Fiona Colton, Scottish Borders Council Presentation from the Museums Galleries Scotland 'Fortune Favours the Brave' conference, September 2013.

1. BRAVE NEW WORLD?
(Or just a tin hat job?)
Exploring the highs and (occasional ) lows of hosting an Internship
from A (Application forms)
to Z (training events at the zoo)…
and everything in between.
Fiona Colton,
Senior Museums Curator,
Scottish Borders Council Museum & Gallery
Service
fcolton@scotborders.gov.uk

2. Reflections on the reality of
hosting an Intern in a local
authority museum service, under
the MGS Internship Scheme.
From the perspective of a host
organisation
the impact of workplace learning on
capacity, skills, entry and diversity.
challenges faced and the insights
gained.

3. An opportunity and a challenge?
Museums Galleries Scotland Internship Scheme
announced in 2010
• Heritage Lottery Skills for the Future Funding for the project
and Intern Stipend
• Person Specification: eligibility & definition of MGS Intern.
•Application process & timescales.
•Refining the project plan - experiential learning opportunities.
•Focus on Skills: Learning Framework & Validation process.
•Differing Perspectives… following announcement of the
scheme, feedback from the sector ranged from enthusiastic
support to outrage.

4. Practical Measures, Planning
and Preparations
 Defining roles and remits
 Floating the idea to core staff and senior managers
 Challenges faced and the insights gained.
 Ways to measure and express success
 Impact of workplace learning on capacity, skills, entry and diversity.

5. A challenging opportunity
Balancing MGS priorities with SBC corporate
requirements and aspirations
Consultation with staff: Roles, CPD and Clarity of purpose
Diversity, Sifting, Short listing & Interviews: Taking a risk?
Operational considerations- status, security & supervision
Keeping on track: Monitoring, coaching, feedback &
evaluation
Reflecting on how learning is achieved (adaptive learning)
Capacity & employability - Moving from knowledge to
skills… and developing workplace behaviours &
competencies

6. Practicalities
• Ensure buy-in from senior managers & staff
through effective advocacy and consultation
• Build in a proper Intern induction process, agree
management structure and baseline training
• Clear diary for first 2 weeks and work hard on
team building & integration into workplace
• Table monthly review meetings with Intern for
the following 12 months

7. Lessons Learned
• Make it a real experience- provide context, suggest
contacts, offer feedback, insist on good time
management
• Provide opportunities to gain wider knowledge of the
sector through networking or learning journeys
• Agree deadlines, set high standards with attention to
“finishing”
• Expect some slippage (and build in flexibility) but
also watch out for “flittering” and “poachers”
• Manage tendency to look for too many new
ventures.

8. Insights Gained
 workplace learning – initial period was
characterised by focus on knowledge (what is
known/theory) and observation
 Key positives: Adaptive Learning (Experiential)…
Building Appropriate Workplace Behaviours
 Learning is a journey: Understanding How
something was learned is as important as What
was learned
 Capacity building for the Intern and the Host
Organisation- developing confidence and skills on
both sides. Fostering a can-do attitude.

9. The Politics of Experience?

Entry & diversity: knowledge gained on this non-standard
entry route (Non-specialist Internship) is comparable to
learning gained during a year of academic/post graduate
study.

However, the skills set gained during the Internship
provided the individual with more evidence-based learning
and proven track record in a workplace learning setting
(therefore better employability/increased prospects?)

Time to re-think recruitment norms which traditionally favour
post-grad qualifications? Is there Sector appetite for
supporting or hosting more diverse entry level opportunities?

The challenges faced were strongly outweighed by positive
gains for MGS, the Host Organisation/Staff and SBC’s
Intern.

