Job Vacancies

Do you have a school library vacancy that needs filling? Our Job Vacancies page on the previous site attracted over 2,000 page views per month according to Google Analytics. To advertise your vacancy on our website we charge £100 (115) + VAT for SLA members, and £150 (172) + VAT for non-members (VAT exempt for registered charities).

To advertise your vacancy here please email jobs@sla.org.uk.

Please note: the inclusion of an advert here does not indicate any recommendation or approval from the SLA.

For general recruitment advice and support please see our Recruitment Pack and Skills and Expertise in the School Library documents.

Current Vacancies

Advertise your Vacancy Here

Value for Money

Reach across the Profession

Closing Date : 31/12/2019

Library Assistant, Part Time, Term Time

Portsmouth Grammar School

Portsmouth

Closing Date : 13/09/2019

Assistant Librarian, Part-Time

Concord College

Shrewsbury

Closing Date : 20/09/2019

LRC Assistant

Westgate School

Slough

Closing Date : 27/09/2019

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General Recruitment Information

The Purpose of a School Library

The School Library Association believes that the purpose of a school library is:

  • to provide a flexible space with a wide and inclusive range of resources to support learning and teaching throughout the school.
  • to have a vibrant role in the development of a culture that promotes wider reading, motivated readers and learners for life.
  • to provide a place for collaborative learning, creativity, and for developing independent research and information literacy skills.
  • To achieve this it should managed by staff who are supported and have access to training; be funded and be accessible to the whole school community during and outside the school day.

Staffing for Primary School Libraries

The School Library Association believes that:

  • primary school libraries should be open and staffed for as much of the school week as possible, including lunchtimes and before and after school
  • ideally, this staffing should come from a trained librarian, who may be shared between a small number of schools. 

Some possible models are:


  • a teacher as Library Manager, with a regular allowance of time for library tasks and management of the budget, supported by classroom assistant(s) who carry out the day-to-day routines and staff the library on a day-to-day basis
  • the library both managed and staffed by an experienced and knowledgeable member of the non-teaching staff, ideally with an NVQ or equivalent qualification in information and library work.
  • a multi-academy trust, consortium or group of schools may have a librarian to oversee the management, with teaching assistants supporting the library to open for pupils. 

In all scenarios, the services and support of the professional staff of the local School Library Service (where available) will be essential.


June 2019

‘I realise I’m talking to converts here, but I have to tell you that the difference a qualified librarian makes to a primary school is simply transformational’.’ 

David Tilling, Head Teacher of Peasedown St John Primary School, Bath, at the SLYA/SLA LDA Awards Event, 1st October 2012.

Creating an Outstanding Learning Space

This guide for school leaders has been produced by Lin Smith, school library consultant and trainer and former Chair of the School Library Association.


   Creating An Outstanding Learning Space

Qualifications in Librarianship

Professional Librarian Qualifications


What do they mean?


MCLIP (Chartership) – can only be used by a chartered and fully paid up member of Cilip (the Chartered Institute of Library and Information Professionals). Candidates will usually have a degree or post-graduate qualification in Library and Information studies and will have spent around 2 further years learning and studying ‘on the job’ and then have submitted a professional portfolio of work for assessment by CILIP.


Candidates should be able to provide a certificate of chartership and an up to date membership card from CILIP. To find out more please visit Cilip's website.


When MCLIP is combined with a suitable period of experience in a school library environment it is recommended that candidates have Head of Department status.


ACLIP (Certification) – is a qualification earned by library staff, who do not have a degree or post-graduate qualification in Library and Information studies - although many are graduates in other disciplines. They have considerable experience of working in libraries and have used that experience to prepare a professional portfolio of work for assessment by CILIP. Candidates should be able to provide a certificate of certification and an up to date membership card from CILIP. To find out more please visit Cilip's website.


FCLIP (Fellowship) – is the highest level of professional qualification awarded by CILIP and is only given to librarians who have shown a high level of commitment to and achievement in their professional life. To find out more please visit Cilip's website.


Vocational Qualifications – Level 2 is an entry level qualification suitable for a library assistant working with a more experienced or more qualified member of staff. It focuses on the routine tasks common to most libraries.


Level 3 has a more managerial element to it and shows that candidates have reached the level suitable to manage a library unsupervised.

School Library Staff Progression Framework

We are indebted to Sally McIntosh, Librarian at Heanor Gate Science College in Derbyshire for the Progression Framework.

   School Library Staff Progression Frameworks

Salary Scales for School Library Staff

NJC pay scales 
 ( PDF = njc-pay-scales-20190615.pdf )


These recommendations are based on the updated (April 2019) National Joint Council Schemes and Conditions of Service for England and Wales, and the National joint Council for Local Authorities Services (Scottish Council) for Scotland.


