Job descriptions of government librarians in Pakistan.
Qutab, Saima ; Shafique, Farzana
Introduction
Libraries all over the world are facing diversified service
challenges posed by a mix of traditional information seekers and Google
generation's call of technology features. These multi-facet demands
and kinds of users' community have increased the list of
responsibilities and skills required by the librarians. Selection of
right person for the right job is the greatest challenge for library
administration. This includes two main elements; nature of job
descriptions defined or advertised by the administration and the
availability of required human resources in the market. Only the right
mix of these two essentials can ensure the selection of appropriate
personnel for the delivery of high quality services to the diversified
user community (Kennan, Willard and Wilson, 2006). Over years our
profession is highly changed with invent of technologies and in result
transforming life styles. Starr (2004) said that from the perspective of
human history, a twenty-year period is a brief moment but in the context
of our rapid electronic age, however, twenty years are enough for three
or four technological lifetimes. Mathews and Pardue (2009) said that
clearly the acquisition of the skills required to access, store, manage,
and disseminate media in libraries is yet another example from the long
history of librarians adapting to and adopting new technologies. The
advancement of computer technology and the changing role of the
libraries are clear to everyone (Farajpahlou and Danesh, 2009).
Technology altered or replaced almost everything about libraries; manual
catalogues with bibliographic databases; paper with digital; ready
reference books with Google; library newsletters with social media and
so on. On the other hand some things remain the same and required
traditional skills of librarianship along with advance works. The
library automation and IT have initiated three major changes in
cataloguing i.e. MARC, microcomputers and CD ROM databases and emerging
technologies of internet during last four decades and collectively all
these changes effect the cataloguers' job requirements and roles of
librarians as many primary responsibilities have been shifted to
paraprofessional staff due to overall change in library operations
(Heinrichs and Lim, 2009; Khurshid, 2003; Hosoi, 2000). Gerolimos and
Konsta (2008) said that the appearance of the internet and the World
Wide Web, as a final stage of an evolution has created a new information
and social environment. This change has been both in the work undertaken
and in the conditions under which people are employed (Kennan, Willard
and Wilson, 2006). Librarians have adapted to fit new and expanded roles
in this environment. This increasing speed and breadth of technological
change sometimes require new responsibilities replacing old, but often
additional tasks are added while traditional jobs remain the same
(Meier, 2010; Kennan, Cole, and et al, 2006). This change issue has led
to a considerable research and discussion concerning the form, the role,
the position and the functions of the social institutions known as
"libraries" within this new context (Gerolimos and Konsta,
2008).
Literature Review
Many information databases such as Elsevier, Science Direct,
Emerald, Doaj, search engines such as Google and indexing service LISTA
were searched for the literature review. Review of the literature shows
that the library analysis of job advertisement and changing nature of
work have been an area of interest for researchers, practitioners,
educators and students. It is important to learn assimilation and
influence of IT into all aspects of librarianship and how the new
technologies may be influencing change and job market (Lynch and Smith,
2001).
Reeves and Hahn (2010) stated that job advertisement analyses have
peppered the LIS research and professional literature since at least the
1980s. Alonso-Regalado & Ullen (2009) highlighted the importance of
the job announcements analysis and considered it as essential
information about the evolution of the positions over time, the nature
of the job market, and predictions of employment trends. He also added
that findings from such studies are also useful to library
students' guidance for pursuing in specific careers within
librarianship as well as for library school faculty for curriculum up
gradation. Analysis of requirement in job advertisements has often been
used to examine and predict the trends in market; demand for
professionals; changes in a profession and employment conditions (Wu and
Li, 2008; Lynch and Smith; 2001; Cullen, 2000). Kennan, Willard and
Wilson (2006) witnessed changes in IT and information delivery
substantial change in job markets and LIS education in response of these
changes. Cullen (2004) beautifully stated that to find demands of
changing information world, a good way is to start from the
investigation of job advertisements because they "bluntly state
necessary and desired employer requirements from candidates. Recruitment
advertising is how the employment market communicates its needs to
individuals seeking to engage with it". The job titles appearing in
job ads varies over span of time from traditional to emerging titles
also define the nature of the job responsibilities required against them
and illustrates there complexity (Khurshid 2003; Croneis and Henderson,
2002). Ads provide a rich source of data about the profession and the
knowledge, skills and competencies wanted by employers. The ads also
indicate aspects of LIS as a profession, as it determines the
jurisdiction of its expertise, and the nature of its relationships with
certain outside bodies (Kennan, Willard and Wilson, 2006).
