A Look at the Generations: Retirements and Rejuvenation of the Library Workforce

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A Look at the GenerationsRetirements and
Rejuvenation of the Library Workforce

• Su Cleyle
• Associate University Librarian (QEII)
• Memorial University of Newfoundland
• staff.library.mun.ca/scleyle/webpapers/generation
  s_2004/index.htm

CHLA 2004
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Outline

• Retirement crisis
• How to Minimize the Damage
• Generations in libraries
• Go forward - ensuring skilled and motivated staff
• Staff development

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Disclaimer

• Although the experiences are based on an academic
  library, much of what we will discuss can be
  applied to other types and sizes of libraries

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Generations in the Library

• Matures or Mature Adults(World War II or Silent
  Generation)
• Baby Boomers (1946 to 1964)
• Generation X (1965 to 1977)
• Generation Y (1978- )

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The Matures and Boomers are Leaving

• On the timeline, it is their turn to retire
• They are happy
• We are going to the parties
• Cannibalize workstations, computers, plants and
  chairs
• Losing people, skills, history and corporate
  culture

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Job Futures Government of Canada

• Average age is 44.
• Will likely result in an above-average retirement
  rate to 2007.

Source http//jobfutures.ca/noc/511p4.shtml
(page modified 04/24/2003)
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Association of Research Libraries survey - 1995

• 24 of ARL population will retire between 2005
  and 2010
• 27 will retire between 2010 and 2020
• That is 1 in 4 of you!
• Source Age Demographics of Academic Librarians
  A Profession Apart

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Not Just Academic Libraries

• CLAS Human Resources and Succession Planning
  Survey 2002
• Staff in 125 libraries were surveyed
• 37 Academic Libraries
• 36 Public Libraries
• 1 School Library
• 50 Special Libraries
• 32 Government Libraries
• 18 Other Special Libraries

Source http//www.cla.ca/resources/cla_human_reso
urce_files/frame.htm
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• Totals
• 1,222 Librarians
• 40 to 70 will retire each yr until 2010
• 715 Technicians
• 10 to 40 will retire each yr until 2010

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Preventing Brain Drain Succession Planning

• Few can afford a true succession plan that
  includes overlapping positions
• Costly
• Requires lots of notice, planning and monitoring
  to ensure that you have a productive time for
  both participants
• Personalities need to open to the idea

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Preventing Brain Drain Without Overlapping
Positions

• Document, document , document
• Job Shadowing
• Job Rotation
• Job Sharing
• Brown Bags with retirees as guest speakers
• Mentoring Program with existing staff
• Succession planning on the backend
• Contract back retirees for de-briefing
  sessions/work
• Arrange coffee breaks partnering retirees with
  new employees

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Added Benefit

• In addition to helping to preserve the skills
  sets, also helps to preserve the history of the
  work and nuances that documentation cannot
  describe

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The Generational Shift

• Boomers are retiring, Gen Xers are moving into
  administrative positions and Gen Y is being hired
  

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Generations in the Library

• Matures or Mature Adults
• (World War II or Silent Generation)
• Parents survived the depression
• Motivated by duty, tradition, and loyalty
• Happiest when everyone is happy
• Great mediators

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Generations in the Library

• Baby Boomers (1946 to 1964)
• Experienced post-war optimism
• Went to college/university in record numbers
  prolonged childhood stage and fosters idealistic
  60s and 70s
• Material well being
• Favour status quo or incrementalism with decision
  making process
• Have been described as self-absorbed,
  materialistic, and externally motivated Have more
  workaholics than X

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Generations in the Library

• Generation X (1965 to 1977)
• Most similar to the World War II generation
• Tend to be skeptical, realistic, responsible,
  pragmatic, self-confident, independent thinkers
  who are not easily intimidated by authority
• Believe work should be fun and value quality of
  life, working to live not living to work
• More loyal to individuals than organizations
• More likely to leave a job for higher salary than
  Boomers

