Upgrading Technical Competencies of Professional and Paraprofessional Library Personnel
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Upgrading Technical Competencies of Professional and Paraprofessional Library Personnel

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lecture presented by Susan O. Pador at PAARL’s Seminar /Parallel Session-workshop on Library and Web 2011 (Holy Angel University, Angeles City, Pampanga, 19-20 August 2010)

lecture presented by Susan O. Pador at PAARL’s Seminar /Parallel Session-workshop on Library and Web 2011 (Holy Angel University, Angeles City, Pampanga, 19-20 August 2010)

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Upgrading Technical Competencies of Professional and Paraprofessional Library Personnel Upgrading Technical Competencies of Professional and Paraprofessional Library Personnel Presentation Transcript

  • Upgrading Technical Competencies of Professional and Paraprofessional  Library Personnel Library Personnel
  • CHALLENGES:  Cataloging evolution Organization and description of resources Types of resources Types of resources ‐ Print (multi‐format and multilingual) ‐ Digital (“born” and made) ‐ Media (DVD, VHS, download, etc.) ‐ Sound (CD, vinyl, older formats, download) ‐ Cartographic (paper, electronic, digital) Cartographic (paper, electronic, digital) ‐ Cultural heritage (archives, records, and assets)
  • CHALLENGES:  Integration Cross‐training of staff Outsourcing ‐ Acquisitions, standing orders, approval   plans ‐ C t l i Cataloging, processing, “shelf‐ready” i “ h lf d ” Staffing ‐ Collapsing of full time professional positions Collapsing of full‐time professional positions ‐ Increasing paraprofessional positions to  technical and public services technical and public services
  • CHALLENGES:  Convergence Technologies ‐ Supporting public and technical services ‐ Requiring technical skills and Requiring technical skills and  competencies ‐ Maintaining and repairing equipment Search strategies ‐ Approximating Google, Yahoo, etc. ‐ Visualization of library catalogs ‐ Impending arrival of RDA
  • CHALLENGES:  Employers’ Expectations Theoretical knowledge Technical skills (hardware and software) ( ) Cataloging competencies ‐ Bibliographic description, authority work ‐ Classifying ‐ Subject access Workplace competencies ‐ Communication (written, oral, and multilingual) ‐ Fl ibili ( Flexibility (work independently and  ki d d l d collaboratively) 
  • Objectives Unlearn past  Learn new  Competencies  competencies competencies assessment Competencies   Competencies  Competencies Contribute to  translated into  translated into  performance products and  new processes services
  • Observable behaviour Knowledge: Job related Skills:  Communicates well,  demonstrate leadershipTraits:  Learns quickly , projects self‐confidence, team player,  handles ambiguity well, demonstrate initiative Motives:  Self‐development, focuses on client success,  preserves firm / personal integrity What are competencies
  • Competency Modelthe process is completely customizable
  • Organizational Factors: Developing A ModelOrganizational Factors: Developing A Model management philosophy customer requirements business needs business needs in‐place processes
  • • The 45 CompetenciesInformation Collection ReadingProblem Analysis Written CommunicationNumerical InterpretationN i lI t t ti ListeningJudgement Oral ExpressionCritical Faculty y Oral Presentation Oral PresentationCreativity AdaptabilityPlanning  IndependencePerspective IntegrityOrganizational Awareness Stress ToleranceExternal AwarenessExternal Awareness ResilienceLearning Oriented Detail ConsciousnessTechnical Expertise g Self‐management Change Oriented
  • The 45 CompetenciesImpact Risk TakingPersuasiveness DecisivenessSensitivity Business SenseFlexibility EnergyAscendancy Concern for Excellence  Concern for ExcellenceNegotiating TenacityOrganizing g g InitiativeEmpowering Customer OrientedAppraisingMotivating OthersDeveloping OthersLeading
  • STRATEGY 1:  Library / Library School Visit• Get to know the latest in the field• Offer to collaborate Offer to collaborate ‐ Internship / practicum ‐ Mentorship ‐ Visit classes ‐ Work with faculty and alumni ‐ Serve as an advisor Serve as an advisor
  • STRATEGY 2:  VolunteerSTRATEGY 2: Volunteer• Volunteer for project and committees l f j d i ‐ within the system ‐ outside the system
  • STRATEGY 3:  ParticipateSTRATEGY 3: Participate• Participate in conversations i i i i• Join listserv ‐ Autocat
  • STRATEGY 4:  ContributeSTRATEGY 4: Contribute• C Contribute your best ideas ib b id• Work with PAARL
  • To Summarize: Functional competency ‐ employee know‐how  i l l k h and skills, operations, marketing and finance Cultural competency – include the ability to  work in teams, a tradition of customer service  and the ability to manage change and innovation d h bili h di i Technological competency – the impact of  g p y p technological activities on institutions’  performance
  • CYCLICAL PROCESSCYCLICAL PROCESS EVALUATING PLANNING GATHERING  IMPLEMENTING REQUIRMENTS
  • Reference Sources:Reference Sources:Cataloging and Metadata Education : A Proposal for  Preparing Cataloging Professionals in the 21st Century. Preparing Cataloging Professionals in the 21 Century.   (2002)  Submitted to the ALCTS/ALISE Task force by  Ingrid Hsieh‐Yee.From Knowledge Management to Strategic Competence From Knowledge Management to Strategic Competence (2006).  Edited by Joe Tidd.  London : Imperial College  Press.Gutsche, Betha (2010).  “Coping With Continual Motion” ,  Library Journal. Hall Ellis, Sylvia D. (2007). Cataloging Education: A New Hall‐Ellis, Sylvia D. (2007). Cataloging Education: A New Emphasis for the LIS Curriculum.  Washington D.C. :  ALCTS /CETRC Preconference.Sanghi, Seema (2004).  The Handbook of Competency Sanghi Seema (2004) The Handbook of Competency Model.  New Delhi : Response Books.
  • THANK YOU VERY MU H MUCH!!!! Susan O. Pador Cataloger, Rizal Library Ateneo de Manila University August 19, 2010 g ,