Health Education England Library Knowledge Service Leads Development Needs Analysis 2015 - Results for England Total Started Survey: 715
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SECTION 1: ABOUT YOU
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Answer Choices Responses
Born in or before 1947
0.57% 4
Born in or between 1948-1963
38.41% 270
Born in or between 1964-1978
42.82% 301
Born in or between 1979-1991
16.79% 118
Born in or after 1992
1.42% 10
Total 703
Answer Choices Responses
Acute
61.90% 437
Mental Health and/or Community
18.56% 131
Other (please specify)
19.55% 138
Total 706
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Responses from those who selected “Other” to the question “What type of organisation are you employed by?”
Organisation No. Organisation No. Organisation No.
2 organisations. Mental health & special library
1 Acute & Community 1 Acute Specialist
1
Acute, community, mental health & ambulance
1 Acute, mental health & community
1 Acute/Ned school
1
admin & clerical 1 Ambulance Trust 1 Cardio thoracic hospital 1
Charity 1 City Council
1 Combined acute & Community
1
Commissioning
1 Commissioning Support Service
1 Commissioning Support Unit/CSU
6
Community Healthcare NHS Trust/ Community NHS Trust
2 Community Trust & Public Health
1 County Council 1
East Sussex Healthcare 1 Education 2 Employed by an Acute Trust but working with a Community Mental Health Trust
1
Foundation Trust/General Hospital/FT
7 Government/Government Organisation
3 HE/Higher Education/University
24
HE & NHS acute 1 HE, work for NHS too 1 Health Care Libraries 1
Health Education England 3 Health Library 1 Healthcare Library in a University hospital/ Health care
2
Heart of England NHS Foundation Trust
1 Hospice 2 Hospital 2
Integrated / Integrated Care Organisation - both acute & community
2 Isle of Man Government
5 LA/Local Authority/Local Authority Public Health
7
Learning Disability
2 LETB 3 Library 1
Medical Library 1 Medical school / Acute trust
1 Mental Health & Social Care Trust
1
NHS 3 NHS Foundation Trust 2 NHS Library 2
NHS Trust 4 NHS Trust Royal National Orthopaedic Hospital
1 NICE 2
Non Departmental Government Body/Executive Body/Public Body
4 Orthopaedics
1 Public Health (local authority) /Public Health & Social Care /Public Health, City Council
3
Regional Library Unit 1 Special Health Authority
2 Specialist / Specialist children's hospital / Specialist Hospital / Specialist Trust
6
SSSFT Library & Knowledge Services
1 Teaching Hospitals NHS Trust
1 University/Acute
4
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Responses from those who selected “Other” to the question “What type of organisation are you employed by?”
Organisation No. Organisation No. Organisation No.
University Hospital Birmingham
1 University Library providing services to NHS
1 Total Responses
138
Q5. Job title
Job Title No. Job Title No. Job Title No.
Administrative Officer 1 Administrator 2 Apprentice Library Assistant / Library & Information Apprentice
2
Assistant 1 Assistant Administrator 2 Assistant Clinical Librarian 3
Assistant Information Specialist
1 Assistant Librarian 43 Assistant Library Manager
1
Associate Director of Knowledge Services
1 Associate library services manager
1 Boss 2
BSMS assistant librarian 1 CISS Officer 1 Clerical Assistant 2
Clinical Effectiveness Librarian
1 Clinical Evidence Based information Specialist / Clinical Evidence Specialist / Clinical Information Specialist / Clinical Knowledge and Subject Specialist
5 Clinical Librarian 15
Clinical Librarian Service Manager
1 Clinical Outreach Librarian
5 Clinical Support Librarian 3
Collection Development Manager
2 Community Outreach Librarian
1 Corporate Support Librarian
1
CPD Tutor 1 Deputy Head of Library & Knowledge Services/ Deputy Head of Library Services/ Deputy Health Library Manager/ Deputy Knowledge Services Manager/Deputy Librarian/ Deputy Library & Information Service Manager/ Deputy Library & Knowledge Service Manager/ Deputy Library Manager/Deputy Library Service Manager
19 Desk Services & Circulation Manager
1
Director of Health Libraries NW
1 Education Services Manager
1 E-Learning Developer 1
E-Learning Support Assistant
1 Electronic Knowledge Resources Manager
1 Electronic Resources Assistant
1
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Q5. Job title
Job Title No. Job Title No. Job Title No.
Electronic resources co-ordinator
1 E-Resources Librarian/Electronic Resources Librarian/Electronic Services Librarian
6 Electronic Resources Officer/E-Resources Officer
2
Electronic Services Co-ordinator / Library e-Resources Co-ordinator
2 Enquiry Desk Librarian 2 Enquiry Services Manager 1
E-Services/Assistant Librarian
1 Evidence and Engagement Manager
1 Evidence Based Information Specialist Librarian
1
Evidence Services Manager
1 Evidence Specialist
1 Faculty Knowledge Assistant
2
Faculty Librarian (Systems)
1 Faculty Outreach Librarian/Deputy Library Services Manager
1 Graduate Library Trainee / Graduate Trainee Librarian / Graduate Trainee Library Assistant
3
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Q5. Job title
Job Title No. Job Title No. Job Title No.
Head Librarian 2 Head of Health Care Libraries
1 Head of Knowledge and Evidence / Head of Knowledge Services / Head of Library Services & Knowledge Management/ Head of Library & Knowledge Services / Head of Library & Information Services / Head of Library & Knowledge Services Department/Head of Library Services /Knowledge & Library Manager/Knowledge & Library Services Manager / Knowledge, Library, and Information Manager / Library & Information Services Manager / Library & Knowledge Service Lead / Library & Knowledge Service Manager / Library &Information Resource Centre Manager /Library & Information Services Manager /Library & Knowledge Manager / Library & Knowledge Services Manager / Library Information services Manager / Library Manager / Library Operations Manager / Library Resources Manager / Library Services Manager
129
Health Promotion Librarian
1 Health Sciences Librarian 1 Information Officer 3
Information Services Librarian
1 Information Specialist 5 Interim Library Manager 1
Intranet Editor 1 Knowledge Officer/Knowledge &Information Officer
2 Knowledge & Library Assistant/ Knowledge Management Assistant
2
Knowledge Development Manager/Knowledge Manager
6 Knowledge Management Librarian
3 Knowledge Management Specialist
2
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Q5. Job title
Job Title No. Job Title No. Job Title No.
