NETHERLANDS - Discovering the Archaeologists of Europe

Transcription

Discovering the Archaeologists of Europe:
NETHERLANDS
Ireland
United
Kingdom
Netherlands
Belgium
Germany
Czech
Republic
Austria
Slovakia
Hungary
Slovenia
Greece
Cyprus
1000km
VESTIGIA BV,
Archeologie & cultuurhistorie
Project supported by
Discovering the Archaeologists of Europe:
THE NETHERLANDS
Archaeology Labour Market Intelligence Survey: 2007-8
Vestigia report number
V595
ISSN
1573 - 9406
Date:
September 2008
Author:
Karen E. Waugh
Cover design:
Conor McDermott
Nothing out of this work can be copied or published, by printing, photocopying or by any other manner, or be reworked either
completely or partially, without previous written permission from Vestigia BV.
Vestigia BV.
Spoorstraat 5
3811 MN Amersfoort
telefoon 033 277 92 00
fax 033 277 92 01
info@vestigia.nl
Discovering the Archaeologists of Europe: THE NETHERLANDS.
Archeology Labour Market Intelligence Survey: 2007-8.
VESTIGIA BV Archeologie & cultuurhistorie
Vestigia report number: V595, September 2008.
2
List of Contents
List of Contents ................................................................................................................................................................ 3
List of Tables..................................................................................................................................................................... 5
Foreword............................................................................................................................................................................ 7
1
2
Introduction and background to the project ...................................................................................................... 9
1.1
Introduction ........................................................................................................................................................ 9
1.2
Context and background..................................................................................................................................... 9
1.3
Structure of the report.......................................................................................................................................... 9
Professional archaeology in the Netherlands ................................................................................................... 10
2.1
The introduction of professional archaeology in the Netherlands ......................................................................... 10
2.2
Archaeological system pre Valletta Convention.................................................................................................. 10
2.3
The Valletta Convention and the revised Monuments Act................................................................................. 10
2.4
Archaeological system post Valletta Convention ................................................................................................ 11
2.4.1
Regulations within the system ....................................................................................................................... 12
2.4.2
Higher Education ........................................................................................................................................ 12
2.5
2.5.1
The KNA- archaeologist.............................................................................................................................. 13
2.5.2
Professional Register for Archaeologists......................................................................................................... 14
2.5.3
Archaeological policy, advice and consultancy ................................................................................................ 14
2.6
3
4
5
Who is an archaeologist in the Netherlands? ..................................................................................................... 13
Perspectives within the profession ....................................................................................................................... 14
Methodology .......................................................................................................................................................... 16
3.1
Project aims ...................................................................................................................................................... 16
3.2
Survey methodology ........................................................................................................................................... 16
3.3
Mailing list....................................................................................................................................................... 16
3.4
Organisations.................................................................................................................................................... 17
3.5
Distribution of the questionnaires...................................................................................................................... 19
Data collection and analysis................................................................................................................................. 21
4.1
Level of response ............................................................................................................................................... 21
4.2
Questionnaire completion................................................................................................................................... 21
4.3
Data analysis ................................................................................................................................................... 21
Organisations ......................................................................................................................................................... 22
5.1
Organisation basis ............................................................................................................................................ 22
5.2
Organisation role .............................................................................................................................................. 22
5.3
Organisation funding ........................................................................................................................................ 24
5.4
Size of Organisations........................................................................................................................................ 25
3
6
7
8
9
5.5
Geographical location of Organisations.............................................................................................................. 25
5.6
Quality Standards ............................................................................................................................................ 27
5.7
Excavation licence............................................................................................................................................. 27
Archaeologists........................................................................................................................................................ 29
6.1
Estimated size of the archaeological workforce ................................................................................................... 29
6.2
Estimated size of the total workforce ................................................................................................................. 31
6.3
Estimated size of unpaid workforce................................................................................................................... 32
6.4
Growth of the profession over the last 5 years..................................................................................................... 33
6.5
External specialists........................................................................................................................................... 37
6.6
New entrants to the profession: students............................................................................................................. 37
6.7
Gender balance within the profession ................................................................................................................. 38
6.8
Age range within the profession ......................................................................................................................... 40
6.9
Disability status................................................................................................................................................ 41
6.10
Ethnic diversity................................................................................................................................................. 41
6.11
Country of origin............................................................................................................................................... 41
6.12
Qualifications ................................................................................................................................................... 42
6.13
Qualifications for Archaeologists ....................................................................................................................... 42
6.14
Qualifications for support staff .......................................................................................................................... 43
Jobs .......................................................................................................................................................................... 45
7.1
Range of jobs ................................................................................................................................................... 45
7.2
Full-time and Part- time employment ................................................................................................................ 45
7.3
Salaries and earnings ........................................................................................................................................ 45
7.4
Employee rights and benefits ............................................................................................................................. 46
7.5
Job security........................................................................................................................................................ 48
7.6
Trade Unions ................................................................................................................................................... 48
7.7
Vacancies ......................................................................................................................................................... 48
Training................................................................................................................................................................... 50
8.1
Training for young professionals in the Netherlands........................................................................................... 50
8.2
Employer’s commitment to qualifications and training ....................................................................................... 50
8.3
Training concerns (archaeological skills) ............................................................................................................ 51
Bibliography ........................................................................................................................................................... 53
Appendix 1 Professional Register for Archaeologists: criteria and qualifications for actors............................. 55
Appendix 2 Project Questionnaire .............................................................................................................................. 63
Appendix 3 Job Descriptions..................................................................................................................................... 95
4
List of Tables
Table 1
Table 2
Table 3
Table 4
Table 5
Table 6
Table 7
Table 8
Table 9
Table 10
Table 11
Table 12
Table 13
Table 14
Table 15
Table 16
Table 17
Table 18
Table 19
Table 20
Table 21
Table 22
Table 23
Table 24
Table 25
Table 26
Table 27
Table 28
Table 29
Table 30
Table 31
Table 32
Table 33
Table 34
Table 35
Table 36
Table 37
Table 38
Table 39
Table 40
Table 41
Estimated number of organisations
Estimated number of organisations by principal role
Responses on organisation type
Responses on organisation principal role
Number of responses by organisation type and principal role
Income derived from developer-funding (Malta)
Developer-funded income per organisation type
Size of organisations: number of employees
Geographical location of organisation base
Geographical distribution of work
Quality systems within organisations
Quality systems used in archaeology
Organisations with an excavation licence
Estimated archaeological workforce (excluding unpaid staff) by
organisational type and principal role
Number of responses based on organisation type and archaeological
workforce (excluding unpaid staff)
Reported number of archaeologists working in the Netherlands
Number of reported staff per organisation size (excluding unpaid staff)
Reported size of the unpaid workforce
Variation in numbers of archaeological staff by fte’s 2006-7
Past numbers of staff employed in organisations
Past numbers of archaeologists employed in organisations (including selfemployed)
Past paid staff in organisations
Short and long term variation in staff numbers
Reasons for growth or decline in staff numbers
Specialist expertise hired in by organisations
Students studying archaeology in the Netherlands
Numbers of students enrolling for university degrees
Gender balance over the past 5 years
Gender balance in archaeology
Gender of archaeologists by organisation type
Gender by principal role within archaeological companies
Age range by gender
Age range by organisation type
Age range in archaeological companies per principal role
Country of origin of archaeologists working in the Netherlands
Highest level of qualification achieved for the number of archaeologists
reported, including those working in universities
Highest level of qualification achieved for archaeological staff reported,
excluding those working in universities
Country in which archaeologists received their highest qualification
Highest level of qualification achieved for the of support staff reported
Full-time and part-time work
National government salary scale 2007
18
19
22
22
23
24
24
25
26
26
27
27
27
29
30
31
32
33
33
34
34
35
36
36
37
38
38
38
39
39
39
40
40
40
41
42
43
43
44
45
46
5
Table 42
Table 43
Table 44
Table 45
Table 46
Table 47
Table 48
Table 49
Table 50
Employees rights and benefits
Extra employees benefits
Reported number of staff per contract type
Is it easy to find qualified personnel?
Commitment to qualifications and training
Skills gaps and shortfalls in training, knowledge and experience in junior
staff and existing staff
Training given, or to be given, to staff
Skills gaps and shortfalls in training, knowledge and experience in existing
staff
Provision of extra training
46
47
48
48
50
51
51
52
52
6
Foreword
The project Discovering the Archaeologists of Europe has been part-funded by the European Commission
through the Leonardo da Vinci II fund. The Leonardo da Vinci programme is part of the European
Commission’s Lifelong Learning Programme.
In addition to twelve national reports on archaeological employment in each of the participating countries
in the Discovering the Archaeologists of Europe project (of which this is one), these results also contribute to a
transnational summary and overview of that project. 1
Data collection, analysis and publication of the project was carried out, and part-funded, by Vestigia
BV, Archeologie & cultuurhistorie between 2006-8.2
Generous support has been provided by Erfgoed Nederland3 for distributing the original questionnaire
and collating the responses and from The National Service for Archaeology, Cultural Landscape and
Built Heritage (RACM)4 who have agreed to publish a Dutch version of the final report.
Vestigia BV further wishes to thank all the organisations who have invested much time and effort in
completing and returning the questionnaire. This has led to the collection of valuable data on the
current state of the archaeological labour market in the Netherlands.
The number of organisations from which data has been included in the survey results represents 30%
of the target group of organisations and provides some data on 66% of the total estimated
archaeological workforce (see Chapter 3). Not all data responses were completely filled in, and for
some questions this has meant that results could only be presented in global terms. For the majority of
questions the data could, however, be used to recognise general trends within the profession. One
recommendation would certainly be to repeat this survey over five years to ensure the data keeps up to
date and also to encourage a greater participation of the field by data collection.
Although this project was funded by the European Commission, this report reflects the views of the
author’s only. The Commission cannot be held responsible for any use which may be made of the
information contained therein.
1 Aitchison, 2008.
2 Vestigia BV is a commercial company based in the Netherlands specialising in archaeological consultancy and project management.
Website: www.vestigia.nl.
3 Erfgoed Nederland (Dutch Heritage) was formed in 2007 out of a clustering of all previous national umbrella organisations for archives, built
monumentsand archaeology. The organisation is committed to strengthening the importance and significance of cultural heritage as a whole
within the public domain (including heritage education) and promoting the subsectors of archaeology, archives, monuments and museums.
Dutch Heritage functions as a platform for other organisations working in the Heritage sector. Website: www.erfgoednederland.nl.
4 Website: www.racm.nl.
7
8
1
1.1
Introduction and background to the project
Introduction
The transnational project Discovering The Archaeologists of Europe , part funded by the European
Commission Leonardo da Vinci programme, was set up to collect comparable data about the
archaeological profession in twelve European countries in 2007-8. Managed from the United
Kingdom by the Institute of Field Archaeologists, European partners in the project are: Austria,
Belgium, Cyprus, the Czech Republic, Germany, Greece, Hungary, the Republic of Ireland, the
Netherlands, Slovakia, Slovenia, the United Kingdom and the European Association of Archaeologists.
The European project was devised on the basis of successful national surveys carried out in previous
years in the Republic of Ireland, but particularly in the United Kingdom,5 where collectively, the
results of two previous surveys (1997-8 and 2002-3) represent time series datasets which allow
econometric trends to be identified within the field of archaeological employment. This is the first time
such a wide-ranging survey has been attempted in the Netherlands.
1.2
Context and background
Discovering the Archaeologists of Europe seeks to improve the understanding of the requirements for, and
capacity to provide, transparent qualifications for archaeologists across Europe. The project objectives
at European and national levels are:
- to identify barriers to entry to the profession of archaeology and to transnational mobility;
- to identify labour market information and trends, including training investment, recruitment and
career progression difficulties;
- to establish the number of archaeologists working in each state to identify training needs and skills
shortages;
- to provide archaeological employers with information to aid business planning and improve
organisational performance.
1.3
Structure of the report
The first two chapters of this report provide an introduction and background to the project. These are
preceded by a short summary of the survey results. Chapters 3 and 4 deal with descriptions of the
methodology, data collection and analysis. The remaining chapters present the results of the 2007-8
survey in relation to organisations, archaeologists, jobs and training respectively. The appendices
contain additional information relevant to the report, including the project questionnaire.
5 Aitchison & Edwards 2008. The UK report has been an important reference in writing this report.
9
2
2.1
Professional archaeology in the Netherlands
The introduction of professional archaeology in the Netherlands
Archaeology as an academic discipline has existed for nearly 200 years in the Netherlands. The
investiture of C.J.C. Reuvens as Professor of Archaeology at the University of Leiden in 1817 was the
first of its kind in Europe. From that moment, as in most Eupean countries, the Netherlands saw a
growing division between academically-trained professional archaeologists and a larger group of
volunteers and enthusiasts, collectively referred to as “amateur archaeologists”. The role of amateur
archaeologists in the development of archaeological research in the Netherlands has been significant.
Until approx. fifteen years ago, the number of professionals was so small that without the input of
amateur archaeologists, much essential information and important finds would have been lost.
Significant changes in the archaeological system in the Netherlands over the last few years have had
far-reaching consequences for the whole archaeological profession. Not only the available research
budget for archaeology, but also the number of parties and personnel working in archaeology has
grown significantly. Through the changes in the archaeological system, the continuing professionalism
of the field, the licensing system and the introduction of legally-binding guidelines and regulations, the
independent operational role of the amateur archaeologist in Dutch archaeology has been reduced
considerably.
2.2
Archaeological system pre Valletta Convention
In 1995 only approximately 125 archaeologists worked in the Netherlands, with an equal number of
support staff employed within the profession as well as a large number of active amateurs.
Archaeological fieldwork (mostly rescue excavations) was carried out by the State Archaeological
Service6, the five small university archaeological departments (also mostly rescue and a small number
of research excavations) the National Museum of Antiquities7 and a small number of town
archaeologists. The vast majority of archaeological research was financed by limited government
budgets. Inadequate limited financial resources and the scarcity of qualified personnel led, perhaps
inevitably, to an enormous backlog in post-excavation and publication of excavated sites. The
preservation of archaeological sites was rarely realised. At this time less than 80 students studied
archaeology. Of these, the majority of graduates did not find employment within Dutch archaeology.
2.3
The Valletta Convention and the revised Monuments Act
At a national level, the legal framework for the protection of archaeological monuments is incorporated
in the legislation of several areas of policy. The most important of these are Culture, Spatial Planning
and the Environment.8 The establishment of a legislative framework for archaeology in the Netherlands
6 Rijksdienst voor het Oudheidkundig Bodemonderzoek (ROB). The organisation for archaeological heritage merged with that for built heritage in
2007 to become Rijksdienst voor Archeologie, Cultuurlandschap en Monumenten (RACM).
7 Rijksmuseum van Oudheden (RMO)
8 Culture: Monuments Act (Monumentenwet/Wet op de Archeologische Monumentenzorg), Spatial Planning: Spatial Planning Act (Wet op de Ruimtelijke
Ordening) and the Environment: Environmental Management Act (Wet Milieubeheer). Combined, this legislation forms the legal basis for policy
decision-making and the management of cultural heritage.
10
is relatively recent, with the passing of the Monuments and Historic Buildings Act (commonly known as
the Monuments Act) in 1961, with a revision in 1988. In relation to archaeology, the Act deals with:
- procedures for designating monuments
- responsibility for archaeological research
- legal situation regarding ownership of finds.
The Act clearly states that the organisation of care and responsibility for monuments is not to be seen
primarily as a central government task, but is the joint responsibility of government and citizen.
After many years of discussion and delay, the long-awaited revisions to the 1988 Monuments Act9 were
agreed by the Dutch Parliament on 1st September 2007 in the form of the Archaeological Management
Act.10 The most important changes to the Monuments Act are those relating to the formal
implementation of the Valletta Convention (commonly known as the Malta Convention), coupled to an
explicit quality control and licensing system. The Act has led to a far-reaching reorganisation of the
archaeological system as a whole. In relation to the planning process in particular, two proposals are of
crucial strategic importance:
- the obligation that local councils adequately assess the impact of proposed local plans on existing
archaeological remains and provide for the necessary mitigation within planning constraints;
- the introduction of the “developer pays” principle, whereby the costs of archaeological mitigation
are financed out the development budget and not from (local) government funds.
2.4
Archaeological system post Valletta Convention
In the Netherlands heritage conservation is seen as a joint responsibility relying op cooperation
between the public sector and private initiatives. Private sector initiative within archaeology is a
relatively new phenomenon and is a direct consequence of the adoption of the Valletta Convention.
The framework of the revised Monuments Act and the associated changes to the archaeological
system, have had important consequences for the redefinition of the government’s role in archaeology.
These changes were increasingly evident in the years leading up to the formal implementation of the
new Act in September 2007. At national level, almost all government departments have some level of
responsibility for heritage management. Legislative developments have led to a situation whereby the
state has delegated more and more of its powers to the provinces and local government and the private
sector has begun to play an increasingly prominent role.
At national, provincial (twelve provinces) and local level (458 councils and municipalities), the
government’s role is now redefined as the formulation and enforcement of regulations and policy in
relation to cultural heritage and its integration within spatial planning. The client, whether within the
public or private sector, is expected to take account of archaeological values, and where necessary
ensure their protection, by all planned subsoil interventions. The new legislation stipulates that
government bodies (central, provincial as well as local) must make archaeology a condition for permits
for developments. The costs of archaeological mitigation are borne by the developer, as is the choice
of contractor.
