PRESENT

LibLine: Bridging Gaps with an Online Mentorship App for Library Workers

Empowering Professionals in Under-Resourced Communities Through Borderless Connections

Addressing the challenge of facilitating career advancement for library workers in under-resourced communities, the team refined their problem statement to focus on the development of mentor relationships. Recognizing the pivotal role mentorship plays in professional growth, the solution proposed aims to make these valuable connections more accessible and effective.

How might we help library workers in under-resources communities develop mentor relationships to support them to advance their career pathways.

Introducing LibLine – A Digital Mentorship Solution:

2. Breaking Geographical Barriers: LibLine’s unique value proposition lies in its ability to transcend geographical limitations. By facilitating connections beyond local or regional boundaries, the app opens up a world of mentorship possibilities, connecting library workers from diverse communities and backgrounds, irrespective of their physical locations.

3. Professional Association Independence: Another significant feature of LibLine is its independence from specific professional associations. This inclusivity ensures that access to mentorship is not confined to membership in particular organizations, broadening the scope of opportunities for all library workers, especially those in under-resourced communities.

4. Focused on Individual Career Goals: The app prioritizes personal and professional development by enabling users to seek out mentors who can offer specific guidance and support tailored to their individual career goals. This personalized approach to mentorship increases the likelihood of meaningful and impactful relationships.

5. Facilitating Career Advancement: By providing a platform for robust mentorship connections, LibLine directly contributes to the career advancement of library workers. Mentorship is a proven catalyst for professional growth, offering insights, advice, and networking opportunities that can open doors to new possibilities and pathways in the LIS field.

The team’s presentation introduces a compelling and practical solution to a critical challenge faced by library workers in under-resourced communities. LibLine leverages technology to facilitate meaningful mentorship relationships that can significantly impact individuals’ career trajectories. By making mentorship more accessible and removing traditional barriers to connection, the app promises to foster a more inclusive, supportive, and empowered LIS professional community. This innovative approach not only aids in the professional development of individual library workers but also strengthens the overall resilience and vitality of the library profession.

Team 20 Members

Thanks to these project team members for their collaboration with DATALIS and their contributions towards innovating professional development.

• Xiaohan Yan
• Aislinn Sotelo
• Zemirah Ngow

Evaluate This Project

Please review the story and answer the five questions based on your knowledge, experience, and perspective. Your feedback will help us to innovate professional education that impacts recruitment, growth, and retention.

Implementation Roadmap

Phase 1: Planning and Development

1. Conduct Needs Assessment
   • Action: Identify the specific mentorship needs of library workers in under-resourced communities.
   • Steps:
     • Distribute surveys and conduct focus groups to gather insights into desired mentorship areas and potential challenges.
     • Analyze data to inform the design and functionality of the LibLine application.
2. Design the LibLine Platform
   • Action: Develop a user-friendly application that facilitates mentor-mentee matching and communication.
   • Steps:
     • Define key features, such as profile creation, search filters, and messaging capabilities.
     • Ensure the platform is accessible across various devices and internet connectivity levels.
     • Prioritize user privacy and data security in the design.

Phase 2: Development and Testing

3. Build the LibLine Application
   • Action: Develop the application based on the defined design specifications.
   • Steps:
     • Collaborate with software developers to create the platform.
     • Implement features that allow users to self-select mentors or mentees based on career goals and interests.
     • Integrate communication tools to facilitate ongoing mentorship interactions.
4. Pilot Testing
   • Action: Conduct a pilot test of the application with a select group of users.
   • Steps:
     • Recruit participants from under-resourced library communities to test the platform.
     • Collect feedback on usability, functionality, and overall experience.
     • Identify and address any technical issues or areas for improvement.

Phase 3: Launch and Outreach

5. Official Launch of LibLine
   • Action: Roll out the application to a broader audience.
   • Steps:
     • Develop marketing materials to promote the platform to potential users.
     • Partner with library associations and networks to increase awareness.
     • Provide onboarding resources to help new users navigate the platform.
6. Establish Support and Resources
   • Action: Create a support system to assist users in maximizing the benefits of the platform.
   • Steps:
     • Develop guidelines and best practices for effective mentorship.
     • Offer training sessions or webinars on utilizing the platform and engaging in meaningful mentorship relationships.
     • Provide ongoing technical support to address user inquiries and issues.

