, which has supported over 400 library school students with scholarships since 1997.  A current librarian at MIT is a past participant of this program, and through an advertisement in the tenth anniversary commemorative booklet, the Libraries congratulated her and demonstrated MIT’s support of this valuable program. The MIT Libraries are also a sponsor of the National Diversity in Libraries Conference to be held in the Fall of 2008 at the University of Kentucky.

The Libraries are particularly pleased about a new diversity initiative scheduled for October 2008 with the Harvard College Library. Planning began in the spring for this two-day event for library school students and recent library school graduates who are participants in the ARL and/or ALA diversity programs. As many as thirty participants will spend one day at Harvard and one day at MIT to learn about the numerous initiatives, challenges and opportunities that exist for librarians working in dynamic research and teaching communities; to discuss current trends in the field; to spend time with librarians who share similar interests and backgrounds; and to observe and participate in some of the daily activities of our organizations. Expenses for attendees (travel, lodging and meals) will be fully covered by MIT and Harvard.

Through involvement in these programs and a more diligent approach to learning about and meeting applicants who may be underrepresented minorities, we hope to expand our knowledge about the available pool of diverse candidates in the profession and ultimately be more successful in recruiting them. The Libraries’ Diversity Council, formed in the summer of 2007, will also explore how we might shape and re-focus some of our staff programs to encourage and support greater diversity, including an initiative focused on current Support Staff employees who are interested in librarianship. The Libraries have also established relationships with other Institute staff focused on diversity - Genesia Eddins in central Human Relations and Robbin Chapman in the School of Architecture and Planning.  We are encouraged by the creative ideas and the support these two individuals have offered as we develop programs and initiatives for supporting diversity in the Libraries.

Retention

The Libraries’ retention rate in FY08 was roughly 90%, which is about 5% higher than in FY07. A total of 26 staff members departed the Libraries: 17 Support Staff, eight Administrative Staff, and one member of the Sponsored Research Staff.

While the number of Support Staff departures may seem high - at 17% of the total library Support Staff - it is not alarming when considered in context. One quarter of these staff members entered the librarian profession after many years of pre-professional experience in the Libraries and earning an MIT- supported MLS (through the tuition assistance program); another 25% left to further their education.  The other departures can be attributed to relocation, parenting, and retirement. 

Only eight Administrative Staff members left the Libraries - about 8% of the total Administrative Staff.  Of those, two were retirements; one took a higher-level position within the Institute; one left a supervisory position to assume her first librarian position; and another relocated for family reasons. In one case, a librarian whom we recruited from the Northwest just two years ago returned there due to the high cost of living in the Boston area.

Four staff members retired from the MIT Libraries in FY08, the highest number in many years. Eileen Dorschner, the Aeronautics and Astronautics Librarian, retired after 28 years of service to the profession. Linda Cuccurullo, the Monograph Cataloger in Cataloging and Metadata Services, retired after 38 years at the MIT Libraries. P.J. Buehler worked as a Copy Cataloger for almost 20 years in Cataloging and Metadata Services; and Jim Paton served in a variety of technical positions in Document Services for nearly 40 years.  Congratulations to them all!

Two Sponsored Research Staff members completed their appointments in FY08. With the end of the SIMILE project, Project Manager Ben Hyde left the Institute in May.  Richard Rodgers, who also worked on the SIMILE project, moved to a regular Administrative Staff position as the Head of Software Development in the Digital Research and Development Group.

Library Staff Salaries

While the latest data from the Association of Research Libraries (ARL) annual salary survey cited below shows a somewhat disappointing picture of MIT’s average professional librarian salary in comparison to the ARL peer group of 113, we are optimistic about gaining ground in the future. We anticipate that the impact of recent allocations of additional salary funds to address equity and market issues will be reflected in the survey data next year and perhaps more significantly the following year.  

Among 21 selected peer institutions in this ARL group, MIT held its place at the mid-point in average professional salary. The gap between Harvard and MIT remains the same.