The result has been that very substantial funding has been made available for archaeology and that a
market for archaeological services has been created in which ‘market principles’ such as tendering and
competition, apply. To this end the client can call on a growing number of archaeological services and
9 Monumentenwet 1988.
10 Wet op de Archeologische Monumentenzorg, WAMz.
11
companies to carry out the necessary project management and research. The vast majority of
archaeological companies working in the Netherlands are members of the Association for Contractors
in Archaeology(VOiA) .11
2.4.1
Regulations within the system
Whilst the new legislation acknowledges that archaeological work is a service, it is also regarded as
research which is of vital importance for the understanding and valuation of the national archaeological
heritage. To this end, market principles operate under strict regulations which include:
- being in possession of an excavation licence, and
- being certified to work according to a legally-binding quality control system.
The Quality Control System, or KNA,12 was initially developed between 2001 and 2003 by the Dutch
archaeological community as a whole and is subject to regular evaluation and revision.13 The system is
based on a definition of the legally-required standard in the archaeological process, instead of the
archaeological product, and is made up of an extensive set op specifications and procedures that apply to
archaeological practices. It does not apply to the research questions that need to be asked of
archaeological research or excavations. Recommendations and guidelines for research frameworks are
set out in a National Research Agenda.14 The KNA also consists of training and experience
qualifications required to carry out certain procedures and functions. The requirements form de facto
the minimum operational standards for the most important procedures within each archaeological
project. At present the following procedures are subject to predetermined quality control procedures:
- archaeological briefs (research designs)
- desk top survey
- field surveys: coring and other invasive methods of archaeological prospection
- trial trenching
- validation and selection of sites and monuments
- excavation
- maritime archaeology
- site reports
- digital documentation of field data and finds reports
Certain public authorities, for instance the RACM, some local councils, a small number of provincial
Support Centres as well as the university departments of archaeology, undertake their own excavations.
These organisations are all in possession of an excavation permit and are obliged to work conform the
KNA. It depends entirely on the location of an excavation, the reason for excavation, the research
objectives and the client as to whether these organisations can carry out the work instead of an
excavation company.
2.4.2
Higher Education
Before the Bologna Accord in 1999, on successful passing a doctoraal exam, usually after four or five
years study15, graduates from Dutch universities were awarded the title of Doctorandus.16 Since 1999,
11 Vereniging oor Ondernemers in Archeologie, VOiA.
12 Kwaliteitsnorm voor Nederlandse Archeologie (KNA ). For an English translation of the Dutch Quality Standard
see:http://www.sikb.nl/upload/documents/archeo/knauk.pdf
13 The current version is 3.1.
14 Nationale Onderzoeksagenda Archeologie (NOaA)
15 Although it was common to take longer
16 From the latin, meaning literally “he who still has to become doctor”. Comparable on an academic level to the current master’s degree.
12
Dutch universities follow the internationally-recognised degree system of batchelor’s degree, master’s
degree, PhD.
Archaeology is taught at five universities in the Netherlands: in Leiden, Amsterdam (two universities),
Groningen and Nijmegen. There is a great variation between the teaching and research emphasis of each
university. This is reflected in the different course structures and graduate degrees on offer and the
regional and thematic research specialisations of the departments. Whilst academic education remains
the primary objective of university departments, until recently the universities also played an important
role in rescue archaeology in the Netherlands. This role has been largely been taken over by the new
archaeological companies. Each university archaeological institute has, however, set up its own
archaeological company that works on a commercial basis. Saxion College of Higher Education is the
first to offer a practical vocational course (batchelor’s degree) for archaeological research assistants (field
technicians).
2.5
Who is an archaeologist in the Netherlands?
The title “archaeologist” is not necessarily restricted to a select group of professionals and academics.
In fact, anyone in the Netherlands can call themselves an archaeologist. This does not, however, mean
that everyone is allowed to carry out all types of archaeological work. On the contrary, since the 1960s,
the right to carry out archaeological excavations has always been regulated by a strict permit, or
licensing system. Until recently licences were limited to academic research institutions, public
authorities and museums. In practice this meant that although research was often led by a universityeducated archaeologist, the majority of the work (especially the field research) was carried out by
technicians, students, volunteers and manual labourers.
2.5.1
The KNA- archaeologist
The introduction of market principles in archaeology since 2001 and the extension of the licensing
system has led to much stricter criteria being applied to individual education and experience
requirements for archaeological research. The licensing system for excavation (and since 2003 for
invasive prospection research methods such as coring) requires that the licence holder works according
to the KNA. The KNA is not only applicable to technical procedures, but also to the actors that carry
out these procedures. Within the system a number of important procedures can only be carried out by
certain actors that have the required combination of qualifications ( a university degree) and
experience. Such procedures include strategic decisions taken in the field, the writing of the site report
and the formulation of advice about the archaeological value of a site.
At this moment the KNA specifies two sorts of actors and the type of archaeological work they can
each carry out:
- the KNA-archaeologist: a university graduate with at least three years work experience within
archaeology;
- the senior archaeologist (with extra responsibilities under the KNA): has a minimum of six years
work experience after graduation and a minimum number of six academic publications.
In addition, the KNA specifies qualification and experience criteria for specialists such as geoarchaeologists, geo-physicists, archaeobotanists and physical anthropologists.
13
2.5.2
Professional Register for Archaeologists
At the start of the development of the Quality Control System it was decided that a registration system
for the profession was an essential prerequisite. The Netherlands Association of Archaeologists
(NVvA)17 was asked by the Ministry of Education, Culture and Science to set up a professional register
of all archaeologists and specialist support staff working in the Netherlands. Registration is dependent
on signing an ethical Code of Conduct and is according to education, training and experience.
Since the launch of the register in 2007, it has become clear that the creation of a definitive register is
not as simple as first envisaged, primarily because of the lack of correspondence with the requirements
for actors in the KNA and the archaeological licensing system. At the moment companies and
organisations applying for an excavation licence are screened separately by the RACM (on behalf of the
Minister) to ensure the adequate number of qualified personnel.
Dutch archaeology 2007-8 has three systems running parallel to each other that judge the level and
suitability of individual professional qualifications: the licensing system for (invasive) archaeological
research carried out by the RACM, the KNA and the professional register set up by the NVvA. The
lack of apparent cohesion and correspondence between the three mean that they all remain under
constant and critical review. An overview of actors as defined in the register, and the required
qualifications and experience is to be found in Appendix 1.
2.5.3
Archaeological policy, advice and consultancy
For carrying out other archaeological activities, some described in the KNA and some not, certification
is not (yet) compulsory. There are no restrictions on archaeological advice and consultancy, and, in
theory, anyone can call him/herself a consultant. Recognised (i.e. voluntarily KNA-certified),
archaeological consultancies are obliged to work according to the KNA with appropriately qualified
archaeologists. This has led to a number of consultancies choosing to apply for certification, in order to
make clear that all aspects of the work they do conforms to the specifications laid out in the KNA.
As yet, there is no quality control regulation or certification applicable to public authorities18 carrying
out their duties in the roles of commissioning authority, supervisor or inspector. This remains a point
of concern within the system.
2.6
Perspectives within the profession
The introduction of the KNA with its criteria for qualifications and experience has led, in a relatively
short period, to great changes in the make up of the archaeological workplace in the Netherlands. The
actual numbers of archaeologists in paid employment has increased significantly over the last decade.
The majority of archaeologists today are employed by commercial companies. As the survey indicates,
the number of paid jobs in archaeology has grown to almost 1000 (6.1-6.2), of which the majority of
archaeological posts are filled by graduates (6.13). Many young archaeologists beginning their careers
now have the opportunity to grow to more senior levels of responsibility. The demand within the
market and the demands for professionalism within the sector have, however, led to a shortage in
17 Nederlandse Vereniging van Archeologen (NVvA). Membership of the NVvA open to any individual who has completed an archaeological
course or equivalent study and has been working in the profession in the broadest sense for at least two years. Members either work in the
Netherlands, or are Dutch nationals working for Dutch Archaeological Institutes abroad. Members are required to sign the Association’s
ethical code. The aim of the Association is to uphold, and where possible improve, professionalism, quality and ethics within the field of
Archaeology.
18 As well as semi-public authorities such as regional Support Centres, Heritage Houses and even regional environment services.
14
suitably qualified staff, particularly at senior level, that meet the requirements of the quality control
system. Although there are indications that the number of students studying archaeology is rising, the
beneficial effects of this will not be evident within the workplace for several years.
Despite the scarcity of personnel, the excavation licensing requirement coupled with the quality
assurance system, represent the biggest deterrents for an influx of foreign companies and
archaeologists into the market.
15
3
3.1
Methodology
Project aims
The principal aim of the project on a national level was to improve understanding of the needs of the
archaeological profession by identifying, collecting, quantifying and disseminating labour market
information for the sector. Objectives were to:
- generate a profile of the workforce
- gather and interpret details on the nature and extent of the archaeological sector, including
accurate employment figures;
- gather and interpret information on professional roles, including potential recruitment and career
progression difficulties;
- identify labour market trends and issues including training investment and supply and other
financial, business and staffing issues;
- gather and interpret information on training needs and skills shortages;
- identify potential barriers to employment;
- feed the collected data into the transnational project Discovering the Archaeologists of Europe, and in so
doing contribute to a wider dataset about the archaeological profession in the project partner
countries;
- inform the archaeological sector of the outcomes of this research.
3.2
Survey methodology
The survey was carried out by means of a postally-distributed questionnaire sent out with a covering
letter and a guidance note. The target population was all organisations employing archaeologists and to
self-employed archaeologists. Individual archaeological employees were not approached. Voluntary
organisations were also excluded. This approach was designed to achieve maximum coverage of the
profession, since a single completed questionnaire could, in the case of larger employers, provide
information about a large number of archaeologists.
The questionnaire was made up of three parts. Part One asked a series of questions about the
organisation as a whole. Part Two comprised questions on the profiles of all archaeological and
support posts within the organisation. A separate copy of Part Two was to be filled in for each
separate post. Part Three of the questionnaire was only applicable to Higher Education establishments
and asked for details about student numbers. A copy of the questionnaire, covering letter and guidance
note can be found in Appendix 2.
3.3
Mailing list
Vestigia’s own in-house address database formed the basis of the mailing list. This was further updated
from other comprehensive (overlapping) data sources, including:
- Links to address lists for organisations, institutions, companies and self-employed as provided on
the website of Erfgoed Nederland and on the internet page dedicated to archaeology;19
- membership list for the Council for Municipal Archaeologists (CGA);20
19 Websites: www.erfgoednederland.nl; archeologie.startpagina.nl.
20 Convent voor gemeentelijke Archeologen (CGA). At the moment 41 local authorities employ their own archaeologist. Some larger municipalities
(historic towns, such as Amsterdam, Rotterdam, The Hague, Groningen, Utrecht, Nijmegen, Deventer) have their own excavation units and
16
-
membership list of the Association for Contractors in Archaeology;21
university departments belonging to Archon, the Research School for Archaeology.22
In relation to local councils, the decision was made to approach only those local councils and regional
services registered by the CGA. Whilst each of the 458 local councils in the Netherlands is
responsible for deploying its own policy with regards to archaeological heritage management, only a
small number of councils actually employ either an in-house archaeologist or an archaeological team.
These councils, 41 in total, are all members of the CGA.
The final mailing list consisted of 223 addresses of organisations, institutions, companies and selfemployed archaeologists known to be working in archaeology. These were either known to employ
practising archaeologists or, where this was not known, were considered potential employers of
archaeologists – this to ensure as complete a coverage of the professional group as possible.
From the outgoing questionnaires A total of 14 were returned from organisations in which no
archaeologist was employed.
3.4
Organisations
The comprehensive coverage provided by the address data sources used for the mailing meant that the
total of 209 (i.e. the original number of mailing addresses excluding the 14 returns from organisations
with no archaeologists) could be used as an accurate estimate for the number of organisations
employing practising archaeologists in the Netherlands.
In the questionnaire, organisations were divided into categories according to the organisation’s basis
and principal role.A predefined list comprised nine different categories or types of organisation:
- national government (or agency)
- provincial government
- local government
- inter-council archaeological service or regional service
- museum
- subsidised trust or non-profit making organisation
- university or institute of higher education
- private sector
- other
Respondents working within the private sector was asked to choose between two different categories:
- commercial archaeological company , and
- self-employed individual
carry out excavations within their municipality. These archaeologists are members of the Council for Municipal Archaeologists (CGA). The
CGA promotes archaeological heritage within local authorities. To this end it concentrates on the role of the local authority within the
archaeological system, the promotion of archaeology as a component of heritage policy and management, and the dissemination of information
for and between members.
21 The Vereniging voor Ondernemers in Archeologie (VOiA) has its own Code of Conduct and is active in promoting well-considered enterprise
within archaeology. The Association protects the interests of archaeological companies in the commercial marketplace. The majority of
commercial archaeological companies working in the Netherlands are members of the VOiA. Website: www.voia.nl.
22 Archon, Interuniversitaire Onderzoekschool Archeologie, Nederland. Website: www.onderzoekinformatie.nl/nl/oi/nod/organisatie/ORG1237955.
17
Organisations were then sub-divided according to their principal role or activity base:
- policy administration/curatorial services (government organisations)
- excavation and prospection
- specialist research services
- heritage advice services, management and consultancy (private sector)
- education and academic research services
- museum, visitor and presentation services
- other
Tables 1 and 2 show the estimated numbers of organisations in the Netherlands derived from the mailing
list and based on organisation basis or type (Table 1) and on principal role (Table 2). The figures in
these two tables are used throughout the survey as the estimated maximum response target.
Table 1 Estimated number of organisations
Organisation
Estimated
number
National government or agency
Provincial government
Subsidised organisations (province-based)
Local government (members of the CGA)
Private Sector
Archaeological companies
Self-employed archaeologissts
Higher Education: University or other Institute of Higher
Education
Museums and visitor services
Others (incl. non-profit organisations)
Total:
36
57
% Total
estimate
5
21
15
41
93
17%
27%
2%
10%
7%
20%
44%
6
3%
18
10
9%
5%
209
100%
A division between principal roles is presented in Table 2. From responses within the private sector it
was clear that a decision as to principal role was, in some cases, difficult to make since the structure of
the organisation was seen to be more broad-based. In the public sector, some local government
organisations still employ an excavation team as well as being responsible for policy administration.
Many companies, and certainly self-employed archaeologists, provide (out of commercial necessity as
well as choice) services across a very broad spectrum of activities: for instance a combination of
excavation and prospection services, heritage advice and management consultancy, as well as
undertaking presentation and communication projects is not uncommon. For the private sector, the
definition used in the analysis has for the most part been based on the categories used within the
directory of members supplied by the VOiA since this has been agreed with the individual members. 23
23 See website: www.voia.nl.
18
National government
(or agency)
Provincial
government
Subsidised
organisations
(province-based)
Local government
5
Estimate
% total
Estimate
% total
Estimate
% total
21
1
14
41
19
Private Sector
Commercial
archaeological
company
Self-employed
archaeologist
Higher Education
8
7
2
29
11
17
68
19
37
% total
33%
9%
18%
32
15%
21
15
41
36
57
10
Estimate
% total
Estimate
% total
Estimate
% total
Estimate
Total
209
100%
18
Estimate
5
Estimate
% total
Estimate
% total
6
Museums and visitor
services
Other
3.5
Other
Museum, visitor &
presentation services
Educational & academic
research
Heritage advice,:
management and
consultancy
Specialist research services
Excavation and
prospection
Policy Administraton/
curatorial
Table 2 Estimated number of organisations by principal role
6
37
10
3%
18%
5%
6
18
10
Distribution of the questionnaires
The questionnaires, accompanied by a covering letter and a guidance note were distributed by post by
Erfgoed Nederland in the second half of December 2007. An electronic pdf version of the questionnaire
was made available for downloading via the Erfgoed Nederland website. A ‘census’ date of 1st December
2007 was used, to ensure that no employees were omitted or counted twice as a result of changing
jobs.The initial deadline for returning the completed questionnaire was 1st February 2008. A general
e-mail reminder was sent out via the Erfgoed Nederland electronic information service on 21st January
2008. A small number of larger organisations requested an extension to the deadline. A repeated
request for information was sent by email to a number of targeted non-respondents at the beginning of
April 2008. The last responses to be included in the survey were received by 15th May 2008.
19
The questionnaires were not sent out to the employment agencies that work within archaeology. This
was in order to prevent an overlap (employees counted twice), since the majority of archaeologists
registered with the agencies are seconded out to other organisations.
20
4
4.1
Data collection and analysis
Level of response
May 2008 a total of 63 questionnaires were returned by post and another 4 responses per eBy
mail. This came to 67 responses representing 30% of all questionnaires sent out. Of these responses,
14 were returned from organisations in which no archaeologist was employed (see 3.3). Included in the
14 were 3 the self-employed who were not archaeologists, but provided support facilities for
archaeology (for example, translation services or material conservation). Another 3 organisations have
active roles within policy administration and curatorship without employing archaeologists.
