Components of George Brown College Probationary Development Cycle for Librarians

Components of George Brown College Probationary Development Cycle for Librarians

Guide for Chairs and Academic Directors

This guide is designed to help articulate the process and experiences that all new full-time librarians progress through at George Brown College.

The various components of the cycle are designed and delivered in a manner that supports service excellence and continued improvement.

Included here are some resources you may find helpful in your key role of providing performance feedback and ensuring we are meeting the obligations as connected to the collective agreement.

Please forward any comments, questions, or suggestions for improvement to Organizational and Staff Development.

Table of Contents

Class Definition – Librarian ……………………………………………………………….… 3
College Mission and Path to Leadership ……………………………………………… 4
Components of the Probationary Librarian Development Cycle …….. 5
Checklists of Probationary Learning Requirements…………………………. 6
Chairs/Director’s Tracking Checklist for Probationary Librarians…… 9
Appendix A – Librarian Competencies – Probationary Requirements...... 11

Appendix B - Summary of Observations and Comments Form for Librarians ……………………………………………………………………………………………..22

Librarian Form #1 ………………………………………………………………………23
Librarian Form #2 and Recommendation Form.………………………24

Appendix C - Individual Librarian Development Planning Form …….…25

Organizational and Staff Development

Approved may 2015 by Nancy Hood, VP Human Resources and Staff Development1

CLASS DEFINITION - LIBRARIAN

This class covers the position of a Librarian which combines the theoretical knowledge of library science, information studies and subject disciplines with the practical application of educational technologies for the purposes of information storage, retrieval and dissemination.

Librarians are members of an academic community who share with faculty colleagues in the responsibility of imparting life-long learning skills to students and are responsible for the collection, dissemination, and organization of bibliographic and learning resources in the College.

Librarians may assist with administrative functions or provide guidance to support staff assigned to their areas of responsibility

Librarians may be responsible for specific academic subject areas or a particular function within the organization. Areas may include collection and resource development, information provision and dissemination, information literacy instruction and staff training, cataloguing, library computer systems coordination, outreach, scholarly communications, and project planning. Academic librarians monitor current trends and services in the field and provide leadership in library and information services development.

Other related duties may be assigned. Librarians are accountable to the College through designated management personnel and are assigned specific roles and tasks by management on hiring or re-assignment.

Qualifications: Master of Library and Information Studies or equivalent degree from an American Library Association accredited institution.

Source: College Faculty CAAT-A Collective Agreement (2014 – 2017)

Our Mission

The Vision, Mission and Values of George Brown College

The staff, faculty and administration of George Brown College are united by a set of shared values and objectives. Outlined below, these vision and mission statements help guide George Brown College as we grow and change to meet the needs of students and employers.

The Path to Leadership

Inspired by a commitment to achievement through excellence in teaching, applied learning and innovation:

We will set the benchmark to which all colleges will aspire, and be recognized as a key resource in shaping the future of Toronto as a leading global city.
We will build a seamless bridge between learners and employment as we develop dynamic programs, and workplace-ready graduates who will be the candidates of choice for employers.
We will create a community of life-long learners, grounded in the principles of access, diversity, mutual respect and accountability.

Core Values

LEARNING COMMUNITY

We foster an environment of reciprocal dialogue to ensure learning, solve problems and strengthen the George Brown community.

EXCELLENCE

We commit ourselves to delivering a ‘George Brown standard’ of quality and superior performance.

ACCOUNTABILITY

We hold ourselves responsible to ensure the future sustainability of George Brown, academically and fiscally.

DIVERSITY AND RESPECT

We show mutual respect for each other within the community of George Brown including all of our stakeholders, in all of our behaviour.

Organizational and Staff Development

Approved may 2015 by Nancy Hood, VP Human Resources and Staff Development 1

Components of the Probationary Librarian Development Cycle

Activity/Title / Content
New Faculty Academy / Orientation to teaching and learning expertise through information sharing, investigation of various teaching strategies, and integration of practice teaching sessions for peer review
College and Resource Orientation / Overview of college priorities and organization with opportunities to network and learn about various resources for access
New Faculty Teaching and Learning Seminars / Focus is on reflective practice and portfolio development
Required Workshops / Mandated training sessions meet legislated requirements. Supplemental areas of diversity/human rights, Learning Management System (LMS), Outcomes Based Learning, Curriculum Planning, etc.
Practice and Review / Chair/Director Observations and Learning Squares
Reflective Practice / Papers written each semester to encourage awareness of strengths and goal setting culminating in an Individualized PD Plan
Teaching Portfolio Framework / Preparation for completing re statement of philosophy, student feedback, reflection papers, etc.
Learning and Development Retreat / Increased awareness of cross college interconnections and opportunities to advance college’s strategic directions

Organizational and Staff Development

Approved may 2015 by Nancy Hood, VP Human Resources and Staff Development 1

Librarian Probationary Development Cycle

Requirements ____/_____

LIBARIAN ______CHAIR/DIRECTOR ______

DEPARTMENT ______

Below are the full-time Librarian Probationary Requirements to be completed over your probation period. Please keep a record of your progress as you will be required to comment on your professional development during your discussions with your Chair/Director and prepare of a one-page reflection paper submitted each semester. You can register for these workshops at you will find topics, dates and times listed.

