Questionnaire self-assessment of the work of a library employee. Self-assessment sheet for professional activities

In the Kugultinskaya rural library in 2008, 15 forms were analyzed to study the interests of readers aged 17 to 23 years. They contain not only educational literature, but also popular science publications. In fiction, preference is given to the genre of fantasy, combat science fiction, western, and historical novel. The most read authors are Paulo Coelho, Angel de Coitiers, Haruki Murakami. The literature on psychology by D. Carnegie, W. Geller and others is popular. An analysis of the forms revealed the need to supplement the fund with the most requested books.

In the first quarter of 2008, a survey was conducted in the rural library on the topic “The library in the life of a pensioner.” 36 people took part in it, including 27 women and 9 men.

To the survey question about whether a library is needed in our village, all respondents answered positively.

When asked about the frequency of visits to the library, the votes were distributed as follows: 16 people answered - 2 times a month, 11 people - once a month, 9 people - once every two months.

To the third question of the questionnaire, “Does the library’s book collection meet your needs, interests, and leisure activities?” 50% responded that they consider reading to be their hobby and leisure time. 30% answered - love for the book, 20% - with the aim of developing interest.

Almost all survey participants responded that the library fund fully satisfies the needs of pensioners.

Among the favorite authors are V. Pikul, A. Christie, I. Lazutin, J. Vern, M. Weller, L. Ulitskaya, B. Akunin. Among the periodicals, pensioners are interested in magazines and newspapers on various topics: “Health”, “Healthy Lifestyle”, “Rural News”, “Homestead Farming”, “Oracle”, “My Cozy Home”, “Homeland”, “Motherland”, “Arguments” and facts”, “Peasant”, “Modishe Mashen”, “Valya - Valentina”, etc.

Readers noted what they liked most in the library: the exhibition-lawyer “Legal Emergency”, information minutes “Beliefs, Rights, Responsibilities”, the press exhibition “History in a Single Line”, the exhibition-advice “Healing Basket”.

Everyone found the library's schedule convenient for visiting. They see a librarian as an interlocutor, an adviser, and simply a listener. For them, the library is a center of communication, a place where they receive attention, “where we are needed and welcome.”

Librarians have outlined a plan to satisfy the wishes and demands reflected in the questionnaire. This is the expansion of subscriptions to 2-3 publications for pensioners, the organization of open thematic literature screenings and book exhibitions.

In the Kugultinsk Children's Library in the first quarter of 2008, a survey “Study of the reading interests of junior schoolchildren” was conducted among active readers. 17 people took part in the survey: 8 boys and 9 girls.

Analysis of the results showed that children show interest in reading, they enjoy visiting the library and, despite being busy with lessons and reading books to help the school curriculum, they find time to read for fun. Children discuss what they read with their parents and friends. Self-selection of books is in the lead.

In the Bazovskaya rural library, a survey of readers aged 7 - 9 years was conducted on the topic: “I am a reader.” The purpose of the survey: to study interest in literature among schoolchildren. 22 students from Bazovskaya Primary School took part in the survey. In September, a benefit performance for readers “Let's look into the reader's form” was held. Alena Lukyanchuk became the reading leader among younger schoolchildren, and Ira Morozova among older students.

In the Oktyabrskaya Rural Library, summing up the results of work for 2008, an analysis of reader forms was carried out. The purpose of this analysis was to identify the interests of readers of all social groups and the most active groups - those who often visit the library. The purposes of reading, types of publications read, topics of periodicals and literature read are clarified.

When analyzing the forms, it turned out that women read most actively. 41% are readers under 14 years of age, youth – 2.9%, other social groups – 56.1%. By level of education, 3% of users have higher education, 54% have incomplete secondary education, 9% have secondary and incomplete higher education. Primary education has 1% of readers. Therefore, reader requests are varied and also depend on the reader’s type of activity.

Preference is given to fiction, 2nd place goes to popular science, 3rd place to literature with agricultural content. The remaining departments of the fund are in almost equal demand among the reader.

In the Novospitsevskaya rural library, there is a “Chest of Wishes” in the library for studying reader interests. Throughout the year, readers dropped their wishes for this or that literature and periodicals into it. Having analyzed the requests, we can say that the majority of readers (48%) are in favor of having more subscription periodicals in the library, including the magazines “Health”, “Peasant Woman”, “Homestead Farm”; newspapers “Arguments and Facts”, “Peasant”, “Interlocutor”, “Aibolit”; teenagers noted the magazines “Marusya”, “Rovesnik”, “Technology for Youth”, “Burda”. 25% of respondents, mostly the younger generation, were in favor of purchasing a computer; middle-aged readers want to read romance novels; students need books on economics and psychology. Also in September, a survey was conducted among 23 high school students, the purpose of which was to find out what role local history literature plays in the life of the reader.

As we can see from the examples, only systematically organized research work in the library will allow librarians to study information requests from readers and respond to them in a timely manner.

,

Head of the Methodological and Bibliographic Department

MU Stavropol Central Bank

Promoting reading and studying personnel are the leading areas of research activity in the libraries of the Stavropol Central Library

Sociological research, which has become part of the work practice, helps librarians of the Stavropol centralized library system to adjust activities aimed at providing accessible and comfortable service to users, as well as to respond in a timely manner to readers’ requests.

What do modern children like to read, what is the demand among them for fiction and popular science literature? How do computerization of society and poor material resources in children's libraries affect children's reading behavior? After asking themselves these questions, the librarians realized that they could not be answered easily. It was decided to conduct a detailed study “The state of reading of children and adolescents in the Stavropol Central Library System” using a questionnaire method. Having received an interesting cross-section of statistical data, I wanted to go beyond statistical indicators and look deeper into the world of reader preferences and motivations. For this purpose, another study was conducted - “The Book and Me”. Its purpose is to find out how the book is reflected in the child’s mind, how he understands what he read, what he pays attention to, first of all, when reading a work, what he feels.

The questionnaire included sixteen questions, the answers to which involved an analysis of the work read, and one’s own conclusions and assessments. And although the anonymity of the survey was guaranteed, some guys tried to publicly state their position, make their own opinions public, and this was only welcomed by the survey organizers.

Getting acquainted with its results, we were convinced again and again: every book read is a step up in the development of a child, in his knowledge of the world around him and himself. How the guys overcome these steps can be seen from their answers.

Analyzing the children's answers, we were convinced that they were always frank, sometimes naive, and emotionally charged. We can safely say that many people know how to immerse themselves in a work of art following the author. The most accessible and understandable problems for young readers are the problems of good and evil, the feeling of first love, friendship, and relationships between peers.

The children think about the actions and feelings of the literary hero, and feel him as a person. Books evoke an emotional response in them. Indifference is an excellent basis for developing and deepening reader interest. It is also encouraging that in many of the answers there is clearly a “light of thought burning.” By thinking about the content of what they read, children make important life discoveries for themselves.

Analysis of the data obtained during the survey also revealed some serious problems - not all children are able to comprehend the “space”, delve into the psychology of the characters, and express their thoughts. This means that reading also needs to be taught, and this is a huge field of activity for librarians, as well as for teachers. Once again, we were convinced when studying the survey materials: the mental and moral development of a child is impossible without turning to the spiritual potential of fiction, and especially to Russian and world classics.

As experience shows, the results of each reader survey are a new reason for reflection.

