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1
Towards A National Strategy for Library Human Resources in Canada
Ernie Ingles International Association of Technological University Libraries
24th Annual ConferenceAnkara, Turkey
June 2, 2003
2
Introduction
The knowledge economy holds new opportunities and demands for librarians
Institutions must recruit, retain and develop a committed and talented workforce to maximize opportunities
Adequate numbers of skilled professionals is necessary to address these challenges
3
The Issue
Anecdotal evidence of a coming professional shortage due to retirements and static recruitment
48% of Canadian librarians will enter retirement age by 2005. Weiler, “Libraries Face ‘Skills Gap’.” Quill & Quire. 66.1 Jan. 2000.
Forecasts of shortages have also been made for the United States and Australia
4
Challenges and Opportunities Projected mass shortages present a challenge to
the ‘natural progression’ of the development of leaders and upper management within the library sector
This projected shift in personnel is also an unprecedented opportunity for the sustained growth and revitalization of the profession
This is a timely opportunity for in-depth research on the profession within Canada
5
Current Data,
Aggregate Statistics
and Recent Research
6
Projected Number of Retirements at Age 65 per Year Based on Projections for All Librarians in
CMA’s from the 1996 Canadian Census
20142009200720052003200119991997
Num
ber
of R
etire
men
ts
500
400
300
200
100
Age 65
Age 60+
7
Projected Number of Retirements (cont.) CMAs = Census Metropolitan Areas or larger urban areas; this does
not include librarians in smaller centres
Two scenarios Assuming librarians retire at 65
Projected total retirements 2002-2014: 2,500 Assuming librarians retire at 60+
Projected total retirements 2002-2014: 4,000
The number of librarians turning 65 each year after 2006 is twice the rate of the previous ten years
8
Education and Training Total numbers of MLIS graduates in the United States
have been called “stagnant”
Enrollment in Canadian MLIS programs appears to be increasing; this growth comes after a sustained decline
Students in SLIS tend to be older than in other professional programs
The employment requirement of an MLIS from an American Library Association-accredited program can limit employment opportunities for immigrants – Canada’s fastest growing workforce sector
9
Enrollment in Canadian Library Studies Programs
820
840
860
880
900
920
940
960
980
1996 1997 1998 1999 2000
Full-TimeGraduateStudents
*Data source: ALISE Library and Information Science Education Statistical Reports
Enrollment in Canadian Library Studies Programs
820
840
860
880
900
920
940
960
980
1996 1997 1998 1999 2000
Full-TimeGraduateStudents
*Data source: ALISE Library and Information Science Education Statistical Reports
10
Ages of Students Enrolled in Canada
20-2411%
25-3023%
30-3415%
35-3912%
40-4412%
45-4912%
50-547%
>542%
NA6%
20-24
25-30
30-34
35-39
40-4445-49
50-54
>54
NA
*based on total of 13,127 enrolled. Note: Pratt, Western Ontario and Toronto data not available. Source: ALISE Library and Information Scienc
Ages of Students Enrolled in Canada and U.S. MLIS Programs, Fall 2000
20-2411%
25-3023%
30-3415%
35-3912%
40-4412%
45-4912%
50-547%
>542%
NA6%
20-24
25-30
30-34
35-39
40-4445-49
50-54
>54
NA
*based on total of 13,127 enrolled. Note: Pratt, Western Ontariodata not available. Source: ALISE Library and Information Science Statistical Report 2000.
11
Education and TrainingQuestions: If SLIS easily reach their quotas for students, does this
limit motivation for active recruitment?
How does the status of the profession affect recruitment of students with excellent potential?
Is the MLIS degree from an accredited school the most appropriate requirement for a library career?
Are immigrant librarians’ international credentials being ignored?
12
Canadian Library Context Libraries have undergone enormous changes in
recent years New technologies Resulting competency shifts Greater expectations from patrons Sustained budget cuts
Budget cuts have resulted in a decreased capacity for new hiring during this time period
13
Change in Canadian Libraries Paradigmatic shifts are currently taking place within libraries External pressures on the library sector and its resulting
reorganization complicate a simple examination of supply of new professionals
A thorough understanding of the demand factors that may limit or expand the need for professional librarians is necessary
Harris and Marshall (1998) surveyed directors and librarians in Canadian public and academic libraries Librarians now expected to perform generalist management roles to
the diminishment of traditional skill sets Skills and decision-making responsibilities have been redeployed to
paraprofessionals The result is the "compression" of the structure and a reduction in the
need for professional librarians
14
Shortages in Positions and Staff
Budget cutbacks have resulted in the elimination or merging of middle and senior positions as they become vacant
Are there enough trained staff to fill upper management vacancies in a scenario of mass retirements?
