Before we look at Chartership – what is
CILIP’s Framework of Qualifications?
“They are the only professional qualification...
They are only available to . . . .
Members of the Chartered Institute of Library
and Information Professionals
- there are...
The route to Chartership
after certified Affiliate (ACLIP) status, you may decide to progress further . . .
• You will nee...
• You and your mentor will need to develop your
Personal Professional Development Plan (PPDP)
based on your own situation....
So, let’s review that . . .
When you apply for Chartered Membership you must be
a current Associate Member.
Complete and s...
Attend a portfolio building course arranged by your local
Career Development Group.
Put together your portfolio and write ...
Am I eligible? You may register to Charter if you have:
Pathway 1 . . .
• a CILIP accredited library and information degre...
I was an extraordinary candidate!
a non-accredited degree level qualification and substantial professional
experience (kno...
Submitting the Chartership portfolio
the process – (part 1)
Agree with your mentor that the portfolio is ready to be submi...
Submitting the Chartership portfolio
the process – (part 2)
Registering as Chartered Member
The newly Chartered Member is ...
Chartership – the criteria
•
•an ability to reflect critically on personal performance
and to evaluate service performance...
So how do you get started?
• keep a record and keep everything
• use a diary, loose leaf binder,
online tool - or even a s...
Choosing a mentor . . .
• Preferably not your line manager
• Look outside your organisation
• Arrange a first meeting
• Ag...
What Is a Development Plan?
A plan which identifies:
• skill & knowledge needs
• action to be taken to meet these
• outcom...
Why Is a Development Plan Needed?
• to help you take control of your development, keep
yourself on track and reflect on ou...
Training and
development
need
Proposed action Anticipated
outcome
Expected
timescale
Organising,
running and
evaluating
ev...
Why do we need portfolios?
•For gathering and presenting evidence
• To aid evaluation and reflection
• For appraisal, care...
Your portfolio is meant to
Give clear evidence of your professional
development, which includes . . .
– demonstrating your...
Consider the contents
Select everything that goes into
your portfolio very carefully
So, what must it contain?
•A contents table
•CV
•PPDP
•Personal evaluative statement (1,000 words)
•Aims and objectives of...
but also . . . . .
• certificates
• staff development reviews/evaluations
• contributions to the professional press
• proj...
and even perhaps . . . .
•evidence of work-based learning
•responses to enquiries from users/colleagues
•publicity you hav...
Don’t ignore presentation
 You should submit in triplicate, clearly identified,
accompanied by an application form and th...
Do
Present your evidence
logically and cross-reference
where appropriate
Clearly label each piece of evidence
with its ref...
Do
Evaluate your training . . .
Who decided that you needed this
training? Why?
Could you use your new skills straight
awa...
Do
keep a training log
–Date
–Title
–Reason for attending
–Course contents and expected outcomes
–At a later date, describ...
Do
the STAR evaluative technique
• Situation
– the background
• Task
– the problem
• Action
– what you did to resolve it
• Re...
STAR example
• Situation
• Little use of expensive periodicals
• Task
• Increase periodical use
• Action
• Monitored perio...
How can I tell if I’m evaluating?
•if you are not describing
• if you have measured your effectiveness
• if you can demons...
The reflective practitioner:
•What have you achieved?
•What have you learned?
•Where are you going?
What do you need to ge...
Finally, remember to . . .
Pay attention to detail
Attribute any
collaborative work and
indicate your own
intellectual con...
Summary
• Good presentation
• Less is more
• Be selective
• Evaluate, don’t describe
• Use your mentor
With acknowledgment & thanks to . . .
Michael Martin & Margaret Chapman
CILIP Qualifications & Professional Development
Dr...
Any Questions ?
Pat Duxbury
p/t Business Information Librarian
University of Glamorgan
Treforest, Rhondda Cynon Taf
pduxbu...
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Glyndwr chartership presentation

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Cilip Chartership - the process

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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 of "Glyndwr chartership presentation"