Phase 4: Evaluation and Continuous Improvement

7. Monitor and Evaluate Platform Usage
   • Action: Track key metrics to assess the platform’s impact and effectiveness.
   • Steps:
     • Collect data on user engagement, mentorship pairings, and user satisfaction.
     • Gather qualitative feedback through surveys and interviews.
     • Analyze data to identify trends and areas for enhancement.
8. Iterate and Enhance the Platform
   • Action: Continuously improve the application based on user feedback and evolving needs.
   • Steps:
     • Implement updates to add new features or improve existing ones.
     • Expand outreach efforts to include more diverse user groups.
     • Explore partnerships with additional organizations to enrich the mentorship network.

Summary

Team 20’s proposal, LibLine, seeks to empower library workers in under-resourced communities by providing an accessible online platform for mentorship. By facilitating connections beyond geographical and organizational boundaries, LibLine aims to support professional development and career advancement. Implementing this initiative involves careful planning, user-centered design, thorough testing, and ongoing evaluation to ensure it effectively meets the needs of its users.

Fostering Growth Through Mentorship: A Nationwide Coordinator Network for Librarians

Building Sustainable Mentorship Opportunities Across the Librarian Career Lifecycle

Addressing the evolving professional needs of librarians throughout their careers, the team honed in on the challenge of developing sustainable mentorship opportunities. Their refined problem statement questions how libraries might facilitate mentorship that adapts to the dynamic landscape of the library and information science (LIS) profession.

How might we help libraries create sustainable mentorship opportunities for librarians across the career lifecycle to address changing professional needs.

Innovative Mentorship Coordinator Network:

1. National Scope and Collaboration: The team’s solution visualizes a nationwide initiative, metaphorically represented as the United States, underscoring the broad reach and collaborative nature of this mentorship program. This ambitious scale aims to unify efforts across the country, fostering a coherent and impactful mentorship culture within the LIS field.

2. Mentorship Coordinators as Catalysts: At the heart of their proposal is the creation of a network of mentorship coordinators. These key individuals would be tasked with developing, curating, and disseminating mentorship resources and best practices across the network. By centralizing the coordination, the initiative ensures consistency and quality in mentorship efforts.

3. Utilizing Digital Platforms for Coordination: Acknowledging the geographical spread of participants, the team envisions utilizing digital platforms, such as Zoom, for the mentorship coordinators to convene, collaborate, and exchange ideas. This approach facilitates regular communication and the sharing of resources without the constraints of physical distance.

4. Graduation and Community Building: A distinctive feature of the proposal is the concept of ‘graduation’ for mentorship coordinators, envisioning a cyclical process where coordinators, upon completing their training and collaboration phase, move on to guide mentors. This progression ensures a continuous flow of experienced professionals who can foster community building among mentors and mentees alike.

5. Focus on Sustainability: The emphasis on a coordinators’ network highlights the team’s commitment to creating a sustainable mentorship framework. By equipping coordinators with the tools and knowledge to support mentors, the initiative promises a long-term impact on the LIS profession, continually addressing the changing needs of librarians at various stages of their careers.

This team’s presentation introduces a visionary approach to mentorship in the library profession, proposing a structured yet flexible network of mentorship coordinators to bridge gaps across the career lifecycle of librarians. By leveraging digital platforms for collaboration and focusing on the sustainable development of mentorship practices, the proposal sets the stage for a transformative shift in how mentorship is facilitated within the LIS community. This network not only aims to enhance professional growth and development but also strengthens the sense of community and support among librarians nationwide.

Team 19 Members

Thanks to these project team members for their collaboration with DATALIS and their contributions towards innovating professional development.

• Kay P Maye
• Farshad Sonboldel
• Dani Cook
• Ricardo Ferrante

Evaluate This Project

Please review the story and answer the five questions based on your knowledge, experience, and perspective. Your feedback will help us to innovate professional education that impacts recruitment, growth, and retention.

Implementation Roadmap

Phase 1: Planning and Development

1. Establish a National Mentorship Task Force
   • Action: Form a task force comprising experienced LIS professionals to oversee the development of the mentorship coordinator network.
   • Steps:
     • Identify and recruit key stakeholders and experts in LIS mentorship.
     • Define the mission, goals, and structure of the mentorship program.
     • Develop a strategic plan outlining the implementation process and timelines.
2. Develop Mentorship Resources and Best Practices
   • Action: Create comprehensive resources to guide mentorship coordinators and participants.
   • Steps:
     • Compile existing mentorship materials and identify gaps.
     • Develop standardized guidelines, toolkits, and training modules for mentors and mentees.
     • Ensure resources are adaptable to various library settings and career stages.

