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2018 Emerging Leaders

Discussion Shameless Plug Day: Free Webinar by Justin & I

by JP Porcaro on Tue, Mar 9, 2010 at 11:43 am

Hey all,

I guess today is shameless plug day? Fellow 2010 Emerging Leader Justin Hoenke & I will be giving a FREE webinar this Saturday on behalf of our website, 8bitlibrary.com.

ALL the info is here: http://blog.8bitlibrary.com/2010/03/04/gaming-all-libraries-all-ages-a-free-webinar-presented-by-8bitlibrary-com/

Hey all,

I guess today is shameless plug day? Fellow 2010 Emerging Leader Justin Hoenke & I will be giving a FREE webinar this Saturday on behalf of our website, 8bitlibrary.com.

ALL the info is here: http://blog.8bitlibrary.com/2010/03/04/gaming-all-libraries-all-ages-a-free-webinar-presented-by-8bitlibrary-com/

Post this to your state library / library organization listservs if you want. It's FREE!!

JP

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LIRT Transition To College Committee (Library Instruction Round Table)

Online Doc Suggested Reading on Millennials, College Transitions and Collaborative Partnerships

by Jeanne Swedo on Mon, Mar 8, 2010 at 02:16 pm

Here is a list I compiled for a national conference I spoke at in 2009. The information on the list falls under the subject areas of millennials, transitions to college, and collaborative partnerships.

 

ACRL Workshops Committee (Association of College and Research Libraries)

Discussion March 18, 2010 Online meeting of ACRL Workshops Committee

by Alice Lubrecht on Mon, Mar 8, 2010 at 08:30 am

Here is the agenda for the March 18, 2010 online meeting of the ACRL Workshops Committee meeting.

Alice

ALCTS

Discussion ALCTS 101

by Amy Jackson on Sun, Mar 7, 2010 at 09:16 pm

Save the date for ALCTS 101!

The annual ALCTS 101 session will be held on Friday, June 25, 7:30-9:00 p.m., during the ALA Annual Conference, location to be announced.

The program is aimed at newer members of ALCTS and others who are interested in our activities. The program will focus on how ALCTS sections work together, and will also include networking opportunities with ALCTS leaders.

We hope to see you there!

Save the date for ALCTS 101!

The annual ALCTS 101 session will be held on Friday, June 25, 7:30-9:00 p.m., during the ALA Annual Conference, location to be announced.

The program is aimed at newer members of ALCTS and others who are interested in our activities. The program will focus on how ALCTS sections work together, and will also include networking opportunities with ALCTS leaders.

We hope to see you there!

Amy Jackson
Co-Chair, ALCTS New Members Interest Group
Digital Initiatives Librarian, University of New Mexico
amyjacks@unm.edu

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Personnel Administrators & Staff Development Officers Discussion Group (ACRL - Association of College & Research Libraries)

Online Doc PASDO Disc. Group, Session I, minutes 2010 midwinter

by Eileen Theodore-Shusta (non-member) on Sat, Mar 6, 2010 at 07:34 pm

2010 Midwinter Meeting Agenda
Saturday, January 16, 2010

10:30 a.m. – 12 Noon

Westin Copley Place – Great Republic

 

 

Notes taken by Julie Brewer and Andrea Stewart

 

  1. Welcome and Introductions  (5)

 

  1. Announcements from the Group (10)

 

2010 Midwinter Meeting Agenda
Saturday, January 16, 2010

10:30 a.m. – 12 Noon

Westin Copley Place – Great Republic

 

 

Notes taken by Julie Brewer and Andrea Stewart

 

  1. Welcome and Introductions  (5)

 

  1. Announcements from the Group (10)

 

            Andrea Stewart reported that she is a co-editor with Carlette Washington- Hoagland and Carol Zsulya of the forthcoming 4th edition of the ALA Staff       Development Handbook which is expected to be completed by fall 2010.  The       editors hope it will be published as both a print and digital publication as well.

 

  1. 3.                  Impact of the Economy on Institutions

 

            Four institutions, including University of Maryland, University of Minnesota, Ohio University and University of California Los Angeles, provided written summaries prior to the meeting about the impact of the economic down. 