Knowledge Service Administrator
1 Knowledge Service Manager
1 Knowledge Service Support Officer
1
Knowledge Services Assistant
3 Knowledge Services Manager
4 Knowledge Services Professional
1
Knowledge Skills & Systems Librarian
1 Knowledge Skills Librarian
1 Knowledge Specialist / Knowledge Specialist - outreach
9
Knowledge Support Librarian
2 Knowledge Systems Manager
1 Knowledge & Information Assistant
1
Lead for Library Services and Knowledge Management / Lead Librarian
3 Learning Resource Assistant
2 Learning Resources Coordinator
3
Learning Resources Librarian
1 Learning Resources Manager
1 Learning Resources Technician
1
Liaison Librarian 2 Librarian 69 Librarian & Research Analyst
1
Librarian/Assistant Librarian
1 Library 2 Library & e-Learning Lead / Library and e-Learning Services Manager / Head of Library & E-Learning / Library Services and e-Learning Manager
4
Library & Informatics Assistant / RA Agent
1 Library & Information Assistant / Library Assistant
130 Library & Information Officer
1
Library & Information Specialist
2 Library Administrator 2 Library and Knowledge Services Facilities
1
Library Assistant and Assistant Librarian
1 Library Assistant/Secretary
1 Library Clerical Assistant 1
Library clerical officer 1 Library Liaison Manager 1 Library Manager & Clinical Librarian
1
Library Manager & Outreach Librarian
2 Library Services Co-ordinator
1 Library Services Development Lead
1
Library Services and Learning Centre Manager / Medical Education & Library Manager
2 Library Services Officer 1 Library Skills Trainer / Library Trainer
3
Library Specialist 1 Library Supervisor 1 Library Technician 3
Library & Informatics Assistant
1 Medical Librarian 4 NHS Liaison Librarian / NHS Liaison Support Librarian
2
Online Resources Librarian
2 Operational Library Manager
1 Operations and Outreach librarian
1
Outreach Librarian 23 Primary Care Librarian 3 Principal Library assistant 1
Professional Advisor, Library & Knowledge Services
1 Professor 1 Public Health & Commissioning Librarian / Public Health Librarian
3
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Q5. Job title
Job Title No. Job Title No. Job Title No.
Public Health Evidence & Knowledge Specialist
1 Public Health Knowledge Manager
1 Reader Services Librarian 2
Resource Centre Officer 1 Resources Officer 1 Senior Administrator 1
Senior Associate Knowledge
1 Senior Customer Services assistant
1 Senior Health Information specialist
2
Senior Information Manager
1 Senior Knowledge & Evidence Manager
1 Senior Library Assistant 52
Senior Librarian 3 Senior Library & Informatics Assistant
1 Senior Library Technician 2
Service Development Librarian
1 Site Librarian 2 Site Manager / Site Manager E-Resources
2
Specialist Librarian, Primary Care & Public Health
1 Stock Management Librarian
1 Subject Librarian 1
Systems Librarian 1 Trainee Librarian 1 Training Development Librarian / Training Librarian
3
Trust Librarian 3 Total Responses 715
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Responses from those who selected “Other” to the question “Agenda for Change Band.”
1 job band 5, 1 job band 6
16,000
Academic Band 7
Apprenticeship (Band 2?)
Assistant Librarian Band 5 equivalent
Band 6
Band 6, but on Local Conditions
Employed by different organisation
Employed in higher education
Equivalent of AfC 8
Equivalent of Band 6
GP Educator grade
Grade 10 of our own local authority bay bands (not national)
Grade 7
Grade 7 in HE
Grade 7 in University Academic related scale
grade 8 He
HE
HE band 7
HE grade 7
HE Grade 8
HE grade 8
HE-employed - Band 7 equivalent
I am doing part time Band 6 and Band 7
level 4
local authority KCC band 6
Local authority pay scale
Local conditions
Non-AfC pay rate following TUPE transfer - equivalent to Band 6
Not Applicable
Not employed by NHS
Not relevant
On a University scale still after transferring to NHS in 2003 = between 7&8
SIFT
Uni pay scale 6
University Academic related 7
University band 10
university band 8
University Grade 8
University grading
University pay scales
Total Responses 42
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Answer Choices Responses
Vocational Qualification - Level 2
2.38% 15
Vocational Qualification - Level 3
8.25% 52
Certificate of Higher Education
2.38% 15
Diploma of Higher Education
3.17% 20
Bachelor’s Degree
36.98% 233
Master's Degree
45.08% 284
Doctoral Degree
1.75% 11
Total 630
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SECTION 2: MEMBERSHIP OF PROFESSIONAL BODIES
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Q13 If you are a member of any other professional bodies please list them below.
ALCS
Archives and Records Association
Australian Library & Information Association [ALIA] (CILIP equivalent)
BCS
BIALL
British Psychological Society
British Psychological Society
CIPD
EAHIL
EAHIL
EHIL
Higher Education Academiy
Higher Education Academy
I will be joining the Institute of Leadership and Management by the end
MLA, EAHIL
n/a
N/A
n/a
N/A
No
None
None
None
None
None
SLA Europe
Society of Indexers
Society of Indexers
Special Libraries Association (SLA)
The Education & Training Foundation
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Q13 If you are a member of any other professional bodies please list them below.
of Jan 2015.
IHM, UKCHIP, ILM
Institute of IT Trainers
Institute of Leadership & Management
LIHN
Medical Library Association (USA)
Member Institute of Healthcare Management, Fellow Higher Education Academy
MLA
the Education and Training Foundation
UHMLG - University Health & Medical Librarians Group
UKCHip
UKCHIP
UKCHIP
UKChip
UKCHIP
UKCHIP
Total Responses 45
Q15 In what ways did you find the PKSB useful?
