Health Education England Library Knowledge Service Leads Development Needs Analysis Results for the North West Total Started Survey: 143

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Health Education England Library Knowledge Service Leads

Development Needs Analysis 2015 - Results for the North West

Total Started Survey: 143

Page 1 of 28 SECTION 1: ABOUT YOU

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Page 3 of 28

Answer Choices Responses

Born in or before 1947 0 Born in or between 1948-1963 55 Born in or between 1964-1978 57 Born in or between 1979-1991 27 Born in or after 1992 2 Total 141

Acute 84

Mental Health and/or Community 31

Other (please specify) 28

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Page 4 of 28 Responses from those who selected “Other” to the question “What type of organisation are you employed by?”

Organisation Organisation

 2 organisations. Mental health and special library

 Ambulance Trust

 Combined acute and Community  Commissioning Support Unit  Commissioning Support Unit  CSU

 Foundation Trust  Government  Higher Education  Higher Education  Isle of Man Government  Isle of Man Government  Isle of Man Government  Isle of Man Government

 Isle of Man Government  Learning Disability  LETB

 Library

 Local Authority

 Mental Health and Social Care Trust  NHS TRUST

 NICE  NICE

 Non Departmental Government Body  Non-departmental government body  None departmental public body  University

 University

Total Responses 28 Q5. Job title

Job Title Job Title Job Title

 Apprentice Library Assistant  assistant clinical librarian  Assistant Clinical Librarian  Assistant Clinical Librarian  Assistant Information Specialist  Assistant Librarian  Assistant Librarian  Assistant Librarian  Assistant Librarian  Assistant Librarian  Assistant Librarian  Assistant Librarian  assistant librarian  Assistant Librarian  Assistant Subject Librarian  Clerical assistant  Clinical Evidence Specialist  Clinical Evidence Specialist  Clinical Information Specialist

 Knowledge and Library Services Manager  Knowledge and Library

Services Manager  Knowledge Development Manager  Knowledge Manager  Knowledge Service Administrator  Knowledge Service Manager  Knowledge services assistant  knowledge services assistant  Knowledge Specialist  Knowledge Specialist  Knowledge Specialist: Outreach  Knowledge Support Librarian  Knowlwdge and Information Assistant  Learning Resource Assistant  Learning Resources Assistant  Librarian  Library Assistant  Library Assistant  Library Assistant  LIBRARY ASSISTANT  library assistant  Library Assistant  Library Assistant  Library assistant  Library Assistant  Library Assistant/Secretary  Library Assitant  Library Manager  Library Manager  Library Manager  Library Manager  Library Manager  Library Manager  Library manager  Library Manager  LIbrary Manager  Library Manager  library manager  Library Operational Manager  Library resources Manager

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Page 5 of 28 Q5. Job title

Job Title Job Title Job Title

 Clinical Knowledge and Subject Specialist  Clinical Librarian  Clinical Librarian  Clinical Librarian  Clinical Outreach Librarian  Clinical Support Librarian  Community Outreach Librarian  Deputy Librarian  Deputy Library Manager  Director of Health Libraries NW  Education Services manager  Electronic Resources Officer

 Enquiry Desk Librarian  Enquiry desk libraryan  E-Resources Officer  Evidence Services

Manager

 Evidence Specialist  Head of Library &

Knowledge Services  Head of Library and

Infomation Services  Head of Library Services  Head of LKS  Information Services Librarian  Information Specialist  Information Specialist  information specialist  Information Specialist  Knowledge & Library

service Manager  Librarian  librarian  Librarian  librarian  librarian  Librarian  Librarian  Librarian  Librarian  Librarian  Librarian/Assistant Librarian

 Library & Information Assistant

 Library & Knowledge Service Lead

 LIbrary & Knowledge Services Manager  Library & Knowledge

Services Manager  Library and Information

Assistant

 Library and Information Assistant

 Library and Information Resource Centre Manager

 Library and Information Services Managewr  library assistant  Library Assistant  Library Assistant  Library Assistant  Library Assistant  Library Assistant  Library Assistant  Library assistant  Library Assistant  Library Assistant

 Library Service Manager  Library Service Manager  Library Services

Manager  Library Services

Manager

 Library Services Officer  Medical Librarian  Online resources librarian  Online resources librarian  operational library manager  Outreach  Outreach Librarian  Outreach Librarian  Outreach Librarian  Outreach Librarian  Outreach Librarian  Outreach Librarian  Outreach Librarian  Public Health &

Commissioning Librarian

 Public Health Evidence and Knowledge Specialist

 Senior Information Manager

 Senior Librarian

 Senior Library Assistant  Senior Library Assistant  Senior Library Assistant  Senior Library Assistant  Trainee Librarian  Trust Librarian  Trust Library Services

Manager

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Page 6 of 28 Responses from those who selected “Other” to the question “Agenda for Change Band.”

