SC LIBRIS 2010: Staff Training 4.0-Double to Magic of 2.0

Presenter: Mary Daubenspeck | daubenspeckm[at] sccsc[dot]edu


9:45 – Ran a bit late!  But here now.  Build something your users find useful.  Don’t waste effort on things your users don’t need.  In a single library, in-person training may be preferable.

9:47 – Must address fears of your staff & users to make things work.  Common fears: time, change, failure, tech, work, ridicule.  In a healthy environment, getting over these fears comes from the top down.  If you’re at the top, make the culture of your org one where there’s no fear of failure.

9:51 – Review & Survey what’s going on: any changes? What are user’s needs? What resources are available to you; esp. human resources (knowledgeable ppl)?  Is someone with a lot of info leaving?  Capture their knowledge.  THEN plan and set goals!!  When asked a question, they’d document how to do the thing that was being asked about.  Went from 10 to 157 documents this way.

9:55 – They document what they change to add that to the monthly report.  Use a word doc & color coding to keep track among more than 1 staff member [Would a google doc or other networked doc work best? – A…Yes, they keep the file in a shared folder.]

10:00 – What are your tools?  Look at what you already have.  Learn things like easy screenshots, etc.  They’re phasing out Camtasia and going to Panopto.  P is cheaper, but you get what you pay for!

10:05 – SIRSI has documentation, but they wanted more pics and policy info, too.  So before training, they started with documentation.  When training start, they could just refer ppl to a doc.  They borrowed & edited any docs other ppl had created.  Cite the source [esp. if it’s the vendor’s-A]

10:10 – They posted their docs off their website. They use a color change for the doc link on the site to keep track of whether they’ve been updated after a recent round of changes to the procedures.  Nice!  These are things like “checking in a serial” “removing a serial vendor” etc.  They include self-tests for student workers inside Blackboard.  Started smaller & they increased size & depth b.c they have to train people all over the state.  Saved travel $.

10:15 – Track access to the modules to determine if the ROI is worth it.  Need boss buy in.  They’ve finished last module in Dec.  Now…to promote!  To new emps, whenever you go out to visit a location, when you have someone ask you a question, get bosses to make that a part of evaluation goals, etc.  (It’s easy to measure, so it’s beneficial to emps and bosses).

10:20 – Need to use feedback to improve, have a communicator to get everyone on board, find emps with deep knowledge & use their data, reuse & recycle anything you can to make creating easier.

10:30 – um, BACK UP YOUR DATA!!!  [multiple redundant backups will save the day-A]  There are other problems: can be hard if ppl don’t know how to do it.  If you, say, lose Camtasia, you’ll have to remake the vid from scratch in Panoptco.  🙁  Money & time is the main downside.

Questions of Interest:

  • Why ditch Camtasia? wasn’t their choice.  It was a money decision from above.

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