As libraries evolve to meet the changing needs of their communities, it’s essential that they maintain compensation programs and benefits offerings that attract, retain, and engage talented employees. Ensuring that pay and benefits are equitable, competitive, and aligned with organizational goals helps libraries remain strong, sustainable institutions that serve their patrons effectively.
We recently partnered with The Public Library of Youngstown & Mahoning County [PLYMC] to conduct a comprehensive benefits landscape analysis and base compensation study. This effort helped the Library understand how its total rewards compared to other library systems and employers in the region, identify opportunities for improvement, and establish a foundation for ongoing workforce planning.
PLYMC provides vital services across Mahoning County, fostering lifelong learning and community connection. To continue fulfilling that mission, the Library recognized the importance of offering competitive pay and benefits that support staff wellbeing and professional growth.
We collaborated closely with Chief Human Resource Officer Liz Repasky and her team throughout this engagement. She shared:
Working with Organizational Architecture provided us with invaluable insight into how our compensation and benefits programs align with both our values and the broader market. Their analysis helped us make data-informed decisions about how to structure pay and benefits so that we remain competitive while supporting our employees’ diverse needs. The OA team brought clarity, expertise, and a true partnership approach to the process—we now have a roadmap that will guide our HR strategy for years to come.
They took the time to understand our organization, our people, and the challenges we face in balancing fiscal responsibility with our goal of being an employer of choice. OA’s recommendations were practical and well-grounded, providing options that make sense for our workforce and our community.
Perhaps most importantly, their work has given us a stronger platform for communicating transparently with staff about how compensation and benefits decisions are made. That transparency has increased trust, improved understanding, and reaffirmed our commitment to fairness and equity in all aspects of our HR programs.
Liz’s reflections highlight how the partnership with OA went beyond analysis—it provided the Library with confidence and clarity in its HR decision-making. By combining market data with an understanding of the Library’s mission and values, we delivered actionable recommendations that not only addressed compensation and benefits competitiveness but also strengthened internal communication, trust, and alignment across the organization.
Organizational Architecture is the trusted partner for nearly forty public libraries as well as state library associations across the United States for human resources consulting, compensation studies, executive recruiting, performance management, and leadership development. If your library needs help ensuring your job descriptions and compensation program are aligned with your goals, contact us to learn more.