Tag Archives: Workforce

Positive feedback for the Synthesising and Summarising Courses

Well over 250 library and knowledge specialists attended part or all of a training bundle on synthesising and summarising.  The courses combined face to face training with follow up activities and 117 people have responded to our survey to gauge its impact. Synthesising and Summarising courses were run in every region of the English NHS during 2016 and 2017.

Knowledge for Healthcare reported that “users value literature searches and synthesised, pre-packaged information” including “briefings that present synthesised evidence”.  Hence, the strategy identified that there “needs to be a greater focus on synthesising evidence” and that the healthcare library and knowledge workforce required enhanced skills in this area. These courses were delivered in response to this training need and were designed to develop the techniques and practice necessary to be able to produce reviews and research syntheses

The courses consisted of initial one-day sessions led by one of research and information skills trainer Tim Buckley Owen or Anne Gray, Knowledge Officer at Arden & GEM Commissioning Support Unit, followed by three half-day problem-based sessions, spread over three months, at which attendees prepared syntheses and summaries of documents in advance, and shared  problems they had encountered, and their solutions.

The Course Impact Evaluation

Feedback from the impact evaluation was very positive.  Attendees reported improved confidence, enhanced skills and a better service to end users.  For some, the course informed service redesign and helped deliver a more meaningful impact on their organisations.  The majority of attendees felt they were able to put some of the skills developed into practice.

The impact evaluation provides ample evidence of success.  The full report can be read here.  Attendees described how the course supported organisational development:

This course has had a significant impact on the library services presence at a senior level. The summary provided to a senior ward manager led to change in the wording of text message appointment reminders sent out to patients to reduce ‘Did not Attends’. On the back of this success it led to further requests for summaries some of which have been presented at MDT meetings.”

and how it allowed libraries to increase their presence, and demonstrate the impact of their expertise

I have gained new skills and confidence and improved our evidence search service. This has had a particularly positive impact on our Embedded Librarian Service and the feedback from users has helped to demonstrate the positive impact of library services”.

No further courses are scheduled at present. However, watch this space.

We encourage attendees to share what you have learned, and to enhance further these skills. Please continue to feedback on how you are using these skills and how it feeds into the impact of library and knowledge services. And how will you keep synthesising and summarising skills live and fresh? One way might be to form local action learning sets in a service or services. Feed back in the comments below, or to your LKS regional lead.

1,016.29 or 1,280 and counting…

Piqued your interest? These figures relate to the full-time equivalent posts (1,016.29) and head count (1,280) for library and knowledge service posts when fully staffed in England in 2017-18.

The data is taken from the annual statistical returns that are completed by Health
Education England funded library and knowledge services namely:

Health Education England Annual NHS Library Services Annual Statistical 2017-18 part 1

I have completed some interim analysis of the 2017-18 and 2016-17 collated and this post gives an overview of the findings.
Please go to the end of this post to download copies of the supporting documents.

National

The table below shows the changes from 2016-17 to 2017-18 so the total number of posts is fairly static. There are fewer para-professional posts (those banded NHS Agenda for Change 1 to 4) but even this 2.79% drop is not particularly significant.

NATIONAL
Posts: Full-time Equivalent
(FTE)
all LKS posts Professional posts
(bands 5 to 8)
Para-professional posts (bands 1 to 4)
2017-18 TOTALS 1,016.29 628.28 388.01
2016-17 TOTALS 1,028.37 629.21 399.16

The head count figures perhaps show the most telling trend. We have more individuals in professional posts (740 compared with 728); fewer in para-professional posts (540
compared with 553).

NATIONAL
Posts: Head Count
 
all LKS posts Professional posts
(bands 5 to 8)
Para-professional posts (bands 1 to 4)
2017-18 TOTALS 1,280 740 540
2016-17 TOTALS 1,281 728 553

Regional

Looking at the HEE regions, London and the South East have both lost posts but the North has had the largest reduction losing 8.54 full-time equivalent posts. Both Midlands and the East and the South have made small gains.

In the HEE regions only the North has seen a small increase in para-professional posts while the other three regions have all lost posts.

East Midlands and the North East both have slightly more para-professionals than
professionals in both full-time equivalents and posts. This bucks the trend in all the other HEE areas.

When we compare the proportion of the library and knowledge services staff in
professional and para-professional posts London and the South East outstrip the rest.
The figure is almost the same for 2016-17. Does it reflect the number of HEI provided
services in London?

2017-18 Professional posts (FTE) Para-professional posts
National 62% 38%
London and South East 71% 29%
Midlands and East 57% 43%
North 58% 42%
South 58% 42%

Qualifications

This is meant as a taster as I have only carried out some initial analysis of the qualifications of our staff.

