PACCIN 2107-18 Job Descriptions Survey Assessment
A Job Descriptions Survey was offered through e-mail invitation to registered PACCIN members from August through October 2017. The results of this survey provided a simple “majority” data set of 100 out of the 185 members allowing us to make some basic evaluations of where we work, what we do, and how we are compensated. The core initiative for the survey was to create a comparative rubric of the various job titles against skill and educational requirements, types of employment organizations, salary, specific duties and years in position.
Responses came from 23 US states; primarily in regions where PACCIN has held recent conferences, summits or events, and there was an increase in membership in major metropolitan areas.
The survey provided a good picture of our active constituents, and revealed some areas of improvement. PACCIN needs more members under 30-years old and those with less than 5 years career experience. No evaluation was queried regarding gender, race, ethnicity, or socio-economic background; this topic could be a useful future survey, as diversity, equity and inclusiveness are a known issue in museum staffing. Museum workplace equity, inclusiveness and diversity is the subject of a new apprenticeship training and development initiative (https://thebroad.org/dap) lead by Julia Latané (PACCIN Programs Chair) and assisted by Mark Wamaling (PACCIN Chair) and Brent Powell (PACCIN Advisory Committee member). These efforts could be replicated across the country by other willing volunteer members. The Diversity Apprenticeship Program being conducted by The Broad over the next three years will provide a working model and training tools for other institutions to use to create their own programs.
The survey results show that PACCIN members take care of some of the most valuable objects, frequently having to mitigate risk to ourselves and our institutions. Many of our core tasks require proficiency in budgeting and business management, and technically related skills (i.e.: audio/visual arts, computer programming, electronics, large object handling, materials sciences). These are topics that are essential to provide training and resources to our members, PACCIN would welcome volunteers proficient in these areas to develop information into programming materials, conferences, and publications on long-range initiatives.
Looking deeper into the education and qualifications there an interesting comparative assessment from Museums and the Salary Conundrum (https://leadershipmatters1213.wordpr...ary-conundrum/):
Our survey findings relevant to the education and pay differential are -
Over half (53%) of polled members are compensated under $50K, but are required to arrive with 4 years experience.
That same salary group also contain the following educational levels: 6%) High School; 27%) Liberal-Arts; 7%) Masters; 11%) Special college degrees.
There is a similar spread of competence and training expected for those (36%) in the mid-range ($50-80K) salary members.
Those in the upper (11%) earning over $80K are hired with 7 years average experience, have: 6% )Liberal-arts; 3%) Masters; 2%) Special degrees.
Outlining and publishing a comprehensive range of professional standards will be critical in clarifying the value of our skills and training. Ideally, such guidelines can improve staff retention and advancement for those offering skill sets relevant to PACCIN members. Survey points suggest that PACCIN members are expected to have the knowledge, vocabulary, skills and comfort to participate in the fiscal operations, decisions and management of our institutions. More importantly, fiscal competency can demonstrate that one is working with responsibility to the “bottom line” in every action taken with the treasures on display, allowing you to participate in a greater portion of your institutions fiscal success. PACCIN members perform their special line of work for the most part in all areas of the country without a terrific amount of compensation compared to our institutional colleagues (AAM Salary survey- http://aam-us.org/about-museums/salary-survey and Museums and the Salary Conundrum- https://leadershipmatters1213.wordpr...ary-conundrum/). Such training, yet to be developed, will also provide our members with informed voices and stronger understanding in discussions and advancement of their wages and compensation.
Base salary compensation is not uniform across job descriptions, experience required, locations, duties, titles, or educational levels. Discussion and open disclosure of salaries and compensation packages is critical (Unicorn looses its wings - http://nonprofitwithballs.com/2015/0...ses-its-wings/) to securing and enhancing the value of our trade in the industry. This issue has been addressed in other business sectors and even other regions of the museum/non-profit industry. PACCIN should find methods to support our members in taking a more proactive role to gaining and building equitable and uniform salaries. There are difficult positions and tactics that we need to utilize as outlined in “How Salary question ban affects you” - https://www.linkedin.com/search/resu...QBgcAjjQ%3D%3D) to forward this matter and help educate our employers and hiring managers. Just like everyday on the job, we must be prepared for all angles in the salary discussion. Compensation and proper responsibilities in job descriptions is more severe for women and those ranked in the “minority” social categories, for no good reason other than bad “operational” traditions and poor management practices as outlined in the Association of Art Museum Directors (AAMD) 2017 survey (How much money museum employees really make - https://news.artnet.com/art-world/su...laries-1009073).
Unfortunately the core effort to make uniform comparisons of our many job titles was not possible from this survey. But, as the results and current relevance demonstrate, it was a valuable effort by all participants, their contributions are greatly appreciated. Detailed charts and data points of the 2017 Job Descriptions survey will be made available to active PACCIN members upon request. A second issue of the survey may be provided to new and renewing members where additional topics may also be queried.
I am grateful to the entire PACCIN Board for their interest, encouragement and development of this survey. Specifically Mark Wamaling, Jim Williams, and Julia Latané were instrumental in supporting this attempt to further explore many of the issues and opinions that we heard our colleagues, now members, voice at the New Orleans summit in 2015.
If you are interested in developing similar surveys, or wish to share relevant ideas, interests, and feedback, please contact Membership@PACCIN.org and seanhebdo@gmail.com.
Sean Harrison
July 2018