1. March 14, 2009 ACRL 14 th National Conference Seattle, WA ClimateQUAL™: Organizational Climate and Diversity Assessment Presented by Martha Kyrillidou, Charles Lowry, and Paul Hanges

2. http://www.climatequal.org ARL Tools for Library Assessment As a result of the work of the New Measures and Assessment Initiative (1999)… ARL Statistics™ Since 1907-08 LibQUAL+® Since 2000 MINES for Libraries™ Since 2003 DigiQUAL® Since 2003 ClimateQUAL™ Since 2007

3. http://www.climatequal.org ARL Tools for Library Assessment As we look to the future… New Tool New Tool New Tool Common Database StatsQUAL®  Common User Interface  Unified Data Structure  Enhanced Data Mining/Warehousing Opportunities  Faster Development Cycle for New Tools  Common Workflow Users

4. http://www.climatequal.org Goals & Research Question for Project  Develop a tool that assesses the “health” of your library.  Whether the policies, procedures and practices of your library are supporting your mission and facilitating meeting current and future customer needs.  Develop large database of norms to help libraries interpret their results.  Develop an active community of libraries that share experiences and interventions to improve the effectiveness of libraries participating in community  Track changes in libraries over time to permit objective feedback regarding effectiveness of attempted practices/interventions.  Empirical validation of the healthy organization theory.

5. http://www.climatequal.org Organizational Climate  Employees’ shared perceptions of the themes, goals, or imperatives that describe their workplace  Reichers & Schneider (1990)  Shared perceptions of important organizational imperatives clarifies everyone’s understandings of what behavior is:  expected,  rewarded,  supported at work

6. http://www.climatequal.org Organizational Climate  Early literature on climate measured employees’ global perception of the organization  Not useful  New work focuses on specific organizational imperatives  Climate for safety  Climate for productivity  Climate for Customer Service  Climate for Diversity

7. http://www.climatequal.org Core Concepts  Climate for Diversity  Climate for Fairness  Distributive Justice  Procedural Justice  Informational Justice  Interpersonal Justice  Climate for Innovation  Climate for Continual Learning  Climate for Teamwork  Climate for Psychological Safety  Climate for Customer Service  Immediate Supervisor Scales  Authentic Leadership; Leader-Member Relationship Quality  Work Group Conflict  Worker Attitudes

8. http://www.climatequal.org Survey Methodology  On-line Administration  Data is collected off site  Analyzed by non-library personnel  Quantitative reports do not provide individual level information  Employees do have option to provide written comments. They are notified that all written comments are reported to the library so they are told not to provide information that might identify themselves.

9. http://www.climatequal.org Survey Methodology Confidentiality is key The confidentiality and anonymity of the survey responses HAS to be maintained to produce useful and helpful information. Unlike other ARL instruments, ClimateQUAL quantitative data CANNOT b e sent to libraries.

10. http://www.climatequal.org Test of Healthy Organization Theory  LibQUAL®  Faculty, Undergraduates, Graduate Students  Information Control  Extent to which users can find information in the library in the format of their own choosing.  Affect of Service  User interactions with, and the general helpfulness and competence of, library staff  Library as Place  Physical environment of library as a place for individual study, group work, and inspiration.

11. http://www.climatequal.org Test of Healthy Organization Theory Affect Informational Control- Library as Place Library Overall Valuing Diversity Ns Distributive Justice Procedural Justice Interpersonal Justice Informational Justice Ns Benefits of Teams Structural Facilitation of Teams Ns

12. http://www.climatequal.org 2000 U. Maryland Survey Results  Issues identified:  Managerial training  Mentoring  Standardization of procedures  Decision-making practices, etc.  Recruitment/selection of ethnic minorities  Performance review  Rewards and recognition Transformative Changes  Holding All-Staff Meetings  Emphasis on learning  Creating training for supervisors  Created new position - Coordinator of Personnel Programs  Focus on team building

13. http://www.climatequal.org Results  Support of diversity and communication practices  Employees feel they are treated fairly  Teamwork is valued  Increase in Organizational Withdrawal from 2000 to 2004  Indication of consistent ethnic and divisional differences Transformative Changes  Conducted focus groups within two divisions  Groups and teams identifying strategies  Developing supervisor core competencies  Incorporating Organizational Citizenship Expectations into work plans  Beginning workforce planning 2004 U. Maryland Survey

14. http://www.climatequal.org U. Maryland Survey Concepts and Interventions Map

15. http://www.climatequal.org Community Building  No one-size-fits-all method of interpreting results or implementing changes  Creation of intimate community of participants  In-person events, an online shared workspace, and conversations  Allows for shared experiences concerning improvement strategies

16. http://www.climatequal.org Contact email climatequal@arl.org