Transcript Designing a Library Staff Development Plan

PLAI-Bicol Region Librarians’ Council Seminar
Workshop on----April 18, 2012, Legaspi City
RA 9246
 An Act Modernizing the Practice of Librarianship
in the Philippines. Known as “The Philippine
Librarianship Act of 2003” (Feb 19, 2004)
 Repeals Republic Act No. 6966, Entitled: "An Act
Regulating the Practice of Librarianship and
Prescribing The Qualifications of Librarians.”
 Provides for the scope of the Licensure
Examination for Librarians
Art III. Section 16. Scope of
Examination
1) Selection and acquisition of multi-media
sources of information
2) Cataloguing and classification;
3) Indexing and abstracting;
4) Reference, bibliography and information
services;
Art III. Section 16. Scope of
Examination
5) Organization, management and development
and maintenance of multi-media based library
or information service, laws, trends and
practices affecting the profession; and
6) Information technology.
*The Board is hereby authorized to modify or
add to the subjects listed above as the needs
and demands in the library profession may
require.
Art I. Section 5. Scope of the
Practice of Librarianship
Librarianship shall deal with the performance
of the librarian's functions, which shall
include, but not be limited to the following:
1) Selection and acquisition of multi-media
sources of information which would best
respond to clientele's need for adequate,
relevant and timely information;
Art I. Section 5. Scope of the
Practice of Librarianship
2) Cataloguing and classification of
knowledge or sources of information into
relevant organized collections and creation
of local databases for speedy access,
retrieval or delivery of information;
3) Development of computerassisted/computer-backed information
systems which would permit online and
network services;
Art I. Section 5. Scope of the
Practice of Librarianship
4) Establishment of library system and
procedures; dissemination of information;
rendering of information, reference and
research assistance; archiving; and
education of users;
5) Teaching, lecturing and reviewing of
library, archives and information science
subjects, including subjects given in the
licensure examination;
Art I. Section 5. Scope of the
Practice of Librarianship
6) Rendering of services involving technical
knowledge/expertise in abstracting, indexing,
cataloguing and classifying' or the preparation of
bibliographies, subject authority lists, thesauri and
union catalogues/lists;
7) Preparation, evaluation or appraisal of plans,
programs and/or projects for the establishment,
organization, development and growth of libraries
or information centers, and the determination of
library requirements for space, buildings,
structures or facilities;
Art I. Section 5. Scope of the
Practice of Librarianship
8) Provision of professional and consultancy
services or advice on any aspect of
librarianship; and
9) Organization, conservation, preservation
and restoration of historical and cultural
documents and other intellectual
properties.
Reasons for Devising a Staff
Development Program
 Need to develop professional, personal and higher
level competencies
 Need to adapt to the changing library landscape
 Need to adapt to the changing wants, habits, and
abilities of users
 Need to develop leaders
Needed Staff Competencies
Professional competencies relate to the staff’s
knowledge of information resources, access,
technology and management.
Personal competencies relate to the staff’s set of
attitudes, skill and values that enable him/her to
work effectively and contribute positively to the
library, clients and the profession.
Core competencies relate to professional and
personal competencies that enable the individual to
contribute positively to the profession
(Special Libraries Association. (Revised 2003).
http://www.sla.org/competencies)
Changing Library Landscape
 Information is in multimedia format
 Digital, networked and online access via PCs and
online devices are the norms
 Interaction and collaboration is face to face in the
learning commons or via social networking tools
 Do it yourself services are available
Today’s Students
 Digital Natives
 Use Internet Technology for education, music,





communication, movies .
Multi tasking
Intolerant of delays
Are interactive, active learners
Intuitive visual communicators
Inquisitive and learn through discovery
Need to develop leaders
A good leader knows that
 he cannot do it alone.
 for an organization to succeed he
needs a good team of potential
leaders with the same vision and
passion and who would carry the
load with him.
Staff Development Plan
One of the ways to ensure the
development of the library into an
efficient and effective information
organization is to foster a culture of
continuous learning in which all staff are
engaged in strengthening their skills and
knowledge at all times.
Steps in Designing a Staff
Development Plan
 Analyze the profile data of the library staff to identify