15th
This left a total of relevant 53 responses, representing ca. 25% of all the questionnaires originally sent
out to relevant organisations, 209 in total.
In order to achieve a more representative picture of the profession as a whole, it was decided to
include data gathered from organisation websites for a further 9 of the previously targeted nonrespondents known not to have replied by 15th May 2008.
4.2
Questionnaire completion
Within the 62 responses, a significant number of respondents did not choose to, or were unable to
provide answers to a number of the questions in Part One of the questionnaire ( this includes the 9
organisations where data is based on website information) . For Part Two of the questionnaire, dealing
with post profiles, only 51 responses were received ( 82% of respondents but only 24% of the total
estimated response) of which the majority were incompletely filled in (including the 9 as for Part One).
4.3
Data analysis
It was decided to include the information from all 62 organisations in the survey, regardless of the level
of data completeness. This data was entered onto a Microsoft Access 2003 database. To aid analysis
the completed database was also converted into tables in Microsoft Office Excel 2003.
From a statistical point of view, the level of non-response and the incomplete responses meant that the
dataset was incomplete. This has had an inevitable (detrimental) effect on the level of analysis and
conclusions possible within the dataset as a whole. The response level as a whole was, however, not
felt to be unacceptably or unexpectedly low, as the responses still provided some very useful data. In
addition, since the questionnaire was aimed at employers rather than individuals, the 30% response
level actually provides the project with data on 66% of the total estimated archaeological workforce
(see 6.1).
For the majority of the questions, the data can certainly be used to recognise general trends within the
profession. Where responses are discussed in this report, the level of completeness in the response
total is clearly indicated. The number of respondents to each question and any comments or remarks
included in the responses are noted either in the text or in the accompanying tables.
21
5
5.1
Organisations
Organisation basis
The questionnaire was sent to all organisations that were believed to employ practising archaeologists,
including all self-employed individuals. In Part One of the questionnaire, respondents were asked to
describe their organisation on the basis of a predefined list (see 3.4). Table 3 shows figures for the
numbers of organisations which responded to the questionnaire.
Private Sector
Table 3 Responses on Organisation type
Organisation
Number of
responses
National government (or agency)
3
5
Subsidised organisations (province4
based)
Local government
9
Commercial archaeological
16
company
Self-employed archaeologist
Higher Education
Other
Total:
5.2
% of all
responses
5%
8%
6%
% estimated
total
(5) 60%
(21) 24%
(15) 27%
15%
26%
(41) 22%
(36) 44%
15
24%
(57) 26%
5
4
1
8%
6%
2%
(6) 83%
(18) 22%
(10) 10%
62
100%
(209) 30%
Organisation role
The questionnaire asked respondents to select a single prinicipal role or service that best described
their organisation (see 3.4). A total of 7 (11%) respondents ticked 2 or more boxes (one self-employed
archaeologist ticked all the boxes). From the written comments next to the boxes on the returned
questionnaire it was clear that a number of other organisations see themselves as having more than one
significant role. Table 4 shows the number of responses based on the principal role of each
organisation.
Table 4 Responses on Organisation principal role
Principal role
Sum of
responses
Policy administration/curatorial
Excavation and prospection
Heritage advice services: management and
consultancy
Educational and academic research
Museum, visitor and presentation services
% of responses
21
10
5
8
34%
16%
8%
13%
% estimated
total
(68) 31%
19 (53%)
37 (16%)
32 (25%)
6
10
10%
16%
6 (100%*)
37 (27%)
22
Other
Total:
2
3%
10 (10%)
62
100%
(209) 30%
Combining the information in Tables 1-4, Table 5 presents the number of responding organisations
described by organisation type and principal role and compares this data to the estimated maximum
response.
Museums and
visitor services
Other
Total
3
5
60%
4
21
19%
3
1
300%
8
41
20%
0
0
0
0
0
0
0
0
0
0
1
0
0
0
0
0
0
0
14
1
0
0
0
1
0
0
0
0
0
0
9
19
47%
0
4
7
57%
3
11
27%
0
0
1
2
50%
5
17
29%
0
0
0
0
2
8
25%
4
29
14%
0
0
0
0
0
5
6
83%
0
0
0
0
0
0
4
18
22%
0
21
10
19
53%
6
37
16%
8
32
25%
6
6
100%*
10
37
27%
3
0
68
31%
0
Total
Other
Museum, visitor &
Private Sector
Commercial
arch.
Company
Selfemployed
archaeologist
Higher Education
research
Subsidised
organisations
(province-based)
Local
government
Responses
Estimated total
% response
Responses
Estimated total
% response
Responses
Estimated total
% response
Responses
Estimated total
% response
Responses
Estimated total
% response
Responses
Estimated total
% response
Responses
Estimated total
% response
Responses
Estimated total
% response
Responses
Estimated total
% response
Responses
Estimated total
% response
Heritage advice,:
management and
consultancy
National
government or
agency
Provincial
government
Excavation and
prospection
curatorial
Table 5 Number of responses by organisation type and principal role
0
0
0
1
10
10%
1
10
10%
Responses
Estimated total
% response
Responses
Estimated total
% response
Responses
Estimated total
% response
Responses
Estimated total
% response
Responses
Estimated total
% response
Responses
Estimated total
% response
Responses
Estimated total
% response
Responses
Estimated total
% response
Responses
Estimated total
% response
Responses
Estimated total
% response
23
3
5
60%
5
21
24%
4
15
27%
9
41
22%
16
36
44%
15
57
26%
5
6
83%
4
18
22%
1
10
10%
62
209
30%
5.3
Organisation funding
The questionnaire asked which percentage of an organisation’s income is generated by work related to
developer-funding. This includes the associated planning process, but excludes local authorities funded
to process planning applications. A total of 42% of organisations relied on more than 75% of their
income being generated by developer-funding (Table 6). Not surprisingly (Table 7), the majority of
organisations relying on developer-funding are in the private sector, although a small number of public
authorities show a significant reliance.
Table 6 Income derived from developer-funding (Malta)
% Developer-funding
Number of
% of organisations
organisations
providing data
0%
23
37%
<10%
4
6%
10-25%
2
3%
25-50%
5
8%
50-75%
2
3%
>75%
26
42%
Total
62
100%
Table 7 Developer-funded income per organisation type
% Developer-funding
Organisation
0% <10%
10-25% 25-50% 50-75% >75%
National government (or
agency)
Subsidised organisations
(province-based)
Local government
Private Sector
Commercial
archaeological
company
Self-employed
archaeologist
Higher Education
Museums and visitor
services
Other
Total
% response
3
5
2
1
2
1
3
1
3
1
1
0
0
14
3
1
1
1
1
8
4
1
2
3%
26
42%
4
1
23
37%
4
6%
2
3%
5
8%
Total
responses
(% response)
3
5%
5
8%
4
6%
9
15%
16
26%
15
24%
5
8%
4
6%
1
2%
62
100%
24
5.4
Size of Organisations
Respondents were asked to fill in the total number of employees (not including unpaid trainees or
volunteers) working within the organisation. Tables 8 summarises the results. It is important to bear in
mind that the total number of employees in larger organisations can distort the picture. There are
several immediate reasons for this:
- some of the responses from provincial and local governments only include the archaeological staff
whilst these clearly work within much larger sectors or departments with colleagues and support
staff from other disciplines;
- some larger organisations work in a much broader field than only archaeology, for instance, the
RACM. In these organisations the total number of staff includes a significant number that do not
work in archaeology.
The survey results suggest that the archaeological profession is predominantly employed within small
organisations. A total of 73% responding organisations have no more than 20 employees and 85% no
more than 30 employees (see also 6.1 and Table 16). A total of 27% are organisations with only 1
employee ( 88% , or 15, of which are self-employed archaeologists) .
Table 8 Size of organisations: number of employees
Total employees
Number of employing
% of organisations providing
organisations
data
1
17
27%
2-5
13
21%
6-10
8
13%
11-20
7
11%
21-30
8
13%
31-50
2
3%
51-100
5
8%
100-150
1
2%
151-210
1
2%
Total
5.5
62
100%
Geographical location of Organisations
Respondents were asked to fill in the geographical location of their location base as well as the
organisation’s geographical area of work.. For many organisations, provincial, local government in
particular, the location of the organisation base and geographical area of work is predictable, i.e. within
the political boundaries of the organisation or the region (although there is some confusion in the
interpretation of the question as depicted in Table 10).
The small size of the Netherlands and the accessibility provided by the road and rail network means
that the location of an organisation (other than local or regional authorities), particularly in the private
sector, has little bearing on the area of work since commuting or travelling for work, is manageable.
Significant regional specialisation (outside local and regional authorities) is not immediately evident
within the survey results.
25
Table 9 Geographical location of organisation base
Organisation
Northern
Western
Netherland Netherlands
s
1
Private sector
National government
(or agency)
Subsidised
organisations
(province-based)
Local government
Commercial
archaeological
company
Self-employed
archaeologist
Higher Education
Museums and visitor
services
Other
Total
% response
Private sector
Middle /
Eastern
Netherland
s
2
1
1
2
1
1
1
1
1
1
2
3
9
2
1
3
2
6
5
1
1
3
2
9
15%
27
44%
Table 10: Geographical distribution of work
Organisation
Whole
Regionallycountry
based
National government
(or agency)
Provincial
government
Subsidised
organisations
Local government
Commercial
archaeological
company
Self-employed
archaeologist
Higher Education
Museums and visitor
services
Other
Total
% response
Southern
Netherlands
No info
provided
3
5
4
4
9
16
2
15
1
1
10
16%
Within
organisation
base
5
4
1
7
11%
9
15%
In other
EU
countries
No info
provided
3
1
62
100%
Total
responses
3
5
5
2
1
1
4
6
15
3
1
9
16
8
3
2
1
3
32
52%
Total
response
2
15
4
1
13
21%
14
23%
5
4
2
3%
1
1
2%
1
62
100%
26
5.6
Quality Standards
As Table 11 shows, more than 70% of respondents employed at least one quality control system within
their organisation.
Table 11 Quality systems within organisations
Do you employ a
Number of
quality system?
organisations
Yes
46
No
16
74%
26%
Total
100%
62
% of all organisations
Two formal quality systems were cited in the questionnaire:
- ISO 9000
- Quality Control System for Dutch Archaeology (KNA)
Whilst only one respondent cited the use of ISO 9000, more than 80% used the KNA.
Respondents were asked if they were members of, and therefore recognised the Codes of Conduct of,
the VOiA (organisational membership) and the NVvA (individual membership). More than one
answer was possible on the questionnaire. The responses are summarised in Table 12.
Table 12 Quality systems used in archaeology
Quality system
Number of
organisations
Only internal quality control systems
Only Professional Codes of Practice
ISO quality system
KNA 3.1 combined with one or both
professional Codes of Practice
No quality system used
Total
5.7
6
2
1
37
% of all
organisations
10%
3%
2%
60%
16
62
26%
100%
Excavation licence
In relation to the KNA, organisations were then asked if they had applied for and been granted an
excavation licence. Responses are shown in Table 13. Universities do have a licence although not all
universities responded to the questionnaire.
Table 13 Organisations with an excavation licence
Organisation
Licence
No licence:
granted
don’t (yet)
meet criteria
National government
(or agency)
Provincial
government
1 (RACM)
No licence:
not relevant
No info
provided
Total
responses
3
4
5
5
27
Private sector
Subsidised
organisations
Local government
Commercial
archaeological
company
Self-employed
archaeologist
Higher Education
Museums and visitor
services
Other
Total
% response
3
10
3
1
4
6
5
1
9
16
15
3
3
14
23%
1
1
2%
15
2
5
3
1
43
69%
4
6%
62
100%
28
6
6.1
Archaeologists
Estimated size of the archaeological workforce
The problem of distortion in the total number of employees per organisation has been discussed above
(5.4).
On the basis of the total number of organisations in the Netherlands (3.4, Tables 1 and 2), the total
number of archaeologists employed in the Netherlands is estimated to be 761. The total reported
number of archaeologists employed within the 62 organisations included in the survey is 499. This
represents 66% of the estimated archaeological workforce. On the basis of reported full-time
equivalents (fte) the total reported number of full time jobs in the Netherlands is 399,93. This data is
presented in Tables 14-16.
Private Sector
Commercial
arch.
company
Selfemployed
archaeologist
Higher Education
Museums and
visitor services
0
0
0
0
0
0
0
2
0
0
0
0
0
0
0
17
1
0
0
5
0
0
0
0
0
0
219
301
73%
0
41
60
68%
3
11
9%
0
0
2
5
40%
5
17
29%
0
0
0
14
35
40%
0
0
0
6
20
30%
4
24
17%
0
0
0
0
3
0
0
91
92
99%
0
Other
0
Heritage advice,:
management and
consultancy
Museum, visitor &
Local government
60
63
95%
13
32
41%
11
3
367%
17
71
24%
0
research
Subsidised
organisations
Reported staff
Estimated total
% of est. workforce
Reported staff
Estimated total
% of est. workforce
Reported staff
Estimated total
% of est. workforce
Reported staff
Estimated total
% of est. workforce
Reported staff
Estimated total
% of est. workforce
Reported staff
Estimated total
% of est. workforce
Reported staff
Estimated total
% of est. workforce
Reported staff
Estimated total
% of est. workforce
Specialist research
services
National
government or
agency
Provincial
government
Excavation and
prospection
curatorial
Table 14 Estimated archaeological workforce (excluding unpaid staff) by organisational type and
principal role
Total
0
0
60
63
95%
15
32
47%
12
20
60%
22
71
31%
268
386
69%
15
52
29%
91
92
99%
14
35
40%
29
Other
Total
Reported staff
Estimated total
% of est. workforce
Reported staff
Estimated total
% of est. workforce
0
0
0
0
0
0
104
169
62%
224
301
74%
10
44
23%
46
88
52%
92
92
100%
21
57
37%
2
10
20%
2
10
20%
2
10
499
761
National government
(or agency)
Provincial
government
Subsidised
organisations
Private Sector
Local government
Commercial
archaeological
company
Self-employed
archaeologist
Higher Education
Museums and visitor
Organisations
% reported nr org.
Archaeologists
% reported nr arch.
Organisations
% reported nr org.
Archaeologists
% reported nr arch.
Organisations
% reported nr org.
Archaeologists
% reported nr arch.
Organisations
% reported nr org.
Archaeologists
% reported nr arch.
Organisations
% reported nr org.
Archaeologists
% reported nr arch.
Organisations
% reported nr org.
Archaeologists
% reported nr arch.
Organisations
% reported nr org.
Archaeologists
% reported nr arch.
Organisations
3
6%
60
12%
4
6%
13
3%
3
5%
11
2%
8
13%
17
4%
3
5%
3
<1%
Total
Other
Museum, visitor &
research
Heritage advice,:
management and
consultancy
Specialist research
services
Excavation and
prospection
curatorial
Table 15 Number of responses based on organisation type and archaeological workforce (excluding
unpaid staff)
3
6%
60
12%
1
2%
2
<1%
5
8%
15
3%
1
2%
1
<1%
1
2%
5
1%
9
15%
219
44%
2
3%
6
1%
4
6%
4
1%
4
6%
41
8%
3
5%
3
1%
4
6%
12
2%
9
15%
22
4%
1
2%
2
<1%
5
8%
5
1%
16
26%
268
54%
15
24%
15
3%
5
8%
91
18%
5
8%
91
18%
4
4
30
services
Other
Total
% reported nr org.
Archaeologists
% reported nr arch.
Organisations
% reported nr org.
Archaeologists
% reported nr arch.
Organisations
% reported nr org.
Archaeologists
% reported nr arch.
6%
6%
14
3%
14
3%
21
10
6
8
6
10
1
2%
2
<1%
1
1
34%
16%
10%
13%
10%
16%
2%
100%
104
224
10
46
92
21
2
499
21%
45%
2%
9%
18%
4%
<1%
100%
2%
2
<1%
62
The analysis of organisation size on the basis of the reported number of archaeologists (Table 16)
shows the predominance of small and medium-sized organisations with no more than 30 employees,
53 organisations representing a large 85% of all responses. Over one quarter of all organisations, 27%,
have only 1 employee ( 88% , or 15, of which are self-employed archaeologists). A similar analysis of
the distribution of archaeologists over these organisations shows 46% working in organisations of no
more than 30 employees. Excluding the self-employed, this represents 43% working in organisations
with 2-30 employees. A significant 32% of all archaeologists recorded in the responses are employed
by only two larger organisations (the survey responses come from one archaeological company and the
RACM).
Table 16 Reported number of archaeologists working in the Netherlands.
