----- Original Message ----- From: "Paul Milesi, RPT" <paul at pmpiano.com> > I agree with Ron here. Advancing or promoting the craft is not promoting, > working for, or ensuring particular wages or benefits for our membership. > That is the province of a union, which PTG definitely is not. If we are increasing the skillsets of technicians without promoting that the financial value of those skills is worth more, we leave our members as lambs sent to slaughter when it comes time to negotiate with an employer. As an organization, we have to acknowledge that these skills are used primarily for the purpose of earning a living. If we are advancing skills without also advocating for advancing the financial value of them, then we do a disservice to our membership. The only service we are then providing is to the employers (customers) of our members. If PTG is to be in the business of certifying members, shouldn't there be a financial reward as comes along with similar certifications in other skilled trades? I don't mean setting up a pay scale. I mean things like publishing occasional results of earnings surveys and other data and resources that would be supportive of members who are out trying to negotiate for a paycheck that doesn't qualify them for Medicaid. If they don't hear from us, all they have to go on is the Occupational Outlook Handbook, which doesn't make us look very well compensated. Self-employed technicians find out what the market for their skills is. It isn't difficult to do, and you don't have to ask any member what they charge in order to find out. If you're high, you'll figure it out. If you're low, you'll figure that out too. Customers call around, and they'll tell you exactly what the range is without you asking. But with employees, the situation is very different. About two per state is the average in the southeast. That kind of information is really very difficult to find out unless you're one of few who has kind of kept up with the subject over the years. I agree David, this is the market at work. But its really more like the slave market and our own people are selling us into it. Wouldn't you think our professional organization that we pay dues to would advocate FOR us rather than more on the behalf of our employers? I mean, here is this job posted with an advertised salary that qualifies for Medicaid and the only position our organization can take is, "if you advance your skills, one day you, too can move up to a good CAUT job like this." Yes, PTG provides very good opportunities for educational advancement of its membership. But it has no monopoly on training, and we still have a long way to go to establish the credibility of the RPT certification. Is that all it exists for? If it is not part of PTG's existence to advocate for the financial well-being on behalf of the membership it certifies, then, where is my incentive to be a member? Overwhelmingly, the number one reason I've heard for rejection of PTG membership by technicians is this: "What is the PTG going to do for me? Everything I hear is the value I bring to PTG. I can pay the non-member price if I want to go to a convention once in a while and get the same educational benefit. But what does being a member do for me?" Jeff
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