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Visiting Teacher of Singing, Maternity Leave Cover

Rye St Antony SchoolOxfordshire

The school seeks to appoint a well-qualified and experienced Visiting Teacher of Singing to cover a period of maternity leave.  The current post holder has 16 pupils requiring a total of eight hours teaching, which is best spread over two days.

The Music Department

The Music Department at Rye St Antony is a flourishing department that embraces a wealth of  musical styles, ranging from Western Classical to more contemporary styles.  There are currently two choirs, a band and various ad hoc ensembles throughout the Prep and Senior Schools.

We see Music not only as a subject but a passion to discover in our pupils.  We encourage all  members of the department to support within their lessons activities where pupils can fulfil their potential in Music and develop a love of the beauty of song.  School productions and termly tea-time concerts provide opportunities for pupils to showcase their musical accomplishments in front of peers, parents and teachers and the successful applicant would be expected to encourage and support participation in these events. 

Responsibilities of the post-holder: 

  • to provide and deliver an appropriate programme for each pupil  
  • to provide training in both the musical and technical aspects of singing 
  • to prepare pupils for examinations where appropriate 
  • to prepare pupils for public performances 
  • to keep an up-to-date register of pupil attendance 
  • to ensure good attendance from pupils by entering lesson times on the online timetable at least a week in advance, trying to find pupils who are missing from a singing lesson, and communicating with parents and the Director of Music about any missed lessons 
  • to write reports as required, in particular for incorporation in the mid-year and end-of-year reports issued for each pupil 

Person Specification 


  • evidence of an ability to teach singing to children 
  • strong interpersonal skills   
  • diplomatic and patient  
  • reliable and resilient  
  • ability to communicate effectively with parents, pupils and staff in a variety of ways 
  • integrity and discretion  
  • inspiring confidence in others   
  • understanding of and support for the Catholic ethos of the School  
  • committed to safeguarding and promoting the welfare of children and young people


  • a good honours music degree or equivalent experience 
  • a teaching qualification

Pay and benefits

The hourly rate of pay for the post is £33.92.

There is car parking on site, and the School is easily accessible by bus.

The School provides wellbeing support through membership of Westfield Health, which enables you to claim money back, up to set limits, towards the cost of essential healthcare, as well as providing access to valuable health and wellbeing services.  

Subject to the ending of Covid-19 restrictions, at specified times, staff may use the school’s Fitness Suite, and  during Trinity Term staff may use the swimming pool at the advertised times.  Lunch  is provided in the school dining room during term time, and refreshments are provided at morning break and teatime.  Catering arrangements are subject to change to comply with Covid-19 regulations.

How to apply

Applications (application form with contact details for two referees, accompanying letter and full curriculum vitae) should be addressed to the Head, Miss Joanne Croft, and sent by email to the Human Resources Manager, Ms Ellen Phelips (

Applications will be accepted only from candidates who have completed the application form in full.

The closing date for applications is 12 noon on Wednesday 6 October 2021 and interviews will be held shortly thereafter.


The School is committed to safeguarding and promoting the welfare of children and young people, and all staff and volunteers are expected to share this commitment.  All applicants must be willing to undergo child protection screening including checks with past employers and the Disclosure and Barring Service.

The post is exempt from the Rehabilitation of Offenders Act 1974 (Amended), and therefore all   relevant convictions, cautions and bind-overs, including those regarded as ‘spent’, must be  declared. The amendments to the  Exceptions Order 1975 (2013 and 2020) provide that certain spent convictions and cautions are 'protected'.  This means that they do not need to be disclosed to employers, and if they are disclosed, employers cannot take them into account.  Guidance and criteria on the filtering of these cautions and convictions can be found on the Ministry of Justice website. Candidates must not have been disqualified from working with children, and must not be named on the Children’s Barred List or be subject to any sanctions imposed by a regulatory body.  An overseas police check may also be required.

Supporting documents

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