I’d like to chime in on this discussion, looking at it in the rear-view mirror. I agree with every point made here by many people. The general undervaluing of technical work is a constant problem, and the lack of knowledge concerning good piano care by decision makers is also a problem.
I worked as a salary-line Piano Technician II at CSU Long Beach for just over 30 years. My point here will be that when considering a similar position, the value of a good benefits package is not being underestimated. This is admittedly a comment on tech positions, and won’t apply to contract work. The value of dollars-not-spent can be huge over a number of years, and it’s a bit invisible. If you could SEE those dollars, and bank them, they’d really add up.
When I signed on, (a) I had no intention of staying 30 years, and (b) I didn’t realize the value of what was advertised to be a 31% benefits package. I just lucked into it. I never did the math, but I spent 30 years of my life with my health care, dental and vision needs covered, plus a retirement plan run by the state, and options for personal 403(b) contributions. Much to my astonishment, my pension (yes, I know they’re rare any more) also covers Medicare costs for both of us, so I won’t pay for healthcare the rest of my life. Who knew?
I had a choice of about a dozen health plans, and ended up liking the one I chose (in ignorance) well enough that I’ve never changed it. It also let me sign up my husband for no extra charge. It was a high-quality plan - I know cheaper plans can be found if you’re young and healthy - and toward the end of my time there, my relatives and friends were paying well over $1000 a month for similar plans. I have no idea what the dental and vision would have cost over that length of time. My rough estimate would be that my out-of-pocket costs would have been a good $15,000-20,000 more per year without the benefits. Possibly a lot more, because my husband and I had some health care issues taken care of 100% by the plans, over those years.
There were also other hidden money-savers in the position, like professional leave to do things like PTG conferences, while on payroll. And a number of vacation and personal days to use, plus sick leave. Once I’d banked some sick leave, I could be ill for weeks and still be on full pay.
My salary was in the mid-50’s. Since the school and my position were linked to 23 other campuses, there wasn’t much wriggle room for negotiating. My lifestyle of choice was admittedly modest, so I was able to max out the 403(b) plan. I voluntarily started working a 10/4 plan (10 hours per day for 4 days) to work Fridays at a local dealership. That was my choice to expand my skillset, not particularly for financial reasons. That led into C&A work eventually, and then into the concert halls, and now that I’ve left the position, I’m working in several concert venues (by choice, not for need). It feels like my reward for being patient all those years. It’s my delayed gratification, if you will.
My point is that my yearly income plus benefits over the years didn't look like much, but the money-not-spent on health care etc. has really added up to be a very comfortable second phase for us.
Your results may vary. I am fully aware of my privilege here, and I don’t take if for granted.
Kathy
Original Message:
Sent: 4/29/2023 9:13:00 AM
From: David Graham
Subject: RE: Piano Tech position at State University
This has really been an interesting read to hear from so many of you. To your thoughts I have a few observations.
1) any institutional work, to be successful, must give the technician authority to make routine decisions about what is needed to maintain the instruments. My way of doing this is to charge an hourly rate, and they offload the decision making to me. Payment per tuning or per service means being in a " Mother May I?" situation, which will lead to the frustrations many of you expressed regarding institutional work.
2) We have to deal with the whole faculty, which is both a problem and an opportunity. Make friends by helping them out and they will support you, at least in a faculty governance school like NIU. On the other hand, you will also have to deal with faculty who, dealing with their own pressures, may be overly demanding. Does your director really want someone with little experience to be thrown to the lions? Then they will have to deal with both of you, and the admin folks have plenty of other issues to deal with.
