MSI Employee Handbook (reduced size)

EMPLOYEE HANDBOOK

YOUR BLUEPRINT TO MSI

TABLE OF CONTENTS

1.0 WELCOME TO MSI 4.0 WORKPLACE EXPECTATIONS 5.0 SAFETY AND SECURITY AT MSI

04 Hello. 22 At Will Employment 36 Medical/First Aid
05 Our Mission + Vision 22 Attendance + Punctuality 36 Fire
05 Inspiring Generations 23 Code of Conduct 36 Emergency Closings
06 The MSI Brand 23 Company Equipment 37 Workplace Violence
07 Help Create an Amazing 24 Confidentiality 37 Workers’ Compensation
24 Conflict of Interest
Guest Experience 25 Dress Code 6.0 CAREER DEVELOPMENT
08 MSI Staff 25 Drugs + Alcohol
26 Email and Electronic 39 Performance Development
2.0 GETTING STARTED 40 Promotions + Internal Transfers
Communication 40 Training + Development
10 Building Access + Identification 27 Employee Records
10 Employee Parking 28 Equal Employment + From its initial construction as the Palace of
11 Key Contacts Fine Arts at the World’s Columbian Exposition
Nondiscrimination to the lowering of the 700-ton U-505 into its
3.0 EMPLOYMENT BASICS 29 Personal Relationships current home underneath the Museum’s front
29 Pregnancy Accommodations lawn, many engineering marvels have contrib-
13 Classifications 30 Preventing Harassment uted to MSI being the inspiring place it has for
13 Schedule 30 Property Removal generations—and is today. The images featured
14 Pay 31 Property Protection on the following pages depict key moments
15 Paid Time Off 31 Smoking throughout the building’s storied history. The
17 Unpaid Leave 32 Social Media blueprints featured in this document are from
18 Paid Leave 33 Solicitation/Distribution the Museum’s original collection of drawings
19 Benefits 33 Travel from the restoration of the building, circa 1929.
20 Perks 34 Work Environment
Symbol indicates an extrnal link or a jump
to a section within the handbook.

Table of Contents 02

1.0 WELCOME TO MSI

1.0 Welcome to MSI 03

HELLO.

Welcome to one of the world’s most amazing You probably know by now that this is not your This handbook is your blueprint to
museums. We are proud to have you as part of average workplace. In many ways, MSI is more MSI—including the benefits and
our talented team who make this museum the like a home; one that welcomes guests 363 days perks we offer, and the guidelines
site of so much learning and inspiration for our a year! Everyone at the Museum—whether you and policies you should know.
guests. work behind-the-scenes or directly engaging The policies in this handbook—
guests—plays a key role in helping us continue and the full policies on myMSI—
Without our staff, we wouldn’t be able to design to be a welcoming, world-famous travel destina- govern the terms of your employ-
extraordinary exhibits or develop impactful tion; a leader in informal science education; ment except to the extent that
science programs … and one of the most fun places to work in the terms of your employment
Chicago. We pride ourselves on delivering may be governed by a collective
We wouldn’t be able to maintain a historic both an exceptional guest experience and bargaining agreement. Much more
facility, and outfit it to deliver cutting-edge employee experience. information is available on myMSI.
experiences … If you have any questions, please
stop by the HR offices on 2B.
And we wouldn’t be able to engage our guests,
the millions of students, families, couples,
teachers, grandparents, teens and travelers
who come here to experience what only MSI
can offer—like a real German World War II
submarine, a state-of-the-art Fab Lab, hatching
baby chicks, or a 40-foot indoor tornado that
reveals the principals of physics. This and so
much more—all under one copper dome.

1.0 Welcome to MSI 04

OUR MISSION + VISION INSPIRING GENERATIONS

OUR MISSION: To inspire the inventive genius in The Museum of Science and Industry, Chicago (MSI) was founded in 1933
and has since celebrated more than 80 years of “inspiring the inventive
everyone by presenting captivating and compelling genius” in our more than 180 million guests.
experiences that are real and educational.
Today, MSI is the largest science museum in the Western Hemisphere
OUR VISION: To inspire and motivate our children with nearly 14 acres of amazing hands-on experiences, including beloved
and award-winning exhibits such as Science Storms, U-505 Submarine,
to achieve their full potential in the fields of science, Coal Mine, YOU! The Experience and Numbers in Nature.
technology, medicine and engineering.
We have taken a leadership role in science education by creating and
expanding the Center for the Advancement of Science Education (CASE),
with innovative programs that empower teachers, engage the community,
and excite students and Museum guests.

MSI is proud to be ranked nationally and internationally as a top museum
destination for travelers.

1.0 Welcome to MSI 05

THE MSI BRAND

Our brand, to put it simply, is who we are and VISIONARY Having a vision is what is propel- EMPOWERING We believe in empowering
how we’re different. It is defined and champi- ling us to our leadership position in the world all to accomplish to their fullest potential. Through
oned by us through our visual identity as well of science museums and science education. It our programs, exhibits, collections and everyday
as our actions and choices. But ultimately, our continues to motivate us to imagine, anticipate, interactions, we build greater confidence and self-
brand exists in the perception(s) inspire and ultimately deliver world class esteem among all guests, teachers, employees and
of our guests and the public. science education, experiences and exhibits. donors to learn, contribute—and even to leave
a legacy.
OUR BRAND PROMISE CHAMPIONS SCIENCE We champion science
Empowering Minds Through Transformative by integrating it into everything we do. Through TRANSFORMATIVE Our challenge every day is to
Experiences our exhibitions, programs and experiences, transform. To transform science education, transform
we provide context for and interpretation of MSI and transform minds through the power of
OUR BRAND FILTER science content. Going far beyond translating science. We evaluate our decisions on their power
Includes nine words and definitions that help or presenting science, we bring scientific to profoundly inspire, elevate and change.
us evaluate whether we are living up to our concepts to life in ways that are bold, power-
brand promise. ful and meaningful. We spark curiosity and UNIQUELY REAL Our experiences and exhibits are
build on it, providing pathways to greater real: tangible, relevant, and hands-on. Even the way
WORLD CLASS We don’t take this designation understanding, appreciation and enjoyment we engage with one another and our guests—the way
lightly. Through our iconic history, our dynamic of science. We believe that in doing so, we are we approach and solve challenges—we strive
team and our clear vision, we understand the contributing significantly to the potential for for authenticity—for honest, transparent communica-
responsibility around being one of the best in greater public engagement with science. tions, for empathy and straight-forward leadership.
the world. It means providing top notch service
to every guest—every time. And it means having
first-rate employment programs that provide
our team with the tools to deliver a world class
experience.