A modern library is a living, constantly developing organism, and therefore librarians are faced with new tasks: in particular, work to promote reading. There are specific people behind all the changes. The key figure of the library is a competent, knowledgeable librarian. In books of aphorisms you can find Voltaire’s statement that without a competent librarian, a library is nothing, just a repository of books. And if there is no good librarian, there is no interested reader. Therefore, we considered staff as capital, and their management is a priority in the activities of library management. The study of the personnel composition of the staff of the Stavropol Central Library was facilitated by the sociological survey “Social Portrait of a Librarian”. Career guidance is not an isolated process that depends only on a new employee, including a young specialist. It occurs in real conditions and is determined by the system of job transfers. 60 respondents took part in the survey. The survey revealed:

percentage of personnel stability in the Central Bank;

factors in choosing a profession and forming professional consciousness;

job satisfaction;

attractiveness of the profession, its public recognition;

opportunity for professional self-realization;

information needs of specialists and the degree of their satisfaction;

percentage of workers not in the profession specified in the diploma;

degree of advanced training of library staff.

The study made it possible not only to obtain a real picture of the state of the human resource, but also to identify promising directions in personnel policy.

The study made it possible to highly evaluate the level of organizational and corporate culture in the Central Bank, as well as the compliance of the socio-psychological climate in the team with the norms of human communication. We have seen that the vast majority of participants receive satisfaction from their work, despite the low level of wages. Librarians are truly and deeply concerned about the problems of the prestige, preservation and development of the Central Library. At the same time, the percentage of employees of retirement and pre-retirement age is very high, so it is necessary to take care of professional change, developing a system of labor incentives and continuous professional education.

The result of the study “Social Portrait of a Librarian” served as a reason for further work. The methodological service decided to conduct a study among young librarians “Self-assessment of the work of a library employee.” Purpose of the study: identifying the potential capabilities of young specialists, forming a personnel reserve, and motivating a young specialist. For the study, a questionnaire developed by specialists from the Scientific Library of the Siberian Technological University (Krasnoyarsk) was used. 22 employees of the Stavropol Central Banking Service under 36 years of age took part in the survey. The questionnaire contains 12 questions on which respondents were asked to assess their abilities. The study showed that almost all librarians have a higher education, but only 14% have a higher library education. As a result of processing the questionnaires to the question “What types of activities are the most complex and difficult?” revealed: work that requires high professionalism and experience, as well as public speaking skills, causes the greatest difficulties. An important place in the study was given to the issues of improving the professional level of young employees. The survey revealed information about sources of obtaining professionally relevant information, directions and forms of advanced training. Half of the young employees have not developed the habit of working independently with printed professional publications.

The study showed that the majority of young library employees are satisfied with their work and feel confident in the workplace.

When determining the ideal portrait of a librarian, the overwhelming majority of respondents confirmed that a modern librarian is, first of all, a professional in his field, capable of learning new things, performing his work responsibly and conscientiously, possessing organizational skills, an independent and proactive employee. We only have to regret that such qualities as the ability to maintain normal relationships in a team, demanding of oneself and others, were among the last. This allows us to conclude that young employees are not sufficiently proactive, goal-oriented, and lack self-confidence.

The main motivating factors in the work of young employees are: interesting work, recognition and respect of colleagues, social security. It follows that higher-level needs (the need to reveal one’s potential, the need for recognition and respect) come first in job satisfaction.

At the same time, the study revealed a number of problems and shortcomings in working with young library staff. In this age category, the percentage of specialists with library education is low – 14%. In conditions of stability of the staff in the library, career advancement of staff is difficult. Free vacancies for managers and leading specialists do not appear often (if not rarely!) Such a motivating factor as prospects for career advancement is, according to young specialists, in 9th place.

The study showed that young employees work extremely poorly on themselves and on improving their professional level. 50% of them rarely turn to professional literature or don’t read them at all. Among the reasons for this phenomenon are the following:

library workload, lack of time;

improper use of working time, which is planned for reading professional literature;

The lack of need for self-education, insufficient activity and initiative on the part of young specialists led to the fact that the most complex and difficult activities for young specialists were the development of documents, public speaking, working with financial documents, preparing lectures, reports, messages. These facts indicate that the system of advanced training needs significant adjustment. It is necessary to involve more young specialists in conducting seminars, courses, round tables, etc.

We presented only two areas of research that are being carried out at the Stavropol Central Bank. The first group includes studies on reading promotion. The second group of studies includes the study of the human resources of the system. Based on the results of research, decisions are made that force us to think, create and develop.

,

Head of Innovation and Methodology Department

MUK "Centralized Library System"

Sociological service of the central regional library of Izobilnenskymunicipal district: from work experience

In the early 90s, librarianship in our country was on the verge of significant changes. Many central library systems have already begun profiling libraries. We remember the first libraries of family reading, libraries-museums, libraries of historical and spiritual revival, etc.

In 1991, on the initiative of the director, a sociological center was created on the basis of the central regional library, the research of which helped determine the directions of socio-cultural programs for the libraries of the Izobilnensky district.

Thus, for many years, the Ptichenskaya rural library (the “Seven-I” program), the Baklanovskaya rural library (the “Cossacks” program), the Staroizobilnenskaya rural library (the “Ancient Antiquity” program), and the Ryzdvyanenskaya village library (the “Ecology” program) have been successfully working on targeted programs ").

In the process of implementing these programs, many questions arose regarding the study of the information needs of readers and the compliance of library collections with them, the introduction of the most effective forms and methods of mass work, attracting potential readers to the library, etc., which needed to be answered. As a result, the ongoing episodic studies became systematic.

To provide a scientific basis for this work, the specialists of the Central District Hospital developed a package of regulatory and methodological documents: a standard regulation on the sociological service, a concept for the development of the sociological service for the next 5 years, a comprehensive target program for the development of the sociological center and a work plan for the sociological service. A series of classes on sociological research was also developed and staff training sessions were held at the School of Library Innovation.

Since 1995, fruitful cooperation between the central library and the research department of the Russian National Library (St. Petersburg) began on reading problems in small towns of Russia. The following problems have been studied on the basis of district libraries:

· Modern literature: scale of values;

· Reading modern domestic literature, historical fiction, reading for young people;

· Modern literary process and real reader demand;

· The place and role of books in the life of society;

· The fate of literary and artistic magazines and their role in preserving the unified cultural space of Russia;

· The path of a book to the reader and the role of libraries in this process;

· Reader preferences in the libraries of the Izobilny Central Library.

Days of continuous recording of reader demand were held in the district's libraries: reader forms were studied, a survey of readers was conducted, and the reading range of various categories of readers was identified.

The Russian National Library has published information publications “Reading in Russian Libraries”, which uses data obtained during sociological research conducted in the libraries of the Izobilnensky district.

In 2002, the sociological center of the Central District Library took part in the second All-Russian competition of municipal libraries “Modern trends in serving readers” with materials on the study of readers and reading in the Izobilnenskaya Central Library and was awarded a special prize.

The most important sociodemographic factor influencing the demand for libraries today is, of course, the education sector. We are seeing an increase in the share of students among library visitors, and the percentage of requests related directly or indirectly to education, to the regional component, and to programs of secondary and higher educational institutions is growing even faster. Today these requests account for more than 50%. Information services are used by 38% of education workers. Marketing research “Information support for the educational process” conducted by the Central District Library allows you to monitor the situation in schools and libraries, including adjusting the work of the library in terms of scientific and methodological support for the teaching process. Research helps to find out how ready teachers are to work with new programs, use new technologies in teaching, and collaborate with partners.

The Central District Hospital pays special attention to informing socially vulnerable groups of the population. The main goal of this work is to create an information system for people with disabilities, including information support centers. The priority tasks of the sociological service in this direction are: studying the information needs of this category of readers, analyzing the state of library collections, organizing its replenishment and expanding the range of periodicals, providing disabled people and the elderly with copies of legislative documents relating to social protection and pensions.

