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A Review of: Singh, K., & Bossaller, J. S. (2022). It’s just not the same: Virtual teamwork in public libraries. Journal of Library Administration, 62(4), 512–534. https://doi.org/10.1080/01930826.2022.2057130\ Objective – To learn about public libraries’ transition to virtual teams before and during the COVID-19 pandemic, and to uncover the benefits, as well as challenges, of using technology and tools for virtual teamwork. Design – Qualitative, online, semi-structured interviews with thematic analysis of data. Setting – Public libraries in the midwestern United States. Subjects – Eight leaders of public libraries or library systems and a state library. Methods – The authors conducted a snowball sampling technique to recruit participants in the midwestern United States. Through 30-60 minute Zoom sessions, the authors conducted interviews with the study participants. Each session was led by one interviewer and a note-taker and all interviews, with one exception, were recorded. Interviewers relied on an interview protocol, shared in the appendices of the paper, that addressed demographic questions as well as questions related to the study objectives. The authors comment that they reached data saturation after conducting interviews with eight subjects and decided to stop recruitment. Using the notes from the interview and Zoom session transcripts, the authors individually analyzed the data and then collectively discussed the themes as well as similarities and differences of participant responses. Main Results – Study respondents were mid- to late-career professionals in medium to large organizations. All respondents were white and a majority were women (n = 6) with only two men. A majority (n = 7) had a Master’s degree in Library and Information Science, and one had a PhD in a related field. Thematic analysis of the eight interviews uncovered several broader themes, including changes to staffing structures during the pandemic, the adoption of new technologies, the impact and experiences of using new technologies, the implementation of remote work, and the changes in services during the pandemic. Prior to the pandemic, library staff were involved in a variety of teams at various levels, including within the library, among consortia, and even throughout community organizations. These teams continued to meet during the pandemic using various technologies. The COVID-19 pandemic created the need to create new teams quickly to address safety protocols and the continuation of library services. Many libraries closed their physical locations during the pandemic with many in-person services offered digitally or re-envisioned to comply with current safety protocols. Technology adoption varied depending on the size of the library and the ease of use and familiarity with certain tools. Many teams adopted video conferencing tools to continue to meet as a group, platforms to share documents, and messaging apps to enhance group communication. Some libraries applied for grant funding to expand their technology access or digital services. Though there was widespread adoption of technology, libraries prioritized communication among their teams, which resulted in less emphasis on technology security and privacy. Benefits of the adoption of new technologies were enhanced participation and accessibility at team meetings and virtual programming, expansion in skill development and training for staff, and the ability to continue working while adhering to COVID-19 safety protocols. Teams were able to meet virtually across multiple locations, and the online format of meetings allowed for more equitable participation among attendees. Travel costs and travel time were eliminated, and the online meeting chat feature ensured that typically quieter participants could engage with the conversation. Additionally, libraries were able to host larger library programs online by eliminating travel cost and time. The COVID-19 pandemic created the need for rapid team formation in order to address safety protocols, ensure continuity of library services, and support the use of digital services. Challenges included a steep learning curve for some staff using new technologies, a lack of access to adequate devices or broadband for library workers living in rural areas, the development of virtual meeting fatigue leading to disengagement, and a lack of a sense of community. Though many libraries embraced remote work, front line staff were still expected to return to work physically. While remote work helped in some ways, it also presented a challenge for staff who did not have quiet spaces to focus, appropriate work setups at home, or consistent access to good internet. Conclusion – The COVID-19 pandemic forced many libraries to adapt quickly to a new environment of digital and hybrid teamwork while still attempting to maintain community-oriented services. Library leaders explored how flexible working environments could enhance employee engagement by using technology and addressed many challenges in adopting new technologies and making them accessible for staff. As well, library leaders addressed staff morale by extending grace to staff members, providing professional development in new areas of librarianship, and creating scheduling shifts for remote and in-person work. Many organizations returned to physical meetings when it became safe to do so but also continued to offer hybrid work options and use some technology adopted during the pandemic. The pandemic required flexible and creative problem solving. The experience enabled library leaders to identify the benefits and challenges of adopting new technology, maintaining service continuity, emphasizing the need to think about information security, and adapting and creating teams as needed.

