Its a small world after all

1
Its a small world after all

• An international perspective on current issues in
  library skills development

2
It doesnt seem that long ago.

• University of Western Ontario, London, Ontario
• Completed Honours B.A. in History 1977
• Completed B.Ed (Secondary School History School
  Librarianship) 1978
• Completed MLS (Masters in Library Science) in
  August 1979

3
Transferable skills

• Communication interpersonal skills
• Team player, leader, builder,
• Participative management style
• Personal initiative, creative, flexible,
  positive attitude
• Leadership advocate, policy setting, problem
  solving, strategic planning
• Change management organisational development,
• Human Resources performance management,
  recruitment, conflict resolution, staff
  supervision, coach/mentor,
• Administration procedure writing, project
  manager
• Teaching user education, staff training
• IT skills
• Experience customer service, operations
  management

4
A smorgasbord of experience

• (1) School Librarian 1979-81 Moosonee,
  Ontario
• (2) Team/Childrens Librarian, Kitchener Public
  Library
• 1981-85 - Kitchener, Ontario
• (3) Librarian, Central Theology Library
  1985-87
• Saskatoon, Saskatchewan
• (4) Head of Circulation Services - University of
  Saskatchewan Library
• 1987-90
• (5) Library Personnel Organisational
  Development Officer,
• University of Saskatchewan, Saskatoon, SK
• (6) Head of Access Services - University of
  Victoria 1992-98 Victoria, British Columbia
• (7) Head of Public Services - John Rylands
  University Library 1998-2005 Manchester,
  England
• (8) Deputy Librarian Trinity College Library
  Dublin 2005-current

5
What core competencies did I learn along the way?

• (1) School Librarian in isolated community to
  be resourceful and the importance of regional
  libraries and local, regional and national
  cooperation, knowledge management
• (2) Public Library job this was my first
  supervisory job I learned to be patient,
  appreciate experience and take staff along with
  me
• (3) Theological Library job learned about
  selling the concept of a professional librarian
  to a management who had never had one

6
What core competencies did I learn along the
way?(2)

• (4) Head of Circulation Services leadership,
  the concept of expertise in a field, strategic
  planning, knowledge management, team building,
  committee member, job evaluation, project
  management
• (5) Library Personnel Organisational
  Development Officer IR issues, HR management,
  staff training development, organisational
  development, chairing committees, member of
  Library Executive Team

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What core competencies did I learn along the
way?(3)

• (6) Head of Access Services library-wide
  strategic planning, university-wide job
  evaluation, membership on university committees,
  budgeting, liaison with university HR
• (7) Head of Public Services larger remit,
  multi-branch, facilities, forming committees,
  management once removed, coaching the line
  managers
• (8) Deputy Librarian multi-tasking
  extraordinaire

8
What did I learn?

• To apply only for jobs I knew I could do
• To keep up-to-date with my professional
  development seeing the gaps and training to
  fill these
• To have a career path that was achievable
• To be enthusiastic about the possibility of change

9
What are the differences in this small world? (1)

• How the profession is perceived here and
  elsewhere
• CANADA
• i) Librarians have fought hard to be considered
  academics (Faculty)
• ii) The Librarian usually reports to the VP
  (Academic)
• iii) There is some de-professionalism in
  school libraries with Library Technicians taking
  on the role of School Librarian in cost cutting
  ventures without a clear knowledge of the
  differences

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What are the differences in this small world? (2)

• iv) There seems to be an idea of a closed shop
  between the different sectors but this
  continues to be successfully challenged
• v) There is a push on public libraries to
  generate income
• vi) The strength of Library Associations varies
  dependent on the province you are in
• v) Most universities have a clear progression
  procedure for Faculty of which librarians can
  take advantage
• vi) Recent recruitment of University Librarians
  is showing that they want someone with a Ph.D.
  they are being called Deans the adverts include
  jargon visionary leader, articulate
  communicator, relationship builder, and
  knowledgeable advocate

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What are the differences in this small world? (3)

• UK
• i) There is a distinct difference between old
  and new libraries the Russell Group
  universities see themselves as ivy-league
• ii) Librarians usually align themselves with
  academics (Faculty), of which there are Library
  champions, although it will be interesting to
  see how the single spine salary works out
• iii) The Librarian, in old universities
  usually reports to the VP (Academic)
• iv) School Librarianship as a taught module
  does not exist so hence Teacher-Librarians do
  not exist

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What are the differences in this small world? (4)

• v) Old university libraries dont necessarily
  recognise the CILIP credential whilst new ones
  do
• vi) There seems to be an idea of a closed shop
  between the different universities and sectors
• vii) Local Authorities have had a devastating
  and detrimental influence on public libraries
• viii) The strength of the Library Association
  varies dependent on the sector you are in

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What are the differences in this small world? (5)

• ix) Career progression is not normally within the
  same organisation, although there are always
  exceptions.
• x) Recent events in Wales demonstrate that
  Librarians need to promote themselves
• xi) Recent adverts for University Librarians are
  generic however, it would normally be expected
  that old university libraries would recruit
  someone who is already a Librarian for an
  old university library although there are
  exceptions (e.g. U of Birmingham U of
  Edinburgh)

14
What should we be doing? (1)

• Ireland
• i) We need to champion ourselves and our roles
  within the university, institution, organisation
  we know how important we are do others?
• ii) We need to align ourselves with those
  academics who champion us, and make every effort
  to promote the idea of the Library as an
  academic teaching, learning and research -
  rather than an administrative venture.
• iii) We need to sort out our professional
  credentials via the LAI- can we take any lessons
  from CILIP

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What should we be doing? (2)

• iv) We need to question the expectation that
  career progression should be provided within
  ones organisation, especially if you are
  encouraged to get a post-graduate library
  qualification
• v) We need to engage/link with the Library
  Schools in order to effect the librarians of
  the future the differences between Canada, UK
  and Ireland
• vi) Succession planning (SCONUL, HERA) how we
  plan for the future

16
Remember

• Dont limit yourself
• Be flexible
• Be mobile
• Dont be afraid to say what you want out of a job
• Be yourself
• Make today and every day count!