DiggersForumreportonawayworkandtravelinUKcommercial

archaeology,2011

ChizHarward,MaryNealeandSadieWatson

PublishedbytheInstituteofFieldArchaeologists
CopyrighttheDiggersForum,InstituteofFieldArchaeologists2012
InstituteofFieldArchaeologists,SHES,Whiteknights,UniversityofReading,
POBox227,Reading,RG66AB
TherightsofChizHarward,MaryNealeandSadieWatsontobeidentifiedastheauthorsofthiswork
havebeenassertedinaccordancewiththeCopyright,DesignsandPatentsAct1988.





Summary

ThisreportoutlinestheresultsoftherecentDiggersForumsurveysonworkrelatedtraveland
awayworkinUKcommercialarchaeology.Twocomprehensiveanonymousinternetsurveyswere
carriedoutduring2011,thefirstgatheredinformationfromover250employees,whilstasecond
surveytargetedarchaeologicalemployers.Theresultantsamplerepresentsapproximately8%of
workingarchaeologicalsitestaffatthetimeofsurvey,andapproximately10%oftheemployers.The
employeesampleappearstobeinlinewithlatestfiguresonthemakeupoftheprofession,although
itispossiblethatapotentialbiastoolderrespondentsisrelatedtotherecessionrestrictingaccess
tonewentrants(Section2.8).
Theresultsofthesurveyaregivenanddiscussedindetailwithinthereport.Theprofileofthe
respondentsisanalysedinSection2.Section3looksatadvertisingofarchaeologicaljobs:where
employeeslookforwork,andwhatisimportanttothem,andtoemployers,thisinformationwas
usedtocreateasetofrecommendationsonadvertisingarchaeologicaljobs.
Section4considersthecurrentjobsoftherespondentsandthetypesofemployersforwhomthey
work.AwayworkisanalysedinSection5,withdetailedfiguresonthenumberofnightsspentaway
fromhomeconsideredalongsidetheviewsofemployeesandemployers.Thenature,typeand
provisionofaccommodationisconsideredinSection6,withsubsistencepaymentscoveredin
Section7.Section8givesadetailedbreakdownofthetraveldonebyarchaeologistsbothnormal
commutingandworkrelatedtravel.Section9coversworkinghours,boththebasiccontractual
hoursandtheextratravelhoursthatstaffareexpectedtowork.Thissectionalsocoversthevarious
levelsofremunerationfortraveltime.Theviewsoftherespondentsontravelandawayworkare
highlightedinSection10,withtheeffectofawayworkonfinancial,professionalandpersonallife
considered.
Section11presentsaseriesofemployeescenarios:examplesdemonstratingtheeffectofvariable
travelpay,awayworkandcostsonanarchaeologistsincome.Thesimplefiguresunderlinethe
importanceoftravelcostsandpaytoarchaeologistsincomes.
Section12discussesvariouselementsofthecurrentsituationandhighlightstheneedforclarityin
advertisingarchaeologicaljobs,aregisterorwebsitelistingallarchaeologicaltermsandconditionsis
proposedtoallowarchaeologiststochoosethebestpayersandavoidtheworst.
Twosetsofrecommendationsaremadeinthereport;thefirstrelatestoadvertisingofcommercial
archaeologicaljobsandsetsoutasimpleandachievablesetofstandardstoensureclarityinwhat
termsandconditionsarebeingoffered(Section3.1).Thisisessentialtoallowpotentialemployees
toknowwhattheyarereallybeingoffered,andisintendedtoactasamechanismtoallowpotential,
andexistingemployees,tounderstandtheactualrelativebenefitsandcostsofeachemployment.It
ishopedthatmovestowardstransparentadvertisingwillallowthoseemployerswhotreatstaffwell
willbenefitfromtheiractions,whilstthosethathavepoortermsandconditionsareexposed.
Theprinciplerecommendationsontransparentadvertisingare:




Detailsofthestartingsalaryavailabletoanewstarter,avoidinguseofincrementalpay
rangesthatmaymakesalariesappeargreaterthantheycouldbeforanewstarter.
Statewhatlevelofexperienceisrequiredforthepost.
Anyprobationaryperiod.
Detailsofsickpay,holidayentitlementandpensionprovisionincludinganyqualification
periods.
Thelengthoftheworkingweekandwhetheranycompulsoryovertimemayberequired.
Wherethejobwillbebasedandwhetherawayworkisenvisaged.
Whetheradrivinglicenceorspecificskillscardisrequired.
Indicatewhetheraccommodationwillbeprovidedifthecontractisashortterm
appointmentandwhetherthereisanychargeforthis.
Indicatewhetherthereareanysubsistenceallowancesforawayworkandhowmuchthese
areandwhentheyarepaid.
Givedetailsofpayfortravellingtimeforbothdriversandpassengers,clearlystatingthat
traveltimeisnotpaidifthatisthecase.

Thesecondsetofrecommendationsoutlinestheareasinrelationtotravelandawayworkwhere
theDiggersForumfeelsthatimprovementscanbemade(Section13).Thebasicprincipleisthatyou
shouldbepaidforthehoursthatyouwork.Noneoftheemployersstatedthattheirwagescovered
atravelcomponent,andnoneofthewagesweresufficientlyhightocoverthecostsoftravellingas
partofthesalary.Therearemanycomplexanddifferingwaysofpayingstafffortravel,andtheDF
acknowledgethatitwillbedifficulttoharmoniseallaspects.Howeveritdoeshopethatall
employerswillworktowardsthespiritoftherecommendations.Theprincipalrecommendations
include:
Alltraveltimeoutsideofcorehoursshouldbepaidtoallstaff,ortheequivalentTOIL
accrued:thisshouldbepaidtoalldriversandpassengers.Staffshouldbepaidfortheir
hours.
AlldrivingandpassengertimeonSaturdaysshouldbepaidinfullattimeandahalf,or
theequivalentTOILaccrued;alldrivingandpassengertimeonSundaysshouldbepaidin
fullatdoubletimeortheequivalentTOILaccrued.
Mileageshouldbepaidtoallemployeeswhousetheirownvehiclesforworkrelated
travel.Wherecompanyfuelcardsareusedapaymentshouldbemadetocoverrunning
costs,wearandtearanddepreciationonaproratamonthlyrate.
Mileagerateofatleast40ppermile,reviewedannuallyandincreasedinlinewiththe
RACCostofMotoringIndexorasimilarindex.
Awayworktobetriggeredafteradriveofamaximumof1.5hoursunlessitisforashort
duration(12nightsmaximum),andallstaffarehappytotravel.
Nationalminimumsubof15anightforstaysinB&B,risingto20anightinApril2013
toreflectinflation.
Minimumnoticeperiodforawayworkoftwoweeksexceptwhenabsolutely
unavoidable,possibilityofoncallandoffcallsystemforlastminuteawayjobs.
Rotationofstaffonawayjobsinatransparentmanner.
Rotationofdriverstopreventfatigueandensuredrivingpayisspreadaroundtheteam.
Nationalregisteroftermsandconditionsrelatingtotravelandawayworkallowing
employeestocomparedifferentemployers.

TheDiggersForumcallsonarchaeologicalemployers,employees,tradeunions,professionaland
tradebodiestocommentonthisreportandtojoinindiscussionstoagreeawayforwardtoaddress
theissuesraisedinthisreport,andtosignuptothetwinsetsofrecommendations.Thefirststepis
tobeopenandtransparentaboutwhatiscurrentlybeingpaidandwhatisnotbeingpaid;thenext
stepistoacceptordeveloptherecommendationsandraisestandardstoanacceptablelevel.By
givingDiggerstheinformationtocompareunitswecanimprovethecurrentsystemforall
employees,andallowemployerstobidforworkonanevenfootingwitheachother.
Atpresentmanyemployersareattemptingtopaytheirstaffproperlyforthelonghoursspent
travellingonworkbusiness,orlivingawayfromhomeandfamily;theseemployersarelosing
contractstothosecompaniesthatchoosetonotpayanytraveltime,butdemandthesamelong
hours.TheDiggersForumbelievesthattheemployees,alreadysufferingonlowwages,shouldnot
betheonestosufferfurtherfinancialdistressforthebenefitoftheiremployers.WeasDiggersneed
tostanduptobademployers,notbegratefulforanyworkatall.Thereisapricetopoorwagesand
conditions,anditispaidforinourcolleaguesabandonedcareers.Bymakingthisissuepublic,and
bycontinuingtoshinealightonpooremployerswewillstrivetolevelthefieldsothatcontractscan
bewononstandardsandqualityofwork,notwhoispreparedtoripofftheiremployeesthemost.
TheDiggersForumaspirestoasustainableandfinanciallyviablecareerforallarchaeologists.This
surveyhasshownthatdifferencesintravelandawaypayseriouslyaffectarchaeologistsincome,
andthearchaeologiststhemselvesonbothpersonalandprofessionallevels.Werecognisethat
manypeopleintheUKtravellongdistancestowork,andthatformanythisisanormalpartof
everydaylifewhichisincreasingasworkopportunitiesgetscarcer.Wearenotdemandingspecial
pleadingforarchaeologists,weareaskingforclarityandfairnessforthegoodoftheindividuals,the
employersandtheprofessionatlarge.
Theultimatequestionmustbeasked,whatkindofprofessiondowewanttoleavetofuture
generationsofarchaeologists?Dowewanttomaintainthecurrentsystemofdisposable,deskilled
workerslivingoftenhandtomouthandtravellingacrossthecountryinthehopeofjustkeeping
going?Dowewanttomaintainakindoftwotiersystembetweenthosethathavepermanentjobs
andthosethatareonshortcontracts;betweenthoseworkingasSiteAssistantsandthosewhohave
climbedtheladdertoSupervisorandbeyond?
Ifthissurveyhasshownanything,itishopefullythatbysimplylevellingthefieldregardingtraveland
accommodationconditionswecanmakecommercialarchaeologyalessdysfunctionalandself
abusingprofessionandsignificantlyimprovetheprofessionforall.

Acknowledgements

TheauthorswouldliketothankallthoseDiggerswhotookthetimetoprovidethedetailed
informationonwhichthisreportisbuilt:wehopethatthisreportwillmakeapositivedifferenceto
yourconditionsandhelpcreateafairerprofession.
Wewouldalsoliketospecificallymentionthoseemployerswhonotonlytookpartinthesurveybut
wereconfidentenoughintheirpayandconditionsthattheyfeltabletobeidentified;thankyouto
ArchaeologicalServices&ConsultancyLtd,ArchaeologySouthEast(UniversityCollegeLondon),
ArchaeologyWarwickshire,GUARDArchaeologyLimited,HeadlandArchaeology(UK)Ltd,
SouthamptonArchaeologyUnitandTyneandWearMuseumsArchaeology.
ThanksmustalsobeextendedtothestaffoftheIfA,inparticularKathrynWhittington,forsupport
andassistanceinpublicisingthesurvey.TheDFwouldliketothanksDavidConnollyfortechnical
supportforFig7.
ThesurveywasconceivedandwrittenbyChizHarwardwiththeassistanceoftheDiggersForum
Committee.ThisreportwaswrittenbyChizHarwardwithcontributionsfromMaryNealeandSadie
WatsonoftheDiggersForum.TheauthorswouldliketothankDrPaulEverill,AmandaForster,Kate
GearyandtheDiggersForumCommitteeforreadingandcommentingontheinitialdraft.

TheDiggersForum(DF)iscommittedtocreatingapositive,sustainableandfinanciallyviablecareer
forallprofessionalarchaeologistsatallpointsintheircareer.TheDFisaSpecialInterestGroupof
theInstituteforArchaeologistsrepresentingallarchaeologistsworkingoutonsiteatwhatever
grade.MembershipoftheDFisopentoall.

Formoreinformationpleaseseethewebsitewww.archaeologists.net/groups/diggers

Contents
1 Introductionandsurveyoutline........................................................................................................1
1.1Anonymity.................................................................................................................................2
2 TheEmployeeSurveyrespondents...................................................................................................4
2.1 Gender................................................................................................................................4
2.2 Age......................................................................................................................................4
2.3 Dependantchildren............................................................................................................5
2.4 Nationality...........................................................................................................................6
2.5 Residence............................................................................................................................6
2.6 Location...............................................................................................................................7
2.7 Levelofeducation...............................................................................................................9
2.8 Samplesize,validityandpotentialbias..............................................................................9
2.9 IfAmembershipasanindicatorofcareerprogression.....................................................10
2.10 Changingcircumstances....................................................................................................11
3 Jobsandadverts..............................................................................................................................13
3.1 Recommendationsforadvertisingarchaeologicaljobs....................................................16
4 Youandyourjob..............................................................................................................................18
4.1 Salary.................................................................................................................................18
4.2 Averagewages..................................................................................................................19
4.3 Lengthofservice...............................................................................................................20
4.4 Freelancer/employee........................................................................................................20
4.5 Currentemployer..............................................................................................................21
5 Awaywork.......................................................................................................................................26
5.1 Proportionofrespondentswhoworkaway.....................................................................26
5.2 Drivinglicence...................................................................................................................27
5.3 Workingawayfromhome................................................................................................28
5.3 Guidelines.........................................................................................................................32
6 Accommodation........................................................................................................................35
6.1 Additionalaccommodation...............................................................................................38
7 Subsistenceallowance..............................................................................................................40
8 Travel.........................................................................................................................................44
8.1 Carownershipanduseofprivatecars..............................................................................45




9 Workinghours...........................................................................................................................48
9.1 Paidtraveltime.................................................................................................................49
9.2 Mileage..............................................................................................................................50
9.3 Totalcompensationfortravelrelatedtime......................................................................50
9.4 Drivingwhilsttired............................................................................................................51
10Viewsofawayworkandarchaeology.............................................................................................53
10.1 Worklifebalanceandlongtermeffectofawaywork.....................................................55
10.2 Thefuture.........................................................................................................................57
11Employeescenarios.........................................................................................................................61
12Discussion,conclusionsandrecommendations..............................................................................68
12.1 Changingterms.................................................................................................................68
12.2 Employerattitudestopay.................................................................................................69
12.3 Levellingthefield..............................................................................................................70
12.4 Regionaloffices.................................................................................................................71
12.5 Trainingandcareerdevelopment.....................................................................................71
12.6 ComparetheUnits.com....................................................................................................72
13Recommendations...........................................................................................................................74
14Bibliography.....................................................................................................................................76
AppendixAEmployeequestionnaire....................................................................................................77
AppendixBEmployerquestionnaire....................................................................................................87

Figures
Figure1Male/femaleproportionofallresponses.................................................................................4
Figure2Male/femaleratioagainstageranges(agerangeinyearsonXaxis,numberofresponseson
Yaxis)......................................................................................................................................................5
Figure3Numberofrespondentswithdependantchildren(Yaxis)byagerange(Xaxis)showing
male/femalesplit....................................................................................................................................5
Figure4Numberofdependantchildrenbymale/femalesplit..............................................................6
Figure5Nationalityofrespondents.......................................................................................................6
Figure6Housingtype.............................................................................................................................7
Figure7GeographicaldistributionofEmployeerespondents...............................................................8
Figure8Highestlevelofeducationachieved.........................................................................................9
Figure9IfAgradeofrespondingparticipants......................................................................................11
Figure10Barchartofhowrespondentsfindoutaboutjobs,bychoice..............................................13
Figure11Relativeimportanceoffactorsinhiringarchaeologicalstaff,Employersurvey..................14
Figure12Relativeimportanceoffactorsinchoosingjobs...................................................................15
Figure13Currentpositionofrespondents...........................................................................................18
Figure14Salariesforfieldstaffbygrade.............................................................................................19
Figure15Lengthofcareerincommercialarchaeologyinyears(Xaxis)bynumberofrespondents(Y
axis).......................................................................................................................................................20
Figure16Proportionsofrespondentsworkingasemployees,freelance,oreither............................21
Figure17NumberofrespondentsinEmployeesurveybyemployer..................................................22
Figure18TypeoforganisationEmployeesurvey................................................................................24
Figure19TypeoforganisationEmployersurvey................................................................................24
Figure20SizeoforganisationEmployeedata....................................................................................25
Figure21SizeoforganisationEmployerdata....................................................................................25
Figure22LocationofworkundertakenbyEmployeerespondents.....................................................26
Figure23Comparisonoflocationofworkundertakenbyawayworkersandnonawayworkers......27
Figure24ProportionofEmployeerespondentswithDrivinglicences................................................28
Figure25Numberofnightsspentawayfromhomeoverthelast12months,bynumberof
respondents(noteskewedXaxis)........................................................................................................28
Figure26Longestcontinuousawaystretchoverlast12months,inweeks(noteskewedXaxis)......29




Figure27DoyoufeelthateveryoneatyourCURRENTemployeristreatedthesamewithregardto
awaywork?...........................................................................................................................................30
Figure28Treatmentofstaffinselectionforawaywork......................................................................31
Figure29Guidelinesonawaywork......................................................................................................32
Figure30Lengthofdrive(hours)totriggerawaystay(Employersurvey)..........................................34
Figure31DoesyourCURRENTemployerarrangetheaccommodationforyouonawayjobs?..........35
Figure32Typeofaccommodationprovided........................................................................................36
Figure33Doyouhavetosharearoom?..............................................................................................36
Figure34Howhappyareyouwiththestandardofaccommodationprovidedbyyourcurrent
employer?.............................................................................................................................................37
Figure35Rankingoffacilitiesinprovidedaccommodation.................................................................37
Figure36Typeofpersonallyfinancedawayaccommodation.............................................................38
Figure37Ifyouhavetosortyourownaccommodationforwork(inadditiontoyourmainresidence),
howhelpfulisyourcurrentemployer?................................................................................................39
Figure38Provisionofnightlysubsistencepayment............................................................................40
Figure39Maximumnightlysubsistencepaymentbynumberofrespondents...................................41
Figure40Annualsubsistencepayments;selfassessedversuscalculated...........................................41
Figure41Howimportantareanysubstoyourtotalincome?.............................................................43
Figure42HowfardoyoulivefromyourCURRENTemployer'soffice(inmiles)?...............................44
Figure43Whatisyourprincipalmethodofgettingtoyourcurrentplaceofwork?...........................45
Figure44Ifyougotoanofficefirst,howdoyounormallygetfromyourofficetosite?....................45
Figure45Doyouownacar/motorbike?..............................................................................................46
Figure46Useofprivatecarforcompanywork....................................................................................46
Figure47Basiccontractualhours.........................................................................................................48
Figure48Totalweeklyhoursworkedincludingworkrelatedtravel...................................................48
Figure49Numberofhoursofworkrelatedtraveloutsidecorehours...............................................49
Figure50Howimportantareanytravelpaymentstoyou?.................................................................51
Figure51Doesawayworkandaccommodationaffectwhichjobsyoucanapplyfor?.......................53
Figure52Howmuchdoyoufeelawayworkaffectsyourhome/familylife?......................................55
Figure53Howdoesawayworkaffectyourfuturecareerchoices?....................................................58



1

1 Introductionandsurveyoutline

ThisreportpresentstheresultsofacomprehensivesurveycarriedoutbytheDiggersForum(DF)
intothecurrentconditionsrelatingtoawaywork,travelandsubsistencepaymentsinUK
commercialarchaeologyin2011.Researchintothesubjectwascarriedoutviatwosurveyshosted
onSurveyMonkey,anonlinesurveyhostingservice.Theinitialsurveywasdesignedtocapturethe
situationandexperiencesofemployeesandwasopenbetweenJanuaryandMay2011,thiswas
followedbyasurveyaimedatcapturingthesituationfromtheemployersperspectivewhichwas
openbetweenJulyandAugust2011.
TheEmployeesurveycontained75questionsandwasadvertisedontheIfAnewswebpage,the
DiggersForumpageontheIfAwebsite,inRescueNews,andviaemailtoDiggersForummembers
(forthetextofthesurveyseeAppendixA).ArticlesonthesurveywereincludedintheDF
newsletter;itwasalsoadvertisedontheBAJRnewspage.Alinktotheonlinesurveywasalsomade
availableforonwarddistributionviawordofmouth.Questionnaireswereavailableinpdfformat
howeverthiswasnotrequested.TheEmployeesurveywasanonymous;itbeingfeltthelengthof
thesurveywasenoughtoputoffanyconcertedattemptstoskewthedata.
TheEmployersurveyconsistedof80questionsandwasinasimilarformattotheEmployeesurvey.
AletteroutliningtherationalebehindtheEmployersurveywithalinktotheonlinequestionnaire,
wassentbyIfAstafftoalistofemployersemailaddressesheldbytheIfA(forthetextofthesurvey
seeAppendixB).Employerswererequiredtostatetheirorganisationsname,butwerefreeto
remainanonymous.
263separateEmployeequestionnairesweresubmittedbetween26
th
Januaryand19
th
May2011.
MultipleanswersfromIPaddresseswerecheckedtoensurethattheyrepresentedindividual
entries.Onerespondentwasdisregardedastheresponseswereclearlynottrue.Datafromthose
whoclearlyneitherresidednorworkedintheUKwasalsodisregardedashavingnorelevancetothe
survey.Atotalof258submissionswereanalysed.
Duetothelengthofthesurveyandthefactthatsomequestionswerenotrelevanttoall
respondentsmanysubmissionswereonlypartial.Wehaveincludedallresponsesforeachstageof
thesurveyandexpressedtheresultsasapercentageoftherelevantrespondentstotheparticular
questionorcombinationofquestions;whereitisdirectlyrelevantwehavespecifiedtherelevant
numberofresponses.
Duetothecomplexissuesinvolvedsomequestionswereclearlymisunderstood,particularlyonthe
Employeequestionnaire;thisledtosomeresponsesforsomequestionsbeingexcludedfromthe
surveyresultsastherespondenthadnotunderstoodthequestion.Wherethereweresignificant
problemswiththeresponsesforaparticularquestion,allresponsestothatquestionwereexcluded.
Itisnotconsideredthattheseomissionsaffectedtheresultsofthepublishedsurvey.
Thelengthofthesurveywasclearlyaproblemforsomerespondents,andinhindsightthesurveys
wereprobablyoverambitious.Itwasinitiallyfeltthatalessdetailedsurveywouldnotproduce


2

meaningfulevidenceandthatadetailedapproachwasworthpursuing,despitethepotentialdropin
responses.Thatover250employeesprovideddetaileddataisasignthatthisinitialpositionmay
havebeencorrect,thenumberswhogaveuppartwaythroughthesurveywerefarlessthanthose
whocompletedthesurveytothelastquestion.
Employerrespondentsweregiventheoptionofwhethertheirresultswouldbelinkedtotheir
company,thiswasasitwasconsideredthatitwasmoreimportanttogatherasmuchdataas
possibleratherthaninsistonunitsbeingnamed.OntheEmployersurveythenameofthe
organisationhadtobeenteredinordertoviewtherestofthequestionnaire,interestinglytwo
respondentsfilledinafalsenameinordertoviewthequestionswithoutansweringanyfurther
questions.Twentyfourrespondentsansweredthesurveybetween1
st
Julyand19
th
August2011.
Nineofthe24participatingcompaniesagreedtobeassociatedwiththeirsurveyreplies.Those
employerswhostartedthesurveygenerallyfilledintheentiresurvey,with18employersreaching
theendofthesurvey.
ResponsestoquestionsrelatingtoIfAmembership,DFactivitiesandunionmembership(Employee
surveyquestions1018)havenotbeenincludedwithinthisreportexceptwheretheyarerelevantto
thesubject.
Itwasintendedtopublishtheresultsofthesurveyassoonaswaspossibleafterthecompletionof
theemployersurvey,howeverworkloadandotherDFcommitmentspreventedthis.Itisnotfeltthat
thesituationhasappreciablychangedinthelastsixmonthsandtheoverallconclusionsofthereport
areconsideredtoremainvalid.InitiallyitwasintendedtopublishthesurveyresultsintheForum
Dispatch,thenewsletteroftheDiggersForum,howeveritsoonbecameclearthatthereportwould
betoolongforthisformat,andthatpublicationasapdfhostedontheIfAwebsitewasmore
suitable.

1.1Anonymity
TheEmployeesurveywasanonymous.Employeeswereaskedtospecifytheircurrentemployerin
theEmployeesurvey,andemployersnameswerefrequentlymentionedinthefreecomments,
althoughseveralrespondentsrefusedtogivetheiremployersname.Employershadtheoptionof
remaininganonymousorofoptingtobeassociatedwiththeirresultsintheEmployersurvey.Itwas
decidedthatgiventhesmallproportionofemployersthathadgivenpermissiontobenamed,(9out
of63)itwouldnotbeappropriatetonametheemployers;employersandemployeeshave
thereforebeenaffordedthesamedegreeofanonymitythroughoutthisreport.Thenamesof
currentemployershavebeentabulatedin
Figure17,howevernodatahasbeenattachedtothislistbeyondthenumberofresponding
employees
Whilstitwouldhavebeenveryusefulforemployeestobeabletocompareemployerspayand
conditions,itwasfeltthattheinformationfromthesurveywasnotnecessarilyaccurateespecially
givenconflictingaccountsofmileagerates,travelpayandconditionsatseveralcompanies.Oneof
therecommendationsofthisreportisthatanationalregisteroftermsandconditionsisestablished
toallowemployeestocompareemployersandseeexactlywhatispaidandatwhatrates.


