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I. INTERNSHIP EVALUATION (Completed by Intern)
A. Briefly summarize your achievements for your internship. What are the things that you are the most proud of?
B. Overall, are you satisfied with your efforts and achievements this summer? Do you feel you performed at, above, or below your level of ability? Did your internship meet your personal expectations and goals? Did it meet the goals discussed with your supervisor at the beginning of your internship?
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C. What changes would you suggest be made to the internship program at your internship museum or site? What could your supervisor have done to make your internship more successful?
D. Please rank using the scale of 1 to 5, 5 being excellent/most acceptable and 1 being bad/unacceptable.
Ranking Comments:
The supervision I received was:
I was given adequate training.
My supervisor was available and accessible when I had questions/concerns.
The work I performed was challenging and stimulating.
I was treated on the same level as other employees.
I had a good working relationship with my coworkers.
There were ample opportunities for learning.
An effort was made to make it a learning experience for me. Supervisor provided levels of responsibility consistent with my abilities.
I was encouraged to make my own decisions rather than simply carry out decisions made by others.
The quality of work supervision was good. My internship experience was enjoyable.
II. SKILL EVALUATION (Completed by the Supervisor)
Please assess the intern’s/part-timer’s abilities using the scale of 1 to 5, 5 being excellent/ most acceptable and 1 being bad/unacceptable.
Ranking Comments
Understands the Museum’s mission and objectives
Knowledge & understanding of job description and duties
Adherence to the Museum’s policies and procedures
Ability to manage time effectively
Demonstrates reliability by meeting deadlines
Volume of work - extra hours, additional assignments
Quality of work - creativity, thoroughness, & accuracy
Practices good customer service skills
Works effectively/cooperatively with others as a team
Communicates decisions & documents action to supervisor
Accepts constructive criticism
Seeks new knowledge
Shows enthusiasm about work
Recognizes problems and formulates appropriate solutions
Exhibits leadership by example
Uses effective team building skills
Employee’s level of self-confidence
Displays creativity and original ideas
II. SUMMARY OF INTERNSHIP (INTERN AND SUPERVISOR DISCUSSION)
Rank the intern's overall performance: 1 2 3 4 5
Supervisor Comments:
Intern Comments:
Discussion highlights:
DATE _____/_____/____
Intern Signature
DATE _____/_____/____
Supervisor
Signature___________________________________________
Appendix C
Reading List for MST 5069 and MST 5V97
In consultation with your faculty advisor, choose one text from the following list. Your faculty advisor may require additional readings.
Baldwin, Joan H. and Anne W. Ackerson. Women in the Museum: Lessons from the Workplace. Routledge, 2017.
Catlin-Legutko, Cinnamon and Chris Taylor. The Inclusive Museum Leader. Rowman & Littlefield, 2021.
Falk, John. The Value of Museums: Enhancing Societal Well-Being. Rowman & Littlefield, 2021.
Korn, Randi. Intentional Practice for Museums: A Guide for Maximizing Impact. Rowman & Littlefield, 2018.
Mayes, Thompson M. Why Old Places Matter: How Historic Places Affect Our Identity and Well-Being. Rowman & Littlefield, 2018.
Miller, Steven. Deaccessioning Today: Theory and Practice. Rowman & Littlefield, 2018.
Murawski, Mike. Museums as Agents of Change: A Guide to Becoming a Changemaker. Rowman & Littlefield, 2021.
Sutton, Sarah. Environmental Sustainability at Historic Sites and Museums. Rowman & Littlefield, 2015.
Young, Tara. So You Want to Work in a Museum? American Alliance of Museums, 2019.
Department of Museum Studies, Baylor University Professional Project Letter of Agreement
I. Purpose
All graduate students in Museum Studies are strongly encouraged to apply their formal education in a professional setting. The graduate professional project requires application of professional skills and is usually performed over the two semesters of the student’s second year. The project may be completed at the Mayborn Museum Complex, at another museum, or at a related institution. In all cases, the project must be approved by Department of Museum Studies in advance. It is important that the project be of an appropriate scale, both as a substantial undertaking but also as one that be concluded in two semesters. The professional project allows students to engage in meaningful work under the mentorship of experienced and knowledgeable museum professionals. Your participation demonstrates your interest and commitment to this educational strategy and to the growth and development of students as future professionals. We look forward to collaborating with you in this work/learning endeavor.
II. Responsibilities
To help insure the interests and promote the benefits of the project program for all parties involved, the Department of Museum Studies has developed this letter of agreement. The following outlines the mutual responsibilities between our program and your organization: Internship Site: (hereafter identified as the Project Site)
III. Responsibilities of the Department of Museum Studies
The Department’s responsibilities include, but are not limited to the following:
1. Provide faculty supervision during the project experience.
2. Provide such assistance as requested by the site to facilitate successful completion of the project.
3. Assist in the evaluation of the student’s progress; in cooperation with the Site Project Supervisor, determine whether or not the student should receive a passing grade for the project experience.
4. Establish guidelines and standards for the professional project and provide these to the Project Site.
5. Serve as the central administrative arm for all aspects of the project and provide education and information to students, employers, and faculty.
