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CDG Wales Managing Your Career Chartership Presentation
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CDG Wales Managing Your Career Chartership Presentation


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Presentation by Pat Duxbury, Candidate Support Officer (South Wales)

Presentation by Pat Duxbury, Candidate Support Officer (South Wales)

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  • So now, when people ask “why bother with CILIP?”, you know what to say(!)
  • MCLIP – or fully chartered is known as the GOLD STANDARD!
  • You’ve decided to look into becoming Chartered .You’re already an Affiliated member of CILIP and regularly read the Gazette and Update. . . . . ;-) The first thing to do is change your status (and subscription) to Associate Member then register with H.Q. as a Chartership candidate and find a mentor!
  • Take time over this – make sure your plan is workable & realistic (although it will change as you undertake the Chartership journey).
  • (for example - it took me nearly a year and I was asked to submit an extra piece of written work . . . . . just a gentle warning).
  • If you match any of the above criteria - then yes, you are!And there’s even one more criterion – (which was introduced in 2005) for those who may not fit any of the above . . . .
  • Introduced especially for people just like me!
  • All the above information is taken from CILIP’s Chartership Timeline – which appears on their website. Simply type ‘Chartership’ into the main search bar and you will find everything you could possibly want to know about the process – including some excellent examples and presentations by others . . .
  • And so it continues – it can sometimes seem like a very protracted process – but just stick in there – the journey is a worthwhile one. I know for a fact that I wouldn’t be in my present job unless I was a Chartered Librarian – particularly as I haven’t got a degree in librarianship . . .
  • Using your own line-manager might seem like a good idea, at first. . . . But how can you honestly and impartially evaluate working practices within your own organisation without getting personal & possibly causing offence – it’s a difficult one – which is why CILIP recommend looking outside your own environs – as a ‘Health & Safety’ precaution, if you like . . .The ‘contract’ again is for your own protection and that of your mentor. Agree beforehand how many times you’d ideally like to meet up: once a month, or 4 times a year? Do either of you really want to be contacted at home in the evenings - or perhaps e-mail would be preferable? Do you expect instant responses – or do you think it’s reasonable to wait a week . . . . . etc., etc.
  • So why are CILIP so keen on this document?
  • What does it look like? Is it a complicated document?
  • If you haven’t had a look at the book by Margaret Watson, then I can definitely recommend it . . .
  • Basically, if I can do it – then so can you . . . You may be surprised to know that I didn’t begin working in a library until 10 years ago (I was a late developer!) I’ve learned a lot and come a long way since - Chartership was really worth it . . . . so good luck!
  • Transcript

    • 1. Before we look at Chartership – what is CILIP’s Framework of Qualifications?
      “They are the only professional qualifications in library and information work in the UK. . . . .
      . . . . and they are recognised globally.”
    • 2. They are only available to . . . .
      Members of the Chartered Institute of Library and Information Professionals
      - there are 3 categories -
      Certification – ACLIP
      Chartership – MCLIP the Gold Standard
      Fellowship – FCLIP
    • 3. The route to Chartership after certified Affiliate (ACLIP) status, you may decide to progress further . . .
      You will need to be a library and/or information worker for at least two years (full-time equivalent) before submitting an application for Chartered Membership.
      During this time you can register as a Chartership candidate, but you will have to become an Associate Member before you can submit your Chartership portfolio (this may mean a change in your subscription rate).
    • 4. You and your mentor will need to develop your Personal Professional Development Plan (PPDP) based on your own situation.
      Your Certification PDPcan be used as the basis of this, but you will need to review, revise and further develop it during the period leading up to your Chartership submission.
      Information on formal education courses and other training activities, that will help with your personal development, are available on the CILIP website:
    • 5. So, let’s review that . . .