the level of competencies required
Identify possible competency gaps
Prepare a training roadmap for each staff
Identify providers of training or conduct in-service
training
Evaluate results of the training
Needed Professional
Competencies
 Relate to the practitioner’s knowledge of information
resources, access, technology and management, and the
ability to use this knowledge as a basis for providing the
highest quality information services. (“Competencies for
Information Professionals of the 21st Century,” 2003). Each
of these competencies is described through specific skills
that must be acquired and demonstrated
 Managing information organizations
 Managing information resources
 Managing information services
 Applying information tools and technologies
1. Managing Information
Organizations
 Description: Organization, management and
development and maintenance of multi-media
based library or information service, laws, trends
and practices affecting the profession;
 At the end of the training the librarian is expected
to:
 Align the library with the strategic directions of the




parent organization
Assess and communicate the value of the library to
administration and to clients
Establish effective operational and financial
management processes
Build and lead an effective team of library staff
Advise the organization and clients on copyright and
intellectual property issues
2. Managing Information
Resources
 Description: Selection and acquisition of multi-media
sources of information; Cataloguing and classification;
Indexing and abstracting; Preservation and conservation;
Withdrawal or weeding
 At the end of the training program, the librarian is
expected to:
 Build a dynamic collection of and other information materials
based on the need of the clients.
 Organize the information materials through standard
cataloguing, and indexing principles
 Preserve books and other information materials through
careful handling, binding, and repair
 Weed or withdraw books and other information materials
that are no longer
3. Managing Information
Services
 Description: Reference, bibliography and information
services
 At the end of the training, the library librarian is
expected to:
 Develop and maintain cost effective and value added
reference and information services
 Conduct research on the information needs and
behaviors of clients
 Develop measures to continually asses the quality of
information services offered for purposes of improving
the service
4. Applying Information Tools
and Services
 Description: Use of Information technology in the
whole cycle of information management
 At the end of the training, the library staff/librarian is
expected to:
 Assess, select and apply current ICT tools
 Use ICT tools effectively in acquisition, cataloguing,
indexing, reference services and library management
areas.
Needed Personal Competencies
 Represent a set of attitudes, skill and values that
enable practitioners to work effectively and contribute
positively to their organizations, clients and
profession.
“Competencies for special librarians of the 21st Century,” Full
report ( 2003).
Needed Personal Competencies
 Communicates effectively
 Builds an environment of mutual respect and trust
 Sees the big picture
 Thinks creatively and innovatively
 Remains flexible in a time of continuing change
 Manages and develops self
1. Communicates Effectively
 Description: Presents ideas clearly and in correct
grammatical language in both in oral and written
form and always in the “language” of the audience with
an understanding of their perception.
 At the end of the training the library staff/librarian is
expected to present his/her ideas clearly in both
written and oral form
2. Builds an environment of mutual
respect and trust
 Description: Works effectively with colleagues and
fosters unity towards attaining goals
 At the end of the training the library staff/librarian is
expected to:
 Give or accept assistance as needed
 Acknowledge contributions of team members
 Value diversity
 Builds rapport, displays pleasant and positive
disposition.
3. Sees the big picture
 Description: Views the library as part of the bigger
organization thus providing priority to the demands of
the organization and its clients
 At the end of the training, the library staff/librarian is
expected to:
 Understand the environment in which the parent
organization is operating and steers the library to
contribute to these operations
4. Thinks Creatively and
Innovatively
 Description: Examines how present operations and
services could be improved. Monitors trends and how
these could be applied to the library
 At the end of the training program, the library
staff/librarian is expected to:
 Recognize provide solutions to situations where
improvement is necessary
 Be aware of trends in the profession and how these
could be applied to the library
5. Remains Flexible in a Time
of Continuing Change
 Definition: Change is happening constantly, staff must
