博物館策展有一定既定的流程以及與策展工作相對應的團隊，但在地方館只有兩個駐館員的人力條件下，面臨策展時地方館駐館員只能身兼多職。在工作龐雜且人數稀少的地方館，駐館員們如同超人一般，一個人當十個人用。在這樣的工作條件下，東區七館與輔導委員發展出換工的合作模式，試圖用這樣的工作策略解決地方館的人力問題。東區輔導計畫用換工的策略，及地方館實務工作的滾動，三年間七館一起從典藏重整到完成展覽，發展出在人力缺乏的現況另闢蹊徑，暫時解決地方館從政策發展至今仍未解的困境。因為人力條件在策展時有著屬於地方館的策略與方式，並實踐著新博物館學的思考，地方館策展人透過選題訴說在接觸地帶發生的故事，強調村民的地方經驗，從地方的角度去發展並討論議題，嘗試解決村民遇到的現況。透過此次展覽也增進地方民眾對於自己與地方館的信心，地方民眾會更願意靠近並使用地方館，讓地方館真正成為屬於地方的博物館。

Museum curation has established procedures and team,but in aboriginal heritage museum only two manpower, when encountering curation curator can only do multiple jobs. Working in a complex and lack of manpower aboriginal heritage museum, curator like superman. Under such working conditions, seven eastern Taiwan aboriginal heritage museum and their mentor develop an au pair work model, try to solve manpower problems. Eastern Taiwan aboriginal heritage museum coaching plan use au pair strategy and work practice, in three years they complete the finishing coffers to complete the exhibition. Find new ways to solve manpower problems temporarily solve the long-standing predicament. Because of lack of manpower so they have their own strategies when curating exhibitions, and practice new museology thinking. Curator tell the story of the contact zone through the exhibition, emphasize the local experience of the villagers, discuss issues from a local perspective, try to solve the problems faced by the villagers. After this exhibition, the confidence of the villagers and the aboriginal heritage museum is also enhanced, villagers are more willing to approach and use the museum, Really belongs to the museum of local museums.