Slowly but surely we’re making it through this fall semester. For a librarian focused on student engagement and outreach, this semester has been a pivot (probably a large understatement). As Valerie discusses in her first FYAL post, part of the challenge for our work is finding ways to connect with our students. With limited hours and closed spaces, our normal outreach strategy “Let’s host an event, market it, but also know some students will wander in” doesn’t work. It’s been a moment to stop and reset. I’ve tried to ask myself (and the students I work with) what do they need to survive this semester. In asking those questions, some events we would normally host in-person get cut. At the same time, I’ve hosted events this semester and sat patiently in a Zoom room for 15 minutes with no other participants, before calling it off. I’m sure I’m not alone in that experience. All of this is to say I’ve been thinking a lot about how outreach and student engagement work tie into the larger university experience. How do we create programs that help our students do the things they value doing, especially in a moment where our uncertainty for 2020 and 2021 is visible and present in every meeting and interaction?
One way we’ve been exploring these ideas is through direct programs for student clubs. We were lucky that the past two years our student engagement & outreach intern (and colleague), Lily, built relationships with a couple of active student clubs, Triota and Schreyer for Women. In pre-pandemic times, we hosted book clubs and zine workshops with these students. We always had a good turnout and the students seemed excited to partner with the Libraries. As the fall semester began, we turned out attention to finding a way to do at least one program with these clubs. Some colleagues and I got together to plan these events. We chose zines and specifically thinking about ways to tie it in with women’s activism and voting, due to the impending election and a theme around women’s activism that is being sponsored by our Liberal Arts College. Our plan was to host a virtual zine workshop and include scanned copies of materials from our Special Collections and university archives. We figured we could put together packets of zine-making materials and either send them to students or coordinate a pick-up time if the student was on campus.
Both clubs were interested and we got to work setting up Zoom registration links and zine-making packets. This past week we led the two workshops and it was wonderful to spend an hour with these students. We made zines, talked about Halloween costumes, and discussed our voting plans. We laughed, had moments of silence, and shared stories with one another. Our hour together flew by and I got off each call feeling more hopeful than I had been when I logged on. It was nice to craft and to mentally prepare for whatever next week will bring. I’m sharing my papers from my zine below, along with the prompts in case you too are interested in making a zine. Figuring out new ways to do outreach and engagement definitely keeps me on my toes but at the end of the day, it’s always nice to connect with our students.
Our zine prompts (for an 8 page zine):
Up to you!
What are three words that sum up how you’re feeling about the 2020 election?
Tell us about the first time you voted and or an election that was (or is) important to you
What does activism mean to me?
How was your definition/meaning of activism changed over time?
What work is left to do?
What gives you hope for the future?
A shout out to my colleagues, Angel Diaz, Clara Drummond, andDanica White for collaborating on these events!I hope there are many more zine workshops in the future.
Recently, Facebook reminded me of a picture I posted when I was in undergrad. It’s a picture of my Google calendar, in the fall of 2012. I was a busy undergrad, especially that fall, but my caption when I reposted this picture was something like, “If only 2012 Hailley knew what 2019 Hailley’s calendar would look like.”
Between working in Admissions, being a writing tutor, sitting on two committees, being a part of student government and a literary journal, taking four classes, and clarinet lessons, I was never bored. Back in 2012, it was normal for days to stretch from 8 AM until 9 PM. The day wasn’t even officially done at 9 PM: that just meant it was time for readings, homework, or hanging out with friends. I felt busy, and at times, busier than than my friends, but overall, the pace of my schedule felt normal and what it should be like as an undergrad.
These days, a meeting ending at 9 PM seems “late.” I was on campus walking with friends to a play and overheard a student say they had a meeting starting at 9 PM. My friends and I shared a look that said, “I would not want to start a meeting at 9.” College can be a time when traditional 9-5 is lost. If you’re awake, a meeting can happen.
As the Student Engagement Coordinator, working with undergraduates is a fundamental part of my job. It has always felt normal for me to stay late, to host a workshop after dinner, meet with a student group, or run a Pop Up Library. And when I saw that Facebook memory pop up this time, I started to think about who else (faculty, staff) had to stay late when I was in college to support my student engagement. In some ways, it’s all coming full circle, as I stay late to support a new group of students.
