photos © Mark M. Hancock, The Beaumont Enterprise or Mark M. Hancock and The Dallas Morning News
Enough for now,
Showing posts with label get a job. Show all posts
Showing posts with label get a job. Show all posts
Sunday, February 21, 2016
What Is A Photojournalist?
video © Mark M. Hancock / DFWmark.com
photos © Mark M. Hancock, The Beaumont Enterprise or Mark M. Hancock and The Dallas Morning News
This presentation is an updated version of a speech given at the New York Press Association Annual Convention in 2008. This presentation is intended for non-photojournalists and especially students considering photojournalism as a career.
To see more videos, please visit and subscribe to the NewsEagles channel on YouTube. More to come.
Enough for now,
photos © Mark M. Hancock, The Beaumont Enterprise or Mark M. Hancock and The Dallas Morning News
Enough for now,
Wednesday, December 03, 2008
Transition from staff to freelance
There's no denying the newspaper industry is in trouble. More than 14,000 U.S. newsroom employees have already lost jobs during 2008.
Instead of opining about how miserable any photojournalist's chances of survival are, let's address some business fundamentals for the foolhardy.
In all circumstances, it's wise for staffers or college students to think ahead and have business basics under control prior to separation or graduation. Waiting for the inevitable only creates crisis.
Fundamentals
Every photojournalist needs personal business cards and a Web site. It's also wise to join organizations such as NPPA and ASMP.
Likewise, every photojournalist needs to have a handle on basic accounting, invoicing, pricing, insurance and various other business fundamental requirements such as the cost of doing business.
Professional organizations, the Internet, libraries and book stores have plenty of information available on these topics.
Have equipment
Most staff photojournalists opposed purchasing personal equipment since the digital conversion. Equipment costs are high, and equipment is quickly outdated. However, downsized photojournalists must return company equipment before they walk out the door.
Currently-employed staffers are strongly encouraged to purchase personal equipment while they still have a staff income. Start with lenses, supports and lighting equipment. Buy a dit body last to get the best price for the highest acceptable quality.
Equally important is a personal laptop computer with work-essential software. While the software is expensive, upgrades are reasonable. It's best to only need an upgrade after a layoff than an entire suite of programs.
Define your business model
There are two general photojournalism businesses. The first only deals with businesses. The business-to-business (B2B) model is the most convenient because there's often no need to collect state sales taxes (depends on the state). We operate a lean, sole-proprietor business, find clients, negotiate assignments, invoice and find more clients.
Because we function as image wholesalers and produce no tangible products, we're only responsible for income taxes.
The second model includes consumer sales. Wedding photojournalists earn their primary income through consumers. The structure is more difficult because it involves registration with state comptrollers, sales tax collections, additional insurance and a host of additional considerations.
While B2B is simplest, consumers can help keep photojournalists busy between gigs and provide secondary income from shoots (reprint sales). It's worth the trouble to avoid major problems later - particularly in tight markets where competition is tight and might play hardball.
In Texas, it's illegal to sell more than three tangible items annually to consumers without a sales license (this includes online auctions). A print is tangible. A CD is tangible.
Most states probably have similar requirements. However, each state is different. Check with local state comptrollers for specific requirements.
To get a sales license in Texas, businesses must register a DBA (doing business as) form with the county and apply for a sales license from the state comptroller. It takes a while to get the license, so plan ahead.
For minor print sales, taxes must be filed quarterly. Businesses conducted mostly with consumers may need to file sales taxes monthly.
Get to work
Photojournalists want to make images. Professionals shifting from staff jobs to the freelance market must adapt quickly to survive. Cross training in skills such as writing, design, video and editing is strongly encouraged. The current market demands multi-skilled professionals.
While business isn't our primary passion, the fundamentals must be addressed before we can work. It's best to be completely prepared to work as an independent business. Only those who are prepared to function as a lone wolf will survive after the rest of the pack is gone.
Enough for now,
Instead of opining about how miserable any photojournalist's chances of survival are, let's address some business fundamentals for the foolhardy.
In all circumstances, it's wise for staffers or college students to think ahead and have business basics under control prior to separation or graduation. Waiting for the inevitable only creates crisis.
Fundamentals
Every photojournalist needs personal business cards and a Web site. It's also wise to join organizations such as NPPA and ASMP.
Likewise, every photojournalist needs to have a handle on basic accounting, invoicing, pricing, insurance and various other business fundamental requirements such as the cost of doing business.
Professional organizations, the Internet, libraries and book stores have plenty of information available on these topics.
Have equipment
Most staff photojournalists opposed purchasing personal equipment since the digital conversion. Equipment costs are high, and equipment is quickly outdated. However, downsized photojournalists must return company equipment before they walk out the door.
Currently-employed staffers are strongly encouraged to purchase personal equipment while they still have a staff income. Start with lenses, supports and lighting equipment. Buy a dit body last to get the best price for the highest acceptable quality.
Equally important is a personal laptop computer with work-essential software. While the software is expensive, upgrades are reasonable. It's best to only need an upgrade after a layoff than an entire suite of programs.
Define your business model
There are two general photojournalism businesses. The first only deals with businesses. The business-to-business (B2B) model is the most convenient because there's often no need to collect state sales taxes (depends on the state). We operate a lean, sole-proprietor business, find clients, negotiate assignments, invoice and find more clients.
Because we function as image wholesalers and produce no tangible products, we're only responsible for income taxes.
The second model includes consumer sales. Wedding photojournalists earn their primary income through consumers. The structure is more difficult because it involves registration with state comptrollers, sales tax collections, additional insurance and a host of additional considerations.
While B2B is simplest, consumers can help keep photojournalists busy between gigs and provide secondary income from shoots (reprint sales). It's worth the trouble to avoid major problems later - particularly in tight markets where competition is tight and might play hardball.
In Texas, it's illegal to sell more than three tangible items annually to consumers without a sales license (this includes online auctions). A print is tangible. A CD is tangible.
Most states probably have similar requirements. However, each state is different. Check with local state comptrollers for specific requirements.
To get a sales license in Texas, businesses must register a DBA (doing business as) form with the county and apply for a sales license from the state comptroller. It takes a while to get the license, so plan ahead.
For minor print sales, taxes must be filed quarterly. Businesses conducted mostly with consumers may need to file sales taxes monthly.
Get to work
Photojournalists want to make images. Professionals shifting from staff jobs to the freelance market must adapt quickly to survive. Cross training in skills such as writing, design, video and editing is strongly encouraged. The current market demands multi-skilled professionals.
While business isn't our primary passion, the fundamentals must be addressed before we can work. It's best to be completely prepared to work as an independent business. Only those who are prepared to function as a lone wolf will survive after the rest of the pack is gone.
Enough for now,
Friday, June 15, 2007
Many high-level news jobs available
Multi-media maestros looking for a new home could find one on the Gulf Coast. The Beaumont Enterprise is looking. Due to recent growth and expansion, the Hearst-owned daily newspaper has the following openings:
The info above is the official company line. What follows are my thoughts. Please don't confuse the two.
These jobs are for experienced, competitive, detail-oriented professionals. A four-year degree is required for most positions. Five years or more experience at a daily paper is preferred.
Beaumont is a Hearst metro newspaper. As such, it directly competes in-house against some of the top newspapers in the country. Additionally, it has good benefits and is privately held.
The paper provides high-quality content. Among other awards, it was named as the current year's top newspaper in its division at the Texas Press Association Better Newspaper Contest. Awards from only this contest include:
Sweepstakes Winner (1st)
1st General Excellence
1st News Writing
1st News Photo
1st Headline Writing
1st Feature Story
1st Community Service
2nd Page Design
4th Editorials
4th Sports Coverage
Last week it won 30 additional awards at the Southeast Texas Press Club annual competition.
Since I got a job here, candidates might be wise to look through the information I've posted in All PJ-related posts about getting a staff job. Of particular interest should be How to make portfolios, Make a cover letter, Make a resume, Complete the application package.
When applying for any job, mention you saw this opening on this blog (PhotoJournalism). Good luck.
Enough for now,
Online Producer
Assistant Online Producer
Communities Editor (coordinates weekly community pubs)
Marketing & Community Affairs Coordinator
Niche Publications Manager
Reporter(s)
Community Papers Supervisor
Advertising Accounting Assistant
Retail Sales Manager
Retail Outside Sales Supervisor
Online Sales
The Beaumont Enterprise, the leading daily paper and online news source in Southeast Texas, is seeking an experienced, creative, self-reliant and motivated employees to work in a team-oriented, content-rich environment for a paper with a tradition of public service.
The Beaumont Enterprise offers competitive pay, benefits, medical/dental/vision, vacation, holiday pay and life insurance. Please remember to note which job position you are applying for and that you saw the position offered on this blog on your application. Send completed application, cover letter, resume and portfolio to:
The Beaumont Enterprise
P.O.Box 3071, Beaumont TX 77704.
Application packages must be sent rapidly because these positions will be filled soon.
The info above is the official company line. What follows are my thoughts. Please don't confuse the two.
These jobs are for experienced, competitive, detail-oriented professionals. A four-year degree is required for most positions. Five years or more experience at a daily paper is preferred.
Beaumont is a Hearst metro newspaper. As such, it directly competes in-house against some of the top newspapers in the country. Additionally, it has good benefits and is privately held.
The paper provides high-quality content. Among other awards, it was named as the current year's top newspaper in its division at the Texas Press Association Better Newspaper Contest. Awards from only this contest include:
Sweepstakes Winner (1st)
1st General Excellence
1st News Writing
1st News Photo
1st Headline Writing
1st Feature Story
1st Community Service
2nd Page Design
4th Editorials
4th Sports Coverage
Last week it won 30 additional awards at the Southeast Texas Press Club annual competition.
Since I got a job here, candidates might be wise to look through the information I've posted in All PJ-related posts about getting a staff job. Of particular interest should be How to make portfolios, Make a cover letter, Make a resume, Complete the application package.
When applying for any job, mention you saw this opening on this blog (PhotoJournalism). Good luck.
Enough for now,
Tuesday, September 20, 2005
Negotiate a good staff deal - Variable costs
Variable expenses
Last time, we discussed fixed expenses when negotiating a staff job. Today we'll discuss variable expenses. These expenses vary from day to day and month to month. At the absolute least, they should allow PJs to break even. Otherwise they are support payments to the company.
Vacation
Most job hunters don't think of vacation as a variable, but it is. Senior PJs who have the game figured out can negotiate reasonable vacation as part of the package.
Most PJs with many years under their belt get up to six weeks of vacation. Why would someone willingly move to another company and forfeit vacation (read as free pay)? If the other company wants the PJ bad enough, they should offer vacation as an incentive. It's understandable to request the standard two weeks per year.
Heavy hitters should be able to squeeze the appropriate number of weeks commiserate with experience. Someone with 30 years experience and a boatload of awards, should get their full six weeks. Otherwise, it's simply a loss to move.
For other shooters who aren't quite as award heavy, consider the number of years experience as incentive for vacation time. If vacation isn't offered for years of experience, deduct one week's salary from the total for each five years (major awards) or seven years (minor awards) of experience.
Mileage
If a company gives an auto allowance, they might only let PJs claim out-of-county miles. If the company does not pay an allowance, they should pay mileage at the IRS standard mileage rate. If the company isn't, PJs pay the poor corporation for each mile driven. For example, if IRS rate is 40 cents per mile and the company only pays 25 cents per mile, the PJ has lost 15 cents per mile.
The argument given is the PJ can make up the difference on taxes. However, the amount made up at the end of the year is about 1/3 or 5 cents per mile. In a best-case scenario of this arrangement, the PJ loses 10 cents per mile for every mile driven all year without interest.
A normal week is about 800 miles. A normal year is about 40,000 (50x800 - the other two weeks are vacation). The 15 cents lost for all these miles equals $6,000. If there is no allowance and the company is paying less than the IRS rate, deduct this amount from the salary as an expense for the PJ.
Meal reimbursement
Since most PJs don't have time to eat a meal, this issue is typically a nicety, but knowing all options may become important by the end of the equation.For young, single PJs before payday, this might be the only meal of the day. ;-)
Some companies reimburse meal expenses based on distance while others prefer duration. Find out the policy as a factor. If the meal is based on distance, the meal cost is reimbursed if the PJ is one or two counties away from the office. If the meal is based on duration, PJs may only get reimbursed if away from home (out of town) more than eight hours.
Additionally, some in-town meals can be reimbursed if pre-approved. Typically these are award functions or other events where a PJ might actually have time to eat or is a guest speaker or otherwise a participant.
If meals are reimbursed by distance, it's normal and works out. If meals are reimbursed by duration, expect to be buying some burgers without reimbursement. For this, estimate $6 per day. Assuming it happens once bi-weekly, it could cost as much as $150 annually. Yet again, another deduction from salary.
Contest fees
Let's face it, most contest organizers decided to break even or make a profit. It's fair - especially if the winners get cash prizes.
From a contest organizer's point of view, contest fees eliminate most wannabes and save judging time. Any profits typically go toward airfare for top-notch judges or toward some form of academic scholarships. Additionally, the fees are a write off to the entrants, so entry fees shouldn't be an issue.
Problems arise when PJs must pay their own way into a contest. Yes, PJs get to write off entry fees, but again this is 1/3 cost.
Make sure the company covers contest entry fees while negotiating jobs. If they don't, the PJ is far less likely to rack up any significant awards and is losing time on a career track. Since most pro PJs enter a contest or two each year, deduct the normal amounts from a salary offer if the company doesn't cover these expenses.
As a follow-up question, ask if PJs are reimbursed for contest fees or the company pays for everyone to play. This is a double-edged sword. If PJs are reimbursed, they are giving the company an interest-free loan while waiting to be reimbursed. On the opposite side, the company typically picks which images and PJs get to compete when they're writing the check.
If a PJ finds a company that pays the fees and doesn't want to control who or what goes to contest, hug the photo editor.
Travel expenses
Travel expenses for company-authorized trips should be paid by the company. This includes airfare, rental cars, hotels, meals and everything else related to conducting company business during the trip.
Although smaller papers only authorize shoots within driving distance, make sure the company doesn't try to say the mileage covers any of these other expenses. It doesn't. This is why it's called mileage.
If the company has some strange rule I've never considered, deduct the difference between what should be paid and what is actually paid.
Variable incomes
We finally get to add some money back into the salary. :-)
These are additional sources of income for PJs. Don't consider them as part of the base salary. However, when making a side-by-side comparison of different newspaper offers, these should be included in the total package.
Bonus structures
Typically, large corporations give employees an annual bonus to keep everyone happy and reward them for their productivity. It's normally not a major amount, but it should be understood and clarified for new hires. The bonus might be worth $500 to every employee or slightly more for employees with many years of service.
If the competition is tight between two companies on various incentives, the bonus structure might tip the scales. When understanding the structure, get answers to the following questions: Do all employees get a bonus? Is the company showing a profit this year? Has the company paid bonuses for the last several years? How are bonuses calculated (normally a percentage of annual salary)?
If the factors above are negative or the company has made a large purchase or investment, then don't expect a bonus and don't include it in a decision. Otherwise, include half of the expected bonus (tax eats the other half) for premium jobs. Don't include any bonus for less desirable jobs.
Investments
Most corporations offer a variety of financial plans. Among these are 401Ks, stock purchasing plans and more. Premium companies automatically pay a small amount into these funds for employees and further match any contributions the employees pay. This is the most painless way for PJs to look out for their future.
