Library, National University of Ireland, Maynooth
Staff Development and Training Policy
Introduction
A stated objective of the Library Strategic Plan is
to maximize staff potential through a comprehensive
training and development programme (Library
Strategic Plan, p. 12)
Contents
1.
Objectives
The Staff Development and Training Policy has been
devised for all library staff in order to:
1.
Provide a framework within which staff development
and training in the Library can be facilitated.
2.
Provide the Library with well-trained, highly
motivated, competent staff with the necessary skills and knowledge to be
effective in their roles and to meet requirements of the service and the
University in a time of change.
3.
Create an understanding by individual staff members
of their role within their department and within the Library and the
relationship between the Library and University.
4.
Create an environment where staff are encouraged to
extend their skills and knowledge and are given the opportunity and
encouragement to use and develop their skills and knowledge to the full and to
actively suggest changes and improvements to working procedure.
5.
Create an environment where all staff take responsibility for promoting their own
career and development within the opportunities available.
6.
Create an environment where knowledge and expertise
gained through training is dispersed as much as possible throughout the library
in order to improve overall quality of service.
7.
Support personal and career development.
2. Content
For new members of staff:
·
Library Induction.
All members of staff will follow
a comprehensive induction programme.
Immediate induction and introduction to the organisation will take place
within the first few weeks. This
includes introductory documentation (induction package) and support (on-the-job
training, introduction to colleagues,
etc.). After two
weeks the new staff member will complete a checklist. The supervisor/department manager will sign this and pass it to
the Deputy Librarian.
·
New staff members will attend a formal one-day
induction programme within their first year of service.
·
University Induction. The university currently offers this programme to permanent
staff. All permanent staff will be
facilitated to attend.
·
On-the-job Training.
This will commence when staff join the Library and will cover training
in all duties they are expected to carry out.
Staff already in post will receive training in new procedures and
techniques as required by the introduction of new equipment, services and
policies.
·
Other training as deemed appropriate.
For established staff:
Where appropriate, staff will be facilitated to participate
in:
·
In-library training, facilitated by library staff
·
In-library training, facilitated by external
consultants
·
University training courses, facilitated by the
Quality Promotion Office and Computer Centre
·
Attendance at relevant conferences
·
External courses
·
Shadowing and exchanges - in-house and external
·
Attendance at exhibitions, demonstrations and
displays both in-house and externally
·
Membership and participation in library-related
bodies such as the Library Association of Ireland and other relevant groups/societies
·
Work-based learning and self-directed learning
·
Formal education - staff wishing to pursue
degrees/diplomas should, if they so wish, discuss the matter with the Deputy
Librarian
3.
Responsibility
The Deputy Librarian has overall responsibility for
staff training. It is the
responsibility of supervisors/managers to provide appropriate training for
staff to carry out their job on a day-to-day basis and to identify specific
skill training necessary for the post.
Individual staff members are encouraged to take responsibility for
promoting their own career and staff development.
4.
Identifying training and development needs
The Library's Strategic Plan sets out the development
of the Library from 2000 to 2005. Staff
training and development forms a specific part of the Plan and other sections
will have training implications. When
identifying staff development needs, organisational goals and objectives, as
outlined in the Library Strategic Plan, must be considered.
Staff development needs will be identified in the
following ways:
·
Members of the Operations Group of the Library
Strategic Plan will carry out an audit of training needs in their area in
consultation with all staff in that area
·
Decisions of the Library Management Team may have implications
for training
·
Manager/Supervisor observation
·
Personal identification
·
During PDR interviews in Reader Services
5.
Application, evaluation and feedback
All staff wishing to attend
a course outside the Library should first discuss the matter with their
supervisor/section manager.
An application to attend a course form – available
via staff intranet - should be completed.
These forms are available from the Library Executive Assistant. This must be approved and signed by the Head
of Section. Reader Services,
Information Services and Systems should then pass the form to the Deputy
Librarian. Supervisors/Managers in the
Collections Area should first speak to the Sub-Librarian - Collections, before
the form is passed to the Deputy Librarian.
Evaluating the effectiveness of staff development and
its contribution to overall library development is an important part of the
development process. After attending a
training event staff will write a report for their supervisor. This report will be circulated to all
library staff within 2 weeks of attendance at the event, via the library e-mail
list. The report will be stored on the
library intranet - LIPSERVICE. Where appropriate, a presentation may be
made to groups of staff to cascade the information.
6. Records
The Deputy Librarian will keep a central record of
attendance at training events. This
will form the basis of the training and development section of the library
annual report.
January 2003