RATES SURVEY 2017

A simple rates survey was conducted in October 2017. We asked 9 simple questions to gather some basic data with the aim of helping people have a better idea of what people are getting paid to do various jobs in post production, across the U.S.A. 

The full results can be downloaded as a spreadsheet, here

We had over 1100 responses, and as always are looking to crowdsource the dissemination of results. Whatever you find in the data, please share and tweet, tagging @BCPCollective #BCPCollective #BCPCRatesSurvey so everyone can be empowered and informed!

If you use this dataset to inform research or in an article, please acknowledge BCPC. 


RATES SURVEY 2016

A simple rates survey was conducted in October 2016. We asked 5 simple questions to gather some basic data with the aim of helping people have a better idea of what people are getting paid to do various jobs in post production across the U.S.A. 

The full results, can be downloaded as a spreadsheet here
We had over 700 responses, and are looking to crowdsource the dissemination of results. Whatever you find in the data, please share and tweet, tagging @BCPCollective #BCPCollective #BCPCRatesSurvey so everyone can be empowered and informed!


INTERNSHIP SURVEY FEBRUARY 2017

A survey of U.S. post production professionals who have held an internship within the past five years. Survey explores whether internships were part of a College program, whether they were paid, the duration and number of internships before beginning employment in the industry.

Full dataset can be found, as a spreadsheet, here

WHY DIVERSITY PROGRAMS FAIL – AND HOW TO FIX THEM

A research paper presented at the SMPTE 2017 Annual Technical Conference & Exhibition

By Kylee Peña, Katie Hinsen and Meaghan Wilbur

In recent years there has been a rise in diversity initiatives throughout the entertainment and STEM industries in response to mounting criticism. While college programs have been found to represent the general population well in terms of diversity, that drops off sharply after graduation, and our industry becomes largely homogenous in top-tier positions. Many initiatives are struggling to make a meaningful impact, especially when it comes to changing the face of our industry's above- the-line professionals. This is because from entry-level through the development of top talent, the established system favors a narrow range of individuals who have fewer barriers to opportunity.

This established system can easily be changed without major disruption. Having studied the efforts and impact of current programs, it is apparent that many tend to approach the issue backwards, addressing barriers from top down instead of from the bottom up. Through case studies and the application of research and theory, we present analysis of current trends in diversity programs such as those offered by networks and studios for minority writers and directors. We offer practical adjustments, considerations and solutions to significantly improve the effectiveness of investments in diversity by companies and organizations across the film and television industry.

Those reading the paper will have tangible, actionable takeaways they can implement within their organization right away. Rather than scold, this paper is meant to educate and lead decision makers and influencers toward more effective uses of time and money spent on diversity, shifting the goal toward inclusiveness.

Download the paper here.


GENDER AND WAGE GAP DATA FROM THE 2017 RATES SURVEY

Results showing the gender and wage gaps for Editors and Assistant Editors across location, content and range of experience. 

Download the information here.


GETTING STARTED IN POST PRODUCTION SURVEY FEBRUARY 2017

A survey of U.S. post production professionals who attended higher education in a related field (film school), exploring their entry to the industry. 

A summary of some of the findings can be found here and the full data set as a spreadsheet, here