Certified for Success
Reprinted with permission from the Association Forum of Chicagoland’s June/July 2010 issue of FORUM.
A good way to attain increased revenue is with a certification program that taps into members’ desire to gain a professional edge in the job market. The American Library Association actually has two: While one program offers certification for public library managers, the other offers it for public and academic library support staff. Because experience, education and expectations differed, two approaches are used for certification.
THE CPLA PROGRAM
With the Certified Public Library Administrator (CPLA®) Program, each candidate must complete short courses covering seven of nine competencies, including core topics like budgeting, personnel and building management, and electives like marketing and networking. Each includes an evaluation component, a pre- and post-test, and a project, paper or other assignment that provides tangible evidence to demonstrate competency.
• Timeline: The process began in the mid-1990s, when members and staff developed competencies for public library managers that were approved by divisional and ALA boards between 1996 and 1998. In 2001, ALA established the American Library Association-Allied Professional Association, an independent companion association charged with executing library industry certifications.
In 2002, committees were tasked with outlining CPLA® program operations, and in 2004 ALA-APA hired its first director. Between 2004 and 2006, the examination model was tabled and replaced by the approved provider model. Finally, in 2006, the first CPLA® course providers were approved and 16 inaugural candidates were accepted into the program.
• Changes: In order to remain relevant, certification programs must be frequently updated and tweaked. The CPLA® is no exception. The most significant change ALA is considering is altering the final review process, during which candidates submit a form and projects from two courses that are then reviewed by the Certification Review Committee. The final review serves several purposes: 1) The projects confirm that candidates can apply what they’ve learned; 2) On the form, candidates provide feedback about the program and rate it; 3) Both the projects and the form allow the review committee to verify that providers are teaching what they’re supposed to be teaching.
• Results: To date, CPLA® has 135 candidates and 18 graduates. The ALA averaged 38 applications before this fiscal year and may have 30 this year. Quantitatively, CPLA® is not yet reaching its audience or goals. Qualitatively, however, it is having a great impact. Candidates and graduates gain valuable learning experiences used to elevate their work and advance their career.
THE LSSC PROGRAM
The Library Support Staff Certification (LSCC) Program targets a portion of more than 160,000 public and academic library support staff. “Support staff,” in this case, are defined as staff in positions that do not require a master’s degree in library science. In many cases, how these individuals are trained varies greatly. Consequently, the ALA created a certification program with 10 competency sets, from which candidates choose six. The LSSC allows support staff to demonstrate competency by taking courses or developing portfolios, the latter because support staff were adamant about wanting to be able to receive credit for what they already knew.
• Timeline: LSCC dates back to 1991, when the profession first noted the lack of a standard educational credential for library support staff. In 2005, ALA surveyed its membership and in 2006 it formed a task force charged with developing the credential’s 10 competency
sets. In 2007, the Institute of Museum and Library Services awarded ALA a grant for the purpose of developing LSCC. In 2009, the program was approved one year ahead of schedule by division and ALA boards. In January 2010, ALA-APA accepted its first LSCC candidate applications and made its first five courses available.
• Changes: Because LSCC is new, most changes are taking place internally, where ALA-APA staff is working with the online portfolio provider, further defining policies and planning for the future.
• Results: While the first budget proposed a conservative estimate of 100 candidates in the first year, 75 already were registered by the end of the first quarter. Current projections call for 300 candidates by August.
THE BOTTOM LINE
For both CPLA® and LSCC, the ultimate measure of success will be when ALA-APA is self-sustaining. Many certification programs take at least five years to break even. To operate two programs that have generated excitement and participation within a profession that is largely unconvinced of the value of certification is noteworthy. ALA is therefore committed to continuing both programs. Still, ALA must carefully weigh the benefits and costs of every service. So far, the balance suggests a wait-and-see attitude with regards to the CPLA® and LSSC — two programs that ALA hopes can reach, and perhaps transform, the profession.
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