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Staff development at the University of Auckland Library -Te Tumu Herenga . Endeavouring to “get what it takes” in an academic library People in the Information Profession Conference Claudia Adams October 2009. WHY share this story?. 300. Library Staff Development Advisory Group. - PowerPoint PPT Presentation
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Staff development at the
University of Auckland Library-Te Tumu Herenga
Endeavouring to “get what it takes”
in an academic library
People in the Information Profession ConferenceClaudia AdamsOctober 2009
WHY share this story?
300
Library Staff Development Advisory GroupFrame of reference:• To promote and encourage professional and personal development of
library staff. • To identify library staff training and development needs, taking into
account information from development reviews and advice from supervisors.
• To plan and implement an annual programme of staff training and development that is aligned with the library’s strategic direction.
• To advise the University Librarian on issues relating to staff training and development.
• To facilitate the sharing of learning from staff development opportunities among other library staff, including discussion of common problems and solutions in order to promote best practice.
• To analyse and evaluate feedback from staff about training activities in order to identify quality programmes.
The Library annual plan states the Library should.. “Encourage a Library culture of innovation,
collaboration, cultural awareness, a commitment to excellence and high job satisfaction (15.1)” and
“provide Library staff with a quality orientation and development programme that helps to equip them to be effective in a rapidly evolving digital environment (15.2)”.
Projects• Create staff development programme
• Re-introduce a Library Staff orientation programme
Create a staff development programme
Why competencies?• Competencies review/development reviews/advice
from supervisors
• “skills, technical knowledge and personal attributes that contribute to an individual’s success in a particular position”McNeil, B., & Giesecke, J. (2001). Core competencies for libraries and library staff. In E. F. Avery, T. Dahlin & D. A. Carver (Eds.), Staff development: a practical guide (pp. 49-62). Chicago: American Library Association.
• ALA (position), ALIA, LIANZA (IFLA), CILIP, LATN
Skills & attributes matrix1. Personal skills2. IT skills & knowledge3. Management4. Customer services5. Teaching & learning6. Information resources, knowledge &
management7. Professional, organisational & institutional
knowledge8. Biculturalism
PERSONAL
SKILLS
Communi-cation
Timemanage-ment
Work ethic
MotivationTeam work/ inter-personal
skills
Critical thinking
Health & safety
Accuracy /attention to
detail
Adminis-trative skills
Priorities identified
Organisational skills | Difficult service situations| Keeping safe
IT SKILLS
& KNOW-LEDGE
Hardware
Software
Online communi-
cationWeb
publishing
Networking
Database manage-
ment
“…the benefits of working as trainers …should not be underestimated. Often the people who do the work day-to-day make the best trainers. Rather than a section manager showing a new member of staff how a particular piece of software works, why not let the assistant who uses it every day show the new colleague?” (Webb, 2004, p.102).
Webb, J. (2004), “Development routes for academic library support staff” in Developing academic library staff for future success edited by Oldroyd, M. London, Facet Publishing, pp.95-111.
Priorities
Web 2.0 | BBFlash | Outlook | Desktop publishing | Dreamweaver | Office 2007 new features | Presentation tips & skills |
MANAGEMENT
Managing staff
Service manage
ment
Planning – strategic & operational
Financial manage
mentNegotiating, lobbying & networking
Employment
Managing resources & facilities
Leadership
Health & safety
Risk manage
ment
Priorities
Report writing | Recruitment practices
CUSTOMER
SERVICES
Service levels & delivery
Service reviews
Marketing
Priorities
Customer services | Conducting reference interviews
TEACHING &
LEARNING
Learning design
Pedagogy
University’s T & L
Learning delivery
PrioritiesOngoing….• New presenters training (Learning Services)• Library resources training
Subject Librarian needs analysis study NEW!
INFORMATION RESOURCES, KNOWLEDGE
& MANAGEMENT
Searching skills
Collection managem
ent
Resource creation & description
Document delivery
Circulation
Priorities
Weeding | Mending NEW!
PROFESSIONAL,
ORGANISATIONAL &
INSTITUTIONAL KNOWLEDGE
Library & Universit
y
Relationship
building
BICULTURALISM
Cultural diversity -
bicultural & multicultural
Equal opportunit
ies
Treaty of Waitangi
• Working off other lists/creating your own?• Helpful tool to identify priorities & create a
programme• Raises awareness of the types of skills
required across library positions• For personal development can help identify
skills & courses• Useful to refer to when providing justifications
for more in-depth needs analysis studies• Framework to expand & explore competencies
Benefits of a skills & attributes matrix
LSDAG meetings
Create/ refine/ develop skills & attributes
matrix
Feedback from LMT & HoDs
Review & prioritise areas for training
Link training & identify
gaps
Create programme/UL approval
Commission training & advertise
Re-introduce an orientation programme for new staff
OrientationGOAL: to provide an overview of the library
system to new staff members and provide an introduction to the physical and organisational structure of the library
Supplement the training and induction that each new staff member received as part of their introduction to their jobs
• Updated information pack (twice a year)• New Staff Welcome• Tours
• Updated information pack (twice a year)• New Staff Welcome• Tours
Findings …• Developing a skills matrix helped to identify
gaps & create a programme• A mix of staff from across the system fed in
ideas from different areas• Using sub-committees helps to achieve results
quickly, work load is shared• Senior management involvement beneficial• Staff development opportunity• Staff orientation sessions very well received
What next?• Develop matrix• Accommodate evening & weekend staff• Introduce research culture• Consider the impact of the university’s new
development & salary review process• Evaluate the programme & processes• Refine policy & processes
Back to the future …
disintermediation of informatio
n
mobile technologies
embedded
services
“… opportunities for rapid progress will appear for the grasping, but unless we are prepared to seize them at the right moment, they may vanish … Collectively, therefore, librarians should have a clear idea of the changes they wish to effect, and should work out now the steps required to bring them about.”
“… opportunities for rapid progress will appear for the grasping, but unless we are prepared to seize them at the right moment, they may vanish … Collectively, therefore, librarians should have a clear idea of the changes they wish to effect, and should work out now the steps required to bring them about.”
Paton, W. E. (1942). The library of the future. Library Review, 8(5), 163 - 168.
creditsAcknowledgements to: Carol Catley, Hester Mountifield, Li Wang, Joanne
Rowan and Nigel AdamsImages:Clock: http://www.flickr.com/photos/macinate/2039579864/Angry toddler: http://www.flickr.com/photos/gee01/2190903226/Report writing: http://www.flickr.com/photos/gi/105450306/