SPEC Kit 344: Talent Management · 51
For librarians/professional staff, competencies articulate “soft skills” that are necessary for success in the organization
For support staff, competencies are defined by job profile at the state-wide level. We interpret and apply those
competencies to support our organizational goals and strategies.
In user services areas, and there are a couple institution wide on the annual performance review.
Our librarian competencies provide guidance to librarians in their development.
Required competencies are included in each job description.
Staff competencies are reflected in job descriptions. Job descriptions are reviewed and if necessary revised on an annual
basis to reflect changes in roles and responsibilities. Roles and responsibilities are reviewed and revised to reflect
continuation or changes in the Libraries’ organizational strategies or university changes and/or initiatives.
Support staff competencies are set at the university level and adjusted at the library for local conditions.
The libraries use one performance evaluation for all staff. This includes evaluating the following categories: customer
focus, problem solving, accountability, service excellence, respect for others, and continuous improvement. These
categories directly align with our organizational strategy.
They align with values of the organization.
They are not.
This is still a work in progress. We have identified a multi-section chart of competencies and are gradually trying to
designate within each group of skills which ones are of strategic importance (aligned with particular goals in our plan),
and which ones are operationally important (i.e., needed just to keep our daily business going).
Through the annual performance evaluation process
We have a well-documented set of staff (non-librarian) competencies that align with the organizational strategy
because they were born from an in-depth analysis of staff position descriptions. We are in the process of developing
strategic objectives for the next five years. Once done we will re-assess competencies.
We’ve recently developed competencies for public services staff that reflect our library’s move towards more combined
service desks.
29. Please indicate whether your library used any of the competency models below when creating
your library’s competencies. Check all that apply. N=18
Core Competencies for Librarianship—American Library Association 5 28%
Competencies for Research Librarians —Association of Southeast Research Libraries (ASERL) 2 11%
Standards for Proficiencies for Instruction Librarians and Coordinators—Association of College and Research
Libraries (ACRL)
2 11%
Professional Competencies for Reference and User Services Librarians —ALA’s Reference and User Services
Association
2 11%
Competencies for Special Collections Professionals—Association of College and Research Libraries (ACRL) 1 6%
Competencies of Law Librarianship—American Association of Law Libraries 1 6%
Proprietary competencies (e.g., Lominger, DDI) 1 6%
Map, GIS and Cataloging/Metadata Librarian Core Competencies—ALA’s Map and Geography Round Table
(MAGERT)
0
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