(Continued from Page 24) the field. Greater attention from other the-
According to Brunner, some members of
or making too many technical demands for
the League of Resident Theatres (LORT) are
its current staffing level? Are the actions of
atre professionals and faculty who rely on
starting to restructure their technical direc-
other employees – such as designers miss-
the work performed by TDs may be needed
tion and management areas to address this
ing deadlines – putting an undue burden on
to remedy the situation. Fair pay and decent
issue. “Some have moved to hiring more
the TD? Are there other ways an organiza-
working conditions for the technical direc-
than one TD (splitting up responsibilities
tion could support and encourage a TD? Do
tor and other technical theatre staff should
between multiple theatre spaces), or [creat-
they ever provide resources or time off to
be issues of concern to everyone working
ing] co-TD arrangements,” Brunner said.
allow a TD to attend a conference or other
in theatre. It is worth considering: How
“Others have added multiple assistant TDs
professional development opportunities?
much do you depend on the knowledge
in the past 10 years, and [some are] even go-
Matthew Leckenbusch, technical direc-
and skill of your TD? What would you do
ing to assistant and associate TD structures,
tor at Clemson University, recommends
if you couldn’t hire one?
all in an effort to spread the load out more.
that theatres take steps proactively to ad-
So, what can theatres do to help solve
Other LORT theatres have added specialty
dress the issues. “Talk to your TD, and [do]
the problem? “One place to start might be
positions that dedicate expertise to scenery
not wait for there to be a problem,” he said.
a standardization of what is expected of
automation or 3-D drafting.”
“Take them out to lunch. Back them up if
a TD,” said Nunnally. This would make
Even if organizations are not able to add
they make a decision about a show. If the
it more apparent that an organization is
more staff, they can take a careful look at
TD is saying they need help, figure out a
expecting a single individual to perform
the TD’s work schedule and opportunity
way to do that. Start setting up ways for
more than one job and help make a case
for time off and make adjustments. Is the
succession, [such as] having an assistant
for additional hires.
organization producing too many shows
TD to help alleviate the pressure and give your TD a sounding board to work issues
FORMER TD Michael Katz
Retired Technical Director Former TD at Boston area professional
on shows with. Hire one that could possibly step into the position one day.” Recognizing the job’s importance also is key. Day suggested theatres might try altering “where the TD falls on the organi-
theatres, MIT and UMass Boston
zational chart. At universities, they often
If you are no longer a TD at a theatre,
a separate category like maintenance staff.
why did you leave the position? I worked for over 40 years as a TD before retiring. Do you believe there is a shortage of people to fill TD positions? If yes, why do you believe there is a shortage? Yes. Disrespect by producers and department chairs for the role of the TD. That results in low pay and ridiculous hours. If yes, what do you believe should be done to alleviate the shortage? Increase pay. Respect the position for all of the responsibilities it encompasses, including life safety, facility maintenance, artistic and applied engineering responsibilities, scenic construction and management. What advice do you have for young people about this career? It is an amazing and wonderful career, but burnout is high as well. What advice do you have for those educating future TDs? Teach engineering principles, management principles, theatre literature, construction techniques and an understanding of the skills needed by the rest of the production team. What advice do you have for theatres looking to fill TD positions? Good luck. Look for someone who is passionate about the kind of theatre you do, not just the most experienced on-paper candidate. 26 x Southern Theatre x Winter 2020
fall at the bottom of the design staff. Or, in I would be curious to see the TD alongside the production manager or theatre directing faculty.” Respondents to the SETC surveys, whether TDs or people searching for TDs, overwhelmingly cited low pay as a hindrance to recruitment. Raising the pay for the typical TD position would likely improve applicant pools, retention and job satisfaction. However, this can be a challenge for a university theatre department, particularly those whose institution puts a greater emphasis on faculty salaries. TDs in staff positions may have salary levels set in relation to facilities or custodial staff, rather than in relation to theatre department faculty. At the least, concerned colleagues can advocate on behalf of TDs with decision makers, urging them to provide adequate compensation for the important TD position. At many colleges and universities, the