If you manage a Thomas Jefferson, you have a star employee who always convinces you to send them to the best conferences and networking opportunities. They reflect well on your organization, though, so you don’t mind sending them everywhere all the time.
When a Jefferson is actually at work, they’re rushing in and out of meetings and can be hard to get a word with. Jeffersons thrive under pressure, and often come up with their best ideas on the spot and at the last minute, so make sure your Jefferson has plenty of “thinking” time (i.e., they look like they’re goofing off, but they’re not). Jeffersons thrive in positions where they work alone, or are collaborative on their own terms.
If you’re managed by a Jefferson, oh shit, I’m sorry. You’re going to wait weeks to get anything signed, you’re going to have little to no guidance when you need it. If you’re an outstanding performer, your manager will rarely be around to praise you, and if there are issues with your performance, it could take months for them to get noticed and resolved. Jeffersons should rarely manage people because they are never around. Jeffersons make great assistant managers, however, and are skilled at leading from any position.
Out of all of Strunk and White’s solid words of advice, perhaps none need to be heeded more strongly these days than “[u]se definite, specific, concrete language.” What is more specific and concrete, Obamacare or the Affordable Care Act? Alt-right or white supremacy? Fake news or propaganda?
* * *
When I consider the power of specific language, I remember how during an exit interview after leaving a particularly abusive work environment, I had to tell the director of the library about the unethical actions of my immediate supervisor, since those actions were largely the cause of my leaving. I told the director that by not allowing me to order a certain series of books for my teen patrons, my manager was a censor, and practicing censorship. I calmly and deliberately used those words. The director said something to the effect of, oh, don’t you think the word censor is a bit strong?
I agreed. It is a strong word. Moreover, it was–and is–an accurate word.
I was escorted out of the building by the secretary. It was a glorious feeling.
* * *
To support these specific words, we will need specific–and accurate–sources. To defend these specific words, we need to accurately record any misuse or abuse against them.
This is what we’re here for, librarians, by whatever title or name you go by. This, right now, is the call we need to answer.
re: the title of this post. Years ago, almost ten, I watched a show on PBS about writing, and the only thing I remember from it is the quote “we live in a world of bad text”. I have no idea what the show was or actually about; if anyone can figure it out, let me know.
Their name is Alexander Hamilton, and don’t you forget it. In fact, you couldn’t, even if you tried. This employee doesn’t usually stay around too long, but when they’re in your organization, you can’t avoid hearing their name. They work their way into the best projects and onto the most interesting committees, and make their voice heard. If you don’t give your Alexander Hamilton enough challenges and opportunities, you’re going to lose your Alexander Hamilton.
The Work Style of the Hamilton
The Hamilton doesn’t usually come in early, but they’ll often stay late. They can’t help but overhear conversations and jump in to offer their opinion, as well as three or four observations or solutions that hadn’t been previously considered. When they’re engaged, they’re laser focused and their productivity is off the charts. When they’re bored, they can be cranky and irritable and come across as the worst employee you’ve ever had, when that is not the case at all. Keep your Hamilton engaged with high profile projects and problems that require creative solutions. Have your Hamilton work on teams that need some inspiration and energy injected into their work.
The Career Path of the Hamilton
The Hamilton moves through the ranks quickly. If they stay at an organization long-term, it’s often because opportunities for growth, challenge, and promotions are available. Hamilton starts out as a page and becomes a manager within five years, if their talent and drive are recognized and nurtured. If you ignore your Hamilton they’ll be gone within two years, if not sooner.
Managing an Alexander Hamilton
This go-getter thrives on praise, challenge, and variety. Give your Alexander Hamilton ample opportunity to try new things and fail. Let them get out in the community and make a name for themselves. You’ll never have to push your Alexander to work better or harder, you’ll just have to reign them in when their reach gets too far. Make sure your Alexander is on a team that complements them rather than competes with them. Let your Alexander be a leader for a while before giving them formal managerial or supervisory duties–they need time to figure out their style and get their attention seeking behavior out of their system.
Being Managed by an Alexander Hamilton
If your Hamilmanager has been around for a while and they’ve gained enough personal glory, they can be excellent managers, especially to other Hamiltons. If they’ve been promoted too soon, however, they’re going to compete with their employees rather than nurture them, and you’re going to end up with a dissatisfied, under-producing team. If you’re competing with your Hamilmanager, try to position yourself as a comrade rather than the competition. Ask to take on assignments or tasks that don’t interest your Hamilmanager, and that will put you in their good graces while also allowing you to gain experience.
