Issuu on Google+

Autumn 2010

Volume 13

Number 3

SPECIAL CONFERENCE ISSUE Remembering Bob McKee CDG Past President, CDG Honorary Fellow

1950 -2010 Eva Hornung

Chris Rhodes

Northern (de)lights

View from the other side of the pond

Kathy Ennis

Bronagh McCrudden

Brand the ‘BEEP’ out of it: developing your personal brand for career growth

Would you work for free? Unpaid work and how to make it count

www.cilip.org.uk/cdg/impact


ISSN 1468-1625 Impact, the official journal of the Career Development Group of CILIP: the Chartered Institute of Library and Information Professionals; formerly the Assistant Librarian, the journal of the Association of Assistant Librarians. PRESIDENT Jon Scown Libraries West Development Officer Cultural Services Admin Centre, Mount Street, Bridgwater, Somerset TA6 3ES Tel: 01278 451201 Email: JMScown@somerset.gov.uk

SECRETARY Stella Wisdom Project Manager Collection Storage North The British Library, Boston Spa, Wetherby, West Yorkshire, LS23 7BQ Tel: 01937 546873 Email: stella.wisdom@bl.uk

FOR FURTHER INFORMATION ABOUT THE GROUP Béatrice Coveney / Louise Gordon Email: cdgmmo@googlemail.com ADVERTISE IN IMPACT Advertise here and reach nearly 4,000 potential customers, it’s so easy! (source: CDG membership, January 09)

Copy can be submitted to the Editors in plain ASCII text format, MS Word format, or in the body of an email message. Accompanying photographs of a resolution of no less than 150dpi (mono) or 300dpi (colour) are welcome. Please contact the Honorary Editor for further information. Views expressed in Impact are not necessarily those of the Career Development Group or the Editors.

SUBSCRIPTION ENQUIRIES Janice McQuilkin The Library University of Ulster Magee College, Northland Road Londonderry BT48 7JL Tel: 028 7137 5299 Fax: 028 7137 5626 Email: j.mcquilkin@ulster.ac.uk Annual subscriptions 2010 United Kingdom £42.74 Overseas £61.22 North America $121.28

If you are interested in advertising in Impact, please contact Stella Wisdom. Impact Copy Dates 2010 2009/10 charges for advertising in Impact: Full page colour: £330 Full page black and white: £230 Half page colour: £200 Half page black and white: £140

20% discount available for non-profit organisations VAT will be charged at the standard rate on the advertisements.

Issue Winter

Articles Publication 21 Oct 25 Nov

Career Development Group Website: http://www.cilip.org.uk/cdg/ Registered charity number: 313014


Autumn 2010 Volume 13 No. 3 CONTENTS 46 MARIA COTERA Bob McKee: A tribute 49 CDG HONORARY FELLOWSHIP AWARD: Call for nominations 50 JOHN SCOWN & ALISON BARLOW Hard financial decisions for CDG. Your chance to join the debate

54 KATHY ENNIS Brand the ‘BEEP’ out of it: developing your personal brand for career growth 57 BRONAGH McCRUDDEN Would you work for free? Unpaid work and how to make it count 60 NOTICE OF CDG ANNUAL ELECTIONS 62 STUART WILKINSON & JON SCOWN Growing membership in difficult times 64 EVA HORNUNG Northern (de)lights

EDITORIAL

W

elcome to the Autumn issue of Impact. It is fitting that this

special conference issue of Impact is dedicated to Bob McKee, who we honour as one of our own, being both a Past President and an Honorary Fellow of the Group with our leading article; a tribute from our present Past President, Maria Cotera.

In this edition we give you a taste of two of our four conferences this year. Kathy Ennis, speaker from Raising the Bar II (also speaking at Raising the Bar III in London in November) talks about branding and how to use it to stand out from the crowd. Then Bronagh McCrudden, Winner of the New Professionals’ Conference Paper sets us a challenge; ‘Would you work for free?’ Other articles come from further afield; with Chris Rhodes reporting on the SLA Conference in New Orleans, Eva Hornung, an IFLA Satellite in Borås, Sweden, and Premila Gamage introducing a new International Project for the Group in Sri Lanka.

70 PREMILA GAMAGE Development of Macaldeniya Tamil Vidyalayam and Estate Community Library

This issue is one of two issues which will be both in print and available online via our website at www.cilip.org.uk/cdg/impact. Jon Scown and I outline our present financial issues and the decisions we face, to give you the opportunity to get involved in the debate. He also discusses, with Stuart Wilkinson of Hall Associates, a new pilot programme working with CILIP to help grow our membership.

74 DATES

All in all a bumper issue. I hope you enjoy it.

67 CHRIS RHODES View from the other side of the pond

Acknowledgements Images of Bob kindly supplied by CILIP and Amanda Quick. Images in Bronagh McCrudden’s article from Flickr by x-ray delta one. Social media icons from Icondock (http://icondock.com). Other images sourced from contributors, CDG Flickr collection, Stock.XCHNG (www.sxc.hu), Wikimedia Commons, and Morgue File (www.morguefile.com), under free licence. Printed in England by Headley Brothers Ltd, Ashford, Kent Impact Autumn 2010

Alison Barlow Honorary Editor Information Librarian Nottinghamshire County Council Beeston Library, Foster Avenue, Beeston, Nottingham, NG9 1AE Email: alison.barlow@nottscc.gov.uk 45


Bob McKee: A tribute Maria Cotera

T

he sudden loss of Bob McKee, the other ‘IFLA babies’ did every year. CILIP Chief Executive, has left us Ironically, the sad news was officially all numb. announced on CILIP, IFLA and CDG websites that very same day. Bob, who was a CDG Past President and Honorary Fellow, passed away on As colleagues gradually found out, tribFriday 13th August 2010 in Gothen- utes quickly poured in. One of the first burg, Sweden, where he was attending messages I received summed him up the International Federation of Library really well. It read: Associations and Institutions (IFLA) Annual Congress. 'He packed about three lifetimes worth into one'. As well as trying to cope with the terrible news, those of us who were in Gothen- Bob was certainly full of life, and burg were tasked with two other very feeling really optimistic about the future. difficult duties. The first; to keep it confined out of respect for Bob's family and On the days before his passing, he had CILIP staff, until they had been in- been inviting colleagues to his retireformed. This was hard to do as Bob was ment party on 28th October, while talkvery well known and much loved within ing about how much he was looking the IFLA community, and colleagues forward to remaining active within the had started to notice his absence and profession, both in the UK and internakept asking after him. The second; to tionally. communicate Bob's passing to some of his closest colleagues and friends, of His future plans included working as a which he had plenty, both in the UK, in volunteer IFLA expert trainer for the Gothenburg and all around the world. new ‘Building Strong Library Associations’ programme. The programme, asBob would have been 60 on Monday sisted by the Bill and Melinda Gates 16th August, and had planned to cele- Foundation Global Libraries Initiative, brate with his IFLA friends, as he and was sending him to the Ukraine. Bob