A bit confusing but useful
able to evaluate my skills
Actually made me think about my current levels of knowledge/skills
Am using it as part of my Fellowship
Appraisal Mentoring
As a mentor
Completing the chartership
Currently using it for my chartership Also helpful for identifying own skills for updating cv
Decided to Charter during 2015 and essential for this, as well reflecting on skill set to date
Detailing the areas for possible development.
Did not find useful
Evaluating my skills to create a CV and complete job applications
Expansion to incorporate information and data management.
Flagged areas to work on
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Q15 In what ways did you find the PKSB useful?
Focusing training pathway
For thinking about revalidation.
Framework for planning training - ideas for areas to develop/ stretch goals etc
Good as a measuring stick and good to plan future training and development
Good benchmarking
good summary of current level of knowledge
Have only looked through as part of revalidation work. Planning to have a proper go at it in next month or so.
Helped me analyse my skills and identiy gaps Also to look at new skills required by my staff
Helped when reflecting on areas for professional development and academic/work related projects that would develop new or existing skills.
helps to show a broader range of skills which i may not have thought of.
Highlighted gaps in my knowledge. Helped me think about areas I want to concentrate on.
highlighting areas for development - widening the scope of skills that I should at least have a basic understanding of
Highlighting my particular areas for personal and professional development
Highlights areas that I may wish to work on or improve my knowledge. Makes me aware of skills and areas in other information roles that I was not aware of.
I am currentl undertaking my Certification so PKSB is useful for this
I am currently undertaking chartership, so it is framing my workload in this respect
I am using it to help with my Revalidation. It is a useful tool to identify areas of good practice as well as areas which require improvement or updating.
I didn't
I didn't find it useful.
I find it useful to have a broad list of core competencies specific to the library and information profession which members can use as a basis for evidencing their professional work in highly specific and individual settings
I found it a very inweildy document. It's a huge document with many parts that are not relevent. I found it very difficult filling it in.
I found it gave a useful framework and taxonomy to establish my current skills and highlight areas where my skills could be increased. I used it at my last NHS annual appraisal and it was very useful
I found it useful for highlighting areas for improvement and skills that I already have but hadn't recognised. It helped me plan activities for Certification and made the process more productive.
I have just begun my chartership so it has been very helpful in focusing where I have a lot of experience and where I need to develop.
I have only just started to use the PKSB for the purpose of Chartership but have found that it helps to pin point areas of CPD need. However it is long and overly complex and I think that it could be more generic.
I have reviewed this with my Library Assistant who is aiming to submit her application for Certification. I think as Managers we need more explanation of the criteria/domains and guidance on which domains could be more relevant for professional posts.
I have used it for chartership. It helps me to be aware of the areas that I have sknowledge and skills in as well as highlighting areas I may not be so familiar with.
I ought to refer to it more regarding my Chartership but I rarely do.
I used it for my Chartership portfolio - it was useful to reflect on the various skills required in the library and information professional and where my current skills lie in relation to it.
I used it to inform my Chartership portfolio and activities (though I was on the old
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Q15 In what ways did you find the PKSB useful?
regulations)
I was able to identify skills for my current role as well as planning training for fututre roles. I gained a greater awareness of all the skills that an information professional could posess.
I was able to self assess my skills using the framework and set myself targets to work towards so I could improve my skill set.
Identified some areas for me to work towards when looking at completing the chartership qualification.
Identifying areas to focus on as part of working towards CILIP Chartership.
Identifying development needs; Exploring other areas of the profession; Illustrating the profession to other people
Identifying skills gaps and looking at the wider range of skills used across the profession
Identifying skills to improve on
Identifying training needs and internal appraisals
Identifying training needs and ways of carrying out personal professional development activities.
I'll be honest, I didn't, really. The whole chartership process was a bit useless. I'm a learner who requires direction and structure and chartership provided none of this.
I'm currently Chartering so have to use it! It's useful to break down my skills and see them as transferable.
I'm doing CILIP Chartership
I'm starting to do chartership.
In assisting with MCLIP
In idenfiying the skills I need to improve.
In supporting my application for Chartered membership of CILIP. It also prompted me to reflect about my own professional skills and developmental needs.
It did highlight areas for development
It enabled me to consider my skills and knowledge in a more systematic way, and to identify areas to improve.
It made me think about the individual skills required in different areas and my development needs
It was a fuseful framework and taxonomy to identifying my current skill set and identifying areas where i could potentially benifit from further development. I used this as part of my last NHS annual appraisal and it was very useful.
It was useful to check for my appraisal.
It was useful to help support KSF discussions.
Its a nice concept
Looking at skills gaps
Mandate to work on areas I was interested in.
mandatory for Chartership process.
Mapping knowledge
Needed to use it for revalidation - still in progress
none
Not sure yet, I've only recently started on it
Not sure. It took a long time to complete though
Not very it does not focus on library roles.
presents the full range of potential skills and areas of expertise
Provided a clear structure of skills to help me identify my strengths and weaknesses
Providing a focus for identifying different areas of professional competence - even if some areas were less relevant to my role
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Q15 In what ways did you find the PKSB useful?
putting librarianship in a wider context
Re-validation (TBC)
Seeing where I needed to improve my knowledge and ways to do this.
Self assessment skills audit and good preparation for CILIP Mentoring with new regs.
skills gaps and training needs
Support/guidance online
The PKSB helped me to focus on the areas in which I need to develop further and to see where I need to receive training. The gap analysis spreadsheet was very helpful.
To assess CPD needs
To assess my staff interested in certification and chartership
To assess where I am and to idnetify gaps in skills lnowledge for my personal development planning
To be honest I found it quite complex and confusing.
To help/aide discussions with my CILIP mentees. Also use as a backup to my own employers documentation that I have to use
to identify knowledge and skill gaps
Understanding how wide and diverse skills are in the workplace and that this diversity of roles and skill sets is valued by CILIP and recognised
Useful in identifying areas for development and training
Useful overview of skill sets for LIS jobs to help in formulating development needs eg for discussions at appraisal
Useful when completing my chartership to assess my skills and identify development needs.