be aware that roles operations and are changing
 At the end of the training program, the library
staff/librarian is expected to:
 Willingly assume different responsibilities at different
times
 Accepts changes in operations as dictated by trends and
user needs
6. Manages and Develops Self
 Description: Improves personal and professional life
continuously
 At the end of the training program, library
staff/librarian is expected to:
 Pursue continuous learning, show perseverance,
receptivity to feedback, balance between work and other
life activities, and celebrate achievement of self and
others
Needed Core Competencies
 Contributes to knowledge base of the profession—
Conducts research, publishes results of research,
presents papers at conferences
 Commits to professional excellence and ethics and to
the values and principles of the profession—Acts in
accordance with the code of ethics for librarians.
Qualities of Good Leaders
1. Positiveness—the ability to work
with and see people and situations
in a positive way
2. Servanthood—the willingness to
submit, play team ball, and follow
the leader
Qualities of Good Leaders
3. Growth potential—a hunger
for personal growth and
development; the ability to
keep growing as the job
expands
4. Follow-through— the
determination to get the job
done completely and with
consistency
Qualities of Good Leaders
5. Loyalty—the willingness to
always put the leader and the
organization above personal
desires.
6. Resiliency—the ability to
bounce back when problems arise
Qualities of Good Leaders
7. Integrity—trustworthiness and
solid character; consistent words
and walk
8. “Big picture” mind-set—the
ability to see the whole
organization and all of its needs
Qualities of Good Leaders
9. Discipline—the willingness to do
what is required regardless of
personal mood
10. Gratitude—an attitude of
thankfulness that becomes a way of
life.
You will Know that You are
Successful if
 You have a Team with members who
 care for one another
 know what is important
 communicate with one another
 grow together
 trust one another
You will Know that You are
Successful if
 You have a Team with members who
 have special roles to play but work
as partners
 place their individual rights
beneath the interest of the team
 are willing to pay the price
 are training new leaders
Workshop
 Brainstorm on the following:
 Evaluate yourself /your staff in terms of professional,
personal and core competencies.
 Make a vision statement about what you/your library
staff must achieve in the next three years.
 Prepare three SMART (S=specific, M=Measurable,
A=Attainable, R=Relevant; T=Time-based (Zahorsky,
2010) goals. One each for the professional, personal and
for librarians, their core competencies. The level will
depend on the academic qualifications of the staff.
 Think of strategies to reach your goals.
 Think of measures to determine success
Questions to Ask
 Are my present knowledge and skills appropriate
to the vision of my library?
 What knowledge and skills must I acquire and
maintain to better serve my institution?
 What are my immediate objectives?
 What strategies must I implement to reach my
objectives?
 What are the implications of these strategies?
 How do I measure the success of my development
plan?
References
 Alberton, Rosie L. and Thomas W. Shaughnessy (1990).
Developing leadership skills. Englewood, Colo: Libraries
Unlimited, Inc.
 Maxwell, John C. (1995). Developing the leaders around
you. Nashville: Thomas Nelson Pub.
 Mosley, Pixey Anne (2004) Transitioning from librarian to
middle manager. Westport:Conn: Libraries Unlimited,
Inc.
 Republic of the Philippines. Congress of the Philippines.
Republic Act 9246. An Act Modernizing the Practice of
Librarianship in the Philippines thereby repealing Republic
Act 6966, entitled “An Act Regulating the Practice of
Librarianship and Prescribing the Qualifications of
Librarians,” Appropriating Funds therefor and for other
Purposes. Feb 19, 2004
References
 Special Libraries Association. Competencies for information




professionals of the 21st Century. (Revised 2003).
http://www.sla.org/competencies (Accessed April 12, 2010)
Tennant, Roy (2005) “Roy Tennant Inspires II”. Posted by
Michael Stephens in Tame the Web: Libraries, Technology,
People. May 2005. http://tametheweb.com/2005/05/17/roytennant-inspires-ii/ (Accessed April 25, 2010)
Tennant, Roy (2007). In SLA Blog posted by Stacey
Greenwell.
http://slablogger.typepad.com/sla_blog/2007/06/the_only_co
nsta.html (Accessed on April 25, 2010)
Tichy, Noel M. (2002). With Nancy Cardwell. The cycle of
leadership: How great leaders teach their companies to
win. NY: Harper Business.
Zahorsky, Darrel (2010) The 5 steps to setting SMART
business goals. In About.com: small business information)
http://sbinformation.about.com/od/businessmanageme
n1/a/businessgoals.htm (Accessed April 25, 2010).
Thank You.
Lourdes T. David
Director
Rizal Library
Ateneo de Manila
University
[email protected]
[email protected]
m