The Izobilnenskaya Central Library has developed the “Concept of Continuous Environmental Education and Upbringing,” which defines the main directions of work aimed at creating a system of information support for environmental education and mass dissemination of environmental knowledge. The Ryzdvyanensky village library became the base platform for work in this direction. The sociological center of the Central District Hospital has developed questionnaires and prepared materials for conducting surveys and interviews on this topic. More than 20 specialists from 11 teams and more than 60 students were interviewed. The results obtained made it possible to identify the information needs of respondents and analyze their attitude to the environmental problem. And librarians were able to determine the most effective forms of working with different categories of readers.

The Central District Hospital pays much attention to issues of youth adaptation in society, their interests and leisure activities. Marketing research conducted by the sociological service helps to identify the degree of socialization of our youth and outline the role of the library in this process. Employees of the Moscow, Novotroitsk and Solnechnodolsk libraries place a special emphasis on working with young people. The connection with Novotroitsk Vocational School No. 36 and Moscow Vocational School No. 43 became close.

The concern of library institutions in the region about the increasing negative phenomena among young people contributes to the cooperation of interested organizations in the prevention of alcoholism and drug addiction. By joining forces, the education department, the central library and the Izobilny deanery developed a comprehensive program “Spirituality. Moral. Culture". Its implementation was preceded by research work. The Sociological Center conducted surveys “Drugs and Youth” (teenagers and their parents were surveyed) and “Morals and Spirituality: What do these concepts mean to you?”

One of the most attractive topics that the sociological service works on is reading and leisure in the family. Problems such as a young family, raising children, family relationships, and conflict situations in the family are closely intertwined here.

The conducted sociological research on local self-government issues gives us the opportunity to study the public opinion of the population on the most important aspects of the life of municipalities, determine the reading range of specialists, the level of awareness and political culture of respondents, identify the most pressing topics of information, and find more effective forms of servicing them.

While studying the interests of readers, we came across a group of extraordinary people who are interested in theater, painting, classics and poetry. At their request, a literary theater was formed on the basis of the literary and musical club “Sobesednik”, which delighted our readers with theatrical performances based on the works of I. Bunin, M. Tsvetaeva, M. Zoshchenko, I. Ilf and E. Petrov, A. Pushkin, A. Akhmatova, A. Chekhov.

The Izobilny district literary association “Svetyolka”, operating on the basis of the Central District Hospital, unites writers of the region - venerable authors and those just starting to try their hand at writing. Specialists from the sociological center conducted a series of interviews and surveys in schools in the district in order to identify talented youth, thanks to which the literary association “Svetelka” was replenished with new members.

The library is currently becoming a center of attraction for people who are looking for the truth, their meaning in life. For this category of readers, the Central District Hospital operates a Sunday school for children and adults, among whom sociological surveys are also constantly conducted, touching on such vital issues as morality, spirituality, attitudes towards Orthodoxy, the holy places of the Fatherland and others.

The data obtained in the course of many studies conducted by the sociological center of the Central District Hospital of the Izobilnensky district are used not only in library practice. We try to bring them to the general public through the media. The data from the conducted research is also used by specialists of the Central District Hospital when preparing works for participation in all-Russian and regional competitions.

The acquired experience in conducting sociological research was reflected in the organization of problem-solving seminars and round tables, in improving the quality of library services to readers and raising the professional level of library workers.

The sociological service of the Izobilnenskaya Central Library Service sees the prospect of its activities in creating favorable conditions for promptly providing users with information, modernizing librarianship in the region, introducing new information and management technologies, and forecasting priority areas of library services for the population of the region.

,

methodologist of MUK "Trunovskaya Intersettlement

central district library"

Questioning and its role in attracting readers

to the Trunovsky district libraries

There are many communication means and techniques for getting closer to the reader, finding out his interests - individual conversations, interactive forms of work, observing readers visiting the library, and much more. Our library experience in studying readers suggests that the most effective and efficient forms of study are questionnaires, testing, surveys, collection and analysis of reader feedback, i.e., techniques used in sociological research.

The librarians of the municipal institution “Trunovo Inter-Settlement Central Library” have been systematically studying readers, especially intensifying this work in the last five to six years. The reasons for this are the following: firstly, knowing our reader, we can serve him better, have a clearer idea of ​​what a modern person needs from a library; promptly take into account the requirements, requests and wishes of all categories of readers; identify trends in the development of information needs and thereby anticipate their implementation; influence the acquisition of the fund. Secondly, taking into account the research results, we plan the further work of libraries. Thirdly, questionnaires, tests and surveys, if carried out correctly, are usually liked by readers. This helps to establish closer contact and the opportunity to invite the reader to a frank conversation, despite the fact that the librarian observes the condition of anonymity. Fourthly, with our mini-studies, we try to awaken readers’ interest in some topical and important issues, and unobtrusively draw their attention to something that you don’t always ask or talk about.

Conducted for children readers game-questionnaire “Who owns these feelings?” The address to the reader says: “In fantasy works and fairy tales there are plots when people lose their feelings for one reason or another. Some people sell them, as in D. Crews’ story “Tim Tyler or Sold Laughter,” while other people lose these feelings and this loss turns into a real tragedy for the person. Remember how this happened to Kai in the fairy tale “The Snow Queen”? Let's imagine the incredible: our friends from various literary works have lost their feelings.

Lost feelings are listed for you. Tell me who to return them to. Just don’t make a mistake, otherwise a person will cease to be himself.”

IN survey “I love these books!” P 77 respondents aged from 9 to 15 years took part. Among them are 72% women and 28% men. Readers were asked to name their favorite writers, favorite books, and favorite genres, and also answer the question: “How do you know about books that are worth reading? Whose advice do you usually follow?

A survey was conducted in February 2008 “What does reading mean to me?” The objects of the study were students of the 11th social and humanitarian class (6 girls and 14 boys).

The purpose of the survey: to study the reading preferences of young people, their attitude towards books and what they read.

During the analysis of questionnaires, librarians were faced with the fact that young people do not know how to share their impressions of what they read, they do not have ideals in literature, and many do not have favorite works. Based on the results of the survey, librarians outlined a work plan, which includes:

· recommending literature to young people necessary for study and recreation, through organizing round tables, reading conferences, presenting book exhibitions, conducting reviews of books of cultural value, for the socialization of the young person’s personality;

· supplementing the collections of municipal libraries with classical literature, as well as books by modern authors - winners of prizes in the field of literature.

The research activities carried out by the libraries of the Trunovsky district make it possible to create a portrait of the modern reader, identify needs, understand his views, find out opinions on a variety of problems and issues, and determine his intellectual, psychological and moral levels. Thanks to this, we make timely adjustments to our work in this direction.

For those who conduct research work in the library

Butenko, conduct applied research: a manual for the librarian /; Ross. Institute of Cultural Studies. – M.: RIK, RGDB, 1994. – 96 p.

Vasiliev, research in libraries: practical work. allowance / , . - St. Petersburg: Profession, 2003. – 176 p. – (Library workshop).

Organization and conduct of sociological research in libraries / SGK UNB im. //System for advanced training of library workers in the region for 2009. – Stavropol, 2008. – P.33-42.

Sociologist's workbook /general. ed. G. Osipov. – 4th ed., erased. – M.: KomKniga, 2006. – 476 p.

Samokhina, in the library, or the librarian as a sociologist: practical work. a guide for those who want and love to explore. – M.: Ros. state young man b-ka, 2008. – 194 p.

Yadov, sociological research: description, explanation, understanding of social reality: textbook. allowance/. 3rd ed., revised – M.: Omega-L, 2007. – 567 p. – (University book).

