Library Human Resources (LHR) administers the Learning Plan (LP) program. LHR provides training and guidance to staff and managers in developing Learning Plans.

It is recommended that each supervisor or manager conduct a departmental meeting with his/her staff members to set the context for the Learning Plan development. The agenda could include:

· A discussion of the mission of the department (doesn't have to be formally articulated) and the library, especially how the department supports the overarching mission of the library.

· A discussion re: the challenges and changes facing the department presently and in the near future.

The Library Business Office will send notification of LP funds on a yearly basis to each manager, department head, and AUL. The LP fund balances for each department will become a part of the financial report issues monthly by the Library Business Office.

Six Step Process

We recommend the following steps in developing and submitting your learning plan.

1. Use the self-directed guide to help plan learning activities that develop and enhance your individual capabilities to achieve the mission and vision of Yale University Library, now and in the near future.

· You do not have to follow the guide in any specific order. Use the information in a way that works best for you.

· Remember that the Learning Plan form is separate from the user guide.

2. Complete your Learning Plan based upon specific skills, knowledge or other attributes to be improved upon or developed. Identify actions and activities along with anticipated completion dates. Specify funding source to support learning activities, if necessary. Designate a date to review your learning plan.

Supervisors: a staggered learning plan review date system is highly recommended.

3. Schedule a meeting with your supervisor to discuss your plan. Work through the self-directed guide and complete your Learning Plan before the meeting.

4. Review your Learning Plan with your supervisor . You may choose to do this during the planning, check-in, and/or year end review meetings for the Performance Appraisal Process. Together, you will discuss your areas of strength and possible directions for future development or improvement. The major outcome of this discussion would be a commitment on behalf of both supervisor and staff member to set the designated learning activities in motion.

· You can make revisions to your plan as necessary.

· Both you and your supervisor sign off on the completed plan. Be sure to make copies of the Learning Plan for yourself, your supervisor, department or unit head and Library Human Resources (LHR).

5. Forward a copy of your Learning Plan to LHR. A copy of your plan will be put in your personnel file and entered into an HR database for tracking and planning purposes. If you are not participating in the program this year, check the box on the form and briefly describe why you won't be participating.

6. LHR will issue Learning Plan review date reminders to managers and staff.

Funding

Not all Learning Plan activities will require funding. However, in order to fund training and learning activities authorized under the Learning Plan program, appropriate documentation must verify and correspond with the planned activities.

· The business offices at Beinecke, Forestry, Law, Lewis Walpole, and Medical Libraries will process funding requests for training under the Learning Plan program for their respective staff members. Forward a copy of your individual Learning Plan to LHR.

Staff members in these locations will forward registration information for training classes directly to their business offices for processing.

· All other libraries will forward registration or confirmation forms w/ specific information regarding date, training, and dollar amount directly to Library Business Office to the attention of Debbie McGraw, Business Manager.