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Messages - MatthewShiner

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1501
I think assuming someone has access to the internet is a bad assumption - and all information should be accessible two ways anyway so there is a back up (like internet and a phone hotline.)

Working at certain levels, were actors are out of town, not everyone travels with a laptop or do the necessarily have internet access at their housing.

1502
The Hardline / Re: Treating all actors as AEA in a showcase?
« on: Sep 01, 2009, 10:07 pm »
I ditto a lot of what people have already sad.

You don't need to treat AEA and Non-AEA the same and still show respect to all actors.

It's about finding the balance.


1503
Basically, think non-AEA ASM . . . but the duties are SO flexible, that it may change from project to project in a theater and vary from theater to theater.  Right now, I have a PA running the deck as ASM on one show, another PA is in the rehearsal room tracking costumes and being on book.  Sometimes, the PA is only dealing with paperwork outside rehearsal, other times that are a vital park of the SM team.

It really depends on the needs of the show and the stage management team.


1504
Yeah, I totally think it should be dealt with by the company, it becomes a contractual issue.

The theatre is the one paying for the garment, the theatre is the one who would be responsible for paying for the garment if it is lost or destroyed, and the theatre is the one would should be negotiate for the cost.  As a SM, you should get out of this, other then to make sure the costume shop and general management have agreed on the pieces to be borrowed and to follow up the rider/contract has been signed.


1505
Any sort of agreement like that is a contractual issue, and should be dealt with by general management.

1506
Stage Management: Plays & Musicals / Re: Contact Sheets
« on: Aug 30, 2009, 12:44 am »
On microsoft word . . .

highlight text

go to format text

click hidden

then when your preferences, print options you can click and un click hidden text to be print.

One document that is updated, you just choose what is printed.

I have my staff also change the color of the hidden text to BLUE - so when we are looking at the SM version of the contact sheet - which includes ALL info, we know which information was hidden, and which information we give out to everyone.

1507
Stage Management: Plays & Musicals / Re: Contact Sheets
« on: Aug 28, 2009, 03:39 pm »
I do one contact sheet.

Information that people want to be confidential, I do as hidden text and only print on the SM Version.

If I send out an electronic version of the contact sheet, I send out as a PDF - so people can not sniff around and find confidential information.

I put people into my cell phone as they call me . . .I add contact.  But otherwise, other the designers and director types, I don't type them all into my phone (although over the years I have added quite a few to my phone).

I do have my phone on locked version now so if my phone gets stolen (which it has before), then they don't have access to that information.

1508
SMNetwork Archives / Re: Too many sick days on Broadway.....
« on: Aug 22, 2009, 09:41 pm »
I think it would be odd for AEA to step into punish behavior of it's members . . . but I am sure the producers would love for their to be a solution to rampant absenteeism.  

EDIT: Fixed some wonky formatting. - PSMK

1509
SMNetwork Archives / Re: Too many sick days on Broadway.....
« on: Aug 22, 2009, 11:10 am »
I just spoke to an ex-company manager/Broadway producer and he says this is not a new problem, and not a problem easily solved.  Absenteeism is a huge problem on Broadway.

1510
but I'm not sure if that's appropriate for a theater company who's mission statement is all about community . . .

I think make it a think about community - if you are group that is bound by community, have people respect that community.

You know, this problem isn't just about community theatre . . . it happens all the way up the ladder.

My suggestions, talk to the worse offended.  Talk about the problem being separate from them, ask them what you can to do to help them arrive on time, see what the core of the problems could be.

Also, I suggest, start on time, no matter what.  If you have to read in missing people, get started.  You are going to have wait or go back anyway, why not show the cast we are starting on time no matter what . . . so let's get started.

If that is a little passive aggressive . . . try starting each rehearsal with a 5 or 10 minute warm up . . . that way people are working towards getting ready and focused.

1511
SMNetwork Archives / Re: Too many sick days on Broadway.....
« on: Aug 21, 2009, 04:48 pm »
The issue is complicated from a producers’ standpoint – and that was the perspective given in the article.  (Please note, this has been an issue on several shows, including, as I remember, Spamalot.)

Let’s assume that the producers have good understudies, and they are well rehearsed – after all it’s in their best interest to have that be the case.  (Although not always done on shows, including long running Broadway shows.)  AEA does require understudies and does require a certain amount of rehearsal.  The show has been playing for quite awhile, so I am sure these understudies are not only rehearsed, but have performances under their belt.

