Public libraries are trusted community anchors-but like many public institutions, they often operate with lean administrative teams. This can present major challenges when it comes to navigating compensation decisions, updating job classifications, and ensuring internal equity-especially during times of leadership transition or budget planning.
That’s the situation Bloomfield Township Public Library in Michigan faced when it entered a pivotal budgeting season without a Finance Coordinator. Suddenly, Director Tera Moon was tasked with making complex wage decisions, fielding staff questions, and preparing the Library’s financial plan-without the internal support typically needed for such work.
To navigate these challenges, the Library partnered with MGT, a national leader in public-sector HR and compensation strategy. MGT conducted a full classification and compensation study to assess job structures, recommend equitable pay scales, and offer strategic guidance on organizational alignment.
But the partnership extended far beyond a report.
As part of the engagement, MGT provided extended advisory support-offering tools, data, and direct consultation to help guide the Library’s leadership through compensation decisions. That support proved critical.
“I appreciated (MGT’s) help with figuring out wages for all staff, which was part of the year-long support offered as part of the compensation & classification study you conducted for Bloomfield Township Public Library. I couldn’t have done that by myself. In the absence of a Finance Coordinator during that critical time of preparing the library’s budget, your assistance was crucial. Not only did you do a lot of work that I was not equipped to do, your advice and explanations helped me develop more skill in the arena of evaluating wages. This led to me presenting a budget in which revenues exceed expenditures. The budget was adopted by the board of trustees.”
MGT’s involvement helped Bloomfield transition from reactive to strategic planning. The guidance not only supported the immediate needs of budget development but also helped enhance internal leadership capacity.
“Additionally, I hired a new Finance Coordinator who started last week, and I feel confident in my ability to train her on the library’s HR finance environment – more so than I would have 6 months ago.”
As part of the study, the Library implemented recommendations to reclassify three job titles, aligning job structures with actual responsibilities and improving internal consistency.
“Thank you for all your advice. I feel equipped to have conversations with staff regarding pay. The Library took the recommendation to change three job titles. I am glad we did it, but it was so much work! You forget how many tentacles something like a job title has. So many places to update!”
The administrative lift was real-but so were the results. Clearer job classifications and more structured pay determinations helped foster transparency, build employee trust, and ensure the Library remained competitive as an employer.
“The classification & compensation study MGT did with us brought many changes that maintain the Library’s status as a high-quality workplace and public library and helped me elevate my HR skills!”
A Blueprint for Public-Sector Success
Bloomfield Township Public Library’s journey shows how public organizations-even those with limited HR infrastructure-can successfully navigate compensation complexity with the right expertise and partnership.
MGT’s Classification and Compensation services are designed to help organizations:
- Benchmark roles using current market data
- Ensure compliance through FLSA exemption checks
- Reclassify roles to reflect accurate job functions
- Build internal confidence in wage decisions and workforce strategy
Looking to bring clarity to your compensation strategy?
Connect with MGT’s experts to explore how our classification and compensation services can support your organization’s long-term success.
