Losing	
  Staff	
  
The	
  Seven	
  Stages	
  of	
  Loss	
  and	
  Recovery	
  
Elena	
  Romaniuk	
  
eromaniu@uvic.ca	
  	...
Context:	
  who	
  we	
  were.	
  
Context:	
  where	
  we	
  are.	
  
University	
  of	
  Victoria,	
  Victoria,	
  B.C.	
  
•  Medium-­‐sized	
  insHtuHon	
  
•  Approx.	
  18,	
  000	
  stud...
Context:	
  what	
  we	
  do	
  with	
  serials.	
  
•  Check-­‐in	
  
•  Processing	
  
•  Cataloguing	
  of	
  all	
  fo...
Who	
  leT?	
  
Assisted	
  with,	
  or	
  responsible	
  for:	
  
•  Supervision	
  of	
  check-­‐in	
  staff,	
  unit	
  management.	
  
...
Consequences	
  for	
  the	
  unit:	
  
•  No	
  experienced	
  support	
  staff	
  cataloguers.	
  
•  Two	
  support	
  s...
7	
  stages	
  of	
  grief:	
  
	
  
•  Shock	
  and	
  denial	
  
•  Pain	
  and	
  guilt	
  
•  Anger	
  and	
  bargaini...
Stage	
  1:	
  shock	
  and	
  denial	
  
•  Numbed	
  disbelief.	
  
	
  
Stage	
  2:	
  pain	
  and	
  guilt	
  	
  
•  Our	
  friends	
  leT	
  us.	
  
•  Remaining	
  staff	
  lost	
  their	
  r...
Stage	
  3:	
  anger	
  and	
  bargaining	
  
•  We	
  could	
  not	
  be	
  angry	
  at	
  our	
  friends.	
  
•  Conside...
Stage	
  4:	
  depression,	
  reflecHon,	
  
loneliness	
  
•  Focused	
  on	
  reflecHon.	
  
	
  
•  How	
  has	
  the	
  ...
ReflecHon:	
  how	
  has	
  the	
  work	
  
changed?	
  
•  Much	
  more	
  complex.	
  
•  More	
  diverse.	
  
•  Less	
 ...
ReflecHon:	
  what	
  do	
  we	
  need?	
  
•  We	
  sHll	
  need	
  to	
  get	
  the	
  work	
  done.	
  
•  We	
  need	
 ...
ReflecHon:	
  what	
  are	
  our	
  opHons?	
  
•  Remaining	
  serials	
  staff.	
  
•  Extensive	
  serials	
  experience....
ReflecHon:	
  how	
  do	
  we	
  help	
  ourselves?	
  
•  Reassign	
  the	
  work	
  to	
  remaining	
  serials	
  staff.	
...
Upward	
  turn.	
  
•  Approved	
  to	
  go	
  ahead.	
  
•  Rewrote	
  job	
  descripHons/job	
  evaluaHons.	
  
•  Start...
ReconstrucHon	
  and	
  working	
  through.	
  
•  Training	
  started:	
  April	
  2012-­‐	
  	
  	
  .	
  
•  Staff	
  ar...
Acceptance	
  and	
  hope.	
  
•  Have	
  both,	
  for	
  now.	
  
•  Staff	
  are	
  willing,	
  capable	
  and	
  coopera...
What	
  worked	
  in	
  our	
  favour.	
  
•  Had	
  plenty	
  of	
  noHce.	
  
•  Time	
  to	
  ponder,	
  evaluate	
  op...
Coping	
  strategies.	
  
•  Providing	
  ongoing	
  problem-­‐solving	
  help.	
  
•  Constantly	
  clarifying	
  prioriH...
Challenges.	
  
•  Need	
  to	
  provide	
  more	
  training.	
  
•  UnderesHmated	
  Hme	
  needed	
  for	
  problem-­‐
s...
Future	
  plans.	
  
•  ConHnue	
  to	
  ponder	
  our	
  situaHon.	
  
•  Analyze	
  where	
  we	
  need	
  help	
  now.	...
The	
  rainbow	
  and	
  the	
  worm:	
  the	
  
physics	
  of	
  organisms,	
  by	
  Mae-­‐Wan	
  Ho.	
  
	
  
“Organic	
...
Thank	
  you.	
  
eromaniu@uvic.ca	
  
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Losing Staff: the Seven Stages of Loss and Recovery

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During the past 12 months, the University of Victoria Libraries said good bye (due to retirement) to both of our serials catalogers. Due to impending budget cuts, we were not able to advertize either one of these vacant positions. This session will address the approaches taken and the strategies implemented in coping with the loss of these two highly experienced and highly trained staff members. By applying the skills and abilities in the "Supervising and management" core competency, we are implementing changes that will, in the long term, allow us to continue to provide high quality service to users.

Elena Romaniuk
University of Victoria Libraries
Elena Romaniuk has worked as a Serials librarian since 1984, starting out as her career as a serials cataloger by taking on the responsibility for cataloging IEEE serial publications. Elena later took over the responsibility for the bibliographic unit responsible for cataloging serials in all formats and eventually became the Head of Serials Services at the University of Victoria Libraries.