We remove financial barriers such as fines and fees whenever possible, and make getting, having, and using a library card as frictionless as possible.
Our programs are inclusive and we strive to make accommodations whenever required.
Our collections reflect our communities both as they are and as they aspire to be. Everyone in our community, especially children, should see themselves reflected in our collections, and also have ample opportunity to experience stories from those who are unlike themselves.
Everyone benefits from libraries, whether they use them or not
Rich old white man who continually writes articles about how no one uses libraries anymore–please shut up. People who aren’t you use libraries all the time, and the information, education, and sense of belonging that they gain from those visits ultimately benefits our whole society, even you.
Make every interaction delightful, wherever it happens
We strive during each reference interaction, every readers’ advisory session, every storytime, every program, through every online social interaction or email, to delight and inspire our users. We waive fines for the single mother who doesn’t want to go back out to her car in the rain to get her credit card, and the smile of relief on her face is worth so much more than her small fine; we bring stacks of books to a reluctant reader and let them know that while these are some of our favorite books, our feelings won’t be hurt if they hate them all–because we really want them to find their next (or first) favorite book; and when first grade teachers tweet about how their students are learning to write letters, we tweet back and ask for one, and send one in return.
A degree does not a librarian make
An MLIS can be a wonderful thing. It can also be an expensive piece of paper that never really ends up making you good librarian, or gets you a job that allows you to pay off its cost before you die.
When I define librarian, I’m definitely more Urban Dictionary than Webster’s Dictionary (I still love ya, Webster). If you must, I suppose you can make the distinction of degreed librarian or put MLIS at the end of your email signature…but in the end, I don’t care. Are you passionate about stories, regardless of medium or delivery method? Are you insatiably curious and demand answers, even for questions posed by others? Do you consistently post Snopes links on your friends’ facebook pages? Do you currently or have you ever worked in a library and brought joy to those who received service from you? Congratulations–if you want to refer to yourself as such, you have my permission to call yourself a librarian.
Every library its community, and every community its library
While everyone can use every library, libraries should begin and end with their immediate communities. Not only does this make practical sense–the community’s taxes are at work within your budget, after all–it makes everything else easier.
I attended a workshop recently about design thinking for libraries, and while I can’t encapsulate everything I learned here, I do want to share a bit about one of the steps–interviewing members of your community. When your library has a problem–crowded storytimes, lackluster program attendance, drug use in the bathrooms–it’s not your library that has a problem, it is your community, and the only way to begin solving this problem is to talk to your community. Interview members of the affected groups, and from that information work in small teams to create solutions.
Some communities love their libraries, and others seem able to take the library or leave it– and sometimes this has nothing to do with the actual quality of the library. If you’re a beloved member of your community, rejoice–and keep working hard to earn that love on a daily basis. As in any loving relationship, don’t take it for granted. And if you’re still trying to earn the love of your community? Don’t fret. Go back to love # 1, lather, rinse and repeat, and you’ll get there. I promise.
Have programs throughout the month about writing picture books and board books; novels; and graphic novels. These can be as elaborate or as laid back as you desire:
Use the picture book month site to get program ideas about the importance of picture books. Programs can be for kids, parents or teachers. As a creative part of the workshop, have attendees write and illustrate their own picture books.
Make it an outreach program! Take blank picture books out to schools and talk to students about the parts of a book. Show off stellar examples of endpapers and under jacket surprises. 100 Scope Notes is a great resource for examples of picture books with hidden delights. (I’ve actually done this and it’s a joy.)
Have a display of “how to” books, and encourage patrons to stop by the check out desk to pick up their blank book to create.
Bring in speakers, including writers in all genres for all ages, either in person or via skype.
Have booktalks on exemplary books in each format, then allow for time for patrons to work on their own works.
Have children interview seniors and then have them work together to write the life story of the senior, in any format they choose: picture book bio? Memoir? Graphic memoir? Whatever! You can have anyone interview anyone–5th graders interviewing 8th graders about what middle school is like, daughters interviewing mothers, etc and so forth.
As a NANOWRIMO challenge, have participants try to condense their novel into a 32 page picture book format. I’m sure afterwards they’ll have new respect for the picture book format!
Have patrons return their finished books to a designated location, and send the books off to be cataloged and added to the collection! Kids, teens and adults will delight in coming to the library and finding their book on the shelf. Feel free to have a limited number of books eligible for this treatment, and for a limited amount of time.