I also feel like there is an expectation that I’ll stay late. Part of that pressure is internal, because I remember what it was like to be a student and trying to find time to meet with faculty or advisors during the day (see calendar above). Part of that is my personality, and the ways that I let my personal and professional life bleed together. Part of that also comes from my first experience at Penn State, where I worked from 1-10 PM and saw how the library changed after 5 PM, when the “day folks” left and something new settled in its place. Part of that pressure comes from my conditioning to be helpful, as a woman in a service-orientated profession (Harris, 1992; Hicks, 2014) and some of that pressure is probably imagined.
Recently, I’ve been thinking a lot about this pressure and how my ability to stay late is partially built on my identity. I’m a young, single lady with no dependents. I’m often (in both positive and negative connotations) told that I have a lot of energy. The undercurrent of some of these statements imply that with that energy I’m well-suited to work with undergraduates. I feel that these characteristics make people think that of course, I’ll always stay late, handle that evening workshop, or be okay with an after-dinner meeting. They assume that my lack of any dependents means my evenings are always open. If this is the logic, what does it mean when my life inevitably changes? Does the pressure go away? Do I stop staying late or doing workshops on the weekends? Is it implied that eventually I’ll move away from “after hours”? If I move away from that work, will I lose touch with the undergraduates I serve? And if I do stop staying late, how will that change my work (and impact) with undergraduate students?
In a recent study, Lily Todorinova (2018) examined job position descriptions for undergraduate and first year librarian positions. In this process, she discovered that between 2014 and 2016, these types of positions were on the rise. Many of those positions were listed as entry-level and were offered entry-level salaries, for example, lower than the average salary in 2016 (Todorinova, 2018, p. 209). What does this trend mean for the profession? If we want these positions to recognize and respond to movements within higher education and find ways to integrate the library (broadly: information literacy, instruction, services, etc.) more meaningfully into student life, how are we supporting these new professionals? And how are we being flexible in that support, so that these colleagues are not regularly working 12 hour days, as they accommodate both the traditional work hours and the student hours? Do we allow for time to be flexed in these positions? Do we force our colleagues in these positions to “grow” out of them?
These structures and this tension aren’t limited to academic librarians in engagement and first-year positions; student affairs professionals also have a high burnout rate (Marshall, Gardner, Hughes, & Lowery, 2016; Mullen, Malone, Denney, & Dietz, 2018). Many of the reasons why student affairs professionals leave are due to long hours and the struggle to maintain a work-life balance (Marshall et al., 2016). In a study done on new student affairs professionals, one respondent mentioned the long hours were a sacrifice that would result in long-term payoffs (Renn & Jessup-Anger, 2008). But that also feels problematic, especially in thinking of a library setting: if I set a precedent, what structure am I putting into place for those who do this work after me? Is that a tradition I want to instill?
So, what helps keep you student-centered, while setting boundaries and without it consuming your entire schedule? My thinking these days is remembering what it was like to be a student, who posted that picture of her calendar on Facebook because she was feeling overwhelmed, personally and academically. To remember those people who supported me in college and find ways to give that back, to a new group of students. And probably most importantly, to keep asking questions to the students I work with about their day-to-day. What does it mean to be a college student at Penn State? As Todorinova discovered, many librarians in engagement positions feel that they responsibility is to leverage student experiences (something I strongly agree with), and there has to be a way to get that insight, both within traditional working hours and sometimes, after 5.
At the end of the day, students will still meet at the end of their day. In wanting to support students, folks in these positions will work outside the bounds of 9-5. What we can do, both as employees and supervisors of these types of positions? I don’t have any firm answers but I do have a lot of thoughts. Currently they include:
Articulate our values and how those plays out in our work. If we want to be student-centered, what does that look like, for us as an organization?
Understand that just because you have “engagement” or “first-year” in your title, doesn’t mean that you’re the only person who can support the entire student population. This work has to be done collectively and not placed solely on one individual.
Recognition that everyone’s time (ours, others, students, etc.) is valuable. It’s not a competition of who works the most, but instead an understanding that we all have things we care about and want to pursue outside our work responsibilities.
Identify your colleagues that work outside the bounds of 9-5. Articulate why that is (position type, job description, population to serve, etc.) and reflect on something you’re doing to support their schedule. If you’re not sure of your answer, ask that person what’s one new way you can support their schedule.