On information and reference portal "library. ru» , in the “Libraries” section (Sociologist’s Page) you can find:

· information about research, as well as about past and future events (conferences, seminars, competitions, etc. - not only library ones) related to our topics;

· bibliography and texts – articles on the sociology of reading and librarianship, dissertations, reports on specific studies.

On website "socioline. ru"(sociology in a new way) publications on sociology presented in electronic form are posted.

Sociological research in the library industry of the region………………………………………………………………………………………… 4

, Organization of improving professional competence in the library industry of the region: sociological analysis……………………………………………………….. 10

Using sociological survey resources in the budget planning process………………………………………………………... 13

Sociological research as a method for studying the quality of services provided by libraries in the Georgievsky district………………… 16

Conducting sociological research in libraries of the Kursk municipal district…………………………………………………………... 19

Study of library services to the population of the city of Neftekumsk………………………………………………………………………………….. 22

Library research as the basis for organizing library services for the population of the Andropovsky district……………... 24

The importance of sociological research in the work of libraries of the Pyatigorsk Central Library …………………………………………………………………………………. 29

Questioning and its role in attracting readers to the library: from the experience of the MUC “MCBS” of the Blagodarnensky district……… 31

Sociological research in the practice of librarians………………………………………………………………………………….. 33

Experience of sociological research in libraries of the Neftekumsky district……………………………………………………………….. 35

Studying the readership in order to analyze the activities of the library………………………………………………………. 37

Sociological research in the libraries of the Grachevsky district…………………………………………………………………………………. 38

Promotion of reading and study of personnel are the leading areas of research activity in the libraries of the Stavropol Central Library…………………………………………………………………………………. 42

Sociological service of the central district library of the Izobilnensky municipal district: from work experience……. 46

Questioning and its role in attracting readers to the libraries of the Trunovsky district……………………………………………………………….. 49

Transcript

1 SELF-ASSESSMENT SHEET OF PROFESSIONAL ACTIVITY One of the main goals of a school librarian’s portfolio is the assessment and self-assessment of his professional activities. Assessment of the effectiveness and efficiency of his work can be based on competency-based skills, and above all, skills related to the use of new technologies of library processes. Level of skill proficiency I don’t have it or don’t have it fully I use it with low efficiency 3 5 I use it effectively 6 I use it extremely effectively, constantly improving Competency-based skills Design 0 Plan work Determine the goals, forms and methods of library services Predict the desired results of activities Analyze work Determine effectiveness service and prospects for its development Look for the reasons for failure in the shortcomings of your own activities Communication Establish optimal relationships with various user groups Find ways to solve library problems with the school administration Coordinate your activities with subject teachers and class teachers Pedagogical and public speaking Conduct public events

2 Organize a specific system of activities to create an information culture Technological Work with C 5 Work with office programs to create electronic documents (Word, Excel, Publisher, Power Point, etc.) Use Internet resources Use a scanner, copier TOTAL POINTS 0 One of The most important area of ​​activity of the school library is the formation of the information culture of students and teachers. It is assumed that the “former” himself is at his best in this matter. At what height can the test show. Of course, if you don’t lie to yourself. After all, as a result of testing, gaps clearly appear, and, therefore, you can decide in which areas you should work on yourself. The test assumes that the librarian, in his work (self-education), also uses libraries as a reader. Therefore, when answering questions 4, one should proceed from the position of the user, and not the library worker. For each question, three answer options are offered, from which you should choose the one that is most suitable for you. Write your answers as follows: a, c, 3b, etc. Using the key, enter the points for each answer and calculate the result. Question I think that in the library If I am sent to advanced training courses Answer options a b c you can always find something that I will go because management needs it, not everything you will find that I will go to acquire new knowledge you will never find something that I will refuse because they don't give anything

3 3 I believe that every specialist should read mostly books in his or her own field, journals in their field, books and journals in related fields 4 When I am in the library, I try to use the catalogue, I occasionally refer to catalogs, I do not refer to catalogues, 5 I try to consciously regulate the flows coming at me ( radio, TV, books, conversations), choosing only what I should direct to myself as much as possible, so as not to miss anything limit the quantity, using only the main thing 6 When I read a book on, I mainly pay attention to the main ideas logic and argumentation of the author quality presentation and style When I read a book that goes beyond the scope of my immediate activity, I do this out of a desire to expand my general erudition, interest in improvement and my professional knowledge, indications of its usefulness from a person I respect. For me, graphs, diagrams, drawings in books or articles are usually more useful than the text if they are accurate and useful if they are supported and explained by the text no more or less useful than other materials

4 I learn new ideas best when I can relate them to current and future activities; apply them to specific situations; find similarities with familiar ideas; 0 When I read a magazine article in my spare time, it is likely to be a report on a scientific study about a controversial issue about an interesting topic. person or event Exchange of experience with colleagues I participate in events, speak, communicate, try to learn something new I take part because it is necessary I do not participate because the benefit is insignificant Reading domestic literature I try to keep up with all the new products Periodically I find little useful work in reading modern literature 3 I look through abstract journals regularly, I know that there are such journals, I find it difficult to answer what they are 4 For home library books, I subscribe to 3 journals, some books on I subscribe to one journal, since the administration requires it 5 Computer technologies by electronic means of receiving I would like to use, if possible, I use traditional sources 6 Studying foreign experience I read translated publications in periodicals I translate small articles myself I read scientific works in the original

5 Methods of obtaining sources interlibrary loan services of a scientific library services of a library at the place of work I study works of a theoretical and pragmatic nature only theoretical studies practical recommendations After a conversation, discussion I can remember everything, without difficulty, only in general terms what interests me 0 Information obtained from books I use it at the level of concepts at the level of the main idea at the level of modeling the situation Key to assessment Answers 3a, 4a, 5a, 6c 6 a, b, 3c, 4a, 5a, 6b, b, b, b, 0b, a, a, a, a, a, 0c 5 3b, 4b, 5b, 6b 4 b, a, 3b, 4b, 5c, 6a, a, a, a, 0a, b, b, b, b, b, 0b 3c, 5c, 6a c, c, 3a, 4c, 5b, 6c, c, c, c, 0c, c, c, c, c, c, 0a If you scored from 5 to 4 points, you have a fairly high level of information culture. If the score is between 45 and 4, you have some work to do. Think about what you can do to improve your information culture. If the score is less than 45 you will have to work hard. My answer options: b, b, 3c, 4b, 5a, 6a, a, b, b, 0c, a, c, 3b, 4b, 5a, 6a, c, c, a, 0c. Sum of points:

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Self-assessment sheet of teacher's pedagogical activity (full name), educational institution, subject taught) (existing qualification category) (category for which you are applying) Dear

IN AND. Pavlova,

Director of the Pskov Regional

universal scientific library

Self-assessment as a method of staff development
and improving library activities

Adopting the ideology of continuous improvement involves rethinking the stereotypes that have developed over the years and implementing its reengineering (introducing new approaches). This requires a thorough analysis of existing methods for the effectiveness of achieving quality goals.

The Pskov Regional Universal Scientific Library (hereinafter - PUNLB) conducted such an analysis in the form of self-assessment of activities for participation in the competition for the Government Quality Award. This was our first experience of participating in such a prestigious competition, but we became diploma winners and received a full assessment of our activities from independent experts and identified areas for improving the library’s quality management system.

The system of advanced training for library specialists in the Pskov region is built on the basis of the regional target comprehensive program for additional professional training and continuing education “Modernization of libraries based on quality management” for 2009-2011. The program is aimed at introducing into the work such important principles of quality management as customer focus, a process and system approach in organizing library services and continuous improvement of services for the public; mastering the philosophy of quality and methods of self-assessment of activities.

