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 ID: 410435
Download Presentation The PPT/PDF document "Staff development" is the property of its rightful owner. Permission is granted to download and print the materials on this web site for personal, non-commercial use only, and to display it on your personal computer provided you do not modify the materials and that you retain all copyright notices contained in the materials. By downloading content from our website, you accept the terms of this agreement.
Slide1
Staff development at the University of Auckland Library-Te Tumu Herenga
Endeavouring to “get what it takes” in an academic libraryPeople in the Information Profession ConferenceClaudia AdamsOctober 2009Slide2
WHY share this story?Slide3Slide4
300Slide5Slide6Slide7
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. Slide8
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)”. Slide9
ProjectsCreate staff development programmeRe-introduce a Library Staff orientation programmeSlide10
Create a staff development programmeSlide11
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, LATNSlide12
Skills & attributes matrixPersonal skillsIT skills & knowledgeManagementCustomer services
Teaching & learningInformation resources, knowledge & managementProfessional, organisational & institutional knowledgeBiculturalismSlide13Slide14Slide15
Priorities identified
Organisational skills | Difficult service situations| Keeping safeSlide16Slide17
“…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.Slide18
PrioritiesWeb 2.0 | BBFlash | Outlook | Desktop publishing |
Dreamweaver | Office 2007 new features | Presentation tips & skills |Slide19Slide20
Priorities Report writing | Recruitment practicesSlide21Slide22
Priorities Customer services | Conducting reference interviewsSlide23Slide24
PrioritiesOngoing….New presenters training (Learning Services)Library resources training
Subject Librarian needs analysis study NEW!Slide25Slide26
PrioritiesWeeding | Mending
NEW!Slide27Slide28Slide29
Working off other lists/creating your own?Helpful tool to identify priorities & create a programmeRaises awareness of the types of skills required across library positionsFor personal development can help identify skills & coursesUseful to refer to when providing justifications for more in-depth needs analysis studiesFramework to expand & explore competencies
Benefits of a skills & attributes matrixSlide30Slide31Slide32
Re-introduce an orientation programme for new staffSlide33
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 jobsSlide34
Updated information pack (twice a year)New Staff WelcomeToursSlide35
Updated information pack (twice a year)New Staff WelcomeToursSlide36Slide37
Findings …Developing a skills matrix helped to identify gaps & create a programmeA mix of staff from across the system fed in ideas from different areasUsing sub-committees helps to achieve results quickly, work load is sharedSenior management involvement beneficialStaff development opportunityStaff orientation sessions very well receivedSlide38
What next? Develop matrixAccommodate evening & weekend staffIntroduce research cultureConsider the impact of the university’s new development & salary review processEvaluate the programme & processesRefine policy & processesSlide39
Back to the future …Slide40
“… 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.”Slide41
“… 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.Slide42
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/