Librarians: The next generation. Mentorship at the University of Toronto

Abstract

Librarians: The next generation. Mentorship at the University of Toronto LibrariesMentoring is to librarianship what chocolate syrup is to ice cream sundaes: a delicious and defining feature. The profession prides itself on initiating its newest members into the fold and a variety of approaches to mentorship for up and coming librarians are underway at the University of Toronto. For example, practicums for library and information science (LIS) students, and a new internship program at the University of Toronto Libraries for top incoming LIS students. These programs are facilitated by the fact that the University of Toronto is home to a top Information school that has been dedicated to training new librarians since 1928. The authors will present their experience working with student librarians at the engineering library, which on several occasions has led to graduate student workers who return for full-time professional positions -a testament to the mutual benefits of the relationship.The authors will also discuss the ongoing mentoring of the newest engineering librarians on their team. These efforts include invitations to meetings with engineering faculty to facilitate networking, involvement in a variety of decision making processes, and careful training for a host of new responsibilities. The team's more experienced librarians impart their expertise and act as coach and counsellor, providing critique and encouragement as necessary. Priorities also include acculturation and socialization to the library environment. More generally, the University of Toronto intrinsically mentors its librarians by requiring professional development activities as a condition for achieving permanent (tenured) status. The mentoring relationship has proven beneficial for the mentors as well. Knowledge transfer and reflecting on career pathways can provide perspective and motivation for experienced librarians. Additionally, the authors will present on areas for improvement and recommendations for future mentoring initiatives. The discussion will include a review of the research related to mentoring new employees, including findings that show a direct correlation between active mentoring practices and employee retention rates.

How to Be a Subject Specialist When You Aren't: Engineering Librarianship for the Non-engineer

“…The University of Toronto Libraries (UTL) [20] is one example of a library system that has a robust suite of internal mentoring programs. Drawing on the availability of its own library school, they created a rich program for Graduate Student Library Assistants (GSLS) who worked the reference desk.…”

“Patenting” a New Engineering Librarian at an American University in the UAE

“…Networking can prove to be helpful in solving these dilemmas. In a survey of science and engineering librarians who belong to professional library associations, attending the conferences of those associations to network with peers can often lead to answers to librarianship questions 16,17 . At the University of Toronto libraries, mentoring is viewed as an investment in the success of its librarians 17 .…”

“…In a survey of science and engineering librarians who belong to professional library associations, attending the conferences of those associations to network with peers can often lead to answers to librarianship questions 16,17 . At the University of Toronto libraries, mentoring is viewed as an investment in the success of its librarians 17 . Although there is an abundance of literature on networking with faculty, there is little in the literature about networking with professionals who are not faculty.…”