Please note: the recommendations are based on a standard 35 hour week and a full time contract. Term time only contracts will be pro-rata.

 

a) Senior Librarian/Head Librarian

With Head of Department status and managing library staff - recommendation: SCP 38 - 54.

This equates to a salary between £40,760 - £61,099.

 

b) Professionally qualified Librarian

With first degree or Masters degree in Library and Information Science - recommendation: SCP 23 - 38. This equates to a salary between £26,999 - £40,760.

Minimum of SCP 26 if chartered MCLIP or £ 29,636.

If teaching duties added to above, e.g. information skills programme - recommendation: SCP 31 - 43. This equates to a salary between £33,799 - £45,591.

 

c) Library Manager (unqualified) or recently qualified librarians

With day to day responsibility, including managing budget, development planning etc. - recommendation: SCP 18 - 25. This equates to a salary between £24,313 - £28,785.

 

d) Senior Clerical or Senior Library Assistant

Working with professional librarian - no strategic role but to include areas of responsibility - recommendation: SCP 7 - 11. This equates to a salary between £19,554 - £21,166.

 

e) Clerical or Library Assistant

working with professional librarian - no strategic role - recommendation: SCP 5 - 6. This equates to a salary between £18,795 - £19,171.

Minimum of SCP6 (£19,171) if City and Guilds or NVQ level 3 library assistants' qualification held.

 

Annual Leave

Since the Introduction of the Working Time Regulations in 1998, all staff, including those who work part-time, are entitled to a minimum of 4 weeks (equivalent) paid holiday per year.

In addition, if library staff are not employed for 52 weeks per year, two to three weeks paid employment may also be required during school holidays for stock-checks, planning and report writing etc.

 

Updated June 2019

Staffing for Secondary School Libraries

The School Library Association believes that:

  • secondary school libraries should be open and staffed for as much of the school week as possible, including lunchtimes and before and after school
  • this staffing should come from a Chartered professional librarian or a dually qualified teacher/librarian with appropriate support from a library assistant or classroom assistant
  • staff who are not professionally qualified should be provided with every opportunity to pursue relevant training and acquire the specialist knowledge required by the role of School Librarian
  • the Librarian should be employed for 52 weeks of the year
  • the Librarian should report to a member of the Senior Management Team with curriculum responsibility
  • the Librarian should have status equivalent to Head of Department
  • the Librarian should be included in the school's formal performance and appraisal process.


Updated July 2019.

Status of the Librarian/Library Manager

The School Library Association believes that the Librarian/Library Manager should:

  • have Head of Department status, in order that he/she can play a full part in school development and act effectively and in a proactive manner to support the developing needs of all departments
  • be included in staff and/or senior leader meetings to enable the Librarian to raise and discuss relevant issues, maintaining the high profile of the library across the school
  • be line-managed by a member of the School Management/Leadership Team with curricular responsibilities
  • have the status and authority to employ strategies for the effective management of the library in accordance with all school policies eg Health and Safety, Behaviour, Discipline, Inclusion etc.
  • have the authority to manage the library budget in accordance with school procedures and principles of best value
  • produce some reports to show impact and activity in the library, ideally tied to the school's aims and objectives
  • have some activity within both reading for pleasure and information literacy, or know why this isn't a priority for them/the school.


And in terms of professional development should:

  • have the same entitlement to INSET and Continuing Professional Development opportunities as teaching staff
  • be included in the school's staff appraisal programme
  • be allowed time to network with other School Librarians in the area, attend relevant meetings and actively participate in professional groups outside their school.

The Role of the School Librarian

The School Library Association believes that the School Librarian/Library Manager has an essential and unique specialist role to play in supporting pupils’ learning and their development into effective, independent learners and readers.

The School Librarian should be:

  • a partner with teaching staff in the education process
  • a partner in supporting individual learning behaviours
  • an acknowledged expert in resource and information provision and management
  • a leader and partner with teaching staff in the collaborative design and implementation of information literacy programmes throughout the school
  • a leader in creating and developing a climate to promote and support reading for pleasure across the school
  • an acknowledged partner with all departments to effectively support and resource each key stage
  • a partner in out of hours learning.


The School Librarian should have the same entitlement to continuing professional development as teaching staff and paid holiday as required by the Working Time Regulations.

The Purpose of a School Library

The Purpose of a School Library

The School Library Association believes that the purpose of a school library is:

  • to provide a flexible space with a wide and inclusive range of resources to support learning and teaching throughout the school.
  • to have a vibrant role in the development of a culture that promotes wider reading, motivated readers and learners for life.
  • to provide a place for collaborative learning, creativity, and for developing independent research and information literacy skills.

To achieve this it should managed by trained staff, funded and accessible to the whole school community during and outside the school day.