This is topic Polices and Procedures for the "Indies" in forum Ground Level at Film-Tech Forum ARCHIVE.


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Posted by Monte L Fullmer (Member # 2797) on 10-29-2005, 05:03 PM:
 
Hello all -

I have to ask this question. But, I'll begin with the foundation of my question.

We all know that there are large theatre circuits (REG,AMC,Carmike,LCE, and others), then there the smaller circuits, (Kerasotes, GQTC, Nat'l Amusements, et.al.-which are too many to name) that have polices and procedures written as a novel.

Then we have the "indies" - the single house owners (Mike, you have a great little palace there in Forsyth called the Roxy-my kudos to you..)whom can either make their cinema look like a first class grand cinema, or look like a back alley "speak-easy" in a slum district - run by someone who looks like he used have a criminal record, or doesn't even know what the frik they are doing with that form of business and with employees who look like they came out of Juvenile Detention, with needle traces everywhere on their arms, or have facial jewelry ready to deform their basic appearance.

Thus what my question is: Do the indies have certain policies and procedures, that was drafted up by the owner(s) him/themselves that are strictly followed, even by the owner(s), or do these policies and procedures (if any) be like the socks we wear that is changed daily with utter chaos being the results?

thx-Monte
 

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Posted by Aaron Mehocic (Member # 15) on 10-29-2005, 07:02 PM:
 
In January, 2006 it has been 15 years that I've worked for the same independent company. During that time it seems as if the owners always had a basic templete from which they hoped to guide their company. I'd say it was loosely based on the Cinemark model if I'd have to compare it to a national corporation.

My personal experiences regarding your question are best summarized by suggesting to you that when I briefly crossed over into management there were no rules save that your bottom line must be equal to tickets/concessions sold. No paperwork, no computer, no district manager, no anything . . . But now . . . many times I'm thankful I gave the management angle up for the quiet life of the booth.

Yet even here the forms, files, meetings, and etc are now starting to catch up. Some of these I will say were needed reforms - and yes, some even cost me economically - but off the record none were without merit in my opinion. In fact, some of the reports I'm now required to write take out any chance of one person's word against another's.

I'd say that what has happened here over the past 15 years would analagous to the settlement of the West. When I got here everything was wide open and make up your own rules. Now things are much more structured. I did see it coming, but never figured I'd still be here when it happened.

(Of course you guys will forgive me for not saying much about specific policies as I'm not sure who may read this from our main office).
 

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Posted by Mike Blakesley (Member # 26) on 10-30-2005, 08:29 PM:
 
Monte - thanks for the compliments.

As far as policies go -- I am well known among past and present staff for having exact ways I want things done. I always tell new hires that we have certain things we do that may seem silly to them at first, but there is ALWAYS a reason for everything and I'm always happy to explain the "why" of anything we do.
 

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Posted by Dan Chilton (Member # 2288) on 10-30-2005, 08:36 PM:
 
Like Mike, I'm a single screen "indie" owner. We have a list of expectations that we have each new employee sign when they are hired. We also have "chore lists" made up for each employee to help him or her figure out what to do between films. For the most part, our few employees are very intuitive and don't need much provoking, but it's nice to have in place for when we decide to take a night off... whenever that may be.
 

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Posted by Monte L Fullmer (Member # 2797) on 10-30-2005, 09:08 PM:
 
Thx for the replies on this topic. Main reason I have to ask this (and really, I don't mean to single out anybody..please forgive me if I do..)is that I've seen, as with the examples of these two "indies" replies, of a "house of definite order", to where I've seen such a chaotic operation of mass confusion due to the owner changing operational procedures on a whim on what that owner's "mood" swing is on that day.

It's obvious, that with these "mood swing" operations, that it's hard for any employee to want to continue employment with such an operation.

thx-Monte
 

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Posted by Matt Fields (Member # 3211) on 10-30-2005, 10:03 PM:
 
The quality (or lack thereof) of an indepentant theatre is a direct result of the owners personality. Any small business is only as good as the owner.
 

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Posted by Mike Spaeth (Member # 524) on 10-31-2005, 12:49 AM:
 
We have a full policy manual, just like the big guys ...
 

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Posted by Monte L Fullmer (Member # 2797) on 10-31-2005, 01:28 PM:
 
Okey, (and thx again for the comments) - have another question for the "indies", if possible - Being an independent business owner, is there any form of "career" opportunites allowed within the business, or is the owner the only one to have the career and the rest of the employees just doing a job for the business and can't have a career (to grow within the company) within?

thx-Monte
 

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Posted by Mike Spaeth (Member # 524) on 10-31-2005, 01:31 PM:
 
We have 2 locations currently (1 open & 1 under construction). We have 3 "career" corporate office positions ... CEO, myself (Area Supervisor), Controller.
 

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Posted by Mike Blakesley (Member # 26) on 10-31-2005, 03:42 PM:
 
We're really too small to offer anyone enough pay to consider working at the theatre as a "career." Unless you consider a long-term part-time job a career.
 

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Posted by Monte L Fullmer (Member # 2797) on 10-31-2005, 04:49 PM:
 

quote: Mike Blakesley

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Unless you consider a long-term part-time job a career.

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