1.0 Welcome to MSI 06

AMAZING We seek to amaze—ourselves, our HELP CREATE AN AMAZING
guests, our teachers, our employees and the GUEST EXPERIENCE
science community. “To thrill” is not enough.
When we see the look of awe—hear the “wow” MSI is known for its friendly, engaging and 5. Make it personal. Learn and use guests’
from those we engage—see the satisfaction inspiring guest experience. Everyone under names. Find out guests’ interests. Tie
that understanding brings—we know we have this copper dome plays an important role guests’ interests to Museum content.
achieved our goal. in creating a welcoming atmosphere that
promotes learning and fun. Here are ways you 6. Use appropriate humor to build relation-
FUN We inspire and engage by fostering fun can help us create a great guest experience. ships and promote laughter and fun. Keep
in all we do. We want everyone who interacts the language work-appropriate. Keep your
with us—inside or beyond the museum doors— 1. Smile and say hello! audience (age and personality) in mind.
to have an enjoyable, energizing experience.
We continue to elevate fun science to a new 2. Approach guests and use a hook to start a 7. Thank guests for coming and invite
level—and believe a social, friendly, memorable conversation. What brings you to the Museum them back. Share news on our upcoming
experience is essential to lasting interest and today? What do you observe about…? What do exhibits, events and experiences.
life-long learning. you think will happen if…?
8. If a guest has a concern or complaint,
EASY We want to be easy to visit, easy to do 3. Anticipate guest needs. If you see a guest hear them out, express an understanding
business with, easy to work for. This is essential looking at a map, approach them and see if and take responsibility for helping. You are
for us to accomplish our greater mission they need directions. empowered to address concerns yourself
and build strong relationships along the way. directly. Or, if needed, contact your super-
4. Ask open-ended questions that require more visor or a Guest Experiences staff member.
than a yes/no answer to promote discussion.
What do you think about…? How would you
describe…? What do you know about…?

1.0 Welcome to MSI 07

MSI STAFF

Working to advance MSI’s mission and vision CONTRACTORS PULSEWORKS They manage the flight and ride
is a team of more than 600 employees and Museum contractors not only support retail simulators on the Museum’s Balcony.
contractors, with additional support from 500 and facilities operations, but they also help us
dedicated volunteers. deliver a world-class guest experience: SODEXO This staff manages the Museum’s food
and beverage operations including Brain Food
EMPLOYEES ABM Manages the Museum’s underground, Court, Museum Café and Finnigan’s Ice Cream
MSI has six divisions under the President’s weather-resistant parking garage. Parlor. Sodexo also provides catering for our
Office: internal meetings and our many special events.
• Education and Guest Services ALLIED BARTON The security staff who
• Exhibits and Collections provides 24/7 support for the facility, staff VOLUNTEERS
• External Affairs and guests. Museum volunteers play a key role in making science
• Finance and Administration easy and fun for our guests by providing exceptional
• Human Resources EVENT NETWORK This team runs the guest experiences. Skilled volunteers also assist us in
• Marketing, Public Relations and Digital Media Museum’s stores, which are located in the Entry many administrative areas such as accounting, data
Hall, U-505 exhibit, Henry Crown Space Center entry and office assistance. Some volunteers with
and the seasonal Holiday Shop. special technical skills assist in research, photog-
raphy, animal care and other areas.
MIDWAY The custodial team that helps
maintain and clean our facility including INTERNS
office areas and public spaces. We offer temporary internships, which are designed
to provide enriching learning experiences that may
PHOTOGENIC A team of photographers who also satisfy volunteer, degree or course requirements.
take guest photos in popular spaces including All internships must be facilitated through the HR
U-505, Yesterday’s Main Street and special Division.
exhibitions.

1.0 Welcome to MSI 08

2.0 GETTING STARTED

2.0 Getting Started 09

BUILDING ACCESS EMPLOYEE PARKING
+ IDENTIFICATION
The garage opens at 5 a.m. and closes at 7 p.m. If you plan
All MSI employees, volunteers and contractors will be on leaving your car in the garage after 7 p.m., please call
issued: the Command Center at Ext. 2666 before you leave to have
the garage door lifted for an easy exit.
• An employee ID that gives you access to staff-only
areas of the Museum and free access to the under-
ground parking garage.

• Keys for employee elevators and office areas.

• A nametag that must be worn anytime you’re in guest-
facing areas of the Museum. For replacement nametags
only, please complete the online form.

Authorized employee entrances/exits are the West
Employee Entrance/Exit and all floors of the Entry Hall.
Other Museum doors are for emergency use only. You
will need to present your Museum-issued ID to enter and
exit the garage, and to enter the Museum at the start of
the workday.

Visitors to the 1893 World’s Columbian Exposition could travel to the main
entrance of the Palace of Fine Arts (now MSI) via gondola on the lagoon.

2.0 Getting Started 10

KEY CONTACTS

DEPARTMENT CONTACT INFORMATION
AV Services
Catering Orders Fill out an AV service request form.
Catering Pick Up Ext. 1387 or see online form and menu.
Call Center Ticketing Ext. 2666
Conference Room Booking Ext. 8800
Call your administrative/executive assistant to book a conference room.
Dateline To submit news for MSI’s weekly employee e-news, submit information to [email protected]
by Friday at noon.
Dock/Mailroom Ext. 7046
Ext. 2222. Do not call 911 as our security staff are in the best position to contact and direct
Emergencies emergency services (e.g. fire, police, ambulance).

