Salary

INTRODUCTION

Every employee within the organization has a rank that is connected with the salary scales (beneath).
An employee who is hired outside the organic organization (especially most casts and/or locals) have no rank and belong into the category 'mercenaries'.
They have separate market-based salary scales, on this page not been treated.

A crew-member* works in a team (with fixed and/or flexible employment contracts), and staff-employees work with fixed and/or flexible freelance/part-time employment contracts.
Fixed employment contracts are always in the first year of working for a certain time.
Generally there is no overarching Collective Labour Contract.

Reviews are depending on the function*: the cast needs to display a natural image and dropped acts; for the staff and crew the assessment is on basis of standard appraisal forms.
Career plans expire by projects which are for the staff and crew members individually contracted.
The staff turnovers are contractually standardized*.

WALKS of LIFE

Status

There are 4 standings:

• Trainees (for all 3 other positions)
• Friendships {for ranks Soldier till Corporal (m/f)}
• non-commissioned officers {for the ranks sergeant(e) up to Adjutant(e)}
• Officers {for the ranks Lieutenant(e) till CI)}

Classification within a standing depends on the rank of the functionary at that time.
The rank (including the associated reward) is depending of the type of work, the specific project, the degree of training, the experiences and personal abilities.

Ranks:

Casting International (CI) is the highest rank within the order, this function is alternately per command-period (min. 4 years; max 8 years, this is a second term, the employees choose each 4 years their Commander); presently/first a male, then female, then male, etc.
For the status ‘friendships’ and ‘non-commissioned officers’, trainees have as rank 'cadet' for males and ‘cadette’ for women.
For the status ‘officers’, trainee males have as rank 'Ensign' and females the rank 'Kornette'.

There are criteria for functionaries with the status of ‘friendships’ or ‘non-commissioned officers’ to become ‘officer’ during their career.

All trainees (Cadettes and Cadets, as well as Kornettes and Ensigns) are arriving-member of their professional association (there are 2 RTPK-associations: 1 for women and 1 RTPK-association for males), but they have no voting rights for their trainee-rank within both associations.
Within an association there is no hierarchy; everyone is equal whether you are ‘non-commissioned officer’ or ‘soldier, corporal’, or ‘officer’: everyone has the same equivalent status within the associations of Tara (female’s first name) or Chen (male’s first name).

Salary scales

Per month:

All above given monthly amounts are re-calculated to salaries per day, by counting per working day: a month has 30 days (advantage (1) employee), 9 days-weekends off it (advantage (2) employee), = 21 days, minus 1 day (advantage (3) employee) = 20 days; monthly salary divided by 20:
Thát daily amount PLUS 10% calculated irregularity surcharge the part-time period PLUS 10% irregularity surcharge flex = 20%

Per day:

Horizontal (→) & vertical (↑) incoming personnel

Essences of contract evaluations with pre-production producers and project coordinators:

All ‘contract assessments’ are result of the previously made (agreement) ‘fundament/confidentiality contract’ plus the negotiations between Casting International with potential upcoming officials who coordinate projects or pre-productional prepare.
These contract-evaluations are unpaid during the process of gradually learning to know and recognize the standards, skills and drills and policy nota’s;
and are in close consultation completed through a formal written contract between Casting International cq his/her staff and the project coordinator or pre-production producer;
This process is named phase A).

The contract-evaluation-process are for all project coordinators and/or pre-production producers in main lines in the same form, with here and there a personal adjustment (e.g. in time planning).

Pre-production producers are operational in production phase A): R&D, script/scenario/screenplay writings, calculations of costs and time.

The negotiations for the contract evaluations apply to the production phases B) (production and shootings) and production phases C) (editing and distributions) and have a separate paragraph with an option for the project coordinator for in the ensuing (contractually agreed) phase B) (preparations for productions) and phase C) (assessments and distributions) becoming operational.

Starting point of the contract-evaluations in phase A) is that while getting the knowledge- and recognitions trainings no financial rewards will be paid for the becoming implementing officer.
The duration of the trainings in the phase A) depends of the format in relation with the study speed of the potential upcoming pre-production producer, and the timing.

Trained pre-production producers and -project coordinators have a rank, with a salary (see above); but they also have extra financial incomes (depending on conditions).
Phases B) and C) are according to the contract-evaluation on basis of no cure-no pay for 2 remuneration elements.
This means that the 2 rewards only will be issued if there is a cure.

A 'cure' means pecuniary income for the organization(s) of the project during the production (phase B) and post-production (phase C) of the corresponding movie.
These money-flows are calculated in phase A) by the treatment in the chapters of the production schedules (2nd generation) and production costs-breakdowns (3rd generation) by Casting International cq his/her staff in close cooperation with the potential upcoming {vertical (↑) incoming career} project coordinator.

The 2 rewards for pre-production producers -vertical (↑) and/or horizontal (→) incoming personnel- are:

• After the phases B/C the 'cure' for the pre-production producer is €.25,000.00 (twenty-five thousand Euro) including VAT, regardless of whether he/she has worked 1 month or 3 years. This amount will be paid out at once by cure.
• In addition, the pre-production producer of a 'cure'-project has a fixed claim of minimum 2½ % on net income of the distribution incomes for intellectual (copy)rights that belongs to the share of the total priority shares of the specific format within the part of Casting International.

The fully calculated film production financing charges needs firstly to be paid on the bank/giro account(s) of the organization(s) directing the project for ensuring the production, before the pre-production producer can claim contractual rights, and has a general term in the function of that of a pre-production producer.

At the end of phase A (preparation/contract-format), when a pre-production producer became implementing officer in the function of project coordinator, and he/she fully went through phase (B) and (C), he/she has a commission share on net income of distributions of the film as calculated in Technical turnover sharings.
A project coordinator in phase B and C can also have an important additional function within that film project, for example, as an actor (m/f), as technical director, as Art director, etc.
This additional function often concerns the "normal" job of an horizontal (→) incoming project coordinator.

Above is a summary.

For more information, such as how ‘employment contracts’ and ‘work acceptance contracts’ are realized optimally for our film product, please contact Casting International by using the button below