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Staff Development and Training: Getting Started and Keeping it Alive Presented by Curtis Rogers Continuing Education Coordinator South Carolina State Library

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Items in this presentation <ul><li>SC December 2000 Staff Development and Training Survey Results </li></ul><ul><li>Outreach Training </li></ul><ul><li>CE Calendar/Resource Guide </li></ul><ul><li>How to develop a staff development and training plan and policy </li></ul>

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Survey Results <ul><li>December, 2000. </li></ul><ul><li>80% return rate (total responses 33) </li></ul><ul><li>82% have in-service training days for staff </li></ul><ul><li>most rely on the director to organize staff development and training </li></ul><ul><li>selection methods: focus groups 9%, informal suggestions 73%, needs assessment / survey 31% </li></ul>

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<ul><li>42% offer in-service training once a year </li></ul><ul><li>21%, twice a year </li></ul><ul><li>Length of in-service: 9% half day; 64% full day </li></ul><ul><li>Library closed during: 76% (9% stay open) </li></ul><ul><li>2 weeks public notification - signs, newspapers, radio, etc. </li></ul><ul><li>33% hold training outside of library </li></ul><ul><li>42% stay in library </li></ul><ul><li>ONLY 12% have a staff development policy </li></ul>

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<ul><li>Budget: 45% have one </li></ul><ul><li>$200.00 - $40,000.00 (range of monies spent per system on training) </li></ul><ul><li>0% require a minimum amount of either CEU’s or contact hours per year. </li></ul><ul><li>Suggestions ranged from 0-32 hours and 1-3 CEU’s per year. </li></ul><ul><li>Popular methods: </li></ul><ul><ul><li>seminar/workshop/conference 85% </li></ul></ul><ul><ul><li>one on one trainer/employee 73% </li></ul></ul>

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<ul><li>Least popular: </li></ul><ul><ul><li>self-paced training videos/internet-based/CD-ROM </li></ul></ul><ul><ul><li>teleconferences </li></ul></ul><ul><ul><li>reading a manual </li></ul></ul><ul><li>88% allow staff time during work hours for staff development </li></ul><ul><li>Patron training: </li></ul><ul><ul><li>61% offer programs </li></ul></ul><ul><ul><li>24% have labs </li></ul></ul><ul><ul><li>labs range from 6-17 PC’s </li></ul></ul>

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Survey Discussion <ul><li>Specific questions about the survey? </li></ul><ul><li>Next topics: </li></ul><ul><ul><li>Outreach Training </li></ul></ul><ul><ul><li>CE Calendar/Resource Guide </li></ul></ul><ul><ul><li>How to develop and staff development and training plan and policy. </li></ul></ul>

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Outreach Training <ul><li>Felicia Vereen - reference librarian, formerly a Gates program intern (Concentrating on DISCUS databases) </li></ul><ul><li>August 2000 - Laurens </li></ul><ul><li>November 2000 - Orangeburg </li></ul><ul><li>December 2000 - Marion </li></ul><ul><li>March 2001 - Berkeley </li></ul><ul><li>May 2001 - Pickens/Oconee </li></ul><ul><li>August 2001 - Berkeley </li></ul>

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CE Calendar / Resource Guide <ul><li>Please refer to 2002 Draft document. </li></ul>

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How to create a staff development plan and policy (YMMV) <ul><li>Develop Staff Committee </li></ul><ul><li>Needs Assessment - Should only attempt to identify those performance deficiencies that can be remedied by learning. </li></ul><ul><li>What are your staff’s needs </li></ul>

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Enhancing Performance <ul><li>Could they do this task if their life depended on it? </li></ul><ul><li>Could they perform this task in the past? </li></ul><ul><li>Can the task be simplified? </li></ul><ul><li>Is this task performed often? </li></ul><ul><li>Do they have what it takes? </li></ul><ul><li>Are there any obstacles remaining? </li></ul>NOW CONSIDER TRAINING AS A SOLUTION

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Pulling it all together - Process <ul><li>Assessment: Try using more than just one method... </li></ul><ul><ul><li>Interviews </li></ul></ul><ul><ul><li>Focus Groups </li></ul></ul><ul><ul><li>Performance Evaluations </li></ul></ul><ul><ul><li>Observations </li></ul></ul><ul><ul><li>Surveys </li></ul></ul><ul><ul><li>Training Evaluation Forms </li></ul></ul>

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<ul><li>Examples: Focus Groups - facilitated question and answer session (1 hour) </li></ul><ul><ul><li>What do you need to know to do your current job better? </li></ul></ul><ul><ul><li>What do you need to know to do your job better for the the future? </li></ul></ul><ul><ul><li>What kinds of staff development opportunities would benefit you in your current position? </li></ul></ul><ul><ul><li>Q & A - document with flipchart/whiteboard </li></ul></ul><ul><li>Survey all staff - maintain confidentiality and report findings. </li></ul>

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Components of the Plan and Policy <ul><li>Library’s mission </li></ul><ul><li>Define responsibilities and duties </li></ul><ul><ul><li>Administration, committee, section leaders, departmental managers, supervisors, individual staff members. </li></ul></ul><ul><li>Goals and Objectives </li></ul><ul><li>Write a brief policy statement and present to Board for approval (include in overall plan) </li></ul>

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South Carolina State Library Staff Development Policy <ul><li>The South Carolina State Library recognizes the essential role of a well-trained staff in fulfilling its mission. It is important that staff have the skills, knowledge and commitment needed to provide quality services. </li></ul><ul><li>The State Library maintains an ongoing staff development program which includes orientation, training, and continuing education activities designed to enhance staff competencies. All staff are eligible for and encouraged to participate in staff development activities related to their job assignments. </li></ul>

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Additional information to include <ul><li>Local, State, Regional, and National organizations </li></ul><ul><li>Web resources (webliography) </li></ul><ul><li>Glossary of terms </li></ul><ul><li>Checklist for new employees </li></ul><ul><li>Staff development and training report form </li></ul>

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Comments & Questions Contact: Curtis Rogers, SC State Library 803-734-8928 [email_address]