15
Diversity Issues Libraries are seen as not creating enough
opportunities for women and minorities, both at entry-level and in higher management
By 2011 all net labour force growth in Canada will be supplied by immigrant workers
How will this affect the MLIS hiring requirement?
0
50
100
150
200
250
300
350
400
450
1901 1911 1921 1931 1941 1951 1961 1971 1981 1991
2000
The Great Depression
and World War II1939-1945
World War I1914-1918
Opening & Settlement of the West
Tho
usan
ds
Annual number of immigrants admitted to Canada, 1901-2000
Source: Citizenship and Immigration Canada
2.2 million people immigrated to Canada in the last 10 years - the largest amount for any decade
Immigration currently accounts for 50% of all population growthProjected Canadian birth rate decline may increase this percentage
%
0
5
10
15
20
25
1901 1911 1921 1931 1941 1951 1961 1971 1981 1991 2001
2001 – 18.4%
Highest proportion of foreign-born since the 1931 Census, but lower than at beginning of the century
Source: Statistics Canada, 1901-2001 Censuses
5.4
10.0
10.9
11.4
0 5 10 15
Managers: lib., arch., mus. &art galleries
Librarians
Technicians/assistants:libraries & archives
Supervisors: lib., corresp. &related info. clerks
Visible minorities (people non-Caucasian in race) were under-represented across the library sector
Source: Statistics Canada, 2001 Census
Visible minorities as a % of population aged 25-44 in selected library sector occupations
Note: Population who worked in 2000.
%
8.8% in heritage occs. (14.0% in all occs.) were vismin.
79.1
74.0
0 20 40 60 80 100
Technicians/assistants:libraries & archives
Librarians
The vast majority of visible minorities in the library sector were foreign-born
Source: Statistics Canada, 2001 Census
Foreign-born as a % of visible minority population aged 25-44 in selected library sector occupations
Note: Population who worked in 2000.
%
87.3% = all occs.
31.1
67.1
50.4
75.0
0 20 40 60 80 100
Techncians/assistants:libraries & archives
Librarians
Visible minority
Not a visible minority
Visible minorities were more likely to have a degree than non-visible minorities
Source: Statistics Canada, 2001 Census
% of population aged 25-44 in selected library sector occupations with a bachelor’s degree or higher
Note: Population who worked in 2000.
%
47.1
44.5
43.1
40.9
0 5 10 15 20 25 30 35 40 45 50
Librarians
Technicians/assistants:libraries & archives
Visible minority
Not a visible minority
Visible minorities were younger regardless of occupation within the library sector
Source: Statistics Canada, 2001 Census
Median age for the population aged 15 and older in selected library sector occupations
Note: Population who worked in 2000..
Years
Summary: visible minorities working in selected library sector occupations
Visible minorities tended to be under-represented in the library sector. Some groups are more under-represented than others.
Within the library sector, visible minorities were under-represented in all occupations.
Visible minorities within the library sector tended to be more highly educated and younger than non-visible minorities.
23
Current Literature and Perceptions The majority of the literature considers the
American library context
Data sources for literature on the United States are aggregate and present only a sketchy picture
Some library sectors in the United States are reporting a shortage, including cataloguing, school libraries and academic libraries
24
Current Literature and Perceptions
Factors that affect personnel supply and demand: no expansion of available places in MLS programs outflow of Canadian graduates to more buoyant US
library job market more lucrative opportunities in the knowledge economy continued staff cutbacks in publicly-funded libraries graduates of MLS programs are generally over 30, and
therefore have shorter careers than other professionals
25
Human Resource Management Benefits of national succession planning include:
increased opportunities for newer professionals Improved employee morale easing restructuring or downsizing actions larger pool of promotable employees
Long-term planning and support from top management is necessary
Succession management could provide strategy for rejuvenation in the library sector
Individual libraries have started to take action
26
The Core Problem
“There is a dearth of statistics examining the way in which the [library] profession is changing.”