Event / Timing / Date/s completed
New Faculty Academy / One week - August _____, _____
College–Wide New Employee Orientation / .5 day – can be completed during New Faculty Academy; should be completed within 6 months of hire / ______
Mandatory Employee Training / OHS Act - offered throughout the year
WHMIS – offered throughout the year
AODA –1. Access Services for Colleges, Customer Service Standards - Faculty (ASC), 2. Accessibility Awareness Training for Educators, 3. Integrated Accessibility Standard Regulation (ISAR) Training and Training on the Ontario Human Rights Code (OHRC) via / ______
______
______
______
______
Seminars
6 Month Seminar Supporting Reflective Practice
This seminar is designed for the first 6 months of the probationary period. In this seminar we take the opportunity to share experiences as new employees, practise reflective thinking, and apply problem-solving strategies to common challenges in an educational setting
12 Month Seminar Supporting Portfolio Development
This seminar is designed for the final 6 months of the probationary period and focuses on the development of the initial portfolio, including a revised statement of educational philosophy, documentation of role effectiveness, and a professional development plan. There are continued opportunities for practising reflective thinking and sharing common experiences as newemployees. / Two 2-hour seminars each semester for two semesters (fall and winter semesters only for a total of 8 hours) / ______
______
______
______
Learning Circles/Partners
Every librarian will be connected with at least one colleague from a relevant area in order to reflect on their experience and their own techniques. This process builds connections, increases awareness of other areas of the college, encourages conversations about the librarian’s role in a postsecondary educational setting and promotes reflective practice. / Participation in Learning Circles/Partners for 2 semesters (Fall and Winter semesters only) / ______
______
______
______
Presentation/Meeting/Case Study Observations
The Chair/Director is invited to one of your presentations (or alternative) in which you present information or issues for discussion, review, consultation and feedback eachsemester and then you and your administrator participate in a follow-up meeting to discuss and review the administrator’s observations, questions and feedback. / One visit per semester / ______
______
Written Feedback / The Chair/Director provides a written progress report for each semester / #1______
#2______
Workshops:

Outcomes Based Learning

‘Blackboard’ Training

Technology

Diversity/Human Rights

Two additional workshops

/ 4 two-hour workshops (the first will be held during the orientation week)
Training sessions on the operation and management of the database system central to library services and led by that Department
1 workshop
1 workshop
Additional workshops from the staff development calendar (or preapproved from another source) related to your professional development goals / ______
______
______
______
______
______
______
______
______
______
Reflection Paper
Each person takes the time to document their reflection on the semester, noting their observations, strengths and areas for further development. These can be used to initiate a conversation with the Chair/Director that connects to the probationary review of competencies. / One page reflection paper each semester outlining your professional development, noting strengths and setting goals for continued learning. These papers should be submitted to your Chair/Director, with a copy to the Director in Staff Development / ______
______
Professional Portfolio Framework / Framework to be presented to and reviewed with your Chair/Director by the completion of probation (Actual portfolio to be developed in time for the first Performance Review) / ______
Learning and Development Retreat / A 3 day event held the first June after hire / ______

Chair’s/Director’s Tracking Checklist for Probationary Librarians

Name of Librarian: ______

Probation End Date: ______

Semester 1

Suggested Time
Frame / Activity / Comments
Pre-Semester / Start up plans shared
Week 1 – 2 / Chairs/Directors to support of new full time Librarians to attend the New Faculty Academy
Week 3 - 4 / Conversations regarding learning in the New Faculty Academy, participation in Learning Squares/Outcomes Based Learning workshops; discuss feedback from students/participants
Week 6 / Chair/Director observation (e.g. team presentation, workshop, presentation to students, etc.)
Week 7 / Check in: Discussion of observation(week following observation)
Week 13 / Meet and discuss first reflection paper
Chair/Director to provide written progress reportto Librarian
Chair/Director sends completed progress report to Human Resources

NOTE: Seek assistance from your Senior HR Consultant regarding any concerns about progress towards successful completion of the probationary period.

Semester 2

Suggested Time
Frame / Activity / Comments
Week 3 / Check in: Review feedback/questions from 1st semester
Week 4 - 6 / Chair/Director observation(e.g. team presentation, workshop, presentation to students, etc.)
Week 5 - 7 / Check in: Discussion of observation (week following observation)
Week 13 / Meet and discuss second reflection paper
Week 14 / Chair/Director provides written progress report to Librarian
Chair/Director sends completed progress report with recommendation for appointment to permanent status to Human Resources

NOTE: Seek assistance from your Senior HR Consultant regarding any concerns about progress towards successful completion of the probationary period.

Appendix A

Librarians Competencies - Probationary Requirements

Organizational and Staff Development

Approved may 2015 by Nancy Hood, VP Human Resources and Staff Development 1

Librarian Competencies - Probationary Requirements

This form is designed for use with all academic employees covered by the Collective Agreement throughout their probationary period. Contained are sections that support professional self-reflection, observation of practice and the summary evaluation.

Employee Name: ______

Department:______

Program:______

Date:______

Chair/Director:______

The College is committed to the success of our employees and to providing meaningful feedback during your probationary period.

Article 27.02 D During the probationary period an employee will be informed in writing of the employee's progress at intervals of four months continuous employment or four full months of accumulated non-continuous employment and a copy given to the employee.