Impact Autumn 2010

46


Bob McKee 1950 - 2010

Impact Autumn 2010

47


was enthusiastically training for the Bob was a kind and generous friend role, while arranging opportunities to and colleague; in 2004 he enthusiastifind out more about the country. cally volunteered to take part on the ‘CILIP Heavy-Weights Sponsored Slim’ Bob was an inspirational leader, and to raise money for the Career Developmentor and role model for many of us ment Group International Projects in CDG. He worked alongside, support- alongside CILIP President Maggie ed and mentored many generations of Haines. They were weighed in and phoAAL / CDG activists, including several tographed in public at CILIP Members Past Presidents of the Group, up until Day and other public events to record the very day he passed away. After all, their progress. Bob was shameless, the Association of Assistant Librarians especially since he knew what a good (AAL former CDG) had been his breed- cause it was. He did it once again in ing ground; he served at divisional level 2008 loosing an impressive 14.6 kiloand National Council for several years, grammes in five months and raising culminating in his Presidency in 1985 another thousand pounds towards while working at Solihull College of CDG's African Prisons Project. Technology. Just a few days before he passed away Bob never forgot his activist roots, and he had told me he wanted to do it again his involvement with and support for the and we should speak about organising Group continued throughout his life. it. Unfortunately we did not have the This was formally recognised in 2007 time to discuss it. when he was awarded a CDG Honorary Fellowship for continued services, Bob touched many hearts; he was a which reaffirmed the bond between him truly charismatic man and an inspiring and the Group. leader with a great sense of humour which helped him not to take himself too Bob had a wonderful way of making seriously. everyone feel welcome and included. He remembered who you were and He will be sorely missed by many in our wanted to discuss your ideas; he made profession who shared his values and himself available whenever he was in- loved his zest for life. He will never be vited to speak or attend events, when forgotten by those who had the privilege we wrote to him for advice, whenever of knowing him, working with him, and he felt he was needed. being counted among his many friends. Maria Cotera Past President, Career Development Group, Convener, Women, Information & Libraries Special Interest Group of IFLA maria.cotera10@gmail.com

Bob was especially supportive of the newer generation of professional activists, and always ensured we were represented and that our voice was heard with CILIP and in IFLA. Impact Autumn 2010

48


CDG Honorary Fellowship Award: Call for nominations The Career Development Group is the only Group of CILIP, which awards its own Honorary Fellowship award to recognise individuals who have rendered distinguished service to the Group. New Honorary Fellows receive a certificate, can use the postnominals Hon FCDG and are invited to the Presidential Reception each year. Previous Honorary Fellowships have been awarded to: Ÿ Dr. Bob McKee - CILIP Chief Executive and former President of the Group Ÿ Carol Barker - CDG Honorary Learning Coordinator, instrumental in CDG gaining CILIP Seal of Recognition Ÿ Kath Owen - for her commitment to CPD and her continuous support to the work of the Group Ÿ Sue Hill - regular sponsor and loyal promoter of the Group Ÿ Paula Younger - former Honorary Web Officer, Honorary National Secretary and developer of the popular Deep Web course Ÿ Mandy Hicken - long time compiler of Adult Sequels Ÿ Kate Wood - long term CILIP Liaison Officer for the Group Ÿ Dr. Mike Freeman - former International Officer and long time supporter of our international projects Ÿ Timothy Marshall - for his services to the Group, including his work as subscriptions officer for Impact We are now seeking nominations, from CDG members, for individuals whom they consider have offered exceptional and significant service to the Career Development Group. The criteria are: 1.

Significant support for the Group enabling us to meet our aims and objectives.

2.

Evidence of their own continued professional development.

3.

Supporting the professional development of others.

4.

Helping the Group achieve its aims in the area of learning opportunities.

5.

Contributions to debate and professional developments by bringing about positive changes, focusing on particular issues or campaigns.

Impact Autumn 2010

49


How to make an nomination: Download the form from www.cdg.org.uk/cdg complete it and email or post it by 13th November to: Maria Cotera, CDG Past President, 33 Ferndale Road. London N15 6UF or email to mariacotera10@gmail.com. Alternatively, blank nomination forms may be obtained from Maria on request. The Panel, chaired by the Past President for 2010 and will consist of the Past President, President and Vice President. The President will make recommendations to CDG National Council in February 2011*. The decision of National Council will be final, and an announcement will follow; published in Impact and on the Group’s website. *Fellowship Awards are given at the discretion of the Honorary Fellowship Awards Panel to one or more persons. If no suitable nomination is received the Panel reserves the right not to make an award.

Hard financial decisions for CDG Your chance to join the debate

Jon Scown & Alison Barlow currently exceeding income. We are managing to keep afloat by eating into our reserves. This is not a sustainable long term strategy.

The Career Development Group is the second largest special interest group in CILIP and the largest group with a divisional structure. However, in common with CILIP and many of its other groups, CDG is currently experiencing financial challenges.

So what are we doing about this? We have an obligation to members to ensure we are spending your money wisely so are currently in the process of reviewing everything we do to see if we can identify ways of spending less, whilst maximising our income.

As a result of declining membership, the amount we receive in capitation (a set amount per member) from CILIP has fallen. At the same time our main source of income; conferences, is falling as potential delegates are finding it increasingly difficult to get time away from work to attend and organisational training budgets are being squeezed.

Our expenditure falls into two main areas: Ÿ Impact; Journal of the Career Development Group

The result of this is that expenditure is Impact Autumn 2010

Ÿ National Council meetings 50


We are exploring a number of options for the future:

Impact: Journal of the Career Development Group

1. Publishing online Historically we have only made a limited number of articles available online.

Impact has an illustrious history; the group in its many guises has been pro- This issue and the Winter issue will be available ducing a printed journal since January in both print and online via our website at; www.cilip.org.uk/cdg/impact. 1898. 2. Finding cheaper printing options

The journal is our main tangible membership benefit and means of communi- 3. Charging an additional subscription charge for a print issue cation, published quarterly and distributed to all our members with 4. Reducing the number of print issues Update. Impact gives the Group and its members An option is to follow Update’s example and to have less regular print issues with perhaps one a voice by: or two issues being electronic only. Ÿ highlighting the breadth of the work of the 5. Reducing print issues to just abstracts Group including our International Projects with full papers online only. Ÿ promoting the views of our members; giving them the opportunity to publish in a journal 6. Getting more advertising / sponsorship Ÿ being a unique forum for professional deWe are continuing to explore this option but due bate with articles illustrating issues both to the financial situation we are finding it exacross and within all sectors. tremely difficult to secure advertising.

As well as members, the Journal also 7. Cutting out colour goes out to subscribers in 14 American states reaching nine countries in total, We have kept limited colour in Impact to help with issues travelling as far afield as secure advertising/sponsorship. Puerto Rico and Australia. Subscribers,, who are a source of revenue for the What do you think? group, include public and national libraries, schools of library studies, and other Can you think of any other options? academic institutions including Do you value a print issue of Impact? UNESCO and the Vatican Library. Do you know anyone who would be We print over 3,500 copies per issue at interested in advertising or sponsora cost of approximately £1,400. ing Impact? We have been keeping costs down by keeping the number of pages to a minimum and investigating advertising possibilities, with mixed success. Impact Autumn 2010

Please contact the Honorary Editor, Alison Barlow with any comments alison.barlow@nottscc.gov.uk 51


took the decision that having a publications programme was a historic post and no longer part of our core business. We also removed the Advertising Officer post and incorporated this into other existing roles.

