Health Education England Library Knowledge Service Leads ...€¦ · Certificate of Higher...

Health Education England Library Knowledge Service Leads Development Needs Analysis 2015 - Results for England Total Started Survey: 715

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SECTION 1: ABOUT YOU

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Answer Choices Responses

Born in or before 1947

0.57% 4

Born in or between 1948-1963

38.41% 270


42.82% 301


16.79% 118

Born in or after 1992

1.42% 10

Total 703


Acute

61.90% 437

Mental Health and/or Community

18.56% 131

Other (please specify)

19.55% 138

Total 706

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Responses from those who selected “Other” to the question “What type of organisation are you employed by?”

Organisation No. Organisation No. Organisation No.

2 organisations. Mental health & special library

1 Acute & Community 1 Acute Specialist

1

Acute, community, mental health & ambulance

1 Acute, mental health & community

1 Acute/Ned school

1

admin & clerical 1 Ambulance Trust 1 Cardio thoracic hospital 1

Charity 1 City Council

1 Combined acute & Community

1

Commissioning

1 Commissioning Support Service

1 Commissioning Support Unit/CSU

6

Community Healthcare NHS Trust/ Community NHS Trust

2 Community Trust & Public Health

1 County Council 1

East Sussex Healthcare 1 Education 2 Employed by an Acute Trust but working with a Community Mental Health Trust

1

Foundation Trust/General Hospital/FT

7 Government/Government Organisation

3 HE/Higher Education/University

24

HE & NHS acute 1 HE, work for NHS too 1 Health Care Libraries 1

Health Education England 3 Health Library 1 Healthcare Library in a University hospital/ Health care

2

Heart of England NHS Foundation Trust

1 Hospice 2 Hospital 2

Integrated / Integrated Care Organisation - both acute & community

2 Isle of Man Government

5 LA/Local Authority/Local Authority Public Health

7

Learning Disability

2 LETB 3 Library 1

Medical Library 1 Medical school / Acute trust

1 Mental Health & Social Care Trust

1

NHS 3 NHS Foundation Trust 2 NHS Library 2

NHS Trust 4 NHS Trust Royal National Orthopaedic Hospital

1 NICE 2

Non Departmental Government Body/Executive Body/Public Body

4 Orthopaedics

1 Public Health (local authority) /Public Health & Social Care /Public Health, City Council

3

Regional Library Unit 1 Special Health Authority

2 Specialist / Specialist children's hospital / Specialist Hospital / Specialist Trust

6

SSSFT Library & Knowledge Services

1 Teaching Hospitals NHS Trust

1 University/Acute

4

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Responses from those who selected “Other” to the question “What type of organisation are you employed by?”

Organisation No. Organisation No. Organisation No.

University Hospital Birmingham

1 University Library providing services to NHS

1 Total Responses

138

Q5. Job title

Job Title No. Job Title No. Job Title No.

Administrative Officer 1 Administrator 2 Apprentice Library Assistant / Library & Information Apprentice

2

Assistant 1 Assistant Administrator 2 Assistant Clinical Librarian 3

Assistant Information Specialist

1 Assistant Librarian 43 Assistant Library Manager

1

Associate Director of Knowledge Services

1 Associate library services manager

1 Boss 2

BSMS assistant librarian 1 CISS Officer 1 Clerical Assistant 2

Clinical Effectiveness Librarian

1 Clinical Evidence Based information Specialist / Clinical Evidence Specialist / Clinical Information Specialist / Clinical Knowledge and Subject Specialist

5 Clinical Librarian 15

Clinical Librarian Service Manager

1 Clinical Outreach Librarian

5 Clinical Support Librarian 3

Collection Development Manager

2 Community Outreach Librarian

1 Corporate Support Librarian

1

CPD Tutor 1 Deputy Head of Library & Knowledge Services/ Deputy Head of Library Services/ Deputy Health Library Manager/ Deputy Knowledge Services Manager/Deputy Librarian/ Deputy Library & Information Service Manager/ Deputy Library & Knowledge Service Manager/ Deputy Library Manager/Deputy Library Service Manager

19 Desk Services & Circulation Manager

1

Director of Health Libraries NW

1 Education Services Manager

1 E-Learning Developer 1

E-Learning Support Assistant

1 Electronic Knowledge Resources Manager

1 Electronic Resources Assistant

1

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Q5. Job title


Electronic resources co-ordinator

1 E-Resources Librarian/Electronic Resources Librarian/Electronic Services Librarian

6 Electronic Resources Officer/E-Resources Officer

2

Electronic Services Co-ordinator / Library e-Resources Co-ordinator

2 Enquiry Desk Librarian 2 Enquiry Services Manager 1

E-Services/Assistant Librarian

1 Evidence and Engagement Manager

1 Evidence Based Information Specialist Librarian

1

Evidence Services Manager

1 Evidence Specialist

1 Faculty Knowledge Assistant

2

Faculty Librarian (Systems)

1 Faculty Outreach Librarian/Deputy Library Services Manager

1 Graduate Library Trainee / Graduate Trainee Librarian / Graduate Trainee Library Assistant

3

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Q5. Job title


Head Librarian 2 Head of Health Care Libraries

1 Head of Knowledge and Evidence / Head of Knowledge Services / Head of Library Services & Knowledge Management/ Head of Library & Knowledge Services / Head of Library & Information Services / Head of Library & Knowledge Services Department/Head of Library Services /Knowledge & Library Manager/Knowledge & Library Services Manager / Knowledge, Library, and Information Manager / Library & Information Services Manager / Library & Knowledge Service Lead / Library & Knowledge Service Manager / Library &Information Resource Centre Manager /Library & Information Services Manager /Library & Knowledge Manager / Library & Knowledge Services Manager / Library Information services Manager / Library Manager / Library Operations Manager / Library Resources Manager / Library Services Manager

