Talent Management and New Trajectories: Preparing and ...
Transcript of Talent Management and New Trajectories: Preparing and ...
Washington University in St. LouisWashington University Open Scholarship
University Libraries Presentations University Libraries
3-2017
Talent Management and New Trajectories:Preparing and Retaining Early Career LibrariansAmanda B. AlbertWashington University in St. Louis
Katherine AhnbergUniversity of Pennsylvania
Lauren HaysMid-America Nazarene University
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Recommended CitationAlbert, Amanda B.; Ahnberg, Katherine; and Hays, Lauren, "Talent Management and New Trajectories: Preparing and Retaining EarlyCareer Librarians" (2017). University Libraries Presentations. 31.https://openscholarship.wustl.edu/lib_present/31
TalentManagementandNewTrajectories:PreparingandRetainingEarlyCareerLibrarians
EarlyCareerExperiencesinAcademicLibraries
Topissuesandconcernsassurveyedanddiscussedinthe2015ACRLroundtable:"I'mGoingonanAdventure!’FindingYourWayasanEarlyCareerAcademicLibrarian,”AmandaM.GoodseN,LindsayHarmon,LindaMiles,ZaraWilkinson,ACRL2015.NavigaSngRelaSonships¨ RelaSonshipwithmanagers¨ RelaSonshipwithcolleagues¨ “Oldschool”vs“Newschool”mentaliSes¨ Differencesinideologyandhowthingsgetdone¨ MakingconnecSons¨ InternalpoliScs
UnderstandingOrganizaSonalCulture¨ IntegraSngintotheworkplace¨ Assessingtheculture¨ Influencing/Changing¨ UnwriNenrules¨ ReorganizaSons¨ PowerdynamicsDiversity+Inclusion¨ ExperiencingbiasordiscriminaSonbasedon
age(ateitherendofthespectrum),race,gender
¨ Bullyingbytenuredfaculty¨ Desiretoadvocatefordiversity¨ FindingvenuesofsupportforPOCandother
racialandethnicminoriSes
ImposterSyndrome¨ FindinganauthenScprofessionalvoice¨ Lookinglikeastudent/tooyoungtobehere¨ Leadershipdevelopment
Work/LifeBalance¨ ManagingSme&expectaSons¨ Projectmanagement¨ Earlyburnout¨ StrategizingopportuniSes¨ PrioriSzingcommitments¨ Beingeverythingtoeveryone¨ SayingyestoenoughopportuniSes
EarlyCareerRetenSonIndicators(EmployeeSaSsfacSon):EarlyCareerRetenSonIndicators(EmployeeSaSsfacSon):
2017EarlyCareerLibrarianSurvey EarlyCareerExperiences
inAcademicLibraries
SurveyingARLLibraries:SPECKit344
Releasedin2014,ARLSPECKit:344TalentManagement,co-authoredbyMeredithTaylorandElidaLee,surveyed69respondentARLlibrariesregardingavarietyoftalentmanagementissuesinacademiclibraries,including:¨ Recruitmentandhiring¨ Employeeengagement¨ Professionaldevelopmentplanning¨ EmployeeretenSonGeneralresultsforallemployeedemographicsincluded:AreasofEmployeeSaSsfacSon(5-VerySaSsfied):¨ Supportofprofessionaldevelopment¨ FlexibleworkschedulingAreasofEmployeeDissaSsfacSon(1-VeryDissaSsfied):¨ Salary¨ CommunicaSonwithintheorganizaSonTop3ReasonsforTurnover(AllEmployees):¨ ReSrement¨ OtherlibraryposiSons¨ Otheremploymentoutsideoflibraries
Yes35%
No65%
“DoesYourLibraryHaveaLeadershipDevelopmentProgram?”
Bibliography¨ Badia,G.(2015).Callingallacademiclibrarianstolead!:Developingandusinginsidetalenttostayahead.Library
LeadershipandManagement,30(1),1–9.RetrievedfromhNp://www.scopus.com/inward/record.url?eid=2-s2.0-84946595164&partnerID=tZOtx3y1
¨ GoodseN,A.M,Harmon,L.,Miles,L.,&Wilkinson,Z.(2015).I’mgoingonanadventure!Findingyourwayasanearlycareeracademiclibrarian.RoundtablediscussionattheACRLAnnualConference,Portland,OR.
¨ Hall-Ellis,S.,&Grealy,D.(2013).TheDreyfusmodelofskillacquisiSon:Acareerdevelopmentframeworkforsuccessionplanningandmanagementinacademiclibraries.CollegeandResearchLibraries,74(6),587–603.hNp://doi.org/10.5860/crl12-349
¨ Hall-Ellis,S.D.(2015).Successionplanningandstaffdevelopment–awinningcombinaSon.TheBoNomLine,28(1),95–98.hNp://doi.org/10.1108/BL-05-2015-0007
¨ Hernon,P.&Schwartz,C.(2008).Leadership:Developingaresearchagendaforacademiclibraries.Library&InformaSonScienceResearch,30(4),243-249.hNp://dx.doi.org/10.1016/j.lisr.2008.08.001
¨ Hudson-Ward.Alexia.(2014).Eyeingthenewdiversity.AmericanLibrariesMagazine.RetrievedMarch16,2017,fromhNps://americanlibrariesmagazine.org/2014/08/18/eyeing-the-new-diversity/
¨ Taylor,M.A.,Lee,E.,&AssociaSonofResearchLibraries,.(2014).Talentmanagement.
