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22 TALL Newsl. 1 (2003)

handle is hein.journals/tallquart22 and id is 1 raw text is: 



Vol. 22, no. 1                                                                   March 2003


TALL Newsletter


TORONTOJ~ KSASSOCION OF L S~   AWU LIBRARIES


Succession and Staff Planning

   Strategies for Law Libraries


                by Vicki Whitmell


The issue of succession planning, or replacing the large
number of those anticipated to be retiring and leaving
professional and non-professional positions in the
next few years, is slowly coming to the forefront
within the law library community. While it is
recognized at a certain level that it is an important
issue, particularly as we see the members of our
profession aging, it has not yet become the planning
priority that it should among the profession, our
libraries and our associations.

Most organizations, not just libraries, view succession
planning as being important only when there is a need
to replace someone who has left or is leaving. A job
description is updated, a placement ad is written and
posted and the wait begins for the 'right' person to
apply and accept the job on the terms offered. While
traditionally this approach has been the norm, current
demographics, shifting attitudes and expectations of
work and careers, increasing competition in the labour
market and the need for new and more adaptable skills
and competencies among those we hire, render it more
and more obsolete.


Succession planning is not just for big libraries with
human resource departments. If anything, succession
planning is even more important in small organizations
which rely on one or only a few people to keep the
library operational. This is best illustrated by the
concern voiced by two law librarians at a recent
conference on succession planning.

Both of the librarians want to retire but are unable to
find the right person to replace them. Both are long-
term employees who have played a key role in building
their library and its collection and services. Because
their libraries are small, they have been unable to
mentor replacements from within. They have also not
found others outside of their organization who are able
to exhibit the skills and demonstrate the committment
needed to provide the services their users rely upon.

Such problems will increase as many more of us reach
retirement age and are looking to the same small pool
of candidates to replace us. The skills of librarians and
library technicians will be in increased demand not just
in traditional library settings in Canada and the


                                                                       (Continued on page 5)


Inside.. .Chief Military Judge Golonel Kim Carter at the University Club 11 * Continuing Education 18*
        Creatively Marketing the Law Library 10 *Editor's Notes 3 * From the Literature 17
                           In the Loop 14 * President's Message 3


March 2003


Vol. 22, no. 1

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