 

            The University of Maryland provided additional information on some of the        strategies that have been implemented for coping with the budget reductions, such as encouraging retirement, tuition increase, and a campus library fee that may become a broader campus technology fee.  There is still potential for layoffs, but some retirements have helped.  Another round of furloughs is expected.  The managers’ group is addressing staff morale by having dialogs on what the role of managers should be during the down turn.  The purpose of the dialogs is to raise awareness about how the impacts are affecting managers themselves, as well as their staff.  No formal training has been provided yet, but workshops on change and stress management are possible.  A positive outcome of the reductions is that staff are working harder and stepping up.   They are much more focused on showing value to the organization. 

 

            Library administration is committed to not cutting the acquisitions budget.  This    priority is a result of a recent report from a campus blue ribbon committee, as well as the assessment of an external committee of library deans.  Both reports noted that the library’s acquisitions budget was particularly low.  The reviews came about when the library had an interim dean. The library has benefitted from the provost’s increase attention during this period. The provost provided additional money for acquisitions and did not cut the library operating budget as much as other campus departments.

 

            UC Irvine was one of the few institutions to report that collections were being      cut, as well as staff.  Irvine is cutting collections by 20%.  UC San Diego is also cutting collections.

 

            The University of Kentucky reported that federal stimulus money has helped        minimize the negative economic impact.  Staff has not had raises for two years, but the University does not plan to raise the cost of health benefits.  Employees pay $26/month. 

 

            The University of Minnesota reported on the retirement incentive initiative.          The University of Iowa also has a retirement incentive, but was surprised that           library staff participated in the program at a lower rate than other employee groups on campus.  The University of Maryland clarified that they do not have a formal retirement incentive and that one must take great care in how retirement is “encouraged.”

 

            The University of Florida has worked with vendors to negotiate more cost            savings.  They have also worked through the legal system to change wording on        endowment funds to expand the scope of materials that may be purchased from           previously more limited funds. 

 

            The George Washington University reported that employees received a merit      increase last year.  This year merit increases will be implemented using ranges for 5 merit levels.  GW has not been as hard hit by the down turn because funding is argely tuition driven with less dependence on endowment payouts. GW aims to raise $60 million over 5 years to supplement endowment payouts. GW’s  president has created an Innovation Task Force with two committees looking to create efficiency, effectiveness and innovations as a way to save money.  Money from these efforts will go into a different fund for new academic initiatives. The Library hopes to receive some of those new funds. The Gelman Library fund raising goal is $3 million for next year.

 

            The University of Minnesota anticipates a 2% merit increase.  However, they are also looking at furloughs.  Adding a 27th pay period to the bi-weekly pay cycle will also have the effect of a minor pay reduction.  This happens once every 10 years.

 

            The economy in Indiana has fared better than other states during the down turn.    Purdue University is required to cut 10% out of the remainder of this year and will cut 20% next year.  There is a “soft freeze” on hiring, although they are ecruiting an HR administrator.  The Library has reverted salary lines to the University and is considering closing on weekends.  The travel budget has been cut, but back filled with money from other sources.  No raises are expected for 2011.  Indiana University announced furloughs, but Purdue has not.

 

            The University of Houston reported that the impact of the down turn has been     delayed in Texas, as well.  They are now facing reductions in state funds, although the Library receives less than 50% state funds.  The Library is currently recruiting and the pools are the best they have been in years.  It’s the silver lining to very dark cloud.

 

            OCLC is affected by the down turn in library budgets.  20 FTE positions are         frozen.  No merit increases. 

 

      The University of Illinois Chicago has furloughs.  Staff with higher salaries          required to take more days off.  There is a hiring freeze and reduction in force for support staff.

 

  1. Discussion Topic:  E- Learning Resources (Julie Brewer, U Delaware) (15)

 

            We addressed a set of questions regarding knowledge learning, not e-conference   and meetings.

                        How are people tracking e-learning?

                        How is staff reporting it?

                        How is this being integrated into learning plans?  Strategies?