Was a review of wide range of areas covered in the profession. Needed for Fellowship.
When undertaking Chartership which I did not complete for personal reasons.
Whilst doing my Chartership portfolio (awating the result) I found the main headings of the wheel of the categories in the PKSB useful. The more detailed descriptions int he main body were also useful though sometimes limited.
Working towards Chartership
Total Responses 100
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SECTION 3: HOW DO YOU LIKE TO LEARN?
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Answer Choices Responses
Action learning sets - where a small group of learners meet regularly to reflect on real work issues.
20.76% 142
Briefing meetings internal and external
10.09% 69
Coaching by line managers
17.11% 117
Coaching by someone external to your immediate service
15.35% 105
Conferences
17.11% 117
E-learning - including computer-based learning, as well as local intranet/extranet and web-based learning.
38.16% 261
Exchange of experience events
18.57% 127
Formal education courses leading to a qualification
29.68% 203
Instructor-led training delivered off the job
33.92% 232
Job rotation, secondment and shadowing
13.30% 91
Mentoring and buddying schemes
8.77% 60
On-the-job training
53.22% 364
Residentials
4.24% 29
Un-conferences
1.17% 8
Other - please state 2.92%
20
Total Respondents: 684
Responses from those who selected “Other” to the question “Which of the following learning and development methods do you find the most effective for you as an individual? Please select up to three.”
all of these would have their place - its good to mix it up a bit
Books
E-learning includes private study and reading / reflection from printed text. In Exchange of experience events, I would include both formally-led exchange of experience events, and also informal discussions with other librarians at meetings. Formal tuition / study events are useful if there is an appropriate course available; I would consider a formal qualification but do not currently feel I can commit to a long-term course of study.
I am not keen on computer-based learning where self teaching is involved (e.g. following an
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Responses from those who selected “Other” to the question “Which of the following learning and development methods do you find the most effective for you as an individual? Please select up to three.”
online course on your own, no set timings etc), but do value Webinars. I learn better with human interaction.
I find that I generally use a wide variety of learning and development methods (I am often surprised by my own variety when I write up my revalidation statements!). e-learning generally fits my needs best as I can work around it, but there is usually so much more to be gained by face to face training, although twitter and other social media may be the way around that.
I find the most effective varies depending on what it is you are trying to learn and whether it is effective in the workplace often depends on factors outside your control
I have not used coaching by someone external to my service but consider it could be useful.
I prefer old style lectures - someone talks and I listen and make notes
Materials to support self-directed learning such as e-books, textbooks, brief 'how to' guides and toolkits, etc.
mentoring/buddying - informal, through person to person contact, e-mail, e-forum's, etc.
Old fashioned lecture style where I sit and listen and make notes
Reading (and reflecting on what I've read!)
Reading things on paper
Reading: personal research
Reading; learning through doing; visits to specific services to see how they do something of interest
Secure forums where I can post questions
Study days
To be honest I haven't had experience of most of these options.
Training by colleagues
twitter & reading journals
Total Responses 20
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SECTION 4: KNOWLEDGE AND SKILLS
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Answer Choices Responses
Abstracting and summarising
24.07% 148
Cataloguing, classification and resource description
20.65% 127
Enquiry desk skills
13.82% 85
Information analysis
34.31% 211
Information management
23.41% 144
Information searching Advanced
43.58% 268
Information searching - Basic
10.73% 66
Information searching Intermediate
20.00% 123
Open source systems
22.76% 140
Records management and archiving
11.06% 68
Scanning and synthesising skills
30.57% 188
Searching management literature
26.18% 161
Understanding and using grey literature
30.24% 186
Understanding information seeking behaviour
29.59% 182
Understanding information services
14.15% 87
Understanding Open Access
39.02% 240
Total Respondents 615
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Answer Choices Responses
Copyright
51.22% 295
Data analytics and management
37.33% 215
Data Protection
15.63% 90
Freedom of Information
9.38% 54
Knowledge management
62.50% 360
Medical Terminology
25.69% 148
13.89%
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Answer Choices Responses
Secure transfer of information 80
Total Respondents: 576
Answer Choices Responses
Critical appraisal skills
60.75% 308
Statistics and statistical analysis
55.42% 281
Understanding and evaluating research
60.75% 308
Understanding and presenting research reports
32.54% 165
Writing for publication
27.61% 140
Total Respondents 507
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Answer Choices Responses
Apps
61.20% 366
E-books
43.14% 258
ICT skills
24.08% 144
Social media and collaborative tools - advanced skills
49.00% 293
Social media and collaborative tools - getting started
33.61% 201
Virtual learning environments
47.83% 286
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Answer Choices Responses
Web information continuity
32.61% 195
Total Respondents 598
Answer Choices Responses
Digital literacy
55.07% 288
Information literacy
35.37% 185
Presentation skills - Advanced
32.70% 171
Presentation skills Basic
17.21% 90
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Answer Choices Responses
Training skills - Advanced
39.77% 208
Training skills Basic
17.97% 94
Understanding medical terminology
27.34% 143
Total Respondents 523
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Answer Choices Responses
Advocacy
21.69% 108
Evaluating services
47.59% 237
Leading and managing change
34.14% 170
Management skills Intermediate
21.89% 109
Management skills Introductory
17.87% 89
Managing staff performance
29.72% 148
Motivational skills
37.55% 187
Operational planning
27.91% 139
Partnership development
30.12% 150
Project management
39.16% 195
Quality management
31.53% 157
Service innovation, development and design
62.05% 309
Working with decision makers
41.77% 208
Total Respondents 498
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Answer Choices Responses
Budgeting and financial management
35.62% 156
Business planning and asset management
28.31% 124
Contract management
20.78% 91
Costing and pricing library services
48.17% 211
Demonstrating value and impact
72.37% 317
Service level agreements
34.93% 153
60.27%
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Answer Choices Responses
Strategic planning, thinking and evaluation 264
Total Respondents 438
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Answer Choices Responses
Coaching skills
23.26% 134
Communicating with stakeholders
30.73% 177
Communication/interpersonal skills
19.62% 113
Customer service skills
15.63% 90
Dealing with difficult situations
36.28% 209
Facilitation skills
18.92% 109
Influencing skills
34.90% 201
Managing meetings
15.63% 90
Marketing
35.59% 205
Mentoring skills
15.28% 88
Networking skills
26.74% 154
Reflective writing
18.06% 104
Report writing skills
23.96% 138
Writing effective publicity/information guides
36.63% 211
Total Respondents 576
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Answer Choices Responses
Coping with change
35.31% 202
Creative thinking
45.10% 258
Emotional resilience
41.43% 237
Health and wellbeing
28.67% 164
Negotiating skills
41.78% 239
Problem solving skills
35.84% 205
Team working skills
26.75% 153
Page 36 of 47
Answer Choices Responses
Time management
31.82% 182
Total Respondents 572
SECTION 5: RECOMMENDATIONS
Q26 Please make one recommendation as to how you can best be supported in developing the skills to sustain your career and meet the demands of your service.