Employee Alert Hotline In case of weather emergencies or other unexpected events, call (773) 753-2764 for updates and
instructions.
First Aid
Ext. 2222. Do not call 911 as our security staff are in the best position to contact and direct
Food Hotline emergency services (e.g. fire, police, and ambulance).
Fraud Hotline Ext. 2400 for daily menu in the Brain Food Court.
Garage Manager Ext. 8996 to anonymously report improper activity at the Museum by staff, contractors or volunteers
IT Support Ext. 1376
Lost and Found Ext. 2000 or email the Technical Assistance Team.
Service Desk/Command Center (Non-Emergencies) Ext. 6862
Volunteer Support Ext. 2666. Report pest sightings, facility or exhibit maintenance needs, or garage exit after 7 p.m.
West Employee Entrance/Fed Ex Drop Off Fill out a volunteer request form.
Ext. 2585

2.0 Getting Started 11

3.0 EMPLOYMENT BASICS

3.0 Employment Basics 12

CLASSIFICATIONS SCHEDULE

MSI offers regular full-time, regular part-time, EXEMPT OR NONEXEMPT Positions within Your schedule is based on your job classification
temporary full-time, and temporary part-time the above classifications are either exempt (e.g., full-time, part-time), which is determined by
positions. These classifications are determined or nonexempt. This determines eligibility for factors such as business/project needs and peak
by the average number of hours you are overtime pay under federal and state wage and attendance periods. MSI reserves the right to estab-
scheduled to work (during the normal, non- hour laws, also known as Fair Labor Standards lish employee work hours based on these and other
peak season) throughout the duration of your Act (FLSA). Nonexempt employees are paid factors and in accordance with any applicable law.
position. 1.5 times their regular rate of pay for all hours
worked in excess of 40 hours in each work week. Departments set their own lunch break and rest
REGULAR OR TEMPORARY Regular Exempt employees receive a salary covering period schedules, which are in accordance with all
employees are hired in a full- or part-time all hours worked and are not entitled to over- applicable laws. All full-time employees receive an
position that will continue for more than six time pay. unpaid lunch break. Other breaks are determined
months with no planned end date. Temporary by specific departments.
employees are hired in a full-time or part-time
position with the understanding that their This view of the Northern Lagoon, with a gondola in the foreground
employment will be temporary, usually less and the Palace of Fine Arts (MSI) and State Building in the
than six months or for a specific purpose. background, is from a photo set published in 1894.

FULL-TIME OR PART-TIME Employees who
are regularly scheduled to work 30 hours or
more per week are considered full-time. Part-
time employees work less than 30 hours per
week during non-peak seasons, but during
peak seasons—spring break, summer, holiday
season—may work more than 30 hours at any
time based on Museum need.

3.0 Employment Basics 13

PAY

Employees are paid on a biweekly basis, every NONEXEMPT EMPLOYEE OVERTIME
other Friday. If payday falls on a non-working Nonexempt employees who work more than
holiday, you will be paid the business day 40 hours per week will receive overtime pay in
preceding the holiday unless otherwise accordance with the requirements of the Fair
notified. Work weeks start on Monday and Labor Standards Act (FLSA), state law and
end on Sunday. All required deductions for company policies. Nonexempt employees will
federal, state and local taxes, and all authorized be paid 1.5 times their regular rate of pay for all
voluntary deductions, such as insurance benefit hours worked in excess of 40 hours in each work
contributions, will be withheld automatically week.
from paychecks.
All overtime must be pre-approved by your
MSI provides the convenience of direct deposit. supervisor. Management will make every effort
Please note: Your first check will be a paper to advise nonexempt employees in advance
check, available in the Payroll Office on pay if overtime work is required, however there
day. To view your pay statements, login to the may be situations where advance notice is
HR Portal. not possible.

The Palace of Fine Arts (now MSI) housed important works
of art—including sculpture and paintings—from around the
globe at the 1893 World’s Columbian Exposition.

3.0 Employment Basics 14

PAID TIME OFF VACATION ACCRUAL MILESTONES FOR REGULAR FULL-
TIME EMPLOYEES WITH A 30-HOUR WORK WEEK

ELIGIBILITY Years of Service Vacation Hours Earned Per Pay Period
• Regular full-time employees are
eligible for paid vacation days, sick Vacation time accrues throughout Less than 1 year 2 Weeks 2.31
days, personal days and holidays. the year based on your standard
weekly hours and years of service as Years 1-4 3 Weeks 3.46
• Regular part-time employees specified below. Up to five weeks of
are eligible for two personal days unused vacation can be carried over Years 5-8 4 Weeks 4.62
per year. to the next year. Anything in excess
of five weeks will be lost at the end of 9 years+ 5 Weeks 5.77
• Temporary employees are not the year.
eligible for paid time off. VACATION ACCRUAL MILESTONES FOR REGULAR FULL-
If you leave MSI and are rehired TIME EMPLOYEES WITH A 35-HOUR WORK WEEK
VACATION within a year, you will be reinstated
Regular full-time employees are with no loss to your seniority status. Years of Service Vacation Hours Earned Per Pay Period
eligible for a vacation package. Vacation time will continue to accrue
Employees must obtain advance based on your original hire date. Less than 1 year 2 Weeks 2.69
approval for vacation from their
manager/supervisor. Years 1-4 3 Weeks 4.04

Exempt employees may take Years 5-8 4 Weeks 5.38
vacation in half-day or full–day
increments. Nonexempt employees 9 years+ 5 Weeks 6.73
may take vacation time in full-day
or hourly increments. VACATION ACCRUAL MILESTONES FOR REGULAR FULL-
TIME EMPLOYEES WITH A 40-HOUR WORK WEEK

Years of Service Vacation Hours Earned Per Pay Period

Less than 1 year 2 Weeks 3.07

Years 1-4 3 Weeks 4.62

Years 5-8 4 Weeks 6.15

9 years+ 5 Weeks 7.69

Those in the position of director will receive three weeks of vacation and VPs will receive four
weeks of vacation in their first year of service, and then continue to accrue according to their
chart above.

3.0 Employment Basics 15

HOLIDAYS PERSONAL DAYS SICK DAYS
MSI recognizes 10 paid holidays per year for Regular full-time employees will be granted Regular full-time employees accrue seven paid sick
regular full-time employees. Holiday hours are three personal days per year, and regular part- days per year. Sick days accrue based on standard
granted based on employees standard weekly time employees will be granted two personal weekly hours (e.g., in a 35 hour work week, 1 day is
hours (e.g., in a 35-hour work week, 1 day is 7 days per year. Personal days are granted based 7 hours of sick time). Sick days may be used for an
hours of holiday time). on standard weekly hours (e.g., in a 35 hour employee’s own illness, that of a child, parent, spouse,
work week, 1 day is 7 hours of personal time). domestic partner or routine visits to the doctor and/
HOLIDAY PAY + FLOATING HOLIDAYS New employees must be employed before the or dentist. Please notify your supervisor in advance
• Regular full-time nonexempt employees 15th of the first month of any four-month period of medical appointments. You may be required to
required to work on a Museum-designated to receive a personal day for that period. submit medical documentation to your supervisor.
holiday are paid for the holiday or may be able
to take as a floating holiday with manage- Personal days cannot be carried over into the Unused sick time may be carried forward from year
ment’s approval—in addition to their regular next calendar year, and must be taken during to year and accumulated to a maximum of 245 hours
pay for the day. Employees must work their the year that they are earned. for a 35-hour work week and 280 hours for a 40-hour
regularly scheduled hours preceding and work week.
following the holiday, or have an approved Nonexempt employees may take these personal
absence, in order to receive holiday pay. days in full-day or hourly increments. Exempt
employees may take personal days in half-day
• Regular full-time exempt employees required or full-day increments.
to work on a Museum-designated holiday will
earn a floating holiday—to be used within the PERSONAL DAY ACCRUAL MILESTONES
next 90 days following the holiday. FOR REGULAR EMPLOYEES

