Profilling the Profession 2012-13

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Archaeology Labour Market Intelligence:Profiling the Profession 2012-13


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Archaeology Labour Market Intelligence:Profiling the Profession 2012-13

byKennethAitchisonandDougRocksMacqueen

PublishedbyLandwardResearch2013

www.landward.eu

KennethAitchisonandDougRocksMacqueen

Allcontents

copyright

2013

by

Kenneth

Aitchison

and

Doug

Rocks

Macqueen.


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1

Acknowledgements

Landward

Research

Ltd

undertook

this

project

with

the

financial

support

of

English

Heritage,

Historic Scotland, Cadw, Northern Ireland Environment Agency: Built Heritage and the

Lifelong Learning Programme of the European Commission. The project benefited greatly

from advice provided by the Institute for Archaeologists, Federation of Archaeological

ManagersandEmployers,theAssociationofLocalGovernmentArchaeologicalOfficers,the

ArchaeologyDataService,CreativeandCulturalSkillsandYorkArchaeologicalTrust.

The project was managed and advised by a project board whose expertise and guidance

wereessentialintheproductionofthisreport.

ProjectBoardmembers:

BobHook,EnglishHeritage(chair)

RebeccaJones,HistoricScotland

RodMcCullagh,HistoricScotland

GwilymHughes,Cadw

JohnOKeeffe,NorthernIrelandEnvironmentAgency:BuiltHeritage

GavinMacGregor,YorkArchaeologicalTrust

AdvisorstotheProjectBoard:

PeterHinton,InstituteforArchaeologists

AdrianTindall,FederationofArchaeologicalManagersandEmployers

StewartBryant,AssociationofLocalGovernmentArchaeologyOfficers

CatherineHardman,ArchaeologyDataService

KatieGreen,ArchaeologyDataService

JamesEvans,formerlyofCreativeandCulturalSkills

SamMitchell,CreativeandCulturalSkills.

Information was also provided by Kate Geary of the Institute for Archaeologists and Pat

McCann of the V&A Training Development Department, and support was also given by

David Connolly at British Archaeology Jobs Resource (BAJR) in obtaining employer

information.

The authors also wish to thank all of the respondents to the questionnaire who invested

theirtimeandeffortincompletingandreturningthequestionnaire.Itistheircommitment

that has allowed valuable data and comment to be produced on the current state of the

archaeologicallabourmarketintheUnitedKingdom.

ThisprojectactedastheUKcomponentofthetransnationalDiscoveringtheArchaeologists

of Europe 201214 project, which was administered by York Archaeological Trust with

financialsupportfromtheLifelongLearningProgrammeoftheEuropeanCommission.This

report

reflects

the

views

only

of

the

authors,

and

the

Commission

cannot

be

held

responsibleforanyusewhichmaybemadeoftheinformationcontainedtherein.


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2

Contents

Acknowledgements

1

Tables 6

Figures 9

Summaryandrecommendations 10

ExecutiveSummary 10

Recommendations 14

Chapter1:IntroductionandBackground 16

Introduction 16

ContextandBackground 16

Background 16

AimandObjectives 17

UKContext 18

TheGreatRecession 18

StructureoftheReport 18

Previouswork 19

Introduction 19

NumbersofProfessionalWorkingArchaeologists 19

ProfilingtheProfession199798 21

ProfilingtheProfession200203 22

Profilingthe

Profession

2007

08

22

BreakingNewGround 22

DiscoveringtheArchaeologistsofEurope 22

CarterandRobertson2002 23

TheInvisibleDiggers 24

RESCUESurveys 24

JobsinBritishArchaeology 25

IfAPayBenchmarking 26

IfAEqualOpportunitiesSurveys 26

ArchaeologicalEmploymentinScotland 26

Surveyof

Archaeological

Specialists

26

SurveyofArchaeologicalSpecialists201011 27

Benchmarking Competence Requirements and Training Opportunities related to

MaritimeArchaeology 27

ArchaeologyandtheGlobalEconomicCrisis:multipleimpacts,possiblesolutions 27

JobLossesinArchaeologyandStateoftheArchaeologicalMarket 28

AFourthReportonLocalAuthorityStaffResources 28

HistoricEnvironmentRecordContentandComputingSurvey 29

Chapter2:Methodology 30

Introduction

30

ProjectTeam 30


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3

SurveyMethodology 30

MailingList 31

Datacollection 32

Dataentryandanalysis 34

Calculatingworkforcesize 35

PastMethodology 35

NewMethodology 36

ConfidenceinEstimatedSize 44

TotalEstimatedPopulation 44

Selfreportedlosses 44

Recordedlosses 45

ConfidenceinAllResults 46

LevelsofResponse 46

RepresentativeSample

50

Salarydata 52

Analysisandpresentationofreportedfigures 52

Creationofpostprofiles 52

Electronicaccesstodata 56

Chapter3:Organisations 57

Introduction 57

SizeofOrganisations 57

ChangesinStaffingLevels 60

StaffTurnover

63

Salaries 64

QualitySystems 64

InvestorsinPeople(IiP) 67

IfARegistration 70

AnnualTurnover 74

ProfitMargins 74

BusinessConfidence 76

Chapter4:Archaeologists 78

Growthof

the

profession

78

Newentrantstotheprofession 78

SupplyfromUniversities 78

GeographicalDistribution 87

Diversity 93

Genderbalance 93

Age 94

Ethnicdiversity 98

Disabilitystatus 99

Countriesoforigin 100

Staffqualifications

101

Unpaidvolunteerarchaeologists 103


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4

Chapter5:Jobs 105

Rangeofjobs 105

Salariesandearnings 106

ProfilingtheProfessionandJobsinBritishArchaeology. 110

IfAsalaryminima 111

Earningsinotheroccupations 113

Earningsbygender 113

Earningsbyage 114

Salaryscales 115

Employeerightsandbenefits 116

Paidholiday 116

Maternityleave 117

Paternityleave 117

Subsistenceor

subsidised

accommodation

118

Otherbenefits 119

TrendsinEmployeeBenefits 120

Additionalbenefits 120

Commentsonrightsandbenefits 123

Pensions 125

Jobsecurity 126

Lengthofcontract 127

Lengthofemploymenttodate 129

Fulltimeandparttimework 131

Sourcesof

funding

132

Vacancies 135

TradeUnions 136

Chapter6:Training 138

Introduction 138

Trainingdemand 138

Frameworksfortraining 139

NationalOccupationalStandards 139

NationalVocationalQualifications 140

QAABenchmark

Statement

140

ContinuingProfessionalDevelopment 141

Trainingdelivery 141

Universities 141

Nonuniversitytrainingcourses 141

Workplacelearningandapprenticeships 141

Employerscommitmenttoqualificationsandtraining 142

Organisationalattitudestowardstraining 142

Preferredmethodsoftraining 144

SupportforVocationalQualification 145

Skillsgaps

and

shortages

145

Skillslost 149


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5

Skillsgaps 150

Skillsshortages 151

Perceivedskillsgapsorshortagesacrossthearchaeologicalsector 153

Bibliography 155

Appendix1:PostProfiles 164

Appendix2:Comments 201

Appendix3:PlanningApplications 211

Appendix4:Questionnaire 215


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6

Tables

Table1:EstimatednumbersofprofessionalarchaeologistsworkingintheUK. 20

Table2:NumberofusableresponsestoallProfilingtheProfessionsurveys. 33Table3:Numbersofarchaeologistsrepresentedinsurveyresponses. 33

Table4:PostprofilescompletedinallProfilingtheProfessionsurveys. 33Table5:ArchaeologistsrepresentedinpostprofilesinallProfilingtheProfessionsurveys. 34Table6:ArchaeologicalstaffatUKuniversities(February2013). 36

Table7:Distributionofnumbersofstaff,localgovernmentorganisationsprovidingadviceonly. 37

Table8:Longtailmodelofcommercialarchaeologicalemployersizes. 42

Table9:EstimatednumbersofprofessionalarchaeologistsintheUK. 43

Table10:Organisationalbasesofrespondentorganisations. 47

Table11:Organisationalbasesofrespondents,199798to200708. 47

Table12:Organisationalprincipalroles. 47

Table13:Organisationswithmultipleroles. 48

Table14:

Organisation

principal

roles

2002

03

to

2012

13.

48

Table15:Numbersofarchaeologistsreportedbyorganisationalroles. 49

Table16:Percentagesofarchaeologistsbyorganisationsprimaryrolesovertime. 50

Table17:Responselevelsbyorganisationalbases. 51

Table18:Postprofilecategories. 56

Table19:Sizeoforganisationsthatrespondedtothequestionnaire. 57

Table20:Distributionofarchaeologicalstaffbyorganisationalsize. 58

Table21:Sizeoforganisations,200203to201213. 59

Table22:Pastchangesinstaffinglevels. 60

Table23:Anticipatedfuturechangesinstaffinglevels. 61

Table24:Anticipatedfuturevolunteerlevels. 61

Table25:Anticipatedorreportedchangesinstafflevels,19922014. 62

Table26:

Levels

of

staff

turnover

during

2012.

63

Table27:Formerstaffdestinations. 63

Table28:Salarychanges. 64

Table29:Useofqualitysystems. 64

Table30:Useofqualitysystemsbyorganisationalprincipalroles. 65

Table31:Useofqualitysystemsbyorganisationalconstitutions. 65

Table32:Useofdifferentqualitysystems. 65

Table33:Changeinuseofqualitysystems,200203to201213. 66

Table34:InvestorsinPeople. 67

Table35:IiPaccreditationstatus,200203to201213. 67

Table36:IiPaccreditationbyconstitution. 68

Table37:ReasonfornoncommitmenttoInvestorsinPeople,200203to201213. 68

Table38:

IfA

Registered

Organisation

status.

