Description

Summary

The Architectural Historian position is a mid-level position and is supervised and directed by senior-level cultural resources management (CRM) staff and serves as one of DOWL’s subject matter experts in the field of CRM. The person in this position should have a master’s degree architectural history or other closely related field and must have specialized training and experience working in in CRM. This position provides mid-level cultural resources support to DOWL’s internal and external clients, including a full spectrum of proposal writing, research, documentation, report preparation, public involvement, and agency and tribal coordination services in the area of environmental documentation as required by the National Historic Preservation Act (NHPA) and National Environmental Protection Act (NEPA). The person in this position synthesizes the results of background research and data assembly, conducts cultural resource identification and documentation, carries out or assists in limited monitoring, survey, and testing cultural resource sites, performs lab work and manages field data. They also produce small- and moderate-scale cultural resource reports, draft sections or portions for broader CRM or other reporting efforts, assemble lists of stakeholders and consulting parties (including tribal governments and entities), arrange and participate in cultural resources consultation meetings, and prepare correspondence specific to cultural resource investigations and other CRM activities. This person is also responsible for managing project schedules and deliverables, survey crews and field data, and the production of reports. An Architectural Historian should have a progressively responsible 4- to 6-year track record as a CRM professional.

Job Responsibilities and Duties

To be successful in this position, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions .

Software

• Microsoft Office (Outlook, Word, Excel) - Proficient

• Market Sector Software - Developing

  Technical Expertise

• Intermediate understanding of technical fundamentals

• Performs moderately complex design tasks independently

• Effectively divides projects into individual tasks

• Leads technical effort on small projects

• Performs quality control of basic deliverables

  Teamwork

Team player who is able to follow on large, complex projects and lead a small team on simple tasks. Anticipates the needs of other technical disciplines and takes responsibility for their results.

Project Delivery

Produces the following independently:

• Technical reports and memos

• Cultural Resource Baseline Reports

• Phase 1 and Phase 2 reports

• Section 106 documentation

• Other cultural documents as assigned

• Field studies and investigations

  Understanding Budget and Schedule

Strong understanding of scopes, schedules, and budgets. Able to predict and deliver individual tasks within a set level of effort. Able to consistently meet budget and schedule expectations on projects.

Industry Standards and Regulations

Demonstrates basic familiarity with the following laws and regulations:

• NHPA, NAGPRA, NEPA, ARPA

• Relevant state laws

  Client Interaction

Frequent client communications. Resolve issues on small projects. Attends client meetings and consistently use situationally appropriate communication tools (e.g., email versus phone versus in-person).

Other

Other duties as assigned.

Level of Work/Accountability

Performs moderate to advanced levels of technical work on larger and more complex projects as assigned by the market sector. Operates with a moderate level of autonomy. May assist with some project management tasks.

Supervisory Duties

No

Education and/or Experience

• Master's Degree required

• Years of experience required: 4 years

• Years of experience required with advanced degree: 3 years

  Certificates, Licenses, Registrations

• Must meet Secretary of the Interior's Professional Qualification Standards

• Must have a valid driver’s license and a good driving record

  Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this position, the employee is regularly required to sit. The employee is required to talk and hear. The employee is regularly required to stand, walk, and use hands. The employee may occasionally lift and/or move up to 40 pounds. Specific vision abilities required by this position include close vision and ability to adjust focus.

Ability to cut brush using chain saw or machete; ability to walk and hike through rough terrain, snow, and ice; ability to dig with shovel and hand tools; ability to screen dirt and sediment; routinely lift and carry between 30 and 50 pounds; ability to work on uneven ground surfaces and within small excavations. May need to work at rural and remote sites and travel by small fixed- and rotary-wing aircraft.

Work Environment

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Work may be split between the field and office. Field work is performed outdoors during year-round weather conditions. Work ranges from high-density urban to extremely remote settings. Individuals must be prepared to adapt quickly from one extreme to the other.

In the field: The noise level in the work environment is usually moderate to moderately loud due to the proximity to construction sites and related equipment.

In the office: The noise level in the work environment is usually moderate.

Geographical locations are taken into consideration with respect to compensation.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)