3

Foralistofthoseemployersthatwerepreparedtostandupandbenamed,pleaseseethe
acknowledgements.



4

2 TheEmployeeSurveyrespondents

TheinitialquestionsoftheEmployeesurveyweredesignedtoconstructapictureofthe
respondents;thiscouldthenbeusedtotestwhetherthedatacollectedwasrepresentativeofthe
widerprofession,orwasskewedinsomeway,aswellasbeingausefulsnapshotofarchaeologistsat
thetimeofthesurvey.Themainsourceforinformationonthearchaeologicalprofessionisthe
seriesofpublicationsknownasProfilingtheProfession(PTP)whichhavebeenproducedbytheIfA
since1999.TheInvisibleDiggerssurvey(Everill2009)produceddataspecificallyoncommercial
archaeologistsandprovidesadditionalcomparativematerialforthisreport.

2.1 Gender
164oftheresponseswereMaleand92wereFemale,2didnotstatesex(Figure1).Thereforeof
thosewhostatedsex64%weremaleand36%female;thissuggestsagenderprofileofthe
respondentsthatisidenticaltotheInvisibleDiggersresultsof64.44%male,35.56%female(Everill
2009,67)andbroadlyinlinewiththeoverallratioof59%male,41%female,andof61%male,39%
femaleforFieldinvestigation&researchservicesidentifiedinProfilingtheProfession(PTP)
(AitchisonandEdwards2008,478).

Figure1Male/femaleproportionofallresponses

2.2 Age
Respondentsgaveagesbetween21and69(Figure2).Therewerenoresponsesfromanyoneaged
under21.Tworespondentsdidnotstatetheirage.PTPgivestheaverageageas38(Aitchisonand
Edwards2008,48)whichisinbroadagreementwithoursample.TheInvisibleDiggersgavean
averageageof32forcommercialarchaeologists(Everill2009,67).Theproportionofmaletofemale
wasfairlyevenfortheyoungerresponses,withfemales2630outnumberingmales,howeverthe
proportionoffemalerespondentswassignificantlyloweraftertheageof32.Theagerangesofmale
andfemalerespondentsfollowscloselythegraphsshowninPTPFigs5and6(AitchisonandEdwards
2008,4950)andInvisibleDiggersFig32(Everill2009,68),howeverthereisapotentiallaginthe
dropoffinoursample,possiblycausedbyanoverrepresentationofsupervisoryemployeeswho
maystayinarchaeologylonger,orthismayhavebeencausedbytherecession.Itmayalsobethe
casethatyoungerarchaeologistsarelesslikelytobeawareof,orfilloutsurveysthanthosewho
havebeenintheprofessionlonger.
Male/femaleratio
Male
Female
Noresponse


5

Figure2Male/femaleratioagainstageranges(agerangeinyearsonXaxis,numberofresponsesonYaxis)

2.3 Dependantchildren
Weaskedhowmanychildrenwererespondentsfinanciallyresponsiblefor(Figure3).Onlyone
respondentagedbelow30hadadependantchild.Theoverwhelmingmajorityofrespondentsdid
nothavechildren,withonly25%ofmalesand13%offemaleshavingadependantchild.

Figure3Numberofrespondentswithdependantchildren(Yaxis)byagerange(Xaxis)showingmale/femalesplit

Perhapssignificantlymoremalethanfemalerespondentshaddependantchildren,despitethe
64/34%gendersplit(Figure4);therearemanypossibleexplanationsandwedonothavedataon
whythismaybethecase.

0
10
20
30
40
50
60
70
2125 2630 3135 3640 4145 4650 5155 5660 6165 6669
Male
Female
Total
0
2
4
6
8
10
12
14
16
2125 2630 3135 3640 4145 4650 5155 5660 6165 6669
Male
Female


6

Figure4Numberofdependantchildrenbymale/femalesplit

2.4 Nationality
TheoverwhelmingmajorityofrespondentswereUKnationals(Figure5).Ofthe8EUnationals4
wereIrishandonewasPolish.SevenofthetennonEUrespondentswerefromnorthAmerica(USA
andCanada)andtwowereManx.Thisreflectsthe93%figureinPTPforUKarchaeologists(Aitchison
andEdwards2008,54),itwouldbeinterestingtocomparethesefigureswiththeanecdotal
evidencefornonUKnationalsworkingasarchaeologistsinmanyareasofthecountry,itisnotclear
whethertherehasbeenadeclineinnonUKnationalsworkinginarchaeologysincethe2008
recession.

Figure5Nationalityofrespondents

2.5 Residence
Ofthosewhorespondedasurprisingproportion(41%)ofrespondentswereowneroccupiers,with
thesecondmostcommonhousingtypebeingthosewholivedaloneorasacoupleinrented
accommodation(33%;Figure6).Farfewerwereinmultipleoccupanthousesorflats(12%),with8%
eitherlivingfulltimewithparentsorhavingnofixedaddress.Thismightseemtobeareflectionof
theageoftherespondentswitharelativelylownumberofresponsesfrom2125yearoldswho
maybelesslikelytohaveamortgage,howevertheyoungestowneroccupierswere25,and24
0
20
40
60
80
100
120
140
Male Female
None
One
Two
Morethantwo
Noresponse
Nationality
UKnational
EUnational
NonEU
national


7

respondentsaged2530wereowneroccupiers.Attheotherendofthespectrumthosewho
describedthemselvesasnofixedabode(sofasurfers)wereallintheir20sorearly30s.
Oftheowneroccupiersonly4statedthattheywereataProjectManager/Consultantlevel.Infact4
werestudents(aged30or31),4wereselfemployed,8wereSiteAssistants(althoughoneofthese
hadpreviouslybeenaProjectOfficer,andtwohadbeenSupervisors),10wereSupervisors(with3
havingworkedpreviouslyasProjectOfficers),17wereatProjectOfficergradeand17were
unemployed.Oftheunemployed7hadpreviouslyworkedasSupervisors,andoneasaProject
Officer.
Wecannotknowtheindividualcircumstancesofalltheowneroccupiers,certainlyitwouldbehard
togetamortgageonasiteassistantswagewithoutasignificantdeposit,orapartnerwhoearneda
farhigherwage.

Figure6Housingtype

2.6 Location
Thesurveyaskedforthepostcodeofrespondentsmainresidencetoallowthedatatobechecked
forgeographicalbias(Figure7).ThereisacleardistributionofresponsesacrosstheUKmainland,
withmostregionsandcentresofpopulationrepresentedassuggestedinPTPalthoughitshouldbe
notedthatweweresurveyinghomeaddresses,nottheemployersaddress(AitchisonandEdwards
2008,46).ThereisapaucityofdatafromtheSouthwest,Wales(andinparticularSouthWales),the
NorthwestandBorders,andtheHighlands,butthismaybeareflectionofpopulationdensityand
distributionofarchaeologists.Overallitisfeltthattherespondentsaregeographicallyabroadly
representativesample.

Housingtype
Cohabit/singleoccupant
rentedflatorhouse
Livewithparentsfulltime
Lodger
Multipleoccupantrentedflat
orhouse
Nofixedabode(sofasurfer)
Owneroccupierflat/house
other/noresponse


8

Figure7GeographicaldistributionofEmployeerespondents



9

2.7 Levelofeducation
Theoverwhelmingmajorityofrespondentshadafirstdegreeorhigherqualification,ofthe18
withoutadegreeonlyonewasintheir20s,andoneintheir30s:therestwereallintheir40sor50s;
thisconfirmsthefiguresinPTP(AitchisonandEdwards2008,12)andisbroadlysimilartothe
InvisibleDiggers(Everill2009,6972).50%ofthegraduateshaddoneapostgraduatecourse,with
mosttakingaMasters(Figure8).
Whenaskedwhatwasimportantinaprospectivecandidatenoneoftheemployersstatedthata
gooddegreewasveryimportant,4feltitwasimportant,12feltitwasuseful,and7feltitwas
notimportant.Similarlywhenaskedaboutpostgraduatequalificationsnoemployersfeltthatit
wasveryimportant,2feltitwasimportant,14feltitwasuseful,and7feltitwasnotimportant.

Figure8Highestlevelofeducationachieved

2.8 Samplesize,validityandpotentialbias
TheEmployeesamplesizeof258representsapproximately4.5%ofthetotalarchaeological
professionof5827estimatedfor1
st
January2011(http://www.archaeologists.net/news/110216
newjoblossesfigurespublished).Thismaynotbeaastatisticallysignificantproportionofthe
wholeprofession,howeverthesurveyspecificallyrelatestothosefieldarchaeologistsinthe
predominantlycommercialsectorwhichwasestimatedtobe31893225atthetimeofthesurvey,
whichgivesasamplesizeofapproximately8%ofthecommercialfieldworksector.Giventhatthe
surveylargelyrelatestoawayworkthepercentagerepresentedinoursurveyofthosesignificantly
affectedbyawayworkortravelmaybehigherthanthe8%figure(excludingpredominantlyoffice
basedstaffsuchasmanagers,processors,illustratorsandspecialists).
OfcoursewemustrememberthattheIfAfiguresonlyrepresentthoseinactualemployment,
whereasoursurveywasopentothosewhowerenotcurrentlyemployed.Fromthefigures
producedduringtherecessionweknowtheapproximatenumbersofarchaeologistwhohavebeen
maderedundantsince2008,howeverwecannotaugmentthiswithafigureforthenumberof
archaeologistswhowereunemployedatanyonetime.Thenatureofthearchaeologicaljobsmarket,
withmanyarchaeologistsleavingafterashortcareer,meansthatsuchdataishardtocapture
accurately,althoughitmaybeausefulavenueforfutureresearch.
Levelofeducation
GCE/GCSE/CSE
Alevel
HND
Degree
Masters
Doctorate


10

Thegenderratioofthesampleappearstoberelativelycomparabletothewiderprofession;
howevertheagedistributionwouldappeartohaveaslightbiasawayfromyoungerarchaeologists.
Itmaybethatthearchaeologicalworkforceisaging,possiblyduetotherecessionasnewgraduates
cannotgainemploymentandtherearelimitedopportunitiesforarchaeologiststogainnew
employmentoutsidearchaeology.Thisisunproven,althoughagainitwouldbeaninteresting
avenueforresearch.
WhenestablishingwhethertheEmployeesampleisvalidandrepresentativeanumberoffactors
havetobetakenintoaccount.Wewantasamplethatisbroadlyrepresentativeofthe
archaeologicalworkforce,howeverselfselectionwillhavebeenatplayindecidingwhoresponded
manyarchaeologistswillnothaverespondedbecausetheydonotworkawaysodidnotfeelthe
surveywasrelevanttothemeventhoughtheytraveltoworkeveryday.Thoseonawayworkmay
havelessaccesstocomputerstofilloutthesurvey,orlesstimetodoso,converselytheymay
actuallyhavemoretimewhilstawayfromhome.
Thereisalsoalimitedamountofrecentdataonarchaeologiststocompareagainst,withPTPand
InvisibleDiggersbeingtheonlyrealsourcesofstatisticaldatathatisscientificallycollated.Thedata
fromEmployeerespondentsislargelyinlinewiththelatestProfilingtheProfession(Aitchisonand
Edwards2008)andtheInvisibleDiggersdatafrom20035(Everill2009),despitetheeffectofthe
recessioninthelastthreeyears.Thissuggeststhatthesampleisbroadlyrepresentativeofthe
makeupofthearchaeologicalprofessionasawhole.

2.9 IfAmembershipasanindicatorofcareerprogression
SomeideaoftherespondentscareerprogressioncanperhapsbegleanedfromtheirIfA
membershipgrade(Figure9).IntheEmployeesurvey115respondentswereIfAmembers,whilst
127respondentswerenotmembers.OftheIfAmembers16%werestudentoraffiliatemembers,
26%werePIfA,38%wereAIfA,and20%wereMIfA.Ifextrapolatedtotherestoftherespondents
thismightsuggestthatoursurveyisbiasedtothehighergradesofarchaeologist,andistherefore
notentirelyrepresentativeofSiteAssistants.HoweverSiteAssistantsareperhapslesslikelytojoin
theIfAandthiscouldbewheretheSiteAssistantsresponsesarehidden.Alookatthecurrentor
highestpreviousjobtitleofthenonIfAmemberswhorespondedsuggeststhatthesurveyisindeed
slightlybiastosupervisorypositions,with46%ofnonIfAmembershavingworkedatProjectOfficer
leveloraboveandonly17%havingonlyworkedasSiteAssistants.
IntheInvisibleDiggerssurvey116(35%)respondentswereIfAmembersand212(65%)non
members.OfIfAmembers11%werenoncorporate,27%werePIfA,32%AIfAand30%MIfA(Everill
2009,73).
Inaddition,thegraphshowingthelengthoftimespentworkingasanarchaeologist(Figure15)
clearlyshowslowerfiguresforthosewhohavenotbeenworkingasarchaeologistsforlong,
comparedtothosewhoaremoreestablishedintheircareer.
Itisthereforeclearthatthesamplemayhaveaslightbiastowardsestablishedarchaeologistsand
specificallytothoseinsupervisorylevels,withanunderrepresentationofSiteAssistantroleswithin
thesample,especiallythosebeginningtheircareers.Noattempthasbeenmadetofixthisbias,and


11

theresultsarereportedastheyweresubmitted,althoughcommentismadewheretheresultsseem
outoflinewithassumptions.Supervisorystaffdoundertakeawaywork,anddotravelperhapsin
somecasesmorethanSiteAssistantshowevertheyareperhapsmorelikelytohavepermanent
jobsandmaycarryoutadifferenttypeofawayworkthanthestereotypicalcircuitdiggermoving
fromsitetositewithnothingmorethanarucksack.Wewilltryanddeterminetherealityofmodern
archaeologicallifebycarefulinterrogationofthedatatoestablishtherealitiesfordiffering
circumstances.

Figure9IfAgradeofrespondingparticipants

TheEmployersampleislessclear,withonly24respondentsthereisanapparentdangerofskewing
ofthedatagiventhelimitednumberofparticipants.PTPgives239archaeologicalemployersin
2008,sowehaveevidencefromover10%ofthetotalemployers,representinganestimated561
employeesbytheirownfigures,or10%ofthetotalarchaeologicalworkforceattimeofsurvey.
Consideringthenumberofarchaeologistsnotdirectlyemployedinfieldworkthatwouldappearto
beagoodsamplesize.
Onthewholethesampleappearstobeapproximately8%ofcommercialarchaeologists,and10%of
employers.Whilstthereappearssomebiasagainstyoungerprofessionalsthismayactuallynotbe
thecasegiventhepotentialeffectsoftherecession.Thesampleisconsideredtobebroadly
representativeofthecurrentprofessionrelatingtotheareasofsurvey.

2.10 Changingcircumstances
Weaskedrespondentswhattheircurrentjobtitlewas,alongwithwhattheirprevioushighestjob
hadbeen,thiswasintendedasasnapshotindicatorofwhethertherecessionhadimpactedon
careers,althoughanumberofotherfactorsmaybeatplay.Ofthe79whohadworkedasProject
Officers65werestillworkingatequivalentorhighergrade;ofthe70sometimesupervisorystaff34
wereeitherworkingasSiteAssistants,orwereunemployed.
Thereappearsthereforetohavebeenafarbiggerimpactonlowersupervisorylevels,withthe
higherlevelrespondentsbeingabletoeitherhangoninpost,orgetanewpostatequivalentgrade.
ItmaybethatSupervisorgradeisonewherethereismoreoverlapwithSiteAssistantsandthere
IfAGrade
student
affiliate
Practitioner
Associate
Member


12

mayusuallybeafairdegreemoremobilitybetweenthesetwogradesthanbetweenProjectOfficer
andSupervisor.ForSiteAssistantsthechoiceisusuallyunemploymentifalternativeemploymentat
Supervisorlevelisnotavailable:ofthe35sometimeSiteAssistants,10wereunemployed.The
LandwardResearchStateofthearchaeologicalmarketreportfortheperiodofthesurveysuggested
limitedturnoverofstaff(Aitchison2011)anditislikelythatthemainchangestopersonal
circumstancesweremadesoonaftertherecessionhit.Whateverthefactorsitisclearthatthereare
alargenumberofarchaeologistsworkingatbelowtheirformergrade,andpresumablybelowtheir
potential,iftheyareworkingatall.



13

3 Jobsandadverts

Thesectiononjobadverts(Employeesurveyquestions89,Employersurveyquestions1826)was
intendedtotryandunderstandhowandwhereinformationonarchaeologicaljobsisaccessedand
toestablishwhatisimportantinanadvertforboththeemployerandpotentialapplicants.Itwas
hopedthatwecouldsuggestbestpracticeinwhattoincludeinanadvertandtomake
recommendationsastohowtheinformationinadvertscouldbeimproved.
Ofthecompaniesthatreplied,7feltthattheymightaddmoredetailstotheiradverts,13wereopen
tothesuggestionandonlyonesaidtheywouldnotaddmoredetail.Employersmayfeelthat
additionalinformationisunnecessary;howeveritiscertainlyeasiertogetinformationintoan
advert,orontoawebsite,onceratherthanhavingstafftiedupexplainingcomplexdetailsof
contractsoverthephone.Italsoadvertisesthecompanyasbeingopenandtransparent,aswellas
hopefullygivinggoodtermsandconditionstoitsstaff.
Itisalsohopedthattheresultswillallowapplicantsaninsightintowhatemployerswantfrom
candidates,althoughthelimitedresponsefromemployersmakesthatlesspossible.

Figure10Barchartofhowrespondentsfindoutaboutjobs,bychoice
TheprimarysourceforinformationonjobsisclearlytheBAJRjobssite:220respondentsusedBAJR,
andfor159itwastheirfirstplacetolookforwork,whilst185usedoldfashionedwordofmouth
and132phonedoremailedunitslookingforwork(Figure10).127usedtheIfAJIS.85used
Facebookorotherformsofenetworkingalthoughthismaycrossoverintoemailingandwordof
mouth.OnlyonepersonmentionedTheGuardian.Inpracticemostpeopleusewhateverresources
areavailable,potentiallycheckingBAJRdaily,andtheIfAJISeveryweek;withincreasinglinks
betweenpublishedlistsandtheinternetthispatternislikelytocontinue.
0
20
40
60
80
100
120
140
160
180
1st
2nd
3rd
4th
5th
6th
7th


14

Alltheemployersbarone(whoreportednoneedtoadvertise)advertisedonBAJR,withthemajority
alsousingtheIfAJIS.Severalsaidtheywouldcontactformerstaffiftheyneededtorecruit,with
overhalfkeepingCVsonfile(foranunspecifiedlengthoftime),afewemployersreliedonwordof
mouthinadditiontoadvertising.
Generallyemployersstatedthatitwaseasiertorecruitgoodstaffnowthanbeforetherecessionas
thelackofworkmeantthatgoodarchaeologistswereavailable.Onlyoneemployerfeltthatitwas
hardertogetgoodstaffthanbeforetherecession.Severalemployersstatedthatfindinggood
qualityfieldstaffbefore2008wasdifficultandonesaidthatin2008theyhadhiredarchaeologists
withlessexperiencethantheywouldhaveliked,althoughtheywerequicktopointoutthatthestaff
theydidhirewerestillfullyqualifiedfortheworkinhand.
Manymentionedissuesofsupplyanddemandofarchaeologistswithreferencetotherecession,
somereferredtotheneedtokeepexperiencedstaffintheprofession;onecompanystatedthat
severalexperiencedstaffmembershadleftarchaeologytotakeupcompletelydifferentcareers
outsidearchaeologyastheydidnotseeitashavingafuture.

Figure11Relativeimportanceoffactorsinhiringarchaeologicalstaff,Employersurvey
SeveralemployersstatedthatitwashardertorecruitgoodstaffatProjectOfficerandabove,with
ProjectManagersandspecialistssuchasgeophysicistsandsurveyors,andexperiencedfindsand
environmentalstaffalsomentionedasbeinghardtorecruitfor.
Employerswereaskedwhattheylookedforinaprospectivecandidate;therewasacleardesirefor
experiencewithrelevantpracticalexperiencelistedasveryimportantorimportantbyallthe
employers(Figure11).Academicqualificationsweregenerallyseenasuseful,ornotimportant,
althoughonemaywonderifwehadspecificallyaskedthisquestionaboutSupervisorlevelstaffand
aboveifemployersmayhaveseenacademicrigourandaskillinassessingandanalysingdataand
writingclearreportsasmoreimportant?Theubiquityofgraduateentrantsintoarchaeologymay
0
2
4
6
8
10
12
14
16
Veryimportant
Important
Useful
Notimportant


15

haveremovedanyadvantagefromhavingagooddegree,howeverthereisnosignthatformost
jobsemployershavesettheirsightsonhigher,postgraduate,qualificationstoweedoutapplicants.
Specificskillslikedrivingwerenotseenasespeciallyimportantcomparedtobeingabletodothe
actualarchaeologicaljob.Theimportanceofreferencesandcandidatespreviousemployment
historyseemtobackupthegeneralrequirementforcandidateswhoknowhowtodothejob
already.Interestinglygiventheshorttermnatureofmanyarchaeologicalcontractstheabilityto
startworkimmediatelywasnotconsideredveryimportantbymostemployers.
Employerscommentedthatmanyjobapplicationswerepoor,withapplicantsnotreading
instructions,givinggenericcutandpasteanswersthatdidnotrelatetothespecificquestions,and
generallyusingapoorlevelofEnglishinapplications,CVsandcoveringletters.Employersalso
commentedaboutgenericapplicationsthatwerenottailoredtothespecificjoboremployer;
howeverwhilstideallyeachapplicationwouldbetailoredtothespecificcircumstanceitcannotbe
expectedthatapplicantswillrewritetheirCV,coveringletteranddetailsforevery3weekcontract.

Figure12Relativeimportanceoffactorsinchoosingjobs
Foremployeestherequirementsfromajobweredifferent,withpaybeingthemostimportant
factorinanyjob.Itishardtoknowhowmuchtherecessionhasaffectedarchaeologistsintheir
willingnesstoworkforcompaniestheywouldnothaveconsideredthreeyearsago.Thereisa
potentialforananyportinastormeffect,witharchaeologistswantinganyjobjusttokeepgoing,
nomatterwhereorwhatthepaylevels.Evenso,basicpayistheNo.1factorinwhethersomeone
willapplyforajob,withnearlyallrespondentslistingitasessentialorimportant.Lengthofcontract
wasalsoveryimportant,aswasthelocationofajob.Allthesefactorsareinextricablytiedinwith
0
20
40
60
80
100
120
140
160
essential
important
fairlyimportant
notthat
bothered
irrelevent


16

awaywork,affectingwhetherarchaeologistsfeelitisworthwhileapplyingforajobwheretheymay
havetomove,butwherethecontractmaynotbeforverylong.
Reputationofemployerwasseenasanimportantfactorinchoosingajob,howeveritisnotclear
onwhatcriteriathisreputationisbased.Qualityofexpectedarchaeologywasrelativelyless
importantthanothercriteria,withfewlistingitasessentialandmanyseeingitasirrelevant.

3.1 Recommendationsforadvertisingarchaeologicaljobs

BasedonthesurveyresultsandDFmembersviews,TheDiggersForumbelievesthatitcanmake
severalrecommendationsastohowtobestadvertisearchaeologicaljobs.TheDFconsidersthatitis
alwaystoanemployersadvantagetopublicisegoodsalariesandconditionsandthatthereis
considerableadvantagetobehadinsplashinggoodpayandaccommodationdetailsacrossadverts.
Ifyouhavenothingtohide,donthideit,ifyoupaywellandpaydrivingandpassengertimethenbe
proudofthisanduseittoyouradvantagetogetbetterstaff.
Thejustifiableconcernaboutthecostofadvertsislargelynegatedbytheabilitytousehyperlinksto
accessdetailedbreakdownsofconditionsonacompanywebsite.Itisfarmoreefficienttogetthe
informationonaccommodationandsubsintheadvert,orlinkedtoyourwebsitewherepotential
applicantscanseeitstraightaway,ratherthanhavingtodealwithenquiriesinperson.Intodays
climateofoversupplyofaspirantarchaeologistswhenajobadvertmaygeneratehundredsof
applicantsitisevenmoresensibletosettheconditionsoutclearly.Itwillthenactasafilter,
removingtheneedtodealwithenquiriesandapplicationsfromthosewhoareunsuitableorcannot
affordtotakethework.
Manyemployersalreadydothis,andmore,howeversomedonot.Bycreatingadefaultposition
whereemployersareupfrontaboutthetruenatureandvalueofeachjobthoseemployerswhoare
bringingthestandardsdownwillnotbeabletohidebehindbriefadvertsthatonlymentiona
headlinewage.Wewouldaskeacharchaeologicalemployertopubliclysignuptothefollowing
recommendationsaboutadvertisingfornewstaffandtomakeaclearandpubliccommitmentto
opennessandtransparencyontermsandconditions.
TheDFrecommendsthatemployersconsiderprovidingthefollowinginformationinjobadverts,or
havetheinformationreadilyandclearlyaccessibleontheircompanywebsiteaccessibleviaa
hyperlinkfromtheadvert:

Givefulldetailsintheadvertofthedetailedinformationlistedbelow,unlessthereisahyperlinkto
awebsitecontainingthedetailedinformation.Basicdetailsshouldstillbegivenintheadvert.