129

Health Promotion Librarian

1 Health Sciences Librarian 1 Information Officer 3

Information Services Librarian

1 Information Specialist 5 Interim Library Manager 1

Intranet Editor 1 Knowledge Officer/Knowledge &Information Officer

2 Knowledge & Library Assistant/ Knowledge Management Assistant

2

Knowledge Development Manager/Knowledge Manager

6 Knowledge Management Librarian

3 Knowledge Management Specialist

2

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Q5. Job title


Knowledge Service Administrator

1 Knowledge Service Manager

1 Knowledge Service Support Officer

1

Knowledge Services Assistant

3 Knowledge Services Manager

4 Knowledge Services Professional

1

Knowledge Skills & Systems Librarian

1 Knowledge Skills Librarian

1 Knowledge Specialist / Knowledge Specialist - outreach

9

Knowledge Support Librarian

2 Knowledge Systems Manager

1 Knowledge & Information Assistant

1

Lead for Library Services and Knowledge Management / Lead Librarian

3 Learning Resource Assistant

2 Learning Resources Coordinator

3

Learning Resources Librarian

1 Learning Resources Manager

1 Learning Resources Technician

1

Liaison Librarian 2 Librarian 69 Librarian & Research Analyst

1

Librarian/Assistant Librarian

1 Library 2 Library & e-Learning Lead / Library and e-Learning Services Manager / Head of Library & E-Learning / Library Services and e-Learning Manager

4

Library & Informatics Assistant / RA Agent

1 Library & Information Assistant / Library Assistant

130 Library & Information Officer

1

Library & Information Specialist

2 Library Administrator 2 Library and Knowledge Services Facilities

1

Library Assistant and Assistant Librarian

1 Library Assistant/Secretary

1 Library Clerical Assistant 1

Library clerical officer 1 Library Liaison Manager 1 Library Manager & Clinical Librarian

1

Library Manager & Outreach Librarian

2 Library Services Co-ordinator

1 Library Services Development Lead

1

Library Services and Learning Centre Manager / Medical Education & Library Manager

2 Library Services Officer 1 Library Skills Trainer / Library Trainer

3

Library Specialist 1 Library Supervisor 1 Library Technician 3

Library & Informatics Assistant

1 Medical Librarian 4 NHS Liaison Librarian / NHS Liaison Support Librarian

2

Online Resources Librarian

2 Operational Library Manager

1 Operations and Outreach librarian

1

Outreach Librarian 23 Primary Care Librarian 3 Principal Library assistant 1

Professional Advisor, Library & Knowledge Services

1 Professor 1 Public Health & Commissioning Librarian / Public Health Librarian

3

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Q5. Job title


Public Health Evidence & Knowledge Specialist

1 Public Health Knowledge Manager

1 Reader Services Librarian 2

Resource Centre Officer 1 Resources Officer 1 Senior Administrator 1

Senior Associate Knowledge

1 Senior Customer Services assistant

1 Senior Health Information specialist

2

Senior Information Manager

1 Senior Knowledge & Evidence Manager

1 Senior Library Assistant 52

Senior Librarian 3 Senior Library & Informatics Assistant

1 Senior Library Technician 2

Service Development Librarian

1 Site Librarian 2 Site Manager / Site Manager E-Resources

2

Specialist Librarian, Primary Care & Public Health

1 Stock Management Librarian

1 Subject Librarian 1

Systems Librarian 1 Trainee Librarian 1 Training Development Librarian / Training Librarian

3

Trust Librarian 3 Total Responses 715

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Responses from those who selected “Other” to the question “Agenda for Change Band.”

1 job band 5, 1 job band 6

16,000

Academic Band 7

Apprenticeship (Band 2?)

Assistant Librarian Band 5 equivalent

Band 6

Band 6, but on Local Conditions

Employed by different organisation

Employed in higher education

Equivalent of AfC 8

Equivalent of Band 6

GP Educator grade

Grade 10 of our own local authority bay bands (not national)

Grade 7

Grade 7 in HE

Grade 7 in University Academic related scale

grade 8 He

HE

HE band 7

HE grade 7

HE Grade 8

HE grade 8

HE-employed - Band 7 equivalent

I am doing part time Band 6 and Band 7

level 4

local authority KCC band 6

Local authority pay scale

Local conditions

Non-AfC pay rate following TUPE transfer - equivalent to Band 6

Not Applicable

Not employed by NHS

Not relevant

On a University scale still after transferring to NHS in 2003 = between 7&8

SIFT

Uni pay scale 6

University Academic related 7

University band 10

university band 8

University Grade 8

University grading

University pay scales

Total Responses 42

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Vocational Qualification - Level 2

2.38% 15

Vocational Qualification - Level 3

8.25% 52

Certificate of Higher Education

2.38% 15

Diploma of Higher Education

3.17% 20

Bachelor’s Degree

36.98% 233

Master's Degree

45.08% 284

Doctoral Degree

1.75% 11

Total 630

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SECTION 2: MEMBERSHIP OF PROFESSIONAL BODIES

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Q13 If you are a member of any other professional bodies please list them below.

ALCS

Archives and Records Association

Australian Library & Information Association [ALIA] (CILIP equivalent)

BCS

BIALL

British Psychological Society

British Psychological Society

CIPD

EAHIL

EAHIL

EHIL

Higher Education Academiy

Higher Education Academy

I will be joining the Institute of Leadership and Management by the end

MLA, EAHIL

n/a

N/A

n/a

N/A

No

None

None

None

None

None

SLA Europe

Society of Indexers

Society of Indexers

Special Libraries Association (SLA)

The Education & Training Foundation

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Q13 If you are a member of any other professional bodies please list them below.

of Jan 2015.

