PLCMC developed core competencies for its employees to address the growing need for technology skills. It identified key competency areas like communication, customer service, and technology. To train employees, PLCMC provided various classroom, online, and self-paced learning options over 5 months. This blitz successfully improved employees' competencies. PLCMC's next steps are to identify specific competencies within each area, create a training plan, and demonstrate results through goals and development plans. The presentation provides tips for successful competency-based training implementation.

1. Core Competencies: Training for Results Lori Reed librarytrainer.com October 7, 2009

2. Agenda Look at PLCMC’s Core Competencies for Technology Discuss how to identify competencies Discuss how to create a training plan based on competencies How to demonstrate results

3. Core Competencies Competent Having sufficient skill, knowledge, ability, or qualifications Competencies A set of knowledge, skills and abilities obtained through formal or non-formal education, work experience, or other means required to perform a job.

4. Why Competencies?

6. Greater demand for services

7. Higher & Higher user expectations

8. Everyone is a creator 2000 2001 2003 2004 2005 2006 2007

9. Where we were…2005

11. Each “Core” is a building block for additional competencies.

12. Core I is the foundation on which all other competencies are built.http://tinyurl.com/yo2zmh PLCMC’s Competencies Model

14. Core I Pre-Assessment

16. Online tutorials

17. Small branch sessions

21. 5-Month Learning Blitz

22. Results

24. Customer Service

25. Ethics & Values

26. Knowledge of the Library

27. Learning & Personal Growth

28. Safety & Security

31. Customer Service

32. Ethics & Values

33. Knowledge of the Library

34. Learning & Personal Growth

35. Safety & Security

38. Creating a Training Plan

39. Results

41. Involve staff from the beginning

42. Address fears up front

43. Communicate

44. Identify your champions

45. Accountability

46. Written goals/development plan

47. Reward success and failures

49. Additional Resources “Competency-Based or a Traditional Approach to Training?” T+D 58:4 Apr 2004 p46-57. “Competency Index for the Library Field.” WebJunction. <http://www.webjunction.org/competencies>. Houghton-Jan, Sarah. “Technology Competencies and Training for Libraries.” Library Technology Reports 43:2 Mar/Apr 2007 “LE@D Lifelong Education at Desktop.” University of North Texas. <http://www.leadonline.info>. “PLCMC’s Information Technology Core Competencies List.” PLCMC. <http://www.plcmc.org/public/learning/plcmccorecomp.pdf>. “Technology Training and Competencies for Libraries Webinar.” OPAL. 15 May 2008 <http://www.opal-online.org/houghtonjantech20080515>. “Technology Competencies for Library Staff Webinar.” WebJunction. July 2007 < http://www.webjunction.org/470/articles/content/449895>.

50. Questions? Lori Reed email: lori@lorireed.com web: librarytrainer.com You can view a copy of this presentation at: http://www.slideshare.net/lorireed List of bookmarked sites relating to competencies: http://delicious.com/lorireed/competencies