What you are worth, a closer look at the RTNDA salary survey.

Last week, I was sent a copy of the RTNDA/Hofstra University 2012 TV and Radio News Staffing and Profitability Survey. I tweeted it out and placed it on Facebook so journalists could see what the median salaries are, and how salaries compare to the rate of inflation. (If your bills go up, you need more cash!) Knowledge is power. You may not realize it, but this survey is a gold mine of a resource for journalists.

Several journalists sent me DM’s on Twitter and Facebook saying the survey seemed off. They said the median was too high in many market sizes. And some of you said the low range under television news salaries was too high. These comments came from several market ranges in everything from management jobs, to producers, reporters and anchors. So I contacted the person behind the survey, Bob Papper, to ask how the survey works and what the takeaway is for journalists.

First, he stands by his numbers. The biggest reason: the surveys are sent directly to news directors. He says he contacts every news director in the country. Papper says, “I have a complete list.” The news director is almost always the person who fills the survey out. There is one market where it’s the AND who fills it out. In a few cases the station’s business manager fills it out. Papper says “I get more than 75 percent participation,” because he contacts news directors several times to make sure the surveys are completed. He also checks every television station in the country to make sure they have not added news departments, without him knowing.

Second, he looks at trends over the short and long term. You may remember me mentioning on Facebook, that you should take a look at the 5 and 10 year comparisons, based on inflation. Papper has been doing this survey for 19 years. That’s how he can confidently lay out comparisons like this one. He is seeing consistency in the numbers. That is a way to gauge if the survey is on target. There should not be huge swings, except in extreme cases like the recent housing collapse. Papper says since then the numbers have “normed out” a bit.

Now let’s explain what the median number means. After all, we journalists are not exactly known for our higher math skills. A “median” salary means half make below that number, half earn above it. A median salary is considered a typical salary. For example, when I asked him about producer pay in a top 5 market he said, “If you are a show producer in a top five market and you are not making at least 50 to 60 thousand minimum, you are being screwed.”

But here is where that median salary can get interesting, and why some of you are saying your pay is nowhere near the median. There are three other factors to consider, that no survey can completely counter: Growth markets, individual market differences, and lastly how replaceable you are.

Let’s consider growth markets, and individual market differences. Papper explained that Dallas has just entered into the top 5 markets. It historically is known for paying less anyway, and now it’s a growing market. Papper says, “If your market is a growth market the pay may not match up (to markets of similar size). It will tend to lag. A market that’s growing really fast, it may lag a good bit.” There are other markets that pay more than their typical size as well. Papper says an example is Baton Rouge, LA. “It typically pays above its market size.” That’s why understanding the term median is so important. Median is typical, but not absolute. Half of the salaries can be, and often are, lower. The other half are higher. Working for a station with a major affiliate also comes into play. (FYI, FOX stations are now keeping up with the major affiliates. Except in some tiny markets where Papper says, “people probably qualify for food stamps.”)

Now the big X factor: Your viewed importance in the newsroom. How replaceable are you? Remember the economy comes into play: Simple supply and demand. There are a lot of unemployed newsies looking for work, no matter the pay. Papper says if your pay is way below the median, you have to ask yourself if you are considered a valuable resource at that station. “You can always test the theory by applying for other jobs.” Papper says, “Talk to the boss or shop around.” And, he says, the numbers for anchors can be a little off, “because everyone is considered an anchor nowadays.” This can make it harder to gauge, especially when it comes to salaries for main anchors.

There is one more large factor to consider when looking at this survey. Take into account how many employees work in your newsroom. When considering your own salary, Papper explains you must look at market size, and staff size. (He breaks salaries down by newsroom staff size as well.) And, remember, network affiliates generally pay higher than independents.

So once you look at these factors, does your salary still seem too low? If so, here’s the big takeaway: Ask your ND about it. Again, news directors fill out these surveys. They have a good idea you will be wondering about it. After all, as Papper says, “A news director has no impetus to inflate the salaries they are paying, if anything the news director has an impetus to low ball what they are paying because employees are going to see this stuff.” Some stations post the surveys. News directors who want to show the pay at the station is fair hang them up on the wall. Employees who think the numbers are way off, also hang them up as a message to management. So go get your answers. I hope you can use this new knowledge, as power.

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Thank you to Bob Papper, for taking the time to explain all of this. He is a professor, and chairs the Department of Journalism, Media Studies, and Public Relations at Hofstra University. He also is a former producer and news manager. Again, he has done this salary survey for 19 years.

How to work around your bosses weaknesses

No one is perfect. That can be hard to deal with when relating to the boss, especially when you have to make up for that person’s weaknesses every day. But there are ways around some tendencies that can make the working relationship easier to take. Let’s delve into some common weaknesses and talk work arounds.