As mentioned above, the Libraries received funding this year for market adjustments to librarian and non-librarian supervisory staff salaries. In conjunction with colleagues in MIT Compensation, we conducted a comprehensive market review, comparing librarian salaries with peers both on the national and local levels. While the ARL data is useful and we remain mindful of our standing among peer institutions, greater attention was focused this year on local competition, comparing MIT salaries with those institutions facing the similar challenge of the high cost of living in the Boston area. Data from the BACUS group (Boston Area Colleges and Universities Study) demonstrated that MIT librarian salaries are not competitive when compared to the collective average of librarian salaries at Babson, Bentley, BC, BU, Brandeis, Harvard, MIT, Northeastern, Suffolk, Tufts and Wellesley. In fact, 43 of 62 MIT librarians (69%) fell below the average anywhere from 2% to 18%. While significant, it is even more so when considering that the variance is merely from the average salary. MIT librarians, as well as candidates for positions in the MIT Libraries, expect MIT compensation to reflect the world-class institution that it supports.

The challenges that both the national and local salary data highlight have been borne out in recent recruitment and retention experiences, where bonuses are becoming much more common in order to compete with other institutions. 

Fortunately, in response to findings in the librarian market analysis, the MIT Compensation Office allocated approximately $129K in FY08 from contingency funds for base budget adjustments to librarian salaries. Using variance from the norm as the primary criteria, these funds were applied in April of 2008 to 40 (65%) librarian staff salaries.  Since the available funding did not allow the Libraries to address all Administrative Staff salaries or to address some to the extent appropriate, we will continue to work with Compensation in FY09.

Contingency funds were also made available for a market adjustment to non-librarian supervisor salaries in April.  Since BACUS did not have data for this analysis, COMPBASE provided data for comparable positions at 175 companies, colleges and universities in the Northeast.  In this case, nine of ten supervisor salaries were below the average by as much as 10%. Similar criteria to the librarian market review were used in applying the allocated $15,500, which affected six of the ten staff.

While not experiencing the same recruitment and retention challenges at the Support Staff level as with the Administrative Staff, it is still important to ensure that all salaries are as consistent as possible with the market. In collaboration with MIT Compensation, a review of the Library Assistant job group was conducted in late fall 2007. BACUS data was particularly relevant in establishing relevant benchmarks. The review revealed the need for adjustments to about 50% of this group, and a total of $59,000 was allocated to Library Assistant salaries in December 2007.

In addition to the special market adjustments and the annual salary reviews, the interim increase pools for both Administrative and Support Staff, made available through the MIT Compensation Office, have been enormously helpful in effective salary administration in the Libraries. These funds have given the Libraries the means to address internal equity, fund salary increases for promotions, offer retention bonuses, etc.  In the Administrative Staff category, FY08 funds were used for salary increases resulting from two promotions from the Librarian II to III level and to address four cases of internal equity. For the Support Staff, funds were used for ten off-cycle merit increases and four internal equity adjustments.  

MIT’s Compensation Office has been a highly collaborative and supportive partner in managing the Libraries’ salary program to meet the challenges of recruiting and retaining staff.  We are grateful for that partnership and the efforts made on our behalf. The Libraries also recognize and gratefully acknowledge the enormous support received from the Provost’s Office and the Corporation’s Salary Subcommittee in these efforts.

Librarian Promotions

In accordance with the librarian/archivist promotion policy, five librarians were promoted in FY08. The Libraries’ promotion policy provides an opportunity for advancement by developing increasing levels of competence and contribution within any given librarian position. Three early-career librarians successfully completed the process of developing a promotion plan based on established criteria and achievement of their development goals which demonstrate initiative, understanding of the Libraries and Institute’s mission, commitment to skill development, and increasing involvement in outside professional activities. In addition, two staff at the Librarian II level were promoted to Librarian III.  These librarians demonstrated ongoing professional growth within the context of established criteria around knowledge and experience, commitment to service excellence, leadership ability and outside contributions. The Libraries are fortunate to have professionals of this caliber within the organization, clear leaders in their fields, whose contributions are influencing the mission of both the MIT Libraries and the library profession.

