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Having left teaching myself to move into heritage (no regrets) I didn’t quite realise the substantial pay gap that would open up between myself and my peers who remained in teaching, who are on pay scale whilst the majority of heritage education seems to be fixed rate (and to make things harder fixed term). I agree there seems to be a lack of equivalency that needs addressing, especially when PGCEs and teaching experience are highly desirables on many job descriptions.

 

From: List for discussion of issues in museum education in the UK. [mailto:[log in to unmask]] On Behalf Of Sebastian Phillips
Sent: 25 October 2017 16:29
To: [log in to unmask]
Subject: Re: Museum educators and their pay

 

For perspective, I'm a fully qualified teacher outside of London, at the top of the Main Pay Scale (so I have no management responsibilities and no additional Teaching and Learning responsibilities (TLRs.) I currently earn around 33K. If I was in central London this would be around 38k. 

 

I would have expected the salary of a museum educator to be parallel with that (especially as I know quite a few people who have left teaching to work as educators in heritage) but the salaries are just not comparable. 

 

I suspect the problem is that there is no shortage of people who are prepared to take lower wages to work in a sector they love. But it does mean your recruitment pool is going to be limited. 

 

 

 


From: List for discussion of issues in museum education in the UK. <[log in to unmask]> on behalf of John <[log in to unmask]>
Sent: 25 October 2017 14:55
To: [log in to unmask]
Subject: Museum educators and their pay

 

Hi Gemmers,

 

Recent ads showing low pay for museum educators has justifiably sparked considerable number of interesting comments, and various suggestions on how to rectify the situation.

 

GEM definitely has a role to play, and I am setting up a working group to (a) survey the pay of museum educators; (b) suggest pay scales for the range of jobs on offer from career entrant to experienced senior manager positions; and (c) how to work with others.  Also, I wonder if GEM should have a code of ethics for its members – that could include something about advertising roles at a reasonable salary, or else!

 

If you have time to devote to being a member of this working group (probably a few hours a week over the next two to three months) then I should be delighted to hear from you!

 

Even a cursory read of the comments must leave us in no doubt that this is a problem that cannot be easily fixed, and will take time to rectify.  GEM’s approach of establishing core competencies for museum educators at three levels, a CPD programme targeted at helping members improve the level of competency, and rolling out professional membership, is a step forward in making the professionalism of museum educators visible to others – particularly employers.

 

GEM will work with other organisations, employers and recruitment agencies to make them aware of what we will recommend.

 

Finally, I hope that we can discuss this issue in a polite, reasonable and professional way and be sensitive to the feelings of others.  I and many others feel that we can sometimes get too “enthusiastic” in our responses, and can give the wrong impression to others in the sector.

 

Kind regards

John

 

Dr John Stevenson

Chair & Chief Executive


GEM, 54 Balmoral Road, Gillingham, Kent, ME7 4PG, UK

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