70

Table39:IfARegistrationstatus,200203to201213. 70

Table40:IfARegisteredOrganisationsbyconstitution. 71

Table41:IfARegisteredOrganisationsbyprincipalareasofactivity. 72

Table42:IfARegistration,reasonsfornoncommitment,200203to201213. 72

Table43:Averagefinancialturnover,200910to201112. 74

Table44:Profitmargins. 75

Table45:Marketconditionsin2013. 76

Table46:Expectationsoforganisationsceasingoperationsin2013. 76

Table47:Expansionplansin2013. 77

Table48:Organisationsintendingtoinvest,byconstitution. 77

Table49:Organisationsintendingtoinvest,byprimaryrole. 77

Table50:

Applications

and

acceptances

to

archaeology

programmes,

2006

2012.

79

Table51:HESAdataonfulltimefirstyeararchaeologystudents. 80


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7

Table52:HESAdataonparttimefirstyeararchaeologystudents. 80

Table53:DegreesawardedinForensic&ArchaeologicalScienceandArchaeology. 80

Table54:Fulltimeandparttimearchaeologystudents HistoryandPhilosophicalStudies. 82

Table55:

Full

time

and

part

time

students

of

archaeology

physical

sciences.

83

Table56:ArchaeologyphysicalsciencesstudentnumbersbyHESAsubcodes. 85

Table57:Estimatednumberofdegreesawardedinarchaeology,2009/10to2011/12. 86

Table58:Estimatednumbersofgraduatespotentiallyinterestedinpursuingacareerinarchaeology. 86

Table59:Geographicaldistributionofarchaeologists. 87

Table60:Geographicaldistributionofarchaeologistsworkingforuniversities. 88

Table61:Geographicaldistributionofarchaeologistsworkingforlocalauthorities. 88

Table62:Geographicaldistributionofarchaeologistsworkingfornationalgovernments. 89

Table63:Geographicaldistributionofarchaeologistsworkingforcivilsocietyorganisations. 89

Table64:Geographicaldistributionofarchaeologistsworkinginmuseumorganisations. 90

Table65:Geographicaldistributionofarchaeologistsworkingincommercialsettings. 90

Table66:Geographicaldistributionofallarchaeologists. 91

Table

67:

Geographical

distribution

of

archaeologists,

1997

98

to

2012

13.

92

Table68:Genderbalanceinprofessionalarchaeology. 93

Table69:GenderbalanceofarchaeologistsandUKworkforce,199798to201213. 93

Table70:Genderbyemployersorganisationalbases. 94

Table71:Genderbyprincipalindividualroles. 94

Table72:Averageagebygender,199798to201213. 95

Table73:Ageandgender. 95

Table74:Ageandgenderofarchaeologists,199798to201213. 97

Table75:Agebyindividualsprincipalrole. 98

Table76:Ageofarchaeologistsbyemployersorganisationalbases. 98

Table77:Ethnicitiesofarchaeologists. 98

Table78:Ethnicdiversity,200203to201213. 99

Table79:Disabilitystatusofarchaeologists. 99

Table80:Disabilitystatusofarchaeologists200203to201213. 100Table81:CountriesoforiginofarchaeologistsworkingintheUK,201213. 100

Table82:CountriesoforiginofarchaeologistsworkingintheUK,200708to201213. 101

Table83:Highestqualificationsachieved. 101

Table84:Highestqualificationsachieved,200203to201213. 102

Table85:Qualificationsbyage. 102

Table86:Salariesbyhighestlevelofqualificationachieved,200203to201213 103

Table87:Ageandgenderofvolunteers. 104

Table88:Ethnicdiversityofvolunteers. 104

Table89:Ageandgenderofvolunteers,200203to201213. 104

Table90:Postroledetailsreceived. 105

Table91:Postroledetailsreceived,200203to201213. 106

Table92:

Earnings

distribution

in

archaeology.

107

Table93:FulltimeearningsinarchaeologyandallUKoccupations,199798to201213. 107

Table94:Earningdistributionbyorganisationbases. 108

Table95:Averageandmedianearningsbyorganisationalbases,200203to201213. 108

Table96:Salarydistributionbyindividualroles. 109

Table97:Averageandmedianearningsbypostrole,200203to201213. 110

Table98:Medianfulltimegrossearningsbymajoroccupationgroups. 113

Table99:Earningsbygender. 113

Table100:Earningsbyage. 114

Table101:Earningsbyageandgender. 114

Table102:Useofsalaryscalesbyorganisations. 115

Table103:Typesofsalaryscaleused. 116

Table104:

Paid

holiday.

117

Table105:Maternityleave. 117


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8

Table106:Paternityleave. 118

Table107:Subsidisedaccommodationorsubsistenceallowance. 118

Table108:Otherbenefitsofferedbynumbersofarchaeologistsemployed. 119

Table109:

Employee

rights

/benefits,

1997

98

to

2012

13.

120

Table110:Employerpensioncontributions. 125

Table111:Employerpensioncontributionsbyorganisationalbases. 125

Table112:Levelofseniorityofpostsandpensioncontributions. 126

Table113:Pensioncontributions,199798to201213. 126

Table114:Lengthofcontract,199798to201213. 127

Table115:Lengthofcontractbyworkingrole. 127

Table116:Proportionofpermanentcontractsbyworkingrole,200203to201213. 128

Table117:Lengthofemploymenttodate. 129

Table118:Lengthofemploymenttodatebyworkingrole. 129

Table119:Lengthofemploymenttodatebyorganisationtype,allstaff. 130

Table120:Lengthofemploymenttodate,199798to201213. 130

Table

121:

Full

time

and

part

time

work,

all

staff.

131

Table122:Fulltimeandparttimeworkbyrole. 131

Table123:Fulltimeandparttimeworkbyorganisationbasis. 132

Table124:Fulltimeandparttimeworkbygender. 132

Table125:Postfunding. 132

Table126:Postfunding,byjobrole. 133

Table127:Postfunding,byorganisationbasis. 133

Table128:Postfunding,byjobrole,200203to201213. 134

Table129:Difficulttofillvacanciesbypostrole. 135

Table130:Difficulttofillvacanciesbyorganisationalbasis. 135

Table131:Numberofdifficulttofillvacancies,200203to201213. 135

Table132:TradeUnionrecognition. 136

Table133:TradeUnionsrecognisedbyarchaeologicalemployers. 136

Table134:Archaeologistsworkingfororganisationswhichrecognisetradeunions,199798to201213. 137Table135:Organisationsattitudestowardstraining. 143

Table136:Preferredmethodsoftrainingforpaidstaff. 144

Table137:Preferredmethodsoftrainingforunpaidstaff. 144

Table138:OrganisationalsupportforNVQinArchaeologicalPractice. 145

Table139:Identifiedskillsgapsandshortages. 146

Table140:Skillsgaps,200203to201213. 147

Table141:Skillsshortages,200203to201213. 148

Table142:Skillslost. 149

Table143:Skillstraininginvestment. 150

Table144:Skillsboughtin. 151

Table145:Perceivedskillsgapsorshortagesacrossthearchaeologicalsector. 153

Table146:

Planning

applications

granted

in

England,

June

2005

to

December

2012.

211

Table147:PlanningapplicationsbytypeinScotland,200607to201112. 212

Table148:PlanningApplicationsanddecisionsinNorthernIreland,200203to201112. 213

Table149:PlanningapplicationanddecisionsinWales,2008to2013. 214


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9

Figures

Figure1:EstimatednumbersofprofessionalarchaeologistsworkingintheUK. 21

Figure2:Distributionofnumberofstaff,localgovernmentorganisationsprovidingadviceonly. 38Figure3:Numbersofarchaeologistsemployedbyindividualcommercialorganisations. 40

Figure4:Changesinnumbersofarchaeologistsworkingforindividualemployers,200708to201213. 45

Figure5:Numbersofarchaeologistsbyorganisationsprimaryandmixedroles. 49

Figure6:Percentagesofarchaeologistsbyorganisationsprimaryrolesovertime. 50

Figure7:Responselevelsbyorganisationalbases. 52

Figure8:Distributionofarchaeologicalstaffbyorganisationalsize. 58

Figure9:Sizeoforganisations(justarchaeologists),200203to201213. 59

Figure10:Pastchangesinstaffinglevels. 60

Figure11:ReasonfornoncommitmenttoInvestorsinPeople,200203to201213. 69

Figure12:IfARegistrationstatus,200203to201213. 71

Figure13:IfARegistration,reasonsfornoncommitment,200203to201213. 72

Figure14:

Profit

margins.

75

Figure15:Applicationsandacceptancestoarchaeologyprogrammes,20062012. 79

Figure16:DegreesawardedinForensic&ArchaeologicalScienceandArchaeology. 81

Figure17:Fulltimeandparttimearchaeologystudents HistoryandPhilosophicalStudies. 82

Figure18:Fulltimeandparttimestudentsofarchaeologyphysicalsciences. 83

Figure19:Genderbalanceofarchaeologists,199798to201213. 93

Figure20:Ageandgender. 96

Figure21:Highestqualificationsachieved,200203to201213. 102

Figure22:Salariesbyhighestlevelofqualificationachieved,200203to201213. 103

Figure23:Annualsalariesinarchaeology. 106

Figure24:Salarydistributionbyindividualroles. 109

Figure25:AnnualpayratesofarchaeologistsfortheJobsinBritishArchaeologyseries. 110

Figure26:

Comparison

of

salaries

from

Profiling

the

Profession

and

Jobs

in

British

Archaeology.

