Working For Advantage Music Academy
What Advantage Music Academy is all about
We recognise the investment our clients make in their child(ren)'s or their own education and we take that seriously. We consider our role as educators is a great privilege and responsibility. At the centre of everything we do are the best interests of every student.
Advantage Music Academy seeks to make your job more comfortable, easier, and productive. The Academy provides genuine support in all aspects of your job, from the provision of resources to behaviour management, from pedagogy to comfortable furniture.
Our employees are not subcontractors. We don't dodge paying your superannuation, we don't dodge paying your tax, and we don't dodge paying you for 'no-shows'. We pay the lawful way.
No ABN required.
What you do NOT have to do:
find your own students
pay for teaching resources
PAYG own tax
pay yourself superannuation
follow up payments
manage your expenses
pay for a lease
pay an accountant
pay legal fees
manage policies and contracts
travel to different locations
Advantage Music Academy staff are a part of a community of practice. Staff share experiences, ideas and advice through face-to-face informal chats and formal meetings and through online platforms. No one working for Advantage Music works in isolation.
Ahead of the Competition
We've had competitors ask us for marketing and customer management advice, some copy our information and terms and conditions on the website, others have even wanted to merge with us. We must be doing something right.
Grow in Your Role
Some staff take opportunities to further their involvement with the Academy by participating in marketing activities and program development. While all staff begin casual, there is potential for part-time employment that includes teaching and further involvement in the operations of the Academy. Currently 3 of our teaching staff also form our Student Engagement Team who manage our social media, events, competitions, and other activities, all of which is of their own initiative. They also form the Research and Development Team who researches instrumental pedagogy and education and develops our teaching programs. We also have another teacher who doubles as the Community Engagement Manager and is responsible for building relationships with local schools, government and businesses.
Advantage Music Academy values its staff as people and professionals. All staff have input on a variety of aspects of the Academy including management, marketing, and pedagogy. Staff are paid for meetings, training, writing reports, free trials, and when scheduled students do not show up and staff are not required to provide "make-up lessons" when a student misses a lesson.
Advantage Music Academy pays a competitive wage. All staff are employees. That means you receive superannuation and leave entitlements (part-time employees), and the Academy withholds PAYG amounts.
To be considered for a teaching role, prospective employees must be either in their final year of a bachelor's degree in music or have completed at least 3 years of a tertiary music education or have a minimum of 10 years' teaching experience . Applicants must also have at least 12 months of teaching experience.
Potential employees will be invited to an interview. The interview will go for approximately 1 hour. Interviewees are given a series of questions around mindset, ethics, and pedagogy. Interviewees are typically given questions about motivation and personal development. Hypothetical situations are given to interviewees which require the interviewee to draw on their ethics. Interviewees are also asked a series of questions about their pedagogy and how they deal with issues.
Interviewees are required to perform two contrasting pieces or songs or sections of pieces or songs for up to 5 minutes combined.
Interviewees are required to present two contrasting pieces of music or songs for teaching and answer the following:
Why are you introducing the piece or song to the student?
How would you introduce the piece or song to the student?
What anticipated difficulties do you see the student having?
How would you prepare for and deal with those difficulties?
The tips below address common issues encountered in the recruitment process that almost invariably result in immediate rejection.
Tip 1: Don't ask for the hourly rate if we haven't met you. Be professional.
Tip 2: Don't use informal language in your cover letter. Be professional.
Tip 3: Before you apply, read about the Academy, its background, philosophy and its approach to teaching. Show that you are actually want to work for the Academy and not just anywhere.
Tip 4: Call us if you want to know more. Do not text. Be professional.
Piano teacher OPEN
Email your CV and a cover letter to that outlines what you bring to the Academy, why you want to work for the Academy and why you would be a good fit.