Survey
* Your assessment is very important for improving the workof artificial intelligence, which forms the content of this project
* Your assessment is very important for improving the workof artificial intelligence, which forms the content of this project
Libraries – our Staffing Future Following is the report on the Staffing Seminar held on 25 November 2003. The report documents the major issues and elements raised and further work has been completed to identify possible action plans; the documented actions have not been listed in priority order. To assist the Working Group, please read the Report and then list the five (5) key actions that you consider need to be undertaken. These actions could be from the report or other actions that you consider to be of value to the overall outcome of recruiting and developing appropriate staff. If you are attending the Viclink meeting, please bring the list to the meeting for collection. If you are not attending the meeting, please send your list to Patti Manolis ([email protected]) 1. ________________________________________________________________________ 2. ________________________________________________________________________ 3. ________________________________________________________________________ 4. ________________________________________________________________________ 5. ________________________________________________________________________ Thank you for your assistance. Viclink Professional Education Working Party Libraries – our Staffing Future This seminar on Tuesday 25th November 2003 at State Library Conference Centre was organised by the Viclink Professional Education Working Group and was designed to address some of the concerns about staffing which were raised at various recent meetings such as the Glen Erin Planning Retreat and the workshop on public library issues held at the State Library in June. In particular, concerns have been expressed about the content and relevance to the needs of public libraries of tertiary courses. The Professional Education Working Group has been meeting with staff from Monash University School of Information Management and Systems to discuss these issues and it was hoped to involve other tertiary institutions and ALIA in discussion as well. The seminar was sponsored by the Statewide Training Program and facilitated by Greg Cook. Objectives 1. 2. 3. 4. Review changing and emerging public library employment policies and industrial environment Summarise and discuss current expectations, role definitions and training of public librarians Identify possible future staffing profiles for librarians Identify what participants want or expect of public librarian staff knowledge and skills in the future Attendance The seminar was attended by 47 participants. These included library managers, other public library staff with responsibility for staffing, Angela Bridgland representing ALIA and staff from Monash University, RMIT and Charles Sturt University. The representation of public library managers was disappointing with fewer than 10 participating. Identification of issues The focus of the morning was on group discussion and reporting back. This was preceded by a number of short presentations as follows: Public library employment policies – Anne Holmes (The relevance of “Library” qualifications. Sometimes specialists in other areas – IT, youth work etc will perform the job better; The ageing of the profession – need for succession planning. Service needs and the changing environment – John Binnion (Difficulty for new graduates to obtain positions when many advertisement require experience, The paradox of the high public regard for public libraries and the poor and inaccurate public image of librarians, Are we attracting the “right” people? Do we know what the “right” people are? ALIA Accreditation standards – Angela Bridgland (The need to keep talking to ALIA about what we need so that this can be taken into account when accrediting courses.) Public library competencies and university course content and selection criteria – Karen Ward Smith. (Two “streams” in training – the Knowledge Management and Access and Community Building - with the latter becoming more important for public libraries; where does the responsibility lie for the different streams) Discussion Groups Discussion groups each included representatives of tertiary institutions as well as public librarians. They were asked to discuss the following questions: 1. In public libraries in 2015 what will be: The staffing profile? The role, requisite skills and knowledge of the librarian? 2. What should be the post secondary core/elective content? What should be covered by courses and what by employers? Relative emphasis on: Information and computer technology\ Business management Information management Public programs and services 3. What should be: Entry criteria? Selection process? Educational process and methods? Participants’ Evaluation 19 of the 47 participants filled in evaluation forms. The response was very positive 88% considered the session to excellent or very good 63% considered it be the right length; 31% considered it to be too short 100% evaluated it to be of high or medium relevance 100% evaluated it to be of high or medium usefulness The main negative comment was that the session was too short and that this was only the start of the process. Other comments were Very valuable having representatives from the tertiary sector Need follow-up workshop Good start – need to follow up soon Could have had a whole day seminar with more analysis of answers and ideas Much of what was discussed has been raised before and “ideas” established without progress towards action There was no clear commitment other than “it would be nice” to actually work together to style the library staff of 2015 Interesting discussions More time for discussion Obviously a huge topic – great to make a start on discussin git Immediate action is for the Viclink Professional Education Working Group to prepare a discussion paper for the Viclink Executive and for distribution to Viclink members. Discussion Outcomes and Actions Customer Expectations of Public Library Staff Knowledge and understanding of the role of the library staff “Customer” focused approach to service provision Focus on community need rather than this is what is available, take it or leave it Knowledge of literature (literacy, reading matters) and subject areas Well-developed information retrieval skills and the ability to teach others how to use the tools Staffing Profile 2010 Older, more multiculturally and linguistically diverse, multi-skilled staff, continued female domination but require increased male participation rates People “focused”, flexible in managing customers, enthusiastic in dealing with people, able to relate to and engage with broad spectrum of people positively (Relating to the baby boomer bulge (GEDI) More highly skilled as clerical skills performed electronically or by library user - Some libraries already do not employ staff below band 4 level Increase in the ratio of professional and para-professional staff to non-professional staff, as the more administrative tasks are managed electronically and increasing self service options are provided Require strategic skills as well as enhances marketing and communication capabilities Respond