 1 job band 5, 1 job band 6  Between 7 and 8

 Grade 7 in HE  University Grade 8  University pay scales

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Vocational Qualification - Level 2 2

Vocational Qualification - Level 3 6

Certificate of Higher Education 4

Diploma of Higher Education 4

Bachelor’s Degree 41

Master's Degree 69

Doctoral Degree 1

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Page 9 of 28 SECTION 2: MEMBERSHIP OF PROFESSIONAL BODIES

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Page 10 of 28 Q13 If you are a member of any other professional bodies please list them below.

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

 British Psychological Society  CIPD

 Higher Education Academy  LIHN

 N/A

 Society of Indexers

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Page 11 of 28 Q15 In what ways did you find the PKSB useful?

 Appraisal Mentoring

 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

 Helped me analyse my skills and identiy gaps Also to look at new skills required by my staff  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 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 was able to self assess my skills using the framework and set myself targets to work towards so I could improve my skill set.

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

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

 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 useful to help support KSF discussions.  Mandate to work on areas I was interested in.  Not sure. It took a long time to complete though

 Provided a clear structure of skills to help me identify my strengths and weaknesses  Self assessment skills audit and good preparation for CILIP Mentoring with new regs.  The PKSB helped me to focus on the areas in which I need to develop further and to see

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Page 12 of 28 Q15 In what ways did you find the PKSB useful?

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

 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 when completing my chartership to assess my skills and identify development needs. Total Responses 22

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Page 13 of 28 SECTION 3: HOW DO YOU LIKE TO LEARN?

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Page 14 of 28 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.”

 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

 Reading things on paper  Study days

Total Responses 3

Answer Choices Responses By Band

2-4 5-6 7-8 Other

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

2 11 9 2

Briefing meetings internal and external 2 10 4 1

Coaching by line managers 13 3 4 0

Coaching by someone external to your

immediate service 5 9 10 0

Conferences 1 9 4 0

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

18 22 8 4

Exchange of experience events 2 14 9 2

Formal education courses leading to a

qualification 14 17 8 3

Instructor-led training delivered off the job 10 23 12 4

Job rotation, secondment and shadowing 7 7 3 2

Mentoring and buddying schemes 4 5 4 0

On-the-job training 25 23 10 7

Residentials 1 7 5 1

Un-conferences 0 1 0 0

Other - please state 0 2 1 0

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Page 15 of 28 SECTION 4: KNOWLEDGE AND SKILLS