Canadian Culture in Perspective: A Statistical Overview. Ottawa: Statistics Canada, 2000.
27
The Core Problem (cont.)
The majority of literature on the coming shortage is anecdotal
Available data is extrapolated from aggregate sources that show broad trends but can’t explain particulars
The Canadian heritage sector lacks data that can address questions of supply and demand
28
Questions Arising from Problem
“Despite the wealth of literature on succession planning or succession management and its importance to organizational health and success, there is a paucity of literature on succession planning in libraries of any type.…”
Bridgland, Angela, “To Fill, or How to Fill- That is the Question: Succession Planning and Leadership Development in Academic Libraries.” Australian Academic and Research Libraries. 30.1 (March 1999).
29
Questions Arising from Problem (cont.) Supply and demand of human resources
Attracting the ‘best and brightest’ to the profession Attracting talented recruits to all types of libraries e.g.
schools as well as post-secondary institutions Role of the paraprofessional or subject specialist vs. the
credentialed professional
What information is needed about issues of recruitment, retention and retirement?
How does the Canadian context differ from the American context?
30
Questions Arising from Problem (cont.)
How do we obtain this information to prepare for succession planning? At the national level At the sectoral level At the institutional level
Who should care? What is the role of the national association? What is the role of sectoral associations? What is the role of library schools? What is the role of the library administrator?
How can associations and institutions use this information to address the need in a coordinated approach?
31
Current Research Needs
32
Research Needs Much of the current literature has stated a need for
formal investigation of trends in the professional ecosystem
“…more study is needed to identify trends in the library community…[and] should include sampling a larger library population, identifying geographical trends and sources of supply…and so on.” Summerfield, “CLA’s Human Resources and Succession Planning Survey: Analysis and Recommendations.” Feliciter 48.4 2002.
“Other disciplines have criticized library literature over the years as being too anecdotal and too little based on hard research…”David M. Harralson, “Recruitment in Academic Libraries: Library Literature in the 90s.” College and Undergraduate Libraries. 8:1. 2001.
33
Research Needs (cont.)
“Studies of supply and demand should…be carried out at the national level with consolidated support...” Van Fleet and Wallace. “O Librarian, Where Art Thou?” Reference and User Services Quarterly. 41.3 Spring 2002.
We need a multi-level strategy in order to avoid replicating the problems encountered in other sectors
34
Strategies Build a coalition of the library community
across sectors to undertake a national study
Undertake a comprehensive survey to examine issues of recruitment, retention and retirement in Canadian libraries
Initiate a national dialogue and widely disseminate the data and reports so that institutions, associations and even individuals can make strategic decisions that are in their best interests
35
Research Scope A national strategy that can be tailored to
individual libraries will be the most effective and efficient response
The situation implicates libraries across the country, and within every field
It implicates professionals at all stages of their careers MLIS students and educators, paraprofessionals,
new professionals, mid-career professionals, senior management, and those about to retire
36
Research Outline
The study includes participation of municipal, regional and national professional associations as well as institutions
New, mid-career and senior professionals and paraprofessionals in public, academic, school, and special libraries, as well as in SLIS programs will be surveyed
37
Major Questions Supply: Is there an impending shortage of
librarians exacerbated by a decreasing supply of new recruits?
Demand: How have external factors changed functional requirements and organizational restructuring of library operations and the role of librarians?
Supply + Demand: How does a decreasing supply of professional librarians fit with a changing demand in library operations and for librarians?
38
Objective Comprehensive investigation of issues around
recruitment, retention, remuneration, repatriation, rejuvenation, reaccreditation, retirement, and restructuring (the ‘8 Rs’) in the Canadian library context
The ‘8Rs’ Recruitment Retention Remuneration Repatriation Reaccreditation Rejuvenation Retirement Restructuring
39
Outcomes
A toolkit of strategies of individual libraries and key recommendations
Baseline data to create a statistical analytic framework and standard indicators for long-range assessment Study data will be analyzed at local levels
40
Recruitment Issues at the education level and for new
professionals Areas of investigation
Numbers of SLIS graduates anticipated over the next decade
Numbers of new hires made by Canadian libraries SLIS recruitment strategies Library recruitment strategies Diversity initiatives from SLIS programs and
libraries
41
Retention Areas of investigation
Professional development programs offered to employees (entry level, mid-career, senior)
Experiences of librarians with regard to career progression and mentorship
Libraries’ financial resources for funding training programs
Librarians’ perceptions of major factors that encourage staff retention
42
Remuneration Areas of investigation:
Salary expectations of librarians over their careers
Extent to which salary plays a role for new professionals, mid-career and senior librarians
Extent to which possibility of non-traditional opportunities influences importance of salary
How libraries compete with other industries
43
Repatriation For MLIS graduates who obtain work in the U.S.