National Council National Council; which consists of all the national Officers and a representative from each of the 13 divisions, currently meets three times a year. Each meeting costs around £2,000 to hold as we can have up to 26 people present. Much of this cost is travel and accommodation, with members coming from all over the country.

With declining membership there is a need for increased participation and divisional support. Last year, in these interests, and in the interest of greater transparency and democracy we opted to hold two out of our three National Council meetings outside London.

Reducing Costs – National Council For the last two years we have also held an ‘Activists’ Training Day’ to help support and develop divisional activists in their roles. These were held next to National Council meeting to minimise costs.

We are using a number of measures to reduce costs: Ÿ

use free meeting venues /sponsorship to cover the costs of room hire and catering where possible

Ÿ

use advance booking of rooms in budget hotel chains

Ÿ

set meeting dates well in advance to take advantage of cheap travel fares

Whilst we recognise that both face to face meetings and delivering training to the 100 plus activists in the divisions are important, we need to find ways of delivering this in more cost-effective and sustainable ways.

Ÿ in the process of reviewing subsistence payments for meals

Among the options we are investigating are making use of alternative ways of delivery such as using teleconferencing for at least one national meeting next year and using podcasts for training.

We also reduced the number of Officer posts by two earlier this year. The Publitions Officer post was deleted as we Maximising Income

The main way of doing this is by running A huge amount of effort has gone into runconferences and training events. So far this ning these conferences by group activists and as a result we have raised some much year we have held three conferences: needed income. However, the number of Ÿ National Conference in London delegates we are able to attract to these events is falling so we cannot rely on gainŸ New Professionals Conference in Sheffield Ÿ Joint conference with PTEG (Raising the Bar II) ing the levels of income from conferences as we have in previous years. in Newcastle Impact Autumn 2010

52


As a result of feedback we are trialling re-running conference programmes in other geographical areas to reach different audiences. This may prove to be a way of raising more income with minimal effort. The first example of this is the slightly revised ‘Raising the Bar’ in London in November (for more information see below).

have this in the forefront of our minds but would be extremely grateful for any ideas members may have for raising more income, so please feel free to contact us if you have any ideas to offer.

The big challenge for us as a group is to find new ways of raising income. We always

Alison Barlow, Honorary Editor alison.barlow@nottscc.gov.uk

Jon Scown President, Career Development Group JMScown@somerset.go.uk

Raising the Bar Conference III 2010 Career Development Group Senior Professionals Conference In memory of Bob McKee 1950 -2010 In partnership with the Personnel, Training and Education Group of CILIP (PTEG) Monday 1st November 2010, at CILIP Headquarters, Ridgmount Street, London, WC1E 7AE

Following the success of Raising the Bar in June 2010 in Newcastle we are pleased to announce our new joint conference with PTEG specifically aimed at middle and senior managers is coming to London. Raising the Bar III includes keynote speaker Maxine Miller, ‘Women to Watch’ in the Cultural Leadership Programme 2010, followed by small-group interactive workshops delivered by experienced and engaging facilitators who will encourage learning through participation and sharing of professional experiences. Themes include: Best practice when managing change

Assessing marketing potential

How to tackle the job market

Personal brand for personal and professional development

Closing remarks by CILIP President Biddy Fisher

Delegate rates CDG/PTEG members - £120 + 17.5% VAT = £141.00 CILIP members - £150 + 17.5% VAT = £176.25 Non CILIP members - £180 + 17.5% VAT = £211.50 Unwaged - £50 + 17.5% VAT = £58.75 For further details contact Conference Chair, Maria Cotera: mariacotera10@gmail.com Impact Autumn 2010

53


Brand the ‘BEEP’ out of it developing your personal brand for career growth

Kathy Ennis CDG/PTEG RAISING THE BAR CONFERENCE 2010

W

Ÿ makes what is on offer relevant to particular target markets

hat is a brand? Is a brand simply a logo or a trademark?

Ÿ enables a focussed marketing message

No, a brand is an identity.

Brand marketing

A brand can take many forms: Ÿ Ÿ Ÿ Ÿ Ÿ

Louis Cheskin, scientific researcher and clinical psychologist, is regarded as the father of brand marketing. Back in the 1930s he began working on what became a life-long obsession; to understand how a customer’s perception of a product motivates their purchasing behaviour. He was one of the first marketers to test and measure how people buy products and services and observed that purchasing decisions were directly linked to their aesthetic design. He described this as ‘sensation transference’.

a name, a sign, a symbol, a combination of colours, or even a slogan.

From its early beginnings, as a shape seared onto cattle using a red-hot iron to tell one farmer’s herd from anothers, the word has evolved to encompass identity. It is the ‘thing’ that gives a product, company or service a personality and which creates in the customer a collection of thoughts and feelings about a particular product, compaCheskin spent most of his life investigating ny or service. how design elements could significantly Why is branding important? impact perceptions of value, appeal and relevance. He also discovered that most In marketing terms branding is important people could not resist transferring their because it: feelings towards the packaging to the product itself. Ÿ helps customers recognise a company, product or service One of his most famous interventions was Ÿ helps customers and staff understand the recommendation that margarine prodwhat the product, company or service is ucts should change their colour from white, which was associated with lard and not all about particularly appealing, to yellow and that Ÿ differentiates a product or service from they should be wrapped in foil, a silver, other competitorshelps build loyalty shiny material associated with science and Impact Autumn 2010

54


cleanliness, rather than waxed paper. As a cy and credibility is the cornerstone of result sales of margarine products soared. personal brand development. We still use these techniques today. Having worked in personal branding and When discussing the power of first impres- personal impact development for many sions in his book Blink (1), Malcolm Glad- years I have identified the four key areas well writes about the work of Cheskin and that create congruency and build credibility. This process is The Four Vs Principle©. others who followed him: The Four Vs

‘people give an assessment of something they might buy … without realising it they transfer sensations or impressions that they have about the packaging of the product to the product itself … most of us do not make a distinction – on an unconscious level – between the package and the product. The product is the package and the product combined.’

1. Values. Congruency flows from this V; it is the bedrock as it defines beliefs, attitudes and behaviours. It is the Unique Selling Point or USP. 2. Visuals. This V is visual identity; it determines the look, appearance and actions of a personal brand and must be used consistently.

What is personal branding?

3. Vocals. This deals with what is said and how it is said; from formal presentations and the elevator pitch to the ‘hello’ in the corridor.

Personal branding ‘borrows’ all the principles of product branding and applies them to the individual. It is about focussing attention on personal core values and how they should be displayed and understood by a target market. The target market could be an employer, a potential employer, customers, work colleagues and so on.

4. Verbals. This is the written part of a personal brand; it is about having a view; this is magazine articles, blogs, Facebook™ and other forms of social media and social networking.

