Final Recommendations of the Work Culture Task Force

• A. Establish a standing committee: Library Staff Council
  • construct a shared vision / share governance of Libraries with LEC
  • monitor work culture
  • include Training Coordinator as a continuing member
  • include all types of staff / elected representation
  • develop guidelines for work
  
  
• B. Appoint a representative from the Library to the UM Coordinating Group on Quality of Work Life (QWL), or otherwise ensure Libraries' needs are addressed by the group

  
  

• C. Investigate need for an Ombuds Officer in Libraries with access to the Dean
  • fairness/equity insurance
  • mediator/investigator
  
  

• D. Acquire VisionQuest®, or similar software designed to help groups gather, organize and evaluate ideas, to be installed in the Libraries computing theaters -- use to generate/obtain staff input
  • for team decision-making efforts
  • for measuring work culture developments
  
  

• E. Broadcast information from the Libraries component parts as broadly as possible among staff
  • more inclusive definition of who "needs to know"
  • LEC minutes distributed to all staff via email as an exemplary practice
  
  

• F. Develop more Web pages to inform staff
  • cover mission statement, policies, committee work etc.
  • include way for staff to give input on what is there; what is missing, etc.
  • important so staff will know what is important
  • all personnel policies should be on the web, including those policies which pertain to staff of any particular division of the Libraries
  
  

• G. Publish an annual report each year
  • document will serve to clarify the role of the library
  • promote accomplishments internally
  
  

• H. Evaluate Libraries' job exchange program
  • should encourage institutional flexibility
  • a good program encourages a sense of community (the current job exchange program is seen by many as a way to get help doing scut work; not always a good learning experience)
  
  

• I. Act on the recommendations of Libraries' committees or dispense with those items which will not be acted upon
  • require that committees evaluate their own work; or their work be evaluated by others
  • inventory the content and review the committee work of the past 6 years and determine how the recommendations have or have not been addressed.
  • LEC needs to publicly comment on all committees' work
  
  

• J. Ensure that sufficient resources are available to support staff training and development opportunities
  

• K. Develop a systematic career development program for classified staff
  • non-degreed professional level structure needed ("respect" is often a code word highlighting the estrangement of the librarian / professional and clerical / para-professional)
  
  

• L. Perform a systematic review of jobs and responsibilities
  • examine what work is performed by what level staff
  • find ways to foster more interaction between supervisors and staff members
  • create other cross-divisional teams, such as a team of all staff performing VICTOR holdings work (i.e., staff at Circulation sites, as well as TSD staff) with centralized procedures and training
  
  

• M. Provide leadership training for all staff-- leadership and followership skills, expanding on the ARL "Shared leadership principle"
  

• N. Conduct training in time management, goal setting, clarification of priorities, including PRD writing and evaluation
  

• O. Develop and implement a process for the evaluation of Libraries' management
  • 360-degree evaluations
  • work with the Campus and Libraries Human Resources offices to develop
  
  

• P. Support flexible work schedules
  • flex-time as broadly defined as possible to support work-life balance; including option for scheduling 4/10-hour days per week
  • backup to service points for staff away on committee work (hire "floaters"?)
  
  

• Q. Ensure that a responsible individual properly monitors the PRD process in the Libraries
  • to ensure that deadlines are met
  • that staff input is incorporated
  • that problems with goals are resolved
  
  

• R. Ensure that staff at all levels have the hardware/software/network connections, etc. needed to perform their jobs, irrespective of staff member's permanent status, rank, or position in the work hierarchy
  

• S. Encourage/support shared "extracurricular" offerings for staff in workplace (e.g., reading circles, video groups, other interest groups) and, when possible/appropriate, on work-time (e.g., yoga for stress reduction)
  

• T. Conduct Staff assessment of committees such as the Diversity and Goodwill Committees and their impact on work culture
  

  
  

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