      When you apply for Chartered Membership you must be a current Associate Member. Complete and submit the Registration Form to Qualifications & Professional Development, CILIP, 7 Ridgmount St. London WC1E 7AE. Find a mentor, work with him/her and then submit your Personal Professional Development Plan (PPDP) within six months of registering. Your plan will cover 1 to 2 years of professional development - (depending upon whether you are a Pathway 1 or 2 candidate- details to follow . . . .)
    • 6. Attend a portfolio building course arranged by your local Career Development Group.
      Put together your portfolio and write a covering statement, with the guidance of your mentor, referring to the assessment form used by the Chartership Board.
      Once you are ready to submit your application complete the submission form and send your portfolio to Qualifications and Professional Development, at CILIP H.Q.
      From sending in a portfolio to becoming a Chartered Member can take between two to six months, and sometimes longer . .
    • 7. Am I eligible? You may register to Charter if you have:
      Pathway 1 . . .
      a CILIP accredited library and information degree or postgraduate qualification
      Pathway 2 . . .
      ACLIP Certification and sufficient professional level experience
      an overseas library and information qualification accepted by CILIP
      a non-accredited library and information qualification assessed at Scottish Qualifications Framework Level 10, or England, Wales and Northern Ireland Level HE4 and above.
    • 8. I was an extraordinary candidate!
      a non-accredited degree level qualification and substantial professional experience (known as Extraordinary Chartership Candidates)
    • 9. Submitting the Chartership portfolio the process – (part 1)
      YOU . . . .
      Agree with your mentor that the portfolio is ready to be submitted –
      Call CILIP HQ for an RS form –
      Send in your portfolio –
      (in triplicate: 3 printed copies or 2 printed & 1 electronic) with RS form and £50 fee
      THEY . . . .
      Send copies of your portfolio to a pair of assessors –
      (If an assessor knows the candidate he/she must return the portfolio,
      which is then sent to another assessor)
      Assess the portfolio individually, then discuss together -
    • 10. Submitting the Chartership portfolio the process – (part 2)
      Registering as Chartered MemberThe newly Chartered Member is added to CILIP's register and receives a certificate produced by professional calligraphers - £20 in 2007
      If they reject - the application is sent to a second pair (they do not see the original assessment) or the candidate is asked for more information - or invited to attend an interview.
      If they accept - the portfolio is officially accepted at the next available Board Meeting. The candidate is informed by post and invited to register as a
      Chartered Member of CILIP
      If the second pair rejects . . . A decision is formally agreed at the next Chartership Board. Candidate is informed by post and given feedback to support future resubmission.
      If the second pair accepts (split decision)Portfolio is seen by whole Board and discussed at the next Board Meeting. They may: reject, accept, or ask for more information . . . .
    • 11. Chartership – the criteria
      • an ability to reflect criticallyon personal performance
      and to evaluateservice performance
      • active commitment to continuing professional development
      • 12. an ability to analysedevelopment and progression
      (with reference to experiential and developmental activities)
      • breadth of professional knowledge & understanding
      of the wider professional context
    • 13. So how do you get started?
      • keep a record and keep everything
      • 14. use a diary, loose leaf binder,
      online tool - or even a shoe box (!)
      • think about evidence . . .
      • 15. be ruthless
      • 16. complete a skills audit
      • 17. be organised and plan your training
      • 18. allow plenty of time
    • Choosing a mentor . . .
      Preferably not your line manager
      Look outside your organisation
      Arrange a first meeting
      Agree a simple contract: duration & parameters
      Write your PPDP together
    • 19. What Is a Development Plan?
      A plan which identifies:
      skill & knowledge needs
      action to be taken to meet these
      outcome required
      people required to take this action
      timescale/target date
      review date and outcomes achieved
    • 20. Why Is a Development Plan Needed?
      to help you take control of your development, keep yourself on track and reflect on outcomes
      to inform CPD planning (e.g. for appraisal, negotiation with employer…), identifying priorities, costs, timescale etc
      to act as a “route map” – to help you work out how to get from where you are to where you want to be
      because the regulations say so!
    • 21.
    • 22. Why do we need portfolios?
