-- left my job at a academic setting because i needed a different pay rate to actually get out from under my loans :( the spirit is there, the life practicalities are not

We need people with management experience but can't seem to hire them

We have gone from line-item, stable funding to a toxic grant-centric model that has no stability or sustainability.

We don't actually value librarians -- we're obsessed with getting a different subject expert / PhD

vocational awe/ not always healthy boundaries

Uptraining can become "outtraining"

Travel costs have always been dicey; post-pandemic there is often an assumption that online training is available for everything

Too many professional organizations trying/competing to do the same exact thing.

Time! everyone is so busy it is hard to make time for education and improved practice

This is trying to address too many things -- early career, recruitment to career, continuing education over all areas of librarianship over a 40 year career

The panelists assume accessibilty of an i-school

The hierarchy where we report doesn't value putting funding into our continuing ed

Student loan debt

Staff report wanting certain training (DEIA for example) then don't sign up if voluntary or complain if mandatory

Staff aren't given opportunity to grow -- usually restricted by time demands of running a buildng

Some important library skills are found outside of LIS programs. My job is improving search results in our OPAC/Discovery layer, but that's the domain of Human-computer interaction degree fields, and there isn't an educational overlap. To excel practically, I need another degree in HCI.

Some existing programs have limited space, so only those currently working on data science can get in - no way in for newbies!

So many responsibilities = little time for professional development

Skill development not in sync with library jobs, e.g., data skills never get used in a traditional library setting, so people with data skills will leave

Seeing anointed 'superstars' who are usually men, and who make one contribution and coast on it for years, getting funding, keynotes, and opportunities.

Rigid job descriptions in highly unionized environment are hard to change.

Professional positions requiring MLIS (And they insist on that requirement)

Professional Development Fatigue -- everyone has a folder bursting with to be watched professional development

People with data skills largely come from outside of iSchools, so why hire from iSchool to begin with?

people expect a library wide strategy to address emerging issues (like AI), but sometimes we need to embark on smaller efforts and time for exploration

People are demanded to mentor junior librarians with no ongoing support for themselves. (The ARL Kaleidescope program does this)

Paying people with tech backgrounds far more than librarians to do the same job

Our workshops are all online, and take about 2 hours to complete. We'll start by addressing the problems you see, from your perspective, and provide a voice for those experiencing the same problems in LIS.

Online programs don't work for everyone - not everyone learns well in this modality

Not enough virtual options for conferences. There should always be an affordable option to attend ALA virtually. Have we learned nothing about accessibility from the pandemic??

Not enough specialized skills education

Not enough on anti-racism

Not all librarians are willing to take on new tasks or menotr new students

Need for academic reward structures to reflect value of new approaches

Much of this is dumping new work on employees with no ongoing support. There is a huge inequity in who gets support

Most mentoring programs exclude mid or later career people

Mentorships are not always supported, or formal

lots of library people are deeply entrenched in process and often wed to processes

LIS services often lag behind researcher needs, and LIS program offerings lag behind identified needs of practitioners and LIS institutions

LIS educators need time and opportunity to update own skillsets and classes

Library leaders not providing enough professional development funding

Library administrators focus on hiring rather than growing people

Libraries hire Ph.Ds in science to head RDM programs and they are almost uniformly bad at it because they don't have the knowledge and do a lot of harm.

Librarians resistance to changes and self-denial.

Less opportunity for mid-career and individuals at expert level in their field (but still needing more!)

Lack of understanding by data science faculty and students as to what GLAMs professionals do and how we overlap. This can show through lack of respect and resources and poor communication of data-focused curriculum that is available to students.

Lack of understanding 'out there' about what librarians learn/know/can do - I point to the first chapter of Feinberg's book, Everyday Adventures with unruly data For better ariculation

Lack of support and pedagogical training for librarians (adjucts) who teach in LIS programs, (even very practical how to develop a syllabus, how best to develop and layout content in CMS.

lack of admin support

keeping upt with the current practices and information while working a full time job

IT Divisions who think they know how libraries work

Inhospitable workplace environments

In the federal context, very out of date job series qualifications

How are you anticipating partnering with existing professional organizations? That seems entirely missing here

hiring practices are still directed by stake holders who do not have experience with updated education/may not value diverse experience

Funding may limit who and how many people can get new training they want.

Experience gained in libraries are not valued equally to accredited degree

Expectation that people will provide CE for free -- it costs their time and effort

Expectation that L&IS folks should provide content for free.

Even when one seeks training in skills like data science, there aren't on the job opportunities to keep these skills sharp. Or the training doesn't match the skills needed day to day. (Example - I've taken more intro R and Python classes than I can count but my skills are plateaued because I forget what I've learned because I'm busy doing other things)

Does ALA really help develop librarians?

Digital Equity Issues

cost of school and demonstrating RIO for huge numbers of loans

Cost of professional development is high even with professional membership.

Cost and lack of funding

consistent continuing education

Communicating value to funders

Classes on new topics are often overly broad so as to provide no hands-on experience, or so specific that they focus on one or a few tools that often end up not being useful

change happens very slowly in libraries and frustrates people who wan to learn and do new things

Can we do something about adjuncts in programs? There's opporunity there to have excellent professionals teach, but instead half the time it's a really stressed out individual who can't make a living teaching juts a couple classes -- we need to somehow fix the adjntification problem so the opportunity is there but the sloppy teaching is not

Can only be reimbursed for degree/certificate-granting programs

Can be challenging to dive into content areas outside scope of current job

Burnout/Lack of Capacity

burnout, lack of time, funding

Barriers to establishing organizational identity

Attending conferences is unaffordable for most.

as someone who has taught professional development courses for 15 years - there is a difference in student engagement online. Typically, I experienced significantly better connection with students in person (over 1-2 days) than I do with online students (over 6 weeks)

ALA is a big player, historically, in this arena, and their offerings seem to be in the same topics as they have been for the nearly 30 years of my career. Where can individuals go for more forward looking content?

Agree that this is trying to provide a universal solution to too many problems.

Assistantships that give you access to education AND experience in the field

Development of a new Libraries student hiring process in conjunction with the iSchool to secure job placements for incoming students before the semester begins.

Building a network of professional colleagues

Ischool is a great tool for folks working full time to gain the MLIS as a tool

Workshops and intensives offered in person attached to the usual conferences (ie, FEDORA for beginners available as a day before ACRL)

Increasing access to prof dev formats (online, in-perosn, etc.)

Multiple platforms & ease of use means more voices can share

It is great to see when there are new classes that are timely and applicable to the real world

Reviewing policies to purposefully reach out to increase diversity.

LibraryJuice Academy is great

LEADING fellowship experience - publishing and presentation opportunities

Librarianship has provided me with a set of ETHICAL tools that is hugely helpful in the software/tech side where folks really are just moving fast and breaking things (not always good)

Colleagues and professional acquaintances are usually very open to mentorship and collaboration