111

Figure27:Earningsbyageandgender. 115

Figure28:Proportionofpermanentcontractsbyworkingrole,200203to201213. 128

Figure29:Archaeologistsworkingfororganisationswhichrecognisetradeunions,199798to201213. 137

Figure30:PlanningapplicationsanddecisionsinEngland,June2005toDecember2012. 212

Figure31:PlanningapplicationsanddecisionsinNorthernIreland,200203to201112. 213

Figure32:PlanningapplicationsanddecisionsinWales,2008to2013. 214


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10

Summary and recommendations

Execut ive Summary

ComprehensiveLabourMarketIntelligenceforthearchaeologicalprofessionhasnowbeen

gathered for the fourth time in the series ofProfiling theProfession studies. This baseline

surveyusedthesamefundamentalmethodologythatwaspreviouslyemployedin199798,

200203 and 200708, and consequently a timeseries dataset has been compiled which

allowstrendstobeidentifiedwithincreasingconfidence.

Theprevious labourmarket intelligencegatheringexercise forthesector(in200708)was

undertaken immediately before the effects of significant global and national economic

changes began to affect archaeological employment. The economic transformation since

200708

significantly

affected

employment

in

archaeology,

resulting

in

the

sector

being

considerablysmallerin201213thanitwasin200708.

With an overall response rate of 224 from a population of 511 potential respondents

contacted,ataconfidencelevelof95%thislevelofresponseisaccurateto+/ 4.9%.

TheestimatednumbersofarchaeologistsworkingintheUKTheestimatedarchaeologicalworkforcein201213was4,792,a30%decreaseonthefigure

of 6,865 estimated for 200708 (and a 16% decrease over ten years on the estimated

archaeological

workforce

in

2002

03

of

5,712).

A furtherestimated1,148peopleworked as dedicatedsupport staff within archaeological

organisations, giving an estimated total of5,940 people directly earning their livings from

archaeology.

Age,gender,ethnicity,disabilitystatusandcountryoforiginTheaverageageofaworkingarchaeologistin201213was42;femalearchaeologistswere

onaverageaged39,andmalearchaeologists44.Theaverageageofworkingarchaeologists

hadincreasedbyfouryearsoverthepreviousfiveyears.Bycomparison,theaverageageof

thewhole

UK

workforce

was

40.5.

Thesurveyfoundthat46%ofarchaeologistswerefemaleand54%weremale.In200708,

theproportionswere41:59.47%ofthewholeUKworkforceinalloccupationswasfemale,

53%male.

Archaeology was not an ethnically diverse profession in 201213; 99% of working

archaeologistswerewhite.Thiswaseffectivelyunchangedsince200708andfrom200203

andcontrastedwiththeentireUKworkforceofwhom13%wereofblackorminorityethnic

origins.


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11

Theproportionofpeoplewithdisabilitiesworkinginarchaeologycontinuedtobeverylow;

98% of archaeologists were not disabled. This was effectively unchanged over time, while

7%oftheentireUKworkforceweredisabled.

93% of archaeologists working in the UK in 201213 were from the UK, 3% were from

elsewhere in the European Union, less than 1% were from nonEU Europe and 4% were

from elsewhere in the world. This represented a relative decrease in the number of

archaeologists from nonUK European Union countries (5% of the working population in

200708), and a relative increase in the number of archaeologists from elsewhere in the

world (2% in200708).However,asthetotalnumberofworkingarchaeologistshadfallen

considerably,theabsolutenumbersofarchaeologistsfromoutsidetheUKhadalsofallen.

AnticipatedgrowthofthesectorDespite experiencing areduction in the size ofthe sectoral workforce in the previous five

years,slightlymoreemployersanticipatedthattheirorganisationwouldbelargeroneyear

in the future than expected to be smaller, with further optimistic forecasts for

organisational sizes three years into the future. These expectations were noticeably more

cautiousthantheambitiousforecastsreturnedin200708.

EstimatednumbersworkingineachjobtypeOf4,792 archaeologists working in the UK in 201213, it is estimated that2,684 (56%) of

these people worked for organisations that provided field investigation and research

services,1,198

(25%)

for

organisations

that

provided

historic

environment

advice,

96

(2%)

providedmuseumandvisitorservicesand815(17%)workedfororganisationsthatprovided

educationandacademicresearch.Thesepercentageschangedrelatively littleoverthefive

years from 200708, although the relative proportion working to provide museum and

visitorservicesdecreasedwhiletherelativeproportionworkingineducationandacademic

researchrose.

545 (11%) worked for national government agencies, 485 (10%) worked in local

government,690(14%)workedforuniversities,2,812(59%)workedforcommercialprivate

sector organisations and 260 (6%) worked for other types of organisations (civil society

organisationsor

museums).

Overall,thisrepresentedarelative increase inthepercentageofarchaeologistsworking in

the private sector over the five years from 200708 and a decline in those working in the

publicsector.

GeographicaldifferencesMorearchaeologistsworkedinLondonandthesoutheastofEnglandthanotherareas,but

this largelyreflectstheoverallpatternoftheUKpopulationdistribution.Thegeographical

distributionofarchaeologistshasnotchangedsignificantlyovertheperiodof15yearsthat

theProfiling

the

Profession

series

of

surveys

have

been

undertaken.


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12

RangeofjobsThesurveycollecteddetailed informationon888archaeologistsandsupportstaffworking

in389

jobs

with

236

different

post

titles.

This

represented

one

post

title

for

every

3.8

individuals;in200708therewasoneposttitleforevery5.3individuals.

AveragesalariesOnaverage,fulltimearchaeologistsearned27,814perannum.Themedianarchaeological

salary was 26,000 (50% of archaeologists earned more than this, 50% earned less). The

average salary for those employed in the private sector, which employed 59% of the

archaeological workforce, was 24,757. By comparison, the average for all UK fulltime

workerswas32,700so,overall,theaveragearchaeologistearned85%oftheUKaverage

aswas

the

case

in

2007

08.

Over the five years from 200708 to 201213, the average salaries of archaeologists

increasedby19%.Thenationalaverageforalloccupationsincreasedby20%overthatsame

period,soaveragearchaeologicalsalaries increasedatapproximatelythesamerateasthe

nationalaverage.

In calendar year 2012, 46% of archaeologists worked for organisations that reported that

individualsalarieshadtypicallyeitherfallenorremainedunchanged.

StaffqualificationsArchaeologistswerehighlyqualified,andovertimetheaveragelevelsofqualificationsheld

haverisen.

In 201213, one in five (20%) of archaeologists held a Doctorate or postdoctoral

qualification (in 200708 the equivalent figure was 12%), a total of 47% held a Masters

degreeorhigher(in200708theequivalentfigurewas40%)and93%ofarchaeologistsheld

aBachelorsdegreeorhigher(in200708,theequivalentfigurewas90%).

95% of archaeologists aged under 30 for whom qualifications data were available were

graduates.

PotentialskillsshortagesandskillsgapsSkillsgaps (skillsthatexistingstaffneedbut lack)and shortages (whereemployerscannot

find employees with the relevant skills) were identified in both technical, archaeological

skills and in generic, professional skills. The severity of these gaps and shortages was

categorised as significant, where more than 25% of respondents to the question had

identifiedaproblem,orserious,wheremorethan50%ofrespondentstothequestionhad

identifiedaproblem.

Aserious

skills

shortage

was

identified

in

post

fieldwork

analysis.


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13

Significantskillsshortageswereidentifiedinfieldwork(invasiveornon invasive);artefactor

ecofactconservation;andininformationtechnology.

Significantskills

gaps

were

identified

in

post

fieldwork

analysis;

fieldwork

(invasive

or

non

invasive);informationtechnology;peoplemanagement;andinprojectmanagement.

EmployerscommitmenttotrainingandqualificationsOverall,archaeologicalemployersdemonstrateahighlevelofcommitmenttotrainingtheir

staff, although the levels of support shown by several key indicators have declined since

200708.

90% of employers identified training needs for individuals and provided training for paid

staff

(in

2007

08,

93%

did).

46%

had

a

formal

training

plan

(52%

did

in

2007

08)

and

45%

formallyevaluatedtheimpactoftrainingonindividuals(48%didin200708).26%evaluated

the impact of training on the organisation (28% in 200708), compared with 75% which

identifiedneedsfortheorganisationasawhole(76%in200708).


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14

Recommendations

The recommendations presented here are based on the authors understandings of the

interpreteddata

and

are

made

by

them

to

the

sector

and

stakeholders

on

that

basis.

SkillsIssuesRecommendation for sectoral stakeholders: review sectoral training priorities (such as

presented intheArchaeologyTrainingForumsVisiondocument) in lightoftherecognised

skillsgapsandshortagespresentedinthisreport,andensurefundingsupportistargetedon

areaswherethereisadefinedneedfortraining.

Recommendation

for

higher

education

institutions:

ensure

that

the

report

is

used

to

enhance the employability of graduates as well as to inform students of potential

employmentopportunitieswithinarchaeology,ofthelevelofcompetitionthatislikelytobe

encounteredandthequalificationstheyarelikelytobeneededtoenteremployment.

