A Comprehensive Library Staff Training Programme in the by Aileen Wood

By Aileen Wood

This booklet discusses the problems surrounding the implementation and 'selling' of a complete library employees education programme. Importantly, it comprises many attempted and validated concepts utilized by the writer; it's also regular documentation that readers can use of their personal corporation for education purposes.

  • Covers the different sorts of teaching and the professionals and cons of each
  • Discusses the executive function as a transformation agent
  • Shows tips to strengthen programme pursuits and measureable outcomes

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Extra resources for A Comprehensive Library Staff Training Programme in the Information Age

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3–5 objectives). The plan is not a wish list. The objectives should be SMART. It is preferable to write the objectives using action words like ‘create’, ‘analyse’, ‘evaluate’, ‘demonstrate’; for example, ‘analyse the information audit questionnaire and present the results to the executive board’. Active objectives are easier 52 Performance appraisal to measure. This does not preclude using the passive voice, for example, ‘list the reading books for 6–8-year olds’, but makes measuring the objectives more difficult.

Effectiveness in service. 39 Library Staff Training in the Information Age For negative feedback and criticism: Details of poor performance. Effects on the service, customers or colleagues. Action to be taken. Timescale for improvements (one month, three-month review). How will you act if there is insufficient improvement? In looking at the negative aspects and difficulties encountered, the appraisal should seek to establish how these affected performance and why they occurred. The difficulties may be internal, such as computer downtime, or external, such as non-delivery of supplies.

All staff are expected to perform their work in a professional capacity, even if they are not professionally qualified. Their work should always meet the minimum standard defined for the task. Where librarians are concerned, although many traditional skills will be required, they must be able to adapt to ensure that the library services stay fit for purpose and their competencies fit for practice. 22 2 Training needs analysis Introduction For a learning organisation to grow and develop, its staff must have the necessary skills and knowledge to deliver the services required, both now and in the future.

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