For 2017-18 we have 57.55% of the workforce with an LKS professional qualification.
The North have the most qualified staff at 60% of the workforce; while London and the South East have the lowest at 55.73%.

NATIONAL
Posts: Full-time
Equivalent (FTE)
Professionally
qualified staff
Para-Professionally
qualified staff

 
No LKS
qualification
2017-18 TOTALS 544.89 120.62 298.95
2016-17 TOTALS 547.55 115.50 288.45

To remind you this is how we classify the three categories:

Professionally
qualified
Professionally qualified library staff (i.e. 1st degree in library information science (LIS), PG Diploma, Masters or PhD in LIS, MCLIP, FCLIP or ALA (former Library Association exams)
Para-professionally
qualified
Para-professionally qualified library staff (i.e. ACLIP, LIS NVQ, City and Guilds)
No LKS
qualification
No library qualification (include here NVQs in Customer Service, Business Administration etc.)

Further analysis and copies of the documents will be available at a later date.

I am sure I will find some other interesting nuggets when I do some more analysis. If you have any thoughts on how the differences can be explained I would be pleased to hear them.

Linda Ferguson

HEE Library & Knowledge Services Statistics Lead

For the Quality and Impact Group

linda.ferguson@nhs.net

Further information – copies of documents

Blank return: NHS_Library_Services_Annual_Statistical_Return_2017-18_part_1

National_LKS_Staffing_2016-17_and_2017-18

Staffing analysis by HEE region:

LaSE_LKS_Staffing_2016-17_and_2017-18

Midlands_&_East_LKS Staffing_2016-17_and_2017-18

North_LKS_Staffing_2016-17_and_2017-18

South_LKS_Staffing_2016-17_and_2017-18

 

Information and library leaders explore future workforce development

Responding to feedback from the profession, CILIP identified a cross-sector interest in identifying the future development needs of the workforce and how best to meet those needs. Working in partnership with City, University of London, CILIP designed and hosted a free employer engagement event, sponsored by Demco Interiors to address this theme on 2nd November 2016. Luke Stevens-Burt, Head of Member Services said “CILIP is well placed to bring together leaders from across the profession. This event gave sector leaders time and space to explore the professional issues and workforce developments they will all face in the near future. The opportunity to work together is important in securing a stronger workforce in the future.”

The event kicked off with a CILIP presentation summarising important workforce studies followed by a panel discussion with senior representatives from across the professional sectors.

The attendees fedback that they valued “talking to colleagues across sectors” and “hearing the different views and ideas from speakers”. The event continued with lively workshop activities identifying the vital skills employers need developed for the future workforce. It also reinforced the range of skills in the profession, demonstrating how demanding and varied information careers are. Some recurring themes were; data management and analytics, business skills, resilience, change management, communication, political skills, teaching and marketing.

Employers want well-rounded professionals, grounded in solid theory but with real life experience. Discussion centred on the scope of the academic role in providing this. It was suggested academic courses provide a solid foundation and are well placed to continue to deliver or develop content around data management, evidence based research, business skills, communication and legislation. There was strong recognition of the role of continuing professional development (CPD) in helping professionals to acquire the necessary skills and experience. Employers valued the role of CPD opportunities such as shadowing, mentoring and secondments to help individuals gain confidence, communication and networking skills as well as giving practical experience of project and budget management. The event demonstrated employers value the scope CILIP’s Professional Registration to deliver many of the attributes employers need. With its emphasis on CPD and reflection it is seen as a way to develop well-rounded, reflective practitioners and future leaders. There was support for building a vocational route, ideally using existing frameworks to give a blended learning approach, combining study and work place experience.

CILIP CEO Nick Poole commented “The event was a huge success. It brought together a diverse audience of leaders and managers from libraries and the wider knowledge and information management sector. It was a great opportunity to discuss the changing job market, the future demand for information skills and how we work with learning providers to attract, retain and develop talent in the sector. CILIP will use these outcomes to inform our current work on the Public Library Skills Strategy and our wider work on a UK-wide Information Skills Strategy.” The organisers are keen for the information sharing and dialogue started at the event to continue and plans are developing for a repeat health sector-specific event and a mapping document of current LIS course content.

Priority access to employer engagement events is just one of the benefits of CILIP’s Organisation Membership. For more information contact CILIP Development Officer (Employers) Jo Cornish jo.cornish@cilip.org.uk or 020 7255 0549. For more information on Professional Registration contact memberservices@cilip.org.uk