It is evident from different studies that the requirements by
hiring authorities changes over time with changes in technology. The
nature, magnitude, and swiftness of changes in the profession because of
technology increases the demand of knowledge and skills related to
electronic resource management (Park, Lu and Marion, 2009; Croneis and
Henderson, 2002). Mathews and Pardue (2009) found subjective evidences
of acquiring a wider range of IT skills by librarians as well as these
IT skills are becoming driving force in library job market. According to
Wu and Li (2008), a well-studied factor was subject background or
expertise. Technology-related characteristics i.e. library automation
and computer-based services; training and experience in online
bibliographical searching; internet-related skills and communication
skills were most prominent appearing requirements for librarian jobs.
The librarians have not only to manage media itself, but also to
acquire, develop, deploy, use, and maintain the suite of information
technologies and systems that support them. The development of a digital
collection or an institutional repository requires the traditional
skills of collection development as well as new skills of server setup
and maintenance (Mathews and Pardue, 2009; Kousha and Abdoli, 2008).
Reeves and Hahn (2010) explored that employers are seeking to hire
individuals who not only have certain skills and experience, but also
certain personal attributes such as excellent communication abilities,
service orientation, a predilection for collaboration and cooperation, a
penchant for participating in teams, and social and personal competence
traits that reflect on an applicant's ability to adapt to change,
meet deadlines, innovate, and take initiative. Alonso-Regalado &
Ullen (2009) noted a trend of hiring individuals with highly specialized
training and subject expertise to fill specialist positions. Kennan,
Willard and Wilson (2006) stated that job ads are basically designed to
attract the best possible staff member for the position, they also
provide graduates, school leavers and the world at large with an
opportunity to examine the working conditions, salaries, qualifications
and career paths for a field or a profession and insight to the
workplace.
In Pakistan, there are eight library schools offering MLIS degree.
Collectively, about 500 to 550 students annually are being awarded MLIS
degree from these schools. MLIS degree is a general degree in Pakistan
without any major or specialization like in many other countries i.e.
India, USA etc. All these schools teach almost same curriculum
(according to HEC's revision in 2004). Although a verity of courses
is being offered ranging from traditional to advance courses with
technological influence, yet it is assumed that there is a wide gap in
correspondence between the LIS school products and job market
requirements. On the other hand, specific job description is not well
practiced in Pakistan especially in the government sector, which mostly
results in the hiring of inappropriate personnel in the government
libraries. A review of the related literature indicates the importance
of analyzing the job description for librarians, but no such study has
been conducted to-the-date in Pakistan. Keeping this gap in view, this
study aims at finding out the status of librarians' job
descriptions advertised by the government hiring agencies.
Methodology
Quantitative and qualitative research methods are used to conduct
this study. This study is descriptive in nature with main objective to
analyze the library job advertisements in Govt. sector of Pakistan to
understand the nature and contents of the job requirements set by hiring
agencies and the market trends in the era of technological advancements.
Following questions are set to achieve the objectives:
1. What type of qualification, experience, and skills are mentioned
in job advertisements? Are these specifications made clear to identify
nature of the job i.e. entry or expertise level?
2. Which knowledge (LIS and other), interpersonal, behavioral and
other competencies/traits are listed in Govt. sector job advertisements?
3. Are institutional types shaping the nature of the library
positions and statues?
Survey: The Job advertisements advertized within the period of
three years (from 1st August 2007 to 31th August 2010) of all types of
government libraries (academic, public & special) were selected for
this study. The sources of these advertisements were four daily
newspapers; The Dawn and The Nations (English); The Jang and the
Nawa-i-waqat (Urdu); LIS list-serves such as paklag
(http://groups.yahoo.com/group/plagpk/), lisjobs
(http://groups.yahoo.com/group/lisjobs/); and two blogs: Jobs library
and information science (http://jobs4allprofessional.blogspot.com/), and
LIS jobs blog (http://plwo.blogspot.com/). Main source of data was
list-serves emails and two library job blogs. Most of ads were
downloaded from these sources or their reference were noted down and
later searched from the newspapers. This excluded a thorough newspapers
search and so do complete geographical coverage of the selected
newspapers (only newspapers published from Lahore were scanned).
