Judith keene a new model of library at the hive


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Presentation delivered at the ARLIS UK and Ireland Conference 2013 in Bristol

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  • Changed expectations of library services?At point of beginning to realise potential?
  • Lot of synergies
  • ILL
  • http://www.wallaceandgromit.com/download/wallpapers/index.html?scene=02&size=1024
  • Judith keene a new model of library at the hive

    1. 1. A new model of library at The Hive, Worcester and the challenges of partnership working Judith Keene, University of Worcester
    2. 2. Introduction to the Hive The partners and the challenges The journey so far Conclusions
    3. 3. What is the Hive? • Partnership project between the University of Worcester and Worcestershire County Council • Joint Library, WCC Archives and Archaeology Service, plus Worcestershire Hub • Jointly managed by UW and WCC • PFI Funded • Facilities management provided as part of PFI
    4. 4. Objectives include: • Social inclusion, based on Dept for Culture, Media and Sport’s Libraries for All. Factors include low income, unemployment, poor skills, health, ethnicity etc. • Access to information and training • Access to technology (particularly online services) • Business links • Adult learning in the Community • Children and Young People The Organisations - WCC
    5. 5. “We aim to make a truly transformative contribution to the lives of our students, staff and the people of our region, and to make a very positive impact in society more broadly.” (UW Strategic Plan 2013-2018) • Strategy to develop culture of participation and active citizenship • Renewed strategy for partnerships…to fulfil the University’s role as a key engine for opportunity, creativity, wealth creation and improved public services The Organisations – UW
    6. 6. Planning: Vision • Inspiration • Connection • Aspiration • Learning • Integration • Inclusivity • Enduring Values • Well-being • Sustainability • Visibility
    7. 7. Library services • “One team” ethos thoughout building • Integrated customer services team – led by Library Services Manager supported by WCC and UW team leaders • Floor walking and referral (to UW enquiries service) – staff “pods” rather than desks • “Back of house” services still mainly separate • Merged catalogue and circulation modules • Fines, loan periods etc. aligned as much as possible • IT services depend on who you are – recognised at point of login
    8. 8. Challenges – for staff “Joint use libraries are one of the most demanding, and potentially stressful, areas of professional employment” Bundy and Amey 2006
    9. 9. GENERAL  Working cultures  Management structures & practices  Amount of information to be assimilated  Unique – so no previous case studies to draw on PERSONAL  New users  Loss of identity or specialism  Change to working hours
    10. 10. Team Building  Values workshops  Reciprocal visits and job shadowing  “Skills share” workshops  Joint training sessions  Reciprocal involvement in staff selection and induction  Joint communications
    11. 11. Training • In depth programme over 2 years to cover identified needs plus staff concerns • Coordinated via Moodle and online registration using Eventbrite • Some aspects mandatory e.g. disability and equality training • Variety of delivery incl. online, face to face, shadowing All workshop sessions include time to get to know each other
    12. 12. Structures • Strategic Board • Library Services Group • Service Managers Group • Facilities User Group (Plus individual organisational structures)
    13. 13. The first year • Open on time and on budget with all the technology working! • 882,805 visitors by end of May 2013 • 1 millionth issue this month • Huge rise in public library and Archives use • Pattern of use by UW and WCC customers as expected: busy times are complementary • Events – Beeline (children’s literature) Festival, Kay’s arts project, Bedroom Tax drop-in, Heart Walk, plays and poetry readings • Michael Rosen, Jacqueline Wilson • Guardian University award, RIBA West Midlands Special Award, THE Leadership and Management Outstanding Library Team …….. And many more
    14. 14. The First Year for staff • Staffing at opening • Staff communications/information – Daily briefings, centralised information – Line management / supervision clarification • Behaviour, behaviour, behaviour – Constant review of what’s acceptable, close working with security etc., training • How to feel part of the University – Senior staff present in the Hive – Involvement with tours, induction, enquiries rota – Back on the University network • Lots of ongoing ‘bite-size’ training
    15. 15. Benefits of partnership working • Increase the range of services, resources and facilities available to users • Value added services • Sharing of costs and resources e.g. shared LMS • Wider pool of staff, expertise etc. to draw on • Development opportunities for staff • Services benefit from fresh ideas and new approaches
    16. 16. Partnerships – final thoughts • Look for opportunities • Identify the mutual benefits • Have a clear vision • Engage with as many people as you can • Recognise it can be hard • Keep an open mind – their way may be better! • Accept you won’t win everyone over and others will take time to come round
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