Salary Equity for State Archeologists

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Salary Equity for State Archeologists

• Compensation Parity for Cultural Heritage
  Stewardship Professionals

Working in Department of Parks and Recreation
(DPR) State Office of Historic Preservation
(OHP) Department of Forestry and Fire Protection
(CDF)
Jeanette Schulz, M.A. Associate State
Archeologist Office of Historic Preservation
Charles Whatford, M.A. Associate State
Archeologist Calif. Dept. Fire Forestry
Protection
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Classification Structure

• Assistant - entry level
• Associate - full journey level
• Senior - first supervisory level
• Supervisor, Cultural Resource Program
• B.A. for all levels
• M.A. required for positions with major federal
  regulatory duties
• Of 40 State Archeologists, 7 have PhDs (17), 21
  have MAs (53), and 12 have BAs (30).
• Responsibilities are to preserve manage valued
  prehistoric historic sites and
  structures for the enjoyment, education,
  recreation, heritage legacy of Californias
  citizens and the states visitors.

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Classification Duties
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Survey Identify
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Survey, Identify, Record
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Evaluate, Mitigate, Excavate
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• Increased Technical Expertise Required
• Changing laws and standards require greater
  expertise due to involvement in a broader range
  of resources, in land use planning programs,
  and environmental evaluation and compliance
  issues and concerns.
• Staff in field are often required to make many
  independent decisions to address immediate
  resource impacts and associated program issues.

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Documents and Management Plans
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Recreation Interpretation Planning
Crystal Cove State Park
Cottages
Leland Stanford Mansion Rehabilitation
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Training of other Staff
OHP staff provides training for Cal Trans
Archeologists in Regulatory Review and Resource
Identification, and for many local agencies,
governments and historic commissions
CDF provides training to contract archeologists
and foresters for Timber Harvest surveys and fire
incident response teams
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• State-wide Regulatory Review
• Office of Historic Preservation has California
  local, state, federal regulatory review
  responsibilities.
• Federal Standards require Archeologists to have
  an MA degree to conduct cultural resource
  management regulatory reviews
• In 2005, State Archeologists reviewed over 1000
  federal regulatory documents for projects costing
  billions of dollars. Included agencies Federal
  Highways, BLM, Bureau of Reclamation, FERC, Corps
  of Engineers, U.S. Navy, USFS, EPA, NPS, BIA,
  Coast Guard, Dept of Agriculture, U.S. Army,
  NOAA, FEMA, Homeland Security, and other federal
  agencies.
• In 2005, one State Archeologist reviewed
  historic building rehab projects under federal
  Historic Preservation Tax Credit Program.
  Results 33 million dollars in preservation
  credits granted to California commercial
  and rental property developers.

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• DPR Regulatory Review
• State Archeologists conduct regulatory review of
  projects on State Park land, to insure protection
  of historical archeological
  resources, and compliance with
• California Environmental Quality Act
• Public Resources Codes 5024, 5024.5, 5097
• Secretary of the Interiors Standards
• Federal Review for permits and grants

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Emergency Response DPR CDF
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Emergency Response DPR
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CAPS/DPA Comparative Benchmark Salaries
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Comparable State Classification
Salaries (Classifications have similar level of
required expertise, skills, knowledge,
consequence of error in job duties)
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Recruitment Retention Program Problems

• candidates with full journey-level practical
  field experience, report preparation skills, and
  regulatory expertise are not taking exams or
  filling open positions
• entry levels have little practical field
  experience and age differentials means existing
  long term staff will be retiring in next few
  years, taking corporate memory and knowledge and
  leaving no one to mentor new entry level staff.
  The California Performance Review report
  recognizes this as an impending crisis for
  professional and scientific programs.

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Remedies to Achieve Parity

• general salary increase to comparable levels
• classifications for equal pay for equal work
• salary rounding to match other classifications
• add advanced journey (staff) level to existing
• classification to recognize increased skills and
• knowledge required to manage programs
• create departmental expert, special project
• appointments with salary differential of 5
• provide MA degree differential of 200 month
• provide PhD degree differential of 300 month