As part of production meetings for middle managers of POUNL, production meetings are held at which issues of introducing quality management into library activities are discussed: customer satisfaction with the quality of service, interaction of departments to improve the quality of services, implementation of information technology, quality of databases and electronic catalogue, etc. . The agenda of the meetings includes issues of self-assessment of the activities of the library’s structural divisions.

Self-assessment of structural units is carried out according to the model and criteria of the quality award of the Government of the Russian Federation, which are acceptable for any organization, company, department, etc.

The model includes two groups of criteria:

• the first group of criteria characterizes how the organization (in our case, the department) achieves results in the field of quality, what is being done for this (“opportunities”);
• the second group of criteria characterizes what has been achieved (“results”).

The main role in library departments is played by its leaders (criterion “Leadership”). They define the core values ​​and principles of the department's activities as described in all other criteria. They also form a network of basic processes that cover the work of the department and influence its results (the “Processes” criterion). For each of the processes and for the department as a whole, quantitative indicators are determined, with the help of which the level of their implementation is analyzed (these indicators are used in the results criteria).

Based on certain values ​​and principles, department policies, strategies and plans are developed (criterion “Policy and Strategy”). The planning process includes reviewing activities and identifying ways to improve them (all capability criteria) and determining the level of department performance (result criteria).

The department's strategy and plans must be supported by all necessary resources, including personnel (criteria “Personnel” and “Partnership and Resources”). To do this, the requirements for the necessary resources are determined, their availability is ensured, and ways of best use are ensured.

Since department employees are not only one of the types of resources necessary to perform work, but also creative, proactive participants in the process, personnel management is highlighted as a separate criterion, which includes promoting the activity of employees, their involvement in improving activities within the framework of all criteria.

Successful planning of the department’s activities and provision of resources for it is the basis for the direct work described in the “Processes” criterion. Processes are managed through established indicators of their implementation. Such management includes maintaining processes at a stable level and improving them in order to achieve strategy and plans.

During the implementation of processes, indicators of their implementation are formed and monitored, which are the basis for outcome criteria. The achieved indicators are compared with the planned values.

Based on an analysis of the results achieved (including their comparison with the results of other libraries), department leaders review and improve the core principles and values, which leads to new improvements in activities and improved results. Thus, all criteria are linked into a holistic, closed management system for a department or organization as a whole.

During the self-assessment of the department, a group work process takes place, which involves: the department team directly participating in the self-assessment, the heads of all structural divisions who take part in the discussion and make recommendations, the entire library team, which is informed about the results of the meetings and subsequently participates in working groups organized to carry out improvement activities. And, of course, first of all, the library administration, which, based on the results of self-assessment and discussion at the production meeting, makes management decisions for corrective actions aimed at improvement, allocates resources, sets deadlines and those responsible for performing certain actions, schedules subsequent hearings and develops plans in quality for the entire library.

Internal information and communication processes provide a common understanding of the goals and objectives of the library.

Thus, we see the effectiveness of production meetings on self-assessment of the activities of structural divisions in the fact that they (production meetings) motivate many people, including those who do not participate in it, but receive appropriate instructions from its participants and have all the information about the activities libraries and gain new knowledge. This ensures full involvement of staff in the library management process.

Over the course of three years, all structural divisions of the library conducted a self-assessment of their activities. I will give two examples.

1. After a self-assessment of the activities of the acquisition department, certain changes were carried out aimed at improving the work of the library. A Library Acquisition Center has been created within the department to support the current acquisition of libraries in the region. The center formed consolidated orders from libraries to publishing houses and bookselling organizations, distributed and processed gifts from charitable organizations and foundations.

The Acquisition Center received further development after self-assessment of its activities:

• Organization of Collection Days for libraries in Pskov and the region,
• Conducting presentations of publishing houses in Moscow and St. Petersburg (such as Eksmo, Vlados, Grand-Fair, etc.), distributing promotional products to help the current acquisition of libraries,
• Organization of training events at Zonal Quality Schools, which also host presentations from publishing houses and place orders for literature for libraries.

2. The second example concerns the department of literature in foreign languages, which, after a self-assessment of its activities, was reorganized into the International Library Center.

The work of the department of literature in foreign languages ​​in the traditional form, even with the creation of the Center for educational and methodological materials from the German Cultural Center named after. Goethe in St. Petersburg did not contribute to the development of the library as a center of intercultural cooperation. The Center was faced with the task of establishing external relations and developing library partnerships.

Self-esteem contributed to:

• Further establishment of international relations with countries near and far abroad: France, Germany, Poland, USA, Finland, Austria;
• Strengthening relationships with the Consulates of border countries: Estonia, Latvia and Lithuania;
• Development of good neighborly relations with the Republic of Belarus, creation of the Center for Belarusian Books “Slavic World”;
• Organization of activities to bring together different cultures, citizens of the former Soviet republics living in the region, cycles of “Dialogue of Cultures” meetings.
• Promotion of literary, artistic, information and book resources through project activities in countries near and far abroad;
• Involving foreign library specialists to conduct training seminars on quality management;
• Introduction of electronic user services.

Self-assessment of library activities, in our opinion, is one of the main components of the work of central regional libraries of the constituent entities of the Russian Federation. It is a complex and multi-stage process, based on an equally important personal self-evaluation process . Psychologists, sociologists, and managers now talk quite a lot about the self-esteem of the work team, which reflects the level of self-esteem and confidence not only in one’s own value, but in the value of the activities of the organization in which one works.

However, we must remember that the basis for the success of the group, team, or organization in which a person works, as modern research shows, is personal self-esteem.

This is evidenced by our first experience of conducting certification of library specialists in 2008. To carry it out, the “Employee Self-Assessment” and “Manager’s Assessment” questionnaires were developed.

Each questionnaire includes an assessment of personal and business qualities in the following categories:

• independence;
• persistence;
• the ability to defend one’s point of view;
• ability to understand issues;
• ability to coordinate and interact;
• ability to control work;
• attitude to work;
• experience;
• suitability for the position.

An employee's performance is assessed based on his compliance with the qualification requirements of the position held, the job description, as well as on the basis of an assessment of the quality of the work he performs and its effectiveness.

Based on the results of the certification, the employee is given one of the following ratings:

• corresponds to the position held and official rank;
• corresponds to the position held, corresponds to the official rank; but the commission does not recommend transfer to another position;
• does not correspond to the position held and official rank.

The results of the certification are recorded in the certification card and in the minutes of the meeting of the certification commission. The employee gets acquainted with the certification card against receipt.

Based on the results of the work, it was concluded that self-assessment is important both for the employee himself and for the manager, since it makes it possible to identify reserves for increasing the employee’s level of productivity, to find out what needs to be done in the field of self-education and self-education.

Of course, the process of conducting self-assessment of both personal and structural units and organizations is a labor-intensive process and requires special training. To do this, we conduct seminars, trainings, practical classes, creative laboratories, group and individual consultations. Classes are held for various categories of employees on the following topics: “Self-esteem as a factor of personal and professional development”, “The art of conflict resolution”, “Leader and leadership”, “Team building technology”, etc.

Self-esteem is the road to self-improvement, to the quality of activity that we strive for. And this is one of the promising areas of activity of the central regional libraries of the constituent entities of the Russian Federation.

A dynamically changing market forces businesses to constantly change their goals. To achieve ambitious heights today, it is necessary to carry out new tasks, reorient business processes and review the functions of individual departments. The company's management understands that this requires highly qualified personnel. Assessing the qualifications and potential of company employees is the task of the HR department, so our HR team developed and, together with the heads of structural divisions, implemented certification procedure.

