Yes these positions are for a theater, we looking into simplify are
call list when riders comes in it said it needs 120 stagehands will can break it down and give them crew members/ stagehands that have interest in so called areas. Aka Electrics, Audio, Box Pushers, Wardrobe,
Props, and Carpentry. I want to know what you thoughts are on what you need to move up in all to a
level 1 or a so crew chief in each area but also what you need move up from a box pushers to another specialty area.
James
I am assuming that by moving up a
level, you are offering different pay grades per
level. Since your crew will not
advance in all areas of theater equally (they will somewhat specialize), then you have two choices: choose a pay grade based on experience in a specific duty area (they are going to always want to work the area that they get paid the most) or raise their pay to the next
level even if all their skills do not match that skill
level.
Here's what I mean. If I have someone who could essentially be a ME, but can't put a
nail in straight to save his life, then you can either choose to pay him the higher
level for the jobs where he is a lead electrician, but lower pay when acting as a carpenter or choose to pay him a lower wage all the time until he brings up his carpentry skills.
When I was in charge of hiring technicians for productions, I created a dual pay scale and based my budget on splitting my crews between the two. I hired all technicians in at the lower pay scale and then offered them the ability to test into the higher pay scale. The test was for all areas. At the same time, my contact sheet was a spreadsheet that contained contact information, pay grade, and skill
level proficiency in all areas. So, I coulnd't penalize someone's pay if they didn't know carpentry, but had tested into the higher payscale. If I wasn't going over budget, I would put them in a lesser position to help
build their skills in that area and still pay their normal wage. That spreadsheet also contained areas that required specific training for my
venue such as running the fly
system, powered
man-lift (Genie), and areas requiring fall protection. Those specific training areas wouldn't get you paid more, but made you more valuable and so I would end up hiring you more often.
Where I drew the
line? They had to score a certain percent (80% IIRC) in most of the areas to be able to move up in pay grade. In other words, I would
advance someone who passed in say Electrics, Audio, and Wardrobe, but didn't cut the mustard in
Props and Carpentry (anyone could be a
box pusher). These days, I'd probably add Video as well.