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CCL Career Ladders

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					Recruitment, Recognition and
          Reward
   Developing a Career Ladder
        for Support Staff

            Carol A. Nutter
       Camden-Carroll Library
      Morehead State University

     KLA/KSMA 2006 Joint Conference
           September 28, 2006
          Louisville, Kentucky
Career Ladders
             WHERE?

   WHAT?
                      WHY?

      HOW?
Career Ladders
Where was this career ladder developed?

 Morehead State University
  – Kentucky Regional University
  – Enrollment of 9,100
 Camden-Carroll Library
  – 13 librarians (non-faculty)
  – 4 exempt staff (salaried)
  – 21 non-exempt staff positions (hourly)
Career Ladders
What is a career ladder?
  A family of related, progressively higher
   level positions that meet certain criteria
    – The job titles must match, at least in the
      basic part of the title (e.g. Library
      Specialist , Library Assistant, Library
      Technician, etc.) .
    – The minimum employment qualifications
      must be identical for each level.
Career Ladders
What is a career ladder? (cont)

   – The job descriptions should share a
     common core of responsibilities, but may
     have differences to reflect the specific unit
     assignment.
   – The requirements for moving up the
     ladder must be consistent for everyone in
     that particular group.
Career Ladders
What is a career ladder? (cont)
    A system that recognizes the value of
     experience and acquired job knowledge
    – Experienced employees normally require
       less supervision
    – Experienced employees can interpret
       policies and make good judgment calls
    – Employees typically take on additional
       responsibilities as they develop their job
       skills and knowledge
Career Ladders
What is a career ladder? (cont)

 A structured plan for staff development
  – Has a required training element
  – Serves as an incentive for staff to seek
    out developmental and educational
    opportunities
Career Ladders
Why? ( A bit of history….)


   Classified Staff Positions
    – MSU hired consultant in late eighties
    – Grades assigned based on generic
      job descriptions
    – Library staff were under-classified
Career Ladders
                     ..
Why? ( A bit of history….)

 Position Reviews and Upgrades
  – New, more descriptive job descriptions,
    using “power verbs” and library jargon
  – Based job descriptions on what the
    incumbent was currently doing
  – Wrote essential qualifications to reflect
    those of the incumbent, resulting in a
    inflation of required qualifications
Career Ladders
Why? ( A bit of history….)
 Proliferation of titles
  – Initially all staff were Library Assistants
  – New titles, often long and descriptive, with
    no relation to each other
       Periodical Bindery and Preservation
        Technician
       Learning Technology & Pub. Services
        Specialist
       Student Personnel Coordinator and
        Administrative Specialist
       Access Services Personnel Specialist
       Access Services Patron Specialist
Career Ladders
Why? (Time to face reality!)

 Position upgrades were history
   – Most staff were Grade 5 in a tier of 7
     grades (Had one Grade 3, 2 Grade 4, and
     one Grade 6 plus four Exempt 2
     classifications)
 Staff’s only option to advance was to
  change jobs
   – Not necessarily best for the staff person
   – Not necessarily best for the Library
 Career Ladders
 How do you develop a career ladder?

 Determine your overall objectives for
  establishing a career ladder
  – Motivation and development of staff
  – Recognition
  – Reward
  – Recruitment/Retention
Career Ladders
How do you develop a career ladder?
 Lay the groundwork:
  – Work closely with Personnel ( Human
    Resources)
  – Familiarize yourself with common
    practices, other career ladders that may
    be in place, etc.
  – Learn from others’ mistakes
  – Make sure you have administrative buy-in
    by keeping higher-ups in the loop
  – Keep your staff informed and involved in
    the planning
Career Ladders
How do you develop a career ladder?
 Plan carefully
  – Establish a timeline and list tasks
  – Determine what structure your career
    ladder will take
  – Considers choices and ramifications
  – Develop a detailed written description that
    defines all elements of the career ladder
Career Ladders
How did we structure it?

 Titles: Library Specialists
 Steps: Four advancement opportunities
 Requirements:
  – Minimum score on annual evaluation
  – Minimum years from hiring
  – Minimum years in each level
  – Required training for each step
 Who’s in charge: Review Committee
Career Ladders
The devil’s in the details
Step One: Minimum 2 years in level; annual
  performance evaluation score of 3.0 or
  better; a minimum score of 3 on both
  Teamwork and Accountability; satisfactory
  completion of Library Basic Training
  program (5 points) plus four pre-approved
  contact hours of workshops, seminars
  and/or specialized training OR one hour of
  job-related college coursework with a
  minimum grade of C (1 point). Total
  Required Points:6
Career Ladders
How do you sell you plan?

 Do your homework!
 Be as thorough as possible in covering
  processes and procedures
 Understand the politics of your institution
 Be prepared to defend your plan to HR and
  administration
 Anticipate questions and have a good
  answer ready
Career Ladders
Is that all there was to it?
 Various tasks required for implementation
  – Officially change job titles
  – Rewrite all job descriptions
  – Define procedures
  – Develop forms
  – Clarify process for all concerned (written
    policies and procedures, FAQ,
    informational meetings, etc.)
  – Develop in-house courses (Basic
    Training)
Career Ladders
Is that all there was to it?

 Career Ladder officially implemented July 1
 Information meeting held for staff August 9
 “Training Day” on August 14
 Additional in-house training scheduled
 On-line forms and documentation available
  on web page
 Anticipate first promotion July 1, 2008
Career Ladders
What’s next?

 Review Committee will monitor the process
 Additional staff training will be developed
 Additional instructions and education for
  supervisors will be provided
 We’ll start planning for an Exempt Staff
  Career Ladder!
 www.moreheadstate.edu/library/dean

    (Click on Career Ladder)



               Recruitment

Recognition

                     Reward

				
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