Many museums, or companies, do not include such information as who the hiring manager is. Although addressing an individual directly in the case of a small, private museum may work, it won't for larger institutions or gov't run museums. I know we have all seen advertisiments for employment on the list that forget vital information such as where the museum is even located or salary expectations. Unless the advert for employment specifically includes an "attention to", it's probably best not to address the cover letter to an individual. It may seem nice to address to a specific individual but what if you address it to the wrong person due to your "minimal research"? The simplest tends to be the best.

-Isabella

Date: Sat, 17 Aug 2013 13:21:41 -0700
From: [log in to unmask]
Subject: Re: Addressing in an cover letter
To: [log in to unmask]

And it implies you have more interest in your museum than do the hundred other applicants that addressed their letter "To whom it may concern".

To put it another way, suppose you got 101 letters asking for employment. 100 say "To whom it may concern", the other says "Dear Mr. Jones", and you can only read one of the 101 letters. Which will it be?

On Sat, Aug 17, 2013 at 6:03 AM, Nelson, Karen N. <[log in to unmask]> wrote:

Using a specific name shows that you have done at least minimal research on the entity.
Sorry if this is a repeat of earlier posts.

Karen N. Nelson

Chateau de Morčs State Historic Site

P O Box 106

Medora, ND 58645

701-623-4355

Follow us on Facebook!
From: Museum discussion list [To unsubscribe from the MUSEUM-L list, click the following link:
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========================================================================Date: Sat, 17 Aug 2013 14:24:23 -0700 Reply-To: Museum discussion list <[log in to unmask]> Sender: Museum discussion list <[log in to unmask]> From: Gayle <[log in to unmask]> Subject: Benjamin W. Lawless, master designer of museum exhibits, dies at 88 MIME-Version: 1.0 Content-Type: multipart/alternative; boundary="-167995730-228512815-1376774663=:86835" Message-ID: <[log in to unmask]> ---167995730-228512815-1376774663=:86835 Content-Type: text/plain; charset=utf-8 Content-Transfer-Encoding: quoted-printable Because I didn't yet see it posted... http://www.washingtonpost.com/national/benjamin-w-lawless-master-designer-of-museum-exhibits-dies-at-88/2013/08/16/a73c78fa-050a-11e3-9259-e2aafe5a5f84_story.html?wpisrc=nl_headlinesĀ Ā Ā Gayle M. Montgomery [log in to unmask] Find me on: Facebook ā€“ facebook.com/gayle.montgomery Twitter ā€“ @Indigo_Nights Instagram ā€“ indigo1123 Pinterest ā€“ indigo1123 Looking for a job in the arts? http://groups.yahoo.com/group/MuseJobs ========================================================= Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). ---167995730-228512815-1376774663=:86835 Content-Type: text/html; charset=utf-8 Content-Transfer-Encoding: quoted-printable
Because I didn't yet see it posted...
http://www.washingtonpost.com/national/benjamin-w-lawless-master-designer-of-museum-exhibits-dies-at-88/2013/08/16/a73c78fa-050a-11e3-9259-e2aafe5a5f84_story.html?wpisrc=nl_headlines

Gayle M. Montgomery

[log in to unmask]

Find me on:

Facebook ā€“ facebook.com/gayle.montgomery

Twitter ā€“ @Indigo_Nights

Instagram ā€“ indigo1123

Pinterest ā€“ indigo1123

Looking for a job in the arts?

http://groups.yahoo.com/group/MuseJobs

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---167995730-228512815-1376774663=:86835-- ========================================================================Date: Sat, 17 Aug 2013 20:20:44 -0400 Reply-To: Museum discussion list <[log in to unmask]> Sender: Museum discussion list <[log in to unmask]> From: Matthew White <[log in to unmask]> Subject: Re: Addressing in an cover letter In-Reply-To: <[log in to unmask]> Content-type: multipart/alternative; boundary="Apple-Mail=_415BB537-2B9B-4263-812F-B44A6C90A2A0" MIME-version: 1.0 (Mac OS X Mail 6.5 $1508$) Message-ID: <[log in to unmask]> --Apple-Mail=_415BB537-2B9B-4263-812F-B44A6C90A2A0 Content-Transfer-Encoding: quoted-printable Content-Type: text/plain; charset=iso-8859-1 Which one would I read? I would read the one that most clearly showed evidence of the skills and experiences I highlighted in the announcement. I have read thousands of applications and resumes from potential employees, interns, and volunteers. I couldn't begin to tell you who addressed a letter to me or not. Brining staff of any type into your museums to fulfill your mission and represent your institution to the public, and with whom you may spend more waking hours per week than your family if it is a full time job, is one of the most important and consequential decisions you will make in any given year. I can't believe any professional would base that decision on such frivolous minutia as a salutation. Of course, I would have made it absolutely clear in the announcement to whom to address all applications, correspondence, and enquiries so that applicants are spared this sort of blind guessing game and they can spend more time composing a SUBSTANTIVE cover letter and resume. But I already inflicted that rant on the list. Matthew A. White On Aug 17, 2013, at 4:21 PM, Jim Lyons <[log in to unmask]> wrote: > And it implies you have more interest in your museum than do the hundred other applicants that addressed their letter "To whom it may concern". > > To put it another way, suppose you got 101 letters asking for employment. 100 say "To whom it may concern", the other says "Dear Mr. Jones", and you can only read one of the 101 letters. Which will it be? > > > On Sat, Aug 17, 2013 at 6:03 AM, Nelson, Karen N. <[log in to unmask]> wrote: > Using a specific name shows that you have done at least minimal research on the entity. > Sorry if this is a repeat of earlier posts. > > Karen N. Nelson > Chateau de Morčs State Historic Site > P O Box 106 > Medora, ND 58645 > 701-623-4355 > Follow us on Facebook! > From: Museum discussion list [[log in to unmask]] on behalf of Elizabeth [[log in to unmask]] > Sent: Friday, August 16, 2013 22:24 > To: [log in to unmask] > Subject: Re: [MUSEUM-L] Addressing in an cover letter > > Why wouldn't you just address the cover letter to the executive director when in doubt? They are the one's with the ultimate hiring power. > > Sent from my iPhone > > On Aug 16, 2013, at 8:06 PM, Tim Bottoms <[log in to unmask]> wrote: > >> Actually, I do, but then I'm old! >> >> Tim >> >> >> On Fri, Aug 16, 2013 at 10:58 PM, . . <[log in to unmask]> wrote: >> I'm curious as to why anyone just doesn't use the good ole "To whom it may concern" anymore? >> >> -Isabella >> >> >> >> To unsubscribe from the MUSEUM-L list, click the following link: >> http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 >> >> >> >> To unsubscribe from the MUSEUM-L list, click the following link: >> http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 >> > > To unsubscribe from the MUSEUM-L list, click the following link: > http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 > > > To unsubscribe from the MUSEUM-L list, click the following link: > http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 > > > > To unsubscribe from the MUSEUM-L list, click the following link: > http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 > ========================================================= Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). --Apple-Mail=_415BB537-2B9B-4263-812F-B44A6C90A2A0 Content-Transfer-Encoding: quoted-printable Content-Type: text/html; charset=iso-8859-1 Which one would I read?

I would read the one that most clearly showed evidence of the skills and experiences I highlighted in the announcement.

I have read thousands of applications and resumes from potential employees, interns, and volunteers. I couldn't begin to tell you who addressed a letter to me or not. Brining staff of any type into your museums to fulfill your mission and represent your institution to the public, and with whom you may spend more waking hours per week than your family if it is a full time job, is one of the most important and consequential decisions you will make in any given year. I can't believe any professional would base that decision on such frivolous minutia as a salutation.

Of course, I would have made it absolutely clear in the announcement to whom to address all applications, correspondence, and enquiries so that applicants are spared this sort of blind guessing game and they can spend more time composing a SUBSTANTIVE cover letter and resume.

But I already inflicted that rant on the list.

Matthew A. White
On Aug 17, 2013, at 4:21 PM, Jim Lyons <38lyons38@GMAIL.COM> wrote:

And it implies you have more interest in your museum than do the hundred other applicants that addressed their letter "To whom it may concern".

To put it another way, suppose you got 101 letters asking for employment. 100 say "To whom it may concern", the other says "Dear Mr. Jones", and you can only read one of the 101 letters. Which will it be?

On Sat, Aug 17, 2013 at 6:03 AM, Nelson, Karen N. <[log in to unmask]> wrote:

Using a specific name shows that you have done at least minimal research on the entity.
Sorry if this is a repeat of earlier posts.

Karen N. Nelson

Chateau de Morčs State Historic Site

P O Box 106

Medora, ND 58645

701-623-4355

Follow us on Facebook!

From: Museum discussion list [[log in to unmask]] on behalf of Elizabeth [[log in to unmask]]
Sent: Friday, August 16, 2013 22:24
To: [log in to unmask]
Subject: Re: [MUSEUM-L] Addressing in an cover letter

Why wouldn't you just address the cover letter to the executive director when in doubt? They are the one's with the ultimate hiring power.

Sent from my iPhone

On Aug 16, 2013, at 8:06 PM, Tim Bottoms <[log in to unmask]> wrote:

Actually, I do, but then I'm old!

Tim

On Fri, Aug 16, 2013 at 10:58 PM, . . <[log in to unmask]> wrote:

I'm curious as to why anyone just doesn't use the good ole "To whom it may concern" anymore?

-Isabella

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--Apple-Mail=_415BB537-2B9B-4263-812F-B44A6C90A2A0-- ========================================================================Date: Sun, 18 Aug 2013 01:12:56 +0000 Reply-To: Museum discussion list <[log in to unmask]> Sender: Museum discussion list <[log in to unmask]> From: "Stuckle, Danielle L." <[log in to unmask]> Subject: Re: Addressing in an cover letter In-Reply-To: <[log in to unmask]> Content-Type: multipart/alternative; boundary="_000_AB0F769E228D4AE7A9EBB61448139280ndgov_" MIME-Version: 1.0 Message-ID: <[log in to unmask]> --_000_AB0F769E228D4AE7A9EBB61448139280ndgov_ Content-Type: text/plain; charset="iso-8859-1" Content-Transfer-Encoding: quoted-printable When I hired staff at a city owned museum I got applications after they had been ranked by the Civil Service Commission, and I don't remember if they even had cover letters with them by the time they got to me. Danielle Stuckle SHSND On Aug 17, 2013, at 7:20 PM, "Matthew White" <[log in to unmask]> wrote: Which one would I read? I would read the one that most clearly showed evidence of the skills and experiences I highlighted in the announcement. I have read thousands of applications and resumes from potential employees, interns, and volunteers. I couldn't begin to tell you who addressed a letter to me or not. Brining staff of any type into your museums to fulfill your mission and represent your institution to the public, and with whom you may spend more waking hours per week than your family if it is a full time job, is one of the most important and consequential decisions you will make in any given year. I can't believe any professional would base that decision on such frivolous minutia as a salutation. Of course, I would have made it absolutely clear in the announcement to whom to address all applications, correspondence, and enquiries so that applicants are spared this sort of blind guessing game and they can spend more time composing a SUBSTANTIVE cover letter and resume. But I already inflicted that rant on the list. Matthew A. White On Aug 17, 2013, at 4:21 PM, Jim Lyons <[log in to unmask]> wrote: And it implies you have more interest in your museum than do the hundred other applicants that addressed their letter "To whom it may concern". To put it another way, suppose you got 101 letters asking for employment. 100 say "To whom it may concern", the other says "Dear Mr. Jones", and you can only read one of the 101 letters. Which will it be? On Sat, Aug 17, 2013 at 6:03 AM, Nelson, Karen N. <[log in to unmask]> wrote: Using a specific name shows that you have done at least minimal research on the entity. Sorry if this is a repeat of earlier posts. Karen N. Nelson Chateau de Morčs State Historic Site P O Box 106 Medora, ND 58645 701-623-4355 Follow us on Facebook! ________________________________ From: Museum discussion list [[log in to unmask]] on behalf of Elizabeth [[log in to unmask]] Sent: Friday, August 16, 2013 22:24 To: [log in to unmask] Subject: Re: [MUSEUM-L] Addressing in an cover letter Why wouldn't you just address the cover letter to the executive director when in doubt? They are the one's with the ultimate hiring power. Sent from my iPhone On Aug 16, 2013, at 8:06 PM, Tim Bottoms <[log in to unmask]> wrote: Actually, I do, but then I'm old! Tim On Fri, Aug 16, 2013 at 10:58 PM, . . <[log in to unmask]> wrote: I'm curious as to why anyone just doesn't use the good ole "To whom it may concern" anymore? -Isabella ________________________________ ________________________________ To unsubscribe from the MUSEUM-L list, click the following link: http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 ________________________________ To unsubscribe from the MUSEUM-L list, click the following link: http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 ________________________________ To unsubscribe from the MUSEUM-L list, click the following link: http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 ________________________________ To unsubscribe from the MUSEUM-L list, click the following link: http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 ________________________________ To unsubscribe from the MUSEUM-L list, click the following link: http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 ________________________________ To unsubscribe from the MUSEUM-L list, click the following link: http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 ========================================================= Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). --_000_AB0F769E228D4AE7A9EBB61448139280ndgov_ Content-Type: text/html; charset="iso-8859-1" Content-Transfer-Encoding: quoted-printable
When I hired staff at a city owned museum I got applications after they had been ranked by the Civil Service Commission, and I don't remember if they even had cover letters with them by the time they got to me.

Danielle Stuckle

SHSND

On Aug 17, 2013, at 7:20 PM, "Matthew White" <[log in to unmask]> wrote:

Which one would I read?

I would read the one that most clearly showed evidence of the skills and experiences I highlighted in the announcement.

I have read thousands of applications and resumes from potential employees, interns, and volunteers. I couldn't begin to tell you who addressed a letter to me or not. Brining staff of any type into your museums to fulfill your mission and represent your institution to the public, and with whom you may spend more waking hours per week than your family if it is a full time job, is one of the most important and consequential decisions you will make in any given year. I can't believe any professional would base that decision on such frivolous minutia as a salutation.

Of course, I would have made it absolutely clear in the announcement to whom to address all applications, correspondence, and enquiries so that applicants are spared this sort of blind guessing game and they can spend more time composing a SUBSTANTIVE cover letter and resume.

But I already inflicted that rant on the list.

Matthew A. White

On Aug 17, 2013, at 4:21 PM, Jim Lyons <38lyons38@GMAIL.COM> wrote:

And it implies you have more interest in your museum than do the hundred other applicants that addressed their letter "To whom it may concern".

To put it another way, suppose you got 101 letters asking for employment. 100 say "To whom it may concern", the other says "Dear Mr. Jones", and you can only read one of the 101 letters. Which will it be?

On Sat, Aug 17, 2013 at 6:03 AM, Nelson, Karen N. <[log in to unmask]> wrote:

Using a specific name shows that you have done at least minimal research on the entity.
Sorry if this is a repeat of earlier posts.

Karen N. Nelson

Chateau de Morčs State Historic Site

P O Box 106

Medora, ND 58645

701-623-4355

Follow us on Facebook!

From: Museum discussion list [[log in to unmask]] on behalf of Elizabeth [[log in to unmask]]
Sent: Friday, August 16, 2013 22:24
To: [log in to unmask]
Subject: Re: [MUSEUM-L] Addressing in an cover letter

Why wouldn't you just address the cover letter to the executive director when in doubt? They are the one's with the ultimate hiring power.

Sent from my iPhone

On Aug 16, 2013, at 8:06 PM, Tim Bottoms <[log in to unmask]> wrote:

Actually, I do, but then I'm old!

Tim

On Fri, Aug 16, 2013 at 10:58 PM, . . <[log in to unmask]> wrote:

I'm curious as to why anyone just doesn't use the good ole "To whom it may concern" anymore?

-Isabella

To unsubscribe from the MUSEUM-L list, click the following link:
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--_000_AB0F769E228D4AE7A9EBB61448139280ndgov_-- ========================================================================Date: Mon, 19 Aug 2013 15:04:49 +0000 Reply-To: Museum discussion list <[log in to unmask]> Sender: Museum discussion list <[log in to unmask]> From: Tara Backhouse <[log in to unmask]> Subject: Job Opening - Exhibits Preparator, Ah-Tah-Thi-Ki Museum Content-Type: multipart/alternative; boundary="_000_22B4530C53B74740B88193B02C8EF26E46406B53HWTOEXCHBE02tri_" MIME-Version: 1.0 Message-ID: <[log in to unmask]> --_000_22B4530C53B74740B88193B02C8EF26E46406B53HWTOEXCHBE02tri_ Content-Type: text/plain; charset="us-ascii" Content-Transfer-Encoding: quoted-printable Announcing a job opening for Exhibits Preparator at the Seminole Tribe of Florida's Ah-Tah-Thi-Ki Museum, located on the Big Cypress Reservation in south central Florida. See below for details. Interested candidates should send resume and cover letter to Tara Backhouse ([log in to unmask]), Collections Manager EXHIBITS PREPARATOR- AH-TAH-THI-KI MUSEUM NATURE OF WORK The Exhibits Preparator will work in the Museum's Collections Division assisting Division staff with all aspects of exhibit development, installation, and maintenance. This position also works on development and implementation of traveling exhibits. This position reports to the Curator of Exhibits and is a full-time non-exempt position. ILLUSTRATIVE TASKS The listed duties are only illustrative and are not intended to describe every function that may be performed by this position. The omission of specific statements does not preclude management from assigning specific duties not listed, if such duties are a logical assignment to the position. Directs and coordinates construction and maintenance of exhibits. Responsible for all preparatory work in the installation and de-installation of exhibits. Works with the Curator of Exhibits to develop an annual budget for exhibits. Manages the fabrication schedule for onsite and off-site installations, as well as traveling exhibts. Coordinates exhibit implementation with the Conservator to ensure best practices for object preservation. Designs and constructs museum quality exhibition mounts for historic objects. Undertakes administrative duties related to exhibit projects as assigned. Works with the Exhibits Coordinator to maintain and implement the Exhibits Calendar. Practices archival matting and framing procedures as needed. Attends and contributes to staff meetings, workshops and related training. Composes written reports and articles for Museum and Tribal publications as required. Performs regular housekeeping of on-site and off-site intstallations. Provides on-site guidance and monitors contractors or staff in exhibition areas. KNOWLEDGE, SKILLS AND ABILITIES * Familiarity with the guidelines and best-practices of museum exhibition and interpretation * Excellent organizational and writing skills * Proficiency in basic computing, including Microsoft Office software * Proficiency in design software, e.g. Adobe Photoshop, Illustrator, Publisher * Proficiency in the use of a variety of tools (including power tools) used for exhibit construction * Strong communication skills and ability to maintain effective working relationships KNOWLEDGE, SKILLS AND ABILITIES * Analytical skills are needed when interpreting information * Capable of handling multiple projects and of seeing projects to a point of completion * Ability to work a flexible work schedule including evenings, weekends and holiday * Ability to travel when necessary MINIMUM REQUIREMENTS Bachelor's degree in Fine Arts, History, Museum Studies, Anthropology or a related field required. Master's degree preferred. Candidates who are in the process of obtaining a graduate level in related fields will be also be considered. Experience working in a curatorial setting is preferred. Strong organizational, communication and research skills are necessary, with the ability to prioritize workload and handle many tasks simultaneously. Proficient computer skills utilizing Microsoft software programs and add-ins are required. Must be able to work a flexible work schedule, including evenings, weekends and holidays. Must be able to travel when necessary. PHYSICAL DEMANDS Moderate physical activity. Requires handling of average-weight objects up to 25-40 pounds. Ability to use tools and equipment, climb ladders/scaffolding, access platform and lift, carry exhibits, most of which are fragile. Must be able to stand for extended periods of time. WORKING CONDITIONS Works in a clean, air-conditioned office area, with little noise. Tara Backhouse Collections Manager, Ah-Tah-Thi-Ki Museum Office# 863-902-1113 ext. 12246 Fax#: 863-983-7064 [log in to unmask] Visit our website at:www.ahtahthiki.com Become a member at: [log in to unmask] ========================================================= Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). --_000_22B4530C53B74740B88193B02C8EF26E46406B53HWTOEXCHBE02tri_ Content-Type: text/html; charset="us-ascii" Content-Transfer-Encoding: quoted-printable

Announcing a job opening for Exhibits Preparator at the Seminole Tribe of Florida’s Ah-Tah-Thi-Ki Museum, located on the Big Cypress Reservation in south central Florida. See below for details. Interested candidates should send resume and cover letter to Tara Backhouse ([log in to unmask]), Collections Manager

EXHIBITS PREPARATOR- AH-TAH-THI-KI MUSEUM

NATURE OF WORK

The Exhibits Preparator will work in the Museum’s Collections Division assisting Division staff with all aspects of exhibit development, installation, and maintenance. This position also works on development and implementation of traveling exhibits. This position reports to the Curator of Exhibits and is a full-time non-exempt position.

ILLUSTRATIVE TASKS

The listed duties are only illustrative and are not intended to describe every function that may be performed by this position. The omission of specific statements does not preclude management from assigning specific duties not listed, if such duties are a logical assignment to the position.

Directs and coordinates construction and maintenance of exhibits.

Responsible for all preparatory work in the installation and de-installation of exhibits.

Works with the Curator of Exhibits to develop an annual budget for exhibits.

Manages the fabrication schedule for onsite and off-site installations, as well as traveling exhibts.

Coordinates exhibit implementation with the Conservator to ensure best practices for object preservation.

Designs and constructs museum quality exhibition mounts for historic objects.

Undertakes administrative duties related to exhibit projects as assigned.

Works with the Exhibits Coordinator to maintain and implement the Exhibits Calendar.

Practices archival matting and framing procedures as needed.

Attends and contributes to staff meetings, workshops and related training.

Composes written reports and articles for Museum and Tribal publications as required.

Performs regular housekeeping of on-site and off-site intstallations.

Provides on-site guidance and monitors contractors or staff in exhibition areas.

KNOWLEDGE, SKILLS AND ABILITIES

Familiarity with the guidelines and best-practices of museum exhibition and interpretation
Excellent organizational and writing skills
Proficiency in basic computing, including Microsoft Office software
Proficiency in design software, e.g. Adobe Photoshop, Illustrator, Publisher
Proficiency in the use of a variety of tools (including power tools) used for exhibit construction
Strong communication skills and ability to maintain effective working relationships

KNOWLEDGE, SKILLS AND ABILITIES

Analytical skills are needed when interpreting information
Capable of handling multiple projects and of seeing projects to a point of completion
Ability to work a flexible work schedule including evenings, weekends and holiday
Ability to travel when necessary

MINIMUM REQUIREMENTS

Bachelor’s degree in Fine Arts, History, Museum Studies, Anthropology or a related field required. Master’s degree preferred. Candidates who are in the process of obtaining a graduate level in related fields will be also be considered. Experience working in a curatorial setting is preferred. Strong organizational, communication and research skills are necessary, with the ability to prioritize workload and handle many tasks simultaneously. Proficient computer skills utilizing Microsoft software programs and add-ins are required. Must be able to work a flexible work schedule, including evenings, weekends and holidays. Must be able to travel when necessary.

PHYSICAL DEMANDS

Moderate physical activity. Requires handling of average-weight objects up to 25-40 pounds.

Ability to use tools and equipment, climb ladders/scaffolding, access platform and lift, carry exhibits, most of which are fragile. Must be able to stand for extended periods of time.

WORKING CONDITIONS

Works in a clean, air-conditioned office area, with little noise.

Tara Backhouse

Collections Manager, Ah-Tah-Thi-Ki Museum

Office# 863-902-1113 ext. 12246

Fax#: 863-983-7064

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Visit our website at:www.ahtahthiki.com

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--_000_22B4530C53B74740B88193B02C8EF26E46406B53HWTOEXCHBE02tri_-- ========================================================================Date: Mon, 19 Aug 2013 11:23:26 -0500 Reply-To: Museum discussion list <[log in to unmask]> Sender: Museum discussion list <[log in to unmask]> From: Brad Bredehoft <[log in to unmask]> Subject: Making Museum Quality Mannequins online course begins September 3 MIME-Version: 1.0 Content-Type: text/plain; charset=ISO-8859-1; format=flowed Content-Transfer-Encoding: 7bit Message-ID: <[log in to unmask]> MS 243: Making Museum Quality Mannequins Instructor: Helen Alten Dates: Sep 3 to Oct 11, 2013 Location: Online at www.museumclasses.org Description: A good mannequin makes an exhibit look professional. Unfortunately, most museum staff do not know how to make a costume look good on a mannequin. The result is that costumes look flat, provide incorrect information or are being damaged. Buying an expensive "museum quality mannequin" is not the solution - garments rarely fit without alterations to the mannequin. Learn how to measure garments and transfer that information to construct a new form or alter an old form so that it accurately fits the garment, creating an accurate and safe display. Learn about the materials that will and won't damage the textile. Making Museum Quality Mannequins provides an overview of all of the materials used to construct mannequins in today's museums. Learn inexpensive mannequin solutions and how different materials may use the same additive or subtractive construction technique. Fabrication methods for many mannequin styles are described. Finishing touches - casting and molding, hair, arms, legs, stands and base, undergarments - are discussed with examples of how they change the presentation of a garment. Logistics: Participants in Museum Quality Mannequins work through sections on their own. Materials and resources include online literature, slide lectures and dialog between students and the instructor through online forums. Museum Quality Mannequins runs six weeks. To learn more about the course, please go to http://www.collectioncare.org/training/trol_classes_ms243.html If you have trouble please contact Helen Alten at [log in to unmask] The Instructor: Helen Alten, is the Director of Northern States Conservation Center and its chief Objects Conservator. For nearly 30 years she has been involved in objects conservation, starting as a pre-program intern at the Oriental Institute in Chicago and the University Museum of the University of Pennsylvania. She completed a degree in Archaeological Conservation and Materials Science from the Institute of Archaeology at the University of London in England. She has built and run conservation laboratories in Bulgaria, Montana, Greece, Alaska and Minnesota. She has a broad understanding of three-dimensional materials and their deterioration, wrote and edited the quarterly Collections Caretaker, maintains the popular www.collectioncare.org web site, lectures throughout the United States on collection care topics, was instrumental in developing a state-wide protocol for disaster response in small Minnesota museums, has written, received and reviewed grants for NEH and IMLS, worked with local foundations funding one of her pilot programs, and is always in search of the perfect museum mannequin. She has published chapters on conservation and deterioration of archeological glass with the Materials Research Society and the York Archaeological Trust, four chapters on different mannequin construction techniques in Museum Mannequins: A Guide for Creating the Perfect Fit (2002), preservation planning, policies, forms and procedures needed for a small museum in The Minnesota Alliance of Local History Museums' Collection Initiative Manual, and is co-editor of the penultimate book on numbering museum collections (still in process) by the Gilcrease Museum in Oklahoma. Helen Alten has been a Field Education Director, Conservator, and staff trainer. She began working with people from small, rural, and tribal museums while as the state conservator for Montana and Alaska. Helen currently conducts conservation treatments and operates a conservation center in Charleston, WV and St. Paul, MN. -- Brad Bredehoft Sales and Technology Manager Northern States Conservation Center www.collectioncare.org www.museumclasses.org ========================================================Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). ========================================================================Date: Sun, 18 Aug 2013 09:25:37 -0400 Reply-To: Museum discussion list <[log in to unmask]> Sender: Museum discussion list <[log in to unmask]> From: Elizabeth Simon <[log in to unmask]> Subject: Re: Addressing in an cover letter In-Reply-To: <[log in to unmask]> MIME-Version: 1.0 Content-Type: multipart/alternative; boundaryč9a8fb1fdee682fd904e438c2ca Message-ID: <[log in to unmask]> --e89a8fb1fdee682fd904e438c2ca Content-Type: text/plain; charset=ISO-8859-1 Content-Transfer-Encoding: quoted-printable If I get 101 letters, I'll choose the best qualified person for the job, regardless of how the cover letter is addressed. I think the point this thread highlights is that hiring organizations should give applicants a name to address -- even if it's just "Hiring Manager" -- rather than making them waste their time guessing. On Sat, Aug 17, 2013 at 4:21 PM, Jim Lyons <[log in to unmask]> wrote: > And it implies you have more interest in your museum than do the hundred > other applicants that addressed their letter "To whom it may concern". > > To put it another way, suppose you got 101 letters asking for employment. > 100 say "To whom it may concern", the other says "Dear Mr. Jones", and you > can only read one of the 101 letters. Which will it be? > > > On Sat, Aug 17, 2013 at 6:03 AM, Nelson, Karen N. <[log in to unmask]>wrote: > >> Using a specific name shows that you have done at least minimal >> research on the entity. >> Sorry if this is a repeat of earlier posts. >> >> Karen N. Nelson >> Chateau de Morčs State Historic Site >> P O Box 106 >> Medora, ND 58645 >> 701-623-4355 >> Follow us on Facebook! >> ------------------------------ >> *From:* Museum discussion list [[log in to unmask]] on behalf >> of Elizabeth [[log in to unmask]] >> *Sent:* Friday, August 16, 2013 22:24 >> *To:* [log in to unmask] >> *Subject:* Re: [MUSEUM-L] Addressing in an cover letter >> >> Why wouldn't you just address the cover letter to the executive >> director when in doubt? They are the one's with the ultimate hiring power. >> >> Sent from my iPhone >> >> On Aug 16, 2013, at 8:06 PM, Tim Bottoms < >> [log in to unmask]> wrote: >> >> Actually, I do, but then I'm old! >> >> Tim >> >> >> On Fri, Aug 16, 2013 at 10:58 PM, . . <[log in to unmask]> wrote: >> >>> I'm curious as to why anyone just doesn't use the good ole "To whom it >>> may concern" anymore? >>> >>> -Isabella >>> >>> ------------------------------ >>> >>> >>> ------------------------------ >>> >>> To unsubscribe from the MUSEUM-L list, click the following link: >>> http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 >>> >> >> >> ------------------------------ >> >> To unsubscribe from the MUSEUM-L list, click the following link: >> http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 >> >> >> ------------------------------ >> >> To unsubscribe from the MUSEUM-L list, click the following link: >> http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 >> >> ------------------------------ >> >> To unsubscribe from the MUSEUM-L list, click the following link: >> http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 >> > > > ------------------------------ > > To unsubscribe from the MUSEUM-L list, click the following link: > http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 > ========================================================= Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). --e89a8fb1fdee682fd904e438c2ca Content-Type: text/html; charset=ISO-8859-1 Content-Transfer-Encoding: quoted-printable
If I get 101 letters, I'll choose the best qualified person for the job, regardless of how the cover letter is addressed. I think the point this thread highlights is that hiring organizations should give applicants a name to address -- even if it's just "Hiring Manager" -- rather than making them waste their time guessing.

On Sat, Aug 17, 2013 at 4:21 PM, Jim Lyons <[log in to unmask]> wrote:

And it implies you have more interest in your museum than do the hundred other applicants that addressed their letter "To whom it may concern".

To put it another way, suppose you got 101 letters asking for employment. 100 say "To whom it may concern", the other says "Dear Mr. Jones", and you can only read one of the 101 letters. Which will it be?

On Sat, Aug 17, 2013 at 6:03 AM, Nelson, Karen N. <[log in to unmask]> wrote:

Using a specific name shows that you have done at least minimal research on the entity.
Sorry if this is a repeat of earlier posts.

Karen N. Nelson

Chateau de Morčs State Historic Site

P O Box 106

Medora, ND 58645

701-623-4355

Follow us on Facebook!

From: Museum discussion list [[log in to unmask]] on behalf of Elizabeth [[log in to unmask]]
Sent: Friday, August 16, 2013 22:24
To: [log in to unmask]
Subject: Re: [MUSEUM-L] Addressing in an cover letter

Why wouldn't you just address the cover letter to the executive director when in doubt? They are the one's with the ultimate hiring power.

Sent from my iPhone

On Aug 16, 2013, at 8:06 PM, Tim Bottoms <[log in to unmask]> wrote:

Actually, I do, but then I'm old!

Tim

On Fri, Aug 16, 2013 at 10:58 PM, . . <[log in to unmask]> wrote:

I'm curious as to why anyone just doesn't use the good ole "To whom it may concern" anymore?

-Isabella

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--e89a8fb1fdee682fd904e438c2ca-- ========================================================================Date: Mon, 19 Aug 2013 11:24:11 -0600 Reply-To: Museum discussion list <[log in to unmask]> Sender: Museum discussion list <[log in to unmask]> From: Christine Paige Diers <[log in to unmask]> Subject: Fwd: Development Director Position - Sturgis Motorcycle Museum & Hall of Fame In-Reply-To: <[log in to unmask]> MIME-Version: 1.0 Content-Type: multipart/alternative; boundary7d7b67810471234904e4503563 Message-ID: <[log in to unmask]> --047d7b67810471234904e4503563 Content-Type: text/plain; charset=windows-1252 Content-Transfer-Encoding: quoted-printable *Sturgis Motorcycle Museum Seeks Development Director* The Sturgis Motorcycle Museum & Hall of Fame is seeking a Director of Development to join the team of professionals at the museum. This individual will be an integral part of making sure the museum is not only sustained, but expanded. “As we seek to grow the museum, we’ve recognized the need for a person who is focused on the future,” said Dave Davis, Sturgis Motorcycle Museum Board President. “The board is excited about the results of a recent feasibility study in which our supporters overwhelmingly encouraged us to move forward with a large-scale building project and other initiatives. We recognize that the current staff is just not able to handle all of the additional duties this will entail.” The *Director of Development* is the Sturgis Motorcycle Museum’s chief development officer. The position reports to the *Executive Director* and is charged with both fund and friend raising. The position supports the Museum’s strategic initiatives through development activities designed to increase the Museum’s assets. *Specific responsibilities will include:* supporting the Museum’s Major Gifts Campaign, identifying private, public, and corporate/foundation sources of funding, prospect cultivation, proposal development, donor stewardship, facilitating Museum partnerships with corporate donors, and negotiating agreements and contracts related to development activities. *Additional responsibilities will include:* assisting with the marketing of the Museum, maintaining relationships with other development professionals, assisting the Executive Director in the development and management of Museum finances and budgets, organizing and managing “friends” groups, developing and supporting the Executive Director and Board in increasing their abilities, compliance with government agency requirements, and establishing and maintaining a donor information system. The ideal candidate will be able to demonstrate substantial planning and fundraising skills, and a thorough knowledge of software systems related to fundraising. Additionally, the candidate must have excellent supervision, leadership, team-building, negotiating and contracting skills. Previous experience with fundraising campaigns is extremely desirable. Additionally, the candidate should have the ability create marketing publications, have social networking skills, and be able to work independently without constant supervision. Appreciation for the culture and sport of the motorcycle is also desirable. The candidate will, at a minimum, hold a Bachelor’s degree in an appropriate field, and have a successful track record in raising significant funds. The salary is negotiable and commensurate with experience. The position closing date is August 23, 2013. A complete job description and information on how to apply is available on the museum website at http://www.sturgismuseum.com/assets/file-manager/DD-Full-Description.pdf. -- *Christine Paige Diers Executive Director, Sturgis Motorcycle Museum & Hall of Fame 605.347.2001 999 Main Street, Sturgis, SD 57785 fax 605.720.0632 www.sturgismuseum.com * Become a fan of the Sturgis Motorcycle Museum & Hall of Fame Page on facebook This email is a private communication. It is confidential, and may be legally privileged. All data transmitted in this email is intended for the sole use of the named addressee(s). If you are not a named addressee, you must not disclose, copy, print, or in any other way use or rely on the data contained in this transmission. If you have received this electronic mail message in error, please reply to the sender or notify the Sturgis Motorcycle Museum & Hall of Fame immediately and take the steps necessary to delete the message (and any attachments) completely from your computer system. ========================================================= Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). --047d7b67810471234904e4503563 Content-Type: text/html; charset=windows-1252 Content-Transfer-Encoding: quoted-printable

Sturgis Motorcycle Museum Seeks Development Director

The Sturgis Motorcycle Museum & Hall of Fame is seeking a Director of Development to join the team of professionals at the museum. This individual will be an integral part of making sure the museum is not only sustained, but expanded. “As we seek to grow the museum, we’ve recognized the need for a person who is focused on the future,” said Dave Davis, Sturgis Motorcycle Museum Board President. “The board is excited about the results of a recent feasibility study in which our supporters overwhelmingly encouraged us to move forward with a large-scale building project and other initiatives. We recognize that the current staff is just not able to handle all of the additional duties this will entail.”

