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. assign mentors for people in new positions
. assign mentors to people doing library related study
. have mentors inside and outside the library

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. awards that you can add to your CV

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. partner with HR to provide career planning advice for staff
. having engaging sessions on how to prepare for interviews and how to apply for jobs
. help people to look at career opportunities within the university but outside the library

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. staff are supported to not feel guilty if they are away from their tasks to do training
. development is always seen as a priority not "time out of the office"

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. including allowing staff who are on overseas personal travel to go to an international conference

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. networking opportunities to find out how the university works
. Put time aside for exploration and professional development
. spend time in other parts of the uni
spend time in other parts of the library
. leadership development programs

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Developing our staff capabilities through experience of working with other institutions 

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Developing our staff capabilities through experience of working with other institutions 

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. have a graduate program or similar so that new grads can share their skills and develop
. find a way to have staff exchanges with different institutions
. spending time in overseas institutions

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. identify areas where we need to strengthen our skills, and sponsor people to study or train in that area
. explicitly identify and develop talent

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. establish our vision for the next few years
. ensure our structure can accommodate changes in library services for the next few years
. work to ensure workforce readiness for the future of CSU library
. ensure all positions in our structure are needed - and then value and embrace all of them

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We work in a region where there are few academic libraries - so it is harder to find progression opportunities

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We work in a region where there are few academic libraries - so it is harder to find progression opportunities

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. Linked positions: Where each position description is linked, so that people can progress in skills and responsibility within their current role.
. Voluntary redundancies offered to free up roles

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. explicitly brand what we already do as a career opportunity, or an opportunity to develop skills

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Some positions do not have to be in a particular location

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Some positions do not have to be in a particular location

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. identify roles that can be done from different campuses
. explicitly recruit so that people have opportunities to apply for these roles regardless of their location
. explore ways that people can spend time in other roles whilst staying in their current location

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Gathering information from staff to support their careers

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Gathering information from staff to support their careers

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. a database or survey to discover what staff would like for their career development, and work from there
. have potential candidate lists - where staff express potential interest

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Opportunities for working in a position or for training sometimes have to apply to one location, or be most suitable for one group of staff

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Opportunities for working in a position or for training sometimes have to apply to one location, or be most suitable for one group of staff

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. Advertise opportunities across the entire library, so that we are not excluding someone who has skills or aspirations that we are not aware of - making it clear what the restrictions of this role / training are.
. Opportunities are not restricted to someone's current position, current experience or current expertise

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When something goes wrong in our jobs, there is a button to press to get support and resolution

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When something goes wrong in our jobs, there is a button to press to get support and resolution

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HH notes that I'd like a magic wand to ensure that my communication is always perfect :)

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Career opportunity:  what could it look like in an ideal world?

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Career opportunity:  what could it look like in an ideal world?