3) It is our responsibility as techs in a school to make sure the salary range is high enough, that if we can not continue the school can attract quality candidates. Wage suppression isn't only something that happens to professors, it can happen to staff as well. Years ago, there was a report on salaries at the CSO. Sir George Solti was not the most highly paid employee. The head stage hand was. Why? Was he the best at carrying a music stand on and off stage? No, but he made sure that disasters would be avoided if at all possible. I have often heard stories of older techs who stopped raising their prices. When they died with a tuning hammer in their hands, a younger tech would come in and have to justify why they charged more than the previous tech with his/ her decades of experience. The school isn't going to go broke because they paid the piano tech too much.
I am asking for more hours next year, at a slightly higher hourly rate at NIU. I will continue to do so over the five years I hope to continue working at NIU, at which point they will have built into their budget a salary close to $100k for a full time tech plus benefits. The cool thing about benefits is that the School of Music budget doesn't pay for them, the University Administration does. That and a very decent retirement plan should attract good candidates to an area where the cost of living is lower than a NY, Boston or LA. There, a similar position would have to be double to afford housing.
4) Fred is right- don't accept a figure from the school, tell them what it will cost to get you. If they can't do that then tell them what they will get for what they can afford, and do your best work. If they want to keep you, they will raise the hours to have more of your service. If they complain about the cost, there are other institutions to work for.
David Graham
Graham Piano Service, Inc.
512 S. Main St.
Sycamore IL 60178
815-353-5450
Original Message:
Sent: 4/28/2023 8:15:00 AM
From: Dennis Johnson
Subject: RE: Piano Tech position at State University
Hi-
I don't know if it's helpful, but my position topped out at just over $70,000 when I retired last fall and as far as I know they are prepared to keep the classification at that same level. Even at that, the position is still open and has had very few applicants.
p.s. I hope I don't regret sharing that info, but it is what it is. Salaries should be more public.
best,
Dennis Johnson, formerly at St. Olaf College.
Original Message:
Sent: 4/27/2023 6:03:00 PM
From: Benjamin Sanchez
Subject: RE: Piano Tech position at State University
Hi Aaron,
Here's my thoughts, hopefully they're helpful. As Wim and Alan pointed out, lower salaries should be considered "beginner experience" position and often remained unfilled for a long time. If they want someone with experience and expertise, they need to pay at least what that person could earn in the open market. If benefits are valued at $13k, the position essentially pays $90k. That's at least doable for a technician with a few years experience of building a business.
A quick Google search showed the average household income in Amherst as being $100,495 a year. So the proposed position does pay significantly less than the average household income for that area already. If they lower it any more, it won't be sustainable for the cost of living in the area, at least not as a full time position without the necessity of side work.
An unrelated thought that you should definitely not pass along, but possibly plays into the response they got: $77k plus benefits is more than some professors make. While I know so many professors who are wonderful people, I also know some who have the mindset that a "lowly technician" shouldn't make more than someone with decades of academic education and multiple letters after their name. Recommending they pay someone a realistic salary for the job may very well bring some sticker shock, especially if one's pride is a bit injured by it. I'm not saying that's the case here, but I know people that, if this came from them, it would definitely be the case.
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Benjamin Sanchez, RPT
Piano Technician / Artisan
(256) 947-9999
www.professional-piano-services.com
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Original Message:
Sent: 04-27-2023 13:39
From: Aaron Bousel
Subject: Piano Tech position at State University
Hi,
I've been the piano tech at UMass Amherst for the past 21 years and last August I let them know that this would be my last year. I've been an independent contractor and they want to move to a salaried full time position. All well and good. They've proposed a position with a salary of $77,000 and benefits. This is what came back to them:
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I would recommend writing the position description and submitting it so that we can figure out what classification is best suited for the job. We did a little bit of market research, and piano tuner positions at other universities were paid significantly less than the $77,000 proposed in the department's budget request.
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They're looking for guidance on how to respond. If anyone has been through this and has any advice, it would be greatly appreciated.
By the way, the position has not been approved (obviously) so please don't go looking for a way to apply for it. When, and if, it's approved, I'll post it here.
thanks,
Aaron
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Aaron Bousel
Registered Piano Technician
413-253-3846