A Review of: Dali, K., Bell, N., & Valdes, Z. (2021). Learning and change through diversity, equity, and inclusion professional development: Academic librarians’ perspectives. Journal of Academic Librarianship, 47(6), 102448. https://doi.org/10.1016/j.acalib.2021.102448 Objective – To explore experiences of library diversity, equity, and inclusion (DEI) professional development events (PDEs) and to examine the long-term impacts on knowledge and personal practices of librarians and organizational change Design – Exploratory, qualitative survey, hermeneutic phenomenology, retrospective reflection on a critical incident Setting – Academic libraries across the United States and Canada Subjects – 141 survey responses from academic librarians in public and private institutions who attended a DEI PDEs Methods – The authors distributed a survey in late 2020 to librarians in public and private academic institutions across the US and Canada. Participants were asked to reflect retrospectively on memorable and impactful DEI PDEs they attended in the last five years and to focus on events at least a year before the survey was conducted. Participants were also asked to describe if the PDE changed their own learning and practice, as well as their organization’s policies and practices. The authors used hermeneutic phenomenology as a framework for their research and data analysis, which they describe as an approach to phenomenology that emphasizes the range and diversity of experiences. The survey questions were designed to illicit retrospective reflection and critical incident technique in order to capture the most impactful and memorable experiences with PDEs from respondents. Survey responses were coded, categorized, interpreted, and then mapped to the Transtheoretical Model (TTM) of change, a principle that breaks the phases of change into six processes: precontemplation, contemplation, preparation, action, maintenance, and termination. Additionally, the authors also ensured they represented diverse backgrounds as a method for addressing and reducing bias. Main Results – The authors uncovered a trove of varied experiences and perspectives related to personal as well as organizational knowledge and change. However, they identified five broader categories of learning from the study data: cognitive learning, behavioral learning and change, personal learning and change, social learning and change, and emotional learning and change. The majority of study participants (n=91) chose to attend DEI PDEs rather than being required by their organizations to attend. Many came into the PDE with goals to attain new knowledge (n=39) and to change their behavior (n=30). Similarly, respondents noted that the PDE impacted them most by giving them new awareness around DEI topics and systemic inequities (n=51) and inspired behavioral changes and a commitment to taking action (n=28). PDEs also impacted some participants’ self-awareness around their own biases and privileges (n=22). However, responses included skepticism around the impact of PDEs on any real and meaningful change, particularly related to organizational culture and action. Respondents emphasized concern about performative allyship and underscored the challenges and barriers to making DEI a meaningful component of many institutional practices and policies. While respondents noted increased awareness around systemic inequities, these responses stood in stark contrast to several comments expressing frustration at the lack of meaningful organizational change and demoralization felt at the fruitlessness of DEI PDEs. The authors’ initial data analysis revealed that PDEs most impacted cognitive awareness and behavioral action. However, when they mapped the data to the TTM, results emphasized the impact of PDEs on behavioral learning and action. Conclusion – Academic librarians who participate in DEI-related PDEs experience a wide array of emotional responses to the training and leave with a broad range of cognitive, behavioral, and affective impacts. While data suggests that these PDEs increased awareness and knowledge and behavioral action the most, there is little that suggests that meaningful organizational change follows afterwards. Another challenge is the gap between having awareness of DEI topics and taking steps toward meaningful self-improvement. The authors note that it takes time for knowledge to translate into action and highlight the importance of post-PDE check ins by PDE facilitators and library administration. Academic librarians should approach DEI PDEs with intentionality by challenging themselves to set goals and use their new DEI knowledge to create actionable change both personally and organizationally. On the other hand, creators of DEI PDEs should take time to understand the participants and organizational culture in order to design trainings intentionally, using the TTM as a guide to identify how the PDE maps to the stages of change leading to meaningful action and follow up. Without intentionality, follow up, and goal setting, DEI-related PDEs may be ineffective, performative, and demoralizing.