Duplication was discarded as usually list-serves and blogs report the
jobs appeared in the daily newspapers. Since it was first study of it
nature so it was decided to collect job ads with title of assistant
librarian and above. Thus in total 212 Job advertisements qualified on
the criteria set for the study. Data were collected in the first three
weeks of September, 2010.
Interviews: For better understanding of the actual situation and
reasons of current pattern of govt. job advertisements, personal
interviews were also conducted of eight selected professionals i.e.,
chief librarians of university libraries (n=4), public libraries (n=3)
and Govt. hiring agency (n=1). Acquired responses were also analyzed
qualitatively.
Data Analysis of Survey and Related Discussion
Basic information: The results presented in Table 1 show that about
85 (40%) Job ads were collected from list-serves and blogs, 100 (47%)
from Urdu newspapers and 27 (13%) from English newspapers. A frequency
distribution of time span covered shows that 51 (24%) ads appeared
during 1st August-2007 to 31st July 2008, 64(30%) during 1st August-2008
to 31st July 2009 and 97 (46%) during 1st August-2009 to 31st August
2010. Types of libraries covered were 138 (65%) academic libraries, 72
(34%) special libraries and one (0.5%) public library. Academic
libraries included only university and college libraries while special
libraries included Govt. departmental libraries. Geographically these
job positions were advertized for the following cities: Islamabad (57);
Lahore (45); Karachi (21); Peshawar (9); Rawalpindi (7); Sargodha (7);
Faisalabad (5); Gujrat (5); Khairpur (4); Bahawalpur (4); Sahiwal,
Mardan and Hyderabad (3 each); Sukkar, Gujranawala, Taxila, DI Khan and
AJK (2 each); and in Jhelum, Jamshoro, Hafizabad, Gilgat, Dera Ghazi
Khan, Darya Khan, Chichawatni, Chakwal, Bannu, Bakhar, Bahawalnagar,
Attock, Kamalia, Kohat, Kotali, Larkana, Malakand, Multan, Nawabshah,
Pano Aqil, Quetta, Rahim Yar Khan, Sheikhpura, Swabi ,Tando Muhamma Khan
and Tarbela (1 each).
Job Duration and Age Limits: Of the 212 job advertisements analyzed
for the study, it was found that only 16 (8%) ads mentioned the statues
as permanent; 25(12%) as contract and remaining 171(81%) did not provide
any indication regarding job duration. It is also an understanding that
when the job ads do not provide any statues information about the
duration, it is considered as permanent in Govt. sector. Information
about pay package was provided by 27(13%) ads, while 185(87%) did not
mention it. Due to change in Governmental policies many jobs are
appearing as contractual jobs, so provide information about job duration
and package. This trend is more evident among job ads of year 2009 and
2010. Age limit is another consideration in Govt. sector; only 146(69%)
jobs provided reference of age limit conditions.
Job Titles and Scales: Job titles have significant role in
reflecting the changes in responsibilities. This study observed a large
variation in job titles and governmental scales against these titles.
Most appearing titles were librarian (89, 42%) and assistant librarian
(66, 31%) followed by cataloger (10, 5%); deputy librarian (8, 4%);
senior librarian (8, 4%) and chief librarian (6, 3%). The title of
"Librarian" is a general job title considered as entry level
or above, sometimes with and/or without experience of two to five years
but it does not indicate nature of job responsibilities i.e.
acquisition, reference or digital services librarians etc. The titles of
classifier and cataloger (10, 5%) reveal the type of job assignment.
Job scales or ranks are another important factor in Govt. sector
jobs. Basic pay scale (BPS) is used in all provinces of Pakistan yet
some different scales are used in federal area of Islamabad. An analysis
of job scales shows that 48(23%) ads were advertised for BPS-17, 39(18%)
for BPS-16, 14(7%) for BPS-18, 15(7%) for BPS-11, 13(6%) for BPS-19, and
only 1(0.5%) ad for BPS-20. As general practice in Govt. sector special
and college libraries, the librarian (scale BPS-17 or 18) is considered
responsible for overall library management and technical operations. The
job titles of librarian and assistant librarian were consistent in these
libraries, but there was a variation in scales against these positions
such as, for assistant librarian scales range from BPS-11 to BPS-16 and
for librarian from BPS-16 to 18. The basic pay scales (BPS) of public
sector university libraries range from BPS-16 to BPS-20. The data show a
great deviation among job titles and scales against them. Few
institutions offer BPS-16 for assistant librarian, while the others
offer the same scale for librarian. Similarly, BPS-18 is mostly offered
for senior librarian or deputy chief librarian or chief librarian, while
in few institutions same job title comes up with BPS-19 or 20. Often the
word director or the prefix of deputy, senior, or chief is used with the
title of librarian (see annex A & B).
