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Library Staffing for a 2'0 World

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Title: Library Staffing for a 2'0 World


1
  • Library Staffing for a 2.0 World
  • South Central Research Library Council
  • November 9, 2007

Susan Currie, Binghamton University Libraries
Linda Bryan, Cornell University Libraries
2
From Talis Report
  • The library is everywhere 
  • The library has no barriers 
  • The library invites participation 
  • The library uses flexible, best-of-breed systems.
  • From Do Libraries Matter?The Rise of Library
    2.0 A Talis Report

3
  • Researchers are more comfortable with online
    content
  • Internet users are spending nearly half their
    online time visiting content, a 37 increase in
    share of time from four years ago, according to
    the Online Publishers Association (OPA)
  • Internet Activity Index, Online Publishers
    Association, August, 2007

4
61 Billion Searches Conducted Worldwide in
August   Google Ranks as Top Global Search
Property RESTON, VA, October 10, 2007
comScore, Inc. (NASDAQ SCOR), a leader in
measuring the digital world, today released the
first comprehensive study of worldwide search
activity, based on data from its qSearch 2.0
service. comScore qSearch 2.0 offers the first
panoramic worldwide view of online search
activity, providing granular, in-depth analysis
of the search universe reported from the top 50
worldwide Internet properties where search
activity is observed. The study found that more
than 750 million people age 15 and older or 95
percent of the worldwide Internet audience
conducted 61 billion searches worldwide in
August, an average of more than 80 searches per
searcher. ComScore Measuring the Digital World
http//www.comscore.com/press/release.asp?press18
02
5
iProspect Search Engine User Behavior Study April
2006
6
Attributes of the Library and Search Engine by
College Students Comparing an online or physical
library to a search engine
OCLC College Students Perceptions of Libraries
and Information Sources, 2005
7
Library 2.0 Service for the next-generation
library By Michael E. Casey and Laura C.
Savastinuk -- Library Journal, 9/1/2006
  • What makes a service Library 2.0? Any service,
    physical or virtual, that successfully reaches
    users, is evaluated frequently, and makes use of
    customer input is a Library 2.0 service. Even
    older, traditional services can be Library 2.0 if
    criteria are met. Similarly, being new is not
    enough to make a service Library 2.0.

8
Online 2.0
  • Blogs
  • Federated Searching
  • Information or Learning Commons
  • Wikis
  • Instant messenger
  • New discovery tools
  • Podcasting/video casting
  • Social software for information
  • E-books on E-Readers

9
Non tech 2.0
  • 24 hour service with access to the print
    materials as well as electronic
  • Outreach to community
  • Collaborative space, quiet space, welcoming
    atmosphere.

10
What is a 2.0 Library site?
  • Oregon State University Libraries
  • LibraryFinda one-stop search service for
    library users
  • Queens Public Library
  • Queens Library Enrich Your Life

11
Web 2.0 ... The Machine is Us/ing Us
http//www.youtube.com/watch?vNLlGopyXT_g
12
(No Transcript)
13
Digital Ethnography at Kansas State University
  • A Vision of Students Today

14
3 Challenges of Staffing the 2.0 Library
  • Understanding and managing these differing
    expectations of a diverse, multigenerational
    workforce
  • Optimizing everyones contribution
  • Developing hiring and training strategies to meet
    current and future needs

15
How is a Generation Defined?
  • Birth Year
  • Significant events of ones formative years
  • (childhood adolescence
  • typically 5-18 yrs. old)

16
Staff the Library 2.0 Four generations working
side-by-side
  • Traditionalists (Born 1925 1946)
  • Baby Boomers (Born 1947 1964)
  • Generation X (Born 1965 1980)
  • Millennials (Born 1981 1999)

Generational definitions from When Generations
Collide and SHRM, 2004
17
U S Population Today
SHRM Conference Workplace Diversity Conference,
NYC, October 27-29,2003. Employee Retention
Retaining Your Talent.
18
Our Libraries 2.0 Generational Profile
19
Which Generation?
  • Members of this generation are known for being
    self-reliant.
  • A Traditionals
  • B Baby Boomers
  • C Gen Xers
  • D Millennials

20
Which Generation?
  • This generation has the lowest parent-to - child
    ratio in U.S. history.
  • A Traditionals
  • B Baby Boomers
  • C Gen Xers
  • D Millennials

21
Which Generation?
  • Loyalty to the institution is a hallmark of the
    members of this generation.
  • A Traditionals
  • B Baby Boomers
  • C Gen Xers
  • D Millennials

