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Hiring and Training

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Hiring and Training

Post by OC FUN on Wed Mar 18, 2009 11:02 am

I have a few questions on two different topic:

I will be adding two face painters to my team. Is it legally okay to call it contracting since it will only be on an as needed basis. They are both relatives and wanted to help. One even wanted to do it for free but I told her of course I would be paying her.

I will be holding a few training sessions with them before I start sending them out. How many sessions do you think I should hold? What are the most important things I should teach them? How big should the pallettes be that I purchase for them? How many brushes and sponges should I get them? What is a fair % paid while they are still getting the hang of it? What is fair once they are in full swing? Is there anything else I should know before I start?

thank you.

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Re: Hiring and Training

Post by Heather Timmons on Wed Mar 18, 2009 12:01 pm

Some things to consider, from most important:

1) You need to make sure either your insurance covers 'employees or helpers' so anything they do while working with you is covered. Or make them get their own liability policy.

2) If you are hiring them as 'contract' workers, then they need to be aware that any funds you 'pay' them will be their responsibility to handle 'tax wise'. If you give them an 'official' business check or have receipts of this transaction...and you declare it as a business expense...then they should officialy report it as wages to the IRS. If it's under the table, neither of you get to use the exchange for business purposes. If they are 'contract' workers, then really each should have their own business license and insurance policy before the event. Otherwise you need to 'legally' hire them as employees. (Assuming this is not a 'volunteer' really informal event).

3) The start up stuff I'd have them buy...unless you are going to use the cost as a business write off...again, refer back to situation #2. If they are 'contract' workers, then they can use it to write off for their own business.

Have them get a few rounds (#4 and maybe a #2) and maybe a flat and some sponges (maybe 12 'halves')...get them what you go through in a standard event. I'd have them get a starter palette...probably Snazaroo or Paradise or whatever is reasonable. I'd not start them with Wolfe if you are doing kids. Again either let them use some of your stuff to make sure they like it and technically since you are buying it for 'your' business..then you can write it off if you keep it after the events. If you buy it for them, it's a 'gift' write off and you might not be able to write the entire amount off.

4) If they are fast learners, then it's up to them and you to decide how much training is needed before they (and you) feel comfortable with the quality of their work...as it is reflecting back on your established business if they are 'working under your business name'.

5) I'd offer them one of two options: 10-20% 'total intake' (since it's your gigs and you are the established painter). If you have two helpers...you just spent 20-40% of your intake, but you will get more bodies painted too! You can always 'increase this' or switch to other options as they get more comfortable with their painting skills.

I think even better would be to let them keep the money from the actual number of people they paint. Then if they are slow or fast, they are appropriately compensated. Yes, it's your gig, but they are helping keep the flow going and getting more people through the que. If you feel like you need to take a percentage of what they pull in to cover 'group costs'...maybe ask for 20% off the top of whatever they earned to cover your set up costs, marketing and 'gig' fees. If they end up using your supplies then I definitely would charge them something.

I know one 'big name' painter takes a flat 40% of whatever each 'contract painter' earned during the gig. If they paint fast, they earn more...and so does he! They all end up walking away with a nice tidy profit and the owner covers rental, set up costs, marketing, and all those 'hidden' costs for running his business.

Just some things to consider! Good luck on getting this all organized! Very Happy
Heather Timmons

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Re: Hiring and Training

Post by Guest on Wed Mar 18, 2009 7:13 pm

I hire my assistant's as casual contract workers - I simply pay them an hourly rate for the hours worked - I record it as "staff paid" on my books. I provide and own all kit a supplies - they use my materials and do not have their own. I do NOT give them kit to keep.

They are covered by my insurance.

I do train them - they have all come to me through volunteering at the theatre where I can train them on make-up and hygeine, and then most have worked on "face painting" heavy shows with me and have the hang of sponging, etc. I also have them over for private training if necessary and give them some stuff to practise with.

Since we do NOT do PPF there is no "take" for spitting, etc. If we do get tips whomever painted the tippee's kid gets to keep it.


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Re: Hiring and Training

Post by Perry Noia on Wed Mar 18, 2009 9:29 pm

I don't know about all the other stuff, but I'd say with the training, whenever you and they agree that everyone is happy with and comfortable with what they can do... they might each be different in their learning curve. Once they can do, say 10 designs pretty well and they are comfortable with it, let them try.
Perry Noia

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Re: Hiring and Training

Post by Sherry on Sat Mar 21, 2009 7:45 am

I would do a few training sessions with them and when you think they're doing well and the face paintings look good, I'd take them out to a few events with you.

If you're pleased with how they do the event and you think they're ready, then I'd start sending them to do events on their own. That's what I've done.

I pay them about 43% of my hourly rate and have them use my supplies. I'm not sure if this is the appropriate thing to do, but I'm all new to this also.

I call them sub-contractors or contractors. I'm keeping track of what I pay them and I was told while doing my taxes that I will need to file a 1099 on them next year. They are responsible for taxes and I made them aware of this.

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Re: Hiring and Training

Post by Metina on Sun Mar 22, 2009 9:58 am

I am new to all this is well, but I will offer my input.

My philosophy is that every painter must know and could probably do a whole gig with 3 faces, spiderman, tiger and butterfly. I would never send them out without knowing those three upwards and downwards. I mean good ones. This will allow them the comfort level of thinking they only need to master three faces, but in reality the skills to do those three are the stepping stones to most other faces.

If you are working the jobs pass these three to the newbie and you take on the others unless you both have empty chairs. I would never split, but tell them they keep what they take minus a percent. This will encourage them to practice on their own to get faster and better.

Also, it is fine to tell someone to handle their own taxes, but make sure you do the research on medicare and social security. I did this with a nanny once and got burned because I wasn't taking out those taxes and then I had to pay it all.


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Re: Hiring and Training

Post by Wildcatfin on Sun May 03, 2009 9:15 pm

Training will depnd on time, money, what you want their standard to be, how quickly they get 'good', etc.

I have problems with my biggest contract in Hong Kong as they only pay for 1 training day/ year and that is all half of my team get apart from joining me at big gigs like the HK Rugby 7s.

Some are Ok with just that, some paint at home too as they have a kit/ do it as a hobby, but some are just not good enough. Ideally you want them all producing work of a similar good standard but that's hard to achieve. It often means you get public queuing up for the 'better' members of the team and they DO notice when their friend's gface is better than their own and comment, whoops.

the other thing is some painters actually WANT their staff to be less skilled than themse;lves so they don't loose jobs to them if the staff also work alone!

cat x

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