6. Maintain site and project student files and confidentiality of any information designated, by the Project Site or student, as confidential.
7. Act as a general resource for the student and Project Site Coordinator helping to resolve problems as they arise.
8. Faculty Supervisor Name and Contact Information:
IV. Responsibilities of the Project Site
The site which accepts the student has responsibilities that include the following:
1. To provide appropriate on-site supervision of the student.
2. To provide, within the scope of the project, experiences of the depth and breadth expected and experienced by professionals employed by the site.
3. To arrange, in advance, with the Departmental Supervisor, the project description.
4. To provide an opportunity for the student to experience an over-all orientation to the site’s purposes, services, philosophy, policies, and procedures.
5. Designate an employee to serve as the Host Institution Supervisor with responsibilities to help orient the student to the site and its culture, to assist in the development of learning objectives, to confer regularly with the student and the Departmental Supervisor, and to monitor the progress of the student.
6. To notify the Departmental Supervisor immediately (within the first two weeks if possible) in the event of any emergency or problems that potentially threaten the successful completion of the project.
7. To provide an evaluation of the student’s performance at the completion of the project; to provide, as deemed necessary by the student’s on-site supervisor, appropriate interim evaluation of the student’s performance, particularly if there is any problem that potentially threatens the successful completion of the project
8. Verify that the student has completed approximately 400 hours of work, as necessary to successfully complete the project.
9. Make available equipment, supplies, and space necessary for the student to perform his/her duties.
10. Provide a safe working environment.
11. Will not displace regular workers with students secured through the project program.
12. Notify the Departmental Supervisor of any changes in the student’s work status, schedule, or performance.
13. Maintain a general liability, professional liability and worker’s compensation insurance as required by law.
14. Separation: Should the Project Site become dissatisfied with the performance of a student, the site may request termination of the project arrangement. This should occur only after the Departmental Supervisor has been notified and a satisfactory resolution has not been achieved. Conversely, the Department of Museum Studies may request termination of the arrangement for any student not complying with the project guidelines set out by the department or if the Project Site does not uphold the responsibilities mentioned above, as long as the Host Institution Supervisor has been notified in advance and satisfactory resolution has not been achieved.
15. Discrimination. The Project Site shall not discriminate against any student on the basis of race, national origin, religion, sex, sexual orientation, marital status, or disability in the performance of its obligations under this Agreement.
V. Student’s Responsibilities
The student’s responsibilities include, but are not limited to the following:
1. The student is expected to become familiar with the Project Site’s mission, purposes, goals, and objectives, as well as, the services it offers to members and/or the community, and its audience.
2. The student is expected to formulate his/her goals at the site in terms of specific skills and experiences.
3. The student is expected to establish a work schedule in conjunction with the Host Institution Supervisor, as necessary to complete on-site work for the project.
4. The student is expected to keep a journal documenting their work on the project.
5. The student intern is expected to submit a final report. The final report should be 10 to 12 pages in length. The report should discuss how the project did (or did not) allow the student to utilize knowledge and skills from their coursework and how the project deepened their knowledge of the museum profession. The final report should describe and evaluate the project on which the student worked.
6. The student is encouraged to provide photographic documentation of the host institution, including the appearance of public spaces, behind-the-scenes work areas, and of the specific project on which the student was involved.
7. The student is expected to make a public presentation of their project to the faculty and students of the Department of Museum Studies.
VIII. Project Description
Host Institution Supervisor
Name
Address
Phone Fax
Student Signature
Faculty Signature
Social Media Guidelines: Mayborn Museum Complex
Our guidelines could be summarized in one sentence: “Be prudent and use common sense.” Remember everything you contribute online stays forever and that everything you do, often on a personal basis, reflects on the Mayborn Museum Complex as an organization.
Ask yourself, “Would this public expression impair my ability to work with my colleagues on a friendly basis? Would it give a leg up to our competition? Would it make my colleagues, partners or customers uncomfortable? Could it damage the reputation of the organization?”
While we encourage open communication both internally and externally in all forms, we expect and insist that such communication does not substantively demean our environment. This means that constructive criticism both privately and publicly is welcome, but harsh or continuous disparagement is frowned upon.
Externally communicating Mayborn Museum Complex Confidential information or other aspects of the organization information that is not intended for public consumption is ALWAYS forbidden.
In keeping with the goals of the museum, only those officially designated by the Mayborn Museum Complex have the authorization to speak on behalf of the museum.
However, the Mayborn Museum Complex believes in dialogue among employees and with our visitors, students, faculty, members of the many communities in which we participate and the general public.
We believe that our employees can both derive and provide important benefits from exchanges of perspective.
As an entity, the Mayborn Museum Complex trusts and expects employees to exercise personal responsibility whenever they participate in social media. This includes not violating the trust of those with whom they are engaging. Museum employees should not use these media for covert marketing or public relations without expressed prior consent of the Museum Director, Assistant Directors or of the direction of the Social Media Committee.
