31st August 2008, 07:04 PM
Hey - this is the only real forum in archaeology that is worth a pinch of salt and believe me, there are forums for everything! 
Thanks BAJR. Your ability to maintain the forum and the site from far reaches of Eastern Europe show your dedication to the field!
However, to get back to the original point, I voted for 'clear career progression'. Archeology is a strange career in that from the start after graduating (for the majority*) you are working on temporary contracts and the uncertainty of where to live, whether to 'keep at it' as-it-were, which gradually separates those from which archaeology is a passion - and something they will do for the rest of their lives at all costs - from and those who wanted a challenging career in an amazingly imaginative and varied field to which they would one day excel, but realised it would just take too long, and not provide enough money for a long while. A lot of people I knew from the mid-late 90s lasted about a year before moving onto other things. And other things meant starting from scratch again as if a degree never happened.
I can't help thinking that if only companies took on more responsibility when they employed people. How can we use this person's skills? They did a thesis on Bronze Age settlements? They know flints? They've done a Masters in this? Really? We can use that. It's all about paying attention to the people you employ and looking after them. It was 6 months before I piped up (because I happened to see some poor sap struggling with it) - 'is that AutoCAD? I know how to use that'...they had bought the software illustration package and nobody knew how to use it**.
What I am trying to say is that every manager should see every employee as an asset. If you keep these people (even when they are straight out of University) and see their potential (a lot of which in this profession means having a passion for the job) then you will be rewarded with loyalty, long service and someone who eventually has the skills and experience to move archaeology forward.
Sorry for rambling (and the footnotes)!
If somebody had taken the time and patience with me as I do now with all the archaeologists I work with and come my way, then I think I would have progressed a little further a little quicker. Mr BAJR took some time out for me once, too, for which I will ever be eternally grateful.
Just musing. Don't know what other thoughts people have on the subject.
* Please contradict me if I am wrong, I graduated in 1995...
** Bear with me, I know I'm old!
Thanks BAJR. Your ability to maintain the forum and the site from far reaches of Eastern Europe show your dedication to the field! However, to get back to the original point, I voted for 'clear career progression'. Archeology is a strange career in that from the start after graduating (for the majority*) you are working on temporary contracts and the uncertainty of where to live, whether to 'keep at it' as-it-were, which gradually separates those from which archaeology is a passion - and something they will do for the rest of their lives at all costs - from and those who wanted a challenging career in an amazingly imaginative and varied field to which they would one day excel, but realised it would just take too long, and not provide enough money for a long while. A lot of people I knew from the mid-late 90s lasted about a year before moving onto other things. And other things meant starting from scratch again as if a degree never happened.
I can't help thinking that if only companies took on more responsibility when they employed people. How can we use this person's skills? They did a thesis on Bronze Age settlements? They know flints? They've done a Masters in this? Really? We can use that. It's all about paying attention to the people you employ and looking after them. It was 6 months before I piped up (because I happened to see some poor sap struggling with it) - 'is that AutoCAD? I know how to use that'...they had bought the software illustration package and nobody knew how to use it**.
What I am trying to say is that every manager should see every employee as an asset. If you keep these people (even when they are straight out of University) and see their potential (a lot of which in this profession means having a passion for the job) then you will be rewarded with loyalty, long service and someone who eventually has the skills and experience to move archaeology forward.
Sorry for rambling (and the footnotes)!
If somebody had taken the time and patience with me as I do now with all the archaeologists I work with and come my way, then I think I would have progressed a little further a little quicker. Mr BAJR took some time out for me once, too, for which I will ever be eternally grateful.
Just musing. Don't know what other thoughts people have on the subject.
* Please contradict me if I am wrong, I graduated in 1995...
** Bear with me, I know I'm old!