Total
Number of
Reported
% of reported
Reported fte’s
employees
employing
number of
number of
for
organisations
archaeologists
archaeologists
archaeologists
1
2-5
6-10
11-20
21-30
31-50
51-100
100-150
151-210
Total
6.2
% of
organisations
providing data
17
13
8
7
8
2
5
1
1
17
31
31
64
88
29
77
107
55
3%
6%
6%
13%
18%
6%
15%
21%
11%
11,25
24,45
23,44
48,53
74,28
22,36
66,31
80,31
49
27%
21%
13%
11%
13%
3%
8%
2%
2%
62
499
100%
399,93
100%
Estimated size of the total workforce
The total workforce is made up not only of archaeologists, but also dedicated support and specialist
staff working in archaeological organisations. The total number of support staff is very difficult to
estimate on the basis of the survey results. Whilst, traditionally, archaeologists in the Netherlands have
always worked with a relatively high number of non-archaeological support staff, the numbers
presented in Table 17 give an inaccurate overestimate of the total number. From the responses it is
31
apparent that the questionnaire was not sufficiently explicit in asking for a distinction between support
staff working exclusively to assist archaeologists, and those employed in other support duties in
organisations with a wider remit than just archaeology. As a consequence, reliable numbers for support
staff in the sector were not obtained. Some of the larger organisations employ only a few
archaeologists and directly associated support staff, whereas other staff in the same organisation have
little or nothing to do with archaeology.
It is possible to examine the ratio of archaeological staff to support staff within the responses from
commercial companies. The 16 responding companies employed 268 archaeologists alongside 58 other
academic staff and 77 other support staff (technical and administrative). This provides a ratio of almost
2:1 in comparing archaeological staff to other staff, or a ratio of over 4 :1 between all academic staff
(archaeological and non-archaeological) and other staff. Extrapolation from such a small subset is
difficult, but a global estimate of the total number of support staff (including other academic staff)
employed as a consequence of archaeological work could be between 250-300.
Total
staff
Table 17 Number of reported staff per organisation size (excluding unpaid staff)
Reported numbers/fte’s of employees per organisation size
Number of
organisations
Archaeologist
Academic
Technical
Admin.
Other
(% total)
Nr. Fte
Nr. Fte
Nr. Fte
Nr. Fte
Nr. Fte
1
2-5
6-10
11-20
21-30
31-50
51-100
100-150
151-210
17 (27%)
13 (21%)
8 (13%)
7 (11%)
8 (13%)
2 (3%)
5 (8%)
1 (2%)
1 (2%)
Total
62
6.3
Total staff
Nr. Fte
17
31
31
64
88
29
77
107
55
11,25
24,45
23,44
48,53
74,28
22,36
66,31
80,31
49
0
3
8
24
27
11
67
10
125
0
2,2
8,15
17,63
20,26
7,9
50,42
8,3
110
0
0
6
8
36
6
12
11
18
0
0
4,97
7,6
32,06
5,2
10,55
2,6
15
0
8
8
20
31
11
82
18
8
0
4,3
6,18
14,34
24,71
8,58
58,41
6,88
2,5
0
3
9
0
24
11
62
0
0
0
3
9
0
20,6
9,9
61,38
0
0
17
45
62
116
206
68
300
146
201
11,25
33,95
51,74
88,1
171,91
53,94
247,07
98,09
176,5
499
399,93
275
224,86
97
77,98
186
125,90
109
103,88
1161
932,55
Estimated size of unpaid workforce
The Netherlands has a long and important tradition of amateur involvement in archaeology. The role
and number of amateur archaeologists was not included in the remit of this survey. The number of
unpaid staff is very difficult to record. The number of volunteers is difficult to estimate for a given
moment considering the fluidity of the workforce from season to season and project to project. Only
13 organisations provided some data on unpaid staff.
In total, 30 work experience placements for students (from universities or colleges) were recorded
with companies and government organisations. A total of 342 volunteers were recorded attached to
local government and museum organisations, with large numbers recorded for individual
organisations. These volunteers are working on excavation and post-excavation projects.
32
Table 18 Reported size of the unpaid workforce
Organisation
Number of responses
National government or
agency
Subsidised organisation
Local government
Commercial
archaeological company
Museum and visitor
services
Total
6.4
Volunteers
1
Work experience
placements
6
1
3
3
1
3
1
1
2
10
41
27
4
17
259
13
30
342
5
Growth of the profession over the last 5 years
Variations in staff numbers 2006-7
Respondents were asked whether the number of staff, to be recorded in fulltime equivalents, had
varied in the course of the previous year 2006-7. Positive responses to the question were received from
21 (45%) of the 47organisations with two or more employees (this excludes the self-employed for
whom the question was not relevant).
Table 19 Variation in numbers of archaeological staff by fte’s 2006-7
Number of staff 2006-7
Staff
Number of Min.
%Min.
Max.
staff by ftes number
Variation
number
2007
2006-7
2006-7
2006-7
Archaeologist
71,32
47,50
-33 %
76,90
permanent contract
61,62
38,3
49,3
temporary contract
9,7
9,2
27,6
Other support staff
237,56
168,52
- 29%
205
permanent contract
221,8
139,30
165,40
temporary contract
15,76
29,22
39,60
% Max.
variation
2006-7
+8%
- 14%
The small size of the sample means that its difficult to draw any reliable conclusions from the data as
presented in Table 20. The data shows, in theory, a 41% increase in the number of archaeologists
employed in organisations over the period 2006-7, but a decrease in the total number of support staff.
In order to identify any trends in the growth of the profession over a longer period, respondents were
asked whether their organisation had grown in the last one, three and five years. As can be seen in
Tables 20 and 21, not all organisations replied to this question. To some extent, the increasing number
of respondents over the last 3 years reflects the number of new organisations starting up in this period.
This is certainly the case for self-employed archaeologists, with an increase of 7-11 reported new
companies coming into existence over the last 3 years. Without reference to the survey data, it is
certainly true that the number of operators in the commercial sector has increased over the last 5-10
33
years. The last 1-2 years has seen a similar growth within the local and provincial government sectors.
The figures reflect a general increase in staff numbers, particularly the number of archaeologists, over
the last 3 years.
Table 20 Past numbers of staff employed in organisations
Number of staff
Organisations
29 (47%)
5 years ago:
2002
No response
33(53%)
3 years ago:
2004
Organisations
No response
Not relevant
32 (52%)
19 (31%)
11 18%)
1 year ago:
2006
Organisations
No response
Not relevant
43 (69%)
15 (24%)
4 (6%)
Total organisation type
62
Total number of staff
(excluding unpaid
staff)
Archaeologists
2002
81 ( 4)*
100 (4)*
262 (11)*
Other staff
2004
5 years ago: 2002 158
3 years ago: 2004 189
1 year ago : 2006 242
Unpaid staff
2006
5 years ago: 2002 19
3 years ago: 2004 8
1 year ago : 2006 15
* number of self-employed archaeologists included
5 years ago: 2002
3 years ago: 2004
1 year ago : 2006
239
289
504
Table 21 shows the above data divided over organisation types
Table 21 Past numbers of archaeologists employed in organisations (including self-employed)
Organisation
Number of Archaeologists
National government or agency
Total
Number of
1
5 years ago: 2002
4
responses:
responses
1
3 years ago: 2004
5
3
1
1 year ago : 2006
5
Total
Number of
5
5 years ago: 2002
7
responses:
responses
5
3 years ago: 2004
11
5
5
1 year ago : 2006
19
Subsidised organisations
Total
Number of
1
5 years ago: 2002
1
responses:
responses
1
3 years ago: 2004
2
4
2
1 year ago : 2006
3
Local government
Total
Number of
5
5 years ago: 2002
8
responses:
responses
7
3 years ago: 2004
12
9
8
1 year ago : 2006
17
Commercial companies
Total
Number of
7
5 years ago: 2002
43
responses: 16 responses
7
3 years ago: 2004
52
11
1 year ago : 2006
191
Self-employed archaeologists
34
4 (27%)
4 (27%)
11 (73%)
5 years ago: 2002
3 years ago: 2004
1 year ago : 2006
4
4
11
Higher Education: no response
Total
Number of
responses:
responses
4
2
2
4
5 years ago: 2002
3 years ago: 2004
1 year ago : 2006
11
11
14
Other
Total
responses:
1
0
1
1
5 years ago: 2002
3 years ago: 2004
1 year ago : 2006
3
3
2
Total number of archaeologists per year
2002
2004
2006
81
100
262
Total
responses: 15
Number of
responses
Number of
responses
443
Analysing the same data from the perspective of the number of archaeologists working in
organisations, it is clear that the majority of organisations have shown a steady growth over the period
2002-5, with a levelling off in 2006-7.
Table 22 Past paid staff in organisations
2002-3
Past paid staff
(archaeologists)
5 years ago
Employed fewer than
18
69%
now – organisation has
grown
Employed same as now – 6
23%
organisation is stable
Employed more than
2
8%
now – organisation has
contracted
Subtotal
26
100%
No data provided
Total number of
organisations
2004-5
3 years ago
18
64%
2006-7
1 year ago
18
43%
7
25%
21
50%
3
10%
3
7%
28
100%
42
100%
36
58%
34
55%
20
32%
62
100%
62
100%
62
100%
Respondents were also asked whether they expected their organisations to grow in the future either in
the short term (in approximately 1 year’s time) or the long term (in approximately 3 year’s time). The
general prognosis, as presented in Table 23, is for either no change or slight growth. In Table 23 the
government organisations have been combined to allow a better comparison between the public and
private sectors. The majority of the recorded self-employed appear to be happy to stay self-employed,
with only one or two thinking of expanding.
35
7
33%
7
44%
1
5%
0
0
12
80%
0
10
67%
0
1
7%
0
0
Museums and
visitor services (4)
Other (1)
1
25%
0
1
25%
0
0
0
0
0
4
27%
1
20%
3
75%
1
100%
0
0
1
7%
1
20%
3
75%
0
24
39%
23
37%
4
6%
2
3%
17
27%
23
37%
Private sector
Total
% response
5
24%
1
6%
5
24%
0
0
0
0
0
0
0
0
0
0
0
0
0
0
1
2%
0
0%
6
10%
0
0
0
4
25%
4
25%
1
7%
4
80%
0
1
7%
4
80%
0
0
1
100%
0
5
8%
10
16%
9
15%
Respondents were asked to state the main reasons for growth in staff numbers in their organisation
over the last few years and the main reasons for a projected growth or decline in the short and long
term future. More than one answer was possible.
Table 24 Reasons for growth or decline in staff numbers
Past
Reasons for growth/decline
performance
(31, incl.
multiple
responses)
Widening/reduction of activities (government
16
organisations)
Growth/decline in subsidies
4
Growth/decline in student numbers (Higher
1
Education)
New possibilities (for example co-operation)
3
Reorganisation/cut-backs
5
Growth/decline in number of contracts
11
(Private Sector)
Introduction of the Treaty of Valletta/ New
19
Archaeological Monuments Law
Introduction of commercial archaeology
9
Future
performance
(39, incl. multiple
responses)
17
8
1
13
8
19
15
7
A total of 15 respondents reported a recent change in the activity base of their company. Almost all of
these state a change in emphasis towards more advisory and policy-making activities.
Long
7
33%
5
31%
No response
Short
1
5%
1
6%
Long
1
5%
2
12%
Slight decline
Short
8
38%
4
25%
Short
7
33%
4
25%
Short
Government
organisations (21)
Commercial
archaeological
company (16)
Self-employed
archaeologist (15)
Higher Education (5)
Short
Short
Long
Marked
decline
Long
Long
Long
Table 23 Short and long term variation in staff numbers
No
Marked
Slight
Organisation
change
growth
growth
(nr of responses)
36
An overwhelming 46 respondents (74% of all respondents) said that they were optimistic about the
state of the employment market for archaeologists in the Netherlands.
6.5
External specialists
Whilst the responses stated that it is not always easy to find qualified personnel (see 7.7 ) It is
frequently the case that a conscious decision is made by an organisation to hire in external expertise for
a specified period or project rather than employ a new member of staff. The questionnaire asked if
organisations had hired in external specialists or advisers over the last year and if so, in what area of
expertise. Multiple answers were possible. From the responses 18 organisations had not hired in
external specialists (29%) and a further 10 did not respond to the question (16%). 34 organisations
(55%) had hired in specialists. These included more than one-third of all responding self-employed
archaeologists. Of these 18 had hired in expertise in two or more areas.
Table 25 Specialist expertise hired in by organisations
Non-archaeological skills
Responses
Archaeological skills
Information technology
15 Cultural historical advice
GIS
5 Historical source research
experience
Management and leadership
10 Knowledge of material
techniques
culture(finds)
Meeting and negotiation skills
2 Prospection techniques
Language and writing skills
1 Excavation techniques
Planning legislation
3 Dating techniques
Legal and financial advice
3 Conservation techniques
Customer care
1 Archaeological illustration
Exhibition construction
1
Desk-top publishing and design
2
6.6
Responses
3
4
9
4
3
7
9
1
New entrants to the profession: students
The reported data shows that the vast majority of archaeologists are graduates and that most new
entrants are coming in to the profession after graduation from a Dutch university.
Questionnaires were sent out to the five Dutch universities where archaeology is taught as an
undergraduate course. One other College of Higher Education provides a BA degree in Field
Archaeology. No responses were received from any of the universities. Only the College of Higher
Education provided any numbers for enrolled BA students Information on the number of students
available from other sources has therefore been summarised below.24
Table 27 shows the trend of an increasing number of student enrolling for an archaeology degree each
academic year. Over the last decade (1996-2006) the number of first-year students starting an
archaeology degree has doubled. Similar numbers are not available for postgraduate students.
24 Information was found on university websites. See also, KNAW, 2007.
37
Table 26 Students studying archaeology in the Netherlands
Degree
University/College
Undergraduate
Students
2006/7
Archaeology BA/MA
University
350
Archaeology BA/MA
Groningen
90
Archaeology BA/MA
Amsterdam UvA
100
Archaeology BA/MA
Amsterdam VU
95
Classical and Provincial Nijmegen
0
Roman Archaeology
BA/MA
Field Archaeology BA
Saxion College of
7
Higher Education
Total
Post-Graduate
Students
2007
35
10
15
11
1?
642
Table 27 Numbers of students enrolling for university degrees25
Year
1994 1995 1996 1997 1998 1999 2000 2001
Enrolling 68
81
90
73
114
109
130
167
students
per year
2002
159
2003
169
Total
385
100
215
106
1?
0
7
72
circa 814
2004
186
2005
154
2006
182
On average, 35% of all first-year students go on to finish their degree within 6 years (previously
doctoraal exam, now master’s degree). This would mean just under 60 students graduating in 2007.
Following the trend of increasing student numbers, this number will probably rise to between 65-70
over the next 2-5 years.
6.7
Gender balance within the profession
When asked to report on the variations in staff numbers in the profession over the last 5 years, the
questionnaire was structured so that the answer reflected the numbers of male and female employees
one, three and five years ago (see 6.4, Tables 20 and 21). As well as enabling an analysis of growth
patterns in the profession, the data therefore also gives some useful information over the gender
balance within the profession in this period.
Table 28 Gender balance over the past 5 years
Number of Archaeologists
Gender 5 years ago
3 years ago
1 year ago
Total
Responses: 29
Responses: 32
Responses: 43
53 (65%)
61 (61%)
146 (56%) 260 (59%)
Male
28 (35%)
39 (39%)
116 (44%) 183 (41%)
Female
81
100
262
443
25 Source of information: KNAW, 2007, Table 5 p.54.
38
The primary data for gender was collected via Part Two of the questionnaire (see discussion under
Methodology and Jobs 7.1). Only 52 responses were received. These contained information from 129
different archaeological jobs. The total number of archaeologists recorded within Part Two of the
questionnaire is only 348. This represents only 70% of the number of archaeologists reported in Part One
of the questionnaire (499) and 46% of the estimated number of archaeologists working in the Netherlands
(761, see 6.1).
Table 29 Gender balance in archaeology
Archaeologists
Female
Male
130
218
Total
348
37%
63%
100%
NL working population
(million)
4.3
45%
5.1
54%
9.46
100%
Tables 30 shows the gender balance by organisation basis. The largest group of archaeologists reported
are employed by archaeological companies.
Private Sector
Table 30 Gender of archaeologists by organisation type
Female
Male
National government or 2
40%
3
agency
8
44%
10
Subsidised organisations 3
43%
4
Local government
11
48%
12
Archaeological
65
43%
86
companies
Self-employed
archaeologists
60%
Total
5
100%
56%
57%
52%
57%
18
7
23
151
100%
100%
100%
100%
4
31%
9
69%
13
100%
Higher Education
Museums and visitor
services
32
5
27%
38%
86
8
73%
61%
118
13
100%
100%
Total
130
37%
218
63%
348
100%
A breakdown of the archaeologists within companies on the basis of principal roles is summarised in
Table 31.
Table 31 Gender by principal role within archaeological companies
Female
Male
Excavation and
31
36%
54
63%
prospection
Specialist research
11
73%
4
27%
services
Heritage advice services: 21
43%
28
57%
management and
consultancy
Museum, visitor and
2
100%
0
0%
Total
85
100%
15
100%
49
100%
2
100%
39
Total
6.8
65
43%
86
57%
151
100%
Age range within the profession
As for gender, the primary data for age range within the profession was collected via Part Two of the
questionnaire.