IHM, UKCHIP, ILM

Institute of IT Trainers

Institute of Leadership & Management

LIHN

Medical Library Association (USA)

Member Institute of Healthcare Management, Fellow Higher Education Academy

MLA

the Education and Training Foundation

UHMLG - University Health & Medical Librarians Group

UKCHip

UKCHIP

UKCHIP

UKChip

UKCHIP

UKCHIP

Total Responses 45

Q15 In what ways did you find the PKSB useful?

A bit confusing but useful

able to evaluate my skills

Actually made me think about my current levels of knowledge/skills

Am using it as part of my Fellowship

Appraisal Mentoring

As a mentor

Completing the chartership

Currently using it for my chartership Also helpful for identifying own skills for updating cv

Decided to Charter during 2015 and essential for this, as well reflecting on skill set to date

Detailing the areas for possible development.

Did not find useful

Evaluating my skills to create a CV and complete job applications

Expansion to incorporate information and data management.

Flagged areas to work on

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Focusing training pathway

For thinking about revalidation.

Framework for planning training - ideas for areas to develop/ stretch goals etc

Good as a measuring stick and good to plan future training and development

Good benchmarking

good summary of current level of knowledge

Have only looked through as part of revalidation work. Planning to have a proper go at it in next month or so.

Helped me analyse my skills and identiy gaps Also to look at new skills required by my staff

Helped when reflecting on areas for professional development and academic/work related projects that would develop new or existing skills.

helps to show a broader range of skills which i may not have thought of.

Highlighted gaps in my knowledge. Helped me think about areas I want to concentrate on.

highlighting areas for development - widening the scope of skills that I should at least have a basic understanding of

Highlighting my particular areas for personal and professional development

Highlights areas that I may wish to work on or improve my knowledge. Makes me aware of skills and areas in other information roles that I was not aware of.

I am currentl undertaking my Certification so PKSB is useful for this

I am currently undertaking chartership, so it is framing my workload in this respect

I am using it to help with my Revalidation. It is a useful tool to identify areas of good practice as well as areas which require improvement or updating.

I didn't

I didn't find it useful.

I find it useful to have a broad list of core competencies specific to the library and information profession which members can use as a basis for evidencing their professional work in highly specific and individual settings

I found it a very inweildy document. It's a huge document with many parts that are not relevent. I found it very difficult filling it in.

I found it gave a useful framework and taxonomy to establish my current skills and highlight areas where my skills could be increased. I used it at my last NHS annual appraisal and it was very useful

I found it useful for highlighting areas for improvement and skills that I already have but hadn't recognised. It helped me plan activities for Certification and made the process more productive.

I have just begun my chartership so it has been very helpful in focusing where I have a lot of experience and where I need to develop.

I have only just started to use the PKSB for the purpose of Chartership but have found that it helps to pin point areas of CPD need. However it is long and overly complex and I think that it could be more generic.

I have reviewed this with my Library Assistant who is aiming to submit her application for Certification. I think as Managers we need more explanation of the criteria/domains and guidance on which domains could be more relevant for professional posts.

I have used it for chartership. It helps me to be aware of the areas that I have sknowledge and skills in as well as highlighting areas I may not be so familiar with.

I ought to refer to it more regarding my Chartership but I rarely do.

I used it for my Chartership portfolio - it was useful to reflect on the various skills required in the library and information professional and where my current skills lie in relation to it.

I used it to inform my Chartership portfolio and activities (though I was on the old

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regulations)

I was able to identify skills for my current role as well as planning training for fututre roles. I gained a greater awareness of all the skills that an information professional could posess.

I was able to self assess my skills using the framework and set myself targets to work towards so I could improve my skill set.

Identified some areas for me to work towards when looking at completing the chartership qualification.

Identifying areas to focus on as part of working towards CILIP Chartership.

Identifying development needs; Exploring other areas of the profession; Illustrating the profession to other people

Identifying skills gaps and looking at the wider range of skills used across the profession

Identifying skills to improve on

Identifying training needs and internal appraisals

Identifying training needs and ways of carrying out personal professional development activities.

I'll be honest, I didn't, really. The whole chartership process was a bit useless. I'm a learner who requires direction and structure and chartership provided none of this.

I'm currently Chartering so have to use it! It's useful to break down my skills and see them as transferable.

I'm doing CILIP Chartership

I'm starting to do chartership.

In assisting with MCLIP

In idenfiying the skills I need to improve.

In supporting my application for Chartered membership of CILIP. It also prompted me to reflect about my own professional skills and developmental needs.

It did highlight areas for development

It enabled me to consider my skills and knowledge in a more systematic way, and to identify areas to improve.

It made me think about the individual skills required in different areas and my development needs

It was a fuseful framework and taxonomy to identifying my current skill set and identifying areas where i could potentially benifit from further development. I used this as part of my last NHS annual appraisal and it was very useful.

It was useful to check for my appraisal.

It was useful to help support KSF discussions.

Its a nice concept

Looking at skills gaps

Mandate to work on areas I was interested in.

mandatory for Chartership process.

Mapping knowledge

Needed to use it for revalidation - still in progress

none

Not sure yet, I've only recently started on it

Not sure. It took a long time to complete though

Not very it does not focus on library roles.

presents the full range of potential skills and areas of expertise

Provided a clear structure of skills to help me identify my strengths and weaknesses

Providing a focus for identifying different areas of professional competence - even if some areas were less relevant to my role

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putting librarianship in a wider context

Re-validation (TBC)

Seeing where I needed to improve my knowledge and ways to do this.

Self assessment skills audit and good preparation for CILIP Mentoring with new regs.

skills gaps and training needs

Support/guidance online

The PKSB helped me to focus on the areas in which I need to develop further and to see where I need to receive training. The gap analysis spreadsheet was very helpful.

To assess CPD needs

To assess my staff interested in certification and chartership

To assess where I am and to idnetify gaps in skills lnowledge for my personal development planning

To be honest I found it quite complex and confusing.

