Staff Well-Being in the Workplace
Oak Park Public Library
Innovation Synopsis
Libraries need to do more to invest in staff wellness by: creating a meaningful staff in-service; providing opportunities to engage in safe spaces; reimbursing for investing in emotional, physical, financial wellness; providing an opportunity to participate in structured feedback; and inclusive staff professional development.
Challenge/Opportunity
- Prioritize and promote a high standard of well-being, happiness, and success
- Create “good jobs,” by increasing the majority of P/T staff working less than 20-hrs/week; have access to: health care, pension, and PTO benefits
- Hire staff that reflect the community’s diversity, by increasing diversity recruitment and selection efforts
- Provide training for staff to explore new interests, develop new skills, and build new relationships
- Create more equitable opportunities for staff to participate in professional development
Key Elements of Innovation
Partnerships:
- Billy Treece, HR Dir. - Propose staff well-being as Strategic Priority, create Well-Being Committee
- Joslyn B. Dixon, Exec. Dir. & Board of Trustees - Approve strategic priorities
- Stephen Jackson, Dir. Equity and Anti-Racism - Develop RJ training, equity initiatives
- Well Being Committee, Library Staff - Advise
- Community: Pamela Purdie, RJ Coord. & Peace Circle Trainer - Train staff to cultivate restorative approaches: address/prevent harm, conflict
- Debbie Becker, Beekeeper - Train staff
Achieved Outcomes
12/2022:
1-Q. Anon. Survey: How well does the library recognize my value? Of 120 responses 62% feel highly valued (July 2022, 44%)
In Dec. 2022 an anonymous survey was re-sent to staff asking the question How well does the library recognize my value? Of 120 responses 62% feel highly valued vs. in July 2022, 44%.
New Benefit - LSA (Lifestyle Spending Acct): All employees reimbursed up to $150 annually for eligible expenses
Also in Dec. 2022, a new Benefit - LSA (Lifestyle Spending Acct) was introduced, in which all employees are reimbursed up to $150 annually for eligible expenses to help employees focus on physical, financial, and emotional wellness such as: gym memberships, pet insurance premiums, and personal development classes.
2017: Of 52 - FT BIPOC - 10 (19%); White - 42 (81%)
2022: Of 76 - ""- 36 (47%); "" - 40 (53%)
In 2017, of 52 FT employees: 10 (19%) identified as BIPOC, 42 (81%) identified as White, vs. in 2022, of 76 FT employees: 36 (47%) identified as BIPOC, 40 (53%) identified as White.
2017/(2023): FT - 52 (78), PT - 13 (36) @20-hrs or >/wk, PT - 88 (13) worked > 20-hrs/wk
In 2017, OPPL had 52 full-time staff, 13 part-time 20 hrs/wk or more staff, and 88 part-time less than 20 hrs/wk vs. in 2022, 77 full-time staff, 34 part-time 20 hrs/wk or more staff, and only 13 employees who work less than 20 hours a week.
2022: Trained 10 - Beekeeping, 29 - Circle Keepers
In 2022, 10 staff members received training by community partner Debbie Becker in beekeeping and 29 staff members attended a 3-day on-site training led by community partner Pamela Purdie to become a Circle Keeper.
2023: 16 - Attended JCLC, 29 - To attend ALA
In Feb. 2023, 16 FT/PT staff attended JCLC (Joint Conference for Librarians of Color) in Florida representing various departments such as: Community Engagement, Adult Services, Collection Development, Finance, and HS/Middle School/Teen Services. This June, the library will support 29 FT/PT staff to attend the full ALA conference, one-day attendance, supply vendor pass levels, and include a daily expense limit to cover attendees' lunches, parking, or public transportation to and from the convention center.