Just looking for any advice people may have about entering into new spaces in this particular position. I’ve worked in theatre for a while as a stage manager, box office manager, assistant to the company manager and have a background in dance as a performer and choreographer. I’ve worn a lot of different hats in the industry, this seems to put all that experience into one place and I’m a little nervous.
Any and all advice welcome. Thanks guys!
Wanting to go into the management side of theatre next year. Just wondering if anyone had advice or stories!
I just landed a phone interview for a Production Manager position, and I'm trying to prepare for it! I've been working in a 750 seat roadhouse as the ATD for nearly five years and I'm comfortable being the jack-of-all-trades tech lead that schedules and trains the crew, but I know production management is largely budget management focused, and the financial side of theatre is a little out of my wheelhouse.
I would love any input or resources that would introduce me to the business side of stage production (how to approach creating a budget, how to read a contract, how to negotiate, etc). Any production managers here that would be willing to impart a little wisdom? Any specific questions I should be prepared to answer?
Thank you!
Jonathan Andersen replied to HoneyBee’s tweet asking if we will see what NRS is up to this month with “👀”
Link to Tweet: https://twitter.com/jandy_nrs/status/1466077160645578757?s=21
Edit: He’s been retweeting X-Men related tweets lately, including one about “Praying for an X-Men fighting game one day”. X-Men game maybe?
This production is for a club. I volunteered for other roles but they were lacking people in this position so they put me in this along with one other person (inexperienced like me) and one experienced person (who will be helping us). I know nothing about stage manager but the responsibilities should be making sure everything runs smoothly, let the casts know when it will be their turns, and have to know everyone so that stage managers can communicate with them. I basically know only a few people because I just joined this club 3 months ago. Asides from having no experience, I’m afraid that no one will listen to me because they don’t know me that well. The show will be in one month but our team hasn’t had any rehearsal due to some problems, and I haven’t contributed anything. The first rehearsal will be in 3 weeks. If I back out now, they will only have to find a new person to replace me.
What should I do? I appreciate all the advices. Thank you.
Do you organise photo/video shoots or is that down to another person or even outsource completly to an agency?
For $16.50 an hour! Not only do they want me to run the production staff and floor, but the warehouse, training classes, production scheduling, and the program managers duties....
This is for a gov defense contractor....fucking laughable...
I've been in this industry 12 years. This amount of work required 4 to 6 people and almost all of those should be making 30+ an hour minimum....
What is going on these days.
Tier 1 supplier to CAT and John Deere. Please contact patrick@180engineering.con for more info.
I've tried looking here and elsewhere for an answer but it seems like I'm the only one who wants to do this. I'm pretty sure every car I've downloaded has the production year included, I was just hoping there's an easy way to sort my hundreds of cars by year without manually entering the year as a tag and having 70+ year tabs in categories.
TL;DR This is an open letter I wrote to tell my boss and other factory managers in the U.S. how their employees really feel right now.
Dear factory managers
I want to start off by saying this: I understand. You want us to work as much as possible so we can catch up on everything the pandemic halted. Your company can’t afford to miss any more orders. Perfection is expected from us to avoid sending bad products to already disgruntled customers. You need new hires to be trained as quickly as possible so we can get back to having a fully staffed team. However, there’s something you must understand.
All the pushing? It isn’t working.
Your employees were convinced that all the overtime and weekends were only temporary. Once we caught back up, we could go back to eight-hour days. Once you were fully staffed, we could have our weekends back. We've spent eighteen months giving 110% in the hopes of having one single Saturday off. You may believe we can catch up faster if you require us to work more, but in reality, all this is doing is scaring off our new employees. New people will not stay in a place where all they see in their first week is a bunch of overworked, disgruntled employees. All of the overtime will not matter when it scares away most of the new hires. I personally have been training at my job non-stop since July of last year, and most of the people I have trained did not stay longer than two months.
At least I asked to become a trainer. Some of my more seasoned coworkers didn't want anything to do with training, but they are still being forced to do it. From what I've heard, this is the case at most companies in the country now. We were all promised that once all the new people were trained, we could go back to doing the jobs we signed up for. Again, that was eighteen months ago. People have been working jobs they are not trained, nor paid to do because many of the salaried employees were laid off. No one wants to work a job they are not being adequately paid for. Honestly, it seems strange to task unhappy employees with the job of convincing anyone who comes in the door that this is a great place to work, long after they have stopped believing it themselves.
Nearly as frustrating as not being paid fairly is being paid almost the same hourly wage as the people you are training. When I started over 2 years ago, I was making $12.85 an hour. In those two years, I worked my but
... keep reading on reddit ➡[Florida] First off, I work for a major corporation and I've yet to reach out to the hub director or hub HR rep. The head of HR at my location has recently been promoted to Production Manager to work beside the current PM, putting her over virtually every employee on site. A couple months ago the current PM went on approved vacation, while at the same time the acting Plant Manager contracted COVID-19 (he's been out since). During that time our head of HR took on many of their responsibilities. She then relied on us(the Plant Supervisors) and our knowledge to bring production back to the black. Without direct knowledge, I'm sure this was used to ensure her "promotion".
I'm not negating her abilities or whether she deserves it but, she tends to be a gossiper and has butted heads with a couple of the employees. I'm curious if is it legal for her to assume the position at our site with the sensitive information her job exposed her to? Are there ethics/code violations? My fear is that with her past behavior, and the information/contact she has, that she might use it to her benefit or to move against other employees
In nexlab when you click on the gear, type the code, and open production manager, it shows a list of photo orders depending on their source. Same on the kiosks (you can open it from the service menu). I’m wondering when this would be useful? I asked one of my SFLs and she said she’s never used it before.
Anything helps, it's my first time and could use advice/experience stories. Thanks!
To learn more and apply for the job, please see Manager, Production Management - Global Franchises
My webapp has a staging version where we test our code and a production environment we deploy to for customers to actually use. I only want the production environment events reported into my Google Analytics account (don't want to artificially inflate the numbers).
Is there an easy way to configure this, either via Google Analytics or Google Tag Manager?
Do you organise photo/video shoots or is that down to another person or even outsourced completly to an agency?
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