Excited to share our findings with the @cni_org#cni20s community in just a few minutes! Will tweet out key slides + findings over the next hour here. @JenKFrederick ⬇️
In fall 2019, we heard from 662 library directors at US four-year colleges and universities on many long-standing + new topics related to leadership and strategy. #cni20s
While much has changed since we fielded the survey in late 2019, our analysis can provide a snapshot of the strategies pursued immediately before the pandemic. #cni20s
Key finding: Library directors continue to perceive the value of their roles—and the roles of their libraries—as declining in the eyes of their supervisors and other higher education leaders. #cni20s
Student success remains a top objective for library directors and they see the contributions of their library toward this success most strongly in relation to increasing student learning and enhancing student well-being. #cni20s
Relatively few library directors agree that their library, as well as their broader institution, have well-developed strategies related to equity, diversity, inclusion, and access. #cni20s
Directors anticipate increased expenditures for services and staffing related to teaching and research support. Decreases in collections expenditures are expected over the next five years. #cni20s
At the time of the survey (fall 2019), directors were less interested (compared to 2016 + 2013) in increasing financial support for technology, systems, and infrastructure, with the biggest decreases coming from doctoral universities. #cni20s
Spending on electronic books now roughly equals that for print books. #cni20s
Half of library directors are likely to cancel a major journal package in the next five years, while relatively few are interested in pursuing transformative agreements by bundling together publishing and subscription costs. #cni20s
Roughly half of library directors are interested in contributing to institutional learning analytics tools AND about half are concerned about third-party vendors having access to individual-level data. #cni20s
Thanks to everyone for joining us today! Wish we were all together in San Diego this week but glad to be able to share virtually. #cni20s
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This week at @IthakaSR, we’ll be digging into how we engage with our academic and cultural communities. I’ve spent some time reflecting on the folks who I’ve had a chance to engage with and learn from on here lately… and this feels like a good opportunity to say thank you!
Have started referring to this kind of explanation as "COVID-19 data gymnastics." Any other terms out there that are surely better than what I've come up with?
Cannot believe this is the second time I've felt the need to tweet this in the last few months:
The idea that one of the biggest problems facing higher ed right now is the "professionalism" of faculty backgrounds, clothing, etc. while teaching is... absurd.
In case it needs to be repeated: We are still all operating under the conditions of a pandemic. The "crisis mode of spring" is not "over."
And, because I just can't help myself, I've scoured the open-ended comments in our spring survey of ~15,000 students. Can I find a single one that comments on faculty being unprofessional because of their virtual background while teaching from home? No.
Are students + higher education institutions facing tremendous uncertainty? Yes. Are there plenty of things to panic about in the near-term future? Yes. But, did 40% of students say they were unlikely to enroll in the fall? Not really.
The group of respondents - recent high school grads who were all originally planning on living on campus - were asked:
"How likely is it that you will not go to college next term because of the COVID-19 outbreak?"
Given that they all initially intended to attend as residential students, they could have been responding about any of (or a combination of) the following:
- living on campus
- taking classes on campus
- taking classes altogether (in any modality)
TLDR: Women continue to volunteer their time in ways that benefit their organizations and fields, despite being disproportionately affected by the pandemic. Organizations need to take note (and action).
Yet, even under these conditions, I continue to see women disproportionately volunteering their time - on new anti-racism committees, as research participants - for work that ultimately benefits their organizations + field. I have to believe this is happening elsewhere, too.
I urge managers to read this great @scholarlykitchn piece, recognize that staff in your organization are likely facing similar issues, and reflect on the barriers that prevent them from disclosing and the ways that you can better accommodate their needs. scholarlykitchen.sspnet.org/2020/07/22/gue…
Here are two very simple steps I have previously taken with new staff before their first day for these reasons:
▶️ Ask about tech/space needs
▶️ Let them know I'll take them to lunch, ask if they have any preferences/restrictions, and let them choose from a few possible options
Deciding to disclose an invisible disability is ultimately a very personal decision -- but I believe that what happens during the recruiting + onboarding process makes a big difference in ensuring staff will communicate their needs in the long-term.