Our talent development framework was agreed in May 2007 and a review of talent covering 45 senior members of staff took place in March 2008. We now understand better the aspirations of participating managers and have identified talent pools for a range of succession posts. A database to manage the programme was developed and launched, and a series of development workshops and short courses took place throughout the year.
Results from the Library-wide colleague opinion survey of 2006 were communicated across the organisation in early 2007 and directorates have this year prepared action plans to address key issues raised. These plans were endorsed by the Executive Team and the Library’s Board and have now been rolled out to staff.
We are working with colleagues throughout the Library to develop a corporate social responsibility (CSR) framework that will tap into the core values of the Library. We formed a working group and have held initial meetings with partners such as Leeds Council and Camden Council, with whom we are looking into joint activities for 2008’s Year of Reading.
We published our Gender Equality Scheme in May 2007 and our Race Equality Scheme is in the final stages of drafting following extensive consultation. We held equality training workshops for front-line staff and managers, and provided equality impact assessment training for senior decision makers. We achieved gold award banding in Disability Standard benchmarking and received diamond awards for access to services and listening to users.