The Director of Development is the Sturgis Motorcycle Museum’s chief development officer. The position reports to the Executive Director and is charged with both fund and friend raising. The position supports the Museum’s strategic initiatives through development activities designed to increase the Museum’s assets.

Specific responsibilities will include: supporting the Museum’s Major Gifts Campaign, identifying private, public, and corporate/foundation sources of funding, prospect cultivation, proposal development, donor stewardship, facilitating Museum partnerships with corporate donors, and negotiating agreements and contracts related to development activities.

Additional responsibilities will include: assisting with the marketing of the Museum, maintaining relationships with other development professionals, assisting the Executive Director in the development and management of Museum finances and budgets, organizing and managing “friends” groups, developing and supporting the Executive Director and Board in increasing their abilities, compliance with government agency requirements, and establishing and maintaining a donor information system.

The ideal candidate will be able to demonstrate substantial planning and fundraising skills, and a thorough knowledge of software systems related to fundraising. Additionally, the candidate must have excellent supervision, leadership, team-building, negotiating and contracting skills. Previous experience with fundraising campaigns is extremely desirable. Additionally, the candidate should have the ability create marketing publications, have social networking skills, and be able to work independently without constant supervision. Appreciation for the culture and sport of the motorcycle is also desirable.

The candidate will, at a minimum, hold a Bachelor’s degree in an appropriate field, and have a successful track record in raising significant funds.

The salary is negotiable and commensurate with experience. The position closing date is August 23, 2013. A complete job description and information on how to apply is available on the museum website at http://www.sturgismuseum.com/assets/file-manager/DD-Full-Description.pdf.

--
Christine Paige Diers
Executive Director, Sturgis Motorcycle Museum & Hall of Fame
605.347.2001
999 Main Street, Sturgis, SD 57785
fax 605.720.0632
www.sturgismuseum.com

Become a fan of the Sturgis Motorcycle Museum & Hall of Fame Page on facebook

This email is a private communication. It is confidential, and may be
legally privileged. All data transmitted in this email is intended for the
sole use of the named addressee(s). If you are not a named addressee, you
must not disclose, copy, print, or in any other way use or rely on the data
contained in this transmission. If you have received this electronic mail
message in error, please reply to the sender or notify the Sturgis
Motorcycle Museum & Hall of Fame immediately and take the steps necessary to
delete the message (and any attachments) completely from your computer
system.

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--047d7b67810471234904e4503563-- ========================================================================Date: Mon, 19 Aug 2013 13:49:26 -0400 Reply-To: Museum discussion list <[log in to unmask]> Sender: Museum discussion list <[log in to unmask]> From: Jenifer Anderson <[log in to unmask]> Subject: Re: Addressing in an cover letter In-Reply-To: <[log in to unmask]> MIME-Version: 1.0 Content-Type: multipart/alternative; boundary9e0158b6bcbd69eb04e4508fb3 Message-ID: <[log in to unmask]> --089e0158b6bcbd69eb04e4508fb3 Content-Type: text/plain; charset=ISO-8859-1 Content-Transfer-Encoding: quoted-printable Unless stated otherwise I often address my letters "To those whom it may concern", first because not all organizations have a hiring manager, but also because it is my impression that for many positions resumes often get passed up a chain of individuals, or may be reviewed by a group of colleges. I have always thought addressing it to the hiring manager was too specific and discounts others involved in the process. On Sun, Aug 18, 2013 at 9:25 AM, Elizabeth Simon <[log in to unmask]>wrote: > If I get 101 letters, I'll choose the best qualified person for the job, > regardless of how the cover letter is addressed. I think the point this > thread highlights is that hiring organizations should give applicants a > name to address -- even if it's just "Hiring Manager" -- rather than making > them waste their time guessing. > > > On Sat, Aug 17, 2013 at 4:21 PM, Jim Lyons <[log in to unmask]> wrote: > >> And it implies you have more interest in your museum than do the hundred >> other applicants that addressed their letter "To whom it may concern". >> >> To put it another way, suppose you got 101 letters asking for >> employment. 100 say "To whom it may concern", the other says "Dear Mr. >> Jones", and you can only read one of the 101 letters. Which will it be? >> >> >> On Sat, Aug 17, 2013 at 6:03 AM, Nelson, Karen N. <[log in to unmask]>wrote: >> >>> Using a specific name shows that you have done at least minimal >>> research on the entity. >>> Sorry if this is a repeat of earlier posts. >>> >>> Karen N. Nelson >>> Chateau de Morčs State Historic Site >>> P O Box 106 >>> Medora, ND 58645 >>> 701-623-4355 >>> Follow us on Facebook! >>> ------------------------------ >>> *From:* Museum discussion list [[log in to unmask]] on behalf >>> of Elizabeth [[log in to unmask]] >>> *Sent:* Friday, August 16, 2013 22:24 >>> *To:* [log in to unmask] >>> *Subject:* Re: [MUSEUM-L] Addressing in an cover letter >>> >>> Why wouldn't you just address the cover letter to the executive >>> director when in doubt? They are the one's with the ultimate hiring power. >>> >>> Sent from my iPhone >>> >>> On Aug 16, 2013, at 8:06 PM, Tim Bottoms < >>> [log in to unmask]> wrote: >>> >>> Actually, I do, but then I'm old! >>> >>> Tim >>> >>> >>> On Fri, Aug 16, 2013 at 10:58 PM, . . <[log in to unmask]> wrote: >>> >>>> I'm curious as to why anyone just doesn't use the good ole "To whom >>>> it may concern" anymore? >>>> >>>> -Isabella >>>> >>>> ------------------------------ >>>> >>>> >>>> ------------------------------ >>>> >>>> To unsubscribe from the MUSEUM-L list, click the following link: >>>> http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 >>>> >>> >>> >>> ------------------------------ >>> >>> To unsubscribe from the MUSEUM-L list, click the following link: >>> http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 >>> >>> >>> ------------------------------ >>> >>> To unsubscribe from the MUSEUM-L list, click the following link: >>> http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 >>> >>> ------------------------------ >>> >>> To unsubscribe from the MUSEUM-L list, click the following link: >>> http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 >>> >> >> >> ------------------------------ >> >> To unsubscribe from the MUSEUM-L list, click the following link: >> http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 >> > > > ------------------------------ > > To unsubscribe from the MUSEUM-L list, click the following link: > http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 > ========================================================= Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). --089e0158b6bcbd69eb04e4508fb3 Content-Type: text/html; charset=ISO-8859-1 Content-Transfer-Encoding: quoted-printable
Unless stated otherwise I often address my letters "To those whom it may concern", first because not all organizations have a hiring manager, but also because it is my impression that for many positions resumes often get passed up a chain of individuals, or may be reviewed by a group of colleges. I have always thought addressing it to the hiring manager was too specific and discounts others involved in the process.

On Sun, Aug 18, 2013 at 9:25 AM, Elizabeth Simon <[log in to unmask]> wrote:

If I get 101 letters, I'll choose the best qualified person for the job, regardless of how the cover letter is addressed. I think the point this thread highlights is that hiring organizations should give applicants a name to address -- even if it's just "Hiring Manager" -- rather than making them waste their time guessing.

On Sat, Aug 17, 2013 at 4:21 PM, Jim Lyons <[log in to unmask]> wrote:

And it implies you have more interest in your museum than do the hundred other applicants that addressed their letter "To whom it may concern".

To put it another way, suppose you got 101 letters asking for employment. 100 say "To whom it may concern", the other says "Dear Mr. Jones", and you can only read one of the 101 letters. Which will it be?

On Sat, Aug 17, 2013 at 6:03 AM, Nelson, Karen N. <[log in to unmask]> wrote:

Using a specific name shows that you have done at least minimal research on the entity.
Sorry if this is a repeat of earlier posts.

Karen N. Nelson

Chateau de Morčs State Historic Site

P O Box 106

Medora, ND 58645

701-623-4355

Follow us on Facebook!

From: Museum discussion list [[log in to unmask]] on behalf of Elizabeth [[log in to unmask]]
Sent: Friday, August 16, 2013 22:24
To: [log in to unmask]
Subject: Re: [MUSEUM-L] Addressing in an cover letter

Why wouldn't you just address the cover letter to the executive director when in doubt? They are the one's with the ultimate hiring power.

Sent from my iPhone

On Aug 16, 2013, at 8:06 PM, Tim Bottoms <[log in to unmask]> wrote:

Actually, I do, but then I'm old!

Tim

On Fri, Aug 16, 2013 at 10:58 PM, . . <[log in to unmask]> wrote:

I'm curious as to why anyone just doesn't use the good ole "To whom it may concern" anymore?

-Isabella

To unsubscribe from the MUSEUM-L list, click the following link:
http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1

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--089e0158b6bcbd69eb04e4508fb3-- ========================================================================Date: Mon, 19 Aug 2013 13:10:50 -0500 Reply-To: Museum discussion list <[log in to unmask]> Sender: Museum discussion list <[log in to unmask]> From: Samantha Bradbeer <[log in to unmask]> Subject: Re: Addressing in an cover letter In-Reply-To: <[log in to unmask]> MIME-Version: 1.0 Content-Type: multipart/alternative; boundaryMessage-ID: <[log in to unmask]> --001a11c2e22444f57c04e450dc71 Content-Type: text/plain; charset=ISO-8859-1 Content-Transfer-Encoding: quoted-printable Most, if not all, the jobs I've applied for and accepted have not listed a hiring manager's name on the job posting. I, like many of you, also looked for a name on the institution's website. "Dear Mr. Smith" makes a cover letter seem more personal to me, however many institutions work as a team when filing a position. I believe that is why many job postings don't have a designated hiring manager listed. If the hiring manager is not listed, I simply say "Please accept my application for the _position name_ at the _institution's name__ in _city, state__. On Sun, Aug 18, 2013 at 8:25 AM, Elizabeth Simon <[log in to unmask]>wrote: > If I get 101 letters, I'll choose the best qualified person for the job, > regardless of how the cover letter is addressed. I think the point this > thread highlights is that hiring organizations should give applicants a > name to address -- even if it's just "Hiring Manager" -- rather than making > them waste their time guessing. > > > On Sat, Aug 17, 2013 at 4:21 PM, Jim Lyons <[log in to unmask]> wrote: > >> And it implies you have more interest in your museum than do the hundred >> other applicants that addressed their letter "To whom it may concern". >> >> To put it another way, suppose you got 101 letters asking for >> employment. 100 say "To whom it may concern", the other says "Dear Mr. >> Jones", and you can only read one of the 101 letters. Which will it be? >> >> >> On Sat, Aug 17, 2013 at 6:03 AM, Nelson, Karen N. <[log in to unmask]>wrote: >> >>> Using a specific name shows that you have done at least minimal >>> research on the entity. >>> Sorry if this is a repeat of earlier posts. >>> >>> Karen N. Nelson >>> Chateau de Morčs State Historic Site >>> P O Box 106 >>> Medora, ND 58645 >>> 701-623-4355 >>> Follow us on Facebook! >>> ------------------------------ >>> *From:* Museum discussion list [[log in to unmask]] on behalf >>> of Elizabeth [[log in to unmask]] >>> *Sent:* Friday, August 16, 2013 22:24 >>> *To:* [log in to unmask] >>> *Subject:* Re: [MUSEUM-L] Addressing in an cover letter >>> >>> Why wouldn't you just address the cover letter to the executive >>> director when in doubt? They are the one's with the ultimate hiring power. >>> >>> Sent from my iPhone >>> >>> On Aug 16, 2013, at 8:06 PM, Tim Bottoms < >>> [log in to unmask]> wrote: >>> >>> Actually, I do, but then I'm old! >>> >>> Tim >>> >>> >>> On Fri, Aug 16, 2013 at 10:58 PM, . . <[log in to unmask]> wrote: >>> >>>> I'm curious as to why anyone just doesn't use the good ole "To whom >>>> it may concern" anymore? >>>> >>>> -Isabella >>>> >>>> ------------------------------ >>>> >>>> >>>> ------------------------------ >>>> >>>> To unsubscribe from the MUSEUM-L list, click the following link: >>>> http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 >>>> >>> >>> >>> ------------------------------ >>> >>> To unsubscribe from the MUSEUM-L list, click the following link: >>> http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 >>> >>> >>> ------------------------------ >>> >>> To unsubscribe from the MUSEUM-L list, click the following link: >>> http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 >>> >>> ------------------------------ >>> >>> To unsubscribe from the MUSEUM-L list, click the following link: >>> http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 >>> >> >> >> ------------------------------ >> >> To unsubscribe from the MUSEUM-L list, click the following link: >> http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 >> > > > ------------------------------ > > To unsubscribe from the MUSEUM-L list, click the following link: > http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 > ========================================================= Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). --001a11c2e22444f57c04e450dc71 Content-Type: text/html; charset=ISO-8859-1 Content-Transfer-Encoding: quoted-printable
Most, if not all, the jobs I've applied for and accepted have not listed a hiring manager's name on the job posting. I, like many of you, also looked for a name on the institution's website. "Dear Mr. Smith" makes a cover letter seem more personal to me, however many institutions work as a team when filing a position. I believe that is why many job postings don't have a designated hiring manager listed. If the hiring manager is not listed, I simply say "Please accept my application for the _position name_ at the _institution's name__ in _city, state__.

On Sun, Aug 18, 2013 at 8:25 AM, Elizabeth Simon <[log in to unmask]> wrote:

If I get 101 letters, I'll choose the best qualified person for the job, regardless of how the cover letter is addressed. I think the point this thread highlights is that hiring organizations should give applicants a name to address -- even if it's just "Hiring Manager" -- rather than making them waste their time guessing.

On Sat, Aug 17, 2013 at 4:21 PM, Jim Lyons <[log in to unmask]> wrote:

And it implies you have more interest in your museum than do the hundred other applicants that addressed their letter "To whom it may concern".

To put it another way, suppose you got 101 letters asking for employment. 100 say "To whom it may concern", the other says "Dear Mr. Jones", and you can only read one of the 101 letters. Which will it be?

On Sat, Aug 17, 2013 at 6:03 AM, Nelson, Karen N. <[log in to unmask]> wrote:

Using a specific name shows that you have done at least minimal research on the entity.
Sorry if this is a repeat of earlier posts.

Karen N. Nelson

Chateau de Morčs State Historic Site

P O Box 106

Medora, ND 58645

701-623-4355

Follow us on Facebook!

From: Museum discussion list [[log in to unmask]] on behalf of Elizabeth [[log in to unmask]]
Sent: Friday, August 16, 2013 22:24
To: [log in to unmask]
Subject: Re: [MUSEUM-L] Addressing in an cover letter

Why wouldn't you just address the cover letter to the executive director when in doubt? They are the one's with the ultimate hiring power.

Sent from my iPhone

On Aug 16, 2013, at 8:06 PM, Tim Bottoms <[log in to unmask]> wrote:

Actually, I do, but then I'm old!

Tim

On Fri, Aug 16, 2013 at 10:58 PM, . . <[log in to unmask]> wrote:

I'm curious as to why anyone just doesn't use the good ole "To whom it may concern" anymore?

-Isabella

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--001a11c2e22444f57c04e450dc71-- ========================================================================Date: Mon, 19 Aug 2013 14:30:16 -0400 Reply-To: Museum discussion list <[log in to unmask]> Sender: Museum discussion list <[log in to unmask]> From: "Martin, Lisa" <[log in to unmask]> Subject: Re: Addressing in an cover letter In-Reply-To: <[log in to unmask]> Content-Type: multipart/alternative; boundary="_000_CA914822315D1943B04312D618B35BB50FBAB95531rivendellccw2_" MIME-Version: 1.0 Message-ID: <[log in to unmask]> --_000_CA914822315D1943B04312D618B35BB50FBAB95531rivendellccw2_ Content-Type: text/plain; charset="iso-8859-1" Content-Transfer-Encoding: quoted-printable I guess I'm showing my age, but this topic has become the toilet paper hanging issue of Ann Landers back in the day! (should the roll hang with the paper on the outside or the inside, for those too young to remember. It was a huge debate! Biggest one ever in her column I believe.) From: Museum discussion list [mailto:[log in to unmask]] On Behalf Of Samantha Bradbeer Sent: Monday, August 19, 2013 2:11 PM To: [log in to unmask] Subject: Re: [MUSEUM-L] Addressing in an cover letter Most, if not all, the jobs I've applied for and accepted have not listed a hiring manager's name on the job posting. I, like many of you, also looked for a name on the institution's website. "Dear Mr. Smith" makes a cover letter seem more personal to me, however many institutions work as a team when filing a position. I believe that is why many job postings don't have a designated hiring manager listed. If the hiring manager is not listed, I simply say "Please accept my application for the _position name_ at the _institution's name__ in _city, state__. On Sun, Aug 18, 2013 at 8:25 AM, Elizabeth Simon <[log in to unmask]> wrote: If I get 101 letters, I'll choose the best qualified person for the job, regardless of how the cover letter is addressed. I think the point this thread highlights is that hiring organizations should give applicants a name to address -- even if it's just "Hiring Manager" -- rather than making them waste their time guessing. On Sat, Aug 17, 2013 at 4:21 PM, Jim Lyons <[log in to unmask]> wrote: And it implies you have more interest in your museum than do the hundred other applicants that addressed their letter "To whom it may concern". To put it another way, suppose you got 101 letters asking for employment. 100 say "To whom it may concern", the other says "Dear Mr. Jones", and you can only read one of the 101 letters. Which will it be? On Sat, Aug 17, 2013 at 6:03 AM, Nelson, Karen N. <[log in to unmask]> wrote: Using a specific name shows that you have done at least minimal research on the entity. Sorry if this is a repeat of earlier posts. Karen N. Nelson Chateau de Morčs State Historic Site P O Box 106 Medora, ND 58645 701-623-4355 Follow us on Facebook! ________________________________ From: Museum discussion list [[log in to unmask]] on behalf of Elizabeth [[log in to unmask]] Sent: Friday, August 16, 2013 22:24 To: [log in to unmask] Subject: Re: [MUSEUM-L] Addressing in an cover letter Why wouldn't you just address the cover letter to the executive director when in doubt? They are the one's with the ultimate hiring power. Sent from my iPhone On Aug 16, 2013, at 8:06 PM, Tim Bottoms <[log in to unmask]> wrote: Actually, I do, but then I'm old! Tim On Fri, Aug 16, 2013 at 10:58 PM, . . <[log in to unmask]> wrote: I'm curious as to why anyone just doesn't use the good ole "To whom it may concern" anymore? -Isabella ________________________________ ________________________________ To unsubscribe from the MUSEUM-L list, click the following link: http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 ________________________________ To unsubscribe from the MUSEUM-L list, click the following link: http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 ________________________________ To unsubscribe from the MUSEUM-L list, click the following link: http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 ________________________________ To unsubscribe from the MUSEUM-L list, click the following link: http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 ________________________________ To unsubscribe from the MUSEUM-L list, click the following link: http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 ________________________________ To unsubscribe from the MUSEUM-L list, click the following link: http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 ________________________________ To unsubscribe from the MUSEUM-L list, click the following link: http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 ========================================================= Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). --_000_CA914822315D1943B04312D618B35BB50FBAB95531rivendellccw2_ Content-Type: text/html; charset="iso-8859-1" Content-Transfer-Encoding: quoted-printable
I guess I’m showing my age, but this topic has become the toilet paper hanging issue of Ann Landers back in the day!
(should the roll hang with the paper on the outside or the inside, for those too young to remember. It was a huge debate! Biggest one ever in her column I believe.)

From: Museum discussion list [mailto:[log in to unmask]] On Behalf Of Samantha Bradbeer
Sent: Monday, August 19, 2013 2:11 PM
To: [log in to unmask]
Subject: Re: [MUSEUM-L] Addressing in an cover letter

Most, if not all, the jobs I've applied for and accepted have not listed a hiring manager's name on the job posting. I, like many of you, also looked for a name on the institution's website. "Dear Mr. Smith" makes a cover letter seem more personal to me, however many institutions work as a team when filing a position. I believe that is why many job postings don't have a designated hiring manager listed. If the hiring manager is not listed, I simply say "Please accept my application for the _position name_ at the _institution's name__ in _city, state__.

On Sun, Aug 18, 2013 at 8:25 AM, Elizabeth Simon <[log in to unmask]> wrote:
If I get 101 letters, I'll choose the best qualified person for the job, regardless of how the cover letter is addressed. I think the point this thread highlights is that hiring organizations should give applicants a name to address -- even if it's just "Hiring Manager" -- rather than making them waste their time guessing.

On Sat, Aug 17, 2013 at 4:21 PM, Jim Lyons <[log in to unmask]> wrote:
And it implies you have more interest in your museum than do the hundred other applicants that addressed their letter "To whom it may concern".
To put it another way, suppose you got 101 letters asking for employment. 100 say "To whom it may concern", the other says "Dear Mr. Jones", and you can only read one of the 101 letters. Which will it be?

On Sat, Aug 17, 2013 at 6:03 AM, Nelson, Karen N. <[log in to unmask]> wrote:
Using a specific name shows that you have done at least minimal research on the entity.
Sorry if this is a repeat of earlier posts.

Karen N. Nelson
Chateau de Morčs State Historic Site
P O Box 106
Medora, ND 58645
701-623-4355
Follow us on Facebook!
From: Museum discussion list [[log in to unmask]] on behalf of Elizabeth [[log in to unmask]]
Sent: Friday, August 16, 2013 22:24
To: [log in to unmask]
Subject: Re: [MUSEUM-L] Addressing in an cover letter
Why wouldn't you just address the cover letter to the executive director when in doubt? They are the one's with the ultimate hiring power.

Sent from my iPhone

On Aug 16, 2013, at 8:06 PM, Tim Bottoms <[log in to unmask]> wrote:
Actually, I do, but then I'm old!

Tim

On Fri, Aug 16, 2013 at 10:58 PM, . . <[log in to unmask]> wrote:
I'm curious as to why anyone just doesn't use the good ole "To whom it may concern" anymore?

-Isabella

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--_000_CA914822315D1943B04312D618B35BB50FBAB95531rivendellccw2_-- ========================================================================Date: Mon, 19 Aug 2013 20:07:43 +0000 Reply-To: Museum discussion list <[log in to unmask]> Sender: Museum discussion list <[log in to unmask]> From: "Evans-White, Jules" <[log in to unmask]> Subject: Re: Addressing in an cover letter In-Reply-To: <[log in to unmask]> Content-Type: multipart/alternative; boundary="_000_c25e54cf401644cfb6129b7aa436d4abBN1PR09MB026namprd09pro_" MIME-Version: 1.0 Message-ID: <[log in to unmask]> --_000_c25e54cf401644cfb6129b7aa436d4abBN1PR09MB026namprd09pro_ Content-Type: text/plain; charset="iso-8859-1" Content-Transfer-Encoding: quoted-printable I agree with Isabella that you don't want to guess the person's name in case you are not correct. I always use the "to whom it may concern". A piece of advice I also tell my interns when applying for jobs is to always make sure if you DO know the person's name, to get their gender correct. I, myself, have a gender-ambiguous name and I can't tell you how many Mr. Evans-White's I get when if the applicant where to simply google my name, you would quickly (hopefully!) realize that I am not a Mr. It wouldn't play into my final decision making, but it also isn't the first impression you want to give, in my opinion. Sincerely, Jules Evans-White Heritage Program Outreach Specialist The Presidio Trust (415) 561-4163 office Presidio Heritage Program | El Presidio | Presidio Archaeology Lab | Officers' Club http://www.presidio.gov/explore | [log in to unmask] | (415) 561-5089 fax | P.O. Box 29052, San Francisco, CA 94129 Please consider the environment before printing this e-mail From: Museum discussion list [mailto:[log in to unmask]] On Behalf Of . . Sent: Saturday, August 17, 2013 2:06 PM To: [log in to unmask] Subject: Re: [MUSEUM-L] Addressing in an cover letter Many museums, or companies, do not include such information as who the hiring manager is. Although addressing an individual directly in the case of a small, private museum may work, it won't for larger institutions or gov't run museums. I know we have all seen advertisiments for employment on the list that forget vital information such as where the museum is even located or salary expectations. Unless the advert for employment specifically includes an "attention to", it's probably best not to address the cover letter to an individual. It may seem nice to address to a specific individual but what if you address it to the wrong person due to your "minimal research"? The simplest tends to be the best. -Isabella ________________________________ Date: Sat, 17 Aug 2013 13:21:41 -0700 From: [log in to unmask] Subject: Re: Addressing in an cover letter To: [log in to unmask] And it implies you have more interest in your museum than do the hundred other applicants that addressed their letter "To whom it may concern". To put it another way, suppose you got 101 letters asking for employment. 100 say "To whom it may concern", the other says "Dear Mr. Jones", and you can only read one of the 101 letters. Which will it be? On Sat, Aug 17, 2013 at 6:03 AM, Nelson, Karen N. <[log in to unmask]> wrote: Using a specific name shows that you have done at least minimal research on the entity. Sorry if this is a repeat of earlier posts. Karen N. Nelson Chateau de Morčs State Historic Site P O Box 106 Medora, ND 58645 701-623-4355 Follow us on Facebook! ________________________________ From: Museum discussion list [To unsubscribe from the MUSEUM-L list, click the following link: http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 ========================================================= Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). --_000_c25e54cf401644cfb6129b7aa436d4abBN1PR09MB026namprd09pro_ Content-Type: text/html; charset="iso-8859-1" Content-Transfer-Encoding: quoted-printable

I agree with Isabella that you don’t want to guess the person’s name in case you are not correct. I always use the “to whom it may concern”. A piece of advice I also tell my interns when applying for jobs is to always make sure if you DO know the person’s name, to get their gender correct. I, myself, have a gender-ambiguous name and I can’t tell you how many Mr. Evans-White’s I get when if the applicant where to simply google my name, you would quickly (hopefully!) realize that I am not a Mr. It wouldn’t play into my final decision making, but it also isn’t the first impression you want to give, in my opinion.

Sincerely,

Jules Evans-White

Heritage Program Outreach Specialist

The Presidio Trust

(415) 561-4163 office

Presidio Heritage Program | El Presidio | Presidio Archaeology Lab | Officers' Club

http://www.presidio.gov/explore   | [log in to unmask] | (415) 561-5089 fax | P.O. Box 29052, San Francisco, CA 94129

Please consider the environment before printing this e-mail

From: Museum discussion list [mailto:[log in to unmask]] On Behalf Of . .
Sent: Saturday, August 17, 2013 2:06 PM
To: [log in to unmask]
Subject: Re: [MUSEUM-L] Addressing in an cover letter

Many museums, or companies, do not include such information as who the hiring manager is. Although addressing an individual directly in the case of a small, private museum may work, it won't for larger institutions or gov't run museums. I know we have all seen advertisiments for employment on the list that forget vital information such as where the museum is even located or salary expectations. Unless the advert for employment specifically includes an "attention to", it's probably best not to address the cover letter to an individual.    It may seem nice to address to a specific individual but what if you address it to the wrong person due to your "minimal research"?   The simplest tends to be the best.

-Isabella

Date: Sat, 17 Aug 2013 13:21:41 -0700
From: [log in to unmask]
Subject: Re: Addressing in an cover letter
To: [log in to unmask]

And it implies you have more interest in your museum than do the hundred other applicants that addressed their letter "To whom it may concern".

To put it another way, suppose you got 101 letters asking for employment. 100 say "To whom it may concern", the other says "Dear Mr. Jones", and you can only read one of the 101 letters. Which will it be?

On Sat, Aug 17, 2013 at 6:03 AM, Nelson, Karen N. <[log in to unmask]> wrote:

Using a specific name shows that you have done at least minimal research on the entity.
Sorry if this is a repeat of earlier posts.

Karen N. Nelson

Chateau de Morčs State Historic Site

P O Box 106

Medora, ND 58645

701-623-4355

Follow us on Facebook!

From: Museum discussion list [To unsubscribe from the MUSEUM-L list, click the following link:
http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1

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--_000_c25e54cf401644cfb6129b7aa436d4abBN1PR09MB026namprd09pro_-- ========================================================================Date: Mon, 19 Aug 2013 21:09:42 +0000 Reply-To: Museum discussion list <[log in to unmask]> Sender: Museum discussion list <[log in to unmask]> From: "Hayden, Frances" <[log in to unmask]> Subject: Re: Addressing in an cover letter In-Reply-To: <[log in to unmask]> Content-Type: multipart/alternative; boundary="_000_D23355CA9F0BBC4381305E2F149310B722D67FB6NCWWDITMXMBX31a_" MIME-Version: 1.0 Message-ID: <[log in to unmask]> --_000_D23355CA9F0BBC4381305E2F149310B722D67FB6NCWWDITMXMBX31a_ Content-Type: text/plain; charset="iso-8859-1" Content-Transfer-Encoding: quoted-printable Along that line, make sure you spell it right. I can't tell you how many times people have spelled my name with an "i" instead of an "e" Frances D. Hayden, Registrar North Carolina Maritime Museum 315 Front Street Beaufort, North Carolina 28516 Ph (252) 728-7317 Fx (252) 728-2108 North Carolina Maritime Museum: www.ncmaritimemuseums.com * This message does not necessarily represent the policy of the NC Dept. of Cultural Resources. E-Mail to and from me, in connection with the transaction of public business, is subject to the North Carolina Public Records Law and may be disclosed to third parties. E-mail correspondence to and from this address may be subject to the North Carolina Public Records Law "NCGS.Ch.132" and may be disclosed to third parties by an authorized state official. From: Evans-White, Jules [mailto:[log in to unmask]] Sent: Monday, August 19, 2013 4:08 PM To: [log in to unmask] Subject: Re: [MUSEUM-L] Addressing in an cover letter I agree with Isabella that you don't want to guess the person's name in case you are not correct. I always use the "to whom it may concern". A piece of advice I also tell my interns when applying for jobs is to always make sure if you DO know the person's name, to get their gender correct. I, myself, have a gender-ambiguous name and I can't tell you how many Mr. Evans-White's I get when if the applicant where to simply google my name, you would quickly (hopefully!) realize that I am not a Mr. It wouldn't play into my final decision making, but it also isn't the first impression you want to give, in my opinion. Sincerely, Jules Evans-White Heritage Program Outreach Specialist The Presidio Trust (415) 561-4163 office Presidio Heritage Program | El Presidio | Presidio Archaeology Lab | Officers' Club http://www.presidio.gov/explore | [log in to unmask] | (415) 561-5089 fax | P.O. Box 29052, San Francisco, CA 94129 Please consider the environment before printing this e-mail From: Museum discussion list [mailto:[log in to unmask]] On Behalf Of . . Sent: Saturday, August 17, 2013 2:06 PM To: [log in to unmask] Subject: Re: [MUSEUM-L] Addressing in an cover letter Many museums, or companies, do not include such information as who the hiring manager is. Although addressing an individual directly in the case of a small, private museum may work, it won't for larger institutions or gov't run museums. I know we have all seen advertisiments for employment on the list that forget vital information such as where the museum is even located or salary expectations. Unless the advert for employment specifically includes an "attention to", it's probably best not to address the cover letter to an individual. It may seem nice to address to a specific individual but what if you address it to the wrong person due to your "minimal research"? The simplest tends to be the best. -Isabella ________________________________ Date: Sat, 17 Aug 2013 13:21:41 -0700 From: [log in to unmask] Subject: Re: Addressing in an cover letter To: [log in to unmask] And it implies you have more interest in your museum than do the hundred other applicants that addressed their letter "To whom it may concern". To put it another way, suppose you got 101 letters asking for employment. 100 say "To whom it may concern", the other says "Dear Mr. Jones", and you can only read one of the 101 letters. Which will it be? On Sat, Aug 17, 2013 at 6:03 AM, Nelson, Karen N. <[log in to unmask]> wrote: Using a specific name shows that you have done at least minimal research on the entity. Sorry if this is a repeat of earlier posts. Karen N. Nelson Chateau de Morčs State Historic Site P O Box 106 Medora, ND 58645 701-623-4355 Follow us on Facebook! ________________________________ From: Museum discussion list [To unsubscribe from the MUSEUM-L list, click the following link: http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 ________________________________ To unsubscribe from the MUSEUM-L list, click the following link: http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 ========================================================= Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). --_000_D23355CA9F0BBC4381305E2F149310B722D67FB6NCWWDITMXMBX31a_ Content-Type: text/html; charset="iso-8859-1" Content-Transfer-Encoding: quoted-printable

Along that line, make sure you spell it right. I can’t tell you how many times people have spelled my name with an “i” instead of an “e”

Frances D. Hayden, Registrar
North Carolina Maritime Museum
315 Front Street
Beaufort, North Carolina 28516
Ph (252) 728-7317
Fx (252) 728-2108
North Carolina Maritime Museum: www.ncmaritimemuseums.com

* This message does not necessarily represent the policy of the NC Dept. of Cultural Resources. E-Mail to and from me, in connection with the transaction of public business, is subject to the North Carolina Public Records Law and may be disclosed to third parties.

E-mail correspondence to and from this address may be subject to the North Carolina Public Records Law "NCGS.Ch.132" and may be disclosed to third parties by an authorized state official.

From: Evans-White, Jules [mailto:[log in to unmask]]
Sent: Monday, August 19, 2013 4:08 PM
To: [log in to unmask]
Subject: Re: [MUSEUM-L] Addressing in an cover letter

I agree with Isabella that you don’t want to guess the person’s name in case you are not correct. I always use the “to whom it may concern”. A piece of advice I also tell my interns when applying for jobs is to always make sure if you DO know the person’s name, to get their gender correct. I, myself, have a gender-ambiguous name and I can’t tell you how many Mr. Evans-White’s I get when if the applicant where to simply google my name, you would quickly (hopefully!) realize that I am not a Mr. It wouldn’t play into my final decision making, but it also isn’t the first impression you want to give, in my opinion.

Sincerely,

Jules Evans-White

Heritage Program Outreach Specialist

The Presidio Trust

(415) 561-4163 office

Presidio Heritage Program | El Presidio | Presidio Archaeology Lab | Officers' Club

http://www.presidio.gov/explore   | [log in to unmask] | (415) 561-5089 fax | P.O. Box 29052, San Francisco, CA 94129

Please consider the environment before printing this e-mail

From: Museum discussion list [mailto:[log in to unmask]] On Behalf Of . .
Sent: Saturday, August 17, 2013 2:06 PM
To: [log in to unmask]
Subject: Re: [MUSEUM-L] Addressing in an cover letter

Many museums, or companies, do not include such information as who the hiring manager is. Although addressing an individual directly in the case of a small, private museum may work, it won't for larger institutions or gov't run museums. I know we have all seen advertisiments for employment on the list that forget vital information such as where the museum is even located or salary expectations. Unless the advert for employment specifically includes an "attention to", it's probably best not to address the cover letter to an individual.    It may seem nice to address to a specific individual but what if you address it to the wrong person due to your "minimal research"?   The simplest tends to be the best.

-Isabella

Date: Sat, 17 Aug 2013 13:21:41 -0700
From: [log in to unmask]
Subject: Re: Addressing in an cover letter
To: [log in to unmask]

And it implies you have more interest in your museum than do the hundred other applicants that addressed their letter "To whom it may concern".

To put it another way, suppose you got 101 letters asking for employment. 100 say "To whom it may concern", the other says "Dear Mr. Jones", and you can only read one of the 101 letters. Which will it be?

On Sat, Aug 17, 2013 at 6:03 AM, Nelson, Karen N. <[log in to unmask]> wrote:

Using a specific name shows that you have done at least minimal research on the entity.
Sorry if this is a repeat of earlier posts.

