UC Librarian Review Process

On June 1st, I celebrated my two-year anniversary at UC Merced. Almost a week later, I also received the final packet for my first review.

While librarians in the California State University and California Community College systems are faculty, librarians in the University of California system are not faculty but are academic personnel. Our review process and criteria for advancement do highlight the academic nature of our positions. You can read more about UC librarians’ performance criteria and the review and appraisal process in the Academic Personnel Manual (APM), sections 360-10 and 210-4e.

We are evaluated in a peer review process every two years for those who are in the assistant and associate range or every three years for those who are full librarians. I was hired as an associate librarian with potential for career status. Because I started on June 1, 2016, it meant that I could have a review at 1.5 or 2.5 years as the process is based on calendar years (January-December). I was really worried about my output with the shortened time frame, but I was able to add a note that my review reflected 18 months of work. My supervisor also encouraged me to go through with the earlier review, so that’s, ultimately, why I decided to go ahead. But I was really nervous when I received my review notice at the end of November.

I was asked to provide the contact information of three people who could write letters of evaluation based on some aspect of my work in the last 18 months. For the letters, I asked the chair of a committee I served on from the Librarians Association of the University of California (LAUC); a colleague from an Association of College and Research Libraries (ACRL) committee I serve on; and a writing faculty member at UC Merced whose classes I have taught for a few times. While I didn’t see these letters until the very end of the review process, it helped to know I picked folks I trust.

In early February, I also submitted my current curriculum vitae, current and former job descriptions (an adjustment was made from Instruction Librarian to Instruction and Outreach Librarian in March 2017), goal statements, organizational chart, and my self-review. The self-review:

…consist[s] of a concise, vita-style enumeration of accomplishments keyed to the criteria […] specified by APM 360-10, followed by a narrative discussion of three of the most significant items within APM 360-10 b. (1) and three of the most significant items within APM 360-10 b. (2), (3), and (4).

I listed key accomplishments related to my professional competence and service within the library (A), professional growth and continuing professional education (B), university and library-related public service (C), and research/creative works (D). In the narrative, I also had to discuss three major items related to A, which signals my main job duties. I also had to discuss three other major items related to any combination of B, C, or D.

I was really pleased and a bit taken aback by my supervisor’s response to the documentation I turned in. It wasn’t so much her recommendation that I receive a merit increase and career status but what she wrote about my work. I and so many others in the library and on campus deeply respect her, and a colleague and I half-joke that we feel like we constantly fail her. She wrote five single-sided pages and included this:

It is already evident, from her liaison and outreach work, that Lindsay has made the library, its people, services, and resources more visible to some of our campus constituents. She has successfully started some collaborations and set the groundwork for future partnerships. Overall, I have been impressed with Lindsay’s initiative in reaching out to a variety of campus individuals and believe her endeavors directly support the library’s strategic focus (2017-2020) to engage the community.

[She and I both discovered that I’m not actually eligible for career status because my review came before I was employed for 24 months. Our Associate University Librarian (AUL) pulled me into a quick meeting to explain the error, but all it means is that I will receive career status during my review in 2020. (I still got the merit increase, though. Huzzah!)]

After signing off the initial recommendation, my supervisor submitted all of my documentation, including her narrative and my letters of evaluation, to the Committee on Appointment, Promotion, and Advancement (CAPA). The CAPA consists of my librarian colleagues at UC Merced, minus my supervisor, AUL, Deputy University Librarian (DUL), and University Librarian (UL). The CAPA then looks over all of the documentation and decides whether to agree or disagree with the recommendation, and the chair writes a letter to the UL with the committee’s decision. The UL then writes a letter with his recommendation to the Provost. The Provost then writes a letter back to me with the final decision. I received my letter in the final packet, which the UL went over with me.

This was also the first time I read the letters of evaluation, CAPA letter, and the UL’s letter. I have so much self-doubt, especially since I started my career in an isolated branch campus of a community college, but reading their feedback has made me feel really good and inspired me to continue to do good work for our students, campus, and profession.

