State Of Employment Poll & Review July 13 – July 19

Results remained steady this week and while there were no major changes in employment status, that doesn’t change the fact that according to respondents, it’s clear that orchestra staffers and musicians continue to move toward higher ratios of under-employed and unemployed statuses.

Weekly Report

Administrators continued to experience continued movement in existing directions. There was a slight uptick in the ratio indicating they were working or being paid at their regular full time or part time status with 28 percent. 33 percent are working at reduced hours and pay and 41 percent indicated they have either been furloughed, laid-off, or seen their positions eliminated.

Salaried musicians maintained similar ratios of employment status to the previous week with the exception of a slightly higher ratio indicating they were not drawing a salary but still had benefits.

Per-service musicians continued to experience the brunt of economic paid with the highest ratio of respondents indicating they are not being paid for any cancelled services or are only receiving reduced payments.

 

You can track the per week and cumulative totals along with all of the stakeholder charts at the Orchestra Stakeholder Employment Status During Coronavirus Shutdowns Google Sheet.

This Week’s Poll

  • For staffers and managers, the questions are straightforward. Music directors (employee or independent contractor status) and staff conductor positions should respond as an administrator.
  • For musicians, questions are specialized for salary and per-service level musicians. While there are certainly musicians that fall between those groups, I’m asking that you use your best judgement to select answers that best represent your current work status.
  • Each weekly poll will allow you to submit one reply. Having said that, it is important for each respondent to return the following week in order to confirm or update your status with a new reply. Doing so will provide an even clearer sense of how things change from week to week.

If you have not yet submitted a response this week, please take a moment to submit your status below. The more submissions we have, the better the data represents current conditions. To that end, we’ll be collecting results through Sunday for this week’s totals so if you have yet to submit a response, please take a moment to do so.

Likewise, submitting a response each week goes a long way toward tracking major changes in status. So, thank you in advance for taking part and encouraging your friends and colleagues to do the same.

This Survey has expired.

About Drew McManus

"I hear that every time you show up to work with an orchestra, people get fired." Those were the first words out of an executive's mouth after her board chair introduced us. That executive is now a dear colleague and friend but the day that consulting contract began with her orchestra, she was convinced I was a hatchet-man brought in by the board to clean house.

I understand where the trepidation comes from as a great deal of my consulting and technology provider work for arts organizations involves due diligence, separating fact from fiction, interpreting spin, as well as performance review and oversight. So yes, sometimes that work results in one or two individuals "aggressively embracing career change" but far more often than not, it reinforces and clarifies exactly what works and why.

In short, it doesn't matter if you know where all the bodies are buried if you can't keep your own clients out of the ground, and I'm fortunate enough to say that for more than 15 years, I've done exactly that for groups of all budget size from Qatar to Kathmandu.

For fun, I write a daily blog about the orchestra business, provide a platform for arts insiders to speak their mind, keep track of what people in this business get paid, help write a satirical cartoon about orchestra life, hack the arts, and love a good coffee drink.

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