Recommendationforindividualarchaeologistsandforarchaeologicalemployers:continuing

professional development should be focussed on delivering skills that contribute both to

individuals employability and to employers business objectives. Commitment to provide

supportforsuchactivityshouldbejustifiedbyboth individualsandemployers intermsof

improvingbusinessperformance.Theoutcomesoftrainingshouldberoutinelyreviewedin

terms of impact both upon the individual being trained and upon the organisation as a

whole.

Recommendation for all sector stakeholders: maintain or increase investment in

archaeologicalskillstraining.

Recommendation for archaeological employers and training providers: opportunities to

improve business planning and delivery within the sector should be explored, such as

developing bespoke business training courses for archaeologists (potentially within the

contextofwiderculturalheritage/historicenvironmenttraining).Publicsectorbodiesare

particularlyweakintheseareas.

Qualifications

Recommendationforemployersandhighereducationinstitutions:reviewtherelevanceand

impact of the NVQ inArchaeological Practice; while employers say that they value the

qualification, there have been very few individuals who have obtained it. The ongoing

existenceofthequalificationwillrelyon increaseduptake,andveryfewofthecandidates

who have successfully obtained the NVQ did not already have equivalent or higher level

qualifications (suchasdegrees),very little public fundinghasbeenabletobeattractedto

supportcandidates.

Employment


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15

Recommendation for the Institute for Archaeologists, the Federation of Archaeological

Managers and Employers and national heritage agencies: promote professionalism by

encouragingarchaeologistsandarchaeologicalemployerstoensurethattheyandtheirstaff

undertakeanddocumentCPD inordertodemonstratethatthosestaffmembersareboth

competentandthattheymaintaintheirlevelsofcompetence.

Recommendationforarchaeologicalemployersandsectoralstakeholders:positiveactionis

required to diversify the archaeological workforce as the sector is socially exclusive and

therefore archaeological practice is not reflecting the diversity of the UK population as a

whole,andsoislimitingthepotentialofthesectortoattractthebestpeopletoworkinit.

FutureResearchRecommendation

for

project

funders:

the

process

of

data

collection,

interpretation

and

dissemination of labour market intelligence for the archaeological profession should

continuetoberepeatedonafiveyearlycycle.Thevalueofthedatagatheredintheseries

ofProfilingtheProfessionreportshasbeenmagnifiedbyformingtimeseriesdatasetsthat

illustratetrends.,althoughpotentiallysomequestionswhichhavenotproducedsignificant

or significantly variable results (such as, for example, those relating to Investors inPeople

accreditation) could be moved to being gathered only in alternate surveys. The research

already interfaces with other work looking at labour market intelligence in other areas of

culturalheritage/historicenvironmentandfutureworkshouldensurethatmethodologies

adoptedinsuchworkiscomparable.

Recommendation for the InstituteforArchaeologists and theFederationofArchaeological

Managers and Employers: the State of the Archaeological Market research (gathering

information from commercial providers of applied archaeological services) continues,

gatheringdataonanannualbasis.Thisisboththelargestsubsectorwithinarchaeologyand

themostlikelytorespondrapidlytochangingeconomiccircumstances,andsothisworkwill

bothprovidevaluabledataforbusinessplanningandwillgiveadvanceindicationsoftrends

thatarelikelytoaffectthewholesectorovertime.

Recommendationforprojectfundersandallsectoralstakeholders:commissionorundertake

qualitative research looking in greater depth at particular skills issues in archaeology

(breaking

macroskills,

such

as

post

fieldwork

analysis

down

into

component

parts,

so

increasinggranularity)thatparticularlyconsidershowneedshavechangedovertimeshould

be supported in order to gain a more detailed understanding of skills issues across the

sector,


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16

Chapter 1: Introduct ion and Background

Introduction

Thisreport,ArchaeologyLabourMarketIntelligence:ProfilingtheProfession201213,isthe

fourth inaseriesof labourmarket intelligencesurveyswhichhavebeencarriedoutevery

five years since 199798. The data in the project reports, 199798, 200203, 200708 and

201213, characterise time series datasets which allow social, economic and education

trendstobeexaminedinprofessionalarchaeologyintheUnitedKingdom.

Context and Background

This project has captured labour market intelligence for the archaeological sector,

identifyingthenatureofarchaeologicalemploymentinallsubsectorsacrosstheUKin2012

13., including data on employment conditions, staff qualifications, diversity and training

issues. The data are coherent with previously collected data, allowing longitudinal time

seriestrendstobepresentedandanalysed.Thesedataarealsopresentedbygeographical

regionornationaswellasbytheemploymentcategoriesusedinthepredecessorstudies.

Background

English Heritage has, together with other organisations, commissioned comprehensive

labourmarketintelligenceforthearchaeologicalprofessiononafiveyearcyclesince1997

8. The Profiling the Profession series of reports, each of which has been led by Kenneth

Aitchison,haveprovidedaseriesofdetailedsnapshotsofthearchaeologicalworkforce, its

sizeandemploymentconditions.Takentogethertheyformabodyofdatawhichhasbeen

used to develop training and CPD opportunities and qualifications, support funding

applications, and inform a widerange of activities designed to improvestandardsofwork

andemploymentacrossthesector.

The scale and nature of employment in UK archaeology changed dramatically during the

courseof

the

1990s

and

the

first

decade

of

the

21st

century

following

the

introduction

of

the

developerfundingmodeltoachievetheaimsofsustainabledevelopment.Thepatternsof

archaeologicalemploymenttransformedagainfollowingtheglobaleconomicdeclinewhich

beganin200708.

These changes were captured, quantitatively and qualitatively, through three previous

labour market intelligence (LMI) studies conducted at fiveyearly intervals from 1997 to

2007(Aitchison1999,Aitchison&Edwards2003,Aitchison&Edwards2008).

These studies have produced longitudinal datasets tracking these changes, which have

allowed individualandwouldbepractitionerstoassesstheirownpositionsandtosupport

their

planning

for

the

future.

Moreover,

these

longitudinal

datasets

have

supported


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17

employers inmakingbusinessdecisionsandhavehelpedpolicymakersplanforthefuture

developmentofthesector.

The2007

08

study

was

also

part

of

a

larger

Discovering

the

Archaeologists

of

Europe

project

(Aitchison 2009a), which collected comparable data in twelve European states. This has

allowed the UK professions position within an international industry (and market) to be

identified. The results of all of these surveys have been widely referred to in the

professionalandacademic literatureandareusedtounderpinpolicyproposals(egHunter

&Ralston2006,IfA2007,EnglishHeritage2011a,Scanlonetal2011).

The most recent predecessor study (Aitchison & Edwards 2008) captured data from

employers inAugust2007,immediatelybeforetheeffectsofglobaleconomicchangeshad

serious and adverse effects upon archaeological practice and employment in the UK (eg

Aitchison2009b,2011a).

Datacaptureandanalysisin201213hascontinuedthefiveyearlycycle(asrecommended

in the 200708 report) and quantifies the further changes that have happened since the

economictransformationsthatbegan in2007and2008.Thedatapresentedshouldbetter

informemployers,individualworkersandtrainingprovidersseekingtoaddressthechanges

that the economic transformation has brought. Since 200708, Kenneth Aitchison has

undertakenaseriesofsurveys(initiallydirectlyforIfAasaseriesofJobLossessurveys,and

subsequently for Landward Research Ltd on behalf of IfA and FAME as State of the

ArchaeologicalMarketsurveys)tocaptureheadlinedataonthechanges.

Aim and Object ives

Theaimofthisprojectwastogather,analyseand interpret labourmarket intelligence for

thearchaeologicalsectorforthefinancialyear201213 inorderto improveunderstanding

oftheneedsandcurrentstateofemploymentforthearchaeologicalprofession.

Theobjectivesoftheprojectwereto:

generateaprofileoftheworkforce,highlightinganydiversityissues;

gather

and

interpret

information

on

training

needs,

skills

shortages

and

skills

gaps;

gather and interpret details of the nature and extent of the archaeology sector,

including accurate employment figures in different specialisms (defined sectorally

andbyposttitle);

gather and interpret information on professional roles including potential

recruitmentandcareerprogressiondifficulties;

identify labour market trends and issues through producing and analysing time

series datasets by matching data generated to that produced in three predecessor

projects

(Aitchison

1999,

Aitchison

&

Edwards

2003,

Aitchison

&

Edwards

2008)


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18

including training investment and supply and other financial, business and staffing

issues;

identifypotential

barriers

to

employment;

disseminatetheresultsofthiswork;

informthearchaeologicalsectoroftheoutcomesofthisresearch.

Theprojecthasalso:

contributedtoaEuropewideDiscoveringtheArchaeologistsofEuropemacro

project,socontributingtoawiderdatasetaboutthearchaeologicalprofession

acrossEurope.

UK Context

For archaeologists, archaeological employers and educators in the UK this project has

relevanceatindividual,organisationalandstrategiclevels.Atthestrategiclevel,theproject

offers an up to date and better understanding of the archaeological profession in the UK.

Manyoftheorganisationswhosupportedorparticipatedinthisproject,andsomethatdid

not,willusethestatisticspresentedheretotackleissuessuchasskillsgapsandshortages,

and

education

and

training

providers

will

be

able

to

use

this

report

to

support

their

delivery

plans. Individuals will be able to use the summary of organisations,jobs and employment

conditionsforcareerplanning.