Karen N. Nelson

Chateau de Morčs State Historic Site

P O Box 106

Medora, ND 58645

701-623-4355

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--_000_D23355CA9F0BBC4381305E2F149310B722D67FB6NCWWDITMXMBX31a_-- ========================================================================Date: Tue, 20 Aug 2013 10:07:09 -0700 Reply-To: Museum discussion list <[log in to unmask]> Sender: Museum discussion list <[log in to unmask]> From: Ashley Watson <[log in to unmask]> Subject: Re: Addressing in an cover letter In-Reply-To: <[log in to unmask]> MIME-Version: 1.0 Content-Type: multipart/alternative; boundary9e01634ec254fcfd04e46416db Message-ID: <[log in to unmask]> --089e01634ec254fcfd04e46416db Content-Type: text/plain; charset=ISO-8859-1 Hello all, Preferably, I seek a specific person that I can directly address in a cover letter but it is not always available in most of the job opening posts so I tend to opt for the old opening line, "To whom it may concern.." Hope it is not severely outdated? Is it? Ashley On Fri, Aug 16, 2013 at 7:58 PM, . . <[log in to unmask]> wrote: > I'm curious as to why anyone just doesn't use the good ole "To whom it may > concern" anymore? > > -Isabella > > ------------------------------ > > > ------------------------------ > > To unsubscribe from the MUSEUM-L list, click the following link: > http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 > ========================================================Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). --089e01634ec254fcfd04e46416db Content-Type: text/html; charset=ISO-8859-1 Content-Transfer-Encoding: quoted-printable
Hello all,
Preferably, I seek a specific person that I can directly address in a cover letter but it is not always available in most of the job opening posts so I tend to opt for the old opening line, "To whom it may concern.." Hope it is not severely outdated? Is it?

Ashley

On Fri, Aug 16, 2013 at 7:58 PM, . . <[log in to unmask]> wrote:

I'm curious as to why anyone just doesn't use the good ole "To whom it may concern" anymore?

-Isabella

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--089e01634ec254fcfd04e46416db-- ========================================================================Date: Tue, 20 Aug 2013 10:21:37 -0700 Reply-To: Museum discussion list <[log in to unmask]> Sender: Museum discussion list <[log in to unmask]> From: Ashley Watson <[log in to unmask]> Subject: Department of Human Resources MIME-Version: 1.0 Content-Type: multipart/alternative; boundary9e0112cf1011ea1004e4644a87 Message-ID: <[log in to unmask]> --089e0112cf1011ea1004e4644a87 Content-Type: text/plain; charset=ISO-8859-1 Hello all, As I am continuing my frustrating job search since I graduated with M.A. in Museum Studies from Syracuse University in May 2012, one interesting detail that have come to my attention in my job search and analyzing why the actual evaluation of the potential applicants is flawed. Not just for the museums, but also for many fields, the department of human resources is the FIRST WALL in your path to a potential call up for an interview for any job you apply for. From my observations, the staff in that department tend to KNOW very little to absolutely NOTHING about any specific museum job and they are armed with the power to screen those?? According to my friends from the old days, they said it used to go straight to the APPROPRIATE person in the department that the job opening was created in, with the HIRING/FIRING power. I think that department of human resources is what it really hurt many of the qualified applicants like us here. Any thoughts on this? No, I am not giving up on my job search, I just need to bypass that wall by continuing to build on my professional connections with some important museum professionals armed with the power. Thanks, Ashley Watson Exhibits/Collections Intern Haggin Museum Stockton, CA ========================================================Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). --089e0112cf1011ea1004e4644a87 Content-Type: text/html; charset=ISO-8859-1 Content-Transfer-Encoding: quoted-printable
Hello all,
As I am continuing my frustrating job search since I graduated with M.A. in Museum Studies from Syracuse University in May 2012, one interesting detail that have come to my attention in my job search and analyzing why the actual evaluation of the potential applicants is flawed. Not just for the museums, but also for many fields, the department of human resources is the FIRST WALL in your path to a potential call up for an interview for any job you apply for. From my observations, the staff in that department tend to KNOW very little to absolutely NOTHING about any specific museum job and they are armed with the power to screen those?? According to my friends from the old days, they said it used to go straight to the APPROPRIATE person in the department that the job opening was created in, with the HIRING/FIRING power. I think that department of human resources is what it really hurt many of the qualified applicants like us here. Any thoughts on this? No, I am not giving up on my job search, I just need to bypass that wall by continuing to build on my professional connections with some important museum professionals armed with the power.

Thanks,
Ashley Watson
Exhibits/Collections Intern
Haggin Museum
Stockton, CA

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--089e0112cf1011ea1004e4644a87-- ========================================================================Date: Tue, 20 Aug 2013 10:30:43 -0700 Reply-To: Museum discussion list <[log in to unmask]> Sender: Museum discussion list <[log in to unmask]> From: "Glenn A. Walsh" <[log in to unmask]> Subject: 'Blue Moon' Tuesday Night Comments: To: Dome-L <[log in to unmask]>, History of Astronomy Discussion Group <[log in to unmask]>, Public Observatory Mailing List <[log in to unmask]>, FOTZ <[log in to unmask]>, FOTZeiss <[log in to unmask]>, South Hills Backyard Astronomers Message Group <[log in to unmask]>, "[log in to unmask]" <[log in to unmask]>, "[log in to unmask]" <[log in to unmask]>, Astronomy Online <[log in to unmask]>, "[log in to unmask]" <[log in to unmask]>, "[log in to unmask]" <[log in to unmask]>, "[log in to unmask]" <[log in to unmask]>, "[log in to unmask]" <[log in to unmask]>, ASTC Listserver <[log in to unmask]> Comments: cc: Glenn Walsh <[log in to unmask]> MIME-Version: 1.0 Content-Type: multipart/alternative; boundary="-637016289-810395388-1377019843=:85603" Message-ID: <[log in to unmask]> ---637016289-810395388-1377019843=:85603 Content-Type: text/plain; charset=iso-8859-1 Content-Transfer-Encoding: quoted-printable 'Blue Moon' Tuesday Night The August Full Moon will occur on Tuesday Evening, 2013 August 20 at 9:45 p.m. EDT (August 21, 01:45 Coordinated Universal Time). And, this is actually considered a "Blue Moon" by the classical definition. http://spacewatchtower.blogspot.com/2013/08/blue-moon-tuesday-night.html gaw Glenn A. Walsh, Project Director, Friends of the Zeiss < http://buhlplanetarium.tripod.com/fotz/ > Electronic Mail - < [log in to unmask] > SpaceWatchtower Blog: < http://spacewatchtower.blogspot.com/ > ========================================================= Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). ---637016289-810395388-1377019843=:85603 Content-Type: text/html; charset=iso-8859-1 Content-Transfer-Encoding: quoted-printable
'Blue Moon' Tuesday Night

The August Full Moon will occur on Tuesday Evening, 2013 August 20 at 9:45 p.m. EDT (August 21, 01:45 Coordinated Universal Time). And, this is actually considered a "Blue Moon" by the classical definition.

http://spacewatchtower.blogspot.com/2013/08/blue-moon-tuesday-night.html

gaw

Glenn A. Walsh, Project Director,
Friends of the Zeiss < http://buhlplanetarium.tripod.com/fotz/ >
Electronic Mail - < [log in to unmask] >
SpaceWatchtower Blog: < http://spacewatchtower.blogspot.com/ >

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---637016289-810395388-1377019843=:85603-- ========================================================================Date: Tue, 20 Aug 2013 13:33:25 -0400 Reply-To: Museum discussion list <[log in to unmask]> Sender: Museum discussion list <[log in to unmask]> From: Deb Fuller <[log in to unmask]> Subject: Re: Addressing in an cover letter - THE BIG SUMMARY!!! MIME-Version: 1.0 Content-Type: multipart/alternative; boundary9e0102e6da42571704e46474b5 Message-ID: <[log in to unmask]> --089e0102e6da42571704e46474b5 Content-Type: text/plain; charset=ISO-8859-1 Egads peoples. This discussion has gone round and round. Here is the summary: - If you are applying to a small museum that does its own hiring and know that a specific person is screening the applications, find out who that person is and address your letter to him or her. - If you are applying to a large museum or especially to a government-funded museum where applications go through a central HR and then are passed along to the museum or other hiring official, use a generic greeting like "To whom it may concern," or "Dear hiring official". - If you use a name, make sure you spell it correctly and it is indeed the correct name to use. If John Smith is listed in the announcement and you address your letter to Jane Doe or Jon Smythe, that will not earn you points. - While using a name is polite, in a pile of 100s of resumes, it really doesn't make you stand out as much as a good resume. Don't kill yourself trying to find out to whom you should address your cover letter. If the application says, "No calls." Don't call. Because if you do call and ask people about it, they WILL remember your name, and not in a good way. - Likewise, if the application says to address all applications to a specific person, you'd better use their name in your cover letter because it has been provided for you. - Regardless of using a specific name or not, proof-read, edit, and proof-read again. Did I hit all the relevant points? Deb Fuller ========================================================Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). --089e0102e6da42571704e46474b5 Content-Type: text/html; charset=ISO-8859-1 Content-Transfer-Encoding: quoted-printable

Egads peoples. This discussion has gone round and round.

Here is the summary:

- If you are applying to a small museum that does its own hiring and know that a specific person is screening the applications, find out who that person is and address your letter to him or her.

- If you are applying to a large museum or especially to a government-funded museum where applications go through a central HR and then are passed along to the museum or other hiring official, use a generic greeting like "To whom it may concern," or "Dear hiring official".

- If you use a name, make sure you spell it correctly and it is indeed the correct name to use. If John Smith is listed in the announcement and you address your letter to Jane Doe or Jon Smythe, that will not earn you points.

- While using a name is polite, in a pile of 100s of resumes, it really doesn't make you stand out as much as a good resume. Don't kill yourself trying to find out to whom you should address your cover letter. If the application says, "No calls." Don't call. Because if you do call and ask people about it, they WILL remember your name, and not in a good way.

- Likewise, if the application says to address all applications to a specific person, you'd better use their name in your cover letter because it has been provided for you.

- Regardless of using a specific name or not, proof-read, edit, and proof-read again.

Did I hit all the relevant points?

Deb Fuller

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--089e0102e6da42571704e46474b5-- ========================================================================Date: Tue, 20 Aug 2013 13:49:32 -0400 Reply-To: Museum discussion list <[log in to unmask]> Sender: Museum discussion list <[log in to unmask]> From: James Tichgelaar <[log in to unmask]> Subject: Re: Department of Human Resources In-Reply-To: <[log in to unmask]> MIME-Version: 1.0 Content-Type: multipart/alternative; boundaryō6d0442887cef73ad04e464ad5b Message-ID: <[log in to unmask]> --f46d0442887cef73ad04e464ad5b Content-Type: text/plain; charset=ISO-8859-1 When the HR department is screening applications, they will usually rank applications according to how closely they match the job description given in the job announcement (if a large organization, be sure to check their web page to see if there is a longer announcement than the job ad that was posted or printed). The trick is to specifically address the key language of the job ad, and whenever possible use the exact term (HR people may not know all of the synonyms for your skills and knowledge). The closer you can honestly match yourself to the announcement, the better your odds of getting past that first hurdle. Often this means reformatting or changing words in your resume to match the specific job. You should tweak your resume to fit the position, emphasizing the skills and duties listed for the position. On Tue, Aug 20, 2013 at 1:21 PM, Ashley Watson <[log in to unmask]> wrote: > Hello all, > As I am continuing my frustrating job search since I graduated with > M.A. in Museum Studies from Syracuse University in May 2012, one > interesting detail that have come to my attention in my job search and > analyzing why the actual evaluation of the potential applicants is flawed. > Not just for the museums, but also for many fields, the department of > human resources is the FIRST WALL in your path to a potential call up for > an interview for any job you apply for. From my observations, the staff in > that department tend to KNOW very little to absolutely NOTHING about any > specific museum job and they are armed with the power to screen those?? > According to my friends from the old days, they said it used to go > straight to the APPROPRIATE person in the department that the job opening > was created in, with the HIRING/FIRING power. I think that department of > human resources is what it really hurt many of the qualified applicants > like us here. Any thoughts on this? No, I am not giving up on my job > search, I just need to bypass that wall by continuing to build on my > professional connections with some important museum professionals armed > with the power. > > Thanks, > Ashley Watson > Exhibits/Collections Intern > Haggin Museum > Stockton, CA > > ------------------------------ > > To unsubscribe from the MUSEUM-L list, click the following link: > http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 > ========================================================Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). --f46d0442887cef73ad04e464ad5b Content-Type: text/html; charset=ISO-8859-1 Content-Transfer-Encoding: quoted-printable
When the HR department is screening applications, they will usually rank applications according to how closely they match the job description given in the job announcement (if a large organization, be sure to check their web page to see if there is a longer announcement than the job ad that was posted or printed). The trick is to specifically address the key language of the job ad, and whenever possible use the exact term (HR people may not know all of the synonyms for your skills and knowledge). The closer you can honestly match yourself to the announcement, the better your odds of getting past that first hurdle.

Often this means reformatting or changing words in your resume to match the specific job. You should tweak your resume to fit the position, emphasizing the skills and duties listed for the position.

On Tue, Aug 20, 2013 at 1:21 PM, Ashley Watson <[log in to unmask]> wrote:

Hello all,
As I am continuing my frustrating job search since I graduated with M.A. in Museum Studies from Syracuse University in May 2012, one interesting detail that have come to my attention in my job search and analyzing why the actual evaluation of the potential applicants is flawed. Not just for the museums, but also for many fields, the department of human resources is the FIRST WALL in your path to a potential call up for an interview for any job you apply for. From my observations, the staff in that department tend to KNOW very little to absolutely NOTHING about any specific museum job and they are armed with the power to screen those?? According to my friends from the old days, they said it used to go straight to the APPROPRIATE person in the department that the job opening was created in, with the HIRING/FIRING power. I think that department of human resources is what it really hurt many of the qualified applicants like us here. Any thoughts on this? No, I am not giving up on my job search, I just need to bypass that wall by continuing to build on my professional connections with some important museum professionals armed with the power.

Thanks,
Ashley Watson
Exhibits/Collections Intern
Haggin Museum
Stockton, CA

To unsubscribe from the MUSEUM-L list, click the following link:
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--f46d0442887cef73ad04e464ad5b-- ========================================================================Date: Tue, 20 Aug 2013 12:34:27 -0500 Reply-To: Museum discussion list <[log in to unmask]> Sender: Museum discussion list <[log in to unmask]> From: Heather Marie Wells <[log in to unmask]> Subject: Re: Department of Human Resources In-Reply-To: <[log in to unmask]> Content-Type: multipart/alternative; boundary="_000_CE3912A32A9CCheathermariewellscrystalbridgesorg_" MIME-Version: 1.0 Message-ID: <[log in to unmask]> --_000_CE3912A32A9CCheathermariewellscrystalbridgesorg_ Content-Type: text/plain; charset="us-ascii" Content-Transfer-Encoding: quoted-printable Ashley, This is where you need to work your network and connections. It pays to be known in the area or by a mutual colleague so they can help alert the appropriate person to be on the look-out for your application. There have been a number of times that I only got through HR because the hiring person knew for one reason or another to ask HR for my application. I hope it helps, Heather Marie From: Ashley Watson <[log in to unmask]> Reply-To: Museum discussion list <[log in to unmask]> Date: Tuesday, August 20, 2013 12:21 PM To: Museum discussion list <[log in to unmask]> Subject: [MUSEUM-L] Department of Human Resources Hello all, As I am continuing my frustrating job search since I graduated with M.A. in Museum Studies from Syracuse University in May 2012, one interesting detail that have come to my attention in my job search and analyzing why the actual evaluation of the potential applicants is flawed. Not just for the museums, but also for many fields, the department of human resources is the FIRST WALL in your path to a potential call up for an interview for any job you apply for. From my observations, the staff in that department tend to KNOW very little to absolutely NOTHING about any specific museum job and they are armed with the power to screen those?? According to my friends from the old days, they said it used to go straight to the APPROPRIATE person in the department that the job opening was created in, with the HIRING/FIRING power. I think that department of human resources is what it really hurt many of the qualified applicants like us here. Any thoughts on this? No, I am not giving up on my job search, I just need to bypass that wall by continuing to build on my professional connections with some important museum professionals armed with the power. Thanks, Ashley Watson Exhibits/Collections Intern Haggin Museum Stockton, CA ________________________________ To unsubscribe from the MUSEUM-L list, click the following link: http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 ========================================================= Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). --_000_CE3912A32A9CCheathermariewellscrystalbridgesorg_ Content-Type: text/html; charset="us-ascii" Content-Transfer-Encoding: quoted-printable

Ashley,

This is where you need to work your network and connections. It pays to be known in the area or by a mutual colleague so they can help alert the appropriate person to be on the look-out for your application. There have been a number of times that I only got through HR because the hiring person knew for one reason or another to ask HR for my application.

I hope it helps,
Heather Marie

From: Ashley Watson <[log in to unmask]>
Reply-To: Museum discussion list <[log in to unmask]>
Date: Tuesday, August 20, 2013 12:21 PM
To: Museum discussion list <[log in to unmask]>
Subject: [MUSEUM-L] Department of Human Resources

Hello all,
As I am continuing my frustrating job search since I graduated with M.A. in Museum Studies from Syracuse University in May 2012, one interesting detail that have come to my attention in my job search and analyzing why the actual evaluation of the potential applicants is flawed. Not just for the museums, but also for many fields, the department of human resources is the FIRST WALL in your path to a potential call up for an interview for any job you apply for. From my observations, the staff in that department tend to KNOW very little to absolutely NOTHING about any specific museum job and they are armed with the power to screen those?? According to my friends from the old days, they said it used to go straight to the APPROPRIATE person in the department that the job opening was created in, with the HIRING/FIRING power. I think that department of human resources is what it really hurt many of the qualified applicants like us here. Any thoughts on this? No, I am not giving up on my job search, I just need to bypass that wall by continuing to build on my professional connections with some important museum professionals armed with the power.

Thanks,
Ashley Watson
Exhibits/Collections Intern
Haggin Museum
Stockton, CA

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--_000_CE3912A32A9CCheathermariewellscrystalbridgesorg_-- ========================================================================Date: Tue, 20 Aug 2013 13:51:01 -0400 Reply-To: Museum discussion list <[log in to unmask]> Sender: Museum discussion list <[log in to unmask]> From: Candace Perry <[log in to unmask]> Subject: Re: Addressing in an cover letter - THE BIG SUMMARY!!! In-Reply-To: <[log in to unmask]> MIME-Version: 1.0 Content-Type: multipart/alternative; boundary="----=_NextPart_000_0213_01CE9DAC.4F122CD0" Message-ID: <[log in to unmask]> This is a multi-part message in MIME format. ------=_NextPart_000_0213_01CE9DAC.4F122CD0 Content-Type: text/plain; charset="us-ascii" Content-Transfer-Encoding: 7bit I think Deb's last statement regarding proofreading is by far the most important. We once received a cover letter that read "I would be honored to work at the Smithsonian." Proofread!!!! If you don't you may as well address your inquiry to Santa Claus. Candace Perry Schwenkfelder Library & Heritage Center _____ From: Museum discussion list [mailto:[log in to unmask]] On Behalf Of Deb Fuller Sent: Tuesday, August 20, 2013 1:33 PM To: [log in to unmask] Subject: Re: [MUSEUM-L] Addressing in an cover letter - THE BIG SUMMARY!!! Egads peoples. This discussion has gone round and round. Here is the summary: - If you are applying to a small museum that does its own hiring and know that a specific person is screening the applications, find out who that person is and address your letter to him or her. - If you are applying to a large museum or especially to a government-funded museum where applications go through a central HR and then are passed along to the museum or other hiring official, use a generic greeting like "To whom it may concern," or "Dear hiring official". - If you use a name, make sure you spell it correctly and it is indeed the correct name to use. If John Smith is listed in the announcement and you address your letter to Jane Doe or Jon Smythe, that will not earn you points. - While using a name is polite, in a pile of 100s of resumes, it really doesn't make you stand out as much as a good resume. Don't kill yourself trying to find out to whom you should address your cover letter. If the application says, "No calls." Don't call. Because if you do call and ask people about it, they WILL remember your name, and not in a good way. - Likewise, if the application says to address all applications to a specific person, you'd better use their name in your cover letter because it has been provided for you. - Regardless of using a specific name or not, proof-read, edit, and proof-read again. Did I hit all the relevant points? Deb Fuller _____ To unsubscribe from the MUSEUM-L list, click the following link: http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L &A=1 ========================================================Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). ------=_NextPart_000_0213_01CE9DAC.4F122CD0 Content-Type: text/html; charset="us-ascii" Content-Transfer-Encoding: quoted-printable

I think Deb’s last statement regarding proofreading is by far the most important. We once received a cover letter that read “I would be honored to work at the Smithsonian.”

Proofread!!!! If you don’t you may as well address your inquiry to Santa Claus.

Candace Perry

Schwenkfelder Library & Heritage Center

From: Museum discussion list [mailto:[log in to unmask]] On Behalf Of Deb Fuller
Sent: Tuesday, August 20, 2013 1:33 PM
To: [log in to unmask]
Subject: Re: [MUSEUM-L] Addressing in an cover letter - THE BIG SUMMARY!!!

Egads peoples. This discussion has gone round and round.

Here is the summary:

- If you are applying to a small museum that does its own hiring and know that a specific person is screening the applications, find out who that person is and address your letter to him or her.

- If you are applying to a large museum or especially to a government-funded museum where applications go through a central HR and then are passed along to the museum or other hiring official, use a generic greeting like "To whom it may concern," or "Dear hiring official".

- If you use a name, make sure you spell it correctly and it is indeed the correct name to use. If John Smith is listed in the announcement and you address your letter to Jane Doe or Jon Smythe, that will not earn you points.

- While using a name is polite, in a pile of 100s of resumes, it really doesn't make you stand out as much as a good resume. Don't kill yourself trying to find out to whom you should address your cover letter. If the application says, "No calls." Don't call. Because if you do call and ask people about it, they WILL remember your name, and not in a good way.

- Likewise, if the application says to address all applications to a specific person, you'd better use their name in your cover letter because it has been provided for you.

- Regardless of using a specific name or not, proof-read, edit, and proof-read again.

Did I hit all the relevant points?

Deb Fuller

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------=_NextPart_000_0213_01CE9DAC.4F122CD0-- ========================================================================Date: Tue, 20 Aug 2013 12:00:37 -0600 Reply-To: Museum discussion list <[log in to unmask]> Sender: Museum discussion list <[log in to unmask]> From: Stephanie Skiles <[log in to unmask]> Subject: Re: Department of Human Resources In-Reply-To: <[log in to unmask]> Content-Type: multipart/alternative; boundary="_000_ADBF52B6F8D43544B980F75611FF5209018D1FB51269EXC1adcolor_" MIME-Version: 1.0 Message-ID: <[log in to unmask]> --_000_ADBF52B6F8D43544B980F75611FF5209018D1FB51269EXC1adcolor_ Content-Type: text/plain; charset="us-ascii" Content-Transfer-Encoding: quoted-printable Hi Ashley, I totally understand what you are going through... I agree that it is a flawed system. It seems a matter of course for recent grads, in museum programs and elsewhere. You are definitely not alone. My strategy for getting past the wall of HR folks that don't know much about the job itself is as follows: * Use "tag" words. Read through the job announcement and literally pull specific groups of words, verbatim, from the listing. Don't use any euphemisms... Be exact. This is super irritating, I know, but I've been told that a lot of HR departments literally count the number of tag words used in the applicant's cover letter or resume. * Network as much as possible to hopefully meet the people in the museum departments that you wish to work. Volunteer, volunteer, volunteer!! If they know you and know your work ethic, perhaps they can "put a word in" HR to let them know that they should put your application aside, or look out for it to add to the interview pile. Folks I know (myself included) who have acquired decent museum jobs all began as volunteers or interns. We also went through months, if not years, of job searching... So be patient. * Don't take it personally. Job searches are full of frustration and rejection. If you let it get you down, your bitterness will show and you don't want that to trump your skills and marketability. It is unfortunate to have to jump through these hoops, but it looks like HR departments are only becoming more prominent as time goes on. Persistence pays in this situation. Keep your chin up, and you will find something eventually. Good luck! From: Museum discussion list [mailto:[log in to unmask]] On Behalf Of Ashley Watson Sent: Tuesday, August 20, 2013 11:22 AM To: [log in to unmask] Subject: [MUSEUM-L] Department of Human Resources Hello all, As I am continuing my frustrating job search since I graduated with M.A. in Museum Studies from Syracuse University in May 2012, one interesting detail that have come to my attention in my job search and analyzing why the actual evaluation of the potential applicants is flawed. Not just for the museums, but also for many fields, the department of human resources is the FIRST WALL in your path to a potential call up for an interview for any job you apply for. From my observations, the staff in that department tend to KNOW very little to absolutely NOTHING about any specific museum job and they are armed with the power to screen those?? According to my friends from the old days, they said it used to go straight to the APPROPRIATE person in the department that the job opening was created in, with the HIRING/FIRING power. I think that department of human resources is what it really hurt many of the qualified applicants like us here. Any thoughts on this? No, I am not giving up on my job search, I just need to bypass that wall by continuing to build on my professional connections with some important museum professionals armed with the power. Thanks, Ashley Watson Exhibits/Collections Intern Haggin Museum Stockton, CA ________________________________ To unsubscribe from the MUSEUM-L list, click the following link: http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 ========================================================= Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). --_000_ADBF52B6F8D43544B980F75611FF5209018D1FB51269EXC1adcolor_ Content-Type: text/html; charset="us-ascii" Content-Transfer-Encoding: quoted-printable
Hi Ashley,

I totally understand what you are going through… I agree that it is a flawed system. It seems a matter of course for recent grads, in museum programs and elsewhere. You are definitely not alone. My strategy for getting past the wall of HR folks that don’t know much about the job itself is as follows:
·       Use “tag” words. Read through the job announcement and literally pull specific groups of words, verbatim, from the listing. Don’t use any euphemisms… Be exact. This is super irritating, I know, but I’ve been told that a lot of HR departments literally count the number of tag words used in the applicant’s cover letter or resume.
·       Network as much as possible to hopefully meet the people in the museum departments that you wish to work. Volunteer, volunteer, volunteer!! If they know you and know your work ethic, perhaps they can “put a word in” HR to let them know that they should put your application aside, or look out for it to add to the interview pile. Folks I know (myself included) who have acquired decent museum jobs all began as volunteers or interns. We also went through months, if not years, of job searching… So be patient.
·       Don’t take it personally. Job searches are full of frustration and rejection. If you let it get you down, your bitterness will show and you don’t want that to trump your skills and marketability.

It is unfortunate to have to jump through these hoops, but it looks like HR departments are only becoming more prominent as time goes on. Persistence pays in this situation. Keep your chin up, and you will find something eventually. Good luck!
From: Museum discussion list [mailto:[log in to unmask]] On Behalf Of Ashley Watson
Sent: Tuesday, August 20, 2013 11:22 AM
To: [log in to unmask]
Subject: [MUSEUM-L] Department of Human Resources

Hello all,
As I am continuing my frustrating job search since I graduated with M.A. in Museum Studies from Syracuse University in May 2012, one interesting detail that have come to my attention in my job search and analyzing why the actual evaluation of the potential applicants is flawed. Not just for the museums, but also for many fields, the department of human resources is the FIRST WALL in your path to a potential call up for an interview for any job you apply for. From my observations, the staff in that department tend to KNOW very little to absolutely NOTHING about any specific museum job and they are armed with the power to screen those?? According to my friends from the old days, they said it used to go straight to the APPROPRIATE person in the department that the job opening was created in, with the HIRING/FIRING power. I think that department of human resources is what it really hurt many of the qualified applicants like us here. Any thoughts on this? No, I am not giving up on my job search, I just need to bypass that wall by continuing to build on my professional connections with some important museum professionals armed with the power.

Thanks,
Ashley Watson
Exhibits/Collections Intern
Haggin Museum
Stockton, CA

To unsubscribe from the MUSEUM-L list, click the following link:
http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1

To unsubscribe from the MUSEUM-L list, click the following link:
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--_000_ADBF52B6F8D43544B980F75611FF5209018D1FB51269EXC1adcolor_-- ========================================================================Date: Tue, 20 Aug 2013 14:01:36 -0400 Reply-To: Museum discussion list <[log in to unmask]> Sender: Museum discussion list <[log in to unmask]> From: "Lamboley, Megan" <[log in to unmask]> Subject: Re: Department of Human Resources In-Reply-To: <[log in to unmask]> Content-Transfer-Encoding: 7bit Content-Type: multipart/alternative; boundary="_000_00E8632452B4A149BFCEFA19CC0137349737ADEC18IOTMVSP03VWsh_" MIME-Version: 1.0 Message-ID: <[log in to unmask]> This is a multi-part message in MIME format. --_000_00E8632452B4A149BFCEFA19CC0137349737ADEC18IOTMVSP03VWsh_ Content-Type: text/plain; charset="us-ascii" Content-Transfer-Encoding: quoted-printable I second this. I applied to a position twice, and never got a call back. Then I had a colleague mention my name to the hiring team, and was called for an interview pretty quickly after that. I am not sure my other two applications ever reached the appropriate people. Keep Trying! Megan From: Museum discussion list [mailto:[log in to unmask]] On Behalf Of Heather Marie Wells Sent: Tuesday, August 20, 2013 1:34 PM To: [log in to unmask] Subject: Re: [MUSEUM-L] Department of Human Resources Ashley, This is where you need to work your network and connections. It pays to be known in the area or by a mutual colleague so they can help alert the appropriate person to be on the look-out for your application. There have been a number of times that I only got through HR because the hiring person knew for one reason or another to ask HR for my application. I hope it helps, Heather Marie From: Ashley Watson <[log in to unmask]> Reply-To: Museum discussion list <[log in to unmask]> Date: Tuesday, August 20, 2013 12:21 PM To: Museum discussion list <[log in to unmask]> Subject: [MUSEUM-L] Department of Human Resources Hello all, As I am continuing my frustrating job search since I graduated with M.A. in Museum Studies from Syracuse University in May 2012, one interesting detail that have come to my attention in my job search and analyzing why the actual evaluation of the potential applicants is flawed. Not just for the museums, but also for many fields, the department of human resources is the FIRST WALL in your path to a potential call up for an interview for any job you apply for. From my observations, the staff in that department tend to KNOW very little to absolutely NOTHING about any specific museum job and they are armed with the power to screen those?? According to my friends from the old days, they said it used to go straight to the APPROPRIATE person in the department that the job opening was created in, with the HIRING/FIRING power. I think that department of human resources is what it really hurt many of the qualified applicants like us here. Any thoughts on this? No, I am not giving up on my job search, I just need to bypass that wall by continuing to build on my professional connections with some important museum professionals armed with the power. Thanks, Ashley Watson Exhibits/Collections Intern Haggin Museum Stockton, CA ________________________________ To unsubscribe from the MUSEUM-L list, click the following link: http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 ________________________________ To unsubscribe from the MUSEUM-L list, click the following link: http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 ========================================================= Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). --_000_00E8632452B4A149BFCEFA19CC0137349737ADEC18IOTMVSP03VWsh_ Content-Type: text/html; charset="us-ascii" Content-Transfer-Encoding: quoted-printable
I second this. I applied to a position twice, and never got a call back. Then I had a colleague mention my name to the hiring team, and was called for an interview pretty quickly after that. I am not sure my other two applications ever reached the appropriate people.

Keep Trying!
Megan

From: Museum discussion list [mailto:[log in to unmask]] On Behalf Of Heather Marie Wells
Sent: Tuesday, August 20, 2013 1:34 PM
To: [log in to unmask]
Subject: Re: [MUSEUM-L] Department of Human Resources

Ashley,

This is where you need to work your network and connections. It pays to be known in the area or by a mutual colleague so they can help alert the appropriate person to be on the look-out for your application. There have been a number of times that I only got through HR because the hiring person knew for one reason or another to ask HR for my application.

I hope it helps,
Heather Marie

From: Ashley Watson <[log in to unmask]>
Reply-To: Museum discussion list <[log in to unmask]>
Date: Tuesday, August 20, 2013 12:21 PM
To: Museum discussion list <[log in to unmask]>
Subject: [MUSEUM-L] Department of Human Resources

Hello all,
As I am continuing my frustrating job search since I graduated with M.A. in Museum Studies from Syracuse University in May 2012, one interesting detail that have come to my attention in my job search and analyzing why the actual evaluation of the potential applicants is flawed. Not just for the museums, but also for many fields, the department of human resources is the FIRST WALL in your path to a potential call up for an interview for any job you apply for. From my observations, the staff in that department tend to KNOW very little to absolutely NOTHING about any specific museum job and they are armed with the power to screen those?? According to my friends from the old days, they said it used to go straight to the APPROPRIATE person in the department that the job opening was created in, with the HIRING/FIRING power. I think that department of human resources is what it really hurt many of the qualified applicants like us here. Any thoughts on this? No, I am not giving up on my job search, I just need to bypass that wall by continuing to build on my professional connections with some important museum professionals armed with the power.

Thanks,
Ashley Watson
Exhibits/Collections Intern
Haggin Museum
Stockton, CA

To unsubscribe from the MUSEUM-L list, click the following link:
http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1

To unsubscribe from the MUSEUM-L list, click the following link:
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--_000_00E8632452B4A149BFCEFA19CC0137349737ADEC18IOTMVSP03VWsh_-- ========================================================================Date: Tue, 20 Aug 2013 14:47:26 -0400 Reply-To: Museum discussion list <[log in to unmask]> Sender: Museum discussion list <[log in to unmask]> From: Monta Lee Dakin <[log in to unmask]> Subject: Training and Tour on ONE Day: Have it all MIME-Version: 1.0 Content-Type: multipart/alternative; boundary="part1_6e6c4.627d5500.3f4513be_boundary" Message-ID: <[log in to unmask]> --part1_6e6c4.627d5500.3f4513be_boundary Content-Type: text/plain; charset="US-ASCII" Content-Transfer-Encoding: 7bit Yes, you CAN do a Tour and a Workshop on the same day at MPMA's 2013 Conference On the first day of the conference, you can do a morning workshop AND jump aboard a bus for a 1/2 day tour. And it will give you a chance to combine training with seeing the sights. Isn't that what you want to do??? Choose from 3 morning workshops: *Conservation Assessment of Paintings *Mountmaking 101 *Emergency Preparedness Then board the bus for the Agri-Art Tour. You'll be back by 4 pm in time for all the Evening fun. The Tour: Agri-Art will take you to one of the cutest historic towns in Nebraska: David City. There you will be introduced to the incomparable Bone Creek Museum of Agrarian Art which features a really wonderful painter: Dale Nichols. This museum's publications have won MANY awards and its collections have been featured at the Georgia Museum of Art. There is a reason why this place has outstanding exhibits that you will want to see. Plus, the town will turn out to greet you with a homemade meal that will include pies!!!! For a half day, this will be TONS of fun. Visit MPMA's website for pix of Dale's Art: http://mpma.net/DavidCityandDaleNicholstheartist.htm Already registered? You can add events. Contact MPMA at [log in to unmask] (mailto:[log in to unmask]) MPMA: A Ten-state museum network Colorado, Kansas, Montana, Nebraska, New Mexico, North Dakota, Oklahoma, South Dakota, Texas and Wyoming Mark your calendar: 2013 MPMA Conference: September 30-October 3 Lincoln, Nebraska Mountain-Plains Museums Association 7110 West David Drive Littleton, Colorado 80128-5404 303-979-9307 www.mpma.net FAX 303-973-3296. ========================================================Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). --part1_6e6c4.627d5500.3f4513be_boundary Content-Type: text/html; charset="US-ASCII" Content-Transfer-Encoding: quoted-printable

Yes, you CAN do
a Tour and a Workshop on the same day
at MPMA's 2013 Conference

On the first day of the conference, you can do a morning workshop AND jump aboard a bus for a 1/2 day tour. And it will give you a chance to combine training with seeing the sights. Isn't that what you want to do???

Choose from 3 morning workshops:

*Conservation Assessment of Paintings

*Mountmaking 101

*Emergency Preparedness

Then board the bus for the Agri-Art Tour. You'll be back by 4 pm in time for all the Evening fun.

The Tour:

Agri-Art will take you to one of the cutest historic towns in Nebraska: David City. There you will be introduced to the incomparable Bone Creek Museum of Agrarian Art which features a really wonderful painter: Dale Nichols. This museum's publications have won MANY awards and its collections have been featured at the Georgia Museum of Art. There is a reason why this place has outstanding exhibits that you will want to see. Plus, the town will turn out to greet you with a homemade meal that will include pies!!!! For a half day, this will be TONS of fun.