For every conscientious, purposeful professional, certification is a real way to once again test your knowledge and skills, demonstrate your abilities, convey your own opinion to management, and show your best side! For a competent leader interested in the development of his people, certification is an invaluable opportunity to look at subordinates (and colleagues) from a different point of view. Having assessed the potential of each employee, the manager receives “live” material for making important management decisions.

Yes, certification* is a test, and like any test, it makes a person a little worried. But the feeling of satisfaction that both the employees themselves and their managers experience after successfully completing all procedures has a powerful impact on their self-esteem and motivation. It would be a big mistake not to use this factor in personnel management.

One cannot, of course, ignore that the word “certification” itself is a negative irritant for many employees; excessive emotions and fear can sometimes cause sharp resistance to the accepted procedure. Each person has his own reasons for this. Sometimes it can be very difficult to convince people - but, nevertheless, it is possible! Of course, managers and HR need to start with themselves - changing their own attitude towards assessment procedures. The experience of conducting certification in our company proves this.

PTK LLC "Agromat" has a complex structure, which includes its own shopping centers, warehouse complexes, production divisions and office centers. A large number of employees and the remoteness of departments introduce their own characteristics into all management processes.

It is almost impossible to conduct a one-time certification of all employees of the company, so we carry it out in stages. Together with the heads of structural divisions, we drew up a schedule for conducting certification - in such a way that the dates of the events did not coincide. Therefore, we carry out certification all year round - it is an integral part of the personnel management process.

The HR department is responsible for preparing for certification in the company. Tasks of our HR staff:

development of regulatory documents and assessment forms;

training of heads of certified departments;

briefing of employees of certified departments;

analysis of completed individual assessment forms and characteristics;

conducting an assessment conversation and monitoring compliance with procedures;

preparation of certification report;

organizational support for the certification procedure.

In each structural unit where certification is carried out, an employee is appointed who is responsible for training and organizational issues. The person responsible can be the head of the unit, his deputy, administrator or office manager (the choice of a candidate depends on the structure and number of a particular unit). The employee responsible for conducting the certification:

compiles lists of employees subject to certification in a given reporting period;

agrees on the date of certification with each employee;

records all questions and problems that arise in the process of filling out certification forms and characteristics;

collects completed documents and also transmits all necessary information to the HR department;

communicates information related to certification to employees;

prepares the room for the meeting of the certification commission.

We have developed a uniform “Regulation on the certification of employees of the Agromat company” for all structural divisions. The certification procedure, form and requirements for certification are the same for all its employees. At the same time, for each position we developed an individual set of competencies, professional and personal characteristics (based on the main tasks of the department). Based on this set, evaluation forms for employees occupying various positions have been compiled.

Before the certification, employees of the HR department, together with the head of the unit, determine the main goals and objectives of the certification. To help them, we have developed a convenient form ( Annex 1). The manager sends the completed form to the HR department.

In all divisions of the company, the certification procedure consists of three stages:

Preparatory.

Attestation.

Final.

The most important (and longest) is the first - preparatory stage, which actually covers the entire period of time between the last and subsequent certification. During this period, each employee has the opportunity to prove himself: competently performing assigned professional tasks, taking initiatives, taking part in various projects, corporate events, etc. In preparation for certification, three documents are prepared for each employee of the company:

“Feedback-characteristics” appendix 2).

“Form for assessing the level of development of competencies”- filled in by the immediate supervisor ( Appendix 3).

“Employee Self-Assessment Questionnaire”- filled in by the employee himself ( Appendix 4).

All forms are designed in such a way that they are easy to fill out and that this process takes as little time as possible.

Immediately before the certification, the employee fills out a self-assessment questionnaire and reads the review - the characteristic given to him by his immediate supervisor. In addition, he receives a form for assessing the level of development of his competencies and analyzes (together with the manager) the results of his activities for the last period (six months, a year). The preparatory stage ends here.

Attestation stage. On the appointed day, members of the certification commission conduct a certification conversation with each employee of the department. Each department has its own certification commission. Representatives of those departments that interact most closely with the employees being certified are appointed as its members. As a rule, it includes:

HR department employees;

the immediate supervisor of the employee being certified;

leading specialists of the department;

managers/leading specialists of related departments.

Due to the fact that the certification commission includes a wide range of specialists and managers, the most objective and comprehensive assessment of each employee is ensured. Controversial issues that sometimes arise are resolved by voting by members of the certification commission - in accordance with the procedure approved in the Regulations.

During the meeting of the certification commission, each certified employee has the opportunity to give his own assessment of his activities, as well as the right to challenge the assessments and characteristics given to him by his immediate supervisor. It should be noted that there were cases when the certification commission took the employee’s side, while the immediate superior admitted his assessments were inaccurate or erroneous. (This happened in the case when the manager approached the certification formally.)

After completing the appraisal conversation, the employee is given a final grade; Recommendations are given regarding further professional and personal development.

In its conclusion, the certification commission evaluates the degree to which the employee meets the company's requirements for the position he holds at a given time. Our certification regulations provide for four assessments: Great, Fine, mediocre And Badly.

An employee who receives a “mediocre” rating has the opportunity to improve the situation. To do this, he (together with the manager) must draw up a plan for individual professional development; after implementing all the activities provided for in the plan, he gets the opportunity to re-pass certification (after three to six months, depending on the complexity of the tasks). Thus, open, understandable “rules of the game” are established. In case of complete disagreement with the assessment of the certification commission, the employee, in accordance with the approved procedure, has the right to file an appeal within a specified period of time to the general director of the company.

What does it mean to “successfully pass the certification”? Each employee understands the “success” of results in his own way, depending on what goals he sets for himself and how he feels about his work. One person agrees to consider success only the maximum score and, accordingly, an increase in category, position, status. Another is pleased with the approval of the manager, the third is pleased with confirmation of progress in his professional development. Today, the opportunity to keep your job and get a chance to prove yourself once again, you see, is also luck. As a rule, employees fairly objectively assess their work achievements and professional level and adequately compare themselves with others, so the results of certification for both the employee and the manager are rarely unexpected.

After the end of the meeting of the certification commission, the manager for personnel assessment and motivation begins processing and analyzing the collected information and draws up a report on the results of the certification. In the report, each certified employee is given a brief, succinct description, taking into account the assessment given by the manager and the results of the certification conversation. Thanks to this comprehensive characteristic, the head of the department receives additional material for making management decisions, as well as assisting the employee in drawing up a personal plan for professional development.

There is an “unwritten” rule regarding certification in our company: all company employees, even newcomers, take part in it. But for them, this procedure differs from the “standard” one: “youth” are immediately informed that the commission will not give them a grade. New employees prepare for certification together with the entire team - they fill out documents and come to a meeting of the certification committee. Their main task is to take part in the certification conversation, talk about their first successes and achievements in their new position, plans and wishes.

During certification, a newly hired employee learns a lot about the company, meets representatives of related departments, and receives recommendations for further professional development. Members of the commission, for their part, have the opportunity to assess how successfully a person has adapted to the position and “joined” the team, as well as to “measure” his potential.

For beginners, participation in certification is a learning event. Common emotional experiences help them quickly integrate into the team and become part of the team.

Today we can safely say: certification at the Agromat company is a celebration of professionalism! Each of our certifications breaks established stereotypes. We believe that this is the only way to perceive this procedure! The Human Resources Department tries to convince not only department heads of this, but also all our employees.

