Life After RDCF for Museums Training and Development Michelle Herron – Enhance People Consultants

1. Life After RDCF for Museums Training and Development Michelle Herron – Enhance People Consultants Phoebe Lowe – Scottish Borders Council

2. What RMTD achieved • The legacy and closing activities • The future 2009-11

3. What RMTD Achieved • Project Web Site • Behind the Scenes Visits • Curatorial Management Programme • Leadership Management Programme • Training Support Fund Full Evaluation and Legacy Development

4. Geography and Scale Geography and Scale 35 Project Partners • 6 Local Authorities • Scottish Borders • East Lothian • Edinburgh City • Fife • Midlothian • West Lothian 28 Independent Museum Organisations National Museums of Scotland

5. ‘Opportunity to use real experience of participants as part of the discussion’ ‘I now feel more confident, prepared and aware of sources of expertise and advice’ ‘Course covered a huge amount without being too basic or too complex. Covered exactly the topics required and not covered by other Museum training courses available’ ‘I would be struggling to find fault with this course and the whole project. It has been particularly useful and I appreciate the generosity of provision’

8. Outcomes • 80% of participants pledged in-kind support for further activities in 2009-11 • Significant added value was gained through effective regional partnership working and knowledge exchange • Partnership and sharing skills/resources improves sustainability • Demonstrable increased capacity in workforce development, skills and networking were achieved which will benefit the sector and future workforce • Project outcomes and pilot projects can serve as evidence of need for grant aid bids in future • Exit strategy recommendations focus on step change to support delivery of training priorities in East of Scotland museums for 2009-11 • Partner support was crucial to the Museums Training & • Development Project’s success and legacy activities for the future.

9. Activities Oct-Mar • Travel Bursaries • 11 individuals, 7 organisations • Grants for Bespoke Events • 73 individuals, approx 20 organisations • Leadership Management Programme • 10 individuals, 6 organisations • NMS Knowledge exchange programmes • ESMP partners represented 27% take up of attendees

10. Immediate Needs Sustainable high value, low cost activities that benefit the sector • Action Learning Sets • Curatorial Training and Development with NMS

11. Action Learning Set • 10 enrolled participants across ESMP • All working towards AMA • Half day session every quarter • Inaugural meeting 30th April

12. Expectations • Share AMA experiences with one another • Share exhibition information and expertise • Discuss curatorial challenges and seek advise from one another • See the bigger picture • Increased profile and advocacy in the sector • Develop a funding stream to support priority activities

13. Develop Confident, Skilled Professionals that Support the Development and Success of the Sector

14. Action • Appointed a spokesperson for first 6 months Phoebe Lowe • Applied for small grant • Shared contact information • Identified training needs to be reviewed with NMS • Next meeting 27th Aug 09, meeting and study day in Hawick hosted by participants

15. Support • Scottish Borders Council as custodian and caretaker • In kind support as part of own SBC staff development • Links with sector – SBC forward plan • ESMP releasing participants and encouraging take up and involvement • NMS in allowing access to ongoing programme • Enhance People Consultants facilitate events and communication between meetings

16. Longer Term • Self Sustainable learning set that adds value to AMA development • New AMA entrants who want to participate • Continued support from ESMP and NMS • Development of management and leadership skills (Year 2)

17. A Participants Perspective Phoebe Lowe – Action Learning Set Representative

18. Benefits of Joining the ESMP Action Learning Set • Actively taking part in a recognised Learning set • Taking part in an ambitious learning programme driven by people who are currently working in an entry level post • Increased profile and advocacy within the wider sector in Scotland • Partnership and Networking opportunities across the wider sector • Sharing experiences of further heritage qualifications, curatorial challenges and further expertise • Increased interpersonal skills • Seeing the Bigger Picture • Quarterly meetings with clear learning development outcomes

19. Personal Outcomes • Owning my own personal development (CPD) • Taking a more active role in the wider museum sector • Receiving and giving Contributions, Reflecting, Reporting back and evaluating the process • A chance to assess my own skills: Both strengths and weaknesses in a non judgemental environment • Access to diverse professional development programmes • An opportunity to values my own experiences and skills • Challenge myself as an individual • Scan the horizon: reflect and plan ahead

20. Thank You