To help/aide discussions with my CILIP mentees. Also use as a backup to my own employers documentation that I have to use

to identify knowledge and skill gaps

Understanding how wide and diverse skills are in the workplace and that this diversity of roles and skill sets is valued by CILIP and recognised

Useful in identifying areas for development and training

Useful overview of skill sets for LIS jobs to help in formulating development needs eg for discussions at appraisal

Useful when completing my chartership to assess my skills and identify development needs.

Was a review of wide range of areas covered in the profession. Needed for Fellowship.

When undertaking Chartership which I did not complete for personal reasons.

Whilst doing my Chartership portfolio (awating the result) I found the main headings of the wheel of the categories in the PKSB useful. The more detailed descriptions int he main body were also useful though sometimes limited.

Working towards Chartership

Total Responses 100

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SECTION 3: HOW DO YOU LIKE TO LEARN?

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Action learning sets - where a small group of learners meet regularly to reflect on real work issues.

20.76% 142

Briefing meetings internal and external

10.09% 69

Coaching by line managers

17.11% 117

Coaching by someone external to your immediate service

15.35% 105

Conferences

17.11% 117

E-learning - including computer-based learning, as well as local intranet/extranet and web-based learning.

38.16% 261

Exchange of experience events

18.57% 127

Formal education courses leading to a qualification

29.68% 203

Instructor-led training delivered off the job

33.92% 232

Job rotation, secondment and shadowing

13.30% 91

Mentoring and buddying schemes

8.77% 60

On-the-job training

53.22% 364

Residentials

4.24% 29

Un-conferences

1.17% 8

Other - please state 2.92%

20

Total Respondents: 684

Responses from those who selected “Other” to the question “Which of the following learning and development methods do you find the most effective for you as an individual? Please select up to three.”

all of these would have their place - its good to mix it up a bit

Books

E-learning includes private study and reading / reflection from printed text. In Exchange of experience events, I would include both formally-led exchange of experience events, and also informal discussions with other librarians at meetings. Formal tuition / study events are useful if there is an appropriate course available; I would consider a formal qualification but do not currently feel I can commit to a long-term course of study.

I am not keen on computer-based learning where self teaching is involved (e.g. following an

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Responses from those who selected “Other” to the question “Which of the following learning and development methods do you find the most effective for you as an individual? Please select up to three.”

online course on your own, no set timings etc), but do value Webinars. I learn better with human interaction.

I find that I generally use a wide variety of learning and development methods (I am often surprised by my own variety when I write up my revalidation statements!). e-learning generally fits my needs best as I can work around it, but there is usually so much more to be gained by face to face training, although twitter and other social media may be the way around that.

I find the most effective varies depending on what it is you are trying to learn and whether it is effective in the workplace often depends on factors outside your control

I have not used coaching by someone external to my service but consider it could be useful.

I prefer old style lectures - someone talks and I listen and make notes

Materials to support self-directed learning such as e-books, textbooks, brief 'how to' guides and toolkits, etc.

mentoring/buddying - informal, through person to person contact, e-mail, e-forum's, etc.

Old fashioned lecture style where I sit and listen and make notes

Reading (and reflecting on what I've read!)

Reading things on paper

Reading: personal research

Reading; learning through doing; visits to specific services to see how they do something of interest

Secure forums where I can post questions

Study days

To be honest I haven't had experience of most of these options.

Training by colleagues

twitter & reading journals

Total Responses 20

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SECTION 4: KNOWLEDGE AND SKILLS

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Abstracting and summarising

24.07% 148

Cataloguing, classification and resource description

20.65% 127

Enquiry desk skills

13.82% 85

Information analysis

34.31% 211

Information management

23.41% 144

Information searching Advanced

43.58% 268

Information searching - Basic

10.73% 66

Information searching Intermediate

20.00% 123

Open source systems

22.76% 140

Records management and archiving

11.06% 68

Scanning and synthesising skills

30.57% 188

Searching management literature

26.18% 161

Understanding and using grey literature

30.24% 186

Understanding information seeking behaviour

29.59% 182

Understanding information services

14.15% 87

Understanding Open Access

39.02% 240

Total Respondents 615

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Copyright

51.22% 295

Data analytics and management

37.33% 215

Data Protection

15.63% 90

Freedom of Information

9.38% 54

Knowledge management

62.50% 360

Medical Terminology

25.69% 148

13.89%

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Secure transfer of information 80

Total Respondents: 576


Critical appraisal skills

60.75% 308

Statistics and statistical analysis

55.42% 281

Understanding and evaluating research

60.75% 308

Understanding and presenting research reports

32.54% 165

Writing for publication

27.61% 140


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Apps

61.20% 366

E-books

43.14% 258

ICT skills

24.08% 144

Social media and collaborative tools - advanced skills

49.00% 293

Social media and collaborative tools - getting started

33.61% 201

Virtual learning environments

47.83% 286

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Web information continuity

32.61% 195



Digital literacy

55.07% 288

Information literacy

35.37% 185

Presentation skills - Advanced

32.70% 171

Presentation skills Basic

17.21% 90

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Training skills - Advanced

39.77% 208

Training skills Basic

17.97% 94

Understanding medical terminology

27.34% 143


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Advocacy

21.69% 108

Evaluating services

47.59% 237

Leading and managing change

34.14% 170

Management skills Intermediate

21.89% 109

Management skills Introductory

17.87% 89

Managing staff performance

29.72% 148

Motivational skills

37.55% 187

Operational planning

27.91% 139

Partnership development

30.12% 150

Project management

39.16% 195

Quality management

31.53% 157

Service innovation, development and design

62.05% 309

Working with decision makers

41.77% 208


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Budgeting and financial management

35.62% 156

Business planning and asset management

28.31% 124

Contract management

20.78% 91

Costing and pricing library services

48.17% 211

Demonstrating value and impact

72.37% 317

Service level agreements

34.93% 153

60.27%

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Strategic planning, thinking and evaluation 264


