By Aileen Wood
This ebook discusses the problems surrounding the implementation and 'selling' of a complete library employees education programme. Importantly, it includes many attempted and confirmed strategies utilized by the writer; it's also usual documentation that readers can use of their personal organization for education purposes.
- Covers the differing kinds of teaching and the professionals and cons of each
- Discusses the executive position as a metamorphosis agent
- Shows tips to boost programme goals and measureable outcomes
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Extra info for A Comprehensive Library Staff Training Programme in the Information Age
All options should be considered. The first step is to identify the what and why. Are there generic issues that relate to the organisation? Or external factors to be considered? Causes of poor performance include: lack of training; lack of understanding; lack of motivation; pressure; boredom; working above or below capability; illness; missing targets; expectations not met; fast pace of change; personal agenda; unrealistic objectives; personality or job clashes; bullying. The appraiser needs to present the appraisee with conclusive evidence of consistent and unacceptable behaviour, such as carelessness, time-keeping, attitude towards customers, 41 Library Staff Training in the Information Age breeches in safety or security, in line with the DEATH mnemonic, described previously.
Use the SMART acronym when setting objectives: Specific/Stretching Measurable 42 Performance appraisal Achievable/Agreed Realistic Timebound What is to be achieved in the next 12 months? Outline 3–5 SMART objectives – How will the objectives be achieved? – What methods will be used? – How will success be measured? – How will the difficulties be overcome? Draw up a personal development plan for the next 12 months. g. g. g. g. within 6 months – Expected outcomes – List the competencies and skills required to complete the work (in line with organisational needs) Agree performance related pay if part of appraisal.
It is not a character assassination. Negative criticisms must be handled sensitively: Use statements that present criticism in a supportive way – identify behaviours that are in need of change; – concentrate on what can be changed. Use feeling words (angry, excited, resent, afraid) – acknowledge personal or emotional issues; – deal with emotions and grudges. Do not use judgmental words – good, bad, right, wrong, immature, should not. Describe specific instances of observed behaviour – identify problem areas; – give concrete examples to support points.
A Comprehensive Library Staff Training Programme in the Information Age by Aileen Wood