A Review of: Glusker, A., Emmelhainz, C., Estrada, N., & Dyess, B. (2022). “Viewed as equals”: The impacts of library organizational cultures and management on library staff morale. Journal of Library Administration, 62(2), 153–189. https://doi.org/10.1080/01930826.2022.2026119 Objective – To explore what library organizational factors influence library staff morale. Design – Semi-structured interview, grounded theory. Setting – Academic libraries across the United States during the early months of the COVID-19 pandemic. Subjects – 34 academic library staff, defined by the authors as employees whose positions do not require an MLIS degree and do not include the title “librarian”, from 23 private and public colleges and universities across 16 states, mostly representative of the West and Midwest regions. Methods – In 2020, the authors emailed a call for study participants to library listservs and state library associations across the US, selected a convenience sample of 34 library staff from academic institutions, and conducted structured interviews by phone or by Google Meet over the course of May through June 2020. The authors note that the sample over-represents public and larger institutions in the West and Midwest regions. A student worker transcribed the audio recordings and de-identified transcripts underwent iterative, thematic coding in MAXQDA, a qualitative data analysis tool. The authors used a grounded theory approach to conduct open coding, then identified relationships between themes, and elaborated upon each theme based on its relationship to a theoretical model of morale impact avenues in library organizational structures, which was developed by one of the authors. Main Results –The authors uncovered that most study participants (n = 21) reported having high levels of morale, a surprise to the research team who expected that participants with lower levels of morale would participate in the study. Most participants (n = 27) worked in public and larger institutions, and the majority were female (n = 24), though only 5 were Black, Indigenous, and People of Color (BIPOC). Participants mostly had MLIS degrees or other advanced degrees. The results of the study expanded beyond the original research questions to comprise a broader set of factors that impact morale levels including relationships with colleagues and direct managers, opportunities for advancement, respect, work autonomy, and funding. Respondents emphasized that staff morale was significantly impacted by their relationship with direct managers, noting that micromanagement, defensiveness, and lack of accommodations contributed to lower levels of morale and a sense of disconnection. Managers who were supportive, advocated for staff needs, and were good listeners improved morale. Relationships between staff and their librarian colleagues also impacted morale, with the librarian–staff divide and treatment of staff by librarians being major contributors to influencing morale. Additionally, staff felt that having or lacking respect from librarians and administration and having autonomy and flexibility in their work made a big impact on morale. Having opportunities to meaningfully engage, to advance in the workplace, to receive professional development funding, to participate in decision-making processes, and to feel valued by the institution contributed to higher levels of staff morale. Conclusion – Library staff morale is impacted mostly by staff members’ sense of connection, respect, and value within the institution and among their librarian colleagues, direct managers, and library administration. Having pathways for advancement and professional development, meaningful opportunities to contribute to institutional decision-making, and autonomy over their professional and personal lives contributed to a higher sense of staff morale. The authors highlight several practical recommendations for improving staff morale including fostering a respectful environment, advocating for more flexible and better work environments, and providing opportunities for professional development and growth.

A Review of: Galoozis, E. (2019). Affective aspects of instruction librarians’ decisions to adopt new teaching practices: Laying the groundwork for incremental change. College & Research Libraries, 80(7), 1036–1050. https://doi.org/10.5860/crl.80.7.1036 Abstract Objective – To investigate the correlation between emotional and affective labour and instruction librarians’ willingness to adopt and implement novel teaching and educational practices. Design – Semi-structured interview, grounded theory. Setting – Academic libraries in the Greater Western Library Alliance consortium. Subjects – 12 information literacy librarians from the Greater Western Library Alliance consortium of 38 research libraries from the US. Methods – In 2016, the author shared a call for study participants in the Greater Western Library Alliance (GWLA) consortium, selected a convenience sample of 12 information literacy instruction (ILI) librarians, and conducted a structured interview over Adobe Connect, a virtual video-interviewing tool. Interview transcripts underwent initial thematic coding using a grounded theory approach. Additionally, the author used Walker and Symons’ theories of motivation to code interview responses related to emotional and affective labour. Main Results – The author identified three thematic categories in the interview transcripts: barriers and influences for adopting new teaching practices, and practices implemented by ILI librarians. The author mapped these response themes to Walker and Symons’ (1997) conditions of human motivation: autonomy, competency, feedback, affirmation, and setting meaningful goals. Some major barriers to adopting new teaching practices are burnout and emotional exhaustion due to understaffing, time demands, the sheer quantity of instruction sessions, and the lack of post-instruction feedback to reinforce pedagogical decisions. A sense of competency, autonomy, and support when designing library instruction sessions encourages librarians to adopt new teaching practices. The author explored what practices ILI librarians applied to implement new teaching practices. Having plenty of time to prepare prior to an instruction session encourages ILI librarians to build new teaching practices into sessions. The respondents noted that building relationships with faculty, students, and library colleagues enables them to receive helpful feedback. Conclusion – Though there is some correlation between affective and emotional labour and the motivation of ILI librarians to adopt and implement new teaching practices, the author notes that the results are not generalizable to a larger context based on the small sample size. It is clear there are many opportunities to investigate other factors that impact librarian motivation and emotional labour including the dynamics of race, gender identity, and disability, or the managerial and structural factors and workplace culture that impede or facilitate the adoption of new teaching practices.