As with branding a product or service, it is essential that the key elements of the personal brand are applied consistently. This is achieved by ensuring that the message you are sending; the sensation transference Why is personal branding important? you are creating, is congruent. Much of what is written about the imporWhat is congruency and why is it impor- tance of personal branding centres directly on its importance in terms of job hunting, tant? career development or job security. HowevCongruency is consistency, alignment and er, there is a more fundamental reason for harmony. Congruency builds credibility. developing a personal brand; it is important Credibility builds trust, respect and loyalty because it celebrates individuality and and is an absolute requirement for all pro- uniqueness. As with product branding, perfessionals. This convergence of congruen- sonal branding is about identity.

Impact Autumn 2010

55


‘Clothes maketh the man’ The idea of creating the right impression is not new; how many people who never wear suits decide they are the appropriate clothes for an interview! The use of the term personal branding is relatively new and is about much more than wearing the right clothes. As Tom Peters (2) wrote: ‘Regardless of age, regardless of position, regardless of the business we happen to be in, all of us need to understand the importance of branding. We are CEOs of our own companies: Me Inc. To be in [work] today, our most important job is to be head marketer for the brand called You… The good news -- and it is largely good news -is that everyone has a chance to stand out. Everyone has a chance to learn, improve, and build up their skills. Everyone has a chance to be a brand worthy of remark.’

Building a personal brand is an objective process of discovering a set of key personal and professional assets, which are then communicated consistently and passionately in person and across all media. The results of personal brand development are varied and can be used to achieve a variety of outcomes.

Personal branding is about an individual identifying their core values and communiŸ enable employers to recognise a po- cating these beliefs consistently to ensure personal and professional credibility. tential employee

Personal branding is often used to:

Ÿ create immediate recognition

Kathy Ennis Managing Director Envision Training – a training and personal impact development company info@envision-im.co.uk www.eimtraining.co.uk

Ÿ build a loyal following Ÿ communicate core personal and professional values Ÿ demonstrate personal relevance and value

See Kathy in action at Raising the Bar III

The starting point for any personal brand development is to identify and understand the desired outcome.

References

It is essential that these initial outcomes change and evolve over time.

(2) Peters, T. (1997) The brand called you. Fast Company

Impact Autumn 2010

(1) Gladwell, M. (2005) Blink: the power of thinking without thinking, Penguin.

http://www.fastcompany.com/magazine/10/brandyou.html.

56


Would you work for free? Unpaid work and how to make it count Bronagh McCrudden Winner of Best Paper CDG NEW PROFESSIONALS’ CONFERENCE 2010

ow do you get a job without experience? How do you get experience without a job? This is the Catch 22 that greets many new professionals seeking their first jobs or looking for career advancement.

H

My story (theory one: unpaid work allows you to grindhop)

The following three stories, two of which are drawn from interviews, show librarians who have managed to prove their worth while working for free; and each story illustrates a theory.

One day I was reading a post by blogger, Penelope Trunk, entitled ‘Paying dues is so old school’ (1) which introduced me to the concept of grindhopping - a term coined by Laura Vanderkamer to de-

I used to think that my career as a librarian was going to be like a baker’s: I would progress through an apprentice period to learn the special skills I needed before If our day job does not allow us the free- assuming a position of responsibility dom to realise our potential, how can we where I could practice them. develop our skills and use our ideas? After a traineeship and library school, my Can we get out of the Experience first post-qualification job was not a proCatch 22 by working for free? fessional position. Nevertheless, it was a job. I checked in books; I checked out A short survey and series of semi-struc- books. I shelved; I labelled. tured interviews revealed that many librarians have instructional experiences of My job did not challenge me, but I told unpaid work. The themes that emerged myself that I was paying my dues and I coalesced into a nine point guide to get- would eventually get a job which gave me ting a return of investment on unpaid more challenge. In reality, I was in the work. But closer analysis of individuals’ Experience Catch 22. Eventually I beexperiences provides insight into the par- came demoralised and started to wonder ticular challenges and opportunities that whether I had made the wrong career unpaid work presents for librarians. choice.

Impact Autumn 2010

57


small non-profit organisation that was suffering from a severe information management and housekeeping problem.

scribe a method of skipping the bottom rung of a career and getting out of paying dues by taking personal responsibility for one’s career goals and thinking in terms of projects rather than jobs (2). I wondered whether I could use voluntary work to grindhop. To gain the skills I wanted, I decided to leave my job for an unpaid internship; a cataloguing project in a specialist law library. Living at home helped to keep my costs down.

Though nervous about taking on such a large project, he began it with great enthusiasm. John planned to develop a classification system, a simple catalogue, and to make the library as accessible and attractive as possible to the public.

However the organisation had underestimated the work involved and appeared not My gamble paid off as within a few to appreciate John’s effort. He started to months of finishing my internship, I man- suffer from volunteer fatigue. But having aged to get my first professional position already put months of work in, he felt that as a cataloguer. quitting was not an option. He had to get his motivation back. John’s story (Theory two: information work is invisible) John had discovered the second theory: that information work is invisible. He asked The second story is about John who took on for a progress meeting with the director to a volunteer project to set up a library at a explain his plans and raise his profile as a volunteer with the organisation. He also started to evaluate his progress using a blog allowing the organisation to see behind the scenes of the work. The finished library was a great hit with both staff and the public. John used the skills he had gained in project management, cataloguing, classification and organisation, as well as the blog, to demonstrate his worth to prospective employers, and also himself. As a volunteer, it is important not to let people forget about you. Find ways to demonstrate your value: schedule progress meetings, write for the in-house magazine or use the project to launch a blog. Christine’s story (Theory three: not all unpaid work is created equal) The third story is about Christine who warned that if you are not being treated

Impact Autumn 2010

58


fairly as a volunteer, to get out and try a different tack.

Nine point guide to getting a return on investment on unpaid work

Christine wanted to work with rare books and historical material so she became a volunteer in a small local studies library. The position had been advertised as a way to gain experience in areas such as cataloguing, welcoming visitors, fundraising, events management and marketing.

1. Scrutinise

She was therefore disappointed when she found her work consisted mostly of mundane and menial tasks such as lugging boxes and shelving. Despite approaching one of the staff who gave her assurances that she would soon be introduced to other aspects of the library’s work, nothing much changed. Christine eventually quit.

2. Gamble

She was wary about further unpaid work until chancing on an opportunity to serve on a committee on which a colleague sat. This opportunity proved much more rewarding and she developed skills in event management and finance.

4. Boomerang

Look for gaps in your experience and skills on your CV. Assess each opportunity by asking how it can help you fill specific experience gaps. Talk to the organisation about their expectations and your expectations. Never be afraid to ask questions.

Accept that you when you take on unpaid work, you do not know exactly how it will pan out. But remember you have more to gain than to lose. 3. Economise Make sure you always get your expenses!

‘Boomerangers’ are adults who return to the family home after leaving to attend university or get a job. It can be a way of easing the financial burden of doing unpaid work. If you can handle the stigma of being a boomeranger, a temporary move back home can be a good career move.

Christine’s story illustrates a valuable lesson: not all unpaid work is created equal. Choose your projects with care. Make sure they are providing you with the personal development opportunities they are supposed to.

5. Experiment Use unpaid work at an early stage in your career to try out different types of roles and find out what suits you.

So what does it all mean?

