Key findings of the CILIP/ARA Workforce Mapping Project completed by Edinburgh Napier University in 2015, and its impact to date. Presentation delivered at the McMaster Library Symposium, Hamilton, Canada, 15th August 2017.
Defining the UK information worker: the CILIP/ARA Workforce Mapping Project
1. Defining the UK information worker
The CILIP/ARA Workforce Mapping Project
Dr Hazel Hall
McMaster Library Symposium
Hamilton, Canada, 15th
August 2017
6. CILIP/ARA Workforce Mapping Project
‘To enhance understanding of the nation’s
workforce in Library, Archives, Records,
Information Management, Knowledge
Management and related professional roles.’
‘To enhance understanding of the nation’s
workforce in Library, Archives, Records,
Information Management, Knowledge
Management and related professional roles.’
8. The team
Hall Irving Ryan Raeside Dutton Chen
Centre for Social Informatics Employment Research Institute
9. The team
Hall Irving Ryan
Centre for Social Informatics
• LIS qualified
• LIS research track record
• Prior work on domain theme
• CILIP consultancy experience
• Publishing expertise
10. The team
Raeside Dutton Chen
• Track record of research on
labour force composition
and characteristics
• Experts in quantitative
methods
Employment Research Institute
12. August 2014 to January 2015
•Scoping literature review
• Prior studies
• Methods
•Statistical analysis: UK Labour Force Survey
• Initial estimates workforce size
• Anticipated survey penetration levels
Project phase 1
13. February 2015 to October 2015
•February 2015
• Survey development/piloting and comms planning
•March-April 2015
• Data collection: (1) demographics; (2) qualifications
and professional memberships; (3) diversity
•May-October 2015
• Data preparation, analysis, and report writing
Project phase 2
19. England
Majority of workforce: 78.4%
• London: 22.6%
• South East: 19.4%
Higher proportion of staff in senior roles: 8%
• Wales: 7.5%
• Scotland: 7.3%
• Northern Ireland: 3%
20. Highly qualified workforce
57.2% hold professional qualifications
(53.6% hold professional memberships)
57.2% hold professional qualifications
(53.6% hold professional memberships)
21. Pay
•‘Well paid’: 50%+ paid above national average
salary (but highly qualified workforce, some long
service and low pay)
•No association between level of pay and care-
giving
•No association between level of pay and long-
term health issues
25. Age and ethnicity
•An ageing workforce
• 55.3% 45+
• UK workforce in general: 41.1%
•Low ethnic diversity
• 96.7% identified as ‘white’
• UK workforce in general: 87.5%
36. Impact: inspiration for further research
http://dagda.shef.ac.uk/dispub/dissertations/2015-16/External/Sara
37. Impact: ‘internal’ policy development (CILIP)
It is really useful [to have] a
credible data source [that] we
can use in the development of
policy, position statements and
advocacy with stakeholders.
It is really useful [to have] a
credible data source [that] we
can use in the development of
policy, position statements and
advocacy with stakeholders.
38. We have used the
extrapolation for the
estimated size of the
workforce to inform
our Business Plan and
targets for growth over
the next few years.
We have used the
extrapolation for the
estimated size of the
workforce to inform
our Business Plan and
targets for growth over
the next few years.
https://www.cilip.org.uk/sites/default/files/documents/cilip_a
39. Impact: marketing general (CILIP)
[We have] incorporated elements of
the Workforce Mapping data into the
standard CILIP PowerPoint slide deck
that is used by the staff and
Presidential Team for talks.
[We have] incorporated elements of
the Workforce Mapping data into the
standard CILIP PowerPoint slide deck
that is used by the staff and
Presidential Team for talks.
43. [It] enabled us to develop the new
membership model and is being used as
a baseline for our sales and marketing
activities…The team [has] been looking
for trends in particular regions/sectors
and using this as a way of targeting
groups of professionals.
[It] enabled us to develop the new
membership model and is being used as
a baseline for our sales and marketing
activities…The team [has] been looking
for trends in particular regions/sectors
and using this as a way of targeting
groups of professionals.
44. Impact: marketing qualifications (CILIP)
We’ve started to use it to
assess the profile of
different regions to assess
where we should market
qualifications.
We’ve started to use it to
assess the profile of
different regions to assess
where we should market
qualifications.
45. Impact: skills (CILIP)
We will be using it as part of our
Workforce Development
Strategy… enabling the
development of provision to meet
the needs of the entire workforce.
We will be using it as part of our
Workforce Development
Strategy… enabling the
development of provision to meet
the needs of the entire workforce.
We’ve also been able to
use the outcomes to
inform our Public Library
Skills Strategy.
We’ve also been able to
use the outcomes to
inform our Public Library
Skills Strategy.
48. [T]he impact of the Workforce Mapping
project on our work and strategic direction
has been pretty fundamental. In the face of a
real paucity of evidence, we frequently have
recourse to it to guide our decisions. We are
now in the process of setting out a
Performance Management framework
through which we hope to build on this
dataset in future.
[T]he impact of the Workforce Mapping
project on our work and strategic direction
has been pretty fundamental. In the face of a
real paucity of evidence, we frequently have
recourse to it to guide our decisions. We are
now in the process of setting out a
Performance Management framework
through which we hope to build on this
dataset in future.
To conclude
51. Defining the UK information worker
The CILIP/ARA Workforce Mapping Project
Dr Hazel Hall
McMaster Library Symposium
Hamilton, Canada, 15th
August 2017