PARTICIPATION IN LIBRARIES' LEARNING CURRICULUM AND OTHER LEARNING ACTIVITES

The University of Maryland Libraries are committed to being a team-based, learning organization.  The Libraries are in a systemic change process emphasizing the development of staff to improve the organization’s performance. Since learning and educational opportunities are vital for the development of all library staff, learning must become a part of each person’s work and be incorporated into the management of tasks, routines and responsibilities. 

Learning takes place through various means that include orientation (library and campus), Learning Curriculum workshops, formal mentoring relationships, discussions of journal articles, participation in video brown-bag lunches, all-staff meetings, department or team training, peer training, attendance at professional conferences, campus conferences or programs, academic lectures, course work, reading professional literature, and so forth. 

The UM Libraries support incorporation of approximately eight hours per month of learning via participation in activities such as the above for full-time staff. For staff who work less than full time the number of hours is prorated -- e.g., a half-time staff person could use approximately four hours per month.  The actual amount for any person may vary month by month but, over the course of a year, might average eight hours per month for a full-time employee, or less, on a pro-rata basis, for a staff member who does not work full time. 

Each staff member thus has opportunity for learning – both the variety of offerings and the Libraries’ commitment of time -- while performing other core responsibilities of ones position.  Seasonal or other shifts in workloads, staffing levels and other factors mean that a library staff member cannot always expect to be able to participate in whatever activity he/she may have selected or chosen.  Selection of activities and ensuing participation are continually balanced within ones total responsibilities and continually negotiated between/among the staff member and his/her supervisor, manager, team leader or others as appropriate to an individual’s work group. 

Each staff member should incorporate a personal learning and development plan in her/his annual PRD (performance review and development) or work plan.  For staff members not meeting expectations for core work responsibilities, participation in learning activities and the relevance of those activities to the staff members’ jobs must especially be carefully balanced. 

It is expected that all staff members continue to learn and master new skills. 

It is expected that all staff in positions of formal leadership empower employees at all levels to succeed and that those formal leaders support and challenge all staff members to learn, improve and produce. 

Based on Library Faculty Assembly’s Resolution No. 1, adopted March 22, 2002 

RESOURCES:

Working Paper #1 on Team Management:  “The Vision of a Team-Based Learning Organization”
http://www.lib.umd.edu/PUB/team_management.html

Working Paper #3:  “Becoming a Learning Organization” 
http://www.lib.umd.edu/PUB/working_paper_3.html

Learning Curriculum 
http://www.lib.umd.edu/PUB/LEARNING/curriculum.html 

Staff Learning and Development Office 
http://www.lib.umd.edu/TRAINING/stfdevelop.html 

ADMINISTRATIVE MEMO # 40

Suggested revisions to any Administrative Memo should be addressed to the Director for Planning & Administrative Services. 

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