Some service groups have, indeed, become more team-like, with some scarcely supervised by higher ups at all. The work groups that have retained traditional supervisors are also expected to act more like teams, but in the ones with higher morale, the supervisors were already working collegially with their employees. Extremely close supervision, micro-managing, is more apt to be resented today, although it remains to be seen how well assistants will do in the long run operating as teams without supervisors to referee. Almost no one mentions good pay as a reason to like the job. Librarians are on a recently implemented merit system with steps up in salary determined by a complex calculus of productivity.
Assistants receive significant raises and reclassifications only by changing jobs.
A few have switched frequently in order to climb ahead in their careers, while most have become resigned to making the most out of dead end jobs. Of all subjects that could be discussed in Critical Process Teams the salary structure is the most taboo. The salaries of staff members are confidential, but it is known that certain younger, aggressive librarians are paid a great deal more than some of the old timers. A consultant on team building recently exclaimed that workers are really not motivated by money. This was at an event sponsored by the Human Relations Department of the Claremont University Center attended by supervisors from all the central services including some from the libraries.