6. Typecast yourself

It is possible for new professionals to prove their worth when working for free. Ensure the current job market does not zap you of your momentum as a new professional. By thinking creatively about the concept of unpaid work, and choosing your projects judiciously, you can use it as a tool to get ahead.

Use unpaid work to build a strong personal brand for yourself: for example if you dream of a job as a cataloguer, look for cataloguing projects.

Impact Autumn 2010

7. Create Look for finite projects that allow you to create something tangible or produce results. These allow you to fill an experience gap, put it on your CV, and move on.

59


8. Broadcast Bronagh McCrudden Assistant Librarian Public Record Office of Northern Ireland

If information work is invisible, then unpaid information work is particularly problematic. Find ways to broadcast the value of what you are doing to stakeholders and the world at large.

twitter.com/fieldvole You can read (or listen to) the full-length version of Bronagh’s paper, and find out about her experience at New Professionals Conference 2010 on her blog: www.shinyforager.com

9. Be professionally loyal The role of volunteers in libraries is a thorny issue. In a market-based economy that assigns value only to work that can be exchanged for compensation, unpaid work is sometimes seen to be of little value. We do not want to send a message that our skills should not carry a price tag. We have a duty to ourselves and the profession not to allow ourselves to be exploited when we work for free. Ultimately, the individual must assess each opportunity and make a personal decision about whether an opportunity is worthwhile, challenging and ethically sound.

(1) Trunk, P. (2007) Paying dues is so old school, Penelope Trunk’s Brazen Careerist, accessible via, http://blog.penelopetrunk.com/2007/04/15/payi ng-dues-is-so-old-school/ (2)Vanderkam, L. (2006) Grindhopping: Building a Rewarding Career without Paying Your Dues. New York: McGraw-Hill

Notice of CDG Annual Elections 2011 Honorary Officers of the Career Development Group Nominations are invited for the following posts to serve from 1st January – 31st December 2011: Vice President (1) Honorary Website Co-ordinator Honorary Treasurer Honorary New Professionals Co-ordinator Honorary Membership & Marketing Officer

Honorary Learning Co-ordinator (2) Honorary International Relations Officer Honorary Events Co-ordinator Honorary Editor

Please note: (1) Nominees for the post of Vice President must have previous experience as a CDG National Councillor. (2) Nominees for the post of Honorary Learning Coordinator are required to be Chartered members of CILIP.

Honorary Officer nomination forms and job descriptions for all posts are available at www.cilip.org.uk/cdg. Nominations must be submitted in writing, to be received by 30th October 2010, to the Past President, Maria Cotera, 33 Ferndale Road., London N15 6UF signed by two or more members of the Career Development Group, and countersigned by the nominee. Nominations must include details of service to the Career Development Group as an Impact Autumn 2010

60


Honorary or Divisional Officer or Divisional committee member; any active involvement within CILIP, its Branches and other Special Interest Groups; CILIP membership number; and a statement of not more than 200 words indicating what you could bring to the role. Please note that the 200 word statement is not required from currently serving Honorary Officers who are seeking re-election to the same role.

Divisional Elections Nominations are also invited for Divisional Officers to serve from 1st January – 31st December 2011 for the core roles below : Chair Vice-Chair Secretary Treasurer Chartership Support Officer(3)

New Professionals Support Officer Events Officer Newsletter Editor Website Officer

for each of the following Divisions: Devon & Cornwall East Midlands East of England

London & South East Northern Ireland Divisions Scottish North West Wales North East West Country

West Midlands Yorkshire & Humberside.

Please note: (3) Candidate Support Officers are required to be Chartered members of CILIP.

Divisional Officer nomination forms and a complete list of posts are available at www.cilip.org.uk/cdg. Nominations must be submitted in writing, to be received by 30th October 2010, to the Honorary Secretary Stella Wisdom,The British Library, Boston Spa, Wetherby, West Yorkshire, LS23 7BQ signed by two or more members and countersigned by the nominee. Please include details of service to the Career Development Group as an Hon. or Divisional Officer or Divisional committee member, and any active involvement within CILIP, its Branches and other Special Interest Groups; CILIP membership number; and a statement of not more than 200 words indicating what you could bring to the role. Please note that the 200 word statement is not required from currently serving Divisional Officers who are seeking re-election to the same role. General Guidelines: If there is only one nominee for a post, that person shall be declared elected. If more than one nomination for the same post is received, there is the possibility of role-sharing. In case of several nominations, or in roles where sharing may not be practical, a public election will be held. The candidate with the highest number of votes shall be elected. As part of its Equal Opportunities policy, the Career Development Group welcomes nominations from all members, and in particular from currently under-represented groups such as members from diverse ethnic backgrounds and new professionals. We will respect and affirm diversity of all kinds and will challenge and confront discrimination and prejudice. Impact Autumn 2010

61


Growing membership in difficult times Stuart Wilkinson &Jon Scown ILIP is embarking on a pilot programme called ‘One for One’ exploring growing membership through personal referrals working with Hall Associates, a group who works with professional bodies, trade associations, societies and charities and has an excellent track record in achieving improved membership recruitment, retention and growth.

C

When we apply this idea to membership it becomes a very powerful force.

The Career Development Group has been asked to be involved in the early stages of this pilot, which gives us a great opportunity utilise Hall Associates’ external expertise to explore ways of growing our membership.

At a local level we do what we can as a group to raise awareness of our activities and what being part of the group can offer individuals.

As a member you already know the benefits of CILIP and Career Development Group membership. Most members will be in regular contact with colleagues who are prospective members who do not currently see the value of membership.

But if we could help existing members to work together to spread the membership message to everyone they collectively know, we could bring lots of new members on board. Put simply, if each CDG member were to recruit one colleague from their workplace we could double our membership overnight!

Six degrees of separation

Six degrees of separation, also referred to as the ‘Human Web’, refers to the idea that, if a person is one step away from each person they know and two steps away from each person who is known by one of the people they know, then everyone is at most six steps away from any other person. Impact Autumn 2010

62


But it is not always that simple! We are all Ÿ Get experience in financial planning having to reassess our financial priorities at and management the moment and membership of another special interest group, or even CILIP itself Of course you can gain many of these skills may not be high on everyone’s agenda. by being an active member of other CILIP groups and branches but membership of So why is it worth being a member of the the Career Development Group has two Career Development Group? important advantages: The chances are that if you are reading this article you are already a member, so to an extent this article is preaching to the converted. However, if you are trying to persuade a colleague who is not a member of the benefits of joining what arguments would you use?

1. As the largest special interest group with a divisional structure we can offer more than 100 opportunities to take on a committee role around the UK at any one time 2. We are cross sectoral so divisional committees comprise members from the public, academic and corporate sectors so you can gain, often without even realising it, a far greater understanding of the breadth of the profession, and maybe even get a new job in another sector!

The most tangible benefits are this journal which is published quarterly and the many courses and conferences we run up and down the country each year, which members can attend at a reduced rate.

