Job satisfaction among technical directors in the performing arts.
Nearly thirty years ago, the subject of job satisfaction among theatre technical directors arose as a topic that merited serious investigation. There was a suspicion among some in the profession that the field of technical production was experiencing a large turnover in jobs and that many were leaving the field before reaching retirement age.In order to determine if there were any validity to those suspicions, a survey to investigate job satisfaction among technical directors was conducted in 1987 by Lisa Aitken, under the guidance of Professor Dennis Dorn, as the subject of her MFA thesis at the University of Wisconsin-Madison. The results from that initial survey of technical directors did indeed show that many had recently left, or were soon planning to leave, the field. The study also was able to point out some of the issues that were at the root of the problem. Noteworthy among them were long hours, low pay, lack of job security, and a lack of control in the work environment. However, none of the negative responses were universal to all TDs, and, in fact, the survey identified many issues that TDs felt very positive about. Issues like recognition from co-workers, job challenge, and job variety all rated very high. The results from the survey were published in the 1989 spring issue of Theatre Design & Technology and were discussed at USITT conference panel sessions in both Anaheim (1988) and Calgary (1989).
My involvement with the project began ten years after the initial research was conducted. Like Lisa, I was a MFA student at UW-Madison in need of a thesis project. Dorn suggested I take up the project to see if conditions had changed in the years since the 1987 survey. Using the same methodology and keeping the core survey intact, I went about updating the study. The results obtained were very similar to those obtained in the first survey, but the numbers were slightly better and seemed to indicate some movement in a positive direction.
Armed with fresh data, and what I felt were encouraging signals, I presented the results at the 1998 conference in Toronto. The reception from the session attendees was not entirely what I expected. I was taken aback by the amount of frustration in the room. What I didn't realize from analyzing the data was just how strongly the technical production community felt the negative aspects of the job. The session in Toronto became a forum for some of those in attendance to vent their frustrations.
Toward the end of the session, someone asked me why I wanted to be a technical director. I don't recall exactly what I said in response, but I do remember seriously pondering that question in the weeks that followed.
Fifteen years later and I still think about that question and the results from those two surveys. In fact, the results are never far from my thoughts. Most major career decisions, and countless minor ones, have been made with the survey data in mind. It has been a tremendous help to me personally as I've navigated the industry. Which is the major reason why I wanted to conduct the survey again. To inform the next generation of TDs, and those of us who have been working for a while, of the challenges that are present for TDs at the start of the twenty-first century
SURVEY STRUCTURE
The survey has gone through a few structural changes over time. The 1987 survey was divided into three parts with a total of forty-nine questions. Part One covered general demographics, Part Two dealt with satisfaction issues, Part Three was for active TDs only, and contained questions pertinent to career longevity. In 1997, I kept the original forty-nine questions and added an additional twenty-four questions to Part Three to explore that area more fully.
The 2011 survey is nearly identical to the 1997 survey, except that I eliminated seven questions from Part Three that many respondents of the 1997 survey had skipped. Those questions related to health concerns associated with technical production work and, in retrospect, seemed difficult to correlate with satisfaction issues. The biggest change between the three surveys is the response structure. Surveys of this type typically utilize one of three basic structures. A "two-category" response structure is identified as being either a Yes or No. The responses in a "three-category" system are Yes, Somewhat, or No. A "five-category" response system is Definitely Yes, Yes, Somewhat, No, and Definitely No. As you would expect, the more possible responses there are, the more difficult it is to interpret the data, while, on the other hand, more response choices can lead to more meaningful data when analyzed.
The 1987 survey utilized the three-category rating system, which at the time seemed like a good compromise between the simplicity of the two-category system and the complexity of analyzing the results from a five-category system. Unfortunately, the data obtained using that approach was difficult to interpret since the most popular response given to many of the questions was often the rather ambiguous answer Somewhat. In 1997, the structure was changed to the two-category system with the hope that the data would be more decisive and clear cut. Unfortunately, when it came time to cross tabulate the data (a method researchers use to compare answers from different questions), the survey returned far more statistically irrelevant results than the previous survey. In yet another attempt to glean greater insight, the 2011 survey utilized the five-category structure. While making the raw data a little more difficult to tabulate, it does provide a more nuanced view of the subject matter. Before getting to that level of information, however, I would like to discuss what the raw data revealed in each of the survey's three parts.