• Regular part-time and temporary employees Regular Regular
do not receive pay for holidays for which they Date Earned Part Time
do not work.
Full Time

January 1 Day 1 Day

May 1 Day 1 Day

September 1 Day N/A

3.0 Employment Basics 16

UNPAID LEAVE (OF ABSENCE) to, other family and medical leave MILITARY LEAVE
(i.e. the total leave in the 12-month The Museum will comply with
FAMILY AND MEDICAL LEAVE ACT (FMLA) period may not exceed 26 weeks). applicable laws regarding mili-
tary leave. Full-time, part-time
The Family and Medical Leave Act • To care for the employee’s own See the Museum’s Family and and temporary employees who
Medical Leave Policy for additional are members of the military
(FMLA) entitles eligible employees serious health condition; or detail regarding FMLA leave. reserve or National Guard and
who are called for active duty
to take up to 12 weeks of unpaid leave • Due to certain qualifying exigencies VESSA LEAVE will receive a leave of absence
during a rolling 12-month period for arising out of a covered military The Museum will provide employees without pay upon written request.
family and medical reasons. To be member’s active duty status, or who are victims of sexual or domestic Reservists will also be allowed to
eligible for FMLA leave, employees notification of an impending call violence, or who have family or house- take a military leave without pay
must be employed for at least 12 or order to active duty status, in hold members who are victims of to participate in annual reserve
months and have worked at least support of a contingency operation. sexual or domestic violence, with training. Employees are required
1,250 hours during the 12-month 12 weeks of unpaid leave during to provide proof of service.
any 12-month period to address
period prior to the start of the leave. Leave taken in connection with the sexual or domestic violence. PERSONAL UNPAID LEAVE
MSI uses a rolling 12-month period the birth or adoption/foster care Employees may use this leave to On occasion, the Museum will
measured backward from the date placement of a child must be taken seek medical attention or counseling give consideration to requests
an employee uses any FMLA leave. within the first 12 months of the birth for injuries or psychological trauma, for personal leave, without pay,
FMLA leave may be requested for or placement. obtain victim services, relocate, to regular full-time employees
any of the following reasons: participate in safety planning, seek who have completed one year of
legal assistance or participate in service. The request is completely
• The birth of the employee’s child; Also, eligible employees may take a related court proceeding. The within the Museum’s discretion.
up to 26 weeks of leave in a single Museum will require the employee Your department director and
• To care for the employee’s child 12-month period to care for a to provide certification for a VESSA the Human Resources division
after birth, or placement of a child covered service member (spouse, absence. VESSA Leave and Family must approve all requests, which
with the employee for adoption or son, daughter, parent, or next of kin) and Medical Leave will run concur- must be made in writing at least
foster care; recovering from a serious injury or rently, as permitted by law. 21 days in advance.
illness incurred in the line of duty on
• To care for the employee’s spouse, active duty. This type of leave will be
domestic partner, parent, or child available only during the 12-month
who has a serious health condition; period and is part of, not in addition

3.0 Employment Basics 17

PAID LEAVE (OF ABSENCE)

JURY/WITNESS DUTY BEREAVEMENT LEAVE SHORT- AND LONG-TERM DISABILITY
In the event an employee is called for jury duty or Regular full- and part-time employees who Short-term disability and long-term disability
to appear in court as a witness, the Museum will pay experience a death in the immediate family are available to all regular full-time employees
regular full-time and part-time employee wages for (spouse, domestic partner, child, parent, who meet the plans’ requirements for their own
the time the employee would normally work during mother-in-law, father-in-law, brother, sister, serious health condition. Employees needing a
his/her absence. Temporary employees are not grandparent or grandchild) will be granted a leave of absence may also qualify for FMLA.
eligible for this benefit. paid leave up to three working days.
Maternity leave falls under short-term disability.
Employees should notify their supervisor as soon as Additional time may be granted by the employ- The standard benefit duration for maternity
they receive notice of jury duty and submit a copy of ee’s department director and charged against leave is six or eight weeks, based on doctor’s
the juror’s summons to the Payroll department. accrued vacation/personal time, if available, release.
or approved without pay. Requests for bereave-
Employees may keep any pay received for such ment leave should be made to your immediate
service but they must provide a copy of their manager.
jury duty pay check or service acknowledgement to
their supervisors and payroll as proof of attendance.

You are expected to report to work on any day or
significant part of a day that you are not required
for jury service, including court holidays not
observed by MSI.

3.0 Employment Basics 18

BENEFITS BENEFITS REGULAR FULL-TIME REGULAR PART-TIME

MSI is pleased to offer a competitive Health Insurance  
benefits package. Employees may be
eligible for certain benefits based on their Dental Insurance 
employment classification. Most benefits
begin on the first day of the month after Vision Insurance  
30 days of employment.
Short-Term Disability 
Please review the benefit plan documents
on myMSI for eligibility procedures and Long-Term Disability 
plan provisions. The terms of the plan
documents will govern in the event that Life Insurance 
any discrepancy exists between any
summary and the plan documents. FSA  

Transit 

Identity Theft Protection  

Retirement Savings  

Educational Assistance 

Employee Assistance 

Employee Perks  

3.0 Employment Basics 19

PERKS

FRIENDS AND FAMILY FREE PARKING! ADMISSION TO CHICAGO In the early 1930s, the Palace of Fine
EXPLORER ONE VOUCHER The Museum is unique among CULTURAL INSTITUTIONS Arts building underwent major reconstruc-
We encourage you to share the Chicago cultural institutions in You and two guests get free admis- tion and restoration in order to return
Museum with your friends and being able to offer the most conve- sion to many of the Chicago cultural it to working condition and become the
loved ones! nient parking in the city—and the institutions when you show your Museum of Science and Industry.
best news is that it’s FREE, with Museum employee identification
Staff and volunteers may receive proper I.D., for Museum employees, card (special exhibits do not apply).
vouchers for Museum Entry contractors, volunteers and trustees!
PLUS ONE special exhibit/ DEALS + DISCOUNTS
experience—provided by request. Employees should park in the brown MSI employees receive a range
Some restrictions apply. Please section at the bottom floor of the of discounts for a variety of services
see your administrative/executive parking garage. Please leave the such as restaurants, car rental,
assistant for vouchers. spots closest to the doors open phone service and more.
for guests!
MSI RETAIL DISCOUNTS
Employees receive a 20 percent The garage opens at 5 a.m. and
discount on all purchases at Museum closes at 7 p.m. If you plan on leaving
stores and restaurants. When there your car in the garage after 7 p.m.,
are store sales or restaurant special or overnight, please call the Service
deals, you receive whichever discount Desk/Command Center at Ext. 2666
is greater but not both. before you leave to have the garage
door lifted for an easy exit.

