Welcome to the Technology Competencies for Libraries Webinar

Transcription

1 Welcome to the Technology Competencies for Libraries Webinar If you can hear us, click the button below If you can t hear us, click the button below and we will troubleshoot Phone access also available as alternative to VOIP dial click the icon below for your unique PIN # For closed captioning type /cc into the chat box repeat the command to turn it off

2 Tools You Can Use Select a receiver from To: list Enter a message in the textbox and press Enter Click to stop chat scrolling Turn on/off Emoticons

3 Audio VOIP - click and hold the button over the chat box to talk OR, press and hold the CTRL key on keyboard Welcome to the Technology Competencies for Libraries Webinar. We ll begin at the top of the hour. Please indicate: If you can hear us, click the button below If you can t hear us, click the button below and we will troubleshoot

4 Who are we? Kendra Morgan TechAtlas Project Coordinator Jennifer Peterson Community Manager

5 Click the arrow tool at left, then click on map where you are located.

6 Technology Competencies for Libraries

7 About WebJunction Our mission is to bridge the barriers to learning by open, affordable, learning communities. Our members take take courses, attend events, and network with others all in an environment that fosters collaboration and mutual support.

8 About this session on Technology Competencies WebJunction s April focus is on Technology Planning and we have also just launched our technology competencies online perfect timing! We ll hear from 3 libraries about their work with competencies so that you have a great place to start the work in your library. After all the speakers have presented, we ll have time for questions at the end. Post your questions in the chat box when they come to you and we ll keep track of them to ask at the end.

9 In this webinar we will hear from: Lori Reed, Public Library of Charlotte and Mecklenburg County Phyllis Winfield and Kim Gales, Worthington Libraries Kris Rosenburg, St. Johns County Public Library System

10 Developing Staff IT Support Skills Lori Reed Employee Learning & Development Coordinator Public Library of Charlotte & Mecklenburg Company County LOGO

11 Technology Surge Explosion of technology options Greater demand for services Higher & Higher user expectations Everyone is a creator

12 The Old Model Staffing Collections Facilities Technology Funding

13 The New Model Highly Skilled & Trained Staff Real & Virtual Collections Real & Virtual Facilities Technology Funding

14 Where We Were Help! I plugged the thingie into the thing, but it still doesn't work!

15 Core Competencies and Our Mission Enables staff to be more technologically selfsufficient professionally and personally Enables staff to assist the public more effectively thus providing increased levels of Service Excellence Enables all staff to take part in lifelong learning of the community in regards to technology

16 Core Comp Model Core IV Core III Core II Core I Specific Technology Competencies AV Knowledge Imaging Public Technology & Training Advanced CustomerSupport Competencies Envisionware LPT One CustomerSupport Competencies Searching the catalog Using Horizon (ILS) Basic Competencies Accessing the Intranet Entering timesheets in PeopleSoft Printing Saving files

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21 A Recipe for Blended Learning Ingredients: Assessment with built in learning opportunities Instructor led classroom training Small, informal sessions in a workroom Staff training other staff E-learning/Web based training Job aids/tip sheets On the job coaching Other media and events (CD s, videos, etc.) Directions: Mix ingredients according to staff needs

22 Thanks. It was nice to learn all the terminology. Now I feel like I could even take my PC at home apart with no problem.

23 5 Month Learning Blitz

24 Results

25 Tips for Successful Implementation Management buy in Involve staff from the beginning Address fears up front Communicate Identify your champions Accountability Written goals/development plan Reward success and failures Be prepared for change!

26 Questions? Contact me Lori Reed (704) LibraryTrainer.com You can view a copy of this presentation at: You can view a list of PLCMC s Technnology Competencies at:

27 Presented by Phyllis Winfield & Kim Gales Worthington Libraries, Ohio

28 To complement our proactive customer service model, which was implemented in 2006 Focusing on competencies reinforces the behavioral expectations we have for exemplary customer service.