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Coaching skills

23.26% 134

Communicating with stakeholders

30.73% 177

Communication/interpersonal skills

19.62% 113

Customer service skills

15.63% 90

Dealing with difficult situations

36.28% 209

Facilitation skills

18.92% 109

Influencing skills

34.90% 201

Managing meetings

15.63% 90

Marketing

35.59% 205

Mentoring skills

15.28% 88

Networking skills

26.74% 154

Reflective writing

18.06% 104

Report writing skills

23.96% 138

Writing effective publicity/information guides

36.63% 211


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Coping with change

35.31% 202

Creative thinking

45.10% 258

Emotional resilience

41.43% 237

Health and wellbeing

28.67% 164

Negotiating skills

41.78% 239

Problem solving skills

35.84% 205

Team working skills

26.75% 153

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Time management

31.82% 182


SECTION 5: RECOMMENDATIONS

Q26 Please make one recommendation as to how you can best be supported in developing the skills to sustain your career and meet the demands of your service.

- In-house training courses

.

?

A briefing of what e-learning is already available to access.

A comprehensive repository of 'gold standard' examples of work produced in other NHS libraries would be useful to guide practical work and provide examples of good working practice.

A high quality external Time Management course as this is the area I find most difficult.

A mentor

A more realistic and implementable appraisal process. Not just box-ticking

Able to attend training and network/ meet with library colleagues in the region.

access to a coach would be really helpful

Access to appropriate training and self learning.

Access to external training programmes

Access to more E-Learning courses

Accessible training on the latest developments in library and knowledge services

Action learning sets across the region, involving librarians across the region. To include all sectors not just health.

Action learning sets on practical problems and encouraging shared service development.

Adequate funding and dedicated study time

Advice on e-books

Allowed the time to do something away from the workplace

Allowed time to complete training

Always have 1-2-1's with Library Manager or Assistant Librarian to keep up to date with skills required.

An effective and advocative CILIP, who do more across the country and are less focused on London.

An interesting course for those working as library assistants, something a bit more advanced

Any / all of the topics listed under Financial management would be a help.

anything that would help me feel more knowledgable and confident using ICT would be very beneficial.

App development

Apply the skills I learn on the job and get the support from the managers.

As I am due to retire in the next few months, this item is not relevant to me.

Attend as many workshops available to help me develop my skills and improve my confidence in any work space.

Attend at least 3 CPD courses per year.

Availability of more courses outside of London and the major northern cities, in more centralised venues for the east of England, such as Cambridge.

Availbility of support

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Awareness of courses available allied to their ease of access.

Backing from line management and the appropriate funding to attend relevant courses

Be given sensible funding and for new technologies which the NHS wants and needs to improve patient care

Be given the opportunity to undertake a professional library qualification.

Be given the time to attend courses.

Be given time to explore new ways of working so not tied to physical library

Be given time, both in and away, from the office for personal development.

Been given the time off I need to be able to do the training I need to develop the skills i need

Being able to allocate time to reflection and development of skills - I am willing to carry out some development activities in my own time, but need to be mindful of my work-life balance.

Being allowed sufficient time away from the library to do training

Being better at allocating myself protected learning time - practice what I preach!

Being given time occasionally in work to learn new skills or attend courses away from the demands of the job.

Being kept informed of the changes occuring. A summary is useful plus a presentation with opportunities to ask questions

Being mentored.

Broad range of training to opt into

buddy system for LQAF

By being able to access CPD opportunities that are not necessarily about leaving the workplace

By being offered a variety of courses/training events on the topics listed previously.

By continuing to be regularly consulted about training needs and encouraged to develop existing and new skills.

By having sufficient colleagues that there is time to do some of this

By keeping up to date with all the technological advances.

By providing variety of work, and training related to new products and services.

By selecting a skill to focus on and asking line manager to support any training

Catalogue skills based on the Heritage package

Chance to share experience with other library and information staff over how to deliver service better to users in their own workplace (outreach/clinical librarian role)

Clear leadership for NHS LIS services

Clear, structured on-the-job training programme with a chance to experience all aspects of the Library service even if outside Band level

Clearer guidance on what is expected and the right staff

Coaching and Mentoring of peers

Collaborate with other regional library services to share learning and experience.

Collaborative working with job share and other team members to learn from them

Consider providing funding for attendees' travel expenses when costing up courses / events. I don't really object to donating my travel time to the NHS, but I won't donate the price of my rail ticket too!

Consider the impact of workload/work pressure - when designing jobs build in time for CPD.

Consistent across the board training available to all

Consistent and local provision of training opportunities

constructive feedback / coaching

Continous monitoring and training of relevant skills to promote Library services and

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resources - making it a proactive approach.

Continued access to CPD opportunities

Continued involvement in LIHHN activities sharing knowledge through the network.

Continued mentoring and coaching with a trained /experieicned person who can provide personal one to one support (also being part of action learning set of other LKS managers)

Continuing interaction with other NHS librarians and Library Services

Continuing support from SDG for relevant events

Course repeated in different locations around country so people don't have to travel too far...spend half of day travelling!

Courses held regionally

Courses that you provide must be affordable and accessible via the Internet or e-learning at a time convenient to them, for those who can't attend face to face.

Courses, workshops or events closer to location would be very useful

CPD/training opportunities for those entering their first professional role

Day courses

Dedicated study time away from desk

Dedicated time

Delivering training and critical appraisal confidently

Develop courses specifically for Library Assistants which could be delivered nationally as elearning modules.

Development needs of staff workng in public health recognised at regional & national level.

Development of action learning sets could be a really useful way of support individuals and services at the same time

Develpoping a locally based informal coaching or information exchange network Create curretn awareness bulletin highlighting areas of interest

Direct line management support and encouragement.

Don't let resources for development disappear during financially straightened times, it is even more important then.

