Washington University in St. LouisWashington University Open Scholarship

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3-2017

Talent Management and New Trajectories:Preparing and Retaining Early Career LibrariansAmanda B. AlbertWashington University in St. Louis

Katherine AhnbergUniversity of Pennsylvania

Lauren HaysMid-America Nazarene University

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Recommended CitationAlbert, Amanda B.; Ahnberg, Katherine; and Hays, Lauren, "Talent Management and New Trajectories: Preparing and Retaining EarlyCareer Librarians" (2017). University Libraries Presentations. 31.https://openscholarship.wustl.edu/lib_present/31

TalentManagementandNewTrajectories:PreparingandRetainingEarlyCareerLibrarians

EarlyCareerExperiencesinAcademicLibraries

Topissuesandconcernsassurveyedanddiscussedinthe2015ACRLroundtable:"I'mGoingonanAdventure!’FindingYourWayasanEarlyCareerAcademicLibrarian,”AmandaM.GoodseN,LindsayHarmon,LindaMiles,ZaraWilkinson,ACRL2015.NavigaSngRelaSonships¨  RelaSonshipwithmanagers¨  RelaSonshipwithcolleagues¨  “Oldschool”vs“Newschool”mentaliSes¨  Differencesinideologyandhowthingsgetdone¨  MakingconnecSons¨  InternalpoliScs

UnderstandingOrganizaSonalCulture¨  IntegraSngintotheworkplace¨  Assessingtheculture¨  Influencing/Changing¨  UnwriNenrules¨  ReorganizaSons¨  PowerdynamicsDiversity+Inclusion¨  ExperiencingbiasordiscriminaSonbasedon

age(ateitherendofthespectrum),race,gender

¨  Bullyingbytenuredfaculty¨  Desiretoadvocatefordiversity¨  FindingvenuesofsupportforPOCandother

racialandethnicminoriSes

ImposterSyndrome¨  FindinganauthenScprofessionalvoice¨  Lookinglikeastudent/tooyoungtobehere¨  Leadershipdevelopment

Work/LifeBalance¨  ManagingSme&expectaSons¨  Projectmanagement¨  Earlyburnout¨  StrategizingopportuniSes¨  PrioriSzingcommitments¨  Beingeverythingtoeveryone¨  SayingyestoenoughopportuniSes

EarlyCareerRetenSonIndicators(EmployeeSaSsfacSon):EarlyCareerRetenSonIndicators(EmployeeSaSsfacSon):

2017EarlyCareerLibrarianSurvey EarlyCareerExperiences

inAcademicLibraries

SurveyingARLLibraries:SPECKit344

Releasedin2014,ARLSPECKit:344TalentManagement,co-authoredbyMeredithTaylorandElidaLee,surveyed69respondentARLlibrariesregardingavarietyoftalentmanagementissuesinacademiclibraries,including:¨  Recruitmentandhiring¨  Employeeengagement¨  Professionaldevelopmentplanning¨  EmployeeretenSonGeneralresultsforallemployeedemographicsincluded:AreasofEmployeeSaSsfacSon(5-VerySaSsfied):¨  Supportofprofessionaldevelopment¨  FlexibleworkschedulingAreasofEmployeeDissaSsfacSon(1-VeryDissaSsfied):¨  Salary¨  CommunicaSonwithintheorganizaSonTop3ReasonsforTurnover(AllEmployees):¨  ReSrement¨  OtherlibraryposiSons¨  Otheremploymentoutsideoflibraries

Yes35%

No65%

“DoesYourLibraryHaveaLeadershipDevelopmentProgram?”

Bibliography¨  Badia,G.(2015).Callingallacademiclibrarianstolead!:Developingandusinginsidetalenttostayahead.Library

LeadershipandManagement,30(1),1–9.RetrievedfromhNp://www.scopus.com/inward/record.url?eid=2-s2.0-84946595164&partnerID=tZOtx3y1

¨  GoodseN,A.M,Harmon,L.,Miles,L.,&Wilkinson,Z.(2015).I’mgoingonanadventure!Findingyourwayasanearlycareeracademiclibrarian.RoundtablediscussionattheACRLAnnualConference,Portland,OR.

¨  Hall-Ellis,S.,&Grealy,D.(2013).TheDreyfusmodelofskillacquisiSon:Acareerdevelopmentframeworkforsuccessionplanningandmanagementinacademiclibraries.CollegeandResearchLibraries,74(6),587–603.hNp://doi.org/10.5860/crl12-349

¨  Hall-Ellis,S.D.(2015).Successionplanningandstaffdevelopment–awinningcombinaSon.TheBoNomLine,28(1),95–98.hNp://doi.org/10.1108/BL-05-2015-0007

¨  Hernon,P.&Schwartz,C.(2008).Leadership:Developingaresearchagendaforacademiclibraries.Library&InformaSonScienceResearch,30(4),243-249.hNp://dx.doi.org/10.1016/j.lisr.2008.08.001

¨  Hudson-Ward.Alexia.(2014).Eyeingthenewdiversity.AmericanLibrariesMagazine.RetrievedMarch16,2017,fromhNps://americanlibrariesmagazine.org/2014/08/18/eyeing-the-new-diversity/

¨  Taylor,M.A.,Lee,E.,&AssociaSonofResearchLibraries,.(2014).Talentmanagement.

