Figure 4. Model for the Scale and Spread of Health Literacy Awareness Training.


designed for inductions and taster ses- sions. 28


Data from our staff engagement sur- vey provides a snapshot of how the CPD offer is being received by our work- force. In 2018, 353 people responded of whom 61 per cent agreed or strongly agreed that they were satisfied with the KM offer, 14 per cent did not see this as applicable to their work; 25 per cent were dissatisfied with the train- ing. 56 per cent of respondents agreed or strongly agreed they were satisfied with the training in public and patient information, 17 per cent did not regard this as applicable to their work; 26 per cent were dissatisfied.30


Nevertheless,


by the time of the 2019 Needs Analysis, both KM and Health Information for Patients and Carers had dropped out of the top ten list of ‘wants’.8


We believe


that this reflects the success of the CPD programme focussing on these two areas.


Responsive and inclusive


Attending a powerful Panel discussion on Diversity in the Profession at the 2019 CILIP Conference highlighted the imperative to address unconscious bias, to look at diversity and inclusion issues in health librarianship and to celebrate our diverse and inclusive workforce.31


Our CPD programme for


2020/21 includes webinars and virtual workshops to ensure that NHS library staff are aware of, and actively involved in promoting the inclusive culture to which we all aspire. “Promoting and


June-July 2020


supporting diversity in the workplace is an essential aspect of good people man- agement. We recognise that we must give our colleagues a powerful reason to stay and grow within the organisation, and this comes from a sense of belonging.” 32 The current Covid-19 situation illustrates the need for an agile and flexible response to CPD needs. The national team has moved fast to commission programmes such as facilitating online meetings, training skills for the online trainer, and on wellbeing and resilience. The first two were fully booked within 30 minutes of being advertised and are being repeated to enable maximum participation across the country.


Learning zone


An early success was the launch of the online Learning Zone in April 2016.33 With contributions from dozens of vol- unteers from health libraries, a Learning Zone group manages the development of a comprehensive suite of resources for per- sonal, professional development. It spans a wide range of generic and specialist subjects as well as information on careers and vocational qualifications. With 33,097 page-views, and a total of 9,359 users (new and returning) in less than four years (Sept 2016 to May 2020) the Learning Zone has become an impor- tant resource created by health librarians for health librarians. It offers a quick overview on a wide range of subjects, each signposting to further resources. Four topics consistently appear in the top six – Advanced and Basic Searching (744 users;


1,369 page-views), Critical Appraisal and Statistical Skills (381; 479), Grey Litera- ture (358; 507); Knowledge Management (342; 548). Through April 2019-2020, Marketing and Promotion (167; 275) and Job Descriptions (JDs) and Person Speci- fications joined the top six (167; 224).34 Such data speaks to change as well as to the fundamentals. Over the past four months, as the pandemic hit England, new pages developed to support the workforce through Covid-19 have topped the six: Coronavirus and Wellbeing (181 users; 300 page-views) and Working from Home (178; 234). Meanwhile, Mentoring and Coaching has gained higher usage than usual (88; 118) and Searching, JDs and Grey Literature remain in ‘the charts’.35


Developing the talent pipeline Guided by our strategic principles, we have established equity of access to CPD for NHS library and knowledge services staff across England. Furthermore, we are proud to have opened new opportu- nities for leadership development. There is more to do to widen access to career opportunities. In Part three we will look at these programmes as well as initiatives at either end of the talent pipeline, attracting people into a career in health librarianship and working as system leaders. This is a vibrant sector. Our ambition is that the NHS should be the employer of choice for librarians and knowledge managers. IP


References www.cilip.org.uk/References_IP_June_July_2020_pp38_41


INFORMATION PROFESSIONAL 41


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