POSITION IDENTIFICATION
TITLE Technology Strategist, Library
CLASSIFICATION NUMBER 5208
GRADE 43
CLASSIFICATION Exempt
IMMEDIATE SUPERVISOR Coordinator of Public Services, Library
GENERAL FUNCTION
The Technology Strategist operates as the Building Coordinator for Meyer Library and
provides leadership for the Library Innovation Lab. This position will lead, develop,
and assess Meyer Library’s Innovation Lab.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A bachelor's degree and/or equivalent education and training in STEAM (Science,
Technology, Engineering, Arts, and Mathematics) is preferred.
Experience: At least two years technology management and experience required. Additional
experience may substitute for required education. Experience in an academic library
or higher education setting is preferred.
Skills: Strong management, communication, time management, planning (short and long
term) skills are essential. Technical aptitude with a focus on programs such as AutoCAD
and Photoshop, as well as the ability to quickly learn and apply knowledge to innovative
technology. Excellent planning and organizational skills with a focused emphasis on
customer service and the learner experience.
Effort: This position requires the ability to regularly lift and move 50 lbs. in materials,
the ability to visually and physically operate small- and large-scale technology hardware
and observe the use of technology in the lab environment.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Leads and manages the daily operations of the Library Innovation Lab providing
expertise, support and access for faculty, staff, students, and community partners.
2. Leads strategic planning and assessment on behalf of the lab, which includes the
selection and support of innovative technology e.g.: 3D printing and scanning, laser
printing, drones, augmented and virtual reality, as well as the maintenance of technology
software and hardware, creation of workshops, and general management of the Lab’s
usage and space.
3. Maintains supervision and enforcement of strict safety protocols in the lab. This
includes the development and maintenance of instructional materials for both users
and employees that establish training and safety standards for equipment and tools.
4. Creates and operates within budgets and established deadlines. Managing supplies
and material stock for users.
5. Develops university and community partnerships to further the mission of University
Libraries’ and the Innovation Lab through outreach events, activities, workshops,
etc.
6. Remains competent and current through self-directed professional reading, maintaining
a current knowledge of desktop publishing, developing professional contacts with colleagues,
attending professional development courses, and attending training and/or courses
as required by the supervisor.
7. Contributes to the overall success of the Library by performing other essential
duties and responsibilities as assigned.
SUPERVISION
The Technology Strategist, Library is supervised by the Coordinator of Public Services,
Public Services and may supervise full-time employees and student workers, as directed.
OFFICE OF HUMAN RESOURCES
REVISED JANUARY 2025
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 3.0 - 1500 Points: Entry-level knowledge of the principles, concepts, practices, and methods of an administrative, managerial, technical, or professional specialty. Knowledge permits employee to carry out basic recurring tasks and routine portions of assignments or to carry out less demanding professional elements of assignments in professional or technical areas including accounting or auditing, financial management, business administration, human resources, law, engineering, science, or medicine, while gaining familiarity with the University's policies and goals, business practices, and/or accounting systems. This level of knowledge permits the employee to schedule and carry out the steps of a limited operation or project, or to complete stages of a multi-phase project. Alternatively, knowledge at this level might also permit the employee to carry out recurring tasks and routine assignments requiring moderate experience in specific areas within higher education. Knowledge at this level is typically acquired through a combination of formal education and/or training and experience that includes a requirement for a college degree in a specific technical or professional specialty. Knowledge requirements may also include a limited amount of related work experience. Alternatively, equivalent knowledge requirements at this level include a non-technical or general Bachelor's degree requirement with a moderate level of additional related work experience or a non-specific Master's degree requirement with some related work experience.
Factor 2: Supervisory Responsibility
Level 1.0 - 50 Points: Typically, little, if any, supervision of others is required. The job may require irregular but occasional responsibility to direct the work of student workers and/or temporary or part-time workers. The nature of supervision is largely confined to assigning tasks to others and does not include a full range of supervisory responsibilities. The amount of time spent on directing the work of others is normally a small portion of total work time.
Factor 3: Interactions with Others
Level 4.0 - 500 Points: Interactions with others are somewhat unstructured. The purpose may be to influence or motivate others, to obtain information, or to control situations and resolve problems. Interactions may be with individuals or groups of co-workers, students, or the general public, may be moderately unstructured, and may involve persons who hold differing goals and objectives. Individuals at this level often act as a liaison between groups with a focus on solving particular unstructured problems. Interactions at this level require considerable interpersonal skill and the ability to resolve conflict.
Factor 4: Job Controls and Guidelines
Level 3.0 - 500 Points: The employee operates under general supervision expressed in terms of program goals and objectives, priorities, and deadlines. Administrative supervision is given through statements of overall program or project objectives and available resources. Administrative guidelines are relatively comprehensive and the employee need only to fill in gaps in interpretation and adapt established methods to perform recurring activities. In unforeseen situations, the employee must interpret inadequate or incomplete guidelines, develop plans, and initiate new methods to complete assignments based on those interpretations. Assignments are normally related in function, but the work requires many different processes and methods applied to an established administrative or professional field. Problems are typically the result of unusual circumstances, variations in approach, or incomplete or conflicting data. The employee must interpret and refine methods to complete assignments. Characteristic jobs at this level may involve directing single-purpose programs or performing complex, but precedented, technical or professional work.
Factor 5: Managerial Responsibility
Level 3.0 - 850 Points: Work involves providing significant support services to others both within and outside of the department that substantially influences decision-making processes. Work activities are complex and others rely on the accuracy and reliability of the information, analysis, or advice to make decisions. Work activities have a direct, but shared, impact on further processes or services, affect the overall efficiency and image of the department, and may have material impact on costs or service quality within the cost center. Incumbents may be responsible for identifying areas of need and for developing proposals that request funding to fulfill those needs.