A Review of: Lo, L.S. & Anderson, A.M. (2020). Personal goal setting behavior and professional outlooks of academic library employees. Journal of New Librarianship, 5, 204-236. https://doi.org/10.33011/newlibs/9/21 Abstract Objective – To identify a correlation between academic library employees who set New Year’s resolutions and goal-setting behavior in professional contexts, and to explore practices, personal attitudes, and outlooks that influence goal-setting and goal-achievement Design – Non-experimental multiple choice questionnaire Setting – Online Subjects – 308 adult participants (over 21 years old) who work in academic library settings including staff, librarians, and administration Methods – The authors designed an online, non-experimental multiple choice questionnaire through Qualtrics. The authors distributed study invitations to multiple professional library listservs, though it is unclear which listservs were included and what geographic location was covered. The survey was available for roughly a month from February 1-26, 2016. The survey screened participant demographics to omit those under 21 years of age and all identifying information was removed in order to protect participant privacy. All participation was voluntary and participants who were interested in contributing to a follow-up research study were asked to share their contact emails. Main Results – Most participants (n=182, 59%) set no New Year's resolutions in 2015 and half (n=155, 50%) set no resolutions in 2016. When asked to explain, 23% noted that they hadn't considered setting resolutions in 2016, 9% did not prioritize setting goals, and 5% felt that they could not achieve their goals. Additionally, over 50% articulated other reasons including not prioritizing goal-setting for New Year’s, noting that setting goals around the academic year was timelier, and that some participants already had enough goals to achieve. In 2016, half of participants (n=153, 50%) set New Year’s resolutions. By far the most common resolution was physical fitness and healthy eating (n=64, 42%). About 19% set occupational goals including skill building, and 15% set emotional goals including cultivating optimism and mindfulness. When asked about goal-setting practices, 36% of the 2016 resolution setters described writing or typing out their goals, 59% shared their goals with others, and nearly 90% enacted changes in their daily routines in order to achieve their goals. 26 participants used all of the goal setting practices above. This group prioritized their top goals and felt confident about reaching those goals. Four participants did not practice goal-setting techniques, and also felt less confident about achieving their goals. 49% of 2016 resolution setters had somewhat optimistic outlooks, and 24% had very optimistic life outlooks. Of those with pessimistic life outlooks, nearly all believed it would be difficult to accomplish goals. Respondents who claimed to be very ambitious were likely to set occupational goals as their top goal. 81% of those in dean and director positions reported being very ambitious and 85% also reported being optimistic. All deans and directors felt confident about accomplishing their goals. For middle managers, 75% felt ambitious and 72% felt optimistic. Professional librarians were 66% ambitious and 72% optimistic. Conclusions – This study's findings align closely with United States national averages about the percentage of Americans who set New Year’s resolutions and achieve their goals. Data suggests some relationship between academic library workers’ outlooks on life and confidence in achieving their goals, as well as a correlation between goal setting strategies and achieving goals. The authors express optimism that 20% of participants who set New Year's resolutions chose to list occupational goals as their top goals, especially considering that resolution-setting comprises an incredibly broad array of options. The authors suggest that data can be used by academic library administrators to increase worker job performance, improve worker wellness, establish mentorship programs, and train workers to set attainable goals.