I also learned something new about myself from the review: I’m quite relational. The CAPA letter specifically notes, “…[These activities] all speak to her collegiality, collaboration, and support for the success of others that characterize her professional endeavors.” I don’t think I had ever realized this, at least to this degree. Just like I do with thank you cards, I’ll be keeping this review packet near when I need a boost.

I also learned that I am pretty old-school when it comes to keeping track of my work. I have tried a variety of apps and online programs, and, ultimately, what works for me is to look at my color-coded Outlook calendar at the end of every month for classes and workshops I’ve given and webinars I have attended and note them down in Word / Google Docs. I also keep track of major projects in a planner, so I can see what I worked on every week, though I am not always good about filling it out. Last month, I realized that I could just simply start the document that I will be turning in for my review in 2020. I set it up with the headings I will eventually need, and it’s been going well so far, especially for the sections related to professional development and research/creative works. If you’re a UC librarian, here’s the basic template I am using, which can be downloaded and adjusted to fit your needs: bit.ly/uclib_review_template

If you are new to the UC librarian review process, don’t panic. Your colleagues who have been through the process will be happy to share tips. And when you get back your successful review, please celebrate and take joy in what your colleagues within and outside the library and your campus had to say about your work.

Title Change

I just got back from ACRL 2017 in Baltimore late on Saturday night, and I’m definitely feeling the jet lag! I’ll write more about the conference later this week, but I wanted to update on my job. We’re getting another instruction librarian position, so our access services librarian is going to make a lateral move at the beginning of the fall semester. This afforded an opportunity for the instruction librarians to update our job descriptions a bit. We all do more or less similar things, and while we don’t have subject specialties, we decided to have one or two things in our descriptions that are slightly different.

I’m now the Instruction & Outreach Librarian, which is really exciting! Though we all do this type of work in our liaison areas and in other work that we do, my title change reflects a new job duty: “Collaborates with Student Affairs to increase students’ awareness and use of library services and resources.” I think my personality and creative spirit are really well suited to this kind of work; I’m just still getting used to our library culture, and I don’t think the various folks in Student Affairs will be used to the idea of partnering more closely with the library, but I hope to build some bridges. Creativity is really important to me, and I’m happy that I have some more wiggle room for it in my work.

This is also a very timely change because Jen Park at Mount Saint Mary College and I are starting our roles as co-conveners for ACRL’s Library Marketing and Outreach Interest Group right after ALA Annual in Chicago.

INFJ-T: “The Advocate”

This is not meant to serve as advertising for 16Personalities, but I really like learning about personality types. I have taken a number of personality quizzes, and all of them point to the INFJ personality.

Your personality type: “The Advocate” (INFJ-T)
Strength of individual traits: Introverted: 84%, Intuitive: 59%, Feeling: 75%, Judging: 55%, Turbulent: 83%.
Role: Diplomat
Strategy: Constant Improvement

What is your personality type? How does that fit with your work life and career? Librarianship, for all the jokes, is a very people-centered job. I enjoy teaching and outreach, but I do get worn out if it’s been a particularly people-heavy day. The job I had before this one was public services 100 percent of the time, so my new job is a much more balanced environment in that I am not at the reference desk all day (uh, we don’t have a reference desk at UC Merced…) I find that I am less drained at the end of my day and feel more social as a result. I also think no one in the library actually thinks I’m 83 percent introverted. LOL! Dancing and singing with preschoolers during story time for a couple of years at the public library helped me come out of my shell a bit more. The results of the quiz I took explain, “It makes sense that their friends and colleagues will come to think of them as quiet Extroverted types…”

Here is the full analysis of my personality profile. The section under identity has me pegged to a tee. Literally, the “T” in INFJ-T is for turbulent. “Turbulent individuals are self-conscious and sensitive to stress. They are likely to experience a wide range of emotions and to be success-driven, perfectionistic and eager to improve.” Sigh. It’s not wrong.

Take the quiz! What is your personality type?