If possible, it's best to maximize individual contributions to these plans. Find out what amount, if any, the company contributes on the PJ's behalf. Add this annual amount into the offer equation.
Overtime
Although it's not written anywhere (because nobody wants to get in trouble), it's generally understood that a PJ's eight-hour day is relative. PJs get paid for an eight-hour day if it's 20 hours or if it's four hours. I've tracked it, and it really does turn out to be about right (including the one hour obligatory "daily meal").
Some companies authorize overtime for specific shoots after a normal eight-hour shift. They'll tell the PJ how many hours they'll pay, and that's it. All is good. Other companies might offer compensation time for these overage hours. It's not as good a deal, but it's better than nothing.
However, the important issue when negotiating for a job is to find out the overtime policy. If the company has a zero-overtime policy, it might be good to look elsewhere. If the company has an overtime budget and would rather help out staffers rather than freelancers, it's a better deal for staffers.
Normally, this situation comes up before the holidays, vacations and around major medical, home or auto expenses arrive. The point is to allow staffers to make some extra money when needed. This provides staff-quality (and copyright) images for the company and bails out staff PJs.
If freelancers are paid fairly, this also means additional savings for the company. It may take some budgetary magic to move funds from the freelance budget to the overtime budget, but the end result benefits the company in three ways.
Typically, PJs work on days off and get paid for a full eight-hour day. They simply lose a weekend day, but got an extra day of pay at time and a half. It's a good deal if staffers need it. It's a potential hardship if overtime isn't budgeted.
Additionally, if overtime isn't budgeted, it means the remaining staffers may need to take up the slack on a smaller staff. For example, if two PJs are on vacation, another five are covering major breaking news while two more become sick, the remaining staffers must work on days off in exchange for comp time. Comp time is typically 1-to-1 rather than 1.5-to-1 as overtime pays.
In short, make certain there is an overtime budget and see how easy PJs can tap into it for personal emergencies (rather than production emergencies).
If overtime is available for staffers as needed, add one week's pay to the salary calculation. If the company has a zero overtime policy, deduct one week's pay.
Holiday pay
Holiday pay is double time (one work day plus one holiday). While negotiating, make certain the company doesn't try to offer comp days for working on holidays. Or, if they do, make certain it is at a 2-for-1 ratio.
If the holiday is on a regularly-scheduled day off and the PJ works, it should be recorded as double pay plus one comp day or triple pay (they'll never pay triple time, but give it a go).
If the company offers comp days for holidays worked, deduct three days pay.
Relocation package / signing bonus
If newspapers want to keep readers, they search for the top PJs. This means most PJs must be relocated to the newspaper. There are typically a wad of expenses involved in this move.
If the paper doesn't want to pay these expenses, pass on the offer.
Meanwhile, some companies don't specifically offer a relocation package. Instead, they will offer a signing bonus in lieu of a package.
If PJs don't need to move (a rare event), there is no harm in asking for the signing bonus anyway. If granted, add this amount to the salary package as a one-time "sweetener." For a more realistic look at the amount, only add 1/10th (the amount spread over 10 years).
Variable use and market
These factors determine PJs' ability to retain income and make additional freelance income within a market. For lower salaries, these issues become more critical.
Perpetual use
For me, this is a critical issue. I'll never again work at a company without a guarantee that I can use whatever I shoot for my own purposes without payment to the company. This isn't permission to sell prints. It's simply permission to use images the PJ created in books, blogs or Web sites without payment to the company. It's a fair request and motivates the PJ to make the best images possible.
Although it sounds strange, it's important to have this clause in writing. Otherwise, as soon as the employee leaves the fold, they could be required to pay the company the same use fees any other publisher would need to pay. Consequently, if PJs want to make a book (text or art) and use images they shot, these fees immediately devour any potential profit.
If possible, get the words "all images" into the agreement. This allows PJs to use outtakes in addition to those which ran. Since we all know many good images die because space is tight, it's best to get these words into the agreement.
The images are being published somewhere, so the lawyers can't argue about normal outtake problems. No subpoena problems are created by publishing extra images.
If the company refuses to allow perpetual use or - even worse - charges for use, deduct $2,000 per year (a cover spread plus two inside pages).
Aftermarket sales rights
Aftermarket sales are possibly the most lucrative of all variable incomes. This income shouldn't be calculated into salary negotiations, however it's a critical bargaining point. Whatever the eventual agreement is; get it in writing.
The company could keep 100 percent or let the staffer keep whatever they can earn. Larger organizations may have an aftermarket sales editor or manager (a staffer's best friend). This person contacts other publishers to get secondary income from staff-produced images. The use fees typically range from $50 to several thousand dollars (depends on the image and interested markets).
At medium and large papers, print sales go into a general fund. The selling of prints are considered a courtesy for the customers and whatever profit does come for the margin is easily absorbed by the general cost of doing business (pool lenses, batteries, etc...)
Smaller, one-shooter pubs may consider aftermarket sales as make-good for low salary. The smaller publications typically aren't prepared to handle large-scale print sales, so they'll additionally let PJs price, sell and pocket profits from prints as well as aftermarket rights. Again, this keeps lower-paid staffers happier.
Either way, PJs should not feel abused at the end of the game. If the company actively markets the images for the PJ and splits the aftermarket profit, it's a good deal. If a PJ is required to market the images and gets no compensation, it's time to look for a new job.
If the company keeps all aftermarket profits, deduct $2,000 per year.
In-house contests
In-house contests are poo-pooed by some staffers, but they add up to a significant amount for the company. They can also add up to a significant amount for PJs if it's a regular goal.
In-house contests are far easier to win than head-to-head international pro competitions. The likelihood of winning is based on the number of staff members available for the prize pool. The contest may be among photo staffers, the newsroom or the entire organization. These contests may also take place weekly, monthly, quarterly or annually.
Some in-house contests are considered easy money for whoever enters because most staffers forget to enter. Other contest winners are determined by management. Either way, consider it found cash when it happens, but don't consider it in the salary negotiations.
Even though we won't add it into the calculation, we still need to know about it - particularly if it's an easy-money contest. We'll want to know who (how many) can enter, how it's judged, how much it pays, how frequently it occurs. Then, we can try for the prizes and possibly pick up some extra beer money.
If the company has no in-house contests, deduct $500 per year.
Schedule rotation
Schedules may appear to be a quality of life issue, but it eventually boils down to money in the bank. Saturday night is when folks get married and have lavish parties where quality photography is needed. A wedding can earn a good PJ $5K ($20K p/month in May and June).
Consequently, if the PJ has no potential of ever having Saturday nights off, this is potentially a significant loss. Friday nights also have a fair amount of freelance work, but it'll never make up for Saturday nights.
Staff rotation policies are typically determined by the photo department. A fair rotation allows all staffers to have weekends off during some part of the year. It may not be during the ideal time, but staffers will normally trade out as needed to manage freelance gigs.
However, if the rotation is completely determined by seniority within a company, it becomes a liability to be "the new kid." If the staff has little turnover, it might be 10 years before the PJ can expect to shoot freelance regularly on Saturday nights.
Because freelance income is an unpredictable amount, it can't really be added to a PJ salary offer, but it means the offer on the table better more than cover all the PJ's expenses or there will be trouble down the line.
If the new PJ must work every Saturday night until further notice, deduct at least $5,000 per year (one premium wedding).
Freelance potential
Obviously the size of a newspaper's city directly impacts the ability to freelance. If the city's size is measured in millions, there is far more freelance potential than if it's measured in thousands.
However, if there is dramatic distance from the nearest larger town, PJs have a significant advantage. If national news breaks in the proximity of the PJ's home city, no other PJs may be able to cover the news as rapidly. Consequently, a rural PJ may be able to dictate better terms for freelance assignments. If the freelance client doesn't like the terms, they can send a shooter from New York. ;-}
A single shooter or small staff in a large geographical area may be the only pro shooter(s) within several hours of the area. As such, potential clients contact the closest daily newspaper to the area they need covered. This creates potentially significant extra income for staffers in those areas.
The only potential problem is at a small paper inside a large metro area with a nearby mega-paper. Freelance clients call the big paper first and the smaller papers only get cheap clients.
If the paper is the smaller player in a major market, deduct $1,500 per year.
Workplace variables
These could be considered "happy factors." They determine the value a company places on PJs and their emotional well being as it applies to the workplace.
Camera purchase plan
Some companies prefer to provide all equipment for their PJs. This trend is happening more since digital cameras were introduced. However, prices have gone down from the old $20K bodies, so the trend may reverse.
Other companies provide camera bodies and have the PJs provide all accessories. Still, some companies expect PJs to provide everything. It's important to know what's expected when PJs walk in the door.
At papers where PJs are expected to provide all or most equipment, there should be an equipment purchase plan in place. Otherwise, PJs are in trouble from day one.
A decent purchase plan includes an annual matching camera allowance (1-to-1 with some limits). A great purchase plan is a 50/50 plan with zero interest. This is a great staff incentive and keeps good PJs at a location for a while.
The 50/50 plan allows staff PJs to have a candy-store shopping spree. They select whatever they want. The company pays for the equipment, deducts 50 percent and allows PJs to pay back the other 50 percent over time without interest (because the company takes the deduction up front).
This insures PJs have top-quality equipment at all times. Every few years, staffers pay off their loan and reinvest in newer equipment. Meanwhile, they are disinclined to leave the company because they either must pay off the entire remaining loan or turn in an equal amount of equipment to the remaining loan amount. Neither are good options for working PJs. So, they'll stay with the company longer.
If there is no camera purchase plan and PJs are expected to provide equipment, deduct $1,000 per year.
Work environment
PJs don't hang around the office. However when we return, it's good to return to a pleasant atmosphere. When interviewing, if PJs have state-of-the-art equipment (for speed), and personal spaces, it's more promising than some other options.
The amount a company spends on equipment, furniture and office supplies aren't proof of a good job. But, if these same items are inadequate, it's not a good sign.
Old computer equipment does the same job as new equipment. However, PJs must spend more time waiting on the equipment and it's more likely to crash. Therefore, it's easy to guess the company may not value the PJ's time if they haven't updated computers or other equipment in the last 10 years.
Don't expect the company to value the PJ either. If "anything cheap" works as equipment, it works as a PJ as well.
Although there is no real monetary value on this, consider the age of some computers could make PJs lose up to a week of time waiting or restarting old computers. Deduct a day's or a week's pay for old equipment.
Predictability
Stress is caused by many factors in this job. There are enough real-world stresses to keep PJs wired and restless all night. If other company employees have too much idle time, they may decide to fill the time by creating stress for other folks by constantly changing procedures and expectations. This is a bad combination for PJs because we aren't in the office to combat these stress assaults.
The best situation is an established and codified standard operating procedure. If the company offering a job hasn't written down the processes, then procedures are entirely decided by the whim of those in charge.
Sure, adaptability and flexibility are hallmarks of good PJs. However stable scanning, editing and assignment procedures should exist to maximize efficiency and reduce stress. This job is stressful enough.
Stress and inefficiency wastes time. Deduct one or two day's pay if the company doesn't have a written SOP.
Stability
Job security is the primary reason to become a newspaper staffer. Experienced PJs can make far more income and have more freedom as freelancers. However, there is comfort in knowing a predictable amount will be deposited in the bank every other Friday.
Job hunters need to know how stable the company is before signing onto this lifestyle. Upstart papers are the most dangerous and should offer substantial salaries because the entire venture could fold rapidly.
At established papers, PJs should ask why the job became available. If the previous shooter moved on to a bigger paper, fine. If the previous shooters were released because they wore the wrong brand of shoes or some other silly issues, some alarms should sound. If the previous staffer had a heart attack or committed suicide, many questions are warranted.
If the job doesn't appear secure, it's wise for a PJ to save at least two weeks of pay. Deduct these two weeks from the base pay offer.
Hazardous duty pay
As far as I know, there is no such thing at any newspapers. Military and some emergency workers get additional pay while in hazardous areas, but PJs don't. If anyone can convince their department to offer it to new hires, it would be a strong incentive.
Check the balance
Obviously, there are many reasons to change jobs. When PJs consider more than one option, make sure to compare the jobs numerically to get the best deal. Once the staff deal is negotiated and agreed, the company usually won't renegotiate until the PJ already has another offer at a different company.
Consequently, it's important to maximize negotiations so PJs won't be hunting for a new job a week after starting.
For each job offer, run the numbers through this formula page to determine the best options. It doesn't include the image potential, assignment quality, proximity to family or other ethereal values, but it makes PJs take a cold, hard look at the offer on the table. This apples-to-apples comparison should make the better job immediately visible.
Staffers with strong stomachs might want to do the numbers on their current job to see if it's time to find a new home. Since I can predict the outcome for most folks, let's make this less painful. For each $1K lost, take a shot of something strong. If most staff jobs are as bad as I've heard, most PJs should pass out before they get to the bottom line. It's probably best.
Enough for now,
Last time, we discussed fixed expenses when negotiating a staff job. Today we'll discuss variable expenses. These expenses vary from day to day and month to month. At the absolute least, they should allow PJs to break even. Otherwise they are support payments to the company.
Vacation
Most job hunters don't think of vacation as a variable, but it is. Senior PJs who have the game figured out can negotiate reasonable vacation as part of the package.
Most PJs with many years under their belt get up to six weeks of vacation. Why would someone willingly move to another company and forfeit vacation (read as free pay)? If the other company wants the PJ bad enough, they should offer vacation as an incentive. It's understandable to request the standard two weeks per year.
Heavy hitters should be able to squeeze the appropriate number of weeks commiserate with experience. Someone with 30 years experience and a boatload of awards, should get their full six weeks. Otherwise, it's simply a loss to move.
For other shooters who aren't quite as award heavy, consider the number of years experience as incentive for vacation time. If vacation isn't offered for years of experience, deduct one week's salary from the total for each five years (major awards) or seven years (minor awards) of experience.
Mileage
If a company gives an auto allowance, they might only let PJs claim out-of-county miles. If the company does not pay an allowance, they should pay mileage at the IRS standard mileage rate. If the company isn't, PJs pay the poor corporation for each mile driven. For example, if IRS rate is 40 cents per mile and the company only pays 25 cents per mile, the PJ has lost 15 cents per mile.
The argument given is the PJ can make up the difference on taxes. However, the amount made up at the end of the year is about 1/3 or 5 cents per mile. In a best-case scenario of this arrangement, the PJ loses 10 cents per mile for every mile driven all year without interest.
A normal week is about 800 miles. A normal year is about 40,000 (50x800 - the other two weeks are vacation). The 15 cents lost for all these miles equals $6,000. If there is no allowance and the company is paying less than the IRS rate, deduct this amount from the salary as an expense for the PJ.
Meal reimbursement
Since most PJs don't have time to eat a meal, this issue is typically a nicety, but knowing all options may become important by the end of the equation.
Some companies reimburse meal expenses based on distance while others prefer duration. Find out the policy as a factor. If the meal is based on distance, the meal cost is reimbursed if the PJ is one or two counties away from the office. If the meal is based on duration, PJs may only get reimbursed if away from home (out of town) more than eight hours.
Additionally, some in-town meals can be reimbursed if pre-approved. Typically these are award functions or other events where a PJ might actually have time to eat or is a guest speaker or otherwise a participant.