- In-house training courses
.
?
A briefing of what e-learning is already available to access.
A comprehensive repository of 'gold standard' examples of work produced in other NHS libraries would be useful to guide practical work and provide examples of good working practice.
A high quality external Time Management course as this is the area I find most difficult.
A mentor
A more realistic and implementable appraisal process. Not just box-ticking
Able to attend training and network/ meet with library colleagues in the region.
access to a coach would be really helpful
Access to appropriate training and self learning.
Access to external training programmes
Access to more E-Learning courses
Accessible training on the latest developments in library and knowledge services
Action learning sets across the region, involving librarians across the region. To include all sectors not just health.
Action learning sets on practical problems and encouraging shared service development.
Adequate funding and dedicated study time
Advice on e-books
Allowed the time to do something away from the workplace
Allowed time to complete training
Always have 1-2-1's with Library Manager or Assistant Librarian to keep up to date with skills required.
An effective and advocative CILIP, who do more across the country and are less focused on London.
An interesting course for those working as library assistants, something a bit more advanced
Any / all of the topics listed under Financial management would be a help.
anything that would help me feel more knowledgable and confident using ICT would be very beneficial.
App development
Apply the skills I learn on the job and get the support from the managers.
As I am due to retire in the next few months, this item is not relevant to me.
Attend as many workshops available to help me develop my skills and improve my confidence in any work space.
Attend at least 3 CPD courses per year.
Availability of more courses outside of London and the major northern cities, in more centralised venues for the east of England, such as Cambridge.
Availbility of support
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Q26 Please make one recommendation as to how you can best be supported in developing the skills to sustain your career and meet the demands of your service.
Awareness of courses available allied to their ease of access.
Backing from line management and the appropriate funding to attend relevant courses
Be given sensible funding and for new technologies which the NHS wants and needs to improve patient care
Be given the opportunity to undertake a professional library qualification.
Be given the time to attend courses.
Be given time to explore new ways of working so not tied to physical library
Be given time, both in and away, from the office for personal development.
Been given the time off I need to be able to do the training I need to develop the skills i need
Being able to allocate time to reflection and development of skills - I am willing to carry out some development activities in my own time, but need to be mindful of my work-life balance.
Being allowed sufficient time away from the library to do training
Being better at allocating myself protected learning time - practice what I preach!
Being given time occasionally in work to learn new skills or attend courses away from the demands of the job.
Being kept informed of the changes occuring. A summary is useful plus a presentation with opportunities to ask questions
Being mentored.
Broad range of training to opt into
buddy system for LQAF
By being able to access CPD opportunities that are not necessarily about leaving the workplace
By being offered a variety of courses/training events on the topics listed previously.
By continuing to be regularly consulted about training needs and encouraged to develop existing and new skills.
By having sufficient colleagues that there is time to do some of this
By keeping up to date with all the technological advances.
By providing variety of work, and training related to new products and services.
By selecting a skill to focus on and asking line manager to support any training
Catalogue skills based on the Heritage package
Chance to share experience with other library and information staff over how to deliver service better to users in their own workplace (outreach/clinical librarian role)
Clear leadership for NHS LIS services
Clear, structured on-the-job training programme with a chance to experience all aspects of the Library service even if outside Band level
Clearer guidance on what is expected and the right staff
Coaching and Mentoring of peers
Collaborate with other regional library services to share learning and experience.
Collaborative working with job share and other team members to learn from them
Consider providing funding for attendees' travel expenses when costing up courses / events. I don't really object to donating my travel time to the NHS, but I won't donate the price of my rail ticket too!
Consider the impact of workload/work pressure - when designing jobs build in time for CPD.
Consistent across the board training available to all
Consistent and local provision of training opportunities
constructive feedback / coaching
Continous monitoring and training of relevant skills to promote Library services and
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Q26 Please make one recommendation as to how you can best be supported in developing the skills to sustain your career and meet the demands of your service.
resources - making it a proactive approach.
Continued access to CPD opportunities
Continued involvement in LIHHN activities sharing knowledge through the network.
Continued mentoring and coaching with a trained /experieicned person who can provide personal one to one support (also being part of action learning set of other LKS managers)
Continuing interaction with other NHS librarians and Library Services
Continuing support from SDG for relevant events
Course repeated in different locations around country so people don't have to travel too far...spend half of day travelling!
Courses held regionally
Courses that you provide must be affordable and accessible via the Internet or e-learning at a time convenient to them, for those who can't attend face to face.
Courses, workshops or events closer to location would be very useful
CPD/training opportunities for those entering their first professional role
Day courses
Dedicated study time away from desk
Dedicated time
Delivering training and critical appraisal confidently
Develop courses specifically for Library Assistants which could be delivered nationally as elearning modules.
Development needs of staff workng in public health recognised at regional & national level.
Development of action learning sets could be a really useful way of support individuals and services at the same time
Develpoping a locally based informal coaching or information exchange network Create curretn awareness bulletin highlighting areas of interest
Direct line management support and encouragement.
Don't let resources for development disappear during financially straightened times, it is even more important then.
E-Learning module on best practice for accessing online journals
E-learning or short courses delivered via web to reduce travel costs.
