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This study investigates how university libraries in Nigeria are staffed and presents staff development opportunities and learning activities that sustain staff.

A survey research design was adopted. Purposive sampling technique was used to select 46 universities and 400 respondents consisting of 46 heads of libraries and 354 professionals from federal, state, and private universities. Content of the instrument was based on literature comprising six questions. The 327 (92.4%) usable responses were analyzed using descriptive statistics and presented in simple frequency tables.

The study showed that library workforce in Nigerian universities included different categories of professionals and para-professionals having diversified job opportunities and duties. Most libraries had staff development budget and respondents received various forms of assistance to foster learning. Although all nontransferable skills recorded high mean, respondents accorded less importance to nonlibrary personal skills that can be used to leverage the expectations of recruitment, retention, and sustainability.

The study was limited to practicing professionals but has staffing implications for all libraries across Nigeria.

Many professionals may lack the appropriate multi-skills that would enhance exploring new approaches and breaking out of traditional ways of operation in the different library and outside library settings.

The study contributes to knowledge about sustaining library staff in relation to adopting the recommended skills on a broad scale, and assessing how their acquisition can change the perception of professionals to its immense contributions to sustaining them in the workforce.

The purpose of this paper is to report on ongoing research examining the current level of self-management of library and information science (LIS) professionals in federal universities in Nigeria. The long-term objective of the study is to determine the effect of self-management on information services delivery of LIS professionals.

A descriptive survey method was adopted to gather data from the LIS professionals in the selected 24 universities. The questionnaire was administered on 429 professionals (census) and all were received, processed, analysed and the results presented.

The study reveals that majority of respondents have high level of self-management and applied relevant strategies that enabled them identify opportunities and act on them for personal and professional growth.

The study was limited to practising professionals in the federal university libraries but has implications for implementing continuing professional development for all professionals in similar institutions across Nigeria.

The study places emphasis on professionals, library management and library schools that they cannot downplay the relevance of self-management in the workplace, consequently training should be ongoing.

The future of LIS professionals has not been viewed in the light of adopting self-management competence on such a broad scale, and with a view to assessing how this skill can help change the perception of professionals to its relevant contribution to personal development and professional growth.