Forgive me, I can't resist. Let's look at this from the employer's
point of view. Why do many law firms feel that they can get away with
hiring people to run their libraries with less than the recommended
qualifications? Because they can!
Many employers are so ignorant of what goes on in a library that they
can be happy for years with what can be a barely functioning library.
The associates doing research may not be too happy, particularly if they
have been used to better service, but the managing partners of the world
can be blissfully ignorant of the situation.
Because employers are ignorant of how a library should be run, standards
are important. Presumably, an MLS will ensure that a person will have a
basic understanding of library systems and management principles, as
well as research skills. If the employer chooses to hire a non MLS,
they take a large chance that the person will not have what it takes.
But let's face it, most library schools these days don't adequately
prepare a new MLS to walk into a library and hit the ground running.
It's easy to see why the average employer does not see the difference
between an MLS and someone with a BA; the difference is not as quantum
as, say, a doctor and a nurse. Our profession is too dependent on
experience and as such, many capable individuals, given time, can rise
to the occasion and mold themselves into perfectly acceptable
librarians.
The library profession needs to insist on more higher standards from our
library schools. Once those are established and the result is a better
MLS, employers will see a more obvious difference and will hopefully be
willing to pay for it and prospective librarians will see the worth of
pursuing a degree. If they don't, it's their problem and their library
that will not provide the service it should.
Chris Graesser, MLS, 1981
cgraesser@goodwin.com
Shipman & Goodwin LLP Hartford CT
860-251-5830(ph) 251-5899(fx)
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