 

            U Alabama:  contracted with Skillport to offer skillsoft classes; library       purchased enough seats for everyone on staff last year.  Paid $16,000 for 140 seats.  Enthusiastic, but as practicality set in, few people could incorporate time into their workday to take advantage.  Now commit up to $5K.  Don’t want to abandon offering Skillport, but have purchased fewer seats.

 

            NCSU:  Libraries’ IT dept. is tailoring software where staff would register            through this portal; HR could monitor what training staff are enrolled in. Staff submit requests for travel and time used to learn while at work.  Just beginning to integrate into staff dev. program.  Working with dept. heads to find appropriate training for supervisors.  Have lists of training for different supervisors and competency needs within dept.

 

            OCLC:  Uses Mindleaders which provide a list of workshops that are ready to      enroll in.  Staff register, track progress, who participated and produces certificates when graduate.  Tie in other sessions.  Rosetta stone – purchased courses.      Parameters are tight – must finish course in 12 weeks.  Jerome Offord manages this e-training. Staffing is down from 9 FTE to 4.

             U Minn:  not specifically in response to recession, but did a study several years     ago for a total training system – 18,000 employees.  Implemented position management number and types of training they might need.  Registration system - staff sign up for a session, system records it and goes into personal training record. System displays who signs up and classes that were not attended, but signed up for. Other training offered – HIPPA training at U level. 

 

            UC (system wide level):  Class in Sexual Harassment required.  Have a robust       system which tracks what staff is taking.  Ethics briefing introduced in past two          years.  UCLA campus: learning management systems – haven’t seen it yet.  San Diego:  same system-wide reminder. Robust training system that tracks training; library feeds in to create a tracking system.  Mandatory classes on safety and security that get tracked. UCLA:  Surprise retirement.  There is still a demand for in-person classes.

 

            GW:  Employees can take Skillport classes (no charge to the Library).  In 2010,     Library is developing a new Performance Management System.  HR Manager is beginning “A Year in Conversation”, starting in January; allows employees to set aside time to work on performance goals related to the strategic plan.

 

            KU:  effect on campus wide training unit?  Cutting staff? 

 

Assessment of external training --How build into learning plans?

 

            U Arizona:  Changed two teams. Instructional Support Services – can’t do face to face training, push for online training.  Required a lot of training for that team. Training budget this year is being used for specific purposes for work staff need  to do this year.  Invested $15K to have a lot of courses on instructional support –built into performance plan for the year.  Watching this to see how it works. 

 

            NCSU:  Train on campus, turnover in staff doing training; changing content,         sometimes better, sometimes not.  Rely on people to report if the training is good or not.  Continuing struggle to find a time to report back on training.

 

            UCLA:  Getting to the deeper levels – how show on the job training made a          difference? 

 

            U Delaware:  Pat Wagner sent an e-mail before conference that learning from online training source doesn’t stick.

 

            OCLC:  Every employee fills out a development plan for year.  Trying to find out how you know when staff have taken the knowledge and made it work – how to assess this and made the process better.

 

            U. Minn:   Part of it is timing of training and time to implement it.  If have project in mind and it requires software you are learning – positive impact.  Applying it right away is very important, e.g., Access software.

 

  1. 5.                  Other Discussion (10)

 

            Judy Sacket, University of Kentucky, asked whether other campuses are using       Digital Measures, a higher education data management tool that compiles information such as performance appraisals, faculty vitas and outreach report into one system.  The University of Iowa is exploring a new talent management system.  The University of Maryland reported having a home grown system more like what Kentucky is using. 

 

            Jerome Offord, OCLC, asked what are libraries are doing related to diversity training during economic downturn.  OCLC has started a diversity dialog series with a book entitled What If: Short Stories to Spark Diversity Dialogue, by the author Steve Robbins.  The University of Arizona is using another book for training related to unconscious biases.