National Diversity in Libraries Conference (NDLC) 2016

This was a really great conference, and not just because I went to Universal Studies Hollywood to look at the Harry Potter section of the park when the conference was over. 😉

I’m a bit of a late bloomer when it comes to things like this, so it might not be that exciting for more seasoned folks, but I co-presented a poster for the first time! I am on ACRL’s Instruction Section’s Instruction for Diverse Populations Committee, and during the last year, we have been updating a selected bibliography of resources for inclusive library instruction. A few of us from the committee decided to present a poster on our work to help advertise the bibliography. I met one of my committee colleagues in June at another conference, but it was nice to get to talk with the other group members in person. Working online with this group has been a great experience. This coming year, we’ll be working on the Multilingual Glossary. Click here for the description of our poster.

NDLC Poster

For quick access (the tl;dr version), here are the sessions I attended in a list. The links take you to the descriptions from the program. Below this list, I have included my notes/thoughts for each session. I really need to start doing summaries when they are more fresh in my mind.

Keynote Address

We had the very great honor of hearing a message from Lakota Harden. She spoke a little about her background, including her time at a residential boarding school; her people’s relationship to water; the protests happening against the Dakota pipeline; and unlearning racism and gender discrimination.

Harden took a few questions, as well. Someone asked about preservation and access to items in museums and archives. Harden asked how many of us had visited the National Museum of the American Indian. “How did those things get there?” Talk about living in a post-colonial world view. I didn’t grow up going to museums, so I have always thought of these these places as “fancy”rather than as places that serve to make a spectacle of native culture for the enjoyment of non-native people. But it is true. (Here is Ulali’s song “Museum Cases.”) She explained that when people visit or drive by reservations, they don’t want to see reality and yearn for a romanticized view of Native Americans. This makes me think about the part in Whitehead’s The Underground Railroad where Cora and a few other young black women posed for a museum installation. Harden explained that things were being returned to native populations.

She also spoke about white people’s tendency to “help” as a way to feel better and get an “innocent certificate.” Someone asked how the library community could help native voices. Harden expressed that the act of listening and hearing lifts the weight of the loss of language, devastation, poverty, suicide, alcoholism, and lack of education affecting Native American peoples. Someone else asked about the lack of native representation in children’s literature, and Harden expressed that native communities are dealing with very scary, difficult situations, so it’s not surprising that there is a lack of materials. She asked that we become allies, that we continue to include native voices in our collections and programs, that we go out to meet the native community where they are and listen. “Coming together is a sacred act.”

Identity at Play: Exploring Racial and Identity Theory in Everyday Experiences in Academic Libraries

This panel was slightly different from that described on the program. The focus of the program was on these three questions.

  1. What is identity theory? How do race/ethnicity shape our sense of self?
  2. What does intersectionality mean? How do we unpack it?
  3. How can we apply this framework to our work?

In introducing racial and identity theory, the panelists asked us to think about how identity may play out in the library. Asking for help is simply uncomfortable; it’s a sign of vulnerability. One of the participants shared a story where a student who was not white had waited a really long time to ask a librarian a question related to blackness because she waited for a non-white librarian. I can understand how the student would have been uncomfortable, not just asking for help, but asking for help from someone who may or may not be an ally. The panelists brought up Hall’s chapter in The 21st Century Black Librarian in America (2012), “The Black Body at the Reference Desk: Critical Race Theory and Black Librarianship.” It sounded really familiar, and then I realized I had come across the citation in Hathcock’s article “White Librarianship in Blackface: Diversity Initiatives in LIS” (2015) from In the Library With the Lead Pipe.

In the intersectionality section, the panelists introduced the work of Kimberlé Crenshaw, who coined the term in 1989. The panelists also pointed to Crenshaw’s Washington Post article from September 2015, “Why Intersectionality Can’t Wait.”

In my notes, I also listed the citations below, but I have no context for why I wrote them down.

