605-394-4171
ź www.rapidcitylibrary.org
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Date: February 28, 2005 |
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To: |
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From: G. Chapman, Director |
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Re: Proposed Continuing Education Policy |
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Recommendation: |
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This policy was previously brought forward to the Board Policy Committee in a rough draft. In addition, the Friends of the Library have agreed to provide $6,500 seed money for one year in promotion of this proposed policy. The remaining $4,000 is proposed as funding within the existing city and county budgets of $2,000 and the remaining Kroc Educational Fund of $2,700. The recommended total funding is $10,000 for one year. If the policy is approved, is it further recommended funding be designated pending annual review of educational outcomes within the annual budget as reported to the Board. |
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Reason for Policy: The purpose of the policy is: |
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· To encourage staff to continue their education in pursuit of a library degree, or for continuing education as it relates to their job for the purpose of: |
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o Promotion of existing staff |
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o Maintaining ongoing learning curve for library science skills |
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o Staying competitive in the job market |
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o Reduction of costs for external recruitment as appropriate for institutional needs |
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20 – 40% of the |
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· To establish funding for the policy |
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Background: The current library training budget includes workshops, scheduled library training and conferences. Budgetary support has been offered to staff for continuing education opportunities on a case-by-case basis, but the need is much more than the available funding. The proposed Continuing Education Policy is for the purpose of addressing the need by continuing the library’s commitment towards staff development. |
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The City of |
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· The Fire and Police Departments support staff training for employment requirements and recertification. |
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Related Information: If approved, funding for this policy could be evaluated annually for renewal. A survey and discussion was held with the staff to determine interest and need. The outcome this is a funding amount based upon 50% of the staff enrolling in one class per year. |
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The city’s educational loan fund is available for financial support for appropriate educational or training opportunities. However, there are limitations that do not address the sustainability of professional library positions. The city loan fund is based on $1,000 per year, up to a maximum of $5,000 per Department up to 4 years. The educational needs of the library staff are greater than the city fund allows. |
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With prior approval and on a case-by-case basis as budget allows, staff may be reimbursed from the training budget for: |
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§ Bachelor’s degree coursework related to library issues (minor in Library Science preferred) |
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· Course work towards an MLS degree or specifically relating to the job |
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· Continuing higher education courses beyond the MLS degree, as it relates to the job |
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In return for educational
support, staff will need to present a proposal of what they will bring back
to the library from their coursework as identified in the evaluation
outcomes. |
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Staff receiving tuition
assistance will be required to retain their employment at the library for the
number of months enrolled. In return for full
educational support as described, the employee will agree to remain employed
at the Rapid City Public Library for the length of time equal to the course
duration of each course for which they receive support. If termination of
employment takes place prior to the time outlined, the employee will be
obligated to pay the remaining course expenses. |
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Educational Outcomes: |
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It is crucial to the success of the training to identify the purpose and what will be achieved as a result of the training. This will allow for adequate evaluation at the conclusion of the training. The desired outcome can be expressed in terms of aims, objectives, and/or learning outcomes. |
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· Aim – a broad statement of the desired achievement, that will address the questions |
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o What is the purpose of this training event? |
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o What is the training intended to achieve? |
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· Objective – derived from aims; they describe the specific intentions of the training |
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Learning outcome – specifies what participants are likely to learn as a result of the training events. |
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