Compensation benchmarking for Television production houses: one rate card across rotating units
In a serial with several units, the same role often earns different daily rates. Benchmarking sets one fair rate card and shows where pay has drifted.
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Share your requirementsWhy compensation benchmarking matters in television production houses
When a show scales up, new units are staffed quickly. Each director or unit manager hires from their own circle at the rate that person asks. A lighting assistant on one floor may earn more than the same assistant on another. The crew talk at lunch, and by the next month someone asks for a raise or goes to a rival.
Benchmarking starts by listing roles and current daily rates by unit. Then compare with other productions you know, using a few trusted contacts and adverts. The result is a rate card with bands by role and experience, which units use without negotiating each time. Revisit once a year or when the show's scale changes.
How to set it up
1. List roles and rates by unit
Collect every role, who holds it and the daily rate now paid. Include overtime practice and any allowances.
2. Spot the gaps
Mark where the same role earns different rates and where juniors out-earn seniors. Ask why each gap exists.
3. Gather outside rates
Speak with a few other houses and agents, and check adverts. Record ranges, not single figures.
4. Build the rate card
Create bands per role and years on the show. Write the rules for step-ups and the rate for artists' dressers and spot boys.
5. Introduce it with care
Explain to heads and crew how rates were set, who moves and when. See the compensation and rewards strategy for ideas on longer-term reward.
Check these first
Before changing anything, find out what is true today. These take an afternoon and use your own records.
- Compare daily rates for the same role across your units for last month.
- Ask two crew members whether they know how their rate was set.
- List the roles where you lost people to higher offers in the last year.
- Check whether any junior is paid more than the senior they report to.
GullyHR can do this with you. Read how we approach compensation benchmarking in general, or share your requirements and we will tell you where to start.
Questions owners ask
Some, since it shows differences. Explain how you built it, move those clearly underpaid first and keep a route for exceptions with reasons.
Many productions do. Set the rule on the card, not unit by unit, and ask a qualified professional about any requirements.
Once a year, or when the show's scale or channel budget shifts. Small, regular updates cause less trouble than a big correction after years of drift.