But, there is a perceived notion that the level of performance is lessened when the understudy goes on.  (That may or not be the case – sometimes I have had understudies/standbys be better then the original cast.  AND, we all have experienced that when an understudy goes on, sometimes all the other performances rise a bit to help out the “new guy”.)  The producers want to protect the perceived value of their show.  As an audience member, when I see a whole host of understudies on, my first reaction is, and this is as an informed audience member, that the performances may be sub the typical performance, especially when they are subbing for a Tony Award winning performance.  One of the main reasons I go see a show in New York, rather then wait for the road-show version, is to see these award winning performances.

Personally, I was in the audience for one of the first performances of The Producers that Nathan Lane was out.  The entire time I watched the show, which I thoroughly enjoyed, somewhere in the back of my head, I was wondering how much better the show would have been with Nathan Lane in the performances.  Luckily, I was able to go back and see him perform.  In the end, the show wasn’t that much different – but I did enjoy seeing the original cast member in the performance.

There is also an “insider” notion – that producers know – that when a show in waning, more and more people will call “out” – for whatever reason.  So, a show with a lot of understudies performing can look like the show is about to close – and if that word gets out, ticket sales can begin to slump.  (Who wants to see the show that is about to close due to poor ticket sales?)

A director can easily get upset about this issue as well, because in almost all situations, an understudy is not rehearsed or directed by the original directed and is either put in by an assistant, a dance captain or the stage manager.  And with their name on the show, they want it to be as true to their original production as possible.

I think this is a very complicated issues.  I think it has a lot to do with how our union covers outages with pay and without pay – calling in sick doesn’t require approval, doesn’t require pre-planning, and they still get paid.  When you see patterns developing in outages (like higher percentages of “sicknesses” being on Tuesday and Sunday . . . you can’t but help question the legitimacy of these outages.)

I also think there is a generation issue involved in this – in general, there is an changing attitude in younger employees.  Recently articles have mentioned there is less employee/employer attitude, people are staying with jobs less time, and job switch a lot.  How that general trend applies to theatre could be debated and tracked as well.  But, I do have to say in regional theatre I have noticed that there is a generation change in younger actors versus older actors about calling in sick, missing performances, etc.  There is a slight deterioration in work ethic.  (Although I have to say the extreme “the show must go on” attitude may have been too far in one direction.)  I also note that young actors tend to push themselves a little more outside of rehearsal, less willing to scale back their non-work life to deal with the pressure  and demands of a 8-show week on  a open-ended run.  Yes, this is difficult . . . but it is the contract they signed.

I also think it is important to note . . . it was the director who spoke to them, not the producers.  It was artist to artist, so I think more artistic concerns were in play here.

1512
Stage Management: Plays & Musicals / Re: Production Supervisor?
« on: Aug 21, 2009, 12:35 pm »
I think it depends on the specific job description.  The title is a little nebulous, and depends on the specific situation.  I have know Production Supervisors to be the original PSM who moves up to be sort of the Production Manager/Production Supervisor for the rest of the run, and then on national tours.  Other Production Supervisors act like production managers, and then leave at opening.


1513
The Hardline / Re: work hours report
« on: Aug 17, 2009, 10:00 pm »
Um, hours worked may differ from the hours called. 

I would call AEA and see what they are tracking it.

1514
Just to put things in perspective . . . it takes me about 40 hours to fill single AEA SM or ASM Position - longer to fill a PA position or SM intern (odd, I know).  Recently, I had to fill two positions in the midst of rehearsing one show and prepping another.  Trust me, anything that would have slowed down my process would have have not been a good thing.

I always talk about how in auditions, if the director is casting 10 roles, he wants the first ten people to be perfect - so he can be done with the whole audition process.  Same thing with hiring SMs - I really want the first resume I pick up to be great, personable, talented, experienced and perfect for a job.

Wy put any obstacles up . . . the second I get you resume, maybe the moment I have time to make phone calls for references . . . if they are there, your resume may get shuffled to a different pile.


1515
Here's the thing . . .

I post a job I need to fill.
I get your resume.
I like what I see.
I want to check some references, but, it will require a 12-24 hour wait for you to get them to me.

I get another resume.
I like what I see.
Resumes are listed.
I can call right away, get excited about someone 12-24 hours earlier then I can get excited about someone else.

Remember, references are just a staring point . . . I have said before I rarely care references for paying jobs, I call people you haven't listed as a reference.  Unless you are a complete moron, I know the references are going to say good things about you.

What I want to hear from is someone who worked with you at the big theatre you only work once I.  I want to hear what you are like at your worse . . .

I doubt your references will be get 100's of phone calls, and if your are worried, get nine references, and rotate them out.


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