Table 32 Age range by gender
Female
Onbekend
24
<19
0
<29
10
<39
56
<49
22
<59
16
<60
2
Total
130
30%
51%
24%
30%
18%
Male
26
0
23
54
69
37
9
33%
218
48%
Private Sector
Table 33 Age range by organisation type
Onbekend <19
National government or 0
0
agency
0
0
Subsidised organisations 0
0
Local government
0
0
Archaeological
18
0
companies
Self-employed
archaeologists
Higher Education
Museums and visitor
services
Total
70%
49%
76%
70%
83%
Total
50
0
33
110
91
53
11
100%
100%
100%
100%
100%
100%
100%
55%
348
100%
52%
<29
0
<39
0
<49
5
<59
0
<60
0
Total
5
6
1
1
20
5
4
12
66
2
0
8
38
4
1
2
7
1
1
0
2
18
7
23
151
0
0
1
5
3
3
1
13
32
0
0
0
4
0
16
2
29
6
32
4
5
1
118
13
50
0
33
110
91
53
11
348
<59
2
<60
0
Total
85
1
2
15
Table 34 Age range in archaeological companies per principal role
Onbekend <19
<29
<39
<49
Excavation and
18
0
11
38
16
prospection
Specialist research
0
0
3
2
7
services
40
Heritage advice services:
management and
consultancy
Museum, visitor and
Total
6.9
0
0
6
24
15
4
0
49
0
0
0
2
0
0
0
2
18
0
20
66
38
7
2
151
Disability status
The questionnaire asked respondents to indicate whether any of their employees had a medically
recognised disability. Responses recorded no employees with disabilities.
6.10 Ethnic diversity
No ethnic diversity was recorded in the reported number of archaeologists or staff.
6.11 Country of origin
Respondents to the profile only provided information about 23 archaeologists working in, but not
originally from, the Netherlands. The reported number represents less than 5% of all archaeologists
working in the Netherlands. The actual number of non-nationals working in archaeology is estimated
to be higher.
Table 35 Country of origin of archaeologists working in the Netherlands
Country of origin
Total
% of all reported
archaeologists
The Netherlands
476
95%
Other EU European
16
3%
countries
Non-EU European
countries
Rest of the world
2
<1%
5
1%
Total archaeologists
499
100%
Specific country of
origin
Belgium
England
Germany
Poland
Italy
Austria
N. Ireland
Serbia
Switzerland
Iraq
Korea
Mexico
Peru
Japan
5
4
3
1
1
1
1
1
1
1
1
1
1
1
41
6.12 Qualifications
Part Two of the questionnaire asked about the highest level of qualifications achieved by staff working
in each job, archaeological posts as well as support staff. The respondents were also asked to specify
whether these qualifications were in archaeology or another subject and where these qualifications had
been obtained.
Some information about qualifications was provided by 52 responses (84% of all responses),
accounting for 282 individuals in archaeological posts. This accounts for only 57% of the
archaeologists reported in Part One of the questionnaire (499) and only 37% of the estimated total of
archaeologists in the profession (761, see 6.1).
A total of 80 support staff are entered in the responses to Part Two of the the questionnaire. Of these,
some information about qualifications was provided for only 38 individuals from only 14
organisations..
6.13 Qualifications for Archaeologists
Qualifications were filled in for only a relatively small subset of data. Responses relate to only 282
individuals with archaeological jobs. Table 36 sets out the highest level of qualification achieved. The
huge bias towards archaeologists with a PhD is an incorrect representation of the situation in the
profession as a whole. The bias is due to the fact that information in the table has been included from
all the academic and non-academic staff from four of the five universities (gathered from websites),
whereas 63% of the estimated number of archaeologists (761) are not represented at all.
Table 36 Highest level of qualification achieved for archaeological staff reported, including those
working in universities
Highest Qualification
Archaeology
Other
Total
Doctorate (PhD)
104
37%
18
6%
122
43%
Doctoraal exam
127
45%
14
5%
141
50%
(doctorandus) or
master’s degree (MA)
Batcher’s degree (BA)
2
<1%
0
0%
2
<1%
Further Education
3
1%
7
>2%
10
4%
qualifications (HBO,
MBO)26
Other, unspecified
2
<1%
5
2%
7
2%
Total
238
85%
44
15%
282
Total reported number of archaeologists in Part One of the questionnaire
% of total reported number
499
57%
100%
In an attempt to correct this imbalance, Table 37 shows the highest level of qualification achieved for
all archaeologists, excluding those working in the universities. There are fewer archaeological staff with
PhDs and doctoraal exam or master’s degrees. This overview better reflects the estimated situation
26 MBO, Middelbaar Beroeps Onderwijs:Intermediate Vocational Education. HBO, Hoger Beroeps Onderwijs: Higher Vocational Training.
42
within the non-academic archaeological profession as a whole: 17% PhD’s, 72% doctoraal exam or
master’s degree and 11% other (which includes only 1% with a batchelor’s degree).
Table 37 Highest level of qualification achieved for the number of archaeologists reported, excluding
those working in universities
Highest Qualification
Archaeology
Other
Total
Doctorate (PhD)
28
16%
3
2%
31
17%
Doctoraal exam
114
64%
14
8%
128
72%
(doctorandus) or
Batchelor’s degree (BA)
2
1%
0
0%
2
1%
Further Education
3
2%
7
4%
10
6%
MBO)
Other, unspecified
2
1%
5
3%
7
4%
Total
234
84%
43
17%
178
100%
Table 38 shows in which country archaeologists (including those working in universities) received their
highest qualification. The vast majority, 84%, have received their education in the Netherlands.
Table 38 country in which archaeologists received their highest qualification
Qualification
The
Europe
Other
No
Netherlands
information
Doctorate (PhD)
99
35%
6
2%
2
<1% 15
5%
Doctoraal exam
122
43%
0
2
<1% 17
6%
(doctorandus) or
master’s degree
(MA)
Batchelor’s degree
2
<1%
0
0
0
(BA)
Further Education
9
3%
0
0
1
<1%
MBO)
Other, unspecified
5
2%
1
<1% 0
1
<1%
Total
237
84%
7
2%
4
1%
34
12%
Total
122
141
43%
50%
2
<1%
10
4%
7
2%
282
100%
Unfortunately, because of the lack of information received about salaries (see 7.3) it is not possible to
make any assumptions about the relationship between qualifications and salaries.
6.14 Qualifications for support staff
Tables 39-40 include information for the support staff for whom qualifications are recorded, including
those working in universities.
43
Table 39 Highest level of qualification achieved for the support staff reported
Qualification
Archaeology
Other
Doctorate (PhD)
0
0%
2
5%
Doctoraal exam
7
18%
7
18%
(doctorandus) or
Batchelor’s degree (BA)
1
3%
2
5%
Further Education
0
0%
10
26%
MBO)
Other
9
24%
Total
2
14
5%
37%
3
10
8%
26%
9
24%
78%
38
100%
Total reported number of support staff in Part 1 of the questionnaire
% of total reported number
662
6%
Total
8
21%
30
As with archaeological staff, the vast majority, 97%, of support staff working in archaeology received
their education in the Netherlands. Only 1 qualification was received outside Europe.
44
7
Jobs
7.1
Range of jobs
A list of the archaeological jobs submitted in the responses is to be found in Appendix 3.
7.2
Full-time and Part- time employment
Full-time contracts in the Netherlands range between 36 and 40 hours a week. According to
information from the Central Bureau for Statistics27, the percentage of part-time workers in the
Netherlands, ca. 33%, is the highest in the European Union (an average of 14% in other EU
countries). More than half of the women that work, 58%, work part-time. In Table 17 the data shows
that not all archaeologists have full-time contracts, the total number of reported full-time equivalents
(fte’s) is 399.93, compared to a total number of archaeologists of 499. The survey asked whether
individuals worked full-time or part-time, whereby full-time was stated to be more than 32 hours a
week and part-time less than 32 hours a week. Table 40 summarises the information received for 251
individuals. From the information in the responses, 58% of archaeological staff (124) work full-time
and 42% part-time (124). Of these, 76% of archaeological staff have a permanent contract (162) and
24% a temporary contract (52).
Table 40 Full-time and part-time work
Archaeological
staff
permanent contract
Temporary contract
Other support
staff
permanent contract
Temporary contract
All staff
permanent contract
Temporary contract
Part-time
47
52%*
90
43
48%
8
38%
13
62%
55
50%
56
50%
21
111
Full-time
115
93%
9
7%
13
81%
3
19%
128
91%
12
9%
Total
162
76%
124
16
140
52
24%
21
57%
16
43%
183
73%
68
27%
214
85%
37
15%
251
100%
* percentage given is that of archaeological staff working part-time with a permanent contract, and so on through
the table.
.
7.3
Salaries and earnings
Organisations were asked to state the salaries and earnings per post profile. It was foreseen before the
questionnaire was circulated that asking for information about salaries would be a sensitive issue. To
try and encourage responses, the anonymity of respondents was assured and salaries were asked within
broad ranges. This notwithstanding, information was received for only 27 archaeological posts and a
27 Website: www.cbs.nl.
45
further 6 for support staff posts. The incompleteness of the data subset does not allow for further
useful or reliable analysis.
General information about salaries is available from other sources. National government salary scales28
are a reliable guide to salaries within the archaeological profession, particularly for government
employees (local and regional government salary scales are comparable to national government salary
scales). Large-scale private sector employment is only a relatively recent phenomenon in Dutch
archaeology. Private sector salaries have their origins in public sector pay scales. The small size of the
professional group and the relative fluidity of the market – transitions between public and private
sector employment (and back again) within a career span is fairly frequent, coupled with demand (too
few archaeologists for jobs throughout the profession) means that salaries, depending on experience,
are on average comparable across both sectors. Table 41 shows the salary ranges within the national
government salary scale for 2007.
Table 41 National government salary scale 2007
National government
salary scale 2007
Starting (junior) archaeologist (with a master’s degree)
Experienced (medior) archaeologist
Senior archaeologist/ Projectleader
Managers
8-9
10-11
12-13
14-16+
Gross salary per year
(range)
€
26.304,84 - 40.018,08
27.642,72 - 50.527,32
38.527,44 - 64.052,52
48.444,12 - 84.331,80+
In the Netherlands, the average (mean) gross annual salary in 2007 was € 30.000,- (all employees,
including 8% holiday pay). Intermediair, the largest job vacancy service for higher educated staff in the
Netherlands, categorises archaeologists as “Social Science Researchers”, a subset of “Teaching and
Research Professionals”. The average (mean) gross annual salary for social science researchers in 2007,
with 3 years or more working experience, is € 36.020,00.29
Research undertaken on behalf of the VOiA in 2006, concluded that the average gross annual salary
for self-employed archaeologists in the years 2002, 2003 and 2004 was € 30.000, € 36.000, and
€ 42.000 respectively.30
7.4
Employee rights and benefits
The two tables below summarises employees rights and benefits as reported in the responses from the
62 organisations. For Table 43, multiple answers were possible.
Table 42 Employees rights and benefits
Yes
No
Don’t know
Does your organisation have fixed
salary scales?
66%
34%
-
Not
applicable/no
response
-
28 Bezoldigingsbesluit burgerlijke rijksambtenaren, commonly known as the BBRA scale.
29
Source: Intermediair Salary Compass at www.intermediair.nl.
30 Meeuwsen ten Hoopen, 2006.
46
Are these related to a collective pay 53%*
37%
deals within your organisation
Does your organisation offer
10%
89%
flexible working hours?
Do you have 20 or more days paid
53%
annual leave?
Does your organisation offer a
39%
19%
collective medical insurance?
Paid sick-leave by permanent
53%
3%
contract?
Unpaid sick-leave by permanent
6%
10%
contract?
Paid sick-leave by temporary
43%
5%
contract?
Unpaid sick-leave by temporary
5%
10%
contract?
Accident insurance?
45%
11%
Holiday pay (8% per annum)?
56%
2%
End of year (13 month) premium?
47%
11%
Employer contribution to pension? 29%
26%
Trade Union agreement?
21%
31%
Extra leave (i.e. for sick children)
42%
11%
Paid maternity leave?
50%
5%
Unpaid maternity leave?
7%
8%
Paid breast-feeding leave?
24%
10%
Paid parental leave
31%
19%
(mother/father)?
Unpaid parental leave
14%
5%
(mother/father)?
Possibility for early retirement?
39%
15%
Flexible working arrangements
19%
28%
offered (incl. jobshare)?
* Applies to government organisations and universities
** 6% had more than 30 days annual leave
Table 43 Extra employees benefits
Benefits
Lease car/company car
Mobile telephone
Meals (reimbursement)
Paid extra work (hours)
Reimbursement work travel
Paid congresses
Paid accommodation for congresses
Registration fees paid for professional associations
10%
1%
16%
31%
13%
29%
13%
31%
13%
71%
13%
39%
16%
69%
13%
10%
10%
13%
14%
15%
14%
16%
31%
19%
31%
32%
32%
32%
34%
32%
31%
69%
35%
31%
23%
58%
14%
19%
32%
34%
Yes (as % of total responses)
15%
34%
37%
35%
68%
65%
60%
44%
47
7.5
Job security
From the 62 respondent for Part One of the questionnaire, 12 did not fully complete the question on
number of fulltime equivalents for staff numbers. For these 12, the number was estimated by taking
the average number of fte’s from the 50 completed responses (Table 44 uses the same data as Table
17).
Table 44 Reported number of staff per contract type
Staff
Number Total
Number
of staff
number
of fte’s
of staff
Archaeologist
permanent contract
362
305,8
temporary contract
499
137
94,13
Other Academics
permanent contract
258
214,15
temporary contract
275
17
10,71
Technical staff
Permanent contract
79
68,18
Temporary contract
97
18
9,8
Administrative staff
permanent contract
150
108,76
temporary contract
181
36
17,14
Other staff
permanent contract
91
90,08
temporary contract
109
18
13,8
Total
7.6
Total
number
of fte’s
1161
399,93
% of all
archaeologists
73%
27 %
224,86
77,98
125,90
103,88
932,55
Trade Unions
From the 62 responding organisations, 12% recorded active involvement in trade unions, 27% minimal
to no involvement, 18% didn’t know and for 36% the question was not relevant, or no response was
given.
7.7
Vacancies
The prevailing self-prognosis is of organisations that wish to remain stable or grow slightly over the
next few years (see 6.5). Respondents were then asked if it is easy to find qualified personnel. For the
organisations for which the question was relevant (i.e. not including self-employed archaeologists)
there is a three-way split between those that do find it easy, those that don’t, and those that just about
manage.
Table 45 Is it easy to find qualified personnel?
Numbers of responses
% of responses
Yes
11
18%
No
15
24%
48
It’s ok
Not relevant
No response
Total
17
13
6
27%
21%
10%
62
100%
49
8
8.1
Training
Training for young professionals in the Netherlands
From the 62 responses, 45% of organisations stated that they would employ young professionals (just
graduated). Only 16% of organisations were, however, satisfied with the level of education and training
of these personnel. 26% of organisations stated that they needed to provide, on average, a significant
amount to a lot of training to junior members of staff and 19% stated that there was a need for
additional training as well as that provided in-house.
8.2
Employer’s commitment to qualifications and training
Table 46 Commitment to qualifications and training
Yes
Does your organisation provide external training
relevant to your organisation’s needs for staff under
permanent contract?
Does your organisation provide external training
relevant to your organisation’s needs for staff under
temporary contract?
Doe your organisation provide in-company
training for staff under permanent contract?
Does your organisation provide in-company
training for staff under temporary contract?
Does your organisation provide support for
research and trainings activities for individuals?
Does your organisation operate an in-house
coaching or mentor system for staff?
Does your organisation provide training for
volunteers/unpaid staff?
Does your organisation have a formal training plan?
Does your organisation have an annual training
budget?
If so, do you evaluate the impact of training on
individuals?
Do you evaluate the impact of training on your
organisation?
Does your organisation operate a performance
appraisal scheme?
No
61%
5%
Not applicable/
no response
34%
19%
26%
55
45%
18%
37%
26%
27%
47%
47%
14%
39%
29%
31%
40%
13%
35%
62%
15%
58%
66%
16%
19%
26%
48%
21%
31%
47%
24%
29%
60%
13%
27%
50
8.3
Training concerns (archaeological skills)
Organisations were asked to identify specific areas of concern, where there were specific skills gaps or
shortfalls in the training, knowledge and experience both in junior staff members just joining the
organisation and existing staff . The responses are presented in Table 47.
Table 47 Skills gaps and shortfalls in training, knowledge and experience in junior staff and existing
staff
Responses
Responses
junior existing
junior existing
staff
staff
staff
staff
8
8
2
GIS
7
5
3
experience
8
14
7
techniques
culture(finds)
10
5
1
9
5
3
12
7 Analytical techniques
7
3
Dating techniques
5
3
Conservation techniques
6
4
From the 62 responses, 24% of organisations were prepared to invest in training junior staff in the
areas listed above.
Table 48 Training given, or to be given, to staff
Responses
in the
in the
last 18
next 2
months
years
9
6
GIS
7
8
techniques
8
9
7
10
9
4
6
13
Cultural historical advice
Historical source research
experience
Knowledge of material
culture(finds)
Prospection techniques
Excavation techniques
Analytical techniques
Dating techniques
Responses
in the
in the
last 18
next 2
months
years
4
0
1
0
8
6
0
1
3
0
2
0
3
4
0
2
Other skills gaps were mentioned in the responses:
- Book keeping skills (accountancy)
- experience with the preservation and protection of archaeology
- knowledge and understanding of chemical analysis techniques (constantly changing methodology)
- shortage of qualified senior archaeologists
- understanding of soil science
51
Organisations were asked what areas of training had been offered in the last eighteen months and what
areas of training would be offered over the next two years.