I see and feel the tension, and don’t know exactly how those feelings and tension will change over the next few years. But I’m reflecting on these structures and trying to sort it out. I’m curious about what others think about these ideas and strategies around this topic.
Harris, R.M. (1992). Librarianship: The Erosion of a Woman’s Profession. Norwood, NJ: Ablex Pub. Corp.
Hicks, D. (2014). The Construction of Librarians’ Professional Identities: A Discourse Analysis / La construction de l’identité professionnelle du bibliothécaire?: Une analyse de discours. Canadian Journal of Information and Library Science, 38(4), 251–270. https://doi.org/10.1353/ils.2014.0017
Marshall, S. M., Gardner, M. M., Hughes, C., & Lowery, U. (2016). Attrition from Student Affairs: Perspectives from Those Who Exited the Profession. Journal of Student Affairs Research and Practice, 53(2), 146–159. https://doi.org/10.1080/19496591.2016.1147359
Mullen, P. R., Malone, A., Denney, A., & Dietz, S. S. (2018). Job Stress, Burnout, Job Satisfaction, and Turnover Intention Among Student Affairs Professionals. College Student Affairs Journal, 36(1), 94–108. https://doi.org/10.1353/csj.2018.0006
Renn, K. A., & Jessup-Anger, E. R. (2008). Preparing New Professionals: Lessons for Graduate Preparation Programs from the National Study of New Professionals in Student Affairs. Journal of College Student Development, 49(4), 319–335. https://doi.org/10.1353/csd.0.0022
Todorinova, L. (2018). A Mixed-Method Study of Undergraduate and First Year Librarian Positions in Academic Libraries in the United States. The Journal of Academic Librarianship, 44(2), 207–215. https://doi.org/10.1016/j.acalib.2018.02.005
This summer, I’ve spent a lot of time thinking about posters. In early June, NPR shared a story of Mike Morrison, a graduate student who has been trying to transform the academic research poster landscape. In Mike’s almost 20 minute video, he explains what’s wrong about current academic posters and proposes a new layout in order to gather knowledge from these posters more easily.
I don’t disagree with Mike; his new poster layout is appealing. As a librarian who has been leading undergraduate research poster workshops for a few years now, Mike’s layout emphasizes our big three: font, color, and size. Viewers are directed to the big ideas (aka the biggest elements on your poster) and have sidebars to more information if needed. This new layout also relies on a QR code, to direct really interested viewers to explore more on the project, on their own time.
However, as I sat in my office and listened to Mike’s video explanation, I thought of the summer science students I just given a poster workshop to. The supervisor of their summer program noted several times throughout my presentation that while I was showing off some best practices, ultimately the students’ faculty mentor/PI had final say on the poster layout. This could mean a poster could end up very text heavy, use a certain color palette, or requires a certain logo or author designation. These preferences often come from faculty who have spent a lot of time in the field and have strong opinions about creating posters. Then I tried to imagine having a conversation with them about Mike’s new layout. Making this sort of jump and abandoning the traditional poster layout will take time and energy. I’m not saying it can’t be done, but if the poster tides move towards Mike’s layout, it will be a challenge. Academia is steeped in tradition and this includes a tradition of how research posters are thought about, created, and displayed. Before computers, posters were created by cutting up an article and pasting it on poster board! While we have PowerPoint and InDesign, I can’t say that all of our posters have moved much farther than cutting and pasting in their own digital way.
Mike’s layout also got me thinking about another spin off of research posters we’ve been talking about at Penn State: student engagement posters. Recently, I’ve been in a lot of conversations asking about the best way for a student to showcase their experience. A research poster feels too stiff, too formal. An infographic seems like a better match, but also isn’t a perfect fit. Earlier this spring I took our research poster workshop and modified it for an infographic student engagement workshop. Within these student engagement posters, we are trying to see the meta part of the experience. What did the students learn from this experience? What skills did they bring in and what skills did they take away? How did this experience prepare them for another experience? I built in a set of reflection questions and even tried my hand at my own student engagement experience poster.