    1. 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. 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. 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. 4. • You and your mentor will need to develop your Personal Professional Development Plan (PPDP) based on your own situation. • Your Certification PDP can 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: www.cilip.org.uk/training
    5. 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. 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. 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. 8. I was an extraordinary candidate! a non-accredited degree level qualification and substantial professional experience (known as Extraordinary Chartership Candidates)
    9. 9. Submitting the Chartership portfolio the process – (part 1) 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 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. 10. Submitting the Chartership portfolio the process – (part 2) Registering as Chartered Member The 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. 11. Chartership – the criteria • •an ability to reflect critically on personal performance and to evaluate service performance • active commitment to continuing professional development • an ability to analyse development and progression (with reference to experiential and developmental activities) • breadth of professional knowledge & understanding of the wider professional context
    12. 12. So how do you get started? • keep a record and keep everything • use a diary, loose leaf binder, online tool - or even a shoe box (!) •think about evidence . . . •be ruthless •complete a skills audit • be organised and plan your training • allow plenty of time
    13. 13. 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
    14. 14. 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
    15. 15. 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!
    16. 16. Training and development need Proposed action Anticipated outcome Expected timescale Organising, running and evaluating events Talk to colleagues; Practical experience of running events Be able to organise and run events Sep 2010 – Jan 2011 Indicate how you will develop your participation within the profession e.g. through Branch and Group memberships, professional reading (including e- reading) and other activities Attend CILIP events; read Update, Gazette, Communities; Attend special interest group meetings, including CDG
    17. 17. Why do we need portfolios? •For gathering and presenting evidence • To aid evaluation and reflection • For appraisal, career change • To demonstrate •Professional judgement and - because they’re essential to the Framework of Qualifications too !
    18. 18. 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
    19. 19. Consider the contents Select everything that goes into your portfolio very carefully
    20. 20. So, what must it contain? •A contents table •CV •PPDP •Personal evaluative statement (1,000 words) •Aims and objectives of organisation •Structure chart •Evidence of participation in a mentor scheme
    21. 21. but also . . . . . • certificates • staff development reviews/evaluations • contributions to the professional press • project briefs / reports / surveys • active membership of professional networks • training delivered (and/or attended) • list of visits •bibliography
    22. 22. and even perhaps . . . . •evidence of work-based learning •responses to enquiries from users/colleagues •publicity you have created •letters/memos •testimonies/observations •relevant out of work experiences •case studies • web pages • audio visual material •photographs, multimedia
    23. 23. 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  Type everything - using 12 point type  Do not use sticky notes  Do not use acronyms or abbreviations without explaining
    24. 24. 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)
    25. 25. 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?
    26. 26. Do keep a training log –Date –Title –Reason for attending –Course contents and expected outcomes –At a later date, describe how/if you used the training - give an example if possible
    27. 27. Do
    28. 28. the STAR evaluative technique • Situation – the background • Task – the problem • Action – what you did to resolve it • Result – what happened
    29. 29. STAR example • Situation • Little use of expensive periodicals • Task • Increase periodical use • Action • Monitored periodical use with tick-sheets on covers and a brief questionnaire. Used this information to cancel some subscriptions and open new ones • Result • Periodical use increased • Positive feedback from users (PS - what did you learn?)
    30. 30. How can I tell if I’m evaluating? •if you are not describing • if you have measured your effectiveness • if you can demonstrate how you have put into practice what you have learned • if you are asking questions (and answering them)
    31. 31. The reflective practitioner: •What have you achieved? •What have you learned? •Where are you going? What do you need to get there?
    32. 32. Finally, remember to . . . Pay attention to detail Attribute any collaborative work and indicate your own intellectual contribution Address the Chartership criteria
    33. 33. Summary • Good presentation • Less is more • Be selective • Evaluate, don’t describe • Use your mentor
    34. 34. 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
    35. 35. Any Questions ? Pat Duxbury p/t Business Information Librarian University of Glamorgan Treforest, Rhondda Cynon Taf pduxbury@glam.ac.uk CSO for South Wales (CDG – Wales) http://www.cilip.org.uk/qualificationschartership/charteredmem/chartership.htm
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