Visiting Music Teacher – Trombone
- Job title: Visiting Music Teacher - Trombone
- Job Type: Casual work, no guaranteed hours
- Salary: £37.85 per hour
- Department: Music
- Reporting to: Head of Brass
- Location: Highgate, North London
- Start: September, 2024
- Closing Date: 3 June 2024 at 9:00 am
Highgate seeks to appoint an experienced music teacher (specialising in Trombone) to provide weekly group tuition on the HeadStart programme on Wednesday afternoons and individual lessons. The role requires the music teacher to provide pupils with a rounded musical education through the medium of the teacher’s instrument and its range of repertoire. The successful applicant will be an enthusiastic, experienced and talented teacher, who is able to inspire young musicians.
The Department
Highgate has a long and distinguished musical tradition: former pupils include John Rutter CBE, Sir John Tavener, Howard Shelley OBE, Jan Latham-Koenig and Daniel Hope. The Senior School Music Department has its base in Dyne House at the heart of the School.
The Music Department has three offices/teaching rooms for the full-time staff, twelve teaching/practice rooms, five classrooms (including an IT music suite and a keyboard room), and a recital/rehearsal room, as well as a 300-seater auditorium refitted with the latest technology in acoustic design.
Individual music lessons are given in all the usual instruments and singing. Over 55% of the School’s pupils have music lessons, either inside or outside the School and approximately 45% have lessons in school. About 650 lessons are given per week. A number of pupils attend the junior departments of London music colleges and participate in the New London Children’s Choir, and National Youth Orchestra of Great Britain.
The Music Department is a thriving and busy department with numerous choirs and ensembles. Recent pupil performances include Schumann Symphony 4, Rutter Gloria and Anything Goes the Musical.
MAIN RESPONSIBILITIES
- To specialise in delivering high quality group tuition as part of the HeadStart programme, which requires you to be available on Wednesday afternoons during term time
- To teach 35-minute or 50-minute music lessons to pupils as requested by the Head of Brass/Director of Music
- To set an example of high standards to pupils by modelling the taught instrument in lessons
- To provide a programme of study tailored to each individual pupil that allows for continuity from lesson to lesson
- To be actively involved in the promotion and recruitment of the trombone
- To engage positively with the annual VMT Continuous Professional Learning Programme
- To provide 30 music lessons to each pupil each academic year
- To ensure that each pupil is aware of their practice requirements for the next lesson and is following those requirements
- To prepare pupils to perform in concerts and in other public events
- To prepare pupils for public exams as appropriate
- To communicate effectively with staff, students and parents
- To attend the mandatory VMT Forum in September and Safeguarding training as requested by the Director of Music
- To write reports to parents or carers once a year on each pupil’s progress or to attend Visiting Music Teachers parents consultation evening twice a year
These duties and responsibilities are intended as a guide. They are not exhaustive: the Visiting Music Teacher will be expected to undertake any reasonable task or responsibility as required by the Director of Music.
- Criteria
- How will these be tested or verified?
- Qualifications
Essential:
- Must hold a qualification in their instrument to at least degree level or hold a BA or equivalent in academic music
Desirable:
- Demonstrate an active ongoing interest in instrumental teaching pedagogy
- Skills and Experience
Essential:
- Experience in teaching individual lessons, group instrumental lessons, general musicianship and musical games
- The ability to teach initial musical development, working imaginatively with pulse, rhythm and pitch to lay the musical foundations for tuition on brass instruments in subsequent years.
- Experience of teaching beginner brass, with a focus on teaching beginner trombone pupils
- The ability and desire to emphasise the encouragement of basic musical skills, physical ease with the instrument and the enjoyment of playing
- Experience in teaching individual trombone lessons, a wide knowledge of trombone repertoire and an existing practice as a professional trombone player
- IT Literacy, comfortable using Microsoft Office 365 or equivalent
Desirable:
- The ability to explore all elements of music, including note-reading, in an active and stimulating fashion.
- Keyboard skills
- An understanding of the place of music in a school such as Highgate and support it in their teaching
- Personal Attributes
Essential:
- Setting the highest professional standards of dress, punctuality and politeness and be prepared to demand the same of their pupils
- Must have an ability to relate well to both pupils and other teaching and administrative members of the Music Department and the School and communicate effectively with parents as necessary
Benefits
Location | Highgate Village, adjacent to Hampstead Heath, with quaint shops and easy connections across London.
Pension | AVIVA workplace pension scheme offered – 21% employer contribution, with the ability to flex up to 11% of this as additional non-pensionable salary, employees contribute a minimum of 5%.
Personal development | Comprehensive induction support for new staff. Focus on continued professional development for all employees.
Leisure facilities | Free access, at stipulated times, to our sports facilities, including a fitness suite and swimming pool (recently refurbished).
Lunch | A complimentary lunch including hot meals, sandwiches, salads, fresh fruit and dessert.
Help with sustainable travel | Access to the Cycle to Work Scheme and a Season Ticket Loan scheme for public transport.