Boss #1: Easily overwhelmed

One of the most frustrating things to deal with is the boss that’s easily overwhelmed. Frankly, working in TV news is overwhelming all the time. Then, to cap it off, you get a boss that’s not cutting it. The best thing you can do is avoid running to this person with your own issues, unless they are crucial for the newscast. Basically, this is not the boss to brainstorm with if you hit a dead end and need to go in a new direction on a story. This is not the manager to talk with about rundown scenarios. When breaking news hits, this is not the manager you ask for help if you are in the weeds. You come to this person with legal questions and potential liability issues. Otherwise, you need to call an assignment editor or producer first and ask if the person is slamming before you talk any other scenarios. No sense in calling and getting yelled at and told to figure it out when this person is at maximum capacity. If you are really in a bind call a manager that tends to be less busy that time of day. Just explain that the person you usually call is slamming. The two managers can hash it out later. At least you can get your work done in peace.

Boss #2: Panic monger

The panic monger is another interesting manager to deal with. Over time I learned that this is not the same as the easily overwhelmed type. This person lives on the adrenaline rush of panicking constantly. This is the manager you call when you need to get a piece edited, fed in or to legal and it’s not happening in a timely manner. This person will take on the request then annoy the hell out of whomever necessary to get it done. This is a good thing, unless you are the one “slacking” over what needs to get done. If you are getting barraged with calls the best thing to do is give the panic monger something tangible to hold onto. “I can get you that in 30 minutes.” Or perhaps: “I have 5 more calls to make before I can answer your question.” This usually helps the panic monger calm down a bit, so you can actually get the task done. Another option is to have the panic monger help you with the task. Sometimes I would say: “I am too slammed to answer that right now, but if you want to help me get the c block written quickly, I can make that my next priority.” Often the panic monger will dive in, because he/she desperately wants their task handled.

Boss #3: Super moody

Ah, pick a mood any mood. Two big things to keep in mind: Moods change and there often is a pattern or trigger that sets the moods off. Once you understand the mood will change, it is easier to blow it off when you are snapped at or given a lecture seemingly out of left field. Just sit through it then move on. See if the sentiment is repeated when Mr. or Ms. “Super Moody” is calmer. Then it’s clear you need to take notice.

Stop and think about it. Do you get chewed out or lectured at the same time every day? Is it only on Tuesday’s right after management meetings? Often you are just the whipping post. Take the lecture with a grain of salt, wait until the person is calmer then ask for a follow up conversation to make sure you are clear on what the manager needs from you. Time and time again, I had moody managers say: “I said that? No, you are fine.” While annoying, at least I knew for sure I was not in trouble or not performing to expectation.

Boss #4: Hot tempered

Some managers are more than moody. They are hot tempered and need anger management. Screamers, belittlers, bullies: No fun! Screamers, unfortunately, are common in this industry. (Check out Stop the Screaming for more on how to handle that lovely personality trait.) As for the be-littler and bully types, I had the best luck standing up to them. I would try one on one first. If that did not work, then I stood up for myself in front of a small group. Yes, this is a bit risky but if you can’t take their crap anymore it can be worth it. Bullies fear being bullied and they usually back down.

Boss #5: The Delegator

This trait can be the most maddening of all. You have all kinds of work to do, then get half of the boss’ job handed to you too! He/she delegates to you, so you then delegate to someone else. When the manager asks what’s up with “XYZ?” tell them to ask so and so. When the manager says I assigned it to you, say “I had responsibilities directly tied to my position that I had to take care of first, so I made sure your work was handled as well.” In other words turn the tables a bit. This is really crucial if you are a very responsible and efficient worker. If you suck it up and do all your work plus this boss’s extras you will end up burned out and very resentful. At some point all of us reach our limit, and this boss will take you to the point of no return if you don’t nip the delegating a bit. Delegators take advantage. Just pass the work on, and send the message you are on to the game. If you don’t have anyone to pass the work on to, then do your job first. If there’s time, you can attempt to do some of the delegated work. Don’t get all the delegated work done regularly though, or your work load will permanently increase.

The largest takeaway from all of this though, is that everyone has weaknesses. That includes you and me! Be cognizant of the impact you have on others around you, and try to play to your boss’s strengths, while minimizing the impact of their weaknesses. That should help avoid their weaknesses and maybe even help you keep your own weaknesses under better control.

Course correct! How to patch things up with the boss

When I recently published the article “New manager, new rules,” several people tweeted they needed that advice a little earlier. New boss, burned bridge? There are ways to try and rebuild.

