In 1998 when NMRLS was formulating its first Strategic Plan there was a shrinking pool of students in ALA-accredited MLS programs which created a recruitment issue for libraries. Enrollment continued to decline in 1999. Enrollment increased in 2000 and continues to rise for both full-time and part-time enrollment. See chart "ALA Accredited MLS Student Enrollment - 1996-2002."

Several other recruiting issues that affect NMRLS members have been discussed since 1998 in the areas of youth services, candidates from diverse populations, and the local cost of living.

A lack of applicants for youth services positions was noted. NMRLS has taken a step to assist with this, at the suggestion of the Youth Services Committee, by initiating an internship program targeted at undergraduates interested in working with young people. Internships were designed to provide career information to students who had an interest that might lead them to seek youth services work in libraries and consider seeking an MLS. Four interns have been placed in member libraries.

The very small pool of candidates from diverse populations remains an issue. This is a widespread shortage as shown in the chart, "ALA-MLS Degrees Awarded by Ethnic Origin - 2001-2002".

Our plans to address diversity needs included participation in statewide discussions on possible grant applications to provide library education for MLS candidates from diverse population groups. While no applications were made, these grants are still under consideration. NMRLS staff and members participated in Simmons GSLIS Diversity Summits. We included the topic of diversity in our brown bag discussion series. NMRLS launched a Web site to provide information related to services to diverse populations: www.nmrls.org/diversity and a second site to directly serve Spanish-speaking patrons: www.nmrls.org/answers/espanolindex.html. NMRLS was recently awarded a grant to provide training in serving patrons from diverse population groups. This training will be offered over the next year targeting libraries with the largest Spanish-speaking populations (See related article.)

The cost of living in Northeast Massachusetts has also been a clear obstacle in recruiting. NMRLS has taken steps to assist member libraries with advocacy education and support to address budgetary issues.

Our region also has a number of recruiting pluses. High housing prices demonstrate that this is a desirable place to live. Many libraries enjoy stronger local and state support than in neighboring New England states. And, there is room for professional growth in the region.

While we don't keep comprehensive statistics, I can recall at least 36 library directorship vacancies in 28 different public libraries since 1998. This points to an annual average turnover rate of ten percent in 53 public libraries. Among 13 academic libraries in the region, the annual turnover rate of directors was about five percent. I am less familiar with the percentage of vacancies in special libraries and in school library media centers. However, NMRLS staff can attest to many vacancies that are encountered when we ask school library media centers for certification information.

As we move into our second strategic planning process for 2006-2010, I wonder if you have noticed other recruitment trends (pluses, minuses, and unknowns) that we should consider in our region? Please send me a note if you have any thoughts on this issue: greg@nmrls.org.

Source for Charts: ALISE Library and Information Science Education Statistical Reports, 1997-2003, Tables II-1-a-1 and II-3-a: ils.unc.edu/ALISE/.