22
Which Generation?
  • Many in this generation are self-described
    workaholics.
  • A Traditionals
  • B Baby Boomers
  • C Gen Xers
  • D Millennials

23
Which Generation?
  • Many in this generation expect promotion to be
    based on performance.
  • A Traditionals
  • B Baby Boomers
  • C Gen Xers
  • D Millennials

24
Traditionalists (Born 1925 1946)
  • Formative Events
  • Great Depression
  • World Wars
  • GI Bill
  • Radio
  • Hallmark Characteristics
  • Loyal, patient, hard working
  • Respectful of authority
  • Duty, Rule follower

25
Baby Boomers (Born 1947-1964)
  • Formative Events
  • Womens Rights/Civil Rights
  • Vietnam
  • Color TV
  • Sex, drugs, rock roll
  • Hallmark Characteristics
  • Optimistic
  • Team work and cooperation
  • Ambitious
  • Workaholic

26
Generation X (Born 1965 -1980)
  • Formative Events
  • Full multi-media
  • Divorce Rate Tripled
  • Corporate Downsizing
  • AIDS, crack, drunk driving
  • Hallmark Characteristics
  • Skepticism
  • Personal Focus self-reliance
  • Save, save, save
  • Balance work and personal life

27
Millennials (Born 1981 1999)
  • Formative Events
  • Columbine High School
  • 9/11
  • War in Iraq
  • Hallmark Characteristics
  • Techno-savvy
  • Global civic- community-minded
  • Diverse and inclusive
  • Meaningful work

28
Staffing the 2.0 Library Work Environment Best
Practices
  • More tolerance for individual expression through
    dress and in individual workspace
  • Make work meaningful and fun
  • Foster freedom in decision making

29
Staffing the Library 2.0 Development Best
Practices
  • Provide training, mentoring, other supportive
    relationships
  • Customized and target development to meet
    individualized needs
  • Keep them involved

30
Staffing the 2.0 Library Rewards Best Practices
  • Reward individual as well as team accomplishments
  • Use nontraditional benefits and rewards
  • Examples
  • Gen Xers maternity leave/day care
  • Millennials - working hard card

31
Managing 4-Generations Summary
  • Talk to each other about differences.
  • Be aware of your personal biases.
  • Review your department practices for generational
    biases.
  • Update practices to ensure fairness to all
  • employees regardless of their generation.

32
  • A How To Guide
  • http//blip.tv/file/205570/

33
Local Challenges
Moving from bureaucracy to teams Creating a
culture of creativity Managing within personnel
systems that are rigid in defining roles and job
descriptions while we are trying to be more
flexible Help staff who have been in a rigid
environment move into a more fluid environment
34
Transition to the 2.0 World
A gradual psychological reorientation that
happens inside us as we try to adapt to change.
Transition
New Beginning
Endings
Neutral Zone
35
Engaging Your Library in Dialogue
  • Why is change necessary at this time?
  • What are the top 4-5 pressures, either inside or
    outside the organization?
  • What is at stake if nothing is done to respond to
    these pressures?
  • What is the desired future you are trying to
    create for the organization?

36
Ask, Listen, Engage
  • Technology Training (not all young staff know all
    about IT! Older staff may know lots about IT!)
  • Professional Development and Training program
  • Personal Development planning
  • Cross training (cannot survive knowing only one
    skill set)
  • Trend in seeing integration of Systems, Reference
    Cataloging
  • Stay awareknow trends but dont try to do
    everything
  • Help with Information overload
  • Research time experiment time, time to learn new
    stuff
  • Use 2.0 technologies outside of work
  • How to get published?

37
  • Assume that there is great untapped potential
    among staff in areas they may be interested in
    but arent in the job description.
  • Dont assume younger staff only want 2.0 blended
    role of traditional (books) and digital
  • Let staff move easily from one interest and one
    project to another.  
  • Allow people to follow their interests, which may
    not fall along traditional departmental lines.

38
Creating Conversation, Connections and Community
  • 3 Best Practices in HR planning
  • Competency-based Performance Profiles
  • Succession Planning
  • Career Development

39
Creating Competency- based Position Profiles
http//online.onetcenter.org/
Michael Ray, Ph.D., University of AZ Library
40
Planning for the Future
Kathy Burkgren, Cornell University
41
Kathy Burkgren, Cornell University
OTJ On the job training
42
Library 2.0 Staffing Issues
  • Non-traditional professional positions are
    growing in size, interest, and compensation.
  • IT changes may disrupt long-standing patterns
    relating to prestige, compensation and
    professional values of traditional librarians.