A real but no less tangible benefit is the Of course, we also offer members: opportunity to ‘get involved’. As a group we offer the opportunity to gain a portfolio of Ÿ the opportunity to attend courses at a transferable skills, that you may not be able reduced cost to get in the day job, which can help you Ÿ support them through the process of develop your own career. Here are just a gaining CILIP qualifications few examples you can use to persuade friends and colleagues that CDG memberŸ help facilitate networking opportunities. ship really is worth every penny! Above all else, active membership of the Ÿ Learn how to run successful events, group allows you to connect and belong to from a good idea to putting an engaging a supportive community, and you get to programme together, marketing it and meet and work with some great people! then making it happen on the day Ÿ Gain skills in chairing and contributing So the challenge for all of us is this; identify a colleague who is not currently a member to meetings and talk to them about why you are a memŸ Improve your communication skills, ber and why you think it is important. You both written and verbal, with the oppor- may be surprised at the results! tunity to write papers and articles, present at conferences, and contribute Stuart Wilkinson, Hall Associates to meetings and online discussions stuart.wilkinson@hallassocs.com Jon Scown, President, Career Development Group Impact Autumn 2010

63


Northern (de)lights Eva Hornung IFLA-ALISE-EUCLID SATELLITE MEETING 2010

E

very year, the International Federation of Library Associations and Institutions (IFLA) organises what has become the biggest annual gathering of librarians in the world; the World Library and Information Congress.

ment (CPD). And, of course, the prospect of a trip to Sweden was very attractive! Day one – Sunday, 8th August Peter Lor, a former Secretary General of IFLA, opened the conference by introducing the 'iceberg model'. He argued that a researcher must always address the full picture and reflect on all dimensions of a research project and that methodology, which usually gets a prominent place, only represents the tip. Other aspects including ethical, ontological, epistemological, teleological and sociological should also be given due consideration. He also advocated more international research, which led to a lively discussion about postdoctoral mentorship programmes for international students and the obstacles they experience when trying to implement what they have learned when returning to their home countries.

This year’s meeting took place in Gothenburg, Sweden. I attended one of two IFLA satellite conferences held at the Swedish School of Library and Information Science in Borås. Organised by IFLA's sections for Education and Training (SET) and Library Theory and Research (LTR), the Association for Library and Information Science Education (ALISE) and the European Association for Library and Information Education and Research (EUCLID), around 70 delegates met for two days in August to discuss ‘Co-operation and Collaboration in Teaching and Research: Trends in Library and Information Studies Education’. The focus was the global mobility of students and librarians and the international recognition of degrees. One aim was to discover new ways of supporting teaching and learning across the LIS domain. So what was I doing among all these eminent educators, researchers and scholars? Well, one of the platforms for discussion was a poster session and I was accepted to present some of the findings of my ongoing study on one-person librarians in Ireland and their continuing professional developImpact Autumn 2010

“I was accepted to present the findings of my study on one-person librarians in Ireland and their CPD”

Sheila Corrall, Head of the Information School at the University of Sheffield, presented one of two parallel sessions with an overview of the current higher education environment in the UK discussing how online distance learning has resulted in an 64


export of UK higher education into other brarians and the underlying political agenda to countries. She cited the example of establish a framework for the profession in Newcastle University which recently opened a Australia. replica campus in Singapore. The second, looked at targeted education and James M. Turner's paper focused on a training for health librarians down under. Ann transatlantic course on audiovisual material Ritchie, Australian Library and Information for students at his home institution, the Association, and Gillian Hallam’s (QUT) University of Montréal in Canada, and the project aims to design a post-graduate speInstitut National d’Audiovisuel (INA) in France. cialist qualification and CPD structure for the Here participants benefit from having access workforce of the future. to lectures being held simultaneously in both countries. James raised some of the logistical Finally, Ursula Georgy, Dean of Cologne Uniissues involved, like problems with versity of Applied Sciences, told attendees technology, terms of different lengths and about the proposed creation of a LIS compedifferent time zones. The programme has tence centre for Germany, a centre of excelproved a huge success with over 90 per cent lence for information science built on of graduates finding work within a couple of collaboration between universities. months of finishing the course. After lunch, I listened to three more case The last session saw Eileen Breen (Emerald studies: Mathews Phiri explained the probPublishing) summarising the Emerald-IFLA lems and future direction of LIS education and partnership. She encouraged attendees to training in Malawi, Zinaida Manzuch and Raconsider writing for them. mune Petuchovaite examined graduate curriculum development in Lithuania and Dijana Day two – Monday, 9th August Machala looked at competency-based lifelong learning for librarians in Croatia. Day two started off with a presentation by Scott Nicholson, Syracuse University, and “If you have never attended an IFLA Linda Smith, University of Illinois, on the WISE satellite conference before Consortium (Web-Based Information Science you should really consider it. Education); a group of schools in the US, the It is a great first introduction to IFLA.” UK, Australia, New Zealand and Canada who offer online courses to graduate-level LIS students in participating organisations. This service gives students access to specialised Mathews noted that since Mzuzu University elective courses, which their respective home started offering graduate degrees in LIS the universities cannot provide and has recently career structure for librarians in the civil servbeen extended to include library associations. ice has improved. Zinaida and Ramune outBack in the lecturing hall, the session on na- lined the situation in their country, a young tional collaboration offered three excellent pa- democracy which is feeling the pressure of pers. the economic recession. They conducted a survey on employment trends and the deThe first, a fact-finding exercise on the Aus- mand for LIS competencies. One interesting tralian LIS landscape with Helen Partridge of finding was a lack of interest in becoming a Queensland University of Technology (QUT) manager. Dijana and her colleagues had also reporting on an ambitious community-based done some research into lifelong learning for participatory research project, which aims, to librarians. Their findings will lead to a redesign map students' experiences, the future of li- of the existing CPD programme in Croatia. Impact Autumn 2010

65


The final session was a roundtable discussion. Representatives of IFLA, EUCLID and ALISE gave their views on how the recognition of academic degrees could be improved for professionals who wish to move country. They also discussed the kinds of collaborative project, which could be undertaken by these three associations.

there are fewer delegates, this makes getting to know people a lot easier and more informal.

This meeting really tied in with my studies, but I also gave me new ideas for providing CPD opportunities at the Library Association of Ireland, through potential collaborations between practitioners and library schools. There is a lot of expertise among librarians, who If you have never attended an IFLA satellite perhaps would be willing to train their peers conference before you should really consider and also share some of their experiences with it. It is a great first introduction to IFLA. They LIS students. usually take place in the same country as the Eva Hornung main conference but are much more focussed Librarian, CDVEC Curriculum on specific aspects of LIS so are a great Development Unit, Dublin opportunity to meet a lot of people from similar hornunge@tcd.ie fields. For more information on the conference:

I learned a lot by just talking to my colleagues http://www.hb.se/bhs/ifla. over lunch. There is plenty of time for networking both in organised visits, cultural events I would like to thank the Information School, and meals and in the poster sessions and as University of Sheffield, for their support. Impact Autumn 2010

66


View from the other side of the pond Chris Rhodes SPECIAL LIBRARIES ASSOCIATION CONFERENCE 2010

T

he Special Libraries Association (SLA) conference is held once a year in a North American city. In June 2010, I was lucky enough to win a place to attend the conference in New Orleans. The Early Careers Award is given annually and presented jointly by SLA Europe and an SLA division (which are comparable to CILIP Special Interest Groups). I won an award presented by SLA Europe and the Leadership and Management Division, and Philip Gatzke (an international student at Brighton University) won one presented by SLA Europe and the Business and Finance Division.