29 Began in summer 2006 Developed with a staff work group in just 2 months, and also included complete revision of all position descriptions Ohio Library Council s Ohio Public Library Core Competencies, Washington-Centerville Public Library (Ohio), Multnomah County Library (Oregon), National Library of Canada and the Toronto Public Library were used as models

30 Eight Core Competencies & five Position Specific Competencies were incorporated into our position descriptions Introduced at staff meetings in fall of 2006 The performance evaluation instrument was then revised to include the new competencies in fall of 2007 Re-training in fall of 2008

31 CORE Competencies The knowledge, skills, attitudes, values and behaviors that all employees are expected to demonstrate. Adaptability Customer Service Communication Technology Organizational Awareness Teamwork Personal Responsibility Problem Solving

32 Position Specific Skills, Knowledge, attitudes, values and behaviors necessary to an individual s success in a position and to the overall success of the Library (vary by position) Applied Library Knowledge Effective Supervision Marketing and Public Relations Project/Program Management Resource Management

33 Technology CORE competency The ability to use equipment, materials, and processes to do work. Demonstrated behaviors Readily uses technology that is necessary to the position Keeps current on changes in technology that are necessary to the position

34 Using Technology to serve Customers Staff Intranet WPL website Instant messaging (Ask a Librarian) Blogs Podcasting and YouTube videos Twitter WinWay resume writer Facebook, MySpace pages

35 Time constraints Synthesizing the research findings (getting models from other libraries was not a problem) Achieving consensus Getting staff buy-in Staff accountability

36 Allow at least a year to complete the process Involve staff at all levels to increase buy-in Start with a few focus groups to introduce the concept Make it a part of your organizational culture talk about all of the time Consider private sector

37 Must be a part of your position descriptions, performance management and/or merit pay system to be effective Train, train, train your supervisors and then your employees Reassess on a regular basis and revise position descriptions and performance evaluation instruments as needed

38 St. John s County Public Library System Kris Rosenburg

39 How the process began at SJCPLS It was first determined that there was a need for training through branch managers request. Management Team decided to survey all staff to see what kind of training might be needed. Our Technical Services Director went through TechAtlas and created a survey for all staff to complete to determine strengths/weaknesses. Survey results were compiled and it was determined that there should be a basic level of technology competency in order for staff to be able to perform their job functions. Core competencies from other libraries and WebJunction were evaluated to develop our own Core Competency Plan.

40 How the process began at SJCPLS Based on job descriptions, minimum levels of knowledge were determined and written out in detail. Our Technology Team met to review, recommend changes and finalize the core competency levels. Each staff member was assessed individually and those that needed further training were provided a handout with options to meet those training needs. Online tutorials Webinars NEFLIN classes On-the-Spot Training Group Classes through the County

41 Individual Assessments Pros 1. Strengths and weaknesses are obvious when staff member has to demonstrate competency. 2. You can provide on-the-spot training for minor things. Cons 1. Takes a lot of time to assess each staff member individually. 2. Arranging time to meet with everyone.

42 What s our next step? Compile results and share them with the Branch Managers. Develop any specialized training that may be needed based on the Core Competency review. Survey staff again to measure success and determine future needs. Continue to provide staff with up-to-date technology news and avenues for continued growth.

43 Questions for our presenters?

44 WebJunction Resources

45 WebJunction.org/techatlas

46 TechAtlas Staff Skills Survey Staff receive survey through (can also be printed). Staff respond about their experience with the various skill type Results are collected in TechAtlas. Reminders can be sent to those who haven t completed the survey. Results can be used to help determine training needs and also see who might be a resource for training.

47 WebJunction Technology Competencies

48 WebJunction Technology Competencies

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50 Upcoming Events with WebJunction Webinars Finding Funding for Preservations May 5, 2:00pm (Eastern) Montana Libraries: Spanish Language Outreach Successes Mary 13, 2:00pm (Eastern) WebJunction for Organizations Learn about WebJunction partnerships and products. May 6, 2:00pm (Eastern) Register and learn more on the Events Calendar:

51 Thank you!