 

 Topics for discussion at Annual Meeting (5-10)

 

  1. Jean McCullough, Manager of Human Resources and Diversity Programs at The George Washington University, will be invited to report on a “Year in Conversation”, a new performance management process being introduced at the Gelman Library.
  2. Jerome Offord, OCLC, will report on his research project related to succession planning in ARL libraries
  3. Further updates on impact of economy.  Jerome developing a web form to collect data.
  4. Follow-up on e-learning conversation

 

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Personnel Administrators & Staff Development Officers Discussion Group (ACRL - Association of College & Research Libraries)

Online Doc PASDO Disc. Group, Session II, minutes 2010 midwinter

by Eileen Theodore-Shusta (non-member) on Sat, Mar 6, 2010 at 07:33 pm

ACRL Personnel Administrators and Staff Development Officers Discussion Group

2010 Midwinter Meeting Agenda
Sunday, January 17, 2010

10:30 a.m. – 12 Noon

Westin Copley Place – Great Republic

ACRL Personnel Administrators and Staff Development Officers Discussion Group

2010 Midwinter Meeting Agenda
Sunday, January 17, 2010

10:30 a.m. – 12 Noon

Westin Copley Place – Great Republic

  1. Welcome and Introductions
  2. Announcements from the Group

                  Possible change to Monday 10:30 am at ALA annual in DC due to a                                   conflict.

3.Update: ARL Recruitment Efficiency and Outcome Study (Brian Keith)

                  http://www.uflib.ufl.edu/pers/ARLRecruitmentEfficiencyandOutcomeStudy.htm

Starting with a recap of discussion at midwinter, Keith gave a summary of the background of the survey, including lack of literature on the topic, and that it had been presented at annual for input from the ACRLPASDODG.  Several people volunteered to help with the process.

Update: After incorporating the suggestions, the survey was beta tested, appears to work. Subsequent work will include efforts to make the survey easier.  Keith has gotten a grant to hire a programmer/consultant to create web portal for access and reporting.  U/Florida will warehouse data.  Keith is presenting at the National Diversity in Libraries Conference this summer.

Questions from group:

  • How will you add new places to advertise?
    • Adjustments will be made periodically
  • What about Canadian Libraries?
    • Open to add Canadian libraries concerns
  • Start with ARL institutions 
    • (Martha has contacts for salary survey); seems like 113 a good start
  • Librarian only?
    • Could be administrators, IT, whatever people want to add, be sure and categorize exempt/non-exempt.  Using ARL’s definition of positions
  • Not an ARL study?working with ARL to make the connection?
    • Keith will make sure to call this the Academic Research Libraries Survey

 

  1. Employee Onboarding in Libraries                        (Jerome Offord)

                  Following up on the discussion at annual about onboarding practices, a cohort group from the SLIS program at Simmons surveyed the ACRLPASDODG group to determine ‘best-practices’ for onboarding new employees. 

Offord began with a summary of the background of the SLIS program at Simmons, and how the group approached this project.  The definition of ‘onboarding’ was discussed, to include new staff orientation.  Handouts were distributed to the group, and will be made available to ACRLPASDODG members after the conference.  Seventeen institutions responded for the request for documents. 

                  Members of the cohort group discussed best practices identified in the study, including length of program, support systems, communication modes used, etc.  They ended by offering suggestions which could be incorporated by libraries to promote retention of staff.

 

  1. Discussion:  Monster.com Survey Report on Diversity Recruitment compiled by Tim Harmon Senior Staffing Specialist, College Relations and Diversity, Ashland                                                                    (Jerome Offord)

http://hiring.monster.com/hr/hr-best-practices/hr-events/past-hr-events/monsterdiversity-webinar.aspx

Link to view and listen to the full 1 hour presentation by Monster.com's , Steve Pemberton.  The survey shows that candidates are looking more at Monster, larger boards.  Offord suggests we use Face book, social networking tools to recruit a more diverse pool.  Ex.:  Virtual open house for OCLC internship, 104 participants.  In the open house, Offord used PowerPoint slides to introduce OCLC, internships, benefits, and how to apply.  During the event, participants could send chat messages to Jerome to post to the page.  At the same time, a virtual career fair was happening; students registered online

 

  1. 6.                  Other Discussion
  • Offord: New/unique for diversity training: What if? by Steve L Robbins 

Chapter 3: equal is not always fair; included four dialog sessions for managers.  Make it specific to organization