A Review of: Reed, J. B., & Carroll, A. J. (2020). Roles for health sciences librarians at college and university libraries. Issues in Science and Technology Librarianship, (94). https://doi.org/10.29173/istl42 Abstract Objective – To examine job postings for academic health sciences libraries to determine if they reflect the changing research needs of institutions of higher education and to compare these postings to similar, existing positions. Design – Mixed methods data analysis of job advertisements collected through relevant job boards and mailing lists. The authors conducted qualitative content analysis using a modified grounded theory approach, completed two cycles of coding using NVivo 12, and calculated statistical significance using Fisher’s exact test. Setting – College and university library and Association of Academic Health Sciences Libraries job boards and mailing lists between September 1, 2018 and March 1, 2019. Subjects – 104 unique posted job descriptions. Methods – The authors conducted a thorough search of posted position descriptions (PPDs) for academic health sciences librarians across a number of job boards and mailing lists between September 1, 2018 and March 1, 2019. In addition to searching ALA JobLIST, MLA Find a Job, Association of College & Research Libraries Health Sciences Interest Group (ACRL HSIG), MEDLIB-L, and ACRL Science and Technology Section (STS), the authors also hand searched alumni and general library job electronic mailing lists using relevant keyword searching. Inclusion criteria for PPDs included research support and other research-related responsibilities for the health sciences. The authors excluded any PPDs describing administrative or non-professional positions. Following review, the IRB determined that the research design did not qualify as human subjects research. After data collection, the authors categorized the PPDs using the National Network of Libraries of Medicine (NNLM) geographic regions and by the type of institution—college and university libraries (C&UL) or Association of Academic Health Sciences Libraries (AAHSL). Using modified grounded theory, the authors identified emergent themes from the PPDs and applied descriptive coding. Then, the authors merged categories to create overall themes. Using NVivo 12 to facilitate the mixed methods content analysis, the authors ran text queries to identify major themes in the position roles and responsibilities, required and preferred education, and required and preferred qualifications sections. They also noted themes they expected to see that did not emerge in the PPDs, as well as emerging roles for health sciences libraries that are identified in the literature but did not appear as major themes in the included PPDs. Finally, the authors utilized Fisher’s exact test to calculate statistical significance. Main Results – In the quantitative analysis, the authors identified 60 AAHSL and 44 C&UL PPDs out of the 104 total job postings. Positions were available from all 8 NNLM Regions and across 32 states, though they were not all equally distributed. Most of the positions (64 of the 104) were located in the NNLM Middle Atlantic, Southeastern/Atlantic, and Greater Midwest regions. The Southeastern/Atlantic and Greater Midwest regions made up nearly half of the included PPDs. However, the New England region had the most postings per capita. In the qualitative analysis, an ALA-accredited MLIS or equivalent degree emerged as a near-universal requirement across all PPDs. The authors noted that the few PPDs that did not require this degree typically referenced it in the preferred education section or described a proxy to the MLIS. Furthermore, 57% of C&UL positions compared to 27% of AAHSL positions listed preferred education (p=0.0004) that was usually related to health and science disciplines that the position supported. There was significant overlap of required qualifications for AAHSL and C&UL postings. The authors also identified a list of hard and soft skills noted in the PPDs’ required qualifications sections, including experience with specific tools, expertise in library services, and interpersonal skills. However, reportedly emerging skills in data sciences, open science, grant experience, and research impact assessment were absent in many PPDs. The authors found statistically significant differences between two themes in the PPD roles and responsibilities including collection management (p=0.0004) and systematic reviews (p=0.03). Additionally, the authors found no statistically significant differences for required qualifications between AAHLS and C&UL PPDs. They did find statistically significant differences for two preferred qualifications including the Academic of Health Information Professionals (AHIP) credential (p=0.0042) and experience with systematic reviews (p=0.0009). The AHIP credential and experience with systematic reviews were absent in the C&UL PPDs and referenced rarely in AAHSL postings. Though diversity, equity, and inclusion (DEI) qualifications were frequently referenced in C&UL PPD requirements, the authors noted that research libraries have failed to make meaningful change in diverse candidate hiring and retention, but also pointed to the rapid adoption of DEI qualifications in PPDs within a short period of time. The authors highlighted that the roles and responsibilities reflected traditional librarian duties and referenced more emerging skills and research needs than any other section of the PPD. Assessment and systematic reviews appeared more often in the roles and responsibilities sections of AAHSL and C&UL