2301 Research Archaeologist


TITLE Research Archaeologist




IMMEDIATE SUPERVISOR Director, Center for Archaeological Research

MAJOR ADMINISTRATOR Dean, College of Humanities and Public Affairs


The Research Archaeologist acts as principal investigator, directs archival research, field and laboratory analyses, prepares technical reports, technical proposals and budgets, and assists other principal investigators on large projects, as assigned.


Education: A Master's degree in Anthropology, Archaeology, or a related discipline is required; a Doctorate is preferred.

Experience: Three years of experience in Research Archaeology are required; it is preferred that at least two of the three years of experience be in Cultural Resource Management (CRM). Field experience and interest in the archaeology of the Midwest, Southeast, or an adjoining region is required. Experience as a principal investigator, supervisor, and/or director on variety of projects ranging from surveys to full-scale excavations is required.

Skills: Computer literacy is required. Demonstrated technical report preparation skills are required. The ability to work independently, to make appropriate and fiscally responsible decisions, and to meet deadlines is required. Problem solving skills are required.

Other: Must be able to hike up to ten miles over rugged terrain to locate sites. Must be able to hike up to one-half mile to excavation sites while carrying a loaded backpack, canteen, screens, shovel, camera and buckets. Must be able to carry loads up to forty pounds and use a shovel to dig. Requires working outdoors in all types of weather. The scope of the position requires some out-of-town trips and occasional evening and weekend work.


1. Serves as principal investigator on both contracts and grants by planning and directing field surveys, test excavations, mitigative excavations, preparing reports, and researching literature.

2. Assists other principal investigators in large projects of the Center for Archaeological Research.

3. Supervises and instructs students enrolled in field experiences.

4. Remains competent and current through self-directed professional reading, developing professional contacts with colleagues, attending professional development courses, and attending training and/or courses as directed by the supervisor.

5. Performs all other essential duties as directed by the Director of the Center for Archaeological Research.


The Research Archaeologist is supervised by the Director of the Center for Archaeological Research.




Factor 1: Professional Knowledge, Skill, and Technical Mastery

Level 4 - 2300 Points: Knowledge of the principles, concepts, practices, methods and techniques of an administrative, managerial, or professional field such as accounting or auditing, financial management, business administration, human resources, engineering, social sciences, communications, education, law, or medicine. Knowledge permits the employee to complete assignments by applying established methods to recurring types of projects/problems susceptible to well-documented precedents or to schedule, plan, and carry out precedented projects. Alternatively, knowledge at this level might also permit the employee to carry out precedented projects requiring considerable experience in specific areas within higher education. Knowledge at this level is typically acquired through a combination of formal education and/or training and experience that includes a requirement for a college degree in a specific technical or professional specialty along with significant related work experience. Alternatively, equivalent knowledge requirements at this level include a non-technical or general Bachelor's degree requirement with substantial work experience or a non-specific Master's degree requirement with substantial work experience. Knowledge requirements generally also include a significant amount of related work experience and may include administrative or supervisory experience.

Factor 2: Supervisory Responsibility

Level 2 - 130 Points: Regular, but limited, supervision, training, or directing the work assignments of (a) small numbers of student, part-time or temporary workers, or (b) one or more permanent, full-time employees. The nature of supervision is largely confined to scheduling work and assigning tasks. Supervision at this level typically does not include a full range of supervisory responsibilities, and supervisory duties typically do not consume a large portion of the work day.

Factor 3: Interactions with Others

Level 3 - 250 Points: The purpose of interactions is to advise or counsel others to solve recurring and structured problems, and/or to plan or coordinate work efforts with other employees who are working toward common goals in situations where relationships are generally cooperative. Interactions are moderately structured and routine and may involve employees in different functions, students, and/or the general public. These types of interactions require normal interpersonal skills.

Factor 4: Job Controls and Guidelines

Level 3 - 500 Points: The employee operates under general supervision expressed in terms of program goals and objectives, priorities, and deadlines. Administrative supervision is given through statements of overall program or project objectives and available resources. Administrative guidelines are relatively comprehensive and the employee need only to fill in gaps in interpretation and adapt established methods to perform recurring activities. In unforeseen situations, the employee must interpret inadequate or incomplete guidelines, develop plans, and initiate new methods to complete assignments based on those interpretations. Assignments are normally related in function, but the work requires many different processes and methods applied to an established administrative or professional field. Problems are typically the result of unusual circumstances, variations in approach, or incomplete or conflicting data. The employee must interpret and refine methods to complete assignments. Characteristic jobs at this level may involve directing single-purpose programs or performing complex, but precedented, technical or professional work.

Factor 5: Managerial Responsibility

Level 4 - 1500 Points: Work involves the primary accountability for a smaller department, program, or process. Work activities involve managerial decisions that directly affect the efficiency, costs, reputation, and service quality of the department, program, or process. Work affects a limited range of professional projects or administrative activities of the University. Work activities have a direct and substantial impact on the department. While work activities do have some effect on the efficiency and reputation of the cost center, departments, programs, or processes at this level represent a relatively minor function within the cost center. Employees in jobs at this level may have responsibility for developing budgets, distributing budgeted funds, and exercising the primary control over a relatively small budget.