Library Technician 11m

OSSTF (Office/Clerical/Technical Unit)

Notice of vacancy

**Position**: Library Technician - Secondary

**Schedule**: 35 hours/week, 11 months/year

**Location**: Acton District High School

21 Cedar Rd, Acton

**Salary Category**: As per schedule (Level 5) - 22.98 - $26.38 an hour

**Start Date**: As Soon As Possible

**DUTIES & RESPONSIBILITIES**:
This position will provide the library with specialized organizational skills and administrative support for non-teaching tasks associated with the maintenance and use of library resources. The position requires a knowledge of the Insignia integrated library system and computer skills in order to assist with the use of the online library catalogue and circulation system, manage the library’s collection and provide information assistance to staff and students.

**QUALIFICATIONS**:
Completion of a two (2) year certificate or diploma at a community college - Library & Information Technician.

**OTHER ASSETS**:
Ability to take initiative in organizing and completing tasks; ability to handle a multiplicity of tasks efficiently; excellent interpersonal skills. Knowledge of the Internet and research strategies would be definite assets

by 4:00p.m. on Tuesday November 28, 2023

**Job Code**: 3632465

Please be advised that interviews will be conducted using Google Hangouts, please see Video Interview Tips (Applicant).

First consideration for posted vacancies will be given to qualified applicants from the employee group in which the vacancy occurs.

**Equity**:
The Halton District School Board recognizes that, consistent with the United Nations Declaration on the Rights of Indigenous Peoples (UNDRIP), the Ontario Human Rights Code and the Canadian Charter of Rights and Freedoms, employment practices and procedures at all levels should reflect, demonstrate understanding of and respond to a diverse population. The Board is committed to providing a workplace environment that is fair and equitable to all.

In our efforts to ensure an inclusive, diverse and representative workforce, we will:
value, promote and encourage the hiring of staff from under-represented communities;
grant first consideration, where the skills, ability, and qualifications of the applicants are relatively equal, to applicants who self-identify as members of historically under-represented communities. Where a collective agreement or terms and conditions govern the hiring or promotional process, this will be done in a manner that is consistent with the School Board’s obligations.

**Applicant Self Identification Questions**:
As part of the recruitment and selection function, the HDSB will collect voluntary self identification data from applicants in accordance with the Ontario Human Rights Code, HDSB’s Teacher Hiring Practices Administrative Procedure, HDSB’s Employment Equity Policy and Ontario’s Anti Racism Data Standards:
Personal information on this form is collected under the authority of the Anti-Racism Act, 2017, S.O. 2017, c. 15, in compliance with the Municipal Freedom of Information and Protection of Privacy Act, R.S.O. 1990, c. M.56. In accordance with HDSB’s Employment Equity Policy, personal information collected on this form will aim to achieve an inclusive, diverse and representative workforce. It works to intentionally identify and remove barriers for equity-deserving communities at each stage of the hiring process. Encouraging diversity of the workforce in the school board is vital because the workforce should be reflective and representative of the community.

Although hiring policies must adhere to the qualification requirements set out in applicable Regulations (eg. Regulation 298, “Operation of Schools - General”) and any applicable collective agreement provisions, the Board recognizes the importance of the following when developing its selection and evaluation criteria:
valuing applicants’ additional experience, lived experience, skills, backgrounds and perspectives; and

granting first consideration, where the skills, ability, and qualifications of the applicants are relatively equal, to applicants who self-identify as members of historically under-represented communities.

We encourage you to respond to our voluntary applicant self-identification questions. This data will inform our understanding of the diversity of our applicant pool as well as the progress of applicants throughout the hiring process. This data will inform our goals, strategies and actions and our progress towards creating and sustaining an inclusive and equitable workforce. Any information that you provide in response to these questions will be referred to during the hiring process for this position, and will be shared with the hiring manager and/or committee members responsible for the hiring process.

The section includes questions from Ontario’s Anti-Racism Data Standards (Standards, 2017). The Standards were established to help identify and monitor systemic racism and racial disparities