Today, I met with some Student Engagement Network interns, who had been tasked with making their own student engagement posters. They used both a formal, template (a hybrid of the research poster with some engagement) and were also asked to create some sort of infographic inspired poster. It was great to chat with them and it definitely reminded me of a few things:
Making posters is NOT a skill often taught to undergraduates. Even with platforms like Canva or Piktochart, students still need guidance on how to visually represent an experience.
The students I worked with felt strongly their primary poster audience was undergraduates who might be interested in their engagement experience. The poster needed to not only convey the experience, but also encourage others to explore a similar experience. I don’t think I had fully considered that audience and that definitely influences how the poster is created and what resources should be included.
They appreciated the ability to reflect and hone in on a main message they wanted to get across. Of course, if they discover the reflection questions AFTER they started making the poster, that’s not quite as helpful.
So what’s next? I’m not sure. I have some ideas and will be curious to see the research that Mike and others do around eye tracking and understanding the new poster layout he has proposed. Perhaps academia will see a shift in research posters and perhaps we’ll find a way to get student engagement experiences out there too. It seems like everything is up for grabs and it’s exciting to explore and think about these topics. I’m curious to hear others’ thoughts on the new research poster layout or if your institutions are thinking about more intentionally showcasing the meta part of student engagement experiences.
So far in my research career, I’ve put a lot of stock, energy, and passion around the benefits of hiring and supporting student employment in the library. It’s the topic that gets me most fired up at conferences, the thing I’ll tweet about until I can’t tweet anymore, and one part of my job that I keep coming back to, regardless of my job title. I believe in the potential of undergraduate employees to be crucial part of the library. I believe that if you set the bar high, undergraduates will rise to the occasion. But recently, I’ve realized that in that belief, I had forgotten about the other side: the role of the supervisor.
A few months ago, I worked with a colleague to put together a landscape survey around student employment in our libraries. The goal was to discover who in the library was supervising students and if we could find areas of synergy. We asked questions around hiring, on-boarding, continual training, and barriers to success. As we reviewed the answers, the one I remember the most clearly mentioned that as a supervisor, they felt unprepared because the rules and policies around hiring, training, and supporting student employees were unclear. It’s one of those things they never give you a manual for, you’re just suppose to know. And of course, any manual that might exist is in pieces, scattered throughout HR websites, the library’s intranet pages, and library legends told to you by your colleagues. This stuff isn’t clear or transparent and often requires lots of time to figure out. This was the first moment where I thought, “Okay, building a program is more than just for the students. The supervisors also are an audience to consider.”
Recently, I’ve been reminded of this fact when I was leading an informational session on our internship program. In the session, as we talked about the components of the program, including a new community of practice group I’m building, one participant asked, “Will the supervisors also meet regularly, just like the students?”
After a small beat, I nodded. “Of course.” I was reminded of the survey and once again reminded of my own assumptions around supervision. In reflecting on that situation, I think I assume that people who had studente employees for a long time just knew how to do in a meaningful way. But it’s becoming more clear that just because you have student employees, doesn’t mean that you know everything or feel supported.
And upon even further reflection, I realized that since I started trying to create some program structures for our interns, I’ve done my share of complaining about how I never hear from some interns and that I can’t seem to get through to some of their supervisors. I often chalk it up to structural issues, or a desire for an official announcement to the library about my role with our interns. However, the more I think about this angle, the more I realize part of the problem is that while I logically understand having an intern takes a ton of time and energy, I’m not valuing that idea in practice. I’m not recognizing or finding ways to support my colleagues who do this work. In other aspects of my job, I talk about how I am there to support my colleagues who do student engagement, and this also applies to student employees and their supervisors. This support can happens in many ways — from having intern community of practice meetings to getting the supervisors together to let them know they’re not alone in this. I’m a coordinator and that means both for students and for my colleagues.
For every program that we create to support our student employees, we are also responsible for creating the necessary structures and support for our supervisors. If we want unified programs, complimentary training modules, and a shared vision for student employment in the libraries, we have to create the network for our supervisors. This lines up so nicely with George Kuh’s definition of student engagement, where institutions must be willing to provides the resources and support for these opportunities. If we want meaningful internships or purposeful part-time employment, we have to be willing to provide the support (through professional development, regular meetings, and honest conversations) to our supervisors. Neither the students nor supervisors can do this work alone and both groups need to feel supported in this endeavor.