RESPONDENTS
An effort was made in each survey to reach the most diverse group of technical directors. In 1987, a mailing list of 1,000 TDs was compiled from university, regional, and professional shops, generating a 36% return. In 1997, 585 surveys were sent out to the same demographic group, generating a 28% return. The response rate from both was determined to be sufficient to yield statistically significant results. In 2011, the response rate is unknown because the data was compiled online and the survey announcement was sent electronically. An effort was still made to reach as diverse a group as possible. The survey announcement was posted in Sightlines, on the Stagecraft e-mail list, on the Technical Directors Forum, and over one hundred individual e-mails were sent to professional shops, theatres, and universities, making the response rate impossible to calculate. Even so, the actual number of responses to the survey (188) was higher than the number of responses to the 1997 survey (163).
PART ONE: RESPONDENT DEMOGRAPHICS
Figures 1 through 7 compare respondent demographic information across all three surveys. While not relating directly to satisfaction, the demographics help to paint a picture of the average TD. The percentages shown are rounded to the nearest whole number and in some cases may total 100%.
As you can see from the graph in figure 1, the numbers of respondents age fifty or more has increased. The result is a more even distribution across the groups in 2011, suggesting that the 1987 trend of TDs who exited the field before retirement age has shifted.
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Figure 2 is probably no surprise to anyone who has worked in the performing arts over the past three decades. The percentage of female TDs has increased 2% since 1987. Female technical directors comprise 8% of the total TD population. The experience level of TDs is also increasing. As shown in figure 3, 24% of TDs now report to have worked in the profession for over twenty years. In 1987 that number was 6%. In 2001, 51% of TDs reported working for more than ten years.
The employment data has also shifted slightly, as shown in figure 4. More TDs are reporting to work in regional theatres. Also the "other" category has seen an increase. Those who answered "other" report to work in the following areas:
* Performing Arts Center
* Opera
* Theatre Equipment Manufacturer
* Rigging and Equipment Installer
* Freelance
* Sales
* Theatre Consultant
Education is still the largest employer of TDs who responded to the survey. There were four PhDs responding to the survey in 1997 and only one in 2011 (fig. 6). Also, the number of diplomas and MAs has declined. The biggest increase is in those TDs with an undergraduate degree, but MFAs still dominate the profession.
The 1987 survey used a different salary scale, so only two surveys are compared here (fig. 7). At first glance, it would appear that salaries have increased, but taking inflation into account, salaries have remained fairly constant. A salary of $40,000 in 1998 is roughly equivalent to $55,000 today. Based on the data compiled in 2011, the median technical director has the following demographic characteristics:
* Male
* Well educated (53% have an MFA)
* Over thirty years old
* Average annual income over $36,000
* Has worked in the field more than ten years
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PART TWO: SATISFACTION AREAS
Part two of the survey asked questions that related directly to job satisfaction. Because the three surveys used three different response structures, only the results from the 2011 survey are covered in detail here. I will make general comparisons between the surveys when appropriate. In figures 8 through 19, similar questions are grouped together into a single graph to save space. There is not necessarily a correlation between the responses charted in the graphs.
The pie chart in figure 8 shows the distribution of responses to question #6 in the survey: "Which of the following conditions did, or would, make you consider leaving the field of technical direction?" (Select your top two choices). The top choices were:
* Low salary
* Low amount of free time
* Lack of control over job situation
In all three surveys, respondents expressed overall satisfaction when asked questions about recognition and support, such as:
* Receive cooperation and support from your production team?
* People who you supervise are cooperative?
* Receive recognition from your co-workers for the job you do?
* Receive recognition from your employer for the job you do?
* Receive positive support for your job from family and friends not involved in theatre?
