Aoraki PURR Scheme

Professionals Unleashed for Refreshment and Reflection

What is PURR?

PURR is not an exchange programme, rather a partnership between the participant, their employing organisation, and the hosting organisation that gives individuals an opportunity to participate in a professional development and learning activity.

Originally, it was established as a programme of short-term visits between Christchurch libraries but now has been extended to all library professionals in the Aoraki region. The length of the visit is flexible and should be designed to suit individual and library needs; the visits can be for just one day or a week up to a maximum of two weeks. The idea is that length of the visit should provide the best opportunity for a range of library professionals including school librarians to participate in the programme.

Objectives of PURR

1.    To provide participants with the opportunity to observe different ways of doing things

2.    To share best practice

3.    To provide professional and career development for individuals - refreshment, time out

4.    To foster collegiality amongst Christchurch libraries

5.    To demonstrate a proactive approach to professional development within our organisations

Reasons to participate

1.    To identify different ways of managing a problem/issue

2.    To benefit from other's experience in an area of interest

3.    To re-energise and keep up to date with thinking and developments in a particular area

4.    It is expected that participants in this programme will focus on a specific task or area of interest during the visit, for example, observing a library's operations

5.    Shadowing a colleague

6.    Working on a project

7.    Undertaking training

Who is eligible to participate?

The programme is open to all employees, although individual organisations may wish to apply restrictions on eligibility from time to time.

Employees submitting applications for participation in this programme must have the approval of their team leader/supervisor.

Conditions of the programme

1.    Participation is by a process of application and selection.

2.    It is expected that libraries will share the role of hosting participants, by accepting at least one participant per year to visit their library. This may result in participants not being able to visit their library of first choice, however every effort will be made to match their needs to an appropriate library visit.

3.    Participants continue to be paid by their employing organization.

4.    Any additional financial support is at the discretion of the participant's employing organisation.

5.    Participants are expected to adhere to the working conditions of their hosting library, e.g. late nights, shift work. The employing library undertakes to support individual's participation by providing backup as appropriate.

Applications

Applicants complete a written application and submit it to the PURR representative at their library, with their team leader/supervisor's support.

Download application form (80KB)

Selection

The selection process is conducted annually.

1.    Criteria for selection

2.    Ability to share learning

3.    Openness to learning

4.    Need for refreshment & learning

5.    Undertaking a project which contributes to the library's strategic direction

Each library promotes PURR to its employees and asks for applications to be submitted. If the library receives a number of applications, they select internally, and forward up to two applications to the Regional Staff Development Forum. The Regional Staff Development Forum looks at the applications and discusses possible placements. While libraries are responsible for how they select participants, the above Forum has an overview of all applications and matches applicants with hosts.

Learning contract

The learning contract is an integral part of the visit. Once an applicant is accepted, a learning contract is drafted between the PURR applicant and their supervisor. This is then negotiated between both libraries. It is important that this contract is revisited as part of the debriefing process, to evaluate which of the proposed learning outcomes have been fulfilled.

Download Learning Contract (32KB)

Report and evaluation

All participants are expected to provide a written report on the effectiveness of the placement in achieving their learning goals. Copies of this report must be sent to the Regional Staff Development Forum, the employing library and the host library. It may also be appropriate for the participant to give a verbal report-back to other library staff. The Forum also recommends that the participant verbally debrief with their own manager on return to their library.

Obligations and responsibilities:

1.    Participant Ensures they have a clear understanding of the purpose and expectations of the visit

2.    Accepts conditions of work in host library

3.    Discusses any issues/problems with the mentor as they occur

Supervisor (Library sending):

1.    Discusses expectations with staff member

2.    Agrees on format of report and feedback

3.    Provides opportunity for verbal debrief

4.    Ensures there are appropriate backup systems in place while participant is absent

5.    Commits to follow-up on learning, at 6 month and 12 month intervals

Host library:

1.    Assigns a mentor who:

• acts as a coach
• ensures that necessary supervision is given
• ensures that the process has structure and is meaningful
• provides a support role

2.    Provides a workspace and access to a PC, and other necessary equipment

3.    Organises a debriefing session at end of visit

Monitoring and review

Each visit is evaluated after the event, by the participant, their supervisor, and the mentor. Evaluations are monitored and reviewed by the Regional Staff Development Forum.

Outline of process

1.    Application sent to manager by applicant

2.    Manager agrees

3.    Application forwarded to Regional Staff Development Forum.

4.    Discussed. Application accepted/rejected. Host agreed upon. Applicant notified.

5.    Host and participant's library discuss logistics; learning contract agreed to; timeline decided; structure of visit established

6.    Mentor liaises with applicant to advise starting details - hours of work etc

VISIT

At end of visit debrief with host library and with own library on return

Participant sends written report to Regional Staff Development Forum within 4 weeks.

Regional Staff Development Forum