On the topic of making known what you do, I simply sent a quarterly report to the department administrator, generated from my service record database. I don't know that anyone looked at it in any detail, but everything I did was documented.
OTOH, my aim was to be generally invisible, behind the scenes, making it all happen without any fuss, anticipating needs and filling them
.
Regards,
Fred Sturm
http://fredsturm.net
www.artoftuning.com
"A mind is not a vessel to be filled, but a fire to be kindled." Plutarch
Original Message:
Sent: 1/29/2025 12:13:00 PM
From: Alan Eder
Subject: RE: University staff position verses out sourcing
Don's sage advice reminds me of something I routinely tell my trainees: there is the deed of service, and there is the perception of service. As Don has pointed out, some of us are long on the deed, but short-shrift ourselves on the perception. Then again, there are those that make a mountain out of a molehill where perception is concerned, but are short on the actual deed of service itself. My goal is to be long on the deed, and not keep it a closely guarded secret.
Best,
Alan
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Alan Eder, RPT
Herb Alpert School of Music
California Institute of the Arts
Valencia, CA
661.904.6483
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Original Message:
Sent: 01-29-2025 10:58
From: Don Mannino
Subject: University staff position verses out sourcing
From my distant perspective not knowing anything except what you wrote in your message, your situation raised a question in my mind: does the school not feel that they are getting their money's worth from your time at the school? If they don't think that all of your 40+ hours per week are actually being used productively in piano work, then it would be natural for them to think a contracted person could handle it with fewer hours.
Independent contractors need to charge roughly double the hourly rate in order to have the same take home pay as a salaried and cover expenses, insurance, etc. So if school administration feels that the work you are doing can be done in ½ the time by a contractor they will only come out with about the same expense, and will not have the benefit of having someone on hand when extra work is needed - broken strings, special event tuning, etc.
So, I'm wondering if they simply aren't aware of what all you are doing with your time! Are you the silent efficient type who handles stuff and no one realizes the work is being done? Perhaps that is part of the problem. Are you regulating, filing hammers, cleaning pianos, and doing other background types of work when not tuning pianos? Are you replacing hammers and rebushing keys and keeping the pianos in the best condition possible and thereby justifying your time to the school?
On the other hand, if I may be a little blunt, are you perhaps a person who is often sitting around chatting and sipping coffee? That could be the root of the problem. I'm not accusing you, understand, I'm just suggesting that you spend time to think about how your activities at the school are viewed by faculty and staff.
So yes, evaluate your own work habits as well as outlining the job requirements to keep the piano inventory working well. Help them to understand what it is you are doing besides only tuning the pianos occasionally.
By the way, it seems that Steinway published service suggestions for Steinway Schools in order to maintain the instruments properly. You might find those guidelines and use them in your discussions.
Don Mannino
Note and disclaimer: I have never worked full time for a school, but only contracted to schools in the past. I am retired from a corporate job, and am back to working for private customers.
Original Message:
Sent: 1/29/2025 2:20:00 AM
From: Daniel Alberts
Subject: University staff position verses out sourcing
Hello. Has any full-time university staff piano technician had to present a rationale to administration to support keeping the staff position current and in place verses eliminating the staff position and fully contracting out all piano maintenance service? If so I would be interested to hear and learn what approach was implemented to support the staff position and the results. To provide a further detail, this would be at a designated All Steinway & Sons University with 95 Steinway pianos. The Steinway & Sons pianos are 18 years old.
Is it rash for a university that has invested nearly $3 million in Steinway & Sons inventory to eliminate the full-time staff position?
OR
Could it be cost effective for the university to out source if the staff employee has been employed over 15 years with salary increment scaling and benefits?
I'm looking for some help and advise from those that may have had a similar situation and perhaps some suggestions on what might be an effective approach to present support for maintaining the full-time staff position.
With that said, I also realize that we are living in a very competitive world and environment that is revolving and changing like never before. I wish to approach this matter fairly, factually, and objectively.
I thank you in advance for any input and am more than happy to take the discussion off line should there be any sensitive content that might be better served discussed privately. Many thanks.
Daniel A
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Daniel Alberts RPT
Connellsville PA
(724) 628-4298
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