With such a variety of styles of presentation and topics covered a neat summary is impossible. There are some aspects, that I would like to emphasise, which I think distinguish it from other conferences I have been to and elevate the experience of attending. “The largest conference I have ever attended with over 3000 delegates”

Although conferences in the UK certainly do involve speakers who are genuine professional leaders, at SLA, the number of people like this, combined with the fact that the sessions are for the most part held in seminar-style rooms, means that you get many more opportunities to interact with them. I went to quite a few Leadership and Management Division sessions (maybe a division to which leaders are attracted in greater concentration), and one of the most interesting aspects of these were the discussions which always followed the main presentation.

The definition of ‘special libraries’ is quite broad in America, where any library that is not a public library counts as a ‘special library’ (in Europe this would also exclude the academic sector). So academic libraries, government libraries, law libraries, business libraries, science libraries, and any LIS professional working in an information context are all catered for by the SLA conference. The SLA conference in New Orleans was the largest conference I have ever attended, with over 3000 delegates and enough sessions to fill a schedule from 7am until 5pm for four days, several times over. Impact Autumn 2010

On one occasion, during a session called ‘The Future of Government Libraries’, there was a long and detailed discussion of ‘risk’ in libraries. This is a concept or 67


methodology that I have never heard applied in the library context (the idea is that every decision should be assessed in terms of what benefits may come of it, weighed against the risks associated with it). It was interesting to hear people at the very top of their respective organisations bringing their own experience to bear on this matter, and exchanging approaches in a way that instantiated the true, practical value of face to face conferences.

The SLA conference provided unrivalled opportunities to network. At conferences in the UK, explicitly stating that one of your aims is to network is very uncommon, and I still feel somewhat craven going up to people and introducing myself with the express intention of adding them to my list of contacts. But at the SLA conference, quite the reverse was true. The fact that people’s position and affiliations at the conference were clearly indicated on their badge meant that much of the pressure was taken off someone in my position (with a ‘first-timers’ indicator on my badge); it seemed to be universally acknowledged that I knew barely anyone, meaning that people were constantly approaching me and beginning conversations.

The way these interactions were often followed up was illuminating as well. At conferences I have been to here, a contact has been followed up at the next conference we have in common, or on chance meetings in the future, whereas several people I met at SLA had already contacted me in a professional context by the time I got back to England. As well as the apparently higher level of networking skill at SLA, there is also the fact of elections to positions within the overall SLA organisation which means that senior figures give significant attention to newcomers and all the other delegates alike. This is a very effective way of strengthening the link between the people leading the organisation and the main body of its membership, and it is also quite fun when one candidate forgets that they have already met you and gives you their

In another session, this time on ‘The Library of the Future’, there was an extended discussion on the idea of ‘just in time, not just in case’, with various senior figures describing applications of this mantra to their organisations and highlighting various strengths and weaknesses of the approaches that they had taken. The perspectives that senior figures were able to give the discussion provided valuable lessons on how to think strategically about libraries, as well demonstrating how ideas sharing and informal collaboration can be highly advantageous to organisations, clearly one of the key benefits to an organisation of sending employees to conferences like SLA. Impact Autumn 2010

68


card multiple times, often during the same they are to remain relevant. But this will be session. expensive. It would be a mistake to assume that CDG are alone in wanting to The confidence with which SLA approach- offer high quality opportunities to their es its status amongst other professions is members, all professional bodies are keen also illuminating. SLA is comfortable with to do this. In financially constrained times, the fact that it is a major organisation, it would make a great deal of sense to representing significant people in an im- work more closely with organisations such portant profession. SLA operate in the as SLA to ensure that we can continue to knowledge that they have a considerable provide our members with the opportunicontribution to make to the professional ties to which they have become accusdebate in America, and that their members tomed and to broaden the appeal of the have a skill set that marks them out as services we offer. critical players in the modern economy and in society more generally. I think there are many ways in which SLA and CDG can co-operate to share the burden of costs, and, perhaps more impor“It was refreshing to be at a conference tantly, the expertise we have each develwhere information professionals oped. did not feel obliged to defend their right to convene, their abilities and their very existence�

This is perhaps related to American selfconfidence, or perhaps the lack of this confidence over here is a function of the profound status-anxiety that UK librarians are subject to, but it was refreshing to be at a conference where information professionals did not feel obliged to defend their right to convene, their abilities and their very existence against often only potential doubters. SLA completely disregards the doubters, which enables them to more convincingly argue for the future importance of information professionals, and to more coherently discuss the increasingly significant roles that we are well placed to adopt.

The network of active new professionals that CDG has built up could be very valuable to SLA in developing their own programme of new professional activities. Conversely, CDG could learn from the expertise that SLA has in organising large scale events and, crucially, attracting sponsorship to these events. The way in which the senior figures within SLA interact with the ordinary and newer members of SLA is something that CDG and CILIP more generally could certainly benefit from studying. I think the challenges that we as a profession and as a professional body face at the moment present us with a great opportunity to become closer professional allies with our sister organisations. This will enable CDG to grow and develop and so will help our members to achieve their professional potential.

As is often quoted, the LIS profession is in a period of significant change, meaning that professional bodies must offer a range of new and original opportunities if

Chris Rhodes New Professionals Co-ordinator Statistics Resource Unit House of Commons Library rhodesc@parliament.uk

Impact Autumn 2010

69


Development of Macaldeniya Tamil Vidyalayam & Estate Community Library Premila Gamage

T

he Lanka Community Information Initiative (LCII) is a not-for-profit organisation committed to promoting appropriate and meaningful access to information services and communication technology to enhance the capabilities of disadvantaged and marginalised communities.

approximately 600 people. The vast majority of adults earn their living as estate labourers. Women are primarily tea pluckers, rising early and working in both sun and rain to harvest new leaves from tea bushes, which are then gathered and sent for processing. Their pay is minimal—225 rupees a day (just over £1) for 20 kilos (45 pounds) of leaf. Though the majority have guaranteed employment, more than a third are hired on a casual basis. These women and girls are also responsible for most domestic labour in the home, including cooking, cleaning and childcare. Men, who are slightly better paid, earning £2 per day, often travel several hours to work at a nearby sugar cane plantation, while others work at a local tomato farm.

It aspires, through introducing progressive knowledge management initiatives, to empower communities, allowing them to have their voices heard in development processes at local, national and global levels. LCII has started a project to assist in the rehabilitation of libraries and information services for marginalised communities in rural areas, where people experience high levels of socioeconomic disadvantages and also The majority of the population still live in line where digital inequality is clearly evident. rooms; rows of small (10 feet x 10 feet) Macaldeniya Tamil Vidyalayam is a small adjoining rooms with clay walls and dung primary school with approximately 70 stu- floors. These were originally built during dents located on the Macaldeniya Tea Es- colonial rule by British planters in the late tate; a remote estate in Sri Lanka’s central 19th and early 20th centuries. Here families hill country, close to the town of Koslanda. typically share common water taps and The community is composed largely of Indi- toilet facilities, though some have renovatan Tamils, who came to work in tea estates ed and have cement floors and electricity. as labourers from southern India during British colonial rule. The remoteness of the estate comes with its own challenges, particularly for those The Macaldeniya Tea Estate is home to living in the ‘upper division’; the community Impact Autumn 2010

70


of homes clustered near the top of the hill (rather than at its bottom). Transportation is a huge problem, being time consuming, tough, and costly.

necessary approval from the authorities to do the major renovations required (see attached photos) but was unable to secure finance so made a request to LCII.

