The aim of the document was to figure out what needs to be done in England’s museums. Seventy-five organisations responded and the results are an interesting snapshot of the concerns and challenges that face museums. Collections featured high on the list as did education; working in partnership; and advocacy and structures.
Unsurprisingly, workforce issues came in for a lot of comment. Nearly every submission to the consultation mentioned the problem of low pay; and not just for those on the receiving end of the paltry pay packet. One respondent described it as the biggest deterrent to diverse recruitment.
Nationals are hamstrung by their Grant in Aid allocations, which rarely cover the annual cost of living increase; local authority museums are hampered by job evaluations that place more emphasis on management skills than specialist expertise and independents are just skint.
But that’s not an excuse for doing nothing. As employers, museums must raise the issue boldly with funders rather than shying away from it — as is sometimes the case.
At a pre-entry level, there is a lack of diversity and hands-on skills. One contribution said that it is clear that trainees on the Museums Association’s Diversify scheme get a better induction to the profession than other members of staff — and it’s paid.
Structured traineeships could be the answer here. Post-entry level training is also an issue. The demise of the Area Museum Councils and their cheap, subsidised, training courses is much lamented. Hubs are beginning to fill the gap, but provision is not universal.
More data is needed on the courses and training available and what museums need and expect from entrants into the profession. Maurice Davies from the Museums Association is conducting research into this with the University of East Anglia — hopefully the findings will inform future provision (see www.museumsassociation.org/11860).
In the job market, supply doesn’t always outstrip demand. There are recruitment blackspots in education, some management posts and specialists subjects.
The shortage of natural scientists is so acute that the Bolton Museum is considering recruiting someone with a first degree in natural science and then training them on the job in museology.
There is also the danger that once in the profession, people
get stuck in roles, which is not good for the individual or the
institution.
Mobility is hampered by disparity in pay and conditions between different types of museums. Secondments could be the answer alongside a national framework and funding.
Some of this work could be done by the Sector Skills Council, but that doesn’t absolve employers and employees from taking responsibility for changing the make-up and culture of the profession.
Sharon Heal
sharon@museumsassociation.org
Unsurprisingly, workforce issues came in for a lot of comment. Nearly every submission to the consultation mentioned the problem of low pay; and not just for those on the receiving end of the paltry pay packet. One respondent described it as the biggest deterrent to diverse recruitment.
Nationals are hamstrung by their Grant in Aid allocations, which rarely cover the annual cost of living increase; local authority museums are hampered by job evaluations that place more emphasis on management skills than specialist expertise and independents are just skint.
But that’s not an excuse for doing nothing. As employers, museums must raise the issue boldly with funders rather than shying away from it — as is sometimes the case.
At a pre-entry level, there is a lack of diversity and hands-on skills. One contribution said that it is clear that trainees on the Museums Association’s Diversify scheme get a better induction to the profession than other members of staff — and it’s paid.
Structured traineeships could be the answer here. Post-entry level training is also an issue. The demise of the Area Museum Councils and their cheap, subsidised, training courses is much lamented. Hubs are beginning to fill the gap, but provision is not universal.
More data is needed on the courses and training available and what museums need and expect from entrants into the profession. Maurice Davies from the Museums Association is conducting research into this with the University of East Anglia — hopefully the findings will inform future provision (see www.museumsassociation.org/11860).
In the job market, supply doesn’t always outstrip demand. There are recruitment blackspots in education, some management posts and specialists subjects.
The shortage of natural scientists is so acute that the Bolton Museum is considering recruiting someone with a first degree in natural science and then training them on the job in museology.
There is also the danger that once in the profession, people
get stuck in roles, which is not good for the individual or the
institution.
Mobility is hampered by disparity in pay and conditions between different types of museums. Secondments could be the answer alongside a national framework and funding.
Some of this work could be done by the Sector Skills Council, but that doesn’t absolve employers and employees from taking responsibility for changing the make-up and culture of the profession.
Sharon Heal
sharon@museumsassociation.org
