Monthly Archives: June 2012

ImageSearch from the University of Illinois Library (via Pixel)

Pixel, the digital visual resources blog for the University of Illinois library, announces enhanced functions for Easy Search:

EasySearch, from the University of Illinois Library,  is a component of Search Assistant, a resource discovery path for users which allows for searching across multiple electronic resources in a subject area. The Library recently added an image search function by which you can limit search results to images only.  The image search functionality searches and returns results for images from across 25 extensive online resources:  Google Images; Library of Congress Image Search; National Portrait Gallery; Flickr; Images; V&A Images; NASA Images; Earth Science World Image Bank; Fish & Wildlife Digital Library; Getty Images; David Rumsey Map Collection; SpringerLink Images; UIUC ContentDM Digital Collections; CARLI Digital Collections; Illinois Harvest; World Digital Library; Europeana; National Park Service; National Archives; Smithsonian Institution; Emilio Segre Visual Archives; AGSL Photo Archive; Animal Science Image Gallery; and VADS.  From the EasySearch screen, select “Advanced Search,” enter your search terms, and click the box to limit the search results to images, then click “Perform Search.”

For the full post with illustrations and examples, click here

edited to fix link to Pixels


adapted thoughts

I am sitting at another library on campus since they are short staffed and I am flexible and I’m fine with that. It makes it difficult to get some specific projects done, do I am indulging in reading blogs and I found something that I may appropriate for doing staff training and evaluations.Maybe not, but I wanted to get my thoughts down while they are fresh, otherwise they will evaporate.

From yet another post in the Harvard Business Review blog network by Eric Mosley is about crowdsourcing performance reviews which I thought was pretty interesting on its own. I pulled this list out of it to remind myself of things I want to consider when doing self-performance reviews.

  1. Capture achievements throughout the year. With social recognition, individual and team achievements and successes are captured at the moment they happen throughout the year. Employees better understand what performance is desired on an on-going basis while managers can see first-hand an employee’s true performance, behaviors and influence.
  2. Widen the input circle beyond a single point of failure. By leveraging feedback from across the organization, managers can expand the singular viewpoint of traditional performance reviews to include positive feedback from co-workers and peers alike. These ongoing reviews provide a more accurate collection for how individuals are performing within teams and across departments.
  3. Use inspiration, not obligation. Social recognition is the epitome of effective reviews: they’re truly inspired, not forced by antiquated performance review processes. When peers give reviews of each other via recognition, it’s due to the strong performance they witness. It’s a purer performance evaluation and not diluted by a check-box mindset.
  4. Expand accountability for reputations and careers. By incorporating feedback from peers across the company, you lessen errors for how an employee’s performance and career is judged and nurtured. For most companies, the performance review is an anchor for documentation. By rounding it out with recognition, you are creating a more complete assessment around employees’ reputation and work performance.
  5. Empower employees to create a performance mosaic. With relationships and workflows extending beyond immediate teams and divisions, management and HR can create a performance mosaic to appraise true company performance. This social graph of the true performance of individuals and teams develops as employees and peers recognize one another.



Nancy Pearl: Book Lust Rediscoveries

Kindle Nation Daily has (duh) daily information about deals on books from Amazon for the Kindle and today the deal was a book called A Gay and Melancholy Sound by Merle Miller. The reason this book was featured is that it is part of a new series from Amazon called Book Lust Rediscoveries, which features books that have gone out of print between 1960 and 2000 that have been personally selected by Nancy Pearl, award winning librarian and Action Figure.

In a quote from Publishers Weekly Pearl said,

“I’m thrilled that Book Lust Rediscoveries makes it possible to republish many of my all-time favorite novels, all of which have long been out of print,” said Pearl in a statement. “Helping these wonderful books find new readers is, for me, a joy and a delight.” Pearl, based in Seattle, said she was “blown away” by Amazon Publishing’s enthusiasm for the project. And buying the books will help libraries—Pearl has committed to donate a portion of the proceeds from sales of books in the series to the Nancy Pearl Endowment for Public Librarianship at the University of Washington’s Information School.

The Miller book sounds interesting, and for $1.99 I can’t go wrong. This is an excellent way to preselect books I’ve never heard of (not that I need any help finding books) and I am looking forward to reading more in this seriesl

About Nancy Pearl, from Amazon:

Nancy Pearl is a librarian and lifelong reader. She regularly comments on books on National Public Radio’s Morning Edition. Her books include 2003’s Book Lust: Recommended Reading for Every Mood, Moment and Reason, 2005’s More Book Lust: 1,000 New Reading Recommendations for Every Mood, Moment and Reason; Book Crush: For Kids and Teens: Recommended Reading for Every Mood, Moment, and Interest, published in 2007, and 2010’s Book Lust To Go: Recommended Reading for Travelers, Vagabonds, and Dreamers. Among her many awards and honors are the 2011 Librarian of the Year Award from Library Journal; the 2011 Lifetime Achievement Award from the Pacific Northwest Booksellers Association; the 2010 Margaret E. Monroe Award from the Reference and Users Services Association of the American Library Association; and the 2004 Women’s National Book Association Award, given to “a living American woman who …has done meritorious work in the world of books beyond the duties or responsibilities of her profession or occupation.”

crossposted in JoaK

Fair Use (via BlogHer)

@alexash of If Emily Posted on BlogHer has an excellent post on fair use and copyright.  You can read the whole thing here

FACT: As stated by the U.S. Copyright Office: “Under the fair use doctrine of the U.S. copyright statute, it is permissible to use limited portions of a work including quotes … Whether a particular use qualifies as fair use depends on all the circumstances.”


Ap for Leadership That Can Be Adapted for Training

Marcus Buckingham’s new post in the Harvard Business Review talks about developing a new app to Hilton Worldwide’s focused-service brands to create an algorithmic model of leadership development and an app that sustains personalized learning.

That sounds pretty buzzwordy, but anything that can assist in improving  staff training works for me. Buckingham does a good job of describing the rules, guidelines, parameters, etc. but this is what impressed me:

When devising the app, we relied on certain principles. We wanted every communication to be:

  • Short. Each technique is delivered as a staccato burst. Some commentators believe that society’s fascination with alerts, updates, and tweets is harmful, raising levels of distraction and shortening attention spans. We think the causal arrow points the other way: People like alerts, updates, and tweets precisely because the brain is built to pay more attention to short, frequent stimuli than to sustained input.
  • Personalized. Although the algorithm ensures that most of the techniques someone receives come from leaders whose strengths match his, occasionally the app delivers techniques from leaders with different sorts of strengths, both to add surprise and to avoid the echo-chamber effect.
  • Interactive. After receiving a technique, an employee can either “ditch” it or “bank” it. Those that are ditched disappear, and those that are banked are stored in an ever-growing idea vault of the leader’s own making, where they can be organized and “favorited” for later use.

It seems to me that these are rules for most initial and continuing training (with in depth training added in the appropriate amounts and at the appropriate time.)

Library orientation – day 2

This is soooo funny. Jeph knows his stuff

Library Orientation

Poor Marten, I feel his pain. I hate basic orientation because I want everyone to know everything already so I don’t have to worry about forgetting something. It makes me feel dumb to state the obvious, but I forget it’s not obvious to everyone.

Martin is one of the characters in Questionable Content by Jeph Jacques. He is a circulation staffer at Smiff College, an all women’s school in Provencetown, Massachusetts

crossposted to JoaK