Annex 1 QUESTIONNAIRE for department heads Purpose of the survey: determine the goals and objectives of the upcoming certification. Before starting to organize the personnel certification procedure, it is necessary to set clear goals for this certification. Traditionally distinguished three main goals of certification: 1) making administrative decisions; 2) identifying the potential of employees; 3) assessment of the performance of the department’s employees. In one procedure it is recommended to combine no more than two goals , for example: capacity and performance assessment, or performance assessment and administrative decisions, etc. The choice of certification objectives depends on the needs of the organization in a given period of time. The absence of clearly defined goals or the choice of too many of them significantly reduces the effectiveness of certification, since it makes it difficult for employees to understand and accept the evaluation procedure. Exercise: The table shows the goals and objectives that can be achieved/solved using the certification procedure. Determine the goals/tasks for the next certification in your department - select the most significant at the moment (no more than two). Mark the most relevant goals and objectives for you (highlight them in color in the table) and send this document (electronically) to the HR department. Goals of certification Administrative decision making Identifying the potential (development) of employees Performance evaluation Certification tasks Salary change Receiving feedback from employees Evaluation of employee performance for a certain period Changing the reward system Identifying employee potential Assessment of their achievements and results over the past period Assessment of suitability for the position held Informing about what the company expects from employees Identifying training needs Assessing their ability to perform new tasks (to adjust the organization's plans) Identifying operational problems Employee career development Improving the current activities of the division/company Personal development of employees Obtaining information for planning human resource requirements Setting performance standards Department: __________________ Date of completion: _________________ Head of department (full name): ________________________

After graduation, I had the following work experience in companies (specify city)

Agromat LLC has been working in the PTK since “____”____________ 200__ in the position(s) (list all previously held positions in the company)

While working in the company (after the last certification), I completed training ( indicate which trainings and seminars you attended):

_______________________________________/________________year
_______________________________________/________________year

Has qualifications ( indicate category): ____________________

Has incentives ( indicate if any): _____________________
__________________________________________________________

During his time at the company he demonstrated:

Professional quality _________________________________
__________________________________________________________
__________________________________________________________

Business qualities __________________________________________
__________________________________________________________
__________________________________________________________

Personal qualities ________ _______________________________
__________________________________________________________
__________________________________________________________

Attitude to internal labor regulations/discipline in the workplace/compliance with accepted standards
__________________________________________________________
__________________________________________________________

Relationships in the team ________________________________
__________________________________________________________
__________________________________________________________

“____”____________ 200__ Signature of the manager ___________

Manager's position _____________________________________

I have read the review-characteristic: (signature) /(FULL NAME.)/

"____"____________ 200__year

Appendix 3 COMPETENCY ASSESSMENT FORM sales department manager (to be completed by the immediate supervisor) Instructions: Having carefully studied the list of professional and personal qualities and familiarized yourself with the rating scale, rate your employee according to the proposed characteristics. Try to be as objective as possible. FULL NAME. employee ___________________________ Position held _______________________ Rating scale: “5” - always demonstrates this quality, fully complies with the requirements of the company/division; “4” - often demonstrates this quality, strives to meet the requirements; “3” - rarely exhibits this quality; “2” - does not demonstrate this quality in any way. List of competencies Grade Managerial qualities Ability to make independent decisions Ability to manage business processes Commercial thinking Systems thinking Ability and desire to train subordinates Competencies important in customer service Customer focus Product knowledge Knowledge of sales techniques Partner/client development Efficiency in work Attitude to work Loyalty to the company Responsibility Initiative The desire for self-development Individual qualities Focus on results Communication skills Stress resistance Skill to work in team Signature of immediate supervisor _____________/ (FULL NAME.) "_____"____________ 200__ Employee signature _____________________

Appendix 4 QUESTIONNAIRE FOR EMPLOYEE SELF-ASSESSMENT (filled out individually by each certified employee) Analyze your job and the main tasks you perform daily in your position. Please fill out these sections yourself. My department _________________________________ My post ____________________________ FULL NAME. ___________________________________ I have been working for the company for ______ years/months; in the department _____years/months In my position I am responsible for: ___________________________ ___________________________ ___________________________ ___________________________ ___________________________ ___________________________ ___________________________ ___________________________ ___________________________ Divisions of the company with which I interact: __________________________________________________________ __________________________________________________________ To perform my job duties well, I must know and be able to: __________________________________________________________ __________________________________________________________ To do my job even better, I need (I lack): __________________________________________________________ __________________________________________________________ I evaluate my work: “excellent”/“good”/“mediocre”/“bad” ( Underline what you need) “_____”____________ 200__ My signature _________________

* Certification(from lat. attestatio- certificate) - review, description; determining the qualifications of the employee, the level of knowledge of students (or the quality of products, jobs, etc.).
In the Brockhaus and Efron Encyclopedic Dictionary, certification is defined as “a review of the ability and trustworthiness of an official. According to the “Code of Laws” (1857 edition), in the service record of each official, in a special column it was noted: “is he capable of continuing civil service and is worthy of promotion, and if not, then for what reasons”... A. this was important; By the way, disapproving A. during the continuation of her service deprived her of the right to a pension. A. are usually made the immediate superior of the official and are presented to the highest - in certain cases. The right of the governor to certify officials of the province under his jurisdiction follows from “his responsibility to the supreme government for the state of the province entrusted to him.”

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editorial staff of the magazine

The demand for libraries in modern conditions largely depends on their work, on the ability to quickly respond to needs, take into account changes in the social structure of the population and build their activities based on studying the interests and requests of library users, as well as predict problem situations, find ways to solve them in order to so that the activities of libraries are successful.

A sociological approach is necessary to understand the real place of the library in general and each library in particular in the constantly changing sociocultural environment.

The annual analysis of text reports of municipal libraries in the Pskov region clearly demonstrates that today almost all libraries are involved in active research activities. They not only take part in all-Russian and regional studies and monitoring, but also independently, based on their own needs, initiate various local studies.

Research work is carried out in several organizational directions:

· sociological/marketing research to ensure that the range of library services meets the expectations and needs of the population,

· sociological research in projects to promote books and reading.

In the implementation of the first direction, the compliance of library services with the expectations and needs of users was studied and the problems of determining the attitude of respondents towards the library, identifying the degree of satisfaction of reader needs, assessing the quality and cost of paid services were solved.

The main methods used were questionnaires, observation, surveys, and analysis of reader forms.

In libraries MAUK "Centralized Library System" of PskovMonitoring of user satisfaction with library services was carried out, as a result of which the range and quality level of library services were analyzed. A total of 131 questionnaires were distributed among respondents, containing 4 multiple-choice questions and social information about the respondent. The highest ratings from users among the libraries in the system were received by the Rodnik library named after. S.A. Zolottsev and the Local History Library named after. I.I. Vasileva, among children's libraries - Library - Children's Reading Center.

During the regional month "Efficiency and quality of library services" a survey of readers was conducted in the branch libraries of the city and virtual users . To assess the quality of the organization of library and information services, the SERVQUAL / LibQUAL method was used. A comparative system of user expectations and the real state of affairs (actual quality of service) made it possible to fairly accurately assess the situation and answer the questions: what is the opinion of library users about us, what should we strive for and where are our “weak points”, is it possible to achieve the required quality with the same efforts and what is the order of necessary changes?

In continuation of the monthly events, a survey was conducted - self-assessment of library staff “My contribution to the library’s activities.” A special place in the questionnaire was given to studying the demand for information posted on the Central Library website, the degree of its use and promotion by librarians of the system.

The action plan for the month of efficiency and quality also included: analysis of books of reviews and suggestions, guest books and portfolio libraries; monitoring of documentation of the head of the library (library department), organization of accounting and reporting in the libraries of the Central Library.

