2. Library Service Plan 2010  Homewood Library moves into the future!

3. Background information As good managers and librarians, Judi and I believed that it was time to make changes to our service style. We wanted to…  better serve changing patron needs.  better utilize individual staff strengths.  maximize use of library collection.  make the best use of personnel budget resources.

4. Our considerations  Be proactive to changing library world  Preserve a role for all current staff  Secure Library Board support

5. What you should know before we begin outlining the plan…  This is a new beginning and we will start this presentation at the beginning of our thought process.  The old way is gone. If you can will yourself amnesia – do it.  The plan will have a direct effect on you. Change will be expected of you.  The plan is in the moving forward stage not the discussion stage.

6. The beginning – Defining our role  We connect patrons to information and desired recreational resources. More specifically…  We provide patrons with rewarding and meaningful library experiences relying on the expertise of library staff, the strength of the collection and resourceful use of the Internet.

7. Our means for doing this  We maintain patron service points where staff proactively connect with patrons.  We continually build a collection of materials that reflects the interests and needs of the community  We provide Internet access and navigation assistance and integrate its use with our other services.

8. We understand our role. What’s next?  We need to implement our new plan of service.  We need a game plan  And where do you start when developing a good game plan?

9. Know your weaknesses  Library has multiple access points -patrons bounce from desk to desk  Librarian staff is segmented in regards to areas of expertise  Management has not provided a clear picture of new direction  Librarian guidance not readily available to computer/Internet users  Have difficulty maintaining proactive service  Staff (as a group) do not effectively use website to support marketing role

10. More weaknesses  Collection still reflects some old values  Amazon and Google sometimes do our job better  Electronic resources are under-used  We have no space to market collection  Not all staff are comfortable assisting patrons with technology  No desirable space for Internet users  No accommodations for group/family use of Internet

11. Have we missed anything? Feeling like this?

12. New Service Plan Step one: Combine reference, readers, CA’s into one department called… Library Services! Librarian’s Desk

13. New Service Plan We all become librarians. We all do the work of librarians. Definition of librarian: Librarian: One who has the care or charge of a library

14. New Service Plan  Step two: Change job descriptions to reflect new expectations  Step three: Institute staff development and goal achieved award compensation program

15. New Service Plan Next Steps… MModify the schedule to allow for wide range of expertise on all shifts. WWork with Librarian staff to set web content goals and provide individual staff training sessions (part of staff development program) EEncourage use of the Internet and online resources by providing staff and patron training opportunities (part of staff development program)

16. Further steps… Continue to evaluate collection Assign new collection development areas Improve marketing space Migrate to a nearly laptop-only environment Questions?

17. You deserve a break  Start the show Start the show

18. Changing Job Descriptions Job Title: Librarian, Librarian paraprofessionals, Librarian clerks 1. Provides quality customer service while helping patrons locate resources available in the library,through the Internet and inter-library loan.  Service is pro-active.  Librarians meet patrons in the collection space.  Librarians guide patrons to information available through the Internet.  All patrons questions are given respect.  Referrals and alternate avenues are suggested when the library’s collection cannot meet the user’s need.

19. Changing Job Descriptions 2. Contributes to the development of the library’s collection and regularly adds content to the library website.  Librarians use reviews, best seller lists, award lists and an awareness of the community to select titles to be added to the collection.  Librarians develop a web presence that provides timely and pertinent information for library users. For example – titles new to the collection, displays in the building, gift giving ideas, common Internet surfing questions, cool websites for fun…  The library has a duo presence. The building and the web.  Collection develop carries into on-line subscriptions

20. Changing Job Descriptions 3. Promotes the department’s collection and services via the web, displays and programming.  All print bibliographies are represented on web also  Programming enhances collection. Book discussions, movie days, book talks. 4. Participates in the planning and implementation of patron education/training programs.  Participation happens on many levels. Some create workshops, some teach, some market, some coach, some film…  Assists with continued patron web tutoring with spur of the moment encounters, scheduled open houses or structured classes.

21. Changing Job Descriptions 5. Demonstrates a commitment to continued growth and discovery by embracing change and being willing to discover and experiment with evolving technology.  Always evolving, always learning  Trying new things  Positive attitude 6. Assists with weeding and inventory management of department’s collection.  Weeding is also transplanting – reference to non-fiction, shift of suspense to mysteries  Online resources also

22. Changing Job Descriptions 7. Regularly attends professional workshops and meetings.  Must engage in staff development. Conference, workshop, webinar, web course, self-training  Regular attendance at staff and department meetings. Regular work day hours changed to accommodate this. 8. Performs other duties as assigned by department manager.

23. How do I get there?

24. Staff development and goal achieved award compensation program  You will get a copy of your new job description and a sign-off sheet in which you indicate your commitment to meeting new expectations.  You will get a form in which you self-design a staff development plan and outline a planned web or teaching goal.  Your wage/salary will be adjusted as you complete staff development work and complete new projects.

25. So how does this help me?  Ability to better serve the patron  Renewed excitement of profession  Opportunity for professional development  Job security  And…

26. Questions?

27. What do you really need to know Your future is up to you. I urge you to get on the bus We recognize individual learning curves Not everyone will play the game the same, but we expect you to be on the team We are really serious Please make a personal commitment to this.