A new structure aimed at strengthening career development for post-production sound professionals officially went into effect on April 27, 2025. These changes are the result of recent negotiations between the Motion Picture Editors Guild (IATSE Local 700) and the Alliance of Motion Picture and Television Producers (AMPTP), and they introduce new classifications, updated job descriptions, and wage increases across multiple sound department roles.
At the core of the agreement is the establishment of a progressive training pipeline—from entry-level roles to higher-tier classifications such as Y-9 through Y-1. The new framework introduces two additional trainee levels—Y-15 (Sound Department Trainee II) and Y-14 (Sound Department Trainee III)—and revises the existing Y-16a classification to better support skills development and career mobility.
Key changes include:
Y-14 Sound Department Trainee III: A new top-tier trainee position, paying $44/hour ($2,327.60 weekly for 48.6 cumulative hours). Individuals may remain in this classification for up to nine consecutive months.
Y-15 Sound Department Trainee II: Offers a $36/hour wage ($1,904.40 weekly) and allows a twelve consecutive month maximum before advancement to Y-14.
Y-16a Sound Department Trainee I: Renamed but unchanged in wage, this entry-level classification provides foundational on-the-job training, with a twelve consecutive month limit before progressing to Y-15.
Importantly, these roles are designed as learning opportunities and cannot replace or displace workers in higher classifications. Promotions may occur earlier than the maximum term, and studios must report new trainee hires to the Guild within 30 days.
In addition to the new classifications, wage adjustments are also in effect. The Y-16 Journeyperson rate has increased from $28.50 to $32.50 per hour. This rate will receive further raises—4% on August 3, 2025, and 3.5% on August 2, 2026—reflecting the terms of the current Basic Agreement.
All major studios and post-production facilities have been notified of the changes, which are expected to create more consistent training experiences and clearer professional trajectories within the sound department.
Members working under any of the sound classifications are encouraged to verify their status with the Guild and direct classification-related questions to Guild staff.
These updates represent a meaningful investment in the future of the post-production sound workforce—one focused on skill-building, upward mobility, and fair pay.
