Recommendations on Communications

RS Assessment/Implementation Committee

Create RSD newsletter.

Result: Done.

Create a mentor group/committee for new RSD employees by asking volunteers to participate and match a new employee with a mentor, so that the new employee can ask any question they want to as they begin working in RSD.

Result: Vote: yes-1, 10-no. Reasoning: Because these issues are being addressed in many ways: supervisors advise new employees, the Training Committee is developing an orientation checklist, and systems liaisons support new employees as well.

Create a paraprofessional focus group to address paraprofessional concerns. Address issues by finding and linking paraprofessional sites on RSD homepage. Address these issues in the RSD newsletter. Some suggestions for this group are

Open the group to all to create a dynamic, well-represented environment
Have resume writing sessions and group critiques
Have mock interviews
Invite peers in professional positions for networking
Provide and share information from outside sources

Result: Vote: yes-11, no, 2. Accepted with modifications:

Modified recommendation: Support the creation of a paraprofessional focus group to address the paraprofessional concerns and strongly urge that they become affiliated with the Gator Libraries Staff Association. Address these issues by finding and linking paraprofessional sites on RSD homepage. Address these issue in the RSD newsletter: Staff who are interested should make this activity a part of their 10% development time. It is also recommended that this group consider how Library Personnel can serve their particular needs and interests.

Address the needs of those staff members who are attending library school.

Result: Vote: unanimously agreed upon that these needs and the needs of staff in other academic fields was being addressed by RSD.

Address courtesy and civility in the workplace by creating an agreed upon list of civilities and courtesies that would enhance our daily work lives, publish it in the Newsletter and post it in the Department.

Result: Vote: unanimously agreed upon as stands. Recommendation made that RSD meet as a department to decide what the list should contain.
Done: Courtesy in the Workplace.

Develop a program or explore opportunities that exist to help supervisors enhance their communication and interpersonal skills of supervisors; make a course in conflict resolution mandatory for supervisors and administrators. Library Personnel is addressing these issues with a new series of workshops and a possible retreat for administrators. Keep informed of this development and post in Newsletter and via email.

Result: Vote: unanimously rejected. Reason: Rejected because all unit heads were against the idea of the Resource Services Dept. developing its own program. The Supervisory Challenge courses address many of these concerns. Suggest that a link to the Supervisory Challenge courses http://www.ups.ufl.edu/training/supervisory.htm be linked to the University Personnel Services' site. Work with Library Personnel is continuing.

Renew Bulletin boards as a source of information. Set up a new bulletin board in a visible spot, possibly on the wall of the administrator’s offices to be used for official announcements, such as security, employment, rule changes, etc.

Result: Vote: accepted as stands. Tatiana Barr and Sonia Tergas are working on the 3rd and 2nd floor bulletin boards in 300; Jorge Gonzales volunteered to work on a bulletin board set aside for the Training Committee.

Ask Unit Heads to confer and develop a consistent way of handling announcement for job openings.

Result: Unanimous vote that this is being worked on. Jobs will be posted in a systematic way by email and on bulletin boards. Job descriptions and job sites will be linked to postings. Every attempt will be made to improve this aspect of communications.

Continue to work with Personnel to improve the way communication of information effects the hiring process.

Result: Being done.

Better coordinate the conference room scheduling to avoid conflicts, especially with 301A .

Result: Done. Diana Hagan has stopped taking email and stopped using the Calendar to schedule 301A. All scheduling will be done with existing calendar on door.

Return to Assessment Implementation Group

Prepared by: Tatiana Barr, April 24, 2001
Last Updated: September 14, 2001


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