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Generations in the Library

• Generation Y (1978- )
• Millennium, Generation Next, Echo Boom, Digital
  Generation, Generation Why
• Generation of consumers
• Grew up with technology
• Optimistic and goal oriented
• Expect a 24/7 society/workplace
• Favour multiple projects over one focused area
• Thrive on challenging work and creative
  expression, love freedom and flexibility and hate
  micromanagement
• They are like Generation X on fast-forward with
  high self-esteem

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Give GenY Freedom

• Gen Y can bring a new injection of energy,
  enthusiasm and movement to your library
• They need freedom to work in an environment that
  suits their energy
• Projects
• Teams

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Generational Shift Has Marked a Change in Tech
Admin

• Boomers and late Xers learned technology on the
  job not from library school, video games or home
  pcs
• Historically we had a select few who were keepers
  of the technology
• Systems Librarians
• New generation is one factor allowing for
  mainstreaming of systems skills and new services

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New Generation of Clients

• Not just staff that are changing
• Customers want
• More online resources
• Bright airy libraries using natural light
• Comfy chairs, coffee shops
• Exceptional Service 24/7

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Shift in Thinking to Serve New Clients Libraries
are Businesses

• Need to think about libraries as being in
  business
• Customer service has always been a priority but
  needs to meet the user on their level and be
  business-like in customer service
• Great customer service is easy with a staff
  compliment that is happy and motivated

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How to Get Librarian and Library Staff Whistlers

• Compassion
• Trust
• Wages
• Awards suited to the generation
• Memberships
• Flex time
• Travel
• Training opportunities

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Case Study Memorials QEII

• Conscious inclusion
• Supervisors group
• Committee work (library promotion, orientation)
• Staff asked to own their library careers
• Interview process shifted to evaluation on
  required elements of position
• Human Resources mainstreamed the process by
  requiring resumes/cover letters

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Owning Library Career

• Questions that need to be asked
• What skills would help me fulfill my current role
  better?
• Where do I want to go from here?
• In addition to my experience, what skills do I
  need to move to a higher rank in this or other
  departments?

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Staff Initiatives

• HR training opportunities for group sessions
• Meetings with individual staff to ask about
  training needs
• Staff Development Fund established
• 20K per annum based on UBC model
• Used to fund variety of training initiatives,
  individual and group
• Library Technician Diploma initiative
• Tours of Divisions
• No cost training Lunch time sessions

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Incorporating the Inclusion

• Assets in job advertisements
• Staff can utilize this education/exposure to
  offset the experience factor when looking to move
  into different departments/positions
• Soft skill development

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Librarians More Leading at All Levels

• New generation wants to lead and more senior are
  used to leading
• May have lots of previous experience but
  mentoring is crucial
• Encourage association involvement
• Bowling Alone
• Develop team skills
• Provide training opportunities (ARL Online
  Lyceums)

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If I cant Play, I Dont Want to Pay

• Gen Y and associations
• Holds true for all aspects of work life
• If they cant have a stake in what is happening,
  then they are not interested

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Conclusion

• Be aware of when retirements are going to happen
• Work to ensure that skills and history get left
  behind
• Improve customer service to meet new demands
• Place strong emphasis on staff development
  initiatives to ensure strong customer service
  mind set
• Encourage inclusion from both Gen Y librarians
  and library staff in decision making
• Understand that the new generation of librarian
  and library staff need more freedom and trust and
  that they may not stay long if they dont get it

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• At 5pm each day, 95 of an organizations
  resources walk out the door
• Jim Goodnight of the SAS Institute Inc.

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A Look at the GenerationsRetirements and
Rejuvenation of the Library Workforce

• Su Cleyle
• Associate University Librarian (QEII)
• Memorial University of Newfoundland
• staff.library.mun.ca/scleyle/webpapers/generation
  s_2004/index.htm

CHLA 2004