3.0 Employment Basics 20

4.0 WORKPLACE EXPECTATIONS

4.0 Workplace Expectations 21

AT WILL EMPLOYMENT ATTENDANCE + PUNCTUALITY

All non-bargaining unit employees of MSI, regardless of their All employees are expected to be at work Failure to report to work and to notify
classification or position, are employed on an at-will basis. This on time and have good attendance, as your your supervisor is a violation of Museum
means that each employee’s employment is terminable at the tardiness and/or absence have an impact policy. Failing to call in and notify your
will of the employee or MSI at any time, with or without cause on guest service, co-workers and Museum supervisor of the reason for the absence
and with or without notice. No representative of the Museum operations. If you anticipate being absent for three or more consecutive days is
other than the VP of HR has the authority to enter into any or late, notify your supervisor before the considered job abandonment. Job aban-
agreement with any employee or applicant for employment on start of the workday. donment will result in your termination
other than on an at-will basis. Any such agreement that changes and ineligibility for rehire.
an employee’s at-will employment status must be explicit, in If you expect absence and tardiness
writing, and signed by the VP of HR and the employee. Nothing due to weather, transportation/commuter Please refer to department-specific
contained in the Museum’s policies, procedures, handbooks, malfunctions, highway conditions, etc. policies for further detail or clarification.
job descriptions, or applications for employment shall in any or other extenuating circumstances, you
way create an express or implied contract of employment or an must notify your supervisor as soon as
employment relationship on other than at-will basis. you can in accordance with your depart-
ment’s policy.

4.0 Workplace Expectations 22

CODE OF CONDUCT COMPANY EQUIPMENT

The Code of Conduct sets out the Museum’s general All equipment assigned to you is property of the Museum. Stone carvers and employees of Bruner
principles and expectations for you to carry out our daily Employees are expected to exercise care in their use of and Donato, a stone carving company,
activities within appropriate ethical and legal standards Museum property and to use such property only for autho- work in a factory in Bloomington,
and in a “culture of compliance.” The Code of Conduct rized purposes. Negligence in the care and use of Museum Indiana, circa 1929-1933. Bruner and
does not replace specific policies and procedures that are property could be considered cause for disciplinary action. Donato made the capitals for MSI’s
in place, and you are expected to be familiar with those building and exterior façade using
documents that are applicable to you, and to comply with Indiana limestone.
their provisions, along with the Code of Conduct.

The Code of Conduct applies to the Museum’s trustees,
officers and employees. All individuals must:

• Act in accordance with published standards

• Uphold the highest standards of ethics and integrity

• Learn the standards that apply

• Report and detect wrongdoing

All violators of the Code of Conduct will be subject to
disciplinary action. The precise discipline imposed depends
on the nature, severity and frequency of the violation and
may include up to and including termination. Employees
must acknowledge and sign off on this policy every year.

To anonymously report any improper activity at the
Museum by staff, contractors or volunteers please call
the Fraud Hotline at extension 8996.

4.0 Workplace Expectations 23

CONFIDENTIALITY CONFLICT OF INTEREST

All employees are expected to maintain a high level Conflict of interest is defined as a conflict It is a condition of your employment that you
of trust and confidentiality, both inside and outside between the private interests and the official report all potential conflicts of interest to your
the Museum. responsibilities of a person in a position of supervisor.
trust—who, for our purposes, is you.
Supervisors and managers are expected to keep Employees are not prohibited from holding
employee concerns and matters confidential to the Based on their position, employees may be employment outside of the Museum. If you
greatest extent possible. If, however, a supervisor/ required to annually complete and sign a choose to have outside employment, it must
manager has concerns regarding potentially conflict of interest questionnaire. neither conflict with the interest of the Museum
dangerous or unlawful conduct, he/she must bring nor interfere with your scheduled work hours.
it forward to the Human Resources division. You are urged to avoid all situations that may Employees are required to notify their super-
involve a conflict between your personal inter- visor/manager of any outside employment.
On occasion, employees may have access to con- ests and the interests of the Museum. These
fidential Museum business information such as include, but are not limited to, outside work for
business operations, financial data, technology infor- a Museum exhibitor, client or supplier without
mation, customer/donor lists, and other confidential the knowledge and approval of the Museum,
information that may not be available to the public. and the acceptance of gifts, loans, entertainment
All employees are expected to respect and maintain or other favors (from exhibitors, vendors, etc.)
the confidentiality of such information and exercise that go beyond the common courtesies usually
good judgment when discussing Museum business associated with ethical business practice.
outside the institution.

4.0 Workplace Expectations 24

DRESS CODE DRUGS + ALCOHOL

All MSI employees must wear their nametag when on The use, sale, possession, manufacture, All Museum applicants must consent to and
the floor/public spaces. This is inviting and personal dispensation or distribution of an illegal successfully pass a pre-employment drug-
and makes guests feel comfortable asking questions. drug by employees, volunteers or contractors screening test prior to working for the Museum.
Employees are expected to adhere to their specific on Museum property or while conducting Additionally, when there is reasonable suspicion
departmental dress codes, but if there are no specific Museum business is unacceptable. Employees that an employee is under the influence of
departmental dress requirements, business casual are expected to be fit for their duties and are drugs or alcohol or appears to be unfit for work,
attire is encouraged. prohibited from reporting to work, performing including but not limited to behavior or perfor-
work or being in the workforce or on company mance problems, the employee may be relieved
property while under the influence of alcohol or from duty and asked to submit to a drug/alcohol
a controlled substance. Moderate consumption screening test. An employee’s refusal to comply
of alcohol served at work-related social events is with screening tests may result in discipline up
permitted, at the sole discretion of the Museum. to and including termination.
The violation of this policy can result in
discipline up to and including termination.

Workers use a crane to lift and install a stone carving in what
is now MSI’s West Lot during the building’s restoration, circa
1929-1933.