Ensuring enough time is designated to complete training
Ensuring I am delivering the best service required by the users of the library.
evaluation of the skills i will need to move forward in my current role - either in house training or preferably external training on the areas of my work. Up to date IT training
Events with no cost to attend
Expansion of the NHS Library and Knowledge Service website to include more learning materials.
Face to face practical training with staff who deal with the same situations as myself, esp with IT/database searches.
Financial support for training courses.
Financially to support attendance at training activities a lot of which are London based/time away from the workplace
Flexibility in accessing learning eg online/from home
flexibility of times/dates of training.
For each LETB to have a senior manager in place to actively support / develop / facilitate / promote / champion library services in their region. And for this to be the major focus of their work - not just an add-on.
For someone to listen to my suggestions
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Q26 Please make one recommendation as to how you can best be supported in developing the skills to sustain your career and meet the demands of your service.
For there to be training in my region
Formal arrangements in the organisational structure for contact with IT experts.
free or low cost training
Free or low-cost local workshops / training sessions
Free to attend regional events / training are always welcome
Free training
Free training sessions
Full support from library staff and in house training when necessary.
funding
Funding extra staff in the present economic climate
Funding for courses, and funding for technological investment.
Funding for professional qualification in Information Management
Funding to complete my Msc in Library and Information Services
Funding to take a course in medical terminology (e.g. AMSPAR or BSMSA)
Further development on report writing and summarising the evidence
further KSS study days on a variety of topics
Getting promoted
Given protected time to develop
Given protected time to develop new skills
Given time to study
Given time to work on continuous professional development.
Good CPD programme
Greater use of social media as part of training and communication so ensuring familiarity of use.
Group training via Webex on a single topic over several sessions eg on presenting results from literature searches.
Have dedicated study time
Have the opportunity to have as varied an experienceof library work as possible.
Have time allocate to study .
Having a line manager with an open mind (which I do)
Having a manager or mentor or small group to turn to for support when unsure of path to take.
having access to different training sessions in the areas where I need development
Having access to reliable up-to-date IT e.g. being able to use a browser that is actually being supported
having an understanding manager
Having more training that is multi-professional so that we are exposed to others in healthcare facing the same challenges but not necessarily from within libraries
Hear more about the award winnning innovations - video or presentations to hear the background and issues as well as the positive outcomes.
Help in writing applications for funding for Masters Degrees
help with costings template
Help/funding to do outside courses - mainly ICT courses
I can be supported by good communication through whatever channels are used. The more channels used the better.
I can't leave the office much so the development of online training would be helpful.
I don`t have one.
I don't feel able to comment as I am relatively new in post.
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Q26 Please make one recommendation as to how you can best be supported in developing the skills to sustain your career and meet the demands of your service.
I feel fully supported by my line manager with regards to personal development and training
I feel it is increasingly important for health librarians to be advocates for their library and information services so I think it would be valuable if support could be offered in advocacy and/or demonstrating the value and impact of services
I feel strongly that proper training for library assistants on LMS -SWIMS Olib Web should be provided when new people start. This was not offered to me in the form of a structured course in an undisturbed learning environment which is what I would of expected to enable me to carry out what was and still is expected of me. I did recommend this on last years survey. I believe it would benefit new people joining the library world like myself.
I feel well supported in my work environment, but I do feel there should be bite size course for when you first start your role.
I have had a great experience with being mentored recently. It is always great to learn directly from the wisdom of others.
I have recently done a training course around using the word "support" less because it is a bit unclear what is meant, and I would say all to be realistic about expectations
I learn best by doing things on the job and practicing so I just need more opportunities and time to try things out.
I need funding for training courses.
I personally think regular training will enhance my skills within the organisation. It si very important that we receive personal training and education to develop our skills and have better undersating about the technology, language or terminology we use on daily basis. this will only be possible if we have training provided.
I probably need a mentor more than anything
I recently attended an event run by CILIP in my local area in which I visited various types of libraries; this event was excellently led and it was really great to meet other library assistants. More of these please!
i require a line manager who knows something about libraries not from my trust.
I should get on with chartering - so anything that supports me to do that.
I solo work in a non-library setting so 'on the job training' or peer supported work is harder for me
I would be best supported in these circumstances, if I was allowed to at least have a go at areas of librarianship that, as a library assistant may not have covered, but would be very interested in (eg literature searching ) I'm constantly reminded by senior management that I am 'only a library assistant' !
I would be very interested in an advanced searching skills session
I would like coaching
I would like mor information about writing a business case/ securing funding for a project.
I would like to learn how to create elearnning - such as training in using the software Capture
I would really welcome some training in managing e-resources!
If I am going to an event I want to come away feeling I have learnt a lot of useful and implementable information. I do not want to go to a role play or discussion session with colleagues who know no more about the subject than I do. I know other course attendees have felt the same. I find the conference really useful in this respect.
If my organisation received funding for 'off-the-job' training.
If you can provide any courses on the previous questions that would be great.
I'm not the right person to ask about this as I will be retiring later this year.
Improved access to relevant training
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Q26 Please make one recommendation as to how you can best be supported in developing the skills to sustain your career and meet the demands of your service.
Improved IT support to enhance access to e-learning etc.
Improved ITC skills for presenting statistics and feedback information
In making management courses or other kind of training on management available
In moving forward, it is vital that services demonstrate the positive impact that they have in actually supporting NHS health services and in meeting the educational directions of HEE.
Increased budget to allow us to offer morej
Increased training opportunities specifically for Library Assistants
Influencing skills / networking skills
information on what training is available where
Introduction to project management and/or general management/leadership, especially for those who have not previously been managers would be useful.
invest resources in developing IT provision
It is not easy to make such a recommendation. Time is the main problem. It is difficult to devote time to developing additional skills effectively whilst carrying out a full time role. Perhaps some thought could be given to providing practical support to librarians when they are concentrating on developing necessary skills. Any attendance on courses, at conferences etc has to be slotted in to very busy schedules.
IT skills, particualrly e-learning
It would be helpful to learn how to think creatively about disseminating information to users
It would be useful if I could find a Mentor/coach within the health libraries and support in career development.