Bonnet, J.L., & McAlexander, B. (2013). First impressions and the reference encounter: The influence of affect and clothing on librarian approachability. The Journal of Academic Librarianship, 4 (39), 335-346. doi:http://dx.doi.org/10.1016/j.acalib.2012.11.025

Ortega, A.C., & Ramos, M. (2012). Recruiting and mentoring: Proactive mentoring: Attracting Hispanic American students in information studies. In J.L. Ayala & Salvador Guereña (Eds.), Pathways to progress: Issues and advances in Latino librarianship (103-124). Santa Barbara: Libraries Unlimited.

Price (2010)? Why would I write only this? I should use this to show students why taking good notes saves a lot of hair-pulling.

Academic Libraries Spearheading Diversity and Cultural Initiatives on University Campuses

In this lightning round, librarians from four institutions shared what they have been doing on their campuses to support diversity and introducing students to new cultures.

I was very impressed by the programming work at the University of Cincinnati Library. One thing they did was provide students with diversity/inclusion journals at the beginning of the year. These are just composition books, so not at all expensive. During each cultural event or program, the library provided a writing prompt for students to reflect on. The journals were not collected; the intent was to help cultivate a culture of writing. While the librarians shared several wonderful examples of diversity programming and events, there were two that I was very interested in. Around Thanksgiving, the library held an event called Coming Together to Give Thanks. The speakers were students who shared cultural foods, rituals, and traditions from their home countries or ethnic backgrounds. I was also very drawn to the library’s Reading Around the World book club. Click here to find their LibGuide to learn more about it.

At the University of Tennessee Knoxville, there is a campus-wide diversity committee with library representation. I believe there are also campus representatives on the library’s diversity committee. For the last 15 years, the University Libraries have had a three-year diversity residency program. I was very impressed to learn that the library still has a relationship with former residents. The university also has an Office for Diversity and Interculturalism, a Black Issues Conference, and an International Festival. I didn’t write down how the library is involved, which is a bummer, but I can contact the librarians who spoke about these programs and events. The campus and the library seem very engaged in diversity efforts.

Chapman University, which has an emphasis on global citizenship, has a very robust exhibit program focused on diversity in its Leatherby Libraries. Essraa Nawar (check out her TED Talk!), the library development coordinator, explained that she has had great success in pairing fundraising with diversity efforts. I was so blown away by the sorts of donors and exhibits they have had at Chapman that I didn’t even write down a single example.

I was so happy to see folks from California State University Fresno! I’m a CSU graduate–both for my undergraduate and graduate degrees, and Fresno is just south of Merced. I was also very impressed with the Henry Madden Library‘s diversity work both in and outside the library. Click here to see the library’s diversity committee Facebook page. The committee supports the university’s mission to promote and celebrate diversity through library programming and exhibits, LGBTQ Allies, Library Diversity Lounge, Meditation and Prayer Room, and International Coffee Hour Presentations.

Educating the Educators: Proactive Approaches to the Inclusive Classroom

This session was comprised of two individual presentations. The first presentation was given by Paula M. Smith from Penn State Abington and focused on the Global Awareness Dialogue Project (GADP). GADP is a faculty development program that engages faculty in the exchange of ideas about contemporary global issues in education, with an emphasis on non-Western educational systems. The sessions are three hours long and are open to 20 or so faculty members who register for the program.

After Smith introduced the session, we were asked to complete The Numbers Exercise, which was developed by Roxanna Senyshyn and Marianne Brandt. Essentially, it’s a list of simple math problems, but the directions indicate that subtract means to multiply; divide means to add; add means to divide; and multiply means to subtract. So 12 x 2 really means 12-2. After a few minutes, Smith asked how we felt completing the worksheet. I said it was stressful. The idea behind this is that this is the sort of frustration international and immigrant students feel navigating American academic life.

Smith then discussed the types of GADP sessions they have had at the university. In one program,  a panel of international and immigrant students, representing East Asian, African, South Asian, and Middle Eastern backgrounds, were able to tell faculty members about some struggles they have had in the classroom. For example, Chinese students were not familiar with cursive. Students were Googling the characters one by one! The students also said they felt stupid because many of their classmates would leave exams early. Chinese students, if given 30 minutes, will use the whole time. There are also some challenges about what academic integrity means in a western framework. What a wonderful way to include student voices and help faculty foster more inclusive classrooms.

