Library Technician Ii Jobs (NOW HIRING)

Salary: $35,000.00 Annually
Location : St. Thomas/ St. John, VI
Job Type: Classified
Job Number: 201905459
Department: |Department of Planning & Natural Resources- STT|
Opening Date: 09/02/2026
Closing Date: 9/17/2026 11:59 PM Atlantic (Canada)
Description
Under the immediate supervision of the Director of Library or designee, this is intermediate non-professional library work in collaboration with Librarians in the division. Work involves the performance of technical tasks and predetermined functions in support of public services, technical processing, juvenile young adult services, adult services, outreach, special collections, A-V program planning, and/or library functions. Library Technician II work is distinguished from the Library Technician I by the increasingly complex tasks performed with greater independence and responsibility.
Duties and Responsibilities
Assists patrons in organizing library materials and information.
Assists in the maintenance of inventory for supplies, equipment, and other items used in the facility as it pertains to library services.
Maintains catalog records for electronic resources.
Prepares materials for special collections and serves as the liaison for those designated areas.
Provides support in the circulation, library instructions, and data maintenance, also provides access to library information resources.
Maintains and develops collection of display materials for bulletin boards and showcases.
Assists in the per-selection and de-selection of library materials.
Assists in the placing and tracking orders for new library materials.
Receives and processes new materials. Participates in library promotional and outreach activities.
Displays new and featured library materials. Monitors the library to help ensure the safety and security of patrons and materials.
Prepares logs of data collected for reporting purposes.
Provides assistance for special projects as needed by management.
Performs other related duties as assigned.
Minimum Qualifications
High School Diploma or its equivalent from an accredited institution supplemented by one (1) year of non-professional library work related experience.
OR
One year of work experience as a Library Technician I, not below the completion of a high school diploma or its equivalent from an accredited institution.
Position Factors
FACTOR 1- KNOWLEDGE REQUIRED BY THE POSITION
Knowledge of general library practices or operations.
Knowledge of library objectives, functions, routines. and procedures.
Knowledge of preparing bulletin boards and showcase exhibits.
Skill in effective interpersonal communication.
Skill in customer service.
Skill in organizational and administrative work.
Skill in computer operations and database systems.
Ability to handle complicated customer service issues.
Ability to work with diverse groups and individuals to provide assistance within the library.
Ability to communicate effectively, both verbally and in writing.
Ability to operate various types of office equipment.
Ability to maintain library records.
Ability to set priorities for tasks.
Ability to use judgement and initiative.
Ability to work collaboratively as part of a team or independently.
Ability to act as liaison between professional and nonprofessional library employees.
Ability to be thorough and pay attention to detail.
ACTOR 2- SUPERVISORY CONTROLS
Works is supervised and assigned by the senior level staff. The supervisor gives general work assignments and checks work upon its completion.
FACTOR 3- GUIDELINES
Guidelines include federal and local laws applicable to library science, departmental policies and procedures, rules and regulations, and the Collective Bargaining Agreement (CBA).
FACTOR 4- COMPLEXITY
Work is routine in nature relative to administrative and technical tasks associated with the services of the libraries. Analyzes each situation and what action should be taken within standard practice.
FACTOR 5- SCOPE AND EFFECT
The purpose of the work is to perform intermediate non-professional library work functions and services in the area of libraries, archives, and museums.
FACTOR 6- PERSONAL CONTACTS
Contacts are managers, co-workers, patrons, students, representatives of outside agencies, and the general public. Contacts are made in-person, email, or via telephone.
FACTOR 7- PURPOSE OF CONTACTS
Contacts are made to provide library services to the public and to respond to requests for service or appropriate referrals in accordance with the objective and mission of the library. Contacts with patrons are made to select, organize, and provide access to information suited to the needs of library services.
FACTOR 8- PHYSICAL DEMANDS
Work is primarily sedentary but involves pushing a cart, lifting and reaching for books, bending, crouching, stooping, kneeling, standing, and carrying library materials.
FACTOR 9- WORK ENVIRONMENT
Work is performed in a library facility, an air-conditioned bookmobile, or in a field environment. Some disagreeable conditions may be present while working in an open-air environment and while on the bookmobile. Some travel to off-site locations is required for outreach activities.
The Government of the Virgin Islands aspires to provide the highest level of comprehensive benefits, services and programs to eligible employees, retirees, and their dependents which:

• Meet and anticipate their individual needs;
• Assure the GVI's competitiveness with other employers to attract and retain employees;
• Maximize cost effectiveness; and,
• Assure optimal health and productivity of employees.

To achieve this goal, from time to time, the carrier for the GVI's insurance may change. Please contact the Group Health Insurance Office of the Division of Personnel in St. Thomas and St. Croix at for more information regarding carriers.
Medical and Dental Coverage
Enrollment
The Virgin Islands government offers to full-time employees and their eligible dependents, a group health and dental insurance plan.
Full-time employees must enroll within thirty-one (31) days of hire unless they can provide proof of medical coverage from another source. An employee who does not enroll within 31 days of employment will be automatically enrolled in the health insurance plan with single coverage.
If an employee fails to enroll dependents within the initial eligibility period he/she must wait until a period of "open enrollment" is announced or have a qualifying event as determined by the health insurance carrier to enroll dependents or make changes to their coverage.
Effective Date of Coverage
If enrollment forms are received on or before the 6th of the month, coverage will be effective on the first day of the first month following the receipt of enrollment forms. If enrollment forms received on the 7th of the month or later, coverage will be effective on the first day of the second month following the receipt of the enrollment forms.
Example:
Date Forms Received May 1st May 8th January 6th February 7th
Coverage Effective Date June 1st July 1st February 1st April 1st
Dependent Coverage
Dependents of eligible employees may participate in the Group Health and Dental Insurance Program according to the terms and conditions imposed by the Health Insurance Board of Trustees and/or the carrier. Eligible dependents are the employee's:

