Museum HR: Size Small

1. a philosophy that staff are an investment rather than a cost?

2. a commitment to investing in staff?

3. knowledge about comparable nonprofit salaries, wages and benefits in its community or region?

4. a willingness to apply that knowledge to the museum's staff?

5. a network of philanthropic and corporate donors who could assist in strengthening the museum's human capital? Does your museum have:

6. contextual data that can help board and staff leaders make decisions about staffing levels, salaries, wages, benefits, professional development needs?

7. a staffing plan that specifies what positions, jobs and/or roles will be needed by the organization, usually over the next 12-36 months?

8. attendant financial strategies and plans to support a staffing plan?

9. a commitment to engaging staff about their professional development needs?

10. HR policies and procedures that meet legal standards and best practices?Joan Baldwin