4.0 Workplace Expectations 25

EMAIL AND ELECTRONIC COMMUNICATION

As appropriate, employees, contractors and volunteers are Most computer software licenses permit software use on
given access to electronic communication and computer a single computer. Unless authorized, you may not repro-
systems by the Museum, which are primarily for business duce software for use on more than one computer.
activities. Incidental personal use is permissible so long as:
In case of a request from law enforcement/government
• It does not consume more than a trivial amount authorities, your electronic communications and other
of resources data may be made available to the requesting agency.

• It does not interfere with productivity The Museum may periodically monitor, survey, or review
employee work performance and at-work conduct through
• It does not preempt any business activity the use of electronic, mechanical, or other methods, which
may include (but is not limited to), photographing, video
All of the Museum’s communication and computer recording, observation, voice mail, electronic mail, internet
systems and data stored on and transmitted over, on or usage, and/or telephone monitoring. Employees should
through them are and remain at all times the property not have an expectation of privacy in anything they create,
of the Museum. store, send, or receive on any of the Museum’s communica-
tion and electronic resources.
Employees are obligated to use the Museum’s communi-
cation and computer systems responsibly, professionally, An individual’s computer use privileges may be suspended
ethically, and lawfully. Employees are not permitted to immediately upon discovery of a possible violation of
access, or attempt to gain access, to systems/websites these policies and may result in disciplinary actions. By
that the Museum has not given them access to. using systems provided by the Museum, users indicate
they understand and agree to comply with these policies.
Under no circumstance should anyone transfer or share
their system access with other individuals. Employees are
responsible for proper usage of the Museum’s communi-
cation and computer resources, including any password
protection.

4.0 Workplace Expectations 26

EMPLOYEE RECORDS

The Museum maintains a personnel file for every employee.
All files are kept in a secure and confidential manner. Your
file includes your employment application, as well as records
for purposes of complying with federal and state law, such as
known address, tax withholdings, phone number, family status,
emergency contact and all other pertinent information, and you
are expected to notify the HR division if there are changes in
any of this information. Your medical and benefit information
is not kept in your personnel file, but kept separately and
is also confidential. Under Illinois law, employees may submit
written requests to the HR Business Partner to review their
personnel files during regular business hours, by appointment
and in accordance with the applicable law. Employees have the
opportunity to inspect information in their personnel file in
the presence of the HR Business Partner and to obtain a copy
of such information. HR will attempt to make personnel files
available for inspection within 7 days after receiving a request.
Employees who wish to review their files should contact the
HR division at Ext. 2840.

Looking east (from what is now Science Storms) into the Rotunda, workers assist
with the building’s restoration, circa 1930.

4.0 Workplace Expectations 27

EQUAL EMPLOYMENT + NONDISCRIMINATION

It is the policy of the Museum of Science of our good faith efforts to ensure equality of The Museum’s President provides full support for
and Industry to provide equal employment employment opportunity. The Museum will our efforts under our Affirmative Action Programs.
opportunities for all applicants and employees ensure that applicants and employees with The Museum’s Vice President of Human Resources
regardless of race, color, religion, gender, disabilities are informed of the contents of has been assigned responsibility for implementation
gender identity, sexual orientation, national this policy statement. of the Museum’s affirmative action activities. She
origin, age, physical or mental disability, will be given top management support and staff to
marital status, parental status, pregnancy, The Museum has in place, and has communi- manage the implementation of these activities.
military service status, protected veteran status, cated to all employees, a strict policy forbidding
genetic information, or any other classification harassment of any applicant or employee on A written copy of our Affirmative Action Programs
protected by applicable law. This policy applies the basis of any legally protected classifica- for Individuals with Disabilities and Protected
to all aspects of employment, including but not tions. Additionally, harassment, intimidation, Veterans and for Minorities and Women is available
limited to recruiting, hiring, training, compensa- threats, coercion or discrimination, because for inspection upon request by any employee or
tion, benefits, promotions, transfers, disciplinary an employee or applicant has engaged in or applicant for employment, during normal business
actions, terminations, layoffs, recalls, as well as may engage in filing a complaint, assisting or hours, in the Human Resources office. Interested
all sponsored social and recreational programs. participating in an investigation, compliance persons should contact the Vice President of Human
Any and all such employment decisions will be evaluation, hearing or any other activity related Resources for assistance.
made in a non-discriminatory manner. to the administration of any Federal, state or
local law or regulations requiring equal oppor-
The Museum will take affirmative action in tunity or affirmative action, opposing any act
compliance with applicable legal requirements or practice made unlawful by any Federal, state
to recruit, employ and advance a diverse or local law or regulations requiring equal
pool of individuals and to ensure that our opportunity or affirmative action, or exercising
employment practices and decisions are based any other right protected by any Federal, state
on valid job requirements. The Museum will or local law or regulations requiring equal
also keep records, make reports to the federal opportunity or affirmative action, is prohibited.
government, develop written Affirmative Action
Programs, and otherwise document the results

4.0 Workplace Expectations 28

PERSONAL PREGNANCY ACCOMMODATIONS
RELATIONSHIPS

MSI recognizes that close relationships may exist or develop Pregnancy, childbirth, or medical or Employees requesting a reasonable
between employees. To prevent favoritism, the appearance of common conditions related to pregnancy accommodation for pregnancy, childbirth,
favoritism, or conflicts of interest premised upon personal rela- or childbirth shall be treated the same or medical or common conditions related
tionships that are romantic or familial in nature, supervisory/ for all employment-related purposes as to pregnancy or childbirth are required
managerial employees should be mindful that MSI discourages other persons not so affected but similar to submit any documentation from
romantic relationships between employees at the supervisory/ in their ability or inability to work. MSI their healthcare provider concerning
managerial level and above and any other employees, where the does not discriminate or retaliate against the need for the requested reasonable
supervisory/managerial employee directly or indirectly super- employees or job applicants who are preg- accommodations.
vises, or could affect the compensation, evaluation, promotion nant or who have requested a reasonable
or job opportunities of the employee with whom he/she is accommodation.
having the romantic relationship or is family.
If an employee or job applicant requests
You must inform your supervisor/manager as soon as you a reasonable accommodation for any
become aware of or involved in a relationship that might create medical or common condition related to
actual or perceived favoritism or is in conflict with this policy or pregnancy or childbirth, MSI will engage
MSI’s best interests. Failure to disclose a relationship violates in a timely, good-faith, and meaningful
this policy. exchange to determine effective reason-
able accommodations that do not impose
an undue hardship on MSI’s operations.
Employees may reject an accommodation
offered by the Company that the employee
does not desire.