Other Job Requirements: For further analyzing the job
advertisements in terms of qualifications and skill requirements, five
variables were selected for data collection i.e. education, experience,
skills, responsibility and personality traits. The results show that
majority of job ads require MLIS degree (148, 70%) followed by simple
graduation degree with diploma in library science (52, 25%). Few ads
required higher degree such as M. Phil (3, 1%) and PhD (6, 3%). It was
also observed that often senior positions also require MLIS degree with
10 or above years of experience and same positions reduced the
experience requirements with the possession of higher qualifications.
Second variable was experience. It was noticed that a large number of
job ads (85, 40%) required 1-3 years of job experience; 26(22%) ads
required 4-6 years; 14 (7%) 7-9 years, while nine (4%) ads required the
experience of 10 years or above. It was also witnessed that mostly
reference of experience in years stated as "related
experience" was without any further details of the nature of the
experience required. Third variable of skills was further divided into
two categories: computer skills and library related skills. It was found
that only 67(32%) ads asked for any type of computer skills and 57(27%)
for general library skills. The nature of computer skills was hardly
stated clearly; if provided, the emphasis was on the use of Internet
and/or MS Office, library automation or the requirement of some computer
training certificate. See Table-2.
Other type of skills included in the analysis were library related
skills i.e. cataloguing, classification or "knowledge of library
operations". Such skill requirements were only mentioned in 57(27%)
ads. A Job responsibility is important piece of information for
applicants to assess their qualifications, skills and experience for
some specific position. It also helps the employer to set expected
criteria (minimum if not complete) for the selection of employees. Again
this section is described by only 11(5%) job ads. Behavioral traits also
reflect personal abilities i.e. trustworthiness, honesty, commitment,
social interaction, ability to cope with pressures and team work.
Although such traits are not directly related to the library work but
play an important role in the successful accomplishment of daily job
tasks. The results show that such trait requirements were mentioned in
only four (2%) ads. Good communication skill (writing, speaking and
presentation) is another important trait for survival in today's
competitive world. Such skills were required in only 19 (9%) ads often
with the statement, "must have good communication skills".
Qualitative Data Analysis
To understand the phenomena in-depth, personal interviews were also
conducted. Following open ended questions were asked from the
interviewees:
1. Do you find the contents of government sector jobs being
advertised in the media well described in terms of duties to be
performed, salary packages, duration, qualification, experience, skills,
personality traits and other related skills, etc?
2. What is the value of well described job statements/ad in your
point of view?
3. Please mention the authoritative agency/individual responsible
for devising the job description contents at your
department/institution. Are you satisfied with the contents of job
descriptions of your institution?
4. In your opinion, what are the reasons of lack of uniformity in
govt. job scales, packages etc. According to the changing trends, which
contents/components should be included in the library job ads? Any other
comments or suggestions in this regard.
Detailed responses are given in table 3.
The study reveals that basic qualification requirement is MLIS with
experience of two to three years or sometimes without experience.
Qualification remains the same in most cases, while only experience
requirement increases for top management jobs. Both job titles and
scales are the only source to identify the statues and nature of job
responsibilities as these are rarely mentioned in job ads. The results
also show many weaknesses in govt. ads i.e. lack of uniformity in job
titles, statues and requirements details; qualification regulation
regarding the job title; skill requirements and nature of experience
statements. The academic libraries (College and University libraries)
offer better job scales and packages. It is also discovered that
dissimilarities in position titles and statues are somehow subjective to
institution type or size. On the other hand unavailability of job
structure for librarians in Pakistan is causing this diversity. Kennan,
Willard and Wilson (2006) believe that job advertisements are the most
available and public expression of employee's requirements. On the
other hand, Govt. sector job ads in Pakistan put more emphasis on the
procedures of application than requirements. Collectively, these job ads
are very weak in terms of their contents and fail to coop up with the
changing trends. These job ads are also unable to illustrate the market
trends or to appear as career guide for future librarians. Kennan,
Willard and Wilson (2006) found similar results from their study and
stated that a lack of uniformity in LIS qualifications required for
those entering the LIS profession is resulting in lack of reference to
specific qualifications. As a result, very general job requirements
neither motivate existing librarians for skill enhancement through
continuing professional education nor provide assistance to LIS schools
for curriculum improvement. There is intensive need of revising the job
ad descriptions to improve the quality of selection.