The Bare Books site doesn’t have pictures of its books, only drawings, but I’ve used them multiple times and I can vouch that they are solidly constructed, wonderful items. They have better examples on their pinterest, and this blog post also has a great photo of the books in “finished” form.
If you end up doing this program, please drop me a line and let me know how it goes! I’ve only done the outreach version– I’ve love to see how it works out it in different permutations.
I don’t care about STEM. Or STEAM. Or even STREAM.
I just don’t care.
Ha, no, just kidding.
Here’s what I love:
The Boombox at Skokie Public Library. They had a ton of middle schoolers who needed something to do and exposure to teach, so they decided the library could help meet that need. But the Boombox is for all ages, Kindergarten through adults, making it multi-faceted and intergenerational.
Gail Borden Library’s live video chat with an astronaut. As part of their space themed summer reading initiative, they connected kids with an astronaut, getting to ask questions about space, and science. Their summer reading program included interactive exhibits to extend the experience and further
But wait a minute Julie! Those are all STEAM programs, aren’t they? Why do you like them but say you don’t like STEM or STEAM or STREAM?
Well, you got me there. I guess I don’t hate STEM or STEAM or STREAM–as long as it’s done well. You notice I don’t mention a single 3D printer sitting idle in a back work room, or technology for technology’s sake. These three examples all show intentional, thoughtful programs and services that are more than just tech–they use tech in service of storytelling, making connections, bridging gaps, and building community.
I do hate it when STEM is promoted, funded, lauded, and idolized above all other things. Just because as a nation we’re trying to make up for a lack in one area that doesn’t mean we should focus on it to the exclusion of everything else.
How will a kid ever grow up to read a technical manual if they don’t know how to read? How will they be the next black Steve Jobs in the making if they can’t tell a compelling story to consumers and stakeholders? How will they get funding for their amazing new project if they can’t speak and write persuasively to sources of funding?
So no, I don’t really hate STEAM–I just think a lot of other things are equally important, too.
I’ve heard it in more than one training and workshop that part of customer service is when you’re faced with an unhappy or even irate patron, you should consider what has happened in their day, their week, their life, up until that very moment, that might be causing their distress. If there is an outburst, it’s very rarely about the fine or the missing item. It’s about the coffee they spilled in their car on their commute, or how their father always yelled at them when they misplaced things, and how once they had to go to school in the snow wearing only sandals because they’d lost their winter boots.
So it goes with those who work in libraries; we all have our own stories, chains of events and people that have created the person we are today. Our stories make us. Our stories are who we are. We share these narratives when appropriate, and listen to the narratives of others when required. (I’ve said before that all library service is made up of stories.)
I’ve heard these stories. My father had a derogatory name for Junior Mints that I won’t repeat. He also told me I could marry any man I wanted, but not a black man, because my father didn’t want any “[mixed] grandbabies.” (My father is no longer a part of my life, for this and many other reasons).
I’ve also heard other stories. My mother told me about her home ec teacher, Mrs. Hill, a woman who my mother greatly admired and adored. Hearing positive feelings for a black person was a revelation for me.
When my little brother was still very little and didn’t know much about the world, he called black people who stopped by our summer farm stand to buy fruit and vegetables “chocolate pudding people.” We watched Alex Haley’s Queen together, and when he asked me about what was happening, I talked to him as honestly and frankly about racism as I could. He listened, and then went off to ponder some more; my mother came in and thanked me for talking to him about it.
Yet once when I was riding the bus and a black man struck up a perfectly pleasant conversation with me about chili recipes (I had a bag full of chili fixings with me, fresh from a trip to the grocery store), I was nervous and uneasy and, while not rude, not very polite, either; and to this day I can still see his expression–a mixture of resignation and anger, perhaps?
I sometimes cry on my way to work if I see a black or brown face in the cars next to me on the road, I hope that they don’t get stopped that day, or any day. I see children in the library and I want to tell them that I see them, that I have stories for them, that their stories are worth listening to.
I’m listening, no matter how much it breaks my heart.
In the most recent edition of Cover to Cover by K.T. Horning, there are no early childhood, middle grade, or ya distinctions in books for children. Encompassing fiction and nonfiction, the breakdown is:
Picture books (including board books)
Readers/Beginning Readers/Easy Readers
That’s it. We have those formats, and within those formats, every genre is covered, for ages birth to teen. (Oh, but wait–where should graphic novels go? I’d include them with chapter books, honestly; the art in a graphic novel serves as a concurrent visual text, in my opinion. Or, heck, let’s put them in with picture books, maybe? I don’t have all the answers, clearly.)