Phase 2: Recruitment and Training

3. Recruit Mentorship Coordinators
   • Action: Select qualified individuals to serve as mentorship coordinators across different regions.
   • Steps:
     • Define selection criteria focusing on experience, leadership, and commitment to mentorship.
     • Promote the opportunity through professional networks and LIS associations.
     • Conduct interviews and appoint coordinators to serve specified terms.
4. Implement Training Programs for Coordinators
   • Action: Provide comprehensive training to equip coordinators with the necessary skills and knowledge.
   • Steps:
     • Organize virtual workshops and seminars utilizing digital platforms like Zoom.
     • Facilitate collaborative sessions for coordinators to share experiences and strategies.
     • Offer ongoing support through an online community of practice.

Phase 3: Program Launch and Management

5. Launch the Mentorship Program
   • Action: Initiate the mentorship program with coordinators facilitating mentor-mentee pairings.
   • Steps:
     • Promote the program to potential mentors and mentees through various channels.
     • Utilize coordinators to match mentors and mentees based on interests and goals.
     • Provide participants with access to mentorship resources and support.
6. Monitor and Evaluate Program Effectiveness
   • Action: Assess the program’s impact and identify areas for improvement.
   • Steps:
     • Collect feedback from mentors, mentees, and coordinators through surveys and interviews.
     • Analyze data to evaluate outcomes such as participant satisfaction and professional development.
     • Adjust program components based on evaluation findings to enhance effectiveness.

Phase 4: Sustainability and Growth

7. Implement Coordinator Graduation and Succession Planning
   • Action: Establish a process for coordinators to transition into mentor roles, ensuring program sustainability.
   • Steps:
     • Define criteria and timelines for coordinator graduation.
     • Prepare coordinators to mentor new coordinators, fostering leadership development.
     • Continuously recruit and train new coordinators to maintain program momentum.
8. Expand and Adapt the Program
   • Action: Grow the mentorship network to accommodate evolving professional needs.
   • Steps:
     • Explore partnerships with LIS educational institutions and organizations.
     • Adapt mentorship resources to address emerging trends and challenges in the LIS field.
     • Promote the program’s successes to encourage broader participation and support.

Summary

Team 19’s proposal aims to create a sustainable mentorship framework for librarians by establishing a nationwide network of mentorship coordinators. This initiative focuses on developing and disseminating mentorship resources, utilizing digital platforms for collaboration, and implementing a cyclical process where coordinators transition to mentor roles. By following this roadmap, the program seeks to enhance professional growth, foster community, and adapt to the changing needs of librarians throughout their careers.

Community Engagement as a Catalyst for DEI in Libraries

Leveraging Limited Resources to Foster Diversity, Equity, and Inclusion Through Proactive Outreach

The team refined their problem statement to address a critical challenge in the library sector: equitably allocating resources, including time, training, and finances, to enhance the participation of diverse groups, increase the circulation of diverse materials, and boost the quantity and diversity of feedback. This approach underscores the commitment to measurable goals and targeted efforts to ensure libraries serve as inclusive community hubs.

How do we help library workers to equitably allocate resources (time, training, money) to increase attendance of diverse groups, circulation of diverse library materials, and increase amount and diversity of feedback.

Strategic Approach to Community Engagement:

1. Holistic View of Library as a Community Artifact: The team conceptualizes the library not just as a repository of books but as a vibrant community artifact. This perspective encourages libraries to actively participate in and contribute to the cultural and social fabric of their communities, maximizing their impact despite financial constraints.

2. Targeted Outreach to Diverse Communities: Recognizing the need for libraries to extend beyond their physical boundaries, the proposal advocates for proactive community engagement. By reaching out to diverse groups within the community, including Black individuals and people of color, libraries can foster a deeper understanding of the community’s needs and interests.

3. Inclusion Beyond the Library Walls: The team suggests that libraries should engage with the community in various local settings, such as car parks and community malls, to make the library’s presence felt more broadly. This outreach strategy aims to bring the library closer to the community, ensuring it is accessible and relevant to all, especially those who may not traditionally visit the library.

4. Empowering Library Workers: Central to the proposal is the empowerment of library workers to undertake this mission of community engagement for diversity, equity, and inclusion (DEI). By equitably allocating available resources, library staff can be better equipped to initiate and sustain meaningful interactions with the community.

5. Measurable Goals for DEI Initiatives: The emphasis on measurable goals highlights the team’s commitment to accountability and continuous improvement. By setting specific targets for increasing attendance from diverse groups, enhancing the circulation of diverse materials, and expanding feedback, libraries can track their progress in real-time, making adjustments as needed to achieve optimal outcomes.

This team’s presentation offers a compelling vision for transforming libraries into active agents of DEI within their communities. Through strategic community engagement and the judicious use of limited resources, libraries can significantly enhance their relevance and impact. This proactive approach not only enriches the library’s offerings and services but also strengthens its role as a key pillar of community support, cultural exchange, and inclusive education. By embracing this model, libraries can better meet the diverse needs of their communities, fostering a more equitable and inclusive society.

Team 18 Members

Thanks to these project team members for their collaboration with DATALIS and their contributions towards innovating professional development.

• Abbas Ahmed
• Jonathan Wheeler
• Rebecca Serrano

Evaluate This Project

Please review the story and answer the five questions based on your knowledge, experience, and perspective. Your feedback will help us to innovate professional education that impacts recruitment, growth, and retention.

Implementation Roadmap

Phase 1: Assessment and Planning

1. Conduct a Community Needs Assessment
   • Action: Evaluate the demographic composition and specific needs of the community to inform targeted engagement strategies.
   • Steps:
     • Collect and analyze data on community demographics, focusing on underrepresented groups.
     • Engage with community leaders and members through surveys, focus groups, and public forums to identify needs and interests.
     • Assess current library services and programs to determine gaps in serving diverse populations.
2. Develop a DEI-Focused Strategic Plan
   • Action: Create a comprehensive plan that outlines goals, objectives, and initiatives aimed at enhancing DEI through community engagement.
   • Steps:
     • Define clear, measurable goals for increasing participation from diverse groups and circulating diverse materials.
     • Identify specific initiatives, such as targeted outreach programs and inclusive events, to achieve these goals.
     • Allocate resources, including budget and staff time, to support the implementation of DEI initiatives.

Phase 2: Community Outreach and Engagement

3. Implement Targeted Outreach Programs
   • Action: Engage with underrepresented communities through tailored programs and services that meet their specific needs and interests.
   • Steps:
     • Develop partnerships with local organizations that serve diverse populations to co-create programs and services.
     • Offer programs in various community settings, such as parks, community centers, and malls, to increase accessibility.
     • Provide materials and resources in multiple languages and formats to accommodate diverse audiences.
4. Empower Library Staff for DEI Initiatives
   • Action: Equip library staff with the training and resources necessary to effectively engage with diverse communities.
   • Steps:
     • Conduct DEI training sessions to enhance cultural competence and awareness among staff.
     • Establish a DEI task force or committee to lead and support engagement efforts.
     • Encourage staff to participate in community events and build relationships with diverse groups.

Phase 3: Program Implementation and Resource Allocation

5. Launch Inclusive Programs and Services
   • Action: Roll out programs and services designed to attract and serve diverse community members.
   • Steps:
     • Host cultural events, workshops, and discussions that reflect the interests and traditions of various community groups.
     • Curate and promote collections that highlight diverse voices and perspectives.
     • Implement flexible scheduling and location options to accommodate different community needs.
6. Allocate Resources Equitably
   • Action: Ensure that resources are distributed in a manner that supports DEI objectives and reaches underserved populations.
   • Steps:
     • Review and adjust budget allocations to fund DEI-focused programs and materials.
     • Seek additional funding opportunities, such as grants and donations, to support DEI initiatives.
     • Monitor resource utilization to ensure equitable access and impact.

Phase 4: Evaluation and Continuous Improvement

7. Establish Measurable Goals and Metrics
   • Action: Define specific targets and indicators to assess the effectiveness of DEI initiatives.
   • Steps:
     • Set benchmarks for attendance, participation, and material circulation among diverse groups.
     • Develop feedback mechanisms, such as surveys and suggestion boxes, to gather input from community members.
     • Regularly review metrics to evaluate progress and identify areas for improvement.
8. Foster a Culture of Continuous Improvement
   • Action: Create an environment that encourages ongoing learning and adaptation to better serve the community.
   • Steps:
     • Hold regular staff meetings to discuss DEI efforts, share successes, and address challenges.
     • Stay informed about best practices and emerging trends in DEI and community engagement.
     • Be responsive to community feedback and willing to adjust programs and services accordingly.

Summary

To implement Team 18’s proposal, libraries should begin by conducting a thorough assessment of community needs and developing a strategic plan focused on DEI. Engaging in targeted outreach, empowering staff, and allocating resources equitably are crucial steps. Establishing measurable goals and fostering a culture of continuous improvement will ensure that libraries effectively serve as inclusive community hubs, enhancing their relevance and impact.

Fostering Joy and Collaboration in LIS Recruitment Processes

Innovating Job Searches to Enhance Diversity, Engagement, and Retention through Mutual Support

In a refreshing take on the recruitment process within the Library and Information Science (LIS) sector, the team proposed a holistic approach aimed at meeting the diverse needs of all stakeholders involved in job searches. Their revised question focuses on collaborative development of recruitment practices that cater to individual, mutual, organizational, diversity, and community engagement needs for specific work positions, thereby enhancing retention.

Key Aspects of the Proposal:

1. Two-Way Conversations: Central to the team’s proposal is the emphasis on two-way conversations throughout the recruitment lifecycle, ensuring all parties are seen as equal stakeholders. This approach aims to make the recruitment process more inclusive and responsive to the needs of both the candidates and the organization.

2. APPLE – A Concept for Collaboration: The team conceptualized “APPLE” as a symbol for creating a data-led program that brings various stakeholders together to forge holistic and collaborative recruitment practices. This initiative is envisioned to benefit libraries nationwide by providing a framework for more effective and inclusive hiring processes.

3. Incorporating Joy into Recruitment: Represented by a happy frog, the importance of joy and emotional well-being in the workplace is highlighted as a crucial aspect of holistic recruitment. The team advocates for discussions on softer goals, such as workplace happiness, to be integrated into recruitment strategies.

How might we help all parties in job searches to collaboratively develop recruitment processes to meet individual, mutual, organizational, diversity, and community engagement needs for a work position so that retention is enhanced.

4. Development of Best Practices: A star symbolizes the team’s aim to develop and share best practices for holistic recruitment across the LIS field. These guidelines would support libraries in adopting more inclusive and supportive recruitment methods.

5. Visualizing Mutual Partnership and Support: An artistically designed color wheel illustrates how different parties can bring varied perspectives to the recruitment process, emphasizing mutual partnership and support. This representation serves as a metaphor for the collaborative and diverse nature of ideal recruitment practices.

6. Leveraging LIS Wisdom and Literature: Acknowledging the wealth of knowledge within LIS literature, the team suggests incorporating existing professional insights into the recruitment process. This approach aims to operationalize the vast experiences and perspectives available within the field to improve recruitment outcomes.

This team’s presentation introduces a novel and thoughtful approach to revamping recruitment processes in the LIS sector. By prioritizing mutual support, diversity, and emotional well-being, the proposal offers a pathway toward more joyful, collaborative, and effective recruitment practices. The emphasis on two-way conversations, coupled with the innovative “APPLE” concept and the visual representation of diverse stakeholder contributions, underscores the potential for transformative change in how LIS professionals are recruited and retained. This holistic approach not only promises to enhance job satisfaction and retention but also to enrich the LIS field with a more diverse and engaged workforce.

Team 17 Members

Thanks to these project team members for their collaboration with DATALIS and their contributions towards innovating professional development.

• Jeffery Loo
• DeLa Dos
• Merrilee Proffitt

Evaluate This Project

Please review the story and answer the five questions based on your knowledge, experience, and perspective. Your feedback will help us to innovate professional education that impacts recruitment, growth, and retention.

Implementation Roadmap

Phase 1: Assessment and Planning

1. Conduct Stakeholder Analysis
   • Action: Identify all parties involved in the recruitment process, including potential candidates, hiring managers, current employees, and community representatives.
   • Steps:
     • Map out the roles and expectations of each stakeholder group.
     • Gather input through surveys or focus groups to understand their needs and perspectives regarding recruitment.
2. Define Collaborative Recruitment Objectives
   • Action: Establish clear goals for the recruitment process that align with individual, mutual, organizational, diversity, and community engagement needs.
   • Steps:
     • Develop objectives that promote inclusivity, mutual support, and alignment with organizational values.
     • Ensure objectives are measurable and time-bound to facilitate evaluation.

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Phase 2: Development of the Collaborative Framework

3. Design the ‘APPLE’ Program
   • Action: Create a data-driven program named APPLE (Aligning People, Process, Learning, and Engagement) to facilitate collaboration among stakeholders in the recruitment process.
   • Steps:
     • Develop a platform or system that allows stakeholders to contribute to and access recruitment-related data and resources.
     • Ensure the platform supports transparent communication and decision-making.
4. Integrate Joy and Well-being into Recruitment
   • Action: Incorporate elements that promote emotional well-being and satisfaction throughout the recruitment process.
   • Steps:
     • Develop initiatives, symbolized by a ‘happy frog,’ to foster a positive and engaging recruitment experience.
     • Encourage discussions around workplace happiness and cultural fit during interviews and assessments.

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Phase 3: Implementation and Training

5. Pilot the Collaborative Recruitment Process
   • Action: Implement the new recruitment framework on a trial basis to assess its effectiveness.
   • Steps:
     • Select a sample of open positions to apply the collaborative recruitment process.
     • Gather feedback from all stakeholders involved to identify strengths and areas for improvement.
6. Develop Best Practices and Training Materials
   • Action: Create guidelines and training programs to standardize and disseminate effective recruitment practices.
   • Steps:
     • Document successful strategies and lessons learned from the pilot phase.
     • Develop training sessions and materials to educate hiring teams on the new collaborative approach.

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Phase 4: Evaluation and Continuous Improvement

7. Monitor Recruitment Outcomes
   • Action: Regularly assess the effectiveness of the recruitment process in meeting established objectives.
   • Steps:
     • Collect data on key metrics such as time-to-hire, candidate satisfaction, diversity indicators, and retention rates.
     • Analyze data to identify trends and areas needing adjustment.
8. Refine and Scale the Recruitment Framework
   • Action: Continuously improve the recruitment process based on evaluation findings and scale successful practices across the organization.
   • Steps:
     • Implement changes to address identified challenges and enhance strengths.
     • Expand the collaborative recruitment framework to additional departments or locations as appropriate.

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Summary

To implement Team 17’s proposal for enhancing recruitment in the LIS sector, organizations should develop a collaborative framework that involves all stakeholders in the hiring process. This includes creating the APPLE (Aligning People, Process, Learning, and Engagement) program to facilitate data-driven collaboration and integrating elements that promote joy and well-being. By piloting the new approach, developing best practices, and continuously evaluating outcomes, libraries can create a more inclusive, effective, and satisfying recruitment experience that enhances retention and workplace happiness.

Navigating Career Transitions in LIS: Embracing Diverse Skill Sets and Networks

A Creative Approach to Supporting Professional Development and Inclusion in Library and Information Science

Addressing the unique challenges faced by individuals at various stages of their careers in the library and information science (LIS) field, the team focused on supporting those in career transitions. This includes both LIS students entering the profession and established professionals seeking growth or change within their careers. The goal is to validate and leverage existing skills and networks while facilitating the acquisition of new ones to enhance professional support and impact.

How might we support people in career transition validate existing and build new skills and networks to increase their professional support and impact in the field.

Key Insights from the Proposal:

1. Recognition of Alternative Skill Sets and Networks: The team identified a crucial need to acknowledge and value the diverse skill sets and networks that individuals bring to the LIS profession, especially those from second careers or transitioning between library types. These existing strengths are often overlooked in favor of traditional qualifications, such as the MLIS degree.

2. The Prototype – A Metaphorical Staircase: The team’s prototype creatively illustrates the journey of career transition in LIS through the metaphor of climbing a set of stairs towards a locked gate, which represents career growth and opportunities within the profession. Traditionally, an MLIS degree acts as the key to unlocking this gate.

3. Introducing the Hatchet as a Tool for Validation: In contrast to the conventional key, the team proposes a hatchet to symbolize the act of breaking down barriers using alternative skill sets and connections. This powerful imagery advocates for a more inclusive approach to professional development, where diverse experiences and skills are actively validated and utilized to advance in the field.

4. Beyond the Gate – A Symbol of Growth and Support: The area beyond the gate is depicted as a flourishing landscape, symbolizing the potential for career growth, support, and retention in the LIS field. This vision reinforces the importance of creating an environment where all professionals, regardless of their path to the profession, can thrive and contribute meaningfully.