The Great Recession

The200708ProfilingtheProfessionproject(AitchisonandEdwards2008)collecteddatain

theperiodimmediatelybeforetheonsetofglobaleconomicchangesthatcanbereferredto

as the Great Recession or as the Global Recession of 2009. The period before those

changes

defined

by

Aitchison

(2012,

Chapter

Three

Archaeological

Employment

1990

2007)asthelongperiodofgrowthforthesectorbetweenthepublicationofPPG16(DoE

1990) and the onset of the global financial crisis was a boom period for archaeological

employment and work opportunities. This report will provides an examination of

professionalarchaeologicalemploymentintheUKfollowingtheeconomicconditionsofthe

downturn,andwhateffecttheseconditionshavehadonthearchaeologicalprofession.

Structure of the Report

Following

some

of

the

conventions

of

previousProfiling

the

Profession

Reports,

the

first

chapter in this report provides an introduction and background to the project and the


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19

second gives an overview of the methodology used. The following chapters review the

collated 201213 data, each chapter covering the specific topics of organisations,

archaeologists,jobsandtraining.Inabreakfrompreviousreportsthispublication includes

comparisonsofthe current (201213)resultswiththoseof thethreepredecessorprojects

within these chapters. In the past, these comparisons had been separated into a single

standalonechapter.Thefirstappendixsummarisespostprofiledataandanothercontains

the free text further comments made by respondents, which is reproduced without any

informationthatcouldidentifytherespondentwhomadethecomment.Thethirdappendix

contains data obtained on planning applications that are discussed in Chapter 1:

IntroductionandBackground.Thequestionnaireusedtogatherthedata isalsopresented

asthefinalappendix.

Previous work

The previous work reviewed here very specifically relates to previous labour market

intelligenceworkforthearchaeologicalsectorandreviewsofskillsneeds.

Introduction

The series of Profiling the Profession projects have not existed independently of other

research.They

have

built

upon

and

complemented

other

pieces

of

research

into

the

social,

economic and education aspects of archaeological employment in the UK. The summary

which follows is based upon those presented in the three predecessor Profiling the

Profession reports (Aitchison 1999; Aitchison and Edwards 2003; Aitchison and Edwards

2008)withtheadditionofmaterialfrommorerecentwork.

Numbers of Professional Working Archaeologists

Table 1 and Figure 1 show previously published historical estimates of the numbers of

professionalarchaeologists

working

in

the

UK.

The

earliest

available

data

date

from

1922

and comprehensive but partial information began to be collected systematically in the

1970s.


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20

The drop in the late 1980s and early 1990s in the number of employed archaeologists is

interpreted partly as a result of the end of the Manpower Services Commissions

CommunityProgrammein1988.Thisprogrammewasagovernmentalunemploymentrelief

scheme which had provided a source of funding for archaeological research projects with

greater individual participation (Chitty and Baker 1999, 51). That drop was also partly a

consequenceofaneconomicdownturn intheearly1990swhich ledtoareduction inthe

amount of construction work being undertaken and a consequent drop in associated

archaeologicalfieldwork.

year numberof

professional

archaeologists

working

in

UK

source notes

1922 24 Wheeler1957,122

1925 30 Myres1975,5

1930 40 Jones1984,5

1952 117 Kenyon1952,appendixIV

1973 200 Thomas1974,10

1975 632 Bishop,J.1975

1977 1,221 Dennis1979 Rescue archaeologists only,

excludesNorthernIreland

1978

1,594

Dennis

1979

Rescue

archaeologists

only,


1979 1,614 Dennis1979 Rescue archaeologists only,


1987 2,900 Plouviez1988 Rescue archaeologists only,


1991 2,200 Spoerry1992 Rescue archaeologists only,


1996 2,100 Spoerry1997 Rescue archaeologists only,


1998

4,425

Aitchison

1999

2002 5,712 Aitchison&Edwards2003

2007 6,865 Aitchison&Edwards2008

2008 6,516 Aitchison2012b

2009 6,081 Aitchison2012b averageoffour2009figures

2010 6,014 Aitchison2012b averageoffour2010figures

2011 5,832 Aitchison2012b averageofthree2011figures

2012 4,792 thispublication

Table1:EstimatednumbersofprofessionalarchaeologistsworkingintheUK.


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22

Profil ing the Profession 2002-03

Archaeology LabourMarket Intelligence: Profiling the Profession 200203 (Aitchison and

Edwards

2003),

undertaken

by

the

Cultural

Heritage

NTO

and

the

Institute

for

Archaeologists on behalf of the Sector Skills Development Agency, English Heritage and

Cadw: Welsh Historic Monuments was the second comprehensive review undertaken for

thefullarchaeologicalsectorintheUK.Thissurveyfollowedthemodelestablishedin1997

98, but expanded the range of data collected. The 200203 survey estimated that there

were 5,712 professional archaeologists working in the UK, an increase of 29% over five

years. More respondents reported that their organisations had grown than reported that

theirorganisationshadreducedinsizeoverthepreviousfiveyears.Therewasoptimismfor

thefuturetoo,withfurthergrowthanticipatedforthenextfiveyears.Averageearningsfor

allarchaeologistsin200203were19,161perannum.

Profil ing the Profession 2007-08

Archaeology LabourMarket Intelligence: Profiling the Profession 200708 (Aitchison and

Edwards 2008),undertaken bythe Institute forArchaeologists on behalf of the European

CommissionthroughtheLeonardodaVinciIIfund,EnglishHeritage,HistoricScotland,Cadw

and the Environment and Heritage Service (Department of the Environment, Northern

Ireland),wasthethirdcomprehensivereviewundertakenforthearchaeologicalsector.This

collected data immediately before the economic changes of 200708 and stands as the

benchmarkfor

job

losses

in

the

profession

following

those

changes.

The

2007

08

survey

estimatedthattherewere6,865professionalarchaeologistsworkingintheUK,anincrease

of20%overthepreviousfiveyears.Averageearningsforallarchaeologistsin200708were

23,310perannum.

Breaking New Ground

Breaking New Ground: how professional archaeology works (Aitchison 2012a) is a

contemporary

history

of

employment

in

professional

archaeology

between

1990

2010,

using the data presented in the three previous Profiling the Profession reports as the

evidence base. This work contextualises patterns of employment and analyses the data

presentedinthosereportsashistoricalchangesovertime.

Discovering the Archaeologists of Europe

Discovering the Archaeologists of Europe was a transnational project, partfunded the

European Commission, that gathered labour market intelligence for the archaeological

sectorin

twelve

European

countries

between

2006

and

2008;

Profiling

the

Profession

2007

08wastheUKcomponentofthatproject.Acomparativereviewoftheoutcomescovering


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23

the twelve participating countries was published as Aitchison (2009). The underlying

intentionofthatprojectwastofacilitatetransnationalmobilityacrossEuropesupporting

individuals opportunities to live, study and work in different European countries. The

projectidentifiedparticularbarrierstotransnationalmobilitywithinEuropeanarchaeology,

whichrelatedtolanguageandtoqualifications.

The project was repeated and expanded, again with partfunding from the European

Commission, asDiscovering theArchaeologistsof Europe201214. This expanded project

involvedparticipantorganisationsintwentyEuropeanstatesincludingtwothatwerenot

membersoftheEuropeanUniongatheringcomparativedataaboutthenatureandscale

ofarchaeologicalemploymentinthosecountries.

WhiletherationalefortheoriginalDiscoveringtheArchaeologistsofEuropeprojectwasto

supporttransnationalmobility,thefundingprioritiesoftheLifelongLearningProgrammeof

the

European

Commission

changed

in

the

intervening

period,

and

in

2012

this

funding

stream sought to support individuals and businesses in the changed economic conditions

followingthegreatrecession.Accordingly,the201214projectwasdesignedtofollowthe

directionoftheECsEmployment,SocialAffairsand Inclusion initiative,NewSkillsforNew

Jobs (EC 2009a) by promoting better anticipation of future skills needs, developing better

matchingbetweenskillsandlabourmarketneedsandbridgingthegapbetweentheworlds

ofeducationandwork.

TheprojectisalsosupportingtheaimsofthestrategicframeworkforEuropeancooperation

in education and training, ET2020 (EC 2009b), specifically contributing to the strategic

objectivesof improvingthequalityandefficiencyofeducationandtrainingandofmaking

lifelonglearning

and

mobility

a

reality.

By contributing to the aims of ET 2020, the project is also directly contributing to the

objectives of the EUs Europe 2020 Strategy (EC 2010) by finding ways to support

transnational mobility and so to reduce bottlenecks to crossborder activity and, through

following the agenda for new skills andjobs, by making sure vocational education and

training providers are able to equip people with the right skills for their current or future

jobsinarchaeology.

Participant organisations in the Discovering the Archaeologists of Europe 201214 project

are collecting and analysing national archaeological labour market intelligence in Austria,

Belgium,Cyprus,

the

Czech

Republic,

Germany,

Greece,

Spain,

the

Republic

of

Ireland,

Italy,

Latvia,Norway,Estonia,Poland,Portugal,Romania,Slovakia,Slovenia,BosniaHerzegovina

andtheNetherlands.