  • E-learning: Mind leaders resource
  • L. Thompson/Dartmouth (100 million dollar cut)
  • Will be recruiting, org. fluid.
  • Looking for similar institutions; similar: Brown
  • Staff Development handbook—4th edition: some chapters may be pulled; goal is for summer/fall publication; 
  • National Conference African American Librarians (NCAAL) – Birmingham, AL, Aug 5-8, 2010.
  • Jerome Offord is developing a survey re. economic impact for the group
  • OD discussion this afternoon

 

 

  1. Topics for discussion at Annual Meeting

                  GW’s HR person- Performance Management Process – Jean McCullough

                  Succession planning in ARL libraries – Jerome Offord / OCLC

                  E-learning-Julie Brewer / U-Delaware

                  Economic impact –Jerome Offord

                  Staffing assessment?  Maybe Maureen Sullivan or Judy Sackett

                  Build morale-now what?  Probably ongoing cuts --Kathleen Delong 

                U-Alberta

                  Virtual meeting-- OCLC will host w/ WebEx

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Retired Members Round Table Organizing Group

Online Doc Draft Bylaws -- ALA Retired Members Round Table

by Mary Ghikas on Fri, Mar 5, 2010 at 04:59 pm

BYLAWS: Retired Members Round Table -- ***DRAFT***

 

  1. I.                   Name:

      The name of this organization shall be the Retired Members Round Table (RMRT).

 

BYLAWS: Retired Members Round Table -- ***DRAFT***

 

  1. I.                   Name:

      The name of this organization shall be the Retired Members Round Table (RMRT).

 

  1. II.                Purpose:

      The Retired Members Round Table (RMRT) shall exist to develop programs of particular interest to retired persons from all types of libraries and all forms of library service, including formal opportunities for continued involvement and learning; a variety of leadership training and opportunities for mentoring; lifelong professional involvement and networking; and, active engagement in the American Library Association and the profession of librarianship.

 

  1. III.             Membership

      Any member of the American Library Association may become a member of the Retired Members Round Table (RMRT) upon payment of ALA and RMRT dues. 

  1. A.                 The Retired Members Round Table (RMRT) includes both personal members and organizational members. 
  2. B.                 Only personal members of RMRT are eligible to vote or to hold elective office or committee appointments.  
  3. C.                 Dues shall be determined by the RMRT Board of Directors with the approval of the membership.
  4. D.                The membership, conference and fiscal years shall be the same as those of the American Library Association.

 

  1. IV.              Board of Directors
  2. A.                 The Board of Directors shall consist of the President, Vice-President/President-Elect, Immediate Past President, Secretary, Treasurer, and four Directors-at-Large and an Assistant Treasurer/Treasurer elect.  Each shall have one vote, except the Assistant Treasurer/Treasurer-elect, who shall be a non-voting member of the Executive Board, and the President, who shall vote only in the event of a tie vote of the Executive Board.
  3. B.                 At such point as the RMRT meets the minimum membership requirements for election of an ALA Councilor, the RMRT Councilor shall also be a member of the RMRT Executive Board.
  4. C.                 The Board of Directors shall have the general supervision of the affairs of the RMRT, within the policies of the American Library Association and the Retired Members Round Table.
  5. D.                The Board shall report on its activities to the members of the Retired Members Round Table.
  6. E.                 All meetings of the Board of the Retired Members Round Table shall be open except for discussion affecting the privacy of individuals or institutions.
  7. F.                  A majority of the Board shall constitute a quorum.

 

