OLS - North Conference 2016
The Human Side of Libraries
PUBLIC LIBRARY HR ISSUES
WORKBOOK
Bemaadziwaad ezhi-nendamowaad iw kendaaswin
Human Resources in the Public Library
AGENDA
Wednesday, September 21
Keynote Speech:
Human resources trends and the local library
8:30 am - 9:15 am
Breakout Session #1:
Human resources trends and the local library
9:15 am - 10:15 am
Breakout Session #2:
Determining where we are
10:45 am - 11:45 am
Breakout session #3:
Expanding on what we need
1:00 pm - 2:00 pm
Breakout session #4:
Planning for the future
2:00 pm - 3:00 pm
All conference sharing session
3:30 pm - 4:30 pm
Introduction
Today’s summit will help client librarians think about current and future library staffing needs and
develop appropriate strategies to meet these needs.
• A keynote speech on human resources trends will open the day and encourage librarians to think
about how these trends may affect their communities.
• The breakout sessions will help you to identify learning priorities for your staff (what do staff
most need to learn to develop and grow?), to identify related skills and competencies, and to
identify training needs and resources (policies, succession planning, and training).
To facilitate sharing amongst peers, delegates will be organized by peer group: a First Nation stream,
municipal Francophone stream, and municipal English stream.
Staff from DiBrina Group will be available for consultation throughout the day.
Regardless of whether your library consists of one employee or 100, the human resources summit will
provide you with the knowledge and tools to address your public library staffing needs.
Keynote Speech:
Human resources trends
Notes
Breakout Session #1:
Human resources trends and the local library
A discussion about the trends identified in the keynote speech and how they impact future
staffing and operations in your library.
For consideration:
•
•
•
•
How do these trends affect your library?
How can your library prepare for these trends?
Will these trends affect day-to-day library operations?
How do these trends affect library staffing needs?
Notes
“I am convinced that nothing we do is more important than hiring and developing people.
At the end of the day you bet on people, not on strategies.” Lawrence Bossidy, GE
Breakout Session #2:
Determining where we are
A discussion about the staffing issues that need to be addressed.
For consideration:
• Identify staffing issues that need to be addressed in the library.
• Identify next steps that will help to address staffing issues.
• Note any help needed to implement these steps and move forward.
Notes
“Do not hire a man who does your work for money, but him who does it for the love of it.”
Henry David Thoreau, Life Without Principle
Breakout Session #2:
Case Study: Municipal public libraries
Imagine that you are the CEO of the Trillium Public Library as you read through this case study.
Trillium Public Library serves a community of 1,900. Although the past few years have been challenging
due to an economic downturn, the future is looking brighter with the possibility of a biomass company
relocating to Trillium. The loss of regular work means that many residents have had to turn to the library
for access to the Internet and technology.
In 2013 the library bought its first Kobo e-reader. In 2014, the library partnered with other area libraries
to submit a grant proposal to purchase additional e-readers and portable devices/tablets. Most of this
equipment remains stored in the CEO’s office as staff are reluctant to learn to use them.
By 2015, with the proliferation of smart phones and portable devices being purchased by residents, the
library noticed an increase in requests for assistance to use devices and an increase in other technologyrelated questions.
In order to meet the needs of the community, one staff began offering a tech time scheduled once a week.
As it is a small library with limited staff (3 FTEs), demand for this service was left mostly unfulfilled as
only one staff person was confident to offer help and only worked 15 hours a week.
The Trillium Public Library Board wants to position the library as a community technology hub which
will provide tech training including: assistance on learning to use computers, portable devices and tablets,
downloading e-books, using the library’s scanner, and plans to offer a makerspace in the next fiscal year.
Many of the current staff have worked at the library for a number of years and are reluctant to learn new
technologies. Only one staff person has confidence to assist patrons and other staff refers patrons to come
back when she is on duty.
Overall, library patrons are very satisfied with customer service at the library and have great relations
with staff. However, since most technical questions were only being answered by one staff person, this
was affecting the quality of service to the public and causing frustration for library members. The board
is aware that, in order to ensure service and program flexibility and ability to meet increasing community
demand, there is a need for consistency among all public service staff to be able to assist the public with
using all electronic and digital services offered by the library.
Breakout Session #3:
Expanding on what we need
Identifying the knowledge, skills and abilities needed by library staff.
For consideration:
• Identify the knowledge, skills, abilities and aptitudes needed to do work in your public library.
• What knowledge, skills, abilities and aptitudes are needed to serve the community?
• If something were to happen to either the CEO or library staff tomorrow, what knowledge, skills,
abilities and aptitudes would have to be learned to do the job?
Notes
“If an institution wants to be adaptive, it has to let go of some control and trust that people
will work on the right things in the right way.” Robert B. Shapiro
Breakout Session #3:
Expanding on what we need
Additional Notes
Breakout Session #4:
Planning for the future
A discussion about succession planning, staff training and policies.
For consideration:
• Refer to your notes from the first breakout session. Discuss how HR trends relate to library
succession planning and staff training.
• Identify the essential knowledge, skills, abilities and aptitudes as they related to succession
planning and staff training.
• Consider what your library needs in terms of management, policy, or advocacy to adapt to HR
trends and issues.
Notes:
“Great Vision Without Great People Is Irrelevant.” Jim Collins, Good To Great
Breakout Session #4:
Planning for the future: The HR staffing plan
Modified from: http://www.pmexamsmartnotes.com/wp-content/uploads/HR-Plan.png
Key Ideas to Report at Closing Session
Human resources trends and the local library
Determining where we are
Expanding on what we need
Planning for the future
All Conference Sharing Session:
Ideas for moving forward in my library
The HR staffing cycle
Modified from http://www.conceptdraw.com/How-To-Guide/picture/human-resource-management/
MANAGEMENT-HR-Flowchart-Talent-Management-Process.png
Ontario Library Service – North
Service des bibliothèques de l'Ontario – Nord