PPDs in comparison to the combined required and preferred qualifications sections of all the PPDs. A more traditional responsibility, collection management, also appeared more frequently in the roles and responsibilities section of PPDs than in the experience section, suggesting that most hiring committees feel confident that librarians who fill positions will be successful in performing collection management tasks despite experience. The authors noted that collection management, one of the most common themes that emerged from the data analysis, appeared more frequently in C&UL PPDs and theorize that AAHLS may have dedicated collection management departments. Conclusions – While the research literature documents new roles and emerging skills for academic health sciences librarian positions, the authors noted that PPDs do not frequently reflect those emerging roles and skills, and maintain traditional health sciences librarian skillsets. The authors concluded that library administrators should design position descriptions that are user centred and match the changing research needs of the local community. PPDs should reflect changing priorities by including less weight towards the MLIS degree, shifting traditional skillsets from required experience sections to preferred experience sections, adapting the language of PPDs to be more inclusive and welcoming for a diverse pool of candidates, and adding an emphasis on DEI responsibilities. By creating position descriptions that are user focused, library administrators and hiring committees make meaningful investments for their communities and their strategic priorities.

A Review of: Zimmerman, M.S. (2020). Mapping literacies: Comparing information horizons mapping to measures of information and health literacy. Journal of Documentation, 76(2), 531–551. https://doi.org/10.1108/JD-05-2019-0090 Abstract Objective – To evaluate information horizons mapping as a valid measure for assessing information literacy and health literacy compared to three validated information and health literacy measurements and level of educational attainment. Design – Quantitative data analysis using multiple regression and the Anker, Reinhart, and Feeley model as the conceptual framework. Setting – A small university-centered community in Iowa City. Subjects – 149 members of the university community. Methods – The author conducted a power analysis to determine a minimum sample size required for maintaining study validity and selected the Anker Model of conceptual framing for health information-seeking behavior. This is a three-phased model that explores the information seeker’s predisposing characteristics, engagement in health information seeking, and outcomes associated with information seeking. Recruited participants completed three assessments—the Tool for Real-time Assessment of Information Literacy Skills (TRAILS), the Health Literacy Skills Instrument (HLSI), and the Brief Health Literacy Screen (BHLS)—and drew information horizon maps illustrating what sources of information they tend to seek for health-related questions. The author calculated information horizon map results using a scoring system incorporating the number and quality of information sources identified in the maps and applied multiple linear regression analysis and Spearman’s rank correlation coefficient to participants’ scores from all four assessments as well as their level of educational attainment to determine strengths of relationships between variables. Main Results – In the information horizons map results, participants identified an average of 6.9 information sources with a range of 3–13 and received an average score of 18.8 in information source quality with a range of 4–45. The author applied multiple linear regression to predict the number of information source counts on the information horizons map based on HLSI, TRAILS, and BHLS assessment scores and level of educational attainment and found a significant relationship (p=0.044). A significant relationship also existed between quality of source scores on the map based on HLSI, TRAILS, and BHLS assessment scores and level of educational attainment (p=0.033). Removing the educational attainment variable produced an even stronger significant result. Spearman’s rank correlation coefficient supported the findings of the multiple regression analysis and revealed a strong relationship between source count and scores on the BHLS (r=0.87) and HLSI (r=71) but a weak relationship between source counts and TRAILS score and level of educational attainment. Source quality had a weak relationship with BHLS scores (r=0.24), a moderate relationship with the HLSI scores (r=0.50), and a weak relationship with TRAILS scores and educational attainment. Conclusions – The data analysis suggests a significant relationship between information horizons mapping and health literacy but not information literacy or level of educational attainment. This data supports findings from the author’s previous research examining the relationship between information horizon maps and information literacy scores for refugee and immigrant women. It also suggests that information horizons mapping may facilitate storytelling that reflects the complexity of participants’ health literacy ability and may introduce the potential to assess low-literacy level populations. More research is needed to examine the quality and complexity produced in information horizons maps. This methodology may be applied to investigate better techniques for assessing the health literacy levels among populations that struggle with prose-based assessments.

