In a message dated 98-06-19 09:32:04 EDT, [log in to unmask] writes:

> The progressive museums (the survivors) are
>  hiring very different people from when I began.  There seems to be a
message
>  there.

My hire at our historical society is probably a good example of this: My
predecessor was a Victorian era specialist with her MA based on research about
the family and the house in which our society has its headquarters. However,
as the society is expanding beyond the historic house and widening its mission
statement, the curator position I filled needed to be focused on collections
management and exhibit development. Would that our budget could handle both
areas of concentration. What we have gained is more in line with where the
organization is going, but the loss of the former curator's knowledge is
devastating.

This brings up another point which I have been meaning to address on this
list. There is no doubt that we are all extremely overworked and busy, but I
think it is imperative that we focus on documentation of what we learn on the
job. My predecessor was with the organization for 10 years. Sadly, because we
do not document everyday history/knowledge (case in point, how many times do
you actually write the full date on a page of notes taken at a staff meeting,
even if you date the paper at all?), she did not write down what she
considered common knowledge. I come in, and wander blindly, inadvertantly
insulting long-time donors, etc. Has anyone else expereinced this? As a
result, I tend to write up lists of such things as procedures for decorating
the house at Christmas, and I keep a list of annual obligations (i.e.
preparing stats for the annual report, deadlines for internship postings,
etc). It's time consuming, but in my experience, no matter how well I do my
job, I am one "board-or-budget-driven-house-cleaning" away from unemployment!
And I am not so naive to think that no one else can do my job. Thoughts?
Comments?

- Adrienne