positively to change, identify and respond to opportunities, able to find solutions as well as problems Focus on educating users to help selves so that staff can focus on added value activities for the community Seek career opportunities within and outside the organization, often employed at more than one organization on part-time basis Seek increased opportunities for professional and personal development Differing views on the basis of employment (full- v part-time) Actions Redefine the roles of the professional and para-professional with a bigger role for the paraprofessional; increasing use of specialist, non-library trained professionals interacting with the community on a range of issues including assessing needs and referring appropriately Public Librarians and Viclink Responsibilities Proactively market the profession as an excellent career opportunity Actively seek out and identify young people with potential Provide flexible working arrangements for undergraduates, especially those nearing the end of their formal studies Select staff who don’t fit the mould – break the mould. Select people based on their capacity to fit into and add value (fill the gaps in) to the existing team Accept final year students as trainees to enhance their work readiness Mentor new staff and those moving through their career to take on different responsibilities Provide apprenticeships for non-professional staff moving to para-professional or professional status Actions Further work on elucidating the requirements of public libraries Clearly identify what we are endeavouring to promote Setting up of a Viclink Recruitment Committee or existing Prof Ed Working Group to revamp with charter to oversee, coordinate recruitment, continuing education, etc. philosophies, guidelines, etc in liaison with other relevant Viclink groups? Develop proposal for Statewide project to focus on implementing agreed actions, possibly working with current group (currently professional education but needs to be widened to include non-professional) Develop standard work experience, professional placement experience program as an option for public libraries, possibly within Statewide Training project? Determine drivers of those undertaking tertiary information studies, as well as nonprofessionals currently employed? Further develop relationships with school careers coordinators and school librarians to promote opportunities and possibly identify potential recruits Tertiary Education Institutions Responsibilities Provide formal, accredited education (information management) experience focussed on outcomes Develop basic skills and competencies so that graduates can effectively enter professional employment and take personal responsibility for their future development Assist students to develop resolution focussed skills that keep the library user at the centre of the outcome/transaction Increasingly IT knowledge is taken for granted and there is a need to develop the community building aspects. Acknowledge? the increasing emphasis on community building and social capital, even if this is a key input for the employer Work with prospective employers closely to ensure students can meet basic skill levels Provide students with the opportunity to have realistic expectations following graduation and entry to the workforce Focus on the importance of effective industry placements that provide a realistic experience of paid employment Undertake an analysis of the gap between the course content and the “way it is” in paid employment Select students on attitude, aptitude, etc. as well as formal education results; public libraries need people with mature outlook ands range of life-skills as well as new graduates who acknowledge they are on the continuum of lifelong learning Actions Continued discussion with tertiary institutions regarding the staffing needs of public libraries Active program to promote careers in public librarianship to tertiary students Consider opportunities for public librarians to mentor tertiary students Employers (LGAs) Responsibilities Have realistic expectations of new graduates Actively commit to ongoing staff development Recognise the value (core and added) provided by the library service staff through a variety of actions (salary, etc.) Provide appropriate induction processes and on-the-job training that include the world of local government or the corporate world Actively market the opportunities and the value of local government to the community and the benefits that can be experienced Actions ALIA Responsibilities Effectively define its role within the sector Clarify expectations and requirements Liaise with practitioners about the actual service delivery needs Ensure accredited courses recognise and address the needs of the sector (current and projected) Develop criteria for the recognition of non-traditional practitioners Actions Follow up meeting with Angela Bridgland to discuss range of issues (demise of VicBranch, ALIA presence @ career expos, promotional material, annual salary comparison, experiences in other states, etc.) Partnerships Tertiary Institutions Opportunities for the cooperative delivery of specialist subjects/electives through different tertiary institutions The need for more research into public libraries – or at least the bringing together of research already taking place – eg Regional Libraries community survey, Libraries, Building Communities project. Statewide Training Program Opportunities for tertiary institutions to deliver short courses, electives via the program (could be credited or as tasters for prospective students) e.g. reference interviewing for para-professionals or graduates from other disciplines; children’s literature, etc. Public Library Managers Deliver stimulating, practical experiences for students Opportunities to mentor final year students (tertiary) The need for public libraries to work more closely with the academic institutions to ensure that our needs are met and that students are exposed to public libraries as a viable career choice Viclink (representing Facilitate the dialogue between the key stakeholders employers) ALIA? ? LRPro Special Interest group to promote local government as a career option Statewide Training Program Actions Establish and coordinate the necessary infrastructure Statewide Marketing Program Actions Marketing of local government and public libraries as career paths Develop marketing plan to promote the profession and local government in liaison with Viclink Development of material to promote opportunities (professional and non-professional) in public libraries, at career expos, etc. Marketing bank to help with developing promotional material Other Issues Attracting suitable people to regional and rural areas Mobile library drivers and staff Loss of collective memory; impact of retirement of “baby boomers” Impact of the “Virtual Library” on opening hours, staffing levels Librarianship as a second rather than first degree Pay rates in public libraries inconsistent across LGAs. Comparison with other occupations and other sectors in librarianship. Conclusion A vast amount of information has been provided and a number of future actions have been identified and in some cases actioned. It is now for the Viclink members to determine the best way forward and to take active ownership of the future.