In my ideal, imaginary library, this is how it would be– those formats would be organized, so kids who are being read to can find board and picture books, pre-readers can find the books they need, transitional readers the same, and then chapter books for independent readers who can make their own choices (with guidance from their parent/guardian and, ideally, a librarian). There would be a call number, and no other designations– no guided reading, or any of that other stuff. Just books and excellent staff and seemingly limitless choices. (I’m getting chills just writing about it.)
Does a library like this exist? Probably not. Although my personal library is like this. I’m sure everyone’s personal library is like this. So why do we insist that youth follow dozens of arbitrary guidelines when it comes to the stories they get to read?
Anyway. This summer I tried something different with our suggested reading book lists, in an attempt to create a small scale version of this literary utopia. I wanted to move away from parents just grabbing the list of their child’s grade, and slavishly following those suggestions we’d made, with the best of intentions. Instead of lists covering 2 grade levels, as had been the practice in the past, I had:
Pre-readers (babies-Kindergarten): includes board and picture books, all genres
Beginning readers (K-3rd): easy/beginning readers, all genres
Transitional Third Grade reads: transitional chapter books, all genres
Third Grade and Up: picture, beginning, transitional, and chapter books, all genres
Now, there isn’t just one Third Grade and Up list, oh no. There were several, with titles like:
Smile Diary: books for Wimpy Kid and Telgameier Fans
Murder and Mayhem: stories that are scary and thrilling
WONDERing what to read next: Wonder readalikes
Full STEAM ahead: books for kids who like to tinker and create
Myths, Magic and More: fantasy, science fiction, and the just plain strange
Game On: books for gamers
Tell Me A Story: books about the magic of storytelling
That’s Funny: Books to make you laugh
Can You Believe It?: Books to make you see the world in a different way
The books were listed not in alphabetical order, but rather in order of literary and thematic complexity.
To explain, each list had an introduction like this:
3rd Grade and Up
Murder and Mayhem: stories that are scary and thrilling!
If you enjoy scary stories, thrilling tales of true crime, forensic science, and the unexplained, then these books are for you!
Read from the beginning of the list when you’re short on time but still want a good story. Read from the end of the list when you’re up for a more textually and thematically challenging experience.
Not every book on every list will be right for your child. If you have questions about any title, please see [library] staff for guidance.
Third grade and up meant just that: independent readers from third to twelfth grades (or beyond! Mom and Dad, you can read these books too!) could read these books, all of which were chosen from our children’s department collection. I wanted to do this so that an older student who wasn’t reading at grade level wouldn’t be stigmatized by reading from a list that was clearly marked for a younger age. By having only a lower limit, rather than a lower and upper, the list was more open to more readers. And by keeping the selections limited to our children’s department, we were still helping parents make appropriate choices for their child (advocate for freedom that I am, I still want to make things easier for parents, so I’m not going to hand them a third grade and up list with really intense themes and situations).
Oh, and another cool thing–the books on these lists were jointly nominated by my library staff as well as school librarians from our main school district, and they used these lists as their district’s recommended summer reading. How great is that? School librarians got to suggest awesome books that they loved, while I did all the grunt work of collating and organizing them, and our wonderful graphics department made them into beautiful brochures.
Ultimately, I wanted these lists to provide some guidance, while also encouraging kids and parents to use library staff to help them find the best book for them.
For teens we had 7th grade and up lists, with items exclusively from the teen collection. (Now, ideally I’d want to include picture and other books, but with display and cataloging restraints, this just wasn’t possible; and, again, these teens could also enjoy all the books on the third grade and up lists.)
For teens, our themes were:
Social Justice: books about making the world a better place
Not Okay: readalikes for The Fault in Our Stars
Get Real: Realistic fiction and memoirs
Myths, Magic and More: Fantasy, sci-fi, and speculative fiction
I have to say, the impetus for this project was the bookReading Unbound: Why Kids Need to Read What They Want—and Why We Should Let Them. We actually recommended this title to parents in our lists, and amazingly, the book got checked out. How many people actually read it, I don’t know, but it just goes to show that if you make something available, people will take advantage.
I was concerned about confusion and push back–would parents get on board? Would they understand it? Was I creating a problem where there wasn’t one?
I don’t think so. I actually think these lists have been doing what they are meant to do–broaden the scope of what kids read, and providing guidance while also encouraging choice.