So where do I go from here? I’m trying to be more intentional and start thinking of how I can help build those structures in my role. I’ve started using the word “support” in talking to supervisors about my role with our interns. I’ll probably add monthly intern supervisor meetings to my calendar this fall, and start to note down obstacles that this group might face (and how we can problem solve together). As the moderator for both groups (students and supervisors), I’m in the best position to provide feedback to either group and translate each other’s needs to one another.
At your library, how do you (or others) support the supervisors who oversee your student employees? Do supervisors meet on a regular basis? Are they given chances for professional development or ways to gain new supervisory skills? Let me know in the comments or on Twitter!
This school year myself and our Outreach Coordinator had the opportunity to hire a Student Engagement & Outreach intern. We had been wanting to have an intern for a while, both to help us plan programming and also to give us some insight into the world of a Penn State undergraduate. In the work we do with student engagement and outreach, we talk about how we are student-focused and student-centered and want to collaborate with other folks who feel the same way. It only seemed appropriate to have an intern working with us and helping us stay true to being student-centered. We were so lucky to have found Lily, who has a ton of enthusiasm for the job and the library, and is interested in librarianship. I thought it would be neat to start 2019 off with a little interview with her for the blog and hear about her thoughts on working in the library so far.
Hailley: Hello Lily, thanks so much for doing an interview with ACRLog. Can you tell the readers a little bit about yourself?
Lily: Hi! I’m a Junior at Penn State studying History and Women’s, Gender, and Sexuality Studies. I hope to head right to grad school after undergrad and get my degree in Library Science! In my (tragically infrequent) free time I like running and knitting.
Hailley: Excellent! It definitely has been fun talking about librarianship with you throughout this internship. Now that the readers know you a little bit, can you tell them what sort of things have you been up to as our Student Engagement & Outreach intern?
Lily: So, I’ve been doing a whole variety of things. Broadly, I work with academic and non-academic organizations on campus to plan events that include library resources. In the fall I planned an LGBTQ+ Movie Night in collaboration with the LGBTQA Student Resource Center; before the movie, we showed a Powerpoint of scanned images and files I had found in our Special Collections Library on local queer history. I also facilitated a feminist book club with a student club. Aside from event planning, I’m also helping to develop and reimagine the Leisure Reading Collection by adding books that are independently published and/or deal with more “diverse” themes, like LGBTQ+ and cultural studies.
Hailley: You have definitely kept yourself busy and have accomplished a lot in your first semester as our intern. In the time you’ve been our intern, what’s something you have learned (about the library or about student engagement and outreach, or both)?
Lily: I’ve learned that, sometimes, working in large organizations can be frustrating. There are lots of things and people you have to work with and through to do pretty much anything. Large organizations, like this library, can be really neat though. There are lots of people with lots of expertise in lots of things, and it’s cool being surrounded by that.
Hailley: Ah yes, you’re exactly right about the hoops we have to jump through, but also the great people we can work with. Sort of along those lines, what has been the most surprising thing you’ve learned while in this internship?
Lily: I guess I was kind of surprised to see how much personality and passion lives in the library. Often, people think about the library as a static and boring building, useful only for book borrowing; during my time here, though, I’ve met so many interesting and driven people who do a lot more than scan books and shush students. It has, in a way, solidified my interest in librarianship, because I can see myself, someone who is passionate and driven, working somewhere like this library.
Hailley: Yes, there is always a lot happening the library, whether you realize it or not. So Lily, to wrap this interview up, can you leave the readers with a preview for what you’re working on in 2019?
Lily: I’m super excited to be planning a Women’s, Gender, and Sexuality Studies (WGSS) Wiki Edit-a-thon, set to take place this March. I get to use my knowledge in two areas, the Library and Women’s Studies, and work with variety of people, planning something I’m really passionate about; the goal is to “diversify” the subjects and editors of Wikipedia pages. I’ve already made some professor connections and everyone involved seems to be really excited. I’m so thankful that I can get this kind of experience at my internship, because not only is this event really awesome, it’s also the perfect way for me to try my hand at librarianship.
Hailley: Yes, the Edit-a-thon should be great, along with all the other things you’ll be up to. Thanks for chatting with me for the ACRLog!