If you really think the two of you are not seeing eye-to-eye, sit down and talk with the boss. Don’t go in and say we are not seeing eye-to-eye, what should we do? Sit down and say you wanted your new boss to have a few weeks to get settled and would love to know this new manager’s expectations. This gives the person a chance to say what he/she wants from you, and what you are, and possibly are not, providing. It is better to know what the expectation is and take a lump, than keep analyzing and guessing and potentially accumulate several strikes against you. Listen to the manager’s insight and try and do it. After a few weeks ask if the work you’ve done is more along the lines of what this manager wants.

Do some research and find out what this boss implemented in other places. Then try and proactively do some of this. Let’s say, a manager is known for segmenting out story elements. Start implementing some of that in your own work. Face it, if this person has a reputation for some of these techniques, he/she will try them at your station. You might as well support it. Showing you embrace new ideas always helps build bridges.

Most of all, understand that this new person is trying to figure out everyone and everything. All stations run a little differently. Even if this manager has snapped at you, most realize it is better to work with the people who are already there than try and push them out. Show you are willing to be a team player and it just might work out, despite a rocky start.

How to carve a niche, even when stations do not showcase talent wisely.

Die hard journalists hate when you suggest anchors are performers and newscasts are shows. Truth is there are some lessons we can learn from these “entertainment” terms about making the most of talent, both on camera and behind the scenes. I am constantly shocked at how little thought often goes into which reporter is selected to turn what story on a given day. Same goes for assigning producers to newscasts. Managers need to take the time to get to know the people in their newsroom well enough to understand what makes them tick. You need to know their interests. The reason is simple logic: If the person is interested in particular subjects he/she will turn better work related to them. Yet most newsrooms where I have worked not only don’t bother to get to know the people in the newsroom, they purposely place people in uncomfortable positions. When asked why, the common answer is “It’s their job. They need to suck it up and do what we say.” Look, no one is going to get to cover the stories they want all the time. Not every producer gets to be in charge of the bread and butter newscast. But there’s a difference in looking for great fits, and just filling slots with warm bodies.

So how do you work around it, when you are miscast in the newsroom? We are going to focus on reporters and producers in this article. First reporters: If you have subjects that really interest you (we are talking more than loving sports, think about issues like education, consumer and politics etc. You get my drift) or an area that you like covering in your DMA then start source building there. The number one way to recast yourself is to start getting exclusives or at least interesting developments on subjects you really like researching. The more you pitch these ideas, the more likely your bosses will eventually get that allowing you to focus on this area is in everyone’s best interest. Be patient. This could take time. Don’t give up. Don’t pitch a fit when you get assigned to something else. Just keep throwing out interesting ideas and you usually will carve a niche.

If you are still not getting anywhere with your story pitches, sit down with a producer on your shift (or the EP) and ask what kind of stories they want to see. They may have decided that type of news doesn’t hit their particular audience. If so, you will need to look for another interest. If you are flexible, find out what kind of coverage the producer and/or EP wants to showcase in their newscast. If you find the subject interesting start looking for stories and help out. This makes you become a team player who eventually will be able to ask for and get the stories you want to cover more often.

Now producers: It is harder to control your destiny, unless you can show you are great at raising the ratings no matter where you end up. I loved producing 5pm newscasts. I loved the thrill of the constant breaking news. I had to show I could handle that by owning breaking news no matter what newscast I was assigned. Several times I was placed on noon newscasts and told to “prove I deserved” a 5pm. The two are not that different to produce, so I jumped in full gusto and earned my 5’s. The key to getting the newscast you want is to show you are a team player who gets results. Do not whine that you deserve something. You will not get the show you want if you do. Becoming the “go to” producer that can take any newscast and raise ratings (even in one section of a show) will help. You will get moved around a bit at first, but often you will end up being given the choice of what newscast you want to produce. It is a thrilling moment when the ND or AND calls you in, and says “We are moving producers around, do you want the 11 or the 6 (or the 5!! J)?”

If there is a newscast you really want, look at what the current producer does on that shift and build on it. Yes, this is competitive. That’s the producing world. Chances are high the producer in the newscast you want will get promoted, demoted or move into management at some point. You are there showcasing your depth, ready to take over. You are a manager’s dream. Just be consistent in your product and subtle about where you want to end up, until the opening comes.

Finally, use your reviews to talk with managers about your goals. This can help them understand where you want to be “cast” and provide constructive criticism to get you there. That is an appropriate time to say, “5pm’s are my favorite to produce.” Or “ I love political coverage, is there a part of the DMA where you would want to beef up that type of coverage?” Sometimes you need to explain to management what you want and that you are willing to work for it. Remember, managers sometimes don’t just pick warm bodies to fill the newscast slots and cover the stories. They may feel they have no choice because the reporting staff seems disinterested in everything. Your review is an appropriate time to showcase your interests and request “casting,” if not immediately, then in your near future.