Visit MPMA's website for pix of Dale's Art: http://mpma.net/DavidCityandDaleNicholstheartist.htm

Already registered? You can add events. Contact MPMA at [log in to unmask]

MPMA: A Ten-state museum network
Colorado, Kansas, Montana, Nebraska, New Mexico, North Dakota, Oklahoma, South Dakota, Texas and Wyoming

Mark your calendar:
2013 MPMA Conference: September 30-October 3 Lincoln, Nebraska

Mountain-Plains Museums Association
7110 West David Drive
Littleton, Colorado 80128-5404
303-979-9307 www.mpma.net
FAX 303-973-3296.

To unsubscribe from the MUSEUM-L list, click the following link:
http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1
--part1_6e6c4.627d5500.3f4513be_boundary-- ========================================================================Date: Tue, 20 Aug 2013 15:05:00 -0400 Reply-To: Museum discussion list <[log in to unmask]> Sender: Museum discussion list <[log in to unmask]> From: Nicholas Merkelson <[log in to unmask]> Subject: Re: Department of Human Resources Mime-Version: 1.0 Content-Transfer-Encoding: quoted-printable Content-Type: text/plain; charset="UTF-8" Message-ID: <[log in to unmask]> Ashley, I can empathize with your situation, and so can many many many others. I think it's interesting how you say HR is the "FIRST WALL" regarding the disposition of your (read: everyone's) application. What a clever way to acknowledge the other "walls" we as jobseekers face! Like it or not, we'll never be able to tear them down. As Megan so accurately implied, there is a possibility HR never received your materials in the first place. Sometimes USPS loses the mail, sometimes emails are junked in a spam folder, sometimes people forget to take all the pages of a fax. I make an attempt to confirm that my application was actually received (automated receipts are fine, try not to call); there's some semblance of comfort knowing they have the necessary documents. Stephanie is correct -- "tag" words are absolutely noted by the humans AND computer programs that scan an applicant pool. (In fact, sometimes there's an algorithm set decide what applicants are contacted: say hello to USAjobs.gov.) True, HR might be unfamiliar with the particulars of the job; but also true, HR might know everything about the job based on the vocabulary used in the job description and your cover letter. Using these words and/or characterizing the job responsibilities might be the only way they can tell you've done everything you say you've done. The opportunistic thing about networking is that you can have a referral do BOTH of these for you: ensure your application is in the hands/on the mind of the appropriate person, and vouch for your familiarity and interest in the job/institution. These days it's actually kind of fun to engage the Six Degrees of Separation in our professional communities. I guess all of this is to say that a little proactivity and gamesmanship on the applicant's part can help weaken the walls! Nicholas Merkelson [log in to unmask] www.cultureinperil.com @cultureinperil ========================================================= Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). ========================================================================Date: Tue, 20 Aug 2013 15:10:55 -0400 Reply-To: Museum discussion list <[log in to unmask]> Sender: Museum discussion list <[log in to unmask]> From: Matthew White <[log in to unmask]> Subject: Re: Department of Human Resources In-Reply-To: <[log in to unmask]> Content-type: multipart/alternative; boundary="Apple-Mail=_526B138E-A54B-41B9-8609-BC70777E432C" MIME-version: 1.0 (Mac OS X Mail 6.5 $1508$) Message-ID: <[log in to unmask]> --Apple-Mail=_526B138E-A54B-41B9-8609-BC70777E432C Content-Transfer-Encoding: quoted-printable Content-Type: text/plain; charset=us-ascii I'd like to speak up for the use of HR departments to screen applications, not because I think they are the bee's knees, but no one else is and I think they serve a valuable purpose. We all know the adage that who you know is more important than what you know and a few of the responses to this thread have reinforced this idea and offered ways around the HR department. There is nothing INHERENTLY wrong with using networks and reputations to help people find work, or for institutions to find good applicants. But when this becomes standard practice across an institution or a profession it can systemically exclude whole classes of people from consideration, not because the person doing the hiring is biased for or against a type of person (although that still happens) but because forming professional networks often requires participation in institutions that have historically kept people out due to race and other factors. And lets be honest, the museum profession is hardly a poster child for diversity. (THe original poster talked about old days. Do you mean back when photos were attached to resumes and potential employers could screen applications based upon personal appearance? No thanks) Using HR departments as the first line of application helps control this to some extent. It puts everyone on the same footing, whether you know the right people or not, and ranks people based on objective criteria. There is still plenty of time for dropping a name or having someone make a call, but I really don't have a problem if some museums, especially the larger ones, use HR departments to try to control some of the abuses that can occur when hiring is left to the personal peccadilloes of one or two people. And of course this goes triple for museums that are run by a government at whatever level. In the US there is a deep history of government jobs going to political appointees as a system of spoils and machine politics. While most government museums were created after the Civil Service reforms, this practice still happens in the museum world, though rarely. As both a museum professional and a tax payer, I want those jobs to go to the best qualified person and not a friend or relative of a politician. (We all know it happens and it's awful all the way around). In these cases HR departments, and sometimes larger offices like the OPM at the federal level, are a must. The potential for abuse is too real. Also, as an employer who has used HR departments to help hire it is useful to have the HR people take out the lowest ranked resumes. I have hired a lot of different people and my experience is that easily about a quarter to a third of all applicants for any given opening don't even remotely qualify for the job. But you have to read them to find out which is which. For positions that elicit hundreds of resumes I am more than happy to have HR professionals weed out the bottom third so I can spend my time on the "real" applications. (Of course, it also makes the job more boring. Some of the biggest laughs I have had on the job are from reading resumes and cover letters of that bottom third. You wouldn't believe what some people put in those things. I once had a portfolio of bunny drawings attached to a handwritten resume.) Of course it is far from a perfect system and there are tricks to make it work for you, like ANY system. Absolutely. It is frustrating when the only communication you have with a potential employer is through computer generated emails and mostly say "Don't email us, we'll email you." it can be especially frustrating, for me anyway, when applying through some online portal and there is no one to help you navigate this clunky, proprietary system. (I JUST UPLOADED MY RESUME!! Why are you making me retype the whole thing into tiny fields?!?! Why make me do both? Arrrrrrrgh). But there is no perfect system in hiring people. There isn't. You may think one works better because it works for you. (and good for you, congratulations on the new job) But there are real dangers to relying too much on who an applicant knows, and I think the HR system is one good way for some institutions to try to ameliorate some of the abuses and deleterious long term effects of using old boy/girl networks for hiring. Have a nice day everyone and good luck on your job searches. Matthew White On Aug 20, 2013, at 2:01 PM, "Lamboley, Megan" <[log in to unmask]> wrote: > I second this. I applied to a position twice, and never got a call back. Then I had a colleague mention my name to the hiring team, and was called for an interview pretty quickly after that. I am not sure my other two applications ever reached the appropriate people. > > Keep Trying! > Megan > > From: Museum discussion list [mailto:[log in to unmask]] On Behalf Of Heather Marie Wells > Sent: Tuesday, August 20, 2013 1:34 PM > To: [log in to unmask] > Subject: Re: [MUSEUM-L] Department of Human Resources > > > Ashley, > > This is where you need to work your network and connections. It pays to be known in the area or by a mutual colleague so they can help alert the appropriate person to be on the look-out for your application. There have been a number of times that I only got through HR because the hiring person knew for one reason or another to ask HR for my application. > > I hope it helps, > Heather Marie > > > > > > From: Ashley Watson <[log in to unmask]> > Reply-To: Museum discussion list <[log in to unmask]> > Date: Tuesday, August 20, 2013 12:21 PM > To: Museum discussion list <[log in to unmask]> > Subject: [MUSEUM-L] Department of Human Resources > > Hello all, > As I am continuing my frustrating job search since I graduated with M.A. in Museum Studies from Syracuse University in May 2012, one interesting detail that have come to my attention in my job search and analyzing why the actual evaluation of the potential applicants is flawed. Not just for the museums, but also for many fields, the department of human resources is the FIRST WALL in your path to a potential call up for an interview for any job you apply for. From my observations, the staff in that department tend to KNOW very little to absolutely NOTHING about any specific museum job and they are armed with the power to screen those?? According to my friends from the old days, they said it used to go straight to the APPROPRIATE person in the department that the job opening was created in, with the HIRING/FIRING power. I think that department of human resources is what it really hurt many of the qualified applicants like us here. Any thoughts on this? No, I am not giving up on my job search, I just need to bypass that wall by continuing to build on my professional connections with some important museum professionals armed with the power. > > Thanks, > Ashley Watson > Exhibits/Collections Intern > Haggin Museum > Stockton, CA > > To unsubscribe from the MUSEUM-L list, click the following link: > http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 > > > To unsubscribe from the MUSEUM-L list, click the following link: > http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 > > > To unsubscribe from the MUSEUM-L list, click the following link: > http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 > ========================================================= Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). --Apple-Mail=_526B138E-A54B-41B9-8609-BC70777E432C Content-Transfer-Encoding: quoted-printable Content-Type: text/html; charset=us-ascii I'd like to speak up for the use of HR departments to screen applications, not because I think they are the bee's knees, but no one else is and I think they serve a valuable purpose.

We all know the adage that who you know is more important than what you know and a few of the responses to this thread have reinforced this idea and offered ways around the HR department. There is nothing INHERENTLY wrong with using networks and reputations to help people find work, or for institutions to find good applicants. But when this becomes standard practice across an institution or a profession it can systemically exclude whole classes of people from consideration, not because the person doing the hiring is biased for or against a type of person (although that still happens) but because forming professional networks often requires participation in institutions that have historically kept people out due to race and other factors. And lets be honest, the museum profession is hardly a poster child for diversity. (THe original poster talked about old days. Do you mean back when photos were attached to resumes and potential employers could screen applications based upon personal appearance? No thanks)

Using HR departments as the first line of application helps control this to some extent. It puts everyone on the same footing, whether you know the right people or not, and ranks people based on objective criteria. There is still plenty of time for dropping a name or having someone make a call, but I really don't have a problem if some museums, especially the larger ones, use HR departments to try to control some of the abuses that can occur when hiring is left to the personal peccadilloes of one or two people.

And of course this goes triple for museums that are run by a government at whatever level. In the US there is a deep history of government jobs going to political appointees as a system of spoils and machine politics. While most government museums were created after the Civil Service reforms, this practice still happens in the museum world, though rarely. As both a museum professional and a tax payer, I want those jobs to go to the best qualified person and not a friend or relative of a politician. (We all know it happens and it's awful all the way around). In these cases HR departments, and sometimes larger offices like the OPM at the federal level, are a must. The potential for abuse is too real.

Also, as an employer who has used HR departments to help hire it is useful to have the HR people take out the lowest ranked resumes. I have hired a lot of different people and my experience is that easily about a quarter to a third of all applicants for any given opening don't even remotely qualify for the job. But you have to read them to find out which is which. For positions that elicit hundreds of resumes I am more than happy to have HR professionals weed out the bottom third so I can spend my time on the "real" applications. (Of course, it also makes the job more boring. Some of the biggest laughs I have had on the job are from reading resumes and cover letters of that bottom third. You wouldn't believe what some people put in those things. I once had a portfolio of bunny drawings attached to a handwritten resume.)

Of course it is far from a perfect system and there are tricks to make it work for you, like ANY system. Absolutely. It is frustrating when the only communication you have with a potential employer is through computer generated emails and mostly say "Don't email us, we'll email you." it can be especially frustrating, for me anyway, when applying through some online portal and there is no one to help you navigate this clunky, proprietary system. (I JUST UPLOADED MY RESUME!! Why are you making me retype the whole thing into tiny fields?!?! Why make me do both? Arrrrrrrgh).

But there is no perfect system in hiring people. There isn't. You may think one works better because it works for you. (and good for you, congratulations on the new job) But there are real dangers to relying too much on who an applicant knows, and I think the HR system is one good way for some institutions to try to ameliorate some of the abuses and deleterious long term effects of using old boy/girl networks for hiring.

Have a nice day everyone and good luck on your job searches.

Matthew White

On Aug 20, 2013, at 2:01 PM, "Lamboley, Megan" <[log in to unmask]> wrote:

I second this. I applied to a position twice, and never got a call back. Then I had a colleague mention my name to the hiring team, and was called for an interview pretty quickly after that. I am not sure my other two applications ever reached the appropriate people.

Keep Trying!
Megan

From: Museum discussion list [mailto:MUSEUM-[log in to unmask]] On Behalf Of Heather Marie Wells
Sent: Tuesday, August 20, 2013 1:34 PM
To: [log in to unmask]
Subject: Re: [MUSEUM-L] Department of Human Resources

Ashley,

This is where you need to work your network and connections. It pays to be known in the area or by a mutual colleague so they can help alert the appropriate person to be on the look-out for your application. There have been a number of times that I only got through HR because the hiring person knew for one reason or another to ask HR for my application.

I hope it helps,
Heather Marie

From: Ashley Watson <[log in to unmask]>
Reply-To: Museum discussion list <[log in to unmask]>
Date: Tuesday, August 20, 2013 12:21 PM
To: Museum discussion list <[log in to unmask]>
Subject: [MUSEUM-L] Department of Human Resources

Hello all,
As I am continuing my frustrating job search since I graduated with M.A. in Museum Studies from Syracuse University in May 2012, one interesting detail that have come to my attention in my job search and analyzing why the actual evaluation of the potential applicants is flawed. Not just for the museums, but also for many fields, the department of human resources is the FIRST WALL in your path to a potential call up for an interview for any job you apply for. From my observations, the staff in that department tend to KNOW very little to absolutely NOTHING about any specific museum job and they are armed with the power to screen those?? According to my friends from the old days, they said it used to go straight to the APPROPRIATE person in the department that the job opening was created in, with the HIRING/FIRING power. I think that department of human resources is what it really hurt many of the qualified applicants like us here. Any thoughts on this? No, I am not giving up on my job search, I just need to bypass that wall by continuing to build on my professional connections with some important museum professionals armed with the power.

Thanks,
Ashley Watson
Exhibits/Collections Intern
Haggin Museum
Stockton, CA

To unsubscribe from the MUSEUM-L list, click the following link:
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--Apple-Mail=_526B138E-A54B-41B9-8609-BC70777E432C-- ========================================================================Date: Tue, 20 Aug 2013 14:12:58 -0500 Reply-To: Museum discussion list <[log in to unmask]> Sender: Museum discussion list <[log in to unmask]> From: Therese Quinn <[log in to unmask]> Subject: Request for museum floor plans and organizational charts, for museum studies class MIME-Version: 1.0 Content-Type: multipart/alternative; boundary7d7b66f59947896a04e465d814 Message-ID: [log in to unmask]> --047d7b66f59947896a04e465d814 Content-Type: text/plain; charset=ISO-8859-1 Content-Transfer-Encoding: quoted-printable Hello, colleagues. For a museum studies course focused on museum histories and types, I am writing to request examples of museum floor plans and organizational charts. These don't need any museum or people's names on them, but I would like to know the type and size (# of employees) of museum. In the class we will look at these to understand the many different museum position titles, employment structures and hierarchies, and space allocations. Please email these directly to me at [log in to unmask] Thank you for your help! Therese Quinn -- The task of teachers, those obscure soldiers of civilization, is to give to the people the intellectual means to revolt. [Louise Michel / 1830-1905 / Mémoires / 1886] UIC United Faculty Local 6456: uicunitedfaculty.org UIC United Faculty on Facebook (Like us!): http://tinyurl.com/c26hyej Twitter: @UICUF ========================================================= Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). --047d7b66f59947896a04e465d814 Content-Type: text/html; charset=ISO-8859-1 Content-Transfer-Encoding: quoted-printable
Hello, colleagues.

For a museum studies course focused on museum histories and types, I am writing to request examples of museum floor plans and organizational charts. These don't need any museum or people's names on them, but I would like to know the type and size (# of employees) of museum.

In the class we will look at these to understand the many different museum position titles, employment structures and hierarchies, and space allocations. Please email these directly to me at [log in to unmask]

Thank you for your help!

Therese Quinn

--
The task of teachers, those obscure soldiers of civilization, is to give to the people the intellectual means to revolt. [Louise Michel / 1830-1905 / Mémoires / 1886]

UIC United Faculty Local 6456: uicunitedfaculty.org
UIC United Faculty on Facebook (Like us!): http://tinyurl.com/c26hyej

Twitter: @UICUF

To unsubscribe from the MUSEUM-L list, click the following link:
http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1
--047d7b66f59947896a04e465d814-- ========================================================================Date: Tue, 20 Aug 2013 13:36:04 -0600 Reply-To: Museum discussion list <[log in to unmask]> Sender: Museum discussion list <[log in to unmask]> From: Elisabeth Ann Stone <[log in to unmask]> Subject: Re: Department of Human Resources In-Reply-To: <[log in to unmask]> MIME-Version: 1.0 Content-Type: multipart/alternative; boundaryMessage-ID: <[log in to unmask]> --001a11c3844ce7c3e104e4662ab2 Content-Type: text/plain; charset=ISO-8859-1 hi Ashley and all, Everyone makes good points here and I'd make another suggestion: don't be hesitant to call HR and speak directly with them if you are unsure if your application is going to make it through but you are pretty sure that you are a good candidate. People in HR aren't there to ruin your life -- they also want to hire the right person and yes, they may not be able to make heads or tails of museum. So give them a call and just say that you are submitting an application and you wanted to double check some of the wording so that it's clear. This worked for me in getting both of my last two jobs so I might be biased but I've found it to be a good strategy and I've seen it work for friends as well. Everyone wants the system to work! Good luck on the job hunt! Beth On Tue, Aug 20, 2013 at 1:10 PM, Matthew White <[log in to unmask]> wrote: > I'd like to speak up for the use of HR departments to screen applications, > not because I think they are the bee's knees, but no one else is and I > think they serve a valuable purpose. > > We all know the adage that who you know is more important than what you > know and a few of the responses to this thread have reinforced this idea > and offered ways around the HR department. There is nothing INHERENTLY > wrong with using networks and reputations to help people find work, or for > institutions to find good applicants. But when this becomes standard > practice across an institution or a profession it can systemically exclude > whole classes of people from consideration, not because the person doing > the hiring is biased for or against a type of person (although that still > happens) but because forming professional networks often requires > participation in institutions that have historically kept people out due to > race and other factors. And lets be honest, the museum profession is hardly > a poster child for diversity. (THe original poster talked about old days. > Do you mean back when photos were attached to resumes and potential > employers could screen applications based upon personal appearance? No > thanks) > > Using HR departments as the first line of application helps control this > to some extent. It puts everyone on the same footing, whether you know the > right people or not, and ranks people based on objective criteria. There is > still plenty of time for dropping a name or having someone make a call, but > I really don't have a problem if some museums, especially the larger ones, > use HR departments to try to control some of the abuses that can occur when > hiring is left to the personal peccadilloes of one or two people. > > And of course this goes triple for museums that are run by a government at > whatever level. In the US there is a deep history of government jobs going > to political appointees as a system of spoils and machine politics. While > most government museums were created after the Civil Service reforms, this > practice still happens in the museum world, though rarely. As both a museum > professional and a tax payer, I want those jobs to go to the best qualified > person and not a friend or relative of a politician. (We all know it > happens and it's awful all the way around). In these cases HR departments, > and sometimes larger offices like the OPM at the federal level, are a must. > The potential for abuse is too real. > > Also, as an employer who has used HR departments to help hire it is useful > to have the HR people take out the lowest ranked resumes. I have hired a > lot of different people and my experience is that easily about a quarter to > a third of all applicants for any given opening don't even remotely qualify > for the job. But you have to read them to find out which is which. For > positions that elicit hundreds of resumes I am more than happy to have HR > professionals weed out the bottom third so I can spend my time on the > "real" applications. (Of course, it also makes the job more boring. Some of > the biggest laughs I have had on the job are from reading resumes and cover > letters of that bottom third. You wouldn't believe what some people put in > those things. I once had a portfolio of bunny drawings attached to a > handwritten resume.) > > Of course it is far from a perfect system and there are tricks to make it > work for you, like ANY system. Absolutely. It is frustrating when the only > communication you have with a potential employer is through computer > generated emails and mostly say "Don't email us, we'll email you." it can > be especially frustrating, for me anyway, when applying through some online > portal and there is no one to help you navigate this clunky, proprietary > system. (I JUST UPLOADED MY RESUME!! Why are you making me retype the whole > thing into tiny fields?!?! Why make me do both? Arrrrrrrgh). > > But there is no perfect system in hiring people. There isn't. You may > think one works better because it works for you. (and good for you, > congratulations on the new job) But there are real dangers to relying too > much on who an applicant knows, and I think the HR system is one good way > for some institutions to try to ameliorate some of the abuses and > deleterious long term effects of using old boy/girl networks for hiring. > > Have a nice day everyone and good luck on your job searches. > > Matthew White > > On Aug 20, 2013, at 2:01 PM, "Lamboley, Megan" < > [log in to unmask]> wrote: > > I second this. I applied to a position twice, and never got a call back. > Then I had a colleague mention my name to the hiring team, and was called > for an interview pretty quickly after that. I am not sure my other two > applications ever reached the appropriate people.**** > > Keep Trying!**** > Megan**** > > *From:* Museum discussion list [mailto:[log in to unmask]] *On > Behalf Of *Heather Marie Wells > *Sent:* Tuesday, August 20, 2013 1:34 PM > *To:* [log in to unmask] > *Subject:* Re: [MUSEUM-L] Department of Human Resources**** > ** ** > > Ashley,**** > > This is where you need to work your network and connections. It pays to > be known in the area or by a mutual colleague so they can help alert the > appropriate person to be on the look-out for your application. There have > been a number of times that I only got through HR because the hiring person > knew for one reason or another to ask HR for my application.**** > > I hope it helps,**** > Heather Marie**** > > > > > > *From: *Ashley Watson <[log in to unmask]> > *Reply-To: *Museum discussion list <[log in to unmask]> > *Date: *Tuesday, August 20, 2013 12:21 PM > *To: *Museum discussion list <[log in to unmask]> > *Subject: *[MUSEUM-L] Department of Human Resources**** > > Hello all, > As I am continuing my frustrating job search since I graduated with > M.A. in Museum Studies from Syracuse University in May 2012, one > interesting detail that have come to my attention in my job search and > analyzing why the actual evaluation of the potential applicants is flawed. > Not just for the museums, but also for many fields, the department of > human resources is the FIRST WALL in your path to a potential call up for > an interview for any job you apply for. From my observations, the staff in > that department tend to KNOW very little to absolutely NOTHING about any > specific museum job and they are armed with the power to screen those?? > According to my friends from the old days, they said it used to go > straight to the APPROPRIATE person in the department that the job opening > was created in, with the HIRING/FIRING power. I think that department of > human resources is what it really hurt many of the qualified applicants > like us here. Any thoughts on this? No, I am not giving up on my job > search, I just need to bypass that wall by continuing to build on my > professional connections with some important museum professionals armed > with the power. > > Thanks, > Ashley Watson > Exhibits/Collections Intern > Haggin Museum > Stockton, CA **** > > ------------------------------ > > To unsubscribe from the MUSEUM-L list, click the following link: > http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1**** > ** ** > ------------------------------ > > To unsubscribe from the MUSEUM-L list, click the following link: > http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1**** > > ------------------------------ > > To unsubscribe from the MUSEUM-L list, click the following link: > http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 > > > > ------------------------------ > > To unsubscribe from the MUSEUM-L list, click the following link: > http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 > -- Elisabeth A. Stone, PhD Adjunct Faculty Department of Anthropology MSC01-1040, Anthropology 1 University of New Mexico Albuquerque, NM 87131 201.344.2229 [log in to unmask] ========================================================Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). --001a11c3844ce7c3e104e4662ab2 Content-Type: text/html; charset=ISO-8859-1 Content-Transfer-Encoding: quoted-printable
hi Ashley and all,

Everyone makes good points here and I'd make another suggestion: don't be hesitant to call HR and speak directly with them if you are unsure if your application is going to make it through but you are pretty sure that you are a good candidate. People in HR aren't there to ruin your life -- they also want to hire the right person and yes, they may not be able to make heads or tails of museum. So give them a call and just say that you are submitting an application and you wanted to double check some of the wording so that it's clear. This worked for me in getting both of my last two jobs so I might be biased but I've found it to be a good strategy and I've seen it work for friends as well. Everyone wants the system to work!

Good luck on the job hunt!

Beth

On Tue, Aug 20, 2013 at 1:10 PM, Matthew White <[log in to unmask]> wrote:

I'd like to speak up for the use of HR departments to screen applications, not because I think they are the bee's knees, but no one else is and I think they serve a valuable purpose.

We all know the adage that who you know is more important than what you know and a few of the responses to this thread have reinforced this idea and offered ways around the HR department. There is nothing INHERENTLY wrong with using networks and reputations to help people find work, or for institutions to find good applicants. But when this becomes standard practice across an institution or a profession it can systemically exclude whole classes of people from consideration, not because the person doing the hiring is biased for or against a type of person (although that still happens) but because forming professional networks often requires participation in institutions that have historically kept people out due to race and other factors. And lets be honest, the museum profession is hardly a poster child for diversity. (THe original poster talked about old days. Do you mean back when photos were attached to resumes and potential employers could screen applications based upon personal appearance? No thanks)

Using HR departments as the first line of application helps control this to some extent. It puts everyone on the same footing, whether you know the right people or not, and ranks people based on objective criteria. There is still plenty of time for dropping a name or having someone make a call, but I really don't have a problem if some museums, especially the larger ones, use HR departments to try to control some of the abuses that can occur when hiring is left to the personal peccadilloes of one or two people.

And of course this goes triple for museums that are run by a government at whatever level. In the US there is a deep history of government jobs going to political appointees as a system of spoils and machine politics. While most government museums were created after the Civil Service reforms, this practice still happens in the museum world, though rarely. As both a museum professional and a tax payer, I want those jobs to go to the best qualified person and not a friend or relative of a politician. (We all know it happens and it's awful all the way around). In these cases HR departments, and sometimes larger offices like the OPM at the federal level, are a must. The potential for abuse is too real.

Also, as an employer who has used HR departments to help hire it is useful to have the HR people take out the lowest ranked resumes. I have hired a lot of different people and my experience is that easily about a quarter to a third of all applicants for any given opening don't even remotely qualify for the job. But you have to read them to find out which is which. For positions that elicit hundreds of resumes I am more than happy to have HR professionals weed out the bottom third so I can spend my time on the "real" applications. (Of course, it also makes the job more boring. Some of the biggest laughs I have had on the job are from reading resumes and cover letters of that bottom third. You wouldn't believe what some people put in those things. I once had a portfolio of bunny drawings attached to a handwritten resume.)

Of course it is far from a perfect system and there are tricks to make it work for you, like ANY system. Absolutely. It is frustrating when the only communication you have with a potential employer is through computer generated emails and mostly say "Don't email us, we'll email you." it can be especially frustrating, for me anyway, when applying through some online portal and there is no one to help you navigate this clunky, proprietary system. (I JUST UPLOADED MY RESUME!! Why are you making me retype the whole thing into tiny fields?!?! Why make me do both? Arrrrrrrgh).

But there is no perfect system in hiring people. There isn't. You may think one works better because it works for you. (and good for you, congratulations on the new job) But there are real dangers to relying too much on who an applicant knows, and I think the HR system is one good way for some institutions to try to ameliorate some of the abuses and deleterious long term effects of using old boy/girl networks for hiring.

Have a nice day everyone and good luck on your job searches.

Matthew White

On Aug 20, 2013, at 2:01 PM, "Lamboley, Megan" <[log in to unmask]> wrote:

I second this. I applied to a position twice, and never got a call back. Then I had a colleague mention my name to the hiring team, and was called for an interview pretty quickly after that. I am not sure my other two applications ever reached the appropriate people.

Keep Trying!
Megan

From: Museum discussion list [mailto:MUSEUM-[log in to unmask]] On Behalf Of Heather Marie Wells
Sent: Tuesday, August 20, 2013 1:34 PM
To: [log in to unmask]
Subject: Re: [MUSEUM-L] Department of Human Resources

Ashley,

This is where you need to work your network and connections. It pays to be known in the area or by a mutual colleague so they can help alert the appropriate person to be on the look-out for your application. There have been a number of times that I only got through HR because the hiring person knew for one reason or another to ask HR for my application.

I hope it helps,
Heather Marie

From: Ashley Watson <[log in to unmask]>
Reply-To: Museum discussion list <[log in to unmask]>
Date: Tuesday, August 20, 2013 12:21 PM
To: Museum discussion list <[log in to unmask]>
Subject: [MUSEUM-L] Department of Human Resources

Hello all,
As I am continuing my frustrating job search since I graduated with M.A. in Museum Studies from Syracuse University in May 2012, one interesting detail that have come to my attention in my job search and analyzing why the actual evaluation of the potential applicants is flawed. Not just for the museums, but also for many fields, the department of human resources is the FIRST WALL in your path to a potential call up for an interview for any job you apply for. From my observations, the staff in that department tend to KNOW very little to absolutely NOTHING about any specific museum job and they are armed with the power to screen those?? According to my friends from the old days, they said it used to go straight to the APPROPRIATE person in the department that the job opening was created in, with the HIRING/FIRING power. I think that department of human resources is what it really hurt many of the qualified applicants like us here. Any thoughts on this? No, I am not giving up on my job search, I just need to bypass that wall by continuing to build on my professional connections with some important museum professionals armed with the power.

Thanks,
Ashley Watson
Exhibits/Collections Intern
Haggin Museum
Stockton, CA

To unsubscribe from the MUSEUM-L list, click the following link:
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--
Elisabeth A. Stone, PhD
Adjunct Faculty
Department of Anthropology
MSC01-1040, Anthropology 1
University of New Mexico
Albuquerque, NM 87131

201.344.2229

[log in to unmask]

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--001a11c3844ce7c3e104e4662ab2-- ========================================================================Date: Tue, 20 Aug 2013 12:59:17 -0700 Reply-To: Museum discussion list <[log in to unmask]> Sender: Museum discussion list <[log in to unmask]> From: David Harvey <[log in to unmask]> Subject: New Online Class - "Care and Conservation of Historic Silver" MIME-Version: 1.0 Content-Type: multipart/alternative; boundary9e0122838424ffc904e4667fb5 Message-ID: <[log in to unmask]> --089e0122838424ffc904e4667fb5 Content-Type: text/plain; charset=ISO-8859-1 Announcing New Online Class! * Starting on Sep**t**.2, 2013 **"Care and Conserva**tion of Historic Silver**"** 3 Week Online Class - $150* Do you have historic silver and want to know how to care and preserve it? In this course you will learn about the history and technology of silver and silver objects, how to identify conservation problems, how to properly handle, store, and exhibit silver, and how to safely clean and polish historic silver. We will emphasize what you can do and when you need a conservator. You can do the course from home or from work. We'll have online discussions about each week's readings and resource materials, there will one practical assignment each week, including one assignment to clean / polish a silver object, and a final assignment in writing a short conservation plan for your silver collection. This online class will give you the tools to understand, clean, and preserve historic silver. Space is limited so register soon! Go to this link to register: www.silvercareclass.eventbrite.com If you have any questions feel free to email me. Cheers! Dave David Harvey Senior Conservator and Museum Consulant Los Angeles CA www.cityofangelsconservation.weebly.com ========================================================Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). --089e0122838424ffc904e4667fb5 Content-Type: text/html; charset=ISO-8859-1 Content-Transfer-Encoding: quoted-printable
Announcing New Online Class!

Starting on Sept.2, 2013
"Care and Conservation of Historic Silver"
3 Week Online Class - $150

Do you have historic silver and want to know how to care and preserve it?

In this course you will learn about the history and technology of silver and silver objects, how to identify conservation problems, how to properly handle, store, and exhibit silver, and how to safely clean and polish historic silver. We will emphasize what you can do and when you need a conservator.

You can do the course from home or from work. We'll have online discussions about each week's readings and resource materials, there will one practical assignment each week, including one assignment to clean / polish a silver object, and a final assignment in writing a short conservation plan for your silver collection.

This online class will give you the tools to understand, clean, and preserve historic silver.

Space is limited so register soon!

Go to this link to register:
www.silvercareclass.eventbrite.com

If you have any questions feel free to email me.

Cheers!
Dave

David Harvey
Senior Conservator and Museum Consulant
Los Angeles CA
www.cityofangelsconservation.weebly.com

To unsubscribe from the MUSEUM-L list, click the following link:
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--089e0122838424ffc904e4667fb5-- ========================================================================Date: Tue, 20 Aug 2013 14:41:36 -0400 Reply-To: Museum discussion list <[log in to unmask]> Sender: Museum discussion list <[log in to unmask]> From: Tracey Berg-Fulton <[log in to unmask]> Subject: Re: Department of Human Resources In-Reply-To: <[log in to unmask]> MIME-Version: 1.0 Content-Type: multipart/alternative; boundary7d7b2ee08918298504e4656877 Message-ID: <[log in to unmask]> --047d7b2ee08918298504e4656877 Content-Type: text/plain; charset=ISO-8859-1 The other thing to keep in mind is that there is often a pre-screening before it even hits the desk of an HR staffer, especially in larger organizations (universities, government, etc especially do this). That's the applicant software itself. Due to the volume of applications, these organizations can only look at a certain number of candidates, so they use the software to make their lives easier (not, necessarily, to select the best applicant. These software systems are basically skimmers. They look at the language of the announcement, or the flagged keywords that it has been told to look for, and scores the application. Applications are then ranked on how many keywords or phrases matched, and then real humans read the top 10 suggested profiles or however many they feel like wading through. Note, however, that most of these systems do have an override, so you can be rescued from the reject pile based on a recommendation or interaction with a staffer, or just a really bored HR lackey trolling the depths of the applicant system. Don't bank on that though. If you encounter a "fill out this applicant profile and apply for this job with these specific fields" type of site, it is pretty safe to assume they're using a skimmer software and you should proceed with caution. If you're applying directly do someone, in the "send your resume and your cover letter to person @ museum.org" then you can go ahead and assume that there's a minimal amount of computer keyword matching going on. Don't be discouraged, it takes some time to find that right fit. There's a ton of really great, qualified, talented applicants out there going after a small number of jobs. It isn't personal, although I can completely understand how it can feel that way, after having applied for 300+ jobs during the height of the bad times (ps- don't graduate from grad school in 2008...baaaaad timing). It isn't you at all. You're completely right in that building a network of professionals in your area is one great way to either get a job, or to be recommended for a job, or to have a job forwarded to you. Since you're a collections person, get involved in the Alliance for Response meeting group in your area. Start or attend a #drinkingaboutmuseums session for professionals in your area. Get a membership and get involved with your regional and/or state museum council (acting on a committee, volunteering at a conference, becoming a peer reviewer, etc). All of these things help to deepen your knowledge of the field and also introduce you to the right contacts who can help you find that position. Cheers, Tracey Berg-Fulton Registrar On Tue, Aug 20, 2013 at 2:01 PM, Lamboley, Megan < [log in to unmask]> wrote: > I second this. I applied to a position twice, and never got a call back. > Then I had a colleague mention my name to the hiring team, and was called > for an interview pretty quickly after that. I am not sure my other two > applications ever reached the appropriate people. **** > > ** ** > > Keep Trying!**** > > Megan **** > > ** ** > > *From:* Museum discussion list [mailto:[log in to unmask]] *On > Behalf Of *Heather Marie Wells > *Sent:* Tuesday, August 20, 2013 1:34 PM > *To:* [log in to unmask] > *Subject:* Re: [MUSEUM-L] Department of Human Resources**** > > ** ** > > ** ** > > Ashley,**** > > ** ** > > This is where you need to work your network and connections. It pays to > be known in the area or by a mutual colleague so they can help alert the > appropriate person to be on the look-out for your application. There have > been a number of times that I only got through HR because the hiring person > knew for one reason or another to ask HR for my application.**** > > ** ** > > I hope it helps,**** > > Heather Marie**** > > ** ** > > ** ** > > ** ** > > ** ** > > ** ** > > *From: *Ashley Watson <[log in to unmask]> > *Reply-To: *Museum discussion list <[log in to unmask]> > *Date: *Tuesday, August 20, 2013 12:21 PM > *To: *Museum discussion list <[log in to unmask]> > *Subject: *[MUSEUM-L] Department of Human Resources**** > > ** ** > > Hello all, > As I am continuing my frustrating job search since I graduated with > M.A. in Museum Studies from Syracuse University in May 2012, one > interesting detail that have come to my attention in my job search and > analyzing why the actual evaluation of the potential applicants is flawed. > Not just for the museums, but also for many fields, the department of > human resources is the FIRST WALL in your path to a potential call up for > an interview for any job you apply for. From my observations, the staff in > that department tend to KNOW very little to absolutely NOTHING about any > specific museum job and they are armed with the power to screen those?? > According to my friends from the old days, they said it used to go > straight to the APPROPRIATE person in the department that the job opening > was created in, with the HIRING/FIRING power. I think that department of > human resources is what it really hurt many of the qualified applicants > like us here. Any thoughts on this? No, I am not giving up on my job > search, I just need to bypass that wall by continuing to build on my > professional connections with some important museum professionals armed > with the power. > > Thanks, > Ashley Watson > Exhibits/Collections Intern > Haggin Museum > Stockton, CA **** > > ** ** > ------------------------------ > > To unsubscribe from the MUSEUM-L list, click the following link: > http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1**** > > ** ** > ------------------------------ > > To unsubscribe from the MUSEUM-L list, click the following link: > http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 **** > > ------------------------------ > > To unsubscribe from the MUSEUM-L list, click the following link: > http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 > -- [log in to unmask] 821 25th Street Ambridge, PA 15003 Ph: 412.443.2654 Twitter: @BergFulton Connect on LinkedIn ========================================================Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). --047d7b2ee08918298504e4656877 Content-Type: text/html; charset=ISO-8859-1 Content-Transfer-Encoding: quoted-printable
The other thing to keep in mind is that there is often a pre-screening before it even hits the desk of an HR staffer, especially in larger organizations (universities, government, etc especially do this). That's the applicant software itself. Due to the volume of applications, these organizations can only look at a certain number of candidates, so they use the software to make their lives easier (not, necessarily, to select the best applicant.