17

Detailsofthestartingsalaryavailabletoanewstarter,avoidinguseofincrementalpay
rangesthatmaymakesalariesappeargreaterthantheycouldbeforanewstarter.
Statewhatlevelofexperienceisrequiredforthepost.
Ifaparticularsalaryisdependantonexperiencethenstatethetypicallevelofexperience
required,andwhatthepotentialstartingsalaryis.
Anyprobationaryperiod.
Detailsofsickpay,holidayentitlementandpensionprovisionincludinganyqualification
periods.
Thelengthoftheworkingweekandwhetheranycompulsoryovertimemayberequired.
Wherethejobwillbebasedandwhetherawayworkisenvisaged.
Whetheradrivinglicenceorspecificskillscardisrequired.
Indicatewhetheraccommodationwillbeprovidedifthecontractisashortterm
appointmentandwhetherthereisanychargeforthis.
Indicatewhetherthereareanysubsistenceallowancesforawayworkandhowmuchthese
areandwhentheyarepaid.
Givedetailsofpayfortravellingtimeforbothdriversandpassengers,clearlystatingthat
traveltimeisnotpaidifthatisthecase.
Givedetailsofanydeductionsforaccommodationorequipment.
Thatdetailsofadvertisedjobsoncompanywebsitesshouldbekeptliveuntilatleastthe
interviewdates.
Givetheclosingdateclearly,andstatewhetherapplicationsshouldbereceivedbythatdate,
orbytheendofthatday.
Thatemployerswillalwaysrespondtoallapplicants,orgiveacleardateafterwhich
candidatescanconsiderthemselvesunsuccessful.
Givefeedbackwhenrequestedbyunsuccessfulcandidates.

Wewouldalsoliketoremindapplicantsoftheimportanceoffollowinginstructionsonapplication
forms,writingneatlyandinclearandsuccinctEnglish,andperformingaspellcheck(forrecent
adviceseeCVsforfieldworkjobspages1012
http://www.archaeologists.net/sites/default/files/nodefiles/DFnewsletter5web.pdf)

18

4 Youandyourjob

Questions1926coveredrespondentsjobsandemployers.Thecurrentjobtitlesofrespondentsare
showninFigure13,itisclearthatthemajorityareinsupervisorypositions,thismaybeseenasa
biasinthesample,howeverthesearchaeologistsalsocarryoutawaywork,andtraveltoandfrom
site,sothisisnotabadthinginitself.Thebiastomoreestablishedarchaeologistshasbeen
acknowledgedandisseeninthisgraph.
Respondentswerealsoaskedabouttheirprevioushighestgradejob,ashasbeenoutlinedabove,
thosepreviouslyProjectOfficerorabovewerelikelytostillbeinthatrole,whereasthosepreviously
insupervisorypositionswereoftennowworkingasSiteAssistants,forSiteAssistantsthechoicewas
generallyunemployment(seealsoSection2.10Changingcircumstancesabove).

Figure13Currentpositionofrespondents

4.1 Salary
Thesalariesofrespondentswerecollated,howeverthecomplexityoftheresponsesandthe
variabilityofthestatedsalariesmeantthatthedatacouldnotbeeasilytabulated.Thismaybedue
toindividualrespondentshavingaccruedavariablenumberofincrements,andavariable
knowledgeoftheheadlinevalueofeachsalary.Unfortunatelygiventhelownumbersofemployers
thatrespondedtothesurveywecouldnotusedefinitivedatafromemployerstocorrelatethe
employeedata.
0
10
20
30
40
50
60
70
80
Currentposition
Currentposition


19

4.2 Averagewages
DatacollectedbytheDFandIfAinAutumn2011inadvanceofIfACouncildiscussionsonIfApay
minimasuggestsarangeofexistingsalariesforsiteworkers.Mostsalariesappeartobeslightly
abovetheIfAminimawithmanyfollowingtheBAJRminimawhichuseadifferentgradingsystemto
theIfA.ThesalariesinFigure14arederivedfromboththeemployeeandemployersurveyandfrom
archaeologicalpositionsadvertisedduringthesurveyperiod.Duetothenatureofthedatatherehas
beennoattempttocalculateaveragewagesandthesalariesgivenarepurelyindicativeofa
potentiallynonrepresentativerangeofsalaries.
FollowingtheCouncildiscussionstheIfAminimawillberaisedby5.2%fromApril2012,andtheIfA
hasastatedaimofincreasingminimaby13%.
BAJRGrade/IfAgrade Salaryrange()
AssistantsPIfA 15,444
PIfA 15,44416,830
G24 15,50016,500with363.20LW
G24 15,50016,500with363.20LW
PIfA 15,700
G2/3 15,704.6416,762.26
PIfA 15,72516,830
PIfA 15,73616,436
PIfAassistants 15,84916,959
G2G3;PIfA 15,84919,273
SiteAssistants.BAJRG2G3 15,97217,000
PIfA 16,000+
G2G3;PIfA;Archaeologist 16,05117,117
G2G3;PIFA;Archaeologist 16,05117,117
PIfA 16,054
PIfA 16,53119,347
PIfA 16,83518,737
PIfA 16,23217,372
ProjectassistantPIfA 16,48217,622
G36Projectofficer(postex) 16,762.2623,685.72
BAJRG2G3;PIfA;Archaeologist 17,111
PIfA 17,161
G3 17,17919,261
AIfAsupervisors 17,29419,273
grade2siteassistants 17,309
G2G3;PIfA 17,367
G2/3 17,36718,700plus220clothing
G3;PIfAAIfAFieldworker 17,399
Supervisors 17,63319,258
SupervisorsAIfA 17,802.0021,519.00
AssistantprojectofficerAIfA 17,96419,993
Officerandsupervisors,Grades45 18,29220,914
G2G3;PIfA;Archaeologist 18,800
ProjectOfficers 20,07224,173
AIfA 20,199
G45;AIfAGeomatician 23,724

Figure14Salariesforfieldstaffbygrade

20

4.3 Lengthofservice
Lengthofserviceinarchaeologyechoesthepotentialsamplebiastoestablishedarchaeologists,with
fewrespondentshavingservedbelow2years(Figure15).Thismayinfactbeaproductofthe
recession,withnewgraduatesfailingtogetjobsinasuddenlycompetitivemarket,however
previousresearchindicatesahighrateofattritioninthefirstfewyearsofanarchaeologicalcareer
(Everill2009,71)andtheexpectedgraphwouldshowahighernumberofnewarchaeologists,
beforetailingoffrapidlyafter56yearsasseeninoursample.Itcouldbeextremelyinterestingto
lookintothecareerlifespanofarchaeologicalfieldworkersingreaterdetail.
Thetrueimpactoftherecessiononarchaeologicalcareersremainstobeseen,itmaybefurther
affectedbyrecentdevelopmentsincludingincreasingtuitionfees.

Figure15Lengthofcareerincommercialarchaeologyinyears(Xaxis)bynumberofrespondents(Yaxis)

4.4 Freelancer/employee
90%ofrespondentswereemployees,althoughalimitednumberstatedthattheyworkedas
freelancersoraseither(Figure16).Therehasbeenananecdotalriseinthenumberoffreelancesite
archaeologistsoverthelastfewyearsalthoughthishasnotbeenseeninPTP,itwouldbeinteresting
toseeclearevidencetobackthisassumptionandhowthistrenddevelopsinthefuture.
Anecdotallytherearegreaternumbersoffreelancesiteworkersoperatingincertaingeographical
areas,mainlyduetothepresenceoforganisationsemployingthem.Unfortunatelyitwasnot
possibletomapwherefreelancersworkgeographicallyastheydidnotstatetowhomtheywere
contracted.Selfemployedfieldarchaeologistswouldbeausefulareaforfutureresearch.
0
5
10
15
20
25
0 0.5 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 40
Lengthinyears


21

Figure16Proportionsofrespondentsworkingasemployees,freelance,oreither

4.5 Currentemployer
Employeesurveyrespondentswereaskedtonametheircurrentemployer(
Figure17).63separateemployerswerenamedintheemployeesurveyaccountingfor161individual
respondents.Inalimitednumber(10)ofcasesthiswasrefused,thiswassometimesexplainedas
beingbecausetheemployerwasasmallcompanyandtherewassomefearofbeingidentified.
Thelargestcohortofemployeeswas25(atOxfordArchaeology),whilst39employerswere
representedbyonlyoneemployee.
Therangeofemployerswasverywide,representingawidespectrumofarchaeologicalemployers
withroughlyathirdofemployersbeingcommercialunits,andathirdbeinglocalauthorityunits
(Figure18).Interestingly22respondentswerenotsurewhattypeofemployertheirswas,withmost
confusionoverthestatusofcharitabletrustsanduniversityandlocalauthorityunits.Several
respondentsbelievedthatbothMoLAandOxfordArchaeologywereLocalAuthorityunits.Thereisa
roughcorrelationbetweenthenumberofrespondentsandthesizeoforganisation,butgiventhe
largenumberoforganisationswithonlyonerespondingemployeethisquicklybreaksdown.

Employmentstatus
Employeeonly
Either
Freelance


22

Figure17NumberofrespondentsinEmployeesurveybyemployer

0 5 10 15 20 25 30
GlamorganGwentArchaeologicalTrust
FarrimondandMacManus
EnglishHeritage
CranfieldUniversity
CFAArchaeology
CamARC
CAA
ASWYAS
ArchaeologicalSolutions
APS
AMEC
Alderarchaeology
ADS
ACArchaeology
TVAS
Trent&Peak
SuffolkCountyCouncil
RathmellArchaeology
PCA(Lincoln)
NorthPenninesArchaeology
NetworkArchaeology
FoundationsArchaeology
CanterburyArchaeologicalUnit
ASC
JohnMooreHeritageServices
HeadlandArchaeology
AlbionArchaeology
NorthamptonshireArchaeology
CambridgeArchaeologicalUnit
CotswoldArchaeology
WessexArchaeology
AOCArchaeology
ArchaeologySouthEast
MOLA
OxfordArchaeology
Employers


23

(Figure17cont.)
TwentyfourEmployersrespondedtotheEmployersurvey.TheEmployersampleisremarkably
similartothatfromtheEmployeesurvey,withtheadditionofoneSoleTraderorganisation(Figure
19).21oftheEmployersurveyrespondentswereRegisteredOrganisationswiththeIfA,14were
membersofFAME,and22ofthe24organisationswereheadedbyaMIfA.
Again,therewasoftenunderstandableconfusionoverthesizeoftheirorganisationamongst
employees;oftenthismayhavebeencausedbyaunithavingseveraloffices,orjustbyemployees
notbeingsureexactlyhowmanycolleaguestheyhad.Clearlyhowevermostpeopleworkedforthe
largerunitswithnearlyhalftherespondentsbelievingtheiremployerhadover50employees(Figure
20).Itisprobablethatforsmallunitsemployeesarelikelytohaveabetterideaofthenumberof
employees,howeverthismaynotbethecase.Withtheverylargestunitshavingnearly300
employeesatbusytimes,itisclearthattheselargerunitscanmakeupaverysignificantproportion
ofsitearchaeologistsacrossthecountry.
TheEmployersurveyprovidedaccurateinformationonemployeenumbers,butunfortunatelydid
notcontainanyoftheverylargeunits.Theemployersrepresenteddidhowevercontainarangeof
sizesofworkforce,from70to11employees(Figure21).
0 5 10 15 20 25 30
Yorkshiremusuemtrust
YorkArchaeologicalTrust
WorcestershireCountyCouncil
URSScottWilson
UniversityofYork
UniversityofWales,Bangor
TWMArchaeology
SurreyCountyCouncil
StokeonTrentArchaeology
SouthWestArchaeologyLtd.
SLRConsulting
OrkneyCollege
ORCA
OnSiteArchaeology
NPSPropertyConsultants
NationalmuseumofScotland
LincolnshireCountyCouncil
KentCountyCouncil
KentArchaeologicalProjects
GuardArchaeologyLtd.
GreenlaneArchaeologyLtd
GloucestershireCountyCouncil


24

Figure18TypeoforganisationEmployeesurvey

Figure19TypeoforganisationEmployersurvey

Typeoforganisation
EmployeeSurvey
Charitable
Trust
Commercia
lCompany
Local
Authority
University
Unit
Typeoforganisation
Employersurvey
Charitable
Trust
Commercial
Company
Local
Authority
University
Unit
SoleTrader


25

Figure20SizeoforganisationEmployeedata

Figure21SizeoforganisationEmployerdata

SizeoforganisationEmployee
data
Verylargeunit(>100
staff)
Largeunit(5099)
Mediumunit(2049)
Smallunit(119)
SizeoforganisationEmployer
data
Verylargeunit(>100
staff)
Largeunit(5099)
Mediumunit(2049)
Smallunit(119)


26

5 Awaywork

Thepracticeofworkingawayfromhomehasbeenwidespreadformanyyearsinthearchaeological
professionandTheCircuitisapartofourcombinedarchaeologicalheritageandmythology,yet
thereappearstohaveneverbeenanyattempttomeasurethenatureoreffectsofthiswork.TheDF
surveyswerespecificallydesignedtocaptureinformationtoallowthecurrentsituationtobe
assessedindetailforthefirsttime.Bothemployeesandemployerswereaskeddetailedquestions
aboutawayworkandtravel,andhowitaffectsthemandtheirorganisations.
Awayworkisdefinedforthissurveyasworkwhichtakesyouawayfromyourmainresidencefora
night,itmaythereforeincludeoccasionalnightsawayfromhomeforanevaluation,aweekortwo
workingonasiteawayfromthehomebase,orseveralweeksorevenmonthsworkingawayfrom
homeandstayinginaccommodationthatmayormaynotbeprovidedbytheemployer.Awaywork
isusuallydefinedassuchbytheemployer,whoprovidesaccommodationforemployeesusually.
Workerstakenonforaspecificjobmaynotbegivenaccommodation,anditisthesedifferencesin
treatmentthathavecausedfrictioninthepastbetweenemployersandemployees,andbetween
employeesthemselves.

Figure22LocationofworkundertakenbyEmployeerespondents

Oftheemployeesjustoveraquarterneverspentanysignificanttimeattheoffice,withjustunder
50%spendingmosttimeintheoffice(Figure22).Therelativelyhighproportionofsupervisory
respondentsprobablyaddstothenumbersspendingsometimeintheofficewritingreportsand
processingdata.Only4%ofrespondentsneverworkedinthefield.Thesampleisthereforealmost
entirelyfieldworkerswhospendavariableamountoftimeonsiteinsomecasestheoccasional
hourorday,inothercasesmostoftheyear.

5.1 Proportionofrespondentswhoworkaway
Oftheemployees166respondentsworkedawayfortheiremployeratsometime.5ofthesewerein
officeonlypostssoarenotregardedasfieldstaff,and33weremostlyofficebased(Figure23).
Locationofwork
Fieldbased,withoffice
timeforwritingreports,
processingdataetc
Fieldonly:onlygetinside
forfindswashingor
similar
Mostlyofficebasedbut
somefieldwork,lessthan
25%fieldworkoverayear
Officeonly


27

Figure23Comparisonoflocationofworkundertakenbyawayworkersandnonawayworkers

45respondentshadneverworkedawayfortheiremployer,ofthese12wereinofficeonlyormostly
officeposts.Itisperhapsnotsurprisingthatinasurveyofawayworkthereshouldbeamajorityof
responsesfromthosewhoworkaway.
17ofouremployerrespondentssaidthattheirstaffworkedaway.Ofthese12estimatedthatthe
proportionofawayworkwaslessthan10%ofemployeeswork,2saiditwaslessthan
approximately20%,with2sayingitwasbetween50and60%.Oneemployerstatedthat100%of
theirexcavationworkwasawaywork.

5.2 Drivinglicence
Possessionofadrivinglicenceispotentiallyimportantforanystaffwhomaybeworkingaway.42
respondentshadnodrivinglicence,whilst173hadalicence(Figure24).Amongstthe31whohadno
licenceandworkedonsiteformostoftheyeartherewasawidespreadofrolesandemployers:15
beingatSiteAssistantgrade,and16atSupervisororProjectOfficer.Itappearsthatnothavinga
drivinglicenceisnotaninsuperablebarriertoprogression;howeverthiscandependonemployer,
andlocation.

0
20
40
60
80
100
120
Fieldonly:only
getinsidefor
findswashingor
similar
Fieldbased,with
officetimefor
writingreports,
processingdata
etc
Mostlyoffice
basedbutsome
fieldwork,less
than25%
fieldworkovera
year
Officeonly
Nonawayworkers
Awayworkers


28

Figure24ProportionofEmployeerespondentswithDrivinglicences

Questionsonaccommodation,subsandexpenseswereonlyaskedofthoserespondentswho
answeredYEStowhethertheyworkedaway.

5.3 Workingawayfromhome
Employeeswereaskedhowmanynightstheyhadspentawayoverthelast12monthperiod(Figure
25).Theanswersmaybeslightlyapproximatedbutgiveanideaofthefrequencyanddurationof
awaywork.
Itisclearthatinoursamplethelargestnumberofsitestaffworkawayforlessthanonemonthof
theyearintotal,therearestillthoughasignificantnumberofrespondentswhoworkawayforover

Figure25Numberofnightsspentawayfromhomeoverthelast12months,bynumberofrespondents(noteskewedX
axis)
halftheyear,with17%workingawayforover120nights.Fiverespondentsclaimedtobeawayfrom
homeallyear,althoughitisnotclearwhetherthisisincludesholidaysandagain,maybean
approximation.
Drivinglicence
Drivinglicence
Nodrivinglicence
0
5
10
15
20
25
0
1

n
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n
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n
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n
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n
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s
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n
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n
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n
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n
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n
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5
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0

n
i
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s
3
0
1

3
6
5
n
i
g
h
t
s
Numberofrespondents


29

Employeeswereaskedhowmanynightstheyhadspentawayoverthelast12monthperiod(Figure
25).Theanswersmaybeslightlyapproximatedbutgiveanideaofthefrequencyanddurationof
awaywork.
Itisclearthatinoursamplethelargestnumberofsitestaffworkawayforlessthanonemonthof
theyearintotal,therearestillthoughasignificantnumberofrespondentswhoworkawayforover
halftheyear,with17%workingawayforover120nights.Fiverespondentsclaimedtobeawayfrom
homeallyear,althoughitisnotclearwhetherthisisincludesholidaysandagain,maybean
approximation.
Thelongestdurationofanindividualstintofawayworkwasallyear,althoughagainthisdidnot
seemtoaccountforholidays,54%ofawayworkwasinlengthsoflessthanamonth(noteskewed
scaleonFigure26)andthemajoritylessthan4months,althoughseveralstintsofshorterlength
mayhavebeenworkedwithshortbreaksinbetween.
Thereareagainanumberofemployeeswhospentover4monthsawayatastretchwithover11%
havinghadastintofawayworkofover6months.Unfortunatelythedataforthosewhostayed
awayatweekendsaswellasduringtheweekwasnotclearenoughtointerpretandhasbeen
excluded,althoughitwasclearthatmanystaffdostayawayfromhomeatweekends,althoughfor
otherstheweeklycommuteisasetpartoftheirlife.
Itisclearthatformostrespondentsawayworkwasanoccasionalpresenceintheirworkinglives,
withthemajoritynotworkingawayformorethan2monthsatatime,howeverthereisasignificant
numberforwhomawayworkisthenormratherthantheexception,andasmallnumberwhomay
alwaysbeworkingawayfromhome,orhavenohomeatall.

Figure26Longestcontinuousawaystretchoverlast12months,inweeks(noteskewedXaxis)

0
5
10
15
20
25
30
35
less
than
one
week
1week 24
weeks
58
weeks
912
weeks
1316
weeks
1720
weeks
2124
weeks
2528
weeks
2932
weeks
3336
weeks
3740
weeks
4144
weeks
4548
weeks
4952
weeks
Longestcontinuousawaystretch,inweeks


30

RespondentswerethenaskedthequestionHowreasonabledoyoufeelyourCURRENTemployeris
whenconsideringwhotosendonawayjobs?Forexampledoesyouremployertakeanyfactorsinto
considerationwhenselectingstaffforawayjobssuchasfamilycommitmentsorwhereyoulive?Is
thererotationofstaffforawayjobs?
Perhapssurprisinglyonly3%ofrespondentsfelttheiremployerswerecompletelyunreasonable
andonly7%feltthattheiremployerwasunreasonable(Figure27).60%ofrespondentsthought
theiremployerwaseitherreasonableorveryreasonable.
Commentsonawayworkhowevershowedthattherewereundercurrentsofdiscontent;certain
themeswereclear,andwillbefamiliartoanyonewhohasworkedinarchaeologyforlong.Many
commentscentredonalackofflexibilityinemployersandanassumptionthatsitestaffshouldbe
abletodropeverythingtogetsentawayatshortnotice.Alackofnoticewasalsocited:
Manytimestheyknowawayjobsaregoingahead,butdonottellyouuntilthelastminuteona
Friday.Ifyou[say]wellinadvance[that]youcannotworkawaytheygetannoyedwithyou.They
putyoudownforanawayjobevenifyoutellthemmonthsaheadthatyouhavethingsplanned.The
deploymentmanagersviewisthatyouhavenopersonallife,andthatarchaeologyislifestylechoice
notacareer.Othercommentsinclude'Imnotyourpersonalsecretary'
Yougowhereyouaretoldoryourcontractisnotextended.
"Youdon'thavealifeoutsideofarchaeology"
"Archaeologyisalifestylechoice,notajob"
Severalrespondentscommentedthatitwasveryhardtoattendeveningcoursesordevelop
professionallyiftheywereworkingaway,andtherewasageneralfeelingthatworkingawayhadan
impactonpersonalrelationships.

Figure27DoyoufeelthateveryoneatyourCURRENTemployeristreatedthesamewithregardtoawaywork?
Severalemployeesnotedthatforsomeawayworkwasbeneficial,andforsomeitwasfinancially
desirable,especiallyforthosewithnohomeaddress:OnmywagesIcannotaffordnottowork
away.
Employer'sconsideration
completely
unreasonable
unreasonable
neitheronenor
other
reasonable
veryreasonable


31

Employersclaimedthattheytookvariousfactorsintoaccountwhenselectingstaffforawaywork,
theseincludedchildcareandfamilycommitments,butalsoskilllevels,availabilityandtheamount
ofawayworkalreadydone.
Allourstaffareexpectedtoworkaway.Staffwithchildcarecommitments(orsimilar)willhave
thosecommitmentstakenintoconsiderationbutthereisageneralexpectationthatstaffwillfinda
waytoensuretheycanbeavailabletoworkawayifrequired.
Oneemployeecommented:ProjectManagersattempttoensurea'fair'distributionof
inconvenience.Twoemployershadarotationsystemforawaywork,othersfeltitwasnotneeded
astheydidsolittleawaywork.
Someemployerskeptarecordoftheamountofawaywork,althoughhowthisimpactedon
selectionwasunclear;twoemployersconsidereditmaybeworthwhiletomonitortheamountof
awayworkemployeescarriedout.
Staffweregivenvariableamountsofnoticeforawaywork,somewerehiredspecificallyforaway
jobs,sowillhaveknownthattheyweregoingtobeworkingaway,howeverforthosealready
employedtherewasawidevariationinnotice.Employersstatedthattheylikedtogiveasmuch
noticeaspossible,butthatsomejobscameupatshortnotice,especiallyshortdurationjobsand
theremightbeonlyafewdayswarning.Mostemployersfeltthattwoweekswasreasonableexcept
inurgentcircumstances.Oneemployeesuggestedarotationsystemforthoselastminuteawayjobs:
Thereshouldbearotationsystemespeciallyforthosejobswhereyourtoldyourgoingawaythe
afternoonbeforehand...Thereisnoconsiderationofanyafterworkplansyoushouldn'thavetolet
youremployerknowwhatyoureveningplansareweeksinadvancejustsoyoucanensureyoumight
notbeawaythatday.Atleastifyouknewwhatweeksyouwere'on',youcouldplanaroundthat...
Aroughlyequalnumberofemployeesfeltthateveryonewastreatedthesameasdisagreedwith
thisstatement(Figure28).

