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Feedback on Recommendation #1: Create a Library Forum
Create a Library Forum charged with promoting inclusiveness throughout CUL.
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Feedback on Recommendation #2: Modify the scope and bylaws of the Academic Assembly
The Academic Assembly should remain a separate body that addresses issues that affect only academic staff. These include but are not limited to "decisions relating to academic appointments, promotions, tenure, conditions of service and related matters of internal governance."
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Feedback on Strategy 1: Provide opportunities to share information and make connections
a) Senior management should work with middle managers and supervisors to promote the value of greater staff engagement and acknowledge and reward their efforts in this regard. It is important for managers and supervisors to recognize the power of the messages they send staff about the value of participation.
b) Hold meetings in units departments across CUL, either in conjunction with or in addition to the traditional tours, to explain operations and share best practices. Include a segment for unit/department staff and guests to interact so they can make connections outside their own departments/units. Make a better effort to effectively market these sessions and urge supervisors to encourage their staff, especially new staff, to attend.
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Feedback on Strategy #2: Support career and professional development
a) Ensure that all CUL staff can explore learning and development opportunities.
b) Support mentoring, both formal and informal, and expand the opportunity of mentoring to all CUL staff.
c) Provide all CUL staff with the opportunity to have a career development conversation with a mentor/guide/expert at least once each year. This is separate from the performance assessment dialog with their supervisors. It could be facilitated by Library Human Resources, perhaps with the assistance of the Library Forum's Career and Professional Development Committee.
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