E-Learning module on best practice for accessing online journals

E-learning or short courses delivered via web to reduce travel costs.

Ensuring enough time is designated to complete training

Ensuring I am delivering the best service required by the users of the library.

evaluation of the skills i will need to move forward in my current role - either in house training or preferably external training on the areas of my work. Up to date IT training

Events with no cost to attend

Expansion of the NHS Library and Knowledge Service website to include more learning materials.

Face to face practical training with staff who deal with the same situations as myself, esp with IT/database searches.

Financial support for training courses.

Financially to support attendance at training activities a lot of which are London based/time away from the workplace

Flexibility in accessing learning eg online/from home

flexibility of times/dates of training.

For each LETB to have a senior manager in place to actively support / develop / facilitate / promote / champion library services in their region. And for this to be the major focus of their work - not just an add-on.

For someone to listen to my suggestions

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For there to be training in my region

Formal arrangements in the organisational structure for contact with IT experts.

free or low cost training

Free or low-cost local workshops / training sessions

Free to attend regional events / training are always welcome

Free training

Free training sessions

Full support from library staff and in house training when necessary.

funding

Funding extra staff in the present economic climate

Funding for courses, and funding for technological investment.

Funding for professional qualification in Information Management

Funding to complete my Msc in Library and Information Services

Funding to take a course in medical terminology (e.g. AMSPAR or BSMSA)

Further development on report writing and summarising the evidence

further KSS study days on a variety of topics

Getting promoted

Given protected time to develop

Given protected time to develop new skills

Given time to study

Given time to work on continuous professional development.

Good CPD programme

Greater use of social media as part of training and communication so ensuring familiarity of use.

Group training via Webex on a single topic over several sessions eg on presenting results from literature searches.

Have dedicated study time

Have the opportunity to have as varied an experienceof library work as possible.

Have time allocate to study .

Having a line manager with an open mind (which I do)

Having a manager or mentor or small group to turn to for support when unsure of path to take.

having access to different training sessions in the areas where I need development

Having access to reliable up-to-date IT e.g. being able to use a browser that is actually being supported

having an understanding manager

Having more training that is multi-professional so that we are exposed to others in healthcare facing the same challenges but not necessarily from within libraries

Hear more about the award winnning innovations - video or presentations to hear the background and issues as well as the positive outcomes.

Help in writing applications for funding for Masters Degrees

help with costings template

Help/funding to do outside courses - mainly ICT courses

I can be supported by good communication through whatever channels are used. The more channels used the better.

I can't leave the office much so the development of online training would be helpful.

I don`t have one.

I don't feel able to comment as I am relatively new in post.

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I feel fully supported by my line manager with regards to personal development and training

I feel it is increasingly important for health librarians to be advocates for their library and information services so I think it would be valuable if support could be offered in advocacy and/or demonstrating the value and impact of services

I feel strongly that proper training for library assistants on LMS -SWIMS Olib Web should be provided when new people start. This was not offered to me in the form of a structured course in an undisturbed learning environment which is what I would of expected to enable me to carry out what was and still is expected of me. I did recommend this on last years survey. I believe it would benefit new people joining the library world like myself.

I feel well supported in my work environment, but I do feel there should be bite size course for when you first start your role.

I have had a great experience with being mentored recently. It is always great to learn directly from the wisdom of others.

I have recently done a training course around using the word "support" less because it is a bit unclear what is meant, and I would say all to be realistic about expectations

I learn best by doing things on the job and practicing so I just need more opportunities and time to try things out.

I need funding for training courses.

I personally think regular training will enhance my skills within the organisation. It si very important that we receive personal training and education to develop our skills and have better undersating about the technology, language or terminology we use on daily basis. this will only be possible if we have training provided.

I probably need a mentor more than anything

I recently attended an event run by CILIP in my local area in which I visited various types of libraries; this event was excellently led and it was really great to meet other library assistants. More of these please!

i require a line manager who knows something about libraries not from my trust.

I should get on with chartering - so anything that supports me to do that.

I solo work in a non-library setting so 'on the job training' or peer supported work is harder for me

I would be best supported in these circumstances, if I was allowed to at least have a go at areas of librarianship that, as a library assistant may not have covered, but would be very interested in (eg literature searching ) I'm constantly reminded by senior management that I am 'only a library assistant' !

I would be very interested in an advanced searching skills session

I would like coaching

I would like mor information about writing a business case/ securing funding for a project.

I would like to learn how to create elearnning - such as training in using the software Capture

I would really welcome some training in managing e-resources!

If I am going to an event I want to come away feeling I have learnt a lot of useful and implementable information. I do not want to go to a role play or discussion session with colleagues who know no more about the subject than I do. I know other course attendees have felt the same. I find the conference really useful in this respect.

If my organisation received funding for 'off-the-job' training.

If you can provide any courses on the previous questions that would be great.

I'm not the right person to ask about this as I will be retiring later this year.

Improved access to relevant training

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Improved IT support to enhance access to e-learning etc.

Improved ITC skills for presenting statistics and feedback information

In making management courses or other kind of training on management available

In moving forward, it is vital that services demonstrate the positive impact that they have in actually supporting NHS health services and in meeting the educational directions of HEE.

Increased budget to allow us to offer morej

Increased training opportunities specifically for Library Assistants

Influencing skills / networking skills

information on what training is available where

Introduction to project management and/or general management/leadership, especially for those who have not previously been managers would be useful.

invest resources in developing IT provision

It is not easy to make such a recommendation. Time is the main problem. It is difficult to devote time to developing additional skills effectively whilst carrying out a full time role. Perhaps some thought could be given to providing practical support to librarians when they are concentrating on developing necessary skills. Any attendance on courses, at conferences etc has to be slotted in to very busy schedules.

IT skills, particualrly e-learning

It would be helpful to learn how to think creatively about disseminating information to users

It would be useful if I could find a Mentor/coach within the health libraries and support in career development.