Figure28Treatmentofstaffinselectionforawaywork

Theeffectofawayworkonthosewithdependantsisanareathatwasnotedbybothemployersand
employees.Inrealityweneverseemtohavetoinsistonstayawaysifpeoplecan'tmanageit
althoughwouldtrytospreadthisaround.Thesortofareasthatcreatetensionsare,forexample,
Iseveryonetreatedthesame?
Yes
No


32

withparentswithyoungchildren.Weareverymindfulthatrestrictivetravelagreementscancause
discontentamongstotherstaffwhohavetocover.
Thereweresomewhofeltthatthosewithchildrenwerefavouredbynothavingtogoondistant
jobsPeoplewithkidsarefavouredthey'reneveraskedtoworkaway,howevermanysaidtheyfelt
thatthiswasreasonablebehaviour:Kidsareviewedasmoreimportantthananyother
commitmentswemighthave,possiblyrightly.
Evidenceforfrictionbetweenemployeeswasevidentatalowlevel.Therewereoccasional
commentsthatcertainstaffmembersneverseemedtohavetoworkaway,whereaseveryoneelse
did;othersresentedawaystaffgettingsubswhentheyweredoingworknearthehomeoffice.
Olderstaffwereperceivedasgettingpreferentialtreatment,ornewstaffalwaysgotsentawayat
shortnoticeTheusualsuspectsaretreatedfairly.Otheremployeesdisagreedthattherewasany
favouritismThereisnofavouritism(ifthatswhatyoumean).
Therewasalsoperceiveddifferentiationbetweendifferentgradesofstaff:
SupervisorsandProjectofficersgetlesschoicesandlesspossibilitytoswapstayawaysthenlower
levelsofstaff
Therewasconcernthattheabilitytodropeverythinganddoawayjobswasamajorpartinselecting
forredundancies.Noneoftheemployersacknowledgedthis;howeverredundancyscoringcriteria
dosometimesincludedeployability.

5.3 Guidelines
Tenemployersfeltthattheyprovidedclearguidelineswhichwerereadilyavailable,with5stating
thatitisdecidedonacasebycasebasiswithconsultationofstaff.Therewasasuggestionthatthis
consultationdidchangewhetherworkwasawaystayornotonatleastsomeoccasions.

Figure29Guidelinesonawaywork

Oftheemployees15%didntknowwhethertherewereclearguidelinesonawaywork,20%thought
thattherewerenoguidelinesdecisionsfeltcompletelyrandomtothem,20%feltthattherewere
Guidelinesonawaywork
Yes,thereareclearguidelines
althoughthereissomeflexibility
asyouwouldexpect
Thereareguidelinesbuttheyare
notkeptto
Idon'tknow
Therearenoguidelinesitseems
completelyrandom!


33

guidelines,buttheywerenotkeptto(Figure29).46%oftheemployeesknewthattherewereclear
guidelines,albeitwithsomeroomforflexibility.Therewasconcernthatconditionshadbeencutto
savemoney,possiblyduetotherecession:
Itvariesfromjobtojobhowmuchtravelisacceptablee.g.XXXXXtoXXXXXstartedwithB/Bin2009
thenthisoptionwascuttoreducecosts
Thedefinitionofwhatconstitutedanawayjobforemployerswasmostlybasedondrivingtimeto
thesite,withanacknowledgmentoftheHealthandSafetyimplicationsoflongdrives.Forthose
withasetpolicytherewasatriggerof11.5hoursdrivingbeforeajobwasclassedasanawaystay,
howevertherewasanacknowledgementthatthiscouldbeadjustedonacasebycasebasis(Figure
30).Onlyoneemployerhada2hourlimit,andthiswasbasedona2hour/60milelimitwhichwas
assessedattenderstage.
Theemployeesperceptionoftheguidelineswasthatanyformallimitwasusuallybetweenanhour
andanhourandahalffromtheofficebutthislimitwasoftenstretchedtosuitboththecompany,
andtheteamspersonalpreferences.Employeesacknowledgedthatforshortjobsitwasoftennot
worthstayingawayforoneortwonights,althoughothersappreciatedtheextrasubsistence
payments.
It'sabitliketheBritishconstitution;there'snothingwrittendown,buteverybodyhasafairlygood
ideaofwhat'sacceptable.
Severalemployeesfeltthattherecessionorwidercostconsciousnesshadimpactedonwhetherjobs
wereclassedasawayjobsornot:
Therulesregardingthishavegoneoutthewindowinthelast24months.Anythingoveranhour
fromtheofficewasanawayjob.Weareexpectedtotravelfortenhoursintotaloveraweekbefore
itisconsideredpartofourworkingweek.Thenwearerequiredtoworkahalfhouradayunpaidas
'reasonableovertime',soanother2.5hours.Onlythendowegetpaidforovertime.Theovertime
rateinourcontractsispaidattimeandahalf.Inrealityweonlygetpaidattime.
Awayworkismeanttobeoveranhourawayfromtheofficehowevertypeofroads,different
vehicles(e.g.lowerspeedlimitforvans)andtimeoftravelarenottakenintoconsideration.Alsothe
ruleisoftenbrokenduetocost.Onalongjob,especiallyoneatoroverthehourlimitthefatigueof
drivingwhichnormallyfallstothemostseniorarchaeologistiscumulativeandpotentially
dangerous.AsthedriversarenormallythesupervisorsandPOstheygetnotimetorecoverbecause
assoonastheyarriveonsitetheyneedtobedirectingthework.
Employersdidnothavealimitonhowearlystaffcouldsetoffonlongjourneystosite,howevertwo
employersmentionedthattheywouldnotwanttoseestaffleavingbefore7amonaregularbasis
withonestatingthatstaffshouldnotreallyleavebefore6.30am.Employeesreportedthatthey
oftenlefttheofficebefore7amandsomecompanieshadrulesthat6amwastheearliestacceptable
startbutsomesiteshadrequiredanearlierstart.Severalemployeessaidthatiftheyhadalong
journeytheywouldsetofflaterandmakeupthetimeovertheweek,settingoffearlyontheFriday.
Thisislesspossibleinwintermonths.


34

Thereisclearlyadiscrepancybetweenhowawayworkfeelstoemployeesandhowemployers
considerit.Theemployersnearlyallstatedthattheylikedtogiveasmuchnoticeandtakeindividual
circumstancesintoaccount,fortheemployeeshoweverwhilsttherewasanacknowledgementthat
itwasadifficulttasktokeepeveryonehappy,therewasafeelingthatawayworkwashavinga
negativeeffectontheirlives.Thereappearstobeaperceptionthatemployerssawemployeesas
beingavailable24/7andthatanylifebeyondworkhadtobeputonholdwhilstworkingasan
archaeologist.Thereisclearacknowledgementthatthereneedstobeawayworktoensure
continuousemployment,andtherewasaclearacceptancethathoweverannoying,itwasa
fundamentalpartofthejob;howeverthelengthofnoticeandtheassumptionthatother
engagementscouldalwaysbedroppedrankleswithmany.Therespondentsdonotappeartobe
overlyunreasonableintheirviewsofferingthattheyfeltmostemployerswerereasonablebutthe
longtermeffectsofawayworkcanbeseeninmanyoftheircomments.Theuseofflexibilitytodo
awayworkasameasureinredundancyprocessesclearlymadeafewemployeesworried.

Figure30Lengthofdrive(hours)totriggerawaystay(Employersurvey)

Forthosewholiveadistanceawayfromthehomeofficethereisanadditionalconcernthatwhen
thereisnoawaywork(withaccommodation)andstaffhavetoworkoutofthehomeofficethere
aredifficultiesinfindingsomewheretostay,orhavingtocommutelongdistances.Thenatureof
archaeologicalcontractstendstoforcearchaeologistsintotakingjobsthatarelocaltothem,are
withinafeasiblecommute,orwhichprovideaccommodation;whensuchajobendsitcanbevery
hardtostaywiththecompanyasthereisnolongeranyaccommodation.Thearchaeologistmust
movehomewiththeconsequentfinancialandsocialcosts(oftenonthepromiseofashortand
insecurecontract),commutelongdistances,orpaytwosetsofrent.

0
1
2
3
4
5
1hour 1.5
hours
2hours
lengthofdrive
(hours)totrigger
awaystay
lengthof
drive(hours)


35

6 Accommodation

Accommodationisprovidedbyemployersonmanyawayjobsbutnotall.Provisionof
accommodationinsomeformhasbeenanacceptedpartofmanyarchaeologicaljobssincewell
beforePPG16.Generallyemployersprovideaccommodationforstaffemployedfromthehome
office,butworkingonanawayjob.Staffemployedspecificallyforanawayjobmayormaynotget
accommodation,andiftheydoitmaybeataxableperk.Increasinglycertainunitshaverecruited
specificallyforasiteandthenmakethatsitetheplaceofwork,meaningthattheydonothaveto
provideaccommodationforstaffemployedforthatjob.
MylastTWOemployersinthelasttwelvemonthstendtotreatALLworkaslocaltositestaff.
[With]mymostrecentemployer,thatwasunderstandableinthesensethatalltheirprojectstendto
bewithinageographicallyrestrictedarea.Thethingthatmaderelocatingdifficultforstaffisthe
unlikelihoodofacontractlongenoughtomakeformallyrentinglocalaccommodationfeasible.(One
needsatleastsixmonthsworktodothat.)TheotherunitwastakingtheproverbialPintheir
instance[bysaying]thatnearlyallfieldstaffwerelocal.Thiswasaverylargejointventureproject
wheretheotherunittreatedstaffasifitwasanawayproject,whichitwas.Anofficeinasite
compoundshouldneverbeallowedasa"mainoffice."Gettingaccommodationwasverydifficultas
mostofthecheapandshortdurationoptionshadalreadybeenblockbookedbyeverycivil
engineeringfirmalsoinvolvedwiththeproject.
Inadditiontheopeningofregionalofficesmeansthatitisnotalwaysclearwhetherstaffareentitled
toawayaccommodationiftheyaresubcontractedtoanotheroffice:
Oftheemployers,38%occasionallyprovidedaccommodationforstaffworkingonhomeprojects,
eitherforstaffwholivedalongwayawaybutwereworkingclosetotheoffice,fortemporarystaff
onshorttermcontracts,orforstaffsubcontractedfromanotherregionaloffice.

Figure31DoesyourCURRENTemployerarrangetheaccommodationforyouonawayjobs?

Theclearmajorityofrespondents(90%)saidthattheiremployerprovidedthemwith
accommodationwhenonanawayjob,4%werenotprovidedwithaccommodation,theremainder
saidthattheysometimesprovidetheirownaccommodation(Figure31).

Accommodation
Yes
No
Sometimes


36

Figure32Typeofaccommodationprovided

AccommodationwasmostfrequentlyB&B(58%),with38%mostlystayinginselfcatering
accommodation(Figure32).2%stayedinhostelswith3%reportingthattheywereputupina
campsiteoneemployeradmittedthattheydidusecampsitesonlyinsummerandinatouristarea
whereothertypesofaccommodationarejustnotavailable.
Selfcateringwasgivenaspreferredbyseveralemployees,advantagesincludespacetogetaway
fromroommates,theopportunitytohavebreakfast,preparelunchandcookdinner.

Figure33Doyouhavetosharearoom?

Sharingroomsisacommoncauseoffrictiononawayjobs,withsnorersoftenresentedbothwhen
youhavetosharewithone,orwhentheygettheirownroomasaresult.Generallyitappearsthat
supervisorystaffdonotoftensharerooms,butSiteAssistantsoftendo.Theproportionssharing
roomsmaybeskewedbythehighproportionofsupervisoryrespondents(Figure33).38ofthe58
whosaidtheydidnteverhavetoshareroomsandwhogavetheircurrentjobtitlewereSupervisors
orProjectOfficer,only6weresiteassistants.
Typeofaccommodation
B&B(includeshotels)
HostelegYHA/backpackers
Selfcateringaccommodation
(holidaycottageetc)
Campsite
Doyouhavetosharearoom?
Yes
No
Sometimes


37

Ofthe63whosometimessharedwhogavetheirgrade39wereSupervisorsorPOsandonly12
wereSiteAssistants.AllofthosewhosaidtheyalwayshadtosharewereSiteAssistantsexcept2
Supervisorsand,perhapssurprisingly,3ProjectOfficers.

Figure34Howhappyareyouwiththestandardofaccommodationprovidedbyyourcurrentemployer?

Figure35Rankingoffacilitiesinprovidedaccommodation
Someunitshadanosharingrule,exceptforveryshortperiodsoftime,andotherstriedtoavoid
makingstaffsharewhereverpossible,howevercostappearstobeaffectingthis.Someemployees
refusedtosharearoomunlessitwaswiththeirpartneralthoughdidnotreportifthiscaused
resentmentamongstcolleagues.Oneemployeecommentedthattheymindedsharinglessinself
Happinesswithstandardofaccommodation
Veryhappy,itmaybeatshort
noticebuttheydotheirbest
Happy,itsokmostly
Notfussed/seemsreasonable
Fairlyunhappymoretimesthan
not
Veryunhappy
0
20
40
60
80
100
120
veryimportant
fairlyimportant
nicetohave
notthatbothered
irrelevent


38

cateringastherewasmorespaceforprivacyandtogetawayfromeachother.Itisnotknown
whetherthoseunitsthatmadeemployeescampprovidedsingletents.
Generallymostrespondentswerehappywiththeiraccommodationwith72%eitherveryhappyor
happywiththestandard,andonly7%unhappyorveryunhappy(Figure34).Onlyonepersonwas
veryunhappyabouttheiraccommodation,theyhadspent35nightsawayoverthepreviousyear.
Whenaskedwhattheylookedforintheiraccommodation,themostimportantfactorwasgood
qualityaccommodationwhichwascleanandhadgoodfacilities,followedbyyourownroomand
proximitytosite(Figure35).Theabilitytoactuallyeatyourcookedbreakfastwasalsohighonthe
list,presumablyforthoseinB&Bs,andadecentbathroomandspacetorelax.Perhapssurprisingly
proximitytoapubwaslowonthelist,aswasshopsandWiFi.

6.1 Additionalaccommodation
Notallemployeeswereprovidedwithaccommodationonawayjobs,asmallbutsignificantminority
ofthosewhoworkaway(22%)paidfortheirownaccommodation,inadditiontotheirhomerent,
withoutanycompensationfromtheemployer.Avarietyoftypesofaccommodationwereused
(Figure36).Thecostvariedbetween10(tofriendsforuseofthesofa)and200aweekforB&Bor
holidaycottages,withmostpayingaroundthe5080levelforsharedlodgings.Somechoseto
sofasurftoreducecosts,stayingwithfriendsorfamilywhereverpossible.

Figure36Typeofpersonallyfinancedawayaccommodation

Employerssometimeshelpedstafffindaccommodation,eventhoughtheydidnotpayforit.35%of
employeesfelttheiremployerwasextremelyorveryhelpful,howeverover50%ofrespondents
0
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10
Typeofpersonalaccommodation
Numberofrespondents


39

weregivennohelpinfindingaccommodation(Figure37).Oftheemployers,38%feltthattheywere
extremelyhelpfulorveryhelpfulinhelpingstafffindaccommodation.

Figure37Ifyouhavetosortyourownaccommodationforwork(inadditiontoyourmainresidence),howhelpfulisyour
currentemployer?

Assistanceinfindingaccommodation
Extremelyhelpfulegtheyprovidesitehousesfordiggers
Veryhelpful,egtheytryandarrangeaccommodationfornewstafforgivetimeoffto
lookforaccommodation
Helpful,egtheygivelistsofaccommodationagenciesandhostelsbutitsuptometo
sortitfromthere
Nohelpgiven:itsuptometosortitallout


40

7 Subsistenceallowance

82%ofemployeesreceivedasubsistenceallowanceforawaywork(Figure38).Thiswasmostly
basedonaflatpaymentpernightspentawayfromhome.Mostunitshadasingleflatrateofsub,
althoughseveralpaidalowerratetothoseinselfcateringaccommodationthaninB&B.One
employerappearedtonotpayanysubsistenceforselfcatering.Mostemployersdidnotrequire
receiptsforthemoney,andformanythemoneywaspaiddirectthroughpayroll.

Figure38Provisionofnightlysubsistencepayment

MostoftheemployershadnothadanyproblemswithHMRCregardingthetaxablestatusoftheir
subsistencepayments,expensesoraccommodation;howeveroneemployerhadhadtojustify
raisingtheirsubsratestothetaxman,andfollowingdiscussionswiththeHMRCanotheremployer
receivedtaxbillsforthecostofprojectaccommodationwhichtheypaidinfullaspartoftheproject
costs.
Manyunitswouldappeartohavedroppedanyrequirementtoprovidereceipts,presumablyasit
wasanadministrativeburden,andtheynowpaydirectbasedontimesheets;howeverforother
unitstherewasarequirementtoprovidereceipts.Respondentswhowereemployedbytheunits
thatdemandedreceiptshadcomplaintsthatthepaymentcouldtakeupto2monthstogetintopay
packets.Oneunitwasapplyingtogettheirsubsratesraised.
Thesubpaymentvariesacrossthecountry,however15anightwasthemostcommonpayment
(Figure39).
Doyougetanightlysubonawaywork?
Yes
No


41

Figure39Maximumnightlysubsistencepaymentbynumberofrespondents

Whatwasthetotalamountofsubsreceivedoverthelast12monthsbyemployees?Bymultiplying
thenumberofnightsspentaway,bythesubs,wecangetanestimateoftheamountpaidinsubs,
obviouslyanumberoffactorslimithowaccuratethisdatais(Figure40).

Figure40Annualsubsistencepayments;selfassessedversuscalculated

Welookedattheamountsthatrespondentssaidtheyhadreceivedoverthelast12months.Most
respondentsstatedthattheyhadreceived500orless,howeversignificantnumberssaidthatthey
0
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70
Maximumnightlysubsistencepayment
0
5
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Annualsubsistencepayments
selfassessed
calculated


42

receivedfarmore.Thehighestamountarespondentclaimedtohavereceivedwas10,000,
howeverthispersonwasona(verified)rateof90anightsubs,thenexthighestwas7,500,also
on90anightsubs.Eightrespondentsaccrued2000ormore.
Wethenlookedathowmanynightstheyclaimedtohaveworkedawaytoseeifsurveyfatiguehad
skewedthefigures:wemultipliedthenumberofnightsawaybythestatedsubsrate,theresults
werebroadlysimilar,althoughtherewereafewmorerespondentsreceivinglargeramountsthan
theyhadstated.
Itisclearfromoursurveythattherearesomearchaeologistswhoworkaroundtheyearawayfrom
home.Someofthesemaynothaveanyaccommodationcosts(astheydonothaveafixedhome),
butmanydohaverentormortgagestopay,yetrarelyspendmorethanaweekendathome.Those
sitestaffwhoworkawayallyear,for200nightsayear,atarateof10anightwillreceive2,000a
yearinadditiontotheirsalary,whilstthoseon15anightwillreceive3,000ayear,bothastaxfree
sums.ThisclearlyrepresentsaconsiderableamountofmoneycomparedtoaPIfAsalaryofe.g.
15,500,increasingthetotalincomingstoover18,000.Forsome:thesubscertainlymakea
noticeabledifferencetomypay.InfactIconsiderawayjobstobefairlylucrativefinancially.;subs
andovertimearetheonlythingsthatmakethejobcomeclosetofinanciallyviable.Certainlyseveral
employeesstatedthatlongstretchesofawayworkespeciallyinselfcateringallowedthemtosave
abitofmoney,andthattheyreallyfeltthedifferencewhenbackonhomejobswithnosubs.
Butatwhatprice?Theemployeeisworkingawayfromhomeforalltheyear,iftheyhaveNOrentor
mortgagetopaythenaslongastheyhavecontinuousemployment(astheylosetheirhomeifthey
runoutofawaywork)thentheyareataconsiderableadvantagecomparedtothosethatpayrent
butthenthisisalwaysthecaseifyouhavenorenttopay!Isthatawaytoconstructaprofession?
Subsareofficiallytocompensateforadditionalexpenditurecausedbyawaywork,howevertheyare
oftenactuallyusedtopayforaweeklycommutetosite/office,ortosubsidisealowwage.Forthose
onsubsof10anightorlesswhoarestayinginB&Bthesubsoftendonotcoverthecostofan
eveningmealandalunchthathastobeboughtasthereisnowheretokeepfoodfresh.Ifthe
breakfastcannotbeeatenbecauseyouneedtoleavebeforeitisservedthenthatisanadditional
cost.Forthosewhoarenotworkingintownsitisnotalwayspossibletogetcheapfood:
Ifyouareinagoodlocationinselfcateringthenyoucansavemoneyasyoucandoanormalweeks
shoppingandcookforyourself.Iwouldn'tspend60onfoodaweekforthewholefamily,letalone
justmefor4nights.IfinB&Byoucan'tstorefoodsolunches(whicharen'tmeanttobecoveredby
yoursub)aremorepricey.Itcanbeexpensivetogeteveningmealifthereisnowherecheap,andthis
canswallowallyoursubasotherthanchipsthecheapestmealsmaybe10.IamfortunateasIhave
agoodwagesosubsareaniceextrabutnotessential.Whenat[companynamedeleted]2years
ago,theywereessentialasthewagewassolow.Wewereputupinamotelinthecountrywherethe
cheapestmealwas8andtherewerenoshops.WedidashoppingruneveryMondaybuthadno
fridgesorcookingequipment.
Severalemployeescommentedthatsubshadnotriseninlinewithinflation,andthattheir
purchasingpowerwasdropping.Severalsubsdonotappeartohaveincreasedforseveralyears,
althoughnodatawasgatheredonthis.


43

Figure41Howimportantareanysubstoyourtotalincome?

Ofthosewhoreceivedsubsasmallnumberwerenotbotheredaboutthemoney,howeverthese
employeeshadnotdonesignificantawayworkandwereallatProjectOfficergradeorabove.26%
ofrespondentsfeltthattheycouldntsurviveonbasicpayalonewithoutsubs,with41%feelingthat
theybrokeevenonthecostsofawayworkthankstosubs,for19%theymadeadifferencebutwere
notessential(Figure41).10%feltthattheydidntcoverthecostsofawaywork.Clearlysomeof
thesestatementsarenotmutuallyexclusive,andforthemajorityofthosethatreceivethem,subs
areawelcomeadditiontoincomes.

0
10
20
30
40
50
60
70
Very,couldnt
surviveonmy
basicpaywithout
them
Theymakea
differencetomy
paypacketbutits
notessentialtoget
them
Theycoverthe
extracostofaway
workbutIdont
makeanymoney
outofthem
Notbotheredatall Theydontcover
theadditional
costs
Howimportantareanysubstoyourtotalincome?


44

8 Travel

Nearlyallarchaeologicalemployeeshavetotravelsomedistancetowork,forsomeitisashortdaily
commute,forothersitmaybeaweeklycrosscountryjourney.Questionsweredesignedtoestablish
patternsofbehaviours,andthecoststoemployeesintermsoffinancialcosts,andtimecosts.

Figure42HowfardoyoulivefromyourCURRENTemployer'soffice(inmiles)?

Themajorityofrespondentslivedwithin15milesoftheiroffice;themaximumstateddistancewas
300miles,presumablyaweeklycommuteorawayjob(Figure42).Refreshinglyeveryonelivingless
thanamilefromworkwalked,thelongestcyclecommutewas18miles.Mostpeopletravelledinto
theofficebycarorpublictransport,withonlyasmallproportiongettingalift(Error!Reference
ourcenotfound.).

0
10
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60
<
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m
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+
Distancefromoffice
Gettingtotheoffice
walk
bike
publictransport
Companyvehicle
Owncar/motorbike
Lift


45

Figure43Whatisyourprincipalmethodofgettingtoyourcurrentplaceofwork?
Thefinancialcostofadailycommuteofafewmilesbycarmayappearnegligible;howeveradaily
commuteof30milesaddsupto150milesaweek,andcancostupwardsof2530aweekinfuel
alone.AweeklyZone3TravelcardinLondoncost34.20whilstthesurveywasopen,acommuteon
localtrainscancarryasimilarcost,especiallyintheexpensivemorningperiod,andlongertrain
journeyscancostsignificantlymore.Longcarjourneyssuchasthe600mileroundtripwould
swallowasignificantproportionofanarchaeologistswageifdoneregularly.
Thelocationoftheofficeisalsoofrelevance,forthoseemployerswhoseofficesareinatownor
city,itiseasierforemployeestogetaccommodationnearby,andpublictransportisusuallybetter.
Forofficesawayfromcentresofpopulationtherecanbeaproportionalincreaseincommute,anda
proportionalincreaseindifficultyofgettingaccommodation,especiallyshorttermdigsusedby
manytemporaryworkers.

Figure44Ifyougotoanofficefirst,howdoyounormallygetfromyourofficetosite?

Onceattheoffice54%transferredtoacompanyvehicletogettosite,however24%usedtheirown
vehicletogetfromtheofficetosite,with2%gettingaliftfromacolleaguepresumablyalsoina
privatecar(Figure44).16%usedpublictransporttogettosite,howevernearlytwothirdsofthese
employeesworkedinLondon.Employerswhorespondedreportedthatallstaffwereallowedto
drivecompanyvehicles,althoughoftentherewerecheckssuchasatestdrivewithasenior
manager,orintwocasessomeformofformaltest.