If meals are reimbursed by distance, it's normal and works out. If meals are reimbursed by duration, expect to be buying some burgers without reimbursement. For this, estimate $6 per day. Assuming it happens once bi-weekly, it could cost as much as $150 annually. Yet again, another deduction from salary.
Contest fees
Let's face it, most contest organizers decided to break even or make a profit. It's fair - especially if the winners get cash prizes.
From a contest organizer's point of view, contest fees eliminate most wannabes and save judging time. Any profits typically go toward airfare for top-notch judges or toward some form of academic scholarships. Additionally, the fees are a write off to the entrants, so entry fees shouldn't be an issue.
Problems arise when PJs must pay their own way into a contest. Yes, PJs get to write off entry fees, but again this is 1/3 cost.
Make sure the company covers contest entry fees while negotiating jobs. If they don't, the PJ is far less likely to rack up any significant awards and is losing time on a career track. Since most pro PJs enter a contest or two each year, deduct the normal amounts from a salary offer if the company doesn't cover these expenses.
As a follow-up question, ask if PJs are reimbursed for contest fees or the company pays for everyone to play. This is a double-edged sword. If PJs are reimbursed, they are giving the company an interest-free loan while waiting to be reimbursed. On the opposite side, the company typically picks which images and PJs get to compete when they're writing the check.
If a PJ finds a company that pays the fees and doesn't want to control who or what goes to contest, hug the photo editor.
Travel expenses
Travel expenses for company-authorized trips should be paid by the company. This includes airfare, rental cars, hotels, meals and everything else related to conducting company business during the trip.
Although smaller papers only authorize shoots within driving distance, make sure the company doesn't try to say the mileage covers any of these other expenses. It doesn't. This is why it's called mileage.
If the company has some strange rule I've never considered, deduct the difference between what should be paid and what is actually paid.
Variable incomes
We finally get to add some money back into the salary. :-)
These are additional sources of income for PJs. Don't consider them as part of the base salary. However, when making a side-by-side comparison of different newspaper offers, these should be included in the total package.
Bonus structures
Typically, large corporations give employees an annual bonus to keep everyone happy and reward them for their productivity. It's normally not a major amount, but it should be understood and clarified for new hires. The bonus might be worth $500 to every employee or slightly more for employees with many years of service.
If the competition is tight between two companies on various incentives, the bonus structure might tip the scales. When understanding the structure, get answers to the following questions: Do all employees get a bonus? Is the company showing a profit this year? Has the company paid bonuses for the last several years? How are bonuses calculated (normally a percentage of annual salary)?
If the factors above are negative or the company has made a large purchase or investment, then don't expect a bonus and don't include it in a decision. Otherwise, include half of the expected bonus (tax eats the other half) for premium jobs. Don't include any bonus for less desirable jobs.
Investments
Most corporations offer a variety of financial plans. Among these are 401Ks, stock purchasing plans and more. Premium companies automatically pay a small amount into these funds for employees and further match any contributions the employees pay. This is the most painless way for PJs to look out for their future.
If possible, it's best to maximize individual contributions to these plans. Find out what amount, if any, the company contributes on the PJ's behalf. Add this annual amount into the offer equation.
Overtime
Although it's not written anywhere (because nobody wants to get in trouble), it's generally understood that a PJ's eight-hour day is relative. PJs get paid for an eight-hour day if it's 20 hours or if it's four hours. I've tracked it, and it really does turn out to be about right (including the one hour obligatory "daily meal").
Some companies authorize overtime for specific shoots after a normal eight-hour shift. They'll tell the PJ how many hours they'll pay, and that's it. All is good. Other companies might offer compensation time for these overage hours. It's not as good a deal, but it's better than nothing.
However, the important issue when negotiating for a job is to find out the overtime policy. If the company has a zero-overtime policy, it might be good to look elsewhere. If the company has an overtime budget and would rather help out staffers rather than freelancers, it's a better deal for staffers.
Normally, this situation comes up before the holidays, vacations and around major medical, home or auto expenses arrive. The point is to allow staffers to make some extra money when needed. This provides staff-quality (and copyright) images for the company and bails out staff PJs.
If freelancers are paid fairly, this also means additional savings for the company. It may take some budgetary magic to move funds from the freelance budget to the overtime budget, but the end result benefits the company in three ways.
Typically, PJs work on days off and get paid for a full eight-hour day. They simply lose a weekend day, but got an extra day of pay at time and a half. It's a good deal if staffers need it. It's a potential hardship if overtime isn't budgeted.
Additionally, if overtime isn't budgeted, it means the remaining staffers may need to take up the slack on a smaller staff. For example, if two PJs are on vacation, another five are covering major breaking news while two more become sick, the remaining staffers must work on days off in exchange for comp time. Comp time is typically 1-to-1 rather than 1.5-to-1 as overtime pays.
In short, make certain there is an overtime budget and see how easy PJs can tap into it for personal emergencies (rather than production emergencies).
If overtime is available for staffers as needed, add one week's pay to the salary calculation. If the company has a zero overtime policy, deduct one week's pay.
Holiday pay
Holiday pay is double time (one work day plus one holiday). While negotiating, make certain the company doesn't try to offer comp days for working on holidays. Or, if they do, make certain it is at a 2-for-1 ratio.
If the holiday is on a regularly-scheduled day off and the PJ works, it should be recorded as double pay plus one comp day or triple pay (they'll never pay triple time, but give it a go).
If the company offers comp days for holidays worked, deduct three days pay.
Relocation package / signing bonus
If newspapers want to keep readers, they search for the top PJs. This means most PJs must be relocated to the newspaper. There are typically a wad of expenses involved in this move.
If the paper doesn't want to pay these expenses, pass on the offer.
Meanwhile, some companies don't specifically offer a relocation package. Instead, they will offer a signing bonus in lieu of a package.
If PJs don't need to move (a rare event), there is no harm in asking for the signing bonus anyway. If granted, add this amount to the salary package as a one-time "sweetener." For a more realistic look at the amount, only add 1/10th (the amount spread over 10 years).
Variable use and market
These factors determine PJs' ability to retain income and make additional freelance income within a market. For lower salaries, these issues become more critical.
Perpetual use
For me, this is a critical issue. I'll never again work at a company without a guarantee that I can use whatever I shoot for my own purposes without payment to the company. This isn't permission to sell prints. It's simply permission to use images the PJ created in books, blogs or Web sites without payment to the company. It's a fair request and motivates the PJ to make the best images possible.
Although it sounds strange, it's important to have this clause in writing. Otherwise, as soon as the employee leaves the fold, they could be required to pay the company the same use fees any other publisher would need to pay. Consequently, if PJs want to make a book (text or art) and use images they shot, these fees immediately devour any potential profit.
If possible, get the words "all images" into the agreement. This allows PJs to use outtakes in addition to those which ran. Since we all know many good images die because space is tight, it's best to get these words into the agreement.
The images are being published somewhere, so the lawyers can't argue about normal outtake problems. No subpoena problems are created by publishing extra images.
If the company refuses to allow perpetual use or - even worse - charges for use, deduct $2,000 per year (a cover spread plus two inside pages).
Aftermarket sales rights
Aftermarket sales are possibly the most lucrative of all variable incomes. This income shouldn't be calculated into salary negotiations, however it's a critical bargaining point. Whatever the eventual agreement is; get it in writing.
The company could keep 100 percent or let the staffer keep whatever they can earn. Larger organizations may have an aftermarket sales editor or manager (a staffer's best friend). This person contacts other publishers to get secondary income from staff-produced images. The use fees typically range from $50 to several thousand dollars (depends on the image and interested markets).
At medium and large papers, print sales go into a general fund. The selling of prints are considered a courtesy for the customers and whatever profit does come for the margin is easily absorbed by the general cost of doing business (pool lenses, batteries, etc...)
Smaller, one-shooter pubs may consider aftermarket sales as make-good for low salary. The smaller publications typically aren't prepared to handle large-scale print sales, so they'll additionally let PJs price, sell and pocket profits from prints as well as aftermarket rights. Again, this keeps lower-paid staffers happier.
Either way, PJs should not feel abused at the end of the game. If the company actively markets the images for the PJ and splits the aftermarket profit, it's a good deal. If a PJ is required to market the images and gets no compensation, it's time to look for a new job.
If the company keeps all aftermarket profits, deduct $2,000 per year.
In-house contests
In-house contests are poo-pooed by some staffers, but they add up to a significant amount for the company. They can also add up to a significant amount for PJs if it's a regular goal.
In-house contests are far easier to win than head-to-head international pro competitions. The likelihood of winning is based on the number of staff members available for the prize pool. The contest may be among photo staffers, the newsroom or the entire organization. These contests may also take place weekly, monthly, quarterly or annually.
Some in-house contests are considered easy money for whoever enters because most staffers forget to enter. Other contest winners are determined by management. Either way, consider it found cash when it happens, but don't consider it in the salary negotiations.
Even though we won't add it into the calculation, we still need to know about it - particularly if it's an easy-money contest. We'll want to know who (how many) can enter, how it's judged, how much it pays, how frequently it occurs. Then, we can try for the prizes and possibly pick up some extra beer money.
If the company has no in-house contests, deduct $500 per year.
Schedule rotation
Schedules may appear to be a quality of life issue, but it eventually boils down to money in the bank. Saturday night is when folks get married and have lavish parties where quality photography is needed. A wedding can earn a good PJ $5K ($20K p/month in May and June).
Consequently, if the PJ has no potential of ever having Saturday nights off, this is potentially a significant loss. Friday nights also have a fair amount of freelance work, but it'll never make up for Saturday nights.
Staff rotation policies are typically determined by the photo department. A fair rotation allows all staffers to have weekends off during some part of the year. It may not be during the ideal time, but staffers will normally trade out as needed to manage freelance gigs.
However, if the rotation is completely determined by seniority within a company, it becomes a liability to be "the new kid." If the staff has little turnover, it might be 10 years before the PJ can expect to shoot freelance regularly on Saturday nights.
Because freelance income is an unpredictable amount, it can't really be added to a PJ salary offer, but it means the offer on the table better more than cover all the PJ's expenses or there will be trouble down the line.
If the new PJ must work every Saturday night until further notice, deduct at least $5,000 per year (one premium wedding).
Freelance potential
Obviously the size of a newspaper's city directly impacts the ability to freelance. If the city's size is measured in millions, there is far more freelance potential than if it's measured in thousands.
However, if there is dramatic distance from the nearest larger town, PJs have a significant advantage. If national news breaks in the proximity of the PJ's home city, no other PJs may be able to cover the news as rapidly. Consequently, a rural PJ may be able to dictate better terms for freelance assignments. If the freelance client doesn't like the terms, they can send a shooter from New York. ;-}
A single shooter or small staff in a large geographical area may be the only pro shooter(s) within several hours of the area. As such, potential clients contact the closest daily newspaper to the area they need covered. This creates potentially significant extra income for staffers in those areas.
The only potential problem is at a small paper inside a large metro area with a nearby mega-paper. Freelance clients call the big paper first and the smaller papers only get cheap clients.
If the paper is the smaller player in a major market, deduct $1,500 per year.
Workplace variables
These could be considered "happy factors." They determine the value a company places on PJs and their emotional well being as it applies to the workplace.
Camera purchase plan
Some companies prefer to provide all equipment for their PJs. This trend is happening more since digital cameras were introduced. However, prices have gone down from the old $20K bodies, so the trend may reverse.
Other companies provide camera bodies and have the PJs provide all accessories. Still, some companies expect PJs to provide everything. It's important to know what's expected when PJs walk in the door.
At papers where PJs are expected to provide all or most equipment, there should be an equipment purchase plan in place. Otherwise, PJs are in trouble from day one.
A decent purchase plan includes an annual matching camera allowance (1-to-1 with some limits). A great purchase plan is a 50/50 plan with zero interest. This is a great staff incentive and keeps good PJs at a location for a while.
The 50/50 plan allows staff PJs to have a candy-store shopping spree. They select whatever they want. The company pays for the equipment, deducts 50 percent and allows PJs to pay back the other 50 percent over time without interest (because the company takes the deduction up front).
This insures PJs have top-quality equipment at all times. Every few years, staffers pay off their loan and reinvest in newer equipment. Meanwhile, they are disinclined to leave the company because they either must pay off the entire remaining loan or turn in an equal amount of equipment to the remaining loan amount. Neither are good options for working PJs. So, they'll stay with the company longer.
If there is no camera purchase plan and PJs are expected to provide equipment, deduct $1,000 per year.
Work environment
PJs don't hang around the office. However when we return, it's good to return to a pleasant atmosphere. When interviewing, if PJs have state-of-the-art equipment (for speed), and personal spaces, it's more promising than some other options.
The amount a company spends on equipment, furniture and office supplies aren't proof of a good job. But, if these same items are inadequate, it's not a good sign.
Old computer equipment does the same job as new equipment. However, PJs must spend more time waiting on the equipment and it's more likely to crash. Therefore, it's easy to guess the company may not value the PJ's time if they haven't updated computers or other equipment in the last 10 years.
Don't expect the company to value the PJ either. If "anything cheap" works as equipment, it works as a PJ as well.
Although there is no real monetary value on this, consider the age of some computers could make PJs lose up to a week of time waiting or restarting old computers. Deduct a day's or a week's pay for old equipment.
Predictability
Stress is caused by many factors in this job. There are enough real-world stresses to keep PJs wired and restless all night. If other company employees have too much idle time, they may decide to fill the time by creating stress for other folks by constantly changing procedures and expectations. This is a bad combination for PJs because we aren't in the office to combat these stress assaults.
The best situation is an established and codified standard operating procedure. If the company offering a job hasn't written down the processes, then procedures are entirely decided by the whim of those in charge.
Sure, adaptability and flexibility are hallmarks of good PJs. However stable scanning, editing and assignment procedures should exist to maximize efficiency and reduce stress. This job is stressful enough.
Stress and inefficiency wastes time. Deduct one or two day's pay if the company doesn't have a written SOP.
Stability
Job security is the primary reason to become a newspaper staffer. Experienced PJs can make far more income and have more freedom as freelancers. However, there is comfort in knowing a predictable amount will be deposited in the bank every other Friday.
Job hunters need to know how stable the company is before signing onto this lifestyle. Upstart papers are the most dangerous and should offer substantial salaries because the entire venture could fold rapidly.
At established papers, PJs should ask why the job became available. If the previous shooter moved on to a bigger paper, fine. If the previous shooters were released because they wore the wrong brand of shoes or some other silly issues, some alarms should sound. If the previous staffer had a heart attack or committed suicide, many questions are warranted.
If the job doesn't appear secure, it's wise for a PJ to save at least two weeks of pay. Deduct these two weeks from the base pay offer.
Hazardous duty pay
As far as I know, there is no such thing at any newspapers. Military and some emergency workers get additional pay while in hazardous areas, but PJs don't. If anyone can convince their department to offer it to new hires, it would be a strong incentive.
Check the balance
Obviously, there are many reasons to change jobs. When PJs consider more than one option, make sure to compare the jobs numerically to get the best deal. Once the staff deal is negotiated and agreed, the company usually won't renegotiate until the PJ already has another offer at a different company.
Consequently, it's important to maximize negotiations so PJs won't be hunting for a new job a week after starting.
For each job offer, run the numbers through this formula page to determine the best options. It doesn't include the image potential, assignment quality, proximity to family or other ethereal values, but it makes PJs take a cold, hard look at the offer on the table. This apples-to-apples comparison should make the better job immediately visible.