Table 49 Skills gaps and shortfalls in training, knowledge and experience in existing staff
Responses
Responses
GIS
experience
techniques
culture(finds)
7 Analytical techniques
Dating techniques
2
3
7
1
3
3
3
4
Other training given in the last eighteen months:
- training on the KNA and legislation
- soil science
- communication skills
- customer satisfaction training
- didactic training
- first aid
Other training planned for the next two years:
- soil science
- design (desktop publishing)
- physical protection of sites
- courses in education and heritage management
Organisations were asked who they thought should be providing extra training.
Table 50 Provision of extra training
Organisation
Own organisation
Universities
Other Colleges of Higher Education
Provincial services or museums
Private organisations, branch organisations or
companies
Specialised training institutions
Response
15
16
8
3
15
13
52
9
Bibliography
A small number of publications are referred to in the report (see below). Other useful information can be
found on the relevant websites cited throughout the text and in the footnotes.
Aitchison, K., 2008: Discovering the Archaeologists of Europe: Transnational Report
(online at http://www.discovering-archaeologists.eu)
Aitchison, K. and Edwards, R., 2008: Archaeology Labour Market Intelligence: Profiling the Profession
2007-8. Publication Draft, June 2008..
Verkenningen Koninklijke Nederlandse Akademie van Wetenschappen, 2007: De toren van Pisa rechtgezet.
Over de toekomst van de Nederlandse archeologie.
Meeuwsen ten Hoopen (Registeraccountants), 2006: Rapport inzake branche-onderzoek, VOiA.
53
54
Appendix 1
Professional Register for Archaeologists: criteria and qualifications for actors
Distributed by Nederlandse Vereiniging van Archeologen (NVvA) 2007-8.
(English translation from Dutch: K.E. Waugh, Vestigia BV, Archeologie & cultuurhistorie)
55
56
Actor
Knowledge/Education
Work Experience
Ethical
Code
Register
prospector
Completed university
education in
Archaeology or Earth
Sciences. Doctoraal exam
or master’s degree.
▪ Knowledge of the
relevant parts of the
BRL and KNA
protocols.
▪ Knowledge of
archaeology, geology and
soil science
education in Archaeology
or Earth Sciences.
Doctoraal exam or
master’s degree.
relevant parts of the BRL
and KNA protocols.
▪ Knowledge of
archaeology, geology and
soil science
education in
Archaeology. Doctoraal
exam or master’s degree.
and KNA protocols.
3 years work experience
with IVO-ND
▪ in North-west Europe
Yes
with IVO-ND
▪ in North-west Europe*
▪ of which 3 years as
prospector
Yes
▪ Completed
application form
▪ Copy degree
diploma
▪ Detailed CV
▪ Two references
▪ Motivation
▪ Publications list
▪ Signed copy of
the ethical code
3 years excavation
experience
▪ in North-west Europe*
Yes
6 years excavation
experience in North-west
Europe*
▪ Of which 3 years as
archaeologist in a
management/projectleader
▪ Of which 2 years field
experience
(80 weeks)
▪ 6 publications
Yes
▪ Completed
application form
▪ Copy degree
diploma
▪ Detailed CV
▪ The names of
two referees
▪ Signed copy of
the ethical code
▪ Completed
application form
▪ Copy degree
diploma
▪ Detailed CV
▪ Two references
▪ 6 publications
▪ Motivation
▪ Signed copy of
the ethical code
Register senior
prospector
Register KNA
archaeologist
Register senior
KNA
archaeologist
education in
and KNA protocols.
▪ If university education
has not been in the
archaeology of Northwest Europe, then the
minimum experience
Documentation
to be submitted
with application
▪ Completed
application form
▪ Copy degree
diploma
▪ Detailed CV
▪ The names of
two referees
▪ Signed copy of
the ethical code
57
criteria is exclusively in
relation to work within
Dutch archaeology.
Register senior Completed university
KNA
education in
archaeologist
physical
protection of
sites
BRL and KNA
protocols.
▪ Demonstrable
knowledge of planning
processes
Register senior See temporary regulations
field technician and specifications in Part I:
Explanation of KNA 3.1
under Actors
▪ In North-west Europe*
Yes
▪ Completed
application form
▪ Copy degree
diploma
▪ Detailed CV
▪ Two references
▪ Motivation
▪ Signed copy of
the ethical code
See temporary regulations and
specifications in Part I:
Explanation of KNA 3.1
under Actors
Yes
Register
archaeologist
advice and
policy
education in
3 years work experience in
advice and policy
archaeology of North-west
Europe*
Yes
Register senior
archaeologist
advice and
policy
education in
6 years work experience in
advice and policy
archaeology of North-west
Europe*
Yes
Register
archaeologist
university
researcher/
lecturer
education in
3 years work experience as
university
researcher/lecturer in
archaeology
Yes
▪ Completed
application form
▪ Testimony
senior field
technician NVvA
and SIKB
▪ Completed
application form
▪ Copy degree
diploma
▪ Detailed CV
▪ The names of
two referees
▪ Signed copy of
the ethical code
▪ Completed
application form
▪ Copy degree
diploma
▪ Detailed CV
▪ The names of
two referees
▪ Signed copy of
the ethical code
▪ Completed
application form
▪ Copy degree
diploma
▪ Detailed CV
▪ The names of
two referees
▪ Signed copy of
58
the ethical code
Register senior
archaeologist
university
researcher/
lecturer
education in
Archaeology.
Postgraduate – PhD.
6 years work experience as
university
researcher/lecturer in
archaeology
▪ 6 academic publications
Yes
Register
specialist
archaeo-botany
education in
Archaeology or Science.
Doctoraal exam or
master’s degree.
▪ If education not in
archaeology then
demonstrable knowledge
of the archaeology of
Europe necessary. If
education is in
archaeology, then
of ecological
archaeology
BRL and KNA
protocols.
education in
Archaeology or Science.
Doctoraal exam or
master’s degree.
archaeology then
education is in
archaeology, then
of ecological
archaeology
3 years demonstrable work
experience in
determination, analysis and
publishing of
archaebotanical material
Yes
3 years demonstrable
experience in
publication of
archaeozoological material
Yes
Register
specialist
archaeozoology
▪ Completed
application form
▪ Copy degree
diploma
▪ Detailed CV
▪ The names of
two referees
▪ Signed copy of
the ethical code
▪ Completed
application form
▪ Copy degree
diploma
▪ Detailed CV
▪ The names of
two referees
▪ Signed copy of
the ethical code
▪ Completed
application form
▪ Copy degree
diploma
▪ Detailed CV
▪ The names of
two referees
▪ Signed copy of
the ethical code
59
Register
specialist
physical
anthropology
Register
specialist
physical
geography
Register
specialist
geophysics
BRL and KNA
protocols.
education in
Archaeology , Science or
Medicine. Doctoraal exam
or master’s degree.
archaeology then
education is in
archaeology, then
of physical
anthropology.
BRL and KNA
protocols.
▪ Completed university
education in Earth
Sciences or GeoArchaeology. Doctoraal
BRL and KNA
protocols.
education (or equivalent)
in Geophysics, Earth
Science, Technical
Physics or Archaeology.
Doctoraal exam or
master’s degree.
If education not in
archaeology then
education is in
archaeology, then
of geophysical
prospection and the
experience in
publication of physical
anthropological material
Yes
▪ Completed
application form
▪ Copy degree
diploma
▪ Detailed CV
▪ The names of
two referees
▪ Signed copy of
the ethical code
experience in describing
sediments, soil-forming
processes and geogenesis
of North-west *
▪ Quaternary geology of
North-west Europe*
Yes
experience with realisation,
analysis and publication of
geophysical research in
archaeology
Yes
▪ Completed
application form
▪ Copy degree
diploma
▪ Detailed CV
▪ The names of
two referees
▪ Signed copy of
the ethical code
▪ Completed
application form
▪ Copy degree
diploma
▪ Detailed CV
▪ The names of
two referees
▪ Signed copy of
the ethical code
60
Register
specialist
material
culture
geogenesis of the
Netherlands.
BRL and KNA
protocols.
education in
BRL and KNA
protocols.
experience with
publication of
archaeological finds
Yes
Register
specialist
collections
manager
education. Batchelor
degree.
experience with the
management of collections
of archaeological finds
Yes
Register
specialist
Public
outreach
education. Batchelor
degree.
experience in public
outreach within
archaeology
Yes
Register depot
manager
Knowledge of the
BRL and KNA
protocols relating to
computerisation
▪ Knowledge of
documentation, archives,
archaeology and
conservation
Yes
▪ Completed
application form
▪ Copy degree
diploma
▪ Detailed CV
▪ The names of
two referees
▪ Signed copy of
the ethical code
▪ Completed
application form
▪ Copy degree
diploma
▪ Detailed CV
▪ The names of
two referees
▪ Signed copy of
the ethical code
▪ Completed
application form
▪ Copy degree
diploma
▪ Detailed CV
▪ The names of
two referees
▪ Signed copy of
the ethical code
▪ Completed
application form
▪ Detailed CV
▪ The names of
two referees
▪ Signed copy of
the ethical code
* North-west Europe is limited to the following countries: The Netherlands, Belgium, Germany,
Luxembourg, Northern France and Denmark.
61
Abbreviations used in the table:
BRL: Beoordelingsrichtlijnen/ Assessment guidelines
KNA: Kwaliteitsnormen voor Nederlandse Archeologie/ Quality control system for Dutch Archaeology
(www.sikn.nl)
SIKB: Stichting Infrastructuur Kwaliteitsborging Bodembeheer/ Foundation Infrastructure for Quality
Assurance of Soil Management (www.sikb.nl)
NVvA: Nederlandse Vereniging van Archaeologen/The Netherlands Association of Archaeologists
(www.nvva.info/)
62
Appendix 2
Project Questionnaire
Because of the similarities to the English version of the questionnaire, only the original Dutch
version has been included here. For reference, the questions are discussed (in English) within the
report.
63
64
Amersfoort, 18 december 2007
Betreft: Uitnodiging tot deelname aan enquête Discovering the Archaeologists of Europe
Geachte heer/mevrouw,
Graag vragen wij u medewerking aan het volgende:
Discovering the Archaeologists of Europe is een breed opgezet Europees onderzoek met het doel de
arbeidsmarkt binnen de Europese archeologie te inventariseren en eventuele barrières op te sporen die
de mobiliteit van de beroepsgroep binnen de Europese gemeenschap in de weg kunnen staan.
Discovering the Archaeologists of Europe richt zich mede daarom op een aantal concrete uitkomsten, zowel
op nationaal als internationaal niveau:
• het verbeteren van de transparantie op het gebied van kwalificaties, met het oog op de groeiende
behoefte aan transnationale mobiliteit;
• het identificeren van obstakels om tot de beroepsgroep toe te treden, en van andere
belemmeringen bij het volgen van een loopbaan;
• het identificeren van arbeidsmarkt informatie en het signaleren van trends daarin, bijvoorbeeld wat
betreft opleidingsfaciliteiten en wijzen van rekrutering;
• het vaststellen van het aantal archeologen dat werkzaam is in iedere lidstaat en de soorten van
werkzaamheden die zij verrichten;
• het identificeren van opleidingsbehoeften en tekorten aan bepaalde kennis of vaardigheden;
• het verschaffen van informatie aan archeologische werkgevers ten behoeve van hun
ondernemingsplannen en het optimaliseren van hun organisaties.
Het geïntegreerde eindrapport zal toegankelijk worden gemaakt voor een zo breed mogelijke
doelgroep. De verwachting is dat het gecombineerde Europese onderzoek zal helpen bij het
ontwikkelen van een flexibelere en meer competitieve rol voor archeologen in Europa’s
kenniseconomie. Tevens zal het bijdragen aan de duurzame groei en een stabielere maatschappelijke
positie van de beroepsgroep. Het kan daarbij de sector zelf helpen de eigen plaats in de internationale
markt beter te bepalen en de diensten en vaardigheden te identificeren waaraan nu en in de nabije
toekomst behoefte zal bestaan.
Discovering the Archaeologists of Europe wordt gesubsidieerd door de Europese Commissie via het
65
Leonardo da Vinci II programma. Het initiatief tot het projectvoorstel is enkele jaren geleden binnen
de European Association of Archaeologists (EAA) genomen door The Institute of Field Archaeologists (IFA,
Verenigde Koninkrijk). Elf zeer verschillende organisaties uit evenzoveel Europese landen nemen deel
aan het project. Voor Nederland heeft Vestigia BV Archeologie & cultuurhistorie als kwartiermaker
opgetreden om het project van de grond te krijgen en samen met de andere partners het
subsidievoorstel voor te bereiden. Begin 2007 is de subsidie toegekend en is het project van start
gegaan. Vanwege het gezamenlijke belang voor de hele sector hebben de Rijksdienst voor Archeologie,
Cultuurhistorisch Landschap en Monumenten (RACM) en Erfgoed Nederland besloten in het project
te participeren. Door andere belangenorganisaties, zoals de Vereniging van Ondernemers in de
Archeologie (VOiA) wordt het initiatief eveneens gesteund.
Net als in de andere deelnemende landen, vangt het onderzoek in Nederland aan met een uitgebreide
enquête onder alle Nederlandse organisaties, bedrijven en instellingen waar archeologen werkzaam zijn.
Elk bedrijf, instelling of overheidsdienst die archeologen met een archeologische functieomschrijving
in dienst heeft, wordt middels deze brief benaderd en uitgenodigd om aan de enquête deel te nemen.
De antwoorden zullen geanonimiseerd en gecodeerd door Vestigia in overleg met Erfgoed Nederland
en RACM worden geanalyseerd en verwerkt in een statistisch overzicht. De resultaten van de enquête
worden aangevuld met relevante documenten en andere beschikbare overzichten en gegevens. De
RACM zal het Nederlandse eindrapport publiceren. We gaan er daarbij vanuit dat het bruikbare
informatie zal bevatten voor werkgevers, brancheorganisaties, onderwijsinstellingen, beleidsmakers, en
niet in de laatste plaats de archeologen zelf.
De betrouwbaarheid en de bruikbaarheid van de uitkomsten en daarmee ook het welslagen van het
hele project is direct afhankelijk van uw bereidheid om mee te werken aan de enquête. Wij beseffen als
geen ander dat binnen de Nederlandse archeologie vrijwel iedere het op dit moment op zijn tenen
loopt. Voor de toekomst van ons allemaal is het echter van het grootste belang dat de Nederlandse
archeologie ook Europees op de kaart wordt gezet. Wij hopen dan ook op een grote respons.
De enquête zelf kan het beste worden ingevuld door een leidinggevende uit de organisatie. Bij grotere
instellingen is ondersteuning van de afdeling personeelszaken waarschijnlijk onmisbaar. Het invullen
vergt voor een kleine organisatie (< 10 personeelsleden) minder dan 1 uur. Voor grote bedrijven of
instellingen 2 tot 3 uur.
66
Vanwege de Europese afstemming kent het project een strakke planning. Wij vragen u dan ook de
enquête uiterlijk 1 februari 2008 op te sturen in bijgevoegde envelop naar:
Erfgoed Nederland, t.a.v. mw. Y. Lammers, Herengracht 474,1017 CA Amsterdam
Mocht u bij het invullen tegen onduidelijkheden of vragen oplopen dan kunt u de hulp inroepen van
de opstellers van de enquête:
Vestigia BV Archeologie & cultuurhistorie, Mw. drs. C. Visser, Tel. 033-277 92 00, e-mail
c.visser@vestigia.nl
Onder dankzegging voor uw medewerking,
Hoogachtend,
Namens,
Erfgoed Nederland, Drs. R. Hermans, Directeur
RACM, Prof. Dr. J. Bazelmans, Hoofd afdeling Kennis Erfgoed
Vestigia b.v., Archeologie & cultuurhistorie , Dr. K.E.Waugh, Managing Partner
67
68
Discovering the Archaeologists of Europe
Enquête onder de Nederlandse bedrijven, diensten,
onderzoeksinstellingen en opleidingsinstituten die actief zijn op
het gebied van de archeologie
Handleiding
Bijgevoegd vindt u de op Nederland toegesneden internationale vragenlijst gericht op het verzamelen
van statistische informatie over de archeologische professie binnen de EU. Deze vragenlijst bestaat uit
drie delen:
Deel I bevat vragen op het niveau van de individuele organisaties in hun rol van werkgever;
Deel II bevat vragen op het niveau van de verschillende functieprofielen die binnen uw organisatie
bestaan;
Deel III bevat vragen over opleidingen en trainingen en hoeft alleen ingevuld te worden door
onderwijsinstellingen
U zult merken dat de vragen eenvoudig te beantwoorden zijn en niet te veel tijd vragen. Iets meer werk
vergt het invullen van Deel 2 indien uw organisatie werkt met verschillende functieprofielen voor
archeologen. U dient het bestand van dit deel even zovele keren te kopiëren en in te vullen als er
functiegroepen zijn in uw organisatie.
Alle gegevens zullen in geanonimiseerde en gecodeerde vorm worden verwerkt in de eindrapportage.
