1. Retreat Follow-up & Next Steps AULs: JoAnn Jacoby, Beth Namachchivaya, Tom Teper

2. Time Line for Next Steps Mid-FebruaryPost summary notes from tables & solicit input February/MarchCabinet, EC Discussions and identification of priorities Early AprilRecommendations for Next Steps & Priorities posted for public comment Early MayUL & EC post final recommended actions

3. What Should You Do? When? Voice your input on initial table discussions: Mid-February Voice your input on recommendation for next steps and priorities: Early April Voice your input to your supervisor, the EC, and AUL’s: anytime

4. What is AUL’s responsibility? Add check-in on progress toward priorities as standing agenda topic in monthly AUL/EC meeting: Monthly Be open for feedback from supervisors, individual staff and faculty, committees and groups: Open office hours, advisory committee meetings, etc.

5. Overview of Analysis & Recommendations What can we learn from the table summaries? What priorities can we identify? What actions should we take? What changes for AUL roles?

6. Timing: EC & AULs Conversations JuneOverall themes & priorities JulyCollections & Technical Services AugustResearch SeptemberUser Services

7. June 13 2016: Meta-Themes Org structure/culture Data Training/education Personnel/expertise needs Strengths/gap areas Spaces & technology

8. Organizational structure/culture Communication: Need more effective and cohesive communication, internal/external – Subtheme: Better communicate our successes Projects: Need better project management expertise Teams: Need guidelines & rationale for creating work teams for internal & user-facing work. Encourage faculty & AP’s to seek research mentoring beyond their units Cultivate sense of pride/ownership stake in accomplishments Infuse diversity/inclusion perspective into all aspects of organization (hiring, training, priority-setting, etc.)

9. Evidence-based priorities Use data to establish priorities Frame priorities in campus/academic trends Identify “significant minority” perspectives

10. Training/education Identified Gaps – Project Management – Cross Training – Training in Library and Service Skills Aimed at New Employees – Training Aimed at Library Academic Staff to Integrate New Services into their Skill-Sets

11. Personnel/expertise needs Communications internal/external Graphic design Research data Visualization specialist

12. Spaces & technology Project management software (internal & user) Experts referral database enhancement Training: Among stated training needs was both basic technology training and more advanced “Electronic” cleaning day Flexible work spaces to accommodate changing workflows Increase development of shared, flexible, collaborative workspaces & develop “best practices” Continuous aesthetic facelifts promote use of space Adequately house necessary physical collections on-site; those of diminished importance off-site