1. Legal spouse;
2. Natural children;
3. Adopted children; and
4. Step children.

When a new dependent is acquired, you must enroll them within thirty-one (31) days after acquiring such dependent. When enrolling a dependent at any time, the following may be required:

1. Birth certificate;
2. Marriage certificate;
3. Adoption papers; and/or
4. Legal papers of appointment.

Various other documents may be required to determine the eligibility of the dependents.
Cost of Coverage
The GVI contributes toward the cost of Health Insurance for each employee enrolled under the Group Health Insurance Program. The GVI reserves the right to change the amount of the employee contribution when necessary for financial or other reasons.
Waiver or Discontinuation of Benefits
An employee may opt to decline coverage, or discontinue coverage under the Group Health and Dental Insurance Plan at any time. An employee who waives coverage upon employment, or who drops out of the program must provide proof of medical coverage and will be subject to the eligibility requirements imposed by the carrier in order to re-enroll in the program. This provision also applies to dependents that are dropped from the plan.
Coverage discontinues on the last day of the month following a qualifying event or on the date of an employee's separation.
After separation, an employee or dependent may be eligible to convert their group policy to an individual policy within 30 days, depending on the insurance carrier. If an employee would like to convert their policy to an individual policy a notice of conversion must be sent to the insurance carrier. Consolidated Omnibus Budget Reconciliation (COBRA) coverage is not available in the Virgin Islands after loss of coverage.
Dental Insurance
As a condition of participation, all employees must enroll in medical coverage to qualify for Dental Insurance.
Leave without Pay
The GVI will maintain group health insurance plan coverage for employees on leave without pay. This coverage will remain at the level and under the conditions for which coverage would have been provided if the employee had continued employment continuously for the duration of the leave. However, employees on leave must arrange to pay into the Group Health Insurance Fund the employee's share of their health insurance premium to maintain coverage.
Retirement Benefits
Retired employees and their dependents are eligible to continue to participate in the Group Health and Dental Insurance Program. Retirees must provide updated contact information to the Group Health Insurance Division to maintain coverage.
Life Insurance
The government provides a complementary basic non-contributory $10,000 basic life insurance benefit. In order for the benefit to be effective, an enrollment form must be forwarded to the Group Insurance Office at the Division. The enrollment form must be signed, dated and must indicate a designated beneficiary.
Employees may also select additional life insurance in either 1x, 2x, 3x or 4x base salary or $10,000, $15,000, $25,000, $50,000, $75,000, $100,000 or $150,000 amounts as supplemental contributory coverage. The employee pays the cost of this additional insurance, and may be required to submit evidence of insurability when increasing coverage after initial enrollment. Insurance enrollment forms and booklets explaining in detail the plan of benefits, as well as claim forms and a schedule of costs may be obtained from the Group Health Insurance Office.
Upon retirement life insurance benefits may be reduced.
Upon death the designated beneficiary will be eligible to receive the life insurance proceeds of the insurance participant, the Division must be notified of the death in order to initiate the claim process. Life insurance benefits are payable by the contracted insurance company and a subject to the limitations established by the insurance company.
Supplemental Insurance
The GVI has several supplemental insurance plans that provide for coverage over and above the regular medical, dental and life insurance coverage.
These plans are voluntary and are not contributed to by the GVI. A list of the current supplemental insurance plans is available through the Group Health Insurance Office. An employee who does not wish to enroll in medical coverage is eligible to enroll in supplemental insurance.
Moving and Relocation Allowance
It is the policy of the GVI to provide a reasonable relocation allowance inclusive of airfare, to eligible employees, based on their employment contract, to help defray the costs associated with relocation from outside the Virgin Islands to accept employment with the GVI. This allowance is made in lieu of any and all claims for reimbursement of relocation and moving expenses.
This policy applies to new employees recruited from off-island and who are approved by the Department Head to receive the benefit of a relocation allowance for moving and relocation expenses.
Employee Assistance Program (EAP)
The GVI will provide confidential and voluntary assistance through its Employee Assistance Program (EAP) to all employees and their family members who may be faced with dynamic challenges of financial concerns, legal issues, alcohol or drug problems, marital problems, illness of a family member, emotional worries, child care problems, etc. For the welfare of employees as well as effective business operations, the GVI encourages its employees to take advantage of this valuable benefit of employment with GVI.
Application
Employees and their family members can refer themselves to the EAP. The program may be reached 24 hours a day on weekdays and weekends.
EAP counselors are available to meet with employees or family members to assess a problem and develop a plan for resolution. The counselors may suggest a referral to an outside resource, such as a therapist, Departmental resource, physician, treatment facility or other professional that would be appropriate to assist in resolving the problem or situation. Where an employee may be in need of information, a referral or suggestion may be made over the telephone. There is no charge for employees or their families to use the services of the EAP.
Participation in the EAP Program does not jeopardize job security or promotional opportunities. However, it does not excuse the employee from following GVI policies and procedures or meeting required standards for satisfactory job performance except wher