Orchestral Markings, Distribution, and Concept of Vision
Current issues: (Particularly rental) Parts being sent out
disturbingly close to rehearsals with markings not necessarily
'done' or consistent, Sls unable to do 'job'. Communication with
director re; nuance of articulation, shape, style, etc. nil until
rehearsals begin. Director is a string player, he knows what he
wants, should be responsibility of Sls to convey information. Too
much rehearsal time spent on fundamentals and 'damage control'.
Goals: Accurately marked parts. Supplemental information re;
history, form, articulation (and technically how to consistently
achieve), recordings, scores, etc. to be provided for study.
Observation: BCSO currently straddles the lines between
community/regional/teaching/professional orchestra. If expectations
of professional product are to be imposed (which is obviously
crucial to growth of organization) some amount of spoon-feeding is
necessary over 'growth' period. This includes
instructions/demonstrations of technique/articulation, and
providing necessary history, scores, recordings, etc. The
expectation that the orchestra can follow/adapt 'on sight' to
director movement/musical implications of said, is (currently)
unreasonable given the median/mean skill and experience of section
members.
Past Systems
Free For All
Parts marked independently by section leadersMarkings received
over course of rehearsals by section musicians
Pros: None
Cons: total fuster cluck
plausible solutions: None. System deeply flawed
Bowing Committee
Parts marked cooperatively by section leadersMarkings made by
volunteer committee in parts
Pros: Cost effective, theoretically a perfect solution
Cons: In practice; Volunteers unreliable, incapable of meeting
deadlines, accuracy of markings suspect
Plausible solutions: Unclear.
Suggest imposition of regular schedule (i.e. every tuesday
during season we meet for two hours with coffee and to mark parts).
'Hard' deadlines must be imposed. Incentives must be offered.
Nature of incentives unclear; What motivates a particular group of
people to do xyz on a volunteer basis? More (recognized)
responsibility? Program thanks? Season tickets? Input in program
development? (i.e. 'power' over product?) Idea too good to write
off without discussion.
Current System
Parts marked cooperatively by section leadersMarkings delivered
to section musicians via interwebs and section players responsible
for marking individual parts
Pros: Cost effective, (potentially) accurate, philosophically
appealing/engages capability approach
Cons: Time consuming for section leaders to upload, personal
accountability and culpability of section leaders and section
musicians suspect
Plausible solutions: Unclear
Suspect motivation. If each member is made to feel/know they are
responsible for overall product and have crucial role in product
improvement of performance possible. Incentive likely crucial;
Change in position in section/leadership role?
Proposed Systems
Section Leader Marked
Parts marked cooperatively by section leadersMarkings made by
section leaders in parts
Pros: Cost effective and accurate, responsibility delegated to
people within the organization, deadlines met
Cons: Very time consuming for section leaders, time not
necessarily appropriately compensated, personal accountability of
some Sls suspect
Orchestral Librarian Internship
Parts marked cooperatively by section leadersMarkings made by
intern in parts
Pros: Accuracy, deadlines enforced/met, engagement of 'outside'
resources and thus engaging 'outside' interest
Cons: Cost, director time drain to communicate necessary info,
skill needed by potential applicants and time invested to screen
(the heck out of) applicants.
