Digital Archivist-TEMPORARY

Carnegie Museum of Natural History (CMNH) invites applications for Digital Archivist. The successful applicant will play a critical role in managing and preserving the Holland Correspondence Archive. The Archive consists of 30 bound volumes of typewritten correspondence, totaling approximately 15,500 pages. Spanning from 1896 to 1913, the Archive documents the museum’s earliest years and elucidates museum collecting practices during this formative period for museums in the United States. As batches of scanned letters are delivered electronically from the museum’s digitization partners, the Digital Archivist will create the metadata needed to make the digitized archives searchable by topic, recipient, date, etc. In addition, once the physical letters are returned, they will review the work of the museum’s digitization partners and catalogue the newly boxed volumes. The Archivist will work closely with the museum’s Library Manager throughout this process.

This position will report to the Museum Library Manager. This is an 18-month appointment, funded by a grant from the Institute of Museum and Library Services. The position will run from April 1, 2024 to September 30, 2025.

Qualifications

Education and Experience: An MLS or MLIS degree from an ALA-accredited school is required. A concentration in archives or digital content is preferred. The candidate should have experience with one or more platforms for the discovery, management, and/or preservation of digital collections.

Knowledge, skills, and abilities: The candidate should have knowledge of metadata standards. They should be self-sufficient, highly organized, and capable of adhering to a project timeline. Must be able to work all hours agreed upon when hired.

PHYSICAL REQUIREMENTS: Work will be primarily sedentary. Must be able to remain stationary for extended periods.

ESSENTIAL FUNCTIONS AND Accountabilities

• Creating, reviewing, and editing metadata

• Collaborating with internal and external partners to develop metadata supporting the discovery and management of digital content
• Starting an in-house database for the archive
• Collaborating on blog posts and contributing to social media posts related to the grant
• Other duties as assigned

Expected starting pay rate for this position, $50,000.00

The following PA Act 153 clearances, or proof of application of clearances, are required beginning employment and as a condition of continued employment: Pennsylvania Child Abuse History Clearance Pennsylvania State Police Criminal Record Check FBI Fingerprint Criminal Background Check Obtaining the required clearances is completed as part of the new hire process.

Carnegie Museums is an Equal Opportunity-Affirmative Action Employer – Minorities / Females / Veterans / Individuals with Disabilities / Sexual Orientation / Gender Identity

The above job description reflects the essential functions and qualifications for the position identified, and shall not be construed as a detailed description of all the work requirements that may be inherent in the position. The job description does not constitute an employment contract and does not alter the at-will relationship between CMP and the employee.

*GUIDANCE ON ESSENTIAL FUNCTIONS: The Americans with Disabilities Act (“ADA”) requires employers to consider and accommodate qualified individuals with disabilities. An individual is qualified if he or she can perform the essential functions of a job with or without reasonable accommodation. An essential job function is any task that is a fundamental part of the job. When considering essentiality, one must focus upon whether the function is essential to this particular job and not to the department as a whole. Some additional guidance on essential functions follows below. Please note that the following guidelines are non-exhaustive. If you have any questions or need additional guidance, please contact Human Resources. A. Is the function required to be performed on a regular basis? If the function is rarely performed, it may not be essential. B. Is the function highly specialized? Is the incumbent hired for his/her expertise or ability to perform the function? The need for special expertise is an indication of an essential function. C. Does the position exist, at least in part, to perform the function? If so, the function is more likely to be essential. D. How much time is spent performing the function and how often? Note that even functions performed 10% of the time could be essential if they are required on a regular basis. E. Would elimination of the function fundamentally alter the job? If so, the function is more likely to be essential. F. What are the consequences of not requiring the incumbent to perform the function? If they are significant, the function is more likely to be essential. G. Are there a limited number of employees among whom the performance of the function could be distributed if the incumbent could not perform it? If so, it is more likely to be essential.