When properly structured, library residencies introduce recently graduated Master of Library and/or Information Science (MLIS) professionals to librarianship, allow recent graduates to apply the knowledge and skills learned during their MLIS studies, and infuse host institutions with new, innovative ideas, including the latest technology and theory being taught in library and information science (LIS) programs. Unfortunately, rather than realizing their potential, residencies are often hampered by miscommunication and a lack of organization that cause real harm to the new resident and the current employees by creating a tense, sometimes even hostile, work environment. This can negate the potential benefits of a residency program, leaving the resident unhappy and disillusioned by the library profession. Understanding the current landscape of residency programs is a necessary first step toward evaluating the efficacy of this form of early career employment in retaining an innovative and engaged next generation of library professionals. Using survey research, this study answered the questions: What are the characteristics of residency programs? How is success measured in residency programs? What are some specific best practices that residency programs are currently implementing? The findings from this survey indicate that there is no one-size-fits-all residency program structure, from the mission and goals of the programs to how a program measures its ultimate success, responses were varied. While there are positive trends, like residencies lasting for at least two years, there is still much work to be done. Notably, most programs still only have one resident per cohort and residency cohorts do not overlap leading residents to feel isolated. While we concede there are likely many concerns (including budgetary) that may make two or more residents per cohort or overlapping cohorts unfeasible, it is an issue that should be addressed because many residents themselves have asked for this change. We also detail several suggestions for building and maintaining buy-in among stakeholders in the residency program, a necessary step toward ensuring each resident feels welcome in an institution and is ultimately successful. It is our hope that this research provides residency program coordinators with a roadmap to follow when planning or re-evaluating their residencies.

如果结构合理，图书馆人员将向刚毕业的图书馆和/或信息科学硕士（MLIS）专业人士介绍图书馆管理人员，使应届毕业生能够将自己在MLIS学习期间学到的知识和技能运用到自己的工作中，并为寄宿院校注入新的创新思想，包括在图书馆和信息科学（LIS）计划中教授的最新技术和理论。不幸的是，常驻住所通常没有受到沟通不畅和缺乏组织的阻碍，因为它们无法营造出紧张，有时甚至是敌对的工作环境，从而给新居民和现有雇员带来真正的伤害。这可能会抵消居住计划的潜在好处，使居民不满，并被图书馆界幻灭。了解居住计划的当前状况是评估这种早期职业就业形式在保留创新和敬业的下一代图书馆专业人才方面的效力的必要的第一步。通过调查研究，该研究回答了以下问题：居住计划的特征是什么？在居住计划中如何衡量成功？居留计划目前正在实施哪些特定的最佳实践？这项调查的结果表明，从方案的任务和目标，到方案如何衡量其最终成功，回应，都没有一种千篇一律的居住方案结构。尽管有积极的趋势，例如居住至少持续两年，但仍有许多工作要做。尤其，大多数计划的每个队列仍然只有一个居民，并且居住队列不会重叠，导致居民感到孤立。尽管我们承认有很多问题（包括预算问题）可能使每个队列两个或两个以上居民或重叠的队列不可行，但这是一个应解决的问题，因为许多居民本人都要求进行此更改。我们还详细介绍了一些有关在居民项目中建立和维护利益相关者的建议，这是确保每个居民在机构中受到欢迎并最终获得成功的必要步骤。我们希望这项研究为居留计划协调员提供规划或重新评估其居留权时要遵循的路线图。尽管我们承认有很多问题（包括预算问题）可能使每个队列两个或两个以上居民或重叠的队列不可行，但这是一个应解决的问题，因为许多居民本人都要求进行此更改。我们还详细介绍了一些有关在居民项目中建立和维护利益相关者的建议，这是确保每个居民在机构中受到欢迎并最终获得成功的必要步骤。我们希望这项研究为居留计划协调员提供规划或重新评估其居留权时要遵循的路线图。尽管我们承认有很多问题（包括预算问题）可能使每个队列两个或两个以上居民或重叠的队列不可行，但这是一个应解决的问题，因为许多居民本人都要求进行此更改。我们还详细介绍了一些有关在居民项目中建立和维护利益相关者的建议，这是确保每个居民在机构中受到欢迎并最终获得成功的必要步骤。我们希望这项研究为居留计划协调员提供规划或重新评估其居留权时要遵循的路线图。这是一个应该解决的问题，因为许多居民本人都要求进行此更改。我们还详细介绍了一些有关在居民项目中建立和维护利益相关者的建议，这是确保每个居民在机构中受到欢迎并最终获得成功的必要步骤。我们希望这项研究为居留计划协调员提供规划或重新评估其居留权时要遵循的路线图。这是一个应该解决的问题，因为许多居民本人都要求进行此更改。我们还详细介绍了一些有关在居民项目中建立和维护利益相关者的建议，这是确保每个居民在机构中受到欢迎并最终获得成功的必要步骤。我们希望这项研究为居留计划协调员提供一个规划或重新评估其居留权时要遵循的路线图。