I’m New, Now What? How Mid-Continent Public Library Created a Consistent Orientation Program for New Hires Amber Wright Karen Wickwire

Seems Like We’re Missing Something… … When it came to introducing our organization’s culture, we needed more Consistency Cohesiveness Accountability

Well, You Have to Start Somewhere Consensus – Yes, we need to make this happen! Committee creation Break into assignments Research Proposal approval

Here’s What We Made Manager Checklist Online Orientation In-person Training Follow-up Survey Succession Plan

Manager Checklist

"Mid-Continent Public Library will provide the best library experience in the United States“ Welcome to MCPL! With the help of your manager and the New Hires Orientation Checklist you will complete MCPL's orientation process, including the training modules below, over the next 90 days Online Orientation

In-person Training Finding and training wonderful facilitators Using topics based on previous staff development days Incorporating MCPL and ALA values, mission, and other core guiding principles Creating the script and slide show Editing, editing, editing Creating discussion boards for facilitators to share ideas

Follow-up Survey New Hire Orientation Survey #2 Please answer the following questions honestly Today's Date Has the information provided during the orientation process helped you perform your duties with more confidence? Yes No Please list any suggestions of what might be improved: How comfortable do you feel in your understanding of MCPL policies and procedures? Please comment: Were there any things you wanted to know about your specific job that weren't covered during the orientation process? Please comment: Have you found the information about IFFI, Empowerment, and the Library Bill of Rights useful in your day-to-day work? Yes No Have there been specific situations in which you used the information regarding IFFI, empowerment, and/or the Library Bill of Rights? Yes No Please describe any examples of these situations: Are there any topics or specific content missing from the New Hire Orientation that you feel should be added to future sessions? Please comment: Were there any topics or specific content that you felt were unnecessary? Please comment: Do you have any other suggestions for improving future sessions of New Employee Orientation? Please comment: 90 Days into the Job

Succession Plan ● Changing of the guards ○ Committee ○ Facilitators ● Updating and editing with MCPL changes ● Planning to revisit every 6 to 12 months to refine focus based on survey responses

Observations, So Far ● To date have had 5 in-person classes ● General impressions from surveys have been positive ● Some thoughts for the future ○ Rearrange sections of presentation ○ Separate from other training session - long day ○ Create different training for those changing positions (job title or branch/department) ○ Offer more time slots for varying schedules

Outcomes & Other How-Tos, What-Nots, and Where-fors ○ Outcomes measurements ■ 90 day surveys ■ Updates from Facilitators ■ Impressions from hiring managers ○ Other observations ■ Understand that this is a time consuming process ■ Have a succession plan in order to avoid losing steam ● Not a “One-and-done” approach if it is to be successful

Questions?

Contact Us Amber Wright Branch Manager Lone Jack Branch Karen Wickwire Department Manager Interlibrary Loan Department Public Dropbox: