“Required (by LCPL), Not Mandated (by Standards) ” Why Bother? Why Not?

1. “Required (by LCPL), Not Mandated (by Standards)”Why Bother? Why Not? Library Education Units - ClericalEmployee Training and Development Initiative Established 2008

2. The Challenge Personally, I am always ready to learn, although I do not always like being taught. - Winston Churchill

3. Evolution of LCPL U 1959-1984 “Business as Usual” • State Certification Required for Professional Librarians and Para-Professionals (15 cr hrs) • Library Clerks trained for specific job duties

4. Evolution of LCPL U 1986: Expanded Training Program 2002: Trending, Tax Disbursements 2008: Tax Reform and Standards

5. Evolution of LCPL U In 2002, Statewide Reassessment of Property Taxes payable in 2003 resulted in: • Sticker Shock • Late Tax Disbursements Library Action: Cost Containment Plan Since 2002, LCPL took action to maintain and enhance the quality of library services at all levels.

6. HEA 1001, Property Tax Reform March 19, 2008 “Circuit Breaker” limited Property Taxes • 1% of assessed value for homeowners • 2% for rental properties and farmland • 3% for businesses

7. Projected Circuit Breaker CreditsLSA, 03/13/2008 Lake County Public Library projected losses: Total Estimated Credit to the Taxpayers 2008 2009 2010 $3,467 $483,747 $1,509,030

8. HEA 1001; Section 176Library Capital Projects Fund • As of January 1, 2009 the exception for the LCPF from the levy limits was not in effect This was in keeping with the theme of property tax reform - imposing “hard caps”

9. Other Factors – Beyond Our Control • COIT not adopted in Lake County • 2008 Economic Recession • September 2008 Flood • Big Unknown: Property Tax Shortfalls • Compliance to Public Library Standards • Payments to bond debt • Minimum Wage Increases • Benefit Cost Increases

10. Action Plan LCPL took immediate action to meet this funding deficit! How?? By implementing a version of the library’s Cost Containment Plan of 2002

11. LCPL and Belt-tightening • Reduction of the Materials Budget • Evaluating every new staff position • Re-allocation of Staff • Evaluating library services • Cross Training of Staff • Supplies • Streamlining Operations

12. Board Directive:Trained Staff = Quality Library Services • Library Board recognizes that the library’s most important asset are the employees. • The goal is to maintain the library’s reputation, and maintain a qualified staff. • LCPL Staff are highly dedicated and trained individuals who have made LCPL a library system that is recognized for its outstanding services.

13. Public Library Standards • Indiana Public Library Standards addresses the certification of librarians • The void was in Clerical Staff Note: With the Standards in place, LCPL did not find it necessary to require Para-professional certification (15 crhrs); the Public Library Standards met our needs.

14. Most Important Library Asset: All Employees “Always be nice to library clerks. They are the real gatekeepers of the library.” -- Anonymous (happy library patron)

15. Established LEU-CPurpose It is the goal of the Lake County Public Library to have trained clerical staff for effective job performance and service to the public.

16. LEU-CFull-time Clerks • A minimum of 30 LEU-C units must be obtained within a 5 year period. • A maximum of 24 hours per year may be dedicated for training. • A maximum of 2 hours per month may be dedicated for online training.

17. LEU-CPart-time Clerks • A minimum of 20 LEU-C units must be obtained within a 5 year period. • A maximum of 12 hours per year may be dedicated to training. • A maximum of 1 hour per month may be dedicated for online training.

18. LEU-C CreditsHow to obtain?? • In-house Training • Online Training • Quarterly Staff Meetings • Agency/Departmental Meetings • College classes (job related) • Conferences (job related)

19. LEU-CIn-house Training • In-House Training Modules (required): Course Name LEU-C Trainer Electronic Databases for Clerks 2 Ref Polaris Searching, Introduction 2 Ref Polaris Searching, Advance 2 Ref Circulation Procedures 2 Circ Reference Interview 2 Ref Reference Tools, Basic 2 Ref Internet 2 Ref Updates (Subject Sessions, as needed) 2 Agency

20. LEU-C CreditsOnline Training • Online Training • Indiana’s Webjunction www.webjunction.org • Indiana Career Connect www.indianacareerconnect.com Note: If continuing education units are not available, the LEU-C equals the course length. For example: Basic Excel on Webjunction cites the course length as 3.5 hours which will equal 3.5 LEU-C units.

21. LEU-C CreditsOther Accepted Sessions • Quarterly Staff Meetings • 1 LEU-C Credit earned • Agency/Departmental Meetings • 1 LEU-C Credit earned • Conference Attendance • LEU-C Credits dependent on sessions attended (job related)

22. LEU-CCertificates awarded by LCPL • Agency trainers or organizers are responsible for distributing certificates earned. • Certificates cite the employee name, course title, LEU-C units, date and signature of trainer.

23. LEU-CCertificates awarded by LCPL

24. LEU-CCertificates • Employee is responsible for maintaining original certificates earned. • Employee must document online courses completed. • Employee must notify Human Resource Manager of all courses completed. • Annual Audits (9/30 every year)

26. LCPL U Achievements Annually staff must submit to HR a LCPL U Transcript and certificate copies of their completed LEU & LEU-C’s for that year. • Honor Roll 30 units • High Honors 50 units • Dean’s List 75 units • Scholars 100+ units

27. LCPL U Achievements • Staff are acknowledged for each LCPL U achievement once during a 5 year cycle. This is the time LCPL audits LEU or LEU-C progress. • The LCPL U Achievements are announced once per year and staff receive an acknowledgement for their achievement.

28. Growing PainsConcerns !#$%& • “I’ve been working at LCPL for ____years and I have been doing my job just fine, thank you.” • “I am going to retire in less than 5 years so I don’t need your LEU-C units!” • Oh great, more work – not more money!”

29. “I’ve been working at LCPL for ____years and I have been doing my job just fine, thank you.” Yes, you have been working for many years and have been doing an excellent job. • You received in-house training. • You attended LCPL sponsored meetings for further information and updates. • You learned new library databases. • Your learned new computer applications. • You trained a few supervisors. (Thank you!) • Et cetera!

30. “I am going to retire in less than 5 years so I don’t need your LEU-C units!” Lucky you! • You worked hard, saved and will enjoy retirement. • The future: unknown. If you cannot retire due to personal circumstances, you still have a job at LCPL. • Not to worry, by taking the required courses, attending meetings, etc., you would have accumulated enough LEU-C units in a 5 year period. • If not, you can request a 1 year extension.

31. “Oh great, more work – not more money!” Yeah, I know, life is not fair – but you have a job! • Webjunction courses are free! (Indiana pays for each course taken.) • Extra paid hours are allotted for part-time clerks’ attendance for in-house training. • Clerks are paid while training. It is not on your own time. • Tuition Reimbursement is available for job related courses.

32. Example ~Minimum hours of training is adequate for review and practice over a 5 year period. Course-Meeting-Online ClassesLEU-C Electronic Databases for Clerks 2 Reference Interview 2 Reference Tools, Basic 2 Internet 2 Summer Quarterly Staff Meeting 1 Fall Quarterly Staff Meeting 1 Polaris Trainer, Updates 1 Branch Staff Meeting 1 Basic Features of Excel 2003 (online ) 3.5 Spring Quarterly Staff Meeting 1 Customer, Conflict and Confrontation (online) 2 Circulation Procedures, Updates 2 6 online courses (1 hour each) 6 Total 30

33. If LEU-C not completed? If not completed, the staff member is considered as “insubordinate” since certification is a requirement of employment. Insubordination is when a clerk refuses to attend required classes, or as wasting time online (possibly 24 hrs a year without completing a course!)

34. LEU-CWhy?? • LCPL has traditionally had high standards. • LCPL Clerks will be the best trained library clerks in Lake County. • Clerks will be expanding their work experience with documented training. • New skills may lead to other positions. • Skilled clerks will have access to cross- training opportunities.

35. LEU-CWhy?? LCPL Clerks will be considered as highly trained and “marketable” in any future re-organization plan.

36. Outcomes for LCPL • Target skills training in the areas of library services • Better customer service and productivity improvements • Demonstrate to staff that we value them enough to invest in them, improving loyalty and staff retention • Highly trained Staff at all levels

37. Benefits for Staff • Acquire new skills, increasing their contribution and building their self-esteem • The training they do can take them into other positions within the organization – positions with better prospects and/or better pay

38. Benefits for Staff • They’re upskilled to do new and different tasks, which keeps them motivated and fresh • Because they’re being trained on our time, they see that we value them enough to invest in them.  A good organization is seen as one that retrains and retains rather than churns.

39. Why LCPL U and Not ALA-APA? ALA’s Library Support Staff Certification • National Certification Program • 6 online classes – 3 required, 3 electives • Courses are outsourced • Costly for students to pay

40. Why LCPL U and Not ALA-APA? • Indiana Public Library Standards does not recognize ALA-APA Certification • LCPL does not control the content • LCPL training is continuous • LCPL training is affordable • Staff know that LCPL values them and invests in them

41. Questions or Information? Ana Grandfield, Director Lake County Public Library agrandfield@lcplin.org

42. Library Skills Trainer

43. LCPL Savings since Cost Containment initiated in 2008