There is considerable evidence, mostly anecdotal, that the
collections we develop are made in our own image. Our experience,
knowledge, values, likes and dislikes can immediately affect selection
decisions. For example, if most information professionals are female,
it may well be that subjects more likely to appeal to females will be
developed. If many librarians have backgrounds in history or
literature, it will not surprise that libraries typically have strong
collections in these areas. It is terribly important then to be
familiar with our preferences and experiences and to reflect upon how
they might bias how we develop collections. You need to list strengths
and weaknesses (gaps) that you bring to collection development. The
thoughtful professional will then consider how to compensate for
weaknesses.
For example, a study involving whether or not to
develop a separate interdisciplinary women's study collection found
self-identified feminist librarians in favor in contrast to the
self-identified non-feminist librarians who favored a traditional
centralized collection. Another recent study, informal but
likely valid, found conservative political titles are substantially
under represented in OCLC libraries in contrast to liberal political
titles. The researcher librarian concluded that bias was at work, after
all the librarian ratio of contributions to Kerry versus Bush was 223
to one. It may be that other reasons, including reviewer attention, are
responsible for this outcome, but it is an interesting finding.
Although certainly not intuitive, it is assumed that information professionals are objective and unbiased; that they leave their opinions, preferences, and strong feelings at the door when they come to work. It is difficult to be wholly objective, but we should always make a more than reasonable effort. Personal characteristics will tend to influence selection decisions. The subjects we know most about are more likely to be collected. Those that we know the least about are likely to be neglected. If many selectors know little about the same subject--say science and technology--there is a potential for biased collections.
If most information professionals are female, white and middle-class, they are likely to feel more comfortable with some subjects and not with others. Some informal studies have found that public library collections, for example, are stronger in topics of interest to women such as knitting, interior decoration, and beauty. In contrast, collections on subjects of interest to men on a variety of mechanical and outdoor topics are often limited and dated.
Here are some variables likely to make a difference:
Can you identify other variables that might be added to this list?
After you identify strengths and gaps, you will need to consider whether or not you need to fill any gaps. If so, how will you do that? Common approaches might include:
Traditionally, when most collections focused on print, it was
clear that the collection developer needed to be a bibliophile
--someone who loved books and reading, who read broadly and frequently,
who read works of some quality. As Powell said many years ago, "love of
books, love of people, and a desire to bring the two together" were
essential. Knowledge of the book trade was also seen as essential.
Since librarians were often generalists, a traditional liberal arts
education was seen as essential. In fact, at one time, some library
schools would not admit college graduates unless they had a liberal
arts degree or a substantial exposure to the liberal arts.
Today, with collections in so many different formats, subjects and for so many different audiences, it is much more difficult to know what sort of background to look for.
Certain qualities remain will always be applicable [not
ranked]:
The Iowa State University Library has created a set of basic
competency statements for bibliographers, but these apply well to
anyone active in developing and managing collections. I have included
the competency statements but not the examples:
The key here is the ability to visibly earn and retain public trust. Such trust should be build on the tenet that It is not our collection; it is their collection. At best, collection development and management is a partnership between the community and the professional. We select material that meets community needs. We build balanced collections. We entertain and thoughtfully respond to suggestions about adding and deleting items from the collection. We select items with a particular audience and use in view. We do not confuse our interests or values with those of the community. There are no personal or hobby horse collections.
Conflict of interest is not normally a problem. Still, we need to be careful. Our relationships with information providers should be such that there is no question of favoritism. Does this mean that you should not go out to lunch with a sales representative or allow her to pay for the meal? Probably not, but watch any "gifts" or special treatment with care. Obviously, you cannot use your institutional affiliation to get special deals when buying items for yourself. If you are a researcher, you are not allowed to use insider information to reserve material for your research before others have the same opportunity. Unless it is professionally necessary, do not use materials from the collection before others have that opportunity. Outside employment may not conflict with your ability to do your regular job or compromise the reputation of your employer. Agency property should not be used at home or for personal business unless authorized by your supervisor.
User confidentiality is an absolutely essential aspect of
collection management. While we may use aggregated information for
analysis purposes, information about individual use of the collection
should be secure and deleted as soon as possible. In some environments,
employers may have a right to know about employee use of company
information resources (acceptable use).
Select an information agency. Prepare a job description for a collection development/management position [may also be part of the job description for a more general position]. The position description should list both "required" and "desired" skills and experiences.
There is some discussion in the literature about the degree to which a collection developer may be wholly objective and ignore deeply felt personal feelings. Bill Katz has said that one indication of "objective" collection development is that the collection contains some items that the collection developer is personally uncomfortable with. To what degree can the collection developer be objective? Are there some topics where neutrality or disinterest is simply inappropriate professionally?
You have been asked by American Libraries to write an article on the ideal collection developer. In preparation for that article, make a list of all the skills, knowledge, and experiences you would like to find in this ideal professional.
The sales representative from Big Cheap Books has called on you, after making an appointment, and wishes to take you to lunch at a moderately priced local eatery. Is it a conflict of interest to go and to have her pay for your lunch? Why?
You are the volunteer librarian at a local church library. The church has an account with a local book store so that you can buy books and be billed once per month. As a non-profit institution, you pay no sales tax on the books purchased. The previous librarian allowed some church members to order books which were purchased from the book store (no tax) and then the church was repaid for the purchase. You feel uncomfortable with this arrangement. What would you do? Why?