I’m really itching to talk to someone about this, but being so new, I’m not sure it’s appropriate for me. However, the person in charge of Center for Engaged Teaching and Learning is also new. We actually sat next to each other at the new employee orientation.

One neat thing I jotted down that was a result of one of the GADP sessions was that faculty members who speak more than one language started putting little stickers (or signs) on their windows/doors that said, “My name is_____. I speak ________.” How fabulous! I’m thinking about doing that underneath the name plate on my office window.

The second presentation was given by Shannon Simpson from Johns Hopkins University. She helped developed the Toolkit for Inclusive Learning Environments (TILE), which is a toolkit of “best practices [and] a repository of specific examples that all faculty are welcome to replicate or re-use.”

Simpson shared a sample assignment that professors/librarians teaching information literacy, business, marketing, and communication could use. It’s a simple but effective assignment. “In 2014 a food and entertainment public relations firm called Strange Fruit was the subject of a media backlash. Ask the students to Google the term strange fruit to see why.” (I literally gasped out loud that no one at this company knew what this meant!) Students then answer these questions:

  • To what does the term refer?
  • Where did the term originate and who has used it since then?
  • What would you tell this firm if during the media firestorm they had come to you for advice?

During the session, we also did a pair-share in which we came up with groups or people we could partner with to share about TILE, such as a diversity committee, student life/affinity groups, teaching and learning groups, university departments, human resources, provost/president’s office, and other relevant people or groups. I plan to share this resource with the Center for Engaged Teaching and Learning. I will probably also share this resource with some of the writing lecturers I know who I think would be interested in this. I also plan to ask my colleagues from ACRL’s Instruction for Diverse Populations Committee if we can add this resource to the bibliography; the general resources section is a great catch-all.

Why We Stay: The Motivation of Veteran Underrepresented Minority Academic Librarians

I actually met Antonia (Toni) Olivas trying to find where the keynote address was going to be held, and I am glad I was able to attend the session she was moderating. While Olivas was completing her dissertation on motivational theory, she realized she wanted to do a larger project and decided to edit a book. Choosing to Lead: The Motivational Factors of Underrepresented Minority Librarians in Higher Education will be published in early 2017, and I can’t wait to read it.

At the beginning of the session, Olivas briefly discussed Chan and Drasgow’s (2001) Motivation to Lead (MTL), which includes personality, values, self-efficacy, and previous experience. Motivational identities include affective, social normative, and non-calculative. Most minority librarians stay in the profession due to these identities.

This panel was organized around the themes of the chapters in Olivas’ book. The panelists included Shannon Jones, Oscar Baeza, and Binh P Le. Each gave advice or their perspective based on the themes of the chapters. I actually found this to be a very applicable session, and I honestly feel like the advice is helpful for all new and early career librarians.

Chapter 1, for example, is on self-development, and Jones explained that librarians should have a strategic plan for themselves. Write your own SWOT analysis and make a three-year career road map. I haven’t actually done this before. I have had goals and met them and made new goals, but I’ve not ever done this systematically. This is definitely a project I need to undertake this semester, especially as I have started a new job.

Chapter 2 is on knowing yourself. Baeza explained that librarians should know who they are, including knowing their strengths and weaknesses and where they come from. He emphasized family history. I find this to be absolutely true. Every time I begin to think of myself as not being successful, I remind myself that my family is proud of me. That is enough. I am so thankful for the support they have given me, even if they didn’t understand what I was doing.

Chapter 3 is on trust. Le said it plainly, “People need to trust you in order for you to lead.”