These software systems are basically skimmers. They look at the language of the announcement, or the flagged keywords that it has been told to look for, and scores the application. Applications are then ranked on how many keywords or phrases matched, and then real humans read the top 10 suggested profiles or however many they feel like wading through. Note, however, that most of these systems do have an override, so you can be rescued from the reject pile based on a recommendation or interaction with a staffer, or just a really bored HR lackey trolling the depths of the applicant system. Don't bank on that though. If you encounter a "fill out this applicant profile and apply for this job with these specific fields" type of site, it is pretty safe to assume they're using a skimmer software and you should proceed with caution.

If you're applying directly do someone, in the "send your resume and your cover letter to person @ museum.org" then you can go ahead and assume that there's a minimal amount of computer keyword matching going on.

Don't be discouraged, it takes some time to find that right fit. There's a ton of really great, qualified, talented applicants out there going after a small number of jobs. It isn't personal, although I can completely understand how it can feel that way, after having applied for 300+ jobs during the height of the bad times (ps- don't graduate from grad school in 2008...baaaaad timing).

It isn't you at all. You're completely right in that building a network of professionals in your area is one great way to either get a job, or to be recommended for a job, or to have a job forwarded to you. Since you're a collections person, get involved in the Alliance for Response meeting group in your area. Start or attend a #drinkingaboutmuseums session for professionals in your area. Get a membership and get involved with your regional and/or state museum council (acting on a committee, volunteering at a conference, becoming a peer reviewer, etc). All of these things help to deepen your knowledge of the field and also introduce you to the right contacts who can help you find that position.

Cheers,
Tracey Berg-Fulton
Registrar

On Tue, Aug 20, 2013 at 2:01 PM, Lamboley, Megan <[log in to unmask]> wrote:

I second this. I applied to a position twice, and never got a call back. Then I had a colleague mention my name to the hiring team, and was called for an interview pretty quickly after that. I am not sure my other two applications ever reached the appropriate people.

Keep Trying!

Megan

From: Museum discussion list [mailto:[log in to unmask]] On Behalf Of Heather Marie Wells
Sent: Tuesday, August 20, 2013 1:34 PM
To: [log in to unmask]
Subject: Re: [MUSEUM-L] Department of Human Resources

Ashley,

This is where you need to work your network and connections. It pays to be known in the area or by a mutual colleague so they can help alert the appropriate person to be on the look-out for your application. There have been a number of times that I only got through HR because the hiring person knew for one reason or another to ask HR for my application.

I hope it helps,

Heather Marie

From: Ashley Watson <[log in to unmask]>
Reply-To: Museum discussion list <[log in to unmask]>
Date: Tuesday, August 20, 2013 12:21 PM
To: Museum discussion list <[log in to unmask]>
Subject: [MUSEUM-L] Department of Human Resources

Hello all,
As I am continuing my frustrating job search since I graduated with M.A. in Museum Studies from Syracuse University in May 2012, one interesting detail that have come to my attention in my job search and analyzing why the actual evaluation of the potential applicants is flawed. Not just for the museums, but also for many fields, the department of human resources is the FIRST WALL in your path to a potential call up for an interview for any job you apply for. From my observations, the staff in that department tend to KNOW very little to absolutely NOTHING about any specific museum job and they are armed with the power to screen those?? According to my friends from the old days, they said it used to go straight to the APPROPRIATE person in the department that the job opening was created in, with the HIRING/FIRING power. I think that department of human resources is what it really hurt many of the qualified applicants like us here. Any thoughts on this? No, I am not giving up on my job search, I just need to bypass that wall by continuing to build on my professional connections with some important museum professionals armed with the power.

Thanks,
Ashley Watson
Exhibits/Collections Intern
Haggin Museum
Stockton, CA

To unsubscribe from the MUSEUM-L list, click the following link:
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[log in to unmask]
821 25th Street
Ambridge, PA 15003
Ph: 412.443.2654
Twitter: @BergFulton
Connect on LinkedIn

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--047d7b2ee08918298504e4656877-- ========================================================================Date: Tue, 20 Aug 2013 13:29:27 -0700 Reply-To: Museum discussion list <[log in to unmask]> Sender: Museum discussion list <[log in to unmask]> From: Gawain Weaver <[log in to unmask]> Subject: Workshop: Care and ID of Photographs, Huntington Library, Oct. 15-18 Content-Type: multipart/alternative; boundary="Apple-Mail=_3B9A758E-15E1-4A3A-AA55-0A4B682E37DE" Mime-Version: 1.0 (Mac OS X Mail 6.5 $1508$) Message-ID: <[log in to unmask]> --Apple-Mail=_3B9A758E-15E1-4A3A-AA55-0A4B682E37DE Content-Transfer-Encoding: quoted-printable Content-Type: text/plain; charset=windows-1252 Care and Identification of Photographs (from daguerreotypes to digital) October 15-18, 2013: Los Angeles, CA (Huntington Library) Location: This workshop will be hosted by the Huntington Library, Art Collections, and Botanical Gardens (San Marino, CA) FOR FURTHER DETAILS AND ONLINE REGISTRATION: http://gawainweaver.com/workshop/care-id-photos-2013-losangeles/ http://gawainweaver.com/workshops/ The final workshop of the year will be in Louisiana! December 3-6, 2013: New Orleans, LA (The Historic New Orleans Collection) _________________________________________________________________ What are the defining characteristics of individual photographic processes? How does environment affect the lives of photographic objects? In this 4-day intensive workshop, you will develop identification skills and knowledge about fine art and historic photographic processes, from the daguerreotype to digital prints. This workshop is intended for curators, collectors, archivists, collection managers, and anyone who studies or appreciates photographic prints. Using handheld 60x microscopes and a large set of photographic and photomechanical samples, you will learn how a variety of processes were created, why they look the way they do, and how they deteriorate. Group ID sessions, using a digital microscope and screen projection, will allow participants to practice their identification skills in a guided setting. Preservation topics include enclosures, handling guidelines, environmental monitoring, the effects of temperature and relative humidity on collections, and the importance of cold storage for certain photographic materials. Over 30 different processes are studied in great detail, from how daguerreotypes are made and how they are best preserved, to how long-lasting inkjet prints are created, and how to preserve and store color photographic materials and cellulose nitrate and cellulose acetate-based photographic film. Registration Includes: • 4-day workshop • 240-page color notebook • 60x LED handheld microscope • OPTIONAL: Basic Photographic Sample Set The registration fee for this 4-day workshop is $795 (STUDENT PRICE $645) and includes a handheld microscope and a workshop notebook with lecture handouts, Quick ID Sheets for each process, and a selection of readings on photograph preservation. The Basic Photographic Sample Set, consisting of 18 identified photographic and photomechanical processes, is available with registration for $75. Due to the hands-on nature of this workshop, the number of participants will be limited to 14. The Academy of Certified Archivists (ACA), a certifying organization of professional archivists, will award 15 Archival Recertification Credits (ARCs) to eligible Certified Archivists (CAs) attending this workshop. The American Society of Appraisers and the International Society of Appraisers will award 24 reaccreditation hours/professional development credits for qualified appraisers attending this workshop. For more information, please contact the instructor: Gawain Weaver Photograph Conservator tel 415.446.9138 [log in to unmask] http://gawainweaver.com Free Process ID Chart: http://gawainweaver.com/processID ========================================================= Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). --Apple-Mail=_3B9A758E-15E1-4A3A-AA55-0A4B682E37DE Content-Transfer-Encoding: quoted-printable Content-Type: text/html; charset=windows-1252 Care and Identification of Photographs (from daguerreotypes to digital)

October 15-18, 2013: Los Angeles, CA (Huntington Library)
Location: This workshop will be hosted by the Huntington Library, Art Collections, and Botanical Gardens (San Marino, CA)

FOR FURTHER DETAILS AND ONLINE REGISTRATION:
http://gawainweaver.com/workshop/care-id-photos-2013-losangeles/
http://gawainweaver.com/workshops/

The final workshop of the year will be in Louisiana!
December 3-6, 2013: New Orleans, LA (The Historic New Orleans Collection)
_________________________________________________________________

What are the defining characteristics of individual photographic processes?
How does environment affect the lives of photographic objects? In this 4-day
intensive workshop, you will develop identification skills and knowledge
about fine art and historic photographic processes, from the daguerreotype
to digital prints. This workshop is intended for curators, collectors,
archivists, collection managers, and anyone who studies or appreciates
photographic prints.

Using handheld 60x microscopes and a large set of photographic and
photomechanical samples, you will learn how a variety of processes were
created, why they look the way they do, and how they deteriorate. Group ID
sessions, using a digital microscope and screen projection, will allow
participants to practice their identification skills in a guided setting.
Preservation topics include enclosures, handling guidelines, environmental
monitoring, the effects of temperature and relative humidity on collections,
and the importance of cold storage for certain photographic materials.

Over 30 different processes are studied in great detail, from how
daguerreotypes are made and how they are best preserved, to how long-lasting
inkjet prints are created, and how to preserve and store color photographic
materials and cellulose nitrate and cellulose acetate-based photographic
film.

Registration Includes:
• 4-day workshop
• 240-page color notebook
• 60x LED handheld microscope
• OPTIONAL: Basic Photographic Sample Set

The registration fee for this 4-day workshop is $795 (STUDENT PRICE $645)
and includes a handheld microscope and a workshop notebook with lecture
handouts, Quick ID Sheets for each process, and a selection of readings on
photograph preservation. The Basic Photographic Sample Set, consisting of
18 identified photographic and photomechanical processes, is available with
registration for $75. Due to the hands-on nature of this workshop, the number
of participants will be limited to 14.

The Academy of Certified Archivists (ACA), a certifying organization of
professional archivists, will award 15 Archival Recertification Credits
(ARCs) to eligible Certified Archivists (CAs) attending this workshop.

The American Society of Appraisers and the International Society of
Appraisers will award 24 reaccreditation hours/professional development
credits for qualified appraisers attending this workshop.

For more information, please contact the instructor:

Gawain Weaver
Photograph Conservator
tel 415.446.9138
[log in to unmask]
http://gawainweaver.com
Free Process ID Chart: http://gawainweaver.com/processID

To unsubscribe from the MUSEUM-L list, click the following link:
http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1
--Apple-Mail=_3B9A758E-15E1-4A3A-AA55-0A4B682E37DE-- ========================================================================Date: Tue, 20 Aug 2013 16:31:34 -0400 Reply-To: Museum discussion list <[log in to unmask]> Sender: Museum discussion list <[log in to unmask]> From: Marc Bernier <[log in to unmask]> Subject: Sound domes or panels??? Mime-Version: 1.0 Content-Transfer-Encoding: quoted-printable Content-Type: text/plain; charset="utf-8" Message-ID: <[log in to unmask]> Hi All, We are in the design process of one of our future exhibition. It will include multiple video projections with sound within a same room. I was thinking of using sound domes or sound panelsā€¦like these: http://www.soundtube.com/cgi-bin/main.cgi?Speakers=start&series=6 http://www.dakotaaudio.com/?id=40&form_data_id=13 The ceiling there is about 9 Ft. high and we would like to have a group of four to six patrons able to see and hear each individual videoā€¦. Have you ever use any of these or similar? Are there any you will particularly recommend? Would we be able to achieve this without having to build rooms and walls?..or do we have to fall back on headphonesā€¦I really do not like thoseā€¦ Any help will be greatly appreciatedā€¦ Thank you so much Marc Bernier Exhibitions Manager The Studio Museum in Harlem 144 West 125th Street New York, NY 10027 ========================================================= Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). ========================================================================Date: Tue, 20 Aug 2013 15:37:19 -0500 Reply-To: Museum discussion list <[log in to unmask]> Sender: Museum discussion list <[log in to unmask]> From: Mike Reuter <[log in to unmask]> Subject: Template for Living History Content Manual MIME-Version: 1.0 Content-Type: multipart/alternative; boundary9e013c708af1135d04e46705df Message-ID: <[log in to unmask]> --089e013c708af1135d04e46705df Content-Type: text/plain; charset=ISO-8859-1 Hi all: We are continually progressing toward developing a living history program here at RCHS and are wondering if there are any Living History professionals willing to share a template of their content manual/tour guide or interpretive manual? We'd hate to reinvent the wheel as far as logistics, so any help will be great! Mike -- Michael Reuter Executive Director Rock County Historical Society www.rchs.us 608-756-4509 "Where Past Meets Present" ========================================================Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). --089e013c708af1135d04e46705df Content-Type: text/html; charset=ISO-8859-1 Content-Transfer-Encoding: quoted-printable
Hi all:

We are continually progressing toward developing a living history program here at RCHS and are wondering if there are any Living History professionals willing to share a template of their content manual/tour guide or interpretive manual?

We'd hate to reinvent the wheel as far as logistics, so any help will be great!

Mike

--
Michael Reuter
Executive Director

Rock County Historical Society

www.rchs.us
608-756-4509

"Where Past Meets Present"

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--089e013c708af1135d04e46705df-- ========================================================================Date: Tue, 20 Aug 2013 16:39:29 -0400 Reply-To: Museum discussion list <[log in to unmask]> Sender: Museum discussion list <[log in to unmask]> From: Barbara Hass <[log in to unmask]> Subject: Re: Request for museum floor plans and organizational charts, for museum studies class In-Reply-To: [log in to unmask]> MIME-Version: 1.0 Content-Type: multipart/alternative; boundary="--------MB_8D06BFC805DCDA0_2124_134281_webmail-d276.sysops.aol.com" Message-ID: <[log in to unmask]> This is a multi-part message in MIME format. ----------MB_8D06BFC805DCDA0_2124_134281_webmail-d276.sysops.aol.com Content-Transfer-Encoding: quoted-printable Content-Type: text/plain; charset="utf-8" look what turned up with a web search using the terms museum floor plans http://www.architizer.com/blog/google-maps-now-offers-floor-plans-to-guide-confused-museum-goers/ Google Maps Now Offers Floor Plans To Guide Confused Museum-Goers and other hits showing online plans may also be useful Best wishes, Barbara, retired librarian -----Original Message----- From: Therese Quinn <[log in to unmask]> To: MUSEUM-L <[log in to unmask]> Sent: Tue, Aug 20, 2013 1:13 pm Subject: [MUSEUM-L] Request for museum floor plans and organizational charts, for museum studies class Hello, colleagues. For a museum studies course focused on museum histories and types, I am writing to request examples of museum floor plans and organizational charts. These don't need any museum or people's names on them, but I would like to know the type and size (# of employees) of museum. In the class we will look at these to understand the many different museum position titles, employment structures and hierarchies, and space allocations. Please email these directly to me at [log in to unmask] Thank you for your help! Therese Quinn -- The task of teachers, those obscure soldiers of civilization, is to give to the people the intellectual means to revolt. [Louise Michel / 1830-1905 / MĆ©moires / 1886] UIC United Faculty Local 6456: uicunitedfaculty.org UIC United Faculty on Facebook (Like us!): http://tinyurl.com/c26hyej Twitter: @UICUF To unsubscribe from the MUSEUM-L list, click the following link: http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 ========================================================= Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). ----------MB_8D06BFC805DCDA0_2124_134281_webmail-d276.sysops.aol.com Content-Transfer-Encoding: quoted-printable Content-Type: text/html; charset="utf-8" look what turned up with a web search using the terms
museum floor plans

http://www.architizer.com/blog/google-maps-now-offers-floor-plans-to-guide-confused-museum-goers/

Google Maps Now Offers Floor Plans To Guide Confused Museum-Goers

and other hits showing online plans may also be useful

Best wishes, Barbara, retired librarian

-----Original Message-----
From: Therese Quinn <[log in to unmask]>
To: MUSEUM-L <[log in to unmask]>
Sent: Tue, Aug 20, 2013 1:13 pm
Subject: [MUSEUM-L] Request for museum floor plans and organizational charts, for museum studies class

Hello, colleagues.

For a museum studies course focused on museum histories and types, I am writing to request examples of museum floor plans and organizational charts. These don't need any museum or people's names on them, but I would like to know the type and size (# of employees) of museum.

In the class we will look at these to understand the many different museum position titles, employment structures and hierarchies, and space allocations. Please email these directly to me at [log in to unmask]

Thank you for your help!

Therese Quinn

--

The task of teachers, those obscure soldiers of civilization, is to give to the people the intellectual means to revolt. [Louise Michel / 1830-1905 / MĆ©moires / 1886]

UIC United Faculty Local 6456: uicunitedfaculty.org

UIC United Faculty on Facebook (Like us!): http://tinyurl.com/c26hyej

Twitter: @UICUF

To unsubscribe from the MUSEUM-L list, click the following link:
http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1

To unsubscribe from the MUSEUM-L list, click the following link:
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----------MB_8D06BFC805DCDA0_2124_134281_webmail-d276.sysops.aol.com-- ========================================================================Date: Tue, 20 Aug 2013 16:44:27 -0400 Reply-To: Museum discussion list <[log in to unmask]> Sender: Museum discussion list <[log in to unmask]> From: Audra Kelly <[log in to unmask]> Subject: Museum Teacher Openings-- Washington, DC Mime-Version: 1.0 Content-Transfer-Encoding: quoted-printable Content-Type: text/plain; charset="utf-8" Message-ID: <[log in to unmask]> Museum Teacher Title: Museum Teacher Reports to: Youth Audiences Manager/Adult Audiences Manager Employment Status: Overtime eligible (Non-Exempt) Work Schedule: No set schedule or commitment. Total number of scheduled hours varies based on need. Employeeā€™s schedule may encompass weekdays, Saturdays and some Sundays. Evening hours maybe required. Primary Functions: This position supports the implementation of Hillwoodā€™s public programs through delivery of pre-set curriculum and facilitating visitor participation. Key Job Elements: ā€¢Facilitate activities at public programs, including art projects and other hands-on activities. ā€¢Lead guided tours and art workshops for Girl Scouts, school groups, and other youth groups. ā€¢Support program presenters at adult programs, family programs, and festivals. ā€¢Prepare program materials, including setup and cleanup for public programs. ā€¢Assist with occasional off-site programs, such as family art activities at community events. ā€¢Support other Interpretation departments if needed, at the discretion of the Adult and Youth Audiences Managers. Knowledge: ā€¢ A Bachelorā€™s Degree in a related field. ā€¢ Studies in museum education are a plus. Skills: ā€¢A dynamic and engaging teaching presence. ā€¢Strong verbal and written communication skills. ā€¢Experience teaching children and/or families in a structured setting. ā€¢Computer access skills are essential. Abilities: ā€¢A dynamic and engaging teaching presence. ā€¢Strong verbal and written communication skills. ā€¢Experience teaching children and/or families in a structured setting. ā€¢Computer access skills are essential. ā€¢Work well with a diverse group of colleagues and an international clientele. ā€¢Enthusiasm for working with the public. ā€¢Detail orientation Work Environment: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of the job. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions. The term ā€qualified individual with a disabilityā€¯ means an individual who with or without reasonable accommodation can perform the essential functions of the position. While performing the duties of this job, the employee is regularly required to communicate professionally in person, over the telephone, through email and other electronic means, stand for extended periods of time, ascend/descend stairs, move about their work area, between buildings, and the campus grounds, handle various types of media and equipment, and visually or otherwise identify, observe and assess. The employee is occasionally required to lift and/or carry up to 25 pounds unassisted. Notice: The preceding job description has been designed to indicate the general nature and essential duties and responsibilities of work performed by employees within this classification. It may not contain a comprehensive inventory of all duties, responsibilities, and qualifications required of employees to do this job. We are a progressive, equal opportunity employer and all candidates are encouraged to apply. So, come work ā€Where Fabulous Lives!ā€¯ For prompt consideration, please send a cover letter and resume to: [log in to unmask] noting ā€Museum Teacherā€¯ in the subject line. In your cover letter, please answer the following questions: 1.Why do you want to work at Hillwood Estate, Museum & Gardens? 2.How do you meet the positionā€™s qualifications? 3.What days of the week, and what hours on those days, are you available to work? ========================================================= Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). ========================================================================Date: Tue, 20 Aug 2013 16:46:20 -0400 Reply-To: Museum discussion list <[log in to unmask]> Sender: Museum discussion list <[log in to unmask]> From: Nicholas Merkelson <[log in to unmask]> Subject: Re: Sound domes or panels??? In-Reply-To: <[log in to unmask]> Content-Type: multipart/alternative; boundary="Apple-Mail=_AB5FCFA5-3F49-497A-A82D-3C53450DC820" Mime-Version: 1.0 (Mac OS X Mail 6.3 $1503$) Message-ID: <[log in to unmask]> --Apple-Mail=_AB5FCFA5-3F49-497A-A82D-3C53450DC820 Content-Transfer-Encoding: quoted-printable Content-Type: text/plain; charset=windows-1252 I recommend checking with our neighbors at the Museum of the Moving Image. You could ask about their production of this summer's Spectacle: The Music Video exhibit. Great use of sound domes, individual headsets, projectors, and semi-enclosed spaces throughout. Nicholas -- Nicholas Merkelson [log in to unmask] www.cultureinperil.com @cultureinperil On Aug 20, 2013, at 4:31 PM, Marc Bernier <[log in to unmask]> wrote: > Hi All, > We are in the design process of one of our future exhibition. It will include multiple video projections with sound within a same room. > I was thinking of using sound domes or sound panels…like these: > > http://www.soundtube.com/cgi-bin/main.cgi?Speakers=start&series=6 > > http://www.dakotaaudio.com/?id=40&form_data_id=13 > > The ceiling there is about 9 Ft. high and we would like to have a group of four to six patrons able to see and hear each individual video…. > Have you ever use any of these or similar? > Are there any you will particularly recommend? > > Would we be able to achieve this without having to build rooms and walls?..or do we have to fall back on headphones…I really do not like those… > Any help will be greatly appreciated… > Thank you so much > > Marc Bernier > Exhibitions Manager > The Studio Museum in Harlem > 144 West 125th Street > New York, NY 10027 > > ========================================================= > Important Subscriber Information: > > The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). > > If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). ========================================================= Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). --Apple-Mail=_AB5FCFA5-3F49-497A-A82D-3C53450DC820 Content-Transfer-Encoding: quoted-printable Content-Type: text/html; charset=windows-1252 I recommend checking with our neighbors at the Museum of the Moving Image. You could ask about their production of this summer's Spectacle: The Music Video exhibit. Great use of sound domes, individual headsets, projectors, and semi-enclosed spaces throughout.

Nicholas

--
Nicholas Merkelson
[log in to unmask]
www.cultureinperil.com
@cultureinperil

On Aug 20, 2013, at 4:31 PM, Marc Bernier <[log in to unmask]> wrote:

Hi All,
We are in the design process of one of our future exhibition. It will include multiple video projections with sound within a same room.
I was thinking of using sound domes or sound panels…like these:

http://www.soundtube.com/cgi-bin/main.cgi?Speakers=start&series=6

http://www.dakotaaudio.com/?id=40&form_data_id=13

The ceiling there is about 9 Ft. high and we would like to have a group of four to six patrons able to see and hear each individual video….
Have you ever use any of these or similar?
Are there any you will particularly recommend?

Would we be able to achieve this without having to build rooms and walls?..or do we have to fall back on headphones…I really do not like those…
Any help will be greatly appreciated…
Thank you so much

Marc Bernier
Exhibitions Manager
The Studio Museum in Harlem
144 West 125th Street
New York, NY 10027

=========================================================
Important Subscriber Information:

The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes).

If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes).

To unsubscribe from the MUSEUM-L list, click the following link:
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--Apple-Mail=_AB5FCFA5-3F49-497A-A82D-3C53450DC820-- ========================================================================Date: Tue, 20 Aug 2013 16:26:30 -0500 Reply-To: Museum discussion list <[log in to unmask]> Sender: Museum discussion list <[log in to unmask]> From: Cedar Phillips <[log in to unmask]> Subject: Re: Department of Human Resources In-Reply-To: <[log in to unmask]> Mime-Version: 1.0 (Apple Message framework v1085) Content-Type: multipart/alternative; boundary=Apple-Mail-847--705168052 Message-ID: <[log in to unmask]> --Apple-Mail-847--705168052 Content-Transfer-Encoding: quoted-printable Content-Type: text/plain; charset=us-ascii I'd also like to speak up on behalf of HR departments, or at least on behalf of those of us who have jobs that aren't necessarily directly using our academic backgrounds (maybe I'm a little sensitive -- I may currently be an office manager, but that job title doesn't tell you anything about my education, experience, interests, or even all of my current job duties). I wouldn't be so quick to assume that someone in HR knows "nothing" about a museum or its various jobs -- for all you know, they needed a job, didn't have the luxury of relocating anywhere to find that perfect curatorial (or whatever) position, and were happy to find an actual paying job in a museum. I've never worked in HR, but given that it is their job to connect people with the right position, I'd like to think that yes, often they DO know a little bit about what goes on at their place of employment. The point about breaking beyond the old boy/old girl network is a very valid one, too; connections matter a great deal, but do we really want our field's positions only going to those who know the "right" people? And as someone who has also screened a great deal of resumes for a variety of positions, believe me, there are both a lot of incredibly qualified, talented people out there, as well as a large pool of people who are desperate for a job, any job, and given how overworked so many museum professionals are, it's a convenience to have someone else do the initial weeding of what could well be dozens -- even hundreds -- of applications. It might not be perfect, and undoubtedly many wonderful applicants don't make it to the top list, but that doesn't mean that the system is broken. And, of course, since most museums don't even have a dedicated HR person, let alone an entire department, for most job applications this is a moot point. You may well down the road find yourself wishing that your organization did have the luxury of having an HR person around! Cedar Phillips Office Manager Textile Center 3000 University Avenue SE Minneapolis, Minnesota 55414 612.436.0464 | fax: 612.436.0466 www.textilecentermn.org A national center for fiber art On Aug 20, 2013, at 2:10 PM, Matthew White wrote: > I'd like to speak up for the use of HR departments to screen applications, not because I think they are the bee's knees, but no one else is and I think they serve a valuable purpose. > > We all know the adage that who you know is more important than what you know and a few of the responses to this thread have reinforced this idea and offered ways around the HR department. There is nothing INHERENTLY wrong with using networks and reputations to help people find work, or for institutions to find good applicants. But when this becomes standard practice across an institution or a profession it can systemically exclude whole classes of people from consideration, not because the person doing the hiring is biased for or against a type of person (although that still happens) but because forming professional networks often requires participation in institutions that have historically kept people out due to race and other factors. And lets be honest, the museum profession is hardly a poster child for diversity. (THe original poster talked about old days. Do you mean back when photos were attached to resumes and potential employers could screen applications based upon personal appearance? No thanks) > > Using HR departments as the first line of application helps control this to some extent. It puts everyone on the same footing, whether you know the right people or not, and ranks people based on objective criteria. There is still plenty of time for dropping a name or having someone make a call, but I really don't have a problem if some museums, especially the larger ones, use HR departments to try to control some of the abuses that can occur when hiring is left to the personal peccadilloes of one or two people. > > And of course this goes triple for museums that are run by a government at whatever level. In the US there is a deep history of government jobs going to political appointees as a system of spoils and machine politics. While most government museums were created after the Civil Service reforms, this practice still happens in the museum world, though rarely. As both a museum professional and a tax payer, I want those jobs to go to the best qualified person and not a friend or relative of a politician. (We all know it happens and it's awful all the way around). In these cases HR departments, and sometimes larger offices like the OPM at the federal level, are a must. The potential for abuse is too real. > > Also, as an employer who has used HR departments to help hire it is useful to have the HR people take out the lowest ranked resumes. I have hired a lot of different people and my experience is that easily about a quarter to a third of all applicants for any given opening don't even remotely qualify for the job. But you have to read them to find out which is which. For positions that elicit hundreds of resumes I am more than happy to have HR professionals weed out the bottom third so I can spend my time on the "real" applications. (Of course, it also makes the job more boring. Some of the biggest laughs I have had on the job are from reading resumes and cover letters of that bottom third. You wouldn't believe what some people put in those things. I once had a portfolio of bunny drawings attached to a handwritten resume.) > > Of course it is far from a perfect system and there are tricks to make it work for you, like ANY system. Absolutely. It is frustrating when the only communication you have with a potential employer is through computer generated emails and mostly say "Don't email us, we'll email you." it can be especially frustrating, for me anyway, when applying through some online portal and there is no one to help you navigate this clunky, proprietary system. (I JUST UPLOADED MY RESUME!! Why are you making me retype the whole thing into tiny fields?!?! Why make me do both? Arrrrrrrgh). > > But there is no perfect system in hiring people. There isn't. You may think one works better because it works for you. (and good for you, congratulations on the new job) But there are real dangers to relying too much on who an applicant knows, and I think the HR system is one good way for some institutions to try to ameliorate some of the abuses and deleterious long term effects of using old boy/girl networks for hiring. > > Have a nice day everyone and good luck on your job searches. > > Matthew White > > On Aug 20, 2013, at 2:01 PM, "Lamboley, Megan" <[log in to unmask]> wrote: > >> I second this. I applied to a position twice, and never got a call back. Then I had a colleague mention my name to the hiring team, and was called for an interview pretty quickly after that. I am not sure my other two applications ever reached the appropriate people. >> >> Keep Trying! >> Megan >> >> From: Museum discussion list [mailto:[log in to unmask]] On Behalf Of Heather Marie Wells >> Sent: Tuesday, August 20, 2013 1:34 PM >> To: [log in to unmask] >> Subject: Re: [MUSEUM-L] Department of Human Resources >> >> >> Ashley, >> >> This is where you need to work your network and connections. It pays to be known in the area or by a mutual colleague so they can help alert the appropriate person to be on the look-out for your application. There have been a number of times that I only got through HR because the hiring person knew for one reason or another to ask HR for my application. >> >> I hope it helps, >> Heather Marie >> >> >> >> >> >> From: Ashley Watson <[log in to unmask]> >> Reply-To: Museum discussion list <[log in to unmask]> >> Date: Tuesday, August 20, 2013 12:21 PM >> To: Museum discussion list <[log in to unmask]> >> Subject: [MUSEUM-L] Department of Human Resources >> >> Hello all, >> As I am continuing my frustrating job search since I graduated with M.A. in Museum Studies from Syracuse University in May 2012, one interesting detail that have come to my attention in my job search and analyzing why the actual evaluation of the potential applicants is flawed. Not just for the museums, but also for many fields, the department of human resources is the FIRST WALL in your path to a potential call up for an interview for any job you apply for. From my observations, the staff in that department tend to KNOW very little to absolutely NOTHING about any specific museum job and they are armed with the power to screen those?? According to my friends from the old days, they said it used to go straight to the APPROPRIATE person in the department that the job opening was created in, with the HIRING/FIRING power. I think that department of human resources is what it really hurt many of the qualified applicants like us here. Any thoughts on this? No, I am not giving up on my job search, I just need to bypass that wall by continuing to build on my professional connections with some important museum professionals armed with the power. >> >> Thanks, >> Ashley Watson >> Exhibits/Collections Intern >> Haggin Museum >> Stockton, CA >> >> To unsubscribe from the MUSEUM-L list, click the following link: >> http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 >> >> >> To unsubscribe from the MUSEUM-L list, click the following link: >> http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 >> >> >> To unsubscribe from the MUSEUM-L list, click the following link: >> http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 >> > > > To unsubscribe from the MUSEUM-L list, click the following link: > http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 > ========================================================= Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). --Apple-Mail-847--705168052 Content-Transfer-Encoding: quoted-printable Content-Type: text/html; charset=us-ascii I'd also like to speak up on behalf of HR departments, or at least on behalf of those of us who have jobs that aren't necessarily directly using our academic backgrounds (maybe I'm a little sensitive -- I may currently be an office manager, but that job title doesn't tell you anything about my education, experience, interests, or even all of my current job duties). I wouldn't be so quick to assume that someone in HR knows "nothing" about a museum or its various jobs -- for all you know, they needed a job, didn't have the luxury of relocating anywhere to find that perfect curatorial (or whatever) position, and were happy to find an actual paying job in a museum. I've never worked in HR, but given that it is their job to connect people with the right position, I'd like to think that yes, often they DO know a little bit about what goes on at their place of employment. The point about breaking beyond the old boy/old girl network is a very valid one, too; connections matter a great deal, but do we really want our field's positions only going to those who know the "right" people? And as someone who has also screened a great deal of resumes for a variety of positions, believe me, there are both a lot of incredibly qualified, talented people out there, as well as a large pool of people who are desperate for a job, any job, and given how overworked so many museum professionals are, it's a convenience to have someone else do the initial weeding of what could well be dozens -- even hundreds -- of applications. It might not be perfect, and undoubtedly many wonderful applicants don't make it to the top list, but that doesn't mean that the system is broken.

And, of course, since most museums don't even have a dedicated HR person, let alone an entire department, for most job applications this is a moot point. You may well down the road find yourself wishing that your organization did have the luxury of having an HR person around!

Cedar Phillips
Office Manager

Textile Center
3000 University Avenue SE
Minneapolis, Minnesota 55414
612.436.0464 | fax: 612.436.0466
www.textilecentermn.org

A national center for fiber art

On Aug 20, 2013, at 2:10 PM, Matthew White wrote:

I'd like to speak up for the use of HR departments to screen applications, not because I think they are the bee's knees, but no one else is and I think they serve a valuable purpose.

We all know the adage that who you know is more important than what you know and a few of the responses to this thread have reinforced this idea and offered ways around the HR department. There is nothing INHERENTLY wrong with using networks and reputations to help people find work, or for institutions to find good applicants. But when this becomes standard practice across an institution or a profession it can systemically exclude whole classes of people from consideration, not because the person doing the hiring is biased for or against a type of person (although that still happens) but because forming professional networks often requires participation in institutions that have historically kept people out due to race and other factors. And lets be honest, the museum profession is hardly a poster child for diversity. (THe original poster talked about old days. Do you mean back when photos were attached to resumes and potential employers could screen applications based upon personal appearance? No thanks)

Using HR departments as the first line of application helps control this to some extent. It puts everyone on the same footing, whether you know the right people or not, and ranks people based on objective criteria. There is still plenty of time for dropping a name or having someone make a call, but I really don't have a problem if some museums, especially the larger ones, use HR departments to try to control some of the abuses that can occur when hiring is left to the personal peccadilloes of one or two people.

And of course this goes triple for museums that are run by a government at whatever level. In the US there is a deep history of government jobs going to political appointees as a system of spoils and machine politics. While most government museums were created after the Civil Service reforms, this practice still happens in the museum world, though rarely. As both a museum professional and a tax payer, I want those jobs to go to the best qualified person and not a friend or relative of a politician. (We all know it happens and it's awful all the way around). In these cases HR departments, and sometimes larger offices like the OPM at the federal level, are a must. The potential for abuse is too real.

