TITLE Technical Director, Theater and Dance
CLASSIFICATION NUMBER 2134
IMMEDIATE SUPERVISOR Production Manager
MAJOR ADMINISTRATOR Head, Theatre and Dance
The primary duty of the Technical Director, Theater and Dance is the coordination of all scenic activities (scenery construction, painting, and props) for departmental productions through producing working drawings, determining the production expenses of projects given the designer drawings, the number of workers available and their level of skill, and the time frame for completion, negotiating alternatives with the director and scenic designer, establishing the production/construction calendar, overseeing and managing the scenic budget, coordinating shop and stage activities with other faculty and staff positions, and overseeing the running crews for all productions.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor's degree in Theatre with an emphasis in theatre design/technology is required; a Master of Fine Arts degree (60 hours) in Theatre with an emphasis in theatre design/technology is preferred.
Experience: At least two years of practical work experience in technical production on the university or professional level is required.
Skills: Effective oral and written communication skills are required. Supervisory skills are required. Mechanical skills in the use of hand and power tools and gas and electric welders are required. The ability to read and understand floor plans, design sketches, blueprints, construction plans and the ability to produce working drawings are required.
Effort: The ability to lift and carry materials weighing between 50 - 100 pounds on a daily basis is required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Helps to assure an effective approach to departmental productions by coordinating all scenic activities for the departmental production season with the Production Manager and ensuring that all production schedule deadlines are met.
2. Assists in moving from design to construction by producing working drawings for scenic construction of designs submitted by resident, student, and visiting designers, determining whether the designer drawings can be executed given the budget, time frame, and the number and the skill levels of workers, negotiating with the director and scenic designer on alternatives, and preparing the production/construction calendar.
3. Provides a comprehensive learning experience for students serving on construction and running crews by assessing skill levels and overseeing the instruction of the technical aspects and safety procedures involved in scenic construction.
4. Facilitates the movement of scenic elements by configuring and affecting the relationship of scenic elements to be shifted manually or mechanically, securing materials for rigging and flying, and calculating the movement patterns for design efficiency and safety.
5. Assures the efficient operation of the shop by overseeing human and material resources and promoting preventive maintenance, preservation, and cleaning of scenery shop tools and equipment.
6. Serves an active role in the education of students by assisting the Stagecraft and Construction I and II classes, mentoring, and supervising student scenic designers.
7. Remains competent and current through self-directed professional reading, developing professional contacts with colleagues, attending professional development courses and/or conferences, and attending training and/or courses required by the supervisor.
8. Helps to ensure the overall success of the Department of Theatre and Dance by performing all other duties as assigned.
The Technical Director, Theater and Dance is supervised by the Production Manager, exercises considerable independence in daily operations, and supervises the Theatre Scene Shop Supervisor and student employees.
OFFICE OF HUMAN RESOURCES
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 3 - 1500 Points: Entry-level knowledge of the principles, concepts, practices, and methods of an administrative, managerial, technical, or professional specialty. Knowledge permits employee to carry out basic recurring tasks and routine portions of assignments or to carry out less demanding professional elements of assignments in professional or technical areas including accounting or auditing, financial management, business administration, human resources, law, engineering, science, or medicine, while gaining familiarity with the University's policies and goals, business practices, and/or accounting systems. This level of knowledge permits the employee to schedule and carry out the steps of a limited operation or project, or to complete stages of a multi-phase project. Alternatively, knowledge at this level might also permit the employee to carry out recurring tasks and routine assignments requiring moderate experience in specific areas within higher education. Knowledge at this level is typically acquired through a combination of formal education and/or training and experience that includes a requirement for a college degree in a specific technical or professional specialty. Knowledge requirements may also include a limited amount of related work experience. Alternatively, equivalent knowledge requirements at this level include a non-technical or general Bachelor's degree requirement with a moderate level of additional related work experience or a non-specific Master's degree requirement with some related work experience.
Factor 2: Supervisory Responsibility
Level 5 - 730 Points: Supervision of (a) several work teams or work team leaders, (b) a rather large group of operative, administrative support, or paraprofessional employees, (c) a work group involving direction of skilled technical employees, (d) professionals in technical and skilled areas, and/or (e) subordinate supervisory personnel. The incumbent performs a full range of supervisory responsibilities including the authority to hire, train, transfer, promote, reward, or discipline others. Supervision will likely be general rather than close supervision of others. At this level, supervisory responsibilities consume significant amounts of work time and include substantial responsibility for work planning activities, staffing, and performance management as well as budgeting and planning functions.
Factor 3: Interactions with Others
Level 4 - 500 Points: Interactions with others are somewhat unstructured. The purpose may be to influence or motivate others, to obtain information, or to control situations and resolve problems. Interactions may be with individuals or groups of co-workers, students, or the general public, may be moderately unstructured, and may involve persons who hold differing goals and objectives. Individuals at this level often act as a liaison between groups with a focus on solving particular unstructured problems. Interactions at this level require considerable interpersonal skill and the ability to resolve conflict.
Factor 4: Job Controls and Guidelines
Level 3 - 500 Points: The employee operates under general supervision expressed in terms of program goals and objectives, priorities, and deadlines. Administrative supervision is given through statements of overall program or project objectives and available resources. Administrative guidelines are relatively comprehensive and the employee need only to fill in gaps in interpretation and adapt established methods to perform recurring activities. In unforeseen situations, the employee must interpret inadequate or incomplete guidelines, develop plans, and initiate new methods to complete assignments based on those interpretations. Assignments are normally related in function, but the work requires many different processes and methods applied to an established administrative or professional field. Problems are typically the result of unusual circumstances, variations in approach, or incomplete or conflicting data. The employee must interpret and refine methods to complete assignments. Characteristic jobs at this level may involve directing single-purpose programs or performing complex, but precedented, technical or professional work.
Factor 5: Managerial Responsibility
Level 3 - 850 Points: Work involves providing significant support services to others both within and outside of the department that substantially influences decision-making processes. Work activities are complex and others rely on the accuracy and reliability of the information, analysis, or advice to make decisions. Work activities have a direct, but shared, impact on further processes or services, affect the overall efficiency and image of the department, and may have material impact on costs or service quality within the cost center. Incumbents may be responsible for identifying areas of need and for developing proposals that request funding to fulfill those needs.