Staffers with strong stomachs might want to do the numbers on their current job to see if it's time to find a new home. Since I can predict the outcome for most folks, let's make this less painful. For each $1K lost, take a shot of something strong. If most staff jobs are as bad as I've heard, most PJs should pass out before they get to the bottom line. It's probably best.
Enough for now,
Sunday, September 18, 2005
Negotiate a good staff deal - Fixed costs
This series is primarily for mid-career PJs, but new PJs can still use the information to streamline their career path and minimize hardship along the way.
Before we begin, let's all remember we do this job because it's our passion. We didn't choose this path for the pay (we were warned repeatedly about the miserable pay levels). With the obvious said, this post isn't about whining over how little we're paid, it's about getting enough to make usgrumble smile instead of cry on payday.
People who like money should become bankers. Folks who must tell stories with their images become PJs. It's a rough road, but it's the path we chose. We get the bad with the good. However, it doesn't mean we need to live in poverty to support a newspaper. The paper needs our work to sell its product.
Critical factors
We've used the information provided in the "get a job" series and have some serious job offers. Most new PJs think salary is the bottom line, but it's only a starting point in job negotiations.
There are two critical factors all PJs absolutely must understand before they accept any jobs.
1) Every PJ expense can be written off by the corporation. Salary, bonuses and job-related expenses can be paid by the company. All these expenses can be deducted from their taxes - if they choose to do so.
2) All expenses not paid by the company are paid by the PJ and MUST be deducted from potential income. Although these expenses can later be deducted by the PJ, it only represents 1/3 of the actual expense after the IRS takes their share.
Consequently, a lower salary with higher benefits is actually better than a staff job with high-salary but no compensation. The whole package should dictate where talented, hard-working PJs go.
Dissatisfied staffers might want to stop reading now. If they already know they're getting ripped off, this will only throw them into fits of depression. I have a good deal, and it's still depressing to do the math.
Salary
Salary is considered a fixed cost to the business bean counters. It's a pre-determined amount based on newspaper circulation and the individual PJ's experience level.
Although some corporations pay higher salaries, the sum result often can be less than other corporations. The pay range seems relatively uniform once the cost of living in different communities is considered. The whole package ultimately determines the competitive edge of one corporation over another.
Each of the following is a separate negotiation point for job applicants. Experienced PJs with numerous awards can demand more concessions during negotiations while newer PJs may not get "standard" concessions as a stipulation of "conditional employment." This status should be renegotiated upon annual review or the PJ should take the experience and awards and move to another paper.
Fixed costs
These are predictable monthly amounts given directly to the PJ to offset the expenses of required tools. The combined monthly amount of allowances can vary from nominal token amounts to several hundred dollars.
During the initial round of negotiations, it's important to nail down these numbers. These numbers represent income the PJ won't lose by being employed. However, they do not represent financial income because PJs incur these expenses as part of the job requirements.
Do NOT allow any negotiator to include these numbers in salary negotiations. Salary (predictable income) is entirely separate from reimbursements (out-of-pocket expenses / potential loses).
Car allowance
It's understood a dependable vehicle is required in PJ work. Because of potential abuses, this tool is often not provided to PJs. However, many newspapers give staffers a monetary allowance for the use of their privately owned vehicle in addition to mileage.
In addition to the expenses involved in routine vehicle maintenance, some companies require vehicles to be fully insured rather than simply insured for liability. This insurance protects the company's equipment (and replacement insurance), but places additional insurance expenses on the staffer.
Some companies understand the substantial monthly investment and compensate PJs appropriately with an allowance. Other companies leave these expenses to the PJ. PJs must deduct these fixed expenses from the salary offer if no allowances are provided. Otherwise, they need to deduct the difference between actual expense and reimbursement.
For example:
$275 - monthly auto expense (payment and maintenance only).
+ $125 - monthly insurance expense.
$400 - total monthly cost for a required vehicle.
- $300 - monthly auto allowance.
$100 - total monthly expense to deduct from salary ($1,200 annually).
Note: If a newspaper requires full coverage without any compensation. End negotiations. These companies only bring hardship for PJs.
Cell phone allowance
Although pagers are provided by almost all newspapers, cell phones can potentially be abused by staffers. To keep expenses down, many companies offer an allowance for this essential tool.
A normal phone allowance ranges from $50 to $75 per month and may vary according to a PJ's expertise, location and mission requirements (stand alone bureaus and cellular transmissions of images from Africa aren't abuse and must be compensated).
A cell phone costs about $600 per year at $50 per month. Again, this is an expense if it's not an allowance. Deduct the cost from the salary offer.
Professional membership fees
Membership fees to the National Press Photographers Association (NPPA) ($90 per year), the Society of Professional Journalists (SPJ) and other business-related organizations are covered by many companies. Again, it's a write off to the company and keeps staffers up-to-date and on the edge.
Recently, companies are trending not to pay these fees. It's sad for the profession and not productive for the newspapers. When the newspaper has a large number of members in these organizations, they tend to gain notoriety within the industry. This can easily be turned into increased circulation and profits for the company.
It makes business sense for the company to pay. Either way, it's important for staffers - particularly at a small staff - to be members of some professional organization. Consequently, if this isn't covered by the company, it's yet another expense to deduct from the salary offer.
Camera insurance
Once a PJ fills out their first camera insurance form, they know where all their money went. A typical PJ rig can run from $10K to $20K or more. This is a significant investment. It's also a favorite target of thieves.
Most companies provide insurance to replace the equipment if stolen. This requires an annual update of the equipment list, but ensures the serial numbers are recorded in several places if the equipment gets ripped off.
Because the insurance is very pricy, most companies opt for a high deductible (around $5K) and expense lesser losses. If the company doesn't provide this insurance, it's wise for PJs to get it from another source.
Average camera insurance will cost about $2 per month of each $100 insured. For a $10K rig, this cost is about $200 per month ($2,400 per year). Again, this is an expense PJs should deduct from the salary offer.
Check fixed pay
If a PJ earns $25K per year without any allowances, the PJ is actually earning $16,990 before taxes ($25k - $8,010 fixed expenses).
Next time, we'll discuss variable benefits.
Enough for now,
Before we begin, let's all remember we do this job because it's our passion. We didn't choose this path for the pay (we were warned repeatedly about the miserable pay levels). With the obvious said, this post isn't about whining over how little we're paid, it's about getting enough to make us
People who like money should become bankers. Folks who must tell stories with their images become PJs. It's a rough road, but it's the path we chose. We get the bad with the good. However, it doesn't mean we need to live in poverty to support a newspaper. The paper needs our work to sell its product.
Critical factors
We've used the information provided in the "get a job" series and have some serious job offers. Most new PJs think salary is the bottom line, but it's only a starting point in job negotiations.
There are two critical factors all PJs absolutely must understand before they accept any jobs.
1) Every PJ expense can be written off by the corporation. Salary, bonuses and job-related expenses can be paid by the company. All these expenses can be deducted from their taxes - if they choose to do so.
2) All expenses not paid by the company are paid by the PJ and MUST be deducted from potential income. Although these expenses can later be deducted by the PJ, it only represents 1/3 of the actual expense after the IRS takes their share.
Consequently, a lower salary with higher benefits is actually better than a staff job with high-salary but no compensation. The whole package should dictate where talented, hard-working PJs go.
Dissatisfied staffers might want to stop reading now. If they already know they're getting ripped off, this will only throw them into fits of depression. I have a good deal, and it's still depressing to do the math.
Salary
Salary is considered a fixed cost to the business bean counters. It's a pre-determined amount based on newspaper circulation and the individual PJ's experience level.
Although some corporations pay higher salaries, the sum result often can be less than other corporations. The pay range seems relatively uniform once the cost of living in different communities is considered. The whole package ultimately determines the competitive edge of one corporation over another.
Each of the following is a separate negotiation point for job applicants. Experienced PJs with numerous awards can demand more concessions during negotiations while newer PJs may not get "standard" concessions as a stipulation of "conditional employment." This status should be renegotiated upon annual review or the PJ should take the experience and awards and move to another paper.
Fixed costs
These are predictable monthly amounts given directly to the PJ to offset the expenses of required tools. The combined monthly amount of allowances can vary from nominal token amounts to several hundred dollars.
During the initial round of negotiations, it's important to nail down these numbers. These numbers represent income the PJ won't lose by being employed. However, they do not represent financial income because PJs incur these expenses as part of the job requirements.
Do NOT allow any negotiator to include these numbers in salary negotiations. Salary (predictable income) is entirely separate from reimbursements (out-of-pocket expenses / potential loses).
Car allowance
It's understood a dependable vehicle is required in PJ work. Because of potential abuses, this tool is often not provided to PJs. However, many newspapers give staffers a monetary allowance for the use of their privately owned vehicle in addition to mileage.
In addition to the expenses involved in routine vehicle maintenance, some companies require vehicles to be fully insured rather than simply insured for liability. This insurance protects the company's equipment (and replacement insurance), but places additional insurance expenses on the staffer.
Some companies understand the substantial monthly investment and compensate PJs appropriately with an allowance. Other companies leave these expenses to the PJ. PJs must deduct these fixed expenses from the salary offer if no allowances are provided. Otherwise, they need to deduct the difference between actual expense and reimbursement.
For example:
$275 - monthly auto expense (payment and maintenance only).
+ $125 - monthly insurance expense.
$400 - total monthly cost for a required vehicle.
- $300 - monthly auto allowance.
$100 - total monthly expense to deduct from salary ($1,200 annually).
Note: If a newspaper requires full coverage without any compensation. End negotiations. These companies only bring hardship for PJs.
Cell phone allowance
Although pagers are provided by almost all newspapers, cell phones can potentially be abused by staffers. To keep expenses down, many companies offer an allowance for this essential tool.
A normal phone allowance ranges from $50 to $75 per month and may vary according to a PJ's expertise, location and mission requirements (stand alone bureaus and cellular transmissions of images from Africa aren't abuse and must be compensated).
A cell phone costs about $600 per year at $50 per month. Again, this is an expense if it's not an allowance. Deduct the cost from the salary offer.
Professional membership fees
Membership fees to the National Press Photographers Association (NPPA) ($90 per year), the Society of Professional Journalists (SPJ) and other business-related organizations are covered by many companies. Again, it's a write off to the company and keeps staffers up-to-date and on the edge.
Recently, companies are trending not to pay these fees. It's sad for the profession and not productive for the newspapers. When the newspaper has a large number of members in these organizations, they tend to gain notoriety within the industry. This can easily be turned into increased circulation and profits for the company.
It makes business sense for the company to pay. Either way, it's important for staffers - particularly at a small staff - to be members of some professional organization. Consequently, if this isn't covered by the company, it's yet another expense to deduct from the salary offer.
Camera insurance
Once a PJ fills out their first camera insurance form, they know where all their money went. A typical PJ rig can run from $10K to $20K or more. This is a significant investment. It's also a favorite target of thieves.
Most companies provide insurance to replace the equipment if stolen. This requires an annual update of the equipment list, but ensures the serial numbers are recorded in several places if the equipment gets ripped off.
Because the insurance is very pricy, most companies opt for a high deductible (around $5K) and expense lesser losses. If the company doesn't provide this insurance, it's wise for PJs to get it from another source.
Average camera insurance will cost about $2 per month of each $100 insured. For a $10K rig, this cost is about $200 per month ($2,400 per year). Again, this is an expense PJs should deduct from the salary offer.
Check fixed pay
If a PJ earns $25K per year without any allowances, the PJ is actually earning $16,990 before taxes ($25k - $8,010 fixed expenses).
Next time, we'll discuss variable benefits.
Enough for now,
Tuesday, August 23, 2005
Complete the application package
PJs are different and, like images, resume packages should be original and tell employers about individual PJs.
Keeping above in mind, let's discuss the "standard" resume package. This is the basic, no-frills package required to get a job. Anything less is likely to get a rejection. However, if origami animals also jump into the package, I'm sure nobody would mind. :-)
The investment
A typical (economical) resume package costs around $10 to send. Most PJs who are seriously hunting for a job send at least 20 packages (if not more). It represents a major investment while excluding the time involved (when a freelance gig could have earned $300 to $500 per hour).
Let's factor all the components: research time, package preparation, package expenses, postage, preparation time, mileage to and from the mailing center. A resume package could easily be worth about $500 or more to the sending PJ IF no special images were created solely for the resume, which drives the price higher.
When this much cash is on the line, PJs are well advised to invest wisely. This means PJs shouldn't try for jobs out of their league or waste money on a bargain basement jobs. Instead, go for the jobs with the best fit or one notch above the current working position.
However, also send resume packages to "dream jobs." I did so many years ago and, to my surprise, I was a finalist for a job I didn't know was available. During the same time, I got another dream job, but life is strange.
The package
The standard package has three core components: a cover letter, a resume and a portfolio. If PJs have business cards or promotional postcards, include one of each as well.
All of these ingredients must be absolutely perfected. Any minor problem is a potential rejection.
To be certain everything is ready, have others critique the package components. Challenge them to find anything questionable. While it's important to stand out from the herd, it's more important not to be cut, slaughtered and served at a burger joint. Although this sounds like a recipe for mediocrity, it's not.
PJs must create unique resume packages. Just as every image only requires exposure, focus and timing, each resume package can be as unique as each image. The goal is to have the most technically and esthetically pleasing package of the group applying for the job.
Packaging
A standard package includes a cover letter and resume in a matching envelope along with a CD portfolio in a jewel case. These items are placed inside a larger bubble-wrap protected envelope and sealed.
The rest of the package is a matter of style. Some PJs send flat resumes inside protective covers, place everything into binders or make custom comb-bound books. As long as it fits into a reasonably-sized envelope or container, it's open for interpretation.
However, be cognizant of the total weight of the package. The mailing cost difference between a bubble-wrap envelope and a padded envelope is about a buck - slightly more than the savings between the two types of envelopes.
So, if a PJ decides to decoupage a resume onto granite slabs to get attention, s/he might want to reconsider the option before shelling out the extra freight charges.
Labels
For most PJs, the mailing address, return address and portfolio label (if used) are typically printed on adhesive labels. It's safe.
However, PJs skilled in calligraphy may want to hand print the information on the CD label, internal envelope and possibly on the package envelope.
Return packaging
In the old days, PJs included return packaging for slide portfolios and possible reject letters. Now, it's common for PJs to request the recipient keep the CD on file for future jobs or freelance assignments.
Not only is this approach initially cheaper, it's potentially more lucrative for PJs who picks up addition freelance gigs while waiting on new or different staff jobs.
If using this approach, it's extremely important the CD contains links back to the PJ's online portfolio and contact information. Because a PJs online presence is universal, as long as editors have the CD, they can locate the 2nd choice PJ for a later opening or a freelance gig.
This brings up the subject of keeping an online resume up to date at all times, but it's a subject to discuss at another time.
Mail it quick
Collect the package components, make sure the names are correct and get it out the door. Time is on the side of the first job applicants. They become the standard against which new contenders are measured. They also clear the first hurdle on job searches with deadlines. Finally, they cross the desk while the editor is still interested. After many sub-standard resumes, editors may lose interest in reviewing many new portfolios.
Enough for now,
Keeping above in mind, let's discuss the "standard" resume package. This is the basic, no-frills package required to get a job. Anything less is likely to get a rejection. However, if origami animals also jump into the package, I'm sure nobody would mind. :-)
The investment
A typical (economical) resume package costs around $10 to send. Most PJs who are seriously hunting for a job send at least 20 packages (if not more). It represents a major investment while excluding the time involved (when a freelance gig could have earned $300 to $500 per hour).