The Macaldeniya school is one of numerous small schools that serve the children of Tamil tea estate workers, who are the most impoverished, disadvantaged group in Sri Lanka. Currently the school has a principal but no government appointed teachers and is being staffed by volunteers paid for by the University of Missouri-St. Louis Sri Lankan Educational Fund.

This was an ideal project for the LCII, as we recognise the importance of local commitment to the long term success of projects we support.

The long term objective of the project is to guide and assist the library to function as a modern library using ICT, to be used a model library for others to the benefit of the whole estate community, including students At present there is no library in the school and teachers of the school, women and or in the estate, apart from a small collection children. used by the nursery children. Both the owner of the estate Mr. Radhakrishnan, and the The initial phase of the project has a very dynamic, young school Principal, Mr. number of steps: Narayanasamy Pillai Raju, are very keen on Ÿ To refurbish the library building, includdeveloping a library as an opportunity to ing major repairs to walls, floor and roof improve educational opportunities for chiland paint the building. dren at the school and the wellbeing of the Ÿ To provide suitable furniture; shelves, entire community. tables, chairs, children’s furniture. There is an abandoned building in the Ÿ To develop the collection by providing school, which could be converted into a reference material, children’s literature, small library. The Principal has obtained the general and leisure reading, and periodicals in all three local languages. ŸTo train a young volunteer as a librarian in managing the refurbished library. LCII is committed to providing communities with range of educational and recreational experiences beyond just materials and supplies. We believe continued programming is the key to expanding horizons and opening up new opportunities for the future for this

Measuring Group for the new library Impact Autumn 2010

71


community. Thus the second phase of the to 253 square metres) of land from the estate just in front of the school. Mr. T.F.N. project will include: Ÿ Providing a computer with the necessary Pallie, a member of LCII, who had drawn up the plans and bill of quantities for the proaccessories posed library estimated that a further £4000 Ÿ Automating the library functions and pro- had to be secured to complete the construcviding ICT training tion work of the proposed building. We reŸ Developing programs to enhance infor- doubled our fundraising activities; selling mation literacy and lifelong learning in notelets, giving talks and working with the community, especially for students friends and partners such as CDG, and have been able to secure a large portion of and women required funds necessary for the new buildŸ Conducting workshops on the effective ing. use of new media, such as digital storytelling to provide opportunities for chil- The groundbreaking and laying of the foundren and women in the area to express dation stone of the library took place on the themselves on the issues important to 29th July with the help of Mr. Raju, Mr. them. Radhakrishnan, community members, teachers, students and LCII members. Construction work is now well underway with The LCII members visited the school at the walls built up to roof level and we are hopend of June to begin renovations. However, ing construction will be completed by Noas the result of heavy rains and flooding the vember 2010. abandoned building could no longer be reYou can keep up to date with regular artipaired and converted to a suitable room. cles and photographs on the library’s develInstead it was proposed that we build a new opment from the web pages of the Career 20 x 20 foot room for the library. This left us Development Group and LCII with two major challenges; the need to ob- (www.lcii.org). tain a suitable piece of land to construct a new building and to secure the additional Premila Gamage funds required for construction. Project Co-ordinator, LCII premilagamage@gmail.com Mr. Radhakrishnan, the owner of the estate, helped us to solve the first issue. He very CDG would like to congratulate Premila on her generously offered 10 perches (equivalent recent award of a Honorary Fellowship of CILIP. Where we are now

CDG International Projects are actively fundraising for this project. If you would like to make a donation you can do so using Charity Choice via the CDG website www.cilip.org.uk/cdg or direct at https://www.charitychoice.co.uk/donation.asp?ref=158224 For more information or to get involved contact Tracey Ainsley, Honorary International Relations Officer tracey.ainsley@northumbria.ac.uk Impact Autumn 2010

72


NEW PROFESSIONALS’ INFORMATION DAYS Find the passion the career that lets you work with the things you love Just starting to think about your career? Want to do something challenging, varied and rewarding? Find out what a career in Library and Information Services can offer you CILIP’s Membership Support Unit and the Career Development Group invite you to a lively introduction to this exciting profession. Sessions include:

Around the world twice on a library degree Online marketing for career growth Ÿ Do what you love, love what you do

As well as presentations and workshops given by established and newer professionals, there will be opportunities to meet other prospective professionals and experts from CILIP’s Membership Support Unit.

Information days will be held Friday 1st October 2010 CILIP Headquarters, Ridgmount Street Tuesday 23rd November 2010 Newcastle Central Library For more information, please contact the CILIP Membership Support Unit at msu@cilip.org.uk Impact Autumn 2010

73


Dates Street, London and Newcastle Central Library

Date: Thursday 30 September 2010

More information: See advert. Contact: CILIP Membership Support Email: msu@cilip.org.uk

Event: Social Networking: Twitter, Facebook, Myspace Division: West Country Time: 4.30pm - 6.30pm Venue: Kings of Wessex School, Station Road, Cheddar, Somerset Cost: £15 (£10 CDG members). Limited places. Contact: Alec Cook Email: cdgwestcountry@googlemail.com

Date: Monday 1 November 2010 Event: Raising the Bar III Senior Professionals’ Conference Organisers: CDG and PTEG Venue: CILIP Headquarters, Ridgmount Street, London, WC1E 7AE Cost: See advert. Contact: mariacotera10@gmail.com

Date: Wednesday 20 October 2010 Event: Visit to Ulster Folk and Transport Museum Division: Northern Ireland Time: 11.00am - 12.00pm Venue: Ulster Folk and Transport Museum Contact: Alex McIlroy Email: a.mcilroy@qub.ac.uk

Date: Wednesday 17 November 2010 Event: Mini Umbrella: Developments and innovations - Responding to the challenge Division: North East & North East Branch of CILIP Time: 12.00pm - 6.00pm Venue: Northumbria University, Sutherland Building Contact: Biddy Casselden Email: b.casselden@northumbria.ac.uk

Dates: Friday 1 October 2010 Tuesday 23 November 2010

The Career Development Group has been awarded the CILIP Seal of Recognition, which recognises high standards in the content and relevance of its training.

Event: New Professionals’ Information Days Organisers: CDG and CILIP MSU Venues: CILIP Headquarters, Ridgmount

Career Development Group www.cilip.org.uk/cdg Have your say

Take part in our Website survey

Any suggestions? Keep up to date!..

13th September - 1st October

Calendar

Follow us on

Results will appear in Winter Issue of Impact due out November 25th 2010 Impact Autumn 2010

CDG Bulletin

74

RSS Feeds


Impact Autumn 2010 Volume 13 No. 3