A Review of: Oliver, A., & Prosser, E. (2018). Academic librarianship without the degree: Examining the characteristics and motivations of academic library professionals. The Journal of Academic Librarianship, 44(5), 613-619. https://doi.org/10.1016/j.acalib.2018.07.006 Abstract Objective – To examine the motivations and career paths of professionals outside the field of library science who work in academic library settings, including their reasons for not pursuing a graduate degree in librarianship. Design – Multiple-choice survey questionnaire. Setting – Not clearly stated. Subjects – 193 adults without graduate degrees in librarianship employed in professional positions in academic libraries. Methods – A nineteen-item multiple-choice questionnaire hosted on Select Survey and a previous study by the same authors. Filtering excluded survey respondents who did not currently work in academic libraries, who had graduate degrees in librarianship, or who do not identify as an academic library professional. Main Results – Most of the survey respondents (n=115, 59.9%) had positions in a library prior to pursuing a professional academic library career. Of those with prior library experience, most (n=98, 85.2%) had gained experience in academic library settings. The two top reasons cited for becoming an academic library professional were an interest in employment in academic library settings (n=59, 52.2%) and meeting position requirements (n=54, 47.8%). A fifth of respondents both met the requirements for their position and had an interest in working in academic libraries (n=23, 20.4%). Most respondents had less than five years’ experience (n=41, 36.6%) or six to ten years’ experience (n=43, 38.4%) in an academic library. Less than half of respondents had became academic library professionals after applying as an external candidate (n=83, 44.6%) and a number of respondents had applied as an internal candidate (n=52, 28%). Several respondents had become academic library professionals because they were promoted, appointed, or recruited within their academic libraries (n=35, 18.8%). Few respondents were actively working on a graduate librarianship degree (n=21, 11.3%) and most expressed that they did not need such a degree (n=112, 67.9%). Those who were pursuing a graduate degree in librarianship did so because of their desire to advance their careers (n=17, 81%). Respondents’ current positions were mostly categorized in areas such as administration (n=77, 31.2%), scholarly communications (n=34, 13.8%), technical services (n=27, 10.9%), and information technology (n=20, 8.1%). Conclusion – Having prior experience working in an academic library served as a notable motivating factor for entry into the position of academic library professional. Two main pathways towards obtaining such positions included positions without graduate library degree requirements and the transition of paraprofessionals into professional-level jobs. Most survey respondents noted their lack of interest in pursuing an advanced degree in librarianship, as they did not see the significance of having one. These findings may help library education programs to better understand growing needs in librarian education and prepare the future library workforce to meet these new demands.

Background: Gamification is correlated with increased motivation and engagement of learners and is increasingly being incorporated into library instruction. Opportunities for librarians to learn and practice principles of gamification can be helpful for those desiring to integrate gamification into instruction. This report describes the development and delivery of an interactive special content session at MLA ’18, the 2018 Medical Library Association annual meeting in Atlanta, Georgia, focusing on principles of low-tech game design for health sciences library classroom instruction. Case Presentation: The special content session, titled “Design, Play, Learn: A Special Content Session to Design a Game for Database Instruction,” was designed and delivered using multimodal instruction (e.g., flipped classroom, didactic component, active learning) that also incorporated principles of design thinking. A pre- and post-survey was given to all participants at the beginning and end of the session to measure confidence and desire to incorporate gamification into instruction and as a formative feedback indicator for instructors. Participants reported increased confidence and desire to use games for library instruction after participating in the session. A selection of games were uploaded to a shared content folder designed for course participants as an ongoing repository for ideas and communication. Conclusions: For librarians who are interested in integrating principles of gamification into library instruction, attending a relatively short hands-on workshop can facilitate learning and confidence around prototyping and creating games for use in library instruction. We intend to improve upon the workshop and offer it again in additional contexts, based on direct observations of the session and participant feedback.