Also, as an employer who has used HR departments to help hire it is useful to have the HR people take out the lowest ranked resumes. I have hired a lot of different people and my experience is that easily about a quarter to a third of all applicants for any given opening don't even remotely qualify for the job. But you have to read them to find out which is which. For positions that elicit hundreds of resumes I am more than happy to have HR professionals weed out the bottom third so I can spend my time on the "real" applications. (Of course, it also makes the job more boring. Some of the biggest laughs I have had on the job are from reading resumes and cover letters of that bottom third. You wouldn't believe what some people put in those things. I once had a portfolio of bunny drawings attached to a handwritten resume.)

Of course it is far from a perfect system and there are tricks to make it work for you, like ANY system. Absolutely. It is frustrating when the only communication you have with a potential employer is through computer generated emails and mostly say "Don't email us, we'll email you." it can be especially frustrating, for me anyway, when applying through some online portal and there is no one to help you navigate this clunky, proprietary system. (I JUST UPLOADED MY RESUME!! Why are you making me retype the whole thing into tiny fields?!?! Why make me do both? Arrrrrrrgh).

But there is no perfect system in hiring people. There isn't. You may think one works better because it works for you. (and good for you, congratulations on the new job) But there are real dangers to relying too much on who an applicant knows, and I think the HR system is one good way for some institutions to try to ameliorate some of the abuses and deleterious long term effects of using old boy/girl networks for hiring.

Have a nice day everyone and good luck on your job searches.

Matthew White

On Aug 20, 2013, at 2:01 PM, "Lamboley, Megan" <[log in to unmask]> wrote:

I second this. I applied to a position twice, and never got a call back. Then I had a colleague mention my name to the hiring team, and was called for an interview pretty quickly after that. I am not sure my other two applications ever reached the appropriate people.

Keep Trying!
Megan

From: Museum discussion list [mailto:MUSEUM-[log in to unmask]] On Behalf Of Heather Marie Wells
Sent: Tuesday, August 20, 2013 1:34 PM
To: [log in to unmask]
Subject: Re: [MUSEUM-L] Department of Human Resources

Ashley,

This is where you need to work your network and connections. It pays to be known in the area or by a mutual colleague so they can help alert the appropriate person to be on the look-out for your application. There have been a number of times that I only got through HR because the hiring person knew for one reason or another to ask HR for my application.

I hope it helps,
Heather Marie

From: Ashley Watson <[log in to unmask]>
Reply-To: Museum discussion list <[log in to unmask]>
Date: Tuesday, August 20, 2013 12:21 PM
To: Museum discussion list <[log in to unmask]>
Subject: [MUSEUM-L] Department of Human Resources

Hello all,
As I am continuing my frustrating job search since I graduated with M.A. in Museum Studies from Syracuse University in May 2012, one interesting detail that have come to my attention in my job search and analyzing why the actual evaluation of the potential applicants is flawed. Not just for the museums, but also for many fields, the department of human resources is the FIRST WALL in your path to a potential call up for an interview for any job you apply for. From my observations, the staff in that department tend to KNOW very little to absolutely NOTHING about any specific museum job and they are armed with the power to screen those?? According to my friends from the old days, they said it used to go straight to the APPROPRIATE person in the department that the job opening was created in, with the HIRING/FIRING power. I think that department of human resources is what it really hurt many of the qualified applicants like us here. Any thoughts on this? No, I am not giving up on my job search, I just need to bypass that wall by continuing to build on my professional connections with some important museum professionals armed with the power.

Thanks,
Ashley Watson
Exhibits/Collections Intern
Haggin Museum
Stockton, CA

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--Apple-Mail-847--705168052-- ========================================================================Date: Tue, 20 Aug 2013 14:26:21 -0700 Reply-To: Museum discussion list <[log in to unmask]> Sender: Museum discussion list <[log in to unmask]> From: Gayle <[log in to unmask]> Subject: Re: Department of Human Resources In-Reply-To: <[log in to unmask]> MIME-Version: 1.0 Content-Type: multipart/alternative; boundary="1524547028-1376878397-1377033981=:85644" Message-ID: <[log in to unmask]> --1524547028-1376878397-1377033981=:85644 Content-Type: text/plain; charset=iso-8859-1 Content-Transfer-Encoding: quoted-printable I wrote a blog a year ago covering much this same language as well as a trick for resume assembly. The blog includes where to look, how to read a job add, the resume, and the cover letter. I am including the links here for ready reference. The article was initially skewed toward a SoCal audience as it relates to links, but everything else is generic. The Intro: http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--job-seekers-watch-this-space Where to Search: http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--lesson-1-where-to-search-for-a-job How to Read a Job Ad: http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--lesson-2-how-to-read-a-job-ad-blog Resume: http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--lesson-3a-resumes-and-cover-letters-blog Cover Letters: http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--lesson-3b-cover-letters-blog I had intended to cover many more topics, but the environment in the resident site became far too contentious during the election, and I opted to pull away. Hope this helps. ________________________________ From: James Tichgelaar <[log in to unmask]> To: [log in to unmask] Sent: Tuesday, August 20, 2013 10:49 AM Subject: Re: [MUSEUM-L] Department of Human Resources When the HR department is screening applications, they will usually rank applications according to how closely they match the job description given in the job announcement (if a large organization, be sure to check their web page to see if there is a longer announcement than the job ad that was posted or printed). The trick is to specifically address the key language of the job ad, and whenever possible use the exact term (HR people may not know all of the synonyms for your skills and knowledge). The closer you can honestly match yourself to the announcement, the better your odds of getting past that first hurdle. Often this means reformatting or changing words in your resume to match the specific job. You should tweak your resume to fit the position, emphasizing the skills and duties listed for the position. On Tue, Aug 20, 2013 at 1:21 PM, Ashley Watson <[log in to unmask]> wrote: Hello all, > As I am continuing my frustrating job search since I graduated with M.A. in Museum Studies from Syracuse University in May 2012, one interesting detail that have come to my attention in my job search and analyzing why the actual evaluation of the potential applicants is flawed. Not just for the museums, but also for many fields, the department of human resources is the FIRST WALL in your path to a potential call up for an interview for any job you apply for. From my observations, the staff in that department tend to KNOW very little to absolutely NOTHING about any specific museum job and they are armed with the power to screen those?? According to my friends from the old days, they said it used to go straight to the APPROPRIATE person in the department that the job opening was created in, with the HIRING/FIRING power. I think that department of human resources is what it really hurt many of the qualified applicants like us here. Any thoughts on this? No, I am not giving up on my job search, I just need to bypass that wall by continuing to build on my professional connections with some important museum professionals armed with the power. > >Thanks, >Ashley Watson >Exhibits/Collections Intern >Haggin Museum >Stockton, CA >>________________________________ > >To unsubscribe from the MUSEUM-L list, click the following link: >http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 ________________________________ To unsubscribe from the MUSEUM-L list, click the following link: http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 ========================================================= Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). --1524547028-1376878397-1377033981=:85644 Content-Type: text/html; charset=iso-8859-1 Content-Transfer-Encoding: quoted-printable
I wrote a blog a year ago covering much this same language as well as a trick for resume assembly. The blog includes where to look, how to read a job add, the resume, and the cover letter. I am including the links here for ready reference. The article was initially skewed toward a SoCal audience as it relates to links, but everything else is generic.

The Intro:
http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--job-seekers-watch-this-space

Where to Search:
http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--lesson-1-where-to-search-for-a-job

How to Read a Job Ad:
http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--lesson-2-how-to-read-a-job-ad-blog

Resume:
http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--lesson-3a-resumes-and-cover-letters-blog

Cover Letters:
http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--lesson-3b-cover-letters-blog

I had intended to cover many more topics, but the environment in the resident site became far too contentious during the election, and I opted to pull away.

Hope this helps.

From: James Tichgelaar <[log in to unmask]>
To: [log in to unmask]
Sent: Tuesday, August 20, 2013 10:49 AM
Subject: Re: [MUSEUM-L] Department of Human Resources

When the HR department is screening applications, they will usually rank applications according to how closely they match the job description given in the job announcement (if a large organization, be sure to check their web page to see if there is a longer announcement than the job ad that was posted or printed). The trick is to specifically address the key language of the job ad, and whenever possible use the exact term (HR people may not know all of the synonyms for your skills and knowledge). The closer you can honestly match yourself to the announcement, the better your odds of getting past that first hurdle.

Often this means reformatting or changing words in your resume to match the specific job. You should tweak your resume to fit the position, emphasizing the skills and duties listed for the position.

On Tue, Aug 20, 2013 at 1:21 PM, Ashley Watson <[log in to unmask]> wrote:

Hello all,
As I am continuing my frustrating job search since I graduated with M.A. in Museum Studies from Syracuse University in May 2012, one interesting detail that have come to my attention in my job search and analyzing why the actual evaluation of the potential applicants is flawed. Not just for the museums, but also for many fields, the department of human resources is the FIRST WALL in your path to a potential call up for an interview for any job you apply for. From my observations, the staff in that department tend to KNOW very little to absolutely NOTHING about any specific museum job and they are armed with the power to screen those?? According to my friends from the old days, they said it used to go straight to the APPROPRIATE person in the department that the job opening was created in, with the HIRING/FIRING power. I think that department of human resources is what it really hurt many of the qualified applicants like us here. Any thoughts on this? No, I am not giving up on my job search, I just need to bypass that wall by continuing to build on my professional connections with some important museum professionals armed with the power.

Thanks,
Ashley Watson
Exhibits/Collections Intern
Haggin Museum
Stockton, CA

To unsubscribe from the MUSEUM-L list, click the following link:
http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1

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--1524547028-1376878397-1377033981=:85644-- ========================================================================Date: Tue, 20 Aug 2013 15:44:32 +0200 Reply-To: Museum discussion list <[log in to unmask]> Sender: Museum discussion list <[log in to unmask]> From: =?ISO-8859-15?Q?"Verlag_Dr._C._Müller-Straten"? <[log in to unmask]> Subject: Invitation to EXPONATEC museum fair MIME-Version: 1.0 Content-Type: multipart/alternative; boundary="------------050608070905060001010604" Message-ID: <[log in to unmask]> This is a multi-part message in MIME format. --------------050608070905060001010604 Content-Type: text/plain; charset=ISO-8859-15; format=flowed Content-Transfer-Encoding: 8bit Dear all, we would like to invite all list readers to EXPONATEC COLOGNE 2013. Even in this year of recession, this fair will be the largest in Europe, with more exhibitors than Paris or London. It takes place NOVEMBER 20-22, at the Koeln-Deutz fairground. For more information, see http://www.exponatec.de/en/exponatec/home/index.php We will be present at the fair with the magazins MUSEUM AKTUELL and ExpoTime!. It would be a pleasure meeting you. Christian and Adelheid -- *Verlag Dr. Christian Mueller-Straten -- Fachverlag für Museen und Konservierung Our main media, besides our large museum portal with hundreds of open positions daily: ExpoTime! - The global museum eZine for growing markets MUSEUM AKTUELL -- Die aktuelle Fachzeitschrift für die gesamte deutschsprachige Museumswelt Redaktion: Dr. Adelheid Straten ([log in to unmask]), Editor: Dr. Christian Mueller-Straten Kunzweg 23, D-81243 München, Germany T. 0049-(0)89-839 690 43, Fax 0049-(0)89-690 44, [log in to unmask] Office hours: 8 am - 7pm Trade contacts: Medienberatung Lutz F. Boden, Glaserstraße 17, D-60599 Frankfurt am Main T.: 0049 -- (0)69 -- 98959802, mobil: 0175 -- 3328668, [log in to unmask] Office hours: 9 am - 6 pm* ========================================================Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). --------------050608070905060001010604 Content-Type: text/html; charset=ISO-8859-15 Content-Transfer-Encoding: 8bit Dear all,

we would like to invite all list readers to EXPONATEC COLOGNE 2013. Even in this year of recession, this fair will be the largest in Europe, with more exhibitors than Paris or London. It takes place NOVEMBER 20-22, at the Koeln-Deutz fairground.

For more information, see
http://www.exponatec.de/en/exponatec/home/index.php

We will be present at the fair with the magazins MUSEUM AKTUELL and ExpoTime!.

It would be a pleasure meeting you.

Christian and Adelheid

--
Verlag Dr. Christian Mueller-Straten – Fachverlag für Museen und Konservierung
Our main media, besides our large museum portal with hundreds of open positions daily:
ExpoTime! - The global museum eZine for growing markets
MUSEUM AKTUELL – Die aktuelle Fachzeitschrift für die gesamte deutschsprachige Museumswelt
Redaktion: Dr. Adelheid Straten ([log in to unmask]), Editor: Dr. Christian Mueller-Straten
Kunzweg 23, D-81243 München, Germany
T. 0049-(0)89-839 690 43, Fax 0049-(0)89-690 44, [log in to unmask]
Office hours: 8 am - 7pm
Trade contacts: Medienberatung Lutz F. Boden, Glaserstraße 17, D-60599 Frankfurt am Main T.: 0049 – (0)69 – 98959802, mobil: 0175 – 3328668, [log in to unmask]
Office hours: 9 am - 6 pm

To unsubscribe from the MUSEUM-L list, click the following link:
http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1
--------------050608070905060001010604-- ========================================================================Date: Tue, 20 Aug 2013 16:48:33 -0700 Reply-To: Museum discussion list <[log in to unmask]> Sender: Museum discussion list <[log in to unmask]> From: "Glenn A. Walsh" <[log in to unmask]> Subject: Re: Request for museum floor plans and organizational charts, for museum studies class Comments: cc: Glenn Walsh <[log in to unmask]> In-Reply-To: [log in to unmask]> MIME-Version: 1.0 Content-Type: multipart/alternative; boundary="1936327721-1242359931-1377042513=:86572" Message-ID: <[log in to unmask]> --1936327721-1242359931-1377042513=:86572 Content-Type: text/plain; charset=iso-8859-1 Content-Transfer-Encoding: quoted-printable The following information regards Pittsburgh's original Buhl Planetarium and Institute of Popular Science, which was the city's science and technology museum from 1939 to 1991 -- At the following link, you will find the organizational chart (dated 1983 February 28) for The Buhl Planetarium and Institute of Popular Science (a.k.a. Buhl Science Center), which served as Pittsburgh's primary science and technology museum from 1939 to 1991: http://buhlplanetarium.tripod.com/BuhlAidesbook1983p2.JPG The following link will take you to a page with links to two museum guides and maps from 1987 and 1989, for The Buhl Planetarium and Institute of Popular Science (a.k.a. Buhl Science Center), which operated as Pittsburgh's science and technology museum from 1939 to 1991: http://buhlplanetarium2.tripod.com/Buhlexhibits.htm#explorer Architectural Studies, Floor Plans, and Technical Specifications of The Buhl Planetarium and Institute of Popular Science: http://buhlplanetarium3.tripod.com/Buhlplansspecs.htm gaw Glenn A. Walsh, Project Director, Friends of the Zeiss < http://buhlplanetarium.tripod.com/fotz/ > Electronic Mail - < [log in to unmask] > SpaceWatchtower Blog: < http://spacewatchtower.blogspot.com/ > Author of History Web Sites on the Internet -- * Buhl Planetarium, Pittsburgh: < http://buhlplanetarium.tripod.com > * Adler Planetarium, Chicago: < http://adlerplanetarium.tripod.com > * Civil War Museum of Andrew Carnegie Free Library: < http://garespypost.tripod.com > ----- Forwarded Message ----- From: Therese Quinn <[log in to unmask]> To: [log in to unmask] Sent: Tuesday, August 20, 2013 3:12 PM Subject: [MUSEUM-L] Request for museum floor plans and organizational charts, for museum studies class Hello, colleagues. For a museum studies course focused on museum histories and types, I am writing to request examples of museum floor plans and organizational charts. These don't need any museum or people's names on them, but I would like to know the type and size (# of employees) of museum. In the class we will look at these to understand the many different museum position titles, employment structures and hierarchies, and space allocations. Please email these directly to me at [log in to unmask] Thank you for your help! Therese Quinn -- The task of teachers, those obscure soldiers of civilization, is to give to the people the intellectual means to revolt. [Louise Michel / 1830-1905 / Mémoires / 1886] UIC United Faculty Local 6456: uicunitedfaculty.org UIC United Faculty on Facebook (Like us!): http://tinyurl.com/c26hyej Twitter: @UICUF ________________________________ To unsubscribe from the MUSEUM-L list, click the following link: http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 ========================================================= Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). --1936327721-1242359931-1377042513=:86572 Content-Type: text/html; charset=iso-8859-1 Content-Transfer-Encoding: quoted-printable
The following information regards Pittsburgh's original Buhl Planetarium and Institute of Popular Science, which was the city's science and technology museum from 1939 to 1991 --

At the following link, you will find the organizational chart (dated 1983 February 28) for The Buhl Planetarium and Institute of Popular Science (a.k.a. Buhl Science Center), which served as Pittsburgh's primary science and technology museum from 1939 to 1991:

http://buhlplanetarium.tripod.com/BuhlAidesbook1983p2.JPG

The following link will take you to a page with links to two museum guides and maps from 1987 and 1989, for The Buhl Planetarium and Institute of Popular Science (a.k.a. Buhl Science Center), which operated as Pittsburgh's science and technology museum from 1939 to 1991:

http://buhlplanetarium2.tripod.com/Buhlexhibits.htm#explorer

Architectural Studies, Floor Plans, and
Technical Specifications of
The Buhl Planetarium and Institute of Popular Science:

http://buhlplanetarium3.tripod.com/Buhlplansspecs.htm

gaw

Glenn A. Walsh, Project Director,
Friends of the Zeiss < http://buhlplanetarium.tripod.com/fotz/ >
Electronic Mail - < [log in to unmask] >
SpaceWatchtower Blog: < http://spacewatchtower.blogspot.com/ >
Author of History Web Sites on the Internet --
* Buhl Planetarium, Pittsburgh:
< http://buhlplanetarium.tripod.com >
* Adler Planetarium, Chicago:
< http://adlerplanetarium.tripod.com >
* Civil War Museum of Andrew Carnegie Free Library:
< http://garespypost.tripod.com >

----- Forwarded Message -----
From: Therese Quinn <[log in to unmask]>
To: [log in to unmask]
Sent: Tuesday, August 20, 2013 3:12 PM
Subject: [MUSEUM-L] Request for museum floor plans and organizational charts, for museum studies class

Hello, colleagues.

For a museum studies course focused on museum histories and types, I am writing to request examples of museum floor plans and organizational charts. These don't need any museum or people's names on them, but I would like to know the type and size (# of employees) of museum.

In the class we will look at these to understand the many different museum position titles, employment structures and hierarchies, and space allocations. Please email these directly to me at [log in to unmask]

Thank you for your help!

Therese Quinn

--
The task of teachers, those obscure soldiers of civilization, is to give to the people the intellectual means to revolt. [Louise Michel / 1830-1905 / Mémoires / 1886]

UIC United Faculty Local 6456: uicunitedfaculty.org
UIC United Faculty on Facebook (Like us!): http://tinyurl.com/c26hyej

Twitter: @UICUF

To unsubscribe from the MUSEUM-L list, click the following link:
http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1

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--1936327721-1242359931-1377042513=:86572-- ========================================================================Date: Tue, 20 Aug 2013 20:12:38 -0400 Reply-To: Museum discussion list <[log in to unmask]> Sender: Museum discussion list <[log in to unmask]> From: Kate <[log in to unmask]> Subject: Re: Domestic Masters Degree vs. British in Museum Studies Mime-Version: 1.0 Content-Transfer-Encoding: quoted-printable Content-Type: text/plain; charset="UTF-8" Message-ID: <[log in to unmask]> I am an American student who chose to do an MA in the UK. I applied to schools in the US and UK so got to experience both lovely processes. My decision to go was based on five factors. 1) The program was only a year long, letting me get my degree in half the time with the accompanied lower costs. 2) I wanted the chance to work abroad and getting the degree abroad would help make that happen. HOWEVER, the UK's visa requirements were suddenly tightened while I was there so staying was not an option and my plans had to be reevaluated. 3) I never got the chance to study abroad as an undergrad and had the thought "if I don't do it now, when will I?" 4) I've been interested in British culture for much of my life and studying there was a great opportunity to really plug in. 5) The number of Museum Studies programs in the UK seemed to be a pretty good indication of the value given to the museum industry in the UK. So many programs, so many museums, and there really seemed to be this approach to museums that they were a necessary asset to British culture, not the luxury they are often seen as in the States. But if you're looking for a program to give you the best professional edge, my advice is to stay in the US. The strength of the education you get is based on your university, not country. But one of the biggest benefits from a good program is a sound professional network and mine is largely in the UK, although it's really a great UK network thanks to some great projects and publications I was a part of. Additionally, there isn't as much weight given to professional experience at many UK schools, with more time devoted to coursework and less to putting it into practice. The small number of people in my program who had little or no professional experience was a big surprise. If you're looking at getting the "education and degree alone" from your school, I don't see that there would be a huge difference. It's the network and experience that gets you the next step forward. ========================================================= Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). ========================================================================Date: Tue, 20 Aug 2013 18:25:27 -0700 Reply-To: Museum discussion list <[log in to unmask]> Sender: Museum discussion list <[log in to unmask]> From: Jim Lyons <[log in to unmask]> Subject: Re: Department of Human Resources In-Reply-To: <[log in to unmask]> MIME-Version: 1.0 Content-Type: multipart/alternative; boundaryč9a8fb1ef726cc2f004e46b0c12 Message-ID: <[log in to unmask]> --e89a8fb1ef726cc2f004e46b0c12 Content-Type: text/plain; charset=ISO-8859-1 Ashley, I'm going to point out two things in your question: 1) In my opinion, your message is much too long for one paragraph. I have a short attention span, and I had a hard time following your thoughts. I would have had a far easier time if it had been broken down into two or three shorter paragraphs. (You're not alone. Half a dozen answers above are even longer. About half of those I just skipped.) 2) It's very important that your letters and resume are crystal clear and carefully proofed. They are the prospective employer's first (and maybe only) impression of you. I refer specifically to this sentence: "I think that department of human resources is what it really hurt many of the qualified applicants like us here." I know what you're saying, but I had a hard time getting there. I hope this helps you (and others with looonnng paragraphs). I wish you well. -Jim On Tue, Aug 20, 2013 at 2:26 PM, Gayle <[log in to unmask]> wrote: > I wrote a blog a year ago covering much this same language as well as a > trick for resume assembly. The blog includes where to look, how to read a > job add, the resume, and the cover letter. I am including the links here > for ready reference. The article was initially skewed toward a SoCal > audience as it relates to links, but everything else is generic. > > The Intro: > > http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--job-seekers-watch-this-space > **** > > Where to Search: > > http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--lesson-1-where-to-search-for-a-job > **** > > How to Read a Job Ad: > > http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--lesson-2-how-to-read-a-job-ad-blog > **** > > Resume: > > http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--lesson-3a-resumes-and-cover-letters-blog > **** > > Cover Letters: > > http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--lesson-3b-cover-letters-blog > **** > > I had intended to cover many more topics, but the environment in the > resident site became far too contentious during the election, and I opted > to pull away. > > Hope this helps. > * > > * > > ------------------------------ > *From:* James Tichgelaar <[log in to unmask]> > *To:* [log in to unmask] > *Sent:* Tuesday, August 20, 2013 10:49 AM > > *Subject:* Re: [MUSEUM-L] Department of Human Resources > > When the HR department is screening applications, they will usually rank > applications according to how closely they match the job description given > in the job announcement (if a large organization, be sure to check their > web page to see if there is a longer announcement than the job ad that was > posted or printed). The trick is to specifically address the key language > of the job ad, and whenever possible use the exact term (HR people may not > know all of the synonyms for your skills and knowledge). The closer you > can honestly match yourself to the announcement, the better your odds of > getting past that first hurdle. > > Often this means reformatting or changing words in your resume to match > the specific job. You should tweak your resume to fit the position, > emphasizing the skills and duties listed for the position. > > > On Tue, Aug 20, 2013 at 1:21 PM, Ashley Watson <[log in to unmask]> wrote: > > Hello all, > As I am continuing my frustrating job search since I graduated with > M.A. in Museum Studies from Syracuse University in May 2012, one > interesting detail that have come to my attention in my job search and > analyzing why the actual evaluation of the potential applicants is flawed. > Not just for the museums, but also for many fields, the department of > human resources is the FIRST WALL in your path to a potential call up for > an interview for any job you apply for. From my observations, the staff in > that department tend to KNOW very little to absolutely NOTHING about any > specific museum job and they are armed with the power to screen those?? > According to my friends from the old days, they said it used to go > straight to the APPROPRIATE person in the department that the job opening > was created in, with the HIRING/FIRING power. I think that department of > human resources is what it really hurt many of the qualified applicants > like us here. Any thoughts on this? No, I am not giving up on my job > search, I just need to bypass that wall by continuing to build on my > professional connections with some important museum professionals armed > with the power. > > Thanks, > Ashley Watson > Exhibits/Collections Intern > Haggin Museum > Stockton, CA > > ------------------------------ > To unsubscribe from the MUSEUM-L list, click the following link: > http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 > > > > ------------------------------ > To unsubscribe from the MUSEUM-L list, click the following link: > http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 > > > > ------------------------------ > > To unsubscribe from the MUSEUM-L list, click the following link: > http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 > ========================================================Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). --e89a8fb1ef726cc2f004e46b0c12 Content-Type: text/html; charset=ISO-8859-1 Content-Transfer-Encoding: quoted-printable
Ashley, I'm going to point out two things in your question:

1) In my opinion, your message is much too long for one paragraph. I have a short attention span, and I had a hard time following your thoughts. I would have had a far easier time if it had been broken down into two or three shorter paragraphs. (You're not alone. Half a dozen answers above are even longer. About half of those I just skipped.)

2) It's very important that your letters and resume are crystal clear and carefully proofed. They are the prospective employer's first (and maybe only) impression of you. I refer specifically to this sentence: "I think that department of human resources is what it really hurt many of the qualified applicants like us here." I know what you're saying, but I had a hard time getting there.

I hope this helps you (and others with looonnng paragraphs). I wish you well.

-Jim

On Tue, Aug 20, 2013 at 2:26 PM, Gayle <[log in to unmask]> wrote:

I wrote a blog a year ago covering much this same language as well as a trick for resume assembly. The blog includes where to look, how to read a job add, the resume, and the cover letter. I am including the links here for ready reference. The article was initially skewed toward a SoCal audience as it relates to links, but everything else is generic.

The Intro:
http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--job-seekers-watch-this-space

Where to Search:
http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--lesson-1-where-to-search-for-a-job

How to Read a Job Ad:
http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--lesson-2-how-to-read-a-job-ad-blog

Resume:
http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--lesson-3a-resumes-and-cover-letters-blog

Cover Letters:
http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--lesson-3b-cover-letters-blog

I had intended to cover many more topics, but the environment in the resident site became far too contentious during the election, and I opted to pull away.

Hope this helps.

From: James Tichgelaar <[log in to unmask]>
To: [log in to unmask]
Sent: Tuesday, August 20, 2013 10:49 AM

Subject: Re: [MUSEUM-L] Department of Human Resources

When the HR department is screening applications, they will usually rank applications according to how closely they match the job description given in the job announcement (if a large organization, be sure to check their web page to see if there is a longer announcement than the job ad that was posted or printed). The trick is to specifically address the key language of the job ad, and whenever possible use the exact term (HR people may not know all of the synonyms for your skills and knowledge). The closer you can honestly match yourself to the announcement, the better your odds of getting past that first hurdle.

Often this means reformatting or changing words in your resume to match the specific job. You should tweak your resume to fit the position, emphasizing the skills and duties listed for the position.

On Tue, Aug 20, 2013 at 1:21 PM, Ashley Watson <[log in to unmask]> wrote:

Hello all,
As I am continuing my frustrating job search since I graduated with M.A. in Museum Studies from Syracuse University in May 2012, one interesting detail that have come to my attention in my job search and analyzing why the actual evaluation of the potential applicants is flawed. Not just for the museums, but also for many fields, the department of human resources is the FIRST WALL in your path to a potential call up for an interview for any job you apply for. From my observations, the staff in that department tend to KNOW very little to absolutely NOTHING about any specific museum job and they are armed with the power to screen those?? According to my friends from the old days, they said it used to go straight to the APPROPRIATE person in the department that the job opening was created in, with the HIRING/FIRING power. I think that department of human resources is what it really hurt many of the qualified applicants like us here. Any thoughts on this? No, I am not giving up on my job search, I just need to bypass that wall by continuing to build on my professional connections with some important museum professionals armed with the power.

Thanks,
Ashley Watson
Exhibits/Collections Intern
Haggin Museum
Stockton, CA

To unsubscribe from the MUSEUM-L list, click the following link:
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--e89a8fb1ef726cc2f004e46b0c12-- ========================================================================Date: Wed, 21 Aug 2013 11:33:35 -0400 Reply-To: Museum discussion list <[log in to unmask]> Sender: Museum discussion list <[log in to unmask]> From: Regan Brooks <[log in to unmask]> Subject: Free to Good Home - Psychrometer Mime-Version: 1.0 Content-Transfer-Encoding: quoted-printable Content-Type: text/plain; charset="utf-8" Message-ID: <[log in to unmask]> I have a free psychrometer (with kit and all accoutrements) for anyone who wants it. Barely, if ever used. Email me off list if you want to see a picture or have questions. Willing to deliver if you're local, you pay shipping if you're not local. :) Thanks and Happy Wednesday! Regan Brooks Registrar Gaston County Museum of Art and History Dallas, NC 704.922.7681 ext. 107 [log in to unmask] ========================================================= Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). ========================================================================Date: Wed, 21 Aug 2013 09:36:24 -0500 Reply-To: Museum discussion list <[log in to unmask]> Sender: Museum discussion list <[log in to unmask]> From: Brad Bredehoft <[log in to unmask]> Subject: Care of Paintings online course begins September 3 MIME-Version: 1.0 Content-Type: text/plain; charset=ISO-8859-1; format=flowed Content-Transfer-Encoding: 7bit Message-ID: <[log in to unmask]> MS 227: Care of Paintings Instructor: Victoria Montana Ryan Dates: Sep 3 - Oct 11, 2013 Location: Online at www.museumclasses.org Description: Caring for paintings requires some knowledge of the component structure of paintings and the reaction of those components to both natural and man-made environments. This course looks at the painting structure, the effects of damaging environments, and proposes simple steps for basic care. Topics include the structure of paintings, proper condition reporting with standard damage vocabulary, and basic care and handling including environments, storage, and transport. The course is intended to help those entrusted with the care of paintings in any environment. Logistics: Participants in Care of Paintings work through sections on their own. Materials and resources include online literature, slide lectures and dialog between students and the instructor through online forums. Care of Paintings runs six weeks. To learn more about the course, please pay at http://www.collectioncare.org/training/trol_classes_ms227.html If you have trouble please contact Helen Alten at [log in to unmask] The Instructor: Victoria Montana Ryan Victoria Montana Ryan is a former Assistant Professor for the Conservation of Paintings at Queen's University Kingston, Ontario and former adjunct faculty member at the University of Denver where she was conservator of paintings at the Rocky Mountain Conservation Center for over a decade. Victoria Montana Ryan received her Master of Art Conservation from Queen?s University and a Master of Arts degree with an emphasis in Art Education/Museum Studies from the University of New Mexico. Ms. Ryan has authored papers on the care of paintings, integrated pest management, and the importance of working with appraisers; she has also appeared on the Discovery Channel to discuss care of personal treasures. A Fellow of the American Institute for Conservation, Ms. Ryan is also a member of the Western Association for Art Conservation and the Canadian Association for Conservation. She resides in Colorado Springs, CO where she operates her private conservation practice, Art Care Services, to serve the conservation needs of museums, historical societies, public and private collectors, institutions, corporations, and municipalities, focusing on the care and preservation of works of art. For more information visit her web site Art Care Services -- Brad Bredehoft Sales and Technology Manager Northern States Conservation Center www.collectioncare.org www.museumclasses.org ========================================================Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). ========================================================================Date: Wed, 21 Aug 2013 12:09:16 -0400 Reply-To: Museum discussion list <[log in to unmask]> Sender: Museum discussion list <[log in to unmask]> From: T Hopkins <[log in to unmask]> Subject: Re: Permanent marker on CD/DVD? In-Reply-To: <[log in to unmask]> Mime-Version: 1.0 (Apple Message framework v1085) Content-Type: multipart/alternative; boundary=Apple-Mail-86--637801514 Message-ID: <[log in to unmask]> --Apple-Mail-86--637801514 Content-Transfer-Encoding: quoted-printable Content-Type: text/plain; charset=windows-1252 Paper labels = very, very bad! Never use ANY kind of adhesive label. That is unequivocal. Your disc will be unusable, sooner rather than later, and the odds of destroying a drive along the way are high. Paper labels cause jamming in drives, especially slot loading drives. A disc jammed in a slot loading drive in a laptop can require a drive replacement to repair. And the label will eventually peel, a problem for any drive. Paper labels that cover the hub (like my library now uses) slip against the drive mechanism making the discs unreadable. Then there is the added thickness, weight, and glue which will cause a variety of problems. Optical drives are finely tuned mechanisms and were never designed to handle adhesive labels. My local library has tried about three types of sophisticated adhesive labeling. Not crap, but carefully engineered and applied labels. Every one of them causes problems. I will no longer put library discs in my drives. cheers, tod On Aug 12, 2013, at 12:27 PM, D NISHIMURA wrote: > Right. No one really knows quite what to expect, but there are concerns. > > 1) Softness of the tip. This is why ballpoint pen is not recommended. A small amount of force applied to a very tiny hard tip may cause enough local pressure to produce delamination. This is the spiked heels on a soft floor problem on a smaller scale. Fiber tipped markers were once assumed to be softer and broader, but aren’t necessarily. If I can still do math on a Monday, a quarter pound resting on a 0.7 mm pen tip is equivalent to 419 pounds per square inch and this is why the concern. > 2) Solvent/carrier fluid. The upper transparent layer has been polycarbonate (and probably still is.) We know that polycarbonate is sensitive to a pretty broad range of solvents that can cause the polymer to crack, craze, or shatter (depending on what internal stresses have been locked in) and this potential weakness was illustrated in the 1980s with people doing their own artistic additions to polycarbonate bicycle and motorcycle helmets. These head protections then failed to do their jobs and would readily shatter on impact resulting in severe head injuries. In addition to applications of paint and spray paint, felt tipped markers had been used to decorate so there is concern that the pen solvent/carrier fluid may cause the polycarbonate layer to swell, crack, craze, or delaminate if the wrong pen is used. > > Given the unknown potential for damage, the conservative approach would be to avoid markers (although peeling adhesive labels are known to cause stress delamination so they aren’t necessarily a good alternative.) There’s also been concern about spinning the discs (playing them) with off-centered labels attached. I have a vague recollection that mythbusters may have tested the off-centered label “myth,” but I don’t recall what they found. > > -Doug > Douglas Nishimura > Image Permanence Institute > Rochester Institute of Technology > > From: Museum discussion list [mailto:[log in to unmask]] On Behalf Of T Hopkins > Sent: Saturday, August 10, 2013 9:08 AM > To: [log in to unmask] > Subject: Re: [MUSEUM-L] Permanent marker on CD/DVD? > > That's because, in truth, nobody knows for sure. It's all theoretical, based on the reaction of the alcohol with the label. I've been working with optical for as long as it's been around and have not experienced a failure of any kind other than scratching or incompatible burns. > > That doesn't mean a lot, but I do work with a lot of discs. They are most commonly marked with permanent markers. These days I commonly use water based markers which are supposed to be safe but they have a big downside. They rub off and fade quickly. That kinda defeats the purpose of archival marking. For regular 5-10 year markings, I think both are perfectly safe, though the water based may become illegible. The "safest" marking method I've heard described is to use a fine point permanent marker on the hub area only. Generally, these systems simply use reference numbers coded to a separate database or simply a separate "label" stored with but not attached to the disc. > > Add to this that CD and DVD stock is not monolithic. Label surfaces vary as does the quality of manufacture. > > I believe concern about the type of pen one uses is a distraction. The most important issue is the quality of the blank stock and it's label surface. After that comes storage and handling. > > The discs themselves are the most important limit. The outside number appears to be about 30 years, though this will vary a lot. I personally doubt the ink used to label the disc will much any influence on this in most cases. Consumer grade discs will not last this long. Discs made in early years where manufactured to much higher standards than those made today. Generic stock may fail immediately. Some archival stocks claim 50-100 years. > > cheers, > tod > > > > To unsubscribe from the MUSEUM-L list, click the following link: > http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 > ========================================================= Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). --Apple-Mail-86--637801514 Content-Transfer-Encoding: quoted-printable Content-Type: text/html; charset=windows-1252 Paper labels = very, very bad! Never use ANY kind of adhesive label.