Let's factor all the components: research time, package preparation, package expenses, postage, preparation time, mileage to and from the mailing center. A resume package could easily be worth about $500 or more to the sending PJ IF no special images were created solely for the resume, which drives the price higher.
When this much cash is on the line, PJs are well advised to invest wisely. This means PJs shouldn't try for jobs out of their league or waste money on a bargain basement jobs. Instead, go for the jobs with the best fit or one notch above the current working position.
However, also send resume packages to "dream jobs." I did so many years ago and, to my surprise, I was a finalist for a job I didn't know was available. During the same time, I got another dream job, but life is strange.
The package
The standard package has three core components: a cover letter, a resume and a portfolio. If PJs have business cards or promotional postcards, include one of each as well.
All of these ingredients must be absolutely perfected. Any minor problem is a potential rejection.
To be certain everything is ready, have others critique the package components. Challenge them to find anything questionable. While it's important to stand out from the herd, it's more important not to be cut
PJs must create unique resume packages. Just as every image only requires exposure, focus and timing, each resume package can be as unique as each image. The goal is to have the most technically and esthetically pleasing package of the group applying for the job.
Packaging
A standard package includes a cover letter and resume in a matching envelope along with a CD portfolio in a jewel case. These items are placed inside a larger bubble-wrap protected envelope and sealed.
The rest of the package is a matter of style. Some PJs send flat resumes inside protective covers, place everything into binders or make custom comb-bound books. As long as it fits into a reasonably-sized envelope or container, it's open for interpretation.
However, be cognizant of the total weight of the package. The mailing cost difference between a bubble-wrap envelope and a padded envelope is about a buck - slightly more than the savings between the two types of envelopes.
So, if a PJ decides to decoupage a resume onto granite slabs to get attention, s/he might want to reconsider the option before shelling out the extra freight charges.
Labels
For most PJs, the mailing address, return address and portfolio label (if used) are typically printed on adhesive labels. It's safe.
However, PJs skilled in calligraphy may want to hand print the information on the CD label, internal envelope and possibly on the package envelope.
Return packaging
In the old days, PJs included return packaging for slide portfolios and possible reject letters. Now, it's common for PJs to request the recipient keep the CD on file for future jobs or freelance assignments.
Not only is this approach initially cheaper, it's potentially more lucrative for PJs who picks up addition freelance gigs while waiting on new or different staff jobs.
If using this approach, it's extremely important the CD contains links back to the PJ's online portfolio and contact information. Because a PJs online presence is universal, as long as editors have the CD, they can locate the 2nd choice PJ for a later opening or a freelance gig.
This brings up the subject of keeping an online resume up to date at all times, but it's a subject to discuss at another time.
Mail it quick
Collect the package components, make sure the names are correct and get it out the door. Time is on the side of the first job applicants. They become the standard against which new contenders are measured. They also clear the first hurdle on job searches with deadlines. Finally, they cross the desk while the editor is still interested. After many sub-standard resumes, editors may lose interest in reviewing many new portfolios.
Enough for now,
Monday, August 22, 2005
Make a cover letter
We've discussed the portfolio, resume and where to look for staff jobs, how to research newspaper circulations and even how to create a job hunt database to track applications. Now we need a cover letter.
Don't think of cover letters as a way to gently put a foot in the door. Instead, think of them as a way to scream your name from the back of the crowd at the Super Bowl. It should be forceful enough to convey your best selling points before you run out of air and the editor runs out of patience.
I've posted a sample cover letter on the PJ Glossary site. It earned several job offers at nice newspapers, so it's generally successful.
Since I'm the only person who fits the description, it's pointless to copy and paste this cover letter. Instead, below is a point-by-point breakdown of the letter to customize it to each PJ's level of experience.
Headers
The header section of a cover letter primarily makes sure the package gets to the right person. It also allows for a reply and sets an informal deadline.
Return address
The return address is a standard introductory block of information. It says who the PJ is, where s/he is located and how to contact her/him. Because I include my online information in my resume, I don't duplicate the information here.
If the job is already filled, this is all the information the editor really needs.
Mailing address
The address is accurate and addressed to a specific person. Be careful with the spellings of names and the publication. Some publication names deliberately deviate from common spellings.
If using a template, double check the pub name against the contact name. It would be entirely too embarrassing to mail a resume package to one publication while the contact name belongs to their direct competition. Ouch.
It's good to double check the mailing address posted in a job opening against the address the PJ already gathered. Typos can happen anywhere - even in a job posting. Look at the PO Box and Zip code for inverted numbers.
If the posting stated the attention line should be for a particularly-titled person, use traditional (and sometimes non-traditional) methods to get the correctly spelled name of the person who currently is in the particular position. It immediately shows the recipient a PJ's investigative skills and resourcefulness.
Date
For dated job postings, the date lets the editor know the deadline was met for the application. It allows the package to clear the first hurdle.
Although the date isn't particularly needed on unsolicited applications, it subtly reminds editors how long they've sat on a resume.
Dear...
Although I think the word "Dear" in front of a name is archaic at best and disingenuous at worst, this is an old business with many old, formal traditions. Unfortunately, the word "Dear" is one of those traditions. It's probably best to include it at least for the next few years.
Again, the resume package should not be sent to "Whomever it concerns." Use the $60k education and know exactly whom it concerns and use the name.
Body
As Eminem eloquently raptures in "Lose Yourself,"
Each paragraph, sentence and word in the cover letter must be bulletproof to a trained editor of words. This is the only chance for PJs to ask for a job and explain why they're better than the rest of the applicants.
Since most PJs are humble folks, a cover letter is difficult to write because most PJs don't want to appear brash or arrogant. Unfortunately, aggressive PJs get the job while gentle PJs allow it to happen.
Resume packages represent a substantial outlay of cash. Don't waste the money or let others trample dreams by being anything other than the top candidate and letting the deciding editor know this fact.
Opening comment
This is a blunt explanation of the resume package. It lets the addressee know why this expensive package now sits on a desk.
The first sentence states the PJ wants a specific job. The second sentence explains the PJs strongest selling point(s).
Some PJs also include a third sentence to explain where they saw the job posted, but it tends to weaken the opening message.
Interpersonal competencies
This paragraph should strongly answer job requirements. It reads like "me, me, me," but it's a necessary evil to lead to the final conclusion: "I can do all this for your readers."
The first sentence is clerical skills. The second sentence addresses stress. The third sentence clarifies adaptability. The fourth sentence states cooperation as well as healthy competition. The last sentence brings the paragraph home.
Special competencies
This paragraph explains special skills of immediate use to the newspaper. Fluency in foreign languages and extended overseas work would be prominently displayed here.
It also closes the cover letter and motivates the editor to look at the portfolio by foreshadowing specialized visual techniques or abilities.
In my example, the first sentence explains technical competencies. The second sentence explains a high level of professionalism over time and experience level.
In retrospect, I could include a few more skills, but (hopefully) the editor looks at my images and gives me a shout.
Closing block
This section is again a traditional nicety. It merely contains appreciation for consideration a signature and decryption of the scrawl.
Enough for now,
Don't think of cover letters as a way to gently put a foot in the door. Instead, think of them as a way to scream your name from the back of the crowd at the Super Bowl. It should be forceful enough to convey your best selling points before you run out of air and the editor runs out of patience.
I've posted a sample cover letter on the PJ Glossary site. It earned several job offers at nice newspapers, so it's generally successful.
Since I'm the only person who fits the description, it's pointless to copy and paste this cover letter. Instead, below is a point-by-point breakdown of the letter to customize it to each PJ's level of experience.
Headers
The header section of a cover letter primarily makes sure the package gets to the right person. It also allows for a reply and sets an informal deadline.
Return address
The return address is a standard introductory block of information. It says who the PJ is, where s/he is located and how to contact her/him. Because I include my online information in my resume, I don't duplicate the information here.
If the job is already filled, this is all the information the editor really needs.
Mailing address
The address is accurate and addressed to a specific person. Be careful with the spellings of names and the publication. Some publication names deliberately deviate from common spellings.
If using a template, double check the pub name against the contact name. It would be entirely too embarrassing to mail a resume package to one publication while the contact name belongs to their direct competition. Ouch.
It's good to double check the mailing address posted in a job opening against the address the PJ already gathered. Typos can happen anywhere - even in a job posting. Look at the PO Box and Zip code for inverted numbers.
If the posting stated the attention line should be for a particularly-titled person, use traditional (and sometimes non-traditional) methods to get the correctly spelled name of the person who currently is in the particular position. It immediately shows the recipient a PJ's investigative skills and resourcefulness.
Date
For dated job postings, the date lets the editor know the deadline was met for the application. It allows the package to clear the first hurdle.
Although the date isn't particularly needed on unsolicited applications, it subtly reminds editors how long they've sat on a resume.
Dear...
Although I think the word "Dear" in front of a name is archaic at best and disingenuous at worst, this is an old business with many old, formal traditions. Unfortunately, the word "Dear" is one of those traditions. It's probably best to include it at least for the next few years.
Again, the resume package should not be sent to "Whomever it concerns." Use the $60k education and know exactly whom it concerns and use the name.
Body
As Eminem eloquently raptures in "Lose Yourself,"
"You only get one shot, do not miss your chance to blow,
This opportunity comes once in a lifetime yo."
Each paragraph, sentence and word in the cover letter must be bulletproof to a trained editor of words. This is the only chance for PJs to ask for a job and explain why they're better than the rest of the applicants.
Since most PJs are humble folks, a cover letter is difficult to write because most PJs don't want to appear brash or arrogant. Unfortunately, aggressive PJs get the job while gentle PJs allow it to happen.
Resume packages represent a substantial outlay of cash. Don't waste the money or let others trample dreams by being anything other than the top candidate and letting the deciding editor know this fact.
Opening comment
This is a blunt explanation of the resume package. It lets the addressee know why this expensive package now sits on a desk.
The first sentence states the PJ wants a specific job. The second sentence explains the PJs strongest selling point(s).
Some PJs also include a third sentence to explain where they saw the job posted, but it tends to weaken the opening message.
Interpersonal competencies
This paragraph should strongly answer job requirements. It reads like "me, me, me," but it's a necessary evil to lead to the final conclusion: "I can do all this for your readers."
The first sentence is clerical skills. The second sentence addresses stress. The third sentence clarifies adaptability. The fourth sentence states cooperation as well as healthy competition. The last sentence brings the paragraph home.
Special competencies
This paragraph explains special skills of immediate use to the newspaper. Fluency in foreign languages and extended overseas work would be prominently displayed here.
It also closes the cover letter and motivates the editor to look at the portfolio by foreshadowing specialized visual techniques or abilities.
In my example, the first sentence explains technical competencies. The second sentence explains a high level of professionalism over time and experience level.
In retrospect, I could include a few more skills, but (hopefully) the editor looks at my images and gives me a shout.
Closing block
This section is again a traditional nicety. It merely contains appreciation for consideration a signature and decryption of the scrawl.
Enough for now,
Sunday, August 21, 2005
Make a resume
We've discussed the portfolio and where to look for staff jobs, how to research newspaper circulations and even how to create a job hunt database to track applications. Now we need a resume.
Our resume is for a specific desired position (typically posted on a job information bank). While the local newspaper might be happy with a few e-mailed images or an online portfolio and resume, our resume is designed to snag a decent job with a living wage.
Here's what I think works because it works for me. Other PJs should do what works best for them. If the editors at major metros offer a gig to PJs with recycled newspaper and duct tape resumes, good for those PJs.
Targeted submissions
In the old days, job hunters would type, correct, type, correct and finally perfect a generic resume on paper. Then, they'd go to a printer and have 100 copies of the same exact resume printed. They'd stuff 100 envelopes, drop them in the mail and wait for responses.
Those days are gone.
Computers introduced additional areas of job competition (and weeding points for editors). Now, resume packages must be superior and customized to specific editors and publications.
The cover letter, resume and portfolio CD must be specifically designed for the publication and the person who picks the next employee. All forms of communication need to include the hiring person's name or the publication's name. Like the portfolio, it must also convey a coherent message of professionalism (and possibly quirkiness).
If not, it's two seconds away from a form "Thanks, but no thanks" response (if any).
Stationary
Some believe paper quality is a measure of the sender's worth. Consequently, use a high-percentage cotton paper and matching envelopes. This paper is sold at most office supply stores in fancy boxes of 25 sheets. The matching envelopes should be somewhere nearby. If possible, it should match the PJ's business cards.
High-quality stationary is expensive if the job hunt is long, but it should pay for itself in the long run.
Even if an editor isn't impressed with the paper quality, high-quality stationary won't be the reason a PJ didn't get past the first round. However, cheap paper could.
Color
Stationary color is important. When applying to a professional job, use professional colors. The most common colors for PJs are cream, light blue and light gray (flat, granite or marble) with some minor texture (linen).
Although neon colors (orange in particular) grab attention, it may not be the optimal choice for a resume. If the color of the stationary makes it difficult to read the print on the page, consider another color.
Font
There is a serif vs. sans serif debate. Studies say body text with serifs and headlines with sans serif fonts are easiest to read. Personally, I go with Times New Roman (serif) across the board because it's a professional font - boring, but professional.
Unless you're really confident with your name recognition and design abilities, avoid multiple fonts. The "ransom note" approach is often interpreted as youthful over exuberance. Since many editors prefer seasoned PJs, the ransom note might not get far.
If a PJ doesn't buy my rationale, at least keep font patterns consistent throughout the whole package. Don't change to traditional after the cover letter.
While we're at it, keep text aligned left and at a reasonable font size (12 point) and avoid all capital letters (read as a scream). Finally, eschew exclamation points.
Resume format
The latest trend is to list everything an employer could ever want to know about a possible new PJ. Supporters think it's important to list each program of competence, each nuanced specialty, etc.
Honestly, editors are too darn busy and want to know who the PJ is, what they've done, if they need additional training and if they can provide a needed specialty (languages, access, lighting style, etc.).
New PJs may need to note their skills and experience (media law particularly). This lets employers know the PJ can be an asset rather than a liability.
An additional drawback of the novella resume is weeding points. Employee searches are like photo contests. All PJs start out equal. Most choose to eliminate themselves. When faced with boxes of resumes in addition to the normal daily workload, it's understandable for editors to eliminate as many as they can before reading the entire content of each package.
Weak resumes will be eliminated early. The remaining resumes and portfolios are reviewed. The reasons resume packages are rejected are as numerous as the editors who must slog through the portfolios.
For premium jobs, immediate rejections occur if a PJ has no degree, has no background, has a non-news portfolio (different genre), or is incredibly sloppy. Secondary elimination points are lack of professional awards and lack of pro affiliations (NPPA, SPJ and SND are favored).
Next, PJs must navigate the personal preferences of the editor (again varied by editor) as well as unexpected problems on the editor's desk (bad moods, portfolio review interruptions, resume left on conference table, resume placed with rejects instead of keepers, coffee spilled on CD or resume, etc.).
Aside from the out-of-control issues, full-scale resumes can give editors other chances to reject resumes. If editors don't want to read entire resumes to get facts, they won't. Additionally, if the barrage of information doesn't have the exact program version the newspaper uses, it's yet another reason to reject an applicant.
