By Jill Crawley-Low
Science Librarian, University of Saskatchewan
The University Library at the University of Saskatchewan is fortunate among academic libraries in having had more than a decade of continual investment in training and development with active support from library leaders. About a decade ago, the Dean of the library recognized that sending people away to workshops did not result in expertise and skills returning to the organization in a sustainable and shareable way. Nor was leaving for external training possible for all employees. It became apparent that a new approach was needed. A variety of offerings delivered in-house and customized for library employees evolved into three different streams. Over time, the organizational culture shifted to one in which engaged employees expected to have access to continuing learning opportunities. Guided by the strategic plan, the library is preparing to review its existing training and development program with the goal of balancing the needs of employees with the resources that are available.
The University Library’s training and development offerings have evolved into three predominantly in-house streams. The first stream includes single-session offerings on a variety of topics. For example, the Learning and Development Committee annually develops a program of single sessions delivered over the course of a year. Another example is Sustaining Leadership Learning designed to continue leadership learning with one-off sessions that complement the multi-part programs.
The second stream includes multi-part programs with a specific focus delivered over a period of weeks or months. An example is the Library Leadership Development Program, which consists of six components delivered over several months with a focus on leadership for self, team, and organization. The single-session and multi-part programs described above were developed in-house. An example of an externally developed multi-part program is Indigenous Voices, which seeks to share knowledge and experience in Aboriginal education with employees. Indigenous Voices is customized for employees of the University Library. These are just a few examples of the more established training and development opportunities available in the University Library.
The third stream of informal training and development opportunities has recently developed as an unexpected result of a change management initiative with a 3-5 year timeline. Teaching and learning; research support; and collections were identified as priority areas set to position the University Library to respond quickly to changes in the information landscape locally or in the profession. The third stream is evolving because each of the thematic plans includes action items to gather feedback from users and employees and, further, to share those learnings.
For example, the Research Support Plan, which includes activities to position the library as the definitive source of expertise and advocacy for open access on campus. The working group asked library employees for feedback on the usefulness of resources the group is creating on the concept of open access. Currently, the group is sharing knowledge about open access by presenting educational sessions, which all employees are encouraged to attend.
Library employees have become accustomed to easy access to sessions/programs on a variety of topics delivered in-house. The concept of improving oneself and contributing to the goals of the organization is firmly entrenched in the library’s culture. Attendance at training sessions is balanced with maintaining services objectives. Happily, quantitative evidence of the value of this sustained period of access to training and development opportunities appears in employee engagement scores rising from year to year. Anecdotal evidence includes reports from employees who enjoy building relationships at training sessions with colleagues from different work units. Employees who learn together are a tightly knit group, able to show resilience in the face of continual change in the academic sector. Newcomers to the organization take the development opportunities as a given, and expect to be included in the shared leadership/training experience.
With the plethora of training and development opportunities presented in a climate of reduced budgets, it is timely that the University Library is preparing to review its offerings in order to balance programming costs with the obvious developmental benefits. The shift in organizational culture has created ongoing demand for training and developmental opportunities for employees who are engaged in learning about themselves and their colleagues. By placing the review and coordination of programs in the strategic plan, library leaders are acknowledging the importance of training and development for employees and the organization.
This article gives the views of the author(s) and not necessarily the views of the Centre for Evidence Based Library and Information Practice or the University Library, University of Saskatchewan.