That is unequivocal. Your disc will be unusable, sooner rather than later, and the odds of destroying a drive along the way are high.

Paper labels cause jamming in drives, especially slot loading drives. A disc jammed in a slot loading drive in a laptop can require a drive replacement to repair. And the label will eventually peel, a problem for any drive. Paper labels that cover the hub (like my library now uses) slip against the drive mechanism making the discs unreadable. Then there is the added thickness, weight, and glue which will cause a variety of problems. Optical drives are finely tuned mechanisms and were never designed to handle adhesive labels.

My local library has tried about three types of sophisticated adhesive labeling. Not crap, but carefully engineered and applied labels. Every one of them causes problems. I will no longer put library discs in my drives.

cheers,
tod

On Aug 12, 2013, at 12:27 PM, D NISHIMURA wrote:

Right. No one really knows quite what to expect, but there are concerns.

1)      Softness of the tip. This is why ballpoint pen is not recommended. A small amount of force applied to a very tiny hard tip may cause enough local pressure to produce delamination. This is the spiked heels on a soft floor problem on a smaller scale. Fiber tipped markers were once assumed to be softer and broader, but aren’t necessarily. If I can still do math on a Monday, a quarter pound resting on a 0.7 mm pen tip is equivalent to 419 pounds per square inch and this is why the concern.
2)      Solvent/carrier fluid. The upper transparent layer has been polycarbonate (and probably still is.) We know that polycarbonate is sensitive to a pretty broad range of solvents that can cause the polymer to crack, craze, or shatter (depending on what internal stresses have been locked in) and this potential weakness was illustrated in the 1980s with people doing their own artistic additions to polycarbonate bicycle and motorcycle helmets. These head protections then failed to do their jobs and would readily shatter on impact resulting in severe head injuries. In addition to applications of paint and spray paint, felt tipped markers had been used to decorate so there is concern that the pen solvent/carrier fluid may cause the polycarbonate layer to swell, crack, craze, or delaminate if the wrong pen is used.

Given the unknown potential for damage, the conservative approach would be to avoid markers (although peeling adhesive labels are known to cause stress delamination so they aren’t necessarily a good alternative.) There’s also been concern about spinning the discs (playing them) with off-centered labels attached. I have a vague recollection that mythbusters may have tested the off-centered label “myth,” but I don’t recall what they found.

-Doug
Douglas Nishimura
Image Permanence Institute
Rochester Institute of Technology

From: Museum discussion list [mailto:[log in to unmask]] On Behalf Of T Hopkins
Sent: Saturday, August 10, 2013 9:08 AM
To: [log in to unmask]
Subject: Re: [MUSEUM-L] Permanent marker on CD/DVD?

That's because, in truth, nobody knows for sure. It's all theoretical, based on the reaction of the alcohol with the label. I've been working with optical for as long as it's been around and have not experienced a failure of any kind other than scratching or incompatible burns.

That doesn't mean a lot, but I do work with a lot of discs. They are most commonly marked with permanent markers. These days I commonly use water based markers which are supposed to be safe but they have a big downside. They rub off and fade quickly. That kinda defeats the purpose of archival marking. For regular 5-10 year markings, I think both are perfectly safe, though the water based may become illegible. The "safest" marking method I've heard described is to use a fine point permanent marker on the hub area only. Generally, these systems simply use reference numbers coded to a separate database or simply a separate "label" stored with but not attached to the disc.

Add to this that CD and DVD stock is not monolithic. Label surfaces vary as does the quality of manufacture.

I believe concern about the type of pen one uses is a distraction. The most important issue is the quality of the blank stock and it's label surface. After that comes storage and handling.

The discs themselves are the most important limit. The outside number appears to be about 30 years, though this will vary a lot. I personally doubt the ink used to label the disc will much any influence on this in most cases. Consumer grade discs will not last this long. Discs made in early years where manufactured to much higher standards than those made today. Generic stock may fail immediately. Some archival stocks claim 50-100 years.

cheers,
tod

To unsubscribe from the MUSEUM-L list, click the following link:
http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1

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--Apple-Mail-86--637801514-- ========================================================================Date: Wed, 21 Aug 2013 09:58:06 -0700 Reply-To: Museum discussion list <[log in to unmask]> Sender: Museum discussion list <[log in to unmask]> From: Signa <[log in to unmask]> Subject: Re: Department of Human Resources In-Reply-To: <[log in to unmask]> Content-Type: multipart/alternative; boundary="Apple-Mail=_FAD04529-D8A3-45DF-BF14-7245C11F67AC" Mime-Version: 1.0 (Mac OS X Mail 6.5 $1508$) Message-ID: <[log in to unmask]> --Apple-Mail=_FAD04529-D8A3-45DF-BF14-7245C11F67AC Content-Transfer-Encoding: quoted-printable Content-Type: text/plain; charset=iso-8859-1 Hi Ashley, When I write in a venting mode and then hit send (and maybe you were on a smart phone given the text of your message -- and we all know what that sometimes ends up reading like! [who has time to look at what one is writing!]), versus structured and edited writing, I get your paragraph and its poor usage (you appeared to be "speaking" as you typed versus writing). I THINK YOUR POINT was there are too many layers of bureaucracy and people have become disconnected from certain tasks they used to be an important part of (since they are the ones directly involved in the end); new layers of "professionals" take over -- and I agree. To me, this is like not performing charity directly and letting our taxes and some government program (and its layers of bureaucrats and paperwork and tax dollar provided funding) do our charity work for us -- but golly, we can still pat ourselves on the back because this program makes us feel good (but not necessarily the intended targeted recipients). We've become disconnected and other professionals self-perpetuatng themselves have stepped in and whole departments in Universities spit out these surficial (often, but not always) layers of mediating people. I say often but not always, because: in some industries, where they've been regulated to death (for our own good, you know, and in a few cases, yes), there are too many regs to know about and comply with, and one's time would be consumed learning and dealing with those; thus, one would never be able to do one's job ever again. In these cases, professionals have sprung up to deal with those regs (and the business person pays them [more added costs, not all recoverable in raising prices]; and we all pay the bureaucrats in the government entity from where those regs are administered, i.e., our taxes just went up to fund another government program that was put in place for our own good). So, hiring now entails more than just hiring an employee, for there are so many regulations, it has become too complicated, would consume our real "job" time, so now professional "experts" must intervene and take over. 77,000 pages of tax code is one example of needing to hire a professional "expert", an accountant, because of all the regs. Welcome to the "experts" running your life since they know so much more than you do about what is good for you and everyone else (not talking professionals here, as they are filling a need caused by the other "experts" touting government fix alls for all ills, even where case basis is best versus class). So much for @ 6 million years of hominine evolution and successful reproductive strategies. That said, the advice before is very good to get you in the door; that really must be followed. Signa Signa Pendegraft, MA, RPA 970 Icehouse Ave Sparks, NV 89431 On Aug 20, 2013, at 6:25 PM, Jim Lyons <[log in to unmask]> wrote: > Ashley, I'm going to point out two things in your question: > > 1) In my opinion, your message is much too long for one paragraph. I have a short attention span, and I had a hard time following your thoughts. I would have had a far easier time if it had been broken down into two or three shorter paragraphs. (You're not alone. Half a dozen answers above are even longer. About half of those I just skipped.) > > 2) It's very important that your letters and resume are crystal clear and carefully proofed. They are the prospective employer's first (and maybe only) impression of you. I refer specifically to this sentence: "I think that department of human resources is what it really hurt many of the qualified applicants like us here." I know what you're saying, but I had a hard time getting there. > > I hope this helps you (and others with looonnng paragraphs). I wish you well. > > -Jim > > > On Tue, Aug 20, 2013 at 2:26 PM, Gayle <[log in to unmask]> wrote: > I wrote a blog a year ago covering much this same language as well as a trick for resume assembly. The blog includes where to look, how to read a job add, the resume, and the cover letter. I am including the links here for ready reference. The article was initially skewed toward a SoCal audience as it relates to links, but everything else is generic. > > The Intro: > http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--job-seekers-watch-this-space > > Where to Search: > http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--lesson-1-where-to-search-for-a-job > > How to Read a Job Ad: > http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--lesson-2-how-to-read-a-job-ad-blog > > Resume: > http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--lesson-3a-resumes-and-cover-letters-blog > > Cover Letters: > http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--lesson-3b-cover-letters-blog > > I had intended to cover many more topics, but the environment in the resident site became far too contentious during the election, and I opted to pull away. > > Hope this helps. > > > From: James Tichgelaar <[log in to unmask]> > To: [log in to unmask] > Sent: Tuesday, August 20, 2013 10:49 AM > > Subject: Re: [MUSEUM-L] Department of Human Resources > > When the HR department is screening applications, they will usually rank applications according to how closely they match the job description given in the job announcement (if a large organization, be sure to check their web page to see if there is a longer announcement than the job ad that was posted or printed). The trick is to specifically address the key language of the job ad, and whenever possible use the exact term (HR people may not know all of the synonyms for your skills and knowledge). The closer you can honestly match yourself to the announcement, the better your odds of getting past that first hurdle. > > Often this means reformatting or changing words in your resume to match the specific job. You should tweak your resume to fit the position, emphasizing the skills and duties listed for the position. > > > On Tue, Aug 20, 2013 at 1:21 PM, Ashley Watson <[log in to unmask]> wrote: > Hello all, > As I am continuing my frustrating job search since I graduated with M.A. in Museum Studies from Syracuse University in May 2012, one interesting detail that have come to my attention in my job search and analyzing why the actual evaluation of the potential applicants is flawed. Not just for the museums, but also for many fields, the department of human resources is the FIRST WALL in your path to a potential call up for an interview for any job you apply for. From my observations, the staff in that department tend to KNOW very little to absolutely NOTHING about any specific museum job and they are armed with the power to screen those?? According to my friends from the old days, they said it used to go straight to the APPROPRIATE person in the department that the job opening was created in, with the HIRING/FIRING power. I think that department of human resources is what it really hurt many of the qualified applicants like us here. Any thoughts on this? No, I am not giving up on my job search, I just need to bypass that wall by continuing to build on my professional connections with some important museum professionals armed with the power. > > Thanks, > Ashley Watson > Exhibits/Collections Intern > Haggin Museum > Stockton, CA > > To unsubscribe from the MUSEUM-L list, click the following link: > http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 > > > To unsubscribe from the MUSEUM-L list, click the following link: > http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 > > > > To unsubscribe from the MUSEUM-L list, click the following link: > http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 > > > > To unsubscribe from the MUSEUM-L list, click the following link: > http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 > ========================================================= Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). --Apple-Mail=_FAD04529-D8A3-45DF-BF14-7245C11F67AC Content-Transfer-Encoding: quoted-printable Content-Type: text/html; charset=iso-8859-1
Hi Ashley,

When I write in a venting mode and then hit send (and maybe you were on a smart phone given the text of your message -- and we all know what that sometimes ends up reading like! [who has time to look at what one is writing!]), versus structured and edited writing, I get your paragraph and its poor usage (you appeared to be "speaking" as you typed versus writing).

I THINK YOUR POINT was there are too many layers of bureaucracy and people have become disconnected from certain tasks they used to be an important part of (since they are the ones directly involved in the end); new layers of "professionals" take over -- and I agree.

To me, this is like not performing charity directly and letting our taxes and some government program (and its layers of bureaucrats and paperwork and tax dollar provided funding) do our charity work for us -- but golly, we can still pat ourselves on the back because this program makes us feel good (but not necessarily the intended targeted recipients). We've become disconnected and other professionals self-perpetuatng themselves have stepped in and whole departments in Universities spit out these surficial (often, but not always) layers of mediating people.

I say often but not always, because: in some industries, where they've been regulated to death (for our own good, you know, and in a few cases, yes), there are too many regs to know about and comply with, and one's time would be consumed learning and dealing with those; thus, one would never be able to do one's job ever again. In these cases, professionals have sprung up to deal with those regs (and the business person pays them [more added costs, not all recoverable in raising prices]; and we all pay the bureaucrats in the government entity from where those regs are administered, i.e., our taxes just went up to fund another government program that was put in place for our own good). So, hiring now entails more than just hiring an employee, for there are so many regulations, it has become too complicated, would consume our real "job" time, so now professional "experts" must intervene and take over. 77,000 pages of tax code is one example of needing to hire a professional "expert", an accountant, because of all the regs.

Welcome to the "experts" running your life since they know so much more than you do about what is good for you and everyone else (not talking professionals here, as they are filling a need caused by the other "experts" touting government fix alls for all ills, even where case basis is best versus class). So much for @ 6 million years of hominine evolution and successful reproductive strategies.

That said, the advice before is very good to get you in the door; that really must be followed.

Signa

Signa Pendegraft, MA, RPA
970 Icehouse Ave
Sparks, NV 89431

On Aug 20, 2013, at 6:25 PM, Jim Lyons <38lyons38@GMAIL.COM> wrote:

Ashley, I'm going to point out two things in your question:

1) In my opinion, your message is much too long for one paragraph. I have a short attention span, and I had a hard time following your thoughts. I would have had a far easier time if it had been broken down into two or three shorter paragraphs. (You're not alone. Half a dozen answers above are even longer. About half of those I just skipped.)

2) It's very important that your letters and resume are crystal clear and carefully proofed. They are the prospective employer's first (and maybe only) impression of you. I refer specifically to this sentence: "I think that department of human resources is what it really hurt many of the qualified applicants like us here." I know what you're saying, but I had a hard time getting there.

I hope this helps you (and others with looonnng paragraphs). I wish you well.

-Jim

On Tue, Aug 20, 2013 at 2:26 PM, Gayle <[log in to unmask]> wrote:

I wrote a blog a year ago covering much this same language as well as a trick for resume assembly. The blog includes where to look, how to read a job add, the resume, and the cover letter. I am including the links here for ready reference. The article was initially skewed toward a SoCal audience as it relates to links, but everything else is generic.

The Intro:
http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--job-seekers-watch-this-space

Where to Search:
http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--lesson-1-where-to-search-for-a-job

How to Read a Job Ad:
http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--lesson-2-how-to-read-a-job-ad-blog

Resume:
http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--lesson-3a-resumes-and-cover-letters-blog

Cover Letters:
http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--lesson-3b-cover-letters-blog

I had intended to cover many more topics, but the environment in the resident site became far too contentious during the election, and I opted to pull away.

Hope this helps.

From: James Tichgelaar <[log in to unmask]>
To: [log in to unmask]
Sent: Tuesday, August 20, 2013 10:49 AM

Subject: Re: [MUSEUM-L] Department of Human Resources

When the HR department is screening applications, they will usually rank applications according to how closely they match the job description given in the job announcement (if a large organization, be sure to check their web page to see if there is a longer announcement than the job ad that was posted or printed). The trick is to specifically address the key language of the job ad, and whenever possible use the exact term (HR people may not know all of the synonyms for your skills and knowledge). The closer you can honestly match yourself to the announcement, the better your odds of getting past that first hurdle.

Often this means reformatting or changing words in your resume to match the specific job. You should tweak your resume to fit the position, emphasizing the skills and duties listed for the position.

On Tue, Aug 20, 2013 at 1:21 PM, Ashley Watson <[log in to unmask]> wrote:

Hello all,
As I am continuing my frustrating job search since I graduated with M.A. in Museum Studies from Syracuse University in May 2012, one interesting detail that have come to my attention in my job search and analyzing why the actual evaluation of the potential applicants is flawed. Not just for the museums, but also for many fields, the department of human resources is the FIRST WALL in your path to a potential call up for an interview for any job you apply for. From my observations, the staff in that department tend to KNOW very little to absolutely NOTHING about any specific museum job and they are armed with the power to screen those?? According to my friends from the old days, they said it used to go straight to the APPROPRIATE person in the department that the job opening was created in, with the HIRING/FIRING power. I think that department of human resources is what it really hurt many of the qualified applicants like us here. Any thoughts on this? No, I am not giving up on my job search, I just need to bypass that wall by continuing to build on my professional connections with some important museum professionals armed with the power.

Thanks,
Ashley Watson
Exhibits/Collections Intern
Haggin Museum
Stockton, CA

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--Apple-Mail=_FAD04529-D8A3-45DF-BF14-7245C11F67AC-- ========================================================================Date: Wed, 21 Aug 2013 13:08:36 -0400 Reply-To: Museum discussion list <[log in to unmask]> Sender: Museum discussion list <[log in to unmask]> From: Lee Wright <[log in to unmask]> Subject: An alternative view on cover letters, HR departments, and the hiring process Content-Type: multipart/alternative; boundary="Apple-Mail=_93C06612-B367-4EAA-BA58-B604C7C67D86" Mime-Version: 1.0 (Apple Message framework v1283) Message-ID: <[log in to unmask]> --Apple-Mail=_93C06612-B367-4EAA-BA58-B604C7C67D86 Content-Transfer-Encoding: quoted-printable Content-Type: text/plain; charset=us-ascii A cover letter is a test of a person's (or a friend's) writing ability. The traditional hiring process is a test of whether people follow the rules and don't do anything new or creative or that shows initiative. In industries where the number of applicants greatly exceeds the number of openings, it's also a test of endurance, humility, and frugality. Which of those characteristics will help your organization move ahead? Do we think it helps us or job seekers when they burn through years of savings and endure rejection again and again? The traditional hiring process doesn't serve the institution or the applicant very well. It's time-consuming, inefficient, and frustrating for all. (Let's not let the fact that we get hundreds of applications for one spot lead us to believe that there can't be or needn't be room for significant improvement.) Here's an alternative view that may not be accepted by many institutions, and certainly not most or all government-run institutions, but will work for innovative, progressive institutions. Let's start by thinking about this differently. Does an employee ever "fail," or did the institution or the manager or the hiring process fail? The institution's goal in hiring someone is to be able to better fulfill their mission by developing and implementing strategies and tactics, ideally things that are new and more compelling, effective, or efficient. And for the individual? To maximize the intrinsic rewards from work--rewarding, challenging, satisfying work--and the monetary compensation that reflects the economic value they add. Figuring out the "fit" for the institution and the individual doesn't happen in an interview, but rather through working together. This can take a few forms . . . - An internship - Volunteering - A short contractual engagement Where do you start when you have lots of people interested in an opening? If you're looking for an outstanding employee who is a great fit for your institution, why not start with what they've done? And why force them to put that into prose in the form of a cover letter? Ask for links to their LinkedIn profile (with endorsements), their YouTube videos or channel, the presentations they've posted on SlideShare or documents on Scribd, their Twitter feed, their blog, or any of the many other ways we have to share our passions and accomplishments? (A note on LinkedIn: I trust what's on LinkedIn far more than I trust what someone puts on their resume. Why? Their LinkedIn profile is out there for all their colleagues to see. If they misrepresent themselves, their friends or colleagues will call them on it, or they'll have no recommendations.) Then why not have some of the folks come in and spend a day or half day? A few years go iIn hiring for a new venture with about 30 people in our main office, we'd invite an individual in before lunch and ask him or her to dive right in. We needed people who could contribute immediately, so they needed to feel comfortable speaking up, offering ideas and suggestions, and demonstrating that they could add value. If they were still there when we brought in dinner that night, that was a good sign. Is a new tech venture different than a museum or other cultural institution, yes, in some ways, though they both face intense competition and must innovate or they'll die on the vine, but that approach can easily be adapted. In fact, innovative, progressive institutions are probably already doing something other than continuing to follow the traditional hiring process. If it seemed massively inefficient as an applicant, why continue the practice as a manager? . . . Lee Wright | The History List | The calendar system for history organizations http://www.thehistorylist.com/for-history-organizations ========================================================= Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). --Apple-Mail=_93C06612-B367-4EAA-BA58-B604C7C67D86 Content-Transfer-Encoding: quoted-printable Content-Type: text/html; charset=us-ascii
A cover letter is a test of a person's (or a friend's) writing ability. The traditional hiring process is a test of whether people follow the rules and don't do anything new or creative or that shows initiative. In industries where the number of applicants greatly exceeds the number of openings, it's also a test of endurance, humility, and frugality.

Which of those characteristics will help your organization move ahead? Do we think it helps us or job seekers when they burn through years of savings and endure rejection again and again?

The traditional hiring process doesn't serve the institution or the applicant very well. It's time-consuming, inefficient, and frustrating for all. (Let's not let the fact that we get hundreds of applications for one spot lead us to believe that there can't be or needn't be room for significant improvement.)

Here's an alternative view that may not be accepted by many institutions, and certainly not most or all government-run institutions, but will work for innovative, progressive institutions.

Let's start by thinking about this differently. Does an employee ever "fail," or did the institution or the manager or the hiring process fail? The institution's goal in hiring someone is to be able to better fulfill their mission by developing and implementing strategies and tactics, ideally things that are new and more compelling, effective, or efficient. And for the individual? To maximize the intrinsic rewards from work--rewarding, challenging, satisfying work--and the monetary compensation that reflects the economic value they add.

Figuring out the "fit" for the institution and the individual doesn't happen in an interview, but rather through working together. This can take a few forms . . .

- An internship
- Volunteering
- A short contractual engagement

Where do you start when you have lots of people interested in an opening? If you're looking for an outstanding employee who is a great fit for your institution, why not start with what they've done? And why force them to put that into prose in the form of a cover letter? Ask for links to their LinkedIn profile (with endorsements), their YouTube videos or channel, the presentations they've posted on SlideShare or documents on Scribd, their Twitter feed, their blog, or any of the many other ways we have to share our passions and accomplishments? (A note on LinkedIn: I trust what's on LinkedIn far more than I trust what someone puts on their resume. Why? Their LinkedIn profile is out there for all their colleagues to see. If they misrepresent themselves, their friends or colleagues will call them on it, or they'll have no recommendations.)

Then why not have some of the folks come in and spend a day or half day? A few years go iIn hiring for a new venture with about 30 people in our main office, we'd invite an individual in before lunch and ask him or her to dive right in. We needed people who could contribute immediately, so they needed to feel comfortable speaking up, offering ideas and suggestions, and demonstrating that they could add value. If they were still there when we brought in dinner that night, that was a good sign.

Is a new tech venture different than a museum or other cultural institution, yes, in some ways, though they both face intense competition and must innovate or they'll die on the vine, but that approach can easily be adapted.

In fact, innovative, progressive institutions are probably already doing something other than continuing to follow the traditional hiring process.

If it seemed massively inefficient as an applicant, why continue the practice as a manager?

. . .

Lee Wright | The History List | The calendar system for history organizations

http://www.thehistorylist.com/for-history-organizations

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http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1
--Apple-Mail=_93C06612-B367-4EAA-BA58-B604C7C67D86-- ========================================================================Date: Wed, 21 Aug 2013 13:23:25 -0400 Reply-To: Museum discussion list <[log in to unmask]> Sender: Museum discussion list <[log in to unmask]> From: Elizabeth Walton <[log in to unmask]> Subject: Re: Department of Human Resources In-Reply-To: <[log in to unmask]> MIME-Version: 1.0 Content-Type: multipart/alternative; boundary9e0118328c56600004e4786ebb Message-ID: <[log in to unmask]> --089e0118328c56600004e4786ebb Content-Type: text/plain; charset=ISO-8859-1 Regulations for HR are no different than the policies we create for artifact care (or ethical practices), they are usually tedious and intrusive if you are trying to skirt around the needed precautions and experience of professionals. It may be easier to hire your friend's niece for a job, but how is that fair to the 100 applicants who are better qualified and every bit as easy to work with? As a professional I have no wish to do the work of HR, I do not want to read resumes or interview people, I have no skills in these areas because it is not what I do. I hope they have no wish or need to try to create storage for valuable artifacts because HR employees have no skill in doing do and it is not what they do. Dismissing and minimizing the skills of others with thinly veiled political venting helps no one. Hiring is a complex issue of skills AND personality, thus it involves multiple people making decisions for most hires. I have worked places with and without HR departments and I can say, by far, I prefer companies WITH HR. HR saves the time of skilled employees so they can do their jobs rather than spending 80% of their time with busy work in order to hire an entry level employee. When you are an employee and you need help with a harassing co worker, or health insurance problems, you likely will not be so dismissive of them. Is it unfair we have to cater our applications to the updated hiring policies of HR departments? Yes, it is fair because everyone has to do it. Why should someone who bothered to learn the system get beaten out by someone who has not taken the time or put forth the effort? On Wed, Aug 21, 2013 at 12:58 PM, Signa <[log in to unmask]> wrote: > Hi Ashley, > > When I write in a venting mode and then hit send (and maybe you were on a > smart phone given the text of your message -- and we all know what that > sometimes ends up reading like! [who has time to look at what one is > writing!]), versus structured and edited writing, I get your paragraph and > its poor usage (you appeared to be "speaking" as you typed versus writing). > > I THINK YOUR POINT was there are too many layers of bureaucracy and people > have become disconnected from certain tasks they used to be an important > part of (since they are the ones directly involved in the end); new layers > of "professionals" take over -- and I agree. > > To me, this is like not performing charity directly and letting our taxes > and some government program (and its layers of bureaucrats and paperwork > and tax dollar provided funding) do our charity work for us -- but golly, > we can still pat ourselves on the back because this program makes us feel > good (but not necessarily the intended targeted recipients). We've become > disconnected and other professionals self-perpetuatng themselves have > stepped in and whole departments in Universities spit out these surficial > (often, but not always) layers of mediating people. > > I say often but not always, because: in some industries, where they've > been regulated to death (for our own good, you know, and in a few cases, > yes), there are too many regs to know about and comply with, and one's time > would be consumed learning and dealing with those; thus, one would never be > able to do one's job ever again. In these cases, professionals have sprung > up to deal with those regs (and the business person pays them [more added > costs, not all recoverable in raising prices]; and we all pay the > bureaucrats in the government entity from where those regs are > administered, i.e., our taxes just went up to fund another government > program that was put in place for our own good). So, hiring now entails > more than just hiring an employee, for there are so many regulations, it > has become too complicated, would consume our real "job" time, so now > professional "experts" must intervene and take over. 77,000 pages of tax > code is one example of needing to hire a professional "expert", an > accountant, because of all the regs. > > Welcome to the "experts" running your life since they know so much more > than you do about what is good for you and everyone else (not talking > professionals here, as they are filling a need caused by the other > "experts" touting government fix alls for all ills, even where case basis > is best versus class). So much for @ 6 million years of hominine evolution > and successful reproductive strategies. > > That said, the advice before is very good to get you in the door; that > really must be followed. > > Signa > > > Signa Pendegraft, MA, RPA > 970 Icehouse Ave > Sparks, NV 89431 > > On Aug 20, 2013, at 6:25 PM, Jim Lyons <[log in to unmask]> wrote: > > Ashley, I'm going to point out two things in your question: > > 1) In my opinion, your message is much too long for one paragraph. I > have a short attention span, and I had a hard time following your > thoughts. I would have had a far easier time if it had been broken down > into two or three shorter paragraphs. (You're not alone. Half a dozen > answers above are even longer. About half of those I just skipped.) > > 2) It's very important that your letters and resume are crystal clear and > carefully proofed. They are the prospective employer's first (and maybe > only) impression of you. I refer specifically to this sentence: "I think > that department of human resources is what it really hurt many of the > qualified applicants like us here." I know what you're saying, but I had a > hard time getting there. > > I hope this helps you (and others with looonnng paragraphs). I wish you > well. > > -Jim > > > On Tue, Aug 20, 2013 at 2:26 PM, Gayle <[log in to unmask]> wrote: > >> I wrote a blog a year ago covering much this same language as well as a >> trick for resume assembly. The blog includes where to look, how to read a >> job add, the resume, and the cover letter. I am including the links here >> for ready reference. The article was initially skewed toward a SoCal >> audience as it relates to links, but everything else is generic. >> >> The Intro: >> >> http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--job-seekers-watch-this-space >> **** >> >> Where to Search: >> >> http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--lesson-1-where-to-search-for-a-job >> **** >> >> How to Read a Job Ad: >> >> http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--lesson-2-how-to-read-a-job-ad-blog >> **** >> >> Resume: >> >> http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--lesson-3a-resumes-and-cover-letters-blog >> **** >> >> Cover Letters: >> >> http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--lesson-3b-cover-letters-blog >> **** >> >> I had intended to cover many more topics, but the environment in the >> resident site became far too contentious during the election, and I opted >> to pull away. >> >> Hope this helps. >> * >> >> * >> >> ------------------------------ >> *From:* James Tichgelaar <[log in to unmask]> >> *To:* [log in to unmask] >> *Sent:* Tuesday, August 20, 2013 10:49 AM >> >> *Subject:* Re: [MUSEUM-L] Department of Human Resources >> >> When the HR department is screening applications, they will usually rank >> applications according to how closely they match the job description given >> in the job announcement (if a large organization, be sure to check their >> web page to see if there is a longer announcement than the job ad that was >> posted or printed). The trick is to specifically address the key language >> of the job ad, and whenever possible use the exact term (HR people may not >> know all of the synonyms for your skills and knowledge). The closer you >> can honestly match yourself to the announcement, the better your odds of >> getting past that first hurdle. >> >> Often this means reformatting or changing words in your resume to match >> the specific job. You should tweak your resume to fit the position, >> emphasizing the skills and duties listed for the position. >> >> >> On Tue, Aug 20, 2013 at 1:21 PM, Ashley Watson <[log in to unmask]> wrote: >> >> Hello all, >> As I am continuing my frustrating job search since I graduated with >> M.A. in Museum Studies from Syracuse University in May 2012, one >> interesting detail that have come to my attention in my job search and >> analyzing why the actual evaluation of the potential applicants is flawed. >> Not just for the museums, but also for many fields, the department of >> human resources is the FIRST WALL in your path to a potential call up for >> an interview for any job you apply for. From my observations, the staff in >> that department tend to KNOW very little to absolutely NOTHING about any >> specific museum job and they are armed with the power to screen those?? >> According to my friends from the old days, they said it used to go >> straight to the APPROPRIATE person in the department that the job opening >> was created in, with the HIRING/FIRING power. I think that department of >> human resources is what it really hurt many of the qualified applicants >> like us here. Any thoughts on this? No, I am not giving up on my job >> search, I just need to bypass that wall by continuing to build on my >> professional connections with some important museum professionals armed >> with the power. >> >> Thanks, >> Ashley Watson >> Exhibits/Collections Intern >> Haggin Museum >> Stockton, CA >> >> ------------------------------ >> To unsubscribe from the MUSEUM-L list, click the following link: >> http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 >> >> >> >> ------------------------------ >> To unsubscribe from the MUSEUM-L list, click the following link: >> http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 >> >> >> >> ------------------------------ >> >> To unsubscribe from the MUSEUM-L list, click the following link: >> http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 >> > > > ------------------------------ > > To unsubscribe from the MUSEUM-L list, click the following link: > http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 > > > > ------------------------------ > > To unsubscribe from the MUSEUM-L list, click the following link: > http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 > ========================================================Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). --089e0118328c56600004e4786ebb Content-Type: text/html; charset=ISO-8859-1 Content-Transfer-Encoding: quoted-printable
Regulations for HR are no different than the policies we create for artifact care (or ethical practices), they are usually tedious and intrusive if you are trying to skirt around the needed precautions and experience of professionals. It may be easier to hire your friend's niece for a job, but how is that fair to the 100 applicants who are better qualified and every bit as easy to work with?

As a professional I have no wish to do the work of HR, I do not want to read resumes or interview people, I have no skills in these areas because it is not what I do. I hope they have no wish or need to try to create storage for valuable artifacts because HR employees have no skill in doing do and it is not what they do.

Dismissing and minimizing the skills of others with thinly veiled political venting helps no one. Hiring is a complex issue of skills AND personality, thus it involves multiple people making decisions for most hires. I have worked places with and without HR departments and I can say, by far, I prefer companies WITH HR.

HR saves the time of skilled employees so they can do their jobs rather than spending 80% of their time with busy work in order to hire an entry level employee. When you are an employee and you need help with a harassing co worker, or health insurance problems, you likely will not be so dismissive of them.

Is it unfair we have to cater our applications to the updated hiring policies of HR departments? Yes, it is fair because everyone has to do it. Why should someone who bothered to learn the system get beaten out by someone who has not taken the time or put forth the effort?

On Wed, Aug 21, 2013 at 12:58 PM, Signa <[log in to unmask]> wrote:

Hi Ashley,

When I write in a venting mode and then hit send (and maybe you were on a smart phone given the text of your message -- and we all know what that sometimes ends up reading like! [who has time to look at what one is writing!]), versus structured and edited writing, I get your paragraph and its poor usage (you appeared to be "speaking" as you typed versus writing).

I THINK YOUR POINT was there are too many layers of bureaucracy and people have become disconnected from certain tasks they used to be an important part of (since they are the ones directly involved in the end); new layers of "professionals" take over -- and I agree.

To me, this is like not performing charity directly and letting our taxes and some government program (and its layers of bureaucrats and paperwork and tax dollar provided funding) do our charity work for us -- but golly, we can still pat ourselves on the back because this program makes us feel good (but not necessarily the intended targeted recipients). We've become disconnected and other professionals self-perpetuatng themselves have stepped in and whole departments in Universities spit out these surficial (often, but not always) layers of mediating people.

I say often but not always, because: in some industries, where they've been regulated to death (for our own good, you know, and in a few cases, yes), there are too many regs to know about and comply with, and one's time would be consumed learning and dealing with those; thus, one would never be able to do one's job ever again. In these cases, professionals have sprung up to deal with those regs (and the business person pays them [more added costs, not all recoverable in raising prices]; and we all pay the bureaucrats in the government entity from where those regs are administered, i.e., our taxes just went up to fund another government program that was put in place for our own good). So, hiring now entails more than just hiring an employee, for there are so many regulations, it has become too complicated, would consume our real "job" time, so now professional "experts" must intervene and take over. 77,000 pages of tax code is one example of needing to hire a professional "expert", an accountant, because of all the regs.

Welcome to the "experts" running your life since they know so much more than you do about what is good for you and everyone else (not talking professionals here, as they are filling a need caused by the other "experts" touting government fix alls for all ills, even where case basis is best versus class). So much for @ 6 million years of hominine evolution and successful reproductive strategies.

That said, the advice before is very good to get you in the door; that really must be followed.

Signa

Signa Pendegraft, MA, RPA
970 Icehouse Ave
Sparks, NV 89431

On Aug 20, 2013, at 6:25 PM, Jim Lyons <38lyons38@GMAIL.COM> wrote:

Ashley, I'm going to point out two things in your question:

1) In my opinion, your message is much too long for one paragraph. I have a short attention span, and I had a hard time following your thoughts. I would have had a far easier time if it had been broken down into two or three shorter paragraphs. (You're not alone. Half a dozen answers above are even longer. About half of those I just skipped.)

2) It's very important that your letters and resume are crystal clear and carefully proofed. They are the prospective employer's first (and maybe only) impression of you. I refer specifically to this sentence: "I think that department of human resources is what it really hurt many of the qualified applicants like us here." I know what you're saying, but I had a hard time getting there.

I hope this helps you (and others with looonnng paragraphs). I wish you well.

-Jim

On Tue, Aug 20, 2013 at 2:26 PM, Gayle <[log in to unmask]> wrote:

I wrote a blog a year ago covering much this same language as well as a trick for resume assembly. The blog includes where to look, how to read a job add, the resume, and the cover letter. I am including the links here for ready reference. The article was initially skewed toward a SoCal audience as it relates to links, but everything else is generic.

The Intro:
http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--job-seekers-watch-this-space

Where to Search:
http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--lesson-1-where-to-search-for-a-job

How to Read a Job Ad:
http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--lesson-2-how-to-read-a-job-ad-blog

Resume:
http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--lesson-3a-resumes-and-cover-letters-blog

Cover Letters:
http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--lesson-3b-cover-letters-blog

I had intended to cover many more topics, but the environment in the resident site became far too contentious during the election, and I opted to pull away.