Development Department MKUK "Central City Hospital named after. M.I. Semevsky" A study was undertaken to determine the level of public awareness about the services of Velikiye Luki city libraries. The results of the study should help libraries identify the reasons for the decline in the number of regular users; evaluate the organization’s activities in informing about basic and additional services; determine the most convenient services and information dissemination channels for consumers; calculate the optimal frequency of updating information on the central library website and social media.

The survey, in which about 300 respondents took part, was conducted in industry departments of the library system, educational and other institutions of the city. Some of the study's findings gave librarians food for thought. For example, a significant proportion (12%) of respondents stated that they had been library readers several years ago; 16% did not know about events held in libraries, but most of them want to receive information about events, exhibitions, new arrivals and clubs operating in libraries. City residents named the library website and email newsletter as their preferred sources of information. Many people want to receive information from announcements in the library, on social networks, from publications in the media, or by phone.

Speaking about the quality of service in libraries, 60% of respondents rated the completeness of information provision as “excellent,” and 58% rated the efficiency of librarians. The rating “good” is given to such a criterion as “waiting time”.

The result of the study was the creation of a strategy for promoting library services, in which the greatest attention was paid to measures to improve marketing technologies for promoting services: a set of measures to modernize the website, the introduction of additional services using Internet resources, the creation of thematic virtual and photo exhibitions on the central library website.

Surveys and questionnaires on the quality and efficiency of service were conducted in all branch libraries of the city. In branch No. 2, for example, there was a questionnaire desk with a selection of questions on various topics: “For what purpose do you come to the library? “How do they serve you?”, “Your opinion and suggestions on the work of the library.” Cards of 5 colors were laid out on the table, each color determined its own question. The user put into the box a card of the color that corresponded to his answer.

Research, the purpose of which was to find out how satisfied library readers are with the quality, efficiency of service, organization and replenishment of collections, operating hours, etc., were also organized in the libraries of Velikoluksky, Dedovichi, Ostrovsky, Pechora, Pustoshkinsky, Sebezhsky and other districts.

The results of the survey were taken into account when drawing up a work plan and acquiring funds (MKUK “Central City Hospital named after M.I. Semevsky”); were voiced during classes at the school of continuing education (Velikoluksky, Porkhovsky districts).

In the Sebezh region (Boyarinovskaya rural library-club), readers were asked to evaluate the work of the library and make suggestions for its improvement. As a result, it was proposed to merge two museums - a school and a library, jointly hold subject weeks with the school, as well as a proposal to collect memories of prisoners of the Krasnovatik camp, which during the Great Patriotic War was located on the territory of the Boyarinovskaya volost.

Sociological research in projects to promote books and reading– the next direction of activity of municipal libraries in the system of research work. Reading is a complex process that requires certain efforts, skills, and habits, and the habit of reading creates the need for reading. The need to address the problems of studying reading among young people is dictated by a number of social and economic factors: the situation of young people, the situation with education, book publishing, and information literacy. Among local studies of municipal libraries, questionnaires and surveys on this issue occupy a significant place.

“What are young people reading today?” (Fishnevskaya rural library of Bezhanitsky district); “Youth and Books” (Palkinsky Central District Hospital, Vishlevsky Rural Library of the Novorzhevsky District); “The world of my hobbies” (Nasvinskaya rural library of Novosokolnichesky district); “I’m reading...” (Library “Rodnik” named after S.A. Zolottsev Central Library of Pskov) - these are just some of the titles of research conducted by rural and city libraries.

The conclusion that library specialists draw from the survey results is that reading fiction is directly related to the educational process. Such writers as A. Pushkin, M. Bulgakov, A. Platonov, M. Zamyatin, F. Dostoevsky, I. Turgenev, I. Bunin began to appear in school forms. Students and schoolchildren began to ask Z. Prilepin, V. Pelevin and the novels of the Strugatsky brothers more often. Traditionally, books in the “Stalker”, “Battle Magic”, and “Historical Fantasy” series are in demand among young people. There is interest in periodicals for young people: “Liza”, “Caravan”, “Coeval”, “Marusya”, “Behind the Wheel”, “Miracles and Adventures”, “Fisherman”. At the same time, to the question: “How do you prefer to spend your leisure time?” High school students prefer communicating with friends and the Internet, spending little time visiting libraries, theaters, museums, and exhibitions. The task of the library, therefore, is to attract young people to the library halls, develop interest in reading through the use of non-standard techniques and forms of reading promotion.

In addition to questionnaires and surveys in libraries, regularly reader forms are analyzed different user groups. For example, the Ivankovo ​​rural library of the Loknyansky district made an analysis of the reading of youth, employees and workers (“Reader of the 21st century. Who is he?”); Porkhovskaya district library - 11th grade students classes (“Reader and Library”), Pushkinogorsk Central District Hospital - reading forms and main indicators of work with youth for 2012 (“What the youth of Pushkinogorsk read”); Pytalovskaya Central District Hospital - students of PU-19 and working youth, Zarechenskaya rural library of the Novorzhevsky district - workers of the livestock complex.

The thematic range of research conducted by municipal libraries includes other areas of library activity: Local history, history of Russia and the native land, elections, healthy lifestyle, etc.

As part of events dedicated to the 85th anniversary Velikoluksky district, Central District Hospital named after. I.A. Vasilyeva conducted a survey on the topic “Knowledge of the history of the native land: necessary or optional?” for readers of the subscription .

Central City Hospital named after. M.I. Semevsky (Velikiye Luki) – a survey of students of the Agrotechnological College as part of the festive marathon “Russia in the heart and in destiny” in the Year of Russian History; survey“The book as a memory of the war”(branch No. 2. Velikiye Luki).

« Where does the Motherland begin, or what do I know about my area?” - that was the name of the study that was organized in libraries Kunyinsky district during preparations for the 85th anniversary of its formation. 48 people aged from 33 to 80 years took part in the survey. The questions included in the questionnaire concerned the history of the formation of the region, its symbols (coat of arms with a marten), territory, population, famous fellow countrymen, writers, etc. Some questions in the questionnaire caused difficulties, for example, the question about the heroes of the Soviet Union - natives of the Kunyinsky land or the question about honorary citizens of the region. “The work of libraries on this topic, especially information, is more aimed at the younger generation, young people, and less attention is paid to older people in this regard,” the authors of the study concluded.

Libraries in the region have always paid great attention to working with voters; during election campaigns, various questionnaires and polls were conducted in Krasnogorodsky, Novorzhevsky, Palkinsky, Pechora and other districts: “Do you know about the elections?” “Elections are…”, “The main topic is elections!” “We vote for the future of Russia.”

As part of the implementation of library programs aimed at preventing asocial phenomena, such as drug addiction, tobacco smoking and alcohol abuse, library staff in Velikoluksky, Gdovsky, Kunyinsky, Novorzhevsky, Novosokolnichesky districts, the cities. Pskova and Velikie Luki interviewed teenagers and high school students to find out whether they knew where they could get information about preventing bad habits, what methods of treating addictions currently exist, and what alternatives there are to addictions.

Sociological/marketing research can also be a tool for identifying promising areas for library development. To better understand in which direction we need to move next, Pechora The district library conducted an express survey among librarians based on the results of the work of the School of Continuing Education. When analyzing the questionnaires distributed at the last meeting, it turned out that library specialists are in greater demand for practical advice for work, accompanied by multimedia presentations; reviews of methodological literature; work of the Theological School; holding skill competitions.

Gdovsky librarians at the beginning of the school year at the school of continuing education were offered questionnaire “Colleagues’ experience - into work practice”, containing 4 questions, the answers to which helped to make additions and changes to the advanced training program for employees of the Gdov Regional Central Library for 2012 - 2014.