I only list my contact info, objective, education, job titles/employers, awards, affiliations and references on my hard copy resume (online version is different). It may be too simple, but anyone who wants to hire me understands I know all the appropriate computer programs, media law and other essential job qualifications. Otherwise, I wouldn't have the previous jobs or awards.
Sections of a brief resume
If needing a resume from scratch, here's a way to construct it. If others have already had success with their resumes, go with what works.
Like news stories, the first page is the only page read unless the editor is compelled to continue reading. It's the job applicant's mission to inform the editor of unique qualifications and pull the editor through the application process.
Consequently, a tight resume lets editors know the PJ appreciates and values the editors' time. One page is good. A two-page resume works for experienced PJs with many awards. The third page is unlikely to get a serious look on the first round.
Contact block
The contact information should be the first part of all correspondence. If PJs get into the keeper pile of resumes, making an editor search for a phone number could move the resume to the reject pile.
The contact block should include the PJ's name, home and mobile numbers, home address, e-mail address (preferably a private e-mail rather than a corporate [subject to review by supervisor] address), Web sites and other contact information.
I also include my blogs here. I'd rather a potential employer know about my blogs and review them before they hire me. I don't want to be dooced down the road. It's also a good idea to have separation of blog and work in writing before accepting a job. Otherwise, the new employer might feel they have the right to interfere with, influence or lay claim to blog content.
Objective
This is a very specific explanation (one or two sentences) of an applicant's desired job. When applying for a specific job at a specific publication, it should match the job posting on both counts.
Example: Professional photojournalist seeks a full-time staff photojournalist position at XYZ Newspaper.
If the job posting is for a staff photographer, apply for the "photographer" position.
By adding the publication's name, it customizes the resume for the client and let's the editor know the PJ wants this particular job. It's not an application to "anywhere in the Northern Hemisphere."
The next sections can be in any order, however this order might work best.
Education
This is a major weeding issue, so let's get it resolved rapidly. List any degree(s) obtained, the full university name and the year(s) each was obtained.
If a PJ's GPA was particularly good, include it. Otherwise, it's assumed everyone has a 3.5 (of 4) or better GPA. If not, be ready to explain low grades during the pre-screening call - explanations better be good and true.
Experience
This is another weeding point. If the job requires 10 years experience at a daily metro newspaper, two years at a 5K weekly won't work.
Likewise, three years of daily photo experience at a portrait studio is not the same as three years at a daily paper.
The last 10 years are fine for this section. Add military and years of service to get some bonus points with some editors (or lose points with others).
Skills
New PJs may want to substitute skills for experience. List skills as bullet statements to show competencies expected for the job description. These are typically listed on job postings. Don't list skills unless the PJ has a proven competence. Good editors eventually ask to see proof.
More experienced PJs might list current job duties. Again, the top-listed duties should apply directly to the position sought and job description. Although old timers appreciate the ability to develop and print film in a hotel bathroom, it doesn't apply to modern PJ jobs.
Awards
The listed awards should be PJ, design or journalism related. It's interesting if a PJ won a ballroom dancing competition, but it doesn't apply to the job.
Depending on the PJ's experience and competitive inclination, there are several ways to list awards. Below are the three most common.
1) Reverse chronologically: Place the newest awards at the top as they are acquired.
2) Award level: Awards are grouped by ordinal number (1st, 2nd, 3rd, finalist, honorable mention).
3) Prestige level: Awards are listed by competitive factor (Pulitzer, WPP, POYi, state awards, collegiate, parks and recreation department, etc...).
Affiliations
This is a minor weeding point. If the publication pays dues, most folks join. If it doesn't, some might not join. However, it's a rapid way for an editor to assess the ethical and professional background of a candidate.
College students and those considering the profession should be members of both NPPA and SPJ. Membership includes subscriptions to News Photographer magazine (NPPA) and Quill magazine (SPJ). They are both good cover-to-cover reads for beginning PJs and pros alike. Both offer substantial student membership discounts. It's reasonably affordable to be a member of both while in college.
References
If anything is hotly debated, it's references. As a general rule, it's best to include name, phone number and e-mail addresses for references in a hard copy resume. This information rounds out the second page of a tight resume. It also provides an editor with the immediate information to fill the job.
For online resumes, state references provided upon request and link the words "upon request" to the PJ's e-mail address. It's unlikely to solicit requests, but it keeps the PJ's references on the PJ's good side (a critical issue).
Enough for now,
Our resume is for a specific desired position (typically posted on a job information bank). While the local newspaper might be happy with a few e-mailed images or an online portfolio and resume, our resume is designed to snag a decent job with a living wage.
Here's what I think works because it works for me. Other PJs should do what works best for them. If the editors at major metros offer a gig to PJs with recycled newspaper and duct tape resumes, good for those PJs.
Targeted submissions
In the old days, job hunters would type, correct, type, correct and finally perfect a generic resume on paper. Then, they'd go to a printer and have 100 copies of the same exact resume printed. They'd stuff 100 envelopes, drop them in the mail and wait for responses.
Those days are gone.
Computers introduced additional areas of job competition (and weeding points for editors). Now, resume packages must be superior and customized to specific editors and publications.
The cover letter, resume and portfolio CD must be specifically designed for the publication and the person who picks the next employee. All forms of communication need to include the hiring person's name or the publication's name. Like the portfolio, it must also convey a coherent message of professionalism (and possibly quirkiness).
If not, it's two seconds away from a form "Thanks, but no thanks" response (if any).
Stationary
Some believe paper quality is a measure of the sender's worth. Consequently, use a high-percentage cotton paper and matching envelopes. This paper is sold at most office supply stores in fancy boxes of 25 sheets. The matching envelopes should be somewhere nearby. If possible, it should match the PJ's business cards.
High-quality stationary is expensive if the job hunt is long, but it should pay for itself in the long run.
Even if an editor isn't impressed with the paper quality, high-quality stationary won't be the reason a PJ didn't get past the first round. However, cheap paper could.
Color
Stationary color is important. When applying to a professional job, use professional colors. The most common colors for PJs are cream, light blue and light gray (flat, granite or marble) with some minor texture (linen).
Although neon colors (orange in particular) grab attention, it may not be the optimal choice for a resume. If the color of the stationary makes it difficult to read the print on the page, consider another color.
Font
There is a serif vs. sans serif debate. Studies say body text with serifs and headlines with sans serif fonts are easiest to read. Personally, I go with Times New Roman (serif) across the board because it's a professional font - boring, but professional.
Unless you're really confident with your name recognition and design abilities, avoid multiple fonts. The "ransom note" approach is often interpreted as youthful over exuberance. Since many editors prefer seasoned PJs, the ransom note might not get far.
If a PJ doesn't buy my rationale, at least keep font patterns consistent throughout the whole package. Don't change to traditional after the cover letter.
While we're at it, keep text aligned left and at a reasonable font size (12 point) and avoid all capital letters (read as a scream). Finally, eschew exclamation points.
Resume format
The latest trend is to list everything an employer could ever want to know about a possible new PJ. Supporters think it's important to list each program of competence, each nuanced specialty, etc.
Honestly, editors are too darn busy and want to know who the PJ is, what they've done, if they need additional training and if they can provide a needed specialty (languages, access, lighting style, etc.).
New PJs may need to note their skills and experience (media law particularly). This lets employers know the PJ can be an asset rather than a liability.
An additional drawback of the novella resume is weeding points. Employee searches are like photo contests. All PJs start out equal. Most choose to eliminate themselves. When faced with boxes of resumes in addition to the normal daily workload, it's understandable for editors to eliminate as many as they can before reading the entire content of each package.
Weak resumes will be eliminated early. The remaining resumes and portfolios are reviewed. The reasons resume packages are rejected are as numerous as the editors who must slog through the portfolios.
For premium jobs, immediate rejections occur if a PJ has no degree, has no background, has a non-news portfolio (different genre), or is incredibly sloppy. Secondary elimination points are lack of professional awards and lack of pro affiliations (NPPA, SPJ and SND are favored).
Next, PJs must navigate the personal preferences of the editor (again varied by editor) as well as unexpected problems on the editor's desk (bad moods, portfolio review interruptions, resume left on conference table, resume placed with rejects instead of keepers, coffee spilled on CD or resume, etc.).
Aside from the out-of-control issues, full-scale resumes can give editors other chances to reject resumes. If editors don't want to read entire resumes to get facts, they won't. Additionally, if the barrage of information doesn't have the exact program version the newspaper uses, it's yet another reason to reject an applicant.
I only list my contact info, objective, education, job titles/employers, awards, affiliations and references on my hard copy resume (online version is different). It may be too simple, but anyone who wants to hire me understands I know all the appropriate computer programs, media law and other essential job qualifications. Otherwise, I wouldn't have the previous jobs or awards.
Sections of a brief resume
If needing a resume from scratch, here's a way to construct it. If others have already had success with their resumes, go with what works.
Like news stories, the first page is the only page read unless the editor is compelled to continue reading. It's the job applicant's mission to inform the editor of unique qualifications and pull the editor through the application process.
Consequently, a tight resume lets editors know the PJ appreciates and values the editors' time. One page is good. A two-page resume works for experienced PJs with many awards. The third page is unlikely to get a serious look on the first round.
Contact block
The contact information should be the first part of all correspondence. If PJs get into the keeper pile of resumes, making an editor search for a phone number could move the resume to the reject pile.
The contact block should include the PJ's name, home and mobile numbers, home address, e-mail address (preferably a private e-mail rather than a corporate [subject to review by supervisor] address), Web sites and other contact information.
I also include my blogs here. I'd rather a potential employer know about my blogs and review them before they hire me. I don't want to be dooced down the road. It's also a good idea to have separation of blog and work in writing before accepting a job. Otherwise, the new employer might feel they have the right to interfere with, influence or lay claim to blog content.
Objective
This is a very specific explanation (one or two sentences) of an applicant's desired job. When applying for a specific job at a specific publication, it should match the job posting on both counts.
Example: Professional photojournalist seeks a full-time staff photojournalist position at XYZ Newspaper.
If the job posting is for a staff photographer, apply for the "photographer" position.
By adding the publication's name, it customizes the resume for the client and let's the editor know the PJ wants this particular job. It's not an application to "anywhere in the Northern Hemisphere."
The next sections can be in any order, however this order might work best.
Education
This is a major weeding issue, so let's get it resolved rapidly. List any degree(s) obtained, the full university name and the year(s) each was obtained.
If a PJ's GPA was particularly good, include it. Otherwise, it's assumed everyone has a 3.5 (of 4) or better GPA. If not, be ready to explain low grades during the pre-screening call - explanations better be good and true.
Experience
This is another weeding point. If the job requires 10 years experience at a daily metro newspaper, two years at a 5K weekly won't work.
Likewise, three years of daily photo experience at a portrait studio is not the same as three years at a daily paper.
The last 10 years are fine for this section. Add military and years of service to get some bonus points with some editors (or lose points with others).
Skills
New PJs may want to substitute skills for experience. List skills as bullet statements to show competencies expected for the job description. These are typically listed on job postings. Don't list skills unless the PJ has a proven competence. Good editors eventually ask to see proof.
More experienced PJs might list current job duties. Again, the top-listed duties should apply directly to the position sought and job description. Although old timers appreciate the ability to develop and print film in a hotel bathroom, it doesn't apply to modern PJ jobs.
Awards
The listed awards should be PJ, design or journalism related. It's interesting if a PJ won a ballroom dancing competition, but it doesn't apply to the job.
Depending on the PJ's experience and competitive inclination, there are several ways to list awards. Below are the three most common.
1) Reverse chronologically: Place the newest awards at the top as they are acquired.
2) Award level: Awards are grouped by ordinal number (1st, 2nd, 3rd, finalist, honorable mention).
3) Prestige level: Awards are listed by competitive factor (Pulitzer, WPP, POYi, state awards, collegiate, parks and recreation department, etc...).
Affiliations
This is a minor weeding point. If the publication pays dues, most folks join. If it doesn't, some might not join. However, it's a rapid way for an editor to assess the ethical and professional background of a candidate.
College students and those considering the profession should be members of both NPPA and SPJ. Membership includes subscriptions to News Photographer magazine (NPPA) and Quill magazine (SPJ). They are both good cover-to-cover reads for beginning PJs and pros alike. Both offer substantial student membership discounts. It's reasonably affordable to be a member of both while in college.
References
If anything is hotly debated, it's references. As a general rule, it's best to include name, phone number and e-mail addresses for references in a hard copy resume. This information rounds out the second page of a tight resume. It also provides an editor with the immediate information to fill the job.
For online resumes, state references provided upon request and link the words "upon request" to the PJ's e-mail address. It's unlikely to solicit requests, but it keeps the PJ's references on the PJ's good side (a critical issue).
Enough for now,
Wednesday, August 17, 2005
Get stringer gigs
This post is for advanced college PJs and super-advanced amateurs who want to dabble in the field one night each week. I'll get back to the "get a job" series next week, but this is a time-essential post.
Fall is the ideal time to knock on doors at the local newspapers. For some Southern readers, football is the only reason newspapers exist. Consequently, they expect to see their favorite teams in action each week throughout the season.
Each newspaper has a different audience, but one thing is universal: no newspaper has enough PJs to cover all the sports they must cover. This is where stringers become valuable.
Note: if reading this post in the winter or spring, the spring season builds to a crescendo of simultaneous championships, rather than starting with too much work. Spring is good for newbies, fall is a time for some degree of experience.
What's a stringer?
A stringer is an infrequent, paid, freelance contributor to a publication. Unlike professional freelancers, stringers won't make a living with PJ work. Stringers work primarily for clips to get better gigs, or they're so-called "daddy stringers," who cover the game anyway for their child. Many "daddy stringers" are former staffers who decided to make more money in other professions, but still love the work.
Most stringers are happy with the weekly beer money and have a steady income elsewhere (a "real job" or student loans). Being a stringer isn't bad unless a PJ wants to be a freelancer or staffer. Then, stringing is a hard life because it requires literally stringing together enough small gigs to pay some bills.
Get a gig
To get stringer gigs, do the same as if applying for a staff PJ job. Send a shooter's resume (include awards, degrees and experience), a CD and a cover letter explaining a desire to freelance. If the paper is small enough, they'll keep stringers busy until the playoffs when staffer(s) can handle the entire workload.
Even the big papers try an extra stringer or two for the first few weeks of football season. However, if an amateur has never shot for a newspaper before, don't go knocking on the door of a 100k daily metro and expect a gig.
Pick a paper
First, aim low and don't ruin a future. New stringers are most likely to make a major mistake. If the major mistake is as a stringer at a 5k weekly, it isn't a career-halting event. If it's at the largest newspaper in the surrounding five states, it is.
Newspaper editors stay a long time and remember all negative moments. Be a good memory, not a bad one. PJs live in a very tiny world and reputations travels fast. If all goes well the first season, try the bigger paper next year. PJs' reps proceed them either way.
Understand if a newspaper has a high-power photo staff. If the huge papers steal staffers from a particular regional paper, there's a reason. Big papers don't keep fishing the same pond if the fish aren't big enough. Consequently, be adequately humble when asking for gigs at "springboard" papers.
Springboard papers are low-pay pressure cookers, but editors at the big papers see the names and understand the dues paid. Editors at springboard papers know the value of their position and consequently demand more than normal from stringers.
Also look at clip competition results. If the local paper has one or two staffers on the top 25 list, they'll expect a high level of professionalism and creative images. There is no excuse for a failed assignment. A blown gig is a stringer's last assignment.
