Staff Competencies Training Matrix

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Tracey Palmer
10 years ago
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2 Introductions Judith Roberts Instruction Consultant & Training Program Coordinator Bonnie Smith Assistant Program Director for Human Resources Suchitra Yellapantula Digital Application Developer

3 Please use the Poll option to respond Poll Check all that apply I work in the Human Resources office I work in the IT department The focus of my position is training and staff development I have worked with competencies before My library has an established list of competencies for at lease some or our positions

is training and staff development I have worked with competencies before My

4 Agenda Key concepts regarding competencies Competencies in libraries Background information on the project Tour of the Matrix IT perspective open-source Administrator role Next steps Q&A

5 Goals Understand the use of competencies in libraries Gain a basic understanding of the Matrix to be able to consider its application at your institution Understand how this open-source application is implemented by IT professionals

consider its application at your institution Understand

6 Key Concepts

7 What are Competencies? Observable & measurable attributes that contribute to success in performing a task or job SKILLS KNOWLEDGE BEHAVIOR

8 Competency Example Written Communication Competency Category Able to respond appropriately and in a timely fashion to written communications and announcements. Competency Statement/ Description

9 Application Common language reference point Training Recruiting Self-directed professional development Performance evaluations Position descriptions Goal setting

10 Questions about Competencies?

11 Literature Review Current use of Competencies in Libraries

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13 unction/competency_index_for_the_library_fi 13 eld.html

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16 g/news/arl- news/2860- library-andrepositorycommunities-jointogether-toidentify-newcompetencies-foracademiclibrarians#.vgetrg 16 ewwso

17 w/j/libr issue-1/libri /libri xml 17

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20 Questions so Far

21 Need Based Training Program

22 Competencies Index Need Based Training Program Ident ify Sk ills, Knowledge, Behaviors

23 Competency Conceptual Framework Up to 6 Levels Linked to Classifications

24 Need Based Training Program Competencies Index Ident ify Sk ills, Knowledge, At t it udes Competencies Training Matrix Ident ify Learning O pport unities

25 What is a Learning Opportunity? Types of learning opportunities In house trainings developed by subject experts Variety of learning tools (online, templates, checklists, manuals) University s Training and Organization Development On demand library association resources Learning delivery formats In person training 1 on 1 Classroom Virtual Online resources Paper based resources 25

26 What is a competencies training matrix? Example 1 Area-Specific Category Cataloging Family Monographic Cataloging Competency Level 2 Basic copy materials of print Ability to match item to bibliographic record and evaluate the accuracy and completeness of the existing access points Understands the basic use and coding of the most common MARC fields Learning Opportunities OCLC Introduction to MARC In-house Introduction to MARC The MARC of Quality MARC 21 In Your Library 26

27 What is a competencies training matrix? Example 2 Cross Departmental Category Management Family Supervision Competency Level 3 Recruits, hires, trains and supervises Ability to implement library recruitment policies Ability to lead a staff performance evaluation Ability to apply disciplinary measures when needed Learning Opportunities In-house Performance Assessments and Goals In-house Staff Performance Appraisal Overview UF TOD Interviewing and Hiring UF TOD Leading with Courage Recruitment Checklist Position Description Toolkit 27

28 Need Based Training Program Competencies Index Ident ify Sk ills, Knowledge, At t it udes Competencies Training Matrix Ident ify Learning O pport unities Online Version Ease of Use

29 Objective 1 Facilitate access and ease of use of Competencies Index Objective 2 Ease in identifying learning opportunities

30 Questions about our Process?

31 Tour

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46 Any Questions about the Matrix?

47 This is Open Source! The staff competencies Training Matrix tool was designed as an open source software. Open Source definition: Software whose source code is available free of charge to the public to use, copy, modify, sublicense or distribute.

48 What does this mean for you? This tool could be easily adopted by any library with the software and its source code being freely available, with minimum technical assistance.

49 Technical specifications This web application was written using ASP.NET and MS SQL Server for the database. Development Tools Required for IT administrators: o MS SQL Server Client for the database o Visual Studio (if the source code needs to be modified) 49

50 Installation steps Set up the initial database (MS SQL) Insert the broad competency category terms into the database table. UF currently uses Crossdepartmental category and Area-specific category. Libraries could use these, or any other categories specific to them. Designate the initial internal Administrators. Once the app is installed, the admin section of the user interface could then be used to build the remaining Matrix. 50

51 This is not a static tool Updating the Matrix

52 Updating the Matrix Administrators can: Add a competency family Add/Edit a competency Add/Edit a competency expertise level Add/Edit learning/training resources IT Administrators can also: Establish the number of expertise levels Add a new competency category

53 Administrator updates Two ways Make expertise level / resource changes through the matrix itself Make updates through the Admin Panel section

54 Administrator updates Two ways Make expertise level / resource changes through the matrix itself Make updates through the Admin Panel section

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60 Administrator updates Two ways Make expertise level / resource changes through the matrix itself Make updates through the Admin Panel section

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63 Administrator Actions 63

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65 Any Questions about the IT or Administrator Roles?

66 Continuous Improvement Updating Matrix (ongoing and annually) Competencies Learning Opportunities Identify and Address Training Gaps

67 Assessment Assessment of Tool scheduled for May, 2015

68 Next Steps Broadening the scope to include all library employees not just the largest groups and include librarians

69 Poll Please use the Poll option to respond We are definitely interested in adopting this type of tool We have some work to do before adopting a tool like this We won t be able to adopt this type of tool in the near future

70 Questions

71 Thank You Please feel free to contact us Judith Roberts Instruction Consultant & Training Program Coordinator Suchitra Yellapantula Digital Application Developer Bonnie Smith Assistant Program Director for Human Resources

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