RLI 286  11 RESEARCH LIBRARY ISSUES: A REPORT FROM ARL, CNI, AND SPARC 2015 • Climate for Justice—Distributive Justice—extent to which rewards received adequately reflect level of effort and work Data: UNCG ClimateQUAL: 30% agreement all ClimateQUAL libraries: 29% agreement Desired Change: Need to implement rewards, recognition, and appreciation for effort and work. Recognizing limitations to providing rewards locally, what else can be addressed to demonstrate value for work performed? • Climate for Teamwork—Structural Facilitation of Teamwork—organization’s structure and policies facilitate and encourage teamwork Data: UNCG ClimateQUAL: 51% agreement all ClimateQUAL libraries: 48% agreement Desired Change: Need to develop a climate for teamwork among exempt, i.e., librarians, and non- exempt, i.e., paraprofessional, employees. (Challenge: disparity in the treatment of non-exempt employees compared with exempt employees or how to align responsibilities of different levels to capture benefit for both groups). • Climate for Justice—Procedural Justice—fairness of procedures used to determine rewards performance evaluations, etc. Data: UNCG ClimateQUAL: 59% agreement all ClimateQUAL libraries: 47% agreement Desired Change: Need to build faculty and staff trust in library administration and the strategic planning process. (Challenge: top-down decision making with little input from exempt and non- exempt employees). Focus Groups The UNCG ClimateQUAL team decided to conduct a series of focus groups in order to gain a deeper understanding of the three most significant concerns so that the libraries could address them effectively. The team engaged the university’s Office of Conflict and Peace Studies to assist in this endeavor. In preliminary information sessions, the team informed library staff that focus groups would occur and would be facilitated by a third party. One session was set aside specifically for managers and supervisors so that they did not attend sessions with other staff. These separate sessions were offered in order to provide a safe environment in which non-supervisory staff would feel comfortable speaking up and expressing their opinions. Sample Focus Group Questions The team used the feedback in the information sessions to develop start-up questions for the focus group facilitators to use. Following is a list of sample questions: Climate for Justice—Distributive Justice—rewards, recognition, and appreciation for effort and work • Do you feel valued for your efforts? Why or why not? • What do you like best about working in the University Libraries?