Chapter 4 is on family impact. This sort of goes with chapter 2 for me. Jones shared a beautiful story about her grandmother wanting her grandchildren to go to college, to do the things she was not given the opportunity to do as black woman born in 1912. Jones’ grandmother had a seventh grade education. She had a saying that if people wanted to keep things from black people, they would put them in books. She cultivated a culture of reading, taking her grandchildren to the library and teaching them that they should look for answers to questions. It was so touching to hear Jones talk about the impact her grandmother made on her life.

Chapter 5 is on support groups. Jones mentioned that mentors are “for a reason and a season.” I find this to be true. Currently, I realize I am in need of a couple of new mentors. She also mentioned that mentors advise and friends inspire. Certainly, your mentor should be a cheerleader in some ways, but constructive criticism is needed, too.The other thing Jones said that I found particularly inspiring was to be brave enough to walk through doors people open for you. I was intimidated about starting my new job, but then I heard from one of my references about a conversation she had had with the folks here. Without saying too much, I knew it would be both a place where I could help the library meet its goals and mission and also grow as person and professional. Jones also advised that we ought to open doors for others. If you are in the position of being a mentor, be honest, realistic, responsive, and create an exit strategy for the mentorship for both yourself and the person you are mentoring if it doesn’t work out. s

Chapter 6 has to do with involvement. Some of the most fulfilling experiences for me have been participating in campus and national committees. I am really glad that I didn’t shy away from contributing where I could in my previous job, and I am also finding ways to contribute at my new employer, both in the library and university-wide. Le really spoke well when he said committee work is not something we should avoid but actively seek out, even if it means you have to ask how you can contribute if there isn’t a specific call.

Chapter 7 is on preventing burn out. I know this is the area where I struggle. The panelists all emphasized that self-care is essential, and each shared some ways that they blow off steam or find inspiration, from keeping thank you notes to finding non-library people to you can vent to. Jones also advised that we ought to be selective about projects we take on. Some questions to ask yourself include whether an opportunity fits within your plan and/or if you can do it well in addition to your other duties and responsibilities

We skipped a couple of chapters to wrap up the session, but one of the last words of advice I wrote down was that it’s okay to sell yourself and toot your own horn.

The Library as Connector: Creating Collaborative Outreach Opportunities for Diverse Student Populations

I was really interested in attending this session because one of the people on the ACRL committee I am on works at University of Nevada Las Vegas (UNLV), and I also wanted to see my fellow University of California colleagues Roberto Delgadillo and Robin Gustafson from the University Library at UC Davis. This was a fantastic session!

The UNLV University Libraries have done fantastic work with the LGBT community at the university and area high schools. I was impressed, and it was good to know that the library is helping students who may be struggling with their identity find a place where they can be themselves and be successful college students.

The presenters introduced research about why it is important for them to work with LGBTQ students. GLSEN’s National School Climate Survey “… has consistently indicated that a safer school climate directly relates to the availability of LGBT school-based resources and support, including Gay-Straight Alliances, inclusive curriculum, supportive school staff, and comprehensive anti-bullying policies.” The presenters briefly asked if anyone in the audience had seen the Chronicle of Higher Education’s Ask Me video. I have, and it is very moving. In the video, LGBTQ students express what they want their professors to know. Lastly, the presenters shared a book called Student Success in College: Creating Conditions That Matter (2010). Not only can the library “play a big role by providing student access to LGBTQ people, history, and events through library and internet sources,” but we can also build a community where students can pursue education and learning with less fear. Click here to check out the UNLV University Libraries’ LGBTQIA LibGuide.

In order to build community, the University Libraries have had some really neat events. For example, for this year’s REMixed Week (as a culturally mixed person, I was really excited to see this), the Lied Library, in collaboration with UNLV’s  Center for Social Justice, MEChA, Jean Nidetch Women’s Center, Gender and Sexuality Studies, University, and Students Organizing Diversity Activities (SODA), held a paint party and screening of Transvisible: The Bamby Salcedo Story. The library also participated in the Coming Out Carnival and GSA Talent Show. They also held a Banned Books Buffet Book Tasting, which was an interactive, self-paced event that highlighted books censored for various reasons. The library also has helped foster partnerships between the University’s GSA and the GSAs at area high schools.

