Selection of a Student Stage Crew

[willmanc]

Help!
I'm a TD at the high school I teach at. The school is rather large and we usually get a large # of students to come out and participate in "Stage Crew." Because of our success in the local FREDDY AWARDS (televised local high school theatre awards based on the TONY Awards) we are getting a larger number of students...

I will have approximately 100 students show up to work on all aspects of tech theatre for a show.

I cant have that many!... for various reasons.

My 2 biggest concerns are:
1. By having that many students it becomes crowd control and not educational.
2. Major safety concerns!

Here is the problem... how do I select my stage crew?
What criteria do I base my decisions on?
Are these criteria subjective or objective?

I need to keep a balance of seniors, juniors, sophomores, and freshman... because of that, it cant be based on knowledge alone!

I'll take any ideas at this point!

Thanks!

[lieperjp]

Pick ones you can trust!

If you do enough shows, and I bet you do more than one show a year, have a schedule where there is a rotation between shows. I would keep the most knowledgeable students on all the time to "train" the younger, inexperienced students. Also, if your students do lighting design, audio design, stage management, have a "head" student in each category: not necessarily a senior or junior, but one who is from the most knowledgeable. Then assign, do not let the "head" students pick, one, two, three assistants to train. I say this because students will either pick their friends, and may not pick the right person for the job. If you go this route, as a teacher you should outline what you want your students to learn and come up with a way to accomplish this; one way that I think of is to assign a list of duties to the "head" and the "assistants."

That's just my idea, others will bring their own. I am not really speaking from personal experience, just kind of what I would do as a future teacher. You really are in a pickle, because you need to let every one have an equal opportunity, but also need to weed out those who do it because they want to and are good at it, and those who only want to do it because everyone else is or because of the "Freddies."

The one thing you should be happy about is that you have more than enough helpers. It's better than not having enough people!!!

[philhaney]

My two cents:

Come up with a written test, not too long, maybe two pages or a double sided sheet. Ask the students to define as many terms as they can from a list that you provide, as well as short essay questions (absolutely NO mutiple choice) like, "What is the most important thing when working on a stage crew?" to test their knowledge, and get a feel for their personality by how they answer. Also include at least one question to help you determine the student's attitude (like, "Why do you want to be on stage crew?").

In addition to the student's name, make sure they put down their year (freshman, sophomore, etc.). Grade the seniors more harshly than the freshmen (this may be the freshmen's first experience to theater, while the senior should have experience by now), but in any case use your judgement.

Have some sort of a system of criteria to justify your decision should you be challenged by a staff member or an irate parent, and don't be afraid to be creative.

When I was IT department manager at another job I had a list of 15 computer programming terms on the test I gave to potential new-hires. The directions said to define any five. The terms were easy enough that anyone could get 7 to 10. I was testing the candidate to see how well he/she followed directions. The ones who tried to impress me by defining all of them lost points; If they can't follow directions on a test, how well will they follow directions when they're working for me?


(The reason for no multiple-choice questions: When I went to college I was able to test into the advanced algebra class because the test was multiple choice, and I was able to logically deduce why three of the four answers could not be correct. I wasn't able to actually do the math. I enrolled in begining algebra instead. it was a good choice.)

[derekleffew]

Talk about an embarrassment of riches! Most involved with High School complain they can't recruit enough crew.

As others have said, it's your decision, and may be based on whatever, fair and non-discriminatory, criteria you choose. Just as a Cast List with roles is posted after auditions, a Crew List with assignments should be posted next to it. One Lead and one Assistant, in each department, is likely all that will need to be pre-determined. Assuming Stage Manager, Head Lights, Sound, Carpenter, Wardrobe, Props, plus one assistant for each, is twelve positions already, and these people may or may not actually run the show, (other than Stage Manager). Once work calls are posted, chances are good that your numbers will dwindle, and with feedback from your Leads, you will be able to assign additional deck crew, etc., as needed for the production. This same methodology is often used in the professional world, allows students to excel as well as teach, and encourages those excluded to try harder. Base your decisions on ambition and motivation, in addition to knowledge and experience.

[seanandkate]

I certainly don't have THAT many students to choose from, but you're right -- numbers can be a safety concern. With about half that number as the maximum I have ever had, I would also recommend a rotating schedule. This will immediately cut your numbers per gig. I use my most senior technicians as crew chiefs only. There's becomes a job of deligation and supervision--valuable skills that they need to hone (I already know THEY can hang and focus a rig or set up a sound system. I want to make sure that by the time they graduate, their skillset has been passed on!) Have your seniors track tha calls attended and the hours each student puts in. I think that is a more valuable guide to who is 'better.' I can teach knowledge. Work ethic is much harder. Anybody who misses a call or two (whatever your threshhold is) gets shown the door. This arrangement usually lets everybody who wants to, to contribute equally. Then at the end of the year, divide them into teams and have a "Tech Olympics" -- always a good time!

[ruinexplorer]

I am under the assumption based on your post that many of these students will not be from your school? If this is for multiple schools, have the other instructors assist you in "crowd" control.

First thing: Figure out what positions you need to make the show run smoothly (leads, assistants, crew). I would choose from your trusted students who show apptitude for leadership to head each crew. Make sure you don't make any position more "glamorous" than another to avoid bickering. It should go without saying that all positions are needed to make the show go on.

Have a production meeting with the leads to establish what needs to be accomplished, what kind of crew they will have, and how you expect them to report to you (you do want to know what's going on). Provide more direct supervision over the parts of the production you deem most hazardous.

Ultimately it is your show. It should only be as big of a production as you are willing to make it. It boils down to leadership. Well over 95% of pageants (including the Olympics) are done by volunteers who have no experience. What makes them successful is the >5% that do know what they are doing. You will probably find that you have competent students of all ages, and as long as you keep on top of them you will have great leaders.

[gafftaper]

I taught high school and I put together a killer crew.

The first thing you need is a class as a prerequisite to being on the crew. Make the class tough! That helps you sort really fast. If they survive, then you will allow them into stage crew.

Next you need a core group of people who know their stuff... and more importantly have the right maturity and attitude. I had a four heads: Lights, Sound, Production, and Scenics. Have meetings with them. Grant them some power to make decisions. Tell the rest of the group that they speak for you and need to be listened to or you can leave. From there you start dividing up the rest of the kids to work under the leads. If you are lucky you will have other good students who can then take over sub task teams.

Consider this entire structure you are building a mentorship program. If someone is skilled but isn't willing or able to teach another, don't put them in charge. You are building for the future.

Encourage a sense of teamwork and unity. As they develop their skills and work their way into your trust do your best to let them know they are valued. I had padlocks on all the various cabinets throughout the theater. My students couldn't get into the theater without my key... but once they were in, my leads were trusted with padlock keys to be able to do their work in their areas. It was amazing how powerful that authority and trust was. I had a student flat out tell me, "I'm going to work my butt off this year so that next year I can earn a set of keys".

[Sayen]

I'd have to second just about everything already said here.

I don't require the class, but I do give priority to students in the class over others. Why should someone not supporting my enrollment numbers or sitting through formal training every day get a job over my enrolled students?

Track volunteers too. Students who show up for the crap jobs get rotated to the top when it comes to lead positions. Those who volunteer are far more likely to get their pick of positions.

Last resort, pimp them out to schools like mine where we're usually short handed.

[hsaunier]

Find more activities to involve more people. If you have that many show for crew, do you have as many show up for casting? Add some productions that may not be as complicated (i.e. readers theater). Is your stage used for Band and Choir concerts? Use crew for that. School talent show? Use other activities as a step to the "Big Production".