TITLE Staff Music Director-Accompanist
CLASSIFICATION NUMBER 2141
IMMEDIATE SUPERVISOR Department Head, Theatre and Dance Department
MAJOR ADMINISTRATOR Dean, College of Arts and Letters
The primary duty of the Staff Music Director-Accompanist is to serve as music director for Theatre and Dance mainstage productions and the summer Tent Theatre season, including serving as audition, rehearsal, and production pianist-conductor for musical theatre productions during the academic year as well as during Tent Theater. The Staff Music Director-Accompanist provides appropriate piano accompaniments for musical theatre classes and musical theatre workshops, serves as music director and outreach coordinator for Syncopation, and serves as music director-accompanist for musical theatre senior recital projects and the annual BFA Musical Theatre Senior Showcase in New York. The Staff Music Director-Accompanist coordinates class assignments for all dance accompanists and, as scheduling permits, accompanies dance classes and accompanies BFA Musical Theatre program auditions, scholarship auditions, and assessments.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor's degree is required.
Experience: At least two years of experience in accompanying or as a musical director for musicals is required. Experience in a variety of musical styles is preferred.
Skills: Professional performance ability in a wide variety of musical styles is required. Excellent sight-reading skills are required. Ability to teach vocal scores to actors is required. Piano improvisational ability is preferred. Excellent interpersonal skills are required. Strong oral and written communications skills are required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.
Effort: Auditory acuity within the normal range is required. Visual acuity necessary to read published music and professional music manuscripts is required. Ability to work outdoors in the summer is required.
Other: The scope of the job frequently requires working evenings and/or weekends, particularly during rehearsals of musical theatre productions.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Serves as music director for Theatre and Dance mainstage productions and the summer Tent Theatre season by serving as audition, rehearsal, and production pianist-conductor of musical theatre productions during the academic years and for Tent Theatre.
2. Provides appropriate piano accompaniments for musical theatre classes and musical theatre workshops, coordinates class assignments for all dance accompanists and, as scheduling permits, accompanies dance classes, and accompanies BFA musical theatre program auditions, scholarship auditions, and assessments.
3. Serves as music director and outreach coordinator for Syncopation including coordinating program development and rehearsal, communicating with schools and the community, scheduling performances, and other miscellaneous duties pertaining to the ensemble.
4. Serves as music director-accompanist for musical theatre senior recital projects including helping musical theatre seniors, in conjunction with voice faculty, select repertoire, and develop, prepare, and perform the senior project.
5. Serves as music director-accompanist for the annual BFA musical theatre senior showcase in New York.
6. Serves as music supervisor when opportunities exist for students to gain educational experience as music director for a mainstage production.
7. Serves as the department’s alumni liaison and contact.
8. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
9. Remains competent and current through self-direct professional reading, developing professional contacts with colleagues, attending professional development courses, and attending training and courses as directed by the supervisor.
10. Contributes to the overall success of the Department of Theatre and Dance by performing other essential duties and responsibilities as assigned.
The Staff Music Director-Accompanist is supervised by the Department Head of Theatre and Dance.
OFFICE OF HUMAN RESOURCES
REVISED SEPTEMBER 2013
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 3 - 1500 Points: Entry-level knowledge of the principles, concepts, practices, and methods of an administrative, managerial, technical, or professional specialty. Knowledge permits employee to carry out basic recurring tasks and routine portions of assignments or to carry out less demanding professional elements of assignments in professional or technical areas including accounting or auditing, financial management, business administration, human resources, law, engineering, science, or medicine, while gaining familiarity with the University's policies and goals, business practices, and/or accounting systems. This level of knowledge permits the employee to schedule and carry out the steps of a limited operation or project, or to complete stages of a multi-phase project. Alternatively, knowledge at this level might also permit the employee to carry out recurring tasks and routine assignments requiring moderate experience in specific areas within higher education. Knowledge at this level is typically acquired through a combination of formal education and/or training and experience that includes a requirement for a college degree in a specific technical or professional specialty. Knowledge requirements may also include a limited amount of related work experience. Alternatively, equivalent knowledge requirements at this level include a non-technical or general Bachelor's degree requirement with a moderate level of additional related work experience or a non-specific Master's degree requirement with some related work experience.
Factor 2: Supervisory Responsibility
Level 1 - 50 Points: Typically, little, if any, supervision of others is required. The job may require irregular but occasional responsibility to direct the work of student workers and/or temporary or part-time workers. The nature of supervision is largely confined to assigning tasks to others and does not include a full range of supervisory responsibilities. The amount of time spent on directing the work of others is normally a small portion of total work time.
Factor 3: Interactions with Others
Level 3 - 250 Points: The purpose of interactions is to advise or counsel others to solve recurring and structured problems, and/or to plan or coordinate work efforts with other employees who are working toward common goals in situations where relationships are generally cooperative. Interactions are moderately structured and routine and may involve employees in different functions, students, and/or the general public. These types of interactions require normal interpersonal skills.
Factor 4: Job Controls and Guidelines
Level 2 - 250 Points: The employee carries out a group of procedures using the general methods and desired results indicated by the supervisor. Typically, standard operating procedures, handbooks, and/or reference manuals exist for most procedures, but the employee must select from the most appropriate of several guidelines and make minor adjustments to methods. Unforeseen situations are normally referred to others for resolution. Assignments are related in function and objective, but processes, procedures, or software varies from one assignment to another. Based on the assignment, the employee uses diverse, but conventional, methods, techniques, or approaches. Employees in jobs at this level may perform work that is moderately complex, but normally performed within a fairly narrow and specific functional area.
Factor 5: Managerial Responsibility
Level 2 - 400 Points: Work involves services including collecting, processing, and disseminating information and providing advice to others. Work activities may be complex and likely affect the accuracy, reliability, or acceptability of further processes or services to the extent that others rely on the advice given in order to make decisions. Work activities typically affect the efficiency of the department but have relatively minor effects on operations within the cost center. Individuals in jobs at this level are often responsible for actively documenting, monitoring, and controlling expenditures. Incumbents may recommend minor expenditures, but have no substantive authority over budgets.