Museum Salaries ReduxPosted: February 8, 2016
Not to beat a dead horse, but among the many responses to our Salary Agenda was an amusing, but ultimately sobering, one from our colleague Ilene Frank, the Chief Curator and Director of Collections and Education at the Connecticut Historical Society (CHS). Frank reports that she’s currently slogging through applications for CHS’s Research & Collections Associate position and for an Exhibit Developer job. In the course of reading through 200-plus resumes, cover letters and other attendant personal PR, Frank had a moment. Here’s her advice on what NOT to do when entering the museum job market:
1. Make sure you have real experience. I want to know that you have touched objects, worked with archives, maybe installed an exhibit. Book learning is not enough.
2. If your experience is mostly academic, working in libraries, research centers, explain to me why you want to be in a museum. We are that wacky cousin next to our academic library relations.
3. Digitizing a photo and placing it in an online catalog is no longer revolutionary experience. Yes, I need to know you can scan a document but talk about what digitizing means. How is it creating access? How is it improving record keeping?
4. Write a dynamic cover letter. Avoid templates. Make me want to have a conversation with you. And please do not say you will cover your relocation costs. Negotiate with me if you are offered the position. Don’t sell yourself short at the get-go.
5. Maybe it’s because I’m now a different generation than those coming straight out of school but enough with the exclamation points in your emails. You don’t know me. You may be excited, but please be professional and mature.
We also really enjoyed a link originally posted by AASLH. It’s a dictionary defining terms associated with the hiring process for those who may not be familiar with the nonprofit (or museum) world. You can read the whole piece by going here: Nonprofit Terms for Ordinary People. Our particular favorites were:
We are embarking on a new phase: Everything else we’ve tried has been an epic failure, and you will now save us.
Looking for someone passionate about the field: Applicants should be willing to accept being paid peanuts.
We value professional development: We expect you to perform your usual work while staying on top of trends by attending relevant trainings, workshops, and conferences but there is actually no budget for said activities. And don’t plan to do that stuff on the clock.
And on a more serious note, since this would normally be the post we devote to women, we must underscore that all the baddy badness enumerated in our posts and your comments about salaries are especially bad for women. As many of you noted in an underpaid and under-resourced field, where the philosophy governing hiring is too often a variation of the old saw “We’re a non-profit so we don’t need to make money” women get the short end of the straw. And, when you overlay that with a world where women everywhere are paid anywhere from 78 cents to 84 cents on the dollar compared to men, and you have the recipe for a storm of controversy. As Christine Engel, Chief Human Resources Officer at the Wadsworth Antheneum (CT), shared with us in a recent interview for our new book, it seems that in many museums “there’s no compensation strategy and philosophy. You have to have the intention [to make change] and the current mode in many museums is to ‘pay the average’.”
We should also point out since no one mentioned it in the comments, that the salary food chain goes something like this: white heterosexual men; queer men; queer women; white heterosexual women; black men; Hispanic men; women of color; transgender women.