Staff Recognition

Now in its eighth year, the Libraries’ Infinite Mile Award Program continues to be a valued and meaningful way for staff to recognize the exceptional contributions, achievements, and endeavors of their colleagues. Explicitly designed to promote peer recognition, the program continues to elicit a healthy number of strong nominations - a reflection of the respect and appreciation held for one another in the Libraries. The June 11th award ceremony, in keeping with global events, was creatively designed around the Olympic theme this year and played to a standing-room-only crowd. Of the 33 nominations received, four teams and four individuals were recognized for their contributions in the categories of Innovation and Creativity, Communication and Collaboration, Results, Productivity, and Outcomes, Community, and Unsung Hero. This last category was a new addition this year and received a very positive response. We were also pleased to recognize our new AMPS colleagues this year with a team award given to the Distance Education Acquisition and Delivery group.  All Infinite Mile Awardees received a cash award, a certificate, and a gold medal.

The Spot Award Program remains very popular in its seventh year. Participation has not wavered, with a monthly average of 225 thank you notes submitted that express everyday appreciation for a job well done, lending a helping hand, or for the “little things” that support a colleague or collaborative effort. The Libraries’ R&R Committee runs the “Spot Award Road Show”, travelling to a designated library department for a monthly drawing from the pool of thank you notes. Five names were drawn monthly with individuals receiving $100 in gift certificates to a vendor of their choice.

For the third consecutive year, library staff took great pride in celebrating another colleague who was selected to receive the MIT Excellence Award. Theresa Tobin, Humanities Librarian, received an individual award in the category of “Creating Connections:  Serving our Communities”, for her development and ongoing stewardship of the "Authors@MIT" series. Begun as a collaborative effort with the MIT Press Bookstore a decade ago, this popular book and author program has contributed immeasurably to the intellectual and social life of the MIT community. 

The Libraries held its annual staff reception in January. This event is a time to celebrate the staff of the MIT Libraries, to introduce new employees, and to recognize the 10-, 20-, and 30-year service milestones of the staff.  Eleven staff members were recognized this year - six for 10 years, four for 20 years, and one for 30 years of service.  It is testament to the dedication and loyalty of the MIT Libraries’ staff to note that since the first group of 30-year service awardees was recognized ten years ago, there have been between one and five staff members in that category every year thereafter.

Training

The Libraries’ Human Resources Administrator and the Human Resources Officer in central HR teamed up in early Spring to provide information to library supervisors on topics such as administering leaves, progressive discipline and performance management.  A total of six sessions have been scheduled; three took place between March and June 2008. It is likely that other topics and sessions will be added, because they have been well received and attendance at each session has been between eight and twenty. The sessions provide basic policy information from the central HR perspective as well as local library policy and practice.

Membership in the Boston Library Consortium entitles MIT to three spaces at local training events in addition to online training provided by CAPCON. FY08 training opportunities were plentiful: Social Networking Tools, Workflow Analysis for Technical Processing, Transitioning to Leadership, Communicating Cross-Culturally, and Online Outreach for Libraries, etc. Of the approximately two-dozen offerings, MIT staff attended about half of the sessions with an average attendance of two people per event.

Administrative Services Department

Greg Raposa, the Libraries’ first Facilities and Operations Administrator, left in September 2007 to take a position in the Office of the Provost as the Institute’s Space Administrator.  This was an excellent opportunity for him to move to a more senior position serving the entire MIT community, and a great match to his skills.  The Libraries discovered the value of this position within weeks of Greg’s arrival in 2002, so a very considerable sense of loss was felt upon his departure.  Fortunately for the Libraries, his position was ably filled in December by Michael Smith, formerly a Supervisor in the Grounds Department of MIT Facilities.

Facilities and Operations

Planning for Hayden Library Renovations

Several milestones were reached in FY08 with regard to the future renovation and expansion of Hayden Library (Building 14):

• The Institute’s senior administration recognized it as an academic priority and included it on MIT’s list of capital projects.
• Conceptual planning demonstrated that a High Density storage facility would meet the long-term storage and service needs of the print collections in light of the uncertainty about MIT’s continued use of the Harvard Depository storage facility after 2011.