Discovering the Archaeologists en de deelnemende organisaties garanderen dat de verzamelde data niet voor
andere doeleinden dan dit onderzoek zullen worden gebruikt en ook niet aan derden zullen worden
overgedragen.
Praktische tips:
⇒ Bij een sommige vragen vindt u enige nadere toelichting in de
voetnoten.
⇒ Gelieve een kruisje – X – te zetten of de gevraagde informatie in te vullen in de
desbetreffende box of kolom.
⇒ Bij sommige vragen met keuzemogelijkheden zijn meerdere antwoorden mogelijk, indien dit
zo is staat dat aangegeven. In andere gevallen vul het antwoord in dat het best past.
⇒ Als peildatum wordt u verzocht 1 december 2007 aan te houden.
⇒ Sluitingsdatum voor het inleveren van de enquête per post is 1 februari 2008.
⇒ De enquête is te downloaden via de website van Erfgoed Nederland
69
70
Deel I: organisatie en primaire activiteiten
Organisatiestructuur
1. Globale geografische locatie hoofdvestiging
Noord-Nederland
Randstad
Zuid-Nederland
Midden en Oost-Nederland
Buitenland
2. Globale verspreiding werkzaamheden
Heel Nederland
Regio gebonden
Locatie hoofdvestiging
Anders, namelijk:
ja
ja
ja
ja
ja
nee
nee
nee
nee
nee
ja
ja
ja
nee
nee
nee
EU/non EU
3. Tot welke categorie behoort uw instelling, dienst of bedrijf ?
kruis één box aan
Rijks overheid
Provinciale overheid
Gemeentelijke overheid
Intergemeentelijke archeologische dienst of
regioservice
Museum (indien niet begrepen in
bovenvernoemde overheden)
Gesubsidieerde stichting of non-profit organisatie
Universiteit of hogeschool
Commercieel archeologisch bedrijf
Zelfstandig archeoloog (éénmansbedrijf)
Anders, namelijk:
4. Waaruit bestaat het activiteitenpakket van organisatie voornamelijk ?
kruis één box aan
Beleidsondersteunende taken inzake archeologische monumentenzorg
Opgravend en verkennend onderzoek
Specialistisch onderzoek (bv. zaden- en vruchtenonderzoek,
botrestenonderzoek, materiaalanalyses, 14C datering,…)
Erfgoedadvies en management
71
Academisch onderzoek en onderwijs
Museum- en publiekspresentaties en ondersteunende functies (bv. conservatie,
restauratie, illustraties,…)
Andere, namelijk:
5. Welk percentage van uw omzet wordt bij benadering gegenereerd uit het “de-veroorzakerbetaalt-principe”, m.a.w. is gerelateerd aan zgn. Malta- archeologie ?
kruis één box aan
kruis één box aan
0%
25-50%
<10%
50-75%
10-25%
>75%
6. Hoeveel medewerkers telt uw organisatie momenteel?
In vaste dienst
Bepaalde tijd contracten
Aantal
Aantal in
Aantal
Aantal in Fte’s
Fte’s
Afgestudeerde
archeologen
Aantal
Vrijwilligers
Overige
academische
functionarissen
Technisch
personeel
Administratief
en
ondersteunend
personeel
Stagiaires
Overig
Totaal
7. Hebben de aantallen personeelsleden binnen uw organisatie gevarieerd in het afgelopen jaar?
⇒ Ja
Zo ja, geef in onderstaande tabel minimum en maxima in
fte’s
⇒ Neen
Vaste dienst
minimum fte’s
maximum fte’s
minimum fte’s
maximum fte’s
Afgestudeerde
archeologen
Overige academici
Technisch personeel
72
Administratief en
ondersteunend
personeel
Stagiaires
Overig
Totaal
Arbeidsvoorwaarden
8. Hanteert uw organisatie vaste salarisschalen ?
⇒ Ja
⇒ Neen
Zo ja, zijn deze gekoppeld aan een cao?
⇒ Neen
⇒ Ja, van ambtenaren
⇒ Ja, van universiteit
⇒ Ja, maar anders, namelijk:
9. Hanteert uw organisatie flexibele werktijden ?
⇒ Ja
⇒ Neen
10. Wat is het gemiddeld aantal verlofdagen op jaarbasis waarover uw personeel kan beschikken ?
specificeer naar categorie
Archeologen en kaderpersoneel
Administratief personeel
Technisch personeel
Anderen, specificeer:
11. Beschikt u over een van de volgende aanvullende regelingen voor uw personeel ?
meerdere blokjes kunnen worden aangekruist
Collectieve ziektekostenverzekering
Betaald ziekteverlof voor vaste contracten
betaald
indien betaald, meer dan de
wettelijke verplichtingen
onbetaald
Betaald ziekteverlof voor bepaalde tijd contracten betaald
indien betaald, meer dan de
wettelijke verplichtingen
onbetaald
Arbeidsongevallenverzekering
Vakantiegeld (eventueel betaald bij
uitdiensttreding)
Eindejaarspremie
Afbetaling werknemerspensioen
73
Vakbondsreglementering
Sociaal verlof (vb. ziekte kinderen)
Zwangerschapsverlof
betaald
onbetaald
indien betaald,
meer dan de wettelijke verplichtingen
betaald
onbetaald
betaald
onbetaald
Borstvoedingsverlof
Ouderschapsverlof (man/vrouw)
Mogelijkheid tot/sparen voor vervroegd pensioen
Flexibele werkregeling (job share of andere
regelingen)
12. Heeft uw personeel recht op een van de volgende tegemoetkomingen?31
meerdere blokjes kunnen worden aangekruist
Dienstauto of leaseauto
Mobiele telefoon van de zaak
Maaltijdvergoeding
Betaalde overuren
Vergoeding kosten dienstreizen
Congressen betaald (of terugbetaald) door
werkgever)
Verblijfskosten congressen betaald (of
terugbetaald) door werkgever
Inschrijving professionele verenigingen
NvVA
EAA
Andere
13. Heeft uw organisatie een ondernemingsraad?
⇒ Ja
⇒ Neen
14. Wat is de organisatiegraad binnen uw organisatie?
kruis één box aan
Geen/nauwelijks actieve vakbondsleden
Actieve vakbondsvertegenwoordiging
Weet niet
Kwaliteitszorg
31
Met personeel worden primair de archeologen (of het personeel ingezet op opgravingen) bedoeld.
74
15. Hanteert uw organisatie een kwaliteitssysteem?
⇒ Ja
⇒ Neen
16. Zo ja, geef aan welke van de onderstaande systemen door u worden gehanteerd
meerdere antwoorden zijn mogelijk
ISO 9000
KNA 3.1
Gedragscode NVvA
Gedragscode VOiA
Andere, namelijk:
17. In relatie tot de KNA 3.1, beschikt uw organisatie over een opgravingsvergunning?
kruis een box
aan
Ja
Nog niet, maar wel
aangevraagd
Neen
Indien neen, geef aan wat de belangrijkste reden
hiervoor is:
kruis een box aan
Niet relevant voor functioneren eigen
organisatie
Kunnen (nog) niet aan de eisen
voldoen
Andere, namelijk:
Opleiding en training
18. Geeft uw organisatie werk aan beginnende professionals (net afstudeerden)?
⇒ Ja
⇒ Neen
⇒ Weet niet
19. Zo ja, bent u tevreden met het opleidingsniveau van uw beginnend personeel ?
⇒ Ja
⇒ Neen
⇒ Weet niet
75
20. Hoe veel training geeft u aan beginnend personeel (gemiddeld)?
⇒ Zeer weinig
⇒ Weinig
⇒ Veel
⇒ Zeer veel
21. Bestaat er een behoefte aan (aanvullende) opleidingen bij uw organisatie voor beginnend
personeel?
⇒ Ja
⇒ Neen
⇒ Weet niet
22. Faciliteert uw organisatie aanvullende opleidingen voor uw personeel?
meerdere antwoorden zijn
mogelijk
ja
neen
Organisatie-relevante externe opleidingen voor eigen personeel in
vaste dienst
Organisatie-relevante externe opleidingen voor eigen personeel met
bepaalde tijd contracten
In-company trainingen voor eigen personeel in vaste dienst
In-company trainingen voor eigen personeel met bepaalde tijd
contracten
Ondersteuning van eigen onderzoeks- en opleidingsactiviteiten van
individuele personeelsleden
In huis coaching en mentorsysteem
Betaalde opleidingen voor vrijwilligers
Overig (specificeer)
23. Beschikt uw instelling, dienst of bedrijf over
Een vastgesteld opleidingsplan
ja
neen
Een jaarlijks budget voor opleidingen en trainingen
ja
neen
Zo ja, evalueert u het resultaat van de opleiding op het
betreffende individu
Evalueert u de resultaten van de opleiding voor uw organisatie?
ja
neen
ja
neen
Houd uw organisatie formele functioneringsgesprekken?
ja
neen
24. Op welk vlak situeren zich de tekorten aan opleiding, kennis of ervaring bij uw beginnend
personeel ?
meerdere blokjes kunnen In het bijzonder….
worden aangekruist
(specificeer indien mogelijk)
Informatietechnologie (ICT)
76
Geografische Informatiesystemen (GIS)
Managementtechnieken en leidinggeven
Vergadering- en onderhandelingstechnieken
Talenkennis en schrijfvaardigheid
Ruimtelijke ordening en wetskennis
Algemene cultuurhistorische kennis
Historische bronnenonderzoek
Materiaalkennis
Prospectiemethoden
Opgravingstechnieken
Analysetechnieken
Dateringstechnieken
Conserveringstechnieken
Andere, namelijk:
25. Op welk vlak situeren zich de tekorten aan opleiding, kennis of ervaring bij uw bestaand
personeel ?
worden aangekruist
Materiaalkennis
Prospectiemethoden
Analysetechnieken
Dateringstechnieken
Andere, namelijk:
77
26. Investeert uw instelling, dienst of bedrijf in het ondersteunen van beginnend personeel bij het
volgen van bovengenoemde opleidingen ?
⇒ Ja
⇒ Neen
27. Welke opleidingen heeft uw organisatie in de afgelopen 18 maanden personeelsleden laten
volgen ?
worden aangekruist
Materiaalkennis
Prospectiemethoden
Analysetechnieken
Dateringstechnieken
Andere, namelijk:
28. Welke opleidingen gaat uw organisatie in de komende twee jaar personeelsleden laten volgen ?
worden aangekruist
Materiaalkennis
Prospectiemethoden
78
Analysetechnieken
Dateringstechnieken
Andere, namelijk:
29. Wie dient volgens u deze aanvullende opleidingen te organiseren ?
Welk soort opleiding (zie vraag 24)
Eigen organisatie (interne cursussen, coaching)
Universiteiten
Andere onderwijsinstellingen (HBO)
Provinciale diensten of musea
Privé-organisaties, brancheorganisaties of
bedrijven
Hooggekwalificeerde instellingen
Andere, namelijk:
Ontwikkelingen en prognoses
30. Vindt U gemakkelijk voldoende gekwalificeerd personeel ?
⇒ Ja
⇒ Neen
⇒ Gaat wel
31. Heeft uw organisatie in het afgelopen jaar externe specialisten of adviseurs moeten in huren?
⇒ Ja
⇒ Neen
Zo ja, op welk gebied?
meerdere blokjes kunnen
worden aangekruist
In het bijzonder….
79
Materiaalkennis
Prospectiemethoden
Analysetechnieken
Dateringstechnieken
Andere, namelijk:
32. Hoeveel personeelsleden had u één jaar geleden in dienst ?32
In vaste dienst
Mannen
Vrouwen
Afgestudeerde archeologen
Mannen
Vrouwen
Overig academisch
personeel/kader
Technisch personeel
Administratief en ondersteunend
personeel
Stagiaires
Overig
33. Hoeveel personeelsleden had u drie jaar geleden in dienst ?
De bedoeling van deze drie opeenvolgende vragen is om de ontwikkeling van de arbeidsmarkt over de laatste
jaren in kaart te brengen. Indicatieve cijfers volstaan.
32
80
In vaste dienst
Vrouwen
Mannen
Vrouwen
34. Hoeveel personeelsleden had u vijf jaar geleden in dienst ?
In vaste dienst
Mannen
Vrouwen
Mannen
Vrouwen
Mannen
Overig academisch
personeel/kader
Technisch personeel
personeel
Stagiaires
Overig
Overig academisch
personeel/kader
Technisch personeel
personeel
Stagiaires
Overig
35. Waaraan wijt u deze toename/afname in het personeelsbestand ?
Toename/afname van het takenpakket (overheden)
meerdere blokjes aankruisen is
toegestaan
ja
nee
Toename/afname van subsidies
ja
nee
Toename/afname studentenaantallen (onderwijsinstellingen)
ja
nee
Nieuwe mogelijkheden (vb. intergemeentelijke samenwerking)
ja
nee
Herstructureringen/bezuinigingen
ja
nee
Toename/afname van de opdrachten/contracten (bedrijven)
ja
nee
Invoering van het Verdrag van Valletta/Wet Archeologische
Monumentenzorg
ja
nee
81
Invoering van commerciële archeologie
ja
nee
Andere, namelijk:
36. Zijn er in het recente verleden verschuivingen opgetreden in het taken- of activiteitenpakket
van uw bedrijf of organisatie?
⇒ Ja
⇒ Neen
Indien ja, welke verschuivingen hebben zich voorgedaan?33
Van ………. …………………………….naar meer/minder
………………………………………….….
37. Verwacht u op korte termijn een toename, een stagnatie of een afname van het
personeelsbestand binnen uw instelling, dienst of bedrijf ?
één antwoord is mogelijk
Sterke toename
Zwakke toename
Stagnatie
Zwakke afname
Sterke afname
38. Verwacht u op de langere termijn een toename, een stagnatie of een afname van het
personeelsbestand binnen uw instelling, dienst of bedrijf ?
één antwoord is mogelijk
Sterke toename
Zwakke toename
Stagnatie
Zwakke afname
Sterke afname
33
Bijvoorbeeld: verschuiving van overheidsopdrachten naar meer commerciële contracten.
82
39. Op basis van welke elementen verwacht u een toename/afname in het personeelsbestand ?
meerdere blokjes aankruisen is
toegestaan
Toename/afname van het takenpakket (overheden)
Toename/afname van subsidies
Toename/afname studentenaantallen (onderwijsinstellingen)
Nieuwe mogelijkheden (vb. intergemeentelijke samenwerking)
Herstructureringen/bezuinigingen
Toename/afname van de opdrachten/contracten (bedrijven)
Invoering van het Verdrag van Valletta/Wet Archeologische
Monumentenzorg
Invoering van commerciële archeologie
Andere: namelijk:
40. Bent u optimistisch m.b.t. de arbeidsmarkt voor archeologen in Nederland?
⇒ Ja
⇒ Neen
⇒ Geen mening
41. Bent u bereid om buitenlandse werknemers (archeologen, specialisten…) in dienst te nemen ?
⇒ Ja
⇒ Neen
⇒ Weet niet
Indien ja, wat zijn uw beweegredenen om buitenlandse werknemers (archeologen,
specialisten…) in dienst te nemen ?
Geen of onvoldoende gekwalificeerd personeel
beschikbaar in eigen land
Ze zijn beter opgeleid
Ze beschikken over specifieke competenties of
kwalificaties (specialisten)
Betere internationale samenwerking mogelijk
83
Ze zijn goedkoper
Ze zijn meer flexibel
Minder strikte arbeidsreglementering
Andere, namelijk:
Indien neen, wat zijn uw beweegredenen om geen buitenlandse werknemers in dienst te
nemen ?
Wettelijk niet mogelijk volgens statuut van de
instelling of dienst
Er is voldoende gekwalificeerd personeel
beschikbaar in eigen land
Ze zijn minder goed opgeleid
Hun diploma wordt niet erkend binnen het
Nederlandse Kwaliteitsysteem
Ze zijn niet/onvoldoende vertrouwd met de
Nederlandse archeologie
Ze zijn te duur
Ze zijn minder flexibel
Administratief te ingewikkeld
Andere, namelijk:
Slotvragen
42. Vacatures. Waar zet u uw vacatures voor archeologische functies uit?
Website Erfgoed Nederland
Regionale dagbladen
Landelijke dagbladen
Uitzend – en/of detacheringsbureaus
84
Eigen website
Eigen netwerk en contacten
Universiteiten en opleidingsinstituten
Anders, namelijk:
43. Informatie voorziening. Hoe blijft u (als organisatie) op de hoogte van actuele informatie op
het gebied van archeologie?