Get in the door
At very small papers, walk into the office with some images and ask to talk with the sports editor.
At medium to large papers, call and ask for the name of the assignments editor as well as a phone number and e-mail address. Major metros require interview appointments and references.
Initial stringer interview
A PJ has landed an appointment with a large newspaper photo editor. Now what? The PJ should arrive early, dress professionally and have everything needed to complete an application or sign a contract and view a portfolio (a lightbox or laptop). Bring a extra portfolio CD as well.The mailed-in CD is currently a coffee coaster.
The applying stringer needs to convey that s/he is confident in her/his ability to handle any assignment with consistent results and without being cocky. Here's what the editor wants to hear from the PJ:
I understand this is an honor not a "job."
The readers are the reason we get to work.
I'll NEVER make a cutline mistake.
I'll take any assignment without a complaint.
I'll make every deadline I'm given.
I'll arrive at every assignment before its start timeeven if I must hitchhike to the event while I should be at the hospital after the horrible train wreck destroyed my Ferrari.
I'll be aggressive in getting the best images without causing problems.
I'll not leave my assignment until I'm certain I have what the paper needs.
I won't do anything to embarrass the company or its employees.
I will dress and act professionally.
I'll do my best and add to the value of the paper.
While working on assignment for this paper, I won't promote any side businesses.
Bonus points:
I subscribe to the newspaper and know some of the shooters.
I could keep this list going, but these are the critical issues to the assignment editor. The editor wants someone who doesn't complain or cause problems and delivers consistent and compelling images before deadline.
Remember stringers work for the paper to allow one of the staffers to handle "important stuff." To the stringer, a 2A gymnastics meet should be as important as a Super Bowl is to staffers. If a stringer doesn't shoot the 2A meet, a staffer must be pulled from the Super Bowl game.
The portfolio should only have a PJ's best shots. Don't pad it. If a PJ is only happy with five shots, only show five shots. Meanwhile, it's good to show some versatility. Stick to the competition categories: sports, news, features, photo stories, and one illustration.
It's OK to add your (one) best concert photo and (one) wide-angle image of a lion ripping the heart out of a gazelle from three feet away.The last shot shows you have courage. You're stupid, but courageous - ideal qualifications for stringers. ;-}
The editor is primarily concerned with a stringer's ability to handle light, make proper exposures, gain access and get accurate and complete cutline info on a tight deadline. These are the core functions of the stringer (aside from the courage thing).
Lastly, the editor may try to trip a stringer with some cheeky questions. All American newspapers are "family" newspapers (this means the kiddos can see every page without a chaperon).
The editor expects shooters to return with G-rated images. Hard news can be PG. Staffers are the only shooters who get to shoot PG-13 and only the top shooters in extraordinary circumstances get to consider R images (after much debate among several editors and possibly lawyers). NC-17 will never run, so don't shoot it and don't even act like you're interested in shooting it.
Follow through
Do what was promised. Deliver quality images on time without problems.
At larger papers, stringers may not get assignments for quite a while. Just send the assignment editor friendly reminders on Friday mornings and the day before holidays that you're available (if something happens to one of their regular stringers).
If you get a gig and do well, then the process continues for a few more months. After enough successful gigs, stringers can work into the regular Friday night line up. Again, if a stringer blows an assignment or isn't available when the paper needs the stringer, the gig is over.
If a PJ manages this, they're ready to move on to Sportraits.
Enough for now,
Fall is the ideal time to knock on doors at the local newspapers. For some Southern readers, football is the only reason newspapers exist. Consequently, they expect to see their favorite teams in action each week throughout the season.
Each newspaper has a different audience, but one thing is universal: no newspaper has enough PJs to cover all the sports they must cover. This is where stringers become valuable.
Note: if reading this post in the winter or spring, the spring season builds to a crescendo of simultaneous championships, rather than starting with too much work. Spring is good for newbies, fall is a time for some degree of experience.
What's a stringer?
A stringer is an infrequent, paid, freelance contributor to a publication. Unlike professional freelancers, stringers won't make a living with PJ work. Stringers work primarily for clips to get better gigs, or they're so-called "daddy stringers," who cover the game anyway for their child. Many "daddy stringers" are former staffers who decided to make more money in other professions, but still love the work.
Most stringers are happy with the weekly beer money and have a steady income elsewhere (a "real job" or student loans). Being a stringer isn't bad unless a PJ wants to be a freelancer or staffer. Then, stringing is a hard life because it requires literally stringing together enough small gigs to pay some bills.
Get a gig
To get stringer gigs, do the same as if applying for a staff PJ job. Send a shooter's resume (include awards, degrees and experience), a CD and a cover letter explaining a desire to freelance. If the paper is small enough, they'll keep stringers busy until the playoffs when staffer(s) can handle the entire workload.
Even the big papers try an extra stringer or two for the first few weeks of football season. However, if an amateur has never shot for a newspaper before, don't go knocking on the door of a 100k daily metro and expect a gig.
Pick a paper
First, aim low and don't ruin a future. New stringers are most likely to make a major mistake. If the major mistake is as a stringer at a 5k weekly, it isn't a career-halting event. If it's at the largest newspaper in the surrounding five states, it is.
Newspaper editors stay a long time and remember all negative moments. Be a good memory, not a bad one. PJs live in a very tiny world and reputations travels fast. If all goes well the first season, try the bigger paper next year. PJs' reps proceed them either way.
Understand if a newspaper has a high-power photo staff. If the huge papers steal staffers from a particular regional paper, there's a reason. Big papers don't keep fishing the same pond if the fish aren't big enough. Consequently, be adequately humble when asking for gigs at "springboard" papers.
Springboard papers are low-pay pressure cookers, but editors at the big papers see the names and understand the dues paid. Editors at springboard papers know the value of their position and consequently demand more than normal from stringers.
Also look at clip competition results. If the local paper has one or two staffers on the top 25 list, they'll expect a high level of professionalism and creative images. There is no excuse for a failed assignment. A blown gig is a stringer's last assignment.
Get in the door
At very small papers, walk into the office with some images and ask to talk with the sports editor.
At medium to large papers, call and ask for the name of the assignments editor as well as a phone number and e-mail address. Major metros require interview appointments and references.
Initial stringer interview
A PJ has landed an appointment with a large newspaper photo editor. Now what? The PJ should arrive early, dress professionally and have everything needed to complete an application or sign a contract and view a portfolio (a lightbox or laptop). Bring a extra portfolio CD as well.
The applying stringer needs to convey that s/he is confident in her/his ability to handle any assignment with consistent results and without being cocky. Here's what the editor wants to hear from the PJ:
I understand this is an honor not a "job."
The readers are the reason we get to work.
I'll NEVER make a cutline mistake.
I'll take any assignment without a complaint.
I'll make every deadline I'm given.
I'll arrive at every assignment before its start time
I'll be aggressive in getting the best images without causing problems.
I'll not leave my assignment until I'm certain I have what the paper needs.
I won't do anything to embarrass the company or its employees.
I will dress and act professionally.
I'll do my best and add to the value of the paper.
While working on assignment for this paper, I won't promote any side businesses.
Bonus points:
I subscribe to the newspaper and know some of the shooters.
I could keep this list going, but these are the critical issues to the assignment editor. The editor wants someone who doesn't complain or cause problems and delivers consistent and compelling images before deadline.
Remember stringers work for the paper to allow one of the staffers to handle "important stuff." To the stringer, a 2A gymnastics meet should be as important as a Super Bowl is to staffers. If a stringer doesn't shoot the 2A meet, a staffer must be pulled from the Super Bowl game.
The portfolio should only have a PJ's best shots. Don't pad it. If a PJ is only happy with five shots, only show five shots. Meanwhile, it's good to show some versatility. Stick to the competition categories: sports, news, features, photo stories, and one illustration.
It's OK to add your (one) best concert photo and (one) wide-angle image of a lion ripping the heart out of a gazelle from three feet away.
The editor is primarily concerned with a stringer's ability to handle light, make proper exposures, gain access and get accurate and complete cutline info on a tight deadline. These are the core functions of the stringer (aside from the courage thing).
Lastly, the editor may try to trip a stringer with some cheeky questions. All American newspapers are "family" newspapers (this means the kiddos can see every page without a chaperon).
The editor expects shooters to return with G-rated images. Hard news can be PG. Staffers are the only shooters who get to shoot PG-13 and only the top shooters in extraordinary circumstances get to consider R images (after much debate among several editors and possibly lawyers). NC-17 will never run, so don't shoot it and don't even act like you're interested in shooting it.
Follow through
Do what was promised. Deliver quality images on time without problems.
At larger papers, stringers may not get assignments for quite a while. Just send the assignment editor friendly reminders on Friday mornings and the day before holidays that you're available (if something happens to one of their regular stringers).
If you get a gig and do well, then the process continues for a few more months. After enough successful gigs, stringers can work into the regular Friday night line up. Again, if a stringer blows an assignment or isn't available when the paper needs the stringer, the gig is over.
If a PJ manages this, they're ready to move on to Sportraits.
Enough for now,
Tuesday, August 16, 2005
Create a job hunt database
Let's get back to the job hunt.
I'm holding a long entry about the actual resume package because we need to discuss the details of the package and its contents before the package makes much sense. Today, let's discuss job hunt information. Then, we'll dive into the submission items and actual package.
It's easy to send many resumes and hope one lands in the right place at the right time. However, let's be pragmatic and remember the job market is saturated while new PJs enter the market and the market itself is contracting. It's a harsh combination for new PJs and a difficult combination for experienced PJs.
We need a plan to organize our job hunt efforts. We'll need to track everything we do to avoid redundancy, ensure complete coverage and target desired jobs.
I prefer using a computer database. However, an index card file or three-ring binder would do the same job. If one of the alternatives works better for a PJ, use it.
How to start the database
A job hunt database is simple to begin. It's merely a table of information in a consumer software package. Most programs have a start-up wizard or another helpful way to understand how to set up the column/field names.
I prefer to work with a database in list view. Then, I can easily access the files if the phone rings. I'll immediately know with whom I'm speaking, and other pertinent information to make the most of a short conversation.
Once I have a hiring editor on the phone, I could easily change to form view to see all the contact information.
An additional benefit of working databases in list view is the ability to navigate and fill cells rapidly with little effort.
Database categories
The categories I use in my database are:
Newspaper: Full name, not call name.
Circ.: ABC numbers.
Contact: Formal name and call name (if different).
Title: Actual listed title.
E-mail: This takes some hunting or ask for it upon phone contact.
Phone: We want a direct number rather than the general newsroom number.
Result: This is the most critical field. It contains the dates and actions of each contact with the potential employer.
Web site: This allows research and some backtracking abilities.
Address: Where the resume packages are sent. Find a physical address, even if only a PO Box is listed.
Research
A blank database is useless. It requires, you know, data.
Once a simple database is created with the categories (field names) above, PJs can research the market. They can acquire information and have a place to store it for use later.
Database work can be done during down time. After business hours, nobody answers phones or e-mails. This is the best time to research for the next day's actions. The Internet is available 24/7. Use time wisely.
We've already discussed how to research newspaper circulations and where to find PJ jobs. These plus other pertinent information about potential employers comprise the core info in the database.
Built to last
A bizarre reality of a job hunt is the end result. As soon as we become good at finding a new job, we stop. Thus, we become rusty and forget what we already know. Then the cycle begins anew a few years later, either through necessity or desire.
If young PJs start a methodical path to the top, their careers are less likely to stall. They also avoid many career pitfalls, which ironically create new openings for other PJs. College and high school PJs are well advised to spend weekends researching when the cash flow is too tight for beer night. Graduation comes faster than we expect.
A database built throughout a career proves invaluable when it's time to look for a new job. Each additional job hunt becomes part of the cumulative wealth of knowledge the PJ has.
This research also has a secondary use. After a great job is found, PJs use the contact information to arrange freelance shoots for other newspapers when something local applies to another newspaper's readership.
Since we live in an information society, quality databases gain valuable during our career. Consequently, imagine the value of a current, accurate and complete database - like mine. ;-}
Work the database
Info junkies could research and make a fat database, yet never get a job. At some point, PJs must stop researching and start using the database to get a job. Consequently, we need an action plan for the database while it's being built.
When I sought a new job, I forced myself to act as each entry was completed. I made some mistakes with this approach, but I would've made the mistakes anyway. At least I was doing something with the information, and it eventually got me another job. We'll discuss some mistakes to avoid in the forthcoming entries.
Get results
The results field is the most important part of the database. It lets PJs know what actions and reactions have happened. If every attempt resulted in failure, then try something new.
This is the result cell for my current job (the "X"s are deliberate):
The information scrolls backwards so we can see the most recent information first. This one cell of information lets me know how I found the job, their corporate affiliation as well as each action and reaction to its conclusion. There is a similar cell for every newspaper in my database of 380 American newspapers.
Some entries only state "too small." However, in 10 years, I might find the circulation numbers have jumped dramatically. Then, I add a plus or minus to the circulation to show it's growth or decline.
For example, an 800,000 circulation newspaper is noted as "800." If the paper has contracted by the next update, we note it as "795-5." Likewise, an upstart newspaper may have been 5,000 circulation and had a huge surge in circulation. It would be noted as "125+120" (hint, probably a good place to consider). If there is no change, I list it as equal or "700=."
BTW, my freelance database has 1591 entries with 55 specific fields. I work with it to generate freelance business. I check each file as needed, and update the info.
Changes
As with any data over time, changes happen. New people are hired, new titles are created, publications vaporize while others are born. As long as the starting point is well documented, it takes minimal research to discover any changes before making contact again.
Major metro newspapers have their status because they survive changes over time. The core information in a job hunt database is likely to remain constant because the newspapers have a vested interest in product consistency. Meanwhile, PJs have a vested interest in market research.
Enough for now,
I'm holding a long entry about the actual resume package because we need to discuss the details of the package and its contents before the package makes much sense. Today, let's discuss job hunt information. Then, we'll dive into the submission items and actual package.
It's easy to send many resumes and hope one lands in the right place at the right time. However, let's be pragmatic and remember the job market is saturated while new PJs enter the market and the market itself is contracting. It's a harsh combination for new PJs and a difficult combination for experienced PJs.
We need a plan to organize our job hunt efforts. We'll need to track everything we do to avoid redundancy, ensure complete coverage and target desired jobs.
I prefer using a computer database. However, an index card file or three-ring binder would do the same job. If one of the alternatives works better for a PJ, use it.
How to start the database
A job hunt database is simple to begin. It's merely a table of information in a consumer software package. Most programs have a start-up wizard or another helpful way to understand how to set up the column/field names.
I prefer to work with a database in list view. Then, I can easily access the files if the phone rings. I'll immediately know with whom I'm speaking, and other pertinent information to make the most of a short conversation.
Once I have a hiring editor on the phone, I could easily change to form view to see all the contact information.
An additional benefit of working databases in list view is the ability to navigate and fill cells rapidly with little effort.
Database categories
The categories I use in my database are:
Newspaper: Full name, not call name.
Circ.: ABC numbers.
Contact: Formal name and call name (if different).
Title: Actual listed title.
E-mail: This takes some hunting or ask for it upon phone contact.
Phone: We want a direct number rather than the general newsroom number.
Result: This is the most critical field. It contains the dates and actions of each contact with the potential employer.
Web site: This allows research and some backtracking abilities.
Address: Where the resume packages are sent. Find a physical address, even if only a PO Box is listed.