  1. V.                 Officers
  2. A.                 The officers of the Retired Members Round Table shall be the President, Vice-President/President-Elect, Immediate Past President, Secretary, Treasurer. All officers must be personal members in good standing of ALA and RMRT. 
  3. B.                 The Vice-President/President-elect will be elected for a three-year term and serves one year of that term as Vice-President, one year as President, and one year as Immediate Past President.
    1. The President shall chair the Board of Directors and shall preside at meetings of the Round Table.   The President shall appoint the Nominating Committee, to the chaired by the Immediate Past President, for the next election cycle. The President shall identify actions of interest to the RMRT and recommend such actions to the Board.
    2. The Vice-President/President-elect shall appoint the chair of each standing committee and members to fill vacancies in such committees, for terms beginning with his/her year as president, except the Nominating Committee.  If a vacancy occurs in the office of President, the Vice-President/president-elect will assume the duties of the President.
    3. The Immediate Past President shall chair the Nominating Committee.
    4. C.                 The RMRT Secretary will be elected for a two-year term and shall be responsible for the general correspondence of the Round Tables and the minutes of board and general membership meetings. The Secretary, coordinating with the ALA staff liaison, shall arrange for preservation of the RMRT archives.
    5. D.                The Assistant Treasurer/Treasurer-Elect will be elected for a three-year term and serves one year of that term as Vice-Treasurer (non-voting) and two years as Treasurer.
      1. The Assistant Treasurer/Treasurer-Elect shall have no fiscal authority but be responsible for learning ALA and RMRT budget and report-writing policies and processes. 
      2. The Treasurer shall review and approve all expenses, coordinating with the ALA staff liaison, and prepare reports and a proposed budget for each fiscal year.
      3. E.                 The RMRT Councilor will be elected for a term as defined in the ALA Bylaws.
      4. F.                  Directors-at-large will serve for two-year, staggered terms.  Directors shall be eligible for election to a second consecutive term.

 

  1. VI.              Nominations and Elections
  2. A.                 A special Nominating Committee shall be appointed by the Board for each election and chaired by the Immediate Past President.
  3. B.                 All members of the Nominating Committee shall be members in good standing of the Retired Members Round Table. 
  4. C.                 Following the meeting of the Nominating Committee and at the ALA Annual Conference preceding the regular election of the American Library Association, the Nominating Committee Chair will submit a slate of one or more nominees for each office to be elected, to be approved by the RMRT Executive Board. An individual not slated by the Nominating Committee may be nominated by petition of at least fifteen (15) members of RMRT.  All nominees, slated or petition, must consent in writing to the nomination.
  5. D.                All nominees shall be members in good standing of the Retired Members Round Table and shall be members in good standing at time of election. 
  6. E.                 In case of death, disability or resignation of a member of the Executive Board, the Board may appoint a successor, if succession is not otherwise provided, to serve until the next regular election.

                 

  1. VII.           Committees
  2. A.                 The Executive Board may establish committees and prescribe their purpose and composition. 
  3. B.                 All persons appointed to RMRT committees must be members in good standing of RMRT.
  4. C.                 Committee appointments are for two-year terms, renewable once, except for the initial appointments to a new committee which may be staggered.  Committee chairs are appointed for one-year terms from among the membership of the committee.  Committee chairs may be appointed for an additional one-year chairmanship.
  5. D.                The Executive Board may remove a Committee Chair if the Chair fails to carry out his/her duties as outlined in the RMRT Handbook, following a period in which the President or other officer, as delegated by the President, provides the Chair with a written warning including a statement of expectations and timeframe for improvement.
  6. E.                 Committees shall maintain records of their proceedings and shall report on their activities at the annual meeting and at such other times as they may be directed to do so by the President.
  7. F.                  Appointments to vacancies to chair and to committee vacancies in standing committees are made by the RMRT Vice-president/President-elect.  Appointments to special committees and task forces are made by the President at the time the special committee or task force is created.

 

  1. VIII.        Meetings
  2. A.                 The annual meeting of the RMRT membership shall take place during the annual meeting of the American Library Association, and in the same locality,
  3. B.                 Special membership meetings may be called by the Board and shall be called by the President upon the written request of 25 members of RMRT.  At least thirty (30) days notice shall be given and only business specified in the call to meeting shall be transacted.
  4. C.                 A quorum shall consist of 1% of the membership of the RMRT.
  5. D.                There shall be a midwinter meeting of the Executive Board of RMRT when deemed necessary.  It will be held in conjunction with the midwinter meeting of the American Library Association. 
  6. E.                 Executive Board meetings will occur as deemed necessary by the Executive Board.
  7. F.                  RMRT shall follow the same parliamentary authority as the American Library Association.

 

  1. IX.              Calendar
  2. A.                 The member service or conference year shall be from the close of one annual conference of the American Library Association to the close of the next annual conference.
  3. B.                 The membership year shall correspond with the ALA membership year.
  4. C.                 The budget (fiscal) year shall be the same as that of the American Library Association, September 1 through August 31.