4.0 Workplace Expectations 29

PREVENTING PROPERTY REMOVAL
HARASSMENT

It is the policy of the Museum that all employees should Museum property cannot be removed without permission.
be able to work in an environment free from all forms Protective Services inspects all bags, boxes and other
of employment discrimination, including harassment containers—with the exception of purses—whenever they
of any type. are taken from the building.

MSI’s anti-harassment policy prohibits harassment based • You need to obtain a property removal pass if you are
on gender, race, color, creed, gender identity, sexual leaving with any Museum property. Employees that
orientation, religion, marital status, age, national origin regularly leave with property needed for their jobs, such
or ancestry, citizenship, military status, veteran status, as a laptop, can obtain a permanent property removal
physical or mental disability, medical condition including pass. Permanent property removal passes should be
genetic characteristics, pregnancy, childbirth, or related renewed annually and include a complete description of
medical conditions, or any other category protected by the item and any serial numbers. The pass can be taped
federal, state, or local laws. This anti-harassment policy to a laptop bag, for example, or carried by the employee.
applies to all persons involved in the operation of the
Museum and prohibits unlawful harassment by any indi- • Museum—and contractor—issued property removal
vidual, employee, supervisor, volunteer, internal/external passes, and dated cash register receipts, are all authorized
vendor or contractor, donor, Museum visitor or guest who forms of a property pass.
is directed at anyone involved in any Museum-related
activity. Employees must sign off on this policy every year. • Please contact your department administrative assistant
with questions regarding property removal passes.
The Museum’s Harassment or Other Offensive/Inap-
propriate Behavior Policy contains additional information
about conduct prohibited under this policy and how to
report perceived harassment.

4.0 Workplace Expectations 30

PROPERTY SMOKING
PROTECTION

The Museum is also concerned about the Smoking is not allowed on park district property.
protection of your personal property. If you This smoking regulation is strictly enforced.
find property missing or damaged, please report Smoking includes the use of e-cigarettes.
it to your manager/supervisor immediately.
Employees bring their personal property
onto Museum property at their own risk.
The Museum assumes no liability or responsi-
bility for injury, damage, theft or other loss in
connection with employee personal effects.

The Museum reserves the right to conduct
searches and inspections of employees,
employees’ personal effects, and Museum
provided materials, including lunch bags,
packages, boxes, purses, lockers, desks, cabi-
nets, personal computer files, file drawers, or
vehicles on Museum property without notice.

The Coal Mine was the Museum’s first major exhibit when it opened
its doors on June 19, 1933. Today, it remains one of the Museum’s
hallmark experiences, seemingly transporting guests more than
600 feet underground into a working Illinois coal mine.

4.0 Workplace Expectations 31

SOCIAL MEDIA

Using social media is now an everyday part of many Think broadly when it comes to what “social media” means.
people’s lives, largely because it’s ideal for sharing your You’re mostly likely including Facebook and Twitter in this
life’s passions and experiences. The Museum certainly realm, but also follow these guidelines when using photo
hopes that one of these passions is the work you do services (Instagram, Snapchat, etc.) and public online
contributing to our mission. So when you’re moved to forums such as blogs (whether yours or another entity’s),
share the incomparable experience of working at MSI discussion boards and comment sections.
with the people in your social networks, we are delighted.
At the Museum, away from the building, and online, After a campaign to memorialize the
When you use social media to discuss anything involving our employees are the best ambassadors for the Museum. boat, headed by native Chicagoan
the Museum, please follow our common-sense guidelines In your personal social media activities, we ask that you Admiral Daniel Gallery, the U-505
for appropriate behavior as discussed in detail in our represent MSI and your work here in a fun but profes- submarine arrived at its Museum home
Social Media Policy. sional way. in 1954. The vessel was towed 3,000
miles through the St. Lawrence Seaway
• Don’t use the Museum’s name, logo or imagery in your and the Great Lakes; it then emerged on
online identity in a manner that would imply you are the shores of Lake Michigan to make the
speaking on behalf of the Museum. final journey across Lake Shore Drive.

• Don’t disclose confidential Museum information, such
as information regarding projects in development,
business plans, everyday systems, and behind the
scenes processes.

• Don’t post photos of our guests where faces are recog-
nizable—especially children.

• Don’t be unprofessional—avoid malicious, obscene,
threatening, or intimidating posts.

4.0 Workplace Expectations 32

SOLICITATION/ TRAVEL
DISTRIBUTION

Employees are not permitted to solicit other Official travel requires prior approval of the vice The Apollo 8 capsule is lowered into the Museum, circa 1971.
employees for any purpose during working president of the traveler’s division, documented Astronauts Frank Borman and James Lovell flew the craft in the
time or distribute printed materials in working on a Travel Authorization Form. Approval for first-ever manned mission to orbit the moon.
areas during working time. Working areas do vice president travel must be obtained from the
not include the employee [break room, locker CEO or CFO. Requests and authorizations must
room, and/or cafeteria]. Additionally, we strictly be completed at least three weeks in advance
prohibit solicitation and/or distribution of of the requested departure date for domestic
printed materials at all times by individuals travel and 90 days for international travel. Any
not employed by MSI. exceptions to these timelines or procedure must
be approved by the Museum President.
Solicitation includes, but is not limited to, a
request for contributions, offering items for sale, Once travel is approved, the division adminis-
posting notices, circulating a petition, asking trative assistant will arrange travel reservations.
an employee to join or become a member of an Note: Museum employees are NOT authorized
organization or group, or asking for support for to make independent travel reservations.
a political candidate. Employees who violate Travel arrangements made other than through
this policy will be subject to corrective action a division administrative assistant are not
up to and including termination. reimbursable. If a traveler’s division adminis-
trative assistant is unavailable to coordinate
If you want to invite your colleagues to reservations, the traveler can contact another
participate in activities (e.g., theater events) or administrative assistant to arrange a trip.
causes e.g., fundraising benefit) outside of work,
consider submitting your event to the myMSI The Museum’s Travel Policy contains additional
bulletin board, Zeph’s list. information about other travel procedures under
this policy and how to handle expense reporting.