Situating High Density storage adjacent to Hayden would be ideal in terms of operations, but is not affordable due to the need to bury it underground.  Alternatively, combining High Density storage with a new Library Storage Annex (LSA) - essentially a warehouse facility at a near-campus location - would gain operational efficiency, lower construction costs, and meet the long-term space needs of MIT’s print collections.

FY2008 Space Projects

• In order to maximize the capacity of the Library Storage Annex (N57), CRSP funded shelving upgrades in that facility.  Compact shelving units installed on the first floor were removed from the former Dibner Institute prior to its demolition last summer to make way for the new Sloan.
• An Exhibit Space was completed on the first floor of Hayden, adjacent to the Institute Archives and Special Collections.  Generously funded by Mr. Paul G. Gregory ’75 and an anonymous alumnus, the handsome space opened in April 2008.
• Another round of waterproofing of the Hayden Courtyard is being completed this summer, funded by CRSP.

Pending Space Project for FY2009

• A comprehensive space study of Dewey Library (E53) funded by CRSP in FY07 identified the major challenges required to bring that facility up to an appropriate level.  As a result, and with extraordinarily strong support from the Associate Provost, CRSP made the decision to fund a complete renovation of Dewey beginning in January of 2009.  The project will include the three floors of the Hermann Building occupied by the library (basement, first and second) and is expected to take ten to twelve months, during which the library will remain open.  The Institute has allocated an estimated $4.6M to complete this project, spreading the cost over three fiscal years: 2008, 2009, and 2010.
• Limited improvements to the Barker Engineering Library Reading Room will be made in FY09, with funding from the MIT Libraries’ Vail Endowment.  Included in the first phase will be removal of the current journal display shelves, electrical upgrade, limited lighting upgrade, and new or refurbished furniture.  Full-fledged lighting upgrades and acoustical improvements will be addressed in future phases.

Academic Media Production Services (AMPS)

FY08 was the first full year in which AMPS was part of the Libraries’ organization, having moved from the Office of the Provost in January 2007.  Among other things, the year was marked by the full incorporation of AMPS into the Libraries’ administrative structure - including fiscal, human resources, and facilities operations.  The Associate Directors for Administration and Public Services in the Libraries took joint responsibility for operational management of AMPS, along with the two group leaders within AMPS who report to the Director of Libraries.

AMPS Technology Enhancements

• Installed an Access Grid system (funded by MIT IS&T) in the Ford Room to facilitate NSF-sponsored faculty collaboration.
• Utilized TechTV as a distribution platform of high-quality video to numerous media producers on campus.
• Provided media-rich, multi-screen, multi-input digital field capture services.
• Facilitated self-service direct-to-digital capture and publishing solutions for Sloan School clients.
• Utilized the playlist functionality of TechTV to provide clients with the ability to self-program departmental plasma displays.
• Established a web camera Flash video stream of the Sloan E62 construction site for the use of fundraisers and senior Sloan administrators.
• Upgraded technology in the Level V classrooms to reduce maintenance costs.
• Installed a remote capture system in the Libraries’ Digital Instruction Resource Center for recording instructional presentations.
• Consulted for the MIT Museum renovation of the Mark Epstein Innovation Gallery, a 5,000-square foot presentation space allowing the Museum to extend its reach beyond the campus.
• Designed and managed a project to install an autonomous transition system for the Broad Institute.

AMPS Projects and New Initiatives

• The first round of content conversion was completed for the Video Archive Project.  About 500 tapes from the 20,000-tape library located in NE48 were identified as unstable and of prime historical importance. Nearly all 500 were converted successfully by a specialist video service in New York, SAMMA Technologies.  AMPS purchased the necessary equipment and software from SAMMA in June to continue the conversion process in-house for FY09.  Other steps ahead include metadata design and creation, data preservation, and access, all of which will proceed in collaboration with staff from the Libraries.  The Provost has provided $50K in additional funding for this work in FY09.  A related and important priority for FY09 is to establish a standard workflow process for describing and preserving all newly captured video content.
• The development and adoption of MIT TechTV as a free video-publishing platform for the MIT Community increased significantly in the second half of FY08, with a wide assortment of contributors from all five schools and many DLCs.  This is due in large part to the appointment of Kris Brewer in November 2007 as the new project manager for this effort.  As of June 2008, content had reached nearly 800 videos, with two million video views since launch of the service in April 2007.  The School of Engineering continues to be very generous in its support of this initiative, having now extended its funding commitment through FY09.
• MIT World contracted with AMPS to convert its archive of some 600 tapes to Flash format in preparation for the launch of the new MIT World website in October 2008.

