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

[David Ilvedson]

Do CAUT classes at conventions talk about the reality of University work?  

David Ilvedson, RPT
Pacifica, CA  94044

----- Original message ----------------------------------------
From: "Jeff Tanner" <tannertuner at bellsouth.net>
To: caut at ptg.org
Received: 5/8/2010 12:14:03 PM
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