and in non-traditional sectors Areas of investigation:
Age groups seeking employment outside Canada
Numbers of Canadian librarians currently working in the U.S.
Motivations of Canadian librarians working in the U.S.
Long-term plans of Canadian expatriates in the U.S. (i.e. are they paying off education debt loads and planning to return?)
Numbers of librarians who work in non-traditional sectors
44
Rejuvenation For librarians in the mid-career stage and nearing
retirement. Areas of investigation:
Mid-career motivation levels Individual innovation levels Libraries’ practices to encourage innovative
services and practices at the senior level? What mid- and senior level librarians want for
motivational strategies and practices? Extent to which libraries and professional
associations are identifying and working toward future competencies
45
Reaccreditation To explore the extent to which institutions and
individuals are articulating their vision of appropriate accreditation and competencies for the realities of the industry.
Areas of investigation: Differences between programs that focus on
traditional MLIS coursework and those that focus on new technologies
Motivation for different accreditations based on focus
Extent to which libraries recognize immigrant professionals who hold a librarian degree from outside North America?
46
Reaccreditation: Context Immigrants, with their higher education levels,
still have difficulty fully integrating into the workforce:
“There are many immigrants whose skills are underused because Canadian regulatory bodies and employers do not recognize their foreign-earned trades diplomas, professional licenses, academic credentials, or work experience.”
Source: Human Resource Development Canada, 2002
47
Importance of Reaccreditation Immigration now accounts for more than
50% of total population growth
1990’s immigrants accounted for 70% of labour force growth
Increasing number of immigrants admitted to Canada in economic category since mid-1990’s
48
Retirement Retirement trends in the profession Areas of investigation:
Numbers of librarians intending to retire at 60 or 65
Library strategies for dealing with mass vacancies Will the positions stay open, or will libraries close
them under budget constraints? Retention incentives from libraries for librarians
nearing retirement Incentives that would influence librarians’
decisions to remain in their positions until 65
49
Restructuring An examination of professional librarians and
paraprofessionals Areas of investigation:
Numbers of librarians and paraprofessionals entering the workforce
Typical job duties of professionals vs. paraprofessionals?
Perceptions of role and status Restructuring efforts made by libraries to
redefine roles
50
Key Study Elements• Review of relevant literature• Survey of heritage sector administrators• Survey of library management• Survey of mid-career library professionals • Survey of new professionals • Survey of paraprofessionals• Survey of library schools• Survey of post-secondary students regarding their
perceptions of librarianship• Wide dissemination of the data • Creation of toolkit for individual libraries
51
Timeline
2003 April: Telephone survey of library administrators May: Survey of Heritage institutions September: National workshop for Heritage
institutions October: Final Heritage sector report
Interim Library sector report November: Survey of mid-career library
professionals Survey of new professionals
52
Timeline (cont.)
2004 January: Survey of new professionals March: Survey of paraprofessionals May: Interim Report June: Survey of library schools September: Survey of non-SLIS students October: Survey of SLIS students
2005 February: Data and toolkit dissemination
Final report
53
Steering Committee Ernie Ingles, Associate Vice-President (Learning Services)
and Chief Librarian, University of Alberta Dr. Marianne Sorensen, Methodologist Chuck Humphrey, Data Library Coordinator, University of
Alberta Kathleen De Long, Associate Director, Finance and Human
Resources, University of Alberta Dr. Alvin M. Schrader, SLIS, University of Alberta William Curran, Director of Libraries, Concordia University Carolynne Presser, Director of Libraries, University of
Manitoba Julia Goodman, Development Officer, Council of Federal
Libraries