8.1 Carownershipanduseofprivatecars
11employersstatedthattheysometimesrequiredstafftousetheirowncarsforwork,althoughthis
wasoftentotheemployeesadvantageasforexampleitmeanttheymightnothavetogotowork
viatheoffice.Onecompanydidnotownanycompanyvehicles,andothersstatedthattheyrequired
stafftousetheirownvehiclesinsteadofhiringvehicles.Mostemployerscheckedthatstaffwere
adequatelyinsuredtouseprivatevehicles,howeveroneemployerdidnotperformanysuchtest
butisitclearlystipulatedthattheymusthavethis.Mileageformswerethemainmethodof
Gettingfromofficetosite
walk
bike
publictransport
Companyvehicle
Owncar/motorbike
Lift


46

claimingmoneyback,howeverfuelcardswerealsogivenout(whichobviouslydonotcover
depreciation,wearandtearorrunningcosts).
57outof184respondentshadnomotorisedtransportoftheirown(Figure45).Ofthosethatsaid
theydidnthaveacar,butsaidthattheycouldntdotheirjobwithoutone,nearlyallhadacarshare
orgotliftsfromfamily/friendsorcolleagues.

Figure45Doyouownacar/motorbike?

Ofthosethatdidhaveacar,79outof124saidtheycouldntdotheirjobwithouttheircar.45said
theycould.25%oftheemployerssaidthattheyrequiredstafftohaveadrivinglicence,althoughthis
wasoftenonlyforSupervisorgradeorabove.
Ofthenoncarowners141didnotcarshare,whilst38diddependonliftsprovidedbyothers.Ofthe
carowners,103didntcarshareoruseliftswhilst20usedliftsorcarshareddespitehavingtheir
ownvehicles,presumablytosavemoneyandfatigue.
Ofthosethatdidhaveacar,3/4suseditforwork,butworryingly,athirdofthosewhousedtheir
carsforworkwerenotsureiftheywereproperlyinsuredornot(Figure46).

Figure46Useofprivatecarforcompanywork

Thecostsofrunningavehicleobviouslyvaryfrompersontoperson,andthedatawegotfrom
respondentswasinsuchvariedformatsthatitwassimplynotpossibletoanalyse.Wehave
thereforelookedelsewhereforfiguresonthecostofrunningacar.TheRACestimatesthataused
Carownership
Ownacar
Nocar
Useofprivatecarforcompanywork
No
Yes,anditisinsuredforwork
Yes,butnotsureifitsproperly
insuredforwork


47

carcost4,724ayeartorunin2011,upby283since2010.Thatisamileagecostofnearly40pper
mile:anyonepaidlessthanthatismakingalossoneverymile.
TheRACfigureincludes1,556forfueltocover12,000miles,whichwhenexcludedleavesannual
costof3,168(RAC2011).Petrolincreasedby13.83%in2011(ibid),andinsurancehasalsorisen
sharply;transportcostsareincreasingandwagesandmileagearenottakingthisintoaccount.

48

9 Workinghours

Onlyonerespondentworkedparttime,workinga3dayweek.Ofthefulltimeworkersmostworked
a37or37.5hourweekasstandard,althoughthatdidnotincludeanypaidorunpaidtraveltime
outsideofthebasicworkingday(Figure47).

Figure47Basiccontractualhours

Whenworkrelatedtravel(fromtheofficetothesite,outsideofcorehours,notincludingfrom
hometooffice)isaddedtothebasiccontractualhoursthefiguresjumpeddramaticallyformany
respondents(Figure48).

Figure48Totalweeklyhoursworkedincludingworkrelatedtravel

0
10
20
30
40
50
60
70
80
90
30
hours
35
hours
36
hours
37
hours
37.5
hours
38
hours
38.75
hours
40
hours
42
hours
Basiccontractualhours
0
5
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h
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2

h
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s
7
0

h
o
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s
7
5

h
o
u
r
s
Totalhoursworkedincludingworkrelated
travel


49

Approximately25%ofemployeesdidnotappeartocarryoutanyworkrelatedtravel,thismaybe
becausetheyworkedprimarilyintheoffice,ortheytravelstraighttositeeachmorning(atleastten
workedinLondon).Theremainderalltravelledforworkoutsideofcorehours,usuallyfromofficeto
site.Ofthese,over50%workedbetween45and50hoursaweekwhenworkrelatedtravelwas
included:28%spentbetween1and5hoursonworktravel,with28%spendingover10hoursaweek
onworktraveloutsideofcontractedhours(Figure49).
Thesehoursareontopofthetimespenttravellingtotheoffice,forsitebasedstaffthemajority
wereoutofthehouseby6.30am,withsomeleavingasearlyas5ameverydayand8%leaving
before6amand20%before6.30am.35%lefthomebetween7amand7.30,althoughsomeofthese
mayhavebeenofficebasedstaff.Employeesgotbackhomebetween4.30pmiftheywereinthe
officeand8.30pm,withthemajoritygettinghomeafter6pm.Forstaffwhoarecommutingweekly
fromhomesacrossthecountrytheMondaystartsareevenearlier,andthearrivalhomeevenlater
onFridayevening.

Figure49Numberofhoursofworkrelatedtraveloutsidecorehours

9.1 Paidtraveltime
Aswehaveseenemployeesareoftenexpectedtotravelfromofficetoworkoutsideofcorehours,
oftenfortenhoursaweek.Butaretheypaidforthis?Practicewaswidelyvariable,andappearedto
oftenbeinconsistentwithinthesameorganisation,althoughthismaymerelyindicatepoor
communicationorunderstandingoftherulesbystaff.Forsomeemployerstraveltimewasincluded
withinemployeesweeklyhours,formostitwasnot.Fordriversthesituationwasmarginallybetter
thanforpassengers,eventhenthesituationwasconfusingwithamultitudeofdifferentwaysof
payingornotpayingdriverstime.
0
5
10
15
20
25
30
35
40
numberofrespondents


50

SomecompaniesgaveTimeOffInLieu(TOIL)fordriversatbasicrate,otherspaiddriversatTime,
whilstonemajororganisationpaiditatTimeandaHalf.Anotherorganisationpaiddriversata75%
hourlyrate,anotherat10%hourlyrate,anotherpaidaflat5.50aday,anotherapparentlypaida
flatrateof1.6hoursaday.
Someorganisationstriedtoreducepaiddrivingtime,bydiscountingthefirst30minutes,orthefirst
andlast30minutes,othersdidnotpaythefirsthour,theseunitsusuallypaidatstandardhourly
rate.
ForpassengersseveralorganisationspaidatTimeorinTOIL,withoneunitpayingTimeandahalf,
althoughthismaybeonlyforsupervisorystaff.Otherorganisationspayat75%ofTime.Manyunits
didnotpayanypassengertime.
Itisnotentirelyclearwhathappenswithpassengerstravellingintheprivatevehiclesofcolleagues
onworkrelatedtravel,althoughindicationsaretheyarenotpaid,withthedriversgettingonly
mileage,orinsomecasesonlyfuelcosts(viafuelcards)withnopaymentforrunningcosts.
Somecompaniesonlypaidtheirsupervisorstraveltime,whethertheydroveornot.
Manycompaniesdidnotpayfordrivingtimeatall;thesecompaniesstillaskedtheirstafftotravel,
theyjustdidntpayanyofthemforanyoftheirtime.
Therewasaclearproblemwithconfusingrates,withalackofknowledgeoftheratesamongst
employees,despitetheapparentlyclearguidelinesgivenbyemployers.Ithasnotbeenpossibleto
tabulatethedifferentratesasitistoocomplexandtheinformationisoftencontradictory
dependantonemployeegrade,orlocation.Insteadwehavecreatedasetofscenarios(Section11)
whichshowtheimpactofdifferentratesoftravelpayandofsubsonincomeandcosts.
9.2 Mileage
Forthoseusingtheirownvehiclesforworkbusinessmileagerateswerealsovariable,between
12.5ppermileand87ppermile,withmostmileageinthe3540ppermilerange.Severalemployers
paidalowerrateafteracertainnumberofmiles,droppingtoaslowas11ppmafteraslittleas100
miles.Figuresfromarecentstudyshowthatwithincreasedfuelcoststheaverageusedcarcostsjust
under40ppermiletorun(RAC2011).
9.3 Totalcompensationfortravelrelatedtime
Respondentsclaimedthattheamounttheyreceivedfortravelrelatedovertimeandmileagewastoo
variabletoestimateaccurately,howeverfiguresgivenvariedbetweennothingandseveralhundred
poundsforthosethatranuplargeamountsofmileageorhours.Therewerecommentsthatmileage
paymentstookalongtimetoarrive,andwerenotcoveringincreasingfuelcosts.Forthosethat
accruedTOILtherewasthebenefitofadditionalpaidtimeoff,withsomecompanieslimitingthisto
2weeksTOILwithalltimeafterthisamountpaidattime.
Approximatelyhalfoftherespondentsdidnotgetanypaymentforanytravel.
Travelpaymentswhethermileageortraveltime,meantadifferencetothepaypacketsofmany
archaeologists,19%ofrespondentsstatedthattheyreliedontravelpaymentstosupplementtheir
basicpay:


51

thecarallowancetransformsmysalaryfromOKtoreasonable.Itisanessentialpartofmyincome,
butisbeingerodedbyrisingfuelcosts,againstfixedallowances.
Another17%claimedtheymadeadifferencebuttheywerenotessential.Itmaybethatthe
irregularnatureofanypaymentdependantonhowmuchdrivingortravelisdone,makestravel
expensesifpaid,difficulttorelyon:
drivingpaymakesahugedifferencetothepaypacket,butitwouldbefoolishtorelyonit.Iliveas
muchaspossiblewithinthemeansofnormalhourspay(withsubswhenworkingaway)andany
extraissaved.
Thelevelofmileagepaymentwascriticisedbyafewemployeesasnotcoveringrunningcosts,
depreciationorwearandtear,especiallyduetorisingfuelprices.18%feltthepaymentsdidntcover
theadditionalcostsoftravel,andfor14%thepaymentswereirrelevantprobablybecauseforboth
ofthesegroupsmostoftheserespondentsdidntgetanypaymentatall(Figure50).

Figure50Howimportantareanytravelpaymentstoyou?

9.4 Drivingwhilsttired
18%ofrespondentsstatedthattheysometimesdrovejusttogettheextramoney,48%saidthat
theysometimesfeltpressurisedtodrivewhentired.Thiscouldbeadangerousmix.Thesituation
couldbeexacerbatedbyalackofotherdrivers,meaningthatthesamepersonmustdoallthe
drivingandwilloftenberunningthesite:
IhavebeenonsiteswhereIwastheonlydriver,witha1.5hourdriveeachway,andthenhadtohit
groundrunningimmediatelyas[Iwas]runningthesite.Noopportunitytorest,althoughpassengers
sleptalltheway.IusedtodothesamebeforeIcoulddrive!Workdrivingisontopof1hourgetting
toandfromhome.Atendofweekeveryonejustwantstogethomeasapsothereisunspoken
pressurealthoughwearetoldtotakerestbreaks.Plusthosewhodon'tdriveoftenaresleepingoffa
hangoverwhilstIwassober,whichisreallyannoying!
Twochildren,mortgageandneedtoholddownanunsteadyjobsotrytobeinvaluabledoingjobs
otherswon'tdo.
0
5
10
15
20
25
30
35
40
45
50
Very,couldnt
surviveonmybasic
paywithoutthem
Theymakea
differencetomypay
packetbutthey're
notessentialtome
Theycoverthecost
oftravelbutIdont
makeanymoneyout
ofthem
Theydontcoverthe
additionalcosts
Notbotheredatall


52

Allbut2oftheemployersstatedthatdriverswereallowedpaidrestbreaks.20%ofrespondentshad
receivedadditionaldrivertraining,ofthesemosthadbeenon4WD/offroadcoursesorMIDAS
minibuscourses.
Employershavearesponsibilityforthehealthandsafetyofanyemployeedriving,or
beingdriven,onworksbusiness.Employersarealsoresponsibleforthehealthandsafetyoftheir
employeesdrivingtoworkifitisn'ttheirnormalplaceofwork(soanyonedrivingfromhometosite,
iftheircontractedplaceofworkis'theoffice').Thisshouldbecoveredbyworkplacerisk
assessmentsandthereisguidanceontheHSEwebsiteaboutdriving
http://www.hse.gov.uk/pubns/indg382.pdfandfatigue
http://www.hse.gov.uk/humanfactors/topics/fatigue.htm.

53

10 Viewsofawayworkandarchaeology

Thefinalsetofquestionsreflectedontheimpactofawayworkonemployees,andonhowtheyfelt
abouttheirarchaeologicalcareersandprospects.Employeeswereaskedhowmuchawayworkand
accommodationprovisionaffectedtheirchoiceofwhatjobstoapplyfor,for69%ofrespondentsit
didaffecttheirdecisions(Figure51).

Figure51Doesawayworkandaccommodationaffectwhichjobsyoucanapplyfor?
Severalcommentedthatstayingawaywasapartofthejob,andtherewasawidespreadacceptance
ofboththeneedtobeabletoworkaway,andawillingnesstomoveforagoodcontract.Most
commentswerehoweverperhapsunsurprisinglynegative,particularlywheretheytouchedonthe
difficultiesofsurvivingonanarchaeologistswage.Theyincludedthedifficultyofpayingfora
secondhomeoralengthydailycommute:
Withoutprovidedaccommodation,thereisnowayIcanaffordtowork,
Ialreadypayforrentetcatmyownflat,Icannotaffordtopayforaccommodationforawaywork,
InthecasewherenoaccommodationisofferedanditisbeyondareasonablecommuteIcannot
seriouslyentertainapplyingforthatwork.
UsuallyprovisionofaccommodationistheonlythingIlookforbeforeapplying
Severaltimesofferedworkbuthadtodeclineduetoitbeingtofaraway
Therewasanoteddissatisfactionwithdoinganendlesssuccessionofawayjobs,livingoutofa
suitcasewhilstpayingrentforahomethatwasrarelyseen;thiscombinedwithaclearsenseof
awayfatiguefrommanyemployees:
Verymuch,59
Afairbit,43
Neitherway,31
Notbotheredatall,
14
Doesawayworkandaccommodationaffect
whichjobsyoucanapplyfor?


54

IusedtotakejobsintheRepublicofIreland,butgotfeduplivingoutofasuitcaseandhavingit
affectmyprivateandfamilylife,soIwillonlytakeshorttermjobsawayfromhome.
Notwillingtodoawayworkanylongerinanyfuturejobs
Whilsttherewasaclearrecognitionoftheneedtodoawaywork,especiallywhentherewaslittle
otherworkinaregion:
Iwouldnotapplyforajobthatwasawayworkallthetimeasmylifewouldnotbesettled.butlike
todosomefortheextramoneyandithashelpedkeepourjobsoverthelasttwoyearsasoffice
basedworkwasn'tavailable.
Therewasacknowledgementthatifaccommodationwasprovidedtherewasanopportunityto
makemoremoney,butitseemsthatthiswasgenerallycomparedtothecostofrunningtwohomes,
andsowasborneoutofthedesirenottobelosingmoneyonthis:
Makeshugedifferencetobankbalance.
Somecommentedthatitwashardtomoveforlessthanasixmonthcontract:
Iamverywillingtoworkthroughoutthecountry,butIhavetobeabletoaffordtodoso.
Accommodationforshortdurationprojectsisessential.Icannotupsticksandmoveforanythingless
thanayear.Maybethatreflectsmyage.
Familycommitmentswerementioned,aswasthefactthatsomeemployeeshadnowsettleddown
andprioritiesmayhavechanged.
NowthatI'vegotahouse,ahusbandandadogIcouldn'tdoajobifIwasexpectedtoworkaway
mostofthetime.
Severaltimesemployerswerenotedastakingpersonalcircumstancesintoaccount,howeverthere
wasaconcernthatbeingtiedtooneplace,orunabletoworkawayforwhateverreasonaffectedjob
security:
Can'tworkawayfromhome(youngkids)sohavebeenviewedaslessdeployableduringrecent
redundancysituations.
Manyemployeesfeltthattheirflexibilityandwillingnesstoworkawaymeantthattheywerestill
employedwhenotherswerenot.
'Deployability'isanimportantconsiderationwhentheaxecomesswingingdown.
IfIcouldn'tdriveorworkawayIwouldhavebeenunemployedseveraltimesovertheyears.
Otherswereconcernedabouttheimpactofaperipateticlifestyleinthelongrun:
WhenIhadmoreregularemploymentIregularlyworkedaway.ItdidnotaffecthowIwasviewedin
theunit.IthinkitaffectedmycareerdevelopmentthoughasIwasneverabletocommitto
volunteerwork(communityoutreachetc)norcoursesforspecifictechnicaldevelopment.Asmyfield
careeriscomingtoanendduetopoorjoints,Ireallyfeelthelackofthis.


55

Theonlycommentsfromthosethatwerenotbotheredwerefromthosethathadeithernotdone
awaywork,orwerealwaysgivenaccommodation.
10.1 Worklifebalanceandlongtermeffectofawaywork
Theeffectofawayworkandlonghoursonpersonallifehasbeentouchedoninpreviouscomments,
mostemployeesdidnotfeelanypositiveeffectfromworkingawayalthough22%wereambivalent
(Figure52).Respondentsmentionedthelackofnoticeofawaywork,andthelackoftimetosee
partnersorfamilyorfriends,andthepressuretomakethemostofsharedtimetogetherwhenthey
weretiredfromlongjourneys.

Figure52Howmuchdoyoufeelawayworkaffectsyourhome/familylife?

Alltherespondingemployersfeltthattheiremployeeswereabletoenjoyagoodbalanceofaway
workandtravelworkingfortheircompany,allowingthemtohaveareasonablypredictablehome
life:
Weareawareoftheproblems,andgenuinelytrytomakesurethatthedemandsofworkandtravel
donotunfairlyimpactonhomelife...butthenatureofourworkplacessomedifficultdemandson
individuals.
Therewasanacknowledgementthatawayworkcouldbetiring,stressful,andnotagoodthingto
doforlongperiodsoftime.LongertermIdonotfellthatitisverybeneficialtostaff.Some
employersfeltthatitwasanintrinsicpartofarchaeology:Weexplainthatitispartofthejobfrom
theoutsetandifindividualsdonotwanttoundertaketravelanymorethentheyareprobablyinthe
wrongjobandafeelingthatitwasatemporarystateofaffairsformost:Awayworkingispartand
parcelofarchaeologicalfieldworkandformostwillbeafeatureoftheirearliercareers,ratherthana
permanentstateofemployment.
Howmuchdoyoufeelawayworkaffects
yourhome/familylife?
Itdoesn'thelpmatters!
Itdoesn'treallyaffectmeeither
way
Itismostlydetrimental


56

Theeffectonmoralewasacknowledged,aswasthefinancialcost:Wedonotgenerallyconsider
awayworktobecosteffectiveorconducivetostaffmorale.Askediftheyhadtriedtorecruitlocally
toreducetravelandaccommodationcosts,severalemployersstatedthattheyhad,butwithmixed
results.Onehadreducedcostsmarginallybyrecruitinglocally,othersdidthisregularlyandstated
thatitwashardtowinlongdistancejobsifaccommodationcostswereincurred.Twoemployers
saidthattheysubcontractedworktolocalorganisations.
Commentsfromtheemployeeswerepossiblypredictablydownbeat:
WhenIworkedawayalot,itwasverydifficulttobethereformylovedoneswhentheyneededme.
Amnowinanewrelationship,prolongedawayworkwaslargelyresponsibleforthebreakdownof
mypreviousrelationshipafteraperiodof2yearsworkingsolelyonawaysites.
Ihaveaveryunderstandingpartner
Itcanbeextremelydetrimentalmywifefeelsentirelyunsupportedwhencaringforourchild.
Manycommentedthattheyweretiredattheweekendandspentmostofitasleep,washingclothes
orpreparingforthenextweek:
UsedtospendmostofFridaynightonpublictransportbeforeihadacar,spentmostofSaturday
sleepinganddoingwashing.Onlygottoseefriends/boyfriendsatnight,andspentSundaypacking
andtravelling
ExhaustedatendofweekandbySundayhavingtopacktothinkaboutleavingearlyMonday
morning
Therewasalsoaneffectonhobbies,theabilitytoattendcourses,andtoseefriendsandkeepin
touchwithpeople.
Itaffectedmyabilitytonetworkinmyhomecommunity,notjustinHeritage,butlifeingeneral.Ino
longerknowanyonewhoisn'tanarchaeologist.
Ihavegivenupallofmyeveningactivities,includingbeingChairofanarchaeologicalsocietyas
awayjobsaffectedmyinputintothesociety.IcannotjoineveningclassesasIdonotknowwhenI
willbesentaway.
Itmakesitdifficulttomaintainastableprivatelifeoutsidearchaeology.
AsdeploymentissortedoutonaweekbyweekbasisIcannotcommittoseefriends,attend
plays/functionsetc.orpursuehobbiesintheweekasIdon'tknowmyavailability.
Somesawapositivesideinawaywork,andmanysawitintheround:
divorcedandsinglesoIcandowhatIlike!
Itsgreatinsmalldoses,butcanbecomewearingafterawhile.Hasn'treallyaffectedmemuch
recently,buthavehadlongstintsinScotland,Turkey,andFranceinthepast.


57

Wecope.Itmeansmygirlfriendcan'tgetajobeasilyaswehaveadaughterandIneverknowwhen
Iwillbehome.Wecan'tplangoingoutasImaybeaway/getting[back]late.Morenoticewouldbe
good.Theplussides?Abitmoremoney,butifIdidn'tworkawaymyGFcouldgetajobsowe'dbe
betteroff.Idoenjoythesocialsideofawayworkandtheopportunitytogettoknowcolleaguesas
people.
Andmanywerepragmaticaboutit,especiallythosewhowerenotinarelationship,ordidlittleaway
travel:
InsomewaysIlikeawaywork,asitisachangeofscene,anescapefromofficepoliticsandachance
tospendsomequalitytimeinnicepubs.Also,ifaccommodationisclosetositeitcanmeanIgeta
(relative)lieininthemornings.ItisactuallythehomebasedjobswhichIfindmoredishearteningas
thereareearlierstarts,moredriving,andoftenlittleproblemstobedealtwithintheofficeevery
night.
Backatweekendssonottoomuchofaproblem.
Idontdoitveryoften,butitwouldbecomeanuisancebalancinghome/worklife.
Iammainlyacircuitworkerandhaveneverbeenpermanentwithacompany.Ienjoythelifestylefor
themostpartbutmygirlfriendisanarchaeologistandshefeelsthatconstantlyfollowingtheworkis
detrimentalassomeoneelseisalwaysincontrolofyourlifeandwhereyouareheading.Alsoliving
outofabackpackisnotideal.

Butmanysawalongertermeffectonthosewhowereperpetuallymovingaround:
Awayworkmeansno''roots''setdowntooneplace.
Inmanyways,Ifeeltheitinerantlifestyleretardedmyprivatelifeforseveralyearsandleftme
'ungrounded'toaparticularplace.Ifeelthislackofstabilityisaserioushindrancetofield
archaeologistspersonallivesandonethatisnotcompensatedforinpay.

10.2 Thefuture
Employeeshadmixedviewsonhowawayworkaffectedfuturecareerchoicesof155answers,22
saidtheyenjoyedthelifestyle,howevermanyofthesealsowantedamorepredictablelifeinthe
futureandsomeofthemsaiditaffectedwhethertheywillstayinthefieldlongterm(Figure53).Of
thosethatlikedtheextraincomeofawaywork(19)almostall(14)wantedamorepredicablelifein
thefuture,11feltitwasajobandtheygotonwithit.
Ofthe77whoagreedthatitsajob,Igetonwithit,30wantedamorepredictablelife,and18felt
itaffectedwhethertheywouldstayinthefieldlongterm.Ofthosethatwantedapredictablelife
(67)12wantedtogetoutnow.
Manysaythattheyfullyacceptthatitispartofworkingintheprofessionbutthattheyhopethat
theunpredictabilityofawayworkingwillnotaffectthemasmuchinthefuture.Thereisa


58

consensusthatlastminuteawayjobsaredifficulttomanageandaffectpersonalcommitments
adverselywhilethereisarecognitionthatthosewithfamiliesarelesslikelytobeaskedto
undertakeawayworkthereisaconsensusthatthosewithoutfamilycommitmentsareexpectedto
sacrificetheirpersonallivesfortheirwork.Acommonresponsewasthatlimitednoticedoesnot
allowforforwardplanningforpersonallife.Thereappearstobelittlewillingnessonthepartof
thoseorganisingawayworktotakeaccountofpriorfamilycommitmentsandpersonal
responsibilities,evenatweekends,andthisisevidentintheamountoftimethatfieldworkershave
tospendtravellingoutofhours.Thistimeisoftenunpaid.Furthermore,abilitytotravelandhometo
sitedistancearerarelyconsidered.

Figure53Howdoesawayworkaffectyourfuturecareerchoices?