Specific Guidelines
Disclaimer Each digital media communication hub (Facebook, Twitter etc.) shall contain the following disclaimer: “Comments posted here are the personal opinions of the author and do not necessarily represent the views and opinions of the Mayborn Museum Complex or Baylor University. Official communication from the Mayborn Museum Complex will be marked as such.”
Confidential information You may not disclose any sensitive, proprietary, confidential, or financial information about the organization. This includes revenues, profits, forecasts, and other financial information, any confidential information related to specific projects, productions, customers, partners, etc. Posts should not speculate on the Mayborn Museum’s future plans, results, or business prospects. Please never comment on anything related to legal matters, litigation, or any parties the Mayborn Museum Complex or Baylor University may be in litigation with. Never participate in Social Media when the topic being discussed may be considered a crisis situation. Even anonymous comments may be traced back to your or Baylor University’s IP address. Refer all Social Media activity around crisis topics to PR and/or Legal Affairs Director. Be smart about protecting yourself, your privacy, and the Mayborn Museum Complex’s confidential information. What you publish is widely accessible and will be around for a long time, so consider the content carefully. Google has a long memory.
Respectful Tone You may not post any material that is obscene, defamatory, profane, libelous, threatening, harassing, abusive, hateful or embarrassing to another person or any other person or entity. This includes, but is not limited to, comments regarding the Mayborn Museum Complex, our employees, partners and competitors. You may not personally attack fellow employees, faculty, customers, vendors, or students.
Copyrights and Trademarks Respect copyright and fair use laws. When citing the work of another person or organization, professional bloggers, like journalists, will use proper attribution as well as a link (if applicable). Trademarks such as logos, slogans and various digital content (art, music, photos, etc.) may require permission from the copyright owner. It is your responsibility to seek that permission if you intend to use any such trademarked content.
Personal Social media is about individual participation. You are personally responsible for anything you publish online. Posts should express individual opinions, and not take positions for the Mayborn Museum Complex. You may post about the organization, products and services, employees, partners and industry trends but also about your personal opinions and even the occasional non-work related topics. (Remember to have the disclaimer in a prominent location). Post meaningful, respectful comments in other words, please, no spam and no remarks that are off-topic or offensive. Make sure your efforts to be transparent don't violate the Mayborn Museum or Baylor University's privacy, confidentiality, and legal guidelines for external commercial speech.
Authenticity Posts should be factual. You should always disclose your employment or association with the Mayborn Museum Complex. Never represent yourself or the Mayborn Museum Complex in a false or misleading way. All statements must be true and not misleading; all claims must be substantiated. Stick to your area of expertise and do feel free to provide unique, individual perspectives on non-confidential activities at the Mayborn Museum Complex. Be the first to correct your own mistakes, and don’t alter previous posts without indicating that you have done so.
Personality Keep in mind our voice and personality in regards to the museum’s mission and the mission of these types of communication. We seek to engage visitors and build community through interesting and compelling content.
Venues Establish a presence on all social media outlooks regardless of intent to use. This allows the Mayborn Museum Complex to “reserve” the right for future use if we choose to do so. This also prevents un-authorized usage of the Mayborn Museum Complex’s name on said venue. The standard name to use on all services will be: “The Mayborn Museum Complex”. This must be consistent on every service. This guideline will be updated and maintained to facilitate usage as social media evolves.
The Graduate School Policy on Professional Conduct:
“In keeping with Baylor University’s commitment to mutual respect and personal integrity, the Graduate School expects that all students will conduct themselves in a manner befitting their professional identity. This includes personal conduct towards faculty, staff, peers, and colleagues both on and off campus. Failure to display professional conduct may result in disciplinary action, including dismissal from the graduate program.”
Students accused of violating this policy have a right to a fair hearing. In recognition that some acts of professional misconduct may also involve violations of Baylor’s Student Conduct Code, Department faculty or the Graduate School may also and simultaneously report concerns or allegations of a student’s behavior to Baylor’s Judicial Affairs office.
1. Reporting Unprofessional Conduct
If a faculty member believes that a student may have violated the Statement on Professional Conduct, the faculty member should consult with the Graduate Program Director (GPD) and Department Chair. If the GPD and Chair agree that the situation warrants investigation, the following steps should be taken.
a. The Chair and GPD (or designees) shall meet with the student to discuss the situation. If the student acknowledges the problem and a resolution can be found, the GPD should describe the situation and resolution in writing, provide a copy of the document to the student and faculty member, and keep a copy in the student’s file.
b. If the situation warrants more immediate action or a resolution cannot be found, the GPD should notify the appropriate dean within the Academic Unit in writing* (see appended list for the appropriate dean in each Academic Unit). The notification should
I. Describe in detail the behavior in question, including any relevant written documentation or communications,
II. Explain why the behavior is unprofessional in the context of the particular discipline or program,
III. Describe in detail the steps taken thus far to resolve the issue,
IV. If necessary, explain why any resolution proposed by the student is inappropriate, and c. The Graduate School should be notified of the process by the GPD and/or notified dean.
V. State the Department’ s recommendation for discipline or resolution.