This team’s presentation offers a compelling vision for transforming the LIS profession into a more inclusive and supportive space for individuals undergoing career transitions. By reimagining the validation of skills and networks through the metaphor of a hatchet breaking down barriers, the proposal highlights the need for systemic changes in how professional qualifications and experiences are perceived and valued. This approach not only enriches the LIS field with a diverse range of perspectives and competencies but also ensures that it remains vibrant, adaptable, and responsive to the evolving needs of the communities it serves.

Team 16 Members

Thanks to these project team members for their collaboration with DATALIS and their contributions towards innovating professional development.

• Hannah Jones
• Jane Greenberg
• Carly Garzon Vargas
• Lynn Reeves

Evaluate This Project

Please review the story and answer the five questions based on your knowledge, experience, and perspective. Your feedback will help us to innovate professional education that impacts recruitment, growth, and retention.

Implementation Roadmap

Phase 1: Assessment and Recognition

1. Conduct a Comprehensive Skills Inventory
   • Action: Assess the current skills and networks of individuals undergoing career transitions within the LIS field.
   • Steps:
     • Develop a survey or assessment tool to capture detailed information on individuals’ existing skills, experiences, and professional networks.
     • Encourage participation from both new entrants and established professionals seeking career changes.
     • Analyze the collected data to identify common strengths and areas where skills are underutilized or unrecognized.
2. Establish a Skills Validation Framework
   • Action: Create a system to formally recognize and validate diverse skill sets and experiences.
   • Steps:
     • Develop criteria and processes for evaluating and accrediting non-traditional skills and experiences relevant to LIS roles.
     • Collaborate with professional associations and certification bodies to ensure recognition across the industry.
     • Implement a portfolio system where individuals can document and showcase their validated skills and experiences.

Phase 2: Development of Support Structures

3. Create Mentorship and Networking Opportunities
   • Action: Facilitate connections between individuals in career transition and established LIS professionals.
   • Steps:
     • Establish a mentorship program pairing transitioning individuals with experienced mentors in their areas of interest.
     • Organize networking events, both virtual and in-person, to foster relationships and knowledge exchange.
     • Develop an online platform or forum where individuals can share experiences, resources, and support.
4. Design Targeted Professional Development Programs
   • Action: Offer training and development opportunities tailored to the needs of individuals in transition.
   • Steps:
     • Identify key skill gaps and areas where additional training is needed based on the skills inventory.
     • Collaborate with educational institutions and professional organizations to develop relevant courses and workshops.
     • Provide flexible learning options, such as online courses and modular workshops, to accommodate diverse schedules and learning preferences.

Phase 3: Policy and Cultural Integration

5. Advocate for Inclusive Hiring Practices
   • Action: Promote the adoption of hiring practices that value diverse skill sets and non-traditional career paths.
   • Steps:
     • Engage with LIS employers to highlight the benefits of recognizing alternative qualifications and experiences.
     • Develop guidelines and resources to assist employers in implementing inclusive recruitment and evaluation processes.
     • Showcase success stories of individuals who have successfully transitioned into LIS roles through non-traditional pathways.
6. Foster a Culture of Continuous Learning and Inclusion
   • Action: Encourage an organizational culture that supports ongoing professional development and values diverse backgrounds.
   • Steps:
     • Implement policies that provide time and resources for continuous learning and skill development.
     • Offer diversity and inclusion training to all staff to promote an understanding of the value of varied experiences.
     • Create platforms for sharing knowledge and experiences to enrich the organizational culture and promote inclusivity.

Phase 4: Evaluation and Continuous Improvement

7. Monitor and Evaluate Program Effectiveness
   • Action: Regularly assess the impact of the implemented strategies on individuals’ career transitions and organizational outcomes.
   • Steps:
     • Collect feedback from participants in mentorship programs, professional development courses, and other support initiatives.
     • Analyze employment and retention data to measure the success of individuals transitioning into new roles.
     • Identify areas for improvement and adjust programs and policies accordingly to enhance effectiveness.

Summary

To implement Team 16’s proposal for supporting career transitions in the LIS field, organizations should begin by assessing and recognizing the diverse skills and networks of individuals entering or shifting within the profession. Developing robust support structures, such as mentorship programs and targeted professional development opportunities, is essential. Advocating for inclusive hiring practices and fostering a culture that values continuous learning and diverse experiences will further facilitate successful transitions. Regular evaluation and refinement of these initiatives will ensure they effectively enhance professional support and impact within the LIS field.