Askedhowlongtheywouldstayinarchaeologytherewerealotofarchaeologistswhowereinitfor
thelongrun,howevertherewerealsoalotwhowereeitheractivelylookingtogetout,orwereon
thelaststraw.Therewasarealfeelingthattherewerealotofemployeeswhowantedtostaydoing
ajobtheybothlovedandhatedforaslongaspossible,butforwhomtherewaslittlechanceof
makingagoofitiftheywantedanythingfromlifeotherthanahandtomouthexistence.
Hasitalwaysbeenthisway?Havewealwaystreatedouryoungarchaeologistsasdisposable?
Therehasalwaysbeenarapidfallingawayofprofessionalsafterafewyearsastherealitysetsin,
buthavewebecomeconditionedbythisapparentshorttermcareertonotcareaboutthosethat
areonthejuniorrungsoftheladder,knowingthatmostwillleaveforgoodinayearortwo?Isthere
awideranddeeperfallingawayatpresent,wherethereisanincreasingfeelingthattheprofession
isnotservingthearchaeologists,orthearchaeology?Itmustberememberedthatmanyofthe
respondentswhoaresodisillusionedareProjectOfficersandSupervisors,thosewhohadalready
survivedthetraditionalearlyexodusfromarchaeologicalcareers,andwhoareinrelativelybetter
paidpositions.Iftheseprofessionalsleave,andwearerightaboutthehiatusinnewrecruits,then
0
10
20
30
40
50
60
70
80
90
Ienjoythe
lifestyle
Ilikethe
extracash
Itsajob,Iget
onwithit
Iwouldlikea
more
predictable
lifeinthe
future
Icanonlysee
moretravel
andaway
workifIam
promoted
Itcertainly
affects
whetherIwill
stayinthe
fieldlong
term
Iamfedup
withitand
wanttoget
outNOW
Howdoesawayworkaffectyourfuture
careerchoices?


59

thealreadyshakyskillsfoundationsinarchaeologymaybeingravedanger,Archaeologycannot
affordtolosetheseprofessionals.

Thereisanincrediblefondnessforarchaeologyandarchaeologistsinmanycomments,howeverat
thesametimethereisanincredibletirednesswiththepoorpayandconditions.Foraprofession
thattraditionallyseesitselfasverywillingtocomplainandwhinge,thelevelofbitternessor
resentmentinthecommentswasverylow.Itwasmostlysadness,tingedbytheoccasionalangerat
theperceivedbetrayalbyotherarchaeologists.Thecommentsseemtoshowabodyofprofessionals
whoarebynomeanswantingunreasonableconditions:theycanseethereasonswhyawayworkis
needed,andarehappytodoit;howevertheyaretiredofbeingshabbilytreated.
Therespondentswanttowork,andtheywanttodotheirjobwell,butthereisarealsensethata
largeproportionofverytalentedandexperiencedarchaeologistswouldleavetheprofessionifthey
could.Thisisacknowledgedbyemployerstosomeextent,butonpresentperformancethemeansof
improvingtheprofessionseemstobebeyondthem.
Justwishthatthoseinmanagementcouldrememberwhatitwaslikeworkingaway.Howknackered
youget,howrundownphysicallyovertime,howmanyengagementsyouhavetobreakandthose
youcan'tmakeinthefirstplace.
Wehavetorealisethatarchaeologyisajob,andthatwewon'tgetfantasticconditionsallthetime,
butpaidtraveltimeshouldbethere,eitherinpaidtime,orinincreasedbasicwages.Subsshouldbe
setatanationallevelofsay15,andemployersshouldsetouttheirtravel/awayrulesonadvertsso
wecanmakeaninformeddecision.Igetpaiddecenttravel/awayratesbutIamexpectedtodoalot,
thereisaquidproquo.IftheydroppedtheratesIwouldleave.
BeingstrandedinXXXXXXbecauseofsnow....isnotasbadasitsounds.
Cantworkawaybecauseoffamilysohavenooptionotherthandrivingdailytosite.Thishasbeen
84mileseachwaydaily.
Iactuallylikeworkingawayiftheweatherisniceitevenfeelslikeaminiholiday!
Iamutterlysickoffieldstaffbeingtreatedlikedirtbyemployers.Thisusedtobeagreatjob,butnot
anymore.Thelastcoupleofyearshaveleftmesick,exhaustedandpracticallybankrupt.Mostofmy
matesareonthedole.Icanonlyseeitgettingworse.
Ican'tcommentoncosts,butI'msureemployerswouldhaveabettermotivatedworkforceifthey
didn'tmakepeopledrivesofareveryday.
Ifeelthatawaywork/expensesshouldbestandardisedsothatunitscan'ttakeadvantagetocut
costscostcuttingshouldnotbepassedtotheemployeeswhohaveitbadenoughalreadyand99%
ofthetimethismeansthesiteassistants,thelowestpaid.
Ihavealwaysthoroughlyenjoyedmyworkandthevarietyisexcellentasallmyemployershave
been.


60

Youcannotseriouslybeinyour30'sandlivelikeastudent,sharingroomsandnotknowingwhere
you'llbefromweektoweek.Youcannotusetheeveningstolookforotherwork,orattendinterviews
ortraining.
ifachildofmineexpressedadesiretobeanarchaeologistIwouldthrashitoutofthem.

61

11 Employeescenarios

Inordertocomparethedifferentapproachestopayingornotpayingandcompensatingfortravel
andawayworkwehavecreatedaseriesoftypicalexamples.Thesearebasedoncommon
scenariosrepresentativeofoursample.Noattempthasbeenmadetoquantifyhowmany
archaeologistsarewithineachscenariowithinoursample.
TokeepthingssimplethescenariosareallofSiteAssistantsearning15,836.80(304.55perweek,
8.12perhour)basedontheIfAminimaforPIfAlevelworkwhichcomesintoforceinApril2012.
Thisisforworkinga37.5hourweekwith20dayspaidholidayplus8bankholidays.Scenariosare
basedontwofictionalemployers,bothpayingthesamebasicwageandsubsistencepayment,but
onepayingalltraveltime,theotherpayingnone.AsingleexampleofaLondonbasedSiteAssistant
onawageof17,500isgivenforcomparison.
Fuelcostshavebeenestimated,andwillobviouslyvarydependingonactualdistancesfromwork,
andeconomyofvehicle.Forthosethatownacaradditionalcostsoftax,MOT,insurance,repairs
anddepreciationhavetobetakenfromthefinalfigure(seebelowfordetails).Thesecostsarenot
normallyincurredbyarchaeologistsbasedinLondon.
Figureshavebeenadjustedtoshownocommutetimes/costsonholidaysorbankholidays.Iftravel
timeisaccruedasTimeOffInLieu,thentheremaybeadditionalsavingsintransportcosts.
Ithasnotbeenpossibletocovereverypermutationofpaymentandcircumstance,butthescenarios
givegoodexamplesoftherangeofcommonexperience.Forvariableratesoftravelpayorawaysub
thefigurescanbeadjustedupordown,inadditiontheproportionalvalueofawaysubsandtravel
variesaccordingtoactualpayrate,contractualhoursandothervariables.Inadditionthosewhodo
notmanagetobeemployedforthefullyearwillobviouslyreceiveless.

ScenarioA
AmyworksinLondon,sheispaid17,500toincludeanelementofLondonWeighting(335.25per
week,8.94perhour).Shetravelsdirecttositebytubeandbuswhichtakes45minutesandcosts
34.20aweek.Hertotalworkrelatedhoursare37.5hoursaweek.Amydoesnotusuallydoaway
work,andhasnotdoneanyinthelast12months.Sheishomeby5pmmostnights.
Amydoesnotneedtorunacar,anddoesnot,soherdisposableincomeishigherthanappearsat
firstglanceincomparisonwiththeotherworkers.Amycanalsousuallyrelyonbeingabletoget
homeby5pmeachnightunlessworkingontheothersideoftown.
ScenarioB
BillworksinthesouthwestofEngland,heearns15,836.80andhehasdonenoawayworkthisyear
andisnotpaidforthetenhoursaweekhetravelstoandfromsite.Helives15milesawayfromthe
officeandcommuteseachdaybycar,taking30minuteseachwaywhichcosts25aweekinfuel.


62

Billswageisthebasicsalary,hehasnthadanyofthebenefitsofawaywork,butdoesnthaveany
ofthecostsorinconvenience.HoweverthereisnoguaranteethatBillwillnotbesentonanaway
jobnextweekfortherestoftheyear.
ScenarioC
Billscolleague,Charliedoesexactlythesamejob,andlivesthesamedistancefromtheoffice.He
alsodoesntgetpaidfortravel,buthedidworkawayfromhomefor7weeksonasitewitha2hour
driveonMondayandFriday,andanhoursdrivingeachdaytoandfromaccommodation.He
receivedanightlysubof15whilstworkingaway.
Charliesapparentincomeisincreasedbyhisawaysubsandhiscostswerereducedwhilstworking
awayashedidnothavetocommuteeachday.HoweverifCharlieisputupinaB&Bhissubsmay
wellallbeusedinbuyingfoodwhichiswhattheyareintendedforafterall.Ifhiscompanypaidless
than15thenanymoneywouldbealmostcertainlyusedupandCharliemaybeindeficitfromthe
awaystay.
ScenarioD
BillandCharliesfriendDawnworksforadifferentcompanybutispaidthesameastheminbasic
pay,butsheispaidallhertraveltimeatTime,whichaveragesoutat10hoursperweekoverthe
year.HercostsarethesameasBillandCharlie.Dawnhasdonenoawayworkthisyear.
Dawnstravelhoursarepaidfor,andthismeansherincomeisgreaterthanthoseattheotherunit,
howeverthereisnoguaranteethatshewillcontinuetogettheamountoftraveltimeshecurrently
does,andshemayhaveamonthortwowhereaconvenientlysitedjobmeansshehasconsiderably
lessincomefromtraveltime.Theextramoneycannotbereliedupon.
ScenarioE
EmilyworkswithDawn,shehasthesametravelcosts.Emilyhasdone7weeksofawaywork,also
witha2hourdriveonMondayandFriday,andanhoursdrivingeachdaytoandfrom
accommodation.
Emilyispaidlesstraveltimewhilstworkingaway,butthecombinationofsubsandsometravelpay
fromthereducedcommutemeansshestillearnsmoremoneythanwhenonahomejob.
ScenarioF
FredworksforthesamecompanyasBillandCharlie,butdoesnotliveinthelocalareaashehas
beenonshorttermcontractsforthelastyear.Fredpaysrentinhishometown.Hecommutesfrom
homefortheweekendswhichtakes2hourseachwayandcosts20aweekinfuel.Fredpaysfor
digsneartheofficewhichcost50aweekandmustbepaidduringholidays.Hehasanadditional
dailycommuteof5mileseachwaywhichtakes15minutesandcosts2infueladay.Fredhasnot
doneanyawayworkforthecompanythisyear.
Fredsextraaccommodationcostspenalisehimheavily.Ifhedidnthavetopayforhisdigswhilston
holidayhewouldsavesomemoney,butwouldstillbesignificantlyworseoffthancolleagues.There
maybemanyotherreasonswhyhewouldneedtokeephishomeinadditiontothesuccessionof
shortcontracts,suchasfamilycommitments,partnerorchildren.


63

ScenarioG
GaryworksforthesamecompanyasDawnandEmilybutisinthesamesituationasFred.Garyhas
notdoneanyawayworkforthecompanythisyear.
BecauseGarygetspaidtraveltimehisextraaccommodationcostsarecoveredbyhistravelcosts,
meaningthatheiseffectivelybackatsquareoneincomewise.
ScenarioH
HowardworksforBillandCharliesemployersbuthasworkedawayfor24weeksthisyearonasite
witha2hourdriveonMondayandFriday,andanhoursdrivingeachdaytoandfrom
accommodation.Hereceivedanightlysubof15whilstworkingaway.
TheextrasubsmeanHowardearnsslightlymore,butmaypaythisoutinextrafoodcostsandhehas
beenawayfor6months.
ScenarioI
IvorworkswithDawnandEmily,butinthesamesituationasHoward,workingawayfor24weeks
overthelastyear.
Ivorsawayworkandtravelpaymakeshimthebestpaidworker,howeverheisworkingawayfrom
homefor6monthsoftheyear.Theadditionalpayisproportionatetothedisruption.
ScenarioJ
JohannaworkswithBillandCharlie,butisusuallyonawayjobsasshelives100milesawayfromthe
office.Johannawasrecruitedtoworkonamajorroadschemeandeachweekshecommutesby
traintothesitewhichtakes2hours,beingpickedupfromtheneareststationbycolleagues.
Johannahasonlyworkedfromtheofficefor4weeksoverthelastyear,whenshehadtotravelthere
bytrain(taking1hour)andhadtosleeponcolleaguessofas,givingthem10aweektowardsbills.
Whenworkingfromtheofficethesiteswereonehourtraveleachway.Thetrainfaretothesitepick
upcosts40.50eachweek,thefaretotheofficecosts39.50inordertobeabletoleaveforsiteat
7am.
Johannapaysmoreforherweeklycommuteasshetravelsbytrain,howevershedoesnothaveto
payforacarsoshouldbebetteroff.Ifshecouldnotrelyoncolleaguestoputherupwhenworking
attheofficeshemayhavegreatlyincreasedcosts.EvenwhenworkingawayJohannamay
occasionallyalsohavetopayfortaxistogettosites,orleavethenightbeforeandpayforB&B
accommodation.
ScenarioK
KevinworksforthesamecompanyasDawnandEmilyandisinexactlythesamesituationas
Johanna,workingalongsideheronthesameJointVentureroadscheme.
ThepaymentoftravelincreasesKevinsincome,eventhoughhestillhastopayheavilyforhis
commute.


64

Scenario Basic
income
(perweek)
Commute
time(hours
perweek)
Commute
costs(per
week)
Second
accommodation
costs(perweek)
Workrelated
traveltime
(hours)
Workrelated
travelpay
(perweek)
Awaysubs
(perweek)
Weekly
incomeafter
additions
Weeklyincome
afteradditions
andcosts
Total
additions
peryear
Totalpay Totalcosts
peryear
Totalannualincomeaftertravel
additionsandcostsbutbefore
taxandNIdeducted
Amy 336.54 7.5 34.20 0 0 0 0 336.54 302.34 0 17,500 1,586.88 15,913.12
Bill(home) 304.55 5 25 0 10 0 0 304.55 279.55 0 15,836.80 1160 14,676.80
Charlie
(away
weeks)
304.55 1 5 0 8 0 60* 364.55 359.55 420 16,256.80 1,020 15,236.80
Dawn
(home)
304.55 5 25 0 10 81.20 0 385.75 360.75 3,767.6
8
19,604.48 1,160 18,444.48
Emily
(away
weeks)
304.55 1 5 0 8 64.96 60* 429.51 424.51 4,074 19,910.80 1,020 18,890.8
Fred
(home)
304.55 8 28 50 10 0 0 304.55 226.55 0 15,836.80 3,899.20 11,937.60
Gary
(home)
304.55 8 28 50 10 81.20 0 385.75 307.75 3,767.6
8
19,604.48 3,899.20 15,705.28
Howard
(away
weeks)
304.55 1 5 0 8 0 60* 364.55 374.55 1,440 17,276.80 680 16,596.80
Ivor(away
weeks)
304.55 1 5 0 8 64.96 60* 429.55 374.55 4,817.9
2
20,654.52 680 19,974.52
Johanna
(away
weeks)
304.55 3 40.50 0 4 0 60* 364.55 309.05 2,544 18,380.80 1,939.50 16,441.30
Kevin
(away
weeks)
304.55 4 40.50 0 4 32.48 60* 397.03 341.53 4,245.9
5
20,082.75 1,939.50 18,143.25


65

*Actualvalueofawaysubsisgreaterastheyareuntaxed


66

Forthestaffthatappeartobenefitfromawaysubsthequestionmustbeaskedwhetherthe
apparentextraincomeisallspentwhilstawayfromhome.Areemployeescoveringtheircosts,or
makinganyextrafromthesubs,especiallyifthesubislessthan15anight?Responsesfromthe
employeessuggestitissometimespossibletosavemoneyfromsubs,butoftenyoulosemoney.It
maybeswingsandroundaboutsformost,withanysavingsmadefromsubspayingforextralong
commutesorbeingputtowardsvehiclerunningcosts.
Additionalsavingsaremadebyreducedcommutingcostsforthosethattravelinworkvehicles,for
thosethathavetopaytogettositethemselvestheremaybenosavingincosts,andthecostscan
quicklystarttooutweighthebenefits,especiallyiftraveltimeisnotpaid.
Fromthefiguresitisclearthattravelandawaypaymentscanmakeamassivedifferencetoapay
packetandthatthoseworkingforthesamecompany,butdoingdifferentamountsofawaywork,
canearnradicallydifferingsums.Theimpactofpayingstafffortheirhourstravellingtoandfrom
sitesclearlymakesalargedifferencetofinalpay,asitshouldgiventhatmanystaffaretravellingan
extra30%ontopoftheircontractedhours,asignificantincreaseontheworkingweek.
ThefigureforLondonappearslowcomparedtoitsprovincialcolleagues,howeverLondon
archaeologistsdonotusuallyownorruncars,makingalargesavingcomparedtorural
archaeologistswhonearlyalwaysmusthaveacar.TheRAChascalculatedthecostofrunningaused
carfor12,000milesat4,724ayearincludingfuel.Withoutfuelthecostis3,168,whichmeans
thataLondonarchaeologistscostsaresignificantlylowerthantheirprovincialcolleagueswhorun
cars,whichishandygiventhecostsoflivinginthecapital.
Thescenariosshowthatthebiggestnegativeimpactisonthosewhohavetoruntwohomes,this
canreduceactualincomedramatically,especiallyifthesecondrenthastobepaidallyear.
Employersmaywellaskwhystaffdonotmoveclosertotheiroffice,howevergiventhatmany
contractsareshortterm,uncertain,andmaynotbeextended,itisunsurprisingthatmany
employeescommutelongdistancesand/orliveawayfromhomeduringtheweek.Thecostofa
secondhomeisexacerbatedbythefactthatoftentherentmustbepaidevenifyouhavebeensent
awayonajob.Forthoseunabletomovelocationduetoshorttermcontracts,familycommitments
orapartnersjob,thereisahighcosttobear.
Forthosestafftakenonforawaysitesthereareadditionalcostswhenthesesitesend,theemployee
musteitherrelocatetoneartheoffice,orgettemporaryaccommodationthere.Thealternativeisto
lookforajoblocaltotheirhome,andifthatisnotpossibletolookforanotherjobwith
accommodation.Itisnotclearfromthesurveyhowmanyemployeesareinthissituation,butgiven
thedistancesmanylivefromtheiremployersofficeitisclearlynotuncommon.
Thosethatareinthelowestpaidjobs,andthereforegenerallyonthemostinsecurecontracts,
appeartohavetotravelthemost,andhavetopaythemostintravel.Thesurveydidnotspecifically
askgatherevidenceondifferencesintraveltimeandcostsbetweentemporarystaffandpermanent
staffhowevertheresultsappeartoshowthatthepermanentstafftravelless,andpaylessasthey
aregenerallynearertothehomeofficesotakeadvantageofworktransportfromtheoffice,rather
thancommutingstraighttothesite.
EmployerswanttobeabletoworkcountrywidealookattheIfAcontractorsmapshowsthatmost
contractorsclaimtobeabletoworkanywhereintheUK,andcompaniesroutinelytenderforwork


67

beyondacommutabledistance.Inordertostaffsuchsitestheyrequireaflexibleandskilled
workforcethatwillmoveforthework,andwhoarewillingtoworkawayfromhome.Thismeans
thattheyhavetoprovideaccommodationforallstaff,andconsiderpayingforaccommodationfor
staffhiredasawayworkersiftheyarerequiredtoworkfromthehomeoffice.
Itishardtosaywhetherthereareanyclearwinnersintheworldofawaywork.Itistruethatthose
thatlivefulltimeinprovidedaccommodation,donotpayanyrentandeitherlivewithparentsorgo
travellingbetweenjobscanmakeadecentwagefromthebasicsalaryandsubs,howeverthiscanbe
saidforanyonewhodoesnotpayrent.Itisalsoanunsustainablelifestyleinlongtermformost
peopleandissurelynotthemodelwewantforaprofession?
Thealternativesarestarkifyoudonotliveinanareathathasenougharchaeologicalworktosustain
afulltimeworkforceandifthosesitesarenotdugasawayjobsbyunitsfromfarawaythatshipin
theirownemployees.Ifyouwishtostaywithalocalemployerthenthatemployerwillprobablybe
biddingforworkbeyondacommutabledistanceandyoumayneedtoworkawayfromhomefor
longstretches.



68

12 Discussion,conclusionsandrecommendations

Wefeelthatoverallthishasbeenausefulsurveythataddstoourexistingunderstandingofthe
archaeologicalprofession.Ithasgatheredinformationonareasthathaveneverbeenpreviously
explored,andwhilstthesurveymayhavebeenoverlongitstillcapturedtheviewsofapproximately
8%ofthoseworkingincommercialUKfieldwork,and10%oftheemployers.
Theareaofawaywork,travelandsubsisamassiveandlabyrinthinesubject,werealisethatthere
areareasleftuntouchedbythissurvey,andthatthepicturewehavebuiltupmaybepatchyor
incomplete.Somewillsayitdoesnotreflecttheirexperience,otherswillsaythatitisflawed.We
acceptthatthissurveyisnotadefinitivestudyofthemodernarchaeologicalprofession,butwedo
hopethatwehaveopenedthewayforinformeddebateontheareascoveredandlookforwardto
this.
Althoughthecircumstanceofeveryindividualaredifferent,thepaymentoftraveltimedoesseem
tocompensateforthecostsofcommutingandtravel(andinsomecasesforhavingtopaytwosets
ofrent)andthereforemakesforamoresustainablecareerandlife.Wehaveendedupinasituation
wheresubsareusedtopaytherentandtransportcosts,ratherthanbeingforfood.Duetothelow
wagesandoftenintermittentworkthereisnosparemoneytocoverunexpectedcosts,andtheloss
ofaweekssubsortravelpaycanspellfinancialdisasterformanyprofessionals.
Itmustberememberedthatevenintheboomyearsnotallarchaeologistscouldgetworkallyear
round,andmucharchaeologyfieldworkistosomeextentseasonalbeingbasedaroundcropsand
buildingprogrammes.Soanywagehasinsomesensetoallowforpeopletoliveallyearround,this
isclearlynotthecaseatpresent.
Asthecostoflivinggoesupwards,inparticularfuelandfares,theincomeofarchaeologists
decreasesinrealterms.Thishasbeenkeenlyfeltinrecentyears,especiallyinfuel:thecostof
runningacarisequivalenttoamileagerateof40p,anyonepaidlessthanthatismakingaloss.
12.1 Changingterms
Oftheemployerswhoresponded,somehadseenarecentupturninwork,howevermostwere
scepticalovertheprospectsforasustainedrecovery.Alltheemployerssaidthattherecessionhad
littleornoimpactonaccommodation,subsortravelpayments.Aminorityofemployershadseenan
increaseinawayworkaffectingcosts,butmostreportednochangeoverthepastfewyears.
Employeeswereaskediftheirawayworkandtravelconditionshadchangedinthelastyear,2years
and5years.Overtheprevious5years,stretchingbacktobeforetherecessionmemoriesweredim,
howevertherehadbeenseveralimprovementsinsubsratesanddrivingtimepayments.Inthetwo
yearsbeforethesurveymileagewasraisedatoneunit,subswentupby5atanother,anddriving
timewasintroducedatanotherunit.Therewasevidenceofthestartofashifttolongercommutes
ratherthanawayjobs.
Overthelastyearafewemployershadchangedterms,withareductionintraveltimepaymentsat
twounits,afreezeintravelpaymentsatanotherunit,andanendtosubsidisedaccommodationfor
awaystaffworkingonhomejobsatanotherunit.Onapositivenoteonecompanyhadimplemented


69

a350annualcarmaintenancepaymentinthelastyear.Therewasanecdotalevidencethatmore
jobswerebeingdoneashomejobswhereastheywouldhavebeenawayjobspreviously.
'Itusedtobeclassedasanawayjobifitwasoveranhourfromtheoffice.Withoutconsultationwith
usthishasbeenabandonedtomakeusmorecompetitive.Thismeansthatweworklongerdays,
facegreatertravelcostsandarenolongerpaidasubsistenceallowance(whichsubsidisedourlow
wages).Wearecompensatedwithalimitedamountofovertimeifyouarepreparedtofightforit'
Commentsthatsupportthisarefromthemanyrespondentshaveexperiencedawayworkingless
frequentlyinthelastyearorso.Theyareexpectedtoworkmuchlongerhourstravellingbackand
forthtositesinsteadofworkingaway.Thismayhaveincreasedstressesonemployees,especially
thetemporaryemployeeswhoaremostaffectedbythelackofprovisionofawayaccommodation.
Mileagerates,subsistenceratesandotherpaymentshadgenerallynotimprovedoverthelastfive
years,despitelargeincreasesinthecostoftravelandfoodstuffs.Againstthisbackdropoflower
incomesinrealtermssomeunitshavemanagedtoimprovetheirtermsandconditionsdespitethe
recessionandthemassivedropinworkload,andwillhopefullyreapthebenefitsinhappierstaff.
Employeesdidcommentthatoncetheyhadworkedforacompanypayingdrivingtime,they
wouldntgobacktodrivingfornothing.Whocanblamethem.

