Open Forum

Dear colleagues,

I am deep into research for the 2023 edition of TrendsWatch, AAM's annual forecasting report for the museum sector. Today I am asking your help in finding museums examples related to trends regarding workplace practices.

If your museum is piloting or has implemented any of the practices listed below, and are willing to share your story, would you please respond either in this thread or with a message?

Museums that are:

• Establishing a less than 5 day workweek (32 hours or less) for full time employment. (For example, 80% time at 100% pay)
• Creating remote work opportunities that accommodate workers in multiple states (and managing the attendant legal, financial, logistic issues)
• Removing degree requirements from positions that traditionally required degrees/explicitly valuing life experience.
• Automating tasks in ways that effect staffing, for example:
  • Creating ways for front-line staff to engage with visitors remotely
  • Automation of visitor services tasks such as ticketing, wayfinding, formerly performed by staff
• Creating support mechanisms for employees and volunteers experiencing long COVID
• Ending or significantly downsizing volunteer programs, and either cutting the corresponding programs and services, or transferring responsibilities to paid staff.
• Making significant changes in policies, compensation, benefits, or recruitment strategies to improve ability to recruit staff, in response to the tight labor market
• Actively collaborating with local government/economic development groups to help the city adapt to shifting workforce demographics, hollowing out of urban core, attract remote workers looking to relocate.

Dear colleagues,

I am deep into research for the 2023 edition of TrendsWatch, AAM's annual forecasting report for the museum sector. Today I am asking your help in finding museums examples related to trends regarding workplace practices.

If your museum is piloting or has implemented any of the practices listed below, and are willing to share your story, would you please respond either in this thread or with a message?

Museums that are:

• Establishing a less than 5 day workweek (32 hours or less) for full time employment. (For example, 80% time at 100% pay)
• Creating remote work opportunities that accommodate workers in multiple states (and managing the attendant legal, financial, logistic issues)
• Removing degree requirements from positions that traditionally required degrees/explicitly valuing life experience.
• Automating tasks in ways that effect staffing, for example:
  • Creating ways for front-line staff to engage with visitors remotely
  • Automation of visitor services tasks such as ticketing, wayfinding, formerly performed by staff
• Creating support mechanisms for employees and volunteers experiencing long COVID
• Ending or significantly downsizing volunteer programs, and either cutting the corresponding programs and services, or transferring responsibilities to paid staff.
• Making significant changes in policies, compensation, benefits, or recruitment strategies to improve ability to recruit staff, in response to the tight labor market
• Actively collaborating with local government/economic development groups to help the city adapt to shifting workforce demographics, hollowing out of urban core, attract remote workers looking to relocate.

Dear colleagues,

I am deep into research for the 2023 edition of TrendsWatch, AAM's annual forecasting report for the museum sector. Today I am asking your help in finding museums examples related to trends regarding workplace practices.

If your museum is piloting or has implemented any of the practices listed below, and are willing to share your story, would you please respond either in this thread or with a message?

Museums that are:

• Establishing a less than 5 day workweek (32 hours or less) for full time employment. (For example, 80% time at 100% pay)
• Creating remote work opportunities that accommodate workers in multiple states (and managing the attendant legal, financial, logistic issues)
• Removing degree requirements from positions that traditionally required degrees/explicitly valuing life experience.
• Automating tasks in ways that effect staffing, for example:
  • Creating ways for front-line staff to engage with visitors remotely
  • Automation of visitor services tasks such as ticketing, wayfinding, formerly performed by staff
• Creating support mechanisms for employees and volunteers experiencing long COVID
• Ending or significantly downsizing volunteer programs, and either cutting the corresponding programs and services, or transferring responsibilities to paid staff.
• Making significant changes in policies, compensation, benefits, or recruitment strategies to improve ability to recruit staff, in response to the tight labor market
• Actively collaborating with local government/economic development groups to help the city adapt to shifting workforce demographics, hollowing out of urban core, attract remote workers looking to relocate.

