---------------------- multipart/alternative attachment Hi Wim, On Wednesday, November 3, 2004, at 03:20 PM, Wimblees@aol.com wrote: > The UT job starts at $31,000. Similar positions at other universities=20= > have advertised similar pay scales. I was fortunate to start a little=20= > higher. But other than pay raises at the whim of the Board of=20 > Directors of the university, I don't see me getting anything else in=20= > the way of a pay raise. As you and I have discussed, I looked into the position you are in when=20= it was opened, and had several email exchanges with the then head of=20 the music dept. The previous salary band for your position topped out=20= at something like $27K at the time. The only way they could improve=20 the salary was to make your position an unclassified position, and pull=20= in additional revenue from a community group which uses your=20 facilities/pianos. We have had similar, not exactly the same, but=20 similar instances of unequal pay raises for unclassified positions. A=20= couple of years ago, when classified salaries were frozen by the state,=20= the university was somehow able to generate additional revenue for=20 faculty pay raises. As you might expect, some got higher percentages=20 than others here in the school of music. Some got virtually none. Regarding the hourly salary, I imagine most other places do it similar=20= to the way it is done here. I am salaried/hourly. I fill out a time=20 card, but don't punch a time clock. The main purpose of the time card=20= is for recording hours in order to calculate leave time accruals, and=20 the like, not necessarily tied to what my pay check will be next week.=20= In answer to Scott, we are not allowed overtime pay here. If we work=20= more than 40 hours in a week, we simply have to take comp time. But I agree with Fred that I believe the hourly compensation is the way=20= we should be paid. Your time is protected. We preach about getting=20 paid for your time in the private sector, and it should be no different=20= here. > > This has been brought up before on this list. Are there any of you=20 > that have received pay raises for doing a good job, or as a change in=20= > your status? As a classified employee, there is no such thing as a change in status=20= unless you can manage to get your position reclassified, as Fred=20 discussed. We're trying to do that here (unfortunately, it's been=20 stuck in a desk drawer, awaiting time to look at it more closely),=20 adding language which more accurately reflects that the piano=20 technician, being the only person in the system who knows anything=20 about piano maintenance, is actually the decision maker in regards to=20 what needs to be done, rather than simply a technical repairer who=20 takes all orders from a supervisor. This is more in line with what we=20= actually do, and I encourage every one of you to look at your job=20 description and consider revising it to more accurately reflect your=20 responsibility level. I guarantee you that your position is lumped=20 into a classification with other skilled crafts in which there is=20 someone else in the system who gives them orders. Our job doesn't fit=20= that category. Revising your job description to reflect that you are=20 the decision maker should catapult you into a higher classification. > =A0 > Most=A0jobs at a university, from janitors to professors, have a = chance=20 > for advancement. But once a piano tuner gets hired, there is no place=20= > to go. This is because the piano technician is incorrectly classified in human=20= resources. > Is this something the CAUT guidelines should address? I personally think the section in the guidelines which does address=20 compensation, does so in an appropriate manner. However, university=20 human resources departments are not using the method we propose there. =20= They look to other universities to see what is being paid for similar=20 positions elsewhere, despite the fact that full time CAUT=20 positions/incomes represent a fraction of one percent of all piano=20 technicians nationwide. I believe this economic affairs committee survey could go a long way to=20= assisting CAUTs with salary issues, IF the questions regarding income=20 are worded in such a way to be able to provide accurate comparison with=20= private sector incomes. I did find something interesting on the monster.com web site. This is=20= apparently the perception that human resources personnel have of our=20 profession: Keyboard Instrument Repairer and Tuner (Arts and Entertainment) Inspects, repairs, and rebuilds instruments. Tunes and plays instrument=20= to determine necessary adjustments. May require a high school diploma=20 or its equivalent and 2-4 years of experience in the field or in a=20 related area. Has knowledge of standard concepts, practices, and=20 procedures within a particular field. Relies on limited experience and=20= judgment to plan and accomplish goals. Performs a variety of tasks.=20 Works under general supervision; typically reports to a supervisor or=20 manager. Do what? "Relies on limited experience and judgment to plan and=20 accomplish goals?" "Works under general supervision; typically reports=20= to a supervisor or manager?" (99% plus are self-employed) Interestingly, the only income data they had was a range of something=20 like $21K to $26K. Makes this profession look really inviting to the=20 next generation of piano technicians we've been talking about training,=20= doesn't it? Jeff ---------------------- multipart/alternative attachment A non-text attachment was scrubbed... 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