Organizational Culture & Health
Evanston Public Library commits to cultivating an internal environment that places equity at the forefront for both employees and the communities we serve. This involves fostering a culture of trust and accountability, reinforcing our role as a responsible steward of taxpayer funds, and upholding our standing as a trusted institution within the community.
Organizational Culture and Health includes focus on diversity, equity, inclusion, data management and program evaluation, budgeting and financial management, strategic planning and organizational management, information technology, human resources and recruitment, learning and professional development, environmental sustainability, and resource development and partnerships.
Strategic Objectives
- Foster a culture of diversity, equity, and inclusion within the library, promoting trust, accountability, and mutual respect among employees and the community.
- Strengthen transparency and accountability in budgeting and financial management practices, ensuring responsible use of taxpayer funds and alignment with equity principles.
- Implement robust data management and program evaluation processes to collect and analyze data on equity-related outcomes, guiding strategic planning and organizational management efforts.
- Develop a plan to nurture employees throughout their entire lifecycle within the organization by building their capacity to deliver on the library's mission effectively and providing opportunities for career exploration and advancement.
- Invest in learning and professional development opportunities for employees to enhance their understanding of equity issues, build capacity for implementing equitable practices across all library functions.
- Embed trauma-informed care and self-care practices as integral components of Evanston Public Library's organizational culture. This will enhance staff well-being, resilience, and professional growth while aligning with the library's commitment to equity, inclusion, and community service.
- Align financial and operational resources with strategic priorities to ensure the organization's long-term sustainability while supporting climate initiatives and promoting equitable resource distribution.
2024 Actions
- Recruit and onboard a finance manager to ensure equitable distribution of resources in alignment with the equity action and strategic plans while providing ongoing training and support to promote financial equity within the organization.
- Recruit and onboard a safety manager to provide mentorship and training for safety monitors and ensure a safe environment for staff and patrons, promoting equity in safety practices and procedures.
- Onboard a social worker, supported by community partners, to provide vital services directly within library facilities, addressing diverse patron needs and promoting equity by connecting them with necessary resources and support networks.
- Conduct a comprehensive review of the current organizational structure to identify opportunities for improvement. Redesign the organizational chart, streamlining processes, clarifying roles and responsibilities, and enhancing efficiency and effectiveness.
- Conduct comprehensive assessments of current technology systems and infrastructure to identify any disparities or barriers to access for patrons and staff.
- Review and revise job descriptions to ensure equity for all applicants.
- Expand recruitment channels to reach a diverse pool of candidates, including targeted outreach to underrepresented communities.
- Conduct a comprehensive needs assessment among staff to identify current awareness and understanding of trauma-informed care and self-care practices. Use the findings to design tailored training programs and resources.
- Begin providing comprehensive professional training sessions for all library staff to enhance their understanding of diversity, equity, and inclusion principles, fostering a culture of mutual respect and understanding.
2025 Actions
- Develop and implement a comprehensive onboarding and offboarding program to support staff members throughout their tenure with the organization.
- Ensure new hires receive thorough orientation and training to integrate effectively into their roles and the organizational culture.
- Establish a plan for departing staff to receive support and resources to transition smoothly out of their positions, including exit interviews to gather feedback and insights for continual improvement.
- Implement a facilities training program to hire, mentor, and train the facilities team, ensuring the effective maintenance and operation of library facilities while promoting equity in facility management succession practices.
- Collaborate with the union to create growth opportunities for staff members seeking experience for their next promotion, providing mentorship, training, and advancement pathways to promote equity in career development opportunities.
- Develop and implement a comprehensive succession planning program to hire, train, and mentor staff members, ensuring readiness for future leadership roles and promoting equity in advancement opportunities.
- Establish a sustainability plan in alignment with the City of Evanston's Climate Action and Resilience Plan.
- Develop and implement robust data management systems to collect and analyze demographic and outcome data related to equity initiatives, informing strategic planning and organizational management efforts.
- Implement professional trauma-informed care training sessions for all staff members, focusing on increasing awareness of trauma, its impacts, and strategies for providing empathetic support to patrons. Simultaneously, launch a self-care resource hub, providing access to counseling services, mindfulness exercises, and stress reduction techniques.
- Continue providing comprehensive professional training sessions for all library staff to enhance their understanding of diversity, equity, and inclusion principles, fostering a culture of mutual respect and understanding.
2026 Actions
- Establish comprehensive professional training sessions for all library staff to enhance continuing understanding of diversity, equity, and inclusion principles, fostering a culture of mutual respect and understanding.
- Implement transparent budgeting processes that prioritize equity considerations, ensuring that financial resources are allocated in alignment with the library's commitment to equitable access and service delivery.
- Organize regular community and staff engagement forums or town hall meetings to solicit feedback from stakeholders on library services and programs, incorporating community input into decision-making processes.
- Establish a feedback mechanism to evaluate the effectiveness of the trauma-informed care training and self-care resources. Utilize staff surveys and focus groups to gather insights on the program's impact on staff well-being, resilience, and professional growth. Based on feedback, make necessary adjustments and improvements to sustain and enhance the program's effectiveness.
- Celebrate success and begin work on the 2027 plan while remaining committed to continuous improvement and innovation in service delivery.
Staff Days offer fun opportunities for employees to engage with and learn from each other across departments and are opportunities for additional training.