Carter and Robertson 2002

As part of a wider project to develop National Occupational Standards for archaeological

practice, Carter and Robertsons (2002a, 1416) report, produced by QWest Consultants

and Headland Archaeology,commissioned bythe ArchaeologyTrainingForum and funded

through

PSAG

and

English

Heritage,

on

the

occupational

and

functional

mapping

of

the


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25

reportedbythesesurveysareincludedinTable1.TheRESCUEfiguressuggestedthatthere

was a rapidrise in the numberofarchaeologists employed inrescuearchaeologythrough

the1970sand1980s.Thenumbersemployedinarchaeologysubsequentlyfellawayrapidly

followingtheendingofManpowerServicesCommissionfunding inthe late1980s,withan

abrupt fall in 1990 in the first few months of an economic recession and associated

reduction in the volumeand scale ofconstruction projects.Salarieswere examined in the

199091and19956surveys(Spoerry1992,1997).Pay levelswerebrokendownbybands

rather than figures, which did not allow for precise estimates of average archaeological

salaries. Spoerry estimated that ... in 199091 threequarters of archaeologists in Britain

werepaidlessthan12,000pa,whenthenationalaverageearnings(bothsexes)wasabout

13,000pa,calculatedfrom1990Governmentfigures.In199596,justoverthreequarters

of archaeologists were paid less than 16,000 pa, when the figure for national average

earnings (both sexes) was about 17,500 pa, from the 1995 Government figures (most

recentavailable

when

calculated)

(Spoerry

1997,

6).

Jobs in British Archaeology

An annual series of studies of the advertised jobs reported in the Institute for

ArchaeologistsJobsInformationService(JIS)andBAJRhasbeencarriedoutfortheInstitute

for Archaeologists over the last twenty years (Aitchison and Anderson 1995; Turner 1996,

1997,1998,1999;Malcolm2000,2001;DrummondMurray2002,2003,2004,2005,2006,

2007,

2008;

Rocks

Macqueen

2011,

2012,

forthcoming).

These

surveys

form

a

review

of

advertised posts from 19932013, including details of salaries and conditions. There is

furtherdiscussion inChapter5:Jobswhichcomparesadvertised wagesagainstthesurvey

results.Theresultsindicatethatadvertisedsalariesareagoodindicatorforactualpaylevels

inarchaeology.

Fluctuations in the overall numbers of posts advertised and the average salaries offered

have been considered to be directly (if crudely) related to archaeological practices

relationshipwiththeconstructionindustry.Ifthisisthecase,theincreaseinthenumbersof

jobsadvertisedandaveragestartingsalariesislikelytoberelatedtotheconstructionboom

thatbeganinthe1990salthoughithastobenotedthattherehasbeenapaucityofjunior

fieldworkingposts

advertisements

in

the

JIS

over

the

years.

This

is

presumably

because

of

thecostofadvertisinginprintmediasuchasnationalnewspapers.Theremarkabledropin

thenumberofjobsadvertised in2002doesnotappeartohavefollowedanydownturn in

theamount of construction workbeing carried out, butthe authorof the report in which

thosedata werecontained (DrummondMurray2003)consideredthatthismightrelateto

anuncertaineconomicclimatein2002.


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26

IfA Pay Benchmarking

Aproject was undertaken by the Institute forArchaeologistswith Frank Price Consultancy

Ltdin

2007

08

to

compare

a

sample

of

archaeological

posts

with

similar

posts

in

related

and

other sectors (Price and Geary 2008). The structured evaluation of sample archaeological

posts ledtheauthorstoconcludethatarchaeologicalpostsarerelativelyunderrewarded,

with a significant gap between current IfA salary minima and externalcomparators when

matched against a) average range minima for posts with similar JEGS (Job Evaluation

Grading System) scores in organisations which employ professional / specialist staff with

similar levels of qualifications and skills and b) against published average salary levels for

professional surveyors and environmental managers and assessors with similar levels of

qualificationandresponsibility(PriceandGeary2008,para17). Thisreportwasupdatedin

2010(Geary2010)andtheresultspresentedintheupdatedreportwereusedtosetoutthe

IfArequired

salary

minima

and

salary

expectations

(IfA

2012).

IfA Equal Opportunities Surveys

Three surveys were carried out by the Institute of Field Archaeologists on equal

opportunities; the first of these was conducted by the Institutes Equal Opportunities

WorkingParty with thereport publishedasWomen inArchaeology (Morris 1992). The IfA

subsequentlypublishedtheresultsofaQualityofWork/LifeSurveyin1995(Reeve1995).

These

questionnaires

covered

a

variety

of

issues;

for

comparison

with

this

study,

the

relevanttopicsincludegender,contracts,lengthofserviceandsalaries.Informationonpay

receivedinthisstudywas,liketheRESCUEsurveys,brokendownbybands.Thesurveysall

demonstratedthatthegenderbalanceinarchaeologywasapproximately1:2female:male,

theaverage femalesalarywas lowerthantheaveragemalesalary,andthatmorewomen

workedinparttimeposts.

Archaeological Employment in Scotland

A

survey

of

archaeological

employment

in

Scotland

was

published

by

the

Council

for

ScottishArchaeology in1997(Aitchison1997).Thiswasaverystraightforwardheadcount

ofarchaeologistsinScotland,askingforveryfewdetailsbeyondsimplenumbers,conducted

by telephone and email. 37 organisations were contacted, all of which cooperated. The

surveyproducedanestimateof250archaeologistsworkinginScotlandin1997.

Survey of Archaeological Specialists

A

survey

and

analysis

of

the

provision

of

specialist

services

in

the

archaeological

profession

was undertaken by Landward Archaeology Ltd in 1999 (Aitchison 2000), commissioned by


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27

theInstituteofFieldArchaeologistsandjointlysponsoredbyMuseumofLondonSpecialist

ServicesandEnglishHeritage(ArchaeologyDivision).Thisconsistedofapostalsurveyofthe

providersandusersofarchaeologicalspecialistservices.The85specialismsidentifiedbythe

surveyweregrouped intotencategories. Individualspecialistsreturned45%ofresponses,

13%camefromsmallorganisations(5

employees). The larger organisations were typically able to provide a wider range of

services,andappearedtoprovidethebulkofspecialistservices. Themajorityofspecialist

services were provided as inhouse services (81%). Far fewer were either outsourced or

provided as combined inhouse / outsourced services. The provision of many specialist

servicesappearedtobeeitherthreatenedor inundersupply.Rateschargedbyspecialists

andpaidbyusersofspecialistserviceswereexamined. Respondentsconsideredthatthere

wasa lackofprovisionfortrainingtoundertakespecialistservices,bothatentryleveland

ascontinuingprofessionaldevelopment.

Survey of Archaeological Specialis ts 2010-11

Commissioned by the Higher Education Academy subject centre for History, Classics and

Archaeology and English Heritage, Landward Research Ltd undertook a survey of

archaeologicalspecialistsin201011toprovidetrenddatainthatpartoftheheritagesector

(Aitchison2011b).ItbuiltupontheresultsoftheearlierSurveyofArchaeologicalSpecialists

and provided data on the profile of archaeological specialists, the charges for different

specialist

services

in

archaeology

and

the

levels

of

competition

encountered

for

the

provision of specialist services. The report also identified gaps in the provision of these

services,andtheriskofpotentialskills losses intheprovisionofspecialistskillsacrossthe

rangeofarchaeologicalservices.

Benchmarking Competence Requirements and Training Opportunities relatedto Maritime Archaeology

EnglishHeritagecommissionedresearchthatwasundertakenbytheNauticalArchaeology

Society(NAS

2008)

to

define

core

skills

for

maritime

archaeology,

within

three

broad

areas

of intellectualskills;technical/practicalskills;administrative/managerialskills.Thestudy

consideredthat there was a shortfall in training opportunities for maritime archaeological

practice.

Archaeology and the Global Economic Crisis: mult iple impacts, possib lesolutions

Aneditedvolume(Schlanger&Aitchison2010)originatingfromasessionatthe15th

annual

meetingof

the

European

Association

of

Archaeologists

(EAA)

which

covered

the

effects

of

the great recession on archaeological practice in a range of countries, two of the papers


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28

coveredUKarchaeology'UnitedKingdomarchaeologyineconomiccrisis'(Aitchison2010)

and 'The end of a golden age? The impending effects of the economic collapse on

archaeology in higher education in the United Kingdom (Sinclair 2010). Each paper

discussed different aspects of UK archaeology. Sinclair, using multiple data sources,

includingpastProfilingtheProfessionreports,producedestimatednumbersofstudentsand

archaeologists intheUKhighereducationsector.Thatpaperestimatedthat in2009there

were600ormoreacademicstaffspreadacrossapproximately30 institutionsthatoffered

archaeologyasasinglehonourssubject.

Job Losses in Archaeology and State of the Archaeological Market

JobLosses

in

Archaeology

were

a

series

of

reports

produced

on

a

quarterly

basis

by

and

on

behalf of IfA and FAME between 2009 and 2011 to access thejobs losses occurring in

archaeology following the economic changes of 200809. This work was continued in the

StateoftheArchaeologicalMarketreports,producedeverysixmonths from2011toApril

2012 by Landward Research Ltd to monitor the employment and economic condition of

commercial archaeology in the UK. These reports gathered data from IfA Registered

Organisations and FAME members only. The April 2012 report (Aitchison 2012b) also

summarisestheresultsofallofthepreviousreports.

Importantly, these reports focussed on commercial, applied archaeological practice, and

tracked estimated numbers of individuals working in that subsector; the calculated

estimateswere

then

added

to

figures

from

the

2007

08

Profiling

the

Profession

report

to

generateestimates forthesizeoftheentireworkforce.Theresultsofthepresentproject

nowrecognisethatthenoncommercialsubsectorshavereducedinsizesince2007,andso

that meant that the total workforce figures presented in the Stateof theArchaeological

Marketreportswereincreasinglyoverestimated.

