Tutor profile: Amber D.
Subject: Professional Development
Is a cover letter necessary? What should it include?
Unless an employer specifically states they do NOT want a cover letter, a well-written cover letter should be considered an essential part of your application packet. Your cover letter is an opportunity to highlight relevant skills and experiences that may not be immediately apparent from your other application materials. Your cover letter should be a brief (no more than one page) description of why you're interested in the position and how you meet the specified criteria.
Subject: Library and Information Science
What does MUSTIE refer to in relation to libraries?
MUSTIE refers to a set of criteria for weeding library materials established by the Texas State Library and Archive Commission as part of their CREW: A Weeding Manual for Modern Libraries publication. The criteria is as follows: M- Misleading: Materials that are outdated or no longer factual. U- Ugly: Materials that are in poor physical condition S- Superseded: Materials for which newer editions are readily available, such as travel guides or outdated test prep materials. T-Trivial: Items without literary or scientific merit, for which interest has waned. I- Irrelevant: Items that no longer meet the needs and/or interests of your community. E- Elsewhere: Materials that are easily, and readily accessible through other sources, especially if those sources are available at no cost. Please note, MUSTIE may not be appropriate for archival collections.
What are SMART goals and how are they related to management?
Managers must frequently set goals for themselves, their department, and individual employees. Setting high quality goals makes growth more achievable. SMART is an acronym that stands for Specific, Measurable, Attainable, Relevant, and Timely, and reflects the necessary criteria for effective goal setting. For a goal to be specific, describe what you want to be achieved as clearly as possible. For example, instead of saying you want to "increase production", try "increase production by 10% over the next 2 years". To help make a goal specific, ask yourself questions such as "What?", "When?", and "How?" Measurable goals are those that can be quantified. If a goal is not measurable, it can be nearly impossible to assess whether the goal has been met. An example of a measurable goal is "I will exercise for at least 30 minutes a day, twice a week." Goals should be attainable. It is fine to set goals that will be challenging to achieve, but they should not be impossible. To assess attainability, take into consideration time limits, financial restraints, and other obstacles that may influence whether a goal can be successfully achieved. Doubling the amount of products shipped, for example, may require additional resources such as money or staff to facilitate. If those additional resources are not available, the goal can not be achieved. Goals should be relevant. Ask yourself why you want this goal achieved. Will it benefit the organization? Is the task appropriate for you/your employee/your department to spend employer time/resources on achieving? Finally, when setting goals, make sure they are timely. Make sure the goal supports the current and/or future needs of the work place. Furthermore, set end dates so that everybody is on the same page, and to make it easier to assess whether or not the goal has been achieved.
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