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Pay it Forward: Mentoring Temporary & Part-time Employees

Pay it Forward: Mentoring Temporary & Part-time Employees. Robin Ewing Lisa Forslund Minnesota Library Association Annual Conference Mankato, MN October 26, 2007. Robin Ewing Access Services Coordinator, Assistant Professor St. Cloud State University rlewing@stcloudstate.edu

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Pay it Forward: Mentoring Temporary & Part-time Employees

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  1. Pay it Forward: Mentoring Temporary & Part-time Employees Robin Ewing Lisa Forslund Minnesota Library Association Annual Conference Mankato, MN October 26, 2007

  2. Robin Ewing Access Services Coordinator, Assistant Professor St. Cloud State University rlewing@stcloudstate.edu Lisa Forslund Reference Librarian, Fixed Term St. Cloud State University lcforslund@stcloudtstate.edu

  3. Today’s Agenda • What is mentoring? • Why do academic libraries have part-time or temporary workers • Who takes these positions? • What are the different kinds of mentoring? • What are the benefits of mentoring to the library and the mentee? • What about the employee’s perspective?

  4. Mentoring “…an experienced person who provides guidance and support to the developing novice.”

  5. Why academic libraries have part-time or temporary workers • Extended medical leave • Sabbatical leave • Academic searches take time • Special projects • Temporary reassignments • Budget crunch • Specialized skills

  6. Who takes/wants these positions? • Flexibility of hours, time commitment • Full time elsewhere seeking additional income • Experience and new skills • Seeking opportunities

  7. Kinds of Mentoring • Formal mentoring • Informal or passive mentoring

  8. Formal Mentoring • Program with specific responsibilities, scheduled meetings, goals and evaluations • Unrealistic for part time or temporary workers

  9. Informal Mentoring • Good communication channels • Orientation checklists • Professional behavior • Special projects

  10. Informal Mentoring cont. • Training and development opportunities • No “busy” work • Provide employees with professional resources • Social events

  11. Benefits of Mentoring to the Mentee • Career development • Introduction to the field • Skills and experience • Networking opportunities • Go from “unknown” to “known”

  12. Benefits of Mentoring to the Library • Recruitment • Reenergizes mentors • Increased opportunity for collaboration • Retention

  13. My experience as a temporary and/or part time employee • Macalester College - Internship • University of Minnesota – Wilson Library - Practicum • Great River Regional Library – Buffalo branch • University of St. Thomas – O’Shaunessy-Frey Library • St. Cloud State University

  14. Conclusion • What is mentoring? • Why do academic libraries have part-time or temporary workers • Who takes these positions? • What are the different kinds of mentoring? • What are the benefits of mentoring to the library and the mentee? • What about the employee’s perspective?

  15. Questions?

  16. Robin Ewing Access Services Coordinator, Assistant Professor St. Cloud State University rlewing@stcloudstate.edu Lisa Forslund Reference Librarian, Fixed Term St. Cloud State University lcforslund@stcloudtstate.edu

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