The presentation from from UC Davis focused on how the library aligned its diversity goals to the campus goals by creating strategic partnerships to empower all students. This presentation was interesting because it included mini presentations from the director for the new Strategic Chicana/o and Latina/o Retention Initiatives and the director for Academic Services in the  the Athletics department at UC Davis, who touched on how the library has been assisting in their efforts to aid Latino students and student-athletes. While the University doesn’t yet have a center for Chicana/o and Latina/o students yet, it does have a Center for African Diaspora Student Success and plans to open a Native American student center and a center for Chicana/o and Latina/o students. (Click here to see a list of multicultural resources available at UC Davis.) In reaching the student-athletes, the library has helped in a life skills class that is designed for athletes but is not required. In the class, the library has given workshops and gone over services, such as the 24/7 chat service. The library also has allowed the football team to have evening study sessions. The Academic Services director from the Athletics Department let participants know that every athletics department has academic services staff and suggested getting in contact to form a collaboration to reach student-athletes.

Goodbye Pt. 2

I had a truly wonderful send-off from Merced College this last week. I felt so loved, which is definitely not something most people can probably say about their workplace.

On Wednesday, I attended my last librarian meeting at the main campus. The Learning Resources Center always has a potluck on the last Wednesday before the spring term ends, so I attended that after our meeting. My colleagues surprised me with the most gorgeous, mixing bowl-sized succulent garden that was designed by our landscape horticulture professors. They know how much I love succulents, and it’s going to be perfect in my new office. I also got a really nice card signed by all of the library faculty and staff. Our part-time librarian Karrie got me some delicious root beer glazed almonds and an olive verbena candle that smells divine. I spent the afternoon doing my checkout procedure. Thankfully, I took a photo of my staff ID because the card gets cut in half when you turn it in!

Thursday was my last day at the Los Banos Campus Library. Janet, our library media bookstore technician, had a lovely spread of goodies. Faculty, staff, and our dean came by to say goodbye, have dessert, and filled out a notebook with goodbye notes. I really was touched by the messages, especially those by our student workers. I read the messages when I got home. I also got a nice going away gift from Janet and one of our part-time librarians, Leigh-Ann.

It’s not so much the stuff I got, but the thought everyone put into saying goodbye. One of the best things about working at the Los Banos Campus and having a small cohort of librarian colleagues is having such a tight-knit community.

On Friday, I spent time with some of my Los Banos Campus faculty colleagues at our annual pre-graduation gathering held at a former Los Banos professor’s home in Merced. From there, we headed out to the graduation ceremony. I made sure to get photos in this year!

My first day at my new job is on Wednesday, and I am super excited for this new chapter in my career.

 

Documenting the Future (& Past)

As of yesterday, I have exactly one month before I leave Merced College, and I have started preparing for the new librarian who will be making the Los Banos Campus Library his or her new work home. (Here is the job ad for the position I am leaving, by the way.)

Last summer, Meredith Farkas’ American Libraries column was about what to do to ensure your projects continue after you’ve left a position, “Future-Proof Your Project.” Documentation is so important when leaving a job. When I got my position, documentation wasn’t necessary because my predecessor (and librarian mentor) was switching to the other campus, so I could easily call to ask questions. I have been working on a Word document that is simply a list of things to know: a little library history, accounts to get set up (LibGuides, Text-a-Librarian, Sirsi Workflows, etc.), collection needs and procedures, things I worked on and things I still wanted to do, etc. I also have a message about how important it is for him or her to make the library his or her own; I have my strengths, and the new person will have other strengths. I also included my personal email and cell phone number. I have nine single-spaced pages so far.

I added the librarians at the other campus as co-owners to all of my LibGuides, so they can share those with the new librarian. I got rid of paper and digital files the new librarian won’t need and re-organized the file drawers.  Our campus has a shared drive, so I am updating the Library folder in there, too, with various folders for electronic copies of handouts, important forms, instruction calendars, and other things I mention in the Word document I am writing up.

