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Members of the Vision Task Force
Welcome to our visioning blog. Please share your ideas about how you envision library services evolving in preparation for our move into the new building.
Charge
The Vision Task Force has been charged by Dean Peter McDonald to address all aspects of services, technology and partnerships for the new Library building that is scheduled to be completed in 2008. Our work will be based on Dean McDonald's Vision 2008: An Introduction for HML Staff and Fresno State's Strategic Plan for Excellence III: 2006-2011. The commitee is to suggest ideas, vision and initiatives that relate to four themes: User Services, Physical and Virtual Space, Information Technology, and Outreach, Communication and Staff Development.
We cannot accomplish our task, however, without the input of you! Please respond to the questions related to our themes that are posted on our blog with your best ideas so that we can bring foreword the most innovative suggestions possible!
Members
- Lucia Vega (student rep.)
- Aaron Collier
- Monica Fusich (chair)
- Glenda Harada
- Michelle Johnson (student rep.)
- Ida M. Jones (ex-officio)
- Ross T. LaBaugh
- Tammy Lau
- Susan Mangini (ex-officio)
- Julie Moore
- Christine Tarvin
- Donna Taylor
Labels
- communication and staff development (3)
- other (1)
- outreach (3)
- physical and virtual space (5)
- user services (3)
Blog Archive
Contributors
VTF Members
Members of the Vision Task Force
13 comments:
What kind of IT training do you see for the Library staff? Would it be the same training for everyone, or would the training depend on the person's job?
I see three layers. First everyone needs to have a basic level of understanding of technology regardless of their position in the library. Secondly, everyone needs to be aware of future trends and how we can best use them, and finally, specific training and development based on position. I am looking forward to hearing what other contributors have to say on this point.
What does that mean? Lynn Cheek
I think all employees of the library should undergo some kind of sensitivity training. This would help with interactions between employees and patrons as well as co-workers. Happy employees = happy patrons.
See response above.
It may not only include sensitivity training, but technology training on what the staff and faculty currently, and training to keep employees up on new technology that would be introduced in the future. It could also include development training for promotional purposes.
How about a certain amount of time allotted per month for employees to attend some kind of training, either technical or personal growth? The time would always be available, but you'd have to sign up for something in order to use it. That way, employees would know their supervisors support their pursuit of new knowledge.
Supervisors would definitely need to be supportive. They should encourage and inform their employees of good training and development opportunities. That would be the starting point. If an employee feels that support, they'll be more willing to take advantage of training opportunities.
I agree with Monica that there can be different levels of training from basic to specific.
Setting aside time for training is a good idea also. It's hard (and arguably unfair) to require employees to add training to duties that already occupy all their time.
Good point about duties. Do people think that it might be a good idea to evaluate what and how we are doing things? Are there ways to work smarter, differently, to open up new avenues, skill sets for library staff? Let the VTF know what you think!
It would be a good idea to evaluate how we're doing things. Change can be challenging, but also good. Some of us may have been doing the same thing for years. This would give employees the opportunity to think about their positions, any improvements or changes needed and skills they may like to develop.
We need to reevaluate how we do things in each department. Are there better ways to do things? Why do we do the things we do? "Because that's the way we've always done it" is not necessarily a good answer for our future. We all need to think about how each of us can "work smarter, not harder."
Supervisors need to be truly supportive of employees training ... and not just paying lip service to it. That means letting people know what training is available ... and then encouraging them to go. They need to give them the time to go without making the people feel like it is some sort of a burden for the dept. The library should pay for professional development opportunities for every employee.
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