Hope this helps.

From: James Tichgelaar <[log in to unmask]>
To: [log in to unmask]
Sent: Tuesday, August 20, 2013 10:49 AM

Subject: Re: [MUSEUM-L] Department of Human Resources

When the HR department is screening applications, they will usually rank applications according to how closely they match the job description given in the job announcement (if a large organization, be sure to check their web page to see if there is a longer announcement than the job ad that was posted or printed). The trick is to specifically address the key language of the job ad, and whenever possible use the exact term (HR people may not know all of the synonyms for your skills and knowledge). The closer you can honestly match yourself to the announcement, the better your odds of getting past that first hurdle.

Often this means reformatting or changing words in your resume to match the specific job. You should tweak your resume to fit the position, emphasizing the skills and duties listed for the position.

On Tue, Aug 20, 2013 at 1:21 PM, Ashley Watson <[log in to unmask]> wrote:

Hello all,
As I am continuing my frustrating job search since I graduated with M.A. in Museum Studies from Syracuse University in May 2012, one interesting detail that have come to my attention in my job search and analyzing why the actual evaluation of the potential applicants is flawed. Not just for the museums, but also for many fields, the department of human resources is the FIRST WALL in your path to a potential call up for an interview for any job you apply for. From my observations, the staff in that department tend to KNOW very little to absolutely NOTHING about any specific museum job and they are armed with the power to screen those?? According to my friends from the old days, they said it used to go straight to the APPROPRIATE person in the department that the job opening was created in, with the HIRING/FIRING power. I think that department of human resources is what it really hurt many of the qualified applicants like us here. Any thoughts on this? No, I am not giving up on my job search, I just need to bypass that wall by continuing to build on my professional connections with some important museum professionals armed with the power.

Thanks,
Ashley Watson
Exhibits/Collections Intern
Haggin Museum
Stockton, CA

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--089e0118328c56600004e4786ebb-- ========================================================================Date: Wed, 21 Aug 2013 06:17:08 +0200 Reply-To: Museum discussion list <[log in to unmask]> Sender: Museum discussion list <[log in to unmask]> From: =?UTF-8?B?IlZlcmxhZyBEci4gQy4gTcO8bGxlci1TdHJhdGVuIg==? <[log in to unmask]> Subject: Re: Museum Teacher Openings-- Washington, DC In-Reply-To: <[log in to unmask]> MIME-Version: 1.0 Content-Type: multipart/alternative; boundary="------------060302020608070405070408" Message-ID: <[log in to unmask]> This is a multi-part message in MIME format. --------------060302020608070405070408 Content-Type: text/plain; charset=UTF-8; format=flowed Content-Transfer-Encoding: quoted-printable Hi Audra, please mention more details on the museum, its address, date of start, deadline for application etc. as this offer reached the list uncomplete. Adelheid Am 20.08.2013 22:44, schrieb Audra Kelly: > useum Teacher > > > Title: Museum Teacher > > Reports to: Youth Audiences Manager/Adult Audiences Manager > > Employment Status: Overtime eligible (Non-Exempt) > > Work Schedule: No set schedule or commitment. Total number of scheduled hours varies based on need. Employeeā€™s schedule may encompass weekdays, Saturdays and some Sundays. Evening hours maybe required. > > Primary Functions: This position supports the implementation of Hillwoodā€™s public programs through delivery of pre-set curriculum and facilitating visitor participation. > > > > Key Job Elements: > ā€¢Facilitate activities at public programs, including art projects and other hands-on activities. > ā€¢Lead guided tours and art workshops for Girl Scouts, school groups, and other youth groups. > ā€¢Support program presenters at adult programs, family programs, and festivals. > ā€¢Prepare program materials, including setup and cleanup for public programs. > ā€¢Assist with occasional off-site programs, such as family art activities at community events. > ā€¢Support other Interpretation departments if needed, at the discretion of the Adult and Youth Audiences Managers. > > Knowledge: > ā€¢ A Bachelorā€™s Degree in a related field. > ā€¢ Studies in museum education are a plus. > > Skills: > ā€¢A dynamic and engaging teaching presence. > ā€¢Strong verbal and written communication skills. > ā€¢Experience teaching children and/or families in a structured setting. > ā€¢Computer access skills are essential. > > Abilities: > ā€¢A dynamic and engaging teaching presence. > ā€¢Strong verbal and written communication skills. > ā€¢Experience teaching children and/or families in a structured setting. > ā€¢Computer access skills are essential. > ā€¢Work well with a diverse group of colleagues and an international clientele. > ā€¢Enthusiasm for working with the public. > ā€¢Detail orientation > > > > Work Environment: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of the job. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions. The term ā€qualified individual with a disabilityā€¯ means an individual who with or without reasonable accommodation can perform the essential functions of the position. While performing the duties of this job, the employee is regularly required to communicate professionally in person, over the telephone, through email and other electronic means, stand for extended periods of time, ascend/descend stairs, move about their work area, between buildings, and the campus grounds, handle various types of media and equipment, and visually or otherwise identify, observe and assess. The employee is occasionally required to lift and/or carry up to 25 pounds unassisted. > > > > Notice: The preceding job description has been designed to indicate the general nature and essential duties and responsibilities of work performed by employees within this classification. It may not contain a comprehensive inventory of all duties, responsibilities, and qualifications required of employees to do this job. > > > > We are a progressive, equal opportunity employer and all candidates are encouraged to apply. So, come work ā€Where Fabulous Lives!ā€¯ For prompt consideration, please send a cover letter and resume to:[log in to unmask] noting ā€Museum Teacherā€¯ in the subject line. > > > > In your cover letter, please answer the following questions: > > > 1.Why do you want to work at Hillwood Estate, Museum & Gardens? > 2.How do you meet the positionā€™s qualifications? > 3.What days of the week, and what hours on those days, are you available to work -- *Verlag Dr. Christian Mueller-Straten ā€“ Fachverlag fĆ¼r Museen und Konservierung Unsere Hauptmedien: ExpoTime! - The global museum eZine for growing markets MUSEUM AKTUELL ā€“ Die aktuelle Fachzeitschrift fĆ¼r die gesamte deutschsprachige Museumswelt Redaktion: Dr. Adelheid Straten ([log in to unmask]), Editor: Dr. Christian Mueller-Straten Kunzweg 23, D-81243 MĆ¼nchen, Germany T. 0049-(0)89-839 690 43, Fax 0049-(0)89-690 44, [log in to unmask] Office hours: 8 am - 7pm Trade contacts: Medienberatung Lutz F. Boden, GlaserstraĆe 17, D-60599 Frankfurt am Main T.: 0049 ā€“ (0)69 ā€“ 98959802, mobil: 0175 ā€“ 3328668, [log in to unmask] Office hours: 9 am - 6 pm* ========================================================= Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). --------------060302020608070405070408 Content-Type: text/html; charset=UTF-8 Content-Transfer-Encoding: 8bit
Hi Audra,

please mention more details on the museum, its address, date of start, deadline for application etc. as this offer reached the list uncomplete.

Adelheid

Am 20.08.2013 22:44, schrieb Audra Kelly:

[log in to unmask]" type="cite">
useum Teacher Title: Museum Teacher Reports to: Youth Audiences Manager/Adult Audiences Manager Employment Status: Overtime eligible (Non-Exempt) Work Schedule: No set schedule or commitment. Total number of scheduled hours varies based on need. Employeeā€™s schedule may encompass weekdays, Saturdays and some Sundays. Evening hours maybe required. Primary Functions: This position supports the implementation of Hillwoodā€™s public programs through delivery of pre-set curriculum and facilitating visitor participation. Key Job Elements: ā€¢Facilitate activities at public programs, including art projects and other hands-on activities. ā€¢Lead guided tours and art workshops for Girl Scouts, school groups, and other youth groups. ā€¢Support program presenters at adult programs, family programs, and festivals. ā€¢Prepare program materials, including setup and cleanup for public programs. ā€¢Assist with occasional off-site programs, such as family art activities at community events. ā€¢Support other Interpretation departments if needed, at the discretion of the Adult and Youth Audiences Managers. Knowledge: ā€¢ A Bachelorā€™s Degree in a related field. ā€¢ Studies in museum education are a plus. Skills: ā€¢A dynamic and engaging teaching presence. ā€¢Strong verbal and written communication skills. ā€¢Experience teaching children and/or families in a structured setting. ā€¢Computer access skills are essential. Abilities: ā€¢A dynamic and engaging teaching presence. ā€¢Strong verbal and written communication skills. ā€¢Experience teaching children and/or families in a structured setting. ā€¢Computer access skills are essential. ā€¢Work well with a diverse group of colleagues and an international clientele. ā€¢Enthusiasm for working with the public. ā€¢Detail orientation Work Environment: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of the job. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions. The term ā€qualified individual with a disabilityā€¯ means an individual who with or without reasonable accommodation can perform the essential functions of the position. While performing the duties of this job, the employee is regularly required to communicate professionally in person, over the telephone, through email and other electronic means, stand for extended periods of time, ascend/descend stairs, move about their work area, between buildings, and the campus grounds, handle various types of media and equipment, and visually or otherwise identify, observe and assess. The employee is occasionally required to lift and/or carry up to 25 pounds unassisted. Notice: The preceding job description has been designed to indicate the general nature and essential duties and responsibilities of work performed by employees within this classification. It may not contain a comprehensive inventory of all duties, responsibilities, and qualifications required of employees to do this job. We are a progressive, equal opportunity employer and all candidates are encouraged to apply. So, come work ā€Where Fabulous Lives!ā€¯ For prompt consideration, please send a cover letter and resume to: [log in to unmask] noting ā€Museum Teacherā€¯ in the subject line. In your cover letter, please answer the following questions: 1.Why do you want to work at Hillwood Estate, Museum & Gardens? 2.How do you meet the positionā€™s qualifications? 3.What days of the week, and what hours on those days, are you available to work

--
Verlag Dr. Christian Mueller-Straten ā€“ Fachverlag fĆ¼r Museen und Konservierung
Unsere Hauptmedien:
ExpoTime! - The global museum eZine for growing markets
MUSEUM AKTUELL ā€“ Die aktuelle Fachzeitschrift fĆ¼r die gesamte deutschsprachige Museumswelt
Redaktion: Dr. Adelheid Straten ([log in to unmask]), Editor: Dr. Christian Mueller-Straten
Kunzweg 23, D-81243 MĆ¼nchen, Germany
T. 0049-(0)89-839 690 43, Fax 0049-(0)89-690 44, [log in to unmask]
Office hours: 8 am - 7pm
Trade contacts: Medienberatung Lutz F. Boden, GlaserstraĆe 17, D-60599 Frankfurt am Main T.: 0049 ā€“ (0)69 ā€“ 98959802, mobil: 0175 ā€“ 3328668, [log in to unmask]
Office hours: 9 am - 6 pm

To unsubscribe from the MUSEUM-L list, click the following link:
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--------------060302020608070405070408-- ========================================================================Date: Wed, 21 Aug 2013 06:25:55 +0200 Reply-To: Museum discussion list <[log in to unmask]> Sender: Museum discussion list <[log in to unmask]> From: =?ISO-8859-1?Q?"Verlag_Dr._C._Müller-Straten"? <[log in to unmask]> Subject: Re: Department of Human Resources In-Reply-To: <[log in to unmask]> MIME-Version: 1.0 Content-Type: multipart/alternative; boundary="------------020405010201090803040504" Message-ID: <[log in to unmask]> This is a multi-part message in MIME format. --------------020405010201090803040504 Content-Type: text/plain; charset=ISO-8859-1; format=flowed Content-Transfer-Encoding: 8bit Hi all, here are some results of the election of the new EC of ICOM elected at Rio some days ago: The conference was attended by 1,894 participants from 103 countries, including, for the first time, non-members of ICOM. Prof. Dr Hans-Martin Hinz was elected to represent the International Council of Museums for a second term.In the next three years, he will chair an Executive Council made up of 14 other members, also elected during ICOM's 23rd General Conference in Rio, as follows: Vice Presidents: George Okello Abungu (Kenya) and Teresa C. Moletta Scheiner (Brazil) Treasurer: Anne-Catherine Hauglustaine-Robert (France) Ordinary Members: Ossama A. W. Abdel Meguid (Egypt), Laishun An (China), In-kyung Chang (Republic of Korea), Luisa de Peńa Dķaz (Dominican Republic), Willem De Vos (Belgium), Alberto Garlandini (Italy), Goranka Horjan (Croatia), Peter Keller (Austria), Diana Pardue (US) Regine Schulz (Germany), Merete Ipsen (Denmark). Ex-officio: Suay Aksoy (Turkey), Chair of the Advisory Committee. The next ICOM General Conference will take place in 2016 in Milan, Italy." (Source: ICOM) Our congrat to all our friends in the EC! Best Adelheid -- *Verlag Dr. Christian Mueller-Straten -- Fachverlag für Museen und Konservierung Unsere Hauptmedien: ExpoTime! - The global museum eZine for growing markets MUSEUM AKTUELL -- Die aktuelle Fachzeitschrift für die gesamte deutschsprachige Museumswelt Redaktion: Dr. Adelheid Straten ([log in to unmask]), Editor: Dr. Christian Mueller-Straten Kunzweg 23, D-81243 München, Germany T. 0049-(0)89-839 690 43, Fax 0049-(0)89-690 44, [log in to unmask] Office hours: 8 am - 7pm Trade contacts: Medienberatung Lutz F. Boden, Glaserstraße 17, D-60599 Frankfurt am Main T.: 0049 -- (0)69 -- 98959802, mobil: 0175 -- 3328668, [log in to unmask] Office hours: 9 am - 6 pm* ========================================================Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). --------------020405010201090803040504 Content-Type: text/html; charset=ISO-8859-1 Content-Transfer-Encoding: 7bit Hi all,

here are some results of the election of the new EC of ICOM elected at Rio some days ago:

The conference was attended by 1,894 participants from 103 countries, including, for the first time, non-members of ICOM.

Prof. Dr Hans-Martin Hinz was elected to represent the International Council of Museums for a second term.In the next three years, he will chair an Executive Council made up of 14 other members, also elected during ICOM's 23rd General Conference in Rio, as follows:

Vice Presidents: George Okello Abungu (Kenya) and Teresa C. Moletta Scheiner (Brazil)

Treasurer: Anne-Catherine Hauglustaine-Robert (France)

Ordinary Members: Ossama A. W. Abdel Meguid (Egypt), Laishun An (China), In-kyung Chang (Republic of Korea), Luisa de Peña Díaz (Dominican Republic), Willem De Vos (Belgium), Alberto Garlandini (Italy), Goranka Horjan (Croatia), Peter Keller (Austria), Diana Pardue (US) Regine Schulz (Germany), Merete Ipsen (Denmark). Ex-officio: Suay Aksoy (Turkey), Chair of the Advisory Committee.

The next ICOM General Conference will take place in 2016 in Milan, Italy." (Source: ICOM)

Our congrat to all our friends in the EC!

Best

Adelheid

--
Verlag Dr. Christian Mueller-Straten – Fachverlag für Museen und Konservierung
Unsere Hauptmedien:
ExpoTime! - The global museum eZine for growing markets
MUSEUM AKTUELL – Die aktuelle Fachzeitschrift für die gesamte deutschsprachige Museumswelt
Redaktion: Dr. Adelheid Straten ([log in to unmask]), Editor: Dr. Christian Mueller-Straten
Kunzweg 23, D-81243 München, Germany
T. 0049-(0)89-839 690 43, Fax 0049-(0)89-690 44, [log in to unmask]
Office hours: 8 am - 7pm
Trade contacts: Medienberatung Lutz F. Boden, Glaserstraße 17, D-60599 Frankfurt am Main T.: 0049 – (0)69 – 98959802, mobil: 0175 – 3328668, [log in to unmask]
Office hours: 9 am - 6 pm

To unsubscribe from the MUSEUM-L list, click the following link:
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--------------020405010201090803040504-- ========================================================================Date: Wed, 21 Aug 2013 10:46:17 -0700 Reply-To: Museum discussion list <[log in to unmask]> Sender: Museum discussion list <[log in to unmask]> From: Signa <[log in to unmask]> Subject: Re: Department of Human Resources In-Reply-To: <[log in to unmask]> Content-Type: multipart/alternative; boundary="Apple-Mail=_65FCFD30-B20F-44A0-BCD8-BD6061373F5A" Mime-Version: 1.0 (Mac OS X Mail 6.5 $1508$) Message-ID: <[log in to unmask]> --Apple-Mail=_65FCFD30-B20F-44A0-BCD8-BD6061373F5A Content-Transfer-Encoding: quoted-printable Content-Type: text/plain; charset=iso-8859-1 Elizabeth, I answered the actual question, from my perception, of what the young woman was asking. On Aug 21, 2013, at 10:23 AM, Elizabeth Walton <[log in to unmask]> wrote: > Regulations for HR are no different than the policies we create for artifact care (or ethical practices), they are usually tedious and intrusive if you are trying to skirt around the needed precautions and experience of professionals. It may be easier to hire your friend's niece for a job, but how is that fair to the 100 applicants who are better qualified and every bit as easy to work with? > > As a professional I have no wish to do the work of HR, I do not want to read resumes or interview people, I have no skills in these areas because it is not what I do. I hope they have no wish or need to try to create storage for valuable artifacts because HR employees have no skill in doing do and it is not what they do. > > Dismissing and minimizing the skills of others with thinly veiled political venting helps no one. Hiring is a complex issue of skills AND personality, thus it involves multiple people making decisions for most hires. I have worked places with and without HR departments and I can say, by far, I prefer companies WITH HR. > > HR saves the time of skilled employees so they can do their jobs rather than spending 80% of their time with busy work in order to hire an entry level employee. When you are an employee and you need help with a harassing co worker, or health insurance problems, you likely will not be so dismissive of them. > > Is it unfair we have to cater our applications to the updated hiring policies of HR departments? Yes, it is fair because everyone has to do it. Why should someone who bothered to learn the system get beaten out by someone who has not taken the time or put forth the effort? > > > > On Wed, Aug 21, 2013 at 12:58 PM, Signa <[log in to unmask]> wrote: > Hi Ashley, > > When I write in a venting mode and then hit send (and maybe you were on a smart phone given the text of your message -- and we all know what that sometimes ends up reading like! [who has time to look at what one is writing!]), versus structured and edited writing, I get your paragraph and its poor usage (you appeared to be "speaking" as you typed versus writing). > > I THINK YOUR POINT was there are too many layers of bureaucracy and people have become disconnected from certain tasks they used to be an important part of (since they are the ones directly involved in the end); new layers of "professionals" take over -- and I agree. > > To me, this is like not performing charity directly and letting our taxes and some government program (and its layers of bureaucrats and paperwork and tax dollar provided funding) do our charity work for us -- but golly, we can still pat ourselves on the back because this program makes us feel good (but not necessarily the intended targeted recipients). We've become disconnected and other professionals self-perpetuatng themselves have stepped in and whole departments in Universities spit out these surficial (often, but not always) layers of mediating people. > > I say often but not always, because: in some industries, where they've been regulated to death (for our own good, you know, and in a few cases, yes), there are too many regs to know about and comply with, and one's time would be consumed learning and dealing with those; thus, one would never be able to do one's job ever again. In these cases, professionals have sprung up to deal with those regs (and the business person pays them [more added costs, not all recoverable in raising prices]; and we all pay the bureaucrats in the government entity from where those regs are administered, i.e., our taxes just went up to fund another government program that was put in place for our own good). So, hiring now entails more than just hiring an employee, for there are so many regulations, it has become too complicated, would consume our real "job" time, so now professional "experts" must intervene and take over. 77,000 pages of tax code is one example of needing to hire a professional "expert", an accountant, because of all the regs. > > Welcome to the "experts" running your life since they know so much more than you do about what is good for you and everyone else (not talking professionals here, as they are filling a need caused by the other "experts" touting government fix alls for all ills, even where case basis is best versus class). So much for @ 6 million years of hominine evolution and successful reproductive strategies. > > That said, the advice before is very good to get you in the door; that really must be followed. > > Signa > > > Signa Pendegraft, MA, RPA > 970 Icehouse Ave > Sparks, NV 89431 > > On Aug 20, 2013, at 6:25 PM, Jim Lyons <[log in to unmask]> wrote: > >> Ashley, I'm going to point out two things in your question: >> >> 1) In my opinion, your message is much too long for one paragraph. I have a short attention span, and I had a hard time following your thoughts. I would have had a far easier time if it had been broken down into two or three shorter paragraphs. (You're not alone. Half a dozen answers above are even longer. About half of those I just skipped.) >> >> 2) It's very important that your letters and resume are crystal clear and carefully proofed. They are the prospective employer's first (and maybe only) impression of you. I refer specifically to this sentence: "I think that department of human resources is what it really hurt many of the qualified applicants like us here." I know what you're saying, but I had a hard time getting there. >> >> I hope this helps you (and others with looonnng paragraphs). I wish you well. >> >> -Jim >> >> >> On Tue, Aug 20, 2013 at 2:26 PM, Gayle <[log in to unmask]> wrote: >> I wrote a blog a year ago covering much this same language as well as a trick for resume assembly. The blog includes where to look, how to read a job add, the resume, and the cover letter. I am including the links here for ready reference. The article was initially skewed toward a SoCal audience as it relates to links, but everything else is generic. >> >> The Intro: >> http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--job-seekers-watch-this-space >> >> Where to Search: >> http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--lesson-1-where-to-search-for-a-job >> >> How to Read a Job Ad: >> http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--lesson-2-how-to-read-a-job-ad-blog >> >> Resume: >> http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--lesson-3a-resumes-and-cover-letters-blog >> >> Cover Letters: >> http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--lesson-3b-cover-letters-blog >> >> I had intended to cover many more topics, but the environment in the resident site became far too contentious during the election, and I opted to pull away. >> >> Hope this helps. >> >> >> From: James Tichgelaar <[log in to unmask]> >> To: [log in to unmask] >> Sent: Tuesday, August 20, 2013 10:49 AM >> >> Subject: Re: [MUSEUM-L] Department of Human Resources >> >> When the HR department is screening applications, they will usually rank applications according to how closely they match the job description given in the job announcement (if a large organization, be sure to check their web page to see if there is a longer announcement than the job ad that was posted or printed). The trick is to specifically address the key language of the job ad, and whenever possible use the exact term (HR people may not know all of the synonyms for your skills and knowledge). The closer you can honestly match yourself to the announcement, the better your odds of getting past that first hurdle. >> >> Often this means reformatting or changing words in your resume to match the specific job. You should tweak your resume to fit the position, emphasizing the skills and duties listed for the position. >> >> >> On Tue, Aug 20, 2013 at 1:21 PM, Ashley Watson <[log in to unmask]> wrote: >> Hello all, >> As I am continuing my frustrating job search since I graduated with M.A. in Museum Studies from Syracuse University in May 2012, one interesting detail that have come to my attention in my job search and analyzing why the actual evaluation of the potential applicants is flawed. Not just for the museums, but also for many fields, the department of human resources is the FIRST WALL in your path to a potential call up for an interview for any job you apply for. From my observations, the staff in that department tend to KNOW very little to absolutely NOTHING about any specific museum job and they are armed with the power to screen those?? According to my friends from the old days, they said it used to go straight to the APPROPRIATE person in the department that the job opening was created in, with the HIRING/FIRING power. I think that department of human resources is what it really hurt many of the qualified applicants like us here. Any thoughts on this? No, I am not giving up on my job search, I just need to bypass that wall by continuing to build on my professional connections with some important museum professionals armed with the power. >> >> Thanks, >> Ashley Watson >> Exhibits/Collections Intern >> Haggin Museum >> Stockton, CA >> >> To unsubscribe from the MUSEUM-L list, click the following link: >> http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 >> >> >> To unsubscribe from the MUSEUM-L list, click the following link: >> http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 >> >> >> >> To unsubscribe from the MUSEUM-L list, click the following link: >> http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 >> >> >> >> To unsubscribe from the MUSEUM-L list, click the following link: >> http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 >> > > > To unsubscribe from the MUSEUM-L list, click the following link: > http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 > > > > To unsubscribe from the MUSEUM-L list, click the following link: > http://home.ease.lsoft.com/scripts/wa-HOME.exe?SUBED1=MUSEUM-L&A=1 > ========================================================= Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). --Apple-Mail=_65FCFD30-B20F-44A0-BCD8-BD6061373F5A Content-Transfer-Encoding: quoted-printable Content-Type: text/html; charset=iso-8859-1
Elizabeth,

I answered the actual question, from my perception, of what the young woman was asking.

On Aug 21, 2013, at 10:23 AM, Elizabeth Walton <[log in to unmask]> wrote:

Regulations for HR are no different than the policies we create for artifact care (or ethical practices), they are usually tedious and intrusive if you are trying to skirt around the needed precautions and experience of professionals. It may be easier to hire your friend's niece for a job, but how is that fair to the 100 applicants who are better qualified and every bit as easy to work with?

As a professional I have no wish to do the work of HR, I do not want to read resumes or interview people, I have no skills in these areas because it is not what I do. I hope they have no wish or need to try to create storage for valuable artifacts because HR employees have no skill in doing do and it is not what they do.

Dismissing and minimizing the skills of others with thinly veiled political venting helps no one. Hiring is a complex issue of skills AND personality, thus it involves multiple people making decisions for most hires. I have worked places with and without HR departments and I can say, by far, I prefer companies WITH HR.

HR saves the time of skilled employees so they can do their jobs rather than spending 80% of their time with busy work in order to hire an entry level employee. When you are an employee and you need help with a harassing co worker, or health insurance problems, you likely will not be so dismissive of them.

Is it unfair we have to cater our applications to the updated hiring policies of HR departments? Yes, it is fair because everyone has to do it. Why should someone who bothered to learn the system get beaten out by someone who has not taken the time or put forth the effort?

On Wed, Aug 21, 2013 at 12:58 PM, Signa <[log in to unmask]> wrote:

Hi Ashley,

When I write in a venting mode and then hit send (and maybe you were on a smart phone given the text of your message -- and we all know what that sometimes ends up reading like! [who has time to look at what one is writing!]), versus structured and edited writing, I get your paragraph and its poor usage (you appeared to be "speaking" as you typed versus writing).

I THINK YOUR POINT was there are too many layers of bureaucracy and people have become disconnected from certain tasks they used to be an important part of (since they are the ones directly involved in the end); new layers of "professionals" take over -- and I agree.

To me, this is like not performing charity directly and letting our taxes and some government program (and its layers of bureaucrats and paperwork and tax dollar provided funding) do our charity work for us -- but golly, we can still pat ourselves on the back because this program makes us feel good (but not necessarily the intended targeted recipients). We've become disconnected and other professionals self-perpetuatng themselves have stepped in and whole departments in Universities spit out these surficial (often, but not always) layers of mediating people.

I say often but not always, because: in some industries, where they've been regulated to death (for our own good, you know, and in a few cases, yes), there are too many regs to know about and comply with, and one's time would be consumed learning and dealing with those; thus, one would never be able to do one's job ever again. In these cases, professionals have sprung up to deal with those regs (and the business person pays them [more added costs, not all recoverable in raising prices]; and we all pay the bureaucrats in the government entity from where those regs are administered, i.e., our taxes just went up to fund another government program that was put in place for our own good). So, hiring now entails more than just hiring an employee, for there are so many regulations, it has become too complicated, would consume our real "job" time, so now professional "experts" must intervene and take over. 77,000 pages of tax code is one example of needing to hire a professional "expert", an accountant, because of all the regs.

Welcome to the "experts" running your life since they know so much more than you do about what is good for you and everyone else (not talking professionals here, as they are filling a need caused by the other "experts" touting government fix alls for all ills, even where case basis is best versus class). So much for @ 6 million years of hominine evolution and successful reproductive strategies.

That said, the advice before is very good to get you in the door; that really must be followed.

Signa

Signa Pendegraft, MA, RPA
970 Icehouse Ave
Sparks, NV 89431

On Aug 20, 2013, at 6:25 PM, Jim Lyons <38lyons38@GMAIL.COM> wrote:

Ashley, I'm going to point out two things in your question:

1) In my opinion, your message is much too long for one paragraph. I have a short attention span, and I had a hard time following your thoughts. I would have had a far easier time if it had been broken down into two or three shorter paragraphs. (You're not alone. Half a dozen answers above are even longer. About half of those I just skipped.)

2) It's very important that your letters and resume are crystal clear and carefully proofed. They are the prospective employer's first (and maybe only) impression of you. I refer specifically to this sentence: "I think that department of human resources is what it really hurt many of the qualified applicants like us here." I know what you're saying, but I had a hard time getting there.

I hope this helps you (and others with looonnng paragraphs). I wish you well.

-Jim

On Tue, Aug 20, 2013 at 2:26 PM, Gayle <[log in to unmask]> wrote:

I wrote a blog a year ago covering much this same language as well as a trick for resume assembly. The blog includes where to look, how to read a job add, the resume, and the cover letter. I am including the links here for ready reference. The article was initially skewed toward a SoCal audience as it relates to links, but everything else is generic.

The Intro:
http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--job-seekers-watch-this-space

Where to Search:
http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--lesson-1-where-to-search-for-a-job

How to Read a Job Ad:
http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--lesson-2-how-to-read-a-job-ad-blog

Resume:
http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--lesson-3a-resumes-and-cover-letters-blog

Cover Letters:
http://monrovia.patch.com/groups/gayle-m-montgomerys-blog/p/bp--lesson-3b-cover-letters-blog

I had intended to cover many more topics, but the environment in the resident site became far too contentious during the election, and I opted to pull away.

Hope this helps.

From: James Tichgelaar <[log in to unmask]>
To: [log in to unmask]
Sent: Tuesday, August 20, 2013 10:49 AM

Subject: Re: [MUSEUM-L] Department of Human Resources

When the HR department is screening applications, they will usually rank applications according to how closely they match the job description given in the job announcement (if a large organization, be sure to check their web page to see if there is a longer announcement than the job ad that was posted or printed). The trick is to specifically address the key language of the job ad, and whenever possible use the exact term (HR people may not know all of the synonyms for your skills and knowledge). The closer you can honestly match yourself to the announcement, the better your odds of getting past that first hurdle.

Often this means reformatting or changing words in your resume to match the specific job. You should tweak your resume to fit the position, emphasizing the skills and duties listed for the position.

On Tue, Aug 20, 2013 at 1:21 PM, Ashley Watson <[log in to unmask]> wrote:

Hello all,
As I am continuing my frustrating job search since I graduated with M.A. in Museum Studies from Syracuse University in May 2012, one interesting detail that have come to my attention in my job search and analyzing why the actual evaluation of the potential applicants is flawed. Not just for the museums, but also for many fields, the department of human resources is the FIRST WALL in your path to a potential call up for an interview for any job you apply for. From my observations, the staff in that department tend to KNOW very little to absolutely NOTHING about any specific museum job and they are armed with the power to screen those?? According to my friends from the old days, they said it used to go straight to the APPROPRIATE person in the department that the job opening was created in, with the HIRING/FIRING power. I think that department of human resources is what it really hurt many of the qualified applicants like us here. Any thoughts on this? No, I am not giving up on my job search, I just need to bypass that wall by continuing to build on my professional connections with some important museum professionals armed with the power.

Thanks,
Ashley Watson
Exhibits/Collections Intern
Haggin Museum
Stockton, CA

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--Apple-Mail=_65FCFD30-B20F-44A0-BCD8-BD6061373F5A-- ========================================================================Date: Wed, 21 Aug 2013 19:59:25 +0000 Reply-To: Museum discussion list <[log in to unmask]> Sender: Museum discussion list <[log in to unmask]> From: Alex Menard <[log in to unmask]> Subject: Conservator Job Opening: Missouri History Museum Content-Type: multipart/alternative; boundary="_000_f03055ebfcb54513a36e04119d51d1c3CO1PR06MB015namprd06pro_" MIME-Version: 1.0 Message-ID: <[log in to unmask]> --_000_f03055ebfcb54513a36e04119d51d1c3CO1PR06MB015namprd06pro_ Content-Type: text/plain; charset="us-ascii" Content-Transfer-Encoding: quoted-printable Job Announcement: Objects Conservator, Missouri History Museum, St. Louis Description: The Objects Conservator is primarily responsible for preserving the institution's collections, including setting guidelines for the care, examination, marking, storage, packing, transport, and treatment of the varied collections of MHM. The incumbent coordinates overall conservation activities and, with the Director, Collections Manager, and Senior Curator, establishes priorities for assessment, treatment, and preservation. Requirements: A candidate with an MA or MS preferred. Minimum of five years' work experience in conservation. Previous supervisory experience desirable. Knowledge and ability to operate and maintain chemical laboratory, laboratory equipment, and supplies typical of a general objects conservation lab. Familiarity with Microsoft Office and collections management database software, especially MIMSY. Knowledge of museum professional standards for handling, preserving, treating, housing, and exhibiting a variety of objects. Understanding of the Code of Ethics and Standards of Practice as specified by the American Institute for Conservation. The Missouri History Museum offers a competitive salary and complete benefits package. Please submit letter of interest and resume to: Missouri History Museum Human Resources PO Box 11940 St. Louis, MO 63112-0040 Resumes may also be forwarded to [log in to unmask] An Equal Opportunity Employer Alexandra Menard Collections Management Assistant Missouri History Museum 225 South Skinker Boulevard [log in to unmask] | mohistory.org ========================================================= Important Subscriber Information: The Museum-L FAQ file is located at http://www.finalchapter.com/museum-l-faq/ . You may obtain detailed information about the listserv commands by sending a one line e-mail message to [log in to unmask] . The body of the message should read "help" (without the quotes). If you decide to leave Museum-L, please send a one line e-mail message to [log in to unmask] . The body of the message should read "Signoff Museum-L" (without the quotes). --_000_f03055ebfcb54513a36e04119d51d1c3CO1PR06MB015namprd06pro_ Content-Type: text/html; charset="us-ascii" Content-Transfer-Encoding: quoted-printable

Job Announcement: Objects Conservator, Missouri History Museum, St. Louis

Description:

The Objects Conservator is primarily responsible for preserving the institution’s collections, including setting guidelines for the care, examination, marking, storage, packing, transport, and treatment of the varied collections of MHM. The incumbent coordinates overall conservation activities and, with the Director, Collections Manager, and Senior Curator, establishes priorities for assessment, treatment, and preservation.

Requirements:

A candidate with an MA or MS preferred. Minimum of five years’ work experience in conservation. Previous supervisory experience desirable. Knowledge and ability to operate and maintain chemical laboratory, laboratory equipment, and supplies typical of a general objects conservation lab. Familiarity with Microsoft Office and collections management database software, especially MIMSY. Knowledge of museum professional standards for handling, preserving, treating, housing, and exhibiting a variety of objects. Understanding of the Code of Ethics and Standards of Practice as specified by the American Institute for Conservation.

The Missouri History Museum offers a competitive salary and complete benefits package. Please submit letter of interest and resume to:

Missouri History Museum

                                    Human Resources

                                    PO Box 11940

                                    St. Louis, MO 63112-0040

Resumes may also be forwarded to [log in to unmask]

An Equal Opportunity Employer

Alexandra Menard

Collections Management Assistant

Missouri History Museum

225 South Skinker Boulevard

amenard@mohistory.org | mohistory.org

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--_000_f03055ebfcb54513a36e04119d51d1c3CO1PR06MB015namprd06pro_-- ========================================================================Date: Thu, 22 Aug 2013 08:43:14 +1200 Reply-To: Museum discussion list <[log in to unmask]> Sender: Museum discussion list <[log in to unmask]> From: Roger <[log in to unmask]> Subject: THIS WEEK - So Bad It Was Brilliant * Ancient Order Up! * Vivien Leigh To V&A * Olinguito Aha * Ikea Evicts Mobile Museum * Sophisticated Neandertals * Open Source Exhibit Design Comments: To: [log in to unmask] MIME-Version: 1.0 Content-Type: text/plain; format=flowed; charset="iso-8859-1"; reply-type=original Content-Transfer-Encoding: 8bit Message-ID: <68E36830CF1B420898615D815C32BCEB@DF3YZY1S> Welcome back to GLOBAL MUSEUM, your award-winning & free online compendium,read weekly by 8,000 readers in more than 201 countries. *** "I love reading Global Museum. I look forward to the articles every week. 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