2006 Dykes Library Mission and Strategic Initiatives

Mission

The mission of the A.R. Dykes Library of the Health Sciences staff is to work collaboratively with individuals and organizations who are seeking high quality health information within the University of Kansas Medical Center and throughout the state of Kansas.

Instruction | Collections | Access | Collaboration | Quality Staff

= Completed
= In process or Ongoing
= Incomplete

Quality Staff Initiative

Goal 5: The library attracts and retains active, motivated, competent, well-trained, and productive staff and recognizes that compensation and training are two means to achieve this end.

The salaries of the unclassified staff at Dykes Library will be reviewed annually in relationship to Region 4 Health Science Libraries and a request for funding KUMC Dykes Library salaries at least at 95% of those libraries will be submitted in the annual budget request document.

Activities

• The Library Director will complete or delegate for completion a salary analysis on unclassified staff each year prior to making the budget request.
• The Library Director will include a request for unclassified salaries at or above 95% of peer institutions in each annual budget request.
• The Library Director will request hiring salaries for unclassified staff be at or above 95% of peer institutions.

The number of unclassified staff at Dykes Library will be reviewed annually in relationship to Library services provided in support of the University's research, teaching and service mission and a request for allocating and funding positions based upon the annual review will be submitted in the budget request document.

Activities

• After the annual strategic planning process but prior to the annual budget request, the Library Director will determine the number and kind of unclassified staff needed to achieve the goals of the Library.
• The Library Director and department supervisors will reappoint, reassign, or add additional staff as needed to meet the stated goals of the Library.
• The Library Director will include salary adjustments for increased responsibility and new staff salaries in the annual budget request and/or will determine additional sources of revenue to fund increases.
• Once these annual assessments are complete, the Library Director and department supervisors will determine the best management structure to support the work of the library and to manage the workload of the individual supervisors.
• The Library Director and department supervisors will identify career paths for traditional and nontraditional library staff to ensure that available skills and talents are utilized and developed to their fullest potential.

The Dykes Library supports its existing staff through professional development, training, and career path development.

Activities

• Staff at Dykes Library is encouraged to participate in continuing education offerings based upon personal goals and priority outcomes that are established annually.
• The library budget will be adequate to financially support those continuing education needs of the Dykes Library staff.
• Library staff and/or department supervisors will identify at least one continuing education offering appropriate to personal goals and priority outcomes each year as part of the annual review process.
• The Library Director will include adequate funding for continuing education activities for all staff as part of the annual budget request.
• Continuing education programs identified by staff will be relayed to the appropriate parties as needed.
• Staff at Dykes Library will be funded to participate in professional development activities requested by library administration or supervisors in order to develop skills or knowledge in areas where the library is supporting new services based upon changes in library or University mission.

• Professional staff at Dykes Library are expected to contribute to the profession by establishing at least one professional growth goal in the annual goal setting that reflects contribution to the profession.