Recommendations
Following recommendations are made on the bases of conclusions of
the study:
1. Government hiring agencies such as Public Service Commissions
(PSC) and other related bodies (i.e. HEC etc) should play their active
role in revising the job descriptions before advertising any job in LIS;
2. A uniform pattern in LIS should also be adopted in terms of
needed competencies and scales or other benefits offered as it is the
practice in advertising the higher education teaching jobs;
3. Standard descriptions for library job requirements should be
developed with the help of national and international experts. These
descriptions should also be made publicly available for the guidance of
library schools and young professionals;
4. The standard job descriptions devised by the panel of experts
should be strictly observed at the time of selection. This will not only
standardize the govt. jobs in terms of scales and competencies required
but will also improve the quality of library services in Government
sector institutes.
Annex A: Job titles
Job titles Fr. %
Archivist 1 0.5
Associate Librarian 1 0.5
Assistant Librarian 66 31
Assistant Manager Librarian 1 0.5
Cataloguer 10 5
Chief Librarian 6 3
Classifier 3 1
Documentation 4 2
Information Executive 1 0.5
Information Officer 1 0.5
Information Archive officer 1 0.5
Librarian 89 42
Deputy Assistant Librarian 1 0.5
Deputy Chief Librarian 1 0.5
Deputy Librarian 8 4
Director IRC 1 0.5
Director library 1 0.5
Director Publication 1 0.5
Deputy Manager Archive 1 0.5
Library officer 2 1
Library Specialist 2 1
Manager Digital 1 0.5
Manger Information resource center 1 0.5
Senior Librarian 8 4
Annex B: Job scales
Grade/scale Frequency Percentage
Missing 66 31
BS-17 48 23
BS-16 39 18
BS-18 14 7
BS-11 15 7
BS-19 13 6
BS-14 10 4
BS-15 2 1
OG-2 1 0.5
PEC-17 1 0.5
BS-20 1 0.5
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Saima Qutab
MPhil Student
DLIS
The Islamia University of Bahawalpur
Librarian
Directorate General of Mines and Minerals
Govt, of Punjab
Lahore, Pakistan
Farzana Shafique
Lecturer
Department of Library and Information Science
The Islamia University of Bahawalpur
Table:1 Frequency Distribution of Information of Sources
Variable Frequency Percentage
Newspaper (Urdu) 100 47
Source information Newspaper (English) 27 13
Listserve/Blog 85 40
Year 1st August-2007 to 51 24
31st July 2008
(August 2007-
August 2010)
1st August-2008 to 64 30
31st July 2009
1st August-2009 to 97 46
31st August 2010
Academic 138 65
Library type Special 72 34
Public 1 0.5
Permanent 16 8
Job duration information Contractual 25 12
Not mentioned 171 81
Package information Mentioned 27 13
Not mentioned 185 87
Age limits information Mentioned 146 69
Not mentioned 66 31
Table 2: Frequency Distribution of Different Job Requirements
Table 2: Frequency
Distribution of Different
Job Requirements
Variables Frequency Percent
Diploma and B.A 52 25
MLIS 148 70
Educational requirements MPhil 3 1
PhD 6 3
Other degrees 1 0.5
Not mentioned 2 1
1-3 years 85 40
4-6 years 46 22
7-9 years 14 7
Experience 10 and above 9 4
Not mentioned 58 27
Computer skills/certificates Mentioned 67 32
Not mentioned 145 68
Mentioned 57 27
Library related skills Not mentioned 155 73
Mentioned 11 5
Job responsibilities Not mentioned 201 95
Mentioned 4 2
Behavioral traits Not mentioned 208 98
Mentioned 19 9
Communication skills Not mentioned 193 91
Table 3: Frequency Distribution of Qualitative Data (Interviews)
No Statement Frequency
n=8
1 Are the contents of Govt. sector library
job advertisement as well described in
terms of duties to be performed, salary
packages, duration, qualification,
experience, skills, personality traits
and other related skills, etc.