43
Supply and demand in the 2.0 Library
  • Supply
  • Library school enrollment quadruples
  • Many new hires have no library degree
  • Non-IT search pools appear healthy
  • Demand
  • High levels of retirement appear inevitable
    through 2015
  • Must have technical skills to meet demands of
    Digital Natives
  • Stanly Wilder (2007)

44
Recognize in-house talent
  • Head of Science Library Head, Research,
    Information and Instructional Services for
    University Libraries
  • Head of Reference in University Libraries
  • Main Library Information Commons
    Coordinator
  • Head of Serials Head of Electronic
    Continuing
  • Resources

45
Our Goal From this to this
Electronic Continuing Resources
Communication Flow
46
REMEMBER!
  • All libraries are local
  • Don't drown or feel pressured by outside
    initiatives
  • You know more than you think you do
  • Act as your own consultant
  • Be in the worldknow trends

47
  • The Library and AuthorityTwo Views
  • In todays Internet culture, we have an
    overwhelming need for critical judgment in the
    evaluation of sources of knowledge. We need to
    separate the real authorities from the ones
    generated by popularity contests and clever,
    often corrupt, manipulation. You the professional
    librarians … have a critical role to play in
    enabling the public, particularly the next
    generation, to perform this function well, in
    leading them to slow down, to eschew the fast and
    the faddish, to identify true authorities in the
    realm of knowledge, and to use them critically in
    developing their own authority and eventually
    autonomy.
  • Hunter Rawlings
  • Information, Knowledge, Authority, and
    Democracy
  • ARL meeting, Oct 2007
  • If convenience does trump quality, then it is
    the librarians job to make quality convenient.
    If sharing will trump privacy on the social Web,
    it is the librarians opportunity to make privacy
    shareable.
  • OCLC 2007 study

48
  • Sources
  • Adler, Lou. Hire with your Head Using
    Performance-Based Hiring to Build Great Teams.
    Hoboken NY John Wiley Sons. Inc., 2007.
  • Carlson, Scott, Young Librarians, Talkin' 'Bout
    Their Generation,, Information Technology
    Section. The Chronicle of Higher Education Volume
    54, Issue 8, Page A28 (October 2007).
  • Casey, Michael E. and Savastinuk, Laura C.,
    Library 2.0 Service for the next-generation
    library, Library Journal, (9/1/2006).
    http//www.libraryjournal.com
  • ComScore Measuring the Digital World. (October
    10, 2007) http//www.comscore.com/press/release.as
    p?press1802
  • Chad, Ken and Miller, Paul, Do Libraries Matter?
    The Rise of Library 2.0, A Talis Report,
    (November, 2005). http//www.talis.com/application
    s/downloads/white_papers/DoLibrariesMatter.pdf
  • The Center for Generational Studies
  • http//www.gentrends.com/

49
  • Sources
  • iProspect Search Engine User Behavior Study.
    (April, 2006).
  • http//www.iprospect.com/premiumPDFs/WhitePaper_2
    006_SearchEngineUserBehavior.pdf
  • Hoover, J. Nicholas. The Ultimate Search Engine
    Information Week
  • (August 4, 2007)
  • http//www.informationweek.com/internet/showArtic
    le.jhtml?articleID201202986pgno1queryText
  • IMLS Study on the Future of the Library Workforce
  • http//libraryworkforce.org/tiki-index.phphttp//
    libraryworkforce.org/tiki-index.php
  • Karp, H, Fuller C, and Sirias, D. Bridging the
    Boomer Xer Gap Creating Authentic Teams for
    High Performance at Work. Palo Alto, CA
    Davies-Black, (2002).
  • Lancaster, L and Stillman,D. When Generations
    Collide. New York, NY Harper Collins (2002).
  • Lewis, D.W. A strategy for academic libraries in
    the first quarter of the 21st century. College
    and Research Libraries, pp. 418-433 (September
    2007).
  • http//www.ala.org/ala/acrl/acrlpubs/crljournal/b
    ackissues2007a/crlsept07/Lewis07.cfm

50
Sources OCLC Perceptions of Libraries
(2005) http//www.oclc.org/reports/2005perception
s.htm OCLC College Students Perceptions of
Libraries and Information Resources (follow up to
2005 study) http//www.oclc.org/reports/perceptio
nscollege.htm Online Publishers Association,
Press Release, August 13, 2007 http//www.online-
publishers.org/?pgpressdt081307 OCLC
Sharing, Privacy and Trust in Our Networked World
(2007) http//www.oclc.org/reports/sharing/
Stephens, Michael, Ten Steps for Staff Buy-In
http//www.flickr.com/photos/michaelsphotos/sets/
72057594085037908/show/
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