Two issues, however, rated low across all three surveys. Figure 9 shows the distribution of responses to the question, "In your present position, do you feel you have opportunity for advancement?" The numbers show that most TDs do not see advancement opportunity in their positions. Figure 10 shows the distribution of responses to the question, "Do you feel you receive recognition from your peers outside your place of employment for the job you do?" These numbers represent a significant shift from the past results. Here's how they differ:
* 1987-16 % didn't feel recognized
* 1997-11% didn't feel recognized
* 2011-42% didn't feel recognized
When asked "Does your work provide a feeling of satisfaction?" TDs responded very positively (fig. 11). The 2011 numbers have declined slightly since 1997 but are still much higher than they were in 1987:
* 1987: 50% responded positively
* 1997: 88% responded positively
* 2011: 68% responded positively
Other questions also received positive responses, such as:
* Are your present duties well suited to your education?"
* Do you feel your job utilizes your fullest potential?
* Does your job allow you to execute new and original ideas on the job?
* Does your work provide enough variety?
* Do you see the direct results of your work?
* Does your employer offer acceptable insurance benefits, sick and vacation leave, personal time, etc.?
* Do you feel your job provides for a secure future?
* Are your overall working conditions acceptable?
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As you may have guessed, compensation is not an area TDs feel good about (fig. 12).
Questions that generated ambivalent responses from technical directors were about production budgets and timetables. Neither area has improved over time. One area that has improved is safety. In 1987, 40% of TD reported working in a safe facility; today that number is 70% (fig. 13).
Figure 14 shows the number of TDs working with (or without) a written job description. The number of TDs with a written job description in 2011 was 46%. In 1987 that number was 26%. Progress?
Technical directors overwhelmingly view themselves as managers and supervisors. Laborer is at least part of the job for many TDs. These numbers have changed very little since 1987 (fig. 15).
Figures 16-18 are probably the least surprising and most troublesome for most technical directors: 64% of technical directors cannot complete their job responsibilities within a 40-hour average workweek, and 22% answered Somewhat, suggesting that a workweek of more than 40 hours is not unheard of for those respondents. Of those TDs who couldn't complete their responsibilities within a 40-hour week, 24% still cannot complete their duties within a 50-hour week, while 34% can somewhat complete their job duties.
Most TDs also report taking on job duties not in their job description and participating in additional areas of work. Time for interests outside the workplace is small (fig. 19).
PART THREE: Responses from Active Technical Directors
The following tables record the responses from the third section of the 2011 survey. Only those who reported to being active TDs were asked these questions. Some of the questions here are also grouped to save space. There is not necessarily a correlation between responses in the same graph.
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The question "Are you currently working as a Technical Director?" was a cut-off question in the survey. Those who responded Yes were allowed to continue with the survey: 88.6% of those surveyed responded Yes. Figure 20 charts the responses to four longevity related questions. Most notable here is that 49% of TDs do not expect to be working in the field ten years from now. The chart also affirms that TDs do not view the position as a stepping stone to some other position or career: 68% of TDs now view technical direction as a lifetime career versus 42% in 1987 (fig. 21).
Figure 23 graphs two important questions, "Are you satisfied with your career choice?" and "Are you satisfied with your current position?" Both questions generated very positive responses.
Figures 24 and 25 examine the number of positions held and years employed in the current position. Figures 26-28 show additional duties and employer perks. Figure 29 graphs the even split between those who feel they were adequately prepared to take on the role of TD and those who don't.
CROSS TABULATION DATA SUMMARY
Cross tabulation is a tool used by researchers to compare alternate answers from one question to alternate answers in another. It allows connections to be made between responses to different questions. For example, in figure 30, a cross tab was run between the place of employment versus salary range. You can see in the chart that a majority of TDs who make the highest salary work in an educational environment. Cross tabs can yield valuable information, but they can often result in irrelevant results. An example : a cross tab was run between the question "Do you expect to be a TD in 10 years?" and "What is your present age?" I expected the results from that comparison to show that a majority of TDs closer to retirement age answered No to their expectations of being in the field ten years from now. What I found was that it didn't matter what age bracket the respondent was in, the No response was evenly distributed across all age groups. Even though there is no correlation between the age of the respondent and the No response, that result is still telling.
