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Opening doors at the
Science Museum
Anthony Richards, Science Museum Learning
Background
• Learning Operations at Science
Museum
• 3 millions visitors, most visited place for
schoolchildren
• 400 staff, varied and diverse in some
areas
• Explainer team within Learning
• Interactions, performance, visitor
interactive galleries
• Desire to broaden access, use
management skills better represent
audience
Process
• Apprenticeship in Cultural Venue
Operations
• Partnership with V and A, Kensington
and Chelsea College
• One year, level 2 NVQ
• Work as a Learning apprentice along
side our Explainers, preparing and
making ready venue
• 120 applicants
• 15 interviews
• 5 taken
What happened ?
• Who did we choose?
• How many survived?
• How did we manage
them?
What did we learn ?
• Fitting into the workplace
• Being treated like other staff
• Understanding their background
and difficulties
• Providing structure and ‘family’
Some of issues
• Pregnancies
• Prison
• Violence
• Language
• Conflict
• AWOL
• Reliability
• Emotional control
• Family pressures
• Gangs
• Threats
• Fraud
Successes
• Hosted facilitation sessions
• Three qualifications
• Transition into job
• Confidence and maturity
• Understanding from our side
• Image of the museum for them
Next time
• Balance in the team
• Support for them outside work
• Transition at beginning
• Mentor and coach
• Better collaboration with partners
Memories
• Their interest in science and
museums
• Removing of the headphones
• Honesty and gratitude
• Energy and vitality
Memories
• Their interest in science and
museums
• Removing of the headphones
• Honesty and gratitude
• Energy and vitality

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SCC2013 - Young (science) apprentice - Anthony Richards

  • 1. Opening doors at the Science Museum Anthony Richards, Science Museum Learning
  • 2. Background • Learning Operations at Science Museum • 3 millions visitors, most visited place for schoolchildren • 400 staff, varied and diverse in some areas • Explainer team within Learning • Interactions, performance, visitor interactive galleries • Desire to broaden access, use management skills better represent audience
  • 3. Process • Apprenticeship in Cultural Venue Operations • Partnership with V and A, Kensington and Chelsea College • One year, level 2 NVQ • Work as a Learning apprentice along side our Explainers, preparing and making ready venue • 120 applicants • 15 interviews • 5 taken
  • 4. What happened ? • Who did we choose? • How many survived? • How did we manage them?
  • 5. What did we learn ? • Fitting into the workplace • Being treated like other staff • Understanding their background and difficulties • Providing structure and ‘family’
  • 6. Some of issues • Pregnancies • Prison • Violence • Language • Conflict • AWOL • Reliability • Emotional control • Family pressures • Gangs • Threats • Fraud
  • 7. Successes • Hosted facilitation sessions • Three qualifications • Transition into job • Confidence and maturity • Understanding from our side • Image of the museum for them
  • 8. Next time • Balance in the team • Support for them outside work • Transition at beginning • Mentor and coach • Better collaboration with partners
  • 9. Memories • Their interest in science and museums • Removing of the headphones • Honesty and gratitude • Energy and vitality
  • 10. Memories • Their interest in science and museums • Removing of the headphones • Honesty and gratitude • Energy and vitality