The Library operational budget for 2009 includes a “vacancy gap” line, and this is the amount that the Library is expected to save through the time taken to replace a position. It is an additional amount to any other salary savings that the Library is directed to achieve in 2009.

The “vacancy gap” is the assumed salary savings accrued because of the time lag in replacing people, and will generally be from a month to two months. This length of time takes into account the Library consultation process as outlined below, the regular fortnightly meeting between the University Librarian and the SMT manager, time for advertising, short-listing and interviewing, plus any additional notice time an appointee is required to give to a current employer.

When a Library staff member resigns, there is a well-established retention process that is carried out. (Available on Camelot SOPs).

Where the position is placed in the Library, and configuration of the working days and hours are decided by consultation between the relevant manager and either the University Librarian or the Associate University Librarian, depending on whom the manager reports to. Further discussion is carried out for public service staff at a meeting of the branch managers. LLT then has final consideration of the resulting retention request. The final approval for the retention of a position rests with the SMT member to whom the University Librarian reports.

For vacant positions that have a component of after-hours work (after 6pm weekdays or in the weekend), there are two options available to maintain required staffing levels:

• Temporary redeployment of existing staff
• Use of the casual team

It is worth noting that in addition to savings made through a “vacancy gap” there is an expectation from LLT that all position replacements will include some salary savings, which are fully outlined in a retention request.

Philip