Music teacher job description

This post includes 3 parts: duties list, job qualification and job description writing tips for Music teacher in details. A complete job description concludes Music teacher key duties/responsibilities, Music teacher job qualifications (knowledge, education, skills, abilities, experience…KSA model) and other ones such as daily tasks, key activities, key/core competencies, job functions/purpose…

I. List of Music teacher duties:

1. Past experiences and actions reflect a commitment to the LHA mission, vision, core values
2. A passion and ability to build and sustain the LHA K-12 model in a high need, urban environment
3. Work in schools that demonstrates a sense of urgency and the relentless pursuit of high academic student achievement
4. Reflective, self-aware and adaptable to communication and work styles of others
5. Critical thinker and problem solver who takes initiative
6. Belief in the power of collaboration and works to build a collaborative culture with LHA network, community, staff, families and students
7. Use the state standards and curriculum to create a rigorous, objective-driven, arts-infused Spanish program.
8. Identify in each lesson what thinking skills will be explicitly taught and practiced; what physical, social, or content skills students will be able to do and how students will know if they can do it.
9. Differentiate for individual students based on their unique learning needs so all students are appropriately engaged and challenged.
10. Ensure students are engaged through activities and technology that accommodate various learning styles, personality styles, and the need for physical movement.
11. Collaborate with classroom teachers to create interdisciplinary units that teach grade level content knowledge and skills through music.

II. List of Music teacher qualifications

1. Bachelor’s degree required, Masters Degree preferred
2. Minimum of two years teaching experience in an urban public school or charter school setting preferred
3. Required state teaching certification/licensure; Highly Qualified status under No Child Left Behind
4. Proven track record of raising student achievement scores in an urban environment
5. Strong desire to work within an innovative, urban educational program
6. Knowledge of or experience with Common Core State Standards or Understanding by Design preferred
7. Ability to use data to inform instruction and decision-making related to student achievement
8. Ability to turn best practices into high quality, goal-driven results
9. Highly effective writing, oral and interpersonal skills to communicate with a varied audience
10. Data managements tools, organizational tools, computer skills (Word, Excel, Access, PowerPoint and Outlook)

III. Tips to write job description

1. Too-long job description:

Looking at a too-long job description can frighten the candidates off and drive the away. A job description, no matter how important the job is, should not be included in more than 3 pages. If one focuses on too many things at a time, he shall definitely lose focus on the main items and get overwhelmed by the remaining; So, keep it concisely.

2. Too-short job description:

While too-long can be a problem, too-short is more a problem. It will ruin the meaning of the job description. A too-short one means it lacks necessary details and therefore, the candidate will not be able to understand while reading it.

3. Listing unnecessary functions or job duties:

Just classifying these into the “others” category will save you a lot of effort and space. On the other hand, the job description will become more dilute and easy to be neglected.

4. Key functions

Not listing key functions as required for the job can be a fatal mistake to a job description.

5. Grammar and spelling

Poor grammar and having spelling errors can ruin the job description, too. Never think that as you are the employer, you may have the right to make grammar or spelling errors while requires other not to. A job description with such errors is easily to be mistaken as a fake or ghost ads; as a result, the candidate will turn away from it.

6. Not specific enough:

Be specific and concise; if you don’t address the specific, then what the job description is for. It is for the candidate to understand just exactly what he needs to do or needs to have. Lacking details can confuse the candidates very well.

7. Not having the job description reviewed by others:

This is also a common mistake. One may be subject to bias, but more than one, especially with the help of those external advisor, the job description can be more perfect.

8. Using buzzwords or abbreviations:

In fact, it is not necessary at all to use such in a job description.

9. Using slang or legal words:

Just use common wording to communicate with others and don’t do anything extraordinarily.

10. Not updating the job description:

The same job may require different duties and responsibilities in different times, so, you cannot use the same job description for 2 different times.

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