[CAUT] Preaching to the choir; was University of Idaho Piano Tech Vacancy

[David Love]

And what should the PTG do?  Strong arm universities into raising the pay
scale?  It's simple supply and demand.  There are always enough techs
interested in the university positions (for various reasons) that the
universities, being generally budget conscious, can find someone to fill the
slot.  The PTG has no control over the hiring practices of various
institutions and it's not their role nor is it within their power under any
conceivable circumstances that I can think of.  People who ask what the PTG
will do for them and don't join because it's not working to guarantee them a
certain wage miss the point, in my view.  How can the PTG possibly deliver
on financial reward for certification?  They don't set pay policy nor can
they.  

David Love
www.davidlovepianos.com


-----Original Message-----
From: caut-bounces at ptg.org [mailto:caut-bounces at ptg.org] On Behalf Of Jeff
Tanner
Sent: Saturday, May 08, 2010 12:14 PM
To: College and University Technicians
Subject: Re: [CAUT] Preaching to the choir; was University of Idaho Piano
Tech Vacancy

----- 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