Research
A blank database is useless. It requires, you know, data.
Once a simple database is created with the categories (field names) above, PJs can research the market. They can acquire information and have a place to store it for use later.
Database work can be done during down time. After business hours, nobody answers phones or e-mails. This is the best time to research for the next day's actions. The Internet is available 24/7. Use time wisely.
We've already discussed how to research newspaper circulations and where to find PJ jobs. These plus other pertinent information about potential employers comprise the core info in the database.
Built to last
A bizarre reality of a job hunt is the end result. As soon as we become good at finding a new job, we stop. Thus, we become rusty and forget what we already know. Then the cycle begins anew a few years later, either through necessity or desire.
If young PJs start a methodical path to the top, their careers are less likely to stall. They also avoid many career pitfalls, which ironically create new openings for other PJs. College and high school PJs are well advised to spend weekends researching when the cash flow is too tight for beer night. Graduation comes faster than we expect.
A database built throughout a career proves invaluable when it's time to look for a new job. Each additional job hunt becomes part of the cumulative wealth of knowledge the PJ has.
This research also has a secondary use. After a great job is found, PJs use the contact information to arrange freelance shoots for other newspapers when something local applies to another newspaper's readership.
Since we live in an information society, quality databases gain valuable during our career. Consequently, imagine the value of a current, accurate and complete database - like mine. ;-}
Work the database
Info junkies could research and make a fat database, yet never get a job. At some point, PJs must stop researching and start using the database to get a job. Consequently, we need an action plan for the database while it's being built.
When I sought a new job, I forced myself to act as each entry was completed. I made some mistakes with this approach, but I would've made the mistakes anyway. At least I was doing something with the information, and it eventually got me another job. We'll discuss some mistakes to avoid in the forthcoming entries.
Get results
The results field is the most important part of the database. It lets PJs know what actions and reactions have happened. If every attempt resulted in failure, then try something new.
This is the result cell for my current job (the "X"s are deliberate):
3-23 accepted job via e-mail. Sent thanks note to XXXXX as well / 3-21 sent Thank you note. / 3-21 XXXXX called and later e-mailed a job offer. Wants an answer by 3-24 / 3-18 sent thank you note / 3-16&17 Interview in Beaumont / 3-08 sent thanks / 3-08 XXXXX called to arrange interview for afternoon of 3-16. Agreed to drive down with Fay and they'll put us in hotel / 3-03 sent e-mail 2C if still in running / 2-22 got nice reply, says I'll fit in well / 2-21 sent thank you e-mail / 2-21 XXXXX called said I'm 1st on list will offer mid to upper XXs, wcb on Weds to arrange interview / 1-26 mailed resume and CD / 1-24 posted PJ opening on journalismjobs.com / a XXXXX XXXXX newspaper
The information scrolls backwards so we can see the most recent information first. This one cell of information lets me know how I found the job, their corporate affiliation as well as each action and reaction to its conclusion. There is a similar cell for every newspaper in my database of 380 American newspapers.
Some entries only state "too small." However, in 10 years, I might find the circulation numbers have jumped dramatically. Then, I add a plus or minus to the circulation to show it's growth or decline.
For example, an 800,000 circulation newspaper is noted as "800." If the paper has contracted by the next update, we note it as "795-5." Likewise, an upstart newspaper may have been 5,000 circulation and had a huge surge in circulation. It would be noted as "125+120" (hint, probably a good place to consider). If there is no change, I list it as equal or "700=."
BTW, my freelance database has 1591 entries with 55 specific fields. I work with it to generate freelance business. I check each file as needed, and update the info.
Changes
As with any data over time, changes happen. New people are hired, new titles are created, publications vaporize while others are born. As long as the starting point is well documented, it takes minimal research to discover any changes before making contact again.
Major metro newspapers have their status because they survive changes over time. The core information in a job hunt database is likely to remain constant because the newspapers have a vested interest in product consistency. Meanwhile, PJs have a vested interest in market research.
Enough for now,
Wednesday, June 01, 2005
Top U.S. newspapers by Sunday circulation
Source: ABC (info no longer publicly available)
Enough for now,
Updated: 2007.
Thursday, May 12, 2005
Research newspaper circs
Last time, we considered where job openings are posted. If some folks browsed the options, they might be understandably confused about which jobs to apply to and what the next step might be.
Now is when a job hunter must do some research. The first questions a job hunter needs answered are simple. We need to know the circulation size and frequency of the newspaper to compare it against what we already know. Often, these answers tell us how well suited we are to compete for the job. If the job is at the same-sized newspaper with the same publishing frequency, there shouldn't be any problem (other than institutional culture variances).
We'll cover this in more detail later, but lets let the big kids, who've played this game a while, get to their new jobs now.
Below are some resources to help job hunters research potential employers. These resources allow applicants to find circulations critical to initial job applicants. Frequently, circulations won't be included in job postings either to allow for a larger pool of applicants or to keep the flood gates from opening.
I'll include this caveat, circulation isn't the holy grail. Many smaller papers consistently provide more space and run better images than some of the gigantic metros. But, it's still good to know approximately what kind of resources a PJ could expect at a new job.
About the newspaper
A good starting place is paper's own Web site. Most newspaper Web sites will have an "about us" or "contact us" section. These areas will often list circulation, a organizational structure, parent companies as well as a little about the area (this is normally on a "working at the ___" page).
Newspaper links
Gebbie Press is a resource for PR professionals to approach media. It's also a good resource for PJs to find Web sites of prospective newspapers. It lists links to most daily and weekly newspapers as well as state press associations, magazines and TV stations (under "Media Links" on the top navigation bar).
Comparative analysis
Newspaper Diversity contains detailed reports for the Knight Foundation on more than 1,400 American newspapers and their circulation areas. It is primarily used for cultural diversity comparisons.
However, it's an excellent way to get useful information about traditional newspapers' approximate circulation, ownership and a comparative ranking against other newspapers. It also lists and ranks the top 200 newspapers by circulation at the time of the last foundation audit (this distinction is good for comparison against more current audits).
Raw numbers
Audit Bureau of Circulation (ABC) contains the audited circulations (raw data) of most newspapers. It also contains information about magazines, business publications and farm publications elsewhere on the site. It is the first and largest non-profit auditor of newspapers in the world.
Advertising rates are frequently established or corrected by the data this organization acquires.
Because it's the most up-to-date public repository of circulation information, the numbers can be compared against Knight Foundation numbers to quickly establish growth or decline trends. The numbers can be overwhelming, but it also gives an apples-to-apples comparison of similar-sized publications.
Enough for now,
Now is when a job hunter must do some research. The first questions a job hunter needs answered are simple. We need to know the circulation size and frequency of the newspaper to compare it against what we already know. Often, these answers tell us how well suited we are to compete for the job. If the job is at the same-sized newspaper with the same publishing frequency, there shouldn't be any problem (other than institutional culture variances).
We'll cover this in more detail later, but lets let the big kids, who've played this game a while, get to their new jobs now.
Below are some resources to help job hunters research potential employers. These resources allow applicants to find circulations critical to initial job applicants. Frequently, circulations won't be included in job postings either to allow for a larger pool of applicants or to keep the flood gates from opening.
I'll include this caveat, circulation isn't the holy grail. Many smaller papers consistently provide more space and run better images than some of the gigantic metros. But, it's still good to know approximately what kind of resources a PJ could expect at a new job.
About the newspaper
A good starting place is paper's own Web site. Most newspaper Web sites will have an "about us" or "contact us" section. These areas will often list circulation, a organizational structure, parent companies as well as a little about the area (this is normally on a "working at the ___" page).
Newspaper links
Gebbie Press is a resource for PR professionals to approach media. It's also a good resource for PJs to find Web sites of prospective newspapers. It lists links to most daily and weekly newspapers as well as state press associations, magazines and TV stations (under "Media Links" on the top navigation bar).
Comparative analysis
Newspaper Diversity contains detailed reports for the Knight Foundation on more than 1,400 American newspapers and their circulation areas. It is primarily used for cultural diversity comparisons.
However, it's an excellent way to get useful information about traditional newspapers' approximate circulation, ownership and a comparative ranking against other newspapers. It also lists and ranks the top 200 newspapers by circulation at the time of the last foundation audit (this distinction is good for comparison against more current audits).
Raw numbers
Audit Bureau of Circulation (ABC) contains the audited circulations (raw data) of most newspapers. It also contains information about magazines, business publications and farm publications elsewhere on the site. It is the first and largest non-profit auditor of newspapers in the world.
Advertising rates are frequently established or corrected by the data this organization acquires.
Because it's the most up-to-date public repository of circulation information, the numbers can be compared against Knight Foundation numbers to quickly establish growth or decline trends. The numbers can be overwhelming, but it also gives an apples-to-apples comparison of similar-sized publications.
Enough for now,
Tuesday, May 10, 2005
Where to find PJ jobs
Please approach the following markets only if completely prepared. This means PJs already have a solid portfolio on CD and online, proper stationary, a perfected resume, cover letter and thank you notices, a way to track correspondence and a willingness and/or need to move (expect permanently) to a new location with new challenges.
If all these criteria are met, below is the daily hunting list for PJ jobs. There are additional navigation tips at the bottom of this post. Sites are listed in the order most likely to have PJ openings.
Industry job banks:
NPPA Job Information Bank
Must be an NPPA member to use the JIB. Many of the premium jobs are ONLY listed here to eliminate unqualified applicants.
JournalismJobs.com
This is the primary source for human resources postings (it means someone other than the photo department handles hiring).
Society for News Design job bank
JournalismNext.com
Journalism.co.uk
UK journalism job list
Media Bistro
Magazine market looking primarily for photo editors with experience.
Editor & Publisher jobs
Southern Newspaper Publishers Association jobs
Media corporation (in-house) job banks:
USA Today Network careers
Nexstar Careers
New York Times Company careers
Tribune Media careers
Scripps careers
Belo careers
Cox Media Group careers
McClatchy careers
Lee Enterprises Inc. career openings
Morris Communications Company careers
Ogden Newspapers, Inc.
Hearst careers Hearst properties typically handle employment independently.
Job link lists (for early-career applicants):
American Society of Newspaper Editors (ASNE) job search
American Society of Business Publication Editors (ASBPE) job bank and links
Association of Alternative Newsweeklies
Related Fields job banks:
Investigative Reporters and Editors Inc. (IRE) job center
Association for Education in Journalism and Mass Communication (AEJMC) help wanted
High-level professors wanted for major universities. Masters, doctorial degrees and/or significant awards needed before applying.
International Association of Business Communicators career and job postings board
American Copy Editors Society (ACES) job bank
Public Relations Society of America JobCenter
PRWeek jobs
CraigsList
Folks entering the profession as well as experienced PJs with multiple skills should include www.craigslist.org in daily job searches. Since budgets have been slashed, many large companies look for tech-savvy professionals on Craigs List. PJs with the most diverse skills will find it most useful. Otherwise, it's a location to pick up a freelance gig or two to pay the bills.
Because it's best to search for jobs in desired locations, here's the best fishing holes for different skill-level PJs:
Jobs:
writing / editing
art / media / design
skilled trade / craft (rare)
Gigs:
creative
writer
event
computer
To make a job hunt easier, consider the following tips:
1. Be patient. A search for a good PJ job takes six months to a year.
2. Only apply to jobs you want.
3. Don't pay to have a resume posted online or through some other service.
4. Learn where the search section of each job bank is and type in "photo" with few other restrictions to get the highest number of potential jobs.
5. Know where you've been and where you're going (pay, circulation and skills). Apply to jobs which are one step above your experience level.
6. It's easier to find a job if you already have a job in the field.
7. Understand some employers only hire from the local region.
8. Understand some employers can't afford everyone they want and might not even ask how much you want because they think your price will be too much (nobody likes rejection).
9. A pre-screen isn't a job guarantee.
10. Until a negotiation is settled, all options remain possible.
11. Don't send portfolios via expensive, faster routes (Overnight Express, Priority Mail, etc...) unless the employer specifically asks for it.
12. Although low-level, low-pay jobs are available through word-of-mouth and friendly e-mails, the good jobs are always posted somewhere legitimate to get the widest possible pool of talent.
13. Don't forget to check the state press associations for jobs in states of interest.
Enough for now,
If all these criteria are met, below is the daily hunting list for PJ jobs. There are additional navigation tips at the bottom of this post. Sites are listed in the order most likely to have PJ openings.
Industry job banks:
NPPA Job Information Bank
Must be an NPPA member to use the JIB. Many of the premium jobs are ONLY listed here to eliminate unqualified applicants.
JournalismJobs.com
This is the primary source for human resources postings (it means someone other than the photo department handles hiring).
Society for News Design job bank
JournalismNext.com
Journalism.co.uk
UK journalism job list
Media Bistro
Magazine market looking primarily for photo editors with experience.
Editor & Publisher jobs
Southern Newspaper Publishers Association jobs
Media corporation (in-house) job banks:
USA Today Network careers
Nexstar Careers
New York Times Company careers
Tribune Media careers
Scripps careers
Belo careers
Cox Media Group careers
McClatchy careers
Lee Enterprises Inc. career openings
Morris Communications Company careers
Ogden Newspapers, Inc.
Hearst careers Hearst properties typically handle employment independently.
Job link lists (for early-career applicants):
American Society of Newspaper Editors (ASNE) job search
American Society of Business Publication Editors (ASBPE) job bank and links
Association of Alternative Newsweeklies
Related Fields job banks:
Investigative Reporters and Editors Inc. (IRE) job center
Association for Education in Journalism and Mass Communication (AEJMC) help wanted
High-level professors wanted for major universities. Masters, doctorial degrees and/or significant awards needed before applying.
International Association of Business Communicators career and job postings board
American Copy Editors Society (ACES) job bank
Public Relations Society of America JobCenter
PRWeek jobs
CraigsList
Folks entering the profession as well as experienced PJs with multiple skills should include www.craigslist.org in daily job searches. Since budgets have been slashed, many large companies look for tech-savvy professionals on Craigs List. PJs with the most diverse skills will find it most useful. Otherwise, it's a location to pick up a freelance gig or two to pay the bills.
Because it's best to search for jobs in desired locations, here's the best fishing holes for different skill-level PJs:
Jobs:
writing / editing
art / media / design
skilled trade / craft (rare)
Gigs:
creative
writer
event
computer
To make a job hunt easier, consider the following tips:
1. Be patient. A search for a good PJ job takes six months to a year.
2. Only apply to jobs you want.
3. Don't pay to have a resume posted online or through some other service.
4. Learn where the search section of each job bank is and type in "photo" with few other restrictions to get the highest number of potential jobs.
5. Know where you've been and where you're going (pay, circulation and skills). Apply to jobs which are one step above your experience level.
6. It's easier to find a job if you already have a job in the field.
7. Understand some employers only hire from the local region.
8. Understand some employers can't afford everyone they want and might not even ask how much you want because they think your price will be too much (nobody likes rejection).
9. A pre-screen isn't a job guarantee.
10. Until a negotiation is settled, all options remain possible.
11. Don't send portfolios via expensive, faster routes (Overnight Express, Priority Mail, etc...) unless the employer specifically asks for it.
12. Although low-level, low-pay jobs are available through word-of-mouth and friendly e-mails, the good jobs are always posted somewhere legitimate to get the widest possible pool of talent.
13. Don't forget to check the state press associations for jobs in states of interest.
Enough for now,
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