A Fourth Report on Local Authori ty Staff Resources

This

report

(EH

/

ALGAO

/

IHBC

2012),

produced

by

English

Heritage,

the

Association

of

Local

Government Archaeological Officers and the Institute of Historic Building Conservation,

comparedthelevelsofhistoricenvironmentstaffresources in localauthorities intheearly

monthsof2012withthoserecordedsince2003.ThissurveycoveredEnglandonlybutstill

providedvaluabledatathatwereusedinthisprojecttoestimateemploymentnumbers.The

survey found that 342 archaeologists (fulltime equivalents) were providing archaeological

adviceservicesto localplanningauthorities inEngland in2012;thisrepresentedadropof

16%inthenumberofarchaeologicaladvisorystaffovertheperiodfrom20062012.


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29

Historic Environment Record Content and Computing Survey

The objectives of these surveys (conducted in 2002, 2005, 2009 and 2012 by English

Heritage)

were

to

gather

current

information

on

Historic

Environment

Records

(HERs)

in

England(mainlymaintainedbylocalauthorities),dataheldundervariouscategoriessuchas

buildings,archaeology,landscapesandmaritimeaswellasinformationonthewaythisdata

wasrepresentedonthevarioustextualdatabaseandgeographicinformationsystems(GIS)

inuse.ThesesurveysalsolookedatthestaffingofHERofficers.The2012survey(MacLean

2012)foundadramaticreduction inthenumberofHERsbeingmaintainedbyat leastone

fulltimeequivalent(FTE)memberofstaff.

In2009,41%ofHERsweremannedbyatleastoneFTE;by2012,thishaddroppedto21%.

Overthesameperiod,thenumberofHERsmaintainedbylessthanoneFTEmemberofstaff

hadincreased

from

16%

to

34%

(MacLean

2012).


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30

Chapter 2: Methodology

Introduction

Asdiscussedintheintroductorychapter,the20122013ProfilingtheProfessionreportisthe

fourthcomprehensivesurveyofemploymentinUKarchaeology,followingthosecarriedout

in199798(Aitchison1999),200203(AitchisonandEdwards2003)and200708(Aitchison

and Edwards 2008). Aswith theprevioussurveys,thisProfiling theProfession project was

designed to build on this previous work and produce additional information. This chapter

describesthemethodologyofhowdatawerecollectedandhowanalysiswasundertakenon

some of the datasets that were generated. Some of the methodology presented in this

reportdiffersfromthemethodologyappliedinthepastProfilingtheProfessionprojects.

Project Team

TheprojectwasundertakenbyLandwardResearchLtdonbehalfofaconsortiumofproject

sponsors. The projectwas led byKenneth Aitchison, who acted as project manager. Doug

RocksMacqueenwasthespecialistresearchteamleader.DougRocksMacqueenundertook

the data analysis and drafted the initial version of this report, which was then edited and

approvedbyKennethAitchison.

The

project

team

reported

to

a

Project

Board,

chaired

by

Bob

Hook

on

behalf

of

English

Heritageandalso includingrepresentativesfromHistoricScotland,Cadw,NorthernIreland

Environment Agency: Built Heritage and York Archaeological Trust, together with advisors

from the Institute for Archaeologists (IfA), Federation of Archaeological Managers and

Employers (FAME), Association of Local Government Archaeological Officers (ALGAO),

Archaeology Data Service (ADS) and Creative and Cultural Skills. Members of the Project

Boardprovidedadhocadvicetotheprojectteamatsignificantstagesofthework,meeting

inpersonataseriesofprojectboardmeetings,andsubmittingcommentsbyemailonthe

finaldraftofthereport.However,anyoftheopinionspresentedwithinthisreportarethose

oftheprojectteamanddonotnecessarilyrepresentthoseoftheProjectBoardmembersor

theorganisationsthattheyrepresented.

Survey Methodology

In common with the three predecessor projects, data collection was primarily undertaken

through a survey of archaeological employers, including selfemployed individual workers

whoweretreatedasindividualbusinessorganisations;thiswasaquantitativedemandside

labourmarketintelligenceproject.

Unlike

previousProfiling

the

Profession

projects,

this

survey

was

circulated

electronically

only.Aswithpastsurveys,thisdigitalsurveyconsistedofatwopartquestionnairewiththe


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31

first part asking a series of questions about organisations and individual respondents as a

whole. The second section collected information on individual posts within the

organisations.Asthiswasassurveyofemployers,datarelatingtotheemployeeswhofilled

thesepostswassuppliedbytheemployers,nottheemployees.

ThesurveywasdesignedanddeliveredusingtheNovisystemsonlinehostedNovisurveyOn

Demand package, a commercial application that automatically sent linked invitations and

reminderstothepotentialrespondentsonthemailinglist.Thissystemallowedthedatato

beborndigitalandsoavoidunnecessarydataentrycosts.

Allorganisationsthatwerebelievedtoemployortopossiblyemployarchaeologistsand

all known selfemployed archaeologists in the UK were sent specific links to the digital

survey.Thisaimedtocoverall subsectorsofappliedandacademicarchaeologicalactivity,

research

and

management.

In

some

cases

no

contact

email

address

was

available;

there

were only a small number of such organisations and individuals and these organisations

werecontactedbyphone.

Aconcernoftheprojectteamwasthata levelofnonresponseerrorwouldbe introduced

into the project because the survey relied on voluntary responses. Nonetheless, checking

the returns against sources of archaeology employers has given both the authors and the

project board confidence that the nonresponding organisations would not have

significantlyalteredtheoutcomes.

Thequestionnairewasbasedonthequestionnaireusedin200708,withanumberofminor

amendmentstoclarifyorgatheradditionaldata.Thefinalquestionsandsurveylayoutwere

constructedwithinputfromtheProjectBoard.

EmailswithlinkstothesurveyweresentoutfromearlyJanuary2013withreminderemails

beingsentperiodicallyuntilearlyFebruary2013toencouragecompletion.A censusdate

ofthe14th

December2012wasused,andrespondentswereaskedfordatathatappliedto

theirorganisationonthatdate.Thiswasthoughttoberecentenoughtothedatesthatthe

questionnairewascirculatedtoremainrelevantbutfarenoughfromtheNewYearholiday

period to make sure that these did not affect reported staffing numbers. Using a specific

census date ensured that no employees were omitted or counted twice as a result of

changingjobs.

Respondents

were

specifically

asked

to

include

temporary

staff,

support

staff

andanyunpaidvolunteers.

Mailing List

Amailing listofcontactemailaddresseswerecompiledfromavarietyofsourcesincluding

the addresses of 200708 respondents, job advertisements on BAJR and the IfAs Jobs

InformationService.Theprimarysourceswereorganisationallistsincluding:


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32

IfAdatabasesofRegisteredArchaeologicalOrganisationsandDirectoryofMembers

workaddresses

ALGAOmemberlist

TORCDirectory

BAJRlistofarchaeologistsandarchaeologyemployers

FAMEslistofmembers

ListofMuseumArchaeologists

ListofSpecialistsfromthe 2011specialistssurvey

Messageswerealsosentouton listserv lists,suchasBritArch,posted inforasuchasBAJR

andthroughvarioussocialmediaoutletsincludingblogs,Twitter,Facebook,LinkedIn,etc.A

requestforsurveylinkswaspostedontheprojectwebsitewhereindividualscouldprovide

emailcontactdetails.Becauseofthewaythesurveywasdesignedeachpersonfillingitout

hadtoobtainauniqueURLtotakethesurvey.ThisfeatureallowedpeopletostartandstopcompletingthesurveyatanytimebutalsomeantmultipleURLlinkstothesurveyhadtobe

created.

In some cases these lists produced organisational names but no email contacts. These

organisations were followed up through checks of their websites and other searches. A

varietyoforganisationsandindividualsthatrespondedtothe200708surveywerefoundto

haveceasedtrading,insomecasesthroughretirementorbybeingmergedorboughtoutby

other organisations. Duplicate entries from these various sources were removed from the

final list.Wheretwoormoreemailsexistedforan individualororganisation,allweresent

surveys.

In

total,

over

935

contact

addresses

were

initially

entered

into

the

email

list

to

receivethesurvey.Afurther31emailswereaddedlaterwhenorganisationswerecalledto

followuponwhytheyhadnotcompletedthesurvey,creatingamailinglistwithatotalof

966addresses.

Data collection

Beginning at the end of December 2012 the survey went live but most email inviting

contributionsweresentoutaftertheNewYearholidayperiod.Thedeadlineforresponses

wassetas28th

January2013,butwassubsequentlyextendedforseveralweeksafterthat.

Duringthetimeoftheextension,phonecallswereplacedtoalmosteveryorganisationthat

hadnot filled inthesurveyuptothatpoint.Additional emailsweregatheredasthe best

emailtosendthesurveyto.Someoftheorganisationsor individualswerenotreachedas

they did not answer phone calls. Other organisations were found to have ceased trading.

Some organisations and individuals declined to fill in the survey with most citing survey

fatigue. However, all of those who declined to fill in the survey were willing to provide

current employment numbers. These numbers were factored into the final counts and

estimatesoftheworkforcetotals.