Keeping up with digital change and training in new methods to support library users.

Knowledge sharing events

Liason with colleagues over best ways of working, examples of good practice

Librarians need more inspiration and to let the perspiration take care of itself

Library management skills - ongoing buddying / mentoring and support external to my organisation.

LKS could benefit from regular 'academic half days' like the ones clinicians have - but on different days as demand for our services often rises on AHDs.

LKS eLearning packages to be available

LKS staff in healthcare now work outside the NHS and this trend may continue, so reflecting that in access to courses and content.

Local courses on systematic reviews like the one in Exeter recently

Local training opportunities

Local, affordable succinct course/training

Locally delivered course in the north or north west. Online communities of practice to continue learning outside traditional approaches. Funding available for eductaional courses beyond traditional library qualifications, but still highly relevant to work e.g. CETAD management courses are funded for clinical staff, but not for support/administrative staff.

Locally held courses orgainised by HCLU

Low cost training delivered locally

Maintaining, or increasing, the number of training sessions that happen in the region.

Make funding available ...

Make training courses available as webinars - so ability to travel to locations is not a barrier to participation in training.

Make training opportunities available, and allow potential users the freedom to take these up.

Making speciailist library training courses cheaper or allow virtual participation for courses

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and the conferences

management buy-in regarding training opportunities

Management skills course aimed at existing managers

mentor/buddy scheme

Mentoring

More affordable/free workshops/courses

More autonomy

More courses avaliable for library assistants who want to progress

More CPD sessions for more advanced managers

More e based learning

More e-learning in relevant topics such as statistical and analytical skills

More eLearning modules would be great to facilitate gaining skills whilst not having to take time away from the office.

More FOLIO-style courses with buddy groups for support

More formal training, leading to qualifications.

More frequent and wider ranging courses to attend.

More funding for courses to help my professional development.

More guidance in what skills may be required/which areas would benefit from having people with more knowledge/skills in a particular subject.

More hours in the day!

More information on available CPD! (or where to find this information!)

More interdisciplinary events - enabling LKS to address issues of mutual concern in the best interset of patients eg learning events/ experience sharing events with 1) colleagues within HEE TEL; 2) colleagues leading IT developments in the NHS; 3) briefings for LKS by senior stakeholders in arms length bodies

More IT training in house covering basics & some introductory Health Service information for new starters would be helpful. If you are not from a medical background you are left to sink or swim in learning about the working of the NHS.

more local courses which are free, NHS budget is so tight there is no money to attend training.

More local training within the West Midlands as costs to London are too high.

More 'me' time to be able to focus on new information and issues other than usual workload

More networking with other library managers to share ideas and creativity. Sense of isolation working in NHS library field.

More online courses

More opportunities for professional networking and training events/courses to be made available. Support from Line Manager.

More paid hours during the week.

More practice with tasks that I don't do so often

More provision of elearning or increased access to webinars/recordings of webinars

More recognised, certificated, courses which are recognised by NHS employers

More regional training espically on Sirsi and critical appraisal etc

More resources or timetabled support for time magement in a changing library / LIS environment as well as resilience & coping skills. Skills for "How to motivate and manage other key workers in the library" would also be helpful as would more informal conference days for networking across organisations.

More senior management training

More staff, bigger budget!

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More Study days

More team meetings and one to one's with manager

more time to reflect on and embed skills and knoweldge frm training and self learning.

More training courses outside of the office time to learn away from work

More varied training for Library Assistants i.e. dealing with difficult customers, communication skills, networking with other library assistants

More web e-learning opportunities

My most pressing development need is a course about teaching in the adult learning sector which has actual hands on teaching experience included. Apparently the PTALS course has been discontinued and has not yet been replaced.

N/A

Nationally led training programmes and courses

Need to have continued support from the centre

Network meetings with other managers.

Networking between SW colleagues, including web meetings (as already happens)

not applicable

Not being held back by manager when you would like to attand a course.

NW Virtual Learning Environment for delivering courses and useful repository for shared learning.

off the job training courses

offer courses in a variety of different learning styles. Not everything works for everyone.

Offer courses somewhere accessible from Manchester which can be attended within budgetary constraints.

On the job training

One to one support on costing tools, etc.

Ongoing critical appraisal skills- something that can be used online as a refresher & for incremental development of skills in this area

On-line training

Online workshops that I can access as I have time.

On-site and/or local training, as it is becoming increasingly impossible to get permission to attend training at a distance.

on-the-job training / secondment

Opportunities for job swapping

Opportunities to attend training wider than just LKSL.

Opportunities to learn from others in the same role

peer shadowing

perhaps by providing a MOOC that can be started as and when required - time is difficult to find sometimes.

Personal coaching

Please employ more staff

posative attitude to personal development from managers NHS management, and ouside groups such as SWRLIN CILIP etc

Possibly individual coaching session from independent but experienced individual, to help identify priorities and personal blockers

Practical workshop on developing a business library service - terminology/ sources/ types of service/ marketing/ clients

Presentation skills and marketing

Price and time often get in the way of attending courses/sessions: bite-sized, cheap sessions

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are better for me than immersive, expensive delivery.

Professional mentorship/coaching opportunities (by someone from outside own organisation)

protected time

Protected time for developing the skills necessary to improve the library service

Protected time.

Protected training time

Provide adequate training via e-learning

Provide regular relevant training targetted on needs

Provide some CILIP courses in the North West region instead of London.

provision of accessible and free training/study days to not exclude staff with no accessible training budgets to attend.

Quality of training is key. Too many of our offers are amateurish

Range of face-to-face training opportunities led by experts in the field

Range of learning opportunities on library management and leadership skills offered by CILIP (national and regional) including workshops, e-learning, web-conferences (mix of free and paid-for)

Recognise that the landscape has changed and staff are not all based in the NHS - both customers and library staff - how can we make this work well for all?