EarlyCareerExperiencesinAcademicLibraries

AcBons&RecommendaBons

2017EarlyCareerLibrarianSurvey

AmandaB.Albert,InformationLiteracyCoordinator,WashingtonUniversityKatherineAhnberg,AcademicServicesLibrarian,UniversityofSouthFlorida LaurenHays,InstructionalandResearchLibrarian,MidAmericaNazareneUniversity

“PleaseselectthetopthreereasonsyouchosetoleaveaposiSon.”

Methodology:NinequesSonsurveyinstrumentadaptedandre-administeredwithpermissionsfromSPECKit:344TalentManagementauthorsTaylor,M.A.,andLee,E.Datacollected3/2/2017-3/13/2017RespondentDemographics:Thissurveyreceivedinputfrom402respondents.Themostcommonexperiencelevelwas3-4years,withthemajorityofrespondentsreporSngMLStrainingandposiSonsinReferenceandInstrucSon.

41.61

30.8736.91

12.08

WorkEnvironmentvs.

Salary

RelaSonshipwithSupervisorvs.

RelaSonshipwithColleagues

RetenSon:CultureMaNers

62.83%

73.89%

52.21%

21.68%19.47%

12.83%

21.68%

49.34%

11.89%16.30% 17.62%

1.32% 0.88% 2.20%

23.35% 22.91%17.62%

11.89%

4.41%7.05%

12.33%10.57%

18.06%

28.63%

15.42%

6.61% 5.29%

15.42%

0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%

70.00%

80.00%

NewemployeeorientaSontothelibrary

NewemployeeorientaSontotheuniversity/insStuSon

FuncSonaltrainingtonewemployees

Formalmentorshipprogramfornewemployees

Sponsoredsocialevents NetworkingopportuniSestonewemployees

Otherstaffpairingsuchasjobshadowing,coaching,etc.

MostCommonOnboardingExperienced TopPreferredOnboarding SecondPreferred ThirdPreferred

8.70%

18.03%

20.35%

14.29%

22.32%

41.28%

19.91%

38.20%

22.08%

39.06%

33.05%

15.38%

41.63%

9.57%

13.30%

14.29%

18.61%

21.03%

22.13%

25.97%

26.18%

26.41%

26.61%

27.04%

27.35%

28.76%

SabbaScal,professional,orresearch

Librariansareeligiblefortenureor

Librarianshavefacultystatus

PotenSalforpromoSon

Localcostofliving

Workenvironment

ReputaSonoftheinsStuSon

Benefitspackage

Salaryrange

Supportofprofessionaldevelopment

Flexibleworkscheduling

Employeeengagement

PosiSonresponsibiliSes

MostPosiSveImpact(5)SecondaryPosiSveImpact(4)

EarlyCareerRetenSonIndicators(EmployeeSaSsfacSon):

OnboardingPracSces&Preferences

EarlyCareerANriSonIndicators(EmployeeDissaSsfacSon):

Top3ReasonsNewLibrariansStay:

Top3ReasonsNewLibrariansLeave:

402Respondents

1  PosiSonResponsibiliSes/WorkEnvironment(Se)

2  SupportofProfessionalDevelopment

3  BenefitsPackage

1  OtherLibraryOpportuniSes2  WorkEnvironment3  Salary

“SinceI'vestartedwenowhaveaformalonboardingchecklistwithallnewemployees--itseemsreallycomprehensiveandhelpful(wishithadbeenthereforme).”

“Wedonothaveaformalonboardingprocess.Supervisorsmakeitupastheygosoitvariesfromdepartmenttodepartment.”

“Informalmentoring"buddy"programwithanotherlibrarian.”

ForEarlyCareerLibrarians¨  Researchlocalcostoflivingandareahighlights.¨  Seekoutmentorshipifnoformalpathexists;

gevngengagedinyourlibrary’scultureisoneindicatorofearlycareersaSsfacSonandretenSon.

¨  SayyestoinformalopportuniSesforleadership;“leadfrombelow”(Raab2009).

¨  Lookatlongandshort-termopportuniSestoserveinprofessionalorganizaSons,oncampus,andinthelibrary(Raab2009).

¨  Performself-evaluaSon,includingmeasuringgainsincompetence(Hall-EllisandGrealy2013).

ForMentors&Administrators¨  Inquireaboutanewhire’spreferredon

boardingacSviSes;followthroughwherepossible.

¨  EngagedsupervisorrelaSonshipswithearlycareerlibrarianscanincreaseretenSon.

¨  NewlibrariansvalueprofessionaldevelopmentsupportandtheabilitytocontributetoaposiSveworkenvironment.

¨  FormalmentorshipempowersnewlibrarianstogrowandmoveintoleadershipposiSons(Hall-EllisandGrealy2013)