George A. Smathers Libraries: Staff Development Plan

I. Policy:

The Smathers Libraries provides and promotes a well balanced staff development program which includes a range of formal and informal activities that stimulate communication, improve morale, address professional issues andprepare staff for challenges in the workplace.

II. Date: March, 2003

III. The primary objective of a staff development program is to facilitate change by challenging the staff and contributing to a continuous learning process. The three basic components of the plan are orientation, onthejob training, and development.

A. Orientation provides a person with an overview of the university and library culture that assures an understanding of policies and procedures necessary to function efficiently in the environment. Orientation should be addressed at various levels: the department, the library, and the university.

B. On the job training imparts the knowledge to perform effectively, teaches skills which translate knowledge into action, and provides the ability and the confidence needed to get the job done. On the job is of fundamental importance to the new employee's experience, and to the seasoned employee when new systems are introduced. Training should becomprehensive and commensurate with position description and objectives.

C. Development expands concepts and general techniques, encouraging staff to take new approaches and risks in reaching solutions. It provides confidence in reassessing patterns of thinking and acting.
 
 

A. The Library Staff Development Committee is appointed by the Deputy Director of Libraries.
1. The membership consists of seven library staff members: two faculty, three USPS, and two A & P. The Committee is chaired by the Staff Development Officer. The appointments are for two year terms, with half the membership changing each July 1st.

2. The Committee's charge is to advise and assist the Library Personnel Office with the planning, development, implementation, and evaluation of a Staff Development Program.

a) Advise and assist the Library Personnel Office with identifying staff development/training needs.

b) Advise and assist with prioritizing funding.

c) Advise and assist with the development and planning of presentations.

d) Conduct select presentations when appropriate.

e) Assist with the evaluation of individual presentations and the program as a whole.

f) Serve as a clearinghouse for feedback and suggestions from the Library staff.

g) Assist the Staff Development Officer with identifying policies and procedures which need to be developed.

h) The Staff Development Committee submits an annual update of this policy & procedure and a preliminary schedule of the coming years activities to the Library Management Group for review and comment.
 
 

B. Supervisors should identify factors which affect effectiveness and efficiency in the unit which may be facilitated by a staff development/training session. It is expected that supervisors anticipate changes within the unit, either staff or procedural, that may influence morale and performance.

C. The Library Staff Development Committee should initiates needs assessments to identify concern. The method of assessment can change according to immediate needs and is reviewed, administered and evaluated by the Committee.
 
 

A. The need identified is examined to determine if it is best addressed by a staff development/training activity.

B. Learning objectives are established for the program.

C. The program content is outlined.

D. The source of program presentation/development is determined.

1. A member of the Library staff, the Staff Development Officer or a member of the Library Staff Development Committee.

2. A representative of a University of Florida agency.

3. A commercial source.
 
 

E. The program is developed and presented.
1. A training plan is developed.

2. Learning strategies and facilities are identified.

3. The budget is considered, if appropriate.
 
 

F. A method of program evaluation is identified.
1. Was the program/trainer effective.

2. Was the content appropriate for the learning objectives and the trainees.

3. Did the participants learn from the program.

4. Should the program be scheduled again, and if so, how often.
 
 

It is the responsibility of the Staff Development Officer to develop, implement and maintain the Staff Development Program with the assistance and cooperation of the Library Staff Development Committee as directed by the Library Personnel Officer and the Deputy Director.