EarlyCareerExperiencesinAcademicLibraries
AcBons&RecommendaBons
2017EarlyCareerLibrarianSurvey
AmandaB.Albert,InformationLiteracyCoordinator,WashingtonUniversityKatherineAhnberg,AcademicServicesLibrarian,UniversityofSouthFlorida LaurenHays,InstructionalandResearchLibrarian,MidAmericaNazareneUniversity
“PleaseselectthetopthreereasonsyouchosetoleaveaposiSon.”
Methodology:NinequesSonsurveyinstrumentadaptedandre-administeredwithpermissionsfromSPECKit:344TalentManagementauthorsTaylor,M.A.,andLee,E.Datacollected3/2/2017-3/13/2017RespondentDemographics:Thissurveyreceivedinputfrom402respondents.Themostcommonexperiencelevelwas3-4years,withthemajorityofrespondentsreporSngMLStrainingandposiSonsinReferenceandInstrucSon.
41.61
30.8736.91
12.08
WorkEnvironmentvs.
Salary
RelaSonshipwithSupervisorvs.
RelaSonshipwithColleagues
RetenSon:CultureMaNers
62.83%
73.89%
52.21%
21.68%19.47%
12.83%
21.68%
49.34%
11.89%16.30% 17.62%
1.32% 0.88% 2.20%
23.35% 22.91%17.62%
11.89%
4.41%7.05%
12.33%10.57%
18.06%
28.63%
15.42%
6.61% 5.29%
15.42%
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
70.00%
80.00%
NewemployeeorientaSontothelibrary
NewemployeeorientaSontotheuniversity/insStuSon
FuncSonaltrainingtonewemployees
Formalmentorshipprogramfornewemployees
Sponsoredsocialevents NetworkingopportuniSestonewemployees
Otherstaffpairingsuchasjobshadowing,coaching,etc.
MostCommonOnboardingExperienced TopPreferredOnboarding SecondPreferred ThirdPreferred
8.70%
18.03%
20.35%
14.29%
22.32%
41.28%
19.91%
38.20%
22.08%
39.06%
33.05%
15.38%
41.63%
9.57%
13.30%
14.29%
18.61%
21.03%
22.13%
25.97%
26.18%
26.41%
26.61%
27.04%
27.35%
28.76%
SabbaScal,professional,orresearch
Librariansareeligiblefortenureor
Librarianshavefacultystatus
PotenSalforpromoSon
Localcostofliving
Workenvironment
ReputaSonoftheinsStuSon
Benefitspackage
Salaryrange
Supportofprofessionaldevelopment
Flexibleworkscheduling
Employeeengagement
PosiSonresponsibiliSes
MostPosiSveImpact(5)SecondaryPosiSveImpact(4)
EarlyCareerRetenSonIndicators(EmployeeSaSsfacSon):
OnboardingPracSces&Preferences
EarlyCareerANriSonIndicators(EmployeeDissaSsfacSon):
Top3ReasonsNewLibrariansStay:
Top3ReasonsNewLibrariansLeave:
402Respondents
1 PosiSonResponsibiliSes/WorkEnvironment(Se)
2 SupportofProfessionalDevelopment
3 BenefitsPackage
1 OtherLibraryOpportuniSes2 WorkEnvironment3 Salary
“SinceI'vestartedwenowhaveaformalonboardingchecklistwithallnewemployees--itseemsreallycomprehensiveandhelpful(wishithadbeenthereforme).”
“Wedonothaveaformalonboardingprocess.Supervisorsmakeitupastheygosoitvariesfromdepartmenttodepartment.”
“Informalmentoring"buddy"programwithanotherlibrarian.”
ForEarlyCareerLibrarians¨ Researchlocalcostoflivingandareahighlights.¨ Seekoutmentorshipifnoformalpathexists;
gevngengagedinyourlibrary’scultureisoneindicatorofearlycareersaSsfacSonandretenSon.
¨ SayyestoinformalopportuniSesforleadership;“leadfrombelow”(Raab2009).
¨ Lookatlongandshort-termopportuniSestoserveinprofessionalorganizaSons,oncampus,andinthelibrary(Raab2009).
¨ Performself-evaluaSon,includingmeasuringgainsincompetence(Hall-EllisandGrealy2013).
ForMentors&Administrators¨ Inquireaboutanewhire’spreferredon
boardingacSviSes;followthroughwherepossible.
¨ EngagedsupervisorrelaSonshipswithearlycareerlibrarianscanincreaseretenSon.
¨ NewlibrariansvalueprofessionaldevelopmentsupportandtheabilitytocontributetoaposiSveworkenvironment.
¨ FormalmentorshipempowersnewlibrarianstogrowandmoveintoleadershipposiSons(Hall-EllisandGrealy2013)