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Title: Library Operations Assistant

Organization: Library

Department: City Library

Location: City Library Main Branch

Rate of Pay: $15.73

Job Summary

The purpose of the Library Operations Assistant is to provide administrative and secretarial support to a department/ division. The class is responsible for document preparation, assisting with special projects data entry, responding to public requests and inquiries, scheduling meetings, handling purchase orders and invoices, and filing and inventory maintenance. The class works within a general outline of work to be performed; develops work methods and sequences under general supervision.

Competencies

• Effective Communication
• Time Management
• Ethical Practice
• Problem Solving
• Analytical Thinking
• Customer Focus

Key Functions/Knowledge/Skills

• Slightly above average skills; knowledge of more complex work routines, rules, procedures, or operations; ability to operate higher-level specialized equipment.
• Creates, revises and edits correspondence and documents such as memos, letters, invoices, reports and/ or agendas.
• Prepares and maintains purchase orders and invoices for payment.
• Performs accounting functions such as balancing receipts and ledgers, making bank deposits, recording payments and budget preparation.
• Performs human resource functions such as payroll preparation and processing leave requests when necessary.
• Orders supplies and maintains departmental inventory.
• Responds to customer inquiries and requests.
• Assists with supervising and scheduling work assignments for subordinate employees.
• Assists with record uploads and maintenance of bibliographic records, using the Library of Congress classification system.
• Prepares materials such as cataloging, processing and repair for general circulation, with guidance from the Library Operations Manager.
• Assists in the management of meetings and trainings of library automation software.
• Trains individuals and groups on the use of the collection through orientations, bibliophiles, user guides, etc.
• Enforces library policies and procedures. Participate in the development, coordination and enforcement of policies and procedures that ensure the effective and efficient operation of the library.
• Answers and redirects phone calls.
• Assists with special projects.
• Acts as floor supervisor for the library in absence of librarians.

Minimum Education & Experience

Bachelor's degree (no experience), or associate's degree plus two years of experience, or high school graduation or GED plus four years of experience.

Special Certifications & Licenses

Valid Texas Driver’s License

Independence & Judgement

Average judgment; must recognize and resolve problems such as bad grammar, type of procedure to apply, where to refer call or correspondence without specified destination, whether there is a problem/malfunction with a piece of office equipment that needs attention, etc.; may involve freedom in selection of work methods among approved routines, setting of priorities, or sequencing of tasks within established schedules.

Initiative & Ingenuity

General guidelines: occasionally requires interpretation of available options to apply to non-standard situations; day-to-day work drives priorities.

Supervisory & Responsibility

Lead person in small work group; does not specifically assign work but is looked to for guidance.

Financial Responsibility

Does not deal with money.

Level & Frequency of Outside Contact

Infrequent or non-difficult contacts with other people inside and/or outside department; straightforward information exchange, etc.

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 use of equipment/property such as office equipment, supplies, etc., which are used in office.

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.