Library Supervisor Jobs in Texas (NOW HIRING)

Title: 490 - Library Services Director

Organization: Library

Department: City Library

Location: City Library Main Branch

Rate of Pay: $118,000 - $159,000 DOQ

Job Summary

The purpose of the class is to lead, direct and supervise operations of the Brownsville Public Library System This position reports to the Assistant City Manager and is responsible for all Library System operations. The class is responsible for preparing the annual budget, allocating funds, supervising employees, developing policies and procedures, conducting meetings and presentations with city officials, and assisting the Brownsville Public Library System Advisory Board as necessary. Plans, organizes and implements programs within major organizational policies; reports progress of major activities to executive level administrators through reports, conferences and meetings.

Competencies

Commitment
Empathy
Initiative
Motivated
Communication
Professionalism
Safety Acumen
Collaboration
Ethical
Citizen Value
Conflict Management
Decision Making
Embracing New Concepts of Service
Employee Development
Flexible
Leadership
Strategic Vision

Key Functions/Knowledge/Skills

Directs, supervises, and evaluates the Library System Department staff.
Develops and implements the department's annual budget as well as oversees the budget allocations for each department division.
Prepares, reviews, and manages funds for the department through applications of grants and awards from state and national funding agencies.
Develops long range goals and objectives for continuous improvement of the services rendered by the department.
Directs and oversees all grant development projects for the department.
Responsible for the planning, concept designing and development of the main library and branch facilities and services.
Conducts meetings and presentations with City Management, City Officials, Department Heads, Library Advisory Board members, members of the public and City organizations.
Responds to public inquiries via written correspondence, email or phone.
Performs related tasks as necessary.

Minimum Education & Experience

Ph.D./J.D./P.E., etc. (no experience), or master's degree plus three years of experience, or bachelor's degree plus five years of experience, or associate's degree plus seven years of experience, or high school graduation or GED plus nine years of experience.

Special Certifications & Licenses

Graduate degree from an ALA accredited school.
Certified Public Library Director.
Valid Texas Driver's License.

Independence & Judgement

Significant and comprehensive level of judgment; responsible for recognizing moderately complex problems and taking responsibility for resolving them; addresses very complex issues or problems with employees; results monitored for soundness and judgment.

Initiative & Ingenuity

Work doesn't generate itself; employee must decide what is to be done and when; control over priorities; constant need to find creative or non-routine solutions.

Supervisory & Responsibility

Supervises and directs a group of sufficient size or complexity to require the use of supervisory subordinates.

Financial Responsibility

Final approval on department expenditures and manages department's or program's funds in a department of substantial size for the organization either in terms of numbers of employees or amount of funds or both.

Level & Frequency of Outside Contact

Higher frequency of outside contacts.

Physical Demands

Office job with little or occasional light physical effort, may require brief periods of muscular exertion, such as standing, lifting, moving, pulling, pushing, etc. Ability to exert up to 20lbs of force occasionally to move objects.

Responsibility for Equipment & Property

Responsible for assigned equipment/property used outside of office; responsible for handing out to and retrieving property/equipment from employees and keeping inventory; use of City vehicle.

Working Conditions

Office job, no adverse conditions.

Other Requirements

The City of Brownsville requires all employees to successfully pass a Drug & Alcohol and a physical examination and a Background Check.

ADA Requirements

The City of Brownsville is an Equal Opportunity Employer. ADA requires the City to provide reasonable accommodations to qualified individuals with disabilities. Prospective and current employees are invited to discuss accommodations.

Benefits

The City of Brownsville offers a comprehensive benefits package designed to support its employees' well-being and future. Employees participate in a robust retirement plan through the Texas Municipal Retirement System (TMRS) City to Employee Matching Ratio 2:1, with eligibility for retirement after 5 years of service at age 60 or 20 years of service at any age.
The City provides exceptional health benefits, including medical, dental, and life insurance plans for employees and their families, along with vision coverage for employees enrolled in health insurance through MetLife. Employees and their dependents can also access care at Frontier Clinic at no cost when covered by the City's health plan. Additionally, pet insurance is available as a voluntary benefit.
Employees have access to deferred compensation plans through Equitable and supplemental insurance options from AFLAC and Colonial Life. Full-time employees accrue 10 sick days and 15 vacation days annually.
The City offers parental leave concurrent with FMLA for eligible employees, longevity pay, and 100% tuition assistance up to $5,000 annually. Furthermore, Brownsville observes 14 holidays per year, plus two floating holidays, giving employees a balanced and rewarding work-life experience.
Starting in fiscal year 2025, employees will have access to flexible scheduling options as part of our commitment to work-life balance.

EEOC Statements

The City of Brownsville does not discriminate on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factors.