CILIP

1
CILIPs Framework of Qualifications

• Marion Huckle
• Head Qualifications and Professional Development
• CDG Scottish Division CILIPS Conference Branch
  and Group Day 9th June 2004

2
Elements of CILIPs new Qualifications Framework

• Implementation in April 2005
• Regulations to Council July 2004
• Handbooks Autumn 2004
• Matrix of pathways
• New Knowledge Base
• Recognition of all levels of achievement
• Certification
• New Chartership regulations
• Revalidation Scheme
• Fellowship
• Diversity
• Mentoring

3
Professional Knowledge Base

• Not prescriptive mapping tool
• LIS courses
• Individual CPD (within and outwith LIS)
• Generic and core areas
• Overlap with other disciplines
• Draft to Council July 2004

4
Draft Professional Knowledge Base

• Core areas (unique knowledge and skills)
• Knowledge Management
• Collection management
• Information Services
• Information resource functions
• Metadata construction
• Generic (transferable)
• ICT skills
• Interpersonal skills
• Managerial skills knowledge
• Ethical, legal and policy issues

5
Certification Scheme 1

• Recognition of achievement
• Portfolio submission/Template
• Category 1 Applications from members with more
  than 5 years experience
• Category 2 Applications from new members
• Registration of interest from October 2004
• Initial assessment at local/regional level with
  effective quality control mechanisms

6
Certification Scheme 2

• Additional postnominals
• Progression route to Chartered Membership
• Development of an authority file/database of
  qualifications and activities (certificated/non-ce
  rtificated)
• Mentor scheme
• Online applications

7
Consultation update 1

• Affiliated members are pleased with the
  proposal and that as a membership we can take the
  opportunity offered us to show how we can develop
  our skills from the future
• 89 of responses indicated support for the
  Certification Scheme

8
Chartership

• Gold standard
• Contributions from stakeholders and partners
• Portfolio applications
• Accessible and appropriate for members worldwide
• Mentor scheme
• Criteria based assessment
• New Handbook Autumn 2004

9
Revalidation Scheme

• Voluntary
• Based on best practice
• Wide range of activities portfolio application
• Period of revalidation 3 years
• Benefits for individuals and employers
• Reflective practitioner
• Initial assessment at local/regional level with
  effective quality control mechanisms

10
Consultation update 2

• Are you broadly in agreement with the proposed
  operation of the (revalidation) scheme?
• Yes 83
• No 17
• Group members were fully in agreement regarding
  the need for continuous professional development.
  There was support for the role of the proposed
  revalidation framework in reinforcing this
  principle
• We recognise the reason for introducing
  revalidation as a voluntary scheme but believe
  that if we wish to have our profession viewed as
  on a par with other professions, then ultimately
  revalidation should become compulsory

11
Consultation Update 3

• Group, Branch Home Nations consultation issues
• ACLIP important for recruitment
• Need to sell to employers
• Workload and capacity for assessment
  certification and ACLIP
• Streamlined administrative processes and
  procedures
• Training and support
• Branches will have a central role should
  encourage involvement and offer benefit

12
Fellowship

• Council has endorsed the need for a rigorous but
  hospitable pathway to the highest level of
  professional qualification
• Maintain existing pathway Introduce a new
  eligibility for those who successfully complete
  two cycles of revalidation

13
Diversity

• The Qualifications Framework must also encourage
  people from under represented groups within the
  UK community to be attracted to, and compete for,
  posts within the broad LIS sector, an area where
  they are currently under-represented (CILIP
  Corporate Plan 2002 2005).
• The Equal Opportunities and Diversity Panel has
  concluded that mentoring should be the vehicle
  for encouraging recruitment from the wider
  community

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Important features of the Framework (1)

• More use of regional/home nation assessors and
  other experienced regionally based networks
• Training scheme late Autumn
• Much greater use of the web site empowering
  members
• Recognition of work-based learning and other
  activities
• - Database

15
Important features of the Framework (2)

• Evidence-based practice (work provides the
  evidence)
• Mentoring scheme
• Training scheme - Autumn
• Leadership and workforce development programmes
  within and outwith LIS
• - e.g. MLA, HE
• Partnerships / Collaboration

16
What next? (1)

• Regulations July 04
• Draft handbooks June 04 onwards
• Call for mentors and assessors early Autumn 04
• Register of interest from Affiliated Members
  -open for business October 1st 04
• Regional/Home Nations Roadshows Winter 04
• Expand liaison officer networks Winter/Spring
  04/05

17
What next? (2)

• Training for mentors and assessors
  Autumn/Spring 04/05
• Testing administrative procedures Winter/Spring
  05
• All on the web and in Gazette Update

18
Over to you

• How will you get involved?
• Sit on the bank
• Dip your toe in the water
• Plunge right in