Keeping up with digital change and training in new methods to support library users.
Knowledge sharing events
Liason with colleagues over best ways of working, examples of good practice
Librarians need more inspiration and to let the perspiration take care of itself
Library management skills - ongoing buddying / mentoring and support external to my organisation.
LKS could benefit from regular 'academic half days' like the ones clinicians have - but on different days as demand for our services often rises on AHDs.
LKS eLearning packages to be available
LKS staff in healthcare now work outside the NHS and this trend may continue, so reflecting that in access to courses and content.
Local courses on systematic reviews like the one in Exeter recently
Local training opportunities
Local, affordable succinct course/training
Locally delivered course in the north or north west. Online communities of practice to continue learning outside traditional approaches. Funding available for eductaional courses beyond traditional library qualifications, but still highly relevant to work e.g. CETAD management courses are funded for clinical staff, but not for support/administrative staff.
Locally held courses orgainised by HCLU
Low cost training delivered locally
Maintaining, or increasing, the number of training sessions that happen in the region.
Make funding available ...
Make training courses available as webinars - so ability to travel to locations is not a barrier to participation in training.
Make training opportunities available, and allow potential users the freedom to take these up.
Making speciailist library training courses cheaper or allow virtual participation for courses
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Q26 Please make one recommendation as to how you can best be supported in developing the skills to sustain your career and meet the demands of your service.
and the conferences
management buy-in regarding training opportunities
Management skills course aimed at existing managers
mentor/buddy scheme
Mentoring
More affordable/free workshops/courses
More autonomy
More courses avaliable for library assistants who want to progress
More CPD sessions for more advanced managers
More e based learning
More e-learning in relevant topics such as statistical and analytical skills
More eLearning modules would be great to facilitate gaining skills whilst not having to take time away from the office.
More FOLIO-style courses with buddy groups for support
More formal training, leading to qualifications.
More frequent and wider ranging courses to attend.
More funding for courses to help my professional development.
More guidance in what skills may be required/which areas would benefit from having people with more knowledge/skills in a particular subject.
More hours in the day!
More information on available CPD! (or where to find this information!)
More interdisciplinary events - enabling LKS to address issues of mutual concern in the best interset of patients eg learning events/ experience sharing events with 1) colleagues within HEE TEL; 2) colleagues leading IT developments in the NHS; 3) briefings for LKS by senior stakeholders in arms length bodies
More IT training in house covering basics & some introductory Health Service information for new starters would be helpful. If you are not from a medical background you are left to sink or swim in learning about the working of the NHS.
more local courses which are free, NHS budget is so tight there is no money to attend training.
More local training within the West Midlands as costs to London are too high.
More 'me' time to be able to focus on new information and issues other than usual workload
More networking with other library managers to share ideas and creativity. Sense of isolation working in NHS library field.
More online courses
More opportunities for professional networking and training events/courses to be made available. Support from Line Manager.
More paid hours during the week.
More practice with tasks that I don't do so often
More provision of elearning or increased access to webinars/recordings of webinars
More recognised, certificated, courses which are recognised by NHS employers
More regional training espically on Sirsi and critical appraisal etc
More resources or timetabled support for time magement in a changing library / LIS environment as well as resilience & coping skills. Skills for "How to motivate and manage other key workers in the library" would also be helpful as would more informal conference days for networking across organisations.
More senior management training
More staff, bigger budget!
Page 43 of 47
Q26 Please make one recommendation as to how you can best be supported in developing the skills to sustain your career and meet the demands of your service.
More Study days
More team meetings and one to one's with manager
more time to reflect on and embed skills and knoweldge frm training and self learning.
More training courses outside of the office time to learn away from work
More varied training for Library Assistants i.e. dealing with difficult customers, communication skills, networking with other library assistants
More web e-learning opportunities
My most pressing development need is a course about teaching in the adult learning sector which has actual hands on teaching experience included. Apparently the PTALS course has been discontinued and has not yet been replaced.
N/A
Nationally led training programmes and courses
Need to have continued support from the centre
Network meetings with other managers.
Networking between SW colleagues, including web meetings (as already happens)
not applicable
Not being held back by manager when you would like to attand a course.
NW Virtual Learning Environment for delivering courses and useful repository for shared learning.
off the job training courses
offer courses in a variety of different learning styles. Not everything works for everyone.
Offer courses somewhere accessible from Manchester which can be attended within budgetary constraints.
On the job training
One to one support on costing tools, etc.
Ongoing critical appraisal skills- something that can be used online as a refresher & for incremental development of skills in this area
On-line training
Online workshops that I can access as I have time.
On-site and/or local training, as it is becoming increasingly impossible to get permission to attend training at a distance.
on-the-job training / secondment
Opportunities for job swapping
Opportunities to attend training wider than just LKSL.
Opportunities to learn from others in the same role
peer shadowing
perhaps by providing a MOOC that can be started as and when required - time is difficult to find sometimes.
Personal coaching
Please employ more staff
posative attitude to personal development from managers NHS management, and ouside groups such as SWRLIN CILIP etc
Possibly individual coaching session from independent but experienced individual, to help identify priorities and personal blockers
Practical workshop on developing a business library service - terminology/ sources/ types of service/ marketing/ clients
Presentation skills and marketing
Price and time often get in the way of attending courses/sessions: bite-sized, cheap sessions
Page 44 of 47
Q26 Please make one recommendation as to how you can best be supported in developing the skills to sustain your career and meet the demands of your service.
are better for me than immersive, expensive delivery.
Professional mentorship/coaching opportunities (by someone from outside own organisation)
protected time
Protected time for developing the skills necessary to improve the library service
Protected time.
Protected training time
Provide adequate training via e-learning
Provide regular relevant training targetted on needs
Provide some CILIP courses in the North West region instead of London.
provision of accessible and free training/study days to not exclude staff with no accessible training budgets to attend.
Quality of training is key. Too many of our offers are amateurish
Range of face-to-face training opportunities led by experts in the field
Range of learning opportunities on library management and leadership skills offered by CILIP (national and regional) including workshops, e-learning, web-conferences (mix of free and paid-for)
Recognise that the landscape has changed and staff are not all based in the NHS - both customers and library staff - how can we make this work well for all?