Of

the

966

emails

sent

with

invitation

links

to

the

survey

213

were

returned

as

undeliverable. In total 234 usable responses from the 753 delivered invitations were


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33

received; usable were defined as those that were completed, partially completedor were

notduplicates.Sendingmultipleemailstoasingleorganisationresulted insomeduplicate

responses, mainly because of different offices of the same organisation filling out the

survey.

Theseresponse numbers arerelatively in line withthepast surveys.The firstProfiling the

Profession survey receiving a much higher response than the rest but over the ten years

from200203to201213thenumberofusableresponseshasbeenbetween234and242

(Table2).

year total

199798 349

200203 236

200708

242

201213 234

Table2:NumberofusableresponsestoallProfilingtheProfessionsurveys.

Giventhatthissurveywasthefirstintheseriestobeanalldigitalsurvey(200708wasboth

hard copy and digital), the project team was satisfied to observe that this did not

dramaticallychangetheresponserate.Theresultsofthesurveyandoutsidedatasources

confirmed that the sector has shrunk significantly and the number of archaeologists

representedbytheresponsestothissurveywasactuallyproportionallyhigherthan inthe

200708survey,becausetherewerefewerarchaeologistsworking(Table3).

archaeologistsrepresented

insurveyresponses

estimatedtotalnumberof

archaeologistsinemployment

%oftotal

199798 2,829 4,425 64%

200203 2,771 5,712 49%

200708 2,665 6,865 39%

201213 2,630 4,792 55%

Table3:Numbersofarchaeologistsrepresentedinsurveyresponses.

Conversely, the number of post profiles completed for 201213, 389, represented a

significantlylower

proportion

that

that

received

by

previous

surveys.

year total

199798 notknown

200203 906

200708 519

201213 389

Table4:PostprofilescompletedinallProfilingtheProfessionsurveys.


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34

However, this lower number of post profiles still provided data that represented a

significantproportionoftheworkforce,evenifitisnotashighasprevioussurveys(Table5).

year total %ofarchaeologists

199798 2,132 49%

200203 2,427 40%

200708 2,733 40%

201213 889 19%

Table5:ArchaeologistsrepresentedinpostprofilesinallProfilingtheProfessionsurveys.

What these figures mean in terms of interpreting the results of the survey are that data

providedbyorganisationsansweringthequestionnairesrepresentedoverhalfofthetotal

number

of

archaeologists

in

employment

(Table

3)

and

are

representative

of

the

whole

sector. On the other hand, while still statistically significant, the data obtained from post

profilescamefromasmallerpopulationofresponses.

Data entry and analysis

The data received were analysed statistically to produce synthetic tables of results,

accompanied by commentary. The commentary draws out conclusions from the received

dataoncurrentworkforceprovisionandfuturestaffingandskillsneeds.

It isrecognisedthatthesurveydataare imperfecttheyalwaysare inanysurveyproject.

Surveydatacanbeimperfectinvariousways.Sampling,noncoverage,interviewerror,and

features in the survey design and administration can affect data quality. In particular,

surveys typically have missing data problems due to nonresponse (Rssler, Rubin &

Schenker2008,370).

Nonresponsecanbeeitherunitnonresponsewhereanorganisationhasnotansweredthe

survey,oritemnonresponsewherearespondenthasnotansweredaquestion.

The

level

of

unit

nonresponse

in

this

project

(234

responses

were

received

from

753

successfullydeliveredinvitationstocontribute)didnotleadtothequalityofthedatabeing

seriouslyaffected.Throughoutthesurvey,therewerequestionsthatrespondentschosenot

toanswer, leadingtoa levelof itemnonresponsethroughout(somereasonsfor individual

item nonresponse are given in Appendix 2: Comments). The levels of response were

satisfactory to allow analysis to be undertaken, and this is noted by the presentation of

samplenumbersaccompanyingthedatatablesinthisreport.Therewasahighlevelofitem

nonresponsetothepostprofileelementofthequestionnaire.


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35

Calculating workforce size

AkeyoutcomeofthisandallpastProfilingtheProfessionprojectshasbeenthegeneration

ofan

estimate

of

the

actual

number

of

archaeologists

working

in

the

UK.

Asthesurveyhasbeenansweredbymanybutnotalloftheemployersofarchaeologistsin

the UK, the one area where unit nonresponse has had to be addressed through an

extrapolationfromthedatahasbeenmadeisinthecalculationofestimatedfiguresforthe

totalnumberofarchaeologistsworkingintheUK.

Past Methodology

Inthe

predecessor

studies,

organisations

on

the

mailing

lists

were

ascribed

to

categories

of

structural basis and organisational role before the questionnaire was circulated to

respondents.This blind assignmentwas undertakingbyexamining the source usedtoadd

theorganisationtothemailing list,throughthepersonalknowledgeoftheresearchteam

and, in the case of nonresponding IfA Registered Organisations, from staff numbers

published in the IfA Yearbook and Directory. Ascribed organisational categories and

structureswerethencomparedwiththosegivenontheactualreturnstotesttheaccuracy

oftheresults.Thetotalfigurewasextrapolatedbyusingaregressiveimputationprocedure,

whereby estimated figures for the numbers of archaeologists working for each non

respondent were calculated on the basis of conditional means. These figures were

generatedfrom

the

average

of

the

figures

provided

by

respondents

that

were

considered

to

besimilartothenonrespondentegtheimputednumberofarchaeologistsworkingfora

university archaeology department was generated from the average numbers of

archaeologists working for university archaeology departments that had answered the

survey,etc.This isdescribedbyRssler,Rubin&Schenker(2008,376)asaregressionof

thevariablewithmissingvaluesonotherobservedvariablesisestimatedfromthecomplete

cases, and then the resulting prediction equation is used to impute the estimated

conditionalmeanforeachmissingvalue.

Resultswerevariable;forexample,theassumptionoforganisationalrolewasfoundtobe

74%

accurate

in

the

200708

survey.

However,

the

Historic

Environment

Advice

and

InformationServicescategorywasonly43%accurate,whileothercategoriesaveraged84%.

More important in terms of estimating numbers of archaeologists is that all organisations

wereascribedtoanticipatedcategoriesofsize(01individuals,25,610,1120,2150,51

100and101+)andwhencomparedwiththereturns,thiswasfoundtobe60%accurate.

Inthepastthiswasfelttobeasatisfactoryoutcome(categorisationbeingmoreimportant

than the ascribed size for this process), with estimated sizes being calculated for all the

organisations that did not return questionnaires and that were believed to employ

archaeologists.Theseascribednumberswerethencombinedwithresultsfromthereturned

organisationstoproducefinalestimatesofworkforcesize.


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New Methodology

Whilethebasicprinciplesofthepreviouslyusedmethodologycontinuedtobeapplied,for

thissurvey,

the

decision

was

made

to

produce

estimates

of

organisations

size

for

each

sub

sectorofprofessionalarchaeologyindifferentways.Thiswastoreflectboththediversityof

archaeological employment and the differences in the quality of the data returned and

otherdatasetsthatwereavailable.

AcademicSubsector

Contractlengthsinacademiatendtoberelativelylongerthanotherareasofarchaeological

employmentanduniversitywebsitesnormally listallofthestaffthattheyemploy.Instead

of having to estimate numbers, it was possible to simply look up the actual numbers on

departmentalwebsitesand beconfidentthat it isanaccuratereflection ofthenumberof

academicarchaeologists.

There are drawbacks to this method, one being that many websites do not distinguish

whether an employee is fulltime, parttime or on some other working scale. Another

problemisthattitlesarenotalwaysclearastowhetherapersonholdsanhonorarytitleor

isapaidemployee.Finally,thesewebsitesarenotalwaysupdatedregularly.Thosecaveats

being acknowledged a comparison of website listings verses the returns from universities

foundwebsitestonormallybeaccuratewithinoneortwopositions.

Usingthismethodology,theprojectthusfoundthatacross40universities(notallofferinga

full archaeology degree but still employing archaeologists) there were 440 teaching and

researchstaff.Teachingandresearchstaffwereconsideredtobethosewithtitlessuchas

lecture, instructor, reader or professor. There were found to be 200 researchonly staff,

with post titles suchas researcher, postdoctorate or project assistant. It should be noted

that this includes staff fromacademic departments thatare notarchaeology departments

butwhoemploystaffwhoseprimaryareaofactivityisinarchaeology.Thisdeterminationof

primary activity was based on descriptions of primary research interests on the persons

departmentprofile.

Finally,approximately50supportstaffwithtitlessuchasadministratororlabmanagerwere

also identified.Thisnumberdoesnotcapturethecomplexitiesofthesepositions,assome

departmentsorschoolsincorporateotherdisciplinesalongsidearchaeologyandpresumably

someofthepostswouldbesharedacrossdisciplines.

teachingand

research

researchonly othersupportstaff total

440 200 50 690

Table6:ArchaeologicalstaffatUKuniversities(February2013).


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Localgovernmentsubsector

Several sources were used to determine the estimated size of local government

archaeological

organisations.

There

was

a

very

high

response

rate

to

the

survey

with

76

responses,73ofwhichgavenumbersofemployees.Theseorganisationswereeitherwithin

local authorities or were commissioned by a local authority to manage its archaeological

responsibilities. These responses were from an estimated 114 such organisations

throughouttheUK.

Theseresponsesreporteddetailsof158employees inorganisationsthatactedasHERsor

SMRsonlyandofafurther197employeesoforganisationsthatcarriedout

Documents

Profilling the Profession 2012-13