AMPS Infrastructure and Space

• A new design and upgrade to the AMPS website was begun in early 2008 and is expected to go live this fall.
• Several improvements to the timeliness and efficiency of producing AMPS invoices were implemented in FY08, including an upgrade of the FileMaker database application.
• At the direction of CRSP, the AMPS Studio on the fourth floor of Building 9 was dismantled in December to clear the way for extensive renovations which eventually will serve students from the Department of Urban Studies and Planning.  A number of alternative locations have been considered for the studio, but fundamental requirements - including central location, technology infrastructure, availability, etc., in addition to the high cost of renovation - have proven challenging.  Although CRSP has agreed to bear a portion of the cost, it is far less than what the actual expenses will total.  If AMPS adds a surcharge for use of the studio in order to recover the balance, it will likely have the negative impact of discouraging use.  Alternatively, if AMPS tries to meet these capital needs without raising rates, it must cut other costs, which could have a negative impact on other business lines.  Meanwhile the demand for the studio is brisk, especially due to the startup of MIT150 activities, among other things.  Temporary alternatives are being used at this point, but an affordable, durable solution needs to be identified soon.

AMPS Business Volume

• Video Field Production revenue was up approximately 20% over FY07, ending with a small surplus, which will help to fund much-needed capital equipment purchases.
• Multimedia Development closed FY08 at a break-even point for the first time in several years.
• Video Conferencing ended FY08 with a deficit, as it has for the past several years.  This is due partly to lackluster demand, but also to outdated service models and inadequate marketing.  Given current global economic conditions, there is a likelihood that video conferencing will see an increase in demand on campus; consequently, AMPS is reluctant to withdraw the service at this time.  The video conferencing service model is currently being redesigned to 1) make it more attractive and more affordable to the many DLCs that would find it useful to their operations, and 2) to bring expenses into line with revenue.  We expect positive results in FY09.
• The Distance Education/Streaming Operations group, which includes Classrooms, Consulting, Encoding, and Webcasting, ended the Fiscal Year with small surpluses in all areas except Consulting, which saw a modest deficit.  Significant changes for FY09 - including the loss of two core encoding clients and a major remodeling of the service level agreement for the Singapore/MIT Alliance - are likely to have substantial impacts on its finances.  The DE group will focus attention on streamlining operations and increasing duty cycles in FY09.

AMPS Human Resources

• August 2007: The Video Conferencing Technician returned from a one-year leave of absence.
• October 2007:  The position of Systems Administrator was eliminated and the occupant  was laid off.
• November 2007: The position of Multimedia Specialist was converted from term to permanent.
• November 2007:  The MIT TechTV Webmaster/Community Liaison was hired on a 9-month term position, funded by the School of Engineering.  In June 2008, the position was extended through June 2009 with renewed funding from the SoE.
• June 2008:  The leader of the Distance Education/Streaming group left the Institute.  An interim leadership team was established consisting of Elaine Mello, Distance Education and Streaming Operations Manager, and Keith Glavash, the Libraries’ Associate Director for Administration.

Looking Ahead

In addition to its regular operations, Administrative Services expects to focus special attention in FY09 in several areas, including:

• Playing a role in planning and implementing changes to the organizational structure which supports the evolving program of the Libraries.
• Continued engagement in building and space planning for the proposed renovation and expansion of Hayden Library.
• Stabilizing the AMPS Distance Education group in particular and the overall AMPS enterprise in general.  Align services and infrastructure with the core needs of the Institute.

Keith Glavash
Associate Director for Administration

webmaster@libraries.mit.edu
This page was last updated on Thursday, 16-Jul-2009 07:54:40 EDT