In 1987 and 1997, the results from the surveys were tabulated and analyzed by the Wisconsin Survey Research Laboratory, a university-wide facility designed to help faculty members with sample survey research and analysis. The costs for tabulation were significant, and each cross tabulation they ran incurred an additional cost. In 1997, 41 cross tabs were run, and only 19 of those yielded significant data, not a very cost-effective ratio.
In 2011 the cost factor in a study like this has nearly vanished. The survey was conducted online by the survey hosting website, Surveymonkey.com. For a small flat fee, they will tabulate your survey results and run as many cross tabs as requested. This allows the possibility of every question being cross tabulated with every other question, a daunting amount of data to sort through. To focus my efforts, I looked at the successful cross tabs from the previous two surveys as a staring point. A majority of the comparisons did not yield meaningful data.
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A BRIEF SYNOPSIS
Survey results can be so full of numbers it's hard to see the big picture. Key issues covered in all three surveys include job satisfaction, job security, compensation, and work week.
In the category of job satisfaction, three issues stand out:
* Salary has little bearing on job satisfaction,
* TDs who consider the profession a lifetime career are more likely to feel satisfied in the job.
* TDs are more likely to be satisfied if they are able to complete their jobs within a 40-hour work-week.
In the category of job security, it's clear that place of employment, education, and having a written job description matter.
* University technical directors feel more secure in their positions than do regional or community theatre TDs.
* TDs with only an undergraduate degree feel less secure in their positions than TDs with MFAs.
* TDs who have a written job description feel more secure in their positions than TDs who don't.
Compensation is a good predictor of how TDs feel about their jobs.
* TDs who make more than $55,000 feel they are paid what they are worth, TDs who make less than $45,000 generally feel they are not.
* TDs generally feel their salary is comparable to other positions when they feel well compensated in their current position.
* TDs who cannot complete their job duties in a forty-hour work-week are more likely to not feel they are paid adequately.
The attitudes of TDs about status and careers can be seen in questions about hours worked in a week.
* TDs who need more than 40 hours a week to complete their job duties are more likely to consider themselves laborers.
* TDs who put in long hours still feel satisfied with their career choice,
* TDs who put in long hours still perceive technical direction as a lifetime career.
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AREAS OF CONCERN AND A BIT MORE HISTORY
When looking over the data, the first thing that you may notice is that technical directors seem to be of two minds concerning their profession. On the one hand, when asked directly about how they feel about their jobs, TDs responded very positively:
Question 18: "Does your work provide a feeling of satisfaction?" 68% responded positively.
Question 45: "Are you satisfied with your choice of technical direction as a career?" 90.6% responded Yes
Question 63: "Are you satisfied with your current position?" 68.8% responded Yes.
For comparison, in 1997, 88% responded positively to question 18, 69%, responded Yes to question 45, and 52% responded Yes to question 63.
So overall, TDs appear to be happy with their careers, but there are several areas of concern. Top among those are the following:
Question 19: "Do you feel you are paid what you are worth?" 51.1% responded negatively.
Question 37: "Can you usually perform your job responsibilities within a 40-hour average work week?" 63.7% responded negatively.
Question 42: "Do you take on responsibilities not required in your written job description?" 77.9% agreed.
Question 60: "Do you feel you are doing the job of more than one person?" 74.4% said Yes.
These concerns have changed little over the past twenty-four years. Here's how TDs responded to those questions in the previous surveys:
Question 19: Paid what you're worth. 1987: 51.6% responded No. 1997: 71.2% responded No.
Question 37: 40 hour work week. 1987: 64.4% responded No. 1997: 76.7% responded No.
Question 42: Duties not in job description. 1987: 72.1% responded Yes. 1997: 92[degrees]% responded Yes.
Question 60: Job of more than one person. 1987: not asked. 1997: 74% said Yes.
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None of these problems seem to have improved over time. Related to these is question #6: "Which of the following conditions did, or would, make you consider leaving the field of Technical Direction?" The top three responses were:
* Low Salary
* Lack of control over job situation
* Low amount of free time
The top three factors that would make someone consider leaving the profession also happen to be the top three areas of dissatisfaction among technical directors.