12.2 Employerattitudestopay
Theresponseoftheemployerstothesurveywasgood,ifmuted,withmessagesofsupportfrom
severalemployers,andacommentthatthiswasanimportantsurveyforemployers.Whilst
relativelyfewemployersfilledoutthesurvey,thosethatdidgavedetailedresponses.
Alltheemployerswhorespondedfeltthattheyweregoodemployersoftenqualifyingthatasbeing
comparedtoothersintheindustrywhichsuggesttheirviewsoftheprofessionarenotgood.One
saidthatthiswasbasedonfeedbackfromemployees.Alltheemployersfeltthatopennessand
transparencywasimportantinrelationswithstaffonestated:
Itisveryimportanttobeopen.IneedstaffmoraletobehighinordertomeetthecommitmentsI
havemadetoclients.Forstaffmoraletobehigh,theteamneedstounderstandexactlywhytheir
contractsareacertainlength,whenandwhywewillbeabletoextendthemandwhenandwhywe
willnotbeableto.Ihavefoundopennessensuresthatmostpeoplefeeltheyaretreatedfairly.
11employersrepliedYestothequestionofwhethertheypaidagoodwagetoyoursitestaff,
severaloftheseemployerspaidsignificantlyaboveIfApayminima.Severalemployersrecognised
thatarchaeologicalwagesarelow:relativetootherindustriesourwagesarealllow,Inrelative
termsitiscomparabletocompetitors.Inabsoluteterms....Payratesandconditions,mostnotably
forjuniorstaff,areverypoor.Unitsshouldnotbecompetingwitheachotheronthebasisof
exploitingtheirstaff.
AskedwhethertheysupportedhigherwagesintheformoftheIfAminima,BAJRminimaandthe
(higher)IfARecommendedStartingSalariesmostemployersagreed.
Oursisaskillbasedindustry,andwehavetoimproveonourabilitytorecruitandretaintalented
archaeologists.


70

SeveralstatedthattheytookcaretopayabovetheBAJRminima,onenotedthatthismadethem
lesscompetitive.NoopinionswereexpressedovertheRecommendedStartingSalaries,ortheIfA
goalofincreasingpayminimaby13%.Concernswereraisedovertheeffectoftheminimain
depressingwages:
Mostrecentlytheyhaveservedtorepressanddepressthelevelsofpayonofferwhereweknow
ourselvestobecompetingforcontractswithorganisationsthatpayatthoseminima.Sensibly
increasedtheymighthaveamoreusefulrole.
SeveralemployersfelttheIfAandBAJRminimawereirrelevantastheypaidabovethem,how
relevanttheywillbeiftheseminimacontinuetoriseisunclear.
Tenoftheemployersstatedthattheycouldsettheirownwagelevels,overtimeratesetc:these
weremostlycommercialcompaniesandcharitabletrusts,with1universityunit.Interestinglyofthe
13whosaidtheycouldnotsettheirownwages2statedthattheywerecommercialcompanieswith
1soletrader;therestweretheexpectedlocalauthorityunits,governmentagenciesanduniversity
units.
Localauthorityunitswereworriedabouttheirabilitytokeepupwithminimashouldtheyrise(the
IfAminimawillriseby5.2%fromApril2012),howeveronelocalauthorityunitheadstated:
IfAminimaistheonlyinfluenceontheCouncil
Anothersaid:
IndicatorssuchasthoseprovidedbytheIfAandBAJRcanbeusedtosupportagradingappeal(but
notforthemainprocessitself).
Charteredstatuswasseenasaworthwhileobjectivevizavizimprovedpay.Enforcementof
minimumstandardswasalsoseenasvitaltoimprovingconditions
Noneoftheemployerssaidthatanypartofthebasicsalarywasspecificallyintendedtocompensate
fortravelcosts,howeveritisclearthatthosethatpaybetterwagesmayfeelthattheyaremore
entitledtonotpaytraveltime.Thevariationofwagesdoesnotseemtocorrelatewithtravelpay
however,withseveralofthebetterpayingemployersalsopayingtraveltime,andnoguaranteethat
acompanypayingrockbottomwageswillbepayinganytraveltime.

12.3 Levellingthefield
Oneareathatisregularlyhighlightedbyunitmanagersinconversationsisthatthereisanuneven
playingfieldforcompanies.Thosewhotryanddoagoodjob,orpaybetterarecompetingagainst
thosethatwillcutcornersandpaytheminimum.Thosewhodonotpayanytraveltimeare
competingagainstthosethatpayit.Thereisamutualresponsibilityasprofessionalstodothework
toprofessionalstandards,andtotreatstaffprofessionallyandtorespecttheirprofessional
aspirations.ThisisembodiedinPrinciple5oftheIfACodeofConductandtheDFwouldarguethis
shouldextendtopayingstaffdecentprofessionalwages,andcompensatingfortraveltimeandthe
disruptionandcostofawaywork.


71

Anyprofessionalarchaeologistswhocaninfluencethestandardsofarchaeologicalworkshould
considertheirdutytoraisethestandardsoftheprofession,thisincludescurators,consultantsand
managers.Someconsultantsalreadydictatethatsitestaffmusthavecabinsandtoilets,thispractise
shouldwiden.
Withincompaniesthekeyshouldbefairness,openness,andrespect.Transparencytoyourstaffis
keyforallemployersiftheywantaproductiveworkforce;mostrecognisethis,butmorecouldbe
doneasoursurveyhasshown.Manyemployeesclearlydidnotknowtheirowntermsand
conditions,theywerentsurewhattheyweremeanttobepaid,andwhattheydidfornothing.
Treatingemployeesfairly,openlyandwithrespectwillincreaseproductivity,andimprovethe
qualityofthework.
Oneareaofunfairnessiswherecertainunitsappeartopaydifferentratesoftravelpayfordifferent
grades:onemajorunitappearstopaytraveltimetotheirsupervisorystaff,butnottoSite
Assistants.Quitehowthisisjustifiedisunclear.Theunitinquestiondidnotparticipateinthesurvey.

12.4 Regionaloffices
ThesettingupofregionalofficesisarecenttrendacrosstheUK,whilstsomeofficesarealmost
standaloneunits,othersarelittlemorethanaspareroom.Theseofficescannotprovidestaffthe
samefacilitiesasstaffattheparentoffice.Regionalofficesmustofferthesamelevelofsupportand
facilitiestostaffastheparentoffice,ormechanismsputinplacetoallowstafftogotothatparent
office.
Therehavebeenseveralrecentprojectswheresitestaffhavebeenrecruitedforaspecificproject
andtheirplaceofworkhasbeenstatedasthesite,thereisaperceptionamongstdiggingstaffthat
thishasbeenspecificallydonetoavoidpayingaccommodationtostaffhiredforthatsite.Thismay
notbethecaseinreality,butitisawidelyheldperception.Therearetaxissueswith
accommodationforstaffhiredspecificallyforaproject,butarrangementscanbemadewithHMRC.
Provisionofaccommodationonawayjobshasbeenanacceptedpracticeinprofessional
archaeologyfordecades,anyremovalofthisisaclearvariationtotheacceptednatureofthejob,
andshouldbecompensatedforbyanequivalentriseinwages.

12.5 Trainingandcareerdevelopment
Thereisanunderlyingsensethatemployeesdonotfeeladequatelyvaluedbyemployers;several
respondentsstatedthatmanagersfeltthatsincetheyhadputupwithsimilarorworseconditions,
thatfieldstaffshouldstilldoso.Thismaybealliedtoafeelingthatasmanyarchaeologistscareers
werenasty,brutishandshort,thatarchaeologistsaretosomeextentdisposablebelowacertain
grade.Employerswantstaffwithexperienceandwhocanslotstraightintothesite,howeverif
archaeologistsaredisposableandleavetheprofessionafterashortperiod,thenthiscannotbe
possible.
Issuesofdeskillingamongstarchaeologistshavebeenrecentlyhighlighted(Harward,2011)andare
relevanthere.Ifwewanttohaveaprofessionwherewehaveskilledworkersatallgradesthenwe
needtotreattheminsuchawaythattheywillstayintheprofession.Thereporteddifficultiesin


72

findinggoodcandidatesformoreseniorsiterolesmaybelinkedtoissuesofdeskillingofSite
Assistantsandalackoftrainingopportunities.Ifitishardtofindexperiencedstaffforparticular
roles,isitbecausewearenottrainingany,orbecauselowwagesmeanthatmostwillleaveafter
initialtrainingandnotgettothelevelofrealcompetenceandskill?
Althoughtrainingisnotcoveredinanydetailinthesurvey(althoughmanyfeltitwasimportantin
lookingforasuitablejob)itmaybeakeytocreatingavalued,andvaluable,workforce.Ifwehavea
disposableattitudetoemployeesthenanytrainingwillbewastedinthelongterm,creatingavicious
cycleofdeskillingandpoortraining,andofpoorwork.
Thesurveydidnottouchonprovisionoftrainingforawayworkers,howeverthereisariskthat
thoseworkingfarfromtheofficewillnotbeabletoenjoythesametrainingopportunitiesashome
basedstaff.Thiscouldhaveanegativeimpactontheirprofessionaldevelopment,andontheir
careeropportunities,aswellasonmorale.
Theprovisionoftraining(andallotherfacilitiesandopportunities)shouldbeasequalaspossiblefor
allemployees,whethertheyarehomeoraway.Frequentawayworkingalsomeansthatstaffare
unabletogainexperiencethroughvolunteering(communityoutreachetc.)ortocommittocourses
forspecifictechnicaldevelopmentandcanbecomeeffectivelysidelined:
'InthecurrentclimateIdonotthinkthatthere'saunitwillingtotrainme"inhouse"'.Mostfield
staffseetheirtimeinthefieldaslimitedduetodecreasedphysicalfitnesswithage,andbecome
increasinglyfrustratedwhentheyfindthattheydonothaveaccesstoexperienceortrainingthatwill
allowthemtomoveintootherareasofheritage.
Anotheraspectisthathavingworkedinthissituationforanumberofyears,fieldstaffreferto
themselvesas'deskilled'andhavenoticedthatthisisbecomingmorecommon.However,one
professionalcommentedthattheir'understandingofarchaeology(features,soils,formation
processes,howasiteworks,etc.)isbetterthanever.'Butothercommentsincludedexamplessuch
as'fieldstaffareusedmerelyaslabourersinsideandoutsidetheoffice'.

12.6 ComparetheUnits.com
Asourscenariosshow,thepaymentoftraveltimeandaccommodationmakesaconsiderable
differencetowhetherajobiseconomicallyviableformanypotentialemployees.Itcanbeveryhard
toknowexactlywhatisbeingpaidandatwhatrate.Itisalsoextremelyhardtocompareemployers
astheydonotgenerallyadvertisespecificratesoftravelpayandsubsistencepayments.Anational
registerofsubsratesandtravelpaymentswouldallowarchaeologiststoseeexactlywhatisonoffer
atdifferentcompanies,andmakeaninformeddecisionaboutwhotoworkfor.
InadditiontheDiggersForumwillconsidercreatinganExcelspreadsheetorapptoallowmembers
toworkout,andcompare,theirincomeandcostsbasedontheratespaidbydifferentemployers.
Thiswillgivemembersthetoolstoseetherealvalueoftheiremploymentandtoseewhich
employersarepayingdecentrates,andwhicharenot.Whilsttheemployershavethegreatest
responsibilitytoimprovethesituationitisalsotheresponsibilityofeveryemployeeandpotential
employeetounderstandtheirrights,andtostandupforthem.WeintendtogiveDiggersthetools


73

tomakeinformeddecisionsaboutwhotoworkfor,butforanyimprovementstotakeholdthey
mustactonthisinformation.

TheDiggersForumaspirestoasustainableandfinanciallyviablecareerforall.Thissurveyhas
shownthatdifferencesintravelandawaypayseriouslyaffectarchaeologistsincome,andthat
travelandawayworkseriouslyaffectthearchaeologiststhemselvesonpersonalandprofessional
levels.WerecognisethatmanypeopleintheUKtravellongdistancestowork,andthatformany
thisisanormalpartofeverydaylifewhichisincreasingasworkopportunitiesgetscarcer.Weare
notdemandingspecialpleadingforarchaeologists,weareaskingforclarityandfairnessforthegood
oftheindividuals,theemployersandtheprofessionatlarge.
Atpresentmanyemployersareattemptingtopaytheirstaffproperlyforthelonghoursspent
travellingonworkbusiness,orlivingawayfromhomeandfamily;theseemployersarelosing
contractstothosecompaniesthatchoosetonotpayanytraveltime,butdemandthesamelong
hours.TheDiggersForumbelievesthattheemployees,alreadysufferingonlowwages,shouldnot
betheonestosufferfurtherfinancialdistressforthebenefitoftheiremployers.WeasDiggersneed
tostanduptobademployers,notbegratefulforanyworkatall.Thereisapricetopoorwagesand
conditions,anditispaidforinourcolleaguesabandonedcareers.Bymakingthisissuepublic,and
bycontinuingtoshinealightonpooremployerswewillstrivetolevelthefieldsothatcontractscan
bewononstandardsandqualityofwork,notwhoispreparedtoripofftheiremployeesthemost.
Theultimatequestionmustbeasked,whatkindofprofessiondowewanttoleavetofuture
generationsofarchaeologists?Dowewanttomaintainthecurrentsystemofdisposable,deskilled
workerslivingoftenhandtomouthandtravellingacrossthecountryinthehopeofjustkeeping
going?Dowewanttomaintainakindoftwotiersystembetweenthosethathavepermanentjobs
andthosethatareonshortcontracts;betweenthoseworkingasSiteAssistantsandthosewhohave
climbedtheladdertoSupervisorandbeyond?
Ifthissurveyhasshownanything,itishopefullythatbysimplylevellingthefieldregardingtraveland
accommodationconditionswecanmakecommercialarchaeologyalessdysfunctionalandself
abusingprofessionandsignificantlyimprovetheprofessionforall.

74

13 Recommendations

TheDiggersForumwouldliketopresentaseriesofrecommendationssettingoutwhatwefeelis
achievablepracticeintheareaofawaywork,travelandsubsistence.Wearewellawareofthe
diversenatureofarchaeologicalemployersintheUK,andofthediversewaysthattheypay,ordo
notpay,fortheiremployeestimeandlabour.Thefollowingrecommendationsarenota
proscriptivelist,ratherasetofaspirationsthatanyreasonableemployershouldaimtomeetor
exceed.Byopeningupthissubjectitishopedthatthebestemployerswillberecognised,andwillbe
rewarded,andthattheworstwillbeidentifiedandscorned.Weallhaveaclearprofessional
responsibilitytostoptheracetothebottominstandardsandconditions,awayworkandtravelisa
clearareawherethereisroomforimprovementonthepartofmanyemployers.
Despitethecurrenteconomicsituation,manyarchaeologistshopetocontinuewithintheprofession
andarewillingtoremainiftheyseesomepositivechanges.Thismustincludeafairandtransparent
codeonawaywork,travelpayandsubs.Wewouldliketoinviteallstakeholderstoconsiderthe
followingrecommendations:
Alltraveltimeoutsideofcorehoursshouldbepaidtoallstaff,ortheequivalentTOILaccrued:
thisshouldbepaidtoalldriversandpassengers.Staffshouldbepaidfortheirhours.
AlldrivingandpassengertimeonSaturdaysshouldbepaidinfullattimeandahalf,orthe
equivalentTOILaccrued;alldrivingandpassengertimeonSundaysshouldbepaidinfullat
doubletimeortheequivalentTOILaccrued.
Mileageshouldbepaidtoallemployeeswhousetheirownvehiclesforworkrelatedtravel.
Wherecompanyfuelcardsareusedapaymentshouldbemadetocoverrunningcosts,wearand
tearanddepreciationonaproratamonthlyrate.
Mileagerateofatleast40ppermile,reviewedannuallyandincreasedinlinewiththeRACCost
ofMotoringIndexorasimilarindex.
Allsubsandmileage/expensesshouldbepaidwithinonemonthofsubmission,viaBACS.
Awayworktobetriggeredafteradriveofamaximumof1.5hoursunlessitisforashort
duration(12nightsmaximum),andallstaffarehappytotravel.
Earliestleavingtimeinmorningclearlystatedbyeachemployer,wewouldrecommendthat
6.30amshouldbetheearliestforregulartravel,withonlyexceptionaljourneysstartedbefore
thistime.
Fridaynightreturntimetobesetbyeachemployer.
Nationalminimumsubof15anightforstaysinB&B,risingto20anightinApril2013to
reflectinflation.
Minimumnoticeperiodforawayworkoftwoweeksexceptwhenabsolutelyunavoidable,
possibilityofoncallandoffcallsystemforlastminuteawayjobs.
Rotationofstaffonawayjobsinatransparentmanner.


75

Paiddriversbreaksforallstaff.
Rotationofdriverstopreventfatigueandensuredrivingpayisspreadaroundtheteam.
Employersshouldtakecopiesofinsurancecovertosatisfythatitisadequateiftheyrequire
employeestoustheirownvehiclesforwork.
Werecommendtheproductionanddistributionofafactsheetonbusinesscarinsurance,to
raiseawarenessoftheissueamongstemployeesandemployers,thiscouldbebasedonthe
recentDiggersForumarticleoncarinsuranceforworktravel.
Flexibilityinprovidingtimeofffortemporaryornewstafftofindaccommodation.
Nationalregisteroftermsandconditionsrelatingtotravelandawayworkallowingemployees
tocomparedifferentemployers.

TheDiggersForumwouldaskthattheemployers,tradeunions,professionalorganisationsand
advertisingsitesconsiderthisreportandthetwosetsofrecommendationscontainedwithinit.We
wouldwelcometheopportunitytodiscusswhatchangescanbemadetocurrentpracticetowork
towardstherecommendations.


76

14 Bibliography

Aitchison,K.&Edwards,R.2008.DiscoveringtheArchaeologistsofEurope:UnitedKingdom.
ArchaeologyLabourMarketIntelligence:ProfilingtheProfession200708.
http://www.discoveringarchaeologists.eu/national_reports/DISCO_national_UK_final.pdf
Aitchison,K.2011StateoftheArchaeologicalMarketOctober2011,LandwardResearch
http://www.archaeologists.net/sites/default/files/nodefiles/JoblossesOctober2011.pdf
Everill,P,2009TheInvisibleDiggers:AstudyofBritishCommercialArchaeology,HeritageResearch
Series,1.Oxford,OxbowBooks
Harward,C2011DeskillingtheDiggers:handingbackthemeansofinterpretation,unpublished
paperpresentedtoCentralTAGDecember162011
RAC,2011RACCostofMotoringIndex2011http://media.rac.co.uk/pdf/raccostofmotoringindex
2011.pdfAppendixA:Employeequestionnaire



77

AppendixAEmployeequestionnaire

AlinktotheEmployeequestionnairewassenttoallmembersoftheDiggersForumbyemail,anda
linktotheSurveyMonkeypagewasaddedtotheDFwebpageforthedurationofthesurvey.The
surveywaspublicisedonBAJR,andbywordofmouth.

TheQuestionnaire:

TheDiggersForumiscommittedtocreatingapositive,sustainableandfinanciallyviablecareerfor
allprofessionalarchaeologistsatallpointsintheircareer.TheDFisaSpecialInterestGroupofthe
InstituteforArchaeologistsrepresentingallarchaeologistsworkingoutonsiteatwhatevergrade.
MembershipoftheDFisopentoall.
Thisonlinequestionnaireisintendedtogainaninsightintotherealitiesofworkrelatedtraveland
awayworkwithincommercialarchaeologyintheUK.Wewanttofindoutwhattherealpictureisin
ordertoestablishbestpracticeandhelpachievethisacrosstheboard.Wehopethatthissurveywill
providevaliddatathatcanleadtoinformeddiscussiononthesubject.
Pleaseanswerallquestionsasaccuratelyaspossible,ifyouhaveadiaryorpayslipstohandthen
youllprobablyfindthishelpsalotinansweringsomequestions,youwillneedtosetasideabitof
timetoanswerthequestionnaireproperly,wereckonifallthequestionsapplytoyouitmaytakeup
to30minutes.Thereisopportunitytomakeanyadditionalcommentsattheendofthesurvey.Paper
copiesofthequestionnaireareavailableonrequestfromgroups@archaeologists.net.Thesurveywill
beonlineuntiltheendofMarch.
TheresultsofthesurveywillbeinitiallypublishedintheForumDispatch,thenewsletterofthe
DiggersForum.
Wewillnotidentifytheresponsesofanyonewhotakespartinthesurvey,althoughwemaypublish
comments.Nonameswillbeassociatedwithanyresponsesorcomments.

78

AboutYou
1. Whatisyourage?
2. Maleorfemale?
3. Doyouhaveanydependantchildren?Howmany?
one
two
morethantwo

Dependantchildrenarethosewholivewithyouorforwhomyouarefinanciallyresponsible.
4. Whatisyournationality?Pleasestatenationality
UKnational
EUnational
NonEUnational

5. Pleaseindicatethetypeofhousingyouliveinatthemoment
Nofixedabode(sofasurfer)
Livewithparentsfulltime
Lodger
Multipleoccupantrentedflatorhouse
Cohabit/singleoccupantrentedflatorhouse
Owneroccupierflat/house
Other(pleasespecify)

6. Whereisyourmainresidence?PleasegiveusthefirsthalfofyourpostcodeegBN2

Education
We'dliketoknowalittleaboutyourlevelofeducationandwhenyoufinishedstudyingfulltime.
7. Whatisyourlevelofformaleducation?Pleasetickthe'highest'levelthatyouhave
achieved.
GCE/GCSE/CSE
Alevel
HND
Degree
Masters
Doctorate
Yearoffinishingfulltimeeducation
Findingwork
Whatdoyoulookforinajob?Wehopetheseanswerswillhelpemployersgettherightinformation
intofutureadverts


79

8. Howdoyoufindaboutoutaboutpotentialjobswhenlookingforwork?Pleaseplacethe
followinginorderofimportancetoyou,ifyoudonotuseaparticularmethod,thenplease
leaveitblank
IFAJIS
BAJR
Otherjobsite
Facebook/enetworking
Fromfriendsandcolleagues/wordofmouth
Phone/emailroundunits
OtherSpecifyany'other'

9. Pleaserankthefollowinginorderofimportancetoyouinaprospectivejoband
whetheryouwillapply:
Inorder:essential,important,fairlyimportant,notthatbothered,irrelevant,notapplicable.
Good basic pay
Convenient or good location
Away subs/accommodation/driving time
Training opportunities
Length of contract
Reputation of employer
Quality of expected archaeology
Other (please specify)

TheDiggers'ForumandtheIfA
10. AreyouamemberoftheIfA?

11. WhatisyourIfAgrade?
Student
Affiliate
Practitioner(PIFA)
Associate(AIFA)
Member(MIFA)

12. DidyouvoteinthelastIfAcouncilelections?
13. Ifnot,whynot?Tickallthatapply
Didntknowtherewereanyelections.
Nosuitablecandidates.
Whatsthepoint?
Couldntbebothered.
Couldntfindastamp.
Didntgetthevotingpapersintime
Other(pleasespecify)

80

14. HowwelldoyouthinktheDiggersForumfulfilsitsroleofrepresentingfieldworkerswithin
archaeology?
NeverheardofDiggersForum
Badly,theyneveractuallyachieveanything
OKIguess
Theyseemtodoalotofworkbehindthescenes
Theydoalltheycangiventhesystemweallworkin
Other(pleasespecify)

15. WouldyoubepreparedtohelpwiththeDF?Pleaseleaveyouremailaddresssowecan
contactyou?

16. Areyouaunionmember?
Yes
No
No,notinterestedatall
No,butmaybeinterested
Yes:Prospect
Yes:Unison
Yes:Unite
Other(pleasespecify)

Youandyourjob
Weneedtoknowalittleaboutthejobyoudonow.Wewanttocapturethesituationasitexists
NOWsopleaseanswerthequestionsastheyrelatetoyouandyourCURRENTemployer.Ifyouare
unemployedthenpleaseuseyourLASTemployer.Ifyouhavecommentsrelatingtoprevious
employerspleaseusethefreetextattheendofthesurvey.
17. Whatisyourcurrentposition?
Student
Unemployed
Trainee
Siteassistant(standarddiggerrole)
Supervisor(smallsitesorareasupervisor)
ProjectOfficer(Largeexcavations,soleresponsibility,publicationwork)
Other(pleasespecify)

18. Pleasetellusyourcurrentjobtitleandbasicsalary

19. Whatisthehighestgradeatwhichyouhaveeverworked?
Student
Unemployed
Trainee
Siteassistant(standarddiggerrole)
Supervisor(smallsitesorareasupervisor)
ProjectOfficer(Largeexcavations,soleresponsibility,publicationwork)
Other(pleasespecify)

81

20. Howlonghaveyouworkedincommercialarchaeology?
21. Overthelastyearhaveyougenerallyworkedasafreelanceroremployee?
Freelanceronly
Either
Employeeonly

22. Currentemployer.Ifunemployedthenlastemployer
23. Whattypeofemployerisyours?
charitabletrust
commercialcompany
localauthority
universityunit
Other(pleasespecify)

24. Approximatelyhowmanypeopleworkforyouremployer?
Verylargeunit(>100staff)
Largeunit(5099)
Mediumunit(2049)
Smallunit(119)

Awaywork
Weneedtoknowalittleaboutthejobyoudonow.Wewanttocapturethesituationasitexists
NOWsopleaseanswerthequestionsastheyrelatetoyouandyourCURRENTemployer.Ifyouare
unemployedthenpleaseuseyourLASTemployer.Ifyouhavecommentsrelatingtoprevious
employerspleaseusethefreetextattheend.
25. Areyouofficeorfieldbasedinyourcurrentrole?
Officeonly
Fieldonly:onlygetinsideforfindswashingorsimilar
Fieldbased,withofficetimeforwritingreports,processingdataetc
Mostlyofficebasedbutsomefieldwork,lessthan25%fieldworkoverayear

26. DoyouhaveafullUKdrivingLicence?

27. DoyoueverworkawayforyourCURRENTemployer?Thismeansworkwhereyouspendone
ormorenightsawayfromyourhome.Thismaybeanawayjobforyouremployer,orwhere
youhavetomovetogetwork,whilstkeepingyouroriginalhome.