Vaktijdschriften, voornamelijk:
Websites, voornamelijk:
Congressen/Symposia, voornamelijk:
Anders:
44. Welk soort informatievoorziening mist u op dit moment?
Methoden en technieken
Wet wijzigingen
Beleid
Archeologisch inhoudelijk
Actuele vondsten en opgravingen
Anders, namelijk:
45. Hoe hebt u dit vragenformulier verkregen?
één antwoord zijn mogelijk
Via e-mail of brief (direct aangeschreven)
85
Via de website van Erfgoed Nederland
Via collega-instellingen, -bedrijven
Anders, namelijk:
86
Deel II: Functieprofielen
Het is de bedoeling dat u dit deel van de enquête invult voor iedere relevante functiegroep die uw
organisatie kent. Wat bedoelen we daarmee? Het gaat daarbij op de eerste plaats om de
archeologische functies: onderzoekers, docenten, beleidsarcheologen, adviseurs, conservatoren. Op
de tweede plaats gaat het om die specialistische en technische functies die direct gerelateerd zijn aan
het archeologische werk, bijvoorbeeld: archeo-ecologen, fysisch geografen, veldtechnici, restauratoren
en illustratoren. Op derde plaats gaat het om de andere functies waarin afgestudeerde archeologen in
uw organisatie werkzaam zijn: management, voorlichting, redactie, bibliotheek enz. Wat dus niet hoeft
zijn die functies op wat grotere afstand van het archeologische werk: personeelszaken, huishoudelijk
personeel, boekhouding, tenzij hier archeologen werkzaam zijn. Kopieer dit formuleer dus zoveel als er
dit soort functiegroepen in uw organisatie bestaan. Indien u een eenmansbedrijf of freelancer bent, vul
het formulier dan in op basis van uw eigen situatie.
1.
Functie(groep)titel ……………………………………………………………………………
2. Betaalde personeelsleden in deze functie (leeftijd en geslacht)
In vaste dienst
Leeftijd
Vrouw
Man
Leeftijd
Vrouw
Man
aantal
in fte’s
aantal
in fte’s
aantal
in fte’s
aantal
<20
<20
20-29
20-29
30-39
30-39
40-49
40-49
50-59
50-59
60 en ouder
60 en ouder
in fte’s
3. Onbetaalde personen (vrijwilligers) in deze functie
Leeftijd
Vrouw
Man
aantal
in fte’s
aantal
in fte’s
<20
20-29
30-39
40-49
50-59
60 en ouder
87
4. Wat is de belangrijkste taak van de personen in deze functie binnen uw organisatie?
één antwoord mogelijk
Veldwerk en onderzoek
Advisering
Voorlichting, educatie, museale activiteiten
Wetenschappelijk onderwijs en onderzoek
Management
Administratieve en logistieke ondersteuning
5. Wat is de etnische achtergrond van de personen in deze functie ?34
Afkomst (invullen)
Aantal
In vaste dienst
Nederlands
Marokkaans-Nederlands
Turks-Nederlands
Surinaams-Nederlands
Antilliaans-Nederlands
Indisch-Nederlands
Anders, namelijk
Weet niet
6. Hebt u personen in dienst in deze functiegroep afkomstig uit andere EU staten dan
Nederland?
Afkomst
Aantal
In vaste dienst
EU afkomst
De bedoeling van deze vraag is de integratie van allochtone gemeenschappen m.b.t. de archeologie na te
gaan.
34
88
non-EU afkomst
Indien ja, specificeer in de onderstaande tabel inclusief land van herkomst
Aantal
Land van Herkomst
In vaste dienst
Vrouw
Man
Vrouw
Man
7. Hebt u personen met een medisch erkende lichamelijke beperking in dienst in deze
functiegroep ?35
⇒ Ja
⇒ Neen
Indien ja, specificeer in de onderstaande tabel
Aantal
In vaste dienst
Vrouw
Man
Vrouw
Man
8. Wat is het salaris van uw personeel in deze functiegroep?36
Het gaat daarbij om het basisloon, bij voltijdse tewerkstelling (36 uur per week).
U hoeft in principe slechts eén van de 3 kolommen in te vullen.
Netto maandloon
Bruto maandloon
Bruto jaarloon incl. vakantiegeld en
eindejaarstoelage
Max
Min
Max
Min
Max
Min
2 De bedoeling van deze vraag is het aandeel vast te stellen van mensen met lichamelijke
beperkingen die werk gevonden hebben in de archeologie. De gegevens worden vertrouwelijk behandeld.
35
De bedoeling is de lonen te vergelijken met andere bedrijfssectoren en met de verloning in het buitenland in de
archeologische sector.
36
89
9. Aantal uren per week in deze functiegroep
In vaste dienst
Bepaalde tijd contract
Parttime
Fulltime
Parttime
Fulltime
(<32 uur pw) (>32 uur pw)
(<32 uur pw)
(>32 uur pw)
Onbetaald
Parttime
Fulltime
(<32 uur pw)
(>32 uur pw)
10. Gemiddelde contractduur van betaalde medewerkers in deze functiegroep
Geef het aantal contracten
Hoe lang zijn deze medewerkers al in
(individuen) met betreffend
dienst? Geef aantal individuen per
dienstverband
periode
Onbepaalde tijd
> 20 jaar
10-20 jaar
5-10 jaar
2-5 jaar
1-2 jaar
6 mnd - 1 jaar
< 6 maanden
11. Hebt u in het afgelopen jaar problemen gehad met invullen van vacatures in deze
functiegroep?
⇒ Ja
⇒ Neen
⇒ Weet niet
12. Wat is het hoogste opleidingsniveau van de personen die bij u werkzaam zijn in deze
functiegroep? Geef daarbij zoveel mogelijk aan waar deze mensen hun opleiding hebben
gehad (aantal personen)
Opleiding
In
Andere
In Nederland
In EU
Ergens anders
archeologie
studierichting
Promotie
Doctoraal
MA
90
BA
HBO
MBO
Anders:
91
92
Deel III: Extra vragen voor opleidende instellingen
1.
Geef aan in hoeverre het aantal eerste fase studenten in de laatste jaren heeft gevarieerd en
geef een prognose voor de nabije toekomst
Vul in elk blokje een getal
in
⇒ Hoeveel eerste fase studenten (BA) archeologie zijn in 2005 bij uw instelling geslaagd?
⇒ Hoeveel eerste fase studenten (BA) archeologie zijn in 2006 bij uw instelling geslaagd?
⇒ Hoeveel eerste fase studenten (BA) archeologie zullen dit jaar (2007) bij uw
instelling slagen?
⇒ Hoeveel eerste fase studenten (BA) archeologie denkt u dat het komende jaar (2008) bij
uw instelling zullen gaan slagen (schatting)?
⇒ Hoeveel eerste fase studenten (BA) archeologie denkt u dat in de komende drie jaar bij
⇒ Hoeveel eerste fase studenten (BA) archeologie denkt u dat in de komende vijf jaar bij
2. Geef aan in hoeverre het aantal tweede fase (Masters) studenten in de laatste jaren heeft
gevarieerd en geef een prognose voor de nabije toekomst
Vul in elk blokje een getal in
⇒ Hoeveel tweede fase studenten (MA) archeologie zijn in 2005 bij uw instelling geslaagd?
⇒ Hoeveel tweede fase studenten (MA) archeologie zijn in 2006 bij uw instelling geslaagd?
⇒ Hoeveel tweede fase studenten (MA) archeologie zullen dit jaar (2007) bij uw instelling
slagen?
⇒ Hoeveel tweede fase studenten (MA) archeologie denkt u dat het komende jaar (2008)
bij uw instelling zullen gaan slagen (schatting)
⇒ Hoeveel tweede fase studenten (MA) archeologie denkt u dat in de komende drie jaar bij
⇒ Hoeveel tweede fase studenten (MA) archeologie denkt u dat in de komende vijf jaar bij
3. Geef aan in hoeverre het aantal promovendi in de laatste jaren heeft gevarieerd en geef een
prognose voor de nabije toekomst
93
Vul in elk blokje een
getal in
⇒ Hoeveel afgestudeerden zijn in 2005 bij uw instelling gepromoveerd op een
archeologische dissertatie?
⇒ Hoeveel afgestudeerden zijn in 2006 bij uw instelling gepromoveerd op een
⇒ Hoeveel afgestudeerden zullen dit jaar (2007) bij uw instelling promoveren op een
⇒ Hoeveel afgestudeerden denkt u dat het komende jaar (2008) bij uw instelling zullen
promoveren op een archeologische dissertatie (schatting)?
⇒ Hoeveel afgestudeerden denkt u dat in de komende drie jaar bij uw instelling zullen gaan
⇒ Hoeveel afgestudeerden denkt u dat in de komende vijf jaar bij uw instelling zullen gaan
4. Geef aan in hoeverre het aantal postdoctorale studenten in de laatste jaren heeft gevarieerd en
geef een prognose voor de nabije toekomst
Vul in elk blokje een
getal in
⇒ Hoeveel studenten volgden in 2005 bij uw instelling een postdoctorale
archeologieopleiding of –(nascholings)cursus?
⇒ Hoeveel studenten volgden in 2006 bij uw instelling een postdoctorale
archeologieopleiding of –(nascholings)cursus?
⇒ Hoeveel studenten zullen dit jaar (2007) bij uw instelling een postdoctorale
archeologieopleiding of –(nascholings)cursus volgen?
⇒ Hoeveel studenten zullen denkt u in het komende jaar bij uw instelling een postdoctorale
archeologieopleiding of –(nascholings)cursus volgen? (schatting)
⇒ Hoeveel studenten zullen denkt u in de komende drie jaar bij uw instelling een
postdoctorale archeologieopleiding of –(nascholings)cursus volgen? (schatting)
⇒ Hoeveel studenten zullen denkt u in de komende vijf jaar bij uw instelling een
postdoctorale archeologieopleiding of –(nascholings)cursus volgen? (schatting)
94
Appendix 3
Job Descriptions
95
96
3.1 List of Archaeological Jobs
The table gives a complete list of all the archaeological job descriptions recorded in Part Two of the
responses. Its interesting to note the number of variations on job titles for essentially the same job
description or field of work.
Job Title
Dutch
Aardewerkspecialist
Adviseur
Afdelingshoofd
English
Ceramic Specialist
Consultant
Head of Department
General Director
Algemeen Directeur
Algemeen/Wetenschappelijk
directeur
Archeo-ecoloog
General/Academic
Director
Archaeo-Ecologist
Archeologisch medewerker
Archeologisch
Specialist/Eigenaar
Archeoloog
Archaeological
Assistant
Archaeological
Specialist/Owner
Archaeologist
Archeoloog
Archeozooloog
Assistant Professor
Associate Professor
Archaeologist
Archaeo-Zoologist
Assistant. Professor
Associate Professor
Asst. Onderzoeker
Beleidsarcheoloog
Beleidsarcheoloog
beleidsmedewerker archeologie
Assistant Researcher
Government
Archaeologist
Government
Archaeologist
Asst. Government
Archaeologist
Honorary Professor
Bijzonder Hoogleraar
Individuals
1
22
3
1
Consultancy
Management
Management and
Consultancy
1
2
Management
Consultancy
4
Fieldwork and
Research
1
4
57
1
8
6
1
6
3
7
4
Outreach Consultant
Cimmunicatieadviseur
1
Conservator
Conservator
Job Description
8
Consultancy
Consultancy
Fieldwork and
Research,
Consultancy,
Outreach and
Management.
-
Academic Education
and Research
Consultancy
Education, Outreach
and Management
Consultancy
Academic Education
and Research
Education, Outreach,
etc.
Museum Activities,
Academic Research,
Outreach
97
Job Title
English
Dutch
Conservator
Dean of Faculty Archaeology
Conservator
Dean of Faculty
Depot Manager
Depotbeheerder
Individuals
1
1
1
Director
Directeur
Directeur-Eigenaar
Director-Owner
Lecturer Archaeology
Docent
Docent Geo-Archeologie
7
3
44
Lecturer
Geo-Archaeology
Educational
Archaeologist
Educatieve archeologen
3
2
Owner
Eigenaar
Extraordinary Professor
Archaeology
Freelance Archeoloog
gemeente archeoloog
Guest Lecturer Archaeology
Honorary Senior Scientist
Hoofd Collecties
Hoofd Projectbureau
Hoogleraar
Hoogleraar/MD Geo +
Bioarchaeology
ICT/Depot
Inspecteur
Junior Adviseur
Junior Veldarcheoloog
1
Extraordinary
Professor
Freelance
Archaeologist
Local Government
Archaeologist
Guest Lecturer
Archaeology
Honorary Senior
Scientist
Head of Collections
Head of
Projectbureau
Professor
1
3
1
Professor
Geo/BioArchaeology
ICT/Depot Manager
Inspector
Junior Consultant
Junior Field
Archaeologist
Material Specialist
Assistant AmericanIndian Archaeology
Administration and
Logistic Support
Management and
Consultancy
Consultancy
Academic Education
and Research
Academic Education
and Research
Outreach, Museum
Activities and
Research
Outreacht, Education,
Museum Activities
Education and
Research
Consultancy
Fieldwork and
Research, Outreach
and Education
1
Academic Education
and Research
Management
Management and
Research
Academic Education
and Research
Academic Education
and Research
Administration and
Logistic Support
Inspection
Consultancy
Fieldwork and
Research
Fieldwork and
Research
1
-
1
1
2
22
Materiaalspecialist
Medewerker Indiaan-Amerika
2
Job Description
Administration and
Logistic Support
1
4
5
2
1
98
Job Title
English
Medewerker Studiecoordinator
Medior Veldarcheoloog
Monumentenwachter
English
Assistant Study
Coordinator
Medior Field
Archaeologist
Monument Inspector
MSc Coordinator
Msc Coordinator
Individuals
2
-
1
3
Consultancy
Administration and
Logistic Support
Fieldwork and
Research
Academic Education
and Research
1
Researcher
Onderzoeker
2
Researcher
Onderzoeker
7
Researcher/Material
Onderzoeker/materiaalspecialist Specialist
Research Assistant
3
Onderzoeksassistent
Planner/hoofd
vondstverwerking
Post-doc Researcher
1
Planner/Head Finds
Processing
Post-Doc.
Researcher
Project Leader
Projectleider
1
7
5
Project Assistant
Projectmedewerker
Projectmedewerker Archeologie
Regionaal Archeoloog
Sectorcoordinator
archeologie/projectleider
Senior Veldmedewerker
Senior Adviseur
3
Project Assistant
Archaeology
Regional
Arrchaeologist
Sector Coordinator/
Project Leader
Senior Field Assistant
2
1
1
3
15
Senior Archeoloog/Projectleider
Senior Consultant
Senior
Archaeologist/
Project Leader
Senior Onderzoeker
Senior Researcher
3
Senior Projectleider
Senior Specialist
(Archeozooloog)
Senior Project Leader
Senior Specialist
(Archaeo-Zoologist)
Senior Field
Archaeologist
Specialist
1
Senior Veldarcheoloog
Specialist
Job Description
3
1
2
17
Research
Academic Education
and Research
Academic Education
and Research
Fieldwork and
Research
Fieldwork and
Research
Outreach and
Education
Consultancy
Outreach and
Education
Fieldwork and
Research
Consultancy
Fieldwork and
Research
Research and
Consultancy
Fieldwork and
Research
Academic Education
and Research
Fieldwork and
Research
Fieldwork and
Research
99
Job Title
Dutch
Specialist archeologie +
technologie
Specialist Organische
Residueen Analyse
Student Assistant
English
Specialist
Archaeology and
Technology
Specialist Organic
Residue Analysis
Individuals
Job Description
1
Student Assistant
Study Coordinator
1
Fieldwork, Research
and Consultancy
Academic Education
and Research
Logistic Support,
Research
Administration and
Logistic Support,
Research
Studie coordinator
1
1
Study Advisor
Studieadviseur
Tutor Graduate School of
Archaeology
Veldarcheoloog/Asst.
Depotbeheerder
1
Tutor Graduate
School of
Archaeology
Field Archaeologist/
Asst. Depot Manager
Field Coordinator
Veldcoordinator
1
Fieldwork and
Logistic Support
Administration and
Logistic Support
Administration and
Logistic Support
Fieldwork and
Research
1
1
Field Service
velddienst
1
Field Technician
Veldtechnicus
2
Total:
348
100
3.2
List of Support Staff
Job Title
Dutch
PR medewerker
Museum medewerkers
Onbekend
Voorlichting
Adviseur PR en Communicatie
Secretaresse
Office Manager
Financiele Administrator
Fysisch Geograaf/GIS specialist
Bedrijfsmatig Ondersteuning
fysisch geograaf
Landmeter
Fysisch Anthropoloog
Relatiebeheerder
Administrateur
Medewerker P&O
Specialist ICT
Documentation
Manager
Medewerker onderwijssecretariaat
Secretaresse Faculteirsbestuur
Medewerker undergraduate
opleiding
Medewerker laboratorium
ICT Systems Engineer
Tekenaar
Bibliotheek medewerker
fotograaf
Docent Applicatiebeheerder
English
PR Employee
Museum Employees
Unknown
Outreach
Consultant PR and Outreach
Secretary
Office Manager
Financial Administrator
Physical Geographer/GIS
Specialist
Commercial Support
Physical Geographer
Land Surveyor
Physical Anthropologist
Customer Manager
Administrator
Personnel Officer
ICT Specialist
Documentation
Manager
Secretarial Employee
Faculty Secretary
Assistant Undergraduate
Education
Laboratory employees
ICT Systems Engineer
Illustrator
Library Assistant
Photographer
Lecturer Applications Manager
Total:
Individuals
1
14
3
1
1
9
3
3
3
2
2
1
1
1
1
1
1
1
1
2
1
1
11
1
11
1
1
1
80
101

NETHERLANDS - Discovering the Archaeologists of Europe

Transcription

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