After one orchestra where I've subbed for a long time recently revamped their substitute hiring procedures for my instrument (not favorably), it got me thinking how substitute/extra horror stories are a dime a dozen among major orchestras.
Are there any orchestras out there who handle this process particularly well? If so, how?
Is there a transparent hiring process?
Is there a predictable hiring practice? How is it predictable?
Do you know your ranking on the sub list? Is this clearly communicated? Is there a call order? Or is the hiring rotated among a pool of people?
How far in advance are you hired? Do the full-time orchestra members advocate for their subs? Or are they kind of clueless about the whole sub process? I ask this because some orchestra members won their jobs early in their careers and never really participated in freelance work "in the trenches," and often don't approach sub issues from a point of understanding, or empathy. How involved is your Principal in the hiring process? Do they change their mind frequently with sub hiring decisions?
... and probably a bunch more questions to ask!
I have a sense that the answers to this question might significantly vary depending on the instrument. String section sub lists (violin in particular) might often be totally administered by the personnel manager, given the frequency that subs are needed and just the physical distance between the principal player and the back of the section. But winds/brass/perc principals may be more involved in the administration of their sub list, and they may have very good reasons for some perceived inconsistency and lack of transparency surrounding the process. For example, their own evaluation of each sub‘s strengths and weaknesses would determine who gets called for what, and that’s not information they’ll necessarily want to share with everyone. I find that seniority (how long someone has been on the list, while continuing to sound good and be reliable) plays a large part in these decisions. Freelance life is definitely tough, and it often requires significant patience, to slowly gain that seniority and earn the trust of the principal and section.
I’m curious, in what way was the substitute hiring procedure revamped?