Family-friendly policies | Highgate appreciates that employees sometimes have family commitments so we try to be as supportive as possible, for example with enhanced maternity pay (8 weeks’ full pay, then 10 weeks’ half pay) and paid dependant leave.
Working at Highgate
A culture of community, kindness and belonging
Highgate is a caring, open-minded community, where we promote kindness, empathy and friendship. Everyone who works and studies with us deserves to feel they are part of a welcoming environment that enables them to be themselves and to thrive as individuals.
Our community extends beyond the school, through partnerships, charity work and our commitment to equality, inclusion and sustainability. All members of our school community are encouraged to look outwards and play an active role.
In a recent ISI inspection (Dec 2021), it was noted that “Pupils show exceptional respect for, and appreciate diversity within the school and wider community, and their own and other cultures, demonstrating sensitivity and tolerance to those from different backgrounds and traditions.”
Staff wellbeing
Highgate is committed to staff wellbeing, which we promote by encouraging a strong work-life balance; trying our best to support flexible working requests; providing a nutritious complimentary lunch in the dining hall; and offering access to sporting facilities including our recently renovated swimming pool.
The Staff Wellbeing Committee, with representatives across the School, meets regularly to drive forward initiatives, and a selection of staff have been trained as Mental-Health First Aiders.
We encourage an open culture throughout our school, with regular staff surveys, action committees and opportunities to feedback. We strive for continual learning and improvement, and staff training and development is paramount. There are opportunities to participate in the wider life of our school, such as taking part in trips or societies and getting involved in partnership projects.
More details about working at Highgate can be found here:
Charitable work and sustainability
As an independent school, we want to use our position as a charity effectively: to make high-quality education accessible to as many children as possible – through our bursary programme at Highgate and through our work with local state schools. We have partnerships with over 60 state schools across 7 London boroughs, and we are the principal educational sponsor for London Academy of Excellence, Tottenham – an academically-selective state sixth form in a community where such opportunities are lacking.
Alongside this, our staff and pupils undertake charitable activities throughout the year. These range from staff giving up their time to neighbourhood schools and charitable organisations, focused fundraising campaigns, to pupils undertaking community work in the local area or further afield.
As a school, we have a central role to play in educating our pupils, staff and parents about the importance of environmental sustainability. We are taking positive action to adapt our operational performance to tackle the negative effects of climate change. We encourage all our staff to reflect upon their personal and professional practices, to support our environmental agenda and to make positive changes wherever possible.
Application procedure
- Closing Date: 3rd June 2024
- Video Interviews: w/c 3rd June
- In Person Interviews: June 18th 2024
Contact: The Recruitment Team are happy to answer any questions about this post.
Early Application: Applications will be considered ‘as and when’ received and we may close the vacancy if we appoint before the closing date.
Apply hereInclusion
We know that more diverse teams are stronger teams, and that the more inclusive we are, the more our staff and pupils will feel a sense of belonging and will thrive.
We are aware that people from certain backgrounds are under-represented in independent education institutions and we’re working to doing what we can to redress this. We are particularly keen to receive applications from people from minoritised ethnic and racial backgrounds, people with a disability and/or neurodiverse applicants (including those with a ‘hidden’ disability, LGBTQ+ people, as we are working to make our staff body more representative of the UK and London population.
We are also aware that many highly capable prospective candidates nonetheless rule themselves out of applying for positions because they may underestimate their own ability to do the role. With this in mind, we strongly encourage applications from anyone who is prepared to learn and develop professionally on the job and would like to stress that past experience of working in education, or admissions is not required.
If this application process doesn’t support your needs and you would like to discuss additional support to apply, please contact Recruitment@highgateschool.org.uk
Safeguarding
As this role will have regular unsupervised contact with children you must, if appointed, comply with Highgate’s Safeguarding Policy and Staff Code of Conduct. If in the course of carrying out the duties of the post the post holder becomes aware of any actual or potential risks to the safety and welfare of our pupils, these concerns must be reported immediately in accordance with the Safeguarding Policy. If whilst in the post, Highgate becomes aware of any safeguarding concerns to staff, pupils or the community; these will need to be followed up in line with the safeguarding policy and code of conduct which is underpinned by KCSIE and other legislation. These concerns may need to be shared with other agencies. A copy of these policies will accompany all offers of employment. Training will also be provided to all staff to support Safeguarding practice.
Please read before you apply
Highgate is committed to the safeguarding and welfare of children and applicants must be willing to undergo child protection screening appropriate to this post, including checks with past employers, the Disclosure and Barring Service and overseas police check if necessary. Candidates from overseas must provide information about their past conduct, for example, by providing documents issued by overseas teaching authorities. DBS Privacy Policy
Please note that this role is ‘exempt’ from the Rehabilitation of Offenders Act 1974 and therefore, you are required to declare any convictions, cautions, reprimands and final warnings that are not ‘protected’ (i.e. filtered out) as defined by the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (as amended in 2013). Shortlisted candidates will be asked to provide details of all unspent convictions and those that would not be filtered, prior to the date of the interview. DBS Code of Practice
In accordance with the latest guidance from KCSIE, we shall be conducting online searches on any candidates who are shortlisted.