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Information Technology Learning Project Plan

Charge:

To institute a continuing systematic training program that establishes a minimum skill level among all staff in the use of the Library's computer technology and equipment. This will be a foundation for supporting new customer services, improve staff productivity, and enhance flexibility in staff work assignments.

Assumptions:

• "Staff" includes both classified staff and librarians.
• Computer literacy is a basic tool of all current and future library jobs, not just a special skill for some staff.
• Emphasis should be on understanding of fundamentals, realizing that specific hardware and software will continually change, and to avoid rote learning.
• An ongoing process to revise and update training is necessary since computer technology and the knowledge necessary to provide library services will continue to evolve.
• Sensitivity of staff to change and new learning should be kept in mind when designing the implementation of the project.
• One outcome of the project is expected to be a budget recommendation to the Budget Advisory Group in accordance with its own deadlines.
• Establishment of a minimum skill level has implications for hiring, promotion and performance appraisal.

Parameters:

The Project Team is recommended to complete its work by May 30th, 1997. The Project Team recognizes that staff have limited time to devote to training/learning activities. It is the intention of the Team not to duplicate the efforts of related Project Teams.

Suggested Approach:

1. Meet with the Change Management Support Group (CMSG), the Staff Development Committee, Education's Information Literacy Project Team, Prototype Infocommons group, and other Library groups involved in training to share ideas and training concerns and to coordinate training efforts.
2. Based on these discussions, further develop a list of assumptions to be used in the Information Technology Learning Project.
3. Meet with LIST staff to gather information on staff information technology training needs.
4. Gather needs assessment data and determine the current baseline for information technology skills in 2-4 broad subject areas determined by team.
5. Establish minimum skill level required for information technology skills in 2-4 broad subject areas.
6. Develop a training plan for first area to bring staff up to minimum level goal.
7. Identify in-house library trainers if necessary.
8. Pilot training of first area by testing plan with a group of staff.
9. Gather feedback from trainee group.
10. Revise training plan as necessary.
11. Coordinate full implementation of plan to all library staff.
12. Conduct tests and administer surveys to determine effectiveness of training and skills acquired.
13. Repeat steps 5-11 for second, and if possible, third and fourth subject areas.
14. Write a report detailing beginning and ending skill levels of staff who participate in the information technology training. Keep individuals' tests results and scores anonymous.
15. Determine how training plan can be continually updated and implemented. Recommend hand-off of project to appropriate individuals or groups.
16. Develop a bin list identifying unmet information technology training needs as well as concerns or issues beyond the scope of the team's charge.
17. Turn over bin list to Strategic Long Range Planning Team and 97-98 Action Plan Teams.

BUDGET & TIMELINE
Salary    Staff .25FTE   $7,250
          Student           850

OPS       Training      $20,000
          Pilot           1,000

Use $1,000 to analyze pilot and actual tool.
Complete pilot by 11-13, analyze by 11-20.
Complete "assessment tool test" by 1-20-97, analyze by 1-31-97.
Acceptable return rate-60-75%.
Minimum skill level set by 2-28-97.
Select skill areas for concentration by 2-28-97.

Resources:

Present staff with training experience

LIST staff, and LIST Trouble Log (summarized in an Excel spreadsheet on the Novell file server)

Use of ELECs and Staff Creativity Lab

If needed, "outside" trainers to hold classes for staff ($20,000 has been allocated for this purpose)

.25 FTE for training (may be used to fill in behind staff who have training experience)

Secretarial support (up to $1000 to pay salary of secretary hired from approved temp agency)

Shelley Phipps, Assistant Dean for Team Facilitation

Bob Diaz, Assistant to the Dean for Staff Development and Training, and Cabinet Representative to the MRT

Micaela Morales, Assistant Librarian and experienced staff trainer

Reporting Time Frame:

The team will meet with the Management Review Team (MRT) once every month. Status reports will be submitted to the MRT via e-mail or in hard copy form.

Selection Criteria of Project Team Members:

• Interest in training, education, and staff development.
• Familiarity with information technology.
• Desire to increase own understanding of information technology.
• Ability to meet deadlines.
• Must have a Library-wide perspective.
• Ability to communicate concepts to library staff.
• Ability to envision and articulate new work and Library services that meet customer needs.
• Past experience in training, or a strong interest in training.

Note: Individual team members need not possess each of the skills listed above, but collectively as a team meet these criteria.

Project Team Members:

Pat Morris and David Franklin, Bobbie Achtison, Teri Clem, Donna Rowe, Kathy Wirtz, Micaela Morales.

Management Review Team:

Robert Grunloh, Spencer Hunter, Barbara Whittlesley, Bob Diaz (Cabinet Representative to the Management Review Team)

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