1. Developing the people who operate SA’s public libraries

2. What is this project about? Identify emerging workforce issues Develop a range of broad strategies Define what is required of a library professional Assess the current capabilities/competencies of library staff Better understand, anticipate and target future skill requirements Help build a state-wide library talent pool Help build effective library teams Develop an improved capability to link expenditure on people to service delivery outcomes

3. Working group: Representatives from Playford, Burnside, Murray Bridge, West Torrens, Alexandrina, Councils, PLSA Executive, and PLS Network members: Consultation Surveys Workshops LGA: SA Workforce Planning Manual Consultancy Who is involved in the project?

4. What’s been happening? To date, the working group has: Formed a working party Undertaken desktop research Participated in a future visioning workshop Conducted the first of a series of ‘competency dictionary’ workshops In the process of developing a communication strategy

5. What have we found out? Core areas of service delivery: Lifelong learning and information services Digital and early literacy Community participation and social inclusion Culture and leisure options On average library staff are competent in digital proficiency Providing quality customer service is a key strength Key challenges: Budget pressures - more collaboration, information and resource sharing Increased emphasis more on ‘community-centric’ Global shift towards a digital access Greater need for advocacy Other issues: Partnerships/collaboration opportunities New emerging library services Greater usage of volunteers Require consistent, evidence-based approach to strategic planning across the Network

6. What’s next? July – Aug 2013 Consultation with network – what are the Key competencies, skills required to be successful Key attributes successful library staff consistently demonstrate? Challenges you are facing as a library manager/coordinator? Competency gaps in our workforce? Jul – Sep 2013: Develop a draft competency framework for all levels in the network Oct – Dec 2013: Undertake a skills gap analysis Jan – Mar 2014: Identify training and development opportunities Mar – Jun 2014: Develop a library leadership program