10. Some highlights from
Kelsey Jubin’s
Learning Journey
Internship with
SBC Museum Service
2011-12...

11. MGS Internship Programme
Interview presentation 19 th August 2011
Kelsey Jubin
Project Researcher
Museum of the World
Marshall Island
Navigational Stick Chart
late-19th/early-20th century
Hereford Mappa Mundi,
c.1290

12. The venues Kelsey spent time at:
COLDSTREAM
Coldstream Museum
HAWICK
Hawick Museum
HAWICK
Borders Textile Towerhouse
GALASHIELS
Old Gala House
DUNS
Jim Clark Room
SELKIRK
Halliwell’s House Museum
SELKIRK
Sir Walter Scott’s Courtroom
ANCRUM
Harestanes Countryside Visitor Centre
PEEBLES
Tweeddale Museum
JEDBURGH
Jedburgh Castle Jail
JEDBURGH
Mary Queen Of Scots Visitor Centre
INNERLEITHEN
St Ronan’s Wells Interpretive Centre

13. Weights and Measures Relocation Project

14. Accessioning the
Gala Braw Lass Collection

15. Tweeddale Museum and
Hawick Museum Audits

16. Interns training & networking
From Child Protection Awareness to ESMP Mystery Shopper Training at The Zoo.

17. Skills development: Assisting with Exhibition and
Education projects
Lights, Camera, Action…
Harry Potter jumper and scarf

18. Mini-beasts, Felt Art,
Silver Arrow and Shoes

19. Lessons Learned
• Flexibility – what is anticipated may differ from what is
experienced
• Not everything works and that is a good thing
• Ongoing feedback from staff and stakeholders was vital
• Challenge recruitment “norms” in the organisation
• Sense of ownership was important for our Intern – not
feeling lost in the organisation
• Sharing experience as a host – legacy and resources.

20. GOING FORWARD –
Internship Scheme 2013 and
beyond
New Internship 2013-14
• NEW PARTNERSHIP - Joint hosting SBC and Trimontium Museum
Trust: Sharing skills and growing confidence in staff management
NEW FOR 2013
• Screening and shortlisting process - Adopt an Intern
• Calling Canada - Interviewing via Skype
• Peer Support/Action Learning Sets for Host Supervisers
• CPD/Training Training Fund for Intern’s CPD

21. BREAK OUT ACTIVITY
Internships in future- some issues to consider…
• Fact or Fiction. Are Internships ethical? Coming to terms with negative
attitudes
• Many paths to the same destination but is there a job at the end of it?
• Appetite for risk taking in recruitment : tenderfoot or fully rounded?
• Is a Museum Internship a valid alternative to post grad/accredited learning?
• Coaching and management time.
• Benefits to an organisation of growing young people into roles.
• Could museums & galleries work more closely with partnerships, stakeholders,
vocational training and education bodies to extend opportunities for learning
and skills development?

22. Breakout Activity
KEY QUESTIONS
What are the main barriers to hosting an
internship?
Solutions/Alternatives?
Could individual museums & galleries
participate further through partnerships?
Collaborations, mentoring and sharing
skills?
What do Interns and Post-Grads need or
want from museums & galleries.
What
can the sector realistically offer?

23. WAYMARKS, STRATEGIES AND STAKEHOLDERS
Museums Association Strategy
MGS INTERNSHIP Scheme
Creative Scotland
Skills Devt Scotland
Sector Skills Scotland
Creative Apprenticeships

25. Some models of good practice
-vocational learning and skills
development schemes
• Recent work in partnership with Employment Training Units
(Falkirk’s Young Ambassadors at the Park Gallery developed
by Gillian Smith and team )
• Hull City Council Ferens Gallery Ferens Futures &
Middlesborough MIMA Creative Apprenticeships
• Scottish Borders Council Museum & Gallery Service Museum Internships; Supply Project Assistants and Career
Development posts.

26. BRAVE NEW WORLD?
(Or just a tin hat job?)
Exploring the highs and (occasional ) lows of hosting an Internship
from A (Application forms)
to Z (training events at the zoo)…
and everything in between.
Fiona Colton,
Senior Museums Curator,
Scottish Borders Council Museum & Gallery
Service
fcolton@scotborders.gov.uk