4.0 Workplace Expectations 33

WORK ENVIRONMENT

In order to help preserve our historic home and create CLEANING AND WASTE DISPOSAL
a welcoming environment for staff and guests, we have • MSI has provided lidded trash receptacles for food waste,
developed policies and procedures around maintaining which are placed in employee offices and common areas.
a clean work environment, and pest management
• Employees are responsible for taking the action neces-
FOOD STORAGE sary to clean up their areas (cleaning up crumbs and
• All unattended food must be stored in a metal or glass liquids from meals, cleaning employee kitchen areas—
container with an airtight lid, or in a refrigerator. including sink drains, vacuuming small dry spills, etc.)
immediately after they occur.
• Leftovers from meetings can be brought back to work
areas in an airtight, closed container. Platters and utensils • If large food or drink spills occur, employees must call
belonging to Food Services may not be taken from Ext. 2666.
meeting rooms.
REPORTING
• Food may not be left out in conference rooms and emp- Please report spills or pest sightings to Ext. 2666.
loyees are responsible for calling Ext. 2666 to arrange for
a pickup immediately following any internal meetings
with catering.

4.0 Workplace Expectations 34

5.0 SAFETY AND SECURITY AT MSI

5.0 Safety and Security at MSI 35

Ensuring a safe MEDICAL/ FIRE EMERGENCY
and comfortable FIRST AID CLOSINGS
experience for
Museum staff Should anyone—staff or guest—require The Museum is equipped with various MSI recognizes the fact that inclement
and guests is our medical assistance, contact Protective devices to help prevent fires from weather and other emergencies can
number one priority. Services at Ext. 2222 or ask for the spreading, including fire extinguishers, affect the Museum’s ability to open
First Aid administrator on radio overhead sprinklers and fire doors. for business and employees’ ability
Protective Services provides channel one. When calling, give as All of these devices must remain to get to work. The safety of our
security and emergency many details as possible. Stay with the unobstructed so that they can operate employees is paramount in any
support and management injured/sick persons until Protective and be used as designed. Items must emergency. Our policy is that emp-
to Museum staff and guests Services arrives. not be stored in fire extinguisher loyees will only be paid for time
365 days a year, 24 hours and hose cabinets, and there must worked. In the case of inclement
a day. Report all emergency be 18 inches of clearance beneath weather, or other unexpected emer-
situations to Protective sprinklers. Only staff members who gencies, please monitor email, voice-
Services by dialing Ext. have received training should use fire mail and call the 24-hour employee
2222 or calling for assis- extinguishers in the event of a fire. hotline for updates: (773) 753-2764.
tance on any radio frequency. Contact the service desk at Ext. 2666
DO NOT CALL 911, as that if you notice any problems with fire
can actually delay help from protection devices.
getting where it needs to go.

5.0 Safety and Security at MSI 36

WORKPLACE WORKERS’ COMPENSATION
VIOLENCE
MSI provides workers compensation insurance Following this procedure will ensure prompt
The Museum does not condone any criminal conduct coverage to its employees in the event of an medical treatment by an approved workers’
or acts or threats of violence against its employees or injury sustained on the job and related to the compensation medical provider. It also will
guests, at any time on or off the Museum’s grounds. performance of job duties. Please note the allow for timely claims handling, and notifica-
Any employee who engages in violent, abusive, following procedure: tion to the injured employee of his/her respon-
intimidating, dangerous or threatening behavior sibilities and benefits. Failure to promptly report
and may be subject to disciplinary action up to and • Employees are required to report immediately a work-related injury may result in the denial of
including termination. any work-related incident, regardless of the workers compensation.
severity of injury, to their supervisor or
manager and Protective Services so that an
incident report can be completed.

• The supervisor or manager must then
promptly contact the manager of compensa-
tion and benefits in Human Resources.

• If the employee’s supervisor or manager is not
available, the injured employee must contact
Human Resources directly.

5.0 Safety and Security at MSI 37

6.0 CAREER DEVELOPMENT

6.0 Career Development 38

PERFORMANCE DEVELOPMENT

PROCESS New employees that start after October 1 are In 1994, MSI landed a United Boeing 727 aircraft at Chicago’s
The Museum’s annual Performance not required to receive a formal appraisal, but Meigs Field. The largest plane ever to land at the airport, the 727
Development process is designed to help you should still be receiving feedback on their was then towed across Lake Michigan and over Lake Shore Drive to
grow, develop and understand exactly what is performance. the Museum, where an exterior column was temporarily removed to
expected of you in your position. The process move it inside. It is cantilevered to the east balcony as part of MSI’s
is based on a fiscal calendar year and starts If you transfer, receive any pay increase or Take Flight exhibit.
with goal setting in January. Midyear check-ins begin working at the Museum after October 1,
should occur in the July/August time frame, you will not be eligible for any applicable merit
and the end of year evaluation process kicks off increases for that merit cycle. The annual merit
in December. Employees are asked to submit a increase process is facilitated in Q1 and based
self-appraisal and managers will complete and on available budget and overall Museum finan-
evaluation, delivered to their staff in Q1 of the cial performance as decided by the Leadership
following year. Team and Compensation Committee of the
Board of Trustees.
TEMPORARY STAFF Temporary Staff will
complete a condensed version of the perfor- Employees who do not meet expected perfor-
mance appraisal that will be reviewed with mance standards will work directly with their
their manager according to the same timeline manager on a plan for improvement.
as other staff. Temporary staff are not eligible
for merit increases.

TRANSFER AND NEW HIRES When an
employee moves to a new department, the
former manager and new manager should
collaborate on the employee’s performance
appraisal for the prior year.

6.0 Career Development 39

PROMOTIONS + TRAINING +
INTERNAL TRANSFERS DEVELOPMENT

MSI encourages promotions and transfers from within or bet- All employees are encouraged to take The Museum’s exterior underwent an extensive
ween departments. This practice rewards employees for quality advantage of the various development cleaning in 2008, when each caryatid was diligently
performance and provides incentives to expand skills. Employees opportunities that are offered at the scrubbed.
are promoted on the basis of qualifications and demonstrated Museum. Ultimately it is your responsibility
competence. to own and manage your development/
career. Your manager, and the HR training
Transfer of employees from one department to another is and development manager, can offer
sometimes necessary to meet the needs of the Museum. This may guidance and support, so please do not
occur by request from MSI or request of the employee. Typically, hesitate to reach out to either.
requests for transfer may be made after six months of service.

Most open positions will be announced by means of a Job
Opening posting viewable on msichicago.org and bulletin boards
throughout the Museum unless otherwise provided. Job postings
are in effect the day they are posted and generally remain open
for seven calendar days. Interested and qualified employees
should discuss their interest with their manager and submit an
application. The best candidates for the available position will be
selected from both the internal and external pool. Please contact
[email protected] with questions on the process.

6.0 Career Development 40