CONCLUSIONS
The goal of the first two surveys, and the latest one as well, was to identify areas of concern among technical directors and use that information to begin a debate on how best to address those concerns. All three were successful in that they did inform and spur debate. But in retrospect, I think that was only a small part of their value. Debate alone is unlikely to lead to any meaningful change in the profession. That will come as individual members educate colleagues and administrators to the concerns of those of us working as technical directors. This is how I've personally used the data from the first two studies. I've made small changes at each theatre I've worked, when I could, and hopefully I've left things a little better for the next TD.
Since the initial survey in 1987, there has been definite improvement in technical directors perceptions toward their careers. TDs generally feel better about their jobs now than they have in the past and most find satisfaction in the work they do. However, several negative issues have remained unchanged over time: long hours, low pay, and the perception that TDs are doing the job of more than one person are still at the heart of what TDs find dissatisfying about their jobs. These issues, while troubling, don't seem to be resulting in the turnover that once was common in the profession. Most now view technical direction as a lifetime career. However, nearly fifty percent of TDs reported that they don't expect to be working in the field ten years from now. This interesting contradiction was spread across all age groupings.
In March, I presented the results of this latest survey at the 2012 USITT Conference & Stage Expo in Long Beach. I expected a response similar to the response received at the session in Toronto in 1998. Instead, there were far fewer in attendance and those who were there didn't seem to have the same level of frustration that was present in Toronto. Overall, there was more curiosity than anger expressed by the crowd.
Toward the end of the session, the conversation shifted to career longevity rather than career satisfaction. Perhaps this is where TDs need to focus their attention next: formulating strategies to increase retention and longevity and make the profession one from which we really can retire. ?
Special thanks to Dennis Dorn for his continued support and encouragement on this project.
Editor's note: copies of the three surveys are available on the TD&T website. Search on the author's name or the article title.
Mark Engler is an assistant professor and the technical director and lighting designer at North Dakota State University in Fargo, North Dakota.
Figure 5: Currently working in the performing arts? Yes 96% No 4% Note: Table made from pie chart. Figure 11: Does your work provide a feeling of satisfaction? Strongly Agree 22% Agree 46% Somewhat 27% Disagree 4% Strongly Disagree 1% Note: Table made from pie chart Figure 14: Do you have a written job description? Strongly Agree 10% Disagree 16% Somewhat 28% Agree 31% Strongly Disagree 15% Note: Table made from pie chart Figure 16: Perform job within a forty-hour work week? Strongly Agree 35% Disagree 29% Somewhat 22% Agree 12% Strongly Disagree 2% Note: Table made from pie chart Figure 17: Perform job within a sixty-hour work week? Strongly Agree 7% Disagree 17% Somewhat 34% Agree 25% Strongly Disagree 6% N/A 11% Note: Table made from pie chart Figure 18: Perform job within a seventy-hour work week? Strongly Agree 2% Disagree 2% Somewhat 24% Agree 34% Strongly Disagree 14% N/A 24% Note: Table made from pie chart Figure 22: Do you feel you are doing the job of more than one person? Yes 74% No 26% Note: Table made from pie chart Figure 24: Number of TD positions held in career? 1 to 2 positions 0% 3 to 4 positions 1% 9 to 10 positions 39% Over 10 40% 5 to 6 positions 15% 7 to 8 positions 5% Note: Table made from pie chart Figure 25: Years employed in current position? 1 to 5 years 43% 6 to 10 years 2% 11 to 15 years 11% 16 to 20 years 6% 21 to 25 years 6% 26 or more 5% Note: Table made from pie chart Figure 27: Are you also required to design? Yes 39% No 61% Note: Table made from pie chart Figure 28: How do the additional design duties affect you Performance? Negatively 12% No affect 11% Positively 26% N/A 51% Note: Table made from pie chart Figure 29: Has your education adequately prepared you for your Career? Unprepared 6% Somewhat prepared 48% Prepare 46% Note: Table made from pie chart
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| Author: | Engler, Mark L. |
|---|---|
| Publication: | TD&T (Theatre Design & Technology) |
| Article Type: | Survey |
| Geographic Code: | 1USA |
| Date: | Jun 22, 2012 |
| Words: | 4286 |
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