LAIS. There are two ‘supplementary’ secondary data sources which provide some additional information relating to the LAIS sector, although it has already been mentioned (see section 2.1.2) that this data does not cover archivists or records managers in any way. Across the UK, data from the Chartered Institute of Library and Information Professionals (CILIP) membership database in 2006, indicates that more than three- quarters of the total membership were female (76%) but that only 37% of the most senior level of membership (‘Fellows of CILIP’) were female (table C22). In addition, according to data obtained from a limited survey conducted by the Employers Organisation for local government in England and Wales in 2005, covering library staff employed by 68 out of the 171 local authorities in England and Wales: • only 18% of library staff were male (table C25) • 35% worked full-time (table C26) • 60% were between 40–59 years of age, with the 50–54 years age-group category being the largest (table C27).
LAIS. According to CILIP membership data for the year 2006, in Wales, 69% of members were chartered (FCLIP or MCLIP) members, while 28% were associate members (table C30). The types of institution employing the highest proportions of chartered (FCLIP or MCLIP) compared with non-chartered members were public libraries (79%), public authorities (70%), schools (70%) and particularly school libraries (78%), universities (66%) and colleges of education (61%). The types of institution with the lowest proportion of chartered (FCLIP or MCLIP) members were industry and commerce (55%) and government departments (58%) (table C31). Skills shortages, gaps and priorities LLUK survey respondents within the LAIS constituency reported skills shortages predominantly amongst professionals and at NVQ level 4 when recruiting both managers and professionals. However, within this constituency there were also particular shortages at NVQ level 2 when recruiting manual staff (e.g. porters/warehouse staff, security staff, cleaning and estates staff). Employers surveyed by telephone identified particular shortages in relation to ICT skills. Similarly, LAIS employers particularly reported skills gaps amongst professionals and managers, with little variation across the four home countries of the UK. Within the LAIS constituency, stakeholders interviewed identified a mixture of priorities including: • professional/technical/practical skills – such as building databases, digitisation and digital content creation • wider employability skills – such as customer services, the ability to support people and help them learn, and management and supervisory skills blended with library management skills, advocacy and team working • transferable skills such as communications.
LAIS. Undertaking (i) Xxx xxxxxx agrees to grant call options (“Lai Call Options”) to New Co and CDH pursuant to which New Co and CDH shall be entitled to require Lai to sell all of Lai’s shareholdings in Kingsford (“Lai Call Option Stocks”) as at the date of the Call Option Notice for a nominal consideration. The Lai Call Option Stocks will be exercisable if it is reviewed from IFRS audited reports that the Group shall have failed to achieve 2005 ENI or 2006 ENI upon expiration of the financial year ended 31 December 2006 and that closing of transfer of Lai Call Option Stocks shall be completed within 15 Business Days after dispatch of the relevant Lai Call Option Notice by New Co and/or CDH
LAIS. There are two ‘supplementary’ secondary data sources, which provide some additional information relating to the LAIS sector, although it must be remembered that this data does not cover archivists in any way. Across the UK, data from the Chartered Institute of Library and Information Professionals (CILIP) membership database as of August 2006, suggested that more than three-quarters of members were female (76%), but that at the most senior level of membership, Fellows of CILIP, 63% were male, compared with 37% who were female. 3 Although the way in which the figures were calculated, based on FTE staff, underestimates the numbers of those working part-time. Moreover, according to a limited survey conducted by the Employers Organisation in 2005 covering library staff employed by 61 out of the 171 Local Authorities in England and Wales: • only 18% of staff surveyed were male • 35% worked full-time • 60% were between 40–59 years of age, whilst the 50–54 years age-group was the largest.
LAIS. The LAIS constituency is extending its traditional role in society as lending and information service provider, and is already utilising the benefits of ICT in general with high levels of ICT hardware use and training provided to staff, along with internet training. In a constituency now heavily dependent on ICT, LAIS staff require skills updating in order to keep pace with technological change and enable the management of digital information. Employers speak of a divide between the staff as ’digital immigrants’ and users as ’digital natives’. Specific ICT skill sets include: • basic ICT skills • advanced ICT user • digitisation • management of metadata • database building • developing e-libraries and collections • ICT systems development • web management and web content • support of general users of basic ICT • using ICT to develop learner needs based training There is also a predicted future demand for professionals with LAIS-specific technical skills.
LAIS. There are two ‘supplementary’ secondary data sources which provide some additional information relating to the LAIS sector, although it has already been mentioned (see section 2.1.2) that this data does not cover archivists or records managers in any way. Data from the Chartered Institute of Library and Information Professionals (CILIP) membership database in 2006, suggested that there were 1986 members in Scotland, of whom more than three-quarters were female but, at the most senior level of membership – Fellows of CILIP – 59% were male, compared with 41% female (table C22).
LAIS. According to CILIP membership data for the year 2006, in terms of the framework of different CILIP grades, in Scotland more than two thirds (71%) of members were chartered (FCLIP or MCLIP) members, whilst 26% were associate members The types of institution employing the highest proportions of chartered (FCLIP or MCLIP) compared with non-chartered members were public libraries (79%), public authorities (70%), schools (70%) and particularly school libraries (78%), universities (66%) and colleges of education (61%). The types of institution with the lowest proportion of chartered (FCLIP or MCLIP) members were industry and commerce (55%) and government departments (58%) (table C24). Skills shortages, gaps and priorities LLUK survey respondents within the LAIS constituency reported skills shortages predominantly amongst professionals and at S/NVQ level 4 when recruiting both managers and professionals. However, within this constituency there were also particular shortages at S/NVQ level 2 when recruiting manual staff (e.g. porters/warehouse staff, security staff, cleaning and estates staff). Employers surveyed by telephone identified particular shortages in relation to ICT skills. Similarly, LAIS employers particularly reported skills gaps amongst professionals and managers, with little variation across the four home countries of the UK. Within the LAIS constituency, stakeholders interviewed identified a mixture of priorities including: • professional/technical/practical skills – such as building databases, digitisation and digital content creation • wider employability skills – such as customer services, the ability to support people and help them learn, and management and supervisory skills blended with library management skills, advocacy and team working • transferable skills such as communications. In Scotland stakeholders noted the need for professional archivists to keep abreast of changes and developments related to ICT and also suggested that manual staff could be provided with additional training to become archives assistants, thus freeing up professional archivists to concentrate on the more technical aspects of the job.
