Showrunners - Training Gaps Analysis - Cultural Human Resources ...

II. Project Methodology
Showrunners Training Gap Analysis
The Cultural Human Resources Council (CHRC) brings together cultural workers and employers
to address training, career development and other human resource issues. The cultural sector
includes a labour force of over 600,000 and several thousand businesses.
CHRC’s initiatives on behalf of and in collaboration with the film and television industry include
developing Fast Forward, a national training strategy and establishing a National Training
Advisory Council (NTAC) to oversee the implementation of the Fast Forward recommendations.
CHRC has also undertaken occupational and training gap analyses for certain key occupations in
the film and television industry including this one for Showrunners.
To start, an Expert Working Group of practicing Showrunners prepared a Showrunners’ Chart of
Competencies identifying the combined competencies that make up the work of a Showrunner
(see Appendix A). The CHRC commissioned this Training Gap Analysis to determine how
prepared Showrunners are for these competencies, to determine if the education and training
system is able to provide instruction in the competencies, and if not, where the gaps may lie. In
conducting the Training Gap Analysis, the consultants followed the steps outlined below.
CASE STUDY APPROACH FOR TRAINING NEEDS
The consultants noted at the start of the analysis that there is only a small number of Showrunners
in Canada. We therefore adopted a qualitative methodology for determining Training Needs
based on case studies of Canadian TV series that are either currently in production or have
recently demonstrated success. The case studies were selected to provide balance in geography,
language, broadcaster and genre.
The intent was to look for various organizational models by which the creative vision of a show is
successfully delivered, some of which include a Showrunner and some of which do not.
We conducted in-depth telephone interviews with key production individuals in each of the
selected series (see Appendix B1 and B2 for lists of English and French Interviewees). Each
interview included questions about the identity and role of key players in the production process,
the views of the interviewee on the competencies necessary to undertake the work of a
Showrunner, and how and by whom those competencies are exercised on the particular series.
Interviewees were also questioned about immediate and long-term training needs. We asked for
specific input on what types of training would be most useful: on-the-job, academic, workshop,
etc. (see Appendix C1 and C2 for Case Study Questions in English and French).
We conducted additional interviews with industry professionals to provide further insight and
validate the themes that emerged.
TRAINING OFFERING SURVEY
Several professional development offerings are directly related to Showrunners. In-depth
interviews were conducted with these trainers. A geographically representative sample of key
training providers (organizations, associations, private schools, colleges, and universities) was
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Deborah Carver and Benoit Dubois, January 2009