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Losing Staff: the Seven Stages of Loss and Recovery

  1. 1. Losing  Staff   The  Seven  Stages  of  Loss  and  Recovery   Elena  Romaniuk   eromaniu@uvic.ca      
  2. 2. Context:  who  we  were.  
  3. 3. Context:  where  we  are.  
  4. 4. University  of  Victoria,  Victoria,  B.C.   •  Medium-­‐sized  insHtuHon   •  Approx.  18,  000  students   •  Approx.  budget  for  serials  and  electronic   resources:  $    6  million  
  5. 5. Context:  what  we  do  with  serials.   •  Check-­‐in   •  Processing   •  Cataloguing  of  all  formats   •  Physical  collecHon  management   •  AcquisiHons   •  Claiming   •  Binding    
  6. 6. Who  leT?  
  7. 7. Assisted  with,  or  responsible  for:   •  Supervision  of  check-­‐in  staff,  unit  management.   •  ClassificaHon  and  original  cataloguing.   •  Problem  solving.   •  Project  management.   •  Policy  decisions:  automaHon,  e-­‐journals.  
  8. 8. Consequences  for  the  unit:   •  No  experienced  support  staff  cataloguers.   •  Two  support  staff  responsible  for  check-­‐in,   processing  and  physical  collecHon   management.   •  One  support  staff  person  responsible  for   government  publicaHons.      
  9. 9. 7  stages  of  grief:     •  Shock  and  denial   •  Pain  and  guilt   •  Anger  and  bargaining   •  Depression,  reflecHon,  loneliness   •  Upward  turn   •  ReconstrucHon  and  working  through   •  Acceptance  and  hope   h]p://www.recover-­‐from-­‐grief.com/7-­‐stages-­‐of-­‐grief.html      
  10. 10. Stage  1:  shock  and  denial   •  Numbed  disbelief.    
  11. 11. Stage  2:  pain  and  guilt     •  Our  friends  leT  us.   •  Remaining  staff  lost  their  resource  people.   •  We  all  lost  knowledge,  experience,   insHtuHonal  memory  and  producHvity.   •  Our  workload  increased.  
  12. 12. Stage  3:  anger  and  bargaining   •  We  could  not  be  angry  at  our  friends.   •  Considered  asking  to  have  1  posiHon  filled.  
  13. 13. Stage  4:  depression,  reflecHon,   loneliness   •  Focused  on  reflecHon.     •  How  has  the  work  changed?   •  What  do  we  need?     •  What  are  our  opHons?   •  How  do  we  help  ourselves?  
  14. 14. ReflecHon:  how  has  the  work   changed?   •  Much  more  complex.   •  More  diverse.   •  Less  low-­‐level,  more  high-­‐level  work.   •  Fewer  acHve  print  Htles.  
  15. 15. ReflecHon:  what  do  we  need?   •  We  sHll  need  to  get  the  work  done.   •  We  need  staff  who  can  work  at  a  high  level.   •  One  addiHonal  posiHon  is  not  enough.      
  16. 16. ReflecHon:  what  are  our  opHons?   •  Remaining  serials  staff.   •  Extensive  serials  experience.   •  Familiar  with  records,  processes,  rouHnes.   •  Willing  and  able  to  be  trained.  
  17. 17. ReflecHon:  how  do  we  help  ourselves?   •  Reassign  the  work  to  remaining  serials  staff.   •  Rewrite  job  descripHons.   •  Fill  out  job  evaluaHon  quesHonnaires.   •  Implement  an  extensive  training  program.  
  18. 18. Upward  turn.   •  Approved  to  go  ahead.   •  Rewrote  job  descripHons/job  evaluaHons.   •  Started  one-­‐on-­‐one  cataloguing  training.   •  Booked  group  training  meeHngs  in  advance.  
  19. 19. ReconstrucHon  and  working  through.   •  Training  started:  April  2012-­‐      .   •  Staff  are  cataloguing,  ongoing  record  review.   •  Ongoing  clarificaHon  of  prioriHes.   •  Postponing  RDA  and  some  projects.  
  20. 20. Acceptance  and  hope.   •  Have  both,  for  now.   •  Staff  are  willing,  capable  and  cooperaHve.   •  Backlogs  will  grow.   •  Work  will  get  done  more  slowly  at  first.  
  21. 21. What  worked  in  our  favour.   •  Had  plenty  of  noHce.   •  Time  to  ponder,  evaluate  opHons  and  plan.   •  Time  to  prepare  documentaHon.   •  Time  to  train  before  cataloguers  departed.    
  22. 22. Coping  strategies.   •  Providing  ongoing  problem-­‐solving  help.   •  Constantly  clarifying  prioriHes.   •  Procedures  documented,  revised  as  needed.   •  Staff  consult  with  each  other.  
  23. 23. Challenges.   •  Need  to  provide  more  training.   •  UnderesHmated  Hme  needed  for  problem-­‐ solving.   •  Always  too  much  work.   •  MulHple  simultaneous  demands.    
  24. 24. Future  plans.   •  ConHnue  to  ponder  our  situaHon.   •  Analyze  where  we  need  help  now.   •  Write  a  proposal  for  an  addiHonal  librarian.   •  Provide  more  training.   •  Evaluate  how  we  are  doing.   •  Consider  possible  reorganizaHon.   •  Consider  requesHng  help  from  another  area.    
  25. 25. The  rainbow  and  the  worm:  the   physics  of  organisms,  by  Mae-­‐Wan  Ho.     “Organic  systems  are  truly  democraHc;  they   work  by  intercommunicaHon  and  total   parHcipaHon.  Everyone  acHvely  works  and  pays   a]enHon  to  everyone  else.  Everyone  is   simultaneously  boss  and  worker,  choreographer   and  dancer.  Each  is  ulHmately  in  control  to  the   extent  that  she  is  sensiHve  and  responsive.”      
  26. 26. Thank  you.   eromaniu@uvic.ca  

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