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Page 16 of 28

2-4 5-6 7-8 Other

Abstracting and summarising 2 15 8 2

Cataloguing, classification and resource

description 19 2 1 3

Enquiry desk skills 9 2 0 3

Information analysis 11 21 9 3

Information management 7 12 16 2

Information searching Advanced 6 28 12 3

Information searching - Basic 7 0 1 3

Information searching Intermediate 20 7 1 5

Open source systems 4 8 13 0

Records management and archiving 7 4 8 1

Scanning and synthesising skills 2 25 11 1

Searching management literature 2 18 13 2

Understanding and using grey literature 6 17 11 3

Understanding information seeking

behaviour 8 14 9 2

Understanding information services 5 6 3 2

Understanding Open Access 7 15 16 1

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2-4 5-6 7-8 Other

Copyright 15 14 6 4

Data analytics and management 8 20 19 1

Data Protection 3 4 1 1

Freedom of Information 5 4 1 1

Knowledge management 12 39 22 4

Medical Terminology 14 10 5 2

Secure transfer of information 5 3 2 1

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Page 18 of 28

2-4 5-6 7-8 Other

Critical appraisal skills 9 30 16 4

Statistics and statistical analysis 14 25 20 3

Understanding and evaluating research 11 27 18 4

Understanding and presenting research

reports 4 13 10 3

Writing for publication 3 8 13 1

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Page 19 of 28

2-4 5-6 7-8 Other

Apps 17 27 18 5

E-books 16 19 12 4

ICT skills 10 8 7 4

Social media and collaborative tools -

advanced skills 11 21 21 5

Social media and collaborative tools -

getting started 9 15 11 1

Virtual learning environments 15 27 17 2

Web information continuity 9 17 12 0

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Page 20 of 28

2-4 5-6 7-8 Other

Digital literacy 16 18 19 5

Information literacy 10 16 7 3

Presentation skills - Advanced 3 15 10 3

Presentation skills Basic 12 8 1 2

Training skills - Advanced 5 21 10 3

Training skills Basic 10 6 2 2

Understanding medical terminology 14 13 6 3

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Page 22 of 28

2-4 5-6 7-8 Other

Advocacy 3 6 4 1

Evaluating services 5 25 20 3

Leading and managing change 2 15 13 2

Management skills Intermediate 0 9 5 1

Management skills Introductory 5 11 5 0

Managing staff performance 1 16 14 1

Motivational skills 6 21 12 1

Operational planning 2 15 7 1

Partnership development 2 17 12 1

Project management 4 21 15 2

Quality management 2 18 15 2

Service innovation, development and

design 9 31 25 3

Working with decision makers 3 21 20 1

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Page 23 of 28

2-4 5-6 7-8 Other

Budgeting and financial management 2 14 6 0

Business planning and asset management 1 10 10 2

Contract management 1 6 7 0

Costing and pricing library services 3 15 12 2

Demonstrating value and impact 5 35 25 2

Service level agreements 2 10 5 2

Strategic planning, thinking and evaluation 5 24 17 2

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2-4 5-6 7-8 Other

Coaching skills 4 13 11 0

Communicating with stakeholders 1 16 13 2

Communication/interpersonal skills 8 10 6 0

Customer service skills 7 1 0 1

Dealing with difficult situations 10 15 12 2

Facilitation skills 3 9 8 2 Influencing skills 0 17 16 2 Managing meetings 4 10 6 1 Marketing 14 18 13 1 Mentoring skills 5 7 6 0 Networking skills 8 12 9 0 Reflective writing 9 12 6 0

Report writing skills 5 18 7 0

Writing effective publicity/information

guides 17 18 13 0

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Page 26 of 28

2-4 5-6 7-8 Other

Coping with change 13 18 8 2

Creative thinking 13 25 15 1

Emotional resilience 10 18 17 2

Health and wellbeing 11 12 5 3

Negotiating skills 6 23 16 2

Problem solving skills 11 22 14 1

Team working skills 6 12 11 3

Time management 8 15 6 2

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Page 27 of 28 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.

 Access to appropriate training and self learning.  Access to more E-Learning courses

 App development

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

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

 Broad range of training to opt into  buddy system for LQAF

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

 By selecting a skill to focus on and asking line manager to support any training  Catalogue skills based on the Heritage package

 Clearer guidance on what is expected and the right staff  Consistent across the board training available to all  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)

 Delivering training and critical appraisal confidently

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

 Events with no cost to attend

 Financial support for training courses.

 Free or low-cost local workshops / training sessions  Funding extra staff in the present economic climate

 Further development on report writing and summarising the evidence  Given protected time to develop

 Given time to work on continuous professional development.

 Greater use of social media as part of training and communication so ensuring familiarity of use.  Have dedicated study time

 I can't leave the office much so the development of online training would be helpful.  I don`t have one.

 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 solo work in a non-library setting so 'on the job training' or peer supported work is harder for me  I would really welcome some training in managing e-resources!

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

 I'm not the right person to ask about this as I will be retiring later this year.  Improved ITC skills for presenting statistics and feedback information

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

 It would be helpful to learn how to think creatively about disseminating information to users  Library management skills - ongoing buddying / mentoring and support external to my organisation.  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  More autonomy

 More e based learning

 More e-learning in relevant topics such as statistical and analytical skills  More formal training, leading to qualifications.

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Page 28 of 28

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.

 More frequent and wider ranging courses to attend.

 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

 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.

 NW Virtual Learning Environment for delivering courses and useful repository for shared learning.  off the job training courses

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

 Opportunities for job swapping

 Opportunities to attend training wider than just LKSL.

 Professional mentorship/coaching opportunities (by someone from outside own organisation)  Protected training time

 Provide regular relevant training targetted on needs

 Provide some CILIP courses in the North West region instead of London.  Range of face-to-face training opportunities led by experts in the field  Regular training

 Regular training opportunities

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

 short courses on social networking within working environment. communication is the key and this is the way forward and instant.

 social media training to advance and improve the profile and currency of the service  Support from manager

 Support needs to be local and not to cost a lot  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 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.

 Time to attend courses either in-house or external  Time to participate in relevant CPD opportunities  To be given the time to attend courses

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

 Understanding the role of producers of various health grey literature e.g. RAND, Kings Fund etc  Updates of relevant information via email.

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

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

Total Responses 80