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

1. A new model of library at The Hive,
Worcester
and the challenges of partnership working
Judith Keene, University of Worcester

2. Introduction to the Hive
The partners and the
challenges
The journey so far
Conclusions

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. 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. “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. Planning: Vision
• Inspiration
• Connection
• Aspiration
• Learning
• Integration
• Inclusivity
• Enduring Values
• Well-being
• Sustainability
• Visibility

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. Challenges – for staff
“Joint use libraries are one of the most
demanding, and potentially stressful, areas of
professional employment”
Bundy and Amey 2006

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. 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. 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. Structures
• Strategic Board
• Library Services Group
• Service Managers Group
• Facilities User Group
(Plus individual organisational structures)

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. 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. 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. 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