A lot of these things depend on what stage of evolution the museum is in.
When I interviewed for my current job, I asked for a copy of their budget.
They gave me a copy of their check-book register. Etc. Most of the policies
and organizational documents that are standard at a larger organization were
absent here and I have had to create them. We have just put a personnel
policy in place this year.

As Melinda points out, none of these absences are necessarily reasons not to
take a job - but they do speak to what kind of policy work that organization
has done, and what kind it needs to do. Granted, it is easier to tolerate
these gaps if you are to be in charge of filling them, than if you are
taking a position that relies on having them completed by someone else, who
may or may not take care of it.

Erica

Erica S. Maniez
Museum Director, Issaquah Historical Society
425/392-3500
[log in to unmask]
www.issaquahhistory.org

> -----Original Message-----
> From: Museum discussion list [mailto:[log in to unmask]]On
> Behalf Of Melinda Gilpin, Site Manager
> Sent: Friday, January 11, 2002 7:52 AM
> To: [log in to unmask]
> Subject: Re: Asking in Earnest: Question 2
>
>
> I would ask if they have an employee handbook and if I could
> briefly examine
> a copy.  An organization with no written employee policies would send up a
> red-flag to me, while an org with well-defined policies, employees rights,
> etc. would tell me that at least they understood general hiring law and
> practices.
>
> What I'd look for if allowed to examine a copy -
> written benefits policy and structure
> normal "pc" documents - harrassment policy, computer usage policy, etc.
> grievance procedures
> evaluation procedures
>
> Not to say I wouldn't take a job in an institution that DIDN"T have all
> those things, but I think the employee policies show a lot about an
> organization's professionalism and understanding of hiring paid staff.
>
> Also, learn what are and are not legal questions in an interview
> (I've seen
> so many posted to the list I won't go through them, check the archives or
> good employement sites).  This knowledge lets you know exactly what
> questions you don't have to answer in an interview, and also
> gives you some
> ability to draw conclusions about the potential employer's knowledge about
> hiring and having people work for them.
>
> (I've actually had a situation where I was asked my religion and if I
> attended church regularly, if I consume alcohol - another thread on this
> list altogether - and family planning issues... ALL completely illegal.
> They let me know that the organization had no concept of
> employment law and
> really wasn't interested in learning it.  I handled the questions with a
> smile and very patient "Do you know it is illegal for you to ask
> me that in
> a job interview?")
>
>

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