Now, summer’s not over, so the verdict isn’t completely in yet, but so far I’m going to call this a success. Books are still getting checked out at a rapid clip, I’ve heard people express delight at the themes, and so far no one has been upset that a book about the Lizzie Borden case was on the “Murder and Mayhem” list (really, with a title like that, I was suspecting parents of sensitive kids would know to steer clear).
What do you think? How do you handle suggested reading/passive reader’s advisory?
In my post Where Do The Teens Go? I posited a Youth Services Department which is formed around a core staff of four two-person teams. Ideally they would all be full time, but that might vary depending on the size of your community and the number of schools you serve. Certainly some of the positions could blend, depending on the interests and skill sets of the people you hire. But I’m pretty adamant that positions be either devoted to in-library work or devoted to outreach, with collaboration led by the appropriate lead. This is because outreach is a full-time job, or if it’s only part-time, it should be the primary focus of the staff member.
Why so much outreach? I’ve always been a firm believer in outreach, because I’ve seen it be successful from both sides of the equation. I’ve been the in-library person benefiting from excellent outreach efforts, and I’ve also been the outreach person who brings people into the library and acts as a recognized face from one place (school) to another (the library).
In my experience, here are all the things a person in any outreach position must do, and if you don’t think these duties deserve a full-time staff member, or at least a staff member dedicated to it, I don’t even know:
Reaching out–writing emails and making phone calls can take up a lot of your time, and if you have too many other duties (desk, collection development, in house programs) you’re going to play a lot of phone tag and a lot of email threads are going to get buried in the process.
Making connections–I’ve come up with a lot of great ideas just hanging out and chatting with teachers during a program break or while having lunch with them in the staff room during a day of multiple book talks. Making the time to just chat is very important, and often overlooked when people consider outreach positions.
Researching community partners–like you research a company before you apply for a job, research potential partners so you can propose projects and programs that meet their needs
Booking visits–you need to check your calendar, check everything else, offer times, accept counter-offers, and be prepared for changes. If you have your outreach person staffing a desk for fifty percent of their work time, good luck. You’re setting them up for failure.
Tapping appropriate collaborators from the community and your own staff–I’m not great at everything (I know, shocker!) so when certain events come up on my radar, I’ll often reach out to my ever-widening network and see if I can’t collaborate and make the experience that much better for the entity I’m working with.
Being in the library– yes, I just said you’re setting your staff up for failure, but only if you take up too much of their time with duties other than outreach. Having some desk time, and helping with some in-library programs, is great for an outreach person, because the people they see in the community will be really excited to see them in the library. Countless times I’ve been on the reference desk and kids have walked by, staring at me wide-eyed, and then they’ll finally remember why they know me and yell, “You came to my school!” I once even had a child formally introduce me to his parent, by saying, “Dad, this is my librarian who comes to my school.” We shook hands and then I died.
Essentially, and to vastly simplify (for the sake of a Hamilton reference), outreach staff are the Hamiltons of the library, and in-library staff are the Burrs.
You see, outreach staff should be constantly (non-stop?) going out, talking, telling everyone about the library and what it has and what it can do, and yes, sometimes they should talk less and smile more, so they can learn from their community partners.
On the other hand, in-library staff can be a little more laid back–they can wait for users to come in, after they’ve been charmed by the outgoing Hamilton approach.
While both approaches can yield results, neither is as successful as when they both work together–which means no one in the library has to throw away their shot.
Where do the teens go? (saxophone solo) Where do the teens go?
I’ve long had a belief that service and programs in the public library, especially Youth Services (if you define Youth Services as 0-18), is a conveyor belt of sorts. We start with children in lapsit storytime, and our ultimate goal should be to create life-long library users who stay with us well into young adulthood.
I think that most public libraries do a pretty good job of getting kids from storytime to elementary programming, but start to lose those same kids during middle school. In my experience, middle school is rarely anyone’s favorite group or specialty. They’re hard to work with. They’re like toddlers, but bigger, and with more hormones. They’re trying on different personalities from day to day, and again, like toddlers, like to say no and push boundaries.
But you don’t have to (just) take my word for it!
The emergence of the middle school movement in the 1960s represented a milestone in the history of Human Development Discourse. This movement recognized that young adolescents are not simply older elementary school students nor younger high school students, but that there are dramatic changes that occur during this time of life requiring a radically different and unique approach to education. Middle school educators understood that the biological event of puberty fundamentally disrupts the relatively smooth development of the elementary school years and has a profound impact upon the cognitive, social, and emotional lives of young teens. In line with this important insight, they saw the need for the provision of special instructional, curricular, and administrative changes in the way that education takes place for kids in early adolescence. Among those changes were the establishment of a mentor relationship between teacher and student, the creation of small communities of learners, and the implementation of a flexible interdisciplinary curriculum that encourages active and personalized learning. (emphasis added)
I argue that middle school students require a unique approach to library programs, spaces, and services. Librarians for the middle school set can, and do, apply these same principles–a mentor relationship, small communities of learners, programming to appeal to interdisciplinary interests and encourage personalized learning.