Regional CPD courses and events
regular 1:1's with line management
Regular CPD opportunities and the chance to feedback what we'd like those opportunities to be (N.B. I feel we already have this!)
Regular days throughout the year set aside for training & motivational courses.
Regular monitoring and supervision of my training and development needs
Regular opportunities to discuss work issues with peers.
Regular scheduled time for training
Regular training
regular training and refreshers
Regular training events at various locations to encourage attendance and accessibility; including virtual meetings via webex etc.
Regular training opportunities
Regular training spread across the year. Several dates in case you cannot attend that course date.
Regular training with advance publicity so we can plan staff cover
Regular training, support and mentoring from line management
relevant training courses
Relevant training courses provided either a e-learning or at a location close to where I live.
Relevant training offered within the job role.
Report writing skills.
Run appropriate workshops where knowledge can be shared
Self-paced/asynchronous e-learning as I don't have the staff cover to attend training sessions, meetings, shadowing etc.
Service impact training
shadowing a library manager in either my service or another
Shadowing/mentoring
Sharing of best practice and ideas
short courses on social networking within working environment. communication is the key
Page 45 of 47
Q26 Please make one recommendation as to how you can best be supported in developing the skills to sustain your career and meet the demands of your service.
and this is the way forward and instant.
Skills in "reinvention" for staff working at CSU/CCG environments where more traditional library roles may not be seen as important
Skills training on the job
Social media training
social media training to advance and improve the profile and currency of the service
Something aimed at making the transition from librarian to library manager - strategic thinking, for example.
Specific time slots allocated to skills training.
Staff cover to attend training courses and meetings
Stop sending surveys that take a day to complete due to there complex nature!!!!
Strategy development is my key area
Support for my Chartership
Support for those fulfilling library/knowledge roles but who sit outside traditional library services. If we are to integrate LKS roles, more we need to get LKS trained staff inside NHS organisations/teams which are not necessarily library services.
Support from line manager allowing the time and release from work
support from manager
Support from manager
Support in putting new learning into practice - often gather new ideas at training events which fall by the wayside back at work. I need someone to support and to challenge me to make changes.
Support needs to be local and not to cost a lot
Support with maintaining skills for working beyond retirement age.
Support with social media
Technical skills to develop Library Apps is most desirable. Link with training colleges will help.
That the courses are free - that way I stand a chance of getting on them - assuming my time can be freed up, that is.
The continuation of the training that is avaliable
The free courses provied by HCLU in the NW are invaluable, please continue to provide this training programme
The library service is a 24/7 service, fastly dependent on electronic resources which need to be working and with which library staffing work on a regular basis. The IT industry has produced a training framework for service management called ITIL and although things like a service desk is one of the things that result from this - this is complete service management training and examination package which would have a lot of relevence to the NHS Library Service in the future
The opportunity to network
The regional lead for LKS in the North West does so much to support the development and skills needs of staff. Any increased support they can receive would benefit all LKS staff and services in the region.
there is no career progression in this organisation - I am frozen at band 3.
Through a network of supportive professionals with expertise and experience.
Through availabilty of relevant courses, with sufficient time allocated to attend.
Through Para professional trainings
Through peer support and a learning set.
Through Training
Page 46 of 47
Q26 Please make one recommendation as to how you can best be supported in developing the skills to sustain your career and meet the demands of your service.
Time away from the job to be trained
Time away from work if possible to attend training events
Time away from work to attend courses.
Time for training courses
Time given to develop new skills
Time out to focus on developing new services/projects
Time to attend courses either in-house or external
Time to participate in relevant CPD opportunities
Time within day to day role to update skills and learn new techologies
Time within the working day to complete tasks
To be able to advise users and give them the best of my knowledge of library services
To be given a wider choice of training courses that will suit my needs that are not ridiculously priced.
To be given more time for training.
To be given the time to attend courses
To be kept aware and upto-date with the technology changes.
To have a 'buddy' within the network performing a similar role for discussion and interactive collaborative support.
To have a learning mentor
To have annual or bi-annual courses addressing such topics
To make funding and study time available to support ALL library staff in developing their skills.
training courses
Training courses within 100 miles
Training delivered locally
Training in open access
Training on any new services being offered to our users
Training on Apps and their development
Training should be planned and co-ordinated to support the targets in Knowledge for Healthcare, with a particular emphasis on those areas which may be new to many - eg working with patients and knowledge management in organisations.
Transformation of the Trust's IT systems and policies to remove barriers to development and communication - not something that LKSL can do anything about unfortunately
Understanding that my time to learn is limited
Understanding the role of producers of various health grey literature e.g. RAND, Kings Fund etc
Unfortunately much of the talk of developing skills is purely a tick-box exercise ahead of the annual appraisal which does not lead to any actual changes in my daily work. The major obsbtacle is the current paradigm in our profession is based on a strict hierarchy, thus a type of social exclusion. One other major problem is to see what we do as a system machine with input and output: just bring in another system. People with their aspirations and skills do actually not count.
Updates of relevant information via email.
Utilise Long Distance virtual learning to deliver the content of the items checked before
Ways to further develop literature searching skills as an ongoing, ever-changing process
We need to think about how we support an ageing workforce - energy levels, motivation, wanting to keep up to date are all issues.
Web conferencing is very accessible and doesn't require me to be away for too long. 1- 2
Page 47 of 47
Q26 Please make one recommendation as to how you can best be supported in developing the skills to sustain your career and meet the demands of your service.
hours is best.
Working closely with line managers to keep on target with demands of my role. This already happens.
Working collaboratively
Working with others
workplace training
Workshops or collective training days
Would be useful to have place where you can find out about developing various skills
Would it be possible to put together a list of useful resources / websites that are used by library staff on a regular basis. Perhaps sorting be speciality, We all have a favourite site such as BILD or Sainsbury Centre for Mental Health.
Would prefer to receive to 1-1 coaching or mentoring to develop my skills
Total Responses 385
January 2015
HEEL LKSL SDG