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Author Topic: Polices and Procedures for the "Indies" Monte L Fullmer Film God Posts: 8367 From: Nampa, Idaho, USA Registered: Nov 2004 posted 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  |  IP: Logged Aaron Mehocic Jedi Master Film Handler Posts: 804 From: New Castle, PA, USA Registered: Jun 99 posted 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).  |  IP: Logged Mike Blakesley Film God Posts: 12767 From: Forsyth, Montana Registered: Jun 99 posted 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.  |  IP: Logged Dan Chilton Expert Film Handler Posts: 191 From: Springfield, MO Registered: Mar 2004 posted 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.  |  IP: Logged Monte L Fullmer Film God Posts: 8367 From: Nampa, Idaho, USA Registered: Nov 2004 posted 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  |  IP: Logged Matt Fields Jedi Master Film Handler Posts: 545 From: Ohio, United States Registered: Jun 2005 posted 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.  |  IP: Logged Mike Spaeth Phenomenal Film Handler Posts: 1129 From: Marietta, GA Registered: Jul 2000 posted 10-31-2005 12:49 AM                        We have a full policy manual, just like the big guys ...  |  IP: Logged Monte L Fullmer Film God Posts: 8367 From: Nampa, Idaho, USA Registered: Nov 2004 posted 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  |  IP: Logged Mike Spaeth Phenomenal Film Handler Posts: 1129 From: Marietta, GA Registered: Jul 2000 posted 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.  |  IP: Logged Mike Blakesley Film God Posts: 12767 From: Forsyth, Montana Registered: Jun 99 posted 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.  |  IP: Logged Monte L Fullmer Film God Posts: 8367 From: Nampa, Idaho, USA Registered: Nov 2004 posted 10-31-2005 04:49 PM                     quote: Mike Blakesley Unless you consider a long-term part-time job a career. ..which, with your example, Mike, that you have an excellent work policy with the employees by making them an equal part of the "Team" - not just someone who needs to be watched all the time (babysat..lol) thx-Monte  |  IP: Logged Dan Chilton Expert Film Handler Posts: 191 From: Springfield, MO Registered: Mar 2004 posted 11-08-2005 05:53 PM                        Just to weigh in on Monte's last question: all of our part-time employees are friends/acquaintances of ours. They're not looking to move up in the company, which is good since there's really no place for them to go. Despite that, we try very hard to make our employees feel needed. They work with us, not for us. I'm a big advocate of the open source management style.  |  IP: Logged John T. Hendrickson, Jr Jedi Master Film Handler Posts: 889 From: Freehold, NJ, USA Registered: Apr 2001 posted 11-09-2005 07:49 PM                     We have both a policy manual and a projection manual. The Managing Director and myself spent the better part of eight months writing them. The company had been involved in smaller venues for many years before we expanded one of our locations from 5 to 13 screens, and sold the rest. There are definitive policies and procedures for ushers, cashiers, door persons, and concession. Managers have a manual and it is updated regularly. The projection manual is supplimented with regular operator bulletins, as needed. We take pride in running a quality operation. The principle owner does the booking and runs the business end of the operation. The limited partner is the Managing Director and oversees the day-to-day operations. I'm the third wheel, but without a financial interest. I worked many years part time, and only became full time when I retired from teaching. I don't work the floor anymore and keep things going upstairs in the booth (which has always been my domaine), but I'm always there to lend a hand and act as a third set of eyes for the owners. I have a totally free hand in running the booth. There really isn't room for people to "move up" like there would be with a big chain.  |  IP: Logged System Notices Forum Watchdog / Soup Nazi Posts: 215 Registered: Apr 2004 posted 07-24-2007 03:35 PM                 It has been 621 days since the last post.  |  IP: Logged Charles Wierdsma Film Handler Posts: 7 From: Greeley, CO, USA Registered: Apr 2007 posted 07-24-2007 03:35 PM                    Apologies for bringing up an older topic, but the content of this forum is amazing and I got lost in the older posts. To those who wrote that they do have a projection manual or policy document, or to those who now have one, what is the possibility of sharing this information?  |  IP: Logged

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