Yet many libraries consider “Teen Services” 6th-12th grade, which is (in my opinion) a ridiculous age spread. A sixth grader has as much in common with a 12th grader as a baby does with a 5th grader. But so many libraries wonder why they are grappling with the question, “Where are the teens?” Can you imagine anyone being happy with your programs if you had lapsit lego time, or booktalked board books to a fourth grader? No! Then why do we do this disservice to our varied teen audiences?
But this approach doesn’t work for older teens who are in high school, which is where the 6th-12th “teen” melting pot really becomes sticky. 9th-12th graders are more firmly aware of who they are and what they want, and they have an increasing amount of autonomy.
By high school, youth are largely independent, making their own decisions about how to spend their time and exercising their increasing freedom. They are starting to think about what will come next for them postgraduation, and many have developed interests that they can pursue in youth programs. As a result, high school programs’ efforts to retain youth are different from those of middle school programs, as a provider acknowledged:
While librarian positions for early childhood have become more targeted–many libraries have a staff person in charge of early literacy programming, which is sometimes held by someone with a master’s in early childhood rather than an MLIS–and programs and materials for the elementary set have never been lacking, the expectation that one (or no!) teen librarian or a youth librarian who is interested in teens can adequately serve the entire population of sixth to twelfth graders in any one community is a bar set impossibly high.
(A lengthy aside, that perhaps deserves its own post: Serving audiences by age groupings is a popular model in libraries, and while it is a fine model, we must never forget that within any age group–from middle schoolers to senior citizens–there is a diverse range of interests and abilities, and when we program and develop collections, we need to hone in even further– twenty-something tech geeks are not interested in the same programs and resources as twenty-something organic backyard farmers. While age groupings can be a starting point, don’t forget to dig deeper.)
This also ties in to the discussion about where the Teen Librarian/staff should exist within the library ecosystem. In my experience, staff for teens are either part of Adult Services or Youth Services. (Although, sadly, sometimes there is no staff at all explicitly devoted to teen services, but just a children’s librarian or adult librarian with an interest in programming and/or literature for teens.) Both placement options have benefits and drawbacks.
I think in terms of collections, having teen books–and in this article, teen books are aimed at 9th grade and older–closer to the adult collection makes more sense. No self-respecting 16 year old wants to have to go into a children’s section for their reading material.
However, when it comes to programming, I believe that teen staff are better served by the programming know-how and collaborative nature of a youth department.
In my ideal and imaginary library, there would be the following full time positions, in terms of teams:
Middle School Team
Middle School Librarian (5th or 6th-8th, depending on where local middle schools put 5th grade; partners with Elementary staff for 5th grade)
Middle school outreach librarian (5th or 6th-8th grade, partners with Elementary staff for 5th grade)
High School Team
High School Librarian (9th-12th, but collaborates with Middle School staff for 7th/8th grades)
High School outreach librarian (9th to 12th, but again collaborates with Middle School Staff for 7th/8th grades)
Early Literacy Team
Early literacy librarian (0-3rd grade, partners with Elementary staff for 3rd grade, and with High School staff to provide services to teen moms/parents)
Early literacy outreach (0-3rd grade,partners with Elementary staff for 3rd grade, and with High School staff to provide services to teen moms/parents)
Elementary librarian (3rd-5th, partners with both Early Literacy librarians for 3rd grade programming, and Elementary outreach librarian for 4th/5th)
Elementary outreach librarian (3rd-5th, again partners with both Early Literacy librarians for 3rd grade, and Elementary librarian for 4th/5th)
Further, the Adult Department would have a Young Adult librarian for 12th grade to early post college, and they’d collaborate with the High School Team.
Why does the Early Literacy team go up to third grade? Because early childhood is defined as such; when you are certified to teach Early Childhood, it goes up to 3rd grade/eight years old. Further, 3rd grade is typically a fraught time for emerging readers, and they can often use the support and skills provided by targeted early literacy programming.
I’ve lovingly collected several articles and posts for you about this very subject. Go forth, read, and learn.