Compensation Benchmarks

In May 2025, the Connecticut Library Association hired the Employers Association of the NorthEast (EANE) to perform a competitive market analysis to replace the compensation benchmarks previously provided by KardasLarson Consulting. The purpose of this project was to provide the Connecticut library community, both employers and job seekers, with current salary data.

For this project, EANE evaluated four management positions (Library Department Head, Assistant Library Director, Library Director-Municipal, and Library Director-Association) and four staff positions (Library Assistant, Library Technical Assistant, Library Technician, and MLS Librarian) across the six CLA regions, as well as statewide. The hourly rate for the 25th, 50th/median, and 75th market percentiles as well as the market average were determined for each position and region through a competitive market pay analysis.

For more information about the project, including the methodology, results, best practices, and how the results can be used, please see the reports linked below.

Management Positions Full Report, August 2025
Staff Positions Full Report, August 2025

CLA Regions Map

In May 2021 the Connecticut Library Association hired KardasLarson Human Resources Consulting to perform a compensation benchmarking study to replace the CLA Minimum Salary Guidelines. The purpose of this project was to provide the Connecticut library community, both employers and job seekers, with current salary data.

KardasLarson evaluated four public library staff positions (LTA 1, LTA 2, LTA 3, and entry level MLS) across the six CLA regions as well as statewide. The hourly rate for the 25^th, 50^th, and 75^th market percentiles as well as the market average were determined for each position and region through an analysis of comparable compensation data collected from proprietary databases and publicly available information. For more information about the project, including the full results and how the results can be used, please see the Full Report link below.

KardasLarson updated the compensation rates in 2022 and 2023 with a cost of labor adjustment. Cost of labor refers to the actual market rate (going rate), or compensation, for a particular position in a given region. It is not the same as cost of living, which refers to the cost to the individual/resident to live in a specific geographic location; these costs can be much higher than the cost of labor in the same geographic area.

Please note: The general market cost of labor has risen approximately 12.5% since the first library staff compensation benchmark data was determined in May of 2021. However, the market averages for library staff roles have fallen behind, only seeing an increase of between 4.5% and 12.3%, with an average of 9.2%. To provide data that was reflective of real-time data sources, the October 2023 staff compensation data was updated in February 2024. While this data is an accurate reflection of current compensation rates, it does not reflect the changes seen in the general market.

Full Report

Summary Charts below separated by Management or Staff Positions, with sample descriptions (revised in February 2024):

• Management Positions
  • Management job descriptions:
    • Library Director - Municipal
    • Library Director - Association
    • Assistant Library Director
    • Library Department Head
• Staff Positions
  • Staff job descriptions:
    • Library Assistant (Level 1)
    • Library Technical Assistant (Level 2)
    • Library Technician (Level 3)
    • MLS Librarian

CLA Regions Map

Compensation Benchmarks Information Session Slides and Notes