28. Approximatelyhowmanynightshaveyoustayedawayfromhomeduetoworkinthelast12
months?PleaseanswerintermsofNIGHTSspentaway,ieMondaytoFridayisusually4
nightsaway.Includeweekendnightsonlyifyoustayedawayattheweekendduetowork.

29. Whatisyourlongestcontinuousstretchofawayworkinlast12months?Pleaseanswerin
termsofWEEKSspentaway.Pleasespecifyifyoustayedawayweekendsornot(e.g.4
weeks,weekendsathome).

82

30. HowreasonabledoyoufeelyourCURRENTemployeriswhenconsideringwhotosendon
awayjobs?Forexampledoesyouremployertakeanyfactorsintoconsiderationwhen
selectingstaffforawayjobssuchasfamilycommitmentsorwhereyoulive?Isthererotation
ofstaffforawayjobs?
veryreasonable
reasonable
neitheronenorother
unreasonable
completelyunreasonable
Pleaseexpand

31. DoyoufeelthateveryoneatyourCURRENTemployeristreatedthesamewithregardto
awaywork?
Yes
No
Pleaseexpand

32. ArethereclearguidelinesonawayworkatyourCURRENTemployer,suchashowfarasite
mustbebeforeitisclassedasawayjob?
Yes,thereareclearguidelinesalthoughthereissomeflexibilityasyouwouldexpect
Thereareguidelinesbuttheyarenotkeptto
Therearenoguidelinesitseemscompletelyrandom!
Idon'tknow
Pleaseexpand

33. DoesyourCURRENTemployerarrangeaccommodationforyou?
Yes
No
Sometimes
Pleaseexpand

34. Whattypeofaccommodationisprovided?
B&B
HostelegYHA/backpackers
Selfcateringaccommodationholidaycottageetc)
Campsite
Other(pleasespecify)

35. Doyouhavetosharearoom?
Yes
No
Sometimes
Comments:

36. Howhappyareyouwiththestandardofaccommodationprovidedbyyourcurrent
employer?
Veryhappy,itmaybeatshortnoticebuttheydotheirbest
Happy,itsokmostly
Notfussed/seemsreasonable
Fairlyunhappymoretimesthannot
Veryunhappy


83


37. Pleaserankthefollowinginanyprovidedaccommodation:
Rankas:veryimportant,fairlyimportant,nicetohave,notthatbothered,irrelevant
Near to site
Near to Pub(s)
Near to Shops
En suite/decent bathroom
Good breakfast (that you can actually get before work)
Space to relax after work
Good quality /clean/good facilities
Wifi/broadband
Own room

Accommodationandsubs
38. Ifyouhavetoprovideyourownaccommodation,(inadditiontoyourmainresidence)how
muchdoesthiscostyouaweek?
39. Ifyouhavetosortyourownaccommodationforwork(inadditiontoyourmainresidence),
whatisthisnormally:
Sofasurfing
Sharedhouse/lodgings
B&B
HostelegYHA/backpackers
Selfcateredaccommodation(holidaycottageetc)
Campsite
Other(pleasespecify)

40. Ifyouhavetosortyourownaccommodationforwork(inadditiontoyourmainresidence),
howhelpfulisyourCURRENTemployer?
Extremelyhelpfulegtheyprovidesitehousesfordiggers
Veryhelpful,egtheytryandarrangeaccommodationfornewstafforgivetimeoffto
lookforaccommodation
Helpful,egtheygivelistsofaccommodationagenciesandhostelsbutitsuptometo
sortitfromthere
Nohelpgiven:itsuptometosortitallout

Pleaseexpandonthis

Subs

41. DoyougetanightlysubsistenceallowancefromyourCURRENTemployerforstayingaway
fromhome?
Yes
No
Howmuchpernight?

84

42. Approximatelyhowmuchhaveyoureceivedinsubsoverthelast12months?
43. Howimportantareanysubstoyourtotalincome?
Very,couldntsurviveonmybasicpaywithoutthem
Theymakeadifferencetomypaypacketbutitsnotessentialtogetthem
TheycovertheextracostofawayworkbutIdontmakeanymoneyoutofthem
Notbotheredatall
Theydontcovertheadditionalcosts
Pleaseexpand

Travelanddriving
Weneedtoknowalittleaboutthejobyoudonow.Wewanttocapturethesituationasitexists
NOWsopleaseanswerthequestionsastheyrelatetoyouandyourCURRENTemployer.
IfyouareunemployedthenpleaseuseyourLASTemployer.Ifyouhavecommentsrelatingto
previousemployerspleaseusethefreetextattheend.
44. HowfardoyoulivefromyourCURRENTemployer'soffice(inmiles)?
45. Whatisyourprincipalmethodofgettingtoyourcurrentplaceofwork?
Walk
Bike
Owncar/motorbike
Companyvehicle
Publictransport
Lift
Other(pleasespecify)

46. Ifyougotoanofficefirst,howdoyounormallygetfromyourofficetosite?
Walk
Bike
Owncar/motorbike
Companyvehicle
Publictransport
Lift
Other(pleasespecify)

47. Doyouownacar/motorbike?
48. Couldyoudoyourjobifyouhadnocar/motorbike?
49. Doyoucarshare?Areyoudependantoncolleagues/familyfortravel?
50. Doyouuseyourownvehicleforwork(otherthandrivingto/fromtheoffice)Isyourvehicle
insuredforthis?
Yes,butnotsureifitsproperlyinsuredforwork
No
Yes,anditisinsuredforwork

Weneedtoknowalittleaboutthejobyoudonow.Wewanttocapturethesituationasitexists
NOWsopleaseanswerthequestionsastheyrelatetoyouandyourCURRENTemployer.
IfyouareunemployedthenpleaseuseyourLASTemployer.Ifyouhavecommentsrelatingto
previousemployerspleaseusethefreetextattheend.


85

51. LengthofCURRENTbasiccontractedweekinhourseg37.5hours
52. Whattimedoyounormallyleaveforwork?Gethomefromwork?
53. Istherealimitontheearliestyoucanleavetheoffice/arrivebackattheoffice?
54. LengthofnormalworkingweekincludingworkrelatedtravelforCURRENTemployer(donot
includetravelfromhometoofficeandback).E.g.youwork37.5corehours+10hours
travel=47.5hours
55. WithyourCURRENTemployer,intotalhowmanyhourseachweekdoyouspendtravelling
withoutbeingpaid(bothgettingtoofficeortogetpickedup,andanyunpaidtraveltime)?
56. WhatisyourweeklyexpenditureonworkrelatedtravelforyourCURRENTemployment,
subtractinganytravelsubsidies/mileagepaidbyyouremployer?Pleasedonotincludeany
paiddriver/passengertime.
Doyouhaveanyadditionalannualtravelcostssuchasroadtax,MOT,service,costof
vehicle?Thesemaynotbe100%workrelatedbutpleasegiveusanapproximatefigurefor
theseannualcosts
57. Doyougetpaiddrivingtimefordrivingcompanyvehiclesoutsidecorehours?Whatrate(eg
getpaidforthefirst30minutesat'time'thenpaidrestofjourneyathalf'time')?
58. Doyougetpaidasapassengeroutsidecoreworkhours?Whatrate(eggetpaidforthefirst
30minutesathalf'time'thenrestofjourneypaidat'time')?
59. Whatmileageratedoyougetifyouuseyourownvehicleforworkbusiness(penceper
mile)?Arethereanylimitsonthemileage?
60. Onanaveragemonthhowmuchdoyoureceivefortravelrelatedtimeandcostsfromyour
CURRENTemployer?Thiswouldincludeanymileage,driverorpassengertimeoranyother
paymentrelatingtotravellingforwork
61. DoyoueverdopaiddrivingforyourCURRENTemployerjusttogettheextramoney?
62. DoyougetanyadditionaldrivertrainingfromyourCURRENTemployeregSAFEdriving
courses,4WDcourse?
63. HowmanypassengersdoyounormallytakeinaworkvehicleforyourCURRENTemployer?
64. Doyoucurrentlyeverfeelpressurisedintodrivingwhenyouaretired?Thismayberealor
perceivedpressurefrommanagers,colleagues,friendsorfamily
65. CouldyoudoyourCURRENTjobwithoutadrivinglicence?
Yes
No
Itwouldbeverydifficult

66. Howimportantareexpensesfromtraveltoyourtotalincome?
Very,couldntsurviveonmybasicpaywithoutthem
Theymakeadifferencetomypaypacketbutthey'renotessentialtome
TheycoverthecostoftravelbutIdontmakeanymoneyoutofthem
Notbotheredatall
Theydontcovertheadditionalcosts
Pleaseexpandonthis

Overview
67. Haveyourawayworkandtraveltermschangedoverthepastyearwiththesameemployer?
Overthepast2years?5years?
Overthelastyear
2years
5years

86

68. Howmuchdoesawayworkandprovisionofaccommodationaffectwhichjobsyoucanapply
for?
Verymuch
Afairbit
Neitherway
Notbotheredatall
Pleaseexpand

69. Doesyourabilitytodoawayworkaffect/hasitaffectedemploymentwithaunit?
Yes
No
Anycomments:
70. Howmuchdoyoufeelawayworkaffectsyourhome/familylife?
Itismostlyapositiveeffect
Itdoesn'treallyaffectmeeitherway
Itdoesn'thelpmatters!
Itismostlydetrimental
Pleaseexpand
71. Howdoesawayworkaffectyourfuturecareerchoices?Tickallthatapply
ItcertainlyaffectswhetherIwillstayinthefieldlongterm
IamfedupwithitandwanttogetoutNOW
IcanonlyseemoretravelandawayworkifIampromoted
Itsajob,Igetonwithit
Iwouldlikeamorepredictablelifeinthefuture
Iliketheextracash
Ienjoythelifestyle
Anycomments:
72. Howlongdoyoufeelyouwillstayinarchaeology?
73. Gotanythingelsetosay?Tellusaboutanygoodorbadexperiencesoftravel/awaywork.

Thankyoufortakingthetimetorespond!

87

AppendixBEmployerquestionnaire

AlinktotheEmployerquestionnairewassentbyIfAstaffwiththefollowinglettertoalistof
employersemailaddressesheldbytheIfA:
Dearcolleague,
TheDiggersForum(DF)iscurrentlycarryingoutresearchintothenatureandeffectofawaywork
andtravelonarchaeologyandarchaeologistsintheUK.Travelandawayworkisamajorissue
amongstfieldarchaeologistsandaffectsalmostallarchaeologistsworkingonsiteinsomeway.
Anecdotalevidencesuggeststravelandstayingawayaremajorcontributingfactorstothelossof
skilledstaffeveryyear,howeverthereisawoefullevelofinformationonthisimportantareaofour
profession.ThatisasituationthattheDFwantstoaddressinapositiveway.
Wehavesuccessfullycarriedoutanonlinesurveyoffieldstaff,andarenowextendingthissurveyto
includeemployers.Thisduplicationisessentialsothatwecanseetheissuesfromallperspectives
andcreateaninformedreportonthesituation.Wearethereforewritingtoyoutoinviteyour
organisationtoparticipateinthesurveywhichisavailableonlineat
https://www.surveymonkey.com/s/DFemployersaway.Thesurveywilltakeashortwhiletofillout
andthereisamplespacetoexpressyourorganisationsterms,requirements,andviewpoints.
Thesurveycanbecompletedanonymouslyifyouwish(seesurvey),orifyouareproudofyour
termsandconditionsyouareverywelcometoincludeyourorganisationsname.Wedounderstand
thatorganisationsmaynotbeabletoincludedetailedanswerstoeveryquestion,howeverplease
doanswerallthequestionsthatyouareableto,andusethefreetextboxestoelaborateorexplain.
Thesurveywillbeavailableonlineuntilthe30
th
July2011.
Followingthesurveywewillbeworkingtowardsasetofrecommendationsforimprovementsand
bestpracticeinthissphereofwork.Wewillbepublishingtheresultsofthesurveyinareporton
awayworkandtravel.ThiswillgotoourmembersintheDF,totheIfA,andtoFAMEaswellasbeing
madeavailableonourwebpage(http://www.archaeologists.net/groups/diggers).
Thissurveyhasthepotentialtoshinemuchneededlightonapoorlyunderstoodareaof
archaeologicalwork,andwehopeitcanleadtoabetterunderstandingofwhatmatterstostaffand
employers,andhow,byworkingtogether,wecantakesimplestepstoimprovearchaeological
careersforusall.
Wehopethatyoufeelabletocontributetothissurveyandhelpmakearchaeologytheprofession
wealldeserve.IfyouhaveanyquestionsaboutthissurveypleasecontacttheDiggersForumat
diggers@archaeologists.net.
Yours,

TheDiggersForumCommittee


88

TheDiggersForum(DF)iscommittedtocreatingapositive,sustainableandfinanciallyviablecareer
forallprofessionalarchaeologistsatallpointsintheircareer.TheDFisaSpecialInterestGroupof
theInstituteforArchaeologistsrepresentingallarchaeologistsworkingoutonsiteatwhatever
grade.MembershipoftheDFisopentoall.


89

TheQuestionnaire

Thisonlinequestionnaireisthesecondpartofoursurveyintoworkrelatedtravelandawaywork
withincommercialarchaeologyintheUK.Wehavealreadyaskedforresponsesfromthoseworking
outonsite,wewouldnowliketocomplementthiswithinformationandperspectivesfromthe
employers.Wehopethatthissurveywillprovidevaliddatathatcanleadtoinformeddiscussionon
thesubject.
Pleaseanswerallquestionsasaccuratelyaspossible,thereisopportunitytomakeanyadditional
commentsattheendofthesurvey.Papercopiesofthequestionnaireareavailableonrequestfrom
groups@archaeologists.net.Thesurveywillbeonlineforonemonth.Theresultsofthesurveywillbe
initiallypublishedintheForumDispatch(thenewsletteroftheDiggersForum)withcopiessentto
theIfAandtoFAME.
Ifyoudonotwantyourorganisationsnametobeassociatedwithyouranswersthenpleasestate
thisandwewillrespectthiswishandyourorganisationnameandaddresswillbestrippedfromthe
rawdataafterinitialprocessing.
TheDiggersForumiscommittedtocreatingapositive,sustainableandfinanciallyviablecareerfor
allprofessionalarchaeologistsatallpointsintheircareer.TheDFisaSpecialInterestGroupofthe
InstituteforArchaeologistsrepresentingallarchaeologistsworkingoutonsiteatwhatevergrade.
MembershipoftheDFisopentoall.
YourOrganisation
1. Whatisthenameofyourorganisation?
2. Doyougivepermissionforyoursurveyresponsestobemadepublic?
3. Pleasestateyourname,positionandrolewithinyourorganisation
4. Whereisyourheadoffice?Addressincludingthefirsthalfofyourpostcodeplease
5. IsyourorganisationaRegisteredOrganisationwiththeIfA?
6. IsyourheadofunitaMemberoftheIfA?
7. IsyourorganisationamemberofFAME?
8. Whattypeoforganisationisyours?
charitabletrust
commercialcompany
localauthorityunit
universityunit
soletrader
Other(pleasespecify)
9. Canyousetyourownratesforwages/expenses/overtimerates/subsetcorareyouboundbya
parentorganisationsuchasaparentcompany,localauthorityorbyActofParliament?
10. Ifyouhaveanysubsidiaryorregionalofficespleasespecifywhichofficeyouareansweringon
behalfof,andwhereitislocated.egBrightonOffice,BN1.
11. Doyourecogniseaunion?Ifso,whichone?
None
Prospect
Unison

90

Yourcolleagues
12. Approximatelyhowmanypeopleworkforyourorganisationatpresent?
13. Howmanypermanentsiteworkersdoyouemployatthemoment?
14. Howmanytemporarysiteworkersdoyouemployatthemoment?
15. Doyouusefreelancesiteworkers?
Yes,regularly
Occasionally
Onlyforspecialistroles
Never
16. Aretermsandconditionsforstaffidenticalatalloffices?Ifstaffaresecondedtoanotheroffice
dotheyreceivethesamepayandconditionsandarethesamefacilitiesandservicesavailableto
them?
17. Pleaseusethisspaceforfurthercomment.

Advertisingforstaff
18. Wheredoyouadvertisefornewstaff?
IfAJIS
BAJR
otherjobsite
contactformerstaff
cvskeptonfile
wordofmouth
Other(pleasespecify)

19. Whatspecificaspectsofyourtermsandconditionsdoyouincludeinyouradvertsoverand
abovetheheadlinesalaryrate?
20. Wouldyouconsideraddingfurtherdetailsofyourtermsandconditionstofutureadverts?
21. Howeasydoyoufindittogetexperienced,qualifiedstaff?Hasthischangedoverthepasttwo
years?Andoverthepast5years?
22. Arethereanyrolesthatareparticularlyhardtorecruitfor?
23. Haveyouchangedyourrequirementsforfieldstaffapplicantsrecentlyforexampletoincludea
CSCScard?
24. Whatdoyouespeciallylookforinnewsitestaff?
Rankedbyveryimportant,important,useful,notimportant:


91

relevantpracticalexperience
jobspecificskills
goodreferencesabilitytostartimmediately
cleandrivinglicenceCSCScardorsimilar
proximitytooffice/siteofapplicant
gooddegreeresults
postgraduate
qualification
(e.g.MSc/PhD)
goodprevious
employmenthistory
Other(pleasespecify)

25. Doyouhaveanytraineeschemesforsitestaff?Howdothesework?
26. Pleaseusethisspacetomakeanyfurthercommentonadvertisingfor,andrecruiting,newstaff.
Youasanemployer
27. Doyoufeelthatyoupayagoodwagetoyoursitestaff?
28. Doyoufeelyouareareasonableemployerwhencomparedtoothersimilaremployersorto
yourmaincompetitors?
29. Howimportantdoyoufeelopennessandtransparencyiswhendealingwithcurrentand
prospectivestaff?Haveyouhadanyproblemsinthepastwiththis?
30. DoyouagreethatarchaeologicalemployersshouldbeworkingtowardstheIfArecommended
startingsalaries?
31. HowdosalaryminimasuchastheIfAminimaandIfArecomendedstartingsalaries,andtheBAJR
minimaaffectyourwagelevels?
32. Pleaseusethisspaceforfurthercomment.
Employeewages
33. DoyourwagelevelsincludeanyelementofLondonWeightingorsimilar?
34. Doyourwagestakeintoaccounttheamountofawayworkandtravelundertakenbystaff?Is
anypaymentforthisbuiltintotheheadlinepayrate?
35. Whatisyourcurrentsalaryforsiteassistants?
36. Whatisyourcurrentsalaryforsitesupervisors?
37. WhatisyourcurrentsalaryforProjectOfficers?
38. What,ifany,annualpayincreasedidyouawardthisyear?
39. Howmanyhoursaweekareyoursiteworkerscontractedtowork?e.g.37.5hourweek
40. Howmanyhoursdositeworkersusuallyworkeachweekincludingpaidorunpaidtraveltime?
Includealltimetravellingfromtheoffice/pickuppointtosite.E.g.37.5hoursplus10hours
travelfromofficetositeandback=47.5hourstotal
41. Pleaseusethisspaceforfurthercomment.

92

Awaywork
42. Doyoursitestaffeverundertakeawaywork?
43. Whatproportionoftheworkyoursitestaffundertakeinvolvesanawaystay?
44. Doyouhaveclearguidelinesregardingawayworkandwhenajobshouldbeclassedasaway
work?Aretherulesfreelyavailabletostaff?
45. Howareawayjobsdefinedfor
Staffemployedformanyprojects
Staffemployedspecificallyforacertainproject
anddosubs/travelpaymentsdifferforthesetwogroups?
46. Doyouhaveasetdistance/traveltimebeforeajobisclassedasanawayjob?
47. Doyouhavealimitontheearliesttimestaffcanleavetheoffice/setoffforworkinthe
morning?e.g.5.30am
48. Howdoyouselectstaffforawayjobs?Whatfactorsdoyoutakeintoaccountwhenselecting
staff?
49. Doyouhaveanyformofrotationofsitestaffonawayjobs?
50. Doyoumonitorhowmuchawayworkandtravelyourstaffaredoing?
51. Howmuchnoticedostaffusuallygetthattheywillbesentonanawayjob?
52. Pleaseusethisspaceforanyfurthercommentonawaywork.
Accommodationandsubsistencepayments
53. Doyouhelpnewstaffwithfindingaccommodation?Doyoufeelyouare:
Extremelyhelpfulegprovidesitehousesfordiggers
Veryhelpful,egtryandarrangeaccommodationfornewstafforgivetimeofftolookfor
accommodation
Helpful,eggivelistsofaccommodationagenciesandhostelsbutitsuptostafftosortitfrom
there
Nohelpgiven:itsuptostafftosortitallout
54. Doyoueverprovideaccommodationforstaffworkingnearthehomeoffice?
55. Doyouprovideaccommodationforstaffworkingawayfromthehomeoffice?
56. Whattypeofaccommodationdoyouprovidestaff?
57. Arestaffexpectedtosharerooms?
58. Doyoumakeasubsistencepaymentforstaffonawaywork?Howmuchisitanight?Whenisit
payable?Howdoyouqualifyforthepayment?Arethereanyconditions/limitsonthispayment?
59. HaveyouhadanyissueswithHMRCaboutaccommodationandexpenses?
60. Pleaseusethisspacetofurthercommentonaccommodationandsubsistencepayments.
Driving
61. Doyourequirestafftohaveadrivinglicense?Atwhatlevelofpostisadrivinglicence
compulsory(ifatall)?
62. Doyouprovideanydrivingorvehiclemaintenancetrainingforstaff?
63. Areallsuitablylicensedstaffallowedtodrivecompanyvehicles?Whattrainingortestingdo
theyhavetoundertakebeforetheyareallowedoutinacompanyvehicle?
64. Doyoumonitormileagedrivenbystaff?
65. Dostaffgetpaidrestbreaksonlongdrives?
66. Doyoupayanyformoftraveltime/drivingtime/passengertime?Ifso,howmuchandwhen?
E.g.alldrivingtimepaidattime,passengertimeaccruedasTOILafterfirsthalfhouroftravel
67. Doyoupayfortravelbypublictransport,andifsoarethereanyconditions?
Useofemployeevehiclesforwork


93

68. Doyoueverrequireemployeestousetheirownvehiclesforwork?
Ifyes,thenwhenandwhere,andwhy?
69. Doyoucheckandrecordthevehicleinsuranceofemployeeswhousetheirownvehiclesfor
work?
70. Whatsystemsdoyouhaveinplaceforemployeeswhousetheirownvehiclesforwork?
71. Whatmileageratesdoyoupayforemployeesusingtheirownvehiclesforwork?
72. Pleasemakeanyfurthercommentsondriving,travelanduseofemployeevehicles.
General
73. Doyoufeelworkispickingupandhowconfidentareyouthatthereisasustainablerecoveryin
theeconomy?
74. Howhastherecessionaffectedtheprovisionofaccommodationonawayworkandthelevelof
subs/mileage?
75. Howdoyoufeelawayworkandtravelaffectssitestaffinthemediumandlongerterm?
76. Doyoufeelthatthereisagoodbalanceofawayworkandtravelinyourcompanyallowingstaff
tohaveareasonablypredictablehomelife?
77. Haveyouhadtosendyourstaffawaymoreoverrecentyearsandhasthisresultedinincreased
costsforyourcompanyintermsofaccommodationetc?
78. Haveyoutriedtorecruitmorelocalstaffwhenplanningawayjobsinordertoreducecosts?
Howhasthisworkedinpractice?
79. Whatquestionsshouldwehaveasked,andwhatareyouranswerstothem?
Comments
80. Pleaseusethisspacetomakeanyfinalcommentsonthesurvey,oncurrentemployment
practiceoronanyrelevantsubject.Yourinputisverymuchappreciated.

Thankyouforcompletingthesurvey,ifyouwouldliketogetintouchthenpleaseemailusvia
diggers@archaeologists.net

Oncethesurveyisclosedwewillbeanalysingtheresultsandpublishingareportwhichwillinclude
recommendationsonawayworkandtravel.ThisreportwillbesenttoDiggers'Forummembersvia
theDFnewsletter,totheIfAandtoFAME.

TheDiggers'Forum