Hi Paul, I enjoyed reading your comments. I think you are exactly spot on. You're exactly right about all your continuing education and experience adding up to the equivalent of a doctorate. I don't see how another PTG sponsored credential is going to improve the lives of CAUTs. It might get colleges higher "credentialled" techs for the same money as non-credentialed ones, but that says nothing about the actual skill level. We'll still be facing graveyard work schedules and low pay. However, a union type of approach will never work. For one, there are too few of us to be effective as a union. Second, there are too many "right to work" states (whatever that means -- right to work without decent pay, I guess), including my state of SC. State employees here are not allowed to be members of any union. There's a state employees association, but its really pretty ineffective outside a lobbyist or two at the statehouse. That's why I've never tried to imply that we needed to become a union. And, don't forget, you make less than they do PROBABLY because you're what we in South Carolina call a "classified employee". That means that human resources has put your job into a very broad job classification which includes some language on education, experience in the field, employee supervision, etc. If you will read that job classification, you will see that there is no way to interpret it in such a way that a human resources department can adjust your salary if you have an endorsement from the PTG, RPT or otherwise, or from any other organization other than a government certification, IF that. Like has been mentioned, it makes much more sense to me for PTG to have a marketing approach which encourages diversity in training opportunities. If a CAUT endorsement were to exist, it MUST focus on diversity, much like faculty search committees like to see diversity in education and performance. The "only if we approve it" approach is just going to look foolish and self-serving, and won't amount to a hill of beans when it comes to credibility. Such a marketing approach might include some sort of language that suggests that you're not going to get a high end technician like you're looking for for what you have been paying and what you see other colleges paying. Some of you guys are extremely gifted with language, and can word it far better than I ever could. Properly marketed, music faculties and administrators who see the value of a diversely trained candidate would have to petition human resources for a more appropriate job classification, or declassification of the position. Also properly marketed, hopefully techs with high level skills will find the courage to turn down job offers with low pay. One other angle has also been presented over the years. The complaint has been made that there is a lack of qualified applicants for these advertisements. Maybe a push for high skilled techs to APPLY for these jobs and give decent salary requirements in cover letters could effect some pretty quick change. Just some more thoughts Jeff ----- Original Message ----- From: Paul T Williams To: caut at ptg.org Sent: Friday, May 14, 2010 5:50 PM Subject: Re: [CAUT] CAUT Endorsement Requirements Misperception - was Preaching to the Choir Good points. I, for one, after gaining approval from our Director, to attend regionals, nationals, or Steinway seminars, make sure it's documented in my file in the office and really talk it up with the piano and other salient faculty. The downside is that if there is no $$ in the music schools to turn this around to a bigger salary, then, there I am with more education, better pianos for the school, and there I am with the same salary. I consider myself now as having a doctorate+ equivalent in knowledge of piano technology as those who have a doctorate in piano, bassoon, or music theory. They all make far more than I do. I consider those great techs on this list who give me endless education and information (THANK YOU ALL!!) and my mentors; Steve Brady, Michael Reiter, Roger Gable, Jeannie Grassie, David Stanwood, Del Fandrich, and others too many to mention, to be PhD's in this field of endeavor. (I have to go to my homeland Northwest for those who got me going!!!) The endless question of "why?" will always come up. Why aren't we paid more? It's the pure economics... that some "dude" will be willing to do the job for less pay, and that's what the schools want as a bottom line in economic terms. All they look at is the economics; period. Yet, they will always expect the piano to sound great when Yo Yo Ma comes to town, etc. but have no interest in paying great RPT's to maintain their instruments on a day-to-day basis. I see no real "end" to this with a new "credential" saying we're a CAUT, unless we're some sort of union....ie Only those with certain credentials CAN work for a university or college, is far fetched although I like the idea in a dream state. How do we convince the highest ranks of wallets to believe us? That's where the monies are, and that's what makes the music schools go. Those are the Foundation members, Boards of Regents, or whatever drives your university dollars. It is their wallets and hearts we must hit, not just letters at the end of our names. I'll continue to grow, as I love this business and want to make pianos better, no matter what anybody thinks! Sadly I may not make much more $$ for all my ever expanding knowledge. At least I'll die doing my best to make music better.... Enough from me. Paul -------------- next part -------------- An HTML attachment was scrubbed... URL: <http://ptg.org/pipermail/caut.php/attachments/20100514/13ea1b8b/attachment.htm>
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