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I’m New, Now What? How Mid-Continent Public Library Created a Consistent Orientation

I’m New, Now What? How Mid-Continent Public Library Created a Consistent Orientation Program for New Hires. Amber Wright Karen Wickwire. Seems Like We’re Missing Something…. … When it came to introducing our organization’s culture, we needed more Consistency Cohesiveness

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I’m New, Now What? How Mid-Continent Public Library Created a Consistent Orientation

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  1. I’m New, Now What? How Mid-Continent Public Library Created a Consistent Orientation Program for New Hires Amber Wright Karen Wickwire

  2. Seems Like We’re Missing Something… … When it came to introducing our organization’s culture, we needed more • Consistency • Cohesiveness • Accountability

  3. Well, You Have to Start Somewhere • Consensus – Yes, we need to make this happen! • Committee creation • Break into assignments • Research • Proposal approval

  4. Here’s What We Made • Manager Checklist • Online Orientation • In-person Training • Follow-up Survey • Succession Plan

  5. Manager Checklist

  6. "Mid-Continent Public Library will provide the best library experience in the United States“ Welcome to MCPL! With the help of your manager and the New Hires Orientation Checklist you will complete MCPL's orientation process, including the training modules below, over the next 90 days Online Orientation

  7. In-person Training • Finding and training wonderful facilitators • Using topics based on previous staff development days • Incorporating MCPL and ALA values, mission, and other core guiding principles • Creating the script and slide show • Editing, editing, editing • Creating discussion boards for facilitators to share ideas

  8. Follow-up Survey 90 Days into the Job

  9. Succession Plan • Changing of the guards • Committee • Facilitators • Updating and editing with MCPL changes • Planning to revisit every 6 to 12 months to refine focus based on survey responses

  10. Observations, So Far • To date have had 5 in-person classes • General impressions from surveys have been positive • Some thoughts for the future • Rearrange sections of presentation • Separate from other training session - long day • Create different training for those changing positions (job title or branch/department) • Offer more time slots for varying schedules

  11. Outcomes & Other How-Tos, What-Nots, and Where-fors • Outcomes measurements • 90 day surveys • Updates from Facilitators • Impressions from hiring managers • Other observations • Understand that this is a time consuming process • Have a succession plan in order to avoid losing steam • Not a “One-and-done” approach if it is to be successful

  12. Questions?

  13. Contact Us • Amber Wright • awright@mymcpl.org • Branch Manager • Lone Jack Branch Karen Wickwirekwickwire@mymcpl.org Department Manager Interlibrary Loan Department Public Dropbox:https://db.tt/qbdwjxso

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