Regional CPD courses and events

regular 1:1's with line management

Regular CPD opportunities and the chance to feedback what we'd like those opportunities to be (N.B. I feel we already have this!)

Regular days throughout the year set aside for training & motivational courses.

Regular monitoring and supervision of my training and development needs

Regular opportunities to discuss work issues with peers.

Regular scheduled time for training

Regular training

regular training and refreshers

Regular training events at various locations to encourage attendance and accessibility; including virtual meetings via webex etc.

Regular training opportunities

Regular training spread across the year. Several dates in case you cannot attend that course date.

Regular training with advance publicity so we can plan staff cover

Regular training, support and mentoring from line management

relevant training courses

Relevant training courses provided either a e-learning or at a location close to where I live.

Relevant training offered within the job role.

Report writing skills.

Run appropriate workshops where knowledge can be shared

Self-paced/asynchronous e-learning as I don't have the staff cover to attend training sessions, meetings, shadowing etc.

Service impact training

shadowing a library manager in either my service or another

Shadowing/mentoring

Sharing of best practice and ideas

short courses on social networking within working environment. communication is the key

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and this is the way forward and instant.

Skills in "reinvention" for staff working at CSU/CCG environments where more traditional library roles may not be seen as important

Skills training on the job

Social media training

social media training to advance and improve the profile and currency of the service

Something aimed at making the transition from librarian to library manager - strategic thinking, for example.

Specific time slots allocated to skills training.

Staff cover to attend training courses and meetings

Stop sending surveys that take a day to complete due to there complex nature!!!!

Strategy development is my key area

Support for my Chartership

Support for those fulfilling library/knowledge roles but who sit outside traditional library services. If we are to integrate LKS roles, more we need to get LKS trained staff inside NHS organisations/teams which are not necessarily library services.

Support from line manager allowing the time and release from work

support from manager

Support from manager

Support in putting new learning into practice - often gather new ideas at training events which fall by the wayside back at work. I need someone to support and to challenge me to make changes.

Support needs to be local and not to cost a lot

Support with maintaining skills for working beyond retirement age.

Support with social media

Technical skills to develop Library Apps is most desirable. Link with training colleges will help.

That the courses are free - that way I stand a chance of getting on them - assuming my time can be freed up, that is.

The continuation of the training that is avaliable

The free courses provied by HCLU in the NW are invaluable, please continue to provide this training programme

The library service is a 24/7 service, fastly dependent on electronic resources which need to be working and with which library staffing work on a regular basis. The IT industry has produced a training framework for service management called ITIL and although things like a service desk is one of the things that result from this - this is complete service management training and examination package which would have a lot of relevence to the NHS Library Service in the future

The opportunity to network

The regional lead for LKS in the North West does so much to support the development and skills needs of staff. Any increased support they can receive would benefit all LKS staff and services in the region.

there is no career progression in this organisation - I am frozen at band 3.

Through a network of supportive professionals with expertise and experience.

Through availabilty of relevant courses, with sufficient time allocated to attend.

Through Para professional trainings

Through peer support and a learning set.

Through Training

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Time away from the job to be trained

Time away from work if possible to attend training events

Time away from work to attend courses.

Time for training courses

Time given to develop new skills

Time out to focus on developing new services/projects

Time to attend courses either in-house or external

Time to participate in relevant CPD opportunities

Time within day to day role to update skills and learn new techologies

Time within the working day to complete tasks

To be able to advise users and give them the best of my knowledge of library services

To be given a wider choice of training courses that will suit my needs that are not ridiculously priced.

To be given more time for training.

To be given the time to attend courses

To be kept aware and upto-date with the technology changes.

To have a 'buddy' within the network performing a similar role for discussion and interactive collaborative support.

To have a learning mentor

To have annual or bi-annual courses addressing such topics

To make funding and study time available to support ALL library staff in developing their skills.

training courses

Training courses within 100 miles

Training delivered locally

Training in open access

Training on any new services being offered to our users

Training on Apps and their development

Training should be planned and co-ordinated to support the targets in Knowledge for Healthcare, with a particular emphasis on those areas which may be new to many - eg working with patients and knowledge management in organisations.

Transformation of the Trust's IT systems and policies to remove barriers to development and communication - not something that LKSL can do anything about unfortunately

Understanding that my time to learn is limited

Understanding the role of producers of various health grey literature e.g. RAND, Kings Fund etc

Unfortunately much of the talk of developing skills is purely a tick-box exercise ahead of the annual appraisal which does not lead to any actual changes in my daily work. The major obsbtacle is the current paradigm in our profession is based on a strict hierarchy, thus a type of social exclusion. One other major problem is to see what we do as a system machine with input and output: just bring in another system. People with their aspirations and skills do actually not count.

Updates of relevant information via email.

Utilise Long Distance virtual learning to deliver the content of the items checked before

Ways to further develop literature searching skills as an ongoing, ever-changing process

We need to think about how we support an ageing workforce - energy levels, motivation, wanting to keep up to date are all issues.

Web conferencing is very accessible and doesn't require me to be away for too long. 1- 2

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hours is best.

Working closely with line managers to keep on target with demands of my role. This already happens.

Working collaboratively

Working with others

workplace training

Workshops or collective training days

Would be useful to have place where you can find out about developing various skills

Would it be possible to put together a list of useful resources / websites that are used by library staff on a regular basis. Perhaps sorting be speciality, We all have a favourite site such as BILD or Sainsbury Centre for Mental Health.

Would prefer to receive to 1-1 coaching or mentoring to develop my skills

Total Responses 385

January 2015

HEEL LKSL SDG

http://www.libraryservices.nhs.uk/shall/lkslgroups/staffdevelopment/

Health Education England Library Knowledge Service Leads ...€¦ · Certificate of Higher...

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