I switched all my listserv subscriptions to my Gmail, started forwarding a few emails, and boxed up the things to take home, including a binder full of flyers I made over the last few years for displays, events, and contests.

13072919_10156770974445573_4293123233050030986_o

I also started cleaning out my office.

13071947_10156783673190573_7654611409594775529_o

Doing these things has also helped me realize that I was able to accomplish some good things in the three years I was full-time in Los Banos. Ultimately, I am glad I was able to be an energizing force on our small campus. Their librarian wasn’t a shushing, stern type. I was able to make small steps to get a more user-centered space. Culture is the hardest thing to shape, but I made progress. I was able to have some fun displays, contests, and activities, including Game Nights. Through these and other communication efforts, the faculty and student groups began to see and use the library as a campus hub. Our student government even had a campus suggestion box in the Library at one point. And let’s not forget about the food pantry! I feel great that the faculty and staff knew they could count on the Library to help, in both instructional and non-instructional efforts. I was able to build solid relationships in our campus community.

And the students knew they could count on me, too. To quote one of the student comments on my evaluation this year, “Definitely not the crusty old librarian stereotype.” I feel really good about that.

31

It’s been a while. March and April are busy months for me at work, and there was a stretch of time where I was feeling pretty disorganized on top of it. And maybe distracted knowing that I am heading to a new job in June, but, as always, I eventually come around. I bounce back. I turned 31 last Friday, and I can tell you that “bounce back” is my 21-31 theme.

I’ve written about some of this before, but it’s good to reflect. I grew up in a small religious environment that was mostly built around immediate and extended family, and although I went to public school my entire life, I was shy and didn’t really live a life outside of school, home, and church.  When I was 19 and 20, I lost a lot of weight–almost 70 pounds. It started well enough, but by mid-2005, I was dieting excessively and addicted to exercise. I was finally thin and happy for a while, but in 2006, at 21, I was in a very sad, confusing period. I was unsure and insecure. Not that you can really tell in the photo below, taken on my 21st birthday, but I wore sweaters and blazers to cover up my thinness. (And I didn’t even eat any of that cake!) It took me a whole summer, fall, and winter to get out of my funk. I took off the Fall 2006 semester; I just couldn’t concentrate.

21

I didn’t know just how much my life would change that following spring. Around my 22nd birthday, in 2007, I met my now husband online via MySpace. (Hey, now, it was popular back then.) We had our first date on my birthday, and we’ve been together for nine years now.

I graduated from college in 2008. I got married in 2009. I graduated from graduate school in 2011. We bought a house in 2013. I also got my first full-time librarian job in 2013, and now I’m headed to the library at University of California Merced, the first library I ever volunteered at, in June.

At 31, I am really pleased with where I am. I am happy about where I am in my career and in my relationship with my husband. This is also the best I have ever felt about myself. I have come to accept many things about my(INFJ)self. Here’s a little list. 

  • I have a little rebellious streak. I wish I were a Phryne Fisher, but I’m a Dot who is at least brave enough to team up with Miss Fisher. I did go to both D.C. and Vegas by myself, after all.
  • I am creative. I sometimes wonder if I followed the academic path because I didn’t know any other alternatives.
  • I am a reflector.
  • I am always going to be a little shy. For example, my little secret is that I enjoy singing. But I will die first if you think I will ever reveal that side of me. I have the worst stage fright. Comparable to my fear of heights; just ask my husband about when we went to the Grand Canyon.
  • Underneath my reserved exterior, I am actually a little funny. Like, honestly, I did not see that one coming.

Also, rather than hate myself for not living up to certain standards, particularly expectations of others, I just focus on what I can do with the time and energy I have to give away. Lately, that’s taking care of me, which means no longer saying yes to every project or opportunity that comes my way: I quit that OER adult learning MOOC I mentioned I registered for a few posts back, and I am rethinking my plan to go back to graduate school, also mentioned a few posts back, too. Life is too short to do things you think you have to do, though my little overachieving heart is breaking as I type this.

Here’s to 31!