Not satisfied with the job ad contents 8
2 Well described job statement is valuable
for:
A. Selection of most appropriate personnel 8
for advertised job.
B. Providing information of 4
responsibilities.
C. Establishing check and balance (setting 5
basic evaluation criteria).
D. Indicating needs of specific skill sets. 3
E. Attracting future librarians. 4
F. Only skillful personnel will be selected. 1
3 Please mention the authoritative
agency/individual responsible for
devising the job description contents at
your department/institution. Are you
satisfied with the contents of job
descriptions of your institution?
A. I am not satisfied with the job ads 7
descriptions by my department.
B. I am somehow satisfied with the job ad 1
descriptions.
C. Registrar and human resource department 4
for university libraries in light of
established university calendars
(University libraries, n=4).
D. Board of governors or secretary of 3
education (Public libraries, n=3).
E. Head of department, usually a 1
bureaucratic rather than a technical
person (Govt. hiring agency, n=1).
F. Librarians have no or very small role in 8
devising the job description, sometimes
their role is limited to identifying the
need of new staff
G. It is handled by authorities of parent 8
organization
H. Authorities of parent organization are 1
usually not friends of libraries
I. Detailed job ads are avoided to reduce 5
the cast of publication
J. Chief librarians did not take the pain of 4
revising the existing job ads statements
K. It is difficult to revise in Govt. sector 6
when once approved
L. Govt. sector job nature is more clerical 3
rather than technical so latest trends
are neither required nor reflected in job
ads
M. Communication is missing between the 1
universities and market
N. Many mega projects in Govt. sector are 1
outsourced, causing no skills improvement
demands from Govt. sector employees.
4 In your opinion, what are the reasons of
lack of uniformity in govt. job scales,
packages etc.
A. There is no parallel job structure among 8
Govt. sector departments
B. Every university have its own job 4
nomenclature (n=4)
C. Every institution's job structure is 5
based on their internal job hierarchy
that is set at the establishment of the
said department. Priorities of the
authorities and head of the department
reflect the job hierarchy and it is very
difficult to change it.
D. Internal job structure are missing or 2
very weak in many Govt. departments
E. There is no job structure in Govt. sector 1
of Pakistan in any field expect the
bureaucratic group.
F. Librarian's job statue in organization is 3
depended on the interest of the head of
the department rather than the need of
library.
G. There is no trend of changing or updating 2
the job hierarchy with changing
technologies in Govt. Sector.
H. Job statues upgrading is achieved with 3
personal efforts in some institutions and
marked as personal grades instead of
basic pay scale. Moreover these upgrades
resolve with the retirement of that
person.
I. Making the change in existing job 1
structure is a dirty job, no one wants to
get his hands in.
J. Size of the library cause the nature of 3
job ad either specific or general
K. LIS profession is not recognized from 2
authorize bodies
L. LIS education is not accredited so the 1
promotions are not subject to
qualifications and skills
M. Political pressure groups influence the 2
job conditions and libraries are not
priority
N. Personal benefits of some seniors 1
hindered the up gradation of professional
scales in past and still faced by today's
librarian generations.
O. Diversity of functions of organizations 1
as well as difference in pay scales
5 According to the changing trends, which
contents/components should be included in
the library job ads? Any other comments
or suggestions in this regard.
A. Library schools should conduct research 1
by using benchmarking tools to improve
LIS job ad statements in Pakistan
B. Computer literacy 5
C. Interpersonal skills 2
D. Specific qualifications 4
E. Job responsibilities 3
6 Recommendations.
A. National Library of Pakistan should 6
conduct survey regularly and define LIS
job titles and minimum requirements
against these titles
B. Librarians need to improve their public 2
relation skills to convince authorities
for job statues improvements
C. Pakistan Library Association should raise 6
voice for the librarians in Govt. sector
especially in college, public and special
libraries.
D. Specific LIS degrees are needed to be 3
introduced
E. University libraries should collaborate 2
with each other for job statues
uniformity
F. There should be set rules for 2
qualification VS job scale in Govt.
Sector
G. LIS education accreditation is needed by 2
concerned agencies to stable the job
requirements