      • For gathering and presenting evidence
      • 23. To aid evaluation and reflection
      • 24. For appraisal, career change
      • 25. To demonstrate
      • 26. Professional judgement
      and - because they’re essential to the Framework of Qualifications too !
    • 27. Your portfolio is meant to
      Give clear evidence of your professional development, which includes . . .
      demonstrating your ability to select relevant information
      reflecting objectively on your own performance and that of your employer
      communicating effectively
    • 28. Consider the contents
      Select everything that goes into your portfolio very carefully
    • 29. So, what must it contain?
      • A contents table
      • 30. CV
      • 31. PPDP
      • 32. Personal evaluative statement (1,000 words)
      • 33. Aims and objectives of organisation
      • 34. Structure chart
      • 35. Evidence of participation in a mentor scheme
    • but also . . . . .
      • certificates
      • 36. staff development reviews/evaluations
      • 37. contributions to the professional press
      • 38. project briefs / reports / surveys
      • 39. active membership of professional networks
      • 40. training delivered (and/or attended)
      • 41. list of visits
      • 42. bibliography
    • and even perhaps . . . .
      • evidence of work-based learning
      • 43. responses to enquiries from users/colleagues
      • 44. publicity you have created
      • 45. letters/memos
      • 46. testimonies/observations
      • 47. relevant out of work experiences
      • 48. case studies
      • 49. web pages
      • 50. audio visual material
      • 51. photographs, multimedia
    • Don’t ignore presentation
      • You should submit in triplicate, clearly identified,
      accompanied by an application form and the submission fee
      • Use big enough files/folders – divided into clearly marked sections
      • 52. Type everything - using 12 point type
      • 53. Do not use sticky notes
      • 54. Do not use acronyms or abbreviations without explaining
    • Do
      Present your evidence
      logically and cross-reference
      where appropriate
      Clearly label each piece of evidence with its reference number
      Add explanatory notes (if helpful)
    • 55. Do
      Evaluate your training . . .
      Who decided that you needed this training? Why?
      Could you use your new skills straight away or was it more relevant to your future career development?
      Did you actually use your new skills?
    • 56. Do
      keep a training log
      Reason for attending
      Course contents and expected outcomes
      At a later date, describe how/if you used the training - give an example if possible
    • 57. Do
      evaluate your employer
      Don’t just describe the library and its services
      Outline a specific service/event/incident and evaluate its impact on users/staff/yourself
      * evaluations, not descriptions *
    • 58. the STARevaluative technique
      the background
      the problem
      what you did to resolve it
      what happened
    • 59. STAR example
      Little use of expensive periodicals
      Increase periodical use
      Monitored periodical use with tick-sheets on covers and a brief questionnaire. Used this information to cancel some subscriptions and open new ones
      Periodical use increased
      Positive feedback from users
      (PS - what did you learn?)
    • 60. How can I tell if I’m evaluating?
      • if you are notdescribing
      • 61. if you have measured your effectiveness
      • 62. if you can demonstrate how you have put into practice
      what you have learned
      • if you are asking questions (and answering them)
    • The reflective practitioner:
      • What have you achieved?
      • 63. What have you learned?
      • 64. Where are you going?
      What do you need to get there?
    • 65. Finally, remember to . . .
      Pay attention to detail
      Attribute any collaborative work and indicate your own intellectual contribution
      Address the Chartership
    • 66. Summary
      Good presentation
      Less is more
      Be selective
      Evaluate, don’t describe
      Use your mentor
    • 67. With acknowledgment & thanks to . . .
      Michael Martin & Margaret Chapman
      CILIP Qualifications & Professional Development
      Dr Miranda Morton
      CILIP Chartership Board member
      Margaret Watson – ‘Building Your Portfolio’ Facet, London, 2008
    • 68. Any Questions ?
      Pat Duxbury
      p/t Business Information Librarian
      University of Glamorgan
      Treforest, Rhondda Cynon Taf
      CSO for South Wales (CDG – Wales)