Focus:Public:People

[edit] Public Libraries - Human Resource Development

Review position descriptions and explicitly state technology competency requirements needed for the job. Provide the board with annual updates about changes in technology competencies.
Create staff learning plans to promote and track the continuous learning activities of staff and to provide input into the annual review process.
Review every vacant position as an opportunity to enhance technological capabilities of the library and staff. (Use vacancies as an opportunity to align staff positions with library service goals.)
Reward innovators and risk-takers for enhancing the library technology presence in the community. Encourage staff to participate in community meetings, business gatherings, and school and cultural events to promote the library's electronic services and resources.
Provide support for all staff to participate in conferences and training (in person and online) to promote awareness of best practices. (What technology training is provided by the library system, community college, or area universities?)
Foster an organizational culture that values the sharing of ideas and practices within our library, in our service area, and among our colleagues.
Provide input to our library system for developing support programs and continuing education that address our needs.
Set high standards of performance for yourself and staff—and expect the best!
Review, revise, and expand the “To Do Checklist” of human resource development tasks most critical to the needs of our library.

These public library models have been shared by libraries in Illinois.