Teacher of Music (Part or Full Time)

Job details

Job role: Teacher

Visa sponsorship: Visas cannot be sponsored

Key stage: Key stage 3, Key stage 4

Subject: Music

Working pattern: Full time, part time: Hours as agreed at the time of interview

Contract type: Fixed term - 1 year

Pay scale: MPS/UPS

What skills and experience we're looking for

TEACHER OF MUSIC (Part or full-time, MPS/UPS)

The Governing Board is seeking to appoint an enthusiastic and well-qualified part or full time teacher of Music from September 2026.

The successful candidate will be a Music specialist. They will model at least good teaching practice and will be able to engage and inspire students of all abilities both in and out of lessons. They will then extend the subject through all other year groups in the school, ultimately including A Level, while developing a vibrant and extensive extracurricular music programme which is presently in embryonic stages.

The successful candidate will be a strong practitioner and keen to play a proactive part in promoting the value of learning Music across the school. They will work closely with their team and the Head of the Creative and Performing Arts faculty as their line manager to deliver a challenging curriculum to engage and inspire students of all abilities both in and out of lessons. They will also be responsible for managing the work of peripatetic Music teachers. A bespoke CPD programme will be tailored to meeting their needs, including NPQ programmes as applicable.

What the school offers its staff

At SJF, we are committed to excellence in a sustainable way. This means we value our staff, devise policies with workload in mind and believe that everyone working in education should have the opportunity to enjoy the highest possible standard of wellbeing and mental health.

Ensuring efficient working practices regarding data, marking and feedback, behaviour management and curriculum planning (as outlined in the DFE school workload reduction toolkit: https://www.gov.uk/guidance/school-workload-reduction-toolkit#wellbeing)

a. Clear behaviour policy and support including centralised interventions and rapid response on call

b. Marking policy devised by teachers on a full timetable whereby staff read 2-3 pieces of independently completed work per term and then teach a feedback lesson, rather than time consuming deep marking on all work

c. Strategic placement of inset days including one at the end of the year to finish early for summer

d. Wellbeing events held at the end of each half-term, not a work meeting

e. Break duties consolidated to two per week, taking place near the teacher’s room where possible

f. Lunchtime supervisors employed so teachers do not have to supervise at this time

g. Teaching timetables below the national upper limit of 90%.

Ensuring communication is streamlined and effective

a. One weekly briefing email to keep you informed of school-wide developments

b. No expectation to answer work related email at evenings and weekends

c. All deadlines are staggered, agreed with middle leadership annually, and published well in advance

Ensuring staff are supported throughout the day

a. Your own dedicated teaching room (for all full-time teaching staff except SLT)

b. Free parking at the front of the school site, less than a minute’s walk from Reception

c. Free breakfast for staff teaching exam classes during exam seasons

d. Staff room onsite for rest and relaxation

e. Workrooms in each departmental area with tea, coffee, water, fridges, and microwaves

f. Food during all day events

g. Fully staffed admin team, reprographics service and pastoral care leaders to support your work with students

h. Staff treats provided in the last week of term at Christmas, Easter and Summer

i. Ability to work offsite for PPA periods

Investing in staff development

a. At least fortnightly line management meetings with the first question focusing on wellbeing

b. Investment in development of staff through a programme of personalised CPD and learning walks

c. Opportunities to work across local Catholic schools to share good practice and strategy

d. Non-punitive appraisal process that focuses on supporting staff to do everything they can to meet their targets, rather than penalising them if they are not reached despite this

Bringing joy into the workplace and giving back

a. Investment in the staff room and staff reflection space

b. Staff clubs/socials (social secretary)

c. Staff Christmas and summer parties

d. Christmas and Birthday card for each staff member from the Headteacher

e. Gifts for staff on weddings and new births

f. Staff wellbeing coordinator

Flexible working opportunities

We are passionate about work-life balance, finishing lessons early on a Wednesday afternoon so that CPD and meetings can largely take place during normal school hours, and we provide counselling services free of charge to those who need them.

Ability to work offsite for PPA periods

Further information about the job

The candidate will be required to undergo a full enhanced DBS check and must be eligible to work in the UK.

Visas cannot be sponsored.

If you're interested in teaching or training to teach in England as an international citizen, we can help you understand your next steps.

Music is taught to all students at Key Stage 3 and is an Option subject at Key Stage 4. Summer 2025 will see our first cohort of Year 11 students complete their BTEC Music qualification.

The subject is a part of the larger Creative and Performing Arts faculty (comprising Drama, PE, Music and Art); this will give the successful applicant a supportive community of staff to work and collaborate with.

Many of our students have musical talents and our extracurricular offer caters to these. SJF has a thriving choir and there is a small, but growing, programme of lessons offered by peripatetic teachers. Our vision for music includes a broad extracurricular offer, both for students who study Music academically but also for those who just enjoy it, and we would like to schedule termly public performances to showcase their talents.

Music is also integral to our curriculum offer and to our Catholic values. We believe that Music education gives students an appreciation of beauty and a way to express themselves; there is also no doubting that student performances add to the spirituality of our Masses and other services.

As such, all students in Key Stage 3 study Music, which is taught as part of a carousel with Drama. While we are open to a part time candidate, there is also the opportunity for this to be a full-time post, with the remainder of the post holder’s teaching time allocated to offering individual music lessons (in the teacher’s specialist instrument) or cover.

Our new school build, which opened in Spring 2023, includes a large dedicated Music suite including a full-size classroom and a suite of smaller practice rooms. There are also adjacent Computer rooms to support this aspect of Music teaching.

Commitment to safeguarding

Our organisation is committed to safeguarding and promoting the welfare of children, young people and vulnerable adults. We expect all staff, volunteers and trustees to share this commitment.

Our recruitment process follows the keeping children safe in education guidance.

Offers of employment may be subject to the following checks (where relevant):

childcare disqualification

Disclosure and Barring Service (DBS)

medical

online and social media

prohibition from teaching

right to work

satisfactory references

suitability to work with children

You must tell us about any unspent conviction, cautions, reprimands or warnings under the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975.

Applying for the job

This job requires you to download an application form, you will be able to upload the application once complete.

CVs will not be accepted for this application.

Apply for this job

Additional documents

If you need these documents in an accessible format, please contact the school.

Application Pack re Teacher of Music - September 2026.docx - 179 KB

Model_Application_Form_Teacher_Jan_2020.docx - 64.9 KB

Rehabilitation_of_Offenders_Act_1974_-_Disclosure_Form (9).docx - 60.2 KB

Recruitment_Monitoring_Form (11).docx - 46.7 KB