Dear colleagues,

I am deep into research for the 2023 edition of TrendsWatch, AAM's annual forecasting report for the museum sector. Today I am asking your help in finding museums examples related to trends regarding workplace practices.

If your museum is piloting or has implemented any of the practices listed below, and are willing to share your story, would you please respond either in this thread or with a message?

Museums that are:

• Establishing a less than 5 day workweek (32 hours or less) for full time employment. (For example, 80% time at 100% pay)
• Creating remote work opportunities that accommodate workers in multiple states (and managing the attendant legal, financial, logistic issues)
• Removing degree requirements from positions that traditionally required degrees/explicitly valuing life experience.
• Automating tasks in ways that effect staffing, for example:
  • Creating ways for front-line staff to engage with visitors remotely
  • Automation of visitor services tasks such as ticketing, wayfinding, formerly performed by staff
• Creating support mechanisms for employees and volunteers experiencing long COVID
• Ending or significantly downsizing volunteer programs, and either cutting the corresponding programs and services, or transferring responsibilities to paid staff.
• Making significant changes in policies, compensation, benefits, or recruitment strategies to improve ability to recruit staff, in response to the tight labor market
• Actively collaborating with local government/economic development groups to help the city adapt to shifting workforce demographics, hollowing out of urban core, attract remote workers looking to relocate.

Dear colleagues,

I am deep into research for the 2023 edition of TrendsWatch, AAM's annual forecasting report for the museum sector. Today I am asking your help in finding museums examples related to trends regarding workplace practices.

If your museum is piloting or has implemented any of the practices listed below, and are willing to share your story, would you please respond either in this thread or with a message?

Museums that are:

• Establishing a less than 5 day workweek (32 hours or less) for full time employment. (For example, 80% time at 100% pay)
• Creating remote work opportunities that accommodate workers in multiple states (and managing the attendant legal, financial, logistic issues)
• Removing degree requirements from positions that traditionally required degrees/explicitly valuing life experience.
• Automating tasks in ways that effect staffing, for example:
  • Creating ways for front-line staff to engage with visitors remotely
  • Automation of visitor services tasks such as ticketing, wayfinding, formerly performed by staff
• Creating support mechanisms for employees and volunteers experiencing long COVID
• Ending or significantly downsizing volunteer programs, and either cutting the corresponding programs and services, or transferring responsibilities to paid staff.
• Making significant changes in policies, compensation, benefits, or recruitment strategies to improve ability to recruit staff, in response to the tight labor market
• Actively collaborating with local government/economic development groups to help the city adapt to shifting workforce demographics, hollowing out of urban core, attract remote workers looking to relocate.

Dear colleagues,

I am deep into research for the 2023 edition of TrendsWatch, AAM's annual forecasting report for the museum sector. Today I am asking your help in finding museums examples related to trends regarding workplace practices.

If your museum is piloting or has implemented any of the practices listed below, and are willing to share your story, would you please respond either in this thread or with a message?

Museums that are:

• Establishing a less than 5 day workweek (32 hours or less) for full time employment. (For example, 80% time at 100% pay)
• Creating remote work opportunities that accommodate workers in multiple states (and managing the attendant legal, financial, logistic issues)
• Removing degree requirements from positions that traditionally required degrees/explicitly valuing life experience.
• Automating tasks in ways that effect staffing, for example:
  • Creating ways for front-line staff to engage with visitors remotely
  • Automation of visitor services tasks such as ticketing, wayfinding, formerly performed by staff
• Creating support mechanisms for employees and volunteers experiencing long COVID
• Ending or significantly downsizing volunteer programs, and either cutting the corresponding programs and services, or transferring responsibilities to paid staff.
• Making significant changes in policies, compensation, benefits, or recruitment strategies to improve ability to recruit staff, in response to the tight labor market
• Actively collaborating with local government/economic development groups to help the city adapt to shifting workforce demographics, hollowing out of urban core, attract remote workers looking to relocate.