 

  1. X.                 Amendments
  2. A.                 Amendments to the Bylaws shall be proposed in writing and may be introduced by the Executive Board, Governance Committee, or by any twenty-five (25) members in good standing of RMRT.
  3. B.                 Printed notice of proposed amendments shall be published to the membership at least thirty (30) days and no longer than ninety (90) days before presentation of the amendments to the membership for ratification.
  4. C.                 The Bylaws may be amended by a majority vote of the entire membership voting, to be conducted by mail ballot. 
  5. D.                 

 

  1. XI.              Limitation

                  The Retired Members Round Tables is an approved entity of the American Library Association, which is a 501(c)(3) organization incorporated in the Commonwealth of Massachusetts, and operates within the policies of the American Library Association.

 

  1. XII.           Dissolution

                  Upon dissolution of the Retired Members Round Table all assets derived from RMRT dues, products and services remain within the American Library Association.

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Retired Members Round Table Organizing Group

Discussion Petition to establish the ALA Retired Members Round Table

by Mary Ghikas on Fri, Mar 5, 2010 at 04:56 pm

The petition is on the ALA website: 

https://www.ala.org/template.cfm?template=/CFApps/epetition/index.cfm

 

Please log in and sign the petition.

 

 

LearnRT (Learning Round Table)

Discussion Discussion: Best Webinar Platform?

by Peter Bromberg on Sat, Feb 20, 2010 at 07:29 am

Hi Everyone,

I've just gone through a few month process of testing various webinar platforms.  I decided to go with Adobe AcrobatConnectPro, so rather than share feedback on every product I thought I'd share why AcrobatConnectPro was the choice for me.

It is very full-featured and very affordable. I think it will meet our needs and provide a great, stable, intuitive interface for the participants. Specifically, here's what I like:

Hi Everyone,

I've just gone through a few month process of testing various webinar platforms.  I decided to go with Adobe AcrobatConnectPro, so rather than share feedback on every product I thought I'd share why AcrobatConnectPro was the choice for me.

It is very full-featured and very affordable. I think it will meet our needs and provide a great, stable, intuitive interface for the participants. Specifically, here's what I like:

  • Price: $425/year (discounted for non-profit, includes support and training; or you can go with monthly $55 charge which wouldn't include support/training).  Up to 100 in a room at a time.
  • Low Bandwidth requirement
  • No download for customer or presenter (they just need Flash--which is already on 98% of machines)
  • Very stable, excellent VOIP and very fast screen update
  • Recording/Playback feature: Rather than capturing the entire meeting as one long event that must be played back in its entirety for subsequent viewing. Viewers can use the meeting index to navigate to the most relevant content quickly — so they don't have to waste valuable time watching content that may not be relevant to them. (Note, this is from the website--haven't tested yet.)
  • Interfaces for presenter and participant are highly customizable and easy to change on the fly--THIS IS PHENOMENAL!!
  • Great interface for presenters--Can even view the notes field in Powerpoint--this ROCKS!!
  • "Turbo Screensharing" -- Great sharing of multimedia/video.  I haven't seen anything even close to this good: http://www.adobe.com/products/acrobatconnectpro/productinfo/features/turbo_screensharing/demo/
  • Easy polls and breakout rooms
  • Automated thank yous/reminders. 
  • GREAT back end management
  • Works on many OS including Linux (http://www.adobe.com/products/acrobatconnectpro/systemreqs/).  I already have one request from a Linux user, and AdobeConnect is the only one I've found that will work with Linux.

Downsides? 

  • I think it will be a high learning curve on the management side, but nothing we can't handle, and the payoff in terms of the participant experience will be big.  Also, if you purchase the $425 annual plan you can take part in free live training any Monday between 2-4 PM.
  • No phone included:  While AdobeConnectPro doesn't include a phone # there are ways to do a conferencing bridge to a 1-800 number.  Since the vast majority of our users are not using phone, and the VOIP on adobeconnect is solid, I'm not that concerned about offering a phone interface. 

 For more info, see: http://www.adobe.com/products/acrobatconnectpro/faq/.

May this be of use to anyone.  So what webinar platform do you use?  What are the pros and cons?  Would you recommend?

 

 

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