Initiative Review Group XVI Final Report June 30, 2001

Create a staff development and in-house training program for library faculty and staff

Members:

Karen Myers (chair), Libby Lusby, Kareen Turner, Shamima Mondal, Elaine Contant, Janell Prater, Necia Parker-Gibson, Lynaire Hartsell. Liaison: Alberta Bailey

In preparation for this final report, the group analyzed its comments report, discussed the reporting guidelines, briefly investigated the library's current programs, and organized issues by topic areas.

1. Briefly describe the background, present setting/structure which applies to the initiative.

The current training and development programs are inconsistently supported and maintained. Faculty and staff training development duties are usually assigned to department heads and supervisors, respectively. Department support for staff is at the discretion of the department head or supervisor; development programs are not consistently supported.

The present settings and structure include the following:

* Training Programs

. Library Student Training Program

(Orientation and training sessions; Student Assistant Manual)

• University Libraries home page information (esp. self-directed Guides & How Tos)
• Appointed Library employment checklist (Dean's Office, 4/01)
• Department Level training Manuals and documentation on the departmental level only
  • Information and training sessions offered by the Automation Dept. when needed
  • Job training within departments (hands-on and self-directed)
  • Cross-training involving a few departments

* Development Programs

• Employee liaison: Staff Concerns Council and Faculty Concerns Committee
• Various library committees in place to support library goals and mission
• Conferences and meetings that support library goals and mission
• Human Resources sessions in-house sponsored by the SCC
• Human Resources sessions on campus
• Faculty brown bag luncheon when scheduled (with staff attendance approved by dept. head)
• Departmental receptions

Minimal morale building activities (ex. expansion celebration; holiday party; student appreciation day)

2. Develop an inclusive list (in ranked order of importance) of issues that must be addressed/ considered for that initiative, consulting non-group personnel as appropriate

See attachment.

3. Briefly describe how the initiative fits into the long-term goals and/or fulfills the mission of the University Libraries.

Quality staff development and training programs will be a strong foundation for the University and its mission and for a better world. If we do not have a first rate staff in place for our public, we are placing the library's goals and mission in jeopardy. Attraction and retention of trained employees are essential for a respectful, cooperative, and harmonious workplace.

4. Indicate other initiatives that should be considered in connection to, coordinated with, or that may overlap the initiative.

• IRG #1 User needs are impacted by staff training or lack of staff training.
• IRG #2 We investigated existing library programs and found them wanting.
• IRG #3 Training programs go hand-in-hand with realignment of positions.
• IRG #14 Information resource for staff orientation and development.
• IRG #18 Faculty and staff scholarship is closely aligned with staff development programs.

5. Note any initiatives or considerations that are lacking from those delineated thus far which may be essential to the planning and redefining process.

Study programs of employee incentives on campus and consider mirroring them.

Study international communications/relations related to library cooperation that fulfills user needs. Study the feasibility of outreach to expand cooperation between the library and other colleges on campus.

6. Recommend names of individuals who are essential (i.e., add to, delete from, or leave intact the list of the IRG) to the Initiative Planning Team that works on developing and implementing the initiative in the subsequent phase

In addition to members of the current team, include supervisors and department heads to encourage ownership of and contributions to subsequent programs. Include members or representatives of the Faculty Concerns Committee and Staff Concerns Council.

7. Recommend, based on best educated guess, the amount of time that will be required to effectively develop the plan for implementing the initiative.

See attachment for time estimates and recommended starting year.

8. Recommend the priority level to be assigned to this initiative in the three-to-five year planning phase.

The priority level for this initiative is critical, overall. The library can not wait any longer for an effective training and development program to be part of the library's goals and mission.

Resources:

Avery, Elizabeth Fuseler. Staff Development: A Practical Guide. 3^rd ed. Chicago: American Library Association, 2001.

Messas, Kostas. SPEC Kit #224: Staff Training and